GCN-P1 - Supervision and Evaluation of Professional Staff
GCN-P1 - Supervision and Evaluation of Professional Staff
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SECTION G: Personnel
SECTION G: Personnel
The supervision and evaluation of professional staff is the responsibility of the Superintendent’s department.
The supervision and evaluation of professional staff is the responsibility of the Superintendent’s department.
The Superintendent’s department delegates authority to Principals and thus places responsibility on them, to supervise the day-to-day operations of their school staff. Teacher supervision and evaluation generally has two main objectives: professional growth and accountability. The process should stimulate the professional growth of individual Teachers and promote overall school improvement through the collective development of teaching staff. It also needs to support personnel management decisions, whether those are about competency, Teacher retention, reassignment, or promotion.
The Superintendent’s department delegates authority to Principals and thus places responsibility on them, to supervise the day-to-day operations of their school staff. Teacher supervision and evaluation generally has two main objectives: professional growth and accountability. The process should stimulate the professional growth of individual Teachers and promote overall school improvement through the collective development of teaching staff. It also needs to support personnel management decisions, whether those are about competency, Teacher retention, reassignment, or promotion.
The Professional Staff Evaluation based on the work of Charlotte Danielson will be used for classroom teachers. The Prairie Spirit School Division Teacher Evaluation Handbook for Principals will guide the supervision and evaluation of professional staff.
The Professional Staff Evaluation based on the work of Charlotte Danielson will be used for classroom teachers. The Prairie Spirit School Division Teacher Evaluation Handbook for Principals will guide the supervision and evaluation of professional staff.
See Teacher Formative 1 (GCN-E2), Teacher Formative 2 (GCN-E3) and Teacher Summative Evaluation Report (GCN-E4), Resource Formative 1 (GCN-E5) and Resource Formative 2 (GCN-E6) and Resource Summative (GCN-E7) and Counsellor Evaluation 1 (GCN-E8) and Counsellor Evaluation 1 (GCN-E9), Counsellor Evaluation 2 (GCN-E9) and Counsellor Summative (GCN-E10).
See Teacher Formative 1 (GCN-E2), Teacher Formative 2 (GCN-E3) and Teacher Summative Evaluation Report (GCN-E4), Resource Formative 1 (GCN-E5) and Resource Formative 2 (GCN-E6) and Resource Summative (GCN-E7) and Counsellor Evaluation 1 (GCN-E8) and Counsellor Evaluation 1 (GCN-E9), Counsellor Evaluation 2 (GCN-E9) and Counsellor Summative (GCN-E10).
The Administrator Evaluation Form - Administrator Evaluation Year 1 (GCO-E1) and Administrator Evaluation Year 2 (GCO-E2) will be used for Principals and Vice-Principals.
The Administrator Evaluation Form - Administrator Evaluation Year 1 (GCO-E1) and Administrator Evaluation Year 2 (GCO-E2) will be used for Principals and Vice-Principals.
All documents and forms can be found in Exhibits.
All documents and forms can be found in Exhibits.
Revised June 13, 2006
Revised June 13, 2006
Revised February 26, 2013
Revised February 26, 2013
Revised October 10, 2017
Revised October 10, 2017
Revised June 2022
Revised May 2025
Evaluation for Teachers - Procedure
Evaluation for Teachers - Procedure
Refer to the GCN-G2 - Administrator's Handbook for Teacher Evaluation
The purpose of evaluation is to provide teachers with feedback about their professional practice. It also allows teachers to reflect on their teaching practice. The evaluation format is based on the research of C. Danielson
Principals evaluate teachers. If a teacher has more than one principal, the principals will decide on a main principal to complete the evaluation with support from the other principals. Blended learning teachers will be evaluated by their home Principal with input from receiving Principals.
Principal completes formal visits, classroom visits, and meets with teachers for evaluation purposes. Principals will request to see lesson plans, unit plans, timeline for teaching curriculum, assessments, and/or other material from teachers. See A Sample of Artifacts. Please refer to GCN-P2.
Overview of Teacher Evaluation
There are two types of classroom visits:
Formal visit - each formal visit consists of a pre-conference (to discuss the upcoming lesson), the actual class visit (activate/acquire/ apply), and the post-conference; review the lesson and reflect with the teacher: What went well? What concerns did you notice? How could the lesson improve? What would you do differently?... .
Walk-throughs - brief visit (5 minutes) to the class to observe the students working or the teacher presenting a lesson.
Explanation to share with teachers on visits
Sample for taking notes for visits and formal visits
It is recommended that principals share all notes with teachers to allow for collaborative and constructive discussion for improvement.
There are three levels in the evaluation: Not Yet Meeting, Approaching, Meeting. If a teacher is determined to be overall Not Yet Meeting, the Superintendent must be contacted and a Union representative may be involved. There are Formative & Summative evaluations for Teachers, Resource Teachers, and School Counsellors.
Formative Evaluation General Guidelines (for term contracts)
Principal Required Visits
Minimum 4 Formal Visit and 4 Walk-Throughs for each Formative Evaluation.
Hired for Semester 1 only
Formative #1 evaluation - deadline is Nov. 15th
Hired for Semester 2 only
Formative #1 evaluation - deadline is April 15th
Hired for the school year
Formative #1 Evaluation - deadline is Nov. 15th
Formative #2 Evaluation - deadline is April 15th
Summative Evaluation General Guidelines for Teachers on Probation
Summative evaluations of teachers hired on a Teacher General Contract will be placed on a probationary period for a period of up to ten successive teaching months. The probationary period may cover up to two school years depending on when the teacher was hired.
Principal Required Visits
Q1: Minimum 4 Formal Visits and 4 Walk-Throughs by Dec. 15
If a teacher is determined to be overall Not Yet Meeting by Dec. 15, the Superintendent must be contacted.
Q2: Minimum of 2 Formal Visits and 2 Walk-Throughs by March 15
Completed Evaluation and Summary due by April 15 to the office
Resource/Guidance - complete the appropriate evaluation specific to them
*Once a teacher has been identified as “meeting” in a row of a component in the Evaluation, the Principal may determine that that row has been “met” and not formally revisit. Ensure that every row has a checkbox in the appropriate summary box.
**The final page of the Summative Teacher Evaluation Document will be used to identify advanced supports for teachers on probation.
Summative Evaluation General Guidelines for Experienced Teachers
Summative evaluations of teachers will be performed every five years (may be done sooner upon request from either party).
Principal Required Visits
Q1: Minimum 1 Formal Visit and 2 Walk-Throughs by Dec 15
Q2: Minimum of 1 Formal Visit and 2 Walk-Throughs by March 15
Completed Evaluation and Summary due by April 15 to the office
Resource/Guidance - complete the appropriate evaluation specific to them
*Once a teacher has been identified as “meeting” in a row of a component in the Evaluation, the Principal may determine that that row has been “met” and not formally revisit. Ensure that every row has a checkbox in the appropriate summary box.
**The final page of the Summative Teacher Evaluation Document includes advanced supports provided. This area may be used to identify additional supports provided for experienced teachers.
Examples:
1) An experienced teacher may request additional PD, or an opportunity to co-teach or visit a colleague's classroom.
2) An experienced teacher may require additional support. Please indicate what supports have been provided. In your notes document the date(s) the advanced support(s) were provided.
Steps to follow for completing an evaluation
PSSD will inform principals of staff to be evaluated and create evaluation forms for principals to use in Google Drive. It is the responsibility of the principal to monitor the shares on an ongoing basis to ensure confidentiality. Naming conventions will be provided by the Division Office.
Principal notifies the teacher(s) scheduled for evaluation with an e-mail the first week of school, indicating what type of Evaluation will be used. Teacher(s) should reply by September 15th.
Principal discusses the evaluation process with the teacher. It is up to the principal to decide when to share the document with the teacher and show the teacher how to access and complete the document.
Principal will collect evidence through walk-throughs and formal visits, and discussion/meetings with the teacher.
5. When both parties have completed the evaluation, both the principal and the teacher MUST sign the evaluation form. Once the evaluation is signed, send a PDF copy to the evaluation file.
There will be two files for each teacher - the signed PDF file and the original file. Remember that the teacher's signature indicates they have read the evaluation only - they may not agree with it.
6. Once the evaluation is signed by both parties, change the teacher share
settings to “view only” for both files.
Procedure Number: GCN-P1Procedure Title: Supervision and Evaluation of Professional Staff
Adoption Date: Amendment Date(s): Legal Reference:
Cross Reference:
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