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Human Resources

Human Resources. Dr. Walter Jackson, III Assistant Superintendent Melissa Rogers Director of Certification. Beginning Teachers. The Initially Licensed Teacher (ILT): Receives a Standard Professional 1 License, valid for 3 years

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Human Resources

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  1. Human Resources Dr. Walter Jackson, III Assistant Superintendent Melissa Rogers Director of Certification

  2. Beginning Teachers • The Initially Licensed Teacher (ILT): • Receives a Standard Professional 1 License, valid for 3 years • Assigned a mentor by the LEA, administrator must assign in McREL • Provided an orientation/training • Develops a PDP, updates for the remaining 2 years • Observed at least 4 times, (3 administrator/1 peer) culminating with a summative evaluation • LEA submits required information, and requests a Standard Professional 2 (SP2) License • At which time the teacher will receive a license valid for 5 years • Year 4 is a Probationary year, Status is “Probationary 4” • At the end of the year, tenure recommendation takes place and Career Status is awarded. • Teacher is “CareerStatus 1” for the following school year • Status for an ILT: Probationary 1, 2, 3, 4; Career Status 1, 2, 3, 4, 5.

  3. Beginning Teachers (cont.) • The Lateral Entry Teacher (LE): • Is issued a “Lateral Entry Provisional Professional Educator's License”. • Valid for 3 years • Must submit coursework at the end of each year as stipulated in plan • Must have completed all coursework/requirements by the end of year 3. • Plus, • Assigned a mentor by the LEA, administrator must assign in McREL • Provided an orientation/training • Develops a PDP, updates for the remaining 2 years • Observed at least 4 times, (3 administrator/1 peer) culminating with a summative evaluation • (which will satisfy his/her BT requirements at the end of the 3 year process) • LEA submits required information, and requests a Standard Professional 1 (SP1) License • At which time the teacher will receive a license valid for 3 years • The LE Teacher Status: • LE 1, 2, 3; • Probationary 1, 2, 3, 4; (the tenure process begins here with year 1. • Career Status

  4. Qualifying for a Lateral Entry License Must have at least a Bachelor’s degree from a Regionally Accredited College or University and Meet (1) of the criteria from each side below ONE OF THE FOLLOWING: AND ONE OF THE FOLLOWING: 2.5 GPA OR Five years of experience considered relevant by the employing LEA OR Passing scores on Praxis I, ora total SAT score of 1100, ortotal ACT score of 24 plus one of the following:  GPA of 3.0 in the major field of study OR  GPA of 3.0 in all courses in senior year OR  GPA of 3.0 on a minimum of 15 semester hours of courses completed within the last five years after the bachelor’s degree. Relevant Degree *See Note Below OR 24 Semester Hours of course work in core area *See Note Below OR Passing score on the Praxis II subject assessment test(s) for the area of license OR The American Council on the Teaching of Foreign Languages (ACTFL) (The ACTFL is only for World Languages except English)

  5. CONTINUED from Slide 1*NOTE: Qualifying for a lateral entry license requires a bachelor’s degree from a regionally accredited college/university and one the items from both sides of the above table. Further requirements will be outlined upon receipt of a lateral entrance license to be satisfied in order to qualify for a clear, Standard Professional I or II license. Qualifying for a lateral entry license in Elementary Education OR Exceptional Children (Teacher of Record) requires prior to employment, the Praxis II subject assessment and at least a bachelor’s degree. Qualifying for a lateral entry license in English as a Second Language requires a degree in English, OR 24 semester hours in English OR Linguistics, OR passing the Praxis II subject assessment. Effective 7/1/08, individuals who do not fulfill the requirements of their lateral entry license within the three years they are initially given may be issued another lateral entry license provided: *They have passed the required Praxis II exam(s) for the specialty area in which the license will be issued and *At least six years have passed since the prior lateral entry license was issued. Example: *The initial license was issued 2005-2008; *Applicant did not complete all requirements; *The ineligible time period 2008-2011; *Upon employment, the applicant is eligible for another lateral entry with passing Praxis II effective 7/1/2011.

  6. Professional Educator’s Licensure Renewal Process (CEU’s) During the 2011 session, the General Assembly reduced the number of renewal credits required to renew a Standard Professional 2 license from 15 to 7.5. As a result, the State Board of Education approved the following requirements to renew the Standard Professional 2: Professional Educators: 1 renewal credit for literacy 1 renewal credit in the specific academic subject area and 2 renewal credits for technology (LEA mandated) 3.5 general credits (as determined by the LEA, if employed), not to include years of experience Administrators: 3.5 credits focused on the school executive’s role as instructional, human resources and managerial leader 2 renewal credits for technology (LEA mandated) 2.0 general credits (as determined by the LEA, if employed), not to include years of experience http://www.ncpublicschools.org/licensure/update/

  7. HOW DO TEACHERS ACHIEVE NATIONAL BOARD CERTIFICATION? • The assessment process for National Board Certification requires candidates to complete two major components: • a portfolio of classroom practice including samples of student work and videotapes of teacher instruction, • and an assessment of content knowledge administered at a computer-based testing center. • It is estimated that the process will take the better part of a school year and involve a total of 200-400 hours of work outside of the classroom. • Application Process: • www.nbpts.org • Support from the state of North Carolina/Funding • http://www.ncpublicschools.org/recruitment/nationalboardcertification/ • teachers who complete National Board Certification may earn the 7.5 credits. Those who are in the 10-year National Board renewal cycle may earn 2 credits (1 for content and 1 for literacy).

  8. Purpose • Purpose • The intended purpose of the North Carolina Teacher Evaluation Process is to assess the teacher’s performance in relation to the North Carolina Professional Teaching Standards and to design a plan for professional growth. The principal or a designee (hereinafter “principal”) will conduct the evaluation process in which the teacher will actively participate through the use of self-assessment, reflection, presentation of artifacts, and classroom demonstration(s). • A local board shall use the North Carolina Professional Teaching Standards and North Carolina Teacher Evaluation Process unless it develops an alternative evaluation that is properly validated and that includes standards and criteria similar to those in the North Carolina Professional Teaching Standards and North Carolina Teacher Evaluation Process.

  9. Process • Process • The North Carolina Teacher Evaluation Process shall include the following components: • Component 1: Training • Before participating in the evaluation process, all teachers, principals and peer evaluators must complete training on the evaluation process. • Component 2: Orientation • Within two weeks of a teacher’s first day of work in any school year, the principal will provide the teacher with a copy of or directions for obtaining access to a copy of:

  10. Process • A. The Rubric for Evaluating North Carolina Teachers; • B. This policy; and • C. A schedule for completing all the components of the evaluation process. • Copies may be provided by electronic means. • Component 3: Teacher Self-Assessment • Using the Rubric for Evaluating North Carolina Teachers, the teacher shall rate his or her own performance at the beginning of the year and reflect on his or her performance throughout the year. • Component 4: Pre-Observation Conference • Before the first formal observation, the principal shall meet with the teacher to discuss the teacher’s self- assessment based on the Rubric for Evaluating North Carolina Teachers, the teacher’s most recent professional growth plan, and the lesson(s) to be observed. The teacher will provide the principal with a written description of the lesson(s). The goal of this conference is to prepare the principal for the observation. Pre-Observation conferences are not required for subsequent observations.

  11. Process • Component 5: Observations • A. A formal observation shall last at least forty-five minutes or an entire class period • B. Probationary Teachers • 1. The principal shall conduct at least three formal observations of all probationary teachers. • 2. A peer shall conduct one formal observation of a probationary teacher.

  12. Process • C. Career Status Teachers • 1. Career teachers shall be evaluated annually, unless the LEA establishes a different evaluation cycle for career teachers. • 2. During the year in which a career status teacher participates in a summative evaluation, the principal shall conduct at least three observations, including at least one formal observation.

  13. Process • During observations, the principal and peer (in the case of a probationary teacher) shall note the teacher’s performance in relationship to the applicable Standards on the Rubric for Evaluating North Carolina Teachers. • Component 6: Post-Observation Conference • The principal shall conduct a post-observation conference no later than ten school days after each formal observation. During the post-observation conference, the principal and teacher shall discuss and document on the Rubric the strengths and weaknesses of the teacher’s performance during the observed lesson.

  14. Process • Component 7: Summary Evaluation Conference and Scoring the Teacher Summary Rating Form • Prior to the end of the school year and in accordance with LEA timelines, the principal shall conduct a summary evaluation conference with the teacher. During the summary evaluation conference, the principal and teacher shall discuss the teacher’s self-assessment, the teacher’s most recent Professional Growth Plan, the components of the North Carolina Teacher Evaluation Process completed during the year, classroom observations, artifacts submitted or collected during the evaluation process and other evidence of the teacher’s performance on the Rubric.

  15. Process • At the conclusion of the North Carolina Teacher Evaluation Process, the principal shall: • A. Give a rating for each Element in the Rubric; • B. Make a written comment on any Element marked “Not Demonstrated”; • C. Give an overall rating of each Standard in the Rubric; • D. Provide the teacher with the opportunity to add comments to the Teacher Summary Rating Form; • E. Review the completed Teacher Summary Rating Form with the teacher; and • F. Secure the teacher’s signature on the Record of Teacher Evaluation Activities and Teacher Summary Rating Form.

  16. Process • Component 8: Professional Development Plans • Individual Growth Plans • Teachers who are rated at least “Proficient” on all the Standards on the Teacher Summary Rating Form shall develop an Individual Growth Plan designed to improve performance on specifically identified Standards and Elements.

  17. Process • Monitored Growth Plans • A teacher shall be placed on a Monitored Growth Plan whenever he or she: • A. Is rated “Developing” on one or more Standards on the Teacher Summary Rating Form; and • B. Is not recommended for dismissal, demotion or nonrenewal. • A Monitored Growth Plan shall, at a minimum, identify the Standards and Elements to be improved, the goals to be accomplished and the activities the teacher should undertake to achieve Proficiency, and a timeline which allows the teacher one school year to achieve Proficiency. A Monitored Growth Plan that meets those criteria shall be deemed to satisfy the requirements of N.C. Gen. Stat. § 115C-333(b).

  18. Process • Directed Growth Plans • A teacher shall be placed on a Directed Growth Plan whenever he or she: • A. Is rated • 1. “Not Demonstrated” on any Standard on the Teacher Summary Rating Form; or • 2. “Developing” on one or more Standards on the Teacher Summary Rating Form for two sequential years: and • B. Is not recommended for dismissal, demotion or nonrenewal. • The Directed Growth Plan shall, at a minimum, identify the Standards and Elements to be improved, the goals to be accomplished, the activities the teacher shall complete to achieve Proficiency, a timeline for achieving Proficiency within one school year or such shorter time as determined by the LEA. A Directed Growth Plan that meets those criteria shall be deemed to satisfy the requirements of N.C. Gen. Stat. § 115C-333(b).

  19. Process • Component 9: Effective Dates and Effect on Licensing and Career Status • Effective with the 2008-2009 school year, LEAs may evaluate teachers using this policy. • Effective with the 2010-2011 school year, all teachers in North Carolina will be evaluated using this policy unless a local board develops an alternative evaluation that is properly validated and that includes standards and criteria similar to those in the North Carolina Professional Teaching Standards and North Carolina Teacher Evaluation Process in which case the local board shall use that instrument.

  20. Process • Beginning Teachers • Effective 2010-2011, beginning teachers must be rated “Proficient” on all five North Carolina Professional Teaching Standards on the most recent Teacher Summary Rating Form in order to be eligible for the Standard Professional 2 License. • Probationary Teachers • Effective 2010-2011, a principal must rate a probationary teacher as “Proficient” on all five North Carolina Professional Teaching Standards on the most recent Teacher Summary Rating Form before recommending that teacher for career status.

  21. Sample of Action Plan

  22. Sample continued:

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