- Personnel Due Dates and Reminders
- Harlan County Public Schools Certified Evaluation Plan, Harlan County Public Schools Certified Evaluation Plan Training Document
- Minimum Requirements for Evaluation: KRS 156.557, Kentucky Framework for Personnel Evaluation - 704 KAR 3:370
- Professional Standards for Educational Leaders (PSEL)
- Introduction to Kentucky PSEL for Growth and Evaluation, Kentucky PSEL Guidance for Growth and Evaluation (Provides PSEL Standards, Elements, Performance Levels, Critical Attributes and Examples)
- Harlan County Public Schools Classified Evaluation Plan, Harlan County Public Schools Classified Evaluation Plan Training Document
- Kentucky Framework for Teaching
- Kentucky Framework for Teaching: Specialist Frameworks for Other Professionals
- Specialists Frameworks: Guidance Counselors
- Specialists Frameworks: Instructional Specialists
- Specialists Frameworks: Library Media
- Specialists Frameworks: Speech Language Pathologists
- Specialists Frameworks: School Psychologists
Evaluations & Forms
- Appendix A: Individual Corrective Action Plan
- Appendix B: Teacher - Post Observation Template
- Appendix C: Teacher - Pre Observation Template
- Appendix D: Teacher - Summative Evaluation Form: Due April 15th ( ), April 30th ( )
- Appendix E: Principal - Performance Standards / Site Visit
- Appendix F: Principal - Mid-Year Performance Review
- Appendix G: Principal - Summative Performance Report: Due April 30th
- Appendix H: Principal - Definitions of Performance Levels
- Appendix I: Administrator - Formative (other than Principal/Asst. Principal)
- Appendix J: Administrator - Summative (other than Principal/Asst. Principal): Due April 30th
- Appendix K: Professional Growth Plan (PGP) - All Certified Staff: Due May 15th or within 30 days of hire for new employees.
- Appendix L: Peer Observation Document
- Appendix M: District Level Psychologist Formative
- Appendix N: District Level Psychologist Summative: Due April 30th
- Appendix O: Other Professionals Summative: Due April 30th
- Student Voice Survey Reports
- Certified: Certified non-renewals are due to the Superintendent by April 15th
- Note: Non-renewal notices will be hand delivered starting on April 30th. Principals should ensure that employee's recommended for non-renewal are made aware before this date.
The following implementation time table is to be used for overview purposes only and is NOT inclusive of all guidelines. Please review the Harlan County Public Schools Certified Evaluation Plan for additional dates and information:
- PGP - Completed by May 15th. New employees should complete within 30 days of hire.
- Student Voice Survey (ALL) - November-January (to be determined yearly during SVS window). Administered with the first class of the teachers day.
- Observations - May begin 30 days after the start of school or initial employment and the employee has received training on the district CEP and evaluation process. May begin earlier if deemed necessary by the evaluator. Should be completed 15 days prior to the due date of the summative evaluation.
- Pre and Post-Conferences - Pre-conferences are not required for mini-observations. Pre-conferences should be conducted at least 5 working days prior to a Formal observation. Post conferences are required within 5 working days after completion of all observations including mini.
- Summative Evaluations - Non-tenured and those tenured who are on a 1 year cycle – April 15th, Tenured (those on a three year cycle) and Administrators – April 30th.
- Observations may begin after the evaluation training takes place within 30 calendar days of reporting for employment.
- Non-tenured teachers and other professionals as well as teachers and other professionals on a one year cycle, shall have a minimum of one full observation and a minimum of three mini-observations annually. One of the mini-observations may be from a peer observer.
- Tenured teachers and other professionals who are on a three year cycle shall have a minimum of one full observation and a minimum of three mini-observations over the three year cycle, with the peer observation and summative observation in the summative year of the cycle. One of the mini-observations must be from a peer observer. Additional observations may be conducted if deemed necessary.
- Each principal will consult with the superintendent to determine the best format for documenting evidence of observations. Documentation may be recorded and maintained on hard copy (paper) or on the state approved electronic platform as directed by the superintendent.
- All peer observations will be documented on the “Harlan County Peer Observation Assurance Document” which shall be submitted to the principal/supervisor upon completion.
- Observations should be completed 15 days prior to the due date for summative evaluations.
- Summative evaluations should be submitted to the district evaluation contact prior to April 30th for tenured staff and administrators.
- Summative evaluations should be submitted to the district evaluation contact prior to April 15th for Non-tenured staff and staff on a corrective action plan.
- The following observation windows are recommended but are not mandatory: Window 1 – First day of School through September 30, Window 2 – September 30 – November 15 (Peer Observation), Window 3 – November 16 - December 31 (this window shall be extended to account for school closures due to inclement weather), Window 4 – January 1 – April 1 (non-tenured) April 15 (tenured)
- Late hires who are hired prior to the January 1st shall follow an amended observation schedule which includes four observation windows similar to the one above, with the observations spaced as equally as possible apart from the date of their hire until April 1st. One full and one peer observation must be included in this schedule.
- Late hires who are hired after January 1st shall have a minimum of one full and one peer observation.
Within the first 30 days of employment, all certified personnel shall have the Harlan County Evaluation Procedures explained to them. Each individual shall also be provided access to the evaluation instrument that will be used to evaluate their specific position.Formative Evaluation:
Formative evaluation is a continuous cycle of collecting evaluation information in order to provide feedback with suggestions regarding the certified employee’s professional growth performance.Summative Evaluation:
The summative report is a compilation of the formative evaluations and includes all evaluation data.Multiple Observations:
Evaluation with multiple observations as well as peer observation shall occur annually for each non-tenured certified employee (including those participating in KTIP). Multiple observations which include peer observations shall be conducted with a tenured, certified employee based on the Type and Length of Educator Plan for Tenured Teachers document/rubric.Professional Growth Plans:
- All teachers AND other professionals will collaboratively work with their evaluator in the completion of a Professional Growth Plan annually. The template should be completed in its entirety with on-going reflection and a summative reflection.
- The Professional Growth Plan should be completed on district approved forms by May 15th.
- If the employee is hired after May 15th, the Professional Growth Plan should be completed on district approved forms within 30 days of hire.
Opening Day Training's
Teacher Certification and Rank Changes
The Kentucky General Assembly, under KRS 161.048 has enacted alternative routes to teacher and administrator certification for persons who have demonstrated exceptional work and/or educational experiences. There are eight options for alternative teacher certification available through EPSB with Option 6 - University Based (sometimes referred to as ALT Cert.) and Option 8 - Teach for America (TFA) being the most popular within the Harlan County Public School District. For more information about these and other traditional and non-traditional pathways to initial certification, please visit Pathways to Teacher Certification. Our school district receives numerous questions and inquiries about the process for Alternative Certification Routes. The following is a summary of steps that candidates, colleges and our district take in order to hire someone under the Option 6 University-Based Alternative Certification Route.