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NC Teacher Evaluation Process: Making it Work in DHHS

NC Teacher Evaluation Process: Making it Work in DHHS. Background. New evaluation instruments adopted in 2008 Used them in DHHS for the first time in 2009-2010 2010-2011 was the second year New policy effective date is July 1, 2011

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NC Teacher Evaluation Process: Making it Work in DHHS

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  1. NC Teacher Evaluation Process:Making it Work in DHHS

  2. Background • New evaluation instruments adopted in 2008 • Used them in DHHS for the first time in 2009-2010 • 2010-2011 was the second year • New policy effective date is July 1, 2011 • One system for school administrators/principals/lead teachers • Different system for teachers

  3. Who are 115C employees? • Licensed through the State Board of Education • Working in positions classified as 115C, not 126/SPA • Fall under different disciplinary and grievance procedures than 126 staff • NOTE: we do have some staff with educational licenses in 126 positions; we help them renew but they are evaluated with PMs

  4. Definitions • Probationary Teacher • Initially licensed teacher • Lateral entry teacher • Teacher without career status in DHHS • From another state (takes 4 years) • From another NC Local Education Agency (LEA)---takes 1 year if they had career status in another NC LEA • Career Status: status reached after 4 years in the same LEA • License: credential issued by the State Board of Education (Standard Professional I or II)

  5. More Definitions • Experienced Teachers • Hold a Standard Professional II License • Have career status in DHHS • Must have 2 informal observations in years 2-5 of the licensure cycle • Are only formally evaluated one every 5 years unless • They are working in a new assignment • They have supervision issues

  6. Basic Components of NC TEP • Individual Growth Plan • Observations, including pre- and post-observation data • Teacher Summary Rating Form

  7. Individual Growth Plan • IGP • Construct based on self-assessment • Approve and begin no later than October 1 • Can be earlier if that suits the program need • Review • Between December 1 and February 1 • Adjustments should be made here if needed • Complete between April 15 and May 15

  8. Observations • Observation Cycle • Pre-Observation Conference • Mandatory for all probationary observations • Mandatory for first career teacher observation • Formal Observation • One lesson or 45 minutes • Post-Observation Conference • Mandatory for all formal observations

  9. Required Number of Observations: Probationary Teachers • Probationary Teachers: ILTs, lateral entry, teachers without career status in DHHS Four observations total (this is a minimum; the administrator can choose to do more) 3 by the administrator, 1 by a peer • By September 30 • By November 30 • By February 15 (best option for the peer observation) • By April 15

  10. Required Observations:Experienced Teachers • Experienced Teachers in the FIRST year of the LICENSURE cycle Three observations by the administrator who can choose to do more By September 30 By February 15 By April 15 • Experienced Teachers in YEARS 2-5 of the LICENSURE Cycle • 2 INFORMAL observations required

  11. Rating System Used • Not Demonstrated • used in DHHS for items agreed upon that will not be evaluated; specified in PGP • Developing • Gaining the skills needed to become proficient • Proficient • Meeting the baseline skills needed • Accomplished • Going beyond the baseline and extending those skills to create opportunities for most students • Distinguished • Clearly and consistently demonstrates skills which provide the highest quality of instruction to all students

  12. Use of Ratings • Teachers are evaluated on 5 Standards • Each standard is composed of several elements • Each element has several indicators • Indicator ratings add cumulatively to create a rating for an element • Standard ratings are an average of the ratings for each element

  13. RATING SYSTEM STRUCTURE STANDARD ELEMENT Developing Indicators Proficient Indicators Accomplished Indicators Distinguished Indicators ELEMENT Developing Indicators Proficient Indicators Accomplished Indicators Distinguished Indicators

  14. Summary Rating Form • Completed between April 15 and May 15 • Done by the school administrator • Shared with teachers; not a collaborative effort • Based on evidence from the year

  15. Experienced Teachers • Year 1 of the Licensure Renewal Cycle • Entire rubric • 3 observations required • Years 2-5 of the Licensure Renewal Cycle • Standards 1 and 4 only • 2 INFORMAL observations required

  16. Evaluation Results • Action Plans no longer exist in NC • There are three new types of Professional Development Plans • Monitored Growth Plan • Directed Growth Plan • Mandatory Improvement Plan All of these plans require the following: Standards and Elements to be improved; goals and activities to assist the teacher in improvement, and a specific timeline

  17. Monitored Growth Plan • Teacher (with Career Status AND an SP II license) is rated “Developing” on one or more Standards AT THE END OF THE YEAR AND will not be recommended for dismissal (only the Superintendent can decide this) • Have one school year to become “Proficient” on all Standards

  18. Directed Growth Plan • Teacher (with Career Status AND an SP II license) is rated “Developing” on one or more Standards AT THE END OF THE YEAR AND will not be recommended for dismissal (only the Superintendent can decide this) • Timeline is LESS than one school year to become “Proficient” on all Standards

  19. Mandatory Improvement Plan • Teacher (with Career Status AND an SP II license) is rated “Developing” on one or more Standards AT THE END OF THE YEAR AND will not be recommended for dismissal (only the Superintendent can decide this) AND others plans would not address the deficiencies (only the Superintendent can decide this) • Less than one school year; usually 60-90 days • A qualified observer is agreed upon by the teacher and principal to come in and observe to corroborate the principals’ assessment • Usually used if you are dismissing for inadequate performance in the classroom

  20. Beginning Teachers • Definition: Those without career status and with SP I licenses • Have three years to become “Proficient” on all standards (correct through IGP and mentor) • At the end of the third year, if they are NOT “Proficient”… • …they cannot convert their SP I license to an SP II license • …their employment in DHHS is terminated

  21. Probationary Teachers WITH an SP II License • Definition: Came from another NC LEA (doing 1 year of probation) or came from another state (doing 4 years of probation) • Must be at least “Proficient” on all Standards at the end of the first year • Will not be recommended for Career Status • Without Career Status, their employment is terminated

  22. Educational Judgment • May observe any teacher at any time as long as it is not arbitrary or capricious • May decide to shorten the timeline to get all observations completed so that a teacher can be evaluated • Should be at least 10 work days between the post-observation conference and the next observation • Must complete ALL steps in the process to get to an evaluation with the Summary Rating Form

  23. Other Disciplinary Actions for 115C • Documented Counseling • Completed with HR involvement • Involves issues that are usually not instructional practice but they can be • Written Warning • Completed with HR and Superintendent’s Designee involvement • Involves issues of behavior and/or instructional practice

  24. DHHS Educational Materials Web Site • http://www.ncdhhs.gov/dsohf/professionals/schoolmaterials/school.htm

  25. Questions, Concerns, Assistance DHHS Assistant Superintendent of Schools Division of State Operated Healthcare Facilities Office: 919-855-4713 Fax: 919-508-0955

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