CDCC Teachers

Child Development and Child Care (CDCC) Teachers
Evaluation Forms

This is intended for CDCC Teachers, CDCC Head Teachers, and CDCC TK Teachers

Options for Evaluation

Under Article 8 of the Collective Bargaining Agreement between the District and the Glendale Teachers Association (GTA), four options are available for employees, depending on eligibility requirements, which are detailed below.

Administrative Option

• Who may participate: All employees are eligible. Non-permanent employees must use this option.  

• Purpose: Focus the employee’s professional growth on one or two specific improvement areas that are school- or administrator-driven.

• Process:

  1. Initial meeting -  The employee meets with the administrator to submit, discuss, and agree on the Plan for Professional Growth (PPG), Part I.

  2. Observing and conferring - At least two formal observations by the administrator, each followed by a post-observation conference.  Periodic informal observations occur as needed. 

  3. The employee submits the completed PPG, Part II, before the summary evaluation meeting.

  4. Summary evaluation -  The administrator presents the summary evaluation. The employee may choose to collaborate with the administrator to draft the summary.

• Evaluation cycle: Every year for non-permanent employees or when an administrator is placed.  Every other year for permanent employees.

Five-Year Option

• Who may participate: Permanent employees who have completed ten years of service in GUSD, with “Meets Standards” evaluations for the past five years, subject to discretionary administrative approval. (These employees should be in their 11th year of service or higher.)

• Purpose: Advance professional growth through a Plan for Professional Growth (PPG) with one or two focus areas aligned to school/administrator priorities.

• Process:

  1. Initial meeting -  The employee meets with the administrator to submit, discuss, and agree on the Plan for Professional Growth (PPG), Part I.

  2. Observing and conferring - At least two formal observations by the administrator, each followed by a post-observation conference.  Periodic informal observations occur as needed. 

  3. The employee submits the completed PPG, Part II, before the summary evaluation meeting.

  4. Summary evaluation -  The administrator presents the summary evaluation. The employee may choose to collaborate with the administrator to draft the summary.

Evaluation cycle: Upon successful completion, the employee is evaluated every five years. 

Partnership Option

• Who may participate: Permanent employees in like positions with five years of service in GUSD, NCLB compliant, with “Meets Standards” evaluations for the past five years; participation is by joint discretionary consent.  (These employees should be in their sixth year of service or higher.)

• Purpose: Specific inquiry into instructional/program improvement.

• Process:

  1. Initial meeting - Partners meet with the administrator(s) to submit, discuss, and agree upon the Plan for Professional Growth (PPG), Part I.

  2. Observing and conferring - Two reciprocal observations by each partner, with a pre-/post-conference for each observation, and periodic conferences with the administrator to discuss and present progress.  The administrator and partners review all observations and conference notes.  Principals should coordinate with Human Resources if a substitute is needed.  (The District/HR pays for this.) 

  3. The employee submits the completed PPG, Part II, prior to the summary evaluation meeting.

  4. Summary evaluation - Employee and administrator review the completed Plan for Professional Growth and collaborate in drafting the summary evaluation.

• Evaluation cycle: Upon successful completion, the employee is evaluated every third year. 

Portfolio Option

• Who may participate: Permanent employees with five years of service in GUSD, “Meets Standards” evaluations for the past five years, and discretionary administrative approval.  (These employees should be in their sixth year of service or higher.)

• Purpose: Specific inquiry into instructional/program improvement.

• Process:

  1.  Initial meeting - The employee meets with the administrator to submit, discuss, and agree on the Plan for Professional Growth (PPG), Part I.

  2.  Observing and conferring - At least two formal observations by the administrator, each followed by a post-observation conference; periodic conferences with the administrator occur as needed.

  3. The employee submits a portfolio and the completed PPG, Part II, before the summary evaluation meeting.

  4. Summary evaluation - The employee and administrator review the completed Plan for Professional Growth and collaborate in drafting the summary evaluation.

•  Evaluation cycle: Upon successful completion, the employee is evaluated every third year.