TEAch:
Tools for Evaluating
Achievements
Orientation Information
St. Lucie County School District
TEAch, 2008-2009; Revised July 2008
PER0129 Rev. 7/08
Purposes and Principles
TEAch is designed to:
• ensure a high level of student performance by
intentionally providing quality, engaging work
for all students;
• ensure a high level of instructional staff member
performance;
• enable the school administrators to appraise each
instructional staff member’s performance;
• enabling both to recognize the staff member’s
strengths and weaknesses;
• provide family members an opportunity for input
into the appraisal of instructional staff members;
• contribute to continuous professional
improvement among instructional staff members;
• contribute to the improvement of schools;
• provide performance data important for
employee promotion and eligibility for continued
employment; and
• provide information to support pay-forperformance procedures.
IPAS Criteria
1.
2.
3.
4.
5.
6.
7.
Student performance
The teacher demonstrates that students
receiving instructional services have learned.
Family Relationships
Stimulates and maintains positive family
communication and involvement.
Assessment
Uses assessment strategies (traditional and
alternative) to assist the continuous
development of the learner.
Communication
Uses effective communication techniques with
students and all other stakeholders.
Continuous/School Improvement
Engages in continuous professional quality
improvement for self and school.
Diversity
Uses teaching and learning strategies that
reflect each student's culture and linguistic
background, learning styles, special needs, and
socio-economic background.
Critical Thinking
Uses a variety of performance assessment
techniques and strategies that measure higher
order thinking in students and provides realistic
projects and problem-solving activities that will
enable all students to demonstrate their ability
to think creatively.
TEAch, 2008-2009; Revised July 2008
8.
9.
10.
11.
12.
13.
14.
15.
Ethics & Regulations
Adheres to the Code of Ethics and Principles of
Profession Conduct of the Education Profession
in Florida and other, laws, rules, policies, and
procedures.
Human Development & Learning
Uses an understanding of learning and human
development to provide a positive learning
environment, which supports the intellectual,
personal, and social development of all
students.
Knowledge of Subject Matter
Has a basic understanding of subject matter
taught.
Learning Environments/Discipline
Creates and maintains positive learning
environments in which students are actively
engaged in learning, social interaction,
cooperative learning, and self-motivation.
Planning
Plans, implements, and evaluates effective
instruction in a variety of learning
environments.
Role of the Teacher
Works with various education professionals,
family members, and other stakeholders in the
continuous improvement of the educational
experiences of students.
Technology
Uses appropriate technology in teaching and
learning processes.
Other Professional Competencies
Demonstrates competency in other areas
required for the position and the profession.
Appraisal Groups
Instructional staff members are clustered in two
groups of related roles.
1. Instructional services - Instructional staff
members assigned to this group are directly
responsible for instruction for a defined group of
students. These staff members spend most of
their time with students.
2.
Student support services - Instructional staff
members assigned to this group provide support
services to students, teachers, and/or family
members. These services are supportive of
instruction but may not be instructional in nature.
PER0129 Rev. 7/08
Appraisal Process
1. Orientation of instructional staff members.
2. Completion of Individual Professional
Development Plan within the first 30 days.
3. Collection of performance data
4. Discussion of findings through conferences.
5. Self- Evaluation completed by the instructional
staff member.
6. Completion of progress review for annual
contract instructional personnel.
Rating
Exceptional
Above Expectation
Meets Expectation
Improvement Expected
Unsatisfactory
7.
Completion of end of year appraisal.
TEAch Performance Rating Scale
Definition
Performance that consistently exceeds the requirements of the position.
Performance at this level clearly exceeds the Above Expectation level
and may be uncommon among others holding similar positions in the
district.
Performance that regularly exceeds the requirements of the position.
Performance at this level occasionally exceeds or falls below this level.
Performance that meets the requirements of the position. Performance
at this level usually meets, but occasionally exceeds or falls below this
level. Ethics can only be rated Meets Expectations or Unsatisfactory.
Performance that does not meet the requirements of the position. The
instructional staff member is expected to develop and implement
strategies to improve performance to the level expected.
Performance that does not meet the minimum requirements of the
position and/or a level commensurate with the experience of the
instructional staff member. Prior to this rating being used, a
Performance Improvement Plan (PIP) is initiated by the administrator
and reviewed with the instructional staff member. The PIP should be
prepared when unsatisfactory performance is detected. A PIP must
have been developed and executed before the “Unsatisfactory” rating
can be used. If a rating of “Unsatisfactory” is used then written
comments are required and the PIP is attached. .
Decision Table
Overall Rating
Exceptional
Above Expectation
Meets Expectation
Improvement Expected
Criteria
No ratings of Unsatisfactory and
No ratings of Improvement Expected and
No more than one rating of Meets Expectation and
More than half of the ratings are Exceptional
No ratings of Unsatisfactory and
No ratings of Improvement Expected and
More than half of the ratings are Above Expectation
No ratings of Unsatisfactory and
No more than three ratings of Improvement Expected
Four or more ratings of Improvement Expected and/or
No more than one rating of Unsatisfactory
Two or more ratings of Unsatisfactory
Unsatisfactory
Additional factor:
ƒ In consideration of the fact that teachers are from time to time required to teach courses that are not
consistent with their certification, no teacher assigned as “out-of-field” can receive a rating of U with
respect to “Knowledge of Subject Matter.”
ƒ Since Ethics can only be rated Meets Expectations or Unsatisfactory it will not be considered in the
individual’s overall performance rating.
TEAch, 2008-2009; Revised July 2008
PER0129 Rev. 7/08
TEAch Evaluation Form
Name:
Position:
Worksite:
Dates of Formal Observation(s):
School Year:
Contract Status:
Recommended for reappointment:
A _____ PSC/CC _____
Yes _____ No ______
Self Evaluation
Mid Year Progress Review
End of Year Appraisal
MID
END
E
A
M
I
U
E
A
M I
U
Observer:
Accomplishments:
1 Student Performance
2 Family Relationships
3 Assessment
4 Communication
5 Continuous/School Improvement
6 Critical Thinking
7 Diversity
8 Ethics
9 Human Development and Learning
10 Knowledge of Subject Matter
11 Learning Environment/Discipline
12 Planning
13 Role of Teacher
14 Technology
15 Other Professional Competencies
MID
END
Parent input was acknowledged in the completion of this appraisal.
The Individual Professional Development Plan was considered in the completion of this appraisal.
Responses to the appraisal conference guide as well as other data were considered in the completion of this appraisal.
Rating Scale Legend:
E = Exceptional
Overall Rating – Use only with the end of the year appraisal.
Mid Year Progress Review
Appraiser
A = Above Expectation
Date
M = Meets Expectation
I = Improvement
Expected
E
End of Year Appraisal
Appraiser
Appraisee
Appraisee
PIP/Written Comments Attached
PIP/Written Comments Attached
2008– 2009
TEAch
U = Unsatisfactory
A
M
I
U
Date