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LEGENDS System and Cycle Updates for 2013-14. Rev. 05/23/13. A Note About This Presentation: Please hold any questions until the end of PowerPoint, as questions raised early in the presentation may be addressed within later slides. Thank you!. Setting the Stage LEGENDS Today.

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LEGENDS System and Cycle

Updates for 2013-14

Rev. 05/23/13


A Note About This Presentation:

Please hold any questions until the end of PowerPoint, as questions raised early in the presentation may be addressed within later slides.

Thank you!


Setting the Stage

LEGENDS Today


The Current LEGENDS Evaluation Cycle – Key Elements

Initial Professional Growth Conference

Summative Professional Growth Conference

Observations

Robust Evaluation Cycle

LEGENDS Rubric

Observations

Interim Professional Growth Conference

Multiple Observations

Goal Setting


The “Why” Behind Change

User Feedback and State Legislation


The “Why” Behind Change – Your Feedback

Over 1,100 licensed staff and administrators participated in the 2012-13 LEGENDS survey.

Key Feedback Points:

  • The general LEGENDS rubric does not fit all positions

  • Staff appreciate multiple observations, but worry about the time and work involved

  • Completing the rubric during each conference isn’t always helpful

  • Rubric language is sometimes unclear or confusing


The “Why” Behind Change –

Senate Bill 290 and the Oregon Framework

Senate Bill 290 proposed significant changes to the way educators and administrators are evaluated in the State of Oregon.

Based upon the bill, a statewide committee of practitioners created the Oregon Educator Effectiveness Framework.


The “Why” Behind Change –

Key Elements of Oregon Framework

(1)

Standards of

Professional

Practice

(2)

Differentiated

Performance

Levels

(3)

Multiple

Measures

(4)

Evaluation

And

Professional

Growth

Cycle

(5)

Aligned

Professional

Development


The Current LEGENDS Evaluation Cycle –

Key Elements of Oregon Framework Match LEGENDS Key Elements

Initial Professional Growth Conference

(2)

Differentiated

Performance

Levels

(1)

Standards of

Professional

Practice

(5)

Aligned

Professional

Development

Summative Professional Growth Conference

Observations

(3)

Multiple

Measures

Robust Evaluation Cycle

LEGENDS Rubric

(4)

Evaluation

And

Professional

Growth

Cycle

(4)

Evaluation

And

Professional

Growth

Cycle

Observations

Interim Professional Growth Conference

Multiple Observations

Goal Setting


Key Elements of the Oregon Framework –

What are Multiple Measures?

The Oregon Educator Effectiveness Framework requires the implementation of Multiple Measures of effectiveness in both the educator and administrator evaluation processes.

The below graphic illustrates the three measure categories for Salem-Keizer licensed staff.

Evidence of Professional Practice

Measured By: LEGENDS Standards 1-8

(3)

Multiple

Measures

Evidence of Professional Responsibilities

Measured By: LEGENDS Standards 9-10

Evidence of Student Learning & Growth

Measured By: Student Learning Goals (SLGs)


Changes for 2013-14

The LEGENDS Cycle


LEGENDS Cycle for Probationary Staff

  • Summative Conference

  • Summative Evaluation

  • Goal Results

  • What’s the Same

  • Evaluated annually

  • Minimum of 6 observations (no maximum)

  • At least 2 observations have face-to-face feedback

  • Observations can be classroom practice, PLCs, meetings, and other areas

  • Earlier due date – cycle completed by mid-February

  • Interim Conference

  • Status of Goals

  • Observations Reviewed

  • (If New) Admin Assessment

Minimum of

6 Observations

  • Initial Conference

  • Self-Assessment

  • Admin Assessment

  • Goal Setting

  • 2 Student Learning Goals (SLGs)

  • 1 Professional Growth Goal (PGG)

Please Note: Cycle also applicable for full-year temporary staff, staff on Supervisor-Directed Goals, and staff on a Program of Assistance for Improvement


LEGENDS Cycle for Probationary Staff

  • Summative Conference

  • Summative Evaluation

  • Goal Results

  • What’s Different

  • 2 Student Learning Goals (SLGs) and 1 Professional Growth Goal

  • Focus of Interim Conference on status of goals and observation review

  • Rubric only used in Interim Conference if supervisor is new to employee

  • Face-to-face observation feedback does not necessarily require a “sit-down” formal meeting

  • Interim Conference

  • Status of Goals

  • Observations Reviewed

  • (If New) Admin Assessment

Minimum of

6 Observations

  • Initial Conference

  • Self-Assessment

  • Admin Assessment

  • Goal Setting

  • 2 Student Learning Goals (SLGs)

  • 1 Professional Growth Goal (PGG)

Please Note: Cycle also applicable for full-year temporary staff, staff on Supervisor-Directed Goals, and staff on a Program of Assistance for Improvement


LEGENDS 2-Year Cycle for Contract Staff – “A” Year

  • Summative Conference

  • Summative Evaluation

  • Goal Results

  • What’s the Same

  • Has summative evaluation

  • Minimum of 6 observations (no maximum)

  • At least 2 observations have face-to-face feedback

  • Observations can be classroom practice, PLCs, meetings, and other areas

  • Traditional due date – cycle completed by mid-May

  • Very similar to Probationary evaluation cycle

  • Interim Conference

  • Status of Goals

  • Observations Reviewed

  • (If New) Admin Assessment

“A” Year

Minimum of

6 Observations

  • Initial Conference

  • Self-Assessment

  • Review Admin Assessment

  • Goal Setting

  • 2 Student Learning Goals (SLGs)

  • 1 Professional Growth Goal (PGG)


LEGENDS 2-Year Cycle for Contract Staff – “A” Year

  • What’s Different

  • 2 Student Learning Goals (SLGs) and 1 Professional Growth Goal

  • Focus of Interim Conference on status of goals and observation review

  • Rubric only used in Interim Conference if supervisor is new to employee

  • Face-to-face observation feedback does not necessarily require a “sit-down” formal meeting

  • During an employee’s first time on an “A” year, administrator will complete an Initial Administrator Assessment. Future “A” years will review the “B” cycle’s end-of-year Administrator Assessment during the Initial Conference.

  • Summative Conference

  • Summative Evaluation

  • Goal Results

  • Interim Conference

  • Status of Goals

  • Observations Reviewed

  • (If New) Admin Assessment

“A” Year

Minimum of

6 Observations

  • Initial Conference

  • Self-Assessment

  • Review Admin Assessment

  • Goal Setting

  • 2 Student Learning Goals (SLGs)

  • 1 Professional Growth Goal (PGG)


LEGENDS 2-Year Cycle for Contract Staff – “B” Year

  • Summative Conference

  • Goal Results

  • Observations Reviewed

  • Admin Assessment

  • What’s the Same

  • Observations can be classroom practice, PLCs, meetings, and other areas

  • Traditional due date – cycle completed by mid-May

  • Initial Conference

  • Self-Assessment

  • Review Summative

“B” Year

Minimum of

3 Observations

  • Interim Conference

  • Status of Goals

  • Observations Reviewed

  • Goal Setting

  • 2 Student Learning Goals (SLGs)

  • 1 Professional Growth Goal (PGG)


LEGENDS 2-Year Cycle for Contract Staff – “B” Year

  • What’s Different

  • No Initial Administrator Assessment; instead, review prior year’s summative evaluation

  • 2 Student Learning Goals (SLGs) and 1 Professional Growth Goal

  • Minimum of 3 observations (no maximum)

  • 1 observation requires face-to-face feedback

  • Focus of Interim Conference on status of goals and review of observations

  • No summative evaluation; instead, supervisor completes Interim Administrator Assessment

  • Summative Conference

  • Goal Results

  • Observations Reviewed

  • Admin Assessment

  • Initial Conference

  • Self-Assessment

  • Review Summative

“B” Year

Minimum of

3 Observations

  • Interim Conference

  • Status of Goals

  • Observations Reviewed

  • Goal Setting

  • 2 Student Learning Goals (SLGs)

  • 1 Professional Growth Goal (PGG)


  • Summative Conference

  • Summative Evaluation

  • Goal Results

  • Interim Conference

  • Status of Goals

  • Observations Reviewed

  • (If New) Admin Assessment

“A” Year

Minimum of

6 Observations

  • Initial Conference

  • Self-Assessment

  • Review Admin Assessment

  • Initial Conference

  • Self-Assessment

  • Review Summative

“B” Year

Minimum of

3 Observations

  • Interim Conference

  • Status of Goals

  • Observations Reviewed

  • Goal Setting

  • 2 Student Learning Goals (SLGs)

  • 1 Professional Growth Goal (PGG)

  • Goal Setting

  • 2 Student Learning Goals (SLGs)

  • 1 Professional Growth Goal (PGG)

  • Combined 2-Year Contract Evaluation Cycle

  • Continuous 2-year cycle of evaluation (e.g., “A” to “B” to “A”)

  • Due to TIF requirements, all contract TIF staff will be on “A” year

  • To ensure roughly equal cycle distribution, District will assign “A” or “B” cycle for all non-TIF contract staff


Changes for 2013-14

LEGENDS Rubrics


LEGENDS Rubrics for 2013-14 – General Licensed Rubric Changes

Based upon your suggestions, the General Licensed Rubric has been updated for 2013-14.

Changes include:

  • Refinements to indicator descriptions and proficiency levels to enhance clarity

  • Updated guiding questions and evidence examples to support staff and administrators in recognizing evidence of proficiency both in and out of the classroom


LEGENDS Rubrics for 2013-14 – Specialty Rubrics

In addition to the General Licensed Rubric, many specialty groups will see changes in 2013-14.

Changes include:

  • Refinements to guiding questions and evidence for Music, Physical Education, Special Education, and Counselors

  • New, job-specific rubrics for:

    • Speech Language Pathologists

    • Instructional Coaches and English Language Acquisition Specialists

    • Mentors

    • Nurses

    • Behavior Specialists

    • Program Assistants (both Curriculum and Special Education

    • Social Workers

    • Occupational Therapists and Physical Therapists

  • All changes were made by practitioners in each specialty field


Changes for 2013-14

Student Learning Goals (SLGs)


Student Learning Goals (SLGs) – Impact of Oregon Framework

The Oregon Educator Effectiveness Framework mandates several changes to the goal-setting process for licensed and administrative staff.

Required in 2013-14

  • 2 Student Learning Goals (SLGs)

  • Employee-directed

  • Data-driven, using Measures of Student Learning and Growth

  • Specific requirements on sources of data

  • The name is new, but…

  • 1 Professional Growth Goal

  • Employee-directed

  • Informed by prior observations, evaluations, and self-assessment

  • Outlines a plan for professional growth and development

  • We currently do these!


Student Learning Goals (SLGs) – What is an SLG?

Student Learning Goals (SLGs) can seem daunting or confusing…

…but are really just statements of desired student growth, written like the SMART goals we already use!



Student Learning Goals (SLGs) –

What are Measures of Student Learning and Growth?

Student Learning Goals (SLGs) have specific requirements regarding sources of data.

The official description from ODE:


Student Learning Goals (SLGs) –

What are Measures of Student Learning and Growth?

Are you in an OAKS Reading or Math tested grade or subject?

(ODE defined as ELA and mathematics in grades 3-8 and 11)

The most important take-away, however, is much easier:

YES

NO

  • 2 Goals will use employee-selected data sources

  • You determine which students (full class or sub-population)

  • You determine how success is measured (e.g., % of students scores increase by specific %)

  • Many data source options to choose from

  • 1 Goal MUST use OAKS or ELPA

  • You determine which students (full class or sub-population)

  • You determine how success is measured (e.g., % of students scores increase by specific %)

  • 1 Goal will use another data source

  • Many data source options to choose from


Student Learning Goals (SLGs) –

Who Completes SLGs?

  • SLGs are submitted by each staff member, but may be developed collaboratively (e.g., as a school, in PLCs, in job-alike groups).

  • Many specialist staff members may have roles which make it challenging to create a goal based explicitly on student growth and achievement

  • ODE will soon be releasing information outlining which roles require Student Learning Goals (SLGs), and which do not.

  • Staff not required to complete SLGs will still complete data-driven goals in 2013-14, but will have additional flexibility in choosing role-appropriate data sources.


Student Learning Goals (SLGs) –

What Will an SLG Look Like?

Student Learning Goals (SLGs) will be completed in TalentED Perform, and only consist of two questions.

  • A SMART Goal Statement

  • Identifying the Data Source Which Will be Used to Measure the Goal


Student Learning Goals (SLGs) –

What Will an SLG Look Like?

Interim Conferences and SLGs

Prior to the Interim Conference, staff members will reflect upon their Student Learning Goals (SLGs), and will share via TalentED Perform:

  • What progress has been made toward meeting or exceeding the goal?

  • What adjustments to strategies or practices need to be made to meet the goal?

Summative Conferences and SLGs

Prior to the Summative Conference, staff members will reflect upon their Student Learning Goals (SLGs), and will share via TalentED Perform:

  • What does the end-of-year data show regarding my goal?

  • What worked? What strategies or practices should be revised?


Changes for 2013-14

Student Learning Goal (SLG) Examples


LEGENDS Rubrics for 2013-14 – SLG Examples and Stems

  • To better assist staff in preparing SLGs for 2013-14, Salem-Keizer will provide a number of examples and goal stems to facilitate the goal-writing process.

  • Goal stems will function much like a “fill in the blank” or “Mad-lib”, allowing staff members the option to insert their classroom or student-specific data targets into an existing goal.

  • While stems and examples will be available, you will still be welcome to create your own, unique goals. Goals will need to meet ODE and SMART guidelines and requirements.


LEGENDS Rubrics for 2013-14 – SLG Example #1

For the 2013-14 school year, 60% of my 3rd grade students will meet benchmark (211) RIT scores as measured by their OAKS 3rd Grade Reading assessment.

A Sample SLG Statement Using OAKS


LEGENDS Rubrics for 2013-14 – SLG Example #2

For the 2013-14 school year, 29 of my 33 students will show at least 1 year’s worth of growth as measured by the DRA.

A Sample SLG Statement Using DRA


LEGENDS Rubrics for 2013-14 – SLG Example #3

For the 2013-14 school year, 100% of my 6th grade students will improve on the Presidential Fitness subtests (curl-ups, shuttle run, endurance run/walk, pull-ups, V-sit reach) by an overall average of 20%.

A Sample SLG Statement Using Presidential Fitness Test


LEGENDS Rubrics for 2013-14 – SLG Example #4

By the end of semester one, 80% of my American Government students will meet their target post-assessment score, as determined by their pre-assessment results and the target score table below.

A Sample SLG Statement Using Classroom-Developed Measure


Interested in Additional Information?

The Oregon Educator Effectiveness Framework is available on ODE’s website at

http://www.ode.state.or.us/wma/teachlearn/educatoreffectiveness/oregon-framework--for-eval-and-support-systems.pdf

Rev. 05/20/13


Additional examples, training, and support will be available in August 2013.

Thank you for your time today!

Rev. 05/20/13


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