Posted on 03/03/2012 1:08:52 AM PST by Freedom of Speech Wins
Teachers join efforts to fight Jones’ new approach to observations & evaluations
Letters delivered to Trustees to stop this new practice
Shortly after the Q&A was sent to administrators and teachers began to learn about this document, teachers from 34 schools organized to voice their outrage at the district’s new approach to observations and evaluations.
Teachers held meetings in their worksites to discuss the impact this new approach will have and took action. During the February 23 School Board meeting, representatives from 27 schools presented letters, signed by nearly two thousand teachers, to the School Board Trustees. The letters presented to each school’s Trustee, read:
“We are writing to you regarding the District’s new approach to teacher evaluations. Attached you will find a copy of a document entitled, “Evaluation and Observation, Process/Documentation for Licensed Employees Q & A.” Put simply, this program is not designed to identify how to improve instruction in the classroom, but is a program designed to “create a legally sustainable document,” regarding a teacher’s evaluation.
This new evaluation program is disingenuous and inconsistent with what teacher evaluations should be used for, which is to improve education in the classroom. In its new approach, the District is using teacher evaluation as a tool for “constructive discharge”, as opposed to a tool to improve instruction.
Please review the document. We believe that it is contrary to the School Board Trustees’ vision of supporting teachers in the classroom. We write to you today and ask that you demand that CCSD put an end to this program. We want fair and objective observations as well as evaluations. The new program the District is implementing runs contrary to that vision.
We would also like to invite you to visit our school, which is located in your District, and meet the teachers who are committed to improving quality education and improving the development of teachers.
Please contact me to set up a date and time. We look forward to meeting with you to discuss this important issue.”
Additionally, teachers spoke about the lack of mentoring and support from principals and how this new plan is exacerbating the problem. They shared their personal experiences and their belief that a supportive administrator with a real goal of advancing students’ education creates an environment of growth, both for the student and the teacher.
The leadership these teachers have displayed in opposing the school district’s new practice is inspiring and is spreading across the District.
Clark County's new African-American Superintendent Dwight Jones has initiated this as one of his many changes.
District's roadmap to discharge teachers
HR provides evaluations & observations outline to administrators
The school district's Human Resources department has created the "Evaluation and Observation Process/Documentation for Licensed Employees Q&A" for administrators. This 7-page document, in essence, outlines the district's new approach to evaluations and observations of teachers. Nowhere in this document does the district outline ways in which the administrator can assist teachers, only ways to secure a dismissal.
We urge you to read this document thoroughly so that you can be vigilant about your administrator's actions.
How would you evaluate teachers? I’m not arguing, just asking.
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