1. Low-Performing Schools Evaluation Requirements
Human Resources
Low-Performing Schools Evaluation Requirements
Source: Tharrington Smith LLP Attorneys At Law Est 1964

2. HR Key Issues HR Issues for Low-Performing Schools Principal Retention
Teacher Retention
Licensed Employee Evaluations

3. Principal Employment
Superintendent must recommend one of the following:
Retain principal with no remediation plan (<2 years at school)
Retain principal with remediation plan
Transfer principal to a non-LP school in the district
Only permitted if principal has had two previous years of success in a school of that classification
Remediation plan during year following transfer
Notice to parents at new school
Dismiss or demote principal
Source: Tharrington Smith LLP Attorneys At Law Est 1964

4. Principal Employment
Board must notify State Board regarding action taken and basis for action within 15 days
State Board Action
If no assistance team assigned, or if principal dismissed, no further action
If assistance team assigned and principal not dismissed, State Board must vote to accept, modify, or reject Board’s decision
Under certain circumstances, State Board can dismiss principal independently
Source: Tharrington Smith LLP Attorneys At Law Est 1964

5. Principal Remediation Plan
Statute does not specify what a remediation plan should contain (Personnel file)
General Suggestions:
Should not be the same as the school’s improvement plan, but should align with that plan
Should contain relevant, measurable goals and tasks
Principal should be involved in development of plan
Source: Tharrington Smith LLP Attorneys At Law Est 1964

6. Certified Evaluations
GS 115C-333 requires that all licensed employees in LP schools to be evaluated on an expedited calendar
Early enough to provide adequate time for mandatory improvement plan
Version of TCP-C-004 adopted at December 2015 meeting, provides that “evaluation” be conducted “as early in the school year as possible”
Source: Tharrington Smith LLP Attorneys At Law Est 1964

7. Certified Evaluations
Evaluation must include, per State Board policy revisions: TCP-C-004 Data Points
Prior year’s summative evaluation
All available student growth data (EVAAS, ASW, mClass, Dibels, etc.)
Professional Development Plan
Pre-observation conference
Formal observation (by administrator or assistance team only)
Post-observation conference
Source: Tharrington Smith LLP Attorneys At Law Est 1964

8. Certified Evaluations
Comprehensive and Standard Plans
Pre-Conference
Formal observation (all standards -existing observation)
Complete the Non-NCEES District Summary Rating Form using identified data points (paper version)
District Rating Form/PDP Conference (face-to-face) and administrator uploads district form into NCEES as an attachment in PDP comment section
Note:
Any Standard less than proficient on 1-5 requires the addition of an improvement goal on the mid-year PDP.

9. Certified Evaluations
Abbreviated Plan
Pre-Conference in NCEES
Conduct Full Observation/Evaluation using the district provided Summary Rating Form and identified data points
Enter ratings for Standards I & 4 in NCEES as one of the required observations
Post Observation/PDP Conference (face-to-face) and administrator uploads district form into NCEES as an attachment in PDP comment section
Notes:
Any Standard less than proficient on 1-5 requires the addition of an improvement goal on the mid-year PDP.
Not proficient, move to Standard Cycle and proceed as usual, but on a mandatory improvement plan (the PDP may be used as the low-performing MIP for this purpose)

10. Certified Evaluations
Support Staff
Pre-Conference (may use existing observation.)
Formal observation (all standards -existing observation)
Complete the Non-NCEES District Summary Rating Form using identified data points
District Rating Form/PDP Conference (face-to-face) and administrator uploads district form into NCEES as an attachment in PDP comment section
(Exception: Hardcopy will be submitted to HR with EOY documentation-Speech)
Note:
Any Standard less than proficient on 1-5 requires the addition of an improvement goal on the mid-year PDP.

11. Low Performing MIP Teacher’s PDP may serve if it:
Addresses all areas of deficiency noted in evaluation
Contains recommendation and specific supports for resolving all deficiencies
Should you use Monitored or Directed Growth Plan?
Not required by policy, but could be done
Possible NCEES implications
Source: Tharrington Smith LLP Attorneys At Law Est 1964

12. Principal Evaluations
Statute says “all licensed staff” should receive “evaluation.”
TCP-C-004 silent as to administrators.
Evaluator will conduct an assessment of the relevant, available information concerning the administrator’s performance. 
Evaluator documents via NCEES during mid-year whether the administrator’s performance is at least proficient on all elements in each standard. Evaluator then gives an overall rating in the comment section for each standard that the administrator is at least proficient.
If administrator is NOT proficient on any standard, then revise the administrator’s PDP to include improvement goals addressing the deficiency
Source: Tharrington Smith LLP Attorneys At Law Est 1964

13. Next Steps Devise plan with Admin team immediately
TCP-C-004 District Form/PDP Conference
Completed for certified staff with performance concerns first
Midyear PDP/Rubric for Principals/APs must include performance rating for each standard in the comment section of Rubric
NOTES:
If performance goals are added to PDP during the mid-year conference improvements/ growth must be documented in EOY summative conference with a specific comment.