14.1 PURPOSES OF APPRAISAL
The parties recognize that appraisal is something that is done with a teacher and not to a teacher. The parties further recognize the importance and value of developing a procedure for assisting and appraising the progress and success of both newly employed and experienced personnel. Therefore, the following procedure shall be used to accomplish these goals with teachers.
14.2 TEACHER APPRAISAL
The parties agree that the Teacher Appraisal Plan (TAP) is incorporated herein by reference and is a part of this Agreement in its entirety.
14.21 The U46/ETA Teacher Appraisal Plan Oversight Committee
The Teacher Appraisal Plan Oversight Committee will be co-chaired by representatives of the ETA and the district and shall consist of 12 members. The committee will minimally meet quarterly but will meet more often if necessary in order to complete its tasks. The committee can recommend changes to the district and the ETA. Any such changes must be approved by the ETA Representative Assembly. This U46/ETA evaluation committee can appoint ad hoc committees to help it do its work. The committee is charged with:
- Identifying, developing, and monitoring the ongoing training necessary for all staff
- Gathering feedback from all stakeholders through surveys on how the system is working in relationship to the values and belief statements
- Providing examples for options, goals, portfolios, and self-directed inquiries
- Reporting and communicating to all stakeholders
- Exploring and learning about peer assessment and review
- Developing the system for tenured teachers who need assistance
- Recommend a meeting structure
- Composition of the committee – a cross-section of the district (LPDC, Staff Development, etc.)
- Annual survey of sites
- Ongoing review of the Teacher Appraisal Plan as it evolves
The committee does not review the efficacy of any evaluation given to a teacher by the administration.
14.3 ORIENTATION TO TEACHER APPRAISAL PLAN
Orientation of all teachers who are to be appraised shall occur prior to implementation. This shall include a discussion of the teacher appraisal plan (TAP) and instruction related to accessing the online appraisal system. Group and/or individual orientation to the total process shall be completed by October 1.
14.4 KNOWLEDGE OF APPRAISAL
All classroom observations of teachers for purposes of appraisal shall be conducted openly and with the full knowledge of the teacher.
14.5 SIGNATURE ON FORMS
The evaluator and teacher shall sign the report before it is placed in the teacher's personnel file in the Human Resources Office. Such signature by the teacher only acknowledges that he/she has read the report and does not necessarily indicate agreement with its contents.
14.51 Teacher Personnel File
The teacher will receive a copy of all written reports to be placed in his/her personnel file in the Human Resources Office. Such file shall be the only personnel file for each employee in the district. A written report shall be defined as a report written by a district administrator. The teacher shall have the right to attach his/her response to any such report placed in the personnel file, and to include any additional information. Each teacher shall have the right, upon request, and under the supervision of Human Resources, to review and reproduce at his/her own cost, the contents of his/her personnel file excluding confidential college credentials, confidential outside recommendations, or confidential information given by previous employers.
14.6 SECOND EVALUATOR
In the event the teacher requests to be evaluated by a second evaluator, such request must be submitted to Human Resources in writing. Human Resources shall make such an appointment upon receiving this request. These supplementary evaluations (the number of which shall be set up at the time of the determination of the second evaluator) shall not be interpreted as a disruption or interference with the primary evaluation procedure established in this Agreement.
14.7 PEER ASSISTANCE AND REVIEW (PAR)
14.71 PAR Program
The PAR Program is a year-long process that involves frequent, ongoing, classroom-based assistance and a standards-based review of a teacher’s practice. Aimed at improving teacher quality, a trained Peer Consultant Teacher (PCT) provides personalized assistance and instructional support for Participating Teachers (PT) who are interested in improving their professional practice and voluntarily request to participate. The PAR program affirms the district’s efforts to support and appraise teachers based on the guidelines of the district’s Teacher Appraisal Process (TAP). PAR is fully aligned with TAP and utilizes the same domain rubrics, observation cycles, and ISBE descriptors that define the TAP process. Participating Teachers (PT) in PAR use the same forms, follow the same timelines, complete the same events, and adhere to guidelines as outlined in the TAP document.
14.72 PAR Panel Composition
The PAR Panel (Panel) is a group of eight (8) members. Four (4) teachers are appointed by the ETA President and four (4) administrators are appointed by the Superintendent or designee to oversee all aspects of the PAR Program. The ETA President will determine the Teacher Co-chair and the Superintendent or Designee will determine the Admin Co-chair. All Panel members will become certified teacher evaluators.
14.73 Scope of Activity
The Panel will monitor the PAR program. The scope of the work will include but is not limited to processing the volunteer participants, implementing professional development for the Panel and PCT, and overseeing the reconsideration process. The Panel can make recommended changes to the program as described in the PAR Handbook. The Panel shall have a productive and reciprocal relationship with the TAP Oversight Committee. The Panel will make its decisions through the consensus process.
If a tenured teacher is rated unsatisfactory, the District shall develop a remediation plan pursuant to the Illinois School Code and Rules and Regulations promulgated by the Illinois State Board of Education. The remediation plan shall be designed only to correct the remediable areas identified as unsatisfactory and shall provide for classroom observation time for the consulting teacher to observe the teacher under remediation.
14.9 DISCHARGE OR INVOLUNTARY CHANGE OF TENURE TEACHER
14.9.1 Standard to be Applied
Any discharge or other involuntary change in a tenure teacher's assignment or status shall be for just cause.
14.9.2 Legal Rights of Teachers
Any conference or hearing with a teacher regarding discharge or other change in the teacher's assignment or status shall be conducted in a manner so as to not abrogate the teacher's rights according to the Illinois School Code or the provisions of this Agreement.