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Transforming the Way Through Evaluation and Professional Development

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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  1. Transforming the Way Through Evaluation and Professional Development Presented by Roger Fry, Woodland Johnson, Shaylia McRae and Tricia McManus

  2. 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

  3. 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

  4. 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)

  5. 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)

  6. HCPS Observation Process

  7. 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)

  8. 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

  9. 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

  10. 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

  11. 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

  12. 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

  13. 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.

  14. Presenter Contact Information • Tricia McManus, tricia.mcmanus@sdhc.k12.fl.us • Shaylia McRae, shaylia.mcrae@sdhc.k12.fl.us • Woodland Johnson, woodland.johnson@sdhc.k12.fl.us • Roger Fry, roger.fry@camb-ed-us.com

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