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    Overview

    On January 4, 2010, the Michigan Legislature signed into law MCL 380.1249 and MCL 380.1250 requiring all schools to develop an evaluation system that includes student data, two formal observations per year for all faculty and provides an option for merit pay for those teachers and administrators that meet merit pay criteria established by the district.

     
    380.1249 Performance evaluation system; effect of collective bargaining agreement; evaluations for school principals.

    Sec. 1249. (1) Not later than September 1, 2011, and subject to subsection (2), with the involvement of teachers and school administrators, the board of a school district or intermediate school district or board of directors of a public school academy shall adopt and implement for all teachers and school administrators a rigorous, transparent, and fair performance evaluation system that does all of the following:

    (a) Evaluates the teacher's or school administrator's job performance at least annually while providing timely and constructive feedback.

    (b) Establishes clear approaches to measuring student growth and provides teachers and school administrators with relevant data on student growth.

    (c) Evaluates a teacher's or school administrator's job performance, using multiple rating categories that take into account data on student growth as a significant factor. For these purposes, student growth shall be measured by national, state, or local assessments and other objective criteria.

    (d) Uses the evaluations, at a minimum, to inform decisions regarding all of the following:

    (i) The effectiveness of teachers and school administrators, ensuring that they are given ample opportunities for improvement.

    (ii) Promotion, retention, and development of teachers and school administrators, including providing relevant coaching, instruction support, or professional development.

    (iii) Whether to grant tenure or full certification, or both, to teachers and school administrators using rigorous standards and streamlined, transparent, and fair procedures.

    (iv) Removing ineffective tenured and untenured teachers and school administrators after they have had ample opportunities to improve, and ensuring that these decisions are made using rigorous standards and streamlined, transparent, and fair procedures.

    (2) If a collective bargaining agreement is in effect for teachers or school administrators of a school district, public school academy, or intermediate school district as of January 4, 2010, and if that collective bargaining agreement prevents compliance with subsection (1), then subsection (1) does not apply to that school district, public school academy, or intermediate school district until after the expiration of that collective bargaining agreement.

    (3) A school district, intermediate school district, or public school academy shall continue to conduct the evaluations for school principals that are currently required by the department through the 2010-2011 school year. At the end of the 2010-2011 school year, a school district, intermediate school district, or public school academy shall report the most recently completed or determined "effectiveness label" from that evaluation for each principal who is in place for 2010-2011, in a form and manner prescribed by the department.

     
    380.1250 Compensation including job performance and accomplishments as factors; effect if collective bargaining agreement.Sec. 1250. (1) A school district, public school academy, or intermediate school district shall implement and maintain a method of compensation for its teachers and school administrators that includes job performance and job accomplishments as a significant factor in determining compensation and additional compensation. The assessment of job performance shall incorporate a rigorous, transparent, and fair evaluation system that evaluates a teacher's or school administrator's performance at least in part based upon data on student growth as measured by assessments and other objective criteria.(2) If a collective bargaining agreement is in effect for teachers or school administrators of a school district, public school academy, or intermediate school district as of the effective date of the amendatory act that added this subsection, and if that collective bargaining agreement prevents compliance with subsection (1), then subsection (1) does not apply to that school district, public school academy, or intermediate school district until after the expiration of that collective bargaining agreement.
Last Modified on October 18, 2016