Policy GCN

Every employee of the Lynchburg City School Board staff is evaluated on a regular basis at least as frequently as required by law.

The Superintendent assures that cooperatively developed procedures for professional staff evaluations are implemented throughout the division and included in the division's policy manual. The results of the evaluation are in writing, dated and signed by the evaluator and the person being evaluated, with one copy going to the central office personnel file and one copy to the person being evaluated.

The primary purposes of evaluation are:

  • to optimize student learning and growth;
  • to contribute to the successful achievement of the goals and objectives of the division’s educational plan;
  • to improve the quality of instruction by ensuring accountability for classroom performance and teacher effectiveness;
  • to provide a basis for leadership improvement through productive performance appraisal and professional growth;
  • to implement a performance evaluation system that promotes a positive working environment and continuous communication between the employee and the evaluator that promotes continuous professional growth, leadership effectiveness, improvement of overall job performance and improved student outcomes; and
  • to promote self-growth, instructional effectiveness, and improvement of overall professional performance.

The procedures are consistent with the performance objectives included in the Guidelines for Uniform Performance Standards and Evaluation Criteria for Teachers and the Guidelines for Uniform Performance Standards and Evaluation Criteria for Principals. Evaluations include student academic progress as a significant component and an overall summative rating. Teacher evaluations include regular observation and evidence that instruction is aligned with the school’s curriculum. Evaluations include identification of areas of individual strengths and weaknesses and recommendations for appropriate professional activities.

Any teacher whose evaluation indicates deficiencies in managing student conduct may be required to attend professional development activities designed to improve classroom management and discipline skills.

If a teacher's performance evaluation during the probationary period is not satisfactory, the School Board shall not reemploy the teacher.

Adopted: June 17, 2014
Revised: June 5, 2018

Legal Refs.:

Code of Virginia, 1950, as amended, §§ 22.1-70, 22.1-78, 22.1-294, 22.1-295,
22.1-303, 22.1-253.13:5, 22.1-253.13:7 and 22.1-276.2.

Guidelines for Uniform Performance Standards and Evaluation Criteria for
Teachers (Virginia Board of Education as revised July 23, 2015)
(http://www.doe.virginia.gov/teaching/performance_evaluation/guidelines_ups_ev
al_criteria_teachers.pdf
).

Guidelines for Uniform Performance Standards and Evaluation Criteria for
Principals (Virginia Board of Education as revised July 23, 2015)
(http://www.doe.virginia.gov/teaching/performance_evaluation/guidelines_
ups_eval_criteria_principals.pdf
).

Cross Ref.:

CBG Evaluation of the Superintendent
CCG Professional Staff Probationary Term and Continuing Contract