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Westville Teacher Evaluation System

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 the procedures they use to evaluate teachers and principals. The information presented below will help you understand Westville's policies and procedures for evaluating teachers and educational specialists such as librarians and counselors.

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.

Section 1: Description of Teacher Evaluation System

The Board of Education recognizes that the evaluation of teaching staff members is essential to the achievement of the educational goals of the district. The purpose of a program of evaluation is to promote professional excellence and improve the skills of teaching staff members, improve pupil learning and growth, and provide a basis for the review of teaching staff member performance.

The administration has developed a formative evaluation instrument that identifies needs, strengths, and improvement objectives for each staff member. All teachers are evaluated against criteria that evolve from established essential elements of instruction. Criteria include, but are not limited to, consideration of pupil progress, subject matter knowledge, professional conduct and growth, classroom management skills, instructional planning, and teacher/pupil rapport. The formative evaluation process includes a pre-observation conference between the teacher and administrator, the observation, a written report, and a post-conference. At the end of each school year, teachers reflect on their own performances by submitting entries for the Annual Performance Reviews/Professional Development Plan along with a summative administration evaluation based on the New Jersey Professional Standards for Teachers. Hours of professional development are recorded and counted toward the required 100 hours within a five year period.

Tenured teachers are observed and receive a formative evaluation at least once each year by properly certified administrators while nontenured teachers are observed and receive a formative evaluation at least three times each year by multiple administrators. All teachers receive a summative evaluation at the end of the school year.

All evaluative information is used to assist the administration in making recommendations to the Board of Education for teacher assignments for the following school year and/or rehiring or non-renewal.

Section 2. Teacher Evaluation Outcomes Tables

Westville: TEACHER EVALUATION RESULTS
SY 2009-2010

Number of teachers meeting the district's criteria for acceptable performance	Number of teachers in district	Percent of teachers in district meeting these criteria
37	39	95%

Parkview: TEACHER EVALUATION RESULTS
SY 2009-2010

Number of teachers meeting the district's criteria for acceptable performance	Number of teachers in school	Percent of teachers in school meeting these criteria
37	39	95%

WESTVILLE'S PRINCIPALS EVALUATION SYSTEM, SY 2009-2010

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 the procedures they use to evaluate teachers and principals. The information presented below will help you understand Westville's policies and procedures for evaluating principals and assistant principals.

Confidentiality concerns: To protect the confidentiality of individual evaluations, districts are not required to provide a district-level statistical summary of principal evaluation outcomes in those cases where there are fewer than 10 principals in a district.

Section 1. Description of Principal Evaluation System

The Board of Education recognizes that the continuing evaluation of administrators is essential to the achievement of the educational goals of the district. Administrators shall be evaluated in order to promote their professional excellence and improve their skills, to enhance pupil learning and growth, and to provide a basis for the review of administrative performance.

The superintendent has developed an evaluation instrument that identifies the needs, strengths, and improvement objectives for principals. Principals are evaluated upon criteria that emanate from essential elements of educational leadership. Criteria include, but are not limited to, consideration of student growth and progress, curriculum and instruction, policies and procedures, communication, accessibility, supervision, operational plans, and professional growth. The formal evaluation process includes annual job targets which are aligned to district goals, along with written evaluations which are followed up by evaluation conferences. The evaluation process includes a reflective element as the principals reflect on their performance mid year and at the end of the year.

Tenured principals receive an evaluation at least once each year by appropriately certified and trained administrators while nontenured principals receive an evaluation at least three times each year.

All evaluative information is used to plan for professional development opportunities for principals as well as to assist the administration in making recommendations to the Board of Education for principal compensation for the following school year and/or rehiring or non-renewal.

The Westville School District employs only one principal, hence for confidentiality reasons, no data is supplied.