Pennsylvania Code › Title 22 - EDUCATION › Part XVI - Standards › Chapter 351 - TEACHER TENURE HEARINGS › RATINGS › Section 351.21 - Rating form

Current through Register Vol. 54, No. 28, July 13, 2024
The following rating form has been promulgated under this
					 chapter:
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					 view image
STANDARDS FOR USE OF DEBE-333
EMPLOYE DEFINITIONS*
The term professional employe shall include those who are
					 certificated as teachers, supervisors, principals, assistant principals,
					 vice-principals, directors of vocational education, dental hygienist, visiting
					 teachers, home and school visitors, school counselors, child nutrition program
					 specialists, school nurses, school librarians and school secretaries, the
					 selection of whom is on the basis of merit as determined by eligibility
					 lists.
The term temporary professional employe shall mean any
					 individual who has been employed to perform for a limited time the duties of a
					 newly created position or of a regular professional employe whose service has
					 been terminated by death, resignation, suspension or removal.
The term employe used only hereafter shall refer to both
					 temporary professional and professional employes.
RATING OF TEMPORARY PROFESSIONAL
					 EMPLOYE**
A temporary professional employe must be notified as to the
					 quality of service at least twice a year. No such employe shall be dismissed
					 unless rated as unsatisfactory and notified in writing of such unsatisfactory
					 rating within 10 days after the unsatisfactory rating. A temporary professional
					 employe whose work has been certified by the district superintendent or an
					 intermediate unit executive director to the secretary of the school district,
					 during the last four (4) months of the second year of such service, as being
					 satisfactory shall thereafter be a professional employe within the meaning of
					 this article. The attainment of this status shall be recorded in the records of
					 the board and written notification thereof shall be sent also to the employe.
					 The employe shall then be tendered forthwith a regular contract of employment
					 as provided for professional employes.
DESIGNATED RATER***
It shall be the duty of the board of school directors to
					 cause to be established a permanent record system containing ratings for each
					 professional employe within the district and copies of all his/her ratings for
					 the year shall be transmitted to the employe upon his/her request; or if any
					 rating during the year is unsatisfactory copy of same shall be transmitted to
					 the professional employe concerned. No... employe shall be dismissed unless
					 such rating records have been kept on file by the board of school
					 directors.
MAINTENANCE OF RATING RECORDS****
It shall be the duty of the board of school directors to
					 cause to be established a permanent record system containing rat- ings for each
					 professional employe within the district and copies of all his/her ratings for
					 the year shall be transmitted to the employe upon his/her request; or if any
					 rating during the year is unsatisfactory copy of same shall be transmitted to
					 the professional employe concerned. No . . . employe shall be dismissed unless
					 such rating records have been kept on file by the board of school
					 directors.
_______________
* See Section 1101 (1) and (3) of the Public School Code of
					 1949, as amended.
** See Section 1108 of the Public School Code of 1949, as
					 amended.
*** See Section 1123 of the Public School Code of 1949, as
					 amended.
**** See Section 1125(a) of the Public School Code of 1949,
					 as amended.
Note: . . . The word professional has been deleted to be
					 consistent with the employe definitions.
GENERAL RATING
1. Designated rater shall use this rating
				  card for each and every official employe rating.
2. The designated rater will place his/her
				  signature in the block provided for either the satisfactory or unsatisfactory
				  rating at the top of the card.
3.
				  Professional employes shall be rated a minimum of once each year.
4. Due consideration shall be given in the
				  rating process to the following factors: professional assignment, intellectual
				  level of students and learning/behavioral problems which might affect
				  professional performance and factors over which the professional has
				  control.
5. Using the descriptors
				  listed in each category on the card, the rater will attach a numerical value to
				  the employe's performance in each of the four categories-Personality,
				  Preparation, Technique and Pupil Reaction-to a maximum numerical value of 20
				  points per category. The aggregate numerical value will not exceed 80 points
				  when adding the four categories.
6.
				  The final numerical rating for each category will appear in the designated
				  block at the bottom of each category column. The total numerical score of the
				  four categories shall be placed in the rating box.
7. Descriptors in each category shall not be
				  weighted. The objective is to substantiate the numerical score with anecdotal
				  records using the descriptors simply as guides.
8. A rating in any category of less than 20 points shall be
				  substantiated by anecdotal records and discussed with the employe.
9. A copy of the rating shall be provided to
				  any employe upon request.
DETAILED APPRAISAL FOR UNSATISFACTORY
					 RATING
1. When an unsatisfactory
				  rating in any major category I, II, III or IV is given an employe, the rater
				  must place a check in the block opposite that category designation.
2. It is possible that a gross deficiency in
				  a single category might be sufficiently serious to warrant a total rating of
				  unsatisfactory.
3. Wherever an
				  unsatisfactory rating is given, each such recorded rating must be stated and
				  the specific circumstances supported by anecdotal records. The records must
				  include specific details of evidence likely to be important in the event the
				  services of an employe are to be discontinued.
4. Two consecutive unsatisfactory ratings of a professional
				  employe are necessary to support a dismissal on the grounds of
				  incompetency.
SUSPENSION AND NUMERICAL WEIGHTING
When the number of employes within the district must be
					 reduced, the intermediate unit executive director or district superintendent
					 shall follow the procedures in Section 1125 of the Public School Code of 1949.
					 In accordance with standards and weighting incorporated in this card, seniority
					 is to be added to the rating only when a substantial difference exists in the
					 ratings of those considered for suspension. Seniority will be given the weight
					 of one point for each year of service in the school district of current
					 employment to a total not to exceed 20 points.