Creating a Climate of Professionalism

Fenton Avenue Charter School

Evaluation Process

Differentiating the Process

• Probationary New to teaching New to Fenton Minimum of two years Observations with

administrator

• Regular Recommended for

regular status by administrator after a minimum of two years probationary status

Approved by Human Resource and Personnel Council

Probationary Teachers

• Formal lesson observed by administrator

• Pre-Conference Seven step lesson plan with specific

objectives based on standards Questions to guide pre-lesson discussion

• Post-Conference Observation notes Questions to guide post-lesson discussion

Probationary Teachers

• Ongoing informal observations Weekly, monthly and long-range planning

• Ongoing participation in school’s governance system and grade level collaboration Member of governing council Participation in weekly grade level meetings

Probationary Teachers

• Standards Enhancing Professional Practice Modeling: peer observations, video conferencing (2006),

grade level sharing, conference/workshop attendance

• Support Staff Lead Teachers: grade level chair and mentor Support Staff: Psychologist, counselor, speech and

language therapist, resource specialist teachers, science, music, and art specialists

Administrators: Classroom discipline, intervention and support with students and parents

Regular Status

Regular Status(attained after a minimum of two years

as probationary teacher)Choice of Evaluation Methods

Cognitive Coaching•Initial Plan•Action Plan•Assessment

Professional PortfolioIncludes the four domains

of teaching:Planning and Preparation, Classroom Environment,

Instruction, and Professional Responsibilities

Observations•Seven Step Lesson Plan

•Pre-Lesson Questions and Discussion•Post-lesson Questions and Discussion

Assistance Plan

• Assistance and support from Lead Teachers, administrators, and other support staff

• At end of year: Satisfactory level of performance - return to evaluation

process Unsatisfactory level of performance

• Continue for one additional year (no improvement after additional year - termination); OR

• Recommend termination of employment to the Human Resource and Personnel Council