The UEA is committed to helping educators be successful in their career. That includes providing resources to navigate new evaluations that will eventually be tied to district salary schedules. The UEA is offering its member educators an evaluation toolkit, training sessions and other resources to help successfully master the new evaluations. For more information about the resources available in your school district, contact your local UniServ office.
About the New Evaluations
Significant changes to educator evaluations are currently underway in Utah. Both Utah State Board of Education (USBE) rule and Utah State code have been modified to address educator evaluation with the goal of improving educator effectiveness and instructional quality.
The Public Education Employment Reform Act of 2012, known as Senate Bill 64, requires a “valid and reliable” evaluation tool in each school district no later than 2015-16. The Utah State Office of Education (USOE) is working with several pilot school districts to develop a model evaluation system that meets requirements established in both USBE rule and state code. Districts can choose to adopt that system, adapt it with minor changes or develop their own system, so long as it meets the minimum requirements…read more
School districts must include the following minimum components in their educator evaluation system, although they can also choose to include other indicators beyond those listed:
- Observations of instructional and leadership quality;
- Evidence of student growth; and
- Parent and student input.
The weight given to each of these components is still to be determined by USOE and will be based on the results of the pilot.
According to the 2012 law, the evaluation system will categorize educators into one of four levels of performance. If an educator’s evaluation identifies performance that is in need of improvement they must be given a written document clearly identifying “specific, measurable and actionable deficiencies” and “the available resources that will be provided for improvement,” along with “a recommended course of action that will improve the educator’s performance.”
Beginning with the 2016-17 school year, an educator that receives the lowest level (“not effective”) on an evaluation may not advance on the salary schedule. An educator that receives the second-lowest level on an evaluation (“minimally/emerging effective”) may not advance on the salary schedule, unless that educator is provisional or in the first year of a new subject, grade level or school assignment.
No “Bell Curve”
Educators will receive a performance rating based on data from multiple evaluation components. There is no requirement, either in state code or USBE rule, that there be a certain number of educators rated in each category of performance ratings. In other words, there is no requirement for a “bell curve” distribution.
UEA Represents Educators
The UEA will continue to represent educators with the legislature, on USOE committees, and with the USBE. Count on local association leaders to also represent teachers at the district level.
If you have questions about the evaluation systems in your district, contact your local UniServ office. UEA Members may access the members-only site. (login required)