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Using Teacher Evaluation as a Tool for Professional Growth and School Improvement

Using Teacher Evaluation as a Tool for Professional Growth and School Improvement. Redmond School District 2011-12. The Journey Begins…Together. CLASS Project Forms – 2009-10 RSD Design Principles: Student Achievement Collaborative Relationships Attract and Retain Highly Qualified Staff

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Using Teacher Evaluation as a Tool for Professional Growth and School Improvement

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  1. Using Teacher Evaluation as a Tool for Professional Growth and School Improvement Redmond School District 2011-12

  2. The Journey Begins…Together • CLASS Project Forms – 2009-10 • RSD Design Principles: • Student Achievement • Collaborative Relationships • Attract and Retain Highly Qualified Staff • Employee Knowledge and Skill • Career Opportunities • Employee Performance and Motivation • Compensation

  3. Our work starts to take shape…in designing a new Evaluation System Evaluation Design Team is formed. Broad representation. Time provided for research and development.

  4. The design process:

  5. An ineffective evaluation system…

  6. An effective evaluation system should include: • Best practices grounded in research • Common set of performance standards • More frequent observations • Evidence-based feedback (vs. subjective) • Continuum of performance levels • Goal setting connected to performance standards • Self-reflection with opportunity for stakeholder input • Student performance is connected to teacher performance

  7. Learn from other districts: pitfalls and positives

  8. Danielson’s Framework for Teaching • Domain 1: Planning and Preparation • Demonstrating Knowledge of Content and Pedagogy • Demonstrating Knowledge of Students • Selecting Instructional Outcomes • Demonstrating Knowledge of Resources • Designing Coherent Instruction • Designing Student Assessment • Domain 2: The Classroom Environment • Creating an Environment of Respect and Rapport • Establishing a Culture for Learning • Managing Classroom Procedure • Managing Student Behavior • Organizing Physical Space

  9. Danielson’s Framework for Teaching • Domain 3: Instruction • Communicating with Students • Using Questioning and Discussion Techniques • Engaging Students in Learning • Using Assessment in Instruction • Demonstrating Flexibility and Responsiveness • Domain 4: Professional Responsibilities • Reflecting on Teaching • Maintaining Accurate Records • Communicating with Families • Participating in a Professional Community • Growing and Developing Professionally • Demonstrating Professionalism

  10. Implementation and Professional Development • Multi-year process • Job-embedded professional development (weekly early release) • Develop a common language • Cadre of teacher leaders • On-line training resource (Educational Impact) • Conversation about professional practice vs. evaluation

  11. Administrator Professional Development • Training focuses on gaining deep understanding of the FFT (Framework for Teaching) • Unwrapping standards (domains, components, elements) • Calibrating on performance levels – peer practice • Mini-observations: effective and efficient methods for on-going feedback • Evidence vs. opinion • Coaching techniques • Establishing a culture of feedback Establishing consistency… a critical component to the success of this new system

  12. And then along comes TIF:Teacher Incentive Fund • One year into the CLASS Project work, Chalkboard partnered with TIF. • Added a performance-based compensation component. • Experiment: Will the opportunity for bonuses for teachers and administrators have an impact on student achievement?

  13. TIF: A mixed bag… Opportunity Challenge (Hot Buttons) Gives us access to VAM – Value-Added-Measures Provides a bonus (to three of our schools) tied to student outcomes and evaluation Allows us to continue with CLASS Project work (with resource) Informs CLASS Project work on Compensation Fast-forward on Principal Evaluation System Viewed by many as merit pay – negative connotation Not all schools Bonuses for licensed staff only (no classified) Current economic climate = increased sensitivity around topic of compensation

  14. Best Hopes

  15. Next Steps… • Continue to reflect and modify • Continue training (educators and administrators) • Continue to nurture teacher leadership and collaborative relationships • Use technology to streamline our system • Be brave, trust, assume best intentions

  16. Resources & Questions? www.redmond.k12.or.us Human Resources Department Evaluation Systems Lynn Evans, Director of Human Resources lynn.evans@redmond.k12.or.us Linda Seeberg, Director of Elementary Education linda.seeberg@redmond.k12.or.us

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