Employee Handbook 2021-2022
Should a principal choose to evaluate the teaching performance of a substitute assigned to his/ her building, the principal may, at his/her request, receive input from the teacher for whom the substitute worked, team teachers, and/or department chairpersons, unit leaders, learning coordinators and program coordinators. “Teachers” shall not, however, be asked by the principal to conduct such evaluation. All evaluations shall, upon completion, be sent to the Director of Employment.
The criteria which are to be used in measuring a substitute’s performance: ability to discipline, whether plans were followed, whether notes were left, rapport with students, punctuality, whether substitute positively contributed to the instructional program.
A copy of any “poor” or “unsatisfactory” evaluation shall be provided to the substitute by the Director of Employment on a timely basis. The substitute shall have the right to submit a response to any such evaluation. The response shall be attached and filed with the evaluation in the substitute’s official personnel file. Substitute teachers who allege their evaluation(s) to be unfair and/or inaccurate may have their concerns addressed under Section 18 of the Handbook.
When the degree of substandard performance becomes sufficient to cause consideration of removal from an assignment and/or the substitute list, such consideration and/or recommendation may only be made after an observation of at least 30 continuous minutes by the principal or assistant principal. A copy of the evaluation shall be forwarded on a timely basis to the substitute. The substitute shall have the right to submit a response to any such evaluation. The response shall then be attached and filed by the Department of Human Resources Division with said evaluation in the substitute’s official personnel file.
If an observation is not performed, the principal may request to restrict a substitute teacher from assignments at that principal’s school. In such cases, the principal will offer to meet with the substitute teacher within ten (10) days of the assignment to discuss the reason for, information about, and duration of the requested restriction. Should the principal want to remove the substitute’s name from the school’s substitute list, such request shall be honored. A substitute cannot be restricted from a building for reasons that are arbitrary or capricious. The substitute teacher may request that the restriction be reviewed on an annual basis and will be reviewed automatically when there is a new lead principal at the school.
A principal’s request to restrict a substitute teacher from assignments at the principal’s school will not be placed in the substitute teacher’s personnel records unless such is done inconjunction with disciplinary action pursuant to an observation of at least thirty (30) continuous minutes by a District administrator.