Background

Programs for promoting teacher growth, supervision and evaluation in the division are based on the following beliefs:

• Supervision is the ongoing process by which the principal exercises educational leadership through carrying out duties required under Section 175(2) of the Saskatchewan Education Act 1995.
• The primary responsibility of teaching staff is to create high quality learning environments for all students.
• Teachers have been and will continue performing their teaching responsibilities at a level of performance that meets or exceeds the standard as outlined by the Professional Competencies for Horizon Teachers.
• An essential responsibility of all teachers is the constant improvement of professional practice through continual reflection and professional growth.
• It is the professional responsibility of teachers to recognize and share their strengths in a collaborative manner with other professional staff for the benefit of students.
• The division has the responsibility to provide all teachers with opportunities to improve professional practice.
• The primary responsibility of the principal is to practice and promote instructional leadership, including on-going supervision, observation and the evaluation of the performance of teaching staff as required.
• Supervision, observation and evaluation procedures and regulations will be applied fairly, reasonably and consistently in keeping with the principles of natural justice and due process.
• Due process in employment decisions involves the exercise of professional judgment supported by fair and reasonable assessment and informed decision-making.
• Teachers whose performance does not meet the acceptable standard have both a right and an obligation to collaborate and to determine their professional growth needs.
• Teachers on a plan for improvement must be provided with a fair and reasonable opportunity to improve their performance and become successful.

The division has the right and the responsibility to terminate the employment of teaching staff members who have been given a fair and reasonable opportunity to improve but whose performance continues at less than the acceptable level.

Definitions

1.  Evaluation is the formal process of gathering and recording information over a period of time and the application of professional judgment by the participants in determining whether the teacher does or does not meet the standard, as outlined by the Professional Competencies for Horizon Teachers. The evaluation process will result in the preparation and presentation by the principal of a written summary report regarding the professional performance of the teacher.

A teacher evaluation is completed:

1.1.  To determine whether a continuous teaching contract will be offered to a teacher holding a continuing contract with fewer than two (2) years continuous service;

1.2.  With a teacher that has less than two (2) years continuous service holding a replacement or temporary teaching contract;

1.3.  Where the principal has concerns that the teacher may not be meeting the standard as outlined by the Professional Competencies for Horizon Teachers; or

1.4.  The teacher has requested to be evaluated.

2.  Supervision is the ongoing process by which the principal exercises educational leadership through carrying out duties required under Section 175(2) of the Saskatchewan Education Act 1995 in respect to teachers and teaching. School administration utilizes supervision as a means of monitoring the teaching practices of teachers on continuous, replacement or temporary teaching contracts based on the Professional Competencies for Horizon Teachers.

3.  Professional growth planning is the career-long learning process whereby a teacher plans to achieve professional learning objectives or goals that are in alignment with the Professional Competencies for Horizon Teachers.

3.1.  Professional growth plans are written action plans to improve and demonstrate growth teacher practice. These plans will include: a statement of goals, strategies to achieve the defined goal, reasonable timeline for goal achievement, resources required to support in meeting the defined goal, indicators & measures of goal achievement.

Procedures

1.  Teacher Professional Growth

1.1.  All teachers on continuing, temporary, and replacement contracts with the division shall complete a professional growth plan each year.

1.2.  The Professional Growth Plan shall:

1.3.  Reflect goals and objectives based on an assessment of learning needs by the individual teacher; 

1.3.1.  Show a relationship to the Professional Competencies for Horizon Teachers;

1.3.2.  Take into consideration the Learning Improvement Plan of the school, defined division goals and the goals outlined in the Saskatchewan Education Sector Strategic Plan (ESSP).

2.  Teacher Supervision

2.1.  The principal shall be responsible for the ongoing supervision of all teachers by:

2.1.1.  Providing support and guidance to teachers;

2.1.2.  Observing and receiving information from any source relative to the quality of teaching a teacher provides to students; and identifying those behaviors or practices of a teacher that demonstrate quality of performance as outlined by the Professional Competencies for Horizon Teachers.

3.  Teacher Evaluation

3.1.  The principal shall conduct an evaluation of a teacher:

3.1.1.  In their first (1st) and second (2nd) years of service with the division;

3.1.2.  Upon the written request of a teacher;

3.1.3.  For purposes of gathering information related to employment status;

3.1.4.  When, on the basis of information received through supervision, the principal has reason to believe that the teacher may not meet the Teaching standard as outlined in the Professional Competencies for Horizon Teachers.

3.2.  Upon completion of an evaluation, the principal shall meet with the teacher and provide them with a signed original of the completed summary evaluation report.

• AF 430-1 - Pre-Visitation Form
• AF 430-4 - Summative and Formal Evaluation Form
  

3.3.  Where, as a result of an evaluation, the principal determines that a change in the behavior or practice of a teacher is required, the principal shall indicate, in writing, that the:

3.3.1.  Teacher's teaching does not meet the acceptable Teaching Standard as outlined by the Professional Competencies for Horizon Teachers;

3.3.2.  Teacher will be required to formulate an appropriate Plan for Improvement; the plan will constitute a formal notice of remediation and will identify reasonable timelines and due process for completion of the plan for the improvement in the teacher's practice.

Reference:  Saskatchewan Education Act 1995 Sections 85, 87, 109, 175, 231

November 26, 2015