Our Collective Agreement is very clear on teacher evaluation in that teachers can be evaluated through clause E.22.
This year, due to reconfiguration, the CTA and the district developed a plan for staffing. Part of this plan included point six: "That teachers who have had to change jobs due to the reconfiguration process will not be evaluated in the 2018-19 school year, except upon request by the teacher." If you have had your job changed significantly or are in a new position due to the reconfiguration of the school district, you will not be required to go through an evaluation this school year. All administrators have been made aware of this clause in the local staffing agreement. Should you have any questions or concerns about evaluation, please contact one of the released officers (Ed, Danielle, or Reid).
- The purpose of evaluation is to assess teacher competence and reinforce quality education.
- A teacher should normally be reported on during the year of the initial appointment to the District, once every five years thereafter, or upon request of the teacher, Superintendent or Administrator.
- E.22.4 (page 73) provides clarity on the timelines for this process.
- Appendix A (page 94) provides the criteria for evaluation.
Despite point 2 above, it is not typical practice in our District for a teacher to be evaluated every five years. Often, principals recommend that teachers participate in growth plans. So, teachers need to decide between requesting an evaluation or developing a growth plan: