Dear Editor,
I believe the headline given to the article regarding teacher
evaluation (Tuesday, April 19) left readers with an inaccurate
perception of what has happened in Gilroy Unified this year in
regards to teacher evaluations.
Dear Editor,
I believe the headline given to the article regarding teacher evaluation (Tuesday, April 19) left readers with an inaccurate perception of what has happened in Gilroy Unified this year in regards to teacher evaluations. The article itself actually addressed classroom walkthroughs and the negotiations of a new evaluation process. The sub-headline “…. not much has changed in the teacher evaluation process” gives the impression that the district hasn’t taken any steps to improve the evaluation of employees. I’ll take this opportunity to let readers know MUCH has changed this year on the teacher evaluation process!
Case law allows a district to release non-tenured teachers without giving specific reasons (“not a good fit”). Indeed, this is the general practice in California districts. However, our Board of Education has placed a higher standard on administrators seeking to release non-tenured teachers. We have been directed by the Board to ensure that existing evaluation procedures be followed for ALL employees and that all employees being evaluated be given specific information regarding their performance.
Since last summer, the district and the Gilroy Teachers Association have been actively negotiating new evaluation standards. The new standards and process will be implemented next school year if they are ratified by August, 2005.
However, the district has not waited for our new contract language before improving our teacher evaluation process. Our current teacher contract has a good basic structure for evaluations but we enhanced several areas of the process. Training of administrative staff has been a major effort this year. Principals and assistant principals visited over 100 classrooms throughout the district and spent 30 hours in training in three main areas: 1) implementing our current evaluation procedures and timelines, 2) examining classroom observations and 3) giving specific feedback to teachers.
Obviously, MUCH has changed regarding employee evaluation this year. Improvements will continue next year, as well. Employees are a valued resource in Gilroy Unified and having a meaningful evaluation system in place is another way to demonstrate our commitment to retaining exemplary staff members!
Linda Piceno,
Assistant Superintendent Human Resources,
Gilroy Unified School District
