The evaluation process strengthens communication and provides:
Clear, two-way dialogue that builds stronger working relationships.
A documented record of performance and growth over time.
Actionable feedback that improves practice.
Targeted direction for professional growth.
A foundation for recognition, support, or corrective action.
Effective evaluators:
Lead with strengths, identify specific growth areas, and close with encouragement.
Provide feedback that is honest, concise, and actionable.
Ground every conversation in observable evidence and documented facts.
Within 30 days of reporting for work
Annual review of the following with staff:
Evaluation standards and procedures (Certified Evaluation Plan)
FERPA/Confidentiality
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.
Quick ReferenceGuide:
Certified Evaluation Timeline for Teachers and Other Professionals - page 11
Observation/Worksite Visit Timeline - page 12
Certified Evaluation Timeline for Principals, Other Building-Level, and District-Level Administrators - page 18-19
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
Mandatory Trainings for Certified Evaluators
Initial Certified Evaluation Training:
According to 704 KAR 3:370, every new evaluator of certified personnel in the state of Kentucky is required to attend a two-day Initial Certified Evaluation training BEFORE officially evaluating anyone. KDE is the only provider for this training.
These trainings are provided at no cost.
Participants can decide to attend one of the in-person meetings or one of the virtual meetings. Please sign up for the training that works best with your schedule.
Please register at: https://sites.google.com/education.ky.gov/principalpartnership/professional-learning/initial-certified-evaluation-ice
We highly encourage you complete this training in the Summer or no later than the end of September.
Recalibration Training:
According to the Board of Education-approved Certified Evaluation Plan (CEP), all Administrators will complete a recalibration training annually.
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.