Each employee's final evaluation is the result of the combining or averaging of the two main components of the employee's: professional practices and student growth (with each component being weighted for the final evaluation): (Updated 9-24-16)

1. Employee professional practice rating

This rating is assessed with the Danielson framework as is applied via our Employee Appraisal Rubric through the observation/interaction process. The final appraisal scores are based on the last observation where a given component area was assessed.

The scales and rules for maintaining a given effectiveness rating are as follows: (Updated 11-2-17)

*If a teacher's final rating is rated Unsatisfactory in any component at the end of the school year, the overall evaluation preliminary rating will be Unsatisfactory.

**If a teacher's evaluator is a STAR CT, and the teacher has five (5) or more components' final rating at Needs Improvement / Developing, the STAR CT will make a recommendation to the START Review Board to determine if the teacher is to be offered an annual contract for the next school year.(Updated 4-25-16)

2. Student learning growth rating (Updated 10-05-21)

Technical Assistance Paper: 2022-2023 Teacher Evaluation Process - Student Performance

3. Overall effectiveness rating: (Updated 11-02-17)

An educator's overall effectiveness rating is the average of the teo parts of the evaluation: the professional practices and student learning growth portions. For each portion of the evaluation, the rating achieved corresponds to a number (4, 3, 2, 1) that is used to calculate the sum total of the two halves of the evaluation, to yield a final, summative rating, as shown below:

For example, an employee with a: (Updated 4-25-16)
Highly Effective Employee Appraisal Framework Score (4 point) and a Highly Effective PDP Score, and an Effective Student Growth Score (3 points) would be calculated as follows:

(4*0.65) + (4*0.02) + (3*0.33) = 3.67 points for a summative rating of Highly Effective