Licensed Personnel Performance Evaluation Act Case Study

Prior to 2010, the state of Colorado’s education system was using the Licensed Personnel Performance Evaluation Act, which was created in 1984. This evaluation system was based on probationary and non-probationary status for teachers. During a teacher’s first three years of employment by a school district, they were considered to be a probationary teacher and their contract was subject to non-renewal. A contract for a probationary teacher was for only one year at a time (Colorado 8). After a teacher had completed three years of employment and his or her contract was renewed for a fourth year, they were automatically in the non-probationary status and was no longer subject to certain conditions of employment and dismissal (LegiSource). According to Mary Biagini, Principal at Mesa View Elementary School, “Prior to this year, a teacher only had to be formerly evaluated once every three years.”
Slight changes had been made to the Act until 2010 when Senate Bill 10-191 was passed. This Bill reconstructed the way all educators (principals/assistant principals, teachers and specialized service providers) will be evaluated in Colorado with the ultimate goal of continuously supporting educators’ professional growth and in turn, accelerating student results. Like the previous Act, Licensed Personnel Performance Evaluation …show more content…
Part of the evaluation process is for each teacher to put together a Professional Growth Plan for the year. The teachers can either work individually, or they can work as a team. In determining what will be included in their plans, the teachers will self-assess and look for an area that they can improve on, or that they will gain knowledge from. Throughout the process, the teachers will meet as a team or as individuals with the principal to collect data and examine the results of their growth