SEA ISLE CITY PUBLIC SCHOOL'S TEACHER EVALUATION SYSTEM

Introduction:  As part of the federal requirement for states' receiving funding under Phase 2 of the State fiscal Stabilization Funds Program, all school districts in New Jersey are providing information to the public on the procedures they use to evaluate teachers and principals.  The information presented below will help you understand Sea Isle City Public School's policies and procedures for evaluating teachers and educational specialists such as librarians and counselors.

Confidentiality concerns:  to protect the confidentiality of individual evaluations, districts are not required to provide a district-level statistical summary of teacher evaluation outcomes in those cases where there are fewer than 10 teachers in an entire district.  Similarly, districts are not required to provide a school-level statistical summary of teacher evaluation outcomes if there are fewer than 10 teachers in a school.

Section 1.  Description of Teacher Evaluation System

The Sea Isle City Board of Education recognizes that the continuing evaluation of staff members is essential to the achievement of the educational goals of the district.  The purpose of evaluation is to promote professional excellence and improve teaching skills, improve pupil learning and growth and provide a basis for the review of teaching staff member's performance.  The Board provides leadership, adequate resources for supervision and professional development, time for the proper conduct of evaluations, and time for in-service training.

Tenured teaching staff shall be evaluated annually by appropriately certified and trained administrators or supervisors against criteria that evolve logically from the instructional priorities and program objectives set forth in the teaching staff member's job description.  This annual written performance report shall include the teaching staff member's performance areas of strength and weakness, and individual professional improvement plan. There shall be an annual summary conference between the evaluator and the member which will include a review of the member's performance and progress toward the objectives set forth in the professional improvement plan.

Non-Tenured teaching staff shall be evaluated no fewer then three times during each school year.  Evaluations shall include the observation and evaluation of each non-tenured staff member in the performance of his or her duties by an appropriate administrator or supervisor.  Each evaluation shall be followed by a conference between the teaching staff member and his or her administrator or supervisor.  The purpose of the observation and evaluation of non-tenured teaching staff members shall be to improve professional competence, identify deficiencies, extend assistance for the correction of such deficiencies, provide a basis for recommendations regarding reemployment and improve the quality of instruction received by the pupils served by the school district.

Section 2.  Evaluation Outcomes Table

Number of teachers meeting the district's criteria for acceptable performance	Number of teachers in district	Percent of teachers in district meeting these criteria.
10	10	100%

SEA ISLE CITY PUBLIC SCHOOL'S PRINCIPAL EVALUATION SYSTEM

Introduction:  As part of the federal requirements for states' receiving funding under Phase 2 of the State Fiscal Stabilization Funds Program, all school districts in New Jersey are providing information to the public on the procedures they use to evaluate teachers and principals.  The information presented below will help you understand Sea Isle City Public School's policies and procedures for evaluation principals and assistant principals.

Confidentiality concerns:  To protect the confidentiality of individual evaluations, districts are not required to provide a district level statistical summary of principal evaluation outcomes in those cases where there are fewer than 10 principals in a district. Sea Isle City Public School in fact has fewer than 10 prinicipals so as a result will not be posting a statistical summary of evaluations.

Section 1.  Description of Principal Evaluation System:  Tenured Administrators shall be evaluated annually by the Chief School Administrator.  The purpose of the evaluation shall be to promote the professional excellence and improve their skills, to enhance pupil learning and growth, and to provide a basis for the review of administrative performance.  The evaluation shall be based on data collected pertaining to appropriate criteria contained within the administrators job description and observation of the administrator's performance.  The annual written performance evaluation shall include the administrator's areas of strength and weakness and an individual professional development plan.  An annual summary conference shall be held before the written performance report is filed.  The conference shall include, but not be limited to, a review of the administrator's performance based upon the job description and a review of the progress toward the objectives of the individual professional development plan. 

Non-Tenured  administrators shall be evaluated for the purpose of identifying and correcting deficiencies, improving professional competence, establishing a means for determining reemployment, and improving the quality of the educational program of the district. The evaluation shall be conducted by the Chief School Administrator no less then three times in each school year.  A post evaluation conference shall be held before the written performance report is filed.