POLICY 143
Staff Supervision Policy
LHCS Statement of Purpose
"We believe it is our responsibility as Christians to raise children in the light of God's Word. The education of children must be Christ-centered, equipping them to become responsive disciples of Christ who seek the will of the Lord in all aspects of life."
LHCS Mission Statement
"For the children of Christian parents, Laurentian Hills Christian School provides Christ-centered quality education to the whole child in a supportive, loving, diverse, dynamic and growing parent run school."
LHCS Vision Statement
"Kitchener-Waterloo Christian School Society advances dynamic, excellent Christ-centered education through unconstrained facilities, exceptional programs, and extensive resources that cultivate responsive disciples of Christ."
Preamble
In 1 Corinthians 12, the Bible speaks to the importance of the unity of all Christians. A Christian school is a mirror of the greater community of believers and must work together to fulfill the school’s mission in the spirit of love and mutual dependence. As a staff, teachers work together, to encourage, assist, make changes and improve both the program, the strategies used and themselves, as the leaders in the classrooms. Each teacher must strive to be the best possible, to continue to grow in excellence as a person and a professional.
Policy
Staff supervision is the responsibility of the Vice-Principal for Curriculum Coordination and Staff Supervision, in order that the administration can carry out its obligation to the society’s membership and to the education of the children.
The supervisor will make regular classroom visits to evaluate the teacher’s effectiveness and growth.
The supervisor will formally evaluate all staff on a 3-year rotation cycle.
Procedure
1. The primary purpose of supervision is to provide a mechanism for teachers and supervisors to increase their understanding of the learning-teaching process through collaborative inquiry. Some of these visits will be for the purpose of collecting data, others for direct evaluation.
2. Effective supervision will assist teachers in reflecting on past practices and in developing and implementing professional development goals that will result in improved classroom practices and teacher growth.
3. The supervisor will support and evaluate the staff by means of encouragement, guidance, counseling, monitoring and modeling as well as correction.
4. All staff will have at least three informal visits per year. These are unannounced, about five to ten minutes in length. These will occur during September, October and June. After the visit, the supervisor will give a brief oral report to the teacher.
5. All staff will have a formal evaluation month, on a three year rotating cycle. Staff will be informed during which month the visits will occur. During that month, the supervisor will observe at least 3 lessons. If the staff member is a rotary teacher, the visits will take place in various classrooms. The supervisor will evaluate for the following general areas:
Daily plans, unit plans
Coverage of curriculum skills and topics
Assessment strategies
Physical environment of the classroom
Teaching strategies
Rapport between teacher and students
Classroom management and discipline
Rapport between students
6. The frequency of evaluation within the 3-year rotation cycle will be determined by the teacher’s contract status (probationary, regular, term, at risk.) Probationary teachers will be monitored in their first year at LHCS. At risk teachers will be monitored on a by-weekly basis.
7. The supervisor will conduct pre and post conferences to establish goals and provide feedback. After the observations and final conference, the supervisor will write a formal report, one copy to be saved in the personnel file, and one for the teacher’s personal records. The report will be signed by the principal, vice principal and teacher.
8. The Vice-Principal recommends changes in categories (probationary to regular) to
the Principal.
Adopted February 2007