Board of Education Meetings
BOARD OF EDUCATION VACANCIES, PLEASE SEND LETTER OF INTEREST TO MRS. JACQUELINE NASSRY
The public is invited to attend Board of Education meetings, which are held once a month on the second Monday of each month at Memorial School at 7:30 P.M. A second meeting may be held if necessary on the fourth Monday of the month.
School Nutrition Policy
2016 Water Testing Report
2017 Water Testing Report
2017 Follow – up Sample Report
Meet Our Board Members
Mr. Bartley Howley
Mrs. Melissa Vitalos
Mrs. Kristen Dufner
Mrs. Lisa Eller
Mrs. Ana Del Salto
Mr. Carmine Freda
Mr. Adam Robinson
Mrs. Holly Masenior
Business Administrator/Board Secretary
Mr. Timothy Mantz
Affirmative Action Policy
In accordance with the requirements of N.J.A.G.G.:4, Equality in Education Programs, and Title IX, Prohibiting Sex Discrimination in Education, an Affirmative Action Policy and Grievance procedure is available at the Memorial School office. Contact our Affirmative Action Officer, Lance Rozsa at 300 West Stewart Street, 689-1810, if you have any questions.
Teacher Evaluation System
Washington Borough’s Teacher Evaluation System 2009-2010
As part of the federal requirements for states receiving funding under Phase 2 of the State Fiscal Stabilization Funds Program, all school districts in New Jersey are providing information to the public on the procedures used to evaluate teachers and principals. The information presented below will help you understand Washington Borough’s policies and procedures for evaluating teachers and educational specialists such as librarians and counselors.
Description of Teacher Evaluation System 2009-2010
Tenured teachers in the Washington Borough School District receive one formal evaluation per year while non-tenured staff members are formally evaluated three times throughout the year. Teachers are evaluated using a five point domain assessment including Instructional Strategies, Classroom Management and Organization, Presentation of Subject Matter, Learning Environment, and Professional Growth and Responsibilities. Following a formal classroom evaluation, the teacher collaborates with the building administrator to review results, develop short and long term goals, and discuss pertinent professional development opportunities. As a school district, the administration believes it is our responsibility to facilitate an on-going process that is both academically inspiring at its foundation as well as humanistic, differentiated, and multi-equitable. Our interpersonal and intrapersonal assessment process allows us to provide concrete as well as inspirational oversight and implementation of a wide array of outstanding curricular and co-curricular program. The Washington Borough School District does not utilize one single, overall rating or level on a single scale for teachers’ annual summative evaluation yet believes all teachers perform on a satisfactory level.
Washington Borough Teacher Evaluation Results 2009-2010
All teachers are highly qualified in accordance with the New Jersey Department of Education guidelines and standards. Based on status quo assessment tools, all teachers perform on a satisfactory level based on district standards.
100% of the teachers in our district (51 teachers in all) met these criteria.
Principal Evaluation System
Washington Borough Principal Evaluation System 2009-2010
As part of the federal requirements for states receiving funding under Phase 2 of the State Fiscal Stabilization Funds Program, all school districts in New Jersey are providing information to the public on the procedures they use to evaluate teachers and principals. The information presented below will help you understand Washington Borough’s policies and procedures for evaluating principals and assistant principals. The Washington Borough Board of Education currently employs fewer than ten principals.
Washington Borough Principal Evaluation Results 2009-2010
Non-tenured principals employed by the Washington Borough School District receive three formal evaluations per year while tenured principals are formally evaluated once throughout the year. The evaluative tool is multifaceted addressing all aspects related to the supervision of staff members and the overall functionality of the building. Evidence of proficiency is based upon the completion of staff evaluations, compliance with Board of Education policies, initiative in the implementation of current trends in educational programming, oversight of the administration of mandated standardized assessments, and the role of community liaison. Following formal evaluations, the principal collaborates with the district Superintendent to review results, develop short and long term goals, and discuss pertinent professional development opportunities. The evaluative process is designed and implemented to address the mission and values of the district.