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Springfield Public Schools Springfield Effective Educator Development System

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Springfield Public Schools Springfield Effective Educator Development System Overview for Educators. A genda for August and September. August. Context, purpose and overview SEEDS video Evaluation cycle from a teacher’s perspective. September. - PowerPoint PPT Presentation

Text of Springfield Public Schools Springfield Effective Educator Development System

Slide 1

Springfield Public Schools

Springfield Effective Educator Development System

Overview for Educators

Agenda for August and SeptemberAugustContext, purpose and overviewSEEDS videoEvaluation cycle from a teachers perspective

SeptemberEvaluation cycle from a teachers perspective (continued)SEEDS and the MA curriculum framework

#2AgendaContext, purpose and overviewSEEDS videoEvaluation cycle from a teachers perspectiveSEEDS and the MA curriculum framework

#3Teachers matter a lot! Effective teaching has a dramatic impact on studentsMost effective teacherLeast effective teacherSource: Marzano (2003) What Works in Schools: Translating Research into Action; Chetty, Friedman, Rockoff (December 2011) The long-term impacts of teachers: teacher value-added and student outcomes in adulthoodLeast effective schoolMost effective schoolStudent achievement percentile after 2 yearsStudent outcomes in adulthoodMore likely to attend college

Earn higher salaries

Live in better neighborhoods

Save for retirement

#How to understand this table: take a group of similarly performing students and assign them to one of four environments: (1) an ineffectively-led school with ineffective teachers, (2) an ineffectively-led school with effective teachers, (3) an effectively-led school with ineffective teachers, and (4) an effectively-led school with effective teachers. After 2 years, measure the students performance and their achievement percentiles (shown in the table).This shows that effective teaching and effective leadership have significant impact on student achievementAnd if students achieve in school, theyll also be much more likely to succeed in life (attend college, earn higher salaries, live in better neighborhoods, and save for retirement)4There are a number of valuable efforts underway, but there is an opportunity for greater coherenceTeacher Incentive FundSpringfieldImprovementFrameworkSchoolImprovementPlanningMA CurriculumFrameworksDataWarehouseEducatorEvaluationsSchoolImprovementGrantsWraparoundServicesOrganizational Health InitiativeDropoutPreventionTaskforceAchievementNetwork PartnershipLiteracy and NumeracyCreditRecovery andExtended Learning TimeMass CoreMagnet Schools

#Strengthening educator effectiveness is a critical piece of a district-wide effort to improve learning for studentsCoach, develop and evaluate educators based on a clear vision of strong instruction

Implement a consistent, rigorous curriculum built on common standards with common unit assessmentsDeploy data that is timely, accurate and accessible to make decisions for students, schools and the district

Strengthen social, emotional and academic safety nets and supports for all studentsThe work

#SEEDS is a critical piece of a district-wide effort to improve student learning. SEEDS is aligned with the districts work to coach and develop educators, and to implement a consistent and rigorous curriculum.6SEEDS provides an opportunity to move our district in an exciting directionA system that:Encourages development and continuous improvementAligns with and reinforces the educator goalsEmpowers educatorsIs driven by data and evidenceEnables more accurate assessments through short but frequent observations

Where we are nowWhere we are goingA system that:Focuses on complianceLacks connection to the educators goalsIs done to an educatorExcludes student learning and growthRelies on scripted, announced observations

#This is an exciting opportunity. The evaluation system in the past has beenfocused on complianceDisconnected to the teachers goalsDone TO an educatorExcludes student learning and growthScripted, like a dog and pony showBut the new system will:Encourage teacher development and improvementAlign with teachers goalsEmpower educators (involve the teachers in the process)Be driven by data and evidenceEnable more accurate assessments of teacher practice

7The SEEDS framework consists of five key featuresStatewide Standards and IndicatorsThree categories of evidence to assess performanceA statewide performance rating scaleFour educator plansFive-step evaluation cycle12345Five features of the new evaluation framework

#There are five key components to the new evaluation system:(well go into each one in the following slides)81. Statewide Standards and IndicatorsCurriculum, Planning and AssessmentEngagementCollaborationCommunicationTeaching All StudentsFamily and Community EngagementProfessional CultureReflectionProfessional GrowthCollaborationDecision makingShared ResponsibilityProfessional Responsibilities

Curriculum and PlanningAssessmentAnalysis InstructionLearning EnvironmentCultural ProficiencyExpectationsStandardIndicatorPerformance Standards and Indicators have been defined to understand what effective teaching looks like

#Effective teaching will be defined based on 4 standards and 16 indicators:Curriculum, Planning and Assessment StandardTeaching All Students StandardFamily and Community Engagement StandardProfessional Culture Standard

92. Three categories of evidenceObservationsIncludes unannounced and announced observationsMultiple measures of student learningIncludes MCAS growth when applicable and district-determined measures of student learningEffective 2013-2014Other evidenceEducators collection of evidence, including:Evidence of fulfillment of professional responsibilities and growthEvidence of family engagementThree categories of evidence will be gathered for evaluation:

#3 types of evidence will be used to evaluate an educators practice:Observations - what the evaluator observes during unannounced and announced observationsMultiple measures of student learning data this includes MCAS growth data (where applicable), AS WELL AS other district-determined measures. This component of the evaluation will only be in effect in 2013-2014, after the district provides more guidance on what this might look like for educators in different roles (the state will provide more guidance over the summer).Other evidence the educators are also responsible for providing evidence / artifacts of their work, especially in fulfilling their professional responsibilities and engagement with families. 103. Statewide Performance Rating ScaleRatings

#Educators will be rated on a 4-point scale: exemplary, proficient, needs improvement, and unsatisfactoryThe proficient rating means fully and consistently meeting expectations. Its where all effective teachers should strive to be.The exemplary rating will only be reserved for the absolutely exceptional teachers (the top ~5%). 114. Four Educator PlansPTS educator plansSelf-Directed Growth PlanDirected Growth PlanImprovement Plan

Non-PTS educator planDeveloping PlanEducator plansEducator plan placementThe SEA, MTA and the district worked together to determine how the districts educators should be placed on educator plansAll parties agreed to use the most recent STEDS evaluation to place PTS educators on plansAll Non-PTS educators are automatically on developing educator plans

#5. Five-step Evaluation CycleContinuous Learning

#The new evaluation system follows a 5-step cycle:It begins with the self-assessment process at the beginning of the year, where the educators will have an opportunity to assess their previous years practice and think of some goals they want to work on in the next yearThen, the educator will meet with the evaluator to finalize the goals they should work on for the year, and what the educators plan will look likeOnce the plan is defined, both the educator and evaluator will implement the plan throughout the year. The evaluator will continue to collect evidence through observations, and the educator will work on his/her goals and gathering evidence of their workMid-cycle, there will be a formative check-in, where the educator and evaluator have a chance to touch base on progress towards the goalsAt the end of the evaluation cycle, there will be a summative evaluation, where the evaluator determines a rating based on all the evidence gathered throughout the year13The new teacher evaluation system is based on 5 stepsContinuous Learning

Every educator uses a rubric and data about student learningEvery educator develops a team student learning goal that aligns with the district and a team professional practice goal that supports the student learning goalEvery educator and evaluator collects evidence and assesses progressEvery educator has a mid-cycle reviewEvery educator earns one of four ratings of performance

#So, what have the district, SEA and MTA agreed upon?Decision areasAnnouncedUnannouncedNumber of observationsMinimum of 1 formal per cycleMinimum of 1 formal per school yearException Minimum of 2 formal per school year for a non-renewalObservation lengthMinimum of 30 minutesMinimum of 10 minutesPre-conferenceRequiredNoneReport documentationObservation report documented within 10 school daysPost-conferenceRequiredRequired based on:Teacher receives a Needs Improvement or Unsatisfactory rating on any standardTeacher requestNot required based on:Teacher receives an Exemplary or Proficient on all standardsNo request made by teacher

#Steps 1 & 2: Self-assessment and goal setting provides an opportunity for educators to take ownership of the processPropose goals to improve student learning, growth, and achievement:Minimum of one individual or team student learning goalMinimum of one individual or team professional practice goalThe goals should be SMART (Specific, Measurable, Aggressive yet Attainable, Realistic, and Timely)Self-assessmentGoal proposalAnalyze previous years student learning, growth, and achievementsReflect on personal practice against the classroom rubric

#The self-assessment process will fit into two pieces: professional practice self-assessment an

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