The mission of the Mount
Laurel Township School District is to prepare all children to be
successful citizens and workers in the 21st Century. As aligned with the
2004 revised New Jersey Core Curriculum Content Standards, this
includes educating students to read with comprehension, write clearly,
compute accurately, think critically, reason, discover, innovate,
collaborate, and use information to solve problems.
Evaluation of our professional staff directly relates to this mission.
Confirming excellence and providing support is critical to student
success. All teachers must have the pedagogy needed to meet all student
academic and emotional needs, content knowledge to support the NJ Core
Curriculum Standard requirements and a sense of their own efficacy and
professional needs. Our educational leaders need these same skills and
must also be able to translate visions and goals into actions, support
learning and teaching within their schools and respond to the affective
needs of students, staff, parents and community.
Evaluation data allows for the school system to make decisions about
how best support our staff and to achieve it's mission. Expecting,
maintaining and supporting high levels of competency in our educational
staff fosters a learning environment where all can achieve.
Teacher Evaluation System:
All certified staff in Mount Laurel Schools are formally evaluated at
least annually with teachers who have completed less than three full
years (non-tenured teachers) being formally evaluated a minimum of three
times per year. Evidence of teacher effectiveness is gathered from
many sources: formal and informal observations, monthly administrative
walk-through visitations, pre and post conferences during the formal
evaluation process, completion of the teacher's individual professional
growth plan and professional development hours and narrative reports.
This information is used to determine district-wide and school based
professional development programs and the support teachers need to
implement district curricula. It guides administrators in providing
individual assistance to novice teachers and ultimately helps determine a
teacher's assignment and continuing employment. A teacher's
performance data is used to determine the focus for his annual
professional development plan.
The formal evaluation program in Mount Laurel is based on researched
instructional "best practices", specific job descriptions and district
initiative implementation. It is conducted in is a three step process.
The administrator and the instructor hold a pre-conference during which
the teacher shares lesson plans and critical information about the needs
of the students. The principal or supervisor visits the classroom and
conducts a detailed observation taking note of the teaching strategies
used, classroom management and climate and student responses,
participation, behavior and engagement. This data is discussed with the
teacher at a post-conference and then is written in a narrative report
with copies sent to the teacher and personnel.
The annual review for
teachers is conducted at the end of each school year. It is a narrative
compilation of the information gathered from formal observations,
student academic success measures and the professional activities in
which the teacher was involved. An overall rating of PC=professional
competent, NI=need improvement or U=unsatisfactory is given at the end
of the report.