Analysis of teachers performance

In other words, I will recommend to the principal that the teacher automatically does not qualify for tenure. The reviews below give the basic reasons why the teacher should be fired with immediate effect. To begin with, it is quite often that after averaging the performance of both year one and two, there was a clear indication that automatic launching of recommendations on the overall system intervention and effective participation. This basically sites on the deployment of strategies to get new ways of teaching and hence improve the performance of the entire class. To ascertain the general and stipulated evidence in the context, the average growth of the entire subjects he teaches are degenerative in both the two years. Secondly, the frequency in which this teacher calls listens to outside signals and also draws attention to fake things is considerably irrevocable.

This is because, according to the data generated, it is clear that 92% of all his time is specifically dedicated to cheap things. Consequently, the teacher is not genuine in establishing realism for the fact that does not control the student movement and hence he ends up to be given 7%. In the second year, the rate at which students are controlled by this teacher is a bit devastating since the students usually read for themselves in class without the help of this teacher. It is quite evident that the superintended renewal contract does not involve the use guidelines developed by the steering committee and hence the teacher having not satisfied the affidavit, generally regarding auditory reinforcement for all the students. From the whole directory interval, it is quite evident that the regions the teacher was found sometimes did not match the principal expectations on whether to reinstate him or cut off the contract.