ETI for Experienced Teachers on Probation

Veteran faculty are only placed on a probationary contract in light of significant performance concerns that remain following a two-month Assessment period as outlined in the Guidelines. A decision about the teacher’s contract for the following year must be made by February 1st. ETI criteria help focus data gathering and intervention efforts on those aspects of teacher practice that most directly impact student learning. The Framework provides criterion referenced performance indicators for more effective summative evaluation. To that end, the following will take place:

• In the early fall, each faculty member on probation will meet with his/her Division Director (and perhaps his/her Department Chair in the US/MS or Assistant Director, in the case of LS, as well). Prior to this meeting, the faculty member and the administrator will consider the teacher’s performance based on the ETI criteria (using the Framework) and review all communication regarding the teacher’s performance and Assessment. The teacher and his/her Division Director will then meet to review performance expectations and to determine the evidence that will be gathered to determine if the teacher will be offered a contract for the following year.
• At a minimum, the administrators will conduct two formal observation cycles, with the teacher completing the Instructional Planning and Reflection Form (PDF WORD) for each. The administrators will meet with the teacher following each formal observation to discuss the class visit. At the LS, the Division Director will conduct this observation and may be joined by the Assistant Director responsible for that campus. At the MS and US, teachers will be observed by their Division Director and their Department Chair (for those in departments with PK-12 Chairs).
• Additional data to be determined necessary by the Division Director with input from the faculty member will be gathered. Depending on the nature of performance concerns, this may include, but would not be limited to, additional class observations, a review of student work, student feedback, parent feedback, lesson plans and grade book review, colleague interviews, etc.
• Prior to February 1st, any faculty member on probation will meet with his/her Division Director to talk about performance and the data gathered. Following this meeting, the Division Director will write a formal statement that explains whether or not the teacher will receive a contract for the coming year, and the reasons for that decision. The teacher will review this letter, sign it and write a response if s/he would like to. This document (and response, if provided) will be placed in the teacher’s permanent file.