SERIES 4000: DISTRICT EMPLOYMENT
4400 Professional Staff
4403 R-Performance Evaluation (Effective July 1, 2024)
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. This Policy must be implemented consistent with Policy 1101.
A. Teachers as Defined by Revised School Code Section 1249
Teachers will be evaluated pursuant to a performance evaluation system consistent with Revised School Code Section 1249 and the Teachers’ Tenure Act. This performance evaluation system will include, as appropriate, the following:
- a year-end evaluation process that meets statutory standards;
2. an evaluation tool that incorporates components required by law, including:
- locally agreed-on student growth and assessment data or student learning objectives, as defined by Revised School Code Section 1249;
- the teacher’s performance; and
- objective criteria.
3. an individualized development plan (IDP) with performance goals developed by the evaluator in consultation with the teacher and recommended training designed to improve the teacher’s effectiveness for:
a. all probationary teachers;
b. teachers rated minimally effective or ineffective during the 2023-24 school year;
c. teachers rated needing support or developing; or
d. at the evaluator’s discretion when performance deficiencies are noted.
4. classroom observations of at least 15 minutes each which include, at a minimum, a review of the teacher’s lesson plan, the state curriculum standard used in the lesson, and pupil engagement, with appropriate written feedback and a post-observation meeting between the teacher and the school administrator conducting the observation to discuss those items;
5. a mid-year progress report, if required by law, which aligns with the teacher’s individualized development plan, includes specific performance goals developed by the evaluator, and any recommended training identified by the evaluator;
6. a year-end performance evaluation effectiveness rating, of effective, developing, or needing support;
7. tenured teachers rated as highly effective or effective on the 3 most recent consecutive year-end evaluations may be evaluated biennially, but if the teacher is not rated as effective on one of the biennial year-end evaluations, the teacher must receive year-end evaluations;
8. a mentor for teachers rated developing or needing support or for teachers in the first year of probation;
9. opportunity for a tenured teacher rated needing support on a year-end evaluation to request a review consistent with Revised School Code Section 1249;
10. a tool approved by MDE, a modified MDE tool, or a local evaluation tool if adopted in compliance with Revised School Code Section 1249 and corresponding regulations;
11. website posting of required information for the evaluation tool;
12. training on the evaluation tool for teachers and evaluators as required by law; and
13. other components that the Superintendent or designee deems relevant, important, or in the District’s best interests.
If a tenured teacher is rated ineffective or needing support on 3 consecutive year-end 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.
If a teacher receives an unevaluated rating, the teacher’s rating from the school year immediately before the designation must be used.
B. Non-Teaching Professionals Subject to the Teachers’ Tenure Act
The performance evaluation system for a Non-Teaching Professional with a teaching certificate 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.
To the extent required by law, a tenured Non-Teaching Professional subject to the Teachers’ Tenure Act rated as needing support may request a review consistent with Revised School Code 1249.
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.
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: 12/19/23
Date revised:
