Welcome to
Teacher ProComp
Unsatisfactory Evaluation
Eligible Educators: All teachers represented by the DCTA agreement
Decision Maker: Principal and trained, independent peer evaluator
Year Implemented: 2006-2007
Purpose
- Continues current practice of raising salaries only upon demonstrated satisfactory performance
- Allows teacher to maintain current job while improving to meet the expectation of satisfactory performance
- Creates a means and time period for due process to be completed without providing automatic increases
- Gives DPS and DCTA a way to maintain and promote high expectations for teacher performance
- Reflects good compensation practice in the private and public sector
- Enables DPS to provide time and support and other resources for teachers to improve their performance
Rationale
- Satisfactory performance raises should only be awarded for satisfactory performance
- Unsatisfactory performance must be identified and there should be related compensation consequences
- Teachers need reinforcement to improve unsatisfactory performance
- Teachers and principals need time, support and other resources to improve unsatisfactory teacher performance
- All other increases in the recommended system are earned based on specific performance and should not be withheld
Management Specifications
- Sound evaluation system that:
- Emphasizes inter-rater reliability
- Maintains a fixed cycle of evaluation in years 1, 2, 3, 4, 7 and every third year thereafter and provision for teachers on leave will be made to adjust their evaluation cycle appropriately
- A fall-to-spring evaluation cycle
- Well developed rubrics articulating different levels of teacher performance
- Distinct from disciplinary action
- Peer evaluation
- A component for remediation of unsatisfactory performance that includes provisions for a 30-day due process remediation and a one-year development plan for teachers who succeed on the 30-day due process plan
- A component for peer assistance for unsatisfactory performance
- Adaptations for student services specialists and other non-classroom assignments
- The ability to identify a teacher's unsatisfactory performance in "off years"
- Self evaluation component
- A one year plan for professional development with appropriate supports in addition to a 30-day due process remediation plan for teachers with unsatisfactory performance ratings
- If a teacher receives a rating of unsatisfactory, then a new formal evaluation is required next year
- The current practice of being able to initiate special evaluations will be continued
- Teachers who fail to earn a satisfactory rating after appropriate remediation will be subject to probationary non-renewal or dismissal for cause
- District support for administrators in coordinating resources for teachers on remediation
Economic Specifications
- Non-probationary teachers receiving an unsatisfactory evaluation will have their 3% satisfactory performance increase delayed until being re-evaluated with a rating of satisfactory or better
- Probationary teachers receiving an unsatisfactory evaluation will have their annual 1% satisfactory performance increase delayed until being re-evaluated with a rating of satisfactory or better
- Teachers who are given an unsatisfactory performance rating resulting from a special (out of cycle) evaluation will delay any future 3% salary increase until they earn a satisfactory performance rating
District Capacity That Needs To Be Built
- A fully developed project plan that includes personnel and other resouces to implement the evaluation system
- Pilot the use of the evaluation system beginning in the 04-05 school year
- An evaluation system that has these characteristics:
- Align peer assistance duties to revised evaluation system
- Training for teachers and principals on the process of placing teachers on remediation plans
- Training for teachers and principals to ensure inter-rater reliability
- Emphasizes professional growth, professional development and continuous improvement
- Web-based technology for tracking teacher evaluations that is directly connected to payroll
