Weld Re-8 Observation Protocol in Accordance with S.B. 22-070
Formal Observation: A formal observation consists of a visitation of no less than 30 consecutive minutes, or the viewing of a complete lesson, meeting or training. Documentation of the date and times shall be kept.
Probationary teachers: At least two documented observations.
First year teachers will receive one additional documented observation prior to December 15 of each year.
Non-Probationary teachers: At least one documented observation.
Post Observation Conference: Evaluators shall hold a conference with the educator as soon as possible after each documented observation. The post-observation conference will focus on discussion of the observation record/ documentation and other factors deemed relevant to the performance of the teacher. The evaluator will share the observed performance indicators and progress in meeting benchmarks with the teacher. The teacher may contribute additional indicators of performance related to his/her overall performance. In addition to the formal observation, the evaluative data sources may include, but not be limited to, informal observations, lesson plans, samples of student products, records, parent/student/community/peer input, or other appropriate materials to substantiate performances. Strengths and/or weaknesses will be discussed, in relationship to District Teacher Performance Standards and Benchmarks, as well as the teacher’s goals.
Principals & SSPs: Principals and Special Service Providers (SSP) shall receive at least one evaluation that results in a written evaluation report each academic year.
All Teachers and SSPs shall receive one written evaluation report, informed by a body of evidence collected systematically in the months prior, resulting in a final effectiveness rating of: highly effective, effective, partially effective, or ineffective at least two weeks before the last class day of the school year.
Principals shall receive one written evaluation report, informed by a body of evidence collected systematically in the months prior, resulting in a final effectiveness rating of: highly effective, effective, partially effective, or ineffective at least two weeks before their last contracted day of the school year.
Other measures (additional evidence/artifacts) of a principal’s performance may include direct observations.
Minor adjustments and variations in the evaluation process will be allowed in order to ensure that the evaluation process is thorough and that sufficient data is collected in accordance with the district’s evaluation system.
Implications for Earning or Losing Non-Probationary Status by Performance Evaluation Rating
Ineffective/Partially Effective - Non-probationary status will be lost after two consecutive years of a partially effective or ineffective rating.
Effective/Highly Effective - Non-probationary status will be earned on the first day of the fourth year after receiving an effective or highly effective rating for three consecutive years.
The conclusions of the evaluator will not be subject to further review except as otherwise provided in these procedures.
The licensed staff member evaluated may appeal the application of the evaluation procedures by submitting a request for review to the supervisor of the evaluator to determine if the procedures were followed during the
evaluation.
A non-probationary teacher may appeal his or her performance rating of ineffective or partially effective pursuant to the appeal process prescribed in the applicable collective bargaining agreement.
