The goal of the North Sanpete Teacher Evaluation System (NSTES) is to provide a means to recognize quality performance and promotes professional growth. Therefore, it centers on collaboration between administration and educators aimed at providing a quality education for all students. The program requires:
Training for all administrators and educators on the NSTES program;
Collaborative goal setting;
Two formal observations for provisional educators by an administrator, followed by conferences (formal observations are not required for career educators);
Monitoring by the administration of a variety of information sources;
Selection of data sources and collection of information by all educators;
Conferencing and sharing of information between administrator and educators; and
Completion of the Administrator Evaluation Report to be filed with the district.
Career educators are on a four year evaluation cycle, with the fourth year requiring a more extensive evaluation. An educator new to teaching or new to North Sanpete School District is provisional for three years, and a more extensive evaluation is required. During the provisional time period, two formal observations and one data source is required the first three years. In Year 4, three data source are required.
Staff Development and Goal Setting
Evaluation begins at the first of the school year with a training session for all educators on the use of the system. Following the training, educators should identify goals for the year that would enhance their ability to provide a quality educational experience for students. These goals should be shared with the administrator. Goals are reported on the form entitled Professional Goals & Activities, and a copy must be given to the administrator. While the district recommends that the goals be shared at a conference between the educator and administrator, a formal conference is not required. However, either party may request a conference.
Provisional Educators Observations - Formal Observations
Provisional educators should schedule a formal observation with the administrator during the first quarter of the school year. A conference should follow within five days of the observation. The second observation should be completed 60 days before the end of the school year. A formal observation is not required for career educators. However, the administrator should make informal classroom visits during the school year.
Administrator Evaluation Report - The Working Document
The Working Administrator Report, is intended to be used during the school year as a working document for providing assistance to educators. This document will not be in educator's file. The report form identifies a list of sources that should be used by the administrator in assessing the educator's performance. The form also identifies components of professional practices. The components and the information sources are to be used on a basis for discussion between the administrator and the educator during the year. If during the year the administrator observes practices that need attention, an "N", the educator will be informed immediately and an assistance plan developed.
Each educator will be given a final Administrator Evaluation Report. It is strongly recommended that a conference be held to share data sources, discuss progress on goals, and review the Administrator Evaluation Report. A copy of this report will be forwarded to District Administration.
The educator has the opportunity to demonstrate quality performance by selecting data sources to share with the administrator. The educator should identify data sources early in the year and collect the information. Data results are shared with the administrator at the end of the year. Career educators need to share only one data source during the first three years of the cycle and three data sources during the fourth year. Provisional educators choose one source year 1, two sources year 2 and three sources year 3. Data can come from a number of areas including student achievement results, surveys, teacher tests or evidence developed by the educator that is unique to their program. Educators may wish to collect data from several sources and then select which information to share. If an educator is considering using the "Evidence Unique to the Teacher" category as an Educator Data Source in the spring, it is recommended that the educator discuss this option with the administrator to ensure that it will be acceptable. Formal identification of data sources is not required until the sources are submitted in the spring.
A "U" (Unsatisfactory) may be given on the Working Administrator Form and/or the Administrator Evaluation Report. However, before an administrator moves to a "U" on either form, there should be a meeting with the District Personnel Director. A "U" on either the administrator working form or evaluation report requires Performance Assistance and prevents an educator from participating in the Performance Bonus component of Career Ladder.