New Jersey Summary of Principal Terms
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FAQ
Emphasizing principal evaluation is based on the theory of action that evaluation can be used for both summative and formative purposes to improve performance by increasing accountability and providing support through enhanced feedback and coaching, and targeted professional development opportunities (Donaldson et al., ...
Principal evaluation consists of two primary components: Principal Practice (measured using approved practice instruments) and. Student Achievement (measured using teacher Student Growth Objectives, Administrator Goals, and for qualifying leaders, a median Student Growth Percentile).
Tenure prevents a teacher from being fired or disciplined, including receiving a pay cut, unless the school can prove through notice and a hearing that a teacher has shown evidence of ?inefficiency, incapacity, unbecoming conduct, or other just cause? per N.J.S.A.
A tenured teacher may be involuntarily transferred to another position within his or her certification where no loss of salary or other reduction in employment is suffered and the teacher is not singled out for the transfer on a prohibited basis. N.J.S.A. 18A: 25-1; Carpenito v. Board of Ed.
To earn tenure, a new teacher must complete a district mentorship program during his/her first year of employment. After completion of this program, the teacher must be rated either effective or highly effective in two of the three subsequent years.
To earn tenure, a new principal, assistant principal, or vice principal must be rated either effective or highly effective in two annual summative evaluations within the first three years of employment, with the first effective rating on or after completion of the second year.
Teachers are evaluated in four domains: Classroom Strategies and Behaviors, Planning and Preparing, Reflecting on Teaching, and Collegiality and Professionalism. Each teacher is observed a minimum of three times during the school year. Achieve NJ also requires teachers to set Student Growth Objectives yearly.
The legal definition is simple: tenure provides those teachers who have demonstrated competence after a probationary period with due process rights before being fired. It is not, as critics contend, a guaranteed job for life.
SGOs are measurable academic goals that teachers set for their students based on growth and achievement. The percent of a principal's summative rating based on Administrator Goals varies depending on whether the principal is an mSGP Principal or a non-mSGP Principal.
?Principals can spot strengths and weaknesses in instructional methods and classroom management, and provide the teacher early opportunities to make adjustments,? she writes. Short and early visits with low-stakes feedback loops can also tamp down anxiety for teachers when it is time for formal evaluation.