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Elizabeth School District C-1. We believe that students are at the heart of everything we do. Pilot Educator Evaluation System For BOE and Staff Review Spring 2013. Educator Effectiveness in Colorado.

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elizabeth school district c 1
Elizabeth School District C-1

We believe that students

are at the heart of everything we do.

Pilot Educator Evaluation System

For BOE and Staff Review

Spring 2013

educator effectiveness in colorado
Educator Effectiveness in Colorado

Every child in every community deservesexcellent classroom teachers and building leaders.

why focus on educator effectiveness
Why Focus on Educator Effectiveness?

“We know that the quality of our educators is by far the single most important factor in driving student achievement and closing the achievement gap.”

-Kati Haycock, Good Teaching Matters – How Well Qualified Teachers Can Close the Gap, Education Trust. 1998

e ducators who dedicate themselves to student success
Educators who dedicate themselves to student success…

Effective educators are proven to be the single most important school based factor in every student’s chance to succeed.

educator effectiveness continuous improvement
Educator EffectivenessContinuous Improvement
  • The new system acknowledges the central role of teachers and provides the opportunity to reflect and refine their practice in order to continually meet the needs of their students.
    • The system uses multiple measures to determine student growth and assess professional practice.
what is senate bill 191
What is Senate Bill 191?

S.B. 10-191 was passed in 2010. It changes the way principals and teachers are supported and evaluated, with theultimate goal of ensuring college and career readiness for all students. The bill:

  • Provides for a system to give feedback to educators aimed at continuously improving their performance and student results.
  • Requires educator evaluations be based on statewide standards of practice and student learning over time.
  • Changes non-probationary status from one that is earned based upon years of service to one the is earned based upon three consecutive years of demonstrated effectiveness
  • Provides that non-probationary statusmay be lost based upon consecutive years of ineffectiveness.
  • Requires that all teachers and principals be evaluated at least 50 percent on the academic growth of their students.
key priorities
Key Priorities

CDE worked with a variety of stakeholders throughout the design and development of the Colorado State Model Evaluation System. The process focused on five key priorities:

  • Data should inform decisions, but human judgment will always be an essential component of evaluations
  • The implementation and evaluation of the system must embody continuous improvement
  • The purpose of the system is to provide meaningful and credible feedback that improves performance
  • The development and implementation of evaluation systems must continue to involve all stakeholders in a collaborative process
  • Educator evaluations must take place within a larger system that is aligned and supportive
evaluation cycle
Evaluation Cycle

The year-long cycle includes regular conversations between the principal and teacher.

It is not a one-time event or observation, but rather…

…a processthat focuses on continuous improvement of the skills, knowledge and student outcomes of the person being evaluated.

The cycle allows districts to determine how many observations are included prior to the mid-year and final reviews.

evaluation cycle1
Evaluation Cycle

The cycle includes, but is not limited to:

  • Annual orientation to the system and tools
  • Educator self-assessment
  • Review of annual goals and performance plan
  • A mid-year review
  • An evaluator assessment
  • An end-of-year review
  • A final rating
  • Goal-setting and performance planning for the next school year
slide11

STATE COUNCIL FOR EDUCATOR EFFECTIVENESS

Framework for System to Evaluate Principals

Definition of Principal Effectiveness

Quality Standards

I. Strategy

II. Instruction

VI. External Development

IV. Human Resources

V. Management

III. Culture

VII. Student Growth

50% Professional Practice Standards50% Student Growth Measures

Number and Percentage Other Measures of Teachers Aligned with CDE Guidelines

Weighting: How Much Does Each Standard Count Towards Overall Performance?

School Performance Other Measures

Framework Aligned with CDE Guidelines

Weighting:

Scoring Framework: How Do Measures of Quality Standards

Result in a Determination of Individual Performance?

Performance Standards

IneffectivePartially EffectiveEffectiveHighly Effective

principal evaluations
Principal Evaluations

Evaluated using: (1) teacher input; (2) teacher evaluation ratings; and (3) teacher improvement.

Evaluated using: (1) SPF data; and (2) at least one other measure of student academic growth.

Quality Standards I-VI:

I. Strategic leadership

II. Instructional leadership

III. School culture/equity leadership

IV. HR leadership

V. Managerial leadership

VI. External development leadership

Quality Standard VII:

VII. Leadership around student academic growth

slide14

STATE COUNCIL FOR EDUCATOR EFFECTIVENESS

Framework for System to Evaluate Teachers

Definition of Teacher Effectiveness

Quality Standards

I. Know Content

II. Establish Environment

V. Demonstrate Leadership

III. Facilitate Learning

IV. Reflect on Practice

VI. Student Growth

50% Professional Practice Standards50% Student Growth Measures

Observations of Other Measures Teaching Aligned with

CDE Guidelines

Weighting: How Much Does Each Standard Count Towards Overall Performance?

State Other Assessments Other Measures

Summative for Non-tested Aligned Assessments Areas CDE Guidelines

Match of test to teaching assignments

Weighting:

Scoring Framework: How Do Measures of Quality Standards

Result in a Determination of Individual Performance?

Performance Standards

IneffectivePartially EffectiveEffectiveHighly Effective

Appeals Process

teacher evaluations
Teacher Evaluations
  • Evaluated using: (1) a measure of individually-attributed growth, (2) a measure of collectively-attributed growth; (3) when available, statewide summative assessments; and (4) where applicable, Colorado Growth Model data.

Evaluated using: (1) observations; and (2) at least one of the following: student perception measures, peer feedback, parent/guardian feedback, or review of lesson plans/student work samples. May include additional measures.

Quality Standards I-V:

I. Mastery of content

II. Establish learning environment

III. Facilitate learning

IV. Reflect on practice

V. Demonstrate leadership

Quality Standard VI:

VI. Responsibility for student academic growth

components of the educator rubrics
Components of the Educator Rubrics

Rating levels

Quality Standard

Element that aligns with standard

Professional Practices

slide18

Courtney

Not Evident describes practices of a principal who does not meet state performance standards and is not making progress toward meeting them.

The focus of Partially Proficient and Proficient levels is what principals do on a day-to-day basis to achieve state performance standards and assure that students are achieving at expected levels.

The focus of Accomplished and Exemplary ratings shifts to the outcomes of the principal’s practices, including expectations for staff, students, parents and community members, as a result of practices exhibited under rating levels 2 and 3.

2013 14 evaluation pilot
2013-14 Evaluation Pilot

Components of Professional Practices Evaluation:

  • Use of State Model Evaluation Rubric
  • Inclusion of student perception survey
    • Conducted and discussed, but not weighted
  • Three similar meeting and observation protocols
    • New hires, probationary, non-probationary
  • Two types of Observations
    • Drop-in and formal
drop in observations
Drop-in Observations

All teachers will receive multiple, drop-in observations each year, a minimum of 9 times for at least 3 minutes. No immediate written feedback is required, although any concerns on the part of the evaluator need to be communicated to the teacher within 48 hours.

Drop-in observations need to be discussed and documented at the mid-year meeting for probationary teachers, and the year-end meeting for non-probationary teachers.

formal observations
Formal Observations

Defined as…

  • Typically un-scheduled and un-announced
  • Lasting 30 minutes or more
  • Followed by face-to-face feedback
  • Concluded with written summary of the face-to-face conversation
formal observations1
Formal Observations
  • For an observation to be considered a Formal Observation under this evaluation system, it must include the following elements:
  • Communicated/requested at the initial meeting between the principal and teacher or at any other time during the year prior to end of March
  • Once communicated/requested, Formal Observations are typically un-scheduled and un-announced, with the exception that the principal must tell the teacher at the start of the week that they will doing the Formal Observation that week
formal observations2
Formal Observations
  • New hires – Two formal observations are required
    • One time/date specific in 1st semester
    • One unannounced in 2nd semester
  • Probationary – One formal observation required
    • One unannounced prior to March
  • Non-probationary – No formal observations required

Important Note: Additional Formal Observations can be requested by all teachers and principals at any time prior to March, and may be time/date specific.

formal observations3
Formal Observations
  • A principal can extend a drop-in observation beyond 3 minutes, including more than 30 minutes, but it will not be considered a Formal Observation unless it had been previously communicated/requested as described above.
  • If a principal has certain things they are looking for, this will be communicated to the teacher prior to the formal observation.
  • If the teacher has something they want the principal to look for, this will be communicated to the principal before the observation.
meetings between teacher and principal newly h ired t eachers
Meetings between Teacher and PrincipalNewly Hired Teachers

All newly hired teachers, regardless of experience level, or other status, will have three meetings each year with the principal to review the Professional Practices Rubric, set and review goals, and discuss observations.

1st within 8 weeks of start of school

2nd by end of January

3rd by end of April

newly hired teachers
Newly Hired Teachers
  • 1st Meeting
    • Self Evaluation
    • Set Professional Practices Goals
    • Discuss Plans for Observations
    • Discuss and Document Student Outcome Goals
  • 2nd Meeting
    • Principal Assesses Practices
    • Drop-ins are Discussed and Documented
    • Student Growth is Reviewed
  • 3rd Meeting
    • Summative Evaluation on Practices and Growth
meetings between teacher and principal probationary teachers
Meetings between Teacher and PrincipalProbationary Teachers

All probationary teachers, regardless of experience level, or other status, will have three meetings each year with the principal to review the Professional Practices Rubric, set and review goals, and discuss observations.

1st within 6 weeks of start of school

2nd by end of January

3rd by end of April

probationary teachers
Probationary Teachers
  • 1st Meeting
    • Self Evaluation (review of document from Spring)
    • Review Professional Practices Goals
    • Discuss Plans for Observations
    • Discuss and Document Student Outcome Goals
  • 2nd Meeting
    • Principal Assesses Practices
    • Drop-ins are Discussed and Documented
    • Student growth is Reviewed
  • 3rd Meeting
    • Summative Evaluation on Practices and Growth
meetings between teacher and principal non probationary teachers
Meetings between Teacher and PrincipalNon-Probationary Teachers

All non-probationary teachers, regardless of experience level, or other status, will have two meetings each year with the principal to review the Professional Practices Rubric, set and review goals, and discuss observations.

1st within 4 weeks of start of school

2nd by end of April

non probationary teachers
Non-Probationary Teachers
  • 1st Meeting
    • Self Evaluation (review of document from Spring)
    • Review Professional Practices Goals
    • Discuss Plans for Observations
    • Discuss and Document Student Outcome Goals
  • 2nd Meeting (only if teacher is not rated effective)
    • Principal Assesses Practices
    • Drop-ins are Discussed and Documented
    • Student Growth is Reviewed
  • 3rd Meeting
    • Drop-ins are Discussed and Documented
    • Summative Evaluation on Practices and Growth