Description of Evaluation System
As part of the federal requirements for states receiving funding under Phase 2 of the State Fiscal Stabilization Funds Program, all school districts in New Jersey are providing information to the public on the procedures they use to evaluate teachers and principals.
The information presented below will help you understand Hillsborough Township School District's policies and procedures for evaluating principals, teachers and educational specialists such as librarians and counselors and principals and assistant principals.
Description of Principal and Assistant Principal Evaluation System
Evaluations of principals and assistant principals are formative, reflecting on the performance of the principal and are in narrative form. Tenured principals receive formal evaluations once per year with one annual review. Non-tenured principals are formally evaluated three times per year with one annual review.
The principal evaluation process includes:
- formal observation/visits
- school climate indicators
- principal self-evaluations
- principal work samples (e.g. communications with school community)
- documentation of completed teacher evaluations
- evaluator narratives
- evaluation conferences
- performance aligned to district goals
The principal evaluation embraces the district's mission statement, the Hillsborough Township Public School District is committed to providing a superior education for all students so they will lead us successfully and responsibly into the future, and promotes best practices by assessing such areas as:
- general administrative/supervisory duties
- recruitment, recommendation and assignment of personnel
- establishment and maintenance of learning climate
- evaluation of professional staff
- curriculum development and improvement
- effective use and maintenance of the school plant
- preparation and administration of school budget
- establishment and maintenance of a public relations program
- professional growth activities
- legal aspects of school operations
# of Principals meeting the district's criteria for acceptable performance | Number of principals in district | Percent of principals in district meeting these criteria |
16 | 16 | 100% |
Description of District Teacher Evaluation System, SY 2009-2010
The Hillsborough Township School District recognizes that the continuing evaluation of tenured and non-tenured teaching staff members is essential to the achievement of the educational goals of the district. The purpose of our program of evaluation is to promote professional excellence and improve the skills of tenured and non-tenured teaching staff members, improve pupil learning and growth, and provide a basis for the review of teaching staff member performance.
Tenured and non-tenured teaching staff members are evaluated against available indicators of pupil progress and growth indicated by improved work habits, peer relationships, test scores on teacher made and standardized tests, evident willingness to take increased academic risk and a marked lengthening of time-on-task commitment.
Classroom observations include criteria in two areas: lesson performance areas and professional performance areas. Procedures for the evaluation of tenured and non-tenured teaching staff members include:
- The collection and reporting of data that is appropriate to the job description and includes, as a minimum, the observation of classroom instruction;
- Observation conferences between the tenured and non-tenured teaching staff member and the evaluating supervisor;
- The preparation of individual professional development plans;
- The preparation by the supervisor of an annual written performance report, which includes the teaching staff member's performance areas of strength and weakness, an individual professional development plan developed by the staff member and the supervisor, and a summary of the results of formal and informal assessments of the staff member's pupils along with a statement as to how these pupil indicators relate to the effectiveness of the overall program and to the staff member's performance;
- The conduct of an annual summary conference between the supervisor and the staff member including a review of the member's performance, progress toward the objectives set forth in the professional development plan developed at the previous annual conference, pupil assessments, and growth toward program objectives, as well as the written performance report prepared by the supervisor.
The evaluation of non-tenured teaching staff members includes the observation and evaluation of each employee in the performance of his or her duties by an appropriate supervisor no fewer than three times during each school year, but not less than once during each semester, and one annual review evaluation. Tenured teachers are observed and evaluated once per year with one annual review evaluation.
The below numbers include all certified teachers as well as teachers fulfilling leaves of absence.
Hillsborough Township School District: Teacher Evaluation Results SY 2009-2010
Number of teachers meeting the districts criteria for acceptable performance | Number of teachers in district | Percent of teachers in district meeting these criteria |
772 | 807 | 95.6% |
Amsterdam Elementary School: Teacher Evaluation Results SY 2009-2010
Number of teachers meeting the districts criteria for acceptable performance | Number of teachers in school | Percent of teachers in school meeting these criteria |
55 | 56 | 98.2% |
Auten Road Intermediate School: Teacher Evaluation Results SY 2009-2010
Number of teachers meeting the districts criteria for acceptable performance | Number of teachers in school | Percent of teachers in school meeting these criteria |
120 | 125 | 96% |
Hillsborough Elementary School: Teacher Evaluation Results SY 2009-2010
Number of teachers meeting the districts criteria for acceptable performance | Number of teachers in school | Percent of teachers in school meeting these criteria |
57 | 58 | 98.2% |
Hillsborough High School: Teacher Evaluation Results SY 2009-2010
Number of teachers meeting the districts criteria for acceptable performance | Number of teachers in school | Percent of teachers in school meeting these criteria |
203 | 221 | 91.8% |
Hillsborough Middle School: Teacher Evaluation Results SY 2009-2010 Number of teachers meeting the districts criteria for acceptable performance | Number of teachers in school | Percent of teachers in school meeting these criteria |
135 | 142 | 95% |
Sunnymead School: Teacher Evaluation Results SY 2009-2010 Number of teachers meeting the districts criteria for acceptable performance | Number of teachers in school | Percent of teachers in school meeting these criteria |
46 | 46 | 100% |
Triangle School: Teacher Evaluation Results SY 2009-2010
Number of teachers meeting the districts criteria for acceptable performance | Number of teachers in school | Percent of teachers in school meeting these criteria |
51 | 52 | 98.2% |
Woodfern School: Teacher Evaluation Results SY 2009-2010 Number of teachers meeting the districts criteria for acceptable performance | Number of teachers in school | Percent of teachers in school meeting these criteria |
52 | 53 | 98.2% |
Woods Road School: Teacher Evaluation Results SY 2009-2010
Number of teachers meeting the districts criteria for acceptable performance | Number of teachers in school | Percent of teachers in school meeting these criteria |
53 | 54 | 98.2% |
Description of Principal and Assistant Principal Evaluation System
Evaluations of principals and assistant principals are formative, reflecting on the performance of the principal and are in narrative form. Tenured principals receive formal evaluations once per year with one annual review. Non-tenured principals are formally evaluated three times per year with one annual review.
The principal evaluation process includes:
- formal observation/visits
- school climate indicators
- principal self-evaluations
- principal work samples (e.g. communications with school community)
- documentation of completed teacher evaluations
- evaluator narratives
- evaluation conferences
- performance aligned to district goals
The principal evaluation embraces the district's mission statement, the Hillsborough Township Public School District is committed to providing a superior education for all students so they will lead us successfully and responsibly into the future, and promotes best practices by assessing such areas as:
- general administrative/supervisory duties
- recruitment, recommendation and assignment of personnel
- establishment and maintenance of learning climate
- evaluation of professional staff
- curriculum development and improvement
- effective use and maintenance of the school plant
- preparation and administration of school budget
- establishment and maintenance of a public relations program
- professional growth activities
- legal aspects of school operations
# of Principals meeting the district's criteria for acceptable performance | Number of principals in district | Percent of principals in district meeting these criteria |
16 | 16 | 100% |
