Within 30 days of reporting for work

Annual review of the following with staff:

• • Employee Code of Conduct

  • Evaluation standards and procedures (Certified Evaluation Plan)

  • FERPA/Confidentiality 

  • Harassment/discrimination policy and reporting

  • Online Safe Schools training 

  • Restraint and Seclusion, SCM core team

Summative Evaluations

March 31: Final summative evaluations and contractual status recommendations due for any employee (classified or certified) non-renewed FOR CAUSE.

April 15: Final summative evaluations due for all non-tenured teachers and all non-job rights classified staff (including FRYSC).

May 15: Final summative evaluations due for tenured teachers evaluated during current cycle (last name N-T) and classified staff with job rights (last name N-T).

June 15: Final summative evaluations due for all administrators and counselors.

Certified Process/Tasks

• • Reflective Practice & Professional Growth Planning Template

  • Observation 1 (3 tasks)

  • Mid Year Review (Optional)

  • Observation 2 (3 tasks) - Non-tenured

  • (EOY) Reflective Practice & Professional Growth Planning Reflection

  • Summative Evaluation (Non-tenured & Tenured Cycle 3)

Note: 

• If a non-tenured teacher was hired in January, only  1 observation is needed. Contact HR to delete the second observation or continue with the option to complete both observations.

• Administrators have the option to add additional observations to a teacher's process (non-tenured or tenured). 

  • • In PowerSchool go to the employee "View" and click: Add task -> Process and Forms ->Dropdown to select "Additional Teacher Observation" 

Classified Process/Tasks

• Mid Year Review (Option 1 - Supervisor Feedback)

• Mid Year Review (Option 2 - Employee Self-Reflection)

• Summative Evaluation (No Job Rights & Job Rights Cycle 3)

Administrator Process/Tasks

• Reflective Practice and Professional Growth Planning PSEL

• (EOY) Reflective Practice and Professional Growth Planning PSEL

• Summative Evaluation

• Keep students first: Always, always, always prioritize student learning and success in every observation and feedback decision.

• Plan and communicate early: Schedule pre-observation conferences, especially with non-tenured staff, to review the evaluation cycle and expectations.

• Set clear expectations: Outline what you expect in the classroom and provide examples to guide performance.

• Clarify your observation process: Explain how observations will be conducted—formal or informal, scheduled or unscheduled—and share how you will collect data.

• Provide tools and examples: Share data collection forms, notes, or other examples to illustrate your process.

• Use evidence-based standards: Reference Teacher Performance Indicators to show how standards and indicators are being met.

• Believe in the process: Use evaluations as a tool to improve teaching and student achievement.

• Practice professional conferencing: Approach feedback constructively—“Is the glass half full or half empty?” Provide feedback respectfully and clearly.

• Document and share: Provide staff with copies of notes, forms, and data collection sheets.

• Set future goals: Clearly articulate what you’d like to see in future observations and link Professional Growth Plans (PGPs) directly to CSIP goals.

• Seek support when needed: If unsure about observations or findings, schedule a third-party observation.

• Follow official protocols: Only trained, certified administrators may collect data for summative evaluations.

• Know the appeal process: Be prepared to explain how staff can file for an evaluation appeal if necessary.