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TEACHER PERFORMANCE APPRAISAL IN ONTARIOAND NEW TEACHER INDUCTION

* All teachers are to be evaluated every 5 years, except for teachers new to the profession, who are evaluated twice to receive “notation” as a permanent teacher, before entering the appraisal cycle of teachers not designated as “new”.


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What does an evaluation involve?

  • All teachers who are in the evaluation year, are to have the evaluation process completed twice during that year.

  • Your principal must inform you within the first 20 days of school if you will be evaluated that year.

  • If you leave the school (e.g., for a leave of absence, maternity leave, etc.) during your evaluation year, the process must be completed within 20 days of your return.

  • “New” teachers are on a flexible appraisal cycle that requires two “satisfactory” ratings during the first 12 months after they begin teaching.


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Mentoring for “New” Teachers

*The Student Performance Bill ( passed June 2006), made the New Teacher Induction Program (NTIP) law in Ontario.

*NTIP has the following elements:

- an orientation to the school and Board

- mentoring for new teachers by experienced teachers ( an in-school model)

- professional development and training suitable for new teachers

- two performance appraisals (usually in the first year)


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What is the Evaluation Process?

  • The process involves several steps, including:

    - an Annual Learning Plan

    - a pre-observation meeting

    - classroom observations ( both formal and informal; as frequently as the principal determines is necessary)

    - a post- observation meeting with written report, which both you and the Principal sign ( except for “new” teachers)

    - a Summative Report, which both you and the Principal sign; in the case of a “new” teacher, pre- and post-conference information and discussion summaries are recorded on the single

    Summative Report Form

    - a parent or student questionnaire about your communication with them


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Parent / Student Questionnaire

  • Focus of this questionnaire is on your communication with the parents ( or students directly if they’re in Grades 11 or 12) about students’ learning progress.

  • Most Boards advertise the electronic availability of this questionnaire to parents once each school year.


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ANNUAL LEARNING PLANS

  • Completed by every teacher, every year.

  • Final Annual Learning Plan is attached to your 3 year evaluation Summative Report, and sent to your official personnel file, usually kept at the Board Office.

  • “New” teachers are evaluated twice in the first twelve months; if both reports are satisfactory, the teacher is place on the experienced teacher appraisal cycle.

  • Usually Principals will request your plan by the end of September each year.

  • There is a prescribed format to use for this plan.


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Pre- Observation Meeting

  • Usually takes less than an hour; you and your Principal discussing what you plan to teach during the observation, your students’ progress, etc.

  • Helpful Hints:

    - bring your professional portfolio

    - bring your class list(s)

    - bring your Assessment and Evaluation records to this meeting

    - know your I.E.P.’s!


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Observation(s)

  • Astute principals will already have been in your classroom several times during regular, informal “walk-abouts” or “walk-throughs” and already have a good idea of how you teach and how effective you are.

  • This process provides Principals with 163 things to look for during your evaluation. These are called “look-fors”.

  • For “new” teachers, the focus is on 8 performance expectations and 45 “look fors”, most relevant to a beginning teacher; however, principals may assess additional expectations at their discretion.


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Observation(s) Continued

  • There are 5 categories of “look-fors”; three of these categories extend to your performance beyond your instruction that can be observed as you teach.

  • “Look-for” categories include:

    1. Commitment to Pupils and Pupil Learning

    2. Professional Knowledge


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Observation(s) Continued

3. Teaching Practice

4. Leadership and Community*

5. Ongoing Professional Learning*

* This is where your portfolio, kept current, will benefit you.


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Post- Observation Meeting

  • Must take place within 20 days of the observation.

  • Involves reviewing specific observations.

  • Form is prescribed.

  • Includes comments about what competencies have been “addressed” with very good results and which ones need improvement.

  • You and your Principal sign and date this form but you keep the only copy ( one Summative Form for NTIP participants).


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Summative Evaluation Form

  • Summarizes what was discussed in your Post- Observation meeting; for “new” teachers, this Summative report records all interactions for the evaluation cycle.

  • Concludes the process if your overall rating was “exemplary”, “good”, or “satisfactory”; for “new” teachers, two consecutive satisfactory reports conclude the “new teacher” designation.

  • Starts an improvement plan process if your overall rating is “unsatisfactory”

  • Two consecutive overall ratings of “unsatisfactory” will result in a recommendation to terminate your contract.

  • Form is signed and dated by you and your Principal and will be filed permanently in your Board personnel file.

  • You get a copy of this form for your files.


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Unhappy with your appraisal?

  • You have the right to appeal your evaluation only if the Principal has not followed the mandated process and timelines.

  • You cannot appeal the Principal’s judgment about your performance.


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What’s changing?

  • There has been discussion about reducing the evaluations from 2 each cycle year to 1 if the teacher’s first report was rated as “exemplary”, “good”, or “satisfactory”.

  • Principals have been the main advocates of this change because each appraisal can take 10 or more hours to complete.


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NTIP

  • Who Is A “New” Teacher in Ontario?

    - hired to a permanent position, either full or part time

    - an experienced teacher new to Ontario

    - a teacher who has not yet successfully completed the New Teacher Induction Program by having two “successful” evaluations OR when 24 months has elapsed since first being hired to the Board ( some ability to extend the 24 months is allowed in the regulation governing NTIP)


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GOAL OF NTIP

  • Support and orientation for new teachers and experienced teachers new to the Board ( e.g., classroom management skills, effective communication with parents, mentoring, etc.)

  • Focus in on supporting professional development so the student achievement is maximized.

  • Principals will maintain “Evidence Logs” to support their evaluations of performance.


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What happens if…?

  • The “new” teacher who has not received two satisfactory ratings in the first year ( i.e., needs more support) of employment has a second year to complete the NTIP program.

  • The “new” teacher who has two successful ratings (“satisfactory”) is deemed to have completed NTIP.

  • You change schools or Boards?...the new school or Board must transfer information about your involvement and stage in NTIP.


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Appraisals for “New” Teachers

  • There is a two point rating scale for NTIP

    * Satisfactory

    * Development Needed ( additional mentoring and P.D. will follow)

    For the “new” teacher who receives a “Development Needed rating, the rating scale for subsequent appraisals is:

    * Satisfactory

    * Unsatisfactory ( an “Improvement Plan” will follow)


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Additional Appraisals

  • Two consecutive “satisfactory” appraisals = exit NTIP program

  • One “satisfactory” & one “Development Needed” = a third appraisal within 120 days

  • One “Development Needed” & one “Unsatisfactory” = On Review and a third appraisal within 120 days of being notified of being “on review”

  • A fourth appraisal if needed ( must be within 120 days of third appraisal but not longer than second 12 month period following hiring)



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