Major Elements of the HR Program

One of the major elements of the HR program is compensation and rewards. To be able to provide compensation and give rewards there should be some kind of evaluation. That protocol of those evaluations is summarized below.  

Annual Process: All teachers should be observed and/or evaluated by different people numerous times. These observations/evaluations should include walkthroughs, scheduled and unscheduled formal evaluations, and following up professional developments.

Clear and Rigorous Expectations: Observations and evaluations should be based on clear standards of instructional excellence that prioritize student learning.

Multiple Measures: Evaluations should consider multiple measures of performance, primarily the teacher’s impact on student academic growth.

o   Formal Evaluations

o   On Demand Evaluations

o   Students Performances

Multiple Ratings: Evaluations have different levels to describe differences in teacher effectiveness.

o   Exemplary

o   Effective

o   Satisfactory

o   Below Average

o   Needs Improvement

Regular Feedback: Evaluations should encourage frequent observations and constructive critical feedback. School administrators and central office personnel should do frequent observations and formal evaluations to give critical feedback and help teachers develop their skills.

Significance: Evaluation data should be a major factor in key employment decisions and compensation for teachers.

·         Formal Evaluations - 20%

·         On Demand Evaluations - 30%

·         Students’ Performances - 50%

o   Individual  Test Data – 30%

§  State Assessment Data

§  NWEA

§  CS Interim

§  EXPLORE/PLAN/ACT

o   School Test Data – 10%

o   Other Student Learning Measures –10%

§  Student Grades

§  Individual Goals

§  Competitions/Fairs

§  Music Performances

§  Sport Achievements

§  Extracurricular Activities