Orientation to EVALUATION PROCEDURES

1. Orientation to EVALUATION PROCEDURES August, 2007

2. Purposes • Improve employee effectiveness • meeting standards and criteria • fulfilling major functions of job • continuous growth process • Article 6, pp7-10

3. Orientation Continuous Growth Assistance Induction Development Assistance EvaluationCycles

4. Induction Cycle Components • First 2-3 years of employment • Professional Development • Performance Review • Standards and Criteria

5. Development Cycle Components • Professional Development • Professional Development Plan • Annual Review • Performance Review (3 yr cycle) • Two conferences, on-site visit • Evidence of Standards

6. Support for LEA and AEA goals Discipline and professional knowledge Planning and organization Aligning services with multiple needs Data collection and monitoring Interpersonal skills Ongoing professional growth Professional conduct Standards

7. Assistance Cycle • Collaborative Level • Directed Level

8. Evaluation Documents • Continuous Growth Process • Professional Growth Targets • (Reviewed annually)

9. Evaluation Documents • Induction Cycle • Evaluation Summary • Development Cycle • Professional Development Plan • Annual Review • Evaluation Summary (every 3 years)

10. On-Line Manual • Evaluation documents, working documents, tools • www.aea10.k12.ia.us/intranet/evalsystem/index.html

11. Access to Evaluation Documents • Notified within 20 days HR receives evaluation documents • Within 20 days of notice, may submit a written response • Contact HR to review contents of personnel file

12. Acknowledgement • Acquainted with • Job description • Evaluation procedure • Evaluation documents • Standards and criteria (contracted staff) • Sign and date • Return today

13. Job Descriptions • Job Summary • Partners with educators, families and communities to provide effective learning environments for all students. Helps ensure success for all learners

14. Job Descriptions • Essential Functions • Supports efforts to create positive learning environment • Serves as a liaison with various teams • Models, implements and assesses strategies related to learning, social, emotional and behavioral needs

15. Job Descriptions • Essential Functions, continued • Provides support related to rules and laws • Integrates research into practice • Consults regarding best educational practices • Follows policies of IDE, GWAEA • Develops and maintains proper documentation

16. Job Descriptions • Knowledge, Skills and Abilities • Communicate effectively • Function as effective team member • Demonstrates flexiblity and responsiveness to changing needs • Integrates theory, research and expertise in practice and services • Demonstrates effective presentation and facilitation skills

17. Job Descriptions • Knowledge, Skills and Abilities – cont’d • Uses data to make decisions • Knows best practices in curriculum, instruction and assessment • Knows applicable educational rules and laws • Reads and interpret documents, writes reports and correspondence, and applies appropriate mathematical concepts

18. Job Descriptions • Knowledge, Skills and Abilities-con’t • Uses and integrates technology daily

19. Job Descriptions • Additional Responsibilities • Participates in projects, committees • Demonstrates self-discipline and initiative • Conveys positive and professional image • Handles information in a confidential manner • Pursues professional growth opportunities

20. Performance Review Prep • September 13, 2:30-4:00 – 6th Street • Review procedures • Schedule conferences and on-site • Review evidence of standards • Perspectives from “alumni”