Evaluation Changes Effective July 1, 2024

Effective July 1, 2024, the teacher and administrator evaluation requirements at MCLs 380.1249 and 1249b are amended to address collective bargaining rights, effectiveness ratings modification, teacher and administrator evaluation changes, student growth requirements, required training for evaluators, and other modifications.

MCLs 380.1249 and 1249b modifications include:

• A public school employer and a collective bargaining representative can engage in collective bargaining over the topic of performance evaluations, and the law provides that the system, the student growth, or student learning objectives must be implemented after collective bargaining, if applicable.
• Beginning July 1, 2024, the effectiveness ratings have changed to needing support, developing, and effective.   Note: Through June 30, 2024, it was ineffective, minimally effective, effective and highly effective.
• Teachers may be evaluated biennially or triennially instead of annually after three consecutive years of effective ratings.
• Administrators may be evaluated biennially instead of annually after three consecutive years of effective ratings.
• Twenty percent of the overall evaluation must be based on student growth data, which is down from the previously forty percent requirement.
• As part of the performance evaluation system, a district, must assign a mentor or coach to each school administrator, not including a school district superintendent, an intermediate superintendent, or a chief administrator, for the first 3 years in which the school administrator is in a new administrative position.
• By not later than September 1, 2024, and every 3 years thereafter, each individual who conducts an evaluation of teachers and/or school administrators must complete a rater reliability training provided by the school district, intermediate school district, public school academy, or the entity that employs the individual.
• The updates also provide ways for teacher and school administrators to challenge evaluations via the grievance and/or mediation process.
• A review procedure for superintendents must be set out in the superintendent’s employment contract.

School districts should review these changes immediately and determine if they are prepared to address them at the commencement of the 2024-25 school year.  For example, school districts only have a little more than two months to ensure that all evaluators of teachers and/or school administrators complete their rater reliability training by September 1, 2024.  This includes board or board of directors because they evaluate the superintendent.

Please contact the Miller Johnson Education Law practicing attorneys if you have questions or would like support with the teacher and administrator evaluation compliance.