SHORE REGIONAL HIGH SCHOOL DISTRICT
EDUCATOR EVALUATION INFORMATION FOR 2009-2010
The Shore Regional High School District uses several different evaluation and observation tools to assist our faculty in their development as master teachers. The administration of Shore Regional High School use classroom observation reports, teacher’s performance evaluation reports and an annual evaluation of teacher’s performance report to develop a comprehensive evaluation of each faculty member.
The purpose of periodic observations and evaluations is to give teachers recognition for those areas where they are performing well and to provide feedback on those phases of the teacher’s work which are less effective enabling us to discuss ways in which improvement can take place. Teachers are encouraged to utilize a variety of methods, techniques and activities in their teaching that is appropriate to their students. Evaluators should recognize that effective teaching requires a variety of methods and strategies.
The purpose of the Classroom Observation Report is to gather data on the performance of a teacher during a particular time and for specific dimensions of the job. Since an observation is only a sample of the teacher’s performance, information from other sources is also necessary to evaluate a teacher’s performance. The observer may discuss the observation with the teacher before the visit or may come in unannounced. However, the report must be discussed with the teacher within five days of the observation. The evaluator must note if the teacher demonstrated the effective use of the listed skills and knowledge, which include, setting objectives, developing and sequencing learning activities, assigning and assessing learning activities, providing information, asking questions and giving responses, maintaining appropriate classroom discipline, involving all students consistently, and managing time and resources.
The Teacher’s Performance Evaluation is to assess the teacher’s effectiveness in meeting all professional responsibilities. Teachers are evaluated using five domains: classroom instruction, related classroom responsibilities, non-classroom responsibilities, professional characteristics, and a performance rating. With this evaluation, teachers can be given the following ratings:
· Acceptable - means the teacher meets or exceeds the district standards.
· Needs Improvement - means district standards were nearly met and can be achieved with moderate changes. This is a temporary rating. The teacher must make the changes noted to achieve a rating of acceptable. If these changes are not made, future ratings may be reduced to unacceptable.
· Unacceptable - means district standards were not met and major changes are needed immediately.
In the case of a tenured teacher, a Teacher’s Performance Evaluation must be written following two Classroom Observation Reports. In the case of a non-tenured teacher, a Teacher’s Performance Evaluation must be written following three Classroom Observation Reports.
Finally, all faculty members receive an Annual Evaluation. The purpose of this instrument is stated in N.J.S.A. 6:3-1.21. This report is a summary of the teacher’s effectiveness during the current year as reflected in the previously listed categories, and also including indicators of pupil progress and growth, the status of their current Professional Improvement Plan and a new Professional Improvement Plan for the next school year. Even though N.J.S.A. 6:3-1.12 as stated only applies to tenured teaching staff members, it is understood that at Shore Regional High School these same standards will apply to non-tenured teaching staff members as well.
SHORE REGIONAL HIGH SCHOOL DISTRICT:
TEACHER EVALUATION RESULTS FOR 2009-2010
SHORE REGIONAL HIGH SCHOOL DISTRICT
PRINCIPAL EVALUATION INFORMATION FOR 2009-2010
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 principals.
Confidentiality concerns: To protect the confidentiality of individual evaluations, districts are not required to provide a district-level statistical summary of principal evaluation outcomes in those cases where there are fewer than 10 principals in a district.
The Shore Regional High School District employs only one principal, hence for confidentiality reasons, no data is supplied.