American Federation of Teachers, Local #2260
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334 CENTRE ST., DALLAS 75208
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Support Employee Evaluation Policy Click Here. PDAS Check List Click Here. What does a poor evaluation mean?
What are my rights? PDAS Rebuttal--A model you can use Changes in the Teacher Evaluation Process

 

 

PDAS Appraisal Information

    Calendar is for all teachers (teacher of record and non-teacher of record), librarian, and athletic director

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The following is a Sample PDAS Rebuttal Format. 

This is a general guideline on preparing a PDAS response.

 

        M e m o              

         To:     Principal  _______________                                                                        

From:   Teacher  _______________

Date:     03/03/03

   Re:   Rebuttal to ___/____/____  PDAS Evaluation

Please be advised that I disagree that I am below in the following Domains l, II, III, IV, V, VI, and VIII of my PDAS. Listed below are the areas with which I disagree:

DOMAIN I; Active, Successful Student Participation in the Learning Process: 

     (3).  Critical Thinking/Problem Solving: 

     (4).  Self- Directed: 

DOMAIN II; Learner-Centered Instruction: 

    (1).  Goals & Objectives:

    (2).  Learner-Centered: 

    (3).   Critical Thinking & Problem Solving:    

    (5).   Alignment: 

    (7).   Value & Importance: 

    (8).   Appropriate Questioning & Inquiry: 

    (9).  Use of Technology:

DOMAIN III;  Evaluation & Feedback on Student Progress:

  (2).  Assessment & Instruction are aligned: 

DOMAIN IV; Management of Student Discipline, Instructional Strategies, Time & Materials: 

(1).  Discipline Procedures:

(4) .  Expectations for Behavior: 

(8).  Manages Time & Materials: 

DOMAIN V;  Professional Communication:

     (3).  Reluctant Students: 

     (4).  Written with parents, staff, community member & other professionals: 

     (5).  Verbal/non verbal with parents, staff, community members, & other

             professionals: 

      (6).   Supportive/Courteous: 

 DOMAIN VI; Professional Development:

 (1).  Campus/District Goals:

 (2).  Student Needs:

 (3).  Prior Performance Appraisal:

 (4).  Improvement of Student Performance: 

 DOMAIN VIII; Improvement of Academic Performance of All Students On the Campus (Based on Indicators in the AEIS): 

(1).  Align instruction:

(2).  Analyze TEKS/TAKS Data:

(3)  Appropriate Sequence:

 (4).  Appropriate materials:

(5)  Monitors Student Performance:

(6).  Monitors Attendance:

(7).  Student in At-Risk Situations:

(8).  Appropriate Plans for Intervention:

(9).  Modifies & Adapts: 

In summary, listed below are the areas which were violated by my appraiser:

(a)  Not observed for 45 minutes.

(b)  I was observed on a “no formal observation date,” according to the PDAS Appraisal

      Calendar.

(c)  My PDAS was backdated.

(d)  I had no Summative Conference, and I did not waive my right to my Summative

      Conference.

(e)  My PDAS was not signed by my appraiser.

(f)  There was no “start and ending time” reflected on my PDAS Evaluation

Because of the above-named violations, I am requesting that my PDAS be changed to an “Exceeds” PDAS Evaluation.  Again, I thank you for your time and attention to my PDAS Evaluation.  I look forward to discussing this further through my Summative Conference.  Please provide me with the “date and time” that I will be having my Summative Conference. 

Respectfully Submitted,

 

____________________________

                                  , Teacher

 

cc:  File

       Luis Tamez, Human Resources

       Alliance AFT

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1.  You must sign your PDAS Documents (whether you agree or not).

2.  You have 10 working days to do your rebuttal.

3.  Be brief in your explanations; “Just the facts Madam; Just the facts.”

4.  Use this format, as this is the easiest format for the Administrators to go right to the areas

     with which you disagree, etc.

5.  There are no short cuts to this document & only you (the teacher) can complete this

     document.  We, the Grievance & Legal Dept. can then edit this memo for you, but you

     must write it first.  Remember, you are the teacher & this is about your future raise, your

     future contract, if you even get another contract, etc.

 

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Professional Development Appraisal System - PDAS

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A Poor Evaluation Means:

No pay raise the next year.

A permanent record of your poor evaluation in your Campus and Personnel File.

You have the Right to Rebut:

A 45 minute Formal Observations

A PDAS walk-through reports

Other kinds of observation reports

Letters of Reprimands

Parent letters

Intervention Plans

Summative Annual Appraisal Reports

You have the Right to Document:

 

All the good things you do.

All the positive comments made to you by administration,

parents & colleagues.

You have Responsibilities:

 

To sign and date PDAS documents about you & to ask for a copy with your signature. ("I don’t agree.")

To file an Appeal of a Summative Appraisal Report within 15 working days of receiving the Report.

To submit Rebuttals/Documentation within 10 working days of receipt/occurence.

To ask for a second appraisal by another appraiser within 10 working days of receiving a Formal Observation Summary Report - or - a Summative Appraisal Summary Report.

To request an opportunity to review your campus file/PDAS file if you are concerned.

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P.D.A.S. Documentation Checklist

  • Review of Teacher Self-Report Form I (subsection 150.1003)
  • Completion of Teacher Self-Report Form II
  • Completion of Teacher Self-Report Form III
  • Copy of Formal Observation and Walk-throughs
  • Rebuttal of any third party information
  • Lesson Plans: documentation of engaged learning time,
  •                         successful learning time, critical thinking, problem solving,
  •                         self-directed activities, connections to learning, goals and
  •                         objectives, motivational strategies, alignment, pacing and
  •                         sequencing, value and importance, appropriate questioning,
  •                         technology, assessments, and reinforcement.
  •  Discipline management procedures/logs
  •  Parent contact/conference/phone logs
  • Attendance logs
  • Documentation of compliance with administration directives
  •  Student testing materials (TAAS, Stanford 9, ITBS, etc.)
  • All Professional Development certificates (CPE’s)
  •  Copies of all professional materials (magazines, etc.)
  •  Listing of campus activities (committees, PTA, sponsorships)
  •  Materials created for student success
  •  Classroom modifications for students in need (At-Risk)
  •  Assignment/testing modifications for students
  •  Documentation of monitoring students at-risk
  • Plans for intervention (students failing)

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Support Employee Evaluations

You must file an Appeal of the Overall Annual Evaluation Report within 15 working days of receiving the Report.

You have the Right to submit a Rebuttal to your Evaluation, whether it’s "Meets" or "Below" overall.

You should Sign your Evaluation, but you can also put, "I do not agree," next to your name.

You must always request a Copy of the Report with your signature.

A Poor Evaluation Means:

No pay raise the next year.

A permanent record of your poor evaluation in your Campus and Personnel File.

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Distributed by Alliance/AFT 

SUPPORT PERSONNEL

 

PERFORMANCE APPRAISALS REQUIRED

 

Using approved appraisal/evaluation instruments, an annual performance appraisal shall be completed each year by the employee's supervisor. Exact due dates will be announced at the beginning of the school year. The support employee performance appraisal/evaluation forms shall be used as a record following each conference. A copy of each completed form shall be provided to the employee.

 

The support employee appraisal/evaluation is a three phase process.

PHASE I - INITIAL REVIEW

 

The initial review is conducted at the beginning of the school year. This review is to clarify the evaluation process and review performance expectations. The review conferences shall be conducted within the first six weeks of the new school year.

PHASE II - MID- YEAR REVIEW

 

The mid-year review is designed to document the employee's performance deficiencies prior to the end of the year evaluation. Supervisors shall complete a mid-year review only for those employees whose performance is not acceptable. It shall rate how well the employee has performed as compared to performance expectations. The mid-year review allows the employee and supervisor to record agreed upon performance expectations and specific plans for the employee's improvement.

PHASE III - ANNUAL PERFORMANCE APPRAISAL

 

The annual appraisal instrument is a three part document. The rating shall best represent the level of performance during the entire appraisal period. The supervisor is encouraged to recognize exceptional performance with written communications and shall present supporting documentation for any "below expectations" rating.

APPRAISAL TERMS DEFINED

 

The terms "meets expectations" and "below expectations" shall be used to describe an employee's level of performance.

 

For purposes of this regulation, the term "below expectations" shall be used in relation to deficiencies in job-related performance. Performance probation shall be known as "performance observation." "Probation" shall be used in relation to deficiencies in conduct that may lead to a recommendation for termination. [See DCD(REGULATION)]

PERFORMANCE BASED PAY INCREASES

 

The overall work performance rating of an employee will be the basis for awarding pay increases. The annual appraisal shall constitute the overall performance rating for the year. The Board will approve specific plans for applying pay increases in accordance with this regulation.

BELOW EXPECTATIONS RATING: PERFORMANCE OBSERVATION

At any time during the school year, the supervisor may conduct a conference with any employee and inform the employee, in writing, that an interim "below expectations" rating for performance is being given. The employee is advised that the rating places him or her on performance observation status, which is a form of probation.

 

The supervisor shall accompany the rating with specific prescriptions for correcting each deficiency in the employee's performance. The employee shall be required to make the job-related adjustment.

INTERIM PERFORMANCE EVALUATION

Employees shall not be allowed to appeal a "below expectations" interim rating. An interim "below expectations" rating shall not be a basis for denying a salary increase or make an employee ineligible to receive a stipend in any program.

DURATION OF BELOW EXPECTATIONS

A "below expectations" evaluation given at any time shall remain in effect for up to six work weeks unless another rating removes or changes that evaluation.

SIX-WEEK PERFORMANCE OBSERVATION

The supervisor shall prepare another instrument within a six work-week period of time. The supervisor shall have one of the following options:

  1. Change the "below expectations" rating to a higher rating, which removes probation and acknowledges that the deficiencies have been corrected.
  1. Continue the "below expectations" probationary status for further observation for another period of up to six work weeks unless another rating removes or changes the evaluation.

OVERALL RATING REPORT FOR THE YEAR

Following the required performance appraisal, one copy of the employee overall rating report form shall be forwarded to the assistant superintendent for human resource services. The employee's annual performance appraisal shall be the employee's overall rating for the entire school year. Refusal of the employee to sign the overall rating report form shall not invalidate it. Such refusal, if it occurs, shall be noted by the evaluator(s) in the space provided for the employee's signature.

 

The submission of the overall rating report form does not preclude further observation of the employee and the issuance of a "below expectations" rating for job performance.

STATUS OF COMPENSATION - EVALUATION

An employee who has received an overall "below expectations" evaluation for a school year shall not receive a wage or salary increase for the ensuing school year, or be eligible to receive any stipend(s) subject to the following appeal procedure.

PROCEDURE FOR GRIEVANCE

The grievance procedure is available with respect to the merits of any performance ratings or evaluations. [See DGBA]

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