D. PROCEDURES

1. Review of Expectations

a. A review of the 5 expectations will be conducted by the evaluator with those being evaluated prior to the start of the evaluative process. The review will include an assessment by both the staff member and the evaluator regarding annual performance related to the expectations.

2. Goal Setting (For Tenured Staff and Third/Fourth Year Non-Tenured Staff)

a. All tenured teachers in the informal collaborative strand and all 3rd and 4th year non-tenured teachers and their evaluator will mutually agree upon the areas to be included in goal setting and will subsequently submit a written plan.

b. All tenured teachers in the formal structured evaluation strand and their evaluator will mutually agree upon the areas to be included in goal setting and will subsequently submit a written plan.

3. Progressive Evaluation (For Tenured Staff and Third/Fourth Year Non-Tenured Staff)

a. If areas of concern arise, written notice will be given to the evaluatee in sufficient time to address and improve identified concerns.
b. If there is a deficiency in performance expectations identified, an improvement plan must be developed by the evaluator and evaluatee to address the deficiency.
c. If the evaluatee refuses to collaborate in developing an improvement plan, or if sufficient progress is not evidenced to the evaluator, then the process will move to the formal structured strand.

4. Formal Observations for tenured and non-tenured staff:

a. During formal observations the evaluator will:

i. hold a pre-observation conference

ii. review the observation form

iii. hold a post-observation conference to provide feedback and consider staff member input

5. Informal Observations

a. Throughout the evaluation process the evaluator will make informal observations which may be initiated by the evaluator/evaluatee. If areas of concern arise, timely notice will be given to the evaluatee.

6. Self-Reflection of Goal(s) and Performance Expectations (For Tenured Certified Staff Only and Third or Fourth Year Non-Tenured Certified Staff)

a. At the beginning of the evaluation cycle, the evaluator and the evaluatee will mutually agree upon a method of communicating and documenting goal attainment.

b. At the beginning of the goal setting activity, the evaluator and evaluatee will each complete the Performance Expectation Radar-gram and review the information. The employee’s Radar-gram is not part of the permanent evaluation record.

c. During evaluations the evaluator and staff member will review progress toward goal attainment.

d. At the end of goal setting activities or at an agreed upon benchmark period, the staff member will complete the Teacher Self Reflection Form and the Summary of Goal Attainment Form. The evaluator will evaluate progress toward goal attainment.

7. The Evaluator will provide the evaluatee:

a. Summative Evaluation Form (SEF) completed according to timelines
b. Performance standards of the tenured staff member in relationship to the District’s expectation instrument; one overall rating shall be given. The overall rating system as outlined in the expectations instrument will be meets/exceeds expectations or does not meet expectations. The overall rating will be given by the evaluator after consideration of observations and evaluatee’s input.

8. Narrative

a. The evaluator will provide the staff member with a written evaluation. The narrative will include the following items:

b. Professional background of the staff member

c. Evaluative comments relating to the mutually agreed upon goal(s)

d. Statements relating to performance in the five expectations

e. Statements of commendation

f. Statements about participation in development activities

g. Suggested potential future goals

h. Statement regarding the next evaluation

9. Summative Conference

a. Summative evaluation conferences will be conducted 30 days prior to the end of the official school year calendar for tenured staff and 45 days prior to the end of the official school year calendar for non-tenured staff.

b. The staff member will be provided with a written copy of the SEF, and the narrative at the summative evaluation conference. The evaluator will provide clarity to the written document. The staff member’s initials on the SEF will indicate receipt of the document.

c. The staff member will have the right, and is encouraged to respond to the narrative in writing within 10 school days of the meeting. The staff member will present the response to the supervisor and will be able to note on the SEF if a response is attached. The employee will receive a completed, signed copy of the evaluation and response documents as placed in the personnel file

10. Personnel File

a. The summative evaluation form, the narrative, and any written response shall be filed in the personnel file within 10 days of being received by the office of the Director of Human Resources.

11. Signature
a. The signature indicates that both parties have seen, but not necessarily agreed with, the contents of the evaluation.

12. Remediation (For Tenured Certified Staff Only)

a. A remediation plan will be developed for staff members who receive an overall performance rating of does not meet district expectations, i.e., “Unsatisfactory” as specified in Section 24-12 of the Illinois School Code, 105 ILCS 5/24-12), on the Summative Evaluation Form. This is a formative process employed to assist teachers as they strive to strengthen areas of weakness which are deemed remediable.

b. The staff member being evaluated will meet with the evaluator and receive a written list of deficiencies that must be corrected. The list will indicate a date (within 30 calendar days of the conference) by which a remediation plan will be developed.

c. Participants in the development of the remediation plan shall include the staff member deemed as not meeting district expectations, a qualified administrator, and the consulting teacher if he/she has been assigned within the 30 calendar day period.

d. The written remediation plan will contain the following components:
i. Condition(s) in need of change
ii. Expectations for improvement
iii. Assistance to be provided
iv. System for monitoring progress
v. Timelines for activities (conferences, performance, observations)

e. The 90 school days remediation plan will begin upon selection of the consulting teacher and shall provide evaluations and ratings every 30 school days immediately following the development and receipt of the remediation plan by the teacher under remediation.

f. The 30 school days evaluation and ratings shall be conducted by a qualified administrator during the limits of the 90 school days remediation period. The completion of each 30 school days evaluation and rating shall coincide with the 90 school days remediation plan.

g. Any staff member who successfully completes the 90 school days remediation plan with an overall performance rating of “Meets or Exceeds District Expectations,” i.e., “satisfactory” under Section 24-12 (105 ILCS 5/24-12) of the School Code, shall be reinstated to the district’s evaluation cycle.

h. Any staff member who fails to complete the 90 school days remediation plan with an overall performance rating of “Meets or Exceeds District Expectations,” i.e., “satisfactory” under Section 24-12 (105 ILCS 5/24-12) of the School Code, shall be dismissed in accordance with Section 24-12.

13. Consulting Teacher Role (For Tenured Certified Staff Only)

a. The participation of a staff member as a consulting teacher shall be voluntary.

b. A qualified consulting teacher shall be one who has received a rating of “meets or exceeds district expectations” on his or her most recent evaluation, has a minimum of 5 years experience in teaching, and has knowledge relevant to the areas of remediation.

c. By October 1 of each year, a roster of all qualified staff members who may serve as consultants will be mutually developed by the District and the Association. The list may be revised at any time upon agreement of the District and Association.

d. From the roster of qualified staff members, the teacher under remediation, with the assistance of the evaluator, shall choose a consulting teacher. If all choices are rejected, the district shall request that the State Board of Education provide a consulting teacher.

e. Once identified, the consulting teacher shall receive an overview of the consulting teacher’s role in the remediation process (rights, responsibilities, suggestions, etc.) necessary to provide support to the staff member rated as unsatisfactory on how to successfully complete the remediation plan.

f. The consulting teacher may be present at all required 30-day evaluation conferences at the request of the teacher under remediation.

g. The consulting teacher shall not engage in evaluating the performance of the staff member under remediation during either the 30-day evaluations or the final evaluation.

h. Consulting teachers should not be evaluated during the year while serving as a consultant.

i. Where no consulting teacher is available, the district shall request the State Board of Education to provide a consulting teacher. The State Board of Education shall thereupon provide a consulting teacher who meets the requirements of this section.

j. If the consulting teacher becomes unavailable due to extenuating circumstances during the course of a remediation plan, a new consulting teacher shall be selected in the same manner as the initial consulting teacher.

14. Qualified Evaluator
a. A qualified evaluator refers to those professional employees who are required to hold a supervisory or administrative certificate in accordance with Article 21 or Section 34-83 (105 ILCS 5/34-83) of the School Code, and who have participated in an inservice workshop on evaluation of certified personnel in accordance with Section 24 A-3 of the School Code.