ࡱ>  bjbj-- <OO   4   hr +,     hw*y*y*y*y*y*y*,,-/Z**$  *$$$j  w*$w*$$V')@) gaYg) c**0+s)080$80)$)**$+80 :   Tentative Agreement Woodland School District and Woodland Education Association August 2011 D1. Clarity regarding rights of subs (1.2) 1.2 Recognition The Board of Directors of Woodland School District #404 recognizes the Association, having won the majority of the votes cast by the certificated staff of this District, as the exclusive representative of all non-supervisory certificated personnel under contract with the District. In addition to regular part-time and full-time certificated employees, the bargaining unit shall include a substitute who has been employed in the same assignment for twenty (20) consecutive workdays, provided that Section 3.3 and Articles 6 and 10 shall not apply to such employees. The Association recognizes the Board as the elected representatives of the citizens of the Woodland Public School District, as the employers of the certified personnel, and as such makes final determination of all policies. new 11.2.G Substitute employees who are employed more than ninety (90) consecutive calendar days in the same assignment shall be observed for the purposes of evaluation for at least thirty (30) minutes and given a summative evaluation. Additional evaluation requirements in this article do not apply. D2. Distributing contract electronically (1.5) 1.5 Distribution of the Contract After ratification and examination by both parties, the collective bargaining agreement shall be posted on the District web site and fifty (50) copies shall be printed and available for pick-up in the District office by any employee or administrator who requests one. The cost of printing shall be shared equally between the parties. The Association and District shall be separately responsible for printing a sufficient number of copies, if any, for their own purposes. D3. Duration (1.6) 1.6 Length of Collective Bargaining Agreement (1 only) This Agreement shall be effective September 1, 2009 2011, and shall remain in effect through August 31, 2011 2013. D4. Salary compliance language (1.6) 1.6 Length of Collective Bargaining Agreement (3 only) It is the intention of both parties to comply with the salary compliance provisions of state law as now or hereafter amended. If actual salary improvement monies become available to the District an adjustment in wages will be made. (NEW) Article 12 Employee Compensation Section 12.1 Base Salary Schedule All employees will be paid salaries based on the state Salary Allocation Model (SAM) with placement on this schedule determined by state regulations for degrees, credits and years of experience. The version of this schedule which is current on the first day this contract is in effect is printed as Appendix 1A. In accordance with state salary compliance laws (RCW 28A.400.200), employee salaries will be adjusted by any changes in this schedule. D6. LID day clean up (3.2) 3.2 Annual Length of the Employees Annual Contract (1 only) The length of the regular employee annual contract shall be one hundred eighty-one (181) days, including one (1) Learning Improvement Day, contingent on state funding for this LID day. D7. scheduling supplemental days (3.2) 3.2 Annual Length of the Employees Annual Contract (2 only) Two and a half (2.5) additional supplemental days shall be district funded for all employees and shall be planned and directed by district administrators for activities that support school and district improvement plans. One and one-half (1.5) of such days shall be mandatory and one (1) shall be optional. Such days shall be scheduled on non-school days. Of the mandatory days, one half-day shall be scheduled within the three days before school and any Drop-in/Drop-off activity for parents and students on that day shall be included within the District portion of the day. The remaining two (2) days shall be scheduled by the district calendar committee identified in Section 3.5. The days can be broken up in half-day increments. Building Leadership Teams may schedule alternative dates for these days on non-student days that are on the calendar. (e.g. semester break day, after school half days, etc). A1/D9. 1.9% cut from the state (3.2) LETTER OF AGREEMENT WHEREAS the 2011 state legislature reduced compensation funding for nonsupervisory certificated employees by 1.9%; WHEREAS state law requires that base salaries for such employees be reduced by the same amount; WHEREAS the reduction in compensation is equivalent to 3.4 days for a full-time employee; WHEREAS the state did not reduce the number of school days or other responsibilities of teachers in conjunction with the reduction in compensation; WHEREAS the reduction in base salaries and maintenance of the same workdays also reduces the per diem calculation for supplemental compensation provided to employees in the 2010-11 school year; WHEREAS the state also reduced the funding formula for the number of certificated instructional employees in certain grade levels as well as funding for other programs which paid for the existing number of certificated employees; NOW THEREFORE the District and Association agree as follows; A. For the 2011-12 and 2012-13 school years, employees shall have three (3) additional optional days for activities that support student learning as planned and determined by the individual employee. These days are in addition to the six and one-half (6.5) days identified in the third paragraph of Section 3.2 of the collective bargaining agreement, and shall be documented and paid in the same manner as the days identified in that paragraph. B. For the 2011-12 and 2012-13 school years, the number of personal leave days in Section 7.1.2 shall be reduced to two (2). In addition, certificated staff shall have access each year to one (1) personal leave day not deducted from sick leave, with use otherwise governed by the terms and conditions of 7.1.2. Such day is not accumulative from year to year. C. For the 2011-12 and 2012-13 school years, the District shall schedule a student early release day on the day before 91porn Break and nonsupervisory certificated employees shall be released from work upon the completion of all student supervision duties on that day. D. For the 2011-12 and 2012-13 school years, the class size numbers for grades K-6 in Section 5.5 shall be increased by one (1) student, and the daily load numbers for grades 7-12 in Section 5.5 shall be increased by five (5) students. E. For the 2011-12 and 2012-13 school years, two (2) of the Monday professional development periods per year shall be available to employees for individually-determined on-site activities. These dates shall be scheduled in advance by the building leadership teams. F. If the state legislature either reduces or restores funding for nonsupervisory certificated employee salaries during the duration of this Agreement, paragraphs A, B or C may be reopened at the request of the Association or District. If the Districts funding levels for class size, levy equalization or other programs is restored or reduced compared to the current 2011-12 level, paragraph D may be reopened at the request of the Association or District. G. This Agreement is for the 2011-12 and 2012-13 school years only and expires on August 31, 2013, unless extended by the parties by separate agreement. H. Any disagreements about the interpretation or application of this Letter of Agreement shall be resolved using the grievance process in Article 9 of the collective bargaining agreement. D10. copies of individual contract (3.4) 3.4 Copies of Contract Three (3) Two (2) copies of a contract signed by the board secretary shall be given to the employee by June 1st each year for signature. One (1) copy is retained by that the employee at the time it is signed. Two (2) copies are and one (1) copy is forwarded to the District office to be signed by the Board. One (1) of these copies is then and placed in the employee's personnel file and a second copy returned to the employee. D11. update TEAM to ALE school for calendar committee (3.5) 3.5 Calendar The calendar for each school year shall be determined by a committee comprised of five WEA members (two elementary and two secondary, and one from Yale or TEAM ALE school(s)), two SEIU members, two secretaries, one parent from each building in the district (not to exceed four), one board member, two administrators and chaired by the superintendent or designee. The calendar committee will set a school calendar for at least one year in advance of the upcoming year. The calendar committee will make decisions by simple majority vote of those committee members present. If representation is not available from ALE or Yale, then an additional WEA member shall fill the vacancy. A2. health care benefits (4.2) 4.2 Health Care Benefits (1 only) The District shall provide each employee, in proportion to the employees FTE, the monthly state insurance benefit amount identified in the state appropriations act, minus the Health Care Authority subsidy, plus the amount of the subsidy covered by the District for the year in question. The District will provide $65 per month for the subsidy. If said monies are not fully used by the certificated staff member each month toward their health care benefits then these monies shall be pooled and redistributed to other members of the bargaining unit per state requirements. In addition, the District will supplement the pool with an additional $17,500 $20,000 per year. The health benefit plans currently offered to bargaining unit members are listed in Appendix 5. D12. summary of benefits online (4.3) 4.3 Providers Fair The District will invite known providers of employee benefits to meet with employees in September of each year. At the fair representatives from supplemental health care options, credit unions, annuities, etc. may be available to provide information and answer questions. The District Office may also provide a written will also make available to all employees an online summary of benefits to each employee each fall. D13. arrival time on late start snow days (5.1.1) 5.1.1 Regular Work Day The work day for a certificated employee shall be 7.5 hours per day, including a 30 minute duty-free lunch. The schedule will be recommended by the building staff and principal to the superintendent for final approval. All base and supplemental contracted days are considered to be regular work days for the purpose of this section. On days when students are released early for inclement weather or other unforeseen circumstances, teachers may leave when their students are released. When school start-time is postponed due to inclement weather or other unforeseen circumstances teachers are expected to make every attempt to arrive at least 30 minutes prior to the student start time. D14. & A3. early release days at end of school year (5.1.3) and conference days (5.1.2) 5.1.2 Conference Days K-8 teachers will be provided with four (4) early release or late arrival days for conferences during the first semester and three (3) four(4) during the second semester. Kindergarten teachers will be provided with additional substitute time because of their total number of students. 9-12 teachers will be provided with two (2) early release or late arrival days for conferences during the first semester and four (4) during the second semester. Staff will coordinate schedules of conferences for families whenever possible. Conference times will be available one evening each semester for parents unable to make afternoon conferences. A building administrator will be available during evening conferences. This time will be for recordkeeping, preparing for conferences and for meeting with parents. Each teacher is expected to be available on site during conference time, unless otherwise agreed upon by the building leadership team. Administrators will help communicate to parents that the early release times will be for all of these activities. School leadership teams shall be allowed to utilize up to two (2) conference early release days for professional development. 5.1.3 Early Release Days In addition to the above conferences and early release days, there will be two (2) early release days for grades K-12 K-8 and four (4) early release days for grades 9-12 on the last two (2) four (4) days of school. In the event that one of the four last days falls on Monday, then no late start will occur. D15. prep time on shortened weeks and days (5.2) 5.2 Preparation Period (1 only) The District will provide preparation periods to personnel to enable goal setting, lesson and evaluation planning, and preparation of materials. A teacher is not required to supervise students during his or her preparation period. A preparation period shall be included within the framework of the student day, as state law allows. The time before and after the student day, and the duty-free lunch period do not count as provided prep time (except for prep time following Monday professional development time, prior to student arrival). D16. required supervision during prep period (5.2/5.3) 5.3 Temporary Replacement Pay Should any teacher be required by the building principal to, upon the request of the principal or designee, forfeit his/her preparation period to teach a class, or watch students he/she shall receive an additional .167 of the per diem base salary for high school and middle school or .10 of the per diem base salary for an elementary period. The minimum time which will be reimbursed will be no less than the amount of employee preparation time. D17. class size overload triggers (5.5) add a new sentence: Classroom-based learning (CBL) students will not be counted in the numbers above if they attend less than half of the instructional student day. D18. secondary preps for teachers who teach both core & elective classes (5.7) 5.7 Secondary Class Preparations The District will limit the number of class preparations for secondary teachers who teach half-time or more in core academic departments (Language Arts, Social Studies, Mathematics and Science) to no more than three (3) per semester, provided that when it is not possible district administrators will work with department staff to equitably distribute the number of class preps among the qualified staff members in the department. Individual teachers may agree to waive the three (3) prep limit. D19. voluntary transfer process (6.2) 6.2 Voluntary Transfers and Reassignments ( 2 & 3 only) Notices of vacancies in any of the above categories during the school year will be sent to each building principal for posting on the appropriate bulletin board five days before notice is sent out of district. For all openings or vacancies known prior to July 1 for the following school year, the District will notify staff electronically or in writing of all known openings by March 31st at least 5 days prior to posting outside the school district. Employees have until April 10th, or the first work day following spring break, whichever is later, to apply for known openings. After that date, All other postings are general, and will be posted in and out of house district at the same time. D20. involuntary transfer process (6.3) 6.3 Involuntary Transfers If a transfer becomes necessary, whenever possible the district shall actively seek volunteers prior to making any involuntary transfer. If an involuntary transfer is still necessary, the teacher with the least building seniority shall be transferred from the pool of equally qualified candidates. If there is a tie in building seniority, district-wide seniority shall be used as a tie-breaker. For seniority, years shall be measured using the rules applicable to the salary schedule. Prior to any involuntary transfer, the District shall meet with Association representatives to review the relevant circumstances and those employees who have been identified as equally-qualified candidates, and to explore any alternatives proposed by the Association. The District shall provide a building seniority list at this meeting. A4. personal leave (7.2) 7.1.2 Personal Leave (1 only) Certificated staff may use up to three days of their twelve sick leave days per year as personal leave. These days may be used at the certificated employees discretion. Personal leave must be requested three (3) days in advance unless it is an emergency situation. Certificated staff may bank up to two (2) personal days for a maximum of five (5) days in any one year. D21. definition of family for bereavement (7.1.4) 7.1.4 Bereavement and Life Threatening Family Illness Leave Leaves up to three (3) five (5) days for each occurrence shall be extended to an employee for the death or life threatening illness of a member of his/her immediate family. (Immediate family shall include: father, mother, husband, wife, domestic partner, daughter, son, brother, sister, grandparent, grandchild or the same related by marriage, or a family living in the same household.) Such leave is to be granted at the discretion of the superintendent upon request. An employee may request an additional two (2) days, which may be granted by the superintendent or designee for travel or for other extenuating circumstances. Immediate family may include bereavement for any other individual approved by the employees supervisor upon request from the employee showing unique circumstances. This leave is in addition to personal sick leave. This leave may be extended without pay if necessary. A6. maternity leave (7.3) 7.3 Maternity Leave A. An employee shall receive may use accumulated sick leave for the any period of actual physical disability caused by pregnancy, miscarriage, abortion, childbirth and/or recovery therefrom: provided the employee works up to the day her physician indicates as the beginning of her disability. B. Sick leave will terminate following the birth of her child on the date her physician indicates she can perform her school responsibilities. The District may request a certification of disability or fitness for return to work under the same rules applicable to other uses of sick leave. C. If sick leave is exhausted during the period of physical disability the employee will automatically be placed on leave of absence for the duration of the period without pay, as per section 7.4 Family Leave. D22. maternity leave calculations (last paragraph of 7.3.E) The employees health benefit will be calculated as a percentage of the 181 180 day contract said employee will work. Any reduction in benefits will be prorated over the remaining months of the contract year with any adjustments taking place in the August paycheck. D23/A7. shared leave (7.7.1) 7.7.1 Eligibility to Receive Shared Leave An employee may be eligible to receive shared leave under the following conditions as determined by the Personnel Office: A. The employee suffers from, or has a relative or household member suffering from an extraordinary or severe illness, injury, impairment, or physical or mental condition, which is of an extraordinary or severe nature and or who has been called to service in the uniformed services, which has caused, or is likely to cause, the employee to go on leave without pay or terminate the District employment; . . . . . No employee may use more than 261 522 days of leave during total district employment. D24. credit reimbursement deadline (8.3) 8.3 Compensation for Credits E. Any funds under this section which are not committed by June 30 August 15 each year shall be added to the health care pool identified in Section 4.2 for the following school year. D25. voc now called CTE (10.1) 10.1 Procedures C. Where revenues are categorical and depend on actual expenditures rather than budgeted amount, every effort will be made to maintain these programs to the limit of this categorical support. (e.g., special education, vocational career & technical education, federally supported programs, etc.). D26. observation v. evaluation in title (11.3.3) 11.3.3 Additional Evaluations Observations A8. evaluation procedures (11.4) 11.4 Evaluation Procedures Long Form C. Prior to the supervisors completion of the annual evaluation, the employee will be given access to the evaluation rubric for self-evaluation and reflection. The self-assessment will be discussed by the employee and evaluator prior to completion of the annual evaluation. D. An employee may submit artifacts or evidence of professional performance to his or her evaluator at any time. If the employee disagrees with the results of an evaluation, the employee may submit a rebuttal or evidence of professional performance which will be attached to the evaluation and may result in the change of rating. E. Prior to a Summative Evaluation rating of Needs Improvement Approaches Standard or Unsatisfactory the building principal will attempt meet to discuss the perceived deficiencies with the employee. In the event that any evaluation report indicates that the employee has performance deficiencies in one or more areas defined in the evaluation criteria, the principal or other supervisor and the employee shall attempt to develop a mutually agreeable written plan designed to improve the employee's effectiveness in the deficient areas. Such mutually-agreed plans will begin the following school year for evaluations completed after May 1. In connection with the development of such a plan, consideration should be given to utilizing the services of available supervisory resource persons to observe the employee's performance and make recommendations for improvement. If the supervisor and employee are unable to agree upon a mutually acceptable plan, the employee may request a meeting with an association representative, the principal, and the superintendent to prepare an improvement plan for the employee. This plan recognizes that correction of deficiencies may require a regular assistance from a variety of sources. A9. professionalism TA Association Proposal (see attached) D27. Typo on App. 1B -- secondary choir is misspelled D28. Lego Robotics stipend (App. 1B) Lego Robotics $ 1,000 D29. extra duty pay schedule (App. 1C) Members of the teaching represented certificated staff who participate in are requested by their supervisor or designee to supervise or assist with extra-curricular events outside the work day, except for open house nights and other similar events, and who do not have an extra-curricular contract pertaining to that event, shall be compensated, per event, according to the following schedule: D30. typo on evaluation form On summative evaluation/professional plan form, categories C and D are in the wrong order (should be switched) D31. all letters of agreement have expired: (1) 2009-10 calendar adjustment; (2) phase-in of new middle school band stipend; and (3) professionalism rubric. Section H: ProfessionalismIndicatorExceeds StandardMeets StandardApproaches StandardUnsatisfactoryMaintaining Records of Student Progress in Learning Teachers system for maintaining information on current student progress is highly effective, organized and detailed. The teacher responds promptly to requests for information and is often willing to assist colleagues who need technological assistance in learning new systems. Example: -Teacher submits grades accurately and in a timely manner and never misses deadlines. -Teacher responds promptly to requests by counselors, specialists, psychologists, etc.. regarding necessary student information -Teacher checks student grades routinely and preemptively communicates unsatisfactory grades to the appropriate staff. -Teacher reports attendance in an accurate manner with few flaws.Teachers system for maintaining information on student progress is effective and detailed. With few exceptions, teacher responds promptly to requests for information from support staff, colleagues and administration (grades, attendance, behavior reports etc.) Example: --Teacher submits grades accurately and in a timely matter and rarely misses deadlines. -Teacher responds to staff requests regarding necessary student information. -Teacher checks grades and communicates information as needed to the appropriate staff. -Teacher reports attendance in an accurate manner and works to fix any submission errors. Teachers system for maintaining information on student progress is rudimentary and only partial. Teacher responds inconsistently or only after multiple requests for information (grades, attendance, behavior reports, etc) Example: -Teacher submits grades with some inaccuracies and occasionally past required deadline. -Teacher may occasionally overlook requests for student information. -Teacher occasionally checks student grades. -Teacher reports attendance on a daily basis with occasional errors. Teachers system for maintaining information on student progress is in disarray, resulting in errors and confusion. Example: -Teacher does not submit grades correctly or in a timely basis. -Teacher repeatedly overlooks requests for student information. -Teacher does not routinely check student grades. -Teacher reports attendance irregularly and inaccurately.Communicating Information about the Instructional Program and Individual Students with Parents Teacher creates and uses specific structures to provide frequent information to parents, as appropriate, about the instructional program. The teacher invites parent inquiries and offers multiple opportunities for parents to engage in classroom activities or dialogue. The teacher is not only proactive in parental contact but also makes him/herself available at the earliest convenience for conferencing with and/or making parent contact. Example: -Teacher has unsolicited, frequent contact with parents.Teacher creates and uses specific structures to provide frequent information to parents, as appropriate, about the instructional program. Teacher proactively contacts parents on a regular basis to provide information on student progress; teacher is responsive to parent questions/concerns. Example: -Teacher communicates both positive and negative aspects of student progress. -Teacher uses e-mail and distribution lists to send home information to parents on upcoming assignments/projects. -Online grades are updated regularly. -Routine classroom newsletters are sent out to parents Teacher occasionally uses structures to provide information to parents, as appropriate, about the instructional program. The teacher reactively contacts parents, only after parents have made the initial contact. The teacher is responsive to parent questions/concerns. Example: -online grades are updated infrequently -Teacher uses limited forms of communication such as the course syllabus -Infrequent communication with parents.Teacher does not use structures to provide information to parents regarding the instructional program. The teacher does not contact parents, even when parents make contact with the teacher. The teacher does not welcome parent questions or concerns and directs such questions or concerns to the building administrator.Professional Dress *Teacher typically dresses in business professional attire as defined by: Washington State Future Business Leaders of America Professional Dress Code 2010 (excluding spirit or school dress up days). http://www.wafbla.org/docs/WAFBLA-DressCode11-10.pdf Examples: *Attire is appropriate to the position in which teacher is assigned. *Modest jewelry with no nose piercings. *Teacher is dressed professionally and modestly at all times (excluding spirit or school dress up days). *Teacher does not wear or have accessories that are distracting. Examples: *Nose studs and earrings. *Attire is appropriate to the position in which teacher is assigned. *Teacher does not show any form of cleavage, even when bending over to help students.* Teacher is occasionally dressed professionally and modestly. (excluding spirit or school dress up days). *Teacher does wear or have accessories that are distracting. Examples: *Piercings are distracting. * Teacher occasionally shows some form of cleavage.* Teacher is rarely dressed professionally and modestly. (excluding spirit or school dress up days). Examples: *Teacher violates student dress code  Showing Professionalism The teacher can be counted on to hold the highest standards of honesty, integrity, and confidentiality and takes a leadership role with colleagues and helps ensure that team or departmental decisions are based on the highest professional standards Teacher seeks out opportunities for professional development and shares new learning with colleagues.. The teacher makes a concerted effort to challenge negative attitudes or practices to ensure that all students, particularly those traditionally underserved, are honored in the school. Examples: There is evidence that teacher is well respected by colleagues, students and the public for their honesty, integrity and confidentialitythis is often associated with being asked to serve in leadership roles or on committees or presenting at faculty meetings. Teacher takes a lead in professional development activities. There is evidence of teacher working with special needs students (ELL, Special education, TAG, Honors, remedial) to ensure successful learning. Teacher encourages minority students to excel academically and participate in higher level course work. Teacher ensures under represented groups benefit by access to technology. Teacher encourages under represented students to participate in school activities. Teacher demonstrates a willingness to work as a mentor to new teachers or student teacher. The teacher displays high standards of honesty, integrity, and confidentiality in interactions with colleagues, students, and the public. The teacher maintains an open mind and participates in team or departmental decision-making. The teacher works to ensure that all students receive a fair opportunity to succeed. Examples: Teacher demonstrates a willingness to observe and be observed by other teachers. Teacher promotes collaboration and communication with colleagues. Teacher works positively with peers. Teacher shares materials with othersThe teacher is honest in interactions with colleagues, students, and the public. The teachers decisions and recommendations are based on limited though genuinely professional considerations. The teacher does not knowingly contribute to some students being ill served by the school. _______________________________ Examples: Teacher participates reluctantly as a member of a school and department/grade level team. Teacher participates in staff development opportunities when made available.The teacher displays dishonesty in interactions with colleagues, students, and the public. The teacher makes decisions and recommendations based on self-serving interests. The teacher contributes to school practices that result in some students being ill served by the school. Examples:Professional Responsibilities Teacher regularly attends all required meetings and actively participates, offering productive solutions and affirmations. The teacher volunteers to participate in school events, making substantial contribution and assumes a leadership role in at least one aspect of school life. Substitute plans are engaging and thorough for students and the substitute teacher to ensure continuous learning while teacher is absent. Examples: Teacher organizes and leads school events. Teacher takes on an initiative, club or activity outside of the required obligation.With few exceptions, teacher attends all required meetings and actively participates and is fully engaged in a helpful and productive manner. Teacher volunteers to participate in school life, making a substantial contribution. Teachers substitute plans are thorough and help a substitute teacher maximize student learning during their absence. Examples: Teacher participates in activities that are required.Teacher occasionally arrives late to required meetings and is semi- engaged. Teacher participates in school life when convenient. Sub plans are rudimentary, incomplete or ineffective to encourage continuous learning Examples: Teacher reluctantly participates in school activities.Teacher does not attend required meetings or the teacher actively sabotages the work of other colleagues in the meeting. Teacher does not engage in school life. Sub plans are routinely misplaced or forgotten. Woodland School District No. 404 APPENDIX 3A: Summative Evaluation/Professional PlanTeachers TYPE OF EVALUATION Name Annual Building 90-Day Teaching Assignment Other Principal's Signature This evaluation is based in whole or in part upon observations for the purpose of evaluation which occurred on the dates and for the durations indicated as follows: CATEGORIES (Refer to list of adopted criteria)STRENGTHS; WEAKNESSES; SUGGESTIONS FOR IMPROVEMENT (Comments must be made in each category.)A. Instructional SkillSelf-Assessment:Supervisors Assessment:B. Classroom ManagementSelf-Assessment:Supervisors Assessment:C. Effort Toward Improvement When Needed Self-Assessment:Supervisors Assessment:D. Professional Preparation ScholarshipSelf-Assessment:Supervisors Assessment:E. Student Control and Attendant ProblemsSelf-Assessment:Supervisors Assessment:F. Interest in Teaching StudentsSelf-Assessment:Supervisors Assessment:G. Knowledge of Subject MatterSelf-Assessment:Supervisors Assessment:H. ProfessionalismSelf-Assessment:Supervisors Assessment: Summative Evaluation/Professional Plan Teachers Page 2 In what areas has the individual shown development and growth? Employee's Comments Employer's Comments GOAL PLANNING Specific goals agreed upon for growth and development during the next evaluation period. (If the employee has not satisfactorily completed classes [or workshops, seminars, etc.] required to address deficiencies from the previous school year, he/she has from this date until September 1 of this year to show progress. If no attempt is made during this time, the employee's salary may be frozen.) Ref. Section 8.3 of the WEA Contract Agreement. My signature below indicates that I have seen this evaluation. It does not necessarily indicate agreement with the findings. Date Employee Signature Woodland School District No. 404 APPENDIX 3B: Summative Evaluation/Professional PlanSupport Personnel TYPE OF EVALUATION Name Annual Building 90-Day Teaching Assignment Other Principal's Signature This evaluation is based in whole or in part upon observations for the purpose of evaluation which occurred on the dates and for the durations indicated as follows: CATEGORIES (Refer to list of adopted criteria)STRENGTHS; WEAKNESSES; SUGGESTIONS FOR IMPROVEMENT (Comments must be made in each category.)A. Knowledge and Scholarship in Special FieldSelf-Assessment:Supervisors Assessment:B. Specialized SkillsSelf-Assessment:Supervisors Assessment:C. Management of Special and Technical EnviromentSelf-Assessment:Supervisors Assessment:D. Professional Preparation and ScholarshipSelf-Assessment:Supervisors Assessment:E. Effort Toward Improvement When NeededSelf-Assessment:Supervisors Assessment:F. ProfessionalismSelf-Assessment:Supervisors Assessment: Summative Evaluation/Professional Plan Support Personnel Page 2 In what areas has the individual shown development and growth? Employee's Comments Employer's Comments GOAL PLANNING Specific goals agreed upon for growth and development during the next evaluation period. (If the employee has not satisfactorily completed classes [or workshops, seminars, etc.] required to address deficiencies from the previous school year, he/she has from this date until September 1 of this year to show progress. If no attempt is made during this time, the employee's salary may be frozen.) Ref. Section 8.3 of the WEA Contract Agreement. My signature below indicates that I have seen this evaluation. It does not necessarily indicate agreement with the findings. 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