~~~~Welcome to Sagesse High School ~~~~~          We are now accepting applications for the Academic Year 2023- 2024          Congratulations to our students for 1st (Science), 2nd (Science) and 3rd (Mathematics) prizes in AUB Math and Science Annual Fair, This is Sagesse High School          Dear Parents, The Development Fund for the academic year 2023-2024 is $1,000 per family starting April 19, 2023.          Dear Parents, You are kindly reminded that in celebration of Resistance and Liberation Day, the school is closed on May 25, 2023. May 26, 2023 is a regular school day.         

Teaching Staff Evaluation

Teaching Staff Evaluation

Sagesse High School

Mary Mother of Wisdom

Ain Saadeh


Sagesse High School

SHS Teaching Staff Evaluation Policy

Author / Contact

Common Board Members

Document Path / File Name

SHS Teaching Staff Evaluation Policy

Document Reference

"Policies." Montclair School District.





Publication Date

March 2012

Review Date

March 2016

Related Documents

Teacher Evaluation Form and Teacher Job Description

Approved By

Common Board Members


School wide



SHS Teaching Staff Evaluation Policy



Purpose and Procedures


Sagesse High School believes that effective evaluation of its teaching staff is essential to the achievement of its educational goals. The purpose of this evaluation is to promote professional excellence and improve the skills of teaching staff members; improve student learning and growth; and provide a basis for the review of staff performance.


Sagesse High School encourages a positive working environment in which the professional growth that results from staff participation in the evaluation process is considered of major importance. Therefore, the administration aims to develop evaluation instruments flexible enough to identify the needs, strengths, and improvement objectives of each staff member.


The Common Board Members, in consultation with teaching staff members, develop job descriptions for each teaching staff member position and evaluation criteria for said positions based directly upon the job description. The job description shall be concise, stating major responsibilities as briefly as possible.


All teaching staff members are evaluated against criteria that evolve logically from the instructional priorities and program objectives of each staff member as specified in the job description for his/her position.

The criteria must include but need not be limited to consideration of student progress; instructional skills; subject knowledge; professional conduct and growth; human relations skills; classroom management skills. These criteria also apply to requirements for continuing education and are incorporated into each teacher's professional improvement plan (PDW).


Tenured teaching staff members shall be observed and evaluated at least once each year by the Head of the Department or Coordinator. Non tenured teaching staff members shall be observed and evaluated at least three times each year by the Head of Department or Coordinator.


The evaluation procedures aims to provide continuous, constructive, cooperative interaction and communication between the teaching staff member and his/her Head of Department or Coordinator, thus ensuring a valid basis for performance review. Evaluative procedures are to recognize that the purpose of this goal is to assist teaching staff in obtaining and maintaining the knowledge and skills essential to student achievement. In any instance where an individual teacher fails to make annual progress appropriate measures will be taken by the school rector.


The Head of the Department will cooperate with the Head of Division and Supervisor in evaluating its program and progress toward goals.

The Head of Department distributes this policy to each teaching staff member along with, his/her job description, and his/her evaluation criteria annually by October 1, and shall distribute any amendments to those documents within 10 working days of their becoming effective. Evaluations must be completed before May 12.

The Head of Department reports, at least annually, on the effectiveness of the evaluation system and recommends means to improve it whenever the need arises.

The Head of Department will establish the lines of authority for compliance to this policy, and develop procedures in consultation with teaching staff members for:

  • The collection and reporting of data which are appropriate to the job description and minimally include the observation of classroom instruction;
  • Observation conferences between the teaching staff member and the Head of Department and/or Coordinator; the preparation of a written evaluation for each of the three observations of non-tenured staff members; and an evaluation for each observation of a tenured staff member;
  • The preparation of individual professional improvement plans that include specific guidance to the teacher on activities that would contribute to his/her obtaining and maintaining the knowledge and skills essential to student achievement;
  • The preparation by the Head of Department and/or Coordinator of an annual written performance report which shall include the annual evaluation of the teacher, an individual professional improvement plan developed by the staff member and the supervisor, and a summary of the results of the formal and informal assessment of his/her pupils along with a statement of how these indicators relate to the effectiveness of the overall program and the performance of the staff member;
  • The conduct of the annual summary conference;
  • The signing of the annual written performance report by the Head of Department and the staff member.

This policy and related procedures shall be reviewed at least yearly. 


Adapted from "Policies." Montclair School District.

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