FREEHOLD BOROUGH: TEACHER EVALUATION RESULTS
SY 2009-2010 – DISTRICT
Introduction
As part of the federal requirements for states’ receiving funding, New Jersey is providing information to the public on the procedures used to evaluate teachers and principals. The information presented below will help you understand Freehold Borough’s evaluation procedures.
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.
Description of Teacher Evaluation System
The Freehold Borough Board of Education believes that the effective evaluation of teaching staff is essential to the achievement of the educational goals of this district, including student achievement of the Core Curriculum Content Standards. The purpose of this evaluation shall be to promote professional excellence and improve the skills of teaching staff members, improve pupil learning and growth, and provide a basis for the review of staff performance.
The teacher evaluation process includes, but is not limited to, the following evidence: formal observations using Charlotte Danielson’s Teacher Evaluation Framework, walk-through observations, pre- and post-conferences, teacher’s professional development plan, progress in completing professional development hours, and teacher self-evaluation.
The results of the teacher evaluation system are used to plan professional development opportunities and to inform a teacher’s professional development plan, tenure decisions, recommendations for continued employment, selection of teachers for specific roles or duties, teacher placement decisions, and decisions on teacher awards and recognitions.
Tenured teaching staff members are observed and evaluated at least once each year by properly certified persons. Non-tenured teaching staff members shall be observed and evaluated at least three times each year by properly certified district staff. All teachers shall receive an annual summative written performance report.
FREEHOLD BOROUGH: TEACHER EVALUATION RESULTS
SY 2009-2010 - DISTRICT
|
Number of teachers meeting the district’s criteria for acceptable performance |
Number of teachers in district |
Percent of teachers in district meeting these criteria |
|
128 |
132 |
97% |
FREEHOLD BOROUGH: TEACHER EVALUATION RESULTS
SY 2009-2010 – FREEHOLD LEARNING CENTER
|
Number of teachers meeting the school’s criteria for acceptable performance |
Number of teachers in school |
Percent of teachers in school meeting these criteria |
|
35 |
37 |
95% |
FREEHOLD BOROUGH: TEACHER EVALUATION RESULTS
SY 2009-2010 – PARK AVENUE ELEMENTARY SCHOOL
|
Number of teachers meeting the school’s criteria for acceptable performance |
Number of teachers in school |
Percent of teachers in school meeting these criteria |
|
38 |
39 |
97% |
FREEHOLD BOROUGH: TEACHER EVALUATION RESULTS
SY 2009-2010 – FREEHOLD INTERMEDIATE SCHOOL
|
Number of teachers meeting the school’s criteria for acceptable performance |
Number of teachers in school |
Percent of teachers in school meeting these criteria |
|
29 |
30 |
97% |
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FREEHOLD BOROUGH: PRINCIPAL EVALUATION RESULTS
SY 2009-2010 – DISTRICT
Introduction
As part of the federal requirements for states’ receiving funding, New Jersey is providing information to the public on the procedures used to evaluate teachers and principals. The information presented below will help you understand Freehold Borough’s evaluation procedures.
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 an entire district.
Description of Principal Evaluation System
The principal evaluation process includes, but is not limited to, the following evidence: observations, school climate indicators, documentation of completed teacher evaluations, and performance aligned to district goals.
The results of the principal evaluation system are used to plan professional development opportunities and to inform a principal’s professional growth plan, tenure decisions, compensation decisions, and recommendations for continued employment.
All principals are formally evaluated once each year by the superintendent. Informal evaluations take place at least once per month throughout the school year.
