Three essential components of K-12 certified personnel contracts

Human Resources

Essential Components in a Certified Personnel Contract K-12 School District

There are three essential components that should be incorporated in any personnel contract utilized for K-12 school districts. These three components are as follows: discussion of the evaluation procedure, discipline and suspension programs and opportunities for professional growth and development. Each of these elements is vital to the success of a school district as a collaborative organization and to the success of individual teachers. Each of these elements when included in a personnel contract will ensure that teachers and District officials are working to the best of their ability to ensure that students attain the maximum opportunities for achievement and growth in the classroom.

In a competitive district as is the case of K-12 in California, it is vital that educators and administrators be provided with as many tools as possible to perform successfully in the academic environment. The three elements described in this document are vital to the successful outcome and achievement of both teachers and students in the school district. Without a formal analysis of teaching protocols that begins at the hiring phase, teachers are left without direction in a competitive classroom environment. It is essential that the certified contract contain information pertaining to each of these elements to provide teachers a framework for success in the educational atmosphere.

Evaluation procedures provide instructors with feedback regarding performance and student achievement. Discipline and suspension information give detailed information in the event unsatisfactory performance is realized. In order to retain high quality staff it is also vital to provide professional growth opportunities and development opportunities for staff. This will also enhance the overall performance of students.

The critical elements of a certified personnel contract are explored below.

Evaluation Procedure

All teachers in the school system must be evaluated on at minimum an annual basis. They may be evaluated by a supervisor, principal or other District member who is assigned a level of authority over the teacher. Evaluations are critical because they provide instructors with feedback vital to their livelihood and success as a model instructor in the classroom. In a situation where a teacher is performing at an unsatisfactory level, the performance evaluation allows opportunity for improvement. In the event that a teacher is performing satisfactorily, the performance review process provides an opportunity for encouragement and personal development.

Several criteria must be established for an effective evaluation procedure. Evaluations should occur on an annual and continuing basis, except in the instance where a teacher is rated unsatisfactory; at that time an additional evaluation of performance need be administered to the instructor within a six-month time frame, in order to provide adequate room for development and improvement in problem areas identified.

Tenured instructors may be evaluated on a bi-annual basis if their history reveals consistent above average performance. The evaluation process should include the following elements: (1) individual orientation and opportunity to establish time frame for evaluation, (2) formal classroom observation period, (3) evaluation conference between teacher and evaluator and (4) follow up evaluation in the event that the initial results of the evaluation prove unsatisfactory (Orange, 2004).

The classroom evaluation will be an essential component of the evaluation process, intended to provide the instructor with feedback related to overall classroom administration and performance. All information drafted for purposes of evaluation will be stored in the teachers confidential personnel file.

Professional Growth and Development

Professional growth and development is a vital element for the success of teachers and the students they teach. Professional development and growth opportunities should be available to all staff members that are not on probationary status. Professional growth and development information should be included in the contract to encourage a reduction in turn over and affirm a teacher's commitment to continuing education.

The elements of professional development that need be included in a certified contract are as follows.

During the evaluation period or on an annual basis, each teacher should meet with their immediate supervisor or District representative to develop 1-2 objectives related to professional growth and development. These objectives should be related in some way to classroom objectives and student achievement.

Professional development and growth opportunities may take the form of professional conferences, formal classes including those offered at accredited university's or colleges, workshops and mentoring programs.

Teachers will also have the opportunity to participate in leadership roles within the organization when applicable, and may be provided opportunities to observe other teachers in classroom settings in order to learn from experience and observation.

Professional membership into local and national societies is also encouraged in order to enhance learning. Any teachers wishing to apply for membership should be afforded the opportunity to apply for financial assistance from the district.

Teachers participating in professional growth and development programs should submit a written summary of the development programs interested in for approval. Upon completion of the activity the teacher will be required to provide a one page written summary of the nature of the development activity they engaged in and the learning objectives realized from the activity. In the case of university programs it should be sufficient for the teacher to submit a course grade of "B" or better to indicate mastery of objectives.

Synopsis

Evaluation, disciplinary procedures and professional growth and development information are crucial elements to a successful certified personnel contract. A majority of teachers joining a school district will be looking for opportunities and a framework for ensuring student achievement and personal growth and development. The evaluation information and professional growth and development stipulations in the contract will provide teachers with the necessary information they need to encourage personal excellence.

The disciplinary and suspension sections will ensure that both the District and the teacher are clear about what measures must be taken in the event that unsatisfactory attainment of goals or objectives are realized.