14. Evaluation
14.1: Objective for Teacher Evaluation
14.2: How to arrive at Domain and Summative Teacher Practice Rating
14.3: Teacher Practice Ratings
14.4: Evaluation Process
14.5: Remediation Plan for Certified staff members in Contractual
14.6: Consulting Teachers
14.7: Teacher Evaluation Criteria Committee
14.8: Informal Observations
14.9: Coaches Evaluation
14.10: Extra-Curricular Duty Evaluation
14.11: Department Chair Evaluations
14.12: Savings Clause (Evaluation)
14.1 Employee Evaluation Objective
District 186 and the Springfield Education Association agree that the basic objective of employee evaluation and review is to improve the quality of instruction and to that end, the parties agree that it is preferable to complete evaluations in a timely manner which allows for subsequent reflection and improvement of teacher practice. The Danielson model will be used as the evaluation method and the Danielson Framework continuum will be used to formulate final teacher practice ratings. The Framework continuum may be found on the District’s Professional practice web page. https://www.sps186.org/profpractice/?p=81097
The student growth rating will be combined with the final teacher practice rating to produce an overall summative rating.
All teachers new to the district shall meet with their building level evaluator within the first three weeks of their contract hire date for a foundation conference. This can be done in a group setting.
Each certified staff member is evaluated through personal observation in a classroom by a qualified evaluator. To be qualified an evaluator shall have attended and successfully completed both district provided training in the Charlotte Danielson framework and any provisions required by the state of Illinois.
SEA may provide representation at any evaluative meeting at the request of the member.
A probationary certified staff member shall be evaluated at least one time each year. Contract fulfilled teachers will be evaluated in accordance with the number of years in the district and shall follow the protocol established for that year of employment. Certified staff members in contractual continued service will be evaluated at least once every other year. Evaluations may be performed at the discretion of the building level evaluator at any time. Unless otherwise noted, all “days” referred to in this MOU shall mean calendar days with the exception that week days which are school holidays (i.e. Columbus Day, spring break, winter break) shall NOT be counted.
Prior to the first student attendance day of each school year, the faculty will be informed in writing by each building principal about official District evaluation procedures and specifically who shall be responsible for observations and evaluations.
The “evaluation cycle” shall consist of the years between one formal professional practice summative evaluation rating and the next formal professional practice summative rating. The expectation is that this will be yearly for non-contractual continued service staff members and those contractual continued service staff members who have received an Unsatisfactory or Basic/Needs Improvement teacher practice rating in the previous year. The cycle shall be every two years for contractual continued service staff members. It is acknowledged that an evaluator may perform an evaluation at any time for either non-contractual continued service or contractual continued service staff members provided notice has been given in accordance with section 14.1 of this Article. If more than two years go by with no formal professional practice evaluation resulting in a final summative rating then the cycle shall extend to the last formal summative rating except that only data acquired over the most recent two year cycle can be used in a formal evaluation..
The following shall be used in determining teacher practice summative ratings following formal and informal observations of staff members:
Examples:
How to arrive at Domain and Summative Teacher Practice Rating
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14.2 Domain Ratings in Springfield District 186 Professional Evaluation Plan
Distinguished/Excellent— A Distinguished/Excellent rating in at least half of the components of the domain, with the remaining components rated no lower than proficient.
Proficient—No more than one component rated Basic/Needs Improvement, with the remaining components rated at Proficient or higher.
Basic/Needs Improvement—More than one component rated Basic/Needs Improvement or an Unsatisfactory in any one component.
Unsatisfactory—More than one component rated Unsatisfactory makes the domain Unsatisfactory.
14.3 Teacher Practice Ratings in Springfield School District 186 Evaluation Plan
Distinguished/Excellent—Distinguished/Excellent rating two or more of the domains, with the remaining domains rated as Proficient.
Proficient—No more than one domain rated Basic/Needs Improvement, with the remaining domains rated at Proficient or higher.
Basic/Needs Improvement—More than one component rated Basic/Needs Improvement or an Unsatisfactory in any one component.
Unsatisfactory—More than one domain rated Unsatisfactory makes the teacher practice rating Unsatisfactory and requires a Remediation Plan.
14.4 Evaluation Process
The following shall be the evaluation process for non-contractual continued service certified staff members, contractual continued service certified staff members and contract fulfilled staff members.
A. Non-contractual continued service Certified Staff Members:
All teachers new to the district shall meet with their building level evaluator within the first three weeks of their contract hire date for a foundation conference. This can be done in a group setting.
Informal observations must occur at least one time twice per year. Feedback which has been provided to the staff member on the info system may be used in the formal evaluation of that cycle. Written feedback must be provided within seven days of the informal observation to be counted on the next formal evaluation.
Formal observations must occur at least one time per year.
A planning conference will be held prior to the formal observation and the certified staff member shall complete the planning conference form and submit it to the evaluator at least one day prior to the conference so that it may be used in the planning conference. At the conference both the evaluator and staff member shall discuss the planning conference form.
The formal observation shall consist of the evaluator observing the certified staff member for at least thirty consecutive minutes or one full lesson and recording evidence of practice as it is observed.
Within three days following the formal observation the staff member will submit the reflective conference form to the evaluator.
Within twelve days from the date of the formal observation the evaluator and staff member shall meet again for the reflective conference. The certified staff member will bring any relevant evidence to the reflective conference. The purpose of this conference shall be to reflect on and discuss the lesson which was observed. If enough evidence has been collected at this time, domain and component ratings may be discussed. Final professional practice ratings are discussed at the summative conference which may be had at the same time as the reflective conference or at a later date after sufficient evidence has been collected to arrive at a summative rating.
Staff members shall have the opportunity to write responses to the evaluator’s comments on the info system prior to the final teacher practice rating being sent to Human Resources. The final teacher practice rating must be turned in to HR within 15 days of the summative conference and all comments must have been made and submitted by that time.
Certified staff members who receive a summative rating of Basic/Needs Improvement, Proficient or Distinguished/Excellent shall continue on the regular evaluation cycle.
Certified staff members who receive an overall U rating shall, with their evaluator, set a date for a follow-up observation and such date shall be held within 45 days of the reflective conference meeting date. The second observation shall be to observe only those areas rated U on the original observation. It is highly recommended that certified staff members who receive a final rating of Unsatisfactory be given written suggestions for improvement and/or assistance which should be recorded on the information system and then given to the staff member during the reflective conference.
Sufficient progress at the next formal observation, as signified by movement to the B/Needs Improvement or higher rating in the areas rated U on the first formal observation, shall constitute a return to the regular evaluation cycle.
Insufficient progress, as signified by remaining on the U rating from the original observation shall be grounds for non-renewal.
All final teacher practice conferences must be held with the teacher and all final summative teacher practice ratings must be submitted to HR prior to February 1st. Final summative teacher practice ratings sent to HR after this date are valid and shall be placed in the staff member’s personnel file, but shall not be used in the current school year RIF Groupings. All summative teacher practice evaluation ratings to be used in the current school year RIF Groupings must be submitted to
HR prior to February 1st. (As an example, a summative rating submitted on October 23rd, 2013 would count in the RIF Groupings for the 2013-2014 school year, but a summative rating submitted on April 23rd, 2014 would count for the 2014-2015 school year RIF Groupings.)
If, after two consecutive formal observations, the staff member has not moved from U to B/NI or above on their final summative teacher practice rating (as determined by the rating definitions used for all other summative evaluations found in Article 14.2 and 14.3), such “U” rating shall be grounds for non-renewal. For members in contract fulfilled positions, such a rating may negate their rights to any part of Article 17.4 of the collective bargaining agreement.
B. Teachers who have entered into Contractual Continued Service:
Informal observations must occur at least one time per year. Feedback which has been provided to the staff member on the info system may be used in the formal evaluation of that cycle. Written feedback must be provided within seven days of the informal observation.
A planning conference will be held prior to the formal observation and the certified staff member shall complete the planning conference form and submit it to the evaluator at least one day prior to the conference. At the conference both the evaluator and staff member shall discuss the planning conference form.
The formal observation shall consist of the evaluator observing the certified staff member for at least thirty consecutive minutes or the duration one full lesson and recording evidence of practice as it is observed.
Within three days of the formal observation the staff member will submit the reflective conference form to the evaluator.
Within twelve days from the date of the formal observation the evaluator and certified staff member shall meet again for the reflective conference. The staff member will bring any relevant evidence to the reflective conference. The purpose of this conference shall be to reflect on and discuss the lesson which was observed. If enough evidence has been collected at this time, domain and component ratings may be discussed. Final professional practice ratings are discussed at the summative conference which may be had at the same time as the reflective conference or at a later date after sufficient evidence has been collected to arrive at a summative rating.
Certified staff members who receive an overall rating of Proficient or Distinguished/Excellent shall continue on the regular evaluation cycle.
If the component ratings of the staff member remain at B/NI or U following the completion of the IPDP then the evaluation will be closed and sent to Human Resources for placement in the teacher’s file. In such event, the teacher and the evaluator shall jointly create a district mandated remediation plan. The district remediation plan shall include evaluations of the teacher at 30, 60 and 90 days and will specifically offer support in areas of greatest concern. A mentoring teacher, agreed to by both the evaluator and the teacher, shall offer assistance to the teacher during this period. At the conclusion of the 90 day district remediation plan the teacher will receive a formal evaluation, the reflective conference will be held and the teacher practice portion of the evaluation will be closed and added to the student growth portion of the evaluation to reach a final, summative evaluation rating for the teacher.
9. At the conclusion of the district mandated remediation plan, if the final teacher practice score is an Unsatisfactory, the evaluation will be closed and sent to HR and the evaluator staff member will jointly create a state mandated remediation plan which will follow the mandates of the Illinois School Code (105 ILCS 5/24A-5)
The IPDP shall be created with supports and suggestions for improvement and shall be monitored by the evaluator over 45 calendar days (not including week days which are school holidays).
Both parties shall agree to a second conference within 45 calendar days of the first reflective conference to assess progress on the Professional Development Plan and conduct a second formal observation over only those areas rated B/NI.
Upon completion of the IPDP, the evaluator and the staff member shall meet for a reflective conference. The evaluation shall be rated using the normal evaluation ratings defined in Article 14.2 and 14.3 (with all the components rated P and/or D/E remaining the same) and if the staff member has progressed to P or D/E in the components/domains originally rated B/NI the final teacher practice portion of the evaluation shall be sent to HR (with allowance for the teacher’s response time) and the staff member will be evaluated the following year.
If the staff member has not progressed to P or D/E in the components/domains still needing improvement the components and domains needing improvement will be rated U and the teacher practice portion of the evaluation shall be finalized using the rating definitions in 14.2 and 14.3. If such final determination finds that the final teacher practice score is an Unsatisfactory, the evaluation will be closed and sent to HR. In such event, the evaluator and the staff member will jointly create a remediation plan which will follow the mandates of the Illinois School Code (105 ILCS 5/24A-5)
If a certified staff member in contractual continued service receives and successfully completes either an Individual Professional Development Plan or Remediation, that staff member will be formally evaluated in the school year following the completion of the plan.
All final professional practice conferences must be held with the teacher and all final summative ratings must be submitted to HR by February 1st. Final summative ratings sent to HR after this date are valid and shall be placed in the staff member’s personnel file, but shall not be used in the current school year RIF Groupings. All summative evaluation ratings to be used in the current school year RIF Groupings must be submitted to HR between the first day of school in that school year and prior to February 1st of that school year. (As an example, a summative rating submitted on October 23rd, 2013 would count in the RIF Groupings for the 2013-2014 school year, but a summative rating submitted on April 23rd, 2014 would count for the 2014-2015 school year RIF Groupings.)
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14.5 Remediation Plan for Certified staff members in Contractual Continued Service
A. Within ten school days of the summative/reflective conference which determines an overall summative rating of U, the staff member and the evaluator shall hold a remediation plan meeting to develop a remediation plan addressing those areas rated NtI/B or U. The mid-point and final observations will address all areas of the evaluation continuum, however the plan need only address the problem areas.
Within ten school days of the summative/reflective conference which determines an overall summative rating of U, the staff member and the evaluator shall hold a remediation plan meeting to develop a remediation plan which will address those areas rated U but may also address any additional areas of concern. The final summative ratings shall be given in all components and domains and turned in to HR as the final summative evaluation.
B. The remediation plan shall be recorded on the Remediation Plan form on the info system, a copy will be given to the teacher and one sent to the Department of Human Resources.
C. A mid-point observation will be set for no less than 45 days and no more than 50 days from the date of the remediation plan meeting date. A final observation shall be set for no less than 90 days from the reflective conference meeting to determine the final summative evaluation rating. A consulting teacher shall be assigned to assist the teacher on the remediation plan. The participation of a consulting teacher shall be voluntary.
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14.6 CONSULTING TEACHERS
A. Qualifications and Selection Process:
1. Participation of a consulting teacher shall be voluntary.
2. A qualified consulting teacher shall be a current teacher who has received a rating of superior or excellent on his or her most recent evaluation on the item(s) to be remediated, has a minimum of five years experience in teaching, and has a comparable assignment to the assignment of the teacher under remediation.
3. In its sole and exclusive discretion, the Association shall have the option to request from the Board a complete list of teachers who qualify to be consulting teachers for a remediation situation. If the Association elects to submit a roster of consulting teachers, the Board of Education and/or their agent(s) shall select from this list a consulting teacher to work with the remediating teacher. The consulting teacher so chosen shall be notified in writing and such written notice shall specifically state that acceptance is voluntary.
4. The consulting teacher will be selected from a roster provided by the Association if the Association so desires; and if the Association chooses not to submit a roster, then the Illinois State Board of Education shall be requested to provide a consulting teacher employed in a school district of comparable size and school population makeup as District 186. This consulting teacher shall perform the same role as would a consulting teacher from District 186.
5. If the consulting teacher becomes unavailable during the course of a 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 of the new consulting teacher.
6. If, in the opinion of the principal parties (administration, remediating teacher, consulting teacher, and Association), the work of a consulting teacher is ineffective or obstructing a remediating teacher from correcting his/her deficiencies or meeting the requirements of any remediation plan, the principal parties shall meet and attempt to resolve any dispute or differences which may exist. Every effort shall be made by the parties to amicably settle differences and to maintain the continuity of the remediation plan. If the parties are unable to resolve their differences, the final decision to retain or replace the consulting teacher shall be determined cooperatively by administration and the association.
B. Role of Consulting Teacher:
1. The consulting teacher shall provide advice to the remediating teacher on how to improve teacher skills and successfully complete the remediation plan.
2. A consulting teacher shall be given sufficient released time to be determined by the remediating team to accomplish the objectives of the remediation plan and to be of assistance to the teacher. Released time for a consulting teacher must be carefully planned and will be on a one-half day increment with a substitute provided. In addition, the consulting teacher shall be provided any clerical assistance necessary in performing his/her function as consulting teacher.
3. It is agreed that any written or oral statement(s) made by a consulting teacher about a teacher under remediation are confidential and may not be used by either the Board of Education (or their agents) or the Springfield Education Association, IEA-NEA (or their agents) in any subsequent evaluations, conversations, hearings, etc. It is the intent of the parties that any statements made by the consulting teacher to or about the remediating teacher shall be held in strict confidence.
4. The consulting teacher shall be informed, through the first two post evaluation conferences with the qualified administrator and the teacher under remediation, of the results of the first two 30 school day evaluations in order to continue to provide assistance to the teacher under a remediation plan.
C. Hold Harmless:
1. The Board of Education shall provide legal protection for all full-time employees who render professional services in the course of their employment while serving as a consulting teacher within District 186. Consulting teachers shall cooperate in the defense of their position relative to any action or claim brought as a result of their service, but in no event shall the consulting teacher be compelled to testify either as to the rating process or for opinions of performance by teachers under remediation. Financial liability arising as the result of any such actions or claims shall be the responsibility of District 186 or its insurer.
2. Except as provided in the paragraph below, the Board of Education shall provide legal protection for the position of the Board of Education and the position of the Association with respect to their participation in the consulting teacher program. The Association shall cooperate in the defense of its position relative to any action or claim brought as a result of its participation in or position regarding the consulting teacher program. Financial liability arising as a result of actions or claims defended by the Board of Education shall be the responsibility of District 186 or its insurer.
In the event there is a substantial conflict between the position of the Board of Education and the position of the Association with respect to a claim or an action brought as a result of the consulting teacher program, the Board of Education and the Association shall each be responsible for the preparation and presentation of their respective positions and both parties shall bear the respective costs and expenses they incur, and each shall be responsible for any judgment rendered against them.
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14.7 TEACHER EVALUATION CRITERIA COMMITTEE
If requested by the Association or Board, a committee of four teachers appointed by the Association and four administrators appointed by the Board will be established by January
1 to review and suggest revisions for the teacher evaluation form. The committee will elect a chairperson from within the committee. The Superintendent or his/her designee and the President of the Association or his/her designee shall also be ex officio members of the committee. The committee’s recommendations shall be submitted to the administration on or before April 1 of that school year.
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14.8 INFORMAL OBSERVATIONS
Any informal observations which are evaluative in nature must be reduced to writing, discussed with the evaluated teacher, and submitted to the teacher for signature prior to placement in the teacher’s personnel file. Such signature does not indicate agreement to the contents of this evaluation, but acknowledgment that the teacher is cognizant of the contents.
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14.9 COACHES EVALUATION
A. Head Coaches Evaluation Procedure
Head coaches shall be evaluated by building administrators, excluding guidance deans, within 30 days after the close of the coaching season. A copy of this evaluation will be provided the coach, and a conference will be held if the coach so requests.
B. Assistant Coaches Evaluation Procedure
Assistant coaches shall be evaluated by building administrators, excluding guidance deans, within 30 days after the close of the coaching season and also will be given a copy of the evaluation and a conference if requested. The head coach shall serve only in an advisory role for evaluation.
C. Personnel File
All coaching evaluations will be placed in the coach’s personnel file.
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14.10 EXTRA CURRICULAR DUTY EVALUATION
A. All teachers who have attained teacher tenure will be notified within 30 days after their extra-curricular duty is over if they are going to be relieved of their duties. If they are not notified, they will be re-employed in their same position. All teachers with extra-curricular activities who do not intend to remain at their same position during the next year shall notify the District through their building principal of their intention to resign their extra-curricular duties within 30 days after their extra-curricular duties are over. The dismissal procedure for extra duties will be the same as the normal procedure for a first year teacher.
B. If, for financial difficulties, the Board decides to reduce or eliminate any extra-curricular activity for the following year, the Board shall notify by April 20 those employees whose program is being reduced or eliminated. Said notification shall be by registered mail to the employee’s address on file in the Office of Human Resources.
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14.11 DEPARTMENT CHAIR EVALUATION
A. The purpose of the department chair evaluation process is to provide supervisory assistance to all department chairs in the district and to document and improve the leadership skills and knowledge of department chairs. The instrument and its implementation are intended to emphasize the role of the department chair as a catalyst for improved teaching and learning within both the department and the whole school. The criteria for evaluation is purposefully general to allow for flexibility in the evaluation process. Assessment indicators are provided for each criteria to acquaint each department chair and evaluators with a more specific description of areas of focus to be expected in the process. Space is provided for summary statements by both the department chair and evaluators at the completion of the process. All sections of the instrument should be completed. The Board and the Association recognize that there are conditions unique to individual buildings or departments which either may require a “not applicable (N/A)” rating or the application of an additional, mutually agree to subsection(s) which is/are appropriate.
B. Department Chairs may be released by having received an overall Unsatisfactory or NI/B rating on their Department Chair evaluation. A staff member who receives an overall U or NI/B Department Chair evaluation must be notified by April 1st. Principals will post open Department Chair positions internally and interview all qualified candidates.
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14.12 SAVINGS CLAUSE
If any part of this article is struck down by the Illinois State Board of Education, the Illinois Educational Labor Relations Board, or a court of competent jurisdiction, that part of this Article shall be immediately rebargained to bring it into compliance.