The Board requires a program of comprehensive, performance-based evaluations for each
professional staff member it employs in order to ensure high-quality staff performance that improves
student achievement and enhances the instructional programs of the district. The evaluation shall
be ongoing and of sufficient specificity and frequency to provide for demonstrated standards of
competency and academic ability.
The primary purpose of a performance-based evaluation is to facilitate and improve employee
performance and instruction to enhance student learning. An effective evaluation system should
identify areas of teaching/administrative strength and weakness and provide direction for maintaining
and improving teacher/administrator skills through professional staff development activities. The
secondary purpose is to determine whether performance meets the degree of competency required
for continued employment.
Probationary teachers are minimally expected to perform at the expectation level on all criteria on
the district's performance-based evaluation instrument. Failure to maintain this level of performance
is a ground for nonrenewal.
The procedures and instruments for professional staff evaluation will be developed by the
administration, in consultation with the district's professional staff, and will be approved by the
Board. Teacher evaluation instruments must minimally reflect the standards listed in this policy.
One (1) copy of the completed evaluation form shall be given to the staff member concerned, one
(1) copy filed in the employee's personnel file at the office of the Board of Education and one (1)
copy retained by the appropriate administrator/evaluator.
The superintendent shall cause records to be kept which establish the dates appointments were made
and the status of the teacher in regard to permanent or probationary employment. Adequate methods
shall be established for evaluating teachers in regard to competency in light of the objectives and
goals of the school district and in accordance with state law. An individual personnel file shall be
kept for use by the school district in the central office. The personnel file shall contain copies of the
Summative Performance Record submitted by principals, and complete records of any cause for
termination, which would include dates, time, circumstances, and student or professional personnel
involved in any termination cause listed in state statutes.
All teachers in the Jefferson City School District shall:
1. Be knowledgeable of the content and prepared for instruction.
2. Keep current on instructional knowledge and explore changes in teaching behaviors that will
improve student performance.
3. Promote active participation and student success in the learning process.
4. Use various forms of assessment to monitor and manage student learning.
5. Communicate and interact with the community in a professional manner.
6. Effectively maintain student time on task.
7. Act as a responsible professional in carrying out the mission of the district.
* * * * * * *
In the event of a discrepancy between an administrative procedure and a Board policy, the Board
policy will take precedence.
Note: The reader is encouraged to check the index located at the beginning of this section
for other pertinent policies and to review administrative procedures and/or forms for
MSIP Refs: 6.5.2
Legal Refs: §§ 160.045, 168.128, .410, RSMo.
Jefferson City School District, Jefferson City, Missouri
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