East Windsor Regional Schools

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District Evaluation Data - Teacher

EAST WINDSOR REGIONAL SCHOOL DISTRICT

TEACHER EVALUATION SYSTEM

2009-2010

Introduction:

As part of the federal requirements for states’ receiving funding under Phase 2 of the State Fiscal Stabilization Funds Program, all school districts in New Jersey are providing information to the public on the procedures they use to evaluate teachers and principals. The information presented below will help you understand East Windsor Regional School District ’s policies and procedures for evaluating teachers and educational specialists such as librarians and counselors.

Confidentiality concerns: To protect the confidentiality of individual evaluations, districts are not required to provide a district-level statistical summary of teacher evaluation outcomes in those cases where there are fewer than 10 teachers in an entire district. Similarly, districts are not required to provide a school-level statistical summary of teacher evaluation outcomes if there are fewer than 10 teachers in a school.

Description of Teacher Evaluation System:

The Board of Education recognizes the importance of implementing a program for the evaluation of teaching staff members in accordance with law is essential to the achievement of the educational goals of the district. The purpose of a program of evaluation will be to promote professional excellence and improve the skills of teaching staff members, improve student learning and growth, and provide a basis for the review of teaching staff members’ performance.

All teaches are evaluated for effectiveness in multiple ways. Primarily, this occurs in the form of formal classroom visitations and observation of lessons. The formal observation/evaluation usually includes pre and post observation conferences between the teacher and their supervisor. The evaluation instrument that is used includes a rubric that evaluates teacher performance in areas such as:

· Instructional Preparation

· Delivery of Instruction

In a variety of indicators, teacher performance is rated as “Meets Expectations” or “Needs Improvement.” Corrective action plans are implemented as needed, and may include additional training, mentoring and support for those teachers. As part of the evaluation process evidence of performance includes:

· Teacher work samples (lesson plans)

· Student work samples

· Gradebooks

· Benchmark assessments

· Teacher designed assessments

In addition to formal observation/evaluation, other processes used to evaluate teacher effectiveness include the summative evaluation which examines:

· Progress in completing required professional development hours

· Progress in completing professional development plan

· Professionalism ( teacher works cooperatively with others on behalf of students; teacher demonstrates a commitment to professional growth; teacher demonstrates a commitment to developing a mutually supportive atmosphere within the educational community)

Teacher evaluations are used:

· To plan professional development opportunities

· To inform a teacher’s professional development plan

· To inform tenure decisions

· To inform recommendations for continued employment

· To inform teacher placement decisions

All non-tenured teachers are formally observed/evaluated on a minimum of three occasions annually; all tenured teachers are formally observed/evaluated on a minimum of one occasion annually. Additional formal observations for both tenured and non-tenured teachers may be scheduled by principals/supervisors.

TEACHER EVALUATION RESULTS - 2009-2010

RATING CATEGORY (list from most accomplished to least accomplished)	Number of teachers in district receiving this rating	Total number of teachers in district	Percent of teachers in district receiving this rating
Meets Expectations	417	437	95%
Needs Improvement	20	437	5%

ETHEL MCKNIGHT ELEMENTARY SCHOOL