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Transforming the Way Through Evaluation and Professional Development PowerPoint PPT Presentation


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Transforming the Way Through Evaluation and Professional Development. Presented by Roger Fry, Woodland Johnson, Shaylia McRae and Tricia McManus. What is an Effective Evaluation System?.

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Transforming the Way Through Evaluation and Professional Development

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Transforming the way through evaluation and professional development l.jpg

Transforming the Way Through Evaluation and Professional Development

Presented by Roger Fry, Woodland Johnson,

Shaylia McRae and Tricia McManus


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What is an Effective Evaluation System?

  • “An effective system of teacher evaluation accomplishes two things: it ensures quality teaching and it promotes professional learning. The quality of teaching is the single most important determinant of student learning; a school district’s system of teacher evaluation is the method by which it ensures that teaching is of high quality. Therefore, the system developed for teacher evaluation must have certain characteristics: it must be rigorous, valid, reliable, and defensible, and must be grounded in a research-based and accepted definition of good teaching.”

    -Charlotte Danielson


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Components in the HCPS Evaluation System

  • Rubric to measure teacher effectiveness

  • Multiple observers/evaluators

  • Formal and informal observation tools with feedback

  • Prescriptive professional development

  • Mentors for new teachers/induction program

  • Extensive training program for evaluators

  • Student achievement data


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Evaluation Rubric

Adopted Danielson Rubric consisting of:

  • 4 Domains of Teaching (Planning and Preparation, Learning Environment, Instruction, and Professional Responsibilities

  • 22 Components

  • 4 Proficiency Levels (exemplary,

    accomplished, developing and

    requires action)


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HCPS Observation Process

  • Specific # of observation required for every teacher

  • Evaluation Score Administrative Observation Peer Observation

  • >=123 1 2

  • 108-122.5 3 2

  • 97.5-107.5 3 4

  • 86.5-97 3 6

  • below 86.5 3 8

  • New Teachers to HCPS (with

    previous experience) 1 2

  • New Teachers to HCPS (with no

    previous experience) 2 4 (by Swap mentor)


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HCPS Observation Process


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HCPA Formal Observation Process

  • Pre-Observation Conference (pre-observation questions)

  • Observation (selected scripting)

  • Post-Observation Conference (summary sheet with strengths, areas for development, and next steps)


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Professional Development for Observers / Evaluators

  • 6 hour on-line pre-requisite course on 4 Domains

  • 6 Days of training to include:

    • 2 days of face to face training (to learn how to script and use the rubric to make judgments about teaching and learning)(change focus from teaching to student learning)

    • 2 days of shared observation practice in real-life classrooms with a coach

    • 1 full day of coached observation training with pre-observation, observation, and post-observation in real classrooms with a coach (serves as certification process for evaluators)

    • Half day paired observation calibration exercise

    • Half day Talent Management Training and Tablet Training


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Ongoing Professional Development for Observers / Evaluators

  • Ongoing calibration exercises at monthly principal and assistant principal council meetings

  • Discussion of district observation summary reports which include trends in ratings in PLC groups

  • 5 hour on-line course on 22 components of great teaching

  • Resources such as Teach Like a Champion and Urban Leader Institute


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Professional Development for Teachers Related to the New Rubric

  • 6 hour on-line course on 4 Domains

  • 5 hour on-line course on 22 Components

  • Captivate tutorials on Talent Management

  • Mini-lessons to teach about components designed by Professional Development and provided for each school

  • EET Teacher Toolkit


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On-Site Professional DevelopmentBased on School Needs

  • Focus on specific domains and components through PLC meetings

  • Training related to specific components at faculty meetings

  • On-line resources through EET Teacher Toolkit

  • Book Studies related to next steps on observation summary sheet

  • District level presentations upon request

    and based on school needs


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Outcomes Achieved with New System

  • From teacher-centered instruction to student- centered instruction

  • Open conversations between observers/evaluators and teachers

  • Teachers are thinking more about student learning

  • Principals are looking differently at

    teaching and learning


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Next Steps and Q&A Time:

  • Add prescriptive PD to Talent Management System.

  • Continue to train evaluators in use of informal observation instruments.

  • Continue calibration exercises every year with all trained evaluators including a formal certification process each year.

  • Train our own HCPS cadre of trainers who will keep the teacher evaluation training running throughout each school year.


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Presenter Contact Information

  • Tricia McManus, [email protected]

  • Shaylia McRae, [email protected]

  • Woodland Johnson, [email protected]

  • Roger Fry, [email protected]


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