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From YouTube: Professional Evaluation Process 2022-2023
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A
A
Here
at
the
central
office,
the
professional
personnel
and
do
our
required
evaluation
training
via
video,
so
Lily
has
so
graciously
agreed
to
do
this
for
us
and
we're
going
to
get
started
and
we're
going
to
be
looking
at
policy
5310
with
West
Virginia
Board
of
Education,
and
then
our
own
Cabell
County
policy
1530..
So
why
are
we
doing
this?
Why
do
we
need
this
annual
evaluation
training?
So
one
of
the
reasons
that
we
do
it
is
that
we
want
to
promote
a
professional
growth
in
all
of
us
that
advances
our
students
in
their
learning.
A
So
those
of
you
that
may
have
not
been
in
the
training
previously
in
previous
years.
Those
administrator
positions
include
our
assistant,
superintendents,
our
executive
directors,
our
directors,
managers,
supervisors
and
coordinators
for
the
professional
support
positions.
Those
include
our
academic
specialists,
our
IEP
compliance,
Specialists,
social
workers,
School
nurses,
School
psychologists,
attendance,
Specialists,
accountants
and
any
other
professional
positions
that
we
may
have
a
lot
of
those
the
professional
support
positions
are
housed
upstairs
on
the
second
floor,
so
we
include
the
School
nurses
with
this,
even
though
they
receive
a
separate
training
for
School
nurses.
A
Theirs
is
a
little
bit
more
specialized
all
right.
So,
let's
get
in
to
the
policy
here
and
review
a
few
things
before
I
show
you
the
forms
and
talk
about
a
couple
of
other
things.
So
we
have
to
have
a
minimum
of
one.
Written
evaluation
per
year
has
to
be
conducted
by
your
immediate
supervisor,
and
we
have
to
have
mutually
established
goals
set
by
November,
1.
and
in
policy.
It's
really
important,
it
just
doesn't
say
just
establish
these
goals.
A
It
says
they
have
to
be
mutually
established,
so
it
has
to
be
between
you
and
your
supervisor.
You
should
be
having
a
little
meeting
and
sitting
down
and
going
over
the
goals
that
you
want
to
have
in
place
that
you're
working
on
for
this
year
so
and
those
goals
are
not
meant
to
be
cumbersome
when
you're
filling
out
this
form,
which
we'll
refer
to
in
a
minute.
A
So
what
we've
set
up
we've
just
basically
set
an
easy
way
to
remember
that
is
doing
it
a
semester,
and
that
way,
you
can
just
kind
of
visit
and
have
a
discussion
with
your
supervisor
to
see
how
you're
doing
with
those.
So
the
final
evaluation
conference
will
be
held
by
June
30th
with
your
supervisor
and
that's
a
narrative
description
of
what
you
have
completed
and
you're
working
towards
your
goals
for
this
past
school
year.
A
Once
you
have
met
with
your
supervisor
and
signing
off
on
the
evaluation,
I
want
to
be
sure
that
everybody
understands-
and
we've
said
this
in
the
past,
through
policy
that
signing
off
on
the
evaluation
doesn't
mean
you
agree
with
it.
It
just
means
that
you
and
your
supervisor
that
you
reviewed
it.
If
you
are
disputing
some
things
on
the
evaluation,
the
final
evaluation-
you
can
add
the
addendum-
and
you
have
up
to
five
days
after
receiving
that
five
working
days
to
do
that.
A
Also,
it's
important
to
note
when
we're
working
on
these
evaluations
throughout
the
year
when
you're,
working
with
your
towards
your
goals,
that
you
are
maintaining
at
portfolio
policy
against
states
that
we
are
to
maintain
a
portfolio
to
demonstrate
our
progression
of
our
goals.
I
know
a
lot
of
people
will
simply
keep
like
for
lack
of
a
better
term
like
a
scrapbook
of
just
keeping
things
in
a
binder
or
some
people
take
it
to
the
next
level
and
they
keep
it
online.
A
53
10
states
that
the
plan
shall
designate
how
the
central
office
person
will
meet
the
standards
in
doing
that,
and
it
spells
out
for
us
that
there
are
steps
that
we
need
to
take
with
these
Improvement
plans
number
one.
We
have
to
identify
the
deficiency
or
the
deficiencies
that
the
person
is
having
trouble
with.
We
have
to
have
a
specific
corrective
action
plan
to
help
remediate.
Those
there
has
to
be
a
time
frame
for
monitoring
that
as
well
as
a
deadline,
these
Improvement
plans.
A
They
can't
go
past
an
18-week
timeline
as
per
policy
and
then
with
the
Improvement
plan.
We
have
to
include
resources
that
have
to
be
described
in
the
plan
and
helping
to
correct
those
deficiencies,
and
then,
once
the
employee
has
successfully
corrected
the
deficiencies
and
continue
to
meet
the
standards,
they
have
to
continue
to
meet
the
standards,
because,
if
they
don't
and
they
regress
back,
that
could
lead
to
grounds
for
termination.
A
A
So
now
that
we
have
a
general
overview
of
the
central
office
staff
evaluation
procedures
and
how
they
pertain
to
each
of
us
in
our
roles.
Let's
look
at
the
evaluations
for
both
administrators
and
for
support,
support,
professional
personnel,
so
both
will
complete
the
mutually
established
goals
form
and,
as
you
can
see,
from
the
established
School
form.
This
is
again
like
I
stated
earlier.
It's
not
meant
to
be
anything
to
go
into
a
lot
of
paperwork
with
this.
We
really
only
need
to
be
including
two
or
three
goals
that
we
can
work
on.
A
Two
is
absolutely
fine,
but
make
sure
that
you
are
doing
this
with
your
supervisor
that
it's
mutually
it's
a
conversation
that
you're
having
with
your
supervisor
in
order
to
determine
which
way
you
want
to
go
with
this
with
this
year.
The
First
Column
is
where
you're
going
to
list
your
goals,
your
objectives
for
the
year.
A
So
for
the
final
evaluation
for
the
for
the
professional
support
as
well
as
the
administrators,
we
have
separate
forms
for
the
mutual
established
goals.
We
use
one
form
for
both
for
the
administrators
as
well
as
the
professional
support,
but
when
we
get
to
the
final
evaluation,
that's
where
things
change
a
little
bit,
so
the
administrators
form,
as
you
can
see
there,
it
references
our
Cabell
County
policy,
1530
for
administrators
and
in
this
area
we
have
the
administrator
areas
of
instructional
leadership.
A
We
have
purpose
and
Direction
educational
value,
our
cognitive
skills,
leadership,
quality
enhancement,
organization,
Communications
and
Technology
standards.
All
of
these
will
be
reviewed
with
you
before
the
prop
when
you're
having
your
conversation
when
you're
establishing
your
goals
with
your
supervisor.
These
are
the
areas
that
you're
going
to
be
working
through
and
that
you
can
write
your
goals,
your
mutually
established
goals
from
in
each
of
these
areas.
A
There
are
ratings
that
in
which,
at
the
End
by
the
June
30th
deadline,
when
we
do
our
final
evaluations,
we're
rated
and
those
ratings
include
exemplary
State,
Standards
meet
standards
and
then
unsatisfactory,
and
it's
important
to
note,
with
the
Improvement
plan
that
I
discussed.
If
any
of
us
fall
to
the
unsatisfactory
area
of
a
rating,
then
that's
when
the
Improvement
plan
would
be
taking
place
so
with
professional
support.
A
A
Once
you
have
received
this
evaluation
form
and
you've
signed
it,
it
doesn't
mean
you're
agreeing
to
it,
even
though
I
would
think
we
would
agree
if
it's
a
really
good
evaluation.
But
if,
if
there
are
things
on
here
that
are
concerning,
you
are
assigning
it
to
say
that
you've
received
it,
and
then
you
add
the
addendum
five
days
after
you
receive
that
up
to
five
working
days
in
order
to
obtain
a
copy
of
these
forms
that
you're
going
to
be
completing.
A
They
are
on
our
Cabell
County
Schools
website,
and
you
can
go
to
the
employee
tab
under
the
employee
resources
and
school
forms.
It
says
if
you
valuation
forms
and
I
will
also
have
a
copy
of
a
PowerPoint
for
you
to
refer
to
in
case
you
should
have
any
questions.
As
always,
my
door
is
open.
If
you
have
additional
questions
from
any
of
this,
please
feel
free
to
contact
me
there
at
the
office.
Thank
you.