HomeMy WebLinkAbout5.2 Report 24-130 Rescission of Policy P.066.HR and Policy P.089.HR (1).pdfPOLICY REVIEW COMMITTEE 12 December 2024 REPORT NO.24-130
Rescission of Policy P.066.HR Performance Appraisal and
Supervision For Professional Growth of Administrative and Support
Staff and P.089.HR Performance Appraisal and Supervision For
Professional Growth of Teachers
Key Contact:Shawn Lehman,Superintendent of Employee
Services,Ext:8750
PURPOSE:
1.To seek input on the proposed rescission of Board Policy P.066.HR Performance
Appraisal and Supervision for Professional Growth of Administrative and Support
Staff,and P.089.HR Performance Appraisal and Supervision for Professional
Growth of Teachers (Appendix A and B attached).
STRATEGIC LINKS:
2.The proposed rescission is in keeping with the Board’s plans for the policy review and
development process.This aligns with the pillars of Learning,Well-being,and
Social Responsibility under the Ottawa-Carleton District School Board’s (OCDSB)
2023-2027 Strategic Plan.
CONTEXT:
3.The Ministry of Education provides direction to school boards around the teacher ’s
performance appraisal process for new and experienced teachers through the
Education Act and Regulation 99/02 Teacher Performance Appraisal (TPA).The
Teacher Performance Appraisal:Technical Requirements Manual (2010)specifically
identifies the direction that boards must take in supervision requirements of teachers
who are new to the role (within their first two years of teaching)and those who are
experienced (greater than two years of teaching).
The Ministry of Education also provides direction to school boards in respect to
the Principal Performance Appraisal Process (PPA)through the Education Act
and Regulation 234/10 Principal/Vice-Principal Performance Appraisal which sets
out the timelines,processes and steps that are required.
While there is no specific direction from the Ministry of Education related to
supervision and performance appraisal process for administrative and support
Rescission of Policy P.066.HR and Policy P.089.HR 1
staff in school boards,OCDSB does have PR.640.HR Performance Appraisal
and Supervision for Administrative and Support Staff.
KEY CONSIDERATIONS:
4.In completing an environmental scan of other school boards across Ontario,
OCDSB was the only school board that had policies related to the Performance
Appraisal and Supervision of growth for teachers,administrative and support
staff and principals and vice-principals.The information in the OCDSB policies
were found in the provincial technical requirements for teachers,principals and
vice-principals.
OCDSB has the following procedures which provide direction to supervisors on
the technical requirements of the performance appraisal process for
administrative and support staff,teachers and principals and vice-principals.The
procedures also support the professional growth opportunities for the above
employees groups.
a)PR.602.HR Performance Appraisal and Supervisory Appraisal and
Supervision for Professional Growth Of Teachers
b)PR.603.HR Performance Appraisal and Supervision for Professional Growth
of Principals/Vice-Principals
c)PR.640.HR Performance Appraisal and Supervision for Administrative and
Support Staff.STAFF
Staff have reviewed the associated policies and procedures and believe that by
rescinding P.O66.HR and P.089.HR,there will not be an adverse impact to the
District’s ability to supervise and support staff.By eliminating the above policies,it
also supports the District’s goal in having a more sustainable number of policies
to adhere to and review.
Staff will also be reviewing the associated procedures as noted above to ensure
that all of the technical elements from the Ministry of Education are included
therein.
RESOURCE IMPLICATIONS:
5.There are no direct financial or resource implications relating to the proposed
rescission to the policies.
COMMUNICATION/CONSULTATION ISSUES:
6.The Board will communicate the proposed rescission of this policy through its
community outreach in upcoming planned communications.
GUIDING QUESTIONS:
Rescission of Policy P.066.HR and Policy P.089.HR 2
7.The following questions are provided to support the discussion of this item:
●Are there any equity considerations?
●Are there any unintended consequences to the rescission of this policy?
RECOMMENDATION:
THAT the rescission of Board Policy P.066.HR Performance Appraisal and
Supervision for Professional Growth of Administrative and Support Staff,and
P.089.HR Performance Appraisal and Supervision for Professional Growth of
Teachers be approved.
____________________
Shawn Lehman
Superintendent of Employee
Services
____________________
Pino Buffone
Director of Education and Secretary
of the Board
APPENDICES
Appendix A P.066.HR Performance Appraisal and Supervision for Professional Growth of
Administrative and Support Staff
Appendix B P.089.HR Performance Appraisal and Supervision for Professional Growth of
Teachers
Rescission of Policy P.066.HR and Policy P.089.HR 3
1- P.066.HR
POLICY P.066.HR
TITLE: PERFORMANCE APPRAISAL AND SUPERVISION FOR
PROFESSIONAL GROWTH OF ADMINISTRATIVE AND SUPPORT
STAFF
Date Issued: 15 June 2004
Last Revised:
Authorization: Board: 14 June 2004
1.0 OBJECTIVE
To provide administrative and support staff employees with a process for performance
appraisal and supervision for professional growth, based on specific requirements and within
the context of the Board's Policy P.048.GOV: Board Guiding Principles.
2.0 POLICY
2.1 The Board values the input of Board staff in the professional growth of administrative
and support staff employees.
2.2 The Board supports supervision for professional growth for administrative and support
staff in accordance with the following objectives:
a) to ensure that Ottawa-Carleton District School Board students receive an
education of the highest quality;
b) to create a shared understanding of the Board’s standards of high quality
teaching based on clearly identified areas of performance;
c) to provide staff with an opportunity to reflect on high quality performance and to
provide opportunities for meaningful feedback while generating professional
dialogue;
d) to promote continuous professional growth;
e) to provide a cumulative record of performance; and
f) to provide a process for assistance and decision-making for those whose
performance is not satisfactory.
Appendix A to Report 24-130- P.066.HR
2- P.066.HR
2.3 The supervision for professional growth process shall focus primarily on growth and
development, to assist staff to become increasingly effective in their various roles. Both
summative and formative elements may be incorporated into the appraisal process;
however, the emphasis will be on developmental activities.
2.4 Performance and effectiveness shall be assessed within the scope of the staff
member’s area or areas of responsibility and individual performance objectives, within
the context of the Board's Guiding Principles and school/department goals and
objectives.
2.5 The supervision for professional growth process will be carried out on a regular basis,
according to established cycles.
2.6 The Director of Education is authorized to issue such procedures as may be required to
implement this policy.
3.0 REFERENCE DOCUMENTS
Board Policy P.048.GOV: Board Guiding Principles
Board Procedure PR.640.HR: Performance Appraisal and Supervision for Administrative and
Support Staff
OCDSB Supervision for Professional Growth for Administrative and Support Staff Handbook
1- P.089.HR
POLICY 089.HR
TITLE: PERFORMANCE APPRAISAL AND SUPERVISION FOR
PROFESSIONAL GROWTH OF TEACHERS
Date issued: November 1999
Revised:
Authorization: Board: 13 September 1999
1.0 OBJECTIVE
To provide teachers with a process for performance appraisal and supervision for professional
growth, based on specific requirements and within the context of the Board's Policy
P.048.GOV: Board Guiding Principles.
2.0 POLICY
2.1 The Board values the input of Board staff, parents and students in the professional
growth of teachers.
2.2 The Board supports supervision for professional growth for teachers in accordance with
the following objectives:
a) to ensure that Ottawa-Carleton District School Board students receive an
education of the highest quality;
b) to create a shared understanding of the Board’s standards of high quality
teaching which are based on the College of Teachers’ Standards of Practice;
c) to provide teachers with an opportunity to reflect on high quality teaching and
to provide teachers with meaningful feedback while generating professional
dialogue;
d) to promote continuous professional growth;
e) to provide a cumulative record of performance; and
f) to provide a process for assistance and decision-making for those whose
performance is not satisfactory.
2.3 The supervision for professional growth process shall focus primarily on growth and
development, to assist teachers to become increasingly effective in their various roles.
Appendix B to Report 24-130- P.089.HR
2- P.089.HR
Both summative and formative elements may be incorporated into the appraisal
process; however, the emphasis will be on developmental activities.
2.4 Performance and effectiveness shall be assessed within the scope of the teacher’s area
or areas of responsibility and individual performance objectives, within the context of the
Board's Guiding Principles and school/department goals and objectives.
2.5 The supervision for professional growth process will be carried out on a regular basis,
according to established cycles.
2.6 The Director of Education is authorized to issue such procedures as may be required to
implement this policy.
3.0 REFERENCE DOCUMENTS
The Education Act, 1998, ss. 8 (1), 265, 286 and Ontario Regulation 298
Ontario College of Teachers Ethical Standards, Professional Learning Framework, and
Standards of Practice for the Teaching Profession, 1999
OCDSB Supervision for Professional Growth for Teachers Handbook
Board Policy P.048.GOV: Board Guiding Principles
Board Procedure PR.602.HR: Performance Appraisal and Supervision for Professional Growth
of Teachers