MSBSD Educator Evaluation

1. MSBSD Educator Evaluation Annual Training

2. WELCOMEPlease have one person log your school into the chat room Example: Wasilla High School

3. Presentation Outline • Purpose of Evaluation • Evaluation Groups • Danielson Framework • Break for Question & Answer • Evaluation Process & Timeline • Plan for Professional Growth & Improvement • Community Feedback Surveys • Break for Question & Answer

4. Purpose of Evaluation • Improvement, improvement, improvement! • allows and encourages principals, administrators, and teachers to work together to promote professional excellence • improves the quality of instructional practices • facilitates student learning and growth • brings structured assistance to teachers who need improvement • provides a basis for making a decision about the retention and transfer of staff • and facilitates the alignment of professional development with educator needs

5. Evaluation Groups

6. Danielson’s “Framework for Teachers” • Defines what good teaching looks like and consists of • Provides a common language among professionals • Structure that recognizes and respects the complexities of teaching but provides a simple layout for conversations about teaching • Versatility for all levels of expertise and experience • Able to modify components for evaluation groups • Aligned with the Alaska State content, performance, and cultural standards

7. Domain 1: Planning & Preparation Domain 2: The Classroom Environment Domain 4: Professional Responsibilities Domain 3: Delivery of Instruction A Framework for Teaching:Domains of Professional Practice

8. Domain 1: Planning & Preparation Components of Domain 1: • Demonstrating knowledge of content and pedagogy • Demonstrating knowledge of students • Selecting instructional outcomes • Demonstrating knowledge of resources • Designing coherent instruction • Designing student assessment

9. Domain 2: The Classroom Environment Components of Domain 2: • Creating an environment of respect & rapport • Establishing a culture for learning • Managing classroom procedures • Managing student behavior • Organizing physical space

10. Domain 3: Delivery of Instruction Components of Domain 3: • Communicating with students • Using questioning and discussion techniques • Engaging students in learning • Using Assessment in Instruction • Demonstrating flexibility and responsiveness

11. Domain 4: Professional Responsibilities Components of Domain 4: • Reflecting on teaching • Maintaining accurate records • Communicating with families • Participating in a professional community • Growing and developing professionally • Demonstrating professionalism

12. Rating • Unsatisfactory • Basic • Proficient • Exemplary

13. Rating Structure • Components • Domains • Overall • Components are rated by the Supervisor • Domain Ratings are determined by the component ratings • Overall Rating is determined by the domain ratings

14. Exemplary Domain/Overall Ratings • 50% of components/domains rated as Exemplary • No components/domains rated below Proficient • Proficient • No components/domains rated as Unsatisfactory • No more than one component/domain rated as Basic • Remaining components/domains rated as Proficient or Exemplary • Basic • No components/domains rated as Unsatisfactory • Two or more components/domains rated as Basic • Unsatisfactory • One or more components/domains rated as Unsatisfactory

15. PPG • POI • SKIP Component Ratings Continued • 2 or more Basic • 1 Unsatisfactory • 1 Exemplary • No Unsatisfactory • No Basic • No Unsatisfactory • Component Ratings also Determine • Level of Support • Plan for Professional Growth (PPG) • Plan of Improvement (POI) • Evaluation Waiver Eligibility (SKIP)

16. Common Descriptors for Levels

17. Frequently Asked Questions • Where can I learn more about the Danielson Framework? • Professional Development Opportunities • Site-Based FLTs & Annual Training • District Office Resources • Charlotte Danielson’s Framework For Teaching Book & DVD Series • Who chooses to evaluate additional components? • There are 12 required components in the evaluation • Per principal discretion, he/she may require an individual employee to be evaluated on any of the remaining 10 components • Must be identified at the Beginning of the Year Conference

18. Question & Answer Please take two minutes to ask your principal questions or have the scribe type them into the chat room

19. OASYS Electronic Evaluation • ALL educators will use the OASYS Electronic Evaluation system • OASYS Webinar Training Dates will be posted in the upcoming Teacher and Principal Posts • Power Point Tutorials are available on the MSBSD HR Website • Educator Evaluation • OASYS Electronic Evaluation

20. Educator Self Reflection Evaluation Process Overview • Beginning of the Year Conference • Informal Observation(s) • Formal Observation • Summative Evaluation Conference

21. Educator Self-Reflection • Designed to support the educator’s self-assessment and reflection on professional practices • Used as a foundation during the beginning of the year conference • To be completed by September 30th

22. Beginning of the Year Conference • Evaluation planning meeting • Review the Educator Self-Assessment • Identify expectations for targeted growth • Establish if any additional components will be evaluated beyond the required 12 • Identify the teacher submitted artifacts for components • To be completed by October 15th

23. Frequently Asked Questions • What is an artifact? • Artifacts provide evidence of performance on various components • Examples: Lesson plans, social contracts, i-cue grade reports • How many do I have to submit? • Each required component must have at least one artifact or observation evidence identified • Artifacts may count for more than one component

24. Classroom Observations • Informal • Recommended for 5 to 15 minutes • Dates & times are documented and share with the teacher during the summative conference • Do not need to be pre-arranged • Most common form: Classroom Walkthrough • Required #: • Non-Tenured: Four per year • Tenured: One per year

25. Classroom Observations • Formal • Teacher completes Pre-Observation Form prior to observation • Observation is scheduled • Must be for a duration of at least 30 minutes • Feedback is provided within two working days • Required #: • Non-Tenured: Two per year • Tenured: One per year

26. Summative Evaluation & Conference • Principal reviews a variety of evidence sources including: • Informal and Formal Observations • Teacher submitted artifacts • Principal gathered artifacts • Community Feedback Surveys • Teacher is provided a copy of the summative evaluation • Includes ratings for components, domains, and overall

27. Summative Evaluation & Conference • Teacher has two working days to ‘electronically’ sign the evaluation • Five working days to submit written comments • Copy of the evaluation will be stored electronically in OASYS • Non-Tenured Teachers will receive one summative evaluation by May 1st

30. Evaluation Waiver (Skip Year) • Per principal approval, an educator is eligible for an evaluation waiver starting their sixth year • Eligibility Requirement: To exceed the district standard, an educator must have at least one exemplary rating and have received no basic or unsatisfactory ratings

31. Plan for Professional Growth Plan for Professional Growth: • A teacher may be placed on a Plan for Professional Growth if no required component is rated Unsatisfactory and two or more required components are rated Basic. • Duration of Plan • Non-Tenured: Minimum of 30 Work Days • Tenured: 60 – 120 Work Days • Starting SY17: Form electronically assigned in OASYS

32. Plan of Improvement Plan of Improvement: • A teacher will be placed on a Plan of Improvement if any required components is rated Unsatisfactory. • A teacher may be placed on a Plan of Improvement if they unsuccessfully complete a Plan for Professional Growth • Duration of Time • Non-Tenured: Minimum of 30 Work Days • Tenured: 90 – 180 Work Days • Starting SY17: Form electronically assigned in OASYS

33. Plan for Professional Growth or Plan for Improvement • The purpose of a plan of professional growth or improvement is to document a concern and to clearly state what the teacher must accomplish in order for his/her performance to meet the teaching components • Neither party is present to negotiate whether or not the teacher is meeting the teaching components • The principal/supervisor determines whether or not the teaching components are being met • Each plan of professional growth or improvement will be tailored to the specific teacher • Cooperation and recognition that improvement is needed will be the key to success

34. Community Feedback Surveys • Provide an opportunity for students, parents, community members, teachers, and administrators to provide information on the performance of the teacher or administrator who is the subject of the evaluation to the evaluating administrator • Surveys are available on the district website, at school sites, and the district office. • Schools should advertise surveys in their newsletters and on the website at least four times per year.

35. Community Feedback Surveys • Forms are returned/forwarded to the administrative secretary • Unsigned forms are given directly to the employee • Signed forms • A copy is given to the employee and immediate supervisor • The original is maintained at the school site for two years. • If the feedback is used for a plan of improvement, a non-retention, or dismissal it will be kept longer • May be considered as input into the teacher’s current evaluation if received prior to February 1, otherwise the information will be used in the next year’s evaluation

36. Frequently Asked Questions • Is a Non-Tenured teacher required to complete a Self-Reflection and Beginning of the Year Conference each semester? • No, a non-tenured teacher only needs to one of each at the beginning of the year. • What if my principal or I miss one of the timeline dates? • Any date can be extended if mutually agreed upon by the principal and the educator.

37. Question & Answer Please take two minutes to ask your principal questions or have the scribe type them into the chat room

38. For More Information • Certificated Employees Evaluation and Procedures Instrument (BP/AR 4115.1) • Your Principal or Supervisor • Department of Human Resources • Professional Development Opportunities • Site-Based FLTs & Annual Training • District Office Resources • Charlotte Danielson’s Framework For Teaching Book & DVD Series • MSBSD Human Resources Website