Jt. Jerome School District No. 261

PERSONNEL 5340

Evaluation of Teacher and Pupil Personnel Certificate Holders

The District is committed to a performance evaluation system for all certificated personnel. The primary purpose

of this evaluation system is to foster continuous professional development and growth, assist personnel in

achieving District goals, and inform personnel actions. This policy applies to all certificated personnel.. The

Superintendent is directed to create procedures that align with the Charlotte Danielson Framework for Teaching,

2022 Edition.

The Districts evaluation system is designed as a Coaching for Growth Model built on the following core principles:

● Growth Mindset: We believe in the potential of every staff member to continuously improve. The

evaluation system's primary purpose is professional development and growth.

● Collaborative Coaching: Administrators will serve as coaches and partners, working alongside staff to

identify strengths, set goals, and implement strategies for improvement.

● Ongoing Feedback: Evaluation is a continuous process. Frequent, constructive feedback is essential for

sustained growth.

● Data-Informed Decisions: We will use relevant data from multiple sources to inform discussions,

celebrate successes, and target areas for development.

● Streamlined Process: The PowerSchool evaluation platform will be used to simplify scheduling,

documentation, and data tracking, making the process more efficient for everyone.

Evaluation Components and Structure

The evaluation process will consist of at least 4-6 ongoing mini-observations throughout the year, culminating in a

single Summative Meeting to be completed by no later than June 1st for each annual contract year of

employment. Each individual staff member will be evaluated based on their own merits.

A. Mini-observations

● Frequency: four to six mini-observations will be conducted throughout the school year. Suggested pace

would be monthly mini observations starting in September.

● Duration: Each mini-observation will be at least 15 minutes in length.

● Focus: In-class observations will primarily focus on Danielson Domain 2 (Learning Environments) and

Domain 3 (Learning Experiences). Administrators will also consider Domain 1 (Planning and Preparation)

and Domain 4 (Principled Teaching) holistically, based on their ongoing interactions and observations of

the staff member's overall practice.

● Purpose: These observations are designed as ongoing coaching collaborations to provide immediate

feedback (following each mini-eval), celebrate successes, and engage in reflective conversations.

B. Summative Meeting

● Purpose: The summative meeting will be a comprehensive discussion of the staff member's progress

throughout the year, reviewing data from mini-observations and other relevant sources. The meeting will

include celebrating achievements and collaboratively discussing goals for the upcoming year.

Student Achievement:

Instructional staff evaluations will include measurable student achievement or student success indicators relevant

to the subjects and grade levels they teach. Student achievement goals will be based on proficiency rates that align

with district objectives. These goals will be incrementally adjusted each year to reflect our performance and

continued growth.

Student Achievement Rubrics:

The administrator and staff member will collaboratively determine which student achievement metric is most

appropriate for the staff member's specific student population and goals.

Rebuttals/Appeal

The first step in addressing any disagreement or question during an evaluation should be a direct conversation

between the primary evaluator and the person being evaluated. This helps resolve concerns before they become

larger issues.

Within seven days from the date of the evaluation meeting with their supervisor, the employee may file a written

rebuttal/appeal of any portion of the evaluation. The written rebuttal/appeal shall state the specific content of the

evaluation/observation with which the employee disagrees, a statement of the reason(s) for disagreement, and

the amendment to the evaluation/observation requested.

If a written rebuttal/appeal is received by the supervisor within seven days, the supervisor may conduct additional

meetings or investigative activities necessary to address the rebuttal/appeal. Subsequent to these activities, and

within a period of ten working days, the supervisor may provide the employee with a written response either

amending the evaluation/observation as requested by the employee or stating the reason(s) why the supervisor

will not be amending the evaluation/observation as requested.

If the supervisor chooses to amend the evaluation/observation as requested by the employee then the amended

copy of the evaluation/observation will be provided to, and signed by, the employee. The amended evaluation/

observation will then be forwarded to the Superintendent, or the designee, for review in a sealed envelope,

marked Personnel-Evaluation. The supervisor will also retain a copy of the completed form.

If the supervisor chooses not to amend the evaluation /observation form as requested by the employee then, the

employee may request, in writing, to have the Superintendent, or designee, review the evaluation/ observation.

The request shall contain the specific area or areas the employee is rebutting. The Superintendent or designee will

review the evaluation/ observation, the written response of the supervisor, the employee’s rebuttal, and any other

pertinent information. Within 10 working days of the written request from the employee, the superintendent or

designee will make a determination if the specific area or areas of the evaluation/ observation will be amended or

remain as written by the supervisor. The Superintendent may ask for input from other knowledgeable personnel, if

needed. The final evaluation/ observation, supervisor’s response, Superintendent’s response, and written rebuttal

will be placed in the personnel file.

Staff do not get to select who completes their evaluation. If there is a conflict of interest another administrator

within the same building may be assigned by the superintendent.

Personnel Action

If the employee’s performance is not satisfactory, the superintendent or designee may recommend to the board

that the employee be placed on probation.

If the Certified Employee’s performance is found to be not satisfactory, the board will establish a defined period of

probation of not less than eight (8) weeks. Upon completion of such probationary period, the board will determine

whether the employee will be retained; immediately discharged; discharged at the end of the current contract; or

reemployed at the end of the current contract on a continued probationary status.

Placing the employee on probation does not preclude the district from later determining, via evaluation, that the

employee’s performance is not satisfactory and establishing a subsequent period of probation.

Should any action be taken as a result of an evaluation to not renew an individual’s contract the district will comply

with the requirements and procedures established by state law.

Formal Improvement Plan

When a teachers performance is rated as "unsatisfactory" or in cases of policy violations or egregious conduct, a

Formal Improvement Plan may be created collaboratively with the evaluator. This plan is typically in effect for 6 to

9 weeks.

If the teacher does not successfully complete the plan, and the evaluator has fulfilled their support responsibilities,

the teacher may be recommended by the evaluator for Formal Probation to the School Board of Trustees. A

certified employee may also be placed on formal probation or terminated for actions that are criminal, grossly

negligent, or in violation of the Idaho Code of Ethics for Professional Educators.

Formal Probation

The Formal Probation Plan will focus on those elements requiring improvement. A determination at the end of the

formal probationary period will result in a recommendation to the board of trustees to 1) remove the certified

employee from probation, 2) continue the probation for a specified time period, or 3) not renew the certified

employee’s contract.

Records

Permanent records of each certificated personnel’s evaluation and any properly submitted rebuttal/appeal

documentation will be maintained in the employee’s personnel file. All evaluation records, including

rebuttal/appeal documentation, will be kept confidential within the parameters identified in State and federal law

regarding the right to privacy.

Reporting

The District shall report annually to the State Department of Education:

1. The summative ratings;

2. The number of components rated as unsatisfactory;

3. The percentage of the certificated personnel’s students who met their measurable student achievement

or growth targets or student success indicators;

4. The measures that were used; and

5. Whether an individualized professional learning plan is in place for all certificated personnel evaluations.

Legal References:

IC § 33-514 Issuance of Annual Contracts – Support Programs –Categories of Contracts – Optional Placement – Written Evaluation

IC § 33-515 Issuance of Renewable Contracts

IC § 33-518 Employee Personnel Files

IC § 33-1001 Foundation Program — State Aid — Apportionment -Definitions

IDAPA 08.02.02.120 Local District Evaluation Policy

Cross Reference:

Policy 5340F1 Teacher

Policy 5340F7 Therapeutic Specialist

Policy History:

Adopted on: 03/25/2008

Revised on: 12/20/2011

Revised on: 06/26/2012

Revised on: 10/23/2012

Revised on: 08/27/2013

Revised on: 06/24/2014

Revised on: 10/28/2014

Revised on: 12/15/2015

Revised on: 06/27/2016

Revised on: 02/28/2017

Revised on: 07/25/2017

Revised on: 09/26/2017

Revised on: 03/20/2018

Revised on: 06/22/2021

Revised on: 11/16/2021

Revised on: 11/28/2023

Revised on: 09/23/2025