All employees will be evaluated annually, unless otherwise provided in the collective bargaining agreement or by law, using a rigorous, transparent, and fair performance evaluation system.
A performance evaluation system will be developed and implemented for teachers and school administrators which does the following:
The evaluation system will evaluate teacher or administrator job performance using multiple rating categories that take into account data on scholar growth as a significant factor as required by law. Teachers shall be rated as highly effective, effective, minimally effective, or ineffective. The evaluation will be used, at a minimum, to inform decisions regarding all of the following:
The Superintendent may also move to dismiss any tenured teacher who receives a performance rating of minimally effective for three years in a row. However, nothing herein prevents the Superintendent from moving to dismiss a teacher or administrator for any reason that is not arbitrary or capricious and in accordance with procedures set forth in state law.
The Board of Education delegates to the Superintendent or designee the responsibility for taking appropriate action, including developing administrative guidelines as needed, to adopt and implement a rigorous, transparent, and fair performance evaluation system in compliance with the law.
Evaluation will be based on the achievement of results specified in the employee's position description and on specific goals and objectives. Any evaluation procedures found in the collective bargaining agreements must be followed in the development, implementation, or change of the District's evaluation policy, rules, regulations, or procedures. Dismissal procedures will be in accordance with collective bargaining agreements and state law.