Employee Evaluation in Sumter School District
Sumter School District has established procedures and provisions on the evaluation of all employees. Please refer to the information provided on this page to learn more about each type of evaluation.
Certified Employee Evaluation
Policy GCOA Evaluation Of Instructional Staff
Purpose: To establish the basic structure for the evaluation of the professional instructional staff in the district to ensure accountability.
The appropriate personnel will evaluate the performance of every instructional employee fairly and on a periodic basis in an effort to improve the quality of all work performance.
The superintendent will enforce the rules, regulations and procedures necessary for conducting an efficient, effective program of employee performance evaluation.
The elements of the performance evaluation program are as follows.
• Every employee is informed of the criteria by which his/her performance is evaluated.
• Every employee has the right to be informed of his/her performance evaluation.
The district conducts professional evaluations for the purpose of assessing soundness of instructional practices and to plan for professional development. Since we believe in a holistic approach to judging teacher competency, formal evaluation data will be used as one criterion for making employment decisions. Other criteria may include, but not be limited to, these additional performance dimensions.
• instructional consistency
• professional conduct
• rules compliance
• attendance data
• professional accomplishments
• anecdotal information
• interpersonal competence
• student performance
Assisting, Developing, and Evaluating Professional Teaching (ADEPT) System
The district will use the Expanded ADEPT System to evaluate all certified teachers employed under induction, annual and continuing contracts. The district will base all evaluations on the Expanded ADEPT System Performance Standards.
The district will develop plans and procedures for teacher evaluation based on the following components of Expanded ADEPT.
The district will develop or adopt induction programs to provide teachers with comprehensive guidance and assistance throughout the school year. These programs must contain criteria and/or requirements necessary for teachers to complete the induction contract year. No person may be employed as an induction teacher for more than one year.
The district must use a valid and reliable process for evaluating and assisting teachers employed under annual contracts to assess the extent to which teachers typically perform at levels required by state standards (ADEPT Performance Standards). If the district is not using SAFE-T to conduct formal evaluations, it must have state board approval of its locally designed process. The process must include components as outlined in the state board of education ADEPT implementation guidelines.
The district must establish criteria or requirements to be met by teachers to successfully complete an annual contract year to include successful completion of the formal evaluation process. An annual contract teacher who has demonstrated potential but who has not yet met the formal evaluation criteria is eligible for a diagnostic assistance year at the annual contract level. The district may provide this during the teacher’s first annual contract year or during the annual contract year following the teacher’s first unsuccessful formal evaluation. A teacher is eligible to receive only one diagnostic assistance year.
Teachers may not be employed under an annual contract for more than four years in accordance with state board of education regulations.
The district may conduct formal or informal evaluations of teachers during their continuing contract years. The district will evaluate all continuing contract teachers on a continuous basis. Based on the individual teacher’s needs and past performance, this evaluation may be formal or informal.
Teachers consistently performing according to ADEPT Performance Standards should be evaluated informally. This evaluation can be goals-based. If the district is not using SAFE-T to conduct formal evaluations, it must have state board approval of its locally designed evaluation process. An informal evaluation process designed or selected by the district for use with continuing contract teachers must be approved by the state board.
Teachers employed from out of state or from a nonpublic school setting
A certified teacher from out of state or from a nonpublic-school setting employed by the district is eligible for employment under an induction or annual contract, at the discretion of the district. At the annual contract level, teachers may receive either a diagnostic assistance year or a formal evaluation. Teachers must meet all requirements for the professional certificate, including successful completion of a full formal evaluation at the annual contract level (unless a final portion is waived under certain circumstances), before they are eligible to receive a continuing contract.
Teachers employed in charter schools
If a charter school operating within the district elects to implement the ADEPT system for evaluating their teachers, it must do so in compliance with all provisions of law and state board of education regulation and implementation guidelines. The contract between the charter school and its sponsor (the district) must include an ADEPT provision. All certified teachers in the charter school must be placed under an induction, annual or continuing contract, as appropriate, and must be assisted and evaluated consistent with the district’s state board of education approved ADEPT plan.
The charter school ADEPT provision must address the charter school’s responsibilities for ensuring the fidelity of the implementation of the system and the district’s responsibility in terms of staff training and program implementation. The provision must be included in the district’s ADEPT plan and approved by the state board of education prior to implementation. The district agrees to disseminate all ADEPT-related information from the state department of education to the charter school and to report charter school teacher data as required.
Training and reporting
The district must provide appropriate training for all personnel responsible for conducting the evaluation process.
The district must meet all reporting requirements as outlined in law and state board regulation.
Classified Employee Evaluation
Policy GDO Evaluation Of Support Staff
Purpose: To establish the basic structure for evaluation of support staff to ensure accountability.
The development of a strong, competent support staff and the maintenance of high morale among staff members are major objectives of the board. The major duties of the board regarding support staff are to establish wage and salary policies which encourage employees to put forth their best efforts and to provide a good atmosphere in which to work. A program of continuous evaluation is necessary for the board to fulfill its duties.
The board directs the superintendent to develop and implement a program of support staff evaluation. It will be the responsibility of each supervisor to inform the employee in advance of the criteria to be used in the evaluation.
The evaluation system for support staff is designed to measure the level of performance of individual employees and to encourage continued professional development. The evaluation system will not be a contract obligation of the district or a contract right of the employee. It is not intended to create, nor will it be construed to create, an expectation or assurance of continued employment. Neither the substance nor the content of the evaluation will be subject to the grievance process.
Sumter School District utilizes the procedures outlined by the South Carolina Department of Education in evaluating administrators. For a complete description of the Program for Assisting, Developing, and Evaluating Principal Performance (PADEPP), please click here to view information from the S.C. Department of Education’s website.