LOGAN CITY SCHOOL DISTRICT
POLICIES AND PROCEDURES

TitleEducator EvaluationNumber342
Section300 Human ResourcesApproval DateSeptember 13, 2016
Subsection340 Licensed PersonnelEffective DateSeptember 13, 2016


1. PURPOSE
1.1 The Logan City School District (the "District") recognizes that the quality of public education is improved and enhanced by systematic and fair evaluation of educators and remediation of those whose performance is inadequate.
1.2 Educator evaluations allow educators and the District to promote the professional growth of the educator and to identify and encourage quality instruction in order to improve student achievement.
2. REFERENCES
2.1 Utah Code § 53A-8a et seq. (Public Education Human Resource Management Act)
2.2 State Board Rules R277-530, R277-531, and R277-53
3. DEFINITIONS
3.1 Educator: an employee of the District who is required to hold a professional license issued by the State Board of Education, except the superintendent and the business administrator.
3.2 Career Educator: an employee of the District who, under Section 53A-8a-201 and the Logan City School District Licensed Negotiated Agreement, has a reasonable expectation of continued employment.
3.3 Provisional Educator: an employee of the District who, under Section 53A-8a-201 and the Logan City School District Licensed Negotiated Agreement, has not achieved status as a career educator within the District and who does not have a reasonable expectation of continued employment.
3.4 Probationary Educator: a career employee of the District who has been advised that his/her performance is unsatisfactory and who has been placed on a written Plan of Assistance.
3.5 Evaluator: an employee of the District who is responsible for an educator's evaluation including professional performance, student growth, stakeholder input, and other indicators of professional improvement.
3.6 Summative Evaluation: an evaluation designed to make annual effectiveness ratings of an educator's performance and effectiveness.
3.7 Formative Evaluation: ongoing observation and evaluation designed to promote growth and improvement in an educator's performance.
3.8 Satisfactory Performance: a summative effectiveness rating that is in the "Emerging Effective," "Effective," or "Highly Effective" range.
3.9 Unsatisfactory Performance: a summative effectiveness rating that is in the "Minimally Effective" or "Not Effective" range.
3.10 Committee: the District's Joint Educator Evaluation Committee.
4. POLICY
4.1. The District evaluates licensed personnel pursuant to Utah state laws, rules, and regulations, and in accordance with this policy.
5.0 PROCEDURE
5.1 Joint Educator Evaluation Committee
5.1.A The Board of Education (Board) establishes a Joint Educator Evaluation Committee comprised of an equal number of educator representatives, parents, and administrators.
5.1.B The Board adopts an educator evaluation program with input from the Joint Educator Evaluation Committee.
5.2 Evaluator Training
5.2.A Evaluators receive rating reliability training and are designated as a certified rater prior to administering educator evaluations.
5.3 Summative Evaluation Orientation
5.3.A Orientation concerning the District's summative evaluation program, including the purpose of educator evaluation and the methods used to evaluate as described in this Policy, shall be given to the educator at least 15 calendar days before the summative evaluation is to begin; ongoing formative evaluation does not require orientation.
5.4 Frequency of Summative Evaluation
5.4.A Provisional educators receive summative evaluations at least twice each year during provisional status.
5.4.B Career educators receive a summative evaluation during the year commensurate with their relicense year.
5.4.B.1 Career educators not receiving a summative evaluation in any given year participate in formative evaluations.
5.4.B.2 Career educators whose summative effectiveness rating is in the "Minimally Effective" or "Not Effective" range shall be moved into summative status, regardless of their relicensure cycle, and placed on Probation.
5.4.C Probationary educators receive a summative evaluation at least twice each year during probationary status.
5.4.C.1 Probationary educators remain in summative status until satisfactory performance is achieved or until separated from employment.
5.4.D More frequent summative evaluations may be completed as deemed necessary by the educator's immediate supervisor.
5.5 Annual Summative Effectiveness Rating
5.5.A Effectiveness ratings differentiate between four levels of performance as follows:
5.5.A.1 3 = Highly Effective;
5.5.A.2 2 = Effective;
5.5.A.3 1 = Emerging/Minimally Effective in accordance R277-533; or
5.5.A.4 0 = Not Effective.
5.5.B Effectiveness ratings are based on the following components:
5.5.B.1 Multiple observations of the educator's performance relative to the Utah Teaching Standards;
5.5.B.2 Student growth; and
5.5.B.3 Stakeholder input.
5.5.C Components are evaluated using multiples lines of evidence such as:
5.5.C.1 Self-evaluation;
5.5.C.2 Student and parent input;
5.5.C.3 Peer observation;
5.5.C.4 Informal and formal performance observations;
5.5.C.5 Evidence of professional growth;
5.5.C.6 Student achievement data; or
5.5.C.7 Other indicators of instructional improvement.
5.5.D Effectiveness ratings are calculated according to the following formula:
5.5.D.1 70% for professional performance;
5.5.D.2 20% for student growth as measured by student learning objectives (SLOs);
5.5.D.3 10% for stakeholder input.
5.5.E All educators receive annual effectiveness rating based on the educator's most recent summative evaluation (as described in this Policy), or changes documented and discussed during the year.
5.5.F Effectiveness ratings for all educators shall be reported to the State Board of Education each year, including formative years.
5.6 Educator Input
5.6.A An educator may see and analyze data related to his/her summative evaluation.
5.6.B An educator may contribute additional information in writing to inform the summative evaluation process at any time throughout the year.
5.6.C It is up to the evaluator, in his/her sole discretion, if and how the additional information provided by the educator will impact the educator's summative evaluation.
5.6.D All information provided by the educator will be part of the summative evaluation file to be reviewed if the educator is not satisfied with his/her summative evaluation and requests a review in accordance with this Policy.
5.7 Evaluation Conference
5.7.A Within fifteen (15) days after the summative evaluation process is completed, the evaluator shall discuss the written evaluation with the educator.
5.7.B Following the discussion and any revisions identified in 4.7.A, the summative evaluation will be filed in the educator's personnel file and a copy of the summative evaluation will be provided to the educator.
5.7.C An educator shall be allowed to make a written response to any part of his/her summative evaluation to be attached to the educator's evaluation.
5.8 Remediation
5.8.A Probationary educators receive a written Plan of Assistance.
5.8.B A written Plan of Assistance shall include:
5.8.B.1 Specific, measurable, and actionable deficiencies;
5.8.B.2 Recommended course of action; and
5.8.B.3 Resources intended to improve the educator's performance.
5.8.C Probationary educators are responsible for improving performance, including using any resources identified by the District and demonstrating acceptable levels of improvement in the designated areas of deficiencies.
5.8.C.1 Costs, if any, associated with recommendations and improvement shall be paid by the educator in need of improvement.
5.8.D A Plan of Assistance may not exceed 120 school days (See, Utah Code 53A-8a 503).
5.8.E At the conclusion of the Plan of Assistance, the evaluator, the Director of Human Resources, and the Director of Teaching, Learning, and Assessment review the degree of progress made and determine action to be taken as follows:
5.8.E.1 Remediation Completed - If the probationary educator has demonstrated satisfactory progress (including completion of all goals on his/her Plan of Assistance and has received a subsequent satisfactory summative effectiveness rating) he/she is removed from probation and reinstated as a career educator.
5.8.E.2 Termination - If the probationary educator has not demonstrated satisfactory progress as outlined in 4.8.E.1, he/she shall be subject to non-renewal or employment termination pursuant to District Policy and the Logan City School District Licensed Negotiated Agreement.
4.8.F An educator who has been placed on probation for unsatisfactory performance, and is again unsatisfactory within a three year period, shall be subject to non-renewal or employment termination pursuant to District Policy and the Logan City School District Licensed Negotiated Agreement.
5.8.G Probationary educators may not be transferred to another school or assignment unless the Board specifically approves the transfer of the educator.
5.9 Appeal Process
5.9.A An educator may appeal his/her summative evaluation within fifteen (15) calendar days of receiving a copy of the evaluation.
5.9.A.1 Appeals shall be submitted in writing to the educator's evaluator.
5.9.A.2 Appeals shall define the concern(s) and shall include supporting records, documents, or materials to be considered.
5.9.A.3 Within ten (10) calendar days of receiving a written appeal, the evaluator shall conference with the educator.
5.9.A.4 If a mutually satisfactory modification can be agreed upon, the appeal shall be concluded.
5.9.A.4.a If a mutually satisfactory agreement is not reached, the educator may appeal to the Director of Human Resources Director within ten (10) calendar days following the appeal conference.
5.9.B An educator, who appeals his/her summative evaluation with the Director of Human Resources, shall submit a copy of the written appeal and supporting records, documents, or materials as provided to the evaluator.
5.9.B.1 Upon receipt of a written appeal, the Director of Human Resources will determine if the initial summative evaluation was issued in accordance with the procedures laid out in this Policy.
5.9.B.2 The Director of Human Resources will provide a written determination to the educator requesting the review within twenty (20) calendar days.
5.9.B.3 If a determination is made that the initial summative evaluation was not issued in accordance with this Policy, the evaluator will be directed to re-do the evaluation.
5.9.B.3.a If a determination is made that the summative evaluation was issued in accordance with the above, and the educator is still not satisfied with the summative evaluation, the educator may request further review by a person not employed by the District who has been trained and designated as a certified rater.
5.9.C Request for further review shall be submitted in writing to the Director of Human Resources within fifteen (15) calendar days of receiving the determination.
5.9.C.1 The District bears the responsibility of selecting the certified rater and arranging the review.
5.9.C.2 The certified rater retained to conduct the review shall consider:
5.9.C.2.a This Policy;
5.9.C.2.b The evaluation process conducted for the educator.
5.9.C.3 The certified rater retained to do the review will determine if the initial summative evaluation was issued in accordance with this Policy and will report findings in writing to the Superintendent within a reasonable time after being retained to conduct the review.
5.9.C.4 The cost of the review shall be paid by the educator if the certified rater retained to conduct the review determines the initial summative evaluation was issued in accordance with the Policy.
5.9.C.5 The Superintendent, in her/her sole discretion, shall decide action to be taken and shall notify the educator in writing.
4.9.D The appeals process does not apply to formative evaluations.
5.10 Performance Compensation
5.10.A In accordance with 53A-8a, an educator may not advance on the District's step and lane salary schedule if the educator's effectiveness rating on the most recent evaluation is "Emerging/Minimally Effective" unless the educator is:
5.10.A.1 A provisional educator; or
5.10.A.2 In the first year of an assignment, including a new subject, grade level, or school.
5.10.B Cost of Living Adjustments and Educator Salary Adjustments are not subject to performance compensation requirements.
5.10.C In accordance with 53A-8a, an educator may not advance on the District's step and lane salary schedule if the educator's effectiveness rating on the most recent evaluation is "Not Effective."