Teacher Performance Evaluation River Ridge School District

Background of Task Force At our September In-service, the staff discussed elements of good instruction and documented our discussions. Mr. Pritzl asked the staff at the meeting about joining a task force to discuss and formulate a system that evaluates teachers in a meaningful and constructive manner. The task force took all of the discussions and came up with scenarios for teacher evaluation.

Purpose of Evaluation To assess student content mastery To determine professional growth options. To determine what engages students. To identify the effective instructional techniques of each teacher and to determine techniques that need to change course.

Task Force Recommendations All River Ridge Teachers and Pupil Service employees will be evaluated by a certified evaluator no less than every 3 years. The evaluator will engage in a minimum of 3 walk-throughs through out the year. 1 walk-through will be announced, the other walk-throughs may be unannounced.

Additional Recommendations On the years teachers will not be formally evaluated, we will be able to: *Ask a peer to perform a peer evaluation. (The certified evaluator will sit on the post-observation meeting between the two peers.) *Write a self- reflection paper. *Student/Community Survey

Summary Teachers will be evaluated by their supervisors every three years using a minimal of 3 walk-through evaluations and they will be incorporated into 1 summative evaluation at the end of the evaluating year. On the years teachers are not evaluated by an administrator, teachers will need to engage in one of the options presented.

FAQ’s Will this evaluation be tied to merit pay? There are no plans to do so. However, our district will follow the state evaluation plan which is being piloted this year. Currently, the state evaluation plan does not connect evaluation to merit pay. On my year to get evaluated by my administrator, How many walk-throughs will there in total? There will be a MINIMUM of 3, it might 3 walk-throughs or 12.

The committee will continue to discuss the “points” system originally discussed in our handbook draft. The points system was “tabled” until further research can be completed.