All information taken from http://www.njleg.state.nj.us/2012/bills/al12/26_.htm

“ To raise student achievement by improving instruction through the

adoption of evaluations that provide specific feedback to educators, inform the provision of aligned professional development, and

inform personnel decisions”

Requirements for staff hired on or after August6, 20124 consecutive years within a period of 5 consecutive

academic years Complete district mentorship program Be rated as effective or highly effective in 2 annual

summative evaluations within first 3 years (Teaching staff)

Be rated as effective or highly effective in 2 annual summative evaluations within first 3 years and after completion of 2nd year (Administrators)

Transfers or PromotionsEmployment for 2 academic years in new position Same position in underperforming school shall remain

tenured during good behavior and efficiency after receiving at least effective in annual summative evaluation within first 2 years

Terminated before tenure return to other position at salary which would have occurred during period

Supports student achievement Address unique needs of different instructional staff in

different settings Provide comprehensive training on the evaluation rubric and

expectations for Educator Evaluation highly effective performance

Individual Professional Development Plan Written statement of goals developed by supervisor and

teaching staff

Additional Professional Development To any teaching staff member who fails or is struggling to

meet performance standards Designed to correct needs identified

Corrective Action Plan Include timelines for corrective action and responsibilities of

teaching staff member and school district

Include principal or designee that is employed in supervisory role, vice-principal, teacher

Oversee the mentoring and conduct evaluations of teachers (teacher not included in this process)

Identify professional development opportunities for all instructional staff tailored to meet needs of students and staff

Conduct mid-year evaluation of employees rated ineffective or partially effective

PurposeDiscuss challenges and opportunitiesProvide feedback about program development

and implementation Committee Members/ Stakeholders

Teacher from each school, central office administrator, superintendent, administrators evaluating, special education administrator, school board member, and parent

Implementation Board of education, research-based programExperienced teachers matched with new

teachers Outcomes

Enhance teacher knowledge of strategies related to core curriculum content standards

Identify exemplary teaching skills and practicesInform of duties and adjustment to challenges of

teaching Developed in consultation with the school

improvement panelsDistricts should tailor to the needs of the

individual teacher.

Pilot programs to begin no later then January 31, 2013

Full implementation during 2013-2014 school yearNot subject to collective bargaining Criteria

4 defined annual rating categories: ineffective, partially ineffective, effective , and highly effective

Based on multiple objective measures of student learning that are used to show growth May include: portfolio projects, teacher-developed

assessments, district-established assessments, internshipsstandardized assessments shall be used, but not be

predominant factorRubric based on professional standards for Teachers

and School Leaders

Employee receives multiple observations by individual in Supervisory Role

Opportunity to improve Monitoring and calibration to ensure protocol

is being implemented Process to ensure results of evaluation help

inform instructional development

Superintendent files charge of Inefficiency 30 days to tell Commissioner Only evaluations following rubric are permitted Employee rated ineffective or partially

ineffective on annual summative and the following year is rated ineffective

Rated partially effective for 2 consecutive years on annual summative and the following year is rated partially ineffective

Commissioner maintains 25 permanent arbitrators Hearing held within 45 days of filing with

commissioner Employing board of education has the ultimate

burden to provide evidence such as documentation and witness statements to employee or representative

Employee shall provide evidence at least 10 days before hearing

Decision made within 45 days from start of hearing Commissioner can remove arbitrator if not

following timeline Decision made is not able to be appealed