• Evaluation Outcomes

    Updated September 2018

    Individual Development Plan (IDP)

    As part of their professional development and growth, employees write a new IDP or refine a previous IDP (whose goals were not fully achieved) on a yearly basis, with input from their supervisor. Using the IDP, teachers create focused, achievable plans with specific goals and activities that are aligned with achieving their goal.

    The IDP is a road map for an employee’s professional development, and should take into consideration how to address areas of growth identified in their evaluation and performance from the previous year and how to help them reach their career goals.

    Professional development

    The Teacher Effectiveness Evaluation is designed to improve the professional practices of City Schools’ teachers. During the 2018-19 school year, teachers will receive feedback, based on the evaluation measures, and will have opportunities for school-based and systemic professional development.

    With your feedback, program and training sessions are continually being developed, so check back often for the latest professional development support.

    Achievement units

    Teachers earn achievement units (AUs) in a variety of ways. One area in which a teacher can earn AUs is based on the results of their annual evaluation. As teachers earn more AUs, they advance along their career pathway and earn salary increases. The district and union agreed to the following formula for awarding AUs, based on teachers’ year-end effectiveness rating.

    Annual Evaluation Effectiveness Rating


    No. of AUs Awarded 
    Highly effective 12
    Effective 9
    Developing 3
    Ineffective 0

    Teacher movement on the salary scale is more self-directed as teachers can receive AUs through multiple means, such as their engagement in professional development and their contributions to student learning, their colleagues, school, and the district. 

    Performance Improvement Plan (PIP)

    City Schools’ PIP is designed to help employees and supervisors determine areas for improvement and document the improvement and support process. Both the employee and evaluating supervisor can initiate a PIP at any time when an area for growth is noted. While the PIP should reflect consensus between the employee and supervisor, in cases where significant disagreement arises, the decision of the supervisor carries.


    If a teacher receives an overall effectiveness rating of Ineffective, City Schools must, at a minimum, offer that teacher (if he or she is certificated) a meaningful appeal process in accordance with Education Article, § 4-205(c)(4), Annotated Code of Maryland. The burden of proof is on the teacher appealing the rating.