Evaluation of Trinidad School District 1 Staff Trinidad School District #1 utilizes the adopted Colorado State Model Evaluation System to evaluate the performance levels of all teaching and administrative staff. The Colorado State Model Evaluation System can be found at the educator effectiveness website https://www.cde.state.co.us/educatoreffectiveness/randa Local Board Policies Local Board Policies dictate how staff performance/evaluation is handled.

For a complete list of Policies as adopted by the Board of Education, please see Administrative Policies.

▪ BDFA – District Personnel Performance Evaluation Council ▪ CBIA – Evaluation of Superintendent ▪ GCOA – Evaluation of Instructional Staff ▪ GCOC – Evaluation of Administrative Staff

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Trinidad School District 1 is an equal opportunity providers and employers. Click Here to read our full nondiscrimination notice.

FILE: AC

Nondiscrimination/Equal Opportunity

The Board of Education and the District are committed to providing a safe learning and work

environment where all members of the school community are treated with dignity and respect. The

District and the schools contained within are subject to all federal and state laws and constitutional

provisions prohibiting discrimination and harassment on the basis of disability, race, creed, color, sex,

sexual orientation, gender identity expression, national origin, religion (or lack thereof), marital status

socioeconomic status, ancestry, or need for special

education services.

Discrimination and harassment against employees and applicants for employment based on age

and genetic information is also prohibited in accordance with state and/or federal law. In addition, the

Board prohibits discrimination and harassment against all members of the school community (students,

employees, and members of the public) on the basis of physical characteristics. Respect for the dignity and

worth of each individual shall be paramount in the establishment of all policies by the district and in the

administration of those policies by the district and in the administration of those policies by the

administration.

In keeping with these statements, the following shall be objectives of this school district.

1. To promote the rights and responsibilities of all individuals as set forth in the state and federal constitutions, pertinent legislation and applicable judicial interpretations.

2. To encourage positive experiences in terms of human values for children and adults who have differing personal and family characteristics or who come from various socio-economic, racial and ethnic groups.

3. To consider carefully, all decisions made which affect the schools, the potential benefits or adverse consequences that those decisions might have on the human relations aspect of all segments of society.

4. To utilize educational experiences to build each individual’s pride in the community in which he or she lives.

5. To initiate a process of reviewing all policies and practices of this school district in order to achieve the objectives of this policy to the greatest extent possible.

File: AC

The district shall issue a written notice prior to the beginning of each school year that advises

students, parents, employees and the general public that the educational programs, activities and

employment opportunities offered by the district are offered without regard to disability, race, creed,

color, sex, sexual orientation, gender identity expression, national origin, religion (or lack thereof), marital

status, socioeconomic status, military or veteran status, ancestry, need for special education services, or

physical characteristics.

The notice shall be disseminated to persons with limited English language skills in the person’s own

language. It shall also be made available to persons who are visually or hearing impaired.

The notice shall appear on a continuing basis in all district media containing general information,

including teachers’ guides, school publications, recruitment materials, application forms, vacancy

announcements, student handbooks, school program notices, summer program newsletters and annual

letters to parents.

The aforementioned notices shall include the Name, Title, Address, and Telephone Number of the

person(s) designated to coordinate Title IX, Section 504, ADA, and other nondiscrimination compliance

activities.

Adopted by the Board: December, 2005

Revised by the Board: October, 2016

School District No. 1, Trinidad, Colorado

Trinidad School District #1

Trinidad School District #1 File: BDFA

District Personnel Performance Evaluation Council

The Board of Education shall appoint, pursuant to state law, an advisory school district personnel performance evaluation council which shall, at a minimum, consist of one teacher, one administrator, one principal, one parent and one person who does not have a child in school.

The council shall consult with the Board as to the fairness, effectiveness, credibility and professional quality of the licensed personnel performance evaluation system and its processes and procedures and shall conduct a continuous evaluation of the system.

Adopted: May 24, 2011

LEGAL REF.: C.R.S. 22-9-10 (performance evaluation councils)

CROSS REFS.: CBI, Evaluation of Superintendent

GCOA, Evaluation of Instructional Staff

GCOC, Evaluation of Administrative Staff

Trinidad School District #1 File: CBIA*

Public Inspection of Superintendent’s Evaluation

Those portions of the superintendent's written evaluation by the Board of Education relating to the performance in fulfilling adopted district objectives, fiscal management of the district, district planning responsibilities and supervision and evaluation of district personnel shall be available for inspection by the public during regular office hours.

Adopted by the Board: December, 2005

LEGAL REF.: C.R.S. 22-9-109

Trinidad School District #1 File: GCOA

NOTE: Colorado school districts are required by law to adopt a policy on this subject and the law contains some specific direction as to the content or language. This sample contains the content/language that CASB believes best meets the intent of the law. However, the district should consult with its own legal counsel to determine appropriate language that meets local circumstances and needs.

Evaluation of Instructional Staff

The Board recognizes that sound appraisal of teaching performance is critical in achieving the educational objectives of the school district. The Board expects its supervisory and administrative staffs to exert reasonable efforts to help and encourage staff members to develop their teaching personalities and instructional abilities to an optimum degree.

In keeping with state law and Board policy, the performance evaluation system shall serve as a basis for the improvement of instruction, enhance the implementation of curricular programs, and measure professional growth and development and level of performance of licensed personnel. The evaluation system also shall serve as the measurement of satisfactory performance and documentation for dismissal for unsatisfactory performance.

The Board shall consult with district administrators, teachers, parents and the advisory school district personnel performance evaluation council in developing the evaluation system.

The basic requirements of the evaluation system shall be:

1. All licensed personnel, including full-time and part-time teachers, shall be regularly evaluated by an administrator/supervisor who has a principal or administrator license issued by the Colorado Department of Education and/or such administrator’s/supervisor’s designee, who has received education and training in evaluation skills approved by the

Colorado Department of Education that will enable them to make fair, professional and credible evaluations of the personnel whom they are responsible for evaluating.

2. Evaluations shall be conducted in a fair and friendly manner and shall be based on written criteria which pertain to good teaching and the staff member’s particular position.

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File: GCOA

3. Standards for satisfactory performance of licensed personnel and criteria which can be used to determine whether performance meets such standards shall be developed. One of the standards for measuring teacher performance shall be directly related to classroom instruction and shall include multiple measures of student performance. The district personnel performance evaluation council shall be an active participant in the development of standards of performance.

4. All evaluation standards and criteria shall be given in writing to all licensed personnel and shall be communicated and discussed by the person being evaluated and the evaluator prior to and during the course of the evaluation.

5. The system shall identify the various methods which will be used for information collection during the evaluation process such as direct and informal observation and peer, parent or student input obtained from standardized surveys. All data on which an evaluation judgment is based will be documented to the extent possible and available for the teacher’s review.

6. The evaluation system shall specify the frequency and duration of the evaluation process which shall be on a regular basis to ensure the collection of a sufficient amount of data from which reliable conclusions and findings may be drawn. Teachers shall receive documented observations and written evaluation reports in accordance with state law as set forth in the regulation accompanying this policy.

7. All written evaluation reports shall be specific as to performance strengths and weaknesses, specifically identify when a direct observation was made, identify data sources, and contain a written improvement plan. The written

improvement plan shall be specific as to what improvements if any are needed in performance.

The staff member concerned shall have an opportunity to review the document with the supervisor who makes the evaluation, and both shall sign it and receive a copy. The evaluator’s supervisor shall also review and sign the evaluation report.

If the evaluatee disagrees with any of the conclusions or recommendations made in the evaluation report, he or she may attach any written explanation or other relevant documentation.

8. The system shall contain a process to be followed when a teacher’s performance is deemed unsatisfactory. In accordance with state law, this process shall provide for a notice of deficiencies, a remediation plan and a reasonable opportunity to correct the deficiencies.

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File: GCOA

The school district shall conduct all evaluations so as to observe the legal and constitutional rights of licensed personnel. No informality in any evaluation or in the manner of making or recording any evaluation shall invalidate the evaluation. No minor deviation in the evaluation procedures shall invalidate the process or the evaluation report.

Nothing in this policy shall be construed to imply in any manner the establishment of any property rights or expectancy or entitlement to continued employment not explicitly established by statute, Board policy or contract. Neither shall this policy and/or the evaluation system be deemed or construed to establish any conditions prerequisite relative to renewal of contracts, transfer, assignment, dismissal or other employment decisions relating to school personnel.

Unless an evaluator acts in bad faith or maliciously with respect to the application of a procedure associated with the evaluation process, any misapplication of a procedure, failure to apply a procedure or adhere to a prescribed timeline shall not be an impediment to or prevent the Board from modifying an employee’s contract status or assignment under the terms of the employment contract and state law. The content of the evaluation, the ratings given and any improvement or remediation plan shall not be grievable under the district’s formal grievance process.

All employment decisions remain within the sole and continuing discretion of the Board of Education, subject only to the conditions and limitations prescribed by Colorado law.

Adopted: May 24, 2011

LEGAL REFS.: C.R.S. 22-9-101 et seq. (Licensed Personnel Performance Evaluation Act) C. R.S. 22-63-103 (definition of probationary teacher)

C. R.S. 22-63-301 (grounds for dismissal) C.R.S. 22-63-302 (8) (burden of proof)

CROSS REFS.: BDFA*, District Personnel Performance Evaluation Council GCOE*, Evaluation of Evaluators

GCQF, Discipline, Suspension and Dismissal of Professional Staff IK, Academic Achievement

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Trinidad School District No. 1 File: GCOC

NOTE: Colorado school districts are required by law to adopt a policy on this subject and the law contains some specific direction as to the content or language. This sample contains the content/language that CASB believes best meets the intent of the law. However, the district should consult with its own legal counsel to determine appropriate language that meets local circumstances and needs.

Evaluation of Administrative Staff

The Board shall institute and maintain a comprehensive program for the evaluation of all licensed administrative personnel, including principals.

The purpose of administrator evaluations shall be to assist administrators in developing and strengthening their professional abilities, improve the instructional program, enhance the implementation of curricular programs, and measure professional growth and development and level of performance of administrators. The evaluation system also shall serve as the measurement of satisfactory performance and documentation for an unsatisfactory performance dismissal proceeding under state law, if applicable.

The evaluation process shall provide for:

1. Cooperative planning of job performance objectives by administrator and evaluator.

2. Evaluation in relation to job description and objective accomplishments.

3. Means for self-evaluation.

The Board shall consult with district administrators, parents and the advisory school district personnel performance evaluation council when developing the process for evaluation of licensed administrators.

All licensed administrators or principals that administer, direct or supervise the instructional program shall be evaluated consistent with state law.

The basic requirements of the evaluation system as it pertains to licensed administrators shall

be:

1. All licensed administrators shall be regularly evaluated by a supervisor possessing a principal or administrator license issued by the Colorado Department of Education or such

supervisor’s designee, who has received education and training in evaluation skills approved by the Colorado Department of Education which will enable them to make fair, professional and credible evaluations of the personnel whom they are responsible for

evaluating.

File: GCOC

2. Evaluations shall be conducted using multiple fair, transparent, timely, rigorous and valid methods and shall be based on predetermined written criteria which pertain to the administrator’s position.

3. Standards for satisfactory performance of administrators and criteria which can be used to determine whether performance meets such standards shall be developed. The district personnel performance evaluation council shall be an active participant in the development of standards of performance.

4. Evaluation standards and criteria shall be given in writing to all administrators and shall be communicated and discussed by the person being evaluated and the evaluator prior to and during the course of the evaluation.

5. The system shall identify the various methods which will be used for information collection during the evaluation process such as direct and informal observation and peer, parent, or student input obtained from standardized surveys. Each principal’s evaluation shall include input from teachers employed at the school. All data on which an evaluation judgment is based will be documented to the extent possible and available for the administrator’s review.

6. The evaluation system shall specify the frequency and duration of the evaluation process which shall be on a regular basis to ensure the collection of a sufficient amount of data from which reliable conclusions and findings may be drawn. Principals shall receive one evaluation that results in a written report each academic year.

7. All written evaluation reports shall be specific as to performance strengths and weaknesses, specifically identify when a direct observation was made, identify data sources, and contain a written improvement plan. The written improvement plan shall be specific as to what improvements if any are needed in performance.

The administrator concerned shall have an opportunity to review the document with the supervisor who makes the evaluation, and both shall sign it and receive a copy. The evaluator’s supervisor shall review and sign the evaluation report. If the superintendent is the evaluator, the signature shall be that of the president of the Board of Education.

If the administrator disagrees with any of the conclusions or recommendations made in the evaluation report, he or she may attach any written explanation or other relevant documentation.

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File: GCOC

8. The system shall contain a process to be followed when a principal’s performance is deemed unsatisfactory. In accordance with state law, this process shall provide for a notice of deficiencies, a remediation plan and an opportunity to correct the deficiencies.

The school district shall conduct all evaluations so as to observe the legal and constitutional rights of licensed personnel. No informality in any evaluation or in the manner of making or recording any evaluation shall invalidate the evaluation. No minor deviation in the evaluation procedures shall invalidate the process or the evaluation report.

The superintendent shall make regular reports to the Board concerning the outcome of administrator evaluations.

Nothing in this policy shall be construed to imply in any manner the establishment of any property rights or expectancy or entitlement to continued employment not explicitly established by statute, Board policy or contract. Neither shall this policy and/or the evaluation system be deemed or construed to establish any conditions prerequisite relative to renewal of contracts, transfer, assignment, dismissal or other employment decisions relating to school personnel.

Unless an evaluator acts in bad faith or maliciously with respect to the application of a procedure associated with the evaluation process, any misapplication of a procedure, failure to apply a procedure or adhere to a prescribed timeline shall not be an impediment to or prevent the Board from modifying an employee’s contract status or assignment under the terms of the employment contract and state law. The content of the evaluation, the ratings given and any improvement or remediation plan shall not be grievable under the district’s formal grievance process.

All employment decisions remain within the sole and continuing discretion of the Board of Education, subject only to the conditions and limitations prescribed by Colorado law.

Adopted: May 24, 2011

LEGAL REFS.: C.R.S. 22-9-101 et seq. (Licensed Personnel Performance Evaluation Act) C.R.S. 22-32-109 (1)(jj) (board’s duty to identify areas in which principals may need professional development)

C.R.S. 22-32-126 (employment and authority of principals) C.R.S. 22-63-30 1 (grounds for dismissal)

C.R.S. 22-63-302 (8) (burden of proof)

CROSS REFS.: BDFA*, District Personnel Performance Evaluation Council GCOE*, Evaluation of Evaluators

GCQF, Discipline, Suspension and Dismissal of Professional Staff

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File: GCOC

NOTE: All licensed administrators who administer, direct or supervise the instructional programs are subject to the Licensed Personnel Performance Evaluation Act. As used herein the term administrator includes principals. However, as indicated in the policy, certain requirements of the Act apply only to principals. Prior to SB 191, principals were required to receive at least one documented observation each year and at least one evaluation that results in a written report every three years. CASB interprets the current law to require principals to receive one evaluation that results in a written report each academic year. It is important for local boards to confer with their own legal counsel for specific advice on how to proceed.

The basic requirements of the evaluation system set forth in this policy and the accompanying regulation contain the minimum legal requirements of the Act. However, the Board has discretion to fashion its own evaluation system as long as it meets the statutory requirements. Therefore, to be more consistent with actual practice, we have modified the frequency and reporting requirements from those contained in the Act.

Although the Act only applies to licensed administrators involved in instructional programs, this policy could be extended to make those requirements applicable to the evaluation of all administrators.

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