Policy Code: AFC
Adoption Date: Tuesday, June 20th, 2017
EVALUATION OF PERSONNEL
The Iron County Teacher Evaluation Program will be known as ISTEP: Indicators and Standards for Teaching Excellence Program.
All licensed personnel will be evaluated in accordance to their teaching license. All educator evaluations will be conducted in accordance with the Educator Evaluation Act (Utah Code 53A-10) (UCA 53A-8a-201).
“Formative”: means observations that provide educators with feedback on how to improve their performance. A minimum of ONE formative observation will be completed for every Level II teacher during non-summative evaluation years. The administrator conducting a formative observation may review applicable and available multiple lines of evidence to include but not limited to observations, anecdotal and archival evidence, educator effectiveness ratings, stakeholder input and student growth. This information may be used to “re-validate” the most recent summative evaluation or as a basis to conduct an additional formal summative evaluation. Formative educator observations are based on the Utah Effective Teaching Standards.
“Summative”: means observations that are used to make annual decisions or ratings of educator performance and may inform decisions on salary, continued employment, personnel assignments, transfers, or dismissals.
“Provisional Status”: as outlined in UCA § 53A-8a-201, specifically, a provisional employee must work for the Iron County School District on at least a half-time basis for three consecutive years to obtain career employee status. The Superintendent may extend the provisional status of an employee up to an additional two consecutive years as specified in this policy.
“Educator Evaluation”: Every ICSD certificated employee will be evaluated using the following criteria:
- Educator effectiveness rating
- Stakeholder input
- Student growth
“Learning Walks”: A team of teachers visiting multiple classrooms at their own school with the aim of fostering conversation about teaching and learning in order to develop a shared vision of high quality teaching that impacts student learning.
Requirements of ISTEP
The Utah Effective Teaching Standards adopted by the Utah State Office of Education will be the basis of ISTEP.
Teachers will use Learning Walks to become more familiar with expected teaching standards and evidence-based instructional strategies.
Immediate supervisors will conduct formative classroom observations to collect data prior to an evaluation. The administrator will use the district approved evaluation tool to collect the information. A minimum of two formative observations will be required prior to conducting a teacher summative evaluation meeting.
Teachers may provide a portfolio with supportive data for each indicator/standard to help clarify indicators that are difficult to observe.
Immediate supervisors will conduct teacher summative evaluations based on information obtained from formative observations and a discussion of best teaching practices. The district summative evaluation tool will be used during the evaluation meeting.
All level I teachers will participate in the Early Years Enhancement (EYE) Program. The EYE program is designed to meet the requirements of the Utah State New Teacher induction guidelines. Based on the EYE requirements, all Level I licensed teachers are required to have one evaluation per school year, and a second one if needed. Level I teachers will be evaluated at least once during the fall semester. Principals will conduct at least two formative observations to construct the necessary data for the summative evaluation
Level II licensed teachers new to Iron County School District will require one summative evaluations for their initial year of teaching in Iron County School District.
Following a successful first year as a Level II licensed teacher as determined by the successful summative evaluation, level II licensed teachers will be evaluated according to the district evaluation schedule included in this policy.
Targeted Professional Development and Improvement Plan
All licensed personnel will submit to their immediate supervisor their individual improvement plans for the coming year (which include goals and objectives) by May 31st of each school year. The immediate supervisor will hold an individual conference with the employee relative to the achievement of these goals and discuss goals for the coming school year based on the educator’s self-evaluation, formative observations, formal summative evaluation(s), anecdotal and archival evidence, educator effectiveness ratings, stakeholder input, and student growth data.
Every Level I or II teacher receiving an overall rating of “Minimally Effective” for their summative evaluation following the third year of employment in ICSD, will receive a minimum of one evaluation a year until acceptable levels of improvement have been obtained.
Formative Observation Schedule
A minimum of ONE formative observation will be completed for every Level II teacher during non-summative evaluation years (see evaluation schedule below).
Years 1 – 3: A minimum of one (1) summative evaluations (including a minimum of 2 observations) each year
Year 4: A minimum of one (1) summative evaluation (including a minimum of 2 formative observations)
All personnel who have been in the Iron County School District for more than four years shall be evaluated a minimum of once every third year beginning with their seventh (7th) year of service. (i.e. 7, 10, 13, 16 etc.)
The superintendent may extend the provisional status of a teacher during their fourth or fifth year as an educator in the district.
All classified personnel who have been in the Iron County School District for four years or less shall be evaluated by January 20 of each year. All classified personnel who have been in the Iron County School District for more than four years shall be evaluated by January 20 during their seventh, tenth, thirteenth, etc. (once every 3-years) years of employment. The above-designated evaluations will consist of the employee being observed at least twice during the year of evaluation, followed by a conference with the person or persons doing the evaluation.
Licensed & Classified Personnel
In addition to the evaluations listed above, personnel who show areas of weakness or who need attention (as determined by the administration) will be evaluated as often as deemed necessary.
Wage Increase and Legislative Supplemental Salary Adjustments
An educator that receives the lowest level “Not Effective” on the most recent evaluation may not advance on the salary schedule. A Not Effective Rating shall constitute a summative rating of less than satisfactory and subject the educator to withholding of the most recent legislative allocated salary adjustment pursuant to UCA 53-17a-153 (40 c, and Administrative Rule R277-110).
The following events will subject the Educator to an interim withholding of the most recent legislative allocated salary adjustment until completion of the identified requirements regardless of evaluation results.
Failure to complete EYE, Alternative Route to Licensure, or other licensing requirements within USOE or District authorized time limits until such requirements are completed. Teacher salary adjustments will resume the month following satisfactory completion of omitted requirements.
Placement on a District-level Formal Notice of Probation will result in a withhold of the most recent legislative allocated salary adjustment for a period of one year (12 months) commencing at the beginning of the next contract year following the issue date of the formal notice, regardless of evaluation results.