Robb Le Vien (co-chair)Tim Martin (co-chair)

Ted DieumegardLinda Lippman

Michael PaceErica RinearEllen SemelVince Veglia

Gary Fernando & Eileen Rossman (alternates)

The Annual Professional Performance Plan (APPR) is to establish a comprehensive evaluation process for providers of instruction and for providers of pupil personnel services. It’s designed to measure teacher effectiveness based on performance including measures of student achievement and evidence of educator effectiveness in meeting New York State (NYS) Teaching Standards. It assures a common language, and common expectations among all teachers and evaluators.

Under Education Law §3012-c, each teacher and principal must receive an APPR rating resulting in a single composite effectiveness score and a rating of “highly effective,” “effective,” “developing,” or “ineffective.” The composite score will be determined as follows:

20 % student growth on state assessments or a comparable measure of student growth; and

20 % other locally selected measures of student achievement that are determined to be rigorous and comparable across classrooms. Local Assessments are to be developed locally through collective bargaining; and

60 % based on multiple measures of effective teaching practices aligned with the NYS Teaching Standards. The measures include two observations/visits (one announced and one unannounced) and include artifacts that show evidence of professional growth.

The APPR Plan adopted by the Islip Union Free School District’s Board of Education shall be subject to the review by the District and the ITA on an annual basis. Any necessary revisions shall be accomplished through collective bargaining.

The ITA shall be furnished with an annual list of all administrators and supervisors who have been certified by Board of Education resolution.

Evaluators are defined as administrators, coordinators, and chairpersons. Any future considerations for evaluators/supervisors will be determined by the District and the Association.

The measures of student achievement shall be determined by building level committees.

Building level committees shall meet to develop and implement locally developed measures for the 2012-13 school year. The process will be reviewed at the end of the 2012-13 school year for the subsequent year.

  The building level committees will periodically review the

locally selected measures of student achievement to ensure their continued validity, reliability, and appropriateness. When possible, the Superintendent and or his/her designee will provide release time for the committees to meet.

Rating adjustments will be made for students with disabilities (SWD) – self contained (SWD) students with disabilities – inclusion, English Language Learners (ELL), and Academic Intervention Services.

Student Learning Objectives (SLOs) that indicate achievement through percent increase must be mitigated based on student population. SLOs are unique to each teacher’s roster and specific percents will be determined based on need/historical data.

Each student shall be weighted based on the student’s attendance within the course.

New York State United Teachers (NYSUT) Rubric

The District and the Association have agreed that the NYSUT Rubric selected from the list of SED approved rubrics will be used. Either the District or the Association may initiate a reopener to negotiate the use of another rubric or variation of the NYSUT Rubric.

Adopted in January, 2011, the New York State Teaching Standards cover the following items:

1. Knowledge of Students and Student Learning2. Knowledge of Content and Instructional Planning3. Instructional Practice4. Learning Environment5. Assessment for Student Learning6. Professional Responsibilities and Collaboration7. Professional Growth

Multiple Measures are rated at 60 points and include two observations: one announced and one unannounced and other performance activities. Of the 60 points:

◦ Twenty-eight (28) points are based on the teacher providing his/her supervisor with evidence derived from a list of artifacts showing how the teacher has utilized New York State Teaching Standards 6 and 7.

◦ Thirty two (32) points are based on observations by a trained administrator/supervisor.

Tenured Teachers◦ Two (2) formative observations will be conducted by

evaluators: one announced and one unannounced.

Non-Tenured Teachers:◦ Two (2) announced formative observations will be

conducted by evaluators.◦ Two (2) unannounced observations will be conducted,

however, additional unannounced observations may occur for coaching and support.

Two (2) formative observations will be conducted by evaluators: one announced and one unannounced.

Professional performance activities will be selected from the artifacts and equivalent to the standards established for teachers of record and approved by the staff member’s supervisor.

Probationary Nurses Probationary nurses are required to complete a five-

year probationary period as a civil service employee in a non-competitive classification. One formal (formative) observation and one end of the year (summative) evaluation will be conducted.

Permanent Nurses Upon successful completion of the probationary period,

one formal (formative) observation and one end of the year (summative) evaluation will be conducted.

For the 2012-13 school year, the announced observation is scored at a maximum of twenty points framed around standards 1 through 5.

Teachers will be notified at least two (2) weeks prior of their announced observation, unless mutual agreement is reached to change the timeframe.

A pre-observation conference will be conducted.

A post-observation conference will be conducted within ten (10) work days.

A written observation will be given to the teacher in a timely fashion and under normal circumstances not later than ten (10) work days following the post observation.

Following the observation and prior to the post observation, the teacher, at his/her discretion, may meet with the evaluator.

The teacher has the right to submit a rebuttal and a statement pertaining to the evaluation/observation.

For the 2012-13 school year, the unannounced observation is scored at a maximum of twelve points framed around standards 2 through 4.

A post-observation conference will be conducted within ten (10) work days. ◦ The teacher and the principal may waive the post observation

if the teacher receives the maximum amount of points.

A written observation will be given to the teacher in a timely fashion and under normal circumstances not later than ten (10) work days following the post observation.

Following the observation and prior to the post observation, the teacher, at his/her discretion, may meet with the evaluator.

The teacher has the right to submit a rebuttal and a statement pertaining to the evaluation/observation.

Teachers will be notified when the unannounced observation is in process.

The teacher has a one time opportunity to defer an unannounced observation for that work day.

It is the sole purpose of observations and evaluations to highlight a teacher’s effectiveness. The process of evaluation should foster continual growth and development. Therefore it is agreed:

The use of eavesdropping, public address or audio and or video systems and similar surveillance shall be strictly prohibited.

Outside companies or agencies shall not be contracted by the District to conduct observations or any evaluations unless mutually agreed to by the District and the Association.

Observations will not occur the day before or after a vacation period unless mutually agreed to by the teacher and the evaluator.

If the evaluator finds an area of concern(s) with the teachers’ lesson, the evaluator will assist the teacher in identifying specific ways in which the teacher can improve.

Written classroom observation reports will be limited to classroom activities which take place during the school day and will be based only upon direct and objective observations.

Under normal circumstances all timelines will be met. If a timeline is not met, the evaluator will notify the building’s ITA representative.

Professional Practices NYS #6 (total 7 points):

Evidence ONE point each

6A Evidence of Planning

6B Attendance at Meetings

6C Punctuality

6D PD Commitment

6E Professional Conduct

6F Communication

6G Goals

6A Evidence of Planning Teachers are required to maintain evidence of daily plans that include: Objective (What is it that students are to know and be able to do?) Plan (How will they get there?) Assessment/Evaluation (How will you know that they have arrived?)  Evidence of planning will be reviewed by supervisors on a regular basis with the intention

to provide support and collaboration.

6 B Attendance at Meetings Consistent attendance is required at faculty, grade level, common planning time, department

and/or other professional meetings. In the event of an absence, it is the unit member’s responsibility to fulfill all requirements/obligations of the missed meeting(s).

6 C Punctuality Arrival at work will meet the school’s contractual starting and ending time.

 

6 D Professional Development Hours Meeting the contractual obligation for PD hours.

6 E Conduct Demonstrates appropriate professional conduct. 6 F Communication Evidence of communication with stakeholders (parents, colleagues,

supervisors).

6 G Goals Sets professional goals for the school year through My Learning Plan (MLP).

Professional Responsibilities NYS #6 (pick one for seven points):

Evidence SEVEN Points

Newsletter

Teacher Website/E Board

College Recommendation

Professional Communication

Technology Resources

Conferences

Committees

Teaching/Presenting Workshops

Mentoring/Cooperating Teacher

Peer Visitation

Self Reflection

Professional Growth NYS #7 (pick one for 14 points):

Evidence 14 Points

Action Research & Reflection

Using Data to Inform Instruction

Curriculum Mapping

Publishing

Turn Key Trainer

Teacher Portfolio*

Professional Activities

Teaching Different Grade Grade/Subject/Assignment

Professional Development

Growth or comparable

growth measures

(20%)

Locally selected

measures of growth or

achievement(20%)

Others measures of effectiveness

(60%)

Overall Composite

Score(100%)

Ineffective 0-2 0-2 TBA 0-64

Developing 3-8 3-8 TBA 65-74

Effective 9-17 9-17 TBA 75-90

Highly Effective

18-20 18-20 TBA 91-100

Upon receiving a rating of “developing” or “ineffective”, a teacher shall be provided with a TIP. The TIP shall be provided as soon as practicable, but in no case later than ten school days after the opening of classes for the school year.

The Parties understand and agree that the sole and exclusive purpose of a TIP is the improvement of teaching practice and that the issuance of a TIP is not a disciplinary action.

A teacher who believes that the terms of a TIP are arbitrary, unreasonable, inappropriate or defective, or that the District has failed to meet its obligation to properly implement the terms of a TIP, may seek relief through the District APPR Committee.

An appeal may be filed challenging the APPR based upon one or more of the following grounds:

Any tenured unit member aggrieved by an APPR rating of either “ineffective” or “developing” may file an appeal.

The District’s failure to adhere to the standards and methodologies required for the Annual Professional Performance Review, pursuant to Education Law §3012-c and applicable rules and regulations;

The District’s failure to comply with either the applicable regulations of the Commissioner of Education, or locally negotiated procedures;

The District’s failure to issue, implement the terms, and/or follow the procedures of the Teacher Improvement Plan, where applicable, as required under Education Law §3012-c.

An overall performance rating of “ineffective” or “developing” on the annual evaluation are the only ratings subject to appeal. Teachers, who receive a rating of “highly effective” or “effective” shall not be permitted to appeal their rating. Tenured teachers who are rated effective or highly effective may elect to submit a written response to their overall rating

Step 1: Conference with the Supervising Administrator

Step 2: Superintendent’s Decision

Step 3: Outside Expert The teacher may elect review of the appeal papers by

one outside expert who will be chosen from a panel of three persons, mutually agreed upon by the Islip Union Free School District and the Islip Teachers’ Association. The panel composition shall be reviewed annually beginning on July 1st of each year. The outside experts shall be selected in rotating order; if an outside expert is unavailable, the next listed outside expert will be chosen. For a developing or ineffective rating, the cost of the outside expert review shall be incurred by the District.

Superintendent’s Decision

The District shall not file disciplinary charges against any tenured Association bargaining unit member based upon a unit member’s 2012-2013 and 2013-2014 APPR annual Composite Effectiveness Score. The parties shall re-evaluate this clause prior to the conclusion of the 2013-2014 school year. Nonetheless, the supporting documentation shall remain in the tenured teacher’s personnel file and shall be reflective of the teacher’s performance during that year.