SECTION .0500 – PERFORMANCE APPRAISAL SYSTEM

16 NCAC 06C .0501         GENERAL PROVISIONS

(a)  Each LEA shall provide for the evaluation of all professional employees pursuant to G.S. 115C-333.  The LEA shall base this evaluation upon performance standards and criteria contained in this Rule unless the LEA shall adopt an alternative evaluation pursuant to G.S. 115C-333(a).  LEAs may adopt additional standards and criteria that are not in conflict with those adopted by the SBE, the General Statutes, or with this Section.

(b)  The person to whom an employee reports as designated in the job description, or that person’s designee as approved by the superintendent, shall evaluate the employee.

(c)  The LEA shall inform all personnel of their job descriptions and the performance standards and criteria applicable to their position at the time of employment or the beginning of the school year.

(d)  The process for evaluating professional public school employees shall be as follows:

(1)           All initially licensed and probationary status teachers shall have three observations conducted by a school administrator and one by a teacher and a summative appraisal conducted on an annual basis.

(2)           All teachers who have less than four years of public school teaching experience shall be evaluated using the current teacher performance appraisal instrument unless the local board of education shall adopt an alternative evaluation instrument for these teachers that is validated, that reflects the performance standards and criteria contained in this Rule, and that addresses improving student achievement and employee skills and knowledge.

(3)           Local school administrative units may conduct more than three observations for personnel identified by the local school administrative unit as requiring more frequent observations.

(e)  Each LEA shall provide orientation on the performance appraisal process to its personnel.

(f)  The performance appraisal shall address the following criteria:

(1)           a basis for self-improvement by professional personnel;

(2)           data for planning staff development activities for personnel at the school, administrative unit, regional and state levels; and

(3)           data for employment decisions.

(g)  Each person may place written comments regarding the evaluation on their performance appraisal instruments.

(h)  Each LEA shall adopt a rating scale for the evaluation or use the following scale:

(1)           Unsatisfactory. Performance is consistently inadequate or unacceptable and most practices require considerable improvement to minimum performance expectations. Teacher requires close and frequent supervision in the performance of all responsibilities.

(2)           Below Standard. Performance is sometimes inadequate or unacceptable and needs improvement. Teacher requires supervision and assistance to maintain an adequate scope of competencies, and sometimes fails to perform additional responsibilities as assigned.

(3)           At Standard. Performance is consistently adequate or acceptable. Teaching practices fully meet all performance expectations at an acceptable level. Teacher maintains an adequate scope of competencies and performs additional responsibilities as assigned.

(4)           Above Standard. Performance is consistently high. Teaching practices are demonstrated at a high level.  Teacher seeks to expand scope of competencies and undertakes additional appropriate responsibilities.

History Note:        Authority G.S. 115C-333;

Eff. July 1, 1986;

Amended Eff. April 1, 2001; September 1, 1999.