Board of Education

By Board policy, all staff members are to be evaluated in regard to their performance. This posting is provided for the public to gain an understanding of what the system is and how it is put into effect. Please be aware that the system is always under construction since the nature of education is one of change. One such change has been the legislative requirement to use the terms and ratings of: Highly Effective, Effective, Marginally Effective, Ineffective.

The Board of Education is responsible for the evaluation of the Superintendent. The Board delegates through the Superintendent the responsibility to evaluate all other district employees. That evaluation is done in open session each spring.

Administrators are evaluated by the Superintendent. Each one submits a list of goals, the achievement of which are part of the evaluation. One of the goals must be linked to student achievement growth and another must be linked to the school improvement plan. In addition, the Superintendent utilizes a checklist of performance areas and written comments. These tools provide the basis for a summative evaluation each year in which the administrator is assessed to be: Highly Effective, Effective, Marginally Effective, or Ineffective.

Teachers are evaluated by the building principals. Each teacher submits at least one goal which is linked to either the school improvement plan or to student achievement growth. In addition, the principal utilizes a checklist of performance areas and written comments. These tools provide the basis for a summative evaluation each year in which the administrator is assessed to be: Highly Effective, Effective, Marginally Effective, or Ineffective.

Each evaluation form is divided into sections called domains. The domains address Planning & Preparation, the Learning Environment, Instruction, Professional Responsibilities and Student Performance Data. Copies of the tools are available.