Teacher performance evaluation system overview
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Teacher Performance Evaluation System Overview. Richmond City Public Schools. Thomas H. Henderson Middle School. Revised 12/12/12 Effective 07/01/12. Agenda. Purpose Ratings Logistics TPES at HMS.

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Teacher Performance Evaluation System Overview

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Teacher Performance Evaluation System Overview

Richmond City Public Schools

Thomas H. Henderson

Middle School

Revised 12/12/12

Effective 07/01/12


  • Purpose

  • Ratings

  • Logistics

  • TPES at HMS

PurposeThe teacher is the single greatest factor on student learning (Sanders & Horn, 1998).

The #1 purpose of TPES is to optimize student learning and growth.

The TPES provides a more instructor-centered approach to increased student achievement.

The TPES relies on multiple data points, intervention, and professional development to increase teacher efficacy.


Teachers are evaluated (using a 4-point rubric) against seven teacher performance standards:

  • Professional Knowledge

  • Instructional Planning

  • Instructional Delivery

  • Assessment of and for Student Learning

  • Learning Environment

  • Professionalism

  • Student Academic Progress

Teacher Performance Standards

Performance Standards Weighting

Rating Levels

Proficient is the performance standard and is the expected level of performance. A proficient teacher is a quality teacher.

Final Summative Rating with Score Values

Main Components

performance standard

performance INDICATORs


Rating Performance


  • Standards 1-6 are evaluated using multiple data points.

  • Examples include:

    • Student surveys

    • Student work

    • Lesson plans

    • Formal observations

    • Teacher documentation logs

    • Information observations

Standard 7 will be evaluated based upon the SMART goal created following the start of the school year. This goal must be turned in by October 1.


Each teacher is expected to maintain a TPES notebook organized according to the seven standards.

This will house the documentation log for all Henderson teachers.


  • All teachers will adhere to the timeline:

    • Smart Goal due to content area administrator:

      • October 1, 2013

    • Before end of 1st Quarter:

      • Observation of all probationary teachers

    • Before end of 2nd Quarter:

      • Observation of all probationary teachers

    • Before end of 1st Semester:

      • Summary of Student Survey Feedback

    • By February 15:

      • Mid-year review of Smart Goal and Teacher Performance

    • By March 15:

      • Observation of all teachers

    • By June 2:

      • Submit review of end of year review of student progress goal

      • Review documentation log

    • By June 10:

      • End of year evaluation


ALL teachers are expected to download and explicitly read the district’s Teacher Performance Evaluation System manual:





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