Observations & Walk-throughs
It is important to develop a school culture that encourages observations by both peers and supervisors. In addition, allowing time for feedback and reflection can bring opportunities for professional growth - both for the observer and the one being observed. During classroom observations a full lesson is observed. Walk-throughs are shorter (3-5 minute) observations. Observations not only help the teacher to grow but also can inform the need for future professional development topics.
In order to promote excellent education and accountability, CRICS conducts formal and peer classroom observations. Once per school year a member of the educational leadership team or a department head conducts an announced, formal classroom observation. A specific form is used for each staff member and a follow-up conference occurs within a week of the observation. The administrator and teacher both sign the observation form, with one copy stored electronically by the school and one provided for the teacher if desired. At least once a school year peer observations are conducted among teachers. Leadership provides the observation form, and department heads coordinate the peer observations.
The observer should sit in the back of the room or in a non-distracting location. Teachers should conduct the class period as they usually would. The observer will schedule a follow-up meeting within a week of the observation. Following the formal observation, the follow-up meeting is a time for the administrator to review the observation, discuss questions or concerns with the teacher, and check in with how the teacher is doing (both in professional responsibilities as well as in maintaining balance in life with church, family, friends, etc.). Before concluding the meeting, the administrator and teacher will each sign the form. Following the peer observation, the follow-up meeting is a time for colleagues to discuss strengths and areas for growth noted during the observation and to share how they have learned from each other.
-End of Year Self-Assessment and Evaluation
At the end of the school year, each staff member completes a self-assessment of his/her performance. The staff member’s principal reviews the form and meets with each staff member as needed to discuss areas for improvement and success. Administrators are reviewed by their supervisor using a performance evaluation sheet. Copies are kept on file in Google drive.
End of Year Self-Assessment and Evaluation
At the end of the school year, each staff member completes a self-assessment of his/her performance. The staff member’s principal reviews the form and meets with each staff member as needed to discuss areas for improvement and success. Administrators are reviewed by their supervisor using a performance evaluation sheet. Copies are kept on file in Google drive. Paid teachers engage in an annual, written evaluation process that is also important with respect to renewal of contracts and possible promotions and pay raises.
When an elementary student does not follow a teacher’s instruction or a school rule, a warning is given. If a student continues to break a rule, a consequence appropriate to the offense is given (putting head on desk, extra assignment, sitting out time during recess, etc.). If the behavior continues after the consequence, the student will be asked to sit in the principal’s office for the remainder of class with a note sent home to parents as well as copied for the child’s office file.
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Evaluations are an important component of keeping staff volunteers content and productive, and to help the school continue to improve as it fulfills its mission according to its values. Annual evaluations of all staff and all volunteers will be conducted by each person’s supervisor and job descriptions will be re-evaluated. In addition each teacher will be observed formally at least once a year. Informal drop-in observations will be ongoing. If time permits, evaluations will take place more frequently. This evaluation process is also important with respect to renewal of contracts and possible promotions and pay raises.
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FACTS is a learning management database that tracks grades and student/family information. Your department head or mentor teacher should be your first help to support your use of FACTS, and the administrative assistant in the main office is your first contact for help with Sycamore.