SERIES 4000: DISTRICT EMPLOYMENT
4400 Professional Staff
4403 Performance Evaluation
Performance evaluations are essential to provide quality educational services and to measure competency. This Policy does not diminish the Board’s authority or ability to non-renew a professional staff member’s contract at the end of the contract’s term, consistent with applicable statutes, collective bargaining agreements, Policies, and individual employment contracts.
A. Teachers
Teachers will be evaluated pursuant to a performance evaluation system under Revised School Code Section 1249 and the Teachers’ Tenure Act. This performance evaluation system will include, as appropriate, the following:
- an annual evaluation process that meets statutory standards;
- an evaluation tool that incorporates components required by law, including:
- individual performance as a majority factor, including student growth (predominant factor), pedagogical skills (teacher’s knowledge of the subject area and ability to impart that knowledge and preparation), classroom management, and relationships with students, parents/guardians, and other teachers;
- student growth as required by law;
- attendance and discipline;
- significant, relevant accomplishments and contributions; and
- relevant special training other than required professional development or continuing education.
3. an individualized development plan (IDP) for all probationary teachers, for teachers rated minimally effective or ineffective, or at the evaluator’s discretion where performance deficiencies are noted;
4. classroom observations with appropriate feedback;
5. a mid-year progress report, if required by law;
6. an annual performance evaluation numerical score (“year-end effectiveness score”), unless the person qualifies for a biennial evaluation, correlated to effectiveness ratings of highly effective, effective, minimally effective, or ineffective;
7. a tool approved by MDE, a modified tool (if posting requirements are met), or a local evaluation tool if adopted in compliance with Revised School Code Section 1249 and corresponding regulations;
website posting of required information for the evaluation tool;
training on the evaluation tool for teachers and evaluators as required by law; and
other components that the Superintendent or designee deems relevant, important, or in the District’s best interests.
If a tenured teacher is rated ineffective on 3 consecutive year-end annual evaluations, the teacher shall be discharged consistent with due process. The District is not precluded from discharging a teacher at other times as provided by the Teachers’ Tenure Act.
B. Non-Teaching Professionals Subject to the Teachers’ Tenure Act
The performance evaluation system for a Non-Teaching Professional with a teaching certificate who is subject to the Teachers’ Tenure Act must include multiple observations. An IDP will be developed during the employee’s probationary period. Except during the probationary period, which must include annual evaluations, the Superintendent or designee will evaluate the employee’s performance at intervals determined by the Superintendent or designee. The Superintendent or designee has discretion to select and use an evaluation tool that serves the District’s best interests.
The Superintendent or designee also has discretion to implement an IDP if performance deficiencies are noted, regardless of the employee’s effectiveness rating.
C. Non-Teaching Professionals Not Subject to the Teachers’ Tenure Act
For Non-Teaching Professionals without a teaching certificate who are not subject to the Teachers’ Tenure Act, the Superintendent or designee will evaluate the employee’s performance at intervals determined by the Superintendent or designee, except annual evaluation will be performed during the employee’s probationary period. The Superintendent or designee has discretion to select and use an evaluation tool that serves the District’s best interests.
An IDP may be established at the Superintendent’s or designee’s discretion.
If the Non-Teaching Professional’s employment is governed by a collective bargaining agreement or individual employment contract, the Superintendent or designee will adhere to the applicable language on evaluation.
Legal authority: MCL 38.71 et seq.; MCL 380.11a, 380.601a, 380.1233b, 380.1248, 380.1249; 380.1249a(2); MCL 423.215
Date adopted: 08/09/2021
Date revised: 06/19/2023
