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GCN Evaluation of Teachers

Adopted: May 16, 1988
Amended: September 14, 1999, October 9, 2001, February 13, 2008,  November 25, 2015

Background

The Fort McMurray Public School Board, district and school administration, and teachers are responsible for facilitating acceptable professional practice through career-long profes­sional growth. The school district's Teacher Growth, Supervision and Evaluation Policy aims to ensure that each teacher's professional actions, judgements and decisions are in the best educational interests of students and support optimum learning.

Policy

Fort McMurray Public School Board, district and school administrators, and teachers must work together to meet the Teaching Quality Standard. All teachers are expected to meet the Teaching Quality Standard throughout their careers.

Definitions

In this policy:

  1. “evaluation” means the formal process of gathering and recording information or evidence over a period of time and the application of reasoned professional judgement by a principal or superintendent in determining whether one or more aspects of the teaching of a teacher meets or does not meet the Teaching Quality Standard;
  2. “notice of remediation” means the written notice issued by a principal or superin­tendent to a teacher where the principal or superintendent has determined that a teacher's teaching does not meet the Teaching Quality Standard, or the Knowledge, Skills and Attributes (KSA'S) for Interim Certification and such a statement describes:
    1. the behaviors or practices that do not meet the teaching quality standard and the changes required,
    2. the remediation strategies the teacher is advised to pursue, and
    3. how the determination will be made that the required changes in behavior or practice have taken place, applicable timelines, and the consequences of not achieving the required changes including, but not limited to, termination of a teacher's contract of employment;
  3. “policy” means the Teacher Growth, Supervision and Evaluation Policy implemented by the Fort McMurray Public School Board;
  4. “principal” means a principal as defined in the School Act;
  5. “school board” means the Fort McMurray Public School Board;
  6. “superintendent” means a superintendent of schools or designee in respect to fulfilling obligations under section 94 of the School Act, or for purposes of making recommen­dations under the Certification of Teacher Regulations;
  7.  “supervision” means the ongoing process by which a principal or superintendent carries out duties in respect to teacher and teaching required under section 15 of the School Act, and exercises educational leadership;
  8. “teacher” means an individual who is required to hold a certificate of qualification as a teacher and who is responsible for the provision of instruction or supervision under section 13 of the School Act;
  9. “teacher professional growth” means the career-long learning process whereby a teacher annually develops, implements and completes a plan to achieve profes­sional learning objectives or goals that are consistent with the Teaching Quality Standard;
  10. “teaching quality standard” means the standard and descriptors of knowledge, skills and attributes consistent with the Teaching Quality Standard - Ministerial Order #016/ 97.

General

  1. This policy applies to all teachers employed by the school board unless otherwise stipulated.
  2. This policy does not restrict a school board or superintendent:                      
    1. from taking disciplinary or other action, as appropriate, where the superintendent has reasonable grounds for believing that the actions or practices of a teacher endangers the safety of students, constitutes a neglect of duty, a breach of trust or a refusal to obey a lawful order of the school board, or
    2. from taking any action or exercising any right or power under the School Act.
  3. Information about the implementation of this policy shall be reported to the public each year in the school board's annual report.

Regulations/ Procedures

Teacher Professional Growth

  1. A teacher employed by the School Board under a:
    1. probationary contract,
    2. continuing contract,
    3. temporary contract, or an
    4. interim contract
      is responsible for developing, implementing and completing during each school year an annual Professional Growth Plan that meets the requirements of this policy.
  2. A teacher's annual Professional Growth Plan shall:
    1. reflect goals and objectives based on an assessment by the individual teacher of their learning needs,
    2. show a demonstrable relationship to the Teaching Quality Standard,
    3. take into consideration the education plans of the school, the school board and the Department of Learning.
  3. A teacher shall submit a copy of the annual Professional Growth Plan the teacher intends to pursue:
    1. to the principal for review, or
    2. to a representative body of teachers (e.g. the school's Professional Development Committee) for review, where a majority of teachers in a school, including the principal, are willing to establish such a body

    by October 15 or, where a teacher commences employment after September 15, within 45 calendar days of commencement of employment. If the teacher fails to submit an annual Teacher Growth Plan by the date specified, the teacher will be deemed to be in neglect of duty and subject to discipline.

  4. Subject to the approval of the principal, a teacher's annual Professional Growth Plan may:
    1. be a component of a long-term, multi-year plan;
    2. consist of a planned program of supervising a student teacher or mentoring a teacher.
  5. A teacher's completed annual Professional Growth Plan shall be reviewed to ensure that the plan complies with the requirements of Regulations/Procedures 2.
    1. If a teacher's completed annual Professional Growth Plan does not comply with the requirements of Regulations/Procedures 2, the teacher may be subject to an evaluation.
  6. By June 1, a teacher shall provide the principal or superintendent or the representative body of teachers, where established by the school staff, a written or verbal culminating report.
  7. A completed annual Professional Growth Plan shall be returned to the teacher and no copies shall be retained by the school board without the consent of the teacher.
  8. The principal shall, by June 30, submit to the superintendent written verification that each teacher has developed, implemented and completed an annual Professional Growth Plan for the prior school year.
  9. Unless a teacher agrees, the content of an annual Professional Growth Plan shall not be part of the evaluation process of a teacher.
    1. Despite Regulations/Procedures 9, a principal or superintendent may identify behaviors or practices that may require an evaluation under Evaluation 1(c) provided that the information identified is based on a source other than the information in the annual teacher professional growth plan of the teacher.

Supervision

Supervision has three purposes:

  • providing support and guidance to teachers,
  • observing and receiving information from any source about the quality of teaching a teacher provides to students, and
  • identifying the behaviors or practices of a teacher that for any reason may require an evaluation.
  1. Supervision shall be conducted on a continuing basis for all teachers employed by the school board. Through ongoing supervision, a principal or superintendent shall seek to be satisfied that a teacher’s teaching meets the requirements of the Teaching Quality Standard.
  2. In the normal course of duties, a principal or superintendent may receive information from any source and make observations about he quality of teaching a teacher provides to students. Relevant information and observations will be shared with the teacher on an ongoing basis.
  3. In exercising educational leadership, a principal or superintendent may provide guidance and support to a teacher to improve the teacher’s quality of instruction and this assistance may vary in nature depending upon the teacher’s learning needs and professional circumstances.
  4. Supervision should be viewed as developmental and teachers should be willing to receive collegial advice and assistance to improve professional performance, identify areas of strength and provide opportunities for further growth.\
  5. When, through supervision, a principal or superintendent believes that a teacher’s teaching may not meet the requirements of the Teaching Quality Standard, the principal or superintendent may:
    1. Identify the behaviors to the teacher,
    2. work with the teacher directly, as a part of the principal or superintendent’s program of supervision, to provide assistance to change the behaviors or practices that may be problematic, or
    3. initiate an evaluation in accordance with the Regulations/Procedures.

 

Evaluation

  1. Teachers on probationary contracts shall be evaluated on a regular basis and receive three written reports during the school year. Each of the first two reports will be completed after a minimum of two classroom visits with the teacher. The final report and recommen­dation shall be a culmination of the previous two reports. The reports are to be filed with district office on the following schedule:

    Preliminary Report

    December 10

    Second Report

    March 31

    Final Report and Recommendation

    May 15

  2. The evaluation of a teacher by a principal or the superintendent may be conducted:
    1. and completed within 60 days of a written request of a teacher who holds a continuing contract and a permanent professional teaching certificate;
    2. for the purposes of gathering information related to a specific employment decision of a teacher who does not hold a contract or a permanent professional teaching certificate;
    3. for purposes of assessing the growth of the teacher in specific areas of practice identified by the school board for the purposes of program or school evaluation;
    4. when, on the basis of information received through supervision, the principal or superintendent has reason to believe that the teaching of the teacher may not meet the Teaching Quality Standard.
  3. A recommendation by a superintendent that a teacher be issued a permanent profes­sional teaching certificate or offered employment under a continuing contract must be supported by the findings of two or more evaluations of the teacher.
  4. On initiating an evaluation, the principal or superintendent shall communicate explicitly to the teacher:
    1. the reasons for and purposes of the evaluation,
    2. the process, criteria and standards to be used,
    3. the timelines to be applied,
    4. the possible outcomes of the evaluation,

    and shall proceed in accordance with the Regulations/Procedures.

  5. Upon completion of an evaluation, the principal or superintendent must provide the teacher with a copy of the completed evaluation report, in accordance with the Code of Professional Conduct.
  6. Where, as a result of an evaluation, a principal or superintendent determines that the teacher’s teaching does not meet the Teaching Quality Standard, the principal must provide to the teacher a notice of remediation.
  7. Within 30 calendar days of the completion of the evaluation, the principal or superin­tendent shall draft a report and shall include the principal or superintendent’s recommendations pertaining to the teacher’s employment, certification or remediation (if applicable).
  8. The principal or superintendent and the teacher shall meet to discuss the evaluation and the teacher shall be given an opportunity to append any written comments to the report, and the evaluation, together with the teacher’s comments, shall be placed in the teacher’s personnel file.
    1. Despite Regulation/Procedure 7, when an evaluation is conducted for the purposes of Evaluation 2(a), the teacher shall receive the only copy of the report unless the teacher chooses otherwise.
  9. When, in the conduct of a program or school evaluation under Evaluation 2(c) a principal or superintendent believes that a teacher’s teaching may not meet the Quality Teaching Standard or KSA’s for Interim Certification, the principal or superin­tendent shall consider the program or school evaluation to be supervision under this policy and may initiate an evaluation under Evaluation 2(d).
  10. When, as a result of an evaluation conducted under Evaluation 2(c) or (d), a principal or superintendent determines that a teacher’s teaching does not meet the Teaching Quality Standard or KSA’s for Interim Certification, the principal or superintendent issues a notice of remediation to the teacher and the following steps shall be taken:
    1. A program of assistance, consistent with the notice of remediation, is offered to the teacher,
    2. After no more than 100 school days, a subsequent evaluation is undertaken,
    3. If the principal or superintendent concludes that the teacher’s teaching exceeds or meets the Teaching Quality Standard or KSA’s for Interim Certification, the evaluation ceases,
    4. If the principal or superintendent concludes that the teacher’s teaching still does not meet the Teaching Quality Standard or KSA’s for Interim Certification, then, considering the best interest of the students, the teacher, the profession and the school board as a whole:
      1. an additional period of remediation is offered the teacher, or
      2. the teacher is given a change of assignment, or
      3. a combination of Evaluation 9(d)(i) and 9(d)(ii), or
      4. a recommendation is made to the board of trustees to terminate the teacher’s contract of employment.
    5. Where a teacher’s contract of employment is not terminated under this Procedure, the evaluation cycle continues at Evaluation 10(b) above,
    6. A notice of remediation shall comply with Definition 2 and the remediation strategies outlined in the notice replace the teacher’s obligation to develop, implement and complete an annual Professional Growth Plan.
    7. Where the remediation plan addresses KSA’s for Interim Certification, a second probationary contract may be recommended.

 

Appeal

  1. A teacher may appeal an evaluation for procedure and/or content not later than 30 calendar days after the receipt of an evaluation report.
  2. Such an appeal shall be made to the superintendent and shall include the reasons for the appeal.
  3. The superintendent may assign a mutually acceptable person to conduct a re-evaluation and the new evaluator shall not be given the particulars of previous evaluations.
  4. The re-evaluation shall conform with the Regulations/Procedures for evaluation and all aspects of the re-evaluation shall be subject to the rules of natural justice.

 

References

Legal Reference:

Alberta School Act : Sections, 13, 15, 17, 22, 25, 74 - 94, 113 - 124,
Teacher Growth, Supervision and Evaluation Policy, 2.1.5;
School Authority Accountability Policy, 2.2.1;
Certification of Teachers Regulations;
Teaching Quality Standards (Ministerial Order 016/97);
Freedom of Information and Protection of Privacy Act.

Cross Reference:

GCAG Teachers
GCAB Principal
CBA Superintendent/CEO Evaluation Process, Criteria & Timelines
GCPD Suspension and Dismissal of Professional Staff Members
GCPA Reduction in Professional Staff Work Force
JL Resolution of Public Concerns
GBO Staff Training and Development Opportunities
ATA Collective Agreement; ATA Code of Professional Conduct.

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