530P - Assessment

  • Every employee of the School Board staff is evaluated on a regular basis at least as frequently as required by law.

    Evaluation of Professional Staff

    The Superintendent assures that cooperatively developed procedures for professional staff evaluations are implemented throughout the division and included in the division's policy manual. The results of the evaluation are in writing, dated and signed by the evaluator and the person being evaluated, with one copy going to the central office personnel file and one copy to the person being evaluated.

    The primary purposes of evaluation are:

    • to optimize student learning and growth;

    • to contribute to the successful achievement of the goals and objectives of the division’s educational plan;

    • to improve the quality of instruction by ensuring accountability for classroom performance and teacher effectiveness;

    • to provide a basis for leadership improvement through productive performance appraisal and professional growth;

    • to implement a performance evaluation system that promotes a positive working environment and continuous communication between the employee and the evaluator that promotes continuous professional growth, leadership effectiveness, improvement of overall job performance and improved student outcomes; and

    • to promote self-growth, instructional effectiveness, and improvement of overall professional performance.

    Teacher, principal, and superintendent evaluations are consistent with the performance standards included in the Guidelines for Uniform Performance Standards and Evaluation Criteria for Teachers, Principals, and Superintendents. Evaluations include student academic progress as a significant component and an overall summative rating. Teacher evaluations include regular observation and evidence that instruction is aligned with the school’s curriculum. Evaluations include identification of areas of individual strengths and weaknesses and recommendations for appropriate professional activities. Evaluations include an evaluation of cultural competency.
    Any teacher whose evaluation indicates deficiencies in managing student conduct may be required to attend professional development activities designed to improve classroom management and discipline skills.

    Evaluation of Support Staff

    The Superintendent ensures that cooperatively developed procedures for support staff evaluations are implemented within the division. The results of the evaluation shall be in writing, dated and signed by the evaluator and the person being evaluated, with one copy going to the central office personnel file and one copy to the employee.

    The primary purposes of evaluation and assistance are:

    • to optimize student learning and growth;

    • to contribute to the successful achievement of the goals and objectives of the division’s educational plan;

    • to provide a basis for leadership improvement through productive performance appraisal and professional growth;

    • to implement a performance evaluation system that promotes a positive working environment and continuous communication between the employee and the evaluator that promotes continuous professional growth, leadership effectiveness, improvement of overall job performance and improved student outcomes; and

    • to promote self-growth, instructional effectiveness, and improvement of overall professional performance.

     

    Legal Reference(s):
    Code of Virginia, Section(s) 22.1-70, 22.1-78, 22.1-253.13:5, 22.1-253.13:7, 22.1-276.2, 22.1-294, 22.1-295, 22.1-303, 22.1-313, 22.1-253.13:7

    Guidelines for Uniform Performance Standards and Evaluation Criteria for Teachers (Virginia Board of Education as approved March 18, 2021)

    Guidelines for Uniform Performance Standards and Evaluation Criteria for Principals (Virginia Board of Education as effective January 10, 2020)

     

    Adopted: February 6, 1990
    Amended: September 19, 2006
    Amended: June 15, 2021