Delaware Performance Appraisal System DPAS II Revised
Documents to Know • The DPAS II Revised guide • The Non-Regulatory Guidance document • The Non-Regulatory Guidance for Component 5 • The Summative Rating FAQ’s • Your collective bargaining agreement section on evaluations • DOE DPAS II link: www.doe.k12.de.us/csa/dpasii/default.shtml
Advocacy Points to Remember • We can grieve the process but not the content of an evaluation. However, sometimes content can be tied to flaws in process. If you’re not sure, ASK!! • We have the right to negotiate with the evaluator during the process. • Remember the relationship with the evaluator is ongoing.
Parts of the Process • Student Growth Measures Selection process (New) • Pre-Observation Form & Conference (Revised) • Observation • Post-Observation Conference (Revised) • Formative Feedback Form (Revised) • Expectations form (New) • Response or Challenge Process (Revised) • Individual Improvement Plan (Revised) • Professional Responsibilities Form (Form and process revised) • Summative Evaluation Conference • Summative Evaluation Form (Form and process revised)
DPAS II - SUGGESTED TARGET DATES Novice Teachers Measures selection September 30 Observation 1 October 31 Observation 2 & 3 March 31 Summative Evaluation April 30 Student Growth Measures May 31
DPAS II - SUGGESTED TARGET DATES Experienced Teachers Measures selection September 30 Observation (year 1 & 2) January 31 Summative Evaluation May 31 Student Growth Measures* May 31 *Done yearly
Student Growth Measures Selection Process • Conference with administrator to be completed by the end of September each year • Teacher meets with administrator to determine how the Component 5 rating will be determined
OBSERVATIONSNovice Teachers • Minimum of three per year • At least two announced and one unannounced • At least 30 minutes in length
OBSERVATIONSExperienced Teachers * Student improvement assessed every year
Observation Requirements • Must be reasonable amount of time between observations to improve • Must not begin before the first five full days of school • Must be completed before the last five full days of school • Check your contract for other timelines
Pre-Observation Conference • Requires a pre-observation form – may be optional for experienced teachers* • Attach a detailed lesson plan • Held during the workday preceding the date of the observation or as close to observation date as possible • Held in the educator’s room, if possible • May address Professional Responsibilities (Component 4) during this meeting * If the district allows and the principal and teacher agree
Making the Most of Your Pre-observation Conference • Do prepare for your pre-observation conference. • Do not be too narrow in defining the objective of the class to be observed. • Relate the lesson in the context of the unit of which it is a part. It will assist the observer in understanding what you are doing. • Do tell the administrator what you want to have observed. • Raise unique issues that may impact the lesson
Making the Most ... • Discuss any special circumstances about the class • Do not allow yourself to be rushed or to be ignored. • Make certain before you leave the conference that you understand exactly what will happen for your observation. • Keep an anecdotal record of your pre-observation conference so that you can refer to it in your post-observation conference, if needed.
Post-Observation Conference • Must take place within ten (10) working days of observation • Held in teacher’s classroom, if possible • Feedback should relate to the rubrics of the components 1-4
Post-Observation Conference • BEFORE MEETING WITH THE EVALUATOR • Review Pre-Observation form & notes • Review own notes taken after observation • Review lesson plan • Prepare your own agenda. Know what you want to talk about.
Post-Observation Conference • Teacher may present additional information to support the observed lesson (i.e. student assessment results) • Teacher should take notesand make sure all questions and concerns are addressed DOCUMENT, DOCUMENT, DOCUMENT!!
Preparing for Your Post-Observation Conference • Before you meet with your observer, review: • your Performance Appraisal report • contract provisions on evaluation • your notes on the observed lesson • previous appraisal reports • pre-observation form • commendations, awards, honors, etc. • lesson plan used during observation • Prepare your own agenda. Know what you want to talk about. • Keep notes during the conference
Preparing for Your Post-Observation Conference • Ask questions, when you need clarification. Identify the sources of items under discussion. • Listen carefully to the evaluator. Don’t evaluate yourself. • Do not hesitate to request to have unfounded comments deleted. • Do not hesitate to request inclusion of additional comments.
Preparing for Your Post-Observation Conference • Summarize your understanding of what took place. • Leave with a clear understanding of what is expected of you. • Leave with a clear understanding of how the administration will assist you in improving your performance, if necessary. • Signing the written report does not mean that you are in agreement with it. It only means that you have read it.
Formative Feedback Forms • Provided to teacher within 10 working days of post-observation conference • Should verify what was observed during the lesson and discussed in the post-observation conference • If the overall performance is unsatisfactory (based on one or more components is unsatisfactory), it must be noted on the final page and initialed by the evaluator
Commendations Reserved for teachers with high levels of performance or in the case of novice teachers, those who have demonstrated substantial professional growth
Recommendations • Designed to help teachers improve their performance • May be made to teachers at any level of performance • Must be relevant and meaningful • Are not binding
Expectations • Specific performance expectations that must be carried out • Given if “effective” on the summative, but with less than 4 satisfactory appraisal components • Must be clear and specific • Include a description of evidence the teacher must provide • Must have timelines
Things to Watch for on Formative Feedback Forms • ASK THE EVALUATOR TO REMOVE: • Comments that cannot be supported or were not discussed in the post-ob conference • Recommendations that require equipment, materials, or training that are not or have not been available to teacher • Anything that you believe is unclear or misleading • Comments not aligned with the component’s rubric and supported with evidence
Things to Watch for on Formative Feedback Forms • If you don’t think the form reflects your performance accurately, GET HELP, DON’T WAIT -- especially if it triggers an IIP. • If observed lesson was atypical and unsatisfactory, request another observation be done.
Things to Watch for on Formative Feedback Forms • Don’t let inaccurate or misleading statements remain without AT LEAST asking for explanation and/or modification. Ask for evidence. • Don’t be afraid to write a response or submit a challenge.
Responding to a Formative Feedback Form • Contact the Association. • Feedback Forms should be signed, copied & returned to evaluator within 5 working days. • Challenges are appropriate for feedback that triggers an IIP. • Responses are appropriate for anything else.
Responding to a Formative Feedback Form • Grievances may occur simultaneously for process violations. • Responses and challenges must be submitted within 15 working days. • Grievances must be submitted within 15 days.
Responding to a Formative Feedback Form • Responses are submitted to the evaluator. • Challenges are submitted to the evaluator’s supervisor. • Responses and challenges are factually written so the teacher’s impressions, reactions, and additional information are on the record.
Rebutting an Evaluation A rebuttal may be written as a response to any written or verbal review of your performance. Rebuttals are written so that your impressions, reactions, and additional information are on the record. The rebuttal refutes and counters inaccuracies, misconceptions, erroneous statements, and any item in the appraisal you deem as misleading or disparate.
Rebutting an Evaluation General guidelines for effective rebuttal writing: • Seek advice from your local association if you are having difficulty in drafting a rebuttal statement. • Before writing any rebuttal, review the State Appraisal System, contract provisions and/or board policies governing evaluation, reprimand procedures, just cause, etc. • Rebut anything that could have an adverse effect on your salary and/or employment status.
Rebutting an Evaluation • Utilize present facts to develop a statement which is in your best interest. Do not refer to previous incidents or unrelated issues. • Demand specifics rather than generalities from administration in evaluation reports. • Always indicate when administrative assistance was requested but not provided. • Emphasize any contractual violations and/or violations in the procedures by the administration.
Rebutting an Evaluation • Request the administration demonstrate the type of techniques it is seeking to have you incorporate into your lessons. • Whenever possible, indicate willingness to comply with the evaluator’s requests/recommendations and to meet the expectations of the evaluator. Do not agree that you need improvement. • Make certain that you have responded to all criticisms.
Rebutting an Evaluation • Try to end the rebuttal by positively reinforcing a spirit of cooperation. • Before submitting, proofread the rebuttal and all other written material for errors in grammar, punctuation, spelling, and sentence structure. Have someone else proofread it as well. • Keep a copy of the rebuttal for your records.
Guidelines for Responses and Challenges • Seek advice from your local association IMMEDIATELY • Stick to the facts - K.I.S.S. (24 hour rule) • Make certain that you have responded to all major criticisms.
Guidelines for Responses and Challenges • Before submitting, proofread the response • Have someone else proofread it as well. • DO NOT SUBMIT A RESPONSE OR CHALLENGE UNTIL YOU HAVE CONSULTED SOMEONE FROM THE ASSOCIATION • Keep a copy of the response/challenge for your records. • Try to end the response/challenge positively in a spirit of cooperation.