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Madison Metropolitan School District

Employee Handbook 2021-2022


7.1 Teacher Supervision and Evaluation
  1. A staff member’s effectiveness as a professional employee shall be evaluated by a District administrator and/or his/her designee. Bargaining unit members will not evaluate fellow bargaining unit members.

  2. Any written response by the teacher shall be made a part of the original evaluation report and shall remain in the teacher’s evaluation file in the Department of Human Resources. Staff members will be requested to sign the evaluation as completed by the administrator and they will be provided a copy for their records. The teacher’s signature does not indicate approval, but merely that it has been reviewed. The administrator and the staff member shall jointly review the evaluation. A staff member may request representation during this review.

  3. Evaluation Timetable:

    1. Probationary Teachers shall be evaluated not less than their first year and every third year thereafter, by May 25.

    2. Non-probationary Teachers shall be evaluated not less than every third year by May 25 for the year the evaluation is applicable.

    3. During a school year in which an issue of the employee’s continuing employment status is raised by the commencement of nonrenewal proceedings pursuant to Section 8.01 below, an evaluation shall be completed and the employee will be notified no later than May 1 of the then current school year.

    4. The evaluator(s) may file, and the teacher may request, a special evaluation at a time other than the specified times for evaluations.

  4. All evaluations become part of the staff member’s permanent file in the Department of Human Resources.

  5. Teachers for whom the State of Wisconsin has adopted the Educator Effectiveness model shall be evaluated using such model. Walk-throughs and deep dives are processes to collect school-wide data to monitor implementation of a school’s improvement plan. The evidence collected for teacher evaluation occurs outside of those processes.

  6. Teachers not currently covered by the Educator Effectiveness model are evaluated using the criteria identified below. The District retains the right to develop new evaluation tools. The District will orient all teachers regarding evaluation procedures and instruments. If an instrument is changed, all affected teachers will be reoriented.

    1. Social Workers, Nurses, Guidance Counselors, Occupational Therapists, Program Support Teachers, and Physical Therapists, Psychologists: professional knowledge/ development; assessment/evaluation effectiveness; intervention/consultation effectiveness; organization and management; and communication skills.

    2. Speech and Language Clinicians: professional knowledge and development; assessment and evaluation effectiveness; consultation effectiveness; scheduling/t time management; effectiveness of program therapy; and communication skills. Library Media Personnel: Professional Knowledge/Growth/Interest; Assistance to, Rapport with, and Control of Students; Assistance to and Rapport with Staff; Techniques/Strategies for Teaching; Library Media Materials Collection, Development and Management; Library Media Technology Development and Management; Library Media Staff Management; and Effective Management of Total Library Media Program. In schools with Department Chairpersons, only the Department Chair shall be evaluated on Effective Management of the Total Library Media Program.

    3. Braillist, Hearing Impaired Interpreter, Therapy Assistant: Job Competence; Motivation; Reliability; and Interpersonal Skills.