Appraisal Document Review

1. Appraisal Document Review Decatur Public Schools Macon-Piatt Special Education July, 2012

2. Macon-Piatt Special Education Certified Staff are following the Decatur Public School District #61 Teacher Appraisal Process. The process is essential for the continual professional growth of each certificated staff member. By providing teachers with well-defined expectations and on-going, constructive feedback, the appraisal process should develop and maintain effective teachers. This process should be continuous and collaborative and take place in an atmosphere of mutual trust, support, and respect.

3. An Effective Teacher… • Demonstrates high expectations for all students regarding all facets of intellectual and social growth, and helps students learn using diverse resources and engaging lessons. • Develops and maintains working relationships with students and their families, and contributes to positive academic, behavioral, and social outcomes. • Consistently engages in self-reflection of practice, and continually seeks to grow in the profession. • Incorporates and models best practices in reading, writing, and oral communication in all content areas.

4. An Effective Teacher… • Demonstrates high expectations for themselves in terms of: • Consistently improving mastery of content. • Consistently improving mastery of relating content in age/skill-level appropriate ways. • Monitoring student progress in a variety of ways and using those findings to drive instructional decisions. • Utilizing open, honest, and productive collaboration with colleagues and the community.

5. Appraisal Process is designed to… • Identify teachers’ strengths and areas of needed improvement in order to determine effective professional development, assistance and support; • Determine whether a teacher is meeting performance expectations in the classroom, including student achievement growth expectations; • Provide accountability in order to retain effective teachers and assist in identifying potential teacher leaders.

6. Key Changes • 5 Domains - Modified Danielson • Administrator Lead • 3 Ratings • Opinion Based • Professional Growth – Excellent Teachers • District Trained Evaluators • 4 Domains -True Danielson • Teacher Lead • 4 Ratings • Evidence Based • Professional Growth – All Teachers • State Certified & District Trained Evaluators

7. Evaluation Components • Professional Growth Plan and Artifact Review • Observations • *Student Growth *Evidence of student growth will contribute to a summative rating for Eisenhower High School staff in the 2013 – 2014 school year. Beginning in the 2014-2015 school year, measures of student growth will be combined with these measures to determine a teacher’s summative evaluation rating.

8. Domain 1 & 4 (Artifacts)

9. Observations • Scheduled Observations • Announced • Pre-Observation Conference (10-15 min) • Post-Observation Conference (30 min) • Unscheduled Observations • Unannounced • Post-Observation Conference (30 min) • Forms & lesson plans will be submitted electronically to evaluators.

10. Domain 2 &3 (Observation)

11. Summative Rating Descriptors • Excellent • Proficient • Needs Improvement • Unsatisfactory

12. Qualifiers

13. RIF Groupings • Group 4 = Excellent & High Proficient* • Group 3 = Low Proficient • Group 2 = Needs Improvement • Group 1 = Unsatisfactory *Teachers with a Summative Rating of 3.25 or higher (“high proficiency”), will be considered Group 4 for RIF purposes. Teachers with a Summative Rating of 2.75-3.24 (“low proficiency”), will be considered Group 3 for RIF purposes.

14. Teacher Appraisal Process Steps • Step 1: Self Assessment and Individual Professional Growth Plan • Step 2. Individual Pre-Appraisal Conference • Step 3: Pre-Observation Conference for Scheduled Observations • Step 4: Observation • Step 5: Post-Observation Conference • Step 6: Summative Conference

15. One Time Multiple Times

16. Observation Cycle

17. Questions?