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

Bedford County Public Schools 20011-2012

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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. - PowerPoint PPT Presentation

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Page 1: Bedford County Public Schools 20011-2012

Understanding the Evaluation Process Supporting the continuous growth and development

of each teacher. Bedford County Public Schools20011-2012

Page 2: Bedford County Public Schools 20011-2012

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.

Page 3: Bedford County Public Schools 20011-2012

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 

Page 4: Bedford County Public Schools 20011-2012

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

Page 5: Bedford County Public Schools 20011-2012

Teacher Performance Standards & Performance Indicators Make Up the System

Teacher Performance Standards• Data-Driven Planning • Instructional Delivery• Assessment• Learning Environment• Communication• Professionalism• Student Achievement

Page 6: Bedford County Public Schools 20011-2012

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).

Page 7: Bedford County Public Schools 20011-2012

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).

Page 8: Bedford County Public Schools 20011-2012

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

Page 9: Bedford County Public Schools 20011-2012

Teacher Classification: Summative and Non-Summative

Summative Teacher Non-SummativeTeacher

•Probationary teachers•Continuing contract teachers in the 3rd year of their cycles•Teachers on an Employee Improvement Plan

•Continuing contract teachers in the 1st and 2nd years of their cycles

Page 10: Bedford County Public Schools 20011-2012

Teacher Classification and Number of Observations

Contract Status Minimum Number

Pre-Conference

Post-Conference

Probationary Teachers and Teachers on Plan

4 2 4

Probationary Teachers (excluding 1st year teachers) and Continuing Contract Teachers in 3rd Year of Cycle

3 3

Continuing Contract in 1st and 2nd Year

1 1

Page 11: Bedford County Public Schools 20011-2012

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 EIP is a tool that evaluators may use at any point during the year for teachers whose professional practice would benefit from additional supports.

Page 12: Bedford County Public Schools 20011-2012

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.

Page 13: Bedford County Public Schools 20011-2012

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.

Page 14: Bedford County Public Schools 20011-2012

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.

Page 15: Bedford County Public Schools 20011-2012

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

Page 16: Bedford County Public Schools 20011-2012

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

Page 17: Bedford County Public Schools 20011-2012

Evaluation Timeline (Page 16)

• End of Year Conference – – Summatives are 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.

Page 18: Bedford County Public Schools 20011-2012

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

Page 19: Bedford County Public Schools 20011-2012

Understanding the Evaluation Process Supporting the continuous growth and development

of each teacher. Bedford County Public Schools20011-2012