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Teaching and Learning Support Institute September 17, 2013 Gerry Briscoe, Project Director SERRC

The Marzano Framework and the Implementation of the KIBSD Certificated Personnel Evaluation and Continuous Growth System. Teaching and Learning Support Institute September 17, 2013 Gerry Briscoe, Project Director SERRC Marilyn Davidson, Assistant Superintendent

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Teaching and Learning Support Institute September 17, 2013 Gerry Briscoe, Project Director SERRC

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  1. The Marzano Framework and the Implementation of the KIBSD Certificated Personnel Evaluation and Continuous Growth System Teaching and Learning Support Institute September 17, 2013 Gerry Briscoe, Project Director SERRC Marilyn Davidson, Assistant Superintendent Kodiak Island Borough School District

  2. Session Goals • Understand multiple uses of an instructional framework for: • Monitoring students for desired effects of research-based instructional practices • Observation and feedback for continual improvement of teacher effectiveness through targeted professional development • Building a common language of instruction and a coherent aligned system of evaluation for all roles in a district.

  3. KIBSD, 1976 • Evaluation of the performance of professional employees of our school district shall be directed toward improving the quality of instruction and facilitating the learning process. Additionally, formal evaluations shall serve as a method for gathering data relevant to subsequent employment status decisions pertaining to the evaluatee. • Teaching is a complex act and the procedure to be followed in evaluation can neither be simply determined nor easily administered. Nevertheless, it is recognized that the teacher’s role in the instructional program is of utmost importance and must be maintained at the highest level possible.

  4. Underlying Constructs of the Model • We can increase our expertise from year to year and that can produce gains in student achievement from year to year. • A common language of instruction is key and it must reflect the complexity of teaching and learning. • Focused feedback and focused practice using a common language provide opportunities for growth. • The framework is a causal model and when applied with fidelity, expertise will improve and student achievement will grow.

  5. Pre-set • Standards-based Instruction, Assessment and Grading based on ideas of Marzano (2009) • Redesign of Certificated Job Descriptions (2011-2012)

  6. Planning • Certificated Evaluation Committee, convened January 2013 • Draft finished March 28, 2013 • Board approval May 20, 2013 • http://www.kibsd.org/subsite/dist/page/certificated-personnel-evaluation-and-continuous-growth-system-10678

  7. The Journey • 2013-2014 • Initiate new evaluation system for all certificated personnel; everyone is evaluated. • Develop common assessments • Pilot student learning data in administrative evaluations • No evaluation data reported to state.

  8. The Journey continued…. • 2014-2015 • Pilot student learning data in all teacher evaluations • No evaluation information reported to state

  9. The Journey continued again…. • 2015-2016 • KIBSD adopts standards for performance based on student learning data. • 20% of teacher and administrator evaluations based on student learning data. • Data reported to state, July 1, 2016.

  10. And we keep going…. • 2016-2017 • 20% of evaluations base on student learning data • 2017-2018 • 35% of evaluations based on student learning data • 2018-2019 • 50% of evaluations based on student learning data

  11. Learning Maps Teacher: 4 Domains Non-Classroom Instructional Support: 4 Domains School Leader: 5 Domains District Leader: 6 Domains

  12. Scoring Scales

  13. Administrative Implementation • 2012-2013 • Inter-rater Reliability training with Danielson/Teachscape • Investment in leadership coaching with Gary Whiteley • Marzano conference participation • 2013-2014 • Marzano IRR training on site for full team • Continued consultation/coaching with Gary • Instructional Rounds • Leadership Training? Conference?

  14. Teacher Implementation • 2012-2013 • Introduced new job descriptions • Introduced and sought feedback on new evaluation system • Provided Art and Science of Teaching to allow pre-read • 2013-2014 • Day One Orientation to new evaluation and growth system • Building by building introduction and access to iObservation • October Inservice training for all certificated staff on Domain I • Development of Common Assessments • Ongoing Professional Conversations

  15. Looking forward • All teachers will be observed and evaluated for three years in order to give greatest opportunity for development prior to reporting. • Teacher Enrichment Pathway will likely be accomplished through iObservation Deliberate Practice Plan

  16. Steady As We Go….. Marilyn Davidson mdavidson01@kibsd.org 907-481-6200 (office) 907-539-2386 (cell)

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