Evaluation & Performance Review

  • The evaluation descriptions contained in this section represent the largest group of employees. All evaluation instruments are available in the principal’s/supervisor’s office at each school/work site. The process for evaluating induction, annual and continuing contract teachers has been approved by the State Board of Educationand is aligned with the ADEPT legislation. (State Regulation 43-205.1)

    All certified employees are formally evaluated their first year in the district.

    Orientation – All certified employees will receive a written and oral explanation of the evaluation process as well as copies of the documentation forms. In those evaluations tied to the ADEPT Performance Standards, copies of the dimensions will be provided.


Procedural Guidelines

    1. Professional/Certified Employees

    Induction Contract (One year only) Novice teachers must be provided with comprehensive guidance and support through a locally designed induction program which meets state regulation. (Employment and Dismissal Act does not apply.) If successful as defined by the local district – the district has the right to hire or not rehire on an annual contract. If not successful as defined by the local district - the district has the right to hire or not rehire on an annual diagnostic contract status. In Dorchester District Two, induction teachers must successfully complete the induction program and be marked “competent” on nine of the ten Performance Standards to be eligible for an annual contract. Induction teachers who are marked “competent” on less than nine Performance Standards would be placed on Annual Diagnostic Status. The district may or may not rehire.

    Annual Contract (Up to four years) One of the four may be an annual diagnostic year. Employment and Dismissal Act does not apply.) Teachers must be formally evaluated with a process based on the ADEPT Performance Standards and approved by the State Board of Education. In Dorchester District Two, SAFE-T is the approved consensus-based process for formally evaluating annual teachers. All annual contract teachers must complete a professional growth plan supportive of the ADEPT Performance Standards. A teacher must be marked “competent” on nine of the ten Performance Standards to successfully complete the formal evaluation and meet all certification requirements to become eligible for a continuing contract. At the annual contract level, the district has the right to hire or not rehire. If a teacher is not rehired, the teacher may request an informal hearing before the Superintendent. (See the appeal process in the annual contract description in the Professional/Certified Employee Information section of the handbook.)

    A teacher who successfully completes the formal process and all requirements for certification is eligible for a continuing contract. The district may or may not rehire. A teacher who successfully completes the evaluation but has not completed certification requirements may, at the district’s discretion, be rehired at the annual level and evaluated formally or informally with a goals-based evaluation process.
    An annual teacher who does not successfully complete the induction year or who is not successful on the annual formal evaluation may be placed on an annual diagnostic process for one year. If rehired at the annual diagnostic level, the teacher will be placed on an assistance plan to address identified weaknesses and will go through a simulated evaluation process. A mentor will be assigned. Following the annual diagnostic year, the teacher will be placed on an annual formal evaluation status. The district may or may not choose to rehire.

    An annual teacher who has not successfully completed the formal evaluation process or the professional growth plan for the second time must not be employed as a classroom teacher in a public school in the state for a minimum of two years.

     

    Continuing Contract (On-going contract transferable to any district in the State – Employment and Dismissal Act applies.) Teachers must be evaluated on a continuous basis. Evaluations may be formal, modified formal, or informal (Goals-Based) based on the individual teacher’s needs and past performance. Formal evaluations must meet state ADEPT regulations and the modified formal must be approved by the State Board of Education as a part of the district’s evaluation process. Both the formal evaluation and the modified formal evaluation are based on the ADEPT Performance Standards. Teachers on the formal or modified formal evaluation process must complete a professional growth plan. Informal evaluations must be conducted using a state-approved goals-based evaluation process. Teachers who have met the ADEPT requirements are eligible for goals-based evaluation. If performance concerns arise, administrators may place any continuing teacher on a formal evaluation process regardless of whether or not their professional development goals were met or alter their professional development goals to address concerns. Currently employed continuing contract teachers who are to be evaluated using a formal evaluationprocess must be notified in writing by April 15. All continuing contract teachers new to the district are placed on their first year in the district.

    Reporting

    • A signed copy of the evaluation is to be placed in the employee’s personnel file at the District Office with a copy being retained at the work site and a copy given to the employee.
    • Districts are required to report contract status and evaluation results to the South Carolina State Department of Education.

    Support Staff

    • All full-time contracted employees are to be evaluated during their first year of employment.
    • A signed copy of the evaluation is to be placed in the employee’s personnel file at the District Office with a copy being retained at the work site and a copy given to the employee.
    • After the satisfactory completion of one year of employment, full time contracted employees are to be evaluated no less than once every three years. Principals/supervisors are encouraged to evaluate yearly.

    The development of a strong, competent support staff and the maintenance of high morale among staff members are major objectives of the board. The major duties of the board regarding classified staff are to establish wage and salary policies which encourage employees to put forth their best efforts and to provide a good atmosphere in which to work. A program of continuous evaluation is necessary for the board to fulfill its duties.

    The board directs the superintendent to develop and implement a program of support staff evaluation. It will be the responsibility of each supervisor to inform the employee in advance of the criteria to be used in the evaluation.

    The evaluation system for support staff is designed to measure the level of performance of individual employees and to encourage continued professional development. The evaluation system will not be a contract obligation of the district or a contract right of the employee. It is not intended to create, nor will it be construed to create, an expectation or assurance of continued employment. Neither the substance nor the content of the evaluation will be subject to the grievance process.

    Policy GDO, Issue date 11/01