The Board of Education (“Board”) is committed to giving each student what they need to reach their fullest potential, including access to employees who are regularly evaluated on their job performance and given the opportunity to grow professionally. Evaluation is a continuing process in which the administrative, professional, and support employees and the respective supervisors cooperatively identify strengths and weaknesses in an individual's job performance. The purpose of this policy is to define the process by which the School District of Philadelphia (“District”) will evaluate Professional Employees and Temporary Professional Employees. These Eevaluations shall be used to assess and improve performance, encourage professional growth, promote positive behavior, and facilitate attainment of dDistrict goals and objectives.

Professional Employee: A professional employee is 1) a classroom teacher who provides direct instruction to students related to a specific subject or grade level, 2) a non-teaching professional who provides services other than classroom instruction or is an educational specialist, and 3) principals, assistant principals, vice principals, directors of career and technical education and supervisors of special education. [2]

Temporary Professional Employee: Non-tenured classroom teachers or non-tenured non-teaching professionals. [2]

As required by the Pennsylvania Public School Code, the Board The School Reform Commission shall approve plans for regular, periodic evaluations of administrative, pProfessional and support eEmployees and Temporary Professional Employees, as defined by the Pennsylvania Public School Code, consistent with law, applicable administrative compensation plans, individual contracts, collective bargaining agreements, and SRC Board resolutions. Central office administrative staff are not covered by this policy. [1][2]

The Board directs the Superintendent or their designee shall to develop plans for the evaluation of district Professional Employees and Temporary Professional Employees and shall to review ensure the at evaluation plans are reviewed periodically and updated as necessary.

Evaluations shall be performed by the Superintendent or by an assistant administrator, supervisor, or principal who has supervision over the work of the employee being evaluated and is designated by the Superintendent to perform the evaluation.

Evaluation plans shall:

1. Be clear and unambiguous in intent and language.;
2. Establish objectively reasonable standards.;
3. Apply in a consistent and uniform manner to all employees in the same class.; and
4. Place emphasis on the identification and development of the knowledge, skills, and attitudes which improve employee competency.

Ratings shall be performed by or under the supervision of the chief school administrator or, if so directed by the chief school administrator, by an assistant administrator, a supervisor, or a principal who has supervision over the work of the Professional Employee or Temporary Professional Employee being rated, except that no unsatisfactory rating shall be valid unless approved by the chief school administrator. [3]

Efforts shall be made to involve the employee in developing specific performance goals and methods for attaining such goals, to the greatest extent possible.

Findings of an evaluation shall be objective and shall cite observable and verifiable data.

The evaluation plan for pProfessional Eemployees and Ttemporary Pprofessional Eemployees shall comply with the law and utilize the appropriate state-approved rating form or an alternative rating tool approved by the SRC Board and the Pennsylvania Department of Education. [1][2][4]

All completed evaluation materials shall be confidential and disclosed only as the law may provide permits. [5][6][7]

1. 24 P.S. 11-1108
2. 24 P.S. § 11-1101
3. 24 P.S. 11-1138.9
4. 24 P.S. 11-1138.7
5. 65 P.S. § § 67.101—67.3104
6. 43 P.S. §1331, et seq.
7. Policy 234 - Personnel Files