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Bill Summary · SB 151

Overview

SB 151 (2026 Regular Session, Kentucky) proposes a comprehensive reform of how certified educators are evaluated. The bill directs the development of a statewide framework for teaching, requires local districts to implement a multi-measure evaluation system with both formative and summative components, and sets standards for evaluation procedures, trainer qualifications, and appeals. It also addresses supervisor roles, timelines, confidentiality, and non-inclusion of evaluation results in state accountability metrics.

Purpose and intent

  • Establish a consistent, growth-oriented framework for assessing the professional performance of certified personnel (teachers and school administrators) across districts.
  • Promote continuous professional growth and development, moving away from reliance on a single metric.
  • Ensure fair, transparent, and trainer-supported evaluation processes that align with state standards.

Key provisions and changes

  • Definitions:
    • Formative evaluation: ongoing collection of feedback and growth suggestions.
    • Summative evaluation: end-of-cycle summary including a conference and written report.
  • Statewide framework:
    • Kentucky Department of Education (KDE), in consultation with teacher and principal steering committees, must develop a statewide framework aimed at fostering professional growth for highly effective educators and administrators.
  • Districts’ evaluation systems:
    • Each district must implement a personnel evaluation system aligned to the statewide framework.
    • Must use multiple measures, include both formative and summative components, focus on professional effectiveness, support growth, and include at least four performance levels.
    • Systems may inform personnel decisions; must consider evaluator time and not require every staff member to receive a formal summative evaluation each year; must rate using multiple measures.
  • Evaluation criteria (subsection 4):
    • Includes duties and responsibilities, planning and instructional/management effectiveness, subject matter knowledge, leadership, diversity and fairness, interpersonal and collaboration skills, alignment with student and district goals, resource use (including technology), professional growth, ethics, and attainment of ETSB/administrative standards.
  • Implementation details (subsection 5):
    • All certified personnel below superintendent level must be evaluated.
    • KDE must adopt regulations with guidelines for local implementation.
    • Evaluations must be in writing; primary evaluator designated as immediate supervisor; in certain cases, observations by peer teachers or content specialists may be used in formative processes.
    • Open monitoring/observations; evaluators trained, tested, and approved; necessary support provided for consistency.
    • Plans for professional growth and corrective actions; annual summative evaluations for non-continuing service staff; every five years for continuing-status staff, principals, and other certified administrators (with flexibility for additional summative evaluations at district discretion).
  • Superintendent evaluations (section 6):
    • Conducted under local policy approved by KDE; summative evaluation in writing, discussed in an open board meeting, and public upon request; pre-summative discussions may occur in closed sessions.
  • Appeals (sections 7-8):
    • KDE to establish an appeals process for alleged improper implementation.
    • Local appeals panel: two certified employees elected by peers and one certified board-appointed member.
  • KDE oversight and support (section 9):
    • KDE may conduct on-site reviews to ensure proper implementation and provide technical assistance.
  • Confidentiality and accountability (sections 10-11):
    • Data collected under the evaluation system (including student growth data) is protected against public disclosure.
    • Evaluation results are not to be included in state accountability metrics, nor subject to reporting requirements under the state accountability system.

Who is affected

  • Certified teachers and administrators below superintendent level across Kentucky school districts.
  • District superintendents and local boards of education (through policy development, evaluation outcomes, and annual summative reviews).
  • Kentucky Department of Education (regulatory development, oversight, and on-site support).
  • Teachers and administrators participating in district-level evaluation panels and appeals processes.

Timelines and procedural notes

  • Statewide framework to be developed by KDE in consultation with relevant committees.
  • Districts must align their systems accordingly and implement guidelines once adopted.
  • Evaluations include annual requirements for non-continuing staff and five-year cycles for continuing-status staff, with potential for additional summative evaluations at district discretion.
  • Appeals process and panels to be established by KDE and local boards.
  • Public disclosure of superintendent evaluations follows open meeting norms; other evaluation data remain confidential.

Potential impact

  • Shifts evaluation culture toward ongoing professional development and multiple measures, reducing reliance on single-test or single-observer outcomes.
  • Enhanced consistency across districts through a centralized framework and standardized reporting.
  • Increased training and support for evaluators to ensure reliable, fair assessments.
  • Protects privacy of individual educator data while maintaining transparency for certain leadership evaluations.

Compiled from official sources — confirm details with the bill’s official record.

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