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Library Media Specialist

Evaluator Training

August 2010

Library Media Education Dept, C&IAndy Spinks, Supervisor

Evaluation Systems Office, HRJan Holley, PHR, Director

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Library Media Specialists

Research has shown that

strong library media

programs directly impact

student achievement

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Library Media Specialists

The achievement impact of the

program is primarily

determined by the job performance

of the library media specialist

(LMS)

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Agenda Cobb Keys Model & Research Basis LMS Job Expectations

Performance Rubric (Standards & Elements)

Defined Role vs. “Other Duties as Assigned”

Overview of LMS Evaluation Process Instructional Observation Documentation Review Annual Evaluation

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Framework for New Evaluation System

Cobb Keys Evaluation System is based on a growth and accountability model

LMS Evaluation System has been revised to align with Teacher evaluation system

Performance expectations are aligned with research on student achievement

Levels of proficiency are designed to provide room (and direction) for even the best LMS to grow

Performance Rubric

& Examples of Evidence

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LMS Performance Rubric Four Performance Standards, 16

Elements Curriculum and Planning (4 Elements) Standards-Based Instruction (4 Elements) Instructional Environment (3 Elements) Program Leadership (5 Elements)

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Examples of evidence are just that, examples.

This is NOT a checklist!

LMS Performance RubricCURRICULUM AND PLANNING (CP)

The LMS plans for the effective use of library media resources in supporting the curriculum and addressing the needs of the school population.

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LMS Performance RubricElements: Curriculum and Planning (CP) CP 1 The LMS selects and orders library media

resources that support the school’s curriculum, needs, and population.

CP 2 The LMS organizes the library media facilities and resources in a way that maximizes their accessibility and effectiveness.

CP 3 The LMS maintains and manages the school library media automation system.

CP 4 The LMS collaborates with teachers to plan instruction that uses library media resources to address content-area curriculum standards.

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LMS Performance RubricSTANDARDS-BASED INSTRUCTION

(SBI)

The LMS uses research-based practices to help students and staff achieve 21st century information literacy.

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LMS Performance RubricElements: Standards-Based Instruction

(SBI) SBI 1 The LMS collaboratively teaches 21st

century information literacy to help students master content-area curriculum standards.

SBI 2 The LMS uses instructional tools and practices that are effective and engaging.

SBI 3 The LMS collaborates with classroom teachers to use assessment tools to monitor student progress and adjust instruction.

SBI 4 The LMS instructs students and staff in the legal and ethical use of information.

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LMS Performance RubricINSTRUCTIONAL ENVIRONMENT (IE)

The LMS creates a safe, productive, collaborative, and inviting learning environment that fosters a sense of community and personal responsibility to ensure that students maximize learning.

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LMS Performance RubricElements: Instructional Environment (IE) IE 1 The LMS establishes rules, practices, and

procedures that support a positive, productive learning environment in the library media center.

IE 2 The LMS maintains an inviting atmosphere in the library media center that welcomes all members of the school community, fosters a sense of community and belonging, and provides equitable access to library media resources.

IE 3 The LMS maintains a flexible schedule to maximize access to library media center resources.

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LMS Performance RubricPROGRAM LEADERSHIP (PL)

The LMS leads and manages the library media program in a way that maximizes its effectiveness.

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LMS Performance RubricProgram Leadership (PL) PL 1 The LMS manages the library media budget, ensuring

that allotted funds are expended in a timely and appropriate manner.

PL 2 The LMS provides leadership for and manages the activities of the library media center staff.

PL 3 The LMS provides leadership in the use of information resources.

PL 4 The LMS ensures that the library media program (including its services, policies, and procedures) is evaluated and revised on an ongoing basis to ensure its effectiveness.

PL 5 The LMS promotes the library media program to all stakeholders. 15

Role of the LMS vs. “Other Duties as Assigned”

Schools are more short-staffed than ever, but principals must carefully consider the student achievement “opportunity costs” when deciding how to allocate staff

Technology Support Technology Inventory Accelerated Reader Morning Broadcast

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Overview of Evaluation Process

Aug-Sept

•Orientation Conference

Sept-Feb

•Instructional Observation(s)

•Observation Feedback Conference(s)

Feb

•Documentation Review Conference

March

•Annual Evaluation Conference

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Preparation and Orientation Review the “Library Media Programs and

Student Achievement” research summary Review the Performance Evaluation Instructions

and the Performance Rubric Hold an Orientation Conference with the LMS to

ensure mutual understanding of performance expectations and evaluation process High Schools can do this with both people,

unless one requests a private conference Ensure that other members of the A-team have

a common understanding of the role and expectations of the LMS

Instructional Observation

& Feedback Conference

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Instructional Observation

Scheduling Observations LMS must be doing whole-class

instruction Instruction should be co-planned

with classroom teacher, so LMS will need to let you know in advance when these observation opportunities will occur

Thirty minute observation (minimum) Two observations are required if the

LMS has 3 yrs or less total library media experience

Observe early and often, especially if you have performance concerns

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Instructional ObservationConducting Instructional Observations Use the Instructional Observation Form to

document Record your observations as you are observing

YES = you saw it NO = you did not see it, but you expected to

see it and made sure to look for it NA = you did not see it and didn’t expect to

see it Use the form to help guide your observation

Focus on items without an “NA” option Take specific notes, especially for any item

marked “NO”

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Observation Feedback Conference

Remember that the purpose of the evaluation process is to help them grow professionally

The Observation Feedback Conference, in particular, should be thought of as employee “Assessment For Learning”

Discuss any areas that might need special attention during the Documentation Review Conference

Ask the LMS what kinds of support you might provide to help them improve

Documentation Review

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Documentation Review Conference

Many elements of the LMS role cannot be evaluated through instructional observation alone

This conference gives the evaluator and LMS an opportunity to review other evidence of performance

Essentially a “portfolio assessment” of the library media specialist’s work

Should take place toward the end of the evaluation cycle, but not at the last minute

May be combined with an observation feedback conference, but this is not recommended

May NOT be combined with the Annual Evaluation Conference

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Examples of “Documentation”

LMC Calendar, Schedule, or Sign-up book

Collaborative Instructional Plans Example assessments or assessment

data Examples of student work Newsletters, flyers, blog posts, website,

and any other promotional or informational materials

Photos or descriptions of library media events, programs, or promotions 28

Examples of “Documentation”

Library Media committee minutes Surveys or other evidence of Destiny circulation reports Destiny collection analysis reports Budget tracking spreadsheet Documentation of individual student

visits Tables, graphs, or other quantitative

summaries of any of the above

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Documentation Review Conference

Use the Documentation Review Form to record your findings

Complete the electronic form during the meeting

Yes, No, and NA work the same

Use the form to help guide your conference

Focus on items without an “NA” option

Take the time to examine all the materials the LMS brings to the conference

Give them a chance to show you what they do

Take specific notes, especially for any item marked “NO”

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Documentation Review Conference

If there are items on the form you feel should be marked “NO,” be sure to discuss these with the LMS before finalizing the form

Comments are required for any “NO” items

It is not necessary to copy or retain the documents the LMS brings to the conference, only the form

Annual Evaluation

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Annual Evaluation Process

Completing the Annual Report Form Assign a rating to each Performance

Standard NEW Rating Scale

Proficient: Highly competent, skilled, an expert

Emerging: Evolving, showing new or improved development

Not Evident: Not easy to see; not obvious

Annual Evaluation ProcessCommentary is required for each standard, so help your LMS grow by giving thoughtful, meaningful, personalized commentary – no cut-n-paste!

Relate comments to the Standard Support the assigned rating Honestly address performance Acknowledge recent growth and future potential In areas where improvement is needed, provide

specific recommendations for growth In areas where the LMS shines, provide specific

praise Show that you understand the scope

of what they do!

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Annual Evaluation Process

Professional Duties & Responsibilities (PDR)

2. Maintains accurate records of library media materials using Destiny Library Manager

3. Manages the media materials allotment and other accounts according to district guidelines

4. Protects patron privacy and maintains confidentiality regarding student and records information

5. Complies with the policies, procedures, rules, and guidelines of the school, district, and state

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Evaluations Deadline!

OCGA 20-2-210 – In compliance with

Georgia law, ALL certified evaluation activity must be completed prior to April 1, 2011!

IMPORTANT!!!

This includes: Observations Feedback conferences Documentation Review Completion of annual reports Annual evaluation

conferences Library Media Specialists,

Teachers, and paraprofessionals

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All Certified Employees

Professional Development Plans (PDP) HR’s Employee Relations Department oversees

the implementation of Professional Development Plans (PDP) to support certified employees with performance deficiencies

Contact John Adams, Director Contact Andy Spinks, Supervisor

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