APPENDIX
E – EVALUATION PLAN
LAKE
FOREST HIGH SCHOOL DISTRICT # 115
EVALUATION
PLAN FOR TEACHERS
I. General
Statement
The
major purpose of evaluation in Lake Forest High School District 115 is to promote
student learning and the professional growth of staff members and to recognize
that the teacher's primary responsibility is in the classroom. It is intended to be a collaborative and
constructive process.
This District’s
evaluation plan will be consistent with the School Code.
The evaluation plan is the formal, written
evaluation process which includes procedures by which the school board
evaluates teachers employed in the school district and which meets the
requirements of the School Code.
The
applicable Ratings utilized shall be as follows:
Excellent
Rating
Proficient
Rating
Needs
Improvement Rating
Unsatisfactory
Rating
Note: Non-tenured certified teachers will be
evaluated in accordance with the School Code.
Non-tenured teachers will be observed at least twice each semester. A preliminary evaluation conference will be
completed by December 1 and a final annual evaluation will be completed by
March 1.
II. Definitions
Summative
Evaluation - Summative evaluations generate the information
needed for State-required ratings and personnel decisions such as placing
teachers on remediation and termination.
Formative
Evaluation - Formative evaluation focuses on the
professional growth of staff members.
Decisions served by formative evaluation include position orientation
and training, monitoring performance, staff and professional development, and
individual career planning. Many of the
areas of focus in formative evaluation are identified by teachers themselves.
Evaluation
Plan - The evaluation plan is the formal, written
evaluation process which includes procedures by which the school board
evaluates all tenured teachers employed in the school district and which meets
the requirements of Article 24A of the School Code.
Teacher -
Certified, tenured, non-administrative staff member.
Qualified
Evaluator
- Those professional employees who are required to hold a supervisory or
administrative certificate and are qualified under the School Code. Tenured faculty of the LFEA who become qualified
under the School Code will also be considered Qualified Evaluators.
III. District Standards
A. Teacher’s
Attendance: Daily attendance is
required, within the limits of the Collective Bargaining Agreement and sick
leave arrangements, so as not to impede the instructional process. Such leave will not be misused.
B. Instructional
Planning: Class presentation will
exhibit logical and progressive movement for instruction toward a defined
conclusion within a lesson and unit.
C. Instructional
Methods: A variety of instructional
methods will be used, both mechanical and personal, as needed to facilitate the
learning process.
D. Classroom Management: A variety of methods to enhance the learning
process for each student will exist. The
teacher will be in control of the class.
E. Competency
in Subject Matter: Each teacher will
exhibit competency in subject areas and conform to all regulations for
certification standards in all areas and/or subjects to be presented.
F. Assessment: The teacher understands various formal and
informal assessment strategies and uses them to support the continuous
development of all students. The teacher
returns student work in an educationally appropriate time frame.
G. Professional Conduct: The teacher understands education as a
profession, maintains standards of professional conduct, and provides
leadership to improve student learning and well being.
When
an administrator knows of a deficiency or concern regarding the above
standards, he/she shall notify the teacher in a timely fashion and initiate an
informal discussion giving the teacher the opportunity to address the concern
or deficiency.
IV. Apparatus I - Formative Evaluation (Optional at the
teacher's choice)
This
is the part of our plan that is unique to Lake Forest High School. The purpose of evaluation or feedback
generated by Apparatus I is to provide the teacher
with opportunities for self-examination, peer observation and feedback and
professional growth. These opportunities
are seen as ongoing and long term with one building on another throughout a
teacher's career.
Some
evaluation technique options open to the teachers are the clinical supervision
process, outside observation, and peer evaluation. Teachers are also encouraged to collect and
review student feedback using a systematic survey format. Variations on these
ideas and other plans of the teacher's invention are encouraged.
Administrators
are welcome as members of the formative evaluation scheme. Their participation in this area of
evaluation does not preclude their role in summative evaluation.
Apparatus II -
Summative Evaluation
This
is the part of our plan which is State-mandated.
A.
Tenured teachers must be evaluated at
least once every two school years. Non
tenured teachers are to be evaluated once every year.
B.
As required by the School Code, this
evaluation must be conducted by a qualified evaluator. The qualified evaluator conducting the
evaluation will be the teacher's direct supervisor or other qualified evaluator
selected by the teacher and approved by the Superintendent.
If
an alternative evaluator selection is requested and the teacher’s selection is
not approved by the Superintendent, the Superintendent or his designee will identify
a list of three additional alternate evaluators, one of which the teacher may
select.
In
addition, the teacher may select up to two other certified staff members to
observe his/her performance. The
principal may also choose to become a member of the team or appoint another
qualified administrator to be added to the team.
C. Prior to October 1 of the school year in
which a teacher is to be evaluated, a teacher requesting a team evaluation must
obtain agreement of teacher-designated members to participate in the evaluation
team, and must notify the direct supervisor of the teacher-designated
members. If the teacher does not
complete this notification process before October 1, the evaluation will be
completed by the direct supervisor or his/her designee, either of whom shall be
a qualified evaluator.
D. Prior to October 15 of the evaluation
year, the teacher and the qualified evaluator conducting the evaluation will
jointly schedule and hold the initial meeting to discuss the evaluation goals
and timetable. The teacher is
responsible for arranging the attendance of any teacher-designated team members
and the qualified evaluator for arranging the attendance of any additional
qualified evaluator. Evaluation will be
completed by May 1.
V. The Evaluation Process
Unless
otherwise agreed to by both the teacher and the evaluation team, the following
evaluation procedure will be used.
A.
At least one day's advance
notification of all formal summative observations will be given. A pre-observation conference will be held if
the teacher requests one. Before another
observation is made, and within three working days of the original observation,
a conference will be held with the observer and the teacher.
B.
This conference will include
specification of the teacher's strengths and/or constructive criticism, with
supporting reasons for the comments made.
C.
In addition to the formal
observations, the evaluator may make informal observations as he/she deems
necessary. These informal observations shall
not be the basis for remediation.
D.
The qualified evaluator conducting the
evaluation will write a summative evaluation based on the district's standards
using the rubric approved by the Joint Committee. The summative evaluation will incorporate the
team members' reports and the teacher's responses. All team members' written reports shall be
provided to the teacher. Teachers will
be rated excellent, proficient, needs improvement or unsatisfactory as required
by the School Code. The report will be
the official summative evaluation document.
The Principal will review and sign the official summative evaluation
document signifying that the procedures were followed. The document will also include the signatures
of all team members. Signatures of team
members will not necessarily mean agreement with the evaluation.
E.
The teacher will sign and be given a
copy of the evaluation report. In no
case will the teacher's signature be construed to mean that he/she necessarily
agrees with its contents. The teacher
may submit additional comments to the written evaluation if he/she so
desires. The summative evaluation, all
final observation reports, and the teacher's comments are to be placed in the
teacher's personnel file.
F.
Within fifteen (15) working days of
receiving the Evaluation Report, the teacher may submit a written
response. This response shall be
attached to the evaluation and placed in the teacher's personnel file.
G.
Any teacher may bring a grievance as
per the Collective Bargaining Agreement, but only in regard to the evaluation
process, not the findings.
VI. Needs
Improvement Evaluations - Professional Development Plan
Within 30 school days after completion of an evaluation of a tenured
teacher resulting in a rating of Needs Improvement, the evaluator
shall create a professional
development plan directed to the areas that need improvement.
1.
The plan
will include any supports that the District provide
to address the areas that need improvement.
2.
The plan will
be created in consultation with the teacher, taking into account
the teacher's on-going professional responsibilities, including his or her regular teaching assignments.
3.
The teacher
will be evaluated at least once in the school year following the receipt of a
rating of Needs Improvement.
4. Any teacher who receives a rating of Proficient or
Excellent in the year following
receipt of a rating of Needs Improvement will then be reinstated into the normal schedule of biennial summative
evaluations.
VII. Unsatisfactory
Evaluations – Remediation
In
this area, the School Code will be followed as presented below, with an
important addition. The consulting
teacher will receive release time and/or financial payment during the period
needed for remediation.
a.
Within 30 calendar days of
completion of an evaluation of a tenured
teacher resulting in a rating of unsatisfactory, the district will develop and
commence a remediation plan designed to correct the deficiencies identified as
unsatisfactory, provided the deficiencies are deemed remediable. The remediation plan shall be developed by a
qualified evaluator or evaluators designated by the Superintendent. The consulting teacher shall participate in
developing the remediation plan, but the final decision as to the evaluation
shall be made solely by the qualified evaluator as per the School Code.
b.
The remediation plan shall provide for
ninety (90) school days of remediation within the classroom. During the remediation period the teacher
must receive two evaluations as per the School Code.
c.
The evaluations and ratings shall be
conducted by a qualified evaluator. The
evaluator may but is not required to use the forms provided for an annual
evaluation of teachers in the district’s evaluation plan.
d.
The qualified evaluator shall issue
evaluations within 10 days of the conclusion of the remediation plan. However, the School Board shall not lose
jurisdiction to discharge a teacher in the event the evaluation is not issued
within 10 days after conclusion of the plan (as per The School Code).
e.
The remediation plan shall provide
reinstatement to a schedule of biennial summative evaluations for any teacher
who successfully completes the 90 day remediation plan by receiving a rating of
proficient or excellent.
f.
Participants in the remediation plan
shall include the teacher deemed unsatisfactory, a qualified evaluator, and a
consulting teacher. The remediation plan
may include the participation of other personnel to assist in correcting areas
identified as unsatisfactory.
i.
The participation of the consulting
teacher shall be voluntary.
ii.
The qualified consulting teacher shall
be one who has received a rating of excellent on his or her most recent
evaluation, has a minimum of five years experience in
teaching, and has knowledge relevant to the assignment of the teacher under
remediation.
iii.
The consulting teacher shall be chosen
from a list developed by the district or, the LFEA may, if it chooses, supply a
roster of at least five qualified teachers from which the consulting teacher is
to be selected, or the names of all teachers so qualified if that number is
less than five. The participating
administrator or the Principal of the teacher who was rated unsatisfactory
shall select the consulting teacher.
iv.
Where no consulting teacher is
available in the district, the district shall request the appropriate Regional
Office of Education to provide a consulting teacher who meets the statutory
requirements.
v.
If the consulting teacher becomes
unavailable during the course of remediation plan, a new consulting teacher
shall be selected in the same manner as the initial consulting teacher. The remediation plan shall be amended as
necessary upon consultation with the new consulting teacher for the balance of
the 90-day remediation period.
vi.
The consulting teacher shall provide
advice to the teacher rated as unsatisfactory on how to improve teaching skills
and to successfully complete the remediation plan.
vii.
The consulting teacher shall not
participate in any of the required evaluations, nor evaluate the performance of
the teacher under remediation.
viii.
The consulting teacher shall be
informed of the results of the first evaluation in order to continue to provide
assistance to the teacher under a remediation plan.
g.
The Plan shall provide that any
teacher who fails to complete the 90 day remediation plan with a proficient or
excellent rating shall be dismissed in accordance with the School Code.
LAKE FOREST HIGH SCHOOL
SUMMATIVE EVALUATION REPORT
Faculty
Member:
Department:
Qualified
Evaluator:
Other
Evaluation Team Members:
Dates
of Formal Observations:
Dates
of Informal Observations:
I. DISTRICT STANDARDS
A. Teacher’s Attendance: Daily attendance is required, within the limits
of the Collective Bargaining Agreement and sick leave arrangements, so as not
to impede the instructional process.
Such leave will not be misused.
Excellent
Proficient
Needs
Improvement
Unsatisfactory
COMMENTS:
B. Instructional Planning: Class presentation will exhibit logical and
progressive movement for instruction toward a defined conclusion within a
lesson and unit.
Excellent
Proficient
Needs
Improvement
Unsatisfactory
COMMENTS:
C. Instructional Methods: A variety of instructional methods will be
used, both mechanical and personal, as needed to facilitate the learning
process.
Excellent
Proficient
Needs
Improvement
Unsatisfactory
COMMENTS:
D. Classroom Management: A variety of methods to enhance the learning
process for each student will exist. The
teacher will be in control of the class.
Excellent
Proficient
Needs
Improvement
Unsatisfactory
COMMENTS:
E. Competency in Subject Matter: Each teacher will exhibit competency in
subject areas and conform to all regulations for certification standards in all
areas and/or subjects to be presented.
Excellent
Proficient
Needs
Improvement
Unsatisfactory
COMMENTS:
F. Assessment: The teacher understands various formal and informal
assessment strategies and uses them to support the continuous development of
all students. The teacher returns
student work in an educationally appropriate time frame.
Excellent
Proficient
Needs
Improvement
Unsatisfactory
COMMENTS:
G. Professional Conduct: The teacher understands education as a
profession, maintains standards of professional conduct, and provides
leadership to improve student learning and well being.
Excellent
Proficient
Needs
Improvement
Unsatisfactory
COMMENTS:
STRENGTHS/CONSTRUCTIVE CRITICISM:
*************************************************************
II. SUMMATIVE RATING
Excellent
Proficient
Needs Improvement
Unsatisfactory
*************************************************************
III. SIGNATURES
Date of Conference: ________________
Teacher:
_______________________________________
Team
Member(s)
_______________________________________
Qualified Evaluator
_______________________________________
_______________________________________
Principal:
_______________________________________
C: Teacher
Department Chairperson/Instructional
Director
Principal
(The original document is in the teacher's
personnel file)