Current through Vol. 41, No. 13, March 15, 2024
(a)
Teacher Evaluation, Dismissal, and
Nonreemployment Act.
(1) The State
Board of Education recognizes its regulatory and leadership role in the
implementation of this statute and commits its cooperation accordingly. It
believes that the most effective vehicle to promote professional growth is
self-motivation. The teacher should be the prime recipient of the benefits of
teacher evaluation thus identifying his/her own needs for improvement. The
evaluation instrument serves as one objective measure by which administrators
and boards of education can validly infer inadequate competencies of both
teachers and administrators.
(2)
The State Board of Education believes that grievances between boards of
education and teachers can best be settled in the locale and thus supports the
principle of due process before the local school board. It further supports the
right of appeal in the exercise of human rights.
(b)
Duties. The law requires the
State Board of Education to develop and adopt standards and procedures to be
followed in due process hearings of local boards of education. Such standards
are to follow the pattern of the Administrative Procedures Act
[75-301-308.2].
(c)
Written
policy of evaluation. A teaching principal may conduct teacher
evaluations if so designated by the local board of education.
(d)
Minimum criteria for establishing
evaluation systems. The written policy and procedures will facilitate
the implementation of the Teacher Evaluation Law of 1977, as amended by House
Bill No. 1466 (70-6-102.2). Written policy of evaluation for all teachers and
administrators is to be based on minimum criteria developed by the State Board
of Education and shall include both teaching and administrative criteria. Each
board of education shall maintain and annually review the evaluation policy.
Each district's evaluation system should contain the following elements:
(1) A written policy addressing purpose,
goals, objectives, targets, procedures, methods, and uses of the evaluation
system. This policy shall be developed by the board in consultation with
representative teachers and administrators.
(2) Procedures for making evaluation
information available to all affected personnel.
(3) A listing of the evaluation and hearing
steps.
(4) Written performance
criteria by which to evaluate all certificated staff. This must include, but is
not limited to, state mandated minimum criteria for effective teaching
performance and minimum criteria for effective administrative
performance.
(5) Dates (or a
schedule) for evaluation visits for probationary and tenured staff.
(6) Identification of the personnel or
positions which will perform the evaluations.
(7) What is to be evaluated. Consideration
should be given to:
(A) Self-evaluation
progress reports by individuals being evaluated.
(B) Criteria, in addition to state mandated
criteria, which might include: criteria related to the job description,
district goals, school objectives, and the previously cooperatively developed
position objectives.
(C) Equitable
application of evaluation criteria to all personnel.
(D) Evaluating only those things which are
currently applicable to the job the staff member is performing and not those
things which should have been evaluated during preemployment.
(8) Specified ways that evaluation
data will be collected as well as when, how long, and how observations will be
performed.
(9) Security and
controlled access to the evaluation reports.
(10) Provisions for initial, post visit, and
follow-up conferences with evaluator or immediate supervisor. Forms should be
completed by evaluator, signed, then reviewed, commented on, and signed by the
person being evaluated.
(11) Place
for recommendations, prescriptions, or citations of inadequacy. These
procedures should include written statements by the evaluator as to:
(A) What should be done by the person
evaluated, including level of performance expected.
(B) When the corrective action is expected to
be completed, which time shall not exceed two months.
(C) What resources the school will provide to
help the person evaluated achieve the expected performance.
(D) The form in which the report of
performance should be submitted (i.e., oral interview, self-evaluation report,
narrative description, list of data action documents, etc.).
(12) Ways the administration will
provide resources and assistance for corrective action. This assistance should
provide alternatives which could include:
(A)
Assignment to another school or position within the district.
(B) Visitations and planning.
(C) Demonstrations or simulations.
(D) Video tapings and assigned
supervisor.
(E) Reports.
(F) Special supervision.
(G) Assignment to a performance
team.
(H) Conference.
(I) Workshops and inservice
sessions.
(13) Ways the
district will utilize the evaluation finding to improve learning in the
district to:
(A) Develop inservice education
programs to resolve inadequacies.
(B) Identify areas where improvements are
needed.
(C) Provide justification
for changes in staff, facilities, resources, and programs, or to be a needs
assessment for developing new programs.
(D) Disseminate valuable information to
various publics.
(E) Provide a
record of the quality of teaching and quality of staff in the
district.
(e)
Procedures designed to avoid potential teacher dismissal.
Principals having delegated administrative responsibilities as a part of the
comprehensive operation of their respective schools have an inherent obligation
for the professional success of their teaching staff. Subsequent to an analysis
of the results of a number of measures from which it can be validly inferred
from a teacher's performance the principal or evaluator shall, according to
law:
(1) Bring the matter to the attention of
the teacher, in writing, and make a reasonable effort to assist the teacher to
correct whatever appears to be the cause for potential dismissal or
nonreemployment; and
(2) Allow a
reasonable time for improvement, which time shall not exceed two (2) months.
The nature and gravity of the teacher's conduct shall be considered in
determining what length of time would be reasonable. If the teacher does not
correct the cause for potential dismissal or nonreemployment within a
reasonable length of time, the principal shall make a recommendation to the
superintendent of the school district for the dismissal or nonreemployment of
the teacher. (70-6-103.2) This section does not apply to a superintendent of
schools. 648 P.2d 26
(3) The school
system should make facilities at its disposal available to help such teachers.
The principal will encourage the use of such facilities as:
(A) an accessible professional library and/or
media center;
(B) local, county,
and State Department of Education supervisory services;
(C) inservice education activities with
local, county, regional service center, college, or state groups;
(D) individual study; and
(E) the acquisition and utilization of a wide
variety of teacher materials.
Amended at 10 Ok Reg
2695, eff 6-25-93; Amended at 14 Ok Reg 3297, eff 5-5-97 (emergency); Amended
at 15 Ok Reg 2212, eff 6-11-98; Amended at 29 Ok Reg 100, eff 10-7-11
(emergency); Amended at 29 Ok Reg 968, eff
6-26-12