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Educational Evaluation Information 2010-2011
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 WCTS 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.
SECTION 1:
Chief School Administrator/Business Administrator/Vice Principle/Director Evaluation Criteria:
This evaluation is based on district goals for the year 2010 - 2011 and on the job descriptions for
the Superintendent, Business Administrator, Vice Principal and Director of Student Services. These
administrators shall be accountable to the Board of Education for functioning in accordance with
statutes, code and Board policies, their job descriptions are mutually agreed upon and reflect annual
performance standards.
Progress towards district goals is based on the district’s goal setting. It directly links the particular
district goals to improved student performance and to a measurable indicator of success. The action
plans developed by administration will implement each goal and be a good source of reference
material for completing this document. Sometimes an administrator will have only partially achieved
the goals or not achieved them at all. The superintendent’s responsibility in such instances is to
provide an explanation as to why this occurred. The board must collectively judge whether the
reasons given for not meeting the goal is satisfactory.
Progress toward achievement of goals is accomplished by providing the goal statement for each
district goal and a rating for progress made toward achievement of each goal. To support this
rating, data should be added to indicate linkage to improved student achievement and data or
measurable indicators of success.
After reviewing the assessment of progress toward achievement of goals, the evaluator will add
their own rating and may also provide comments to support their rating. Please remember you are
evaluating on the overall progress toward achievement of the goals over the course of the year.
Staff Evaluation Criteria:
TEACHER EVALUATION
A. In accordance with Board Policy, at least two (2) formal evaluations for tenured
teachers and at least three (3) for non-tenured teachers shall be made by certified
administrators by April 1st of the school year, and signed by the evaluator and the
teacher being evaluated.
B. All formal evaluations will be in writing by the administrator and will be dated
and will be discussed with the teacher being evaluated. Formal evaluations
shall include specific recommendations for instructional improvement. Every
reasonable effort will be made to give observations to the teachers within twelve
(12) working days.
C. Ample time between formal evaluations shall be afforded teachers to carry out
recommendations for improvement.
D. All evaluations may include a pre-observation conference. A post-observation
conference will be held after each evaluation. All observations shall be one period
in duration.
SECTION 2 - DATA TABLES
WCTS Teacher Eval Results 2009-10 School Number Teachers with acceptable performance Number of Teachers in school Percent meeting criteria
WCTS 42 45 93.33%
THIS DISTRICT HAS FEWER THAN 10 PRINCIPALS
