FCPS Evaluation Links:
In FCPS new teachers are on summative evaluation every year for their first three years of teaching service. Experienced teachers new to FCPS who hold a non-provisional certification are evaluated in their first year at FCPS. After this period, all teachers on continuing contract are on the summative evaluation cycle every three years and on a formative evaluation for the two years in between the summative years. Data is collected in all three years, and evaluation can be changed to summative in any year an administrator chooses as long as the notice is given to the teacher before the deadline.
Teachers will be evaluated using seven standards and multiple data sources. Standards 1 through 6 (Professional Knowledge, Instructional Planning, Instructional Delivery, Assessment of and for Student Learning, Learning Environment, Professionalism) are weighted at 10 percent each (for a total of 60 percent); Standard 7 (Student Academic Progress) is weighted at 40 percent. SMARTR goals are the tool used to craft your evaluation for the Standard 7 goal and measures.
FEA is available to support our members when they are being evaluated. If you have questions about the process your administrator is following (or not following) call us. If you disagree with your administrator’s write-up of your performance at any time, a rebuttal letter is a significant first step; and we can help you craft that document.
FEA regularly works with the FCPS Human Resources department to develop changes to the evaluation process and ensure that deadlines are met by administrators. If you or a colleague experience an issue during evaluation please contact us immediately. There are many timelines that must be met to expect a positive outcome when an evaluation has been less than satisfactory.
Instructional Assistant Evaluation
An Instructional Assistant is evaluated at the end of each of the first three years as an Instructional Assistant with FCPS and during the third year of every subsequent three-year cycle. (That means one year of formal evaluation will be followed by two years without formal evaluation.) During any year the program manager or his or her designee can elect to assess and evaluate the employee.
There are five standards of performance in the FCPS Instructional Assistant Evaluation process. These performance expectations and guidelines serve as a guide for the evaluator to determine the degree to which the employee meets the expectations of the position. In 2014 new ratings (Meets, Exceeds, and Does Not Meet) were developed and are given within each standard. A final evaluation conference between the evaluator and the Instructional Assistant is held for employees in their summative evaluation year. Final recommendations on the summative evaluation form have been modified to continued employment, demotion or dismissal. Performance Improvement Plans (PIP) are utilized within the evaluation cycle to assist the employee in the development of skills and outcomes in the evaluation process.
Support Employee Evaluation
The purpose of the Performance Evaluation System is to specify performance expectations in six standards of performance (seven standards for supervisors). Through analyzing self-assessments and observations of performance and review of work product, support employees and their evaluators will identify areas of strength and areas for growth. This process assures that the employee’s performance is continually enhanced and refined.
The revised Support Employee Evaluation program includes new definitions for ratings of Meets, Does Not Meet and Exceeds performance expectations. Final recommendations on the summative evaluation form have been modified to continued employment, demotion or dismissal. Work improvement period is no longer a final recommendation option. Performance Improvement Plans (PIP) are utilized within the evaluation cycle to assist an employee with development of skills and outcomes in the evaluation process.
Twelve-month support employees continue to be evaluated during the anniversary month of their employment. School based, less than twelve month (LT-12 Month) employees are evaluated on a school year basis.
A Support Employee is evaluated at the end of each of the first three years as a support employee in FCPS and during the third year of every subsequent three-year cycle. (That means one year of formal evaluation will be followed by two years without formal evaluation.) An evaluation is conducted during the first year following a change in level or position. In any year, the program manager or his or her designee can elect to assess and evaluate the employee.