Teacher Evaluation System - Polk County School District

with the teacher in a conference to share the results of the overall evaluation. A more detailed
description of this process is provided within several sections of this manual.
The table used by evaluators from which the final Overall Annual Performance Evaluation Rating is
determined is located on the Overall Annual Performance Evaluation Rating form located in Appendix
E.
Multiple Evaluations for First Year Teachers (New to the Profession or District)
Evaluation procedures for teachers in their first year in the profession or district are described in
several sections of this manual. The section entitled, “Significant Evaluation Process –Category I
Teachers…” (Pages 18 – 19) provides a detailed sequence of steps applied when evaluating these
teachers. The number of classroom observations is delineated in the table on page 23. The types of
student performance data that are reviewed at the interim performance review and throughout the
school year may include but are not limited to the following:
Progress monitoring data derived from district processes
Student work
Teacher‐made student assessment data
Observation processes and student data reviews are conducted by the principal or assistant principal.
Ongoing, timely, and actionable feedback is provided throughout the school year for all teachers as
described in several sections of this manual and is summarized and focused upon on page 28.
There is no modification in the rating process pertaining to the Self‐Evaluation and Evaluator Rating
activities related to the evidence‐based practices. Modification of the Overall Annual Performance
Evaluation Rating process for teachers new to the district is delineated on the table on page 23.
Support for District and School Improvement Plans
The district’s teacher evaluation system focuses on enhancing effective instruction and student
learning. It is one of the major components of the district’s Professional Development System (PDS)
that integrates the Teacher Evaluation System with other organizational sub‐systems such as the
District Strategic Plan, Differentiated Accountability Plan, School Improvement Plans and the
Administrative Evaluation System. Results from the teacher evaluation process will be applied to
inform district and school improvement planning initiatives as well as serving a tool to determine the
impact on related strategy implementation and goal achievement. In addition data derived the
application of teacher evaluation system processes will be used when establishing professional
development goals and strategies as a part of district and school improvement plans. In essence, the
district’s teacher evaluation system provides for the integration of TARGET Planning, student
performance measurement and the documented application of teacher evidence‐based practices to
support district and school improvement plans.
The district is currently working on the technological interfaces necessary through the redesign of the
Local Instructional Improvement System (LIIS) to ensure that quality data is available. This is essential
to promote timely and informed decision‐making as those decisions relate to district and school
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