The Future of Teacher Evaluation

1. The Future of Teacher Evaluation Waiver Day May 15, 2013

2. Teacher Evaluation Committee Work • Cristi Fields • Bernie Gearon • Pam Hillard • Amy Holbrook • Mary Isaacs • Nora Monnin • Necia Nicholas • Beth Schmidt • Brad Sims • Krista Wagner • Liz Wolfe-Eberly • Chad Wyen Today’s presentation would not be possible without the hard work of the Evaluation Committee and Mad River staff.

3. Today‘s Goals • Understand the “Big Picture” of the OTES Evaluation System for next year • Practice with different pieces of OTES Evaluation System • Leave with a peace of mind to enjoy your summer

6. OTES Teacher Performance Framework

7. Teacher Performance50% It is 7 step process beginning with a self assessment and ending with a final summative rating.

8. Student Growth Measures 50% Value-Added Vendor (STAR) Student Learning Objectives (SLOs) We will discuss this half of OTES later in the day.

9. The 7 Steps of Teacher Performance • Step 1: Self Assessment • Step 2: Creating a Growth Plan • Step 3: Pre-Conference • Step 4: Observation • Step 5: Post-Conference • Step 6: Walkthroughs/Informal Evaluations • Step 7: The Final Summative Rating

10. Step 1: Self Assessment • Record evidence of strengths and areas for growth in each of the 7 Standards for the Teaching Profession. • Identify two priorities for the upcoming year by placing check marks in the far-right column. • Use these two priority areas for writing your Professional Growth Plan. • May want to use this form during first pre-conference with evaluator to finalize selection of growth goals.

12. 10 minutesPractice filling out the Self-Assessment.

13. Step 2: Professional Growth Plan • Using the two priorities from the Self-Assessment or input from your evaluator, write two goals. • Use Teacher Performance Evaluation Rubric to select focus and wording. • Determine Evidence Indicators for each goal, as well as areas for professional growth. • Will be used to inform your holistic Teacher Performance rating.

14. SMART Goals • Specific • Measurable • Attainable • Relevant • Timely

15. SMART Goal Examples • Collaborative Learning: • By March 2014, I will develop, teach, and evaluate 6 collaborative learning lessons, and share them with my grade-level team for feedback. • Parent Communication: • By April 2014, I will make at least 5 positive contacts with my 10 lowest-performing students’ families, and will update my evaluator on their progress.

19. Using Rubric Language to Clarify SMART Goals

20. SMART Goal Example • Goal Statement: Differentiation • By April 2014, I will provide evidence of matching strategies, materials, and pacing to individual student needs in each of my science units of instruction. • Evidence Indicators: • Pre-assessment data of students in each unit; Inventory of individual student learning styles; Plans of differentiated lessons with samples of strategies, materials and pacing • Date: • September 27, 2013; January 21, 2014 • Areas for Professional Growth: • Differentiated instruction books and websites; Collegial visit to Mrs. X’s room to observe differentiation; Team meetings to discuss student needs

21. 10 minutesPractice writing two goals for a growth plan.

22. The 7 Steps of Teacher Performance • Step 1: Self Assessment • Step 2: Creating a Growth Plan • Step 3: Pre-Conference • Step 4: Observation • Step 5: Post-Conference • Step 6: Walkthroughs/Informal Evaluations • Step 7: The Final Summative Rating

23. Step 3: The Pre-Conference • Review questions and consider how they could be answered based on your upcoming observation. • Not every question will be asked, these are just suggested questions. • Your pre-conference will be used to inform your Teacher Performance rating. • At pre-conference you will also discuss Professional Growth Goals and Student Growth Measures.

25. Step 4: The Observation • Every teacher will have 2 formal observations. • The observations will be for an instructional period of no less than 30 minutes. • Observation 1- Between September and November 15th • Observation 2- Between December and February 15th • The OTES rubric is the focus of the observation.

26. Step 4: The Observation • Review the criteria and consider how they will be addressed in your upcoming observation. • Evaluator will use these criteria and collect evidence during your observation to inform a holistic ranking. • These criteria are the basis for both formal and informal observations. • Your ratings on these criteria will be used to inform you Teacher Performance rating.

27. Evaluation Rubric Focus Areas • Focus of Learning • Assessment Data • Prior Content Knowledge/Sequence/Connections • Knowledge of Students • Lesson Delivery • Differentiation • Resources • Classroom Environment • Assessment of Student Learning • Professional Responsibilities

28. Step 5: The Post-Conference • Goal is to reflect on the outcomes of the lesson. • Teachers should be prepared to discuss with evaluator: • Strengths of the lesson • Areas for refinement or improvement

31. The 7 Steps of Teacher Performance • Step 1: Self Assessment • Step 2: Creating a Growth Plan • Step 3: Pre-Conference • Step 4: Observation • Step 5: Post-Conference • Step 6: Walkthroughs/Informal Evaluations • Step 7: The Final Summative Rating

32. Step 6: Walkthrough/ Informal Evaluation • Fits into the Holistic Approach to Evaluation • Everyone will have a minimum of 2 walkthroughs no more than 4 • Walkthroughs should be about10-15 minutes. • Walkthroughs can be conducted anytime except for the three days before winter break and any day after the final summative rating. • The teacher will receive feedback within 5 school days

34. The 7 Steps of Teacher Performance • Step 1: Self Assessment • Step 2: Creating a Growth Plan • Step 3: Pre-Conference • Step 4: Observation • Step 5: Post-Conference • Step 6: Walkthroughs/Informal Evaluations • Step 7: The Final Summative Rating

35. OTES Teacher Performance Framework

36. Step 7: Final Holistic Summative Evaluation

37. The Fall (August - November) • Professional Growth Plan • 1st round of the Observation Process • 1st Walkthroughs • Instruction

38. The Winter (December-February) • 2nd round of the Observation Process • Walkthroughs • Instruction

39. The Spring (March-May) • Walkthroughs • Finalize Professional Growth Plan • Final Summative Rating

40. Questions?

41. One half of OTES down... One half to go!

42. Student Growth Measures 50% Value Added Vendor (STAR) Student Learning Objectives (SLOs)

43. Agenda Check • Find out your Student Growth Category • Take a 10 minute break • Report to the correct place based on Student Growth Category • Category A: Room ? • Category B: Library • Category C: Cafeteria

44. Category “A1”(k-6) • Teachers with only Value Added • Report to Room 212-214 • Teachers • 4th- 6th Grade teachers that ONLY teach Math and Language Arts

45. Category “A2”(k-6) • Teachers with Value Added and another growth measure • Report to Room 212-214 • Teachers • 4th- 6th Grade teachers that teach Math or Language Arts and another subject with an SLO.

46. Category “B”(k-6) • Teachers with STAR and another growth measure • Remain in cafeteria • Teachers • Preschool-3rd Grade teachers that have STAR or team with teachers that do.

47. Category “C”(k-6) • Teachers without Value Added or STAR • Teachers that use SLOs as their growth measure. • Report to Room 104 • Teachers • K-6 PE • K-6 Music • Resource room only SpEd

48. Team Time Room Assignments • Kindergarten-104 • 1st Grade-106 • 2nd Grade-111 • 3rd Grade-112 • 4th Grade-117 • 5th Grade-208 • 6th Grade-212 • PE-Conference Room • Music-Music Room • Title I and Special Ed – Staff Development @ CO

49. Thank you!