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Bedford County Public Schools 20011-2012

Understanding the Evaluation Process Supporting the continuous growth and development of each teacher. Bedford County Public Schools 20011-2012. The Goal of the Teacher Evaluation System.

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Bedford County Public Schools 20011-2012

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  1. Understanding the Evaluation ProcessSupporting the continuous growth and development of each teacher. Bedford County Public Schools 20011-2012

  2. The Goal of the Teacher Evaluation System • The goal is to support the continuous growth and development of each teacher by monitoring, analyzing, and applying pertinent data compiled within a system of meaningful feedback.

  3. Purposes of Evaluation System • To improve the quality of instruction • To contribute to successful achievement of the district’s goals and objectives • To provide a basis for instructional improvement • To share responsibility for evaluation between the teacher and the evaluation team 

  4. Distinguishing Characteristics of System • Benchmark behaviors for performance standards • Focus on the relationship between teacher performance and improved student achievement • System for documenting teacher performance based on multiple data sources • Procedure for conducting performance reviews that stresses accountability, professional improvement, and teacher involvement in the evaluation process • Support system for providing assistance

  5. Teacher Performance Standards & Performance Indicators Make Up the System Teacher Performance Standards • Data-Driven Planning • Instructional Delivery • Assessment • Learning Environment • Communication • Professionalism • Student Achievement

  6. Teacher Performance Standards & Performance Indicators Make Up the System Indicators • Indicators are examples of the types of performance that will occur if the standard is met. Part III of the Evaluation Handbook provides sample indicators (see page 39).

  7. Teacher Performance Standards & Performance Indicators Make Up the System • The Classroom Observation Form and the Post-Observation Conference Record include the performance standards with sample indicators (See page 27 and page 28).

  8. Documentation is an Important Part of the Evaluation System • Goal Setting Form (Relates to Student Achievement) – Pages 24-25 • Pre-Observation Form – Page 26 • Classroom Observation Form – Page 27 • Post-Observation Conference Record – Page 28 • Documentation Log – Page 29 • Student Survey and Summary Report – Page 30 or Page 33 • Teacher Summative Performance Report – Pages 34 to 36

  9. Teacher Classification: Summative and Non-Summative

  10. Teacher Classification and Number of Observations

  11. The Evaluation Process: Employee Improvement Plan • The Employee Improvement Plan (EIP) is designed to support a teacher in addressing areas of concern through targeted supervision and additional resources. • The EIPis a tool that evaluators may use at any point during the year for teachers whose professional practice would benefit from additional supports.

  12. The Evaluation Process: Employee Improvement Plan • Additionally, an EIP is implemented if one of the following scenarios occurs at the end of any data-collection period: • A teacher receives two or more ratings of “needs improvement” in a summative evaluation; or • A teacher receives one rating of “unsatisfactory” on any of the seven teacher performance standards in a summative evaluation.

  13. The Evaluation Process: Employee Improvement Plan • If there is a need for improvement, an EIP should be developed using the form on page 37. • Assistance may include: • assistance from a curriculum or program coordinator; • peer assistance from within the building or from another building; • conferences, classes, and workshops on specific topics; and/or • other resources to be identified.

  14. The Evaluation Process: Employee Improvement Plan • Teachers on an EIP will be ineligible for a salary step advancement. After removal from the plan status, the employee may return to his/her normal salary step with adjustments.   • The purpose of the EIP is to help a teacher improve.

  15. Evaluation Timeline (Page 16) • Goal Setting – Second Friday in November • Classroom Observations – Varies • Student Surveys Summaries – First Half of Second Grading Period • Mid-Year Conference for Goals– Last Day of February • Non-renewal Conference (If applies) – Second Tuesday in February

  16. Evaluation Timeline (Page 16) • End of Year Results for Goal Setting – • First Friday in May for Probationary Teachers or Teachers in Year Three of the Evaluation Cycle • First Friday in June for Teachers in Years One and Two of the Evaluation Cycle

  17. Evaluation Timeline (Page 16) • End of Year Conference – • Summativesare to take place by the first Friday in May if the final evaluation triggers a EIP. • For all others scheduled for a summative, the due date is the final Friday in May.

  18. Employee Handbook The Teacher Performance Evaluation Handbook is Available on the district web site: http://www.bedford.k12.va.us/TEForms/teacher_eval_handbook.pdf

  19. Understanding the Evaluation ProcessSupporting the continuous growth and development of each teacher. Bedford County Public Schools 20011-2012

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