According to state statute, public school must conduct a yearly performance evaluation for each employee, and at least one observation and evaluation must be completed for newly hired classroom. To help our member schools comply with this requirement, FCSA developed an evaluation system that is charter-friendly, compliant with state requirements, and easy to use.
Per state statute, performance evaluations for instructional personnel and school-based administrators are required to meet the criteria listed below. The FCSA Evaluation Tools helps you comply with this state requirement.
- Support effective instruction and learning growth.
- Provide appropriate instruments, procedures and criteria for continuous quality improvement of the professional skills of the instructional personnel and the school-based administrators.
- Include a mechanism to examine performance data from multiple sources (including parent input when appropriate).
- Identify those teaching fields for which special evaluation procedures and criteria are necessary.
- Provide training programs to ensure that all individuals with evaluation responsibilities understand the proper use of the evaluation criteria and process.
- Include a process for monitoring and evaluating the effective and consistent use of the evaluation criteria by employees with evaluation responsibilities.
- Include a process for monitoring and evaluating the effectiveness of the system itself in improving instruction and student learning.
- Differentiate among four levels of performance as follows:
Highly Effective : There is consistent evidence that the teacher is demonstrating the identified teacher competencies.
Effective: The teacher is demonstrating the identified competencies most of the time.
Needs Improvement, or for instructional personnel in the first three years of employment, who need improvement,
Developing: The teacher is inconsistent in demonstrating the identified teacher competencies.
Unsatisfactory: There is little or no evidence that a teacher is demonstrating the identified teacher competencies.
SB 736 went into effect on July 1, 2011. This bill revises the evaluation, compensation and employment practices for classroom teachers, other instructional personnel and school administrators.
The bill aligns with Race to the Top, which requires 50 percent of the evaluation for classroom teachers, school administrators and other instructional personnel to be based on student performance for students assigned to them over a three-year period.
If three years of student growth data is not available, the district must include the years for which data is available and may reduce the percentage of the evaluation based on student growth to not less than 40% for teachers and administrators, and not less than 20% for other instructional personnel.
Questions about the FCSA Evaluation Tool? Contact Leicha@flcharteralliance.org