the evaluation/observation, conferences, the annual summary conference, or written evaluation reports. • ensure that post conferences are scheduled for all observations of teaching staff members and those pre-conferences are scheduled for all announced observations. • be ready to help a staff member prepare for conferences, write responses, write professional development plans. • ensure that all teachers in tested subjects are able to check the roster of students who will be assigned to them for the purpose of calculating mSGP • ensure that teachers have an opportunity to have input into the creation of their Student Growth Objectives (SGOs) • be familiar with any waiver of the evaluation regulations for the school district that have been approved by the New Jersey Department of Education Reviewing the evaluation/ observation with the member • Members should know that the evaluation and any written comments should be reviewed quickly, especially if there are problems or questions about the evaluation. • Prior to a voluntary review of the observation/evaluation with the member, ask the member to give you a copy of the written report. • Meet with the member and gather the following applicable data: 58 – AR Handbook • The date when the completed observation/ evaluation form was received by the member • The maximum days remaining for returning signed documents to the evaluator • Whether the observation/ evaluation was the first, second, third, etc. performed this year • The names and positions of the evaluators who performed the observations/ evaluations this year (i.e., superintendent, assistant superintendent, principal, department chair, elementary/secondary supervisor, etc.) • The member’s points of concern with the observation/evaluation • Any discrepancies, erroneous statements or other misconstruing elements within the evaluation/observation • The date when the annual summary conference will be held with the evaluator What to watch out for in observations/evaluations Check for the following points in an evaluation report. They may cast doubt on the reliability of the evaluator and, therefore, the validity of the evaluation process: • Use of words or phrases that are inconsistent with the language of the evaluation rubric adopted by the district. • Repeated negative verbal expressions during the conference. • The use of the same negative comments in several areas of the evaluation rubric which will have a negative impact on the scoring of the evaluation. • Use of vague or generalized terms that show bias or lack of understanding of the rubric by the evaluator. • Scoring that is inconsistent with the district policy. • Evidence of cut and pasting from another staff member’s evaluation such as misstatements of fact in names, subject, or incorrect use of gender pronouns. • No reflection of district responsibility or resources in recommending that employees visit other worksites or schools, take courses, use different materials, etc. Legal rights of the member Here are some legal points which the AR and each member should be aware of: 1. The negotiated contract in your district and the state regulations regarding teacher evaluation contain members’ rights. These may include requirements such as: • There must be reasonable intervals between observations. • Teaching staff members have the right to construct a written response and attach it to the observation/evaluation. • Short observations that cover a particular part of a lesson • Teaching staff members have the right to grieve observation/ evaluation procedures covered under the contract.
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