Clifton Public Schools Board of Education recognizes that the continuing evaluation of tenured teaching staff members is essential to the achievement of the educational goals of this district. The purpose of a program of evaluation will be to promote professional excellence and improve the skills of tenured teaching staff members, improve pupil learning and growth, and provide a basis for the review of teaching staff member performance. Tenured Clifton teachers are formally observed and evaluated a minimum of one time per schools year. Non-tenured teachers are formally observed and evaluated a minimum of three times per schools year.
The district teacher evaluation system is based on the National Board Standards for Accomplished Teaching and Certificated staff Standard of Teacher Performance. Our formal teacher evaluation process includes formal observations, walk-through observations, pre and /or post observation conferences, teachers works samples, a Teacher’s Professional Development Plan, progress in completing required Professional development hours and an extensive evaluator narrative. Student achievement outcomes and growth data are included in the evaluation process.
Results of the teacher evaluation system are used to
inform tenure decisions, inform compensation decisions (withholding of
increment), selection of teachers for specific roles and duties, and to
inform teacher placement decisions. Both Tenured and non-tenured
observations and evaluations are entirely narrative documents. No single
rating or level is given on a summative performance evaluation.
|
Number of teachers meeting
The district’s criteria for acceptable
performance
|
Number of teachers in district
|
Percent of teachers in district meeting
these criteria
|
|
914
|
918
|
99.56%
|
Administrator Evaluations
The Board of Education recognizes that the continuing evaluation of
administrators is essential to the achievement of the educational goals
of this district. In order to ensure the greatest benefit to the
district of a program of administrator evaluation, the Board shall
provide adequate resources for supervision and professional development,
time for the proper conduct of evaluations, and time for in-service
training to encourage improvement in job performance. Tenured and
non-tenured Clifton administrators are formally observed and evaluated
a minimum of one time per school year.
The district administrator evaluation system is based on the New Jersey
Professional Standards for School Leaders. Our formal administrator
evaluation process includes formal observations and visits by the
Superintendent and Assistant Superintendent of Schools, walk-through
observations of building, school climate indicators, Principal work
samples, documentation of completed teacher evaluations, evaluator
narratives, evaluation conferences and performance aligned to district
goals. Student achievement outcomes and growth data are included in the
evaluation process.
Results of the administrator evaluation system are used to inform tenure
decisions, inform continuation of employment decisions, inform
compensation decisions (withholding of increment), selection of
administrators for specific roles and duties, to inform administrator
placement decisions, to plan Proffesional development opportunities and
to inform an administrators Proffesional Growth Plan, to . Both Tenured
and non-tenured administrator evaluations are entirely narrative
documents. No single rating or level is given on a summative performance
evaluation.
CLIFTON
ADMINISTRATOR EVALUATION RESULTS
SY 2009-2010
|
Number of principals meeting the district’s
criteria for acceptable performance
|
Number of principals in district
|
Percent of principals in district meeting
these criteria
|
|
24
|
25
|
96%
|
Administrator Evaluation Policy
