book aaps policies & regulations section 4000: human resources … · 2020-01-15 · book aaps...

Book AAPS Policies & Regulations

Section 4000: Human Resources

Title Placement of Teachers

Number 4800

Status DRAFT

Legal MCL §423.215(3)G).

The Superintendent or designee shall determine teacher placement based on qualifications (asdefined by the District, which shall include but not be limited to state and federal requirements such ascertification, highly qualified requirements, endorsements, etc.), the academic needs and best interest ofDistrict students, and the District's educational program. At all times, the District shall strive to place themost effective and qualified teachers in assignments aligned with student and District needs.

Decisions about teacher placement, and the impact of such decisions on the individual teacher or thebargaining unit, shall not be the subject of any terms or conditions within a collective bargainingagreement between the District and a collective bargaining representative of such teachers.

The Superintendent or designee may develop and adopt administrative regulations related to teacherplacement.

This policy supersedes all other policies on this issue.

Last Modified by Amy Osinski on May 13, 2015

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Title Performance Evaluation Systems

Number 4810

Status DRAFT

Legal MCL 423.215(3)(!)

MCL 38.93, as amended by Public Acts 100, 101 and 102, effective July 19, 2011

MCL 38.83a

MCL 380.1248

MCL 380.1249, as amended by Public Act 257, effective June 30, 2014

The Ann Arbor Public Schools is responsible for the employment and supervision of all personnel. TheDistrict shall comply with Section 1249 of the Revised School Code, as amended from time to time,which mandates the inclusion of certain components within the District's performance evaluation system for teachers and school administrators who are regularly involved in instructional matters.

Pursuant to Section 1249, the District shall:

Adopt and implement for all teachers and school administrators a rigorous, transparent,and fair performance evaluation system.

Evaluate the job performance of teachers and administrators using multiple rating categoriesthat take into account data on student growth as a significant factor.

Provide timely and constructive feedback to teachers and administrators regarding their jobperformance.

Establish clear approaches to measuring student growth and provide teachers and schooladministrators with relevant data on student growth.

Use the evaluations to inform its decisions on: the effectiveness of teachers and school administrators; promotion, retention, and development of teachers and schooladministrators, including providing relevant coaching, instructional support, and professional development; whether or not to grant tenure or full certification to teachers and schooladministrators; removing ineffective tenured and untenured teachers and schooladministrators.

The District shall also comply with the requirements of the Michigan Teachers' Tenure Act with respect tothe evaluation of teachers, as applicable.

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Decisions regarding the development, content, standards, procedures, adoption, and implementation ofperformance evaluation systems, and decisions about the content of performance evaluation systems,and the impact of such decisions on the individual employee or the applicable bargaining unit, shall notbe the subject of any terms and conditions within a collective bargaining agreement between the Districtand a collective bargaining representative of its employees.

The Board of Education delegates to the Superintendent or designee, the responsibility for takingappropriate action, including developing administrative regulations as needed, to adopt and implement arigorous, transparent, and fair performance evaluation system in compliance with Section 1249.



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Title Teacher Discipline, Demotion, or Dismissal

Number 4820

Status DRAFT

Legal MCL §423.215(3)(m

MCL §§38.71-191

Teachers whose employment is regulated by the provisions of MCL §§38.71 through 38.191, inclusive,shall be disciplined, demoted or dismissed only for a reason that is not arbitrary or capricious.

The Superintendent or designee shall ensure that decisions regarding the discipline, demotion anddismissal of teachers whose employment is regulated by MCL §§38.71 through 38.191 are consistentwith this policy and the legal authority cited above.

Decisions about the development, content, standards, procedures, adoption and implementation of apolicy regarding discharge or discipline of a teacher, or the impact of those decisions on an individualteacher or the bargaining unit, shall not be the subject of any terms and conditions within a collectivebargaining agreement between the District and a collective bargaining representative of its employees.

The Superintendent or designee may develop and adopt administrative regulations that detail thestandards or procedures for the discipline, demotion, and/or dismissal of teachers subject to thispolicy.

This policy is applicable to teachers and school administrators whose employment is subject to section 1of article l of the Michigan Teachers' Tenure Act.



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Title Layoff and Recall of Teachers

Number 4830

Status DRAFT

Legal Public Act 103 of 2011/Section 423.215(3)(1).

Public Act 102 of 2011 I Section 380.1248 of the Revised School Code; Public Act 103of 2011/Section 423.215(3)(k)

When conducting a staffing or program reduction or any other personnel determination resulting in theelimination of a position, when conducting a recall from a staffing or program reduction, or in makingany other personnel determination resulting in the elimination of a position, or in hiring after a staffing orprogram reduction, or any other personnel determination resulting in the elimination of a position, theBoard of Education shall ensure that such decisions are based on retaining effective teachers. Effectiveness shall be measured by the performance evaluation system under section 1249 of theMichigan Revised School Code and shall be made based on the following factors:

(i) Individual performance, which shall be the· majority factor in making suchdecisions and which shall consist of but not be limited to all of the following:

(A) Evidence of student growth, which shall be the predominant factor inassessing an employee's individual performance.

(B) The teacher's demonstrated pedagogical skills, including at least a specialdetermination concerning the teacher's knowledge of his or her subject areaand the ability to impart that knowledge through planning, delivering rigorouscontent, checking for and building higher-level understanding, differentiating, andmanaging a classroom, and consistent preparation to maximize instructional time.

(C) The teacher's management of the classroom, manner and efficacy ofdisciplining pupils, rapport with parents and other teachers, and the ability towithstand the strains of teaching.

(D) The teacher's attendance and disciplinary record, if any.

(ii) Significant, relevant accomplishments and contributions. This factor shall bebased on whether the individual contributes to the overall performance of theschool by making clear, significant relevant contributions above the normal

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expectations or an individual in his or her peer group and having demonstrated arecord of exceptional performance. (iii) Relevant special training. This factor shall be based on completion of relevanttraining other than the professional development or continuing education that isrequired by the employer or by state law, and integration of that training into instruction in a meaningful way.

A teacher who has been rated as ineffective under the performance evaluation system shall not beretained over a teacher who has been rated as minimally effective, effective, or highly effective underthe performance evaluation system. Probationary teachers rated as effective or highly effective shall not be displaced by a teacher oncontinuing tenure solely because the other teacher has continuing tenure. Except as otherwise provided within this policy, length of service or tenure status shall not be a factor ina personnel decision subject to this policy. However, if that personnel decision involves two or moreemployees and all other factors distinguishing those employees from each other are equal, then lengthof service or tenure status may be considered as a tiebreaker. Decisions regarding the development, content, standards, procedures, adoption and implementation of this policy and its administrative regulations, and the impact of those decisions on an individualemployee or the bargaining unit, shall not be the subject of any terms and conditions within a collectivebargaining agreement between the District and a collective bargaining representative of the bargainingunit. This policy is applicable to all District employees, teachers and administrators, whose employment issubject to the Michigan Teachers' Tenure Act, as defined within section 1 of article 1 of the Act. The Superintendent or designee may develop and adopt administrative regulations consistent with thispolicy, as needed.



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book aaps policies & regulations section 4000: human resources … · 2020-01-15 · book aaps...

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