I. PURPOSE
To outline guidelines for evaluating Hallsville R-IV School District educators in order to
(1) improve instruction;
(2) provide ongoing feedback for professional growth;
(3) facilitate communication between the professional employee and his/her immediate supervisor;
(4) promote teaching excellence and high standards of effectiveness for educators;
(5) identify areas in educators’ practices to strengthen and the relevant supports available through the district and other resources; and
(7) provide for adherence to the evaluation policies adopted in accordance with state law.
II. SCOPE
This policy applies to all Hallsville R-IV School District classroom teachers and the following non-classroom teachers: Library Media Specialists; Guidance Counselors; Caseload Educators (Social Workers, Psychologists, SPED Supervisors); and Academic Interventionists/Coaches (Instructional Facilitators, Math, Literacy, etc.). Principals and assistant principals are not included under this policy.
III. DEFINITIONS
IV. POLICY STATEMENT
The Hallsville R-IV School District believes that an educator development process that promotes the achievement and sustainment of high quality instruction is essential for student academic success, growth, and achievement. Accordingly, evaluation of educators will be conducted regularly and will reflect a fair, meaningful, and accurate depiction of an educator’s development, growth, and performance in the teaching profession.
The Hallsville R-IV School District is also committed to supporting educators in their professional practices and believes that meaningful educator evaluations allow the district to identify instructional areas that need strengthening and prescribe appropriate available support and professional development opportunities. Therefore, educators may seek available district support to improve their professional practices. Additionally, educator evaluation provides the district with a useful tool to inform personnel decisions. Evaluations factor in employment decisions, including, but not necessarily limited to, promotion, retention, termination, compensation, and the attainment of tenure status.
From a district-wide perspective, the results of regular and consistent evaluations are useful in informing systemic decisions designed to (1) improve and optimize student achievement; (2) improve overall educator performance within the district; and (3) improve efficiency in the educational service delivery of the school system (e.g., align district professional development and educator support programs with district-wide educators needs identified through aggregate evaluation results).
Evaluation Model and Process
The Hallsville R-IV School District believes that in order for evaluation results to accurately reflect the performance level of an educator, the model of evaluation will be multidimensional and include components that are valid indicators of performance. Additionally, the evaluation process will be conducted with fidelity by competent evaluators and those certified in observation, in accordance with state law and regulations.
To that end, the Hallsville R-IV School district shall evaluate all educators in accordance with standards approved by the Hallsville R-IV School District Board of Education. The evaluation process shall be defined and implemented uniformly throughout the district. The educator evaluation measure for the Hallsville R-IV School District shall may include the following components:
The inputs for each evaluation component for an individual educator shall be included as part of the formal results of the evaluation. Inputs may include items such as a educator’s relevant MAP/EOC and other standardized assessment scores, an evaluator’s observation ratings and notes, and responses to student perception surveys. The inputs for each evaluation component for an individual educator shall be available to the educator (or his/her designee); those allowed access by Hallsville R-IV School District policy; and those required access by state or federal law.
The results of the evaluation of an individual educator including the inputs shall constitute the official evaluation for the educator and shall be included in the educator’s personnel file. Personnel files shall only be made available in accordance with applicable law and Board policy. Evaluation results are not grievable pursuant to district policy. However, any misapplication of this policy during the evaluation process is subject to the established grievance process.
Policy Monitoring
The Superintendent (or designee) shall monitor implementation of this policy and shall review the methods and definitions for conducting evaluations and measuring educator effectiveness with appropriate stakeholders. The Superintendent (or designee) shall also review the components of the Network for Educator Effectiveness (NEE) Model to ensure the Hallsville R-IV School District is in compliance with guidelines and requirements set forth by the Missouri Department of Elementary and Secondary Education. Moreover, the Superintendent (or designee) shall provide to the Board every year a report on the district’s aggregate educator evaluation results and their impact on student achievement.
V. RESPONSIBILITY