Schools
LCUSD Announces Changes to Teacher, Manager Evaluations
In addition to a new method of evaluating teachers and managers, the district and the teachers' union recently agreed to a 2 percent increase to certificated salaries for the first time since 2006-07.
Members of the La Cañada Unified School District Governing Board have announced a series of changes to teacher evaluations, following negotiations with the local teacher's union.
LCUSD recently ratified a new agreement with the La Canada Teachers' Association (LCTA) that members believe "allows us to recognize excellence, and ultimately improves our service to our community and our students,'' according to an email from board member Andrew Blumenfeld's Eduation Action Committee.
Some of the major highlights include:
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Beginning with the spring semester of the 2013-2014 school year, LCUSD and LCTA will pilot an improved, multiple-measures teacher evaluation tool that takes into consideration a comprehensive set of metrics, advanced measures for formal observations and informal walk-throughs, survey data, peer feedback, student academic achievement, and professional performance of duties. Advancement through the salary schedule will be a function of successful evaluations.
Additionally, we have agreed to develop an appreciably compressed salary schedule, in order to ensure that movement along this schedule is a meaningful recognition of excellence, and not merely an automatic cost-of-living adjustment.
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Further, we are in the process of creating new "career positions," which would support administrators in the evaluation process's multiple measures, provide peer feedback in teaching practices, and designate teachers who will lead professional development across the staff. These positions would be appropriately compensated.
Finally, for the first time since 2006-07 the District has agreed to a 2 percent increase to certificated salaries.
"Our primary mission is to advance student learning, and there is no school-factor more important to this end than instructional excellence. It is critical that this is reflected in how we develop, nurture and reward outstanding performance. The steps outlined above keep La Cañada at the forefront of efforts to continue to attract, support, retain, and reward the most highly effective teachers,'' the email stated.
Additionally, the evaluation tool for management positions (i.e., principals, and district leadership) has been revised. A multiple-measures rubric has also been implemented for administrators, taking into account performance in student learning. Bonus opportunity will be based on the outcome of these annual evaluations.
"This milestone is an opportunity to celebrate the strong partnership among the district, our teachers and the community, without which this progress would not be possible,'' the email stated.
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