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designate the individual who is to do the evaluating, set up a time schedule for observing non-tenured and tenured teachers and call for written recommendations for correcting deficiencies with review after a specified time period.
“We can’t ask for perfection to start with,” commented Robert Eastham. noting that evaluation procedures will be refined with experience. “It’s an awful, awful lot better than anything we've attempted before,” he said of the proposal developed by Estrabrook in consulation with teacher representatives.
With Lane abstaining, the vote was unanimous to adopt the evaluation system for a year's trial.
“I don't want to cross the bridge to sheer Naziism but we want to be able to use the evaluation if necessary to dismiss (an employee) for cause." Lane said.
The underlying thrust of the evaluation system is two fold: to bring about improvement in school personnel and to assist in making administrative decisions on granting tenure or releasing staff for cause, Estabrook responded. “But the primary aim is to rate people as a means of helping
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