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Educator Effectiveness Evaluation

Educator Effectiveness Evaluation. MERA Fall 2013 Conference November 25-26, 2013 Frankenmuth, Michigan . Overview. Michigan State Law requires evaluation of Teachers School administrators Evaluation systems Established and implemented locally Ratings reported to state

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Educator Effectiveness Evaluation

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  1. Educator Effectiveness Evaluation MERA Fall 2013 Conference November 25-26, 2013 Frankenmuth, Michigan

  2. Overview Michigan State Law requires evaluation of • Teachers • School administrators Evaluation systems • Established and implemented locally • Ratings reported to state Legislature to review recommendations made by Michigan Council on Educator Effectiveness (MCEE)

  3. Why Educator Evaluations?

  4. Current Model Evaluate teachers and administrators annually Student growth included in evaluation Four evaluation ratings • Ineffective • Minimally effective • Effective • Highly effective

  5. 2011-12 Survey: Growth Measures Number of districts Other ways growth data are measured include: Combination of data from multiple assessments, pre/post test data, combination of local, state, and national measures, benchmark testing, and several sources as agreed upon in the professional growth plan

  6. 2011-12 Statewide Evaluation • IMPORTANT NOTES: • Based on the labels as determined by the local evaluation system; rigor of label designation is not consistent across districts • THERE is differentiation in label reporting  now, 22% of teachers are reported as “highly effective”  moving away from a satisfactory/unsatisfactory system • We do not believe that 1% of teachers labeled as “ineffective” is unreasonable in the first year

  7. 2011-12 Survey: Decisions Informed Number of districts Others types of decisions include: Assignment to committees or roles beyond the classroom, classroom support and assistance, layoff/recall/transfer, mentoring, staff placement, scheduling, setting improvement goals, and merit pay

  8. MCEE Recommendation Overview More comparable system across schools and districts • Use of analogous observation tools • More similar weighting of evaluation components Greater emphasis on value added growth models Training and support for implementation Stronger consequences for ineffective educators

  9. MCEE Recommendation Overview Professional Practice (50%) Professional 3 consecutive = advanced role (teachers only) 3 consecutive = may be evaluated biennially Provisional 3 consecutive = counseled out of role Student Growth/VAM (50%) Ineffective 2 consecutive = terminated from role in LEA

  10. Timeline on MCEE Recommendation 2013-14 school year • Legislation and RFP/contract development 2014-15 school year • Systems and training development 2015-16 school year • Implementation of the new statewide system Continue existing local systems until 2015-16

  11. Key Take Aways Support districts in refining system • Observations • Growth measures Promote the use of evaluation data in decision making • Professional development • Rewards and recognition • Career planning

  12. Resources Michigan Department of Education Educator Evaluations Website http://www.michigan.gov/mde/0,4615,7-140-22709_57992---,00.html MI School Data Portal https://www.mischooldata.org/DistrictSchoolProfiles/StaffingInformation/EducatorEffectiveness/Ratings.aspx Michigan Council on Educator Effectiveness Website http://www.mcede.org/

  13. Contact Office of Evaluation, Strategic Research, and Accountability MDE-Accountability@michigan.gov 877-560-8378

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