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III. D. Probation, Evaluation and Termination – Teachers
The West Warwick School Committee recognizes that the teaching process is an extremely complex one, and the appraisal of this process is a difficult and technical function. But because it is universally accepted that good teaching is the most important element in a sound educational program, teacher appraisal shall be done.
Appraisal of teaching service should serve three purposes:
1. To raise the quality of instruction and educational services to the children of West Warwick.
2. To raise the standards of the teaching profession as a whole.
3. To aid the individual teacher to grow professionally.
Evaluation of teacher performance shall be a cooperative continuing process designed to improve the quality of instruction.
All professional employees are involved in the evaluation process. The teacher shares with those who work with him or her the responsibility for developing effective evaluation procedures and instruments and for the development and maintenance of professional standards and attitudes regarding the evaluation process.
Members of the staff to whom tenure has not been granted shall normally be evaluated formally at least three (3) times by February 1 of each academic year. Staff members to whom tenure has been granted shall be evaluated in accordance with a five year plan submitted to and approved by the Superintendent of Schools.
Evaluations may be conducted more frequently whenever an evaluating administrator recognizes a need for such evaluation or when it is determined that an evaluation may cause or help cause the educational process to be improved.
Therefore, the West Warwick School Committee delegates to the professional staff the responsibility of developing, organizing and implementing a system wide program for evaluating the instructional process as one means to insure quality control of instruction.
Policy adopted: 4/23/81
Instrument Used
The process of evaluation should be viewed by educators as (1) a dynamic on-going process in which people, consciously and unconsciously, are constantly engaged, (2) a vehicle through which the educational process and individual thought processes are broadened in both scope and depth and (3) a powerful means of assessing the educational process as well individual growth in terms of performance goals or objectives.
To this end the goal of any teacher evaluation in the West Warwick School Department is the improvement of the educational process regardless of the level at which it is administered. With this in mind, the periodic teacher evaluations shall be administered with the best interests of both teachers and instruction in mind.
In an effort to assist teachers in their quest for professional and personal growth with respect to teaching the Teacher Evaluation Form adopted by the West Warwick School Committee, was designed to provide opportunity to identify strong talents as well as to identify areas that need strengthening.
The Teacher Evaluation Form outlined in Appendix D, is the instrument adopted for teacher evaluation.
Policy adopted: 12/5/77
Evaluation of Tenured Teachers
In an effort to raise the quality of instruction and educational services to the children of West Warwick and to aid the individual teacher to grow professionally, tenured teachers shall be evaluated on a five-year cycle.
While it is suggested that principals use an alphabetical method, i.e. the first 20% in an alphabetical listing of teachers be evaluated the first year, the second 20% the second year, etc., the individual principals are to submit to the superintendent of schools, for approval, the method they shall use to complete said evaluations.
In no event should a principal arbitrarily select teachers each year for evaluation. The method selected should be an organized schedule over the five-year period.
Final evaluations of all tenured teachers are due in the office of the superintendent of schools by May 15th of each school year.
Policy adopted: 9/25/79
Evaluation of Non-Tenured Teachers
Final evaluations of each non-tenured teacher, including long term substitutes, are due in the office of the superintendent of schools and shall also be forwarded to the School Committee by February 1st of each school year.
RI Gen. Laws § 16-13-2 Annual contract basis - Automatic continuation
RI Gen. Laws § 16-13-3 Probationary period - Tenure after probation
Policy adopted: 10/26/77
Tenure-Probationary Period
Teaching service shall be on the basis of any annual contract and such contract shall be deemed to be continuous unless the teacher is notified in writing (on or before March 1) that the contract for the ensuing year shall not be renewed.
Three successive annual contracts shall be considered evidence of satisfactory teaching and shall constitute a probationary period. Teachers who have given satisfactory service and completed the probationary period shall be considered in continuing service. No such teacher shall be dismissed except for good and just cause.
Any teacher in continuing service who voluntarily resigns, and transfers to another community in Rhode Island without interrupting his or her professional career shall be considered to remain under tenure unless such teacher is notified to the contrary, in writing, prior to March 1 of the second school year in which the teacher transfers.
The superintendent shall be responsible for informing the school committee prior to March 1 of any and all teachers not being recommended for appointment and reappointment.
References
RI Gen. Laws § 16-13-2 Annual contract basis - Automatic continuation
RI Gen. Laws § 16-13-3 Probationary period - Tenure after probation
RI Gen. Laws § 16-13-4 Hearing on dismissal for cause Appeals
RI Gen. Laws § 16-13-5 Suspension for cause - Payment for period suspended
Policy adopted: 4/23/81
Teacher Termination
Notification that teachers shall not be recommended to be rehired or if for any reason they face the possibility of non-renewal of employment shall be forwarded in writing to the West Warwick School Committee no later than February 1st with documented justification.
Dates of employment, placement, experience, current pay scale, and other pertinent facts shall be clearly indicated and forwarded to the school committee.
The above in no way prevents the superintendent of notifying the school committee any time during the year that a teacher should be relieved of his or her classroom duties.
Policy adopted: 10/26/77
Teacher Responsibilities and Duties
Responsibility to the Student and Parent
The first consideration of the teacher is the welfare of the student. He or she guides the student in his or her growth toward maturity by preparing him or her to be academically, socially and economically competent in the school, the home, and the community, and to be a responsible member of society. He or she recognizes the concern of the parent for the student's development and cooperates with the home for the best interests of each student.
1. The teacher shall deal kindly and justly without prejudice or partiality with the student as an individual.
2. The teacher shall respect the confidence of his or her student. Information given in confidence should be passed only to persons or agencies authorized by the principal.
3. The teacher shall respect the basic responsibility of parents for their children, establish friendly and cooperative relationships with the home, and be discreet with information received from parents.
4. The teacher shall not use his or her classroom privileges and prestige to promote personal gain, selfish interests, partisan politics, or sectarian religious views.
5. The teacher shall help students develop sound moral, .spiritual, and intellectual foundations.
6. The teacher shall strengthen the democratic activities of the school and show his or her students that American citizenship involves responsibilities as well as privileges.
7. The teacher shall not accept remuneration, directly or indirectly, for tutoring or equipping members of his or her own classes.
Professional Responsibilities - assumed by classroom teachers:
1. To establish and maintain a sound educational program that shall meet the needs of students assigned to him or her.
2. To organize and coordinate his or her individual program with that of the school.
3. To evaluate and report student achievement and progress.
4. To establish and maintain student records and reports.
5. To maintain that portion of the school plant and materials assigned to him.
6. Student supervision.
7. The conduct and behavior of those students assigned to him or her.
8. The utilization of proven up-to-date educational practices and methods.
9. The social and emotional adjustment of students.
10. Student discipline.
11. To adhere to and comply with all directives and policies established by the West Warwick School Committee
The teacher shall work in close cooperation with his or her fellow teachers and all other school personnel, respecting the authority attached to each associate's position and extending the recognition due a fellow professional. He or she is to help improve the status of the profession by developing and maintaining high standards. Any problems arising between the classroom teacher and other school employees should be cleared with the building principal at once.
The teacher is to endorse the principle that the profession shall accept responsibility for the conduct of its members and understands that his or her own conduct shall be regarded as representative of the profession.
References
RI Gen. Laws § 16-12-3 Duty to cultivate principles of morality
RI Gen. Laws § 16-12-4 Register of pupils - Reports required by school authorities
RI Gen. Laws § 16-38-6 Commercial activities prohibited Conduct of teachers
Policy adopted: 4/23/81
Teacher Immunity for Reports of Substance Abuse
With the welfare and safety of all students, administrators, professional and non-professional employees of the West Warwick School Department of paramount concern, the West Warwick School Committee encourages the uniform application of the West Warwick School Department's Drug Policy.
To this end, the West Warwick School Committee notes that the General Laws of Rhode Island provide that any school administrator, teacher, attendance officer or other professional employed by the West Warwick School Department having reasonable cause to suspect that an elementary or secondary school student is abusing a controlled substance or alcohol or has in his or her possession a controlled substance or alcohol who reports such information to the appropriate elementary or secondary school officials pursuant to the West Warwick School Department's Drug Policy, or the parents of such student under eighteen (18) years of age, or to the West Warwick Police should have immunity from any civil liability that might otherwise be incurred or imposed as a result of the making of such a report.
References