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The right choice forENDLESS OPPORTUNITIES.
#TeamSISDLeading • Inspiring • InnovatingSocorro Independent School District
Continuous Growth With
SISD Manual2017-2018
Paul Guerra Trustee
Angelica Rodriguez Vice-President
Cynthia Ann Najera President
Socorro ISD Board of Trustees
Socorro ISD Superintendent
Michael Najera Trustee
Hector F. Gonzalez Trustee
Gary Gandara Trustee
Antonio “Tony” Ayub Board Secretary
Dr. José Espinoza
Reference Manual
Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
2017-2018 Teacher Appraisal Calendar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
T-TESS Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Appraisal Timeline Observation Window . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
2017-2018 New Hire T-TESS Orientation Schedule . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
T-TESS Domains, Dimensions, and Look-Fors . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Student Growth in T-TESS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Teacher Response and Appeals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Waiver Agreement Form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Request for Second Appraisal Form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Policy DNA (Local) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Policy DNA (Regulation) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Table of Contents
1
Socorro Independent School District T-TESS Reference Manual
T-TESS (Texas Teacher Evaluation and Support System) is the Texas recommended appraisal
process that will be used to evaluate teachers and establish a system of continuous growth
and support. T-TESS is a research based effective teacher accountability system developed
to improve the quality of instruction, and ultimately raise student achievement. The T-TESS
system is meant to empower teachers by providing on-going, timely and formative
feedback and support.
A committee was formed in order to review the appraisal system in the interest of all
Socorro Independent School District students, teachers and administrators. The committee
was comprised of teachers, teacher association representatives, directors, principals and
assistant superintendents. Meetings focused on developing policies and procedures as well
as creating a District-wide systemic plan to introduce and deconstruct the T-TESS rubric.
2
2017-2018 Teacher Appraisal CalendarSocorro Independent School District
General Information:
• All T-TESS Appraisers must be T-TESS certified and must be a Campus Principal or Assistant Principal
• Appraisers should ensure that all teachers have received the T-TESS training prior to beginning the appraisal cycle.
• No appraisal observations may be conducted the day before or after a school holiday or the day of District or State testing.
Teacher Response
• Within 10 working days may submit rebuttal in writing or request 2nd appraisal within 10 working days after receiving the Observation Summary or the End of Year Appraisal Report.
Waiver Agreements
• See Policy DNA (LOCAL) for waiver eligibility.
End of the Year Conference MUST be held prior to May 10, 2018
September 2017
January 2018August 2017
October 2017
February 2018
November 2017
March 2018
December 2017
April 2018
May 2018
M T W T F 14 5 6 7 811 12 13 14 1518 19 20 21 2225 26 27 28 29
M T W T F1 2 3 4 58 9 10 11 1215 16 17 18 1922 23 24 25 2629 30 31
M T W T F 1 2 3 4 7 8 9 10 11 14 15 16 17 18 21 22 23 24 25 28 29 30 31
M T W T F2 3 4 5 69 10 11 12 1316 17 18 19 2023 24 25 26 2730 31
M T W T F 1 25 6 7 8 912 13 14 15 1619 20 21 22 2326 27 28
M T W T F2 3 4 5 69 10 11 12 1316 17 18 19 2023 24 25 26 2730
M T W T F 1 25 6 7 8 912 13 14 15 1619 20 21 22 2326 27 28 29 30
M T W T F 14 5 6 7 811 12 13 14 1518 19 20 21 2225 26 27 28 29
M T W T F 1 2 36 7 8 9 1013 14 15 16 1720 21 22 23 2427 28 29 30
M T W T F 1 2 3 47 8 9 10 1114 15 16 17 1821 22 23 24 2528 29 30 31
T-TESS Recertification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . June 1 - July 24, 2017
T-TESS Campus Training . . . . . . . . . . . . . . . . . . . . . . . . . . . July 24 - 28, 2017
Goal Setting Conferences for all Teachers . . . . . . . . . . . July 31 - Sept . 8, 2017
Appraisal Period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . August 14, 2017 - May 9, 2018
End of Year Conferences . . . . . . . . . . . . . . . . . . . . . . . . . No later than May 10, 2018
3
T-TESS Process
Orientation(Within first three weeks of school and at least two weeks before first
observation)
Goal Setting & Professional Development Plan(Within six weeks of orientation or beginning of school with conference
for teachers new to T-TESS)
Observation Pre-Conference(Prior to the formal observation)
Observation(Entire lesson, at least 45 minutes)
Observation Post-Conference(Within ten days of observation, including written report of
Domains 1-3)
End of Year Conference(With Summative Annual Appraisal-Domains 1-4. No later than fifteen
days before last day of instruction)
4
Appraisal TimelineObservation WindowAugust 14, 2017 – May 9, 2018
Current Year Next Year 2018-2019
Weeks 1-6July 31, 2017 – September 8,
2017
Weeks 6 through End-of-Year Conferences
By May 10, 2018
At least 15 Days Prior the Last Day of the Instruction
May 10, 2018Weeks 1-6
Teacher Orientation
No later than the first three weeks of school and at least two weeks before the first observation.
August 18, 2017
Teacher Orientation for Late Hires
Goal-Setting and Professional Development Plan for Late Hires
• Submitted to the appraiser within six weeks from the day of the completion of the orientation.
Ongoing review of teacher and student data
Ongoing review of the GSPD plan to formatively assess progress towards goals, professional development, impact, and teacher and student performance
Ongoing collection of evidence to support Domain IV
• Teacher and appraiser
End-of-Year Conferences
• Review summative scores for Domains I, II, and III
• Review the data and evidence gathered throughout the appraisal year for Domain IV, including the teacher’s evidence for this domain/dimensions
• Review results of the teachers’ students
• Review potential goals and professional development plans for the next school year
Note: Domain 4 is not scored until after the teacher has been afforded an opportunity to present evidence related to each of the four dimensions during the end-of-year conference
Teacher Orientation for teachers new to T-TESS, the district, and when district policy has changed from the last orientation .
(No later than the first three weeks of school and at least two weeks before the first observation)
Goal-Setting and Professional Development (GSPD) Plan
• Returning teachers review the goal(s) established at the EOY Conference to determine if changes are needed and submit within first six weeks of instruction
• New teachers are guided through the GSPD process to self-assess, develop goals, and establish a professional development plan, then submit within six weeks of orientation
Goal- Setting and Professional Development (GSPD) Plan (Every Teacher)
• Submitted to the appraiser for approval within six weeks from the day of completion of the orientation.
• A GSPD Conference is required for a teacher in the first year of appraisal under T-TESS and teachers new to the district.
September 8, 2017
Informal observations and walkthroughs with ongoing feedback to support and develop teacher practices .
Formal observation window established per local policy – Excludes/prohibits observations in two weeks
following the orientationAugust 14, 2017 – May 9, 2018
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2017-2018New Hire T-TESS Orientation Schedule
Date Time Room
Wednesday, September 6, 2017
Wednesday, October 18, 2017
Wednesday, November 15, 2017
Wednesday, December 6, 2017
Wednesday, January 24, 2018
8:30 A.M. - 3:30 P.M.
8:30 A.M. - 3:30 P.M.
8:30 A.M. - 3:30 P.M.
8:30 A.M. - 3:30 P.M.
8:30 A.M. - 3:30 P.M.
HR Orientation Room, SISD District Service Center
HR Orientation Room, SISD District Service Center
HR Orientation Room, SISD District Service Center
HR Orientation Room, SISD District Service Center
HR Orientation Room,District Service Center
Friday, February 21, 2018
Wednesday, March 28, 2018
Wednesday, April 25, 2018
8:30 A.M. - 3:30 P.M.
8:30 A.M. - 3:30 P.M.
8:30 A.M. - 3:30 P.M.
HR Orientation Room,District Service Center
HR Orientation Room, SISD District Service Center
HR Orientation Room, SISD District Service Center
6
T-TESS Domains, Dimensions,and Look-Fors
Domain Dimension Look-Fors
Planning
1 .1 Standards and Alignment • Aligned goals, standards and objectives• Lesson structure/design, and pacing• Technology integration
1 .2 Data and Assessment • Formal and informal assessments• Progress monitoring• Communication and feedback• Data to inform instruction
1 .3 Knowledge of Students • Students’s prior knowledge• Adjustments to students’ needs• Diverse learning for strengths and gaps• Social-emotional• Learning Styles
1 .4 Activities • Questioning/Higher Order Thinking Skills• Adjustments to students’ needs• Diverse learning for strengths and gaps• Social-emotional• Goal setting
Instruction
2 .1 Achieving Expectations • High, challenging expectations• Mastery of the objective• Student mistakes/self corrections
2 .2 Content Knowledge and Expertise
• Content Knowledge in multiple contexts• Objectives tied to other disciplines (cross-
disciplinary)• Anticipating misunderstandings & teaching
techniques• Thinking/Higher Order Thinking Skills
2 .3 Communication • Two- way communication; teacher/student & peer/peer
• Anticipating misunderstandings• Verbal/written communication• Questioning and wait time• Technology/visual tools
2 .4 Differentiation • Individualized lessons• Monitoring participation and performance• Differentiated content and methods• Recognizing confusion and disengagement
2 .5 Monitor and Adjust • Monitors & adjusts instruction & activities• Adjustments to maintain engagement• Monitors behaviors• Checking for understanding• Questioning and academic feedback
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Domain Dimension Look-Fors
Learning Environment
3 .1 Classroom Environment, Routines, and Procedures
• Procedures, routines, and transitions• Management of supplies/equipment• Safety and organization
3 .2 Managing Student Behavior
• Behavior systems• Behavior standards
3 .3 Classroom Culture • Relevant, meaningful learning• Working respectfully (individual and group)• Collaboration and rapport
Instruction
4 .1 Professional Demeanor & Ethics
• Code of ethics• Professional standards• Student advocacy
4 .2 Goal Setting • Goals (short-and long-term)• Self-assessment
4 .3 Professional Development • Professional development• Team collaboration/PLCs• Improvement plans
4 .4 School Community Involvement
• Communication with family• Outreach (stakeholders)• Mission/vision/goals
Rubric Ratings
Distinguished Accomplished Proficient Developing Improvement Needed
Moves to student-centered actions
Moves to student-centered actions
Focuses on mostly teacher-centered actions
Focuses on teacher-centered actions
Focuses on teacher-centered actions
Student-Centered Actions
Teacher-Centered Actions
Pre-Conference
¤ Overall purpose of the pre-conference is for the appraiser and teacher to mutually discuss the upcoming lesson observation with a focus on the interrelationships between planning, instruction, the learning environment and student outcomes.
¤ Evidence gleaned from reviewing the lesson plan and from the pre-conference is used to support the dimensions/descriptions from the Planning domain.
¤ Guiding Questions:
• What should the students know and be able to do by the end of the lesson?
• What will teacher & students be doing to show progress toward mastery of the objective(s)?
• How will the teacher know that students have mastered the objective(s)?
¤ It is important to connect the pre-conference to each domain:
• Planning
• Instruction
• Learning Environment
• Professional Practices and Responsibilities
8
Four Key Elements of Instructional Post Conference
T-TESS Triangle
When Do you Collect Evidence
Plus/Delta/Star
Evaluation Cycle
Introduction Reinforcement Refinement Review Ratings
• Greeting• Review conference
process• Ask a general impression
question about the lesson
• Reinforcement area (dimension)
• Self-analysis and follow-up questions
• Share evidence for reinforcement
• Refinement area (Dimension)
• Self-analysis and follow-up questions
• Share evidence for refinement
• Share recommendations
• Share evidence for ratings
Learner Outcomes
Teacher Behaviors Student Behaviors
BeginningMiddle
End
Prior to the Lesson Being Observed
During the Lesson
After the Lesson
• Pre-Conference
• Review of lesson and/or unit plans as applicable
• What the teacher says and does
• What the students say and do
• Communication between classroom observation and post-conference
Pre- Conference
Observation
Post- Conference
+ Specific, quality evidence focused on what the teacher says and does
Evidence that is vague, non-specific, and leaves you wanting more
Specific, quality evidence focused on what the students say and do
9
Evaluation Cycle
Student Growth in T-TESS
Overview
Beginning with the 2017-2018 school year, student growth will become a required component in teacher appraisal for any district to which Texas Education Code Sec. 21.351 and 21.352 apply.
Districts do have the opportunity to pilot student growth during the 2017-2018 school year, and SISD has submitted their waiver request to TEA for this school year. Socorro ISD is piloting this component with the El Dorado High School feeder pattern.
For student growth to be a valuable tool in continuous improvement, educators should keep the following in mind:
• Although it’s called student growth, it is really about teacher growth
• Student growth is not the end in itself – the key to a meaningful experience with student growth measures is the ability to translate the student growth outcomes into feedback on pedagogical practices
• In contrast to an observation, which captures impact in a snapshot of time, student growth captures impact over an entire course
• Honest assessment of pedagogy, sincere reflection on the approach to planning, and a commitment to adjustment are the best ways to improve student growth
• Ratings are less important than the process of professional growth
What does student growth measure?
Student growth measures how much a student progresses academically during his or her time with a particular teacher. It takes into consideration a student’s entering skill level when measuring how much the student grew over time, and, as opposed to measuring student proficiency on an assessment, student growth isn’t concerned with whether or not a student passes a particular test or reaches a predetermined and uniform benchmark. It considers equally students who enter behind grade level, on grade level, and beyond grade level, tailoring growth expectations to each student’s context.
10
By measuring growth, a teacher develops a better understanding about the academic impact of his or her instructional choices. In a formative appraisal process like T-TESS, feedback derived from student growth acts as a complimentary piece to the feedback derived from the appraisal rubric. Whereas the rubric captures how the teacher’s practice impacts students holistically, student growth captures how the teacher’s practice impacts students academically.
How should student growth data be used?
Student growth data should be used just as observation data and goal-setting and professional development data are used in T-TESS – as feedback that will help inform teachers about what worked, what didn’t work, and what they can do to improve their practice moving forward.
Student growth is one measure in a multiple-measure appraisal system, and the inclusion of student growth data in a formative appraisal process provides for a more complete understanding of the impact of instructional and professional practices teachers deploy over the course of a school year.
What are the options for measuring student growth for teachers?
Districts have four options for measuring student growth: 1) student learning objectives (SLOs); 2) portfolios; 3) district-level pre- and post-tests; and 4) value-add measures (VAM) for teachers in state-tested subjects.
Districts are free to choose any measure for their teachers – no single measure must be used for a particular grade or subject (e.g., VAM doesn’t have to be used for teachers of tested grades and subjects). Districts can also use different measures for different grades or subjects. For example, a district could use SLOs for elementary generalists, but portfolios for secondary foreign language teachers.
What is a value-added measure (VAM)? How is it calculated? Is it fair?
A set of FAQs focused specifically on VAM can be found here: https://tea.sas.com/
11
Teacher Response and Appeals
A teacher may submit a written response or rebuttal at the following times:
a. After Receiving a written observation summary, or any other written documentation associated with the teacher’s appraisal; and/or
b. After receiving a written summative annual appraisal report. §150.1005 (a)
Any written response or rebuttal must be submitted within ten (10) working days of receiving a written observation summary, a written end of year annual report, or any other documentation associated with the teacher’s appraisal. At the discretion of the appraiser, the time period may be extended to 15 working days. §150.1005 (b)
A teacher may request a second appraisal by another appraiser at the following times:
a. for Domains I, II, and III, as identified in §150.1005 (a), after receiving a written observation summary with which the teacher disagrees; and/or
b. for Domain IV, as identified in §150.1005 (a), after receiving a written end of the year annual appraisal report with which the teacher disagrees.
Within ten (10) working days of receiving a written observation summary or written end of year appraisal report, the teacher shall submit the second appraisal request form to their supervisor. This request is to include the name of the campus and name of the teacher’s appraiser along with the date of receipt of the written observation summary or written summative annual appraisal report.
Within 24 hours of receipt, the Department of Human Resources will identify a second appraiser.
The second appraiser shall make observations and walkthroughs as necessary to evaluate Domains I through III. Cumulative data may also be used by the second appraiser to evaluate domains. §150.1005 (j) The two appraisals will be averaged, each having equal weight.
Should the teacher desire written comments in response to the written summative annual appraisal report, said written request must be made of the appraiser within ten (10) working days of receipt of the request. A teacher desiring to present a grievance concerning his/her appraisal will utilize the procedure as outlined in District Policy DGBA and its companion regulation.
12
Socorro Independent School DistrictTexas Teacher Evaluation Support System
(T-TESS) Waiver Agreement
Teacher Name: Employee Number:
This agreement verifies that has met all of the following criteria to be exempt from the Texas Teacher Evaluation and Support System formal observation requirement as per policy DNA Local.
Requirements for Exemption:
1. The employee is on a term contract;2. The employee is evaluated by the Texas Teacher Evaluation and Support System (T-TESS);3. The employee is rated at least “Proficient” in nine (9) dimensions;4. The employee did not identify any area of deficiency, defined as a rating of Improvement Needed or its
equivalent, in any dimension;5. The employee is not new to the building/campus;6. The employee has completed three consecutive years of service in the District;7. The employee agrees in writing.
This agreement is evidence of the District’s intent to waive the appraisal process for this year. Both parties agree that the appraiser/supervisor may at any time, with appropriate documentation, place the teacher back on the traditional annual appraisal cycle.
A decision to either accept or reject the waiver must be submitted to your Principal within 5 working days after receiving this notification. Failure to return this notification will be considered as a rejection of the waiver.
Please check one:
I am accepting this waiver. I further acknowledge that if cumulative data attained through informal class visits, walk-throughs, conferences, etc., indicate any deficiency in the Texas Teacher Evaluation and Support System performance criteria, I will then be subject to an annual formal observation either during the current school year or the next at the discretion of the campus principal.
I am rejecting this waiver. I further acknowledge that by rejecting this waiver I will be appraised with Texas Teacher Evaluation and Support System for this school year.
_____________________________________________ ______________________________Teacher Signature Date
_____________________________________________ ______________________________Appraiser/Supervisor Signature Date
13
Socorro Independent School DistrictTexas Teacher Evaluation Support System (T-TESS)
Request for Second Appraisal
Teacher Name: Employee Number: ______________
Date of post conference: ________________ Name of Appraiser: ________________
I am requesting a second appraisal.
Teacher Signature Date
Please submit this form to your campus principal no later than 10 working days after post conference.
14
Socorro ISD 071909 PERFORMANCE APPRAISAL DNA EVALUATION OF TEACHERS (LOCAL)
DATE ISSUED 08/15/2017 1 of 3 LDU 2017 DNA(LOCAL)-X
The annual appraisal of District teachers shall be in accordance with the Texas Teacher Evaluation and Support System (T-TESS).
All campus administrators who are certified appraisers shall serve as second appraisers in the event that a teacher requests a sec-ond appraisal.
All employees shall be appraised annually except for employees who qualify for the waiver.
The requirement for an employee to be appraised annually may be waived if the employee meets the following criteria:
1. The employee is on a term contract;
2. The employee is evaluated by the T-TESS;
3. The employee is rated at least “proficient” in nine (9) dimen-sions;
4. The employee was not identified as deficient in any area de-fined as a rating of Improvement Needed or its equivalent in any dimension;
5. The employee is not new to the campus;
6. The employee has completed three consecutive years of ser-vice in the District; and
7. The employee agrees in writing.
A rotation schedule (for exempt teachers) shall be established by using the last digit of the teacher’s Social Security number to deter-mine the year of appraisal. The schedule shall be as follows:
School Year SS #0–3 SS #4–6 SS #7–9
2016–17 X
2017–18 X
2018–19 X
2019–20 X
2020–21 X
2021–22 X
2022–23 X
2023–24 X
X = Will be evaluated (not eligible for a waiver)
T-TESS
ALTERNATE APPRAISERS
ANNUAL APPRAISAL
WAIVERS
ELIGIBILITY
IMPLEMENTATION
15
Socorro ISD 071909 PERFORMANCE APPRAISAL DNA EVALUATION OF TEACHERS (LOCAL)
DATE ISSUED 08/15/2017 2 of 3 LDU 2017 DNA(LOCAL)-X
If a teacher is on a leave of absence during his or her rotation cycle and is not appraised for that school year, he or she shall automati-cally be evaluated the year the teacher returns. In addition, the teacher shall return to the rotation cycle at the next available cycle corresponding with the last number of the teacher’s Social Security number.
Walk-throughs shall be conducted for all classroom teachers every school year. The administrator shall provide the teacher a copy of the documentation of each walk-through as outlined in the commis-sioner of education’s rules for the T-TESS. Walk-through docu-mentation shall be maintained electronically on District-provided software.
In order to better support teachers and provide specific and tar-geted feedback, during any school year, when a complete ap-praisal is not scheduled for an eligible teacher, either the teacher or the administrator may require that an appraisal be conducted by providing written notice to the other party.
In the years that a T-TESS appraisal is not scheduled for an eligi-ble teacher, the District shall conduct an annual review in accord-ance with a process detailed in guidelines developed by the Dis-trict.
The annual review process shall produce a written document to be presented to the teacher, signed by the teacher and supervisor, and maintained in the personnel file.
The District shall appraise teachers annually using T-TESS in ac-cordance with law and administrative regulations.
The commissioner’s recommended teacher appraisal system, T-TESS, was developed in accordance with Texas Education Code 21.351.
All District teachers not eligible for a waiver shall be appraised dur-ing the school year.
Components of the appraisal process, such as formal classroom observations and walk-throughs, shall be conducted more fre-quently as necessary to ensure that teachers receive appropriate guidance.
The District shall establish an appraisal calendar each year.
Goal setting shall take place on a yearly basis. Goals collabora-tively developed by the teacher and administrator shall be aligned with the Texas Educator Performance Standards.
EXCEPTION
WALK-THROUGHS
ANNUAL REVIEW PROCESS
APPRAISAL SYSTEM
GENERAL REQUIREMENTS
T-TESS GOAL SETTING
16
Socorro ISD 071909 PERFORMANCE APPRAISAL DNA EVALUATION OF TEACHERS (LOCAL)
DATE ISSUED 08/15/2017 ADOPTED: 3 of 3 LDU 2017 DNA(LOCAL)-X
A pre-conference meeting shall be held prior to each formal evalu-ation. After the pre-conference meeting, the formal observation shall take place within a two-week window. Pre-conference meet-ings cannot be waived.
A post-conference meeting shall be held within ten business days following the formal observation. Post-conference meetings can-not be waived.
A summative annual conference shall be held with each teacher prior to the end of the school year. Summative conference meet-ings cannot be waived.
All administrators who are certified appraisers shall serve as sec-ond appraisers in the event that a teacher requests a second ap-praisal.
Upon a teacher’s request for a second appraiser, the Superinten-dent or designee shall select the second appraiser from a pre-es-tablished roster of trained appraisers.
The formal observation for a second appraisal shall be scheduled within a two-week window.
The Board shall ensure that the Superintendent or designee estab-lishes procedures regarding how domain scores from first and sec-ond appraisals will be used.
When relevant to decisions regarding term contracts, written evalu-ations of a teacher’s performance, as documented to date, and any other information the administration deems appropriate shall be considered in decisions affecting contract status.
Complaints regarding teacher appraisal shall be addressed in ac-cordance with DGBA(LOCAL).
PRE-CONFERENCE
POST-CONFERENCE
END-OF-YEAR CONFERENCE
ALTERNATE APPRAISER
SECOND APPRAISAL
SCORES
EMPLOYMENT DECISIONS
GRIEVANCES
17
Socorro ISD 071909 PERFORMANCE APPRAISAL DNA EVALUATION OF TEACHERS (REGULATION)
DATE ISSUED: 08-09-2017 1 of 3 DNA(REGULATION)
Note: This document aligns with the appraisal practices recom-mended by TEA for the Texas Teacher Evaluation and Support System (T-TESS), as described at the TEA site https://teachfortexas.org.
T-TESS is a process that seeks to develop habits of continuous im-provement with evidence-based feedback and professional devel-opment decisions based on that feedback through ongoing dia-logue, coaching and collaboration.
Components of the appraisal process, such as classroom observa-tions and walk-throughs, will be conducted as frequently as neces-sary to ensure that teachers receive appropriate guidance.
The teacher self-assessment, goal-setting, and professional devel-opment processes are all interwoven and applied throughout the school year to positively impact each teacher’s professional prac-tices and ultimately increase student performance.
Each teacher will review data and reflect on his or her professional practice, including reviewing the domains, dimensions, and de-scriptors of the T-TESS rubric.
A teacher who is new to the District or who is in the first year of the appraisal process will receive an orientation and will be guided through the self-assessment and goal-setting process to establish a professional development plan. Within six weeks of completing the orientation, a teacher who is new to the District or who is in the first year of the appraisal process will formulate targeted goals on the Teacher Self-Assessment and Goal Setting Form and schedule an in-person, goal-setting conference with his or her appraiser. Af-ter the conference, the teacher will submit his or her approved Goal-Setting and Professional Development Plan to the appraiser.
A returning teacher will review the goal(s) and professional devel-opment plan established at the end-of-the year conference and student performance data to determine if changes are needed. The teacher will submit to the appraiser his or her approved Goal-Setting and Professional Development Plan within the first six weeks of the school year.
Each teacher will regularly monitor progress toward his or her goals. If the teacher or the appraiser feel the goals need to be modified, the teacher or the appraiser should make an appointment to discuss individual progress toward his or her goals and/or obtain additional support.
TEACHER APPRAISAL SYSTEM
SELF-ASSESSMENT AND GOAL SETTING
IMPLEMENTATION OF GOALS
18
Socorro ISD 071909 PERFORMANCE APPRAISAL DNA EVALUATION OF TEACHERS (REGULATION)
DATE ISSUED: 08-09-2017 2 of 3 DNA(REGULATION)
To ensure that teachers receive adequate support prior to being placed on a performance improvement plan, teachers in need of assistance will be provided a coaching plan that may include up to three (3) documented coaching sessions.
The purpose of a pre-conference is for the appraiser and teacher to mutually discuss the upcoming formative observation with a fo-cus on the interrelationships between planning, instruction, the learning environment, and student outcomes. The pre-conference meeting will be held prior to each formal evaluation.
The pre-conference will provide the teacher an opportunity to demonstrate his or her knowledge and skills for the planning do-main and its correlating dimensions. The conference is primarily focused on the upcoming observation and what the teacher has planned to ensure that the instructional objective(s) are met.
The teacher will be formally observed in the classroom one time, unless the appraiser deems additional observations to be neces-sary. A classroom observation will be an instructional period or a complete lesson within an instructional period that consists of a minimum of 45 minutes of instruction.
By mutual, written consent between the appraiser and the teacher, the required minimum of 45 minutes of observation may be con-ducted in shorter time segments. The time segments must aggre-gate to at least 45 minutes.
Each teacher may have additional observations or walk-throughs that provide actionable, timely feedback, which will allow the teacher to make efficient and contextual professional development choices to help refine practice. If data gathered during the addi-tional observation or walk-through will impact the teacher’s sum-mative appraisal rating, a written summary will be shared with the teacher within ten working days after the completion of the addi-tional observation or walk-through.
After the pre-conference the formal observation for a teacher’s ap-praisal will take place within a two-week window.
The District will establish an appraisal calendar each year, and pro-vide the calendar to teachers within the first three weeks of the school year.
All observations will include an in-person post-conference within ten working days of the observation.
The overall purpose of the post-conference is to provide a teacher an opportunity to self-reflect on the execution of his or her lesson, including the impact on student performance. The results will be
PRE-CONFERENCE
FORMAL OBSERVATION
NOTICE
POST-CONFERENCE
COACHING PLAN
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Socorro ISD 071909 PERFORMANCE APPRAISAL DNA EVALUATION OF TEACHERS (REGULATION)
DATE ISSUED: 08-09-2017 REVIEWED: 3 of 3 DNA(REGULATION)
used to inform and guide the teacher regarding future practices and growth.
The end-of-year conference/summative will be held at least 15 days prior to the last day of instruction to discuss overall perfor-mance for the year. End-of-year conferences/summative cannot be waived.
Each teacher will provide his or her appraiser with an update re-garding the professional goals and development plan that were de-veloped at the beginning of the year.
Following the end-of-year conference, the appraiser and teacher will discuss how the current year self-assessment and goal-setting process will continue into the next school year for continuous im-provement, including professional development to support learning.
Each teacher will be appraised by a certified appraiser. If the certi-fied appraiser is not the teacher’s supervisor, the appraiser will be a District administrator who is a certified appraiser.
A teacher may request a second appraiser within ten working days of receiving a written observation summary or a written summative annual appraisal report. If a teacher requests a second appraisal by another certified District appraiser, the second appraiser will be determined in accordance with the following:
The Department of Human Resources will select the second appraiser
Requests made by a teacher for a second observation must be made in writing ten working days subsequent to receiving the ap-praisal. The scores for domains 1, 2, and 3 shall be averaged with equal weight given both appraisals. Domain 4 will only be scored by the supervisor.
A teacher may submit a written response or rebuttal within ten working days of receiving a written observation summary, a written summative annual appraisal report, or any other written documen-tation associated with the teacher’s appraisal.
Complaints regarding a teacher appraisal should be addressed in accordance with DGBA(LOCAL).
Approved: Jose Espinoza, Ed. D., Superintendent August 9, 2017
END-OF-YEAR CONFERENCE/ SUMMATIVE ANNUAL APPRAISAL REPORT
PRELIMINARY GOAL SETTING AND PLANNING FOR THE FOLLOWING SCHOOL YEAR
APPRAISER
SECOND APPRAISER
TEACHER RESPONSE AND REBUTTAL
GRIEVANCES
Socorro ISD Board of TrusteesCynthia A. Najera, President
Angelica Rodriguez, Vice PresidentAntonio ‘Tony’ Ayub, Secretary
Gary Gandara, TrusteeHector F. Gonzalez, Trustee
Paul Guerra, TrusteeMichael A. Najera, Trustee
Superintendent of SchoolsJosé Espinoza, Ed.D.
Socorro Independent School District does not discriminate on the basis of race, color, religion, gender, sex, national origin, age, disability, military status, genetic information, or any other basis prohibited by law in its employment practices or in providing education services, activities, and programs, including career and technical education (vocational programs). For additional information regarding Socorro Independent School District’s policy of nondiscrimination contact: (915) 937-0201, 12440 Rojas Dr., El Paso, TX 79928.
Socorro ISD District Service Center12440 Rojas Dr. • El Paso, TX 79928 • Phn 915.937.0000 • www.sisd.net
