The purpose of the evaluation process in the Claremore Public Schools is to improve the instructional performance. Ideally the evaluation process is a positive systematic, ongoing process, which attempts to objectively evaluate the individual’s progress towards meeting identified objectives consistent with goals and philosophy of the Claremore Public Schools. The teacher evaluation system is established for three purposes:
1) To insure supervision of and support for the teachers in order to increase their effectiveness; 2) To insure that judgments made and recorded about teacher performance are valid; and 3) To insure full faith and confidence among the parties involved.
NOTIFICATION – ASSIGNED EMPLOYEES -
On or before September 15 of each school year, the building principals(s) shall acquaint each employee under his/her supervision with the evaluation procedures, standards and instruments to be used and advise each employee as to the designated principal who will observe and evaluate his /her performance. The purpose of the orientation is to achieve mutual understanding of the evaluation system. No evaluation shall take place until such orientation has been completed.
A new employee hired after the beginning of the school term or an employee resigned after the beginning of the school term shall be notified by the appropriate building principals of the specific evaluation process in effect. Such notification shall be within two (2) weeks of the first day of the new assignment. New teacher orientation shall be no more than two days and occur outside the 180-day contract.
NOTIFICATION – MULTIPLE –ASSIGNED EMPLOYEES
A district administrator or the designated building principal of the employee assigned to more than one building shall be responsible for notification and evaluation of all such employees.
OBSERVATION AND PURPOSE
1) Classroom observations of an employee of state mandated evaluations are conducted for the purpose of evaluation toward the improvement of professional performance as a means of assuring the most competent educational techniques.
2) Observation of professional characteristics during the school day and assigned school activities shall be evaluated as appropriate to aid in building professional character.
REQUIRED EVALUATION
Probationary educators should be observed once during the first nine weeks, once during the second nine weeks, and again in the third nine weeks. All observations shall be followed by a feedback conference. The final evaluation with actionable feedback shall be held in the fourth nine weeks. Every teacher shall be evaluated once every year, except for career teachers receiving a district evaluation rating of "superior" or "highly effective" under the TLE, who may be evaluated once every three (3) years; all certified personnel shall be evaluated by a principal or assistant principal assigned by the Board of Education.
FORMAL EVALUATION PROCEDURES 1) Claremore Public Schools utilizes the TLE protocol for teacher observation and evaluation. This document does not supersede any changes made to TLE. 2) Appeal Any employee who disagrees with the TLE observation/evaluation may respond in writing regarding the disagreement This response will be placed in the employee's personnel file. 7) Personnel File Review a. Each employee shall have the right at any time to review the contents of his/her personnel file. A representative of the Association, at the employee’s request, may accompany the employee in the review. b. The Board or its Administrative Representative, including Building Principal(s), shall NOT establish any separate personnel file, which is not available for employee’s inspection. Location of additional separate personnel file(s), if any, will be noted in the central office personnel file. 8) Personnel File Contents
Each employee’s personnel file in the central office files shall contain only the following: a. Original application for employment b. Copies of annual contracts c. Teaching certificates d. College placement materials, including official transcripts e. Copies of official personnel action with employee written response if available f. Letters of commendation g. Correspondence pertaining to district workman’s compensation liability unemployment h. Other material mutually agreed upon. 9) Other Personnel Records
Copies of TLE evaluations for all teachers, with attached employee responses if applicable, will be kept in the central office file. Staff development records shall be kept in the master computer program with printed copies available to the employee yearly or as individually requested. The employee shall have the right to respond to all materials contained in said file(s) and to any materials placed in said file(s) within fourteen (14) days. Such employee responses shall become part of said file(s) and attached to the pertinent document(s).
10) Personnel File Reproduction
The employee shall have the right or reproduce any of the contents of the employee’s file.
11) Evaluation Cut-off Date All teachers shall be evaluated on or before April 15 of each school year. No teacher shall be required to be evaluated after April 15.
2024, 2019, 2018, 1989, 1987
COPIES OF THE EVALUATION INSTRUMENTS ARE IN THE APPENDIX
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