MEMORANDUM OF UNDERSTANDING

Between

STEVENSON-CARSON SCHOOL DISTRICT

And

STEVENSON-CARSON EDUCATION ASSOCIATION

The Teacher and Principal Evaluation Pilot Committee has worked together during the past two years to design and implement a new professional growth and evaluation system for the educators of the Stevenson-Carson School District that will align with the new RCW, WACs and be grounded in best practice and research. The ultimate goal of the committee is to work together and keep students’ best interest in mind.

The evaluation transition plan moves some classroom teachers, defined as any bargaining unit member who provides academically focused instruction to students and holds one or more of the certificates pursuant to WAC 181-79A-140 (1) through (3) and (6)(a) through (e) and (g) to the new systems in 2013-14. Staff under provisional and probationary status will participate in a Comprehensive Evaluation. Other teachers may volunteer to participate in a Comprehensive Evaluation or Focused Evaluation. The remaining certificated staff shall be evaluated using the current two-tiered evaluation system.

All staff will receive either a Comprehensive or Focused evaluation usingCEL’s Five Dimensions beginning in the 2014-2015 based upon the following implementation schedule:

2014-2015 All provisional teachers in their first, second or third year of teaching and all probationary teachers will complete a comprehensive evaluation. All teachers with 4 years of teaching and satisfactory evaluations will complete a focused evaluation.

2015-2016All provisional teachers in their first, second or third year of teaching and all probationary teachers will complete a comprehensive evaluation. 25% of teachers who are non-provisional and non-probationary and have 4 years of teaching experience will complete a comprehensive evaluation. 75% of teachers who are non-provisional and non-probationary and have 4 years of teaching experience will complete a focused evaluation.

The 2016-2017 school year, 2017-2018 school year and 2018-2019 will follow the same system as 2015-2016. By the completion of the 2018-2019 school years all teachers will have completed a comprehensive evaluation.

Reasonable standards of fairness will be applicable to all aspects of the evaluation process and will include the following considerations:

  • CEL’s Five Dimensionswill be used as modified and approved by the OSPI and as posted on the OSPI website.
  • If the evaluation of the certificated classroom teacher includes an assessment of a criterion that requires observation, the following shall apply; school districts must observe all classroom teachers for the purposes of focused evaluation at least twice each school year in the performance of their assigned duties. School districts must observe all employees who are subject to a focused evaluation for a period of no less than sixty minutes during each school year according to WAC 392-919A-110.
  • Comprehensive evaluations will also follow the minimum procedural standards in WAC 392-191A-070.
  • The total annual time for all employees will not be for less than sixty minutes. All new employees shall be observed at least once for a total observation time of thirty minutes during the first ninety calendar days of their employment period.
  • No evaluator may participate in this evaluation process without first having been trained in observation, evaluation, and the use of the CEL Five Dimensions as modified and approved by OSPI.Evaluators must have successfully been trained to maximize inter-rater agreement.
  • Student growth data must be a substantial factor in evaluating the summative performance of certificated classroom teachers as directed, required, and defined by the Office of the Superintendent of Public Instruction. Student growth means the change in student achievement between two points in time.
  • The evaluator shall consult with the teacher to identify and agree upon student growth and achievement data that are relevant to the teacher(s) and subject matter that will be used in assessing the state required growth components.

Until the system has been developed and all affected staff received professional development, this Memorandum of Understanding shall be revisited annually.

Once the Teacher and Principal Evaluation system has been developed and all affected staff received professional development, contract negotiations shall take place for the evaluation section of the Collective Bargaining Agreement only.

Signed: ______Date: ______

Dan Read, Superintendent

Signed: ______Date: ______

Hilary Medlin, Association President