Teacher Evaluation Information
As part of the federal requirements for States receiving funding under Phase 2 of the State Fiscal Stabilization Funds Program, all school districts in New Jersey are providing information to the public on the procedures they use to evaluate teachers and principals. The information presented below will help you understand Riverbank Charter School of Excellence's policies and procedures for evaluating teachers and educational specialists.
Confidentiality concerns: To protect the confidentiality of individual evaluations, districts are not required to provide a district-level statistical summary of teacher evaluation outcomes in those cases where there are fewer than 10 teachers in an entire district. Similarly, districts are not required to provide a school-level statistical summary of teacher evaluation outcomes if there are fewer than 10 teachers in a school.
Riverbank Charter School of Excellence's Teacher Evaluation System
Section I: Introduction
As part of the federal requirements for states' receiving funding under Phase 2 of the State Fiscal Stabilization Funds Program, all school districts in New Jersey are providing information to the public on procedures they use to evaluate teachers and principals. The information presented below will help you understand Riverbank Charter School of Excellence's policies and procedures for evaluating teachers and educational specialists.
Description of Teacher Evaluation System
The Board of Trustees recognizes that the continuing education of tenured and non-tenured teaching staff members is essential to the achievement of the educational goals of this school.
The purpose of a program of evaluation is to promote professional excellence and improve the skills of teaching staff members, improve student learning and growth, and provide a basis for the review of teaching staff member performance. The Board will provide leadership, adequate resources for supervision and professional development, time for the proper conduct of evaluations, and time for in-service training. The administrator at Riverbank Charter School of Excellence utilizes the Board of Trustees approved format that is modeled after Charlotte Danielson’s Framework and the New Jersey Professional Standards for Teachers. A minimum of three formal evaluations are conducted for each staff member, both tenured and non-tenured. Formal observations are both announced and unannounced.
Each tenured teaching staff member who will be evaluated in accordance with Board Policy, shall be evaluated annually by appropriately certified and trained administrators against criteria that evolve logically from the instructional priorities and program objectives set forth in the teaching staff member's job description.
The program of evaluation for non-tenured teaching staff members shall include the observation and evaluation of each such employee in the performance of his or her duties by an administrator no fewer than three times during each school year. Evaluations take place before April 30 of each year. Each evaluation shall be followed by a conference between the teaching staff member and the school principal. The purpose of the observation and evaluation of non-tenured teaching staff members shall be to improve professional competence, identify deficiencies, extend assistance for the correction of such deficiencies, provide a basis for recommendations regarding reemployment, and improve the quality of instruction received by the students serviced by Riverbank Charter School of Excellence.
Confidentiality concerns: To protect the confidentiality of individual evaluations, districts are not required to provide a district-level statistical summary of teacher evaluation outcomes in those cases where there are fewer than 10 teachers in an entire district. Similarly, districts are not required to provide a school-level statistical summary of teacher evaluation outcomes if there are fewer than 10 teachers in a school.
Riverbank Charter School of Excellence's Teacher Evaluation System
Section I: Introduction
As part of the federal requirements for states' receiving funding under Phase 2 of the State Fiscal Stabilization Funds Program, all school districts in New Jersey are providing information to the public on procedures they use to evaluate teachers and principals. The information presented below will help you understand Riverbank Charter School of Excellence's policies and procedures for evaluating teachers and educational specialists.
Description of Teacher Evaluation System
The Board of Trustees recognizes that the continuing education of tenured and non-tenured teaching staff members is essential to the achievement of the educational goals of this school.
The purpose of a program of evaluation is to promote professional excellence and improve the skills of teaching staff members, improve student learning and growth, and provide a basis for the review of teaching staff member performance. The Board will provide leadership, adequate resources for supervision and professional development, time for the proper conduct of evaluations, and time for in-service training. The administrator at Riverbank Charter School of Excellence utilizes the Board of Trustees approved format that is modeled after Charlotte Danielson’s Framework and the New Jersey Professional Standards for Teachers. A minimum of three formal evaluations are conducted for each staff member, both tenured and non-tenured. Formal observations are both announced and unannounced.
Each tenured teaching staff member who will be evaluated in accordance with Board Policy, shall be evaluated annually by appropriately certified and trained administrators against criteria that evolve logically from the instructional priorities and program objectives set forth in the teaching staff member's job description.
The program of evaluation for non-tenured teaching staff members shall include the observation and evaluation of each such employee in the performance of his or her duties by an administrator no fewer than three times during each school year. Evaluations take place before April 30 of each year. Each evaluation shall be followed by a conference between the teaching staff member and the school principal. The purpose of the observation and evaluation of non-tenured teaching staff members shall be to improve professional competence, identify deficiencies, extend assistance for the correction of such deficiencies, provide a basis for recommendations regarding reemployment, and improve the quality of instruction received by the students serviced by Riverbank Charter School of Excellence.
Section II: Evaluation Outcomes Tables
Resources
Charlotte Danielson Resources
https://www.danielsongroup.org/framework/
NJ Achieve Resources
http://www.state.nj.us/education/AchieveNJ/teacher/
Charlotte Danielson Resources
https://www.danielsongroup.org/framework/
NJ Achieve Resources
http://www.state.nj.us/education/AchieveNJ/teacher/