Educator Evaluation Information for the School Year 2011-2012
As part of the federal requirements for states receiving funding under Phase 2 of the State Fiscal
Stabilization Funds Program, all school districts in New Jersey are providing information to the public
on the procedures that they use to evaluate both teachers and principals. The information presented below
will assist you in understanding these policies for the Hampton Township School District.
Description of the Teacher Evaluation System
The program of evaluation of teaching staff members shall include the observation and evaluation of each
such employee in the performance of his or her duties by an appropriate supervisor. For non-tenured staff
members, observations will be held no fewer than three times during each school year, but not less than
once during each semester. Tenured staff member evaluations are held once per year. Evaluations are to
take place before April 30 of each year. Each evaluation shall be followed by a conference between the
teaching staff member and his or her supervisor(s). The purpose of the observation and evaluation shall
be to improve professional competence, identify deficiencies, extend assistance for the correction of such
deficiencies, provide a basis for recommendations regarding reemployment, and improve the quality of
instruction received by the pupils served by the school(s) in the district.
Supervisors shall make every effort to assist teaching staff members in the remediation of deficiencies
disclosed by observation and evaluation and may conduct additional observations and evaluations.
Supervisors should recognize the purposes of this policy cannot be realized by evaluations that do not
record the weaknesses as well as the strengths of teaching staff members. Assessments that are less
than honest and candid serve neither the professional growth of the employee nor the interest of the
district in building a staff of highly competent, well-trained personnel.
Teaching staff evaluations will be conducted in accordance with the following procedures:
A. Evaluation Criteria
1. Evaluation criteria for each position will derive from the job description for the position and
will relate directly to each of the tasks described. Wherever possible each set of evaluation criteria will be:
a. Briefly stated and focused on major criteria of the position,
b. Based on observable information rather than on factors requiring subjective judgment,
c. Generic, covering a number of specific positions, and
d. Written in the same format and in a direct, simple style.
2. Maintenance of job evaluation criteria will be the responsibility of the Chief School Administrator.
Evaluation criteria will be reviewed annually and
a. Whenever the corresponding job description is revised,
b. On the request of a single job holder, or
c. On the request of a majority of persons holding a particular job.
B. Collection of Evaluation Data
Data will be gathered any one or more of the following evaluation methods:
1. Direct observation of the teaching staff member in the course of performing an assigned duty;
2. Review of a product from the teaching staff member that results from the performance of his/her
assigned duties;
3. Interviews of the teaching staff member regarding his/her knowledge of assigned duties;
4. Paper and pencil instruments (such as competency tests, pupil surveys, and the like);
5. Audio-visual monitoring of the teaching staff member in the performance of his/her assigned duties; and
6. Reference to previous performance reports.
C. Observations
1. Nontenured teaching staff members will be evaluated no fewer than three times in every school year
and at least once during each semester. Tenured teaching staff members will be evaluated once during every
school year.
2. Classroom instructors will be observed in the performance of their duties by a visitation to the assigned
work station. The visit will be for the duration of one complete subject lesson.
3. Wherever possible, observations that focus on different areas of responsibility are desirable.
4. Each observation will be recorded on a separate form and a copy sent to the teaching staff member
within twenty-four hours prior to the observation conference.
D. Evaluations
1. A written evaluation of each teaching staff member in the performance of his/her duties will be
prepared within ten days of each observation.
2. In addition to the evaluation following each observation or period of observation, the evaluator shall
prepare an annual written evaluation of each teaching staff member's total performance as an employee of
the school district.
E. Post Observation Conferences
1. No later than ten days after the observation of each classroom instructor and no later than the end
of each three-month period of observation of non-classroom instructors, the teaching staff member and the
evaluating supervisor shall hold a conference to discuss the evaluation reports prepared in accordance with
paragraph D1 above.
2. The post observation conference will be conducted for the purpose of confirming the accuracy of the
material collected, providing a forum for feedback, and providing assistance to the teaching staff member
whenever the need for such aid is indicated. In addition, the evaluator must note the effects of the
observation (if any) on the teaching staff member's annual evaluation. Sufficient time should be scheduled
for a full discussion of the issues involved.
3. Two copies of the written evaluation will be prepared and both the supervisor and the teaching staff
member shall sign each copy and retain one copy.
4. The teaching staff member shall have the right to submit his or her written disclaimer of an evaluation
within ten days following the conference and such disclaimer shall be attached to each party's copy of the
evaluation report.
5. Each observation report will be filed in the teaching staff member's personnel file. A copy will be
provided to the teaching staff member within 48 hours of the conference.
F. Annual Summary Conference And Written Evaluation
1. An annual summary conference will be held with each teaching staff member by the administrator
or supervisor who prepared the annual written evaluation (whenever possible) before the staff member's
annual written evaluation is filed.
2. The annual written evaluation will include a review of the teaching staff member's total performance
as an employee of the district, including, but not limited to:
a. Performance areas of strength;
b. Performance areas needing improvement based upon the job description;
c. An individual professional development plan developed by the supervisor and the teaching staff member;
and
d. A summary of indicators of pupil progress and growth, and a statement of how these indicators relate
to the effectiveness of the overall program and the performance of the individual teaching staff member.
3. Each annual written evaluation shall be filed in the teaching staff member's personnel file.
A copy will be provided to the staff member within two working days of the conference.
G. Review of Pupil Progress and Growth
1. A review will be conducted, at least annually, of pupil progress and growth in each class, for the
purpose of determining whether or not changes in the performance of the teacher or in the program
would lead to improved results by the pupils during the subsequent school year.
2. The review of pupil progress and growth will be made by a supervisor who is familiar with the pupils
involved and the school context against indicators previously determined by the teacher and agreed upon by
his/her immediate supervisor.
3. A summary of the pupil progress and growth data and its implications will be placed in the teacher's
annual performance report. The pupil progress and growth report will be one measure of the teacher's annual
performance evaluation.
4. If the review of the pupil data reveals that pupils have not made the progress expected, the supervisor
and staff member shall jointly determine what changes should be made to improve pupil performance. Any
such changes are subject to approval of the Chief School Administrator before being implemented.
H. Individual Professional Improvement Plan
1. An Individual Professional Improvement Plan will be prepared annually for each teaching staff member.
2. All teachers with standard certificates must complete 100 clock hours of State-approved professional
development every five years in accordance with N.J.A.C. 6A:9-15.1 et seq. and therefore, must have a Professional
Improvement Plan within sixty days of the Board's approval of the employment contract.
a. The content of each teacher's professional improvement plan shall align with the Professional Standards
for Teachers as set forth in N.J.A.C. 6A:9-3.3.
b. The activities in each teacher's professional improvement plan shall align with the professional
development standards as outlined in N.J.A.C. 6A:9-15.2(d).
3. At the time the Professional Improvement Plan is prepared, a review will also be made of the staff
member's efforts to achieve the prior year's plan.
4. Copies of the Individual Professional Improvement Plan will be placed in the teaching staff member's
annual performance report and given to the teaching staff member. The degree to which the teaching staff
member achieved the requirements of the previous plan will be a measure of the staff member's annual
performance evaluation.
5. It is the duty of the teaching staff member to implement the plan as prepared; his/her failure to do so
may result in disciplinary action up to and including dismissal.
For the School Year 2009-2010:
· 41 teachers met the district’s criteria for acceptable performance.
· 41 teachers were employed by the district.
· 100% of the teachers employed by the district met all of the above requirements.
Description of the Principal Evaluation System for the School Year 2009-2010
Certified principals are evaluated in accordance with state laws and regulations as well as Board policy and
regulations. Principal evaluations reference the New Jersey Professional Standards for School Leaders. The
observation and evaluation of administrators will be conducted by appropriate administrative staff members.
Evaluation will be conducted in accordance with the following procedures.
A. Evaluation Criteria
1. Evaluation criteria for each administrative position will derive from the job description for the position
and will relate directly to each of the tasks described. Wherever possible each set of evaluation criteria will be:
a. Briefly stated and focused on major criteria of the position,
b. Based on observable information rather than on factors requiring subjective judgment,
c. Generic, covering a number of specific positions, and
d. Written in the same format and in a direct, simple style.
2. Maintenance of administrative job evaluation criteria will be the responsibility of the Chief School
Administrator. Evaluation criteria will be reviewed annually, and
a. Whenever the corresponding job description is revised, or
b. On the request of a single job holder.
3. Each administrator will be sent a copy of the current evaluation criteria for his/her position annually by
the Chief School Administrator. Any revisions thereto shall be provided to each holder of that job within thirty
working days of its adoption. Suggested revisions to evaluation criteria by job holders shall be referred initially to
the job holder’s immediate supervisor for review.
B. Collection of Evaluation Data
Data will be gathered any one or more of the following evaluation methods:
1. Direct observation of the administrator in the course of performing an assigned duty;
2. Review of a product from the administrator that results from the performance of his/her assigned duties;
3. Interviews of the administrator regarding his/her knowledge of assigned duties;
4. Paper and pencil instruments (such as competency tests, pupil surveys, and the like);
5. Audio-visual monitoring of the administrator in the performance of his/her assigned duties; and
6. Reference to previous performance reports.
C. Observations
1. Nontenured administrators will be evaluated no fewer than three times in every school year and at least
once during each semester. An tenured administrator will be evaluated one time during the school year.
2. The evaluator shall confer with the administrator and together shall determine the job performance that
will be observed. The period of the observation will be appropriate to the performance to be observed and will be
conducted in as few separate sessions as possible. The evaluator shall record each separate instance of observation
and the activity observed.
3. Wherever possible, multiple observations that focus on different areas of responsibility are desirable.
Multiple observations should be spread over time to allow time for improvement.
4. Each observation will be recorded on a separate form and a copy sent to the administrator within
twenty-four hours prior to the observation conference.
D. Evaluations
1. A written evaluation of each administrator in the performance of his/her duties will be prepared.
2. In addition to the evaluation following each observation or period of observation, the evaluator shall
prepare a written evaluation of each administrator's total performance as an employee of the school district.
This evaluation will be submitted to the administrator sufficiently in advance of the conference to enable the
Building Principal or the Chief School Administrator to amend it. It will be appended to the evaluation based
on performance observation and will be presented to the administrator at the conference.
E. Post Observation Conferences
1. The administrator and the evaluating supervisor shall hold a conference to discuss the evaluation reports
prepared in accordance with paragraph D1 and paragraph D2 above.
2. The post observation conference will be conducted for the purpose of confirming the accuracy of the
material collected, providing a forum for feedback, and providing assistance to the administrator whenever the
need for such aid is indicated. In addition, the evaluator must point up the effects of the observation (if any) on
the administrator's annual evaluation. Sufficient time should be scheduled for a full discussion of the issues
involved.
3. Two copies of the written evaluation will be prepared and both the supervisor and the administrator shall
sign each copy and retain one copy.
4. If the administrator so wishes, he/she may prepare a written disclaimer to the evaluation. Any disclaimer
will be appended to the evaluation, provided it is received not more than ten calendar days after the conference.
5. Each observation report will be filed in the administrator's personnel file. A copy will be provided to the
administrator within five working days of the conference.
F. Annual Performance Conference and Report
1. An annual performance conference will be held with each administrator by the evaluator who prepared
the annual performance report (whenever possible) before the administrator's annual performance report is filed.
2. The annual performance conference will include a review of the:
a. Administrator's performance based upon his/her job description,
b. Administrator’s progress toward the objectives of his/her Individual Performance Improvement Plan
developed at the previous annual conference (if applicable), and
c. Available indicators of pupil progress and growth toward their program objectives (if applicable).
3. The purpose of the annual performance conference is to provide for a total review of the year's work,
to identify strategies for improvement where necessary, and to recognize achievement and good practice.
Adequate time should be allotted for the conference in order to cover the required topics of discussion and to
permit a full exploration of the possible solutions to any problems identified.
4. The annual performance report will be signed by the evaluator at the time of the conference and by the
administrator within five working days of the conference. The signature of the administrator will not necessarily
be construed to indicate assent with the report.
5. The administrator shall have up to ten working days following the conference to add material to the
report not included by the evaluator.
6. Each annual performance report shall be filed in the administrator's personnel file. A copy will be
provided to the staff member within five working days of the conference.
G. Review of Pupil Progress and Growth
1. A review will be conducted, at least annually, of pupil progress and growth in each class, for the purpose
of determining whether or not changes in the performance of the administrator or in the program would lead to
improved results by the pupils during the subsequent school year.
2. The review of pupil progress and growth will be made by an evaluator who is familiar with the pupils
involved and the school context against indicators previously determined by the administrator and agreed upon
by the Chief School Administrator.
3. A summary of the pupil progress and growth data and its implications will be placed in the administrator’s
annual performance report. If applicable, the pupil progress and growth report will be one measure of the
administrator’s annual performance evaluation.
4. If the review of the pupil data reveals that pupils have not made the progress expected, the supervisor
and staff member shall jointly determine what changes should be made to improve pupil performance. Any such
changes are subject to approval of the Chief School Administrator before being implemented.
H. Individual Performance Improvement Plan
1. An Individual Performance Improvement Plan will be prepared annually for each administrator to correct
deficiencies and to continue professional growth. The plan will derive from the applicable evaluation criteria and
focus on the most important areas of professional growth for each administrator as determined from weaknesses
identified in his/her evaluation.
2. The Performance Improvement Plan will be prepared in cooperation with the administrator whenever
possible and will include:
a. Areas of required growth,
b. Methods of achieving that growth,
c. A schedule for implementation of those methods, and
d. The responsibility of the administrator and the district for implementing the plan.
3. At the time the Performance Improvement Plan is prepared, a review will also be made of the
administrator's efforts to achieve the prior year's plan.
4. Copies of the Individual Performance Improvement Plan will be placed in the administrator's annual
performance report and given to the administrator. The degree to which the administrator achieved the
requirements of the previous plan will be a measure of his/her annual performance evaluation.
5. It is the duty of the administrator to implement the plan as prepared; his/her failure to do so may result
in disciplinary action up to and including dismissal.
For the School Year 2009-2010:
· 1 principal met the district’s criteria for acceptable performance.
· 1 principal was employed by the district.
· 100% of the principals employed by the district met all of the above requirements.