2009-2010 Evaluations

Introduction

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 they use to evaluate teachers and principals. The information presented below will help you understand Morris Hills Regional District’s policies and procedures for evaluating teachers and educational specialists such as librarians and counselors.

Confidentiality concerns: To protect the confidentiality of individual evaluations, districts are not required to provide a district-level statistical summary of teacher evaluation outcomes if there are fewer than 10 teachers in a school.

Teacher Evaluation System

All certificated staff are observed and evaluated by certified administrators in accordance with N.J.A.C. 6A:32-4.4 and 6A:32-4.5.  The Board of Education believes that effective evaluation results in the improvement of instruction and learning opportunities for all its pupils.  The Board further believes that evaluation shall be a continuous, constructive, and cooperative experience between the staff member and his or her supervisor/evaluator.  It is believed by the Board that the instructional growth of the teaching staff which results from participation in the evaluation process is as significant as the process itself. 

Non-tenured teachers are observed and evaluated a minimum of three times per year and tenured teachers are observed and evaluated a minimum of once per year. During the Observation and Evaluation process, teachers are assessed in the four domains of Routine Duties, Human Relations, Organization and Planning and Initiative and Creativity.  For each of these areas, they are rated as Meets Performance Standards, Needs Improvement or Does Not Meet Performance Standards.  The teacher also receives an overall rating using the same criteria.  The annual summative evaluation for all staff includes an assessment for Indicators of Success, Directions for Future Growth and a Professional Development Plan.  The summative evaluation includes the same rating criteria described above.

The District Administrative Team worked collaboratively during the summer of 2010 to revise the process used for the observation and evaluation model using Robert Marzano’s Classroom Instruction that Works as the primary resource for developing the new process.  This will increase the number of observations for non-tenured teachers and use the most up-to-date research available to assess and improve instruction.

MORRIS HILLS REGIONAL DISTRICT:TEACHER EVALUATION RESULTS

SY 2009-2010

MORRIS KNOLLS HIGH SCHOOL:TEACHER EVALUATION RESULTS

SY 2009-2010

MORRIS HILLS HIGH SCHOOL:TEACHER EVALUATION RESULTS

SY 2009-2010

Principal Evaluation System

The Board of Education recognizes that the continuing evaluation of principals is essential to the achievement of the educational goals of this district. All principals are evaluated in accordance with N.J.A.C. 6A:32-4.4 and 6A:32-4.5. Tenured principals shall be evaluated  at least once per year in addition to the annual evaluation in order to promote their professional excellence and improve their skills, to enhance pupil learning and growth, and to provide a basis for the review of administrative performance. Non-tenured principals shall be evaluated for a minimum of three times during the year, as well as an annual evaluation for the purpose of identifying and correcting deficiencies, improving professional competence, establishing a means for determining reemployment, and improving the quality of the educational program of this district.

Each tenured and non-tenured principal is evaluated annually by an appropriately certified and trained administrator. The evaluator assesses the principal’s performance in the four domains of Routine Duties, Human Relations, Organization and Planning, and Initiative and Creativity. For each of these areas, the principal is rated as Meets Performance Standards, Needs Improvement or Does Not Meet Performance Standards.  The principal also receives an overall rating for the evaluation using the same criteria. 

The annual summary conference between the principal and the evaluating administrator   shall include, but not be limited to, a review of the principal's performance based upon the job description and a review of the progress toward the objectives of the individual professional development plan developed at the previous annual conference. The annual summary will also include an analysis of Indicators of Success and Areas for Future Growth.  The principal receives a final rating of Meets Performance Standards, Needs Improvement, or Does Not Meet Performance Standards.

MORRIS HILLS REGIONAL DISTRICT: PRINCIPAL EVALUATION RESULTS

SY 2009-2010

This district has fewer than 10 principals.