Evaluation: Implications for your Professional Future

1. Evaluation: Implications for your Professional Future Presented by Ellen Holmes, NBCT eholmes@ccea-nv.org

2. Welcome • Who is Ellen? • Who is here? • Loose Agenda • What is the purpose of evaluation? • What am I being evaluated on? • What is the CCSD process for evaluation? • What are my rights related to evaluation? • How do I put myself in control? • Key Idea: The best defense is a strong offense

3. Change is here… • Chicago 30% -center of strike • Florida 50% for past two years • Michigan 50% by 2014 • SIG schools Transformation Schools • Career Ladders 20 years ago • Alternative Compensation TIF Grants

4. Evaluations … • Impact the quality of your work • AND (can, may, will…) • Impact your career earnings.

5. How familiar is this?

6. Purpose of Evaluation • Turn and Talk: • In your experience, what is the purpose of evaluation in your school? • What do you think the purpose is for your district? • What does your contract say the purpose is?

7. Purpose in Policy “The primary purpose of the evaluation process is to assess employee competency” • What does it take to be “competent?” Satisfactory = Competent Policy 4320

8. Purpose in Policy “The primary purpose of an evaluation is to provide a format for constructive assistance” • What is “constructive assistance?” • Actionable, formative feedback AND support that leads to easily observed and documented actions. • A reasonable chance to “provide evidence” of improvement. Policy 4322

9. Another Purpose… “Evaluations, while not the sole criteria, must be used in the dismissal process.” • Written notice requirement – Check the box on your formal appraisal from. UNLESS the employee already received a letter admonition earlier in the year. Policy 4322

10. Taking control of evaluation… • When you are in control of your evaluation the purpose is to grow your skills as a professional. • How do you gain control? • Know the purpose • Know the procedures, policies and definitions • Know your rights • Know your route of advocacy • Know the expectations

11. Probationary Calendar of Evaluation • Three Summative Evaluations not later than • December 1 • February 1 • April 1 • 2013-If you receive two unsatisfactory evaluations in a year, you may request a different evaluator for the third –choice from 3 alternative administrators Policy 4322, AB 229

12. Post-probationary Calendar of Evaluation • Written evaluation by April 15th each year • If you receive two consecutive unsatisfactory, annual evaluations, you move to probationary status and are subject to the probationary evaluation guidelines for three years. AB 225, Policy 4322

13. Key Ideas • Management has the right to complete a formal written evaluation or appraisal of any employee at any time. • Lesson plans are evidence rated on your appraisal form. • Observations are the primary way that all other evidence is collected. • ANY observation could impact your overall evaluation.

14. Why contact CCEA early?

15. Know Your Policies • Each principal shall provide you with the evaluation procedures • Principals are required to make frequent observations and make notes in their log • You will have a conference prior to any evaluation document being placed in your personnel files • You can make a written response using a Report of Employee Response (CCF9) Policy 4322

16. Know Your Policies • The principal must sign your response and note the date (30 day timeline) • Any observation resulting in a “direction for change” or unsatisfactory rating must be made known to you in writing (20 day timeline) • You must be provided reasonable time and reasonable support to improve and correct any deficiencies. • IMPORTANT: Engage CCEA early and often in this process Policy 4322

17. Know Your Rights • Your assignment matters. • When assigned to teach outside your major or minor field of study • Evaluate ONLY on your techniques not your content knowledge • Evaluation of content ONLY while teaching within your major or minor area of preparation Article 13

18. Know Your Rights • Principal is required to keep a log of observations, but you don’t have a right to see that. • Building based personnel file • Must be given permission to access this file upon request within a reasonable time. (any time) • Central Office based personnel file • Must be given permission to access this file upon requestwithin a reasonable time. (make appointment) • Right to copy at your own expense ($0.10/pg) Article 14

19. Know Your Rights • ANY written comment, reprimand, report or documentation goes in one personnel file – should match except pre-employment documents. • WARNING- ALWAYS ASK TO SEE BOTH • You MUST sign any written documentation – this does not signal you agree • You may provide a written response (30 Days) to any document which MUST accompany that document in all files. Article 14

20. Know Your Rights • Any written documentation not brought to your attention via separate written notice can be used to adversely effect you. • Any incident, observation or behavior used to give you a less than satisfactory rating must be made known to you, in writing within 20 days. • After 3 years and 1 day you can request IN WRITING that any written document – except evaluations – be removed. Article 14

21. Know Your Rights • ANY written comment, reprimand, report or documentation goes in one personnel file • WARNING- ALWAYS ASK TO SEE BOTH • You MUST sign any written documentation – this does not signal you agree • You may provide a written response (30 Days) to any document which MUST accompany that document in all files. • EXCEPTION: If the document becomes subject of an action, then response timeline begins with the date of that action – grievance or dismissal Article 14

22. Satisfactory Defined • Carrying out the expectation of established performance criteria • Meeting contractual obligations • Meets other such reasonable requirements as set forth in the individual work site handbooks. Policy 4320

23. Reasonable Opportunity reasonable adj., adv. in law, just, rational, appropriate, ordinary or usual in the circumstances. • How do you determine a reasonable timeline and how will you provide evidence of your improvement? • Need for advocacy

24. Expectations Defined • What are you expected to do? • What are principals directed to look for? • What do your online lesson plans need to provide evidence of? (policy 6122) NEED APPRAISAL REPORT NEED OBSERVATION SUMMARY NEED RUBRIC

25. Worksite Handbook Expectations • Be sure you have a copy • What are you specifically asked to do? • What is inferred that you will be expected to do? • Be clear, in writing if necessary, with your administrator what will be evaluative indicators in your work site handbook. NEED WORKSITE HANDBOOK

26. Knowledge of Self = Power • Using the forms and descriptors, reflect on your professional practice. • Identifying your own strengths and weaknesses puts you in control. • This process is for you, not your administrator. • More prepared to respond when an appraisal report or observation summary is put in front of you.

27. Your Role in a Goal Setting Conference • Review prior performance • Identify your personal strengths and weaknesses • Identify how you plan to improve and what you will need to do that • Complete and Individualized Development Plan NEED GOAL SETTING CONFERENCE GUIDE HANDOUTS

28. Your Tasks in a Goal Setting Conference • Self-reflect? What does that mean? • Standards of Instruction Rubric • Prior year’s observation • Prior year’s student information • What will be areas of your practice that you want to focus on? • What evidence will you gather to show improvement in that area? • What will you need for support?

29. Bring to Goal Setting Conference • A draft of your Individualized Development Plan (can leave with Admin) • Prepared Self Reflection Form (yours) • Most recent Teacher Appraisal • Annual planning materials • Copy of Standards for Instruction Rubric • Personal calendar

30. Partner work • What does it mean to self-reflect? • With a partner work your way through the self reflection formquestions. • Report out- • What felt right about this process?What are you worried about by this process?

31. Build Your Evaluation Toolbox • Contract • District evaluation rubrics and forms • Work site handbook • Evaluation calendar – Dates of visits, start and end times of visits and who visited • Evaluation Procedures • Reflect and create Individual Growth Plan • Folder for your lesson plan printouts • Folder for any and all written appraisals, evaluations, notices, reports, reprimands AND any of your written responses.

32. Under the bus…

33. Did you get the number of that bus? • Statewide performance expectations • 50% of evaluation linked to student outcomes • Highly effective, effective, minimally effective, ineffective • Nevada Teachers and Leaders Council • Theodore Small • Kathleen Galland-Collins • http://tlc.nv.gov AB 222

34. Contacts for Ellen: • eholmes@ccea-nv.org • 207-660-5589