10. Establishes levels of support 11. Outlines due process and the procedures for appeals 12. Contains a process for policy review 13. Local board approved policy for teacher/administration evaluations For purpose of this policy the following definitions apply: Definitions 1. Board refers to Duchesne County School District Board of Education 2. Career Educator a licensed educator who has reasonable expectation of continued employment under the policies of the board 3. Educator is an individual employed by Duchesne County School District who is required to hold a professional license issued by the Utah State Board of Educations, except: a. A superintendent and the business administrator, or i. An individual who works few than 3 hours per day; or ii. Is hired for less than half of the school year 4. Probationary Educator means an educator employed by the Duchesne County School District who, under board policy, has been advised by the district that the educator’s performance is unsatisfactory. 5. Provisional Educator means an educator employed by the Duchesne County School District who has not achieved status as a career educator within the district. 6. School Administrator means an educator serving in a position that requires a Utah Educator License with an Administrative area of concentration and who supervises educators. 7. Effectiveness rating is an annual designation given to educators (highly effective; effective; emerging or minimally effective; or not effective) based on multiple lines of evidence such as self-evaluation, student and parent input, peer observation, supervisor observations, professional growth, student achievement, and other indicators of instructional improvement. 8. Formative Evaluation means evaluations that provide educators with feedback on how to improve their performance. 9. Plan of Assistance is a written document identifying a career educator’s specific area(s) of unsatisfactory performance and detailing recommendations and strategies for improvement that includes: a. Specific, measurable, and actionable deficiencies b. Available resources that will be provided for improvement, including a mentor c. A recommended course of action that will improve the career educator’s performance 10. Summative Evaluations are evaluations that are used to make annual decisions or ratings of educator performance and may inform decisions on salary, confirmed employment, personnel assignments, transfers, or dismissals. 11. Unsatisfactory Performance means a deficiency in performing work tasks, which may be:
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