Mountain Lakes Public School District TEACHER 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 The Mountain Lakes Public School District’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 Mountain Lakes Public School District makes use of a teacher observation and evaluation system that includes several elements of the Clinical Supervision model. This model is consistently applied at each of the three (3) district schools. All instructional staff members are observed and evaluated in accordance with these standardized procedures and forms and with the use of a consistent observation and evaluation process. The process includes pre and post observation conferences, informal visitations and most importantly, formal, written Observation reports and an additional Annual Summative Performance report. The district does not utilize a single overall rating scale or level on a single scale in its teacher Evaluation System.

The district looks at the following types of evidence or information in the formal teacher evaluation process: formal observation, informal, walk-through observations, pre and post observation conferences, teacher work samples, the teacher Professional Development Plan, teacher self-evaluation, involvement in co curricular activities, district level curricular planning teams, professional learning communities and evaluator narrative. The district utilizes teacher evaluation system results to plan professional development, inform teachers Professional Development Plan, to inform tenure decisions, to inform recommendations for continued employment, to inform teacher placement decisions. Student achievement outcomes or student growth data are addressed in the required Annual Summative Performance Report Conference in relation to each individual faculty members’ Professional Growth Plan.

For non-tenured faculty, the number of formal, written observation reports required is a minimum of three (3) annually. For tenured faculty, the number of formal, written Observation Reports required is a minimum of one (1) annually. In addition, all faculty, non-tenured and tenured-must receive a written Annual Summative performance Report.

During the mandatory individual and personal conference required as part of the process for this Annual Summative Performance Report, topics such as student achievement and a mutually designed Professional Improvement or growth Plan are discussed between each faculty member and his/her Principal and/or Supervisor. The formal Observation Report form and the evaluation process requires actual observations of faculty carrying out assigned instructional duties in various settings.

Section 2. Evaluation Outcomes Tables

Mountain Lakes Public School District TEACHER EVALUATION RESULTS SY 2009-2010

 Number of teachers meeting the district’s criteria for acceptable performanceNumber of teachers in district Percent of teachers in district meeting these criteria 
 229 (including Lake Drive)229 (including Lake Drive)  100%
 

MOUNTAIN LAKES PUBLIC SCHOOL DISTRICT ’S PRINCIPAL 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 the Mountain Lakes Public School Districts’ 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. Currently, The Mountain Lakes School District has five individuals who serve as Principal or Assistant Principal.

Section 1. Description of Principal Evaluation System

A. The Mountain Lakes Public School District utilizes an evaluation system that requires all non- tenured Principals and Assistant Principals to be evaluated in a formal, written fashion three [3] times annually. Tenured Principals and Assistant Principals are required to be evaluated at least one [1] time annually. The Principal evaluation system uses the following types of evidence and information: formal observation and visits to each school, school climate indicators, Principal self-evaluations, Principal work samples, documentation of completed teacher observations and evaluations, evaluator narratives, evaluation conferences, and performance aligned to district goals. Student achievement components are addressed during the required evaluation pre and post conferences for each individual Principal on each of the required individual evaluations. In addition, all principals and assistant principals, non-tenured and tenured must receive a written Annual Summative performance Report.

B. The evaluations are utilized in planning professional development opportunities, informing the Principals Professional Growth Plan, informing tenure decisions, informing recommendations for continued employment, informing selection of Principals for specific duties and to inform Principal placements.

C. The Principals Evaluation System in the form of an Annual Summative performance report includes a written narrative. The Principal Evaluation System does not make use of a single, overall rating score or level on a single scale.

Section 2. Evaluation Outcomes Tables

To protect confidentiality, school districts are prohibited from posting additional portions of this survey on the school district website if the district has fewer than 10 Principals/Assistant Principals.