The state should articulate consequences for teachers with unsatisfactory evaluations, including specifying that teachers with multiple unsatisfactory evaluations should be eligible for dismissal.
New York requires local districts to place teachers who receive an ineffective evaluation rating on an improvement plan. The state articulates that teachers with "patterns of ineffective teaching," which is defined as two consecutive ineffective ratings on the performance evaluation, may be charged with incompetency, which would make them eligible for just cause dismissal.
New York was helpful in providing NCTQ with facts that enhanced this analysis.
To review the process and types of personnel evaluations observed in other job sectors, including the problems inherent to some evaluation systems see, for example, Gliddon, David (October 2004). Effective Performance Management Systems, Current Criticisms and New Ideas for Employee Evaluation in Performance Improvement 43(9), 27-36.