1. The Jordan Performance Appraisal System (JPAS) is designed to help educators in their continuing efforts to provide high quality instruction to all students.

2. Introduction
The JPAS is a teacher evaluation system dedicated to the recognition and development of professional teaching skills. The system is based on research about effective teaching and has been validated and shown to be a reliable measure of effective teaching behaviors.
The evaluation process encourages the professional development of all educators. The JPAS is designed to measure a variety of effective techniques and methods, rather than a single effective method. Educators are not forced to demonstrate every item included in the JPAS to attain a superior score. Teachers are free to use those effective techniques which match their teaching style. The most effective teachers will not demonstrate all the JPAS indicators during an observation.

3. Evaluation Timelines
The Utah Educator Evaluation Law (53a ) requires that provisional and probationary teachers be evaluated at least twice a year. Career educators in Uintah School District will be evaluated at least once every three years on a rotating basis.
This system has been designed to be compatible with the State law (Utah Code 53A /111), district policies and professional standards.

4. The Purposes of the JPAS are:
Ensure the valid and reliable monitoring of teacher performance
Facilitate professional development
Address the needs of educators whose performance is inadequate or in need of improvement
The primary purposes of JPAS are to ensure valid and reliable monitoring of teacher performance, facilitate professional development, and to address educators whose performance is inadequate or in need of improvement.

5. The Four Components of the JPAS are:
An Observation System
An Interview System
A Feedback Report
Professional Development Materials

6. The First Component is: The Observation System
The observation covers 49 indicators which are divided into the following three Domains:
Managing the Classroom – indicators 1-13
Delivering Instruction – indicators 14-38
Interacting with Students – indicators 39-49
Managing the Classroom looks at how a teacher manages student behavior, time and materials. This group is subdivided into three groups 1) Engaging Students in Learning, 2) Managing Student Behavior and 3) Managing Time and Routines.
Delivering Insturctions looks at how a teacher structures, presents and conveys knowledge and skills to students, it also examines how the teacher monitors the students’ acquisitions of those skills. Three subcategories within the domain divide the indicators into related groups. They are: Presenting Instruction, Developing Thinking Skills and Coaching Performance.
Interacting with Students looks at how a teacher encourages and supports student participation in class activities and how the teacher gives students feedback about their performance. Two subcategories within the domain divide the indicators into related groups. They are: Encouraging Participation and Providing Feedback.
These indicators are recorded on the inside of an Observation and Interview Form. The decision rules for the indicators are on pages 1-49 of the Domains Document.

7. A Complete Evaluation Includes:
Two unscheduled observations
Of at least 30 minutes of observable time each
Educators may request that an evaluator come back at another time to complete an observation once during an evaluation cycle.

8. The Second Component is: The Interview System
The purpose of the interview is to evaluate teaching skills not easily observed during a classroom observation
The Interview covers 12 indicators which are divided into the following two Domains:
Planning – indicators 50-56
Professional Growth and Responsibilities – indicators 57-61
The Planning Domain looks at how a teacher plans a course of instruction. It examines the development of learning objectives, planning varieties of learning activities to meet those objectives, assessing students’ progress and guiding their learning in meeting the objectives. Two subcategories within the domain divide the indicators into related groups. They are: Preparing Instruction and Structuring the Class.
The Professional Growth and Responsibilities Domain looks at how the teacher develops professional skills, builds productive community relationships and collaborates with colleagues. Two subcategories within the domain divide the indicators into related groups. They are: Enhancing Skills and Maintaining Relationships.
These indicators are recorded on the back of an Observation and Interview Form. Decision rules for the indicators are on pages of the Domains Document.

9. A Complete Evaluation Includes:
One interview which follows the two observations.
It is recommended that these interviews be held in the teachers’ classrooms or offices.

10. A JPAS evaluation is completed as follows:
Educators Oriented to JPAS Process
Pre-Observation
Notification
Administrators will notify educators of evaluation 1
working days prior to their
first observation
First Unscheduled
Observation
Data collected and recorded for Domains 1-3
Second Unscheduled
Observation
Data collected and recorded for Domains 1-3 (First & Second Observations to be completed within 15 working days, but not on the same day)

11. Professional Development Meeting
Interview
Data collected on Domains 4 & 5 (within 5 working days of completing last observation)
Data on Domains 1-5 scored and a JPAS Feedback Report is produced
Professional Development Meeting
Feedback report interpreted & discussed within 15 working days of receiving report
Goal Setting
Administrators are encouraged to let educators know during which six week period their evaluations will begin.

12. The Third Component is: The Feedback Report
The results of an evaluation are reported through the Feedback Report. These reports are individualized. The results are the compilation of the two observations and the interview.
The components of the Feedback Report Are:
A graphical representation of the total score and domain scores (employment decisions are based on the total score only)
A diagnostic section with information about the domains and their subcategories
A planning section for recording objectives

13. Scores are reported on the Feedback Report as occurring in one of two ranges. These are:
Met Standard: indicates a performance which has met the standards for successful teaching in Uintah School District
Does Not Meet the Standard: indicates a performance which does not meet the standard for successful teaching in Uintah School District

14. The Fourth Component is: The Professional Development Materials Manual
This is:
A companion to the measurement portion of JPAS
A set of activities and materials designed to help educators enhance their skills
Organized by the domains and their subcategories Activities are given for every indicator.
To be used in conjunction with the Feedback Report

15. What happens if your total score from an evaluation is in the Does Not Meet Standard Range?
You will get help

16. The Professional Development Process is as follows:
Professional Development Meeting
Total Score Does Not Meet Standard range
Set goals and activities
Use available resources
Prepare for second evaluation (to begin no sooner than 20 working days)
May be completed by another certified JPAS evaluator
Second Evaluation

17. Total Score Does Not Meet Standard range
Probation begins
Set goals and activities
Use available resources
Prepare for third evaluation (to begin no sooner than 20 working days)
May be completed by another certified JPAS evaluator
Third Evaluation
Total Score Does Not Meet Standard range
Possible
Termination

18. The Professional Development Materials
Resources available to teachers with total scores in the Does Not Meet Standard range include:
The Professional Development Materials
Assistance from a specially trained Consulting Educator
Assistance from your principal
District sponsored in-service classes

19. Monitoring
To maintain the validity and reliability of the system the following monitoring will be done:
Annual review of all evaluations completed by an administrator in comparison to other administrators in the District
Annual review of the performance of educators to identify potential changes needed in indicators or norms of the instrument
Once every four years and inter-rater reliability check will be completed on each administrator. This means some educators will have an independent evaluator complete two observations in their classroom. The results of these observations will not be reported to the teacher.

20. Evaluator Certification
Prior to completing a JPAS evaluation administrators must pass a certification course on the JPAS
Administrators must recertify in the use of the JPAS once every three years after their initial certification

21. Educator Evaluation and You
The Utah Educator Evaluation Law mandates that you:
Be evaluated with a reliable and valid evaluation consistent with generally accepted professional standards for personnel evaluation systems.
Be oriented to the evaluation process prior to being evaluated. This orientation should include information about the purposes and methods of the system used to evaluate you. You should receive a copy of the evaluation instrument at least 15 days prior to the start of your evaluation.
Receive personal notice of the evaluation process at least 15 days prior to your first evaluation.

22. Discuss with your administrator the written results of your evaluation (the JPAS Feedback Report) within 15 days of the completion of the evaluation process. Following the discussion (Professional Development Meeting) a copy of the evaluation shall be filed in your personnel file together with any related reports or documents. A copy of the evaluation and attachments will also be given to your.
Be allowed to make a written response to all or any part of the evaluation and have that response attached to the evaluation.
Have 30 days after receiving the evaluation results (the JPAS Feedback Report) to request a review of the evaluation.
Be assigned a mentor educator if you are a provisional teacher.

23. If your performance is inadequate (Total Score in the Does Not Meet the Standard range) or in need of improvement you will:
Be provided with a written document (the JPAS Feedback Report) clearly identifying deficiencies, the available resources for improvement and a recommended course of action that will improve your performance.
Be provided reasonable assistance to improve performance.

24. Have all written evaluations and recommendations regarding your evaluations during the contract year completed at least 60 days prior to the end of the contract year.
Have the obligation to be responsible for improving your performance by using the resources identified by the District and demonstrate acceptable levels of improvement in the designated areas of deficiencies.

25. Conclusion
The feedback you receive from a JPAS evaluation will give you recognition for the effective skills you use and aid in providing high quality instruction to all students.