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Using Teacher Evaluation as a Tool for Professional Growth and School ImprovementRedmond School District
2011-12
The Journey Begins…Together CLASS Project Forms – 2009-10
RSD Design Principles:o Student Achievemento Collaborative Relationshipso Attract and Retain Highly Qualified Staffo Employee Knowledge and Skillo Career Opportunitieso Employee Performance and Motivationo Compensation
Our work starts to take shape…in designing a new Evaluation System
Evaluation Design Team is formed.
Broad representation.
Time provided for research and development.
The design process:
Research best practices in
educator evaluation.
Assess current evaluation
system – define areas for
improvement.
Define desired components of a
new system.
Define teacher and principal effectiveness.
An ineffective evaluation system…
Feedback that is not useful
Poor inter-rater
reliability (subjective)
Summative vs.
Formative (no
coaching)
Standards of Performance
not widely known
Does not promote professional growth
Only two levels of
performance
Little or no connection to student outcomes
Infrequent Observation
An effective evaluation system should include: Best practices grounded in research
Common set of performance standards
More frequent observations
Evidence-based feedback (vs. subjective)
Continuum of performance levels
Goal setting connected to performance standards
Self-reflection with opportunity for stakeholder input
Student performance is connected to teacher performance
• On-going training for administrators
• Unwrap standards• Calibrate on performance
levels
• Self-reflection 2x/year• Student Performance• Make use of feedback• Leadership/mentoring
• Add mini-observations• All teachers evaluated
annually• Opportunity for peer and
• stakeholder input
• Charlotte Danielson’s Framework for Teaching
• A common language• Includes a continuum of
performance levels• Differentiated by role
Adopt New Performance
Standards
Increase Feedback to Educators
Inter-Rater Reliability
Multiple Measures of Performance
Learn from other districts: pitfalls and positives
Danielson’s Framework for Teaching
Domain 1: Planning and Preparation
• Demonstrating Knowledge of Content and Pedagogy
• Demonstrating Knowledge of Students
• Selecting Instructional Outcomes
• Demonstrating Knowledge of Resources
• Designing Coherent Instruction
• Designing Student Assessment
Domain 2: The Classroom Environment
• Creating an Environment of Respect and Rapport
• Establishing a Culture for Learning
• Managing Classroom Procedure
• Managing Student Behavior
• Organizing Physical Space
Danielson’s Framework for Teaching
Domain 3: Instruction
• Communicating with Students
• Using Questioning and Discussion Techniques
• Engaging Students in Learning
• Using Assessment in Instruction
• Demonstrating Flexibility and Responsiveness
Domain 4: Professional Responsibilities
• Reflecting on Teaching
• Maintaining Accurate Records
• Communicating with Families
• Participating in a Professional Community
• Growing and Developing Professionally
• Demonstrating Professionalism
Implementation and Professional Development
Multi-year processJob-embedded professional development (weekly
early release)Develop a common languageCadre of teacher leaders On-line training resource (Educational Impact)Conversation about professional practice vs.
evaluation
Administrator Professional Development
Training focuses on gaining deep understanding of the FFT (Framework for Teaching)
Unwrapping standards (domains, components, elements)
Calibrating on performance levels – peer practice
Mini-observations: effective and efficient methods for on-going feedback
Evidence vs. opinion Coaching techniques Establishing a culture of
feedback
Establishing consistency…
a critical component to the success of this new system
And then along comes TIF:Teacher Incentive Fund
One year into the CLASS Project work, Chalkboard partnered with TIF.
Added a performance-based compensation component.
Experiment: Will the opportunity for bonuses for teachers and administrators have an impact on student achievement?
Opportunity Challenge (Hot Buttons)
TIF: A mixed bag…
Gives us access to VAM – Value-Added-Measures
Provides a bonus (to three of our schools) tied to student outcomes and evaluation
Allows us to continue with CLASS Project work (with resource)
Informs CLASS Project work on Compensation
Fast-forward on Principal Evaluation System
Viewed by many as merit pay – negative connotation
Not all schools Bonuses for licensed staff
only (no classified) Current economic climate =
increased sensitivity around topic of compensation
Improved Educator
Effectiveness = Improved Student
Outcomes
Improved and
On-Going Feedback
Culture of Continuous
Improvement
Enhanced Collaborative Relationships
Personalized Professional Development
Expanded Leadership
Capacity
Best Hopes
Next Steps…
Continue to reflect and modifyContinue training (educators and administrators)
Continue to nurture teacher leadership and collaborative relationships
Use technology to streamline our systemBe brave, trust, assume best intentions
Resources & Questions?
www.redmond.k12.or.us
Human Resources DepartmentEvaluation Systems
Lynn Evans, Director of Human [email protected]
Linda Seeberg, Director of Elementary [email protected]
