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.
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