The Eatontown Public School district has policies and regulations regarding the evaluation of tenured and non-tenured teaching staff members. These policies and regulations set forth the purpose of evaluations which are to identify and correct deficiencies, improve professional competence, improve the quality of instruction, and to assist the Board of Education in determining employment.
The policies and regulations provide for the frequency and duration of an observation, the establishment of job description criteria for positions, the collection of evaluation data, the evaluation procedure and format, post observation conferences, and annual summary conference and written evaluation.
Tenured teachers are observed at least twice a year and non-tenured a minimum of three times a year. The teacher evaluation system is based on the N.J. Professional Standards for Teachers. Evidence used in the evaluation process includes: formal observation, lesson plans, implementation of teacher’s individual professional growth plan, teacher self-evaluation, and teacher work portfolio. The instrument used is made up of 5 sections.
I. Description of Lesson – Narrative
II. A. Lesson Preparation (These sections provide a rating
B. Lesson Presentation system (Capable areas, Areas of
C. Classroom Environment Concerns, N/A) and narratives)
III. Recommendations: Narrative
IV. General Comments: Narrative
V. Teacher’s Comments: Narrative
A summative evaluation, the Annual Performance Report is done at the end of each school year. This is done in conjunction with the Professional Growth Plan for each individual teaching staff member.
The evaluation tool includes:
· Performance of Areas of Strength (narrative)
· Recommended Areas of Growth (narrative)
· Summary of Pupil Progress Indicators (narrative)
· Additional Data Provided by Employer
· Evaluation of Current Year’s PGP
· Objectives for next year
· Implementation procedures for next year’s objectives
The Eatontown Public School District uses its observation and summative evaluations to plan professional growth opportunities, determine continued employment and placement, and to develop a PGP for each teaching staff member.
The evaluation process for non-tenured and tenured teaching staff aligns with our district mission statement to provide our students with the appropriate qualified staff for students to reach high academic achievement. It also supports the “democratic ideals and values” as stated in the district’s philosophy.
The process and evaluation tools are the same for tenured and non-tenured teaching staff. The major difference is the frequency of evaluations with tenured a minimum of 2 and non-tenured a minimum of 3. All staff – tenured and non-tenured—receive the assistance they need for professional growth through administrative guidance, professional development workshops, and graduate course work.
Number of Teaching/Educational Services Certificates
|Percent with Acceptable Performance|