Consider this…

“Effective leaders see what is essential and ignore the rest…focus on what is

vital and eliminate all of the extraneous distractions…stop doing

the senseless things that consume so much time and energy.”

-Jim Collins, Good to Great

Objective

Participants will demonstrate comprehension of the Millard Public Schools Staff Evaluation Program by

reviewing the 2 Phases and 3 Purposes.

Provided Today

CD has resources we are describing today

MPS Staff Evaluation Handbook Administrator Addendum

Introductions

• Dr. Jim Sutfin, Executive Director Human Resources

• Mrs. Heather Phipps, Assistant Principal

• Dr. Kim Saum-Mills, Director of Staff Development

Background

• 2006-2007 Teacher Evaluation Committee met to research best practice

• November 2006 – survey of 700 teachers & administrators

• 2007-2008 Pilot Implemented at 5 buildings

• 2008-2009 Full District Implementation– Staff Evaluation Committee Continued – Review & Reflect & Revise

Program Goals

• District’s focus on learning

• Spend more time with probationary teachers

• Visit all teachers’ classrooms more frequently

• Increased teacher reflection• Increased dialogue between teacher &

administrator

• Streamline the current evaluation system

Purpose of Staff Evaluation

What do you consider the purpose of Staff Evaluation?

Turn to your neighbor and share.

Purpose of MPS Staff Evaluation

Accountability:• to ensure all students learn the

academic and life skills necessary for responsible living

• to ensure that Practices That Promote Successful Student Learning continue in the classroom

Purpose of MPS Staff Evaluation

Professional Growth:• to foster the continuous improvement of

teaching and learning by teachers

Purpose of MPS Staff Evaluation

School Improvement:• to promote the integration of site-based

plans and the district strategic plan with instructional improvement through staff development

Staff Evaluation Program

• Appraisal Phase

• Continuous Growth Phase

Appraisal Phase

Probationary Teachers or Special Circumstances:

• in-district transfers• new teaching assignment • not meeting district

standards/Millard Instructional Model• administrative discretion

Appraisal Phase Components

Classroom Observations

• 3 classroom observations: 2 of 3 should be for full instructional periods.

• Full instructional period observations are announced and require a completed Pre-observation Form

Appraisal Phase Components

Classroom Observations

• Post-observation reflection form completed by teacher

• Post-conference required to discuss the observation

• Written report not finalized until after dialogue

Appraisal Phase Forms & Process

• Pre-observation Form

• Post-observation Reflection Form

• Classroom Observation Form

• Appraisal Report

Process Time

Appraisal Phase Components

Spring Conference

Review Appraisal Report of teacher’s performance related to the Practices That Promote Successful Student

Learning.

Consider This…

“One of the most promising strategies for providing leadership is brief and focused visits to the classrooms for the purpose of observing, first hand, the instruction that is provided and the needs of staff and students in

the school.”

- www.principalspartnership.com/feature203.html

Appraisal Phase Components

Instructional Walk-through Observation

Not a drive-by

Several conducted based on the district expectations:• CISS (Curriculum, Instruction, Student Engagement & Safety)

• Millard Instructional Model • Best Practice

5 Minute Minimum Observation

Consider This…

“To what extent are the students learning the intended outcomes of each course?”

- Rick DuFour, The Learning-Centered Principal

MPS 4-Part Objective

The participant/learner will demonstrate

___________________ of ____________________

(Bloom’s Level of Thinking) (Skill/Concept)

by _______________ ________________________.(Bloom’s Power Word) (Activity that Demonstrate the Learning)

Objective

Participants will demonstrate

comprehension of the Millard Public

Schools Staff Evaluation Program by

reviewing the 2 Phases and 3

Purposes.

Process Time

Consider This…

A goal without a plan is just a wish.

– Antoine de Saint-Exupery

Continuous Growth Review

• Permanent Certificated Teachers ONLY

• Continuous Cycle

Continuous Growth Review

Fall Conference (By end of September)

Discuss and establish goals that increase student achievement (Must be S.M.A.R.T. goal…may be their PLC goal .)

Discuss administrative expectations with the teacher

Discuss professional growth

May need to discuss past years’ experience

Continuous Growth Review

Progress Check (December-February)

Progress check may be via an e-mail or a face-to-face meeting

Continuous Growth Review

Spring Conference (February - April)

Teacher brings Completed Continuous Growth Reflection Form Evidence of progress toward goal Documentation of professional growth

Consider this…

“Even though I had made frequent visits to this teacher’s classroom…I had no data on how much her students were learning.”

-Kim Marshall, Edge/PDK International

Continuous Growth Review

Evaluator will document in Continuous Growth Report WHAT was shared:

– Narrative of successful reteaching activities– Examples of student work – Examples of data from common formative assessments– Evidence of peer observations – Examples of student and/or parent feedback – Analysis of video taped lesson(s) – Evidence of collaborative lesson study – Evidence of learning application from workshops,

conferences, or staff development sessions

Continuous Growth Phase Components

Instructional Walk-through Observations

Same as Appraisal Phase

Continuous Growth Phase Forms

• Continuous Growth ReportYear-long formSMART goal – student achievement

focused

• Continuous Growth Reflection Form

S.M.A.R.T Goal

Specific & Strategic - How will this specific goal support progress toward the long-term goal?

Measurable - What evidence will be collected to show this goal has been accomplished?

Attainable - What are the plan of action steps that will make this goal attainable?

Results-Oriented - Is this the results wanted?Time-Bound - When will there be evidence

that the goal has been met?

Evaluate S.M.A.R.T. Goals

• 85% of students will pass a thesis writing assessment with an 80% by the end of the first semester.

• All students will pass a thesis writing assessment with an 80% by the end of the first semester.

What is the difference between these two S.M.A.R.T. Goals? – Share your thoughts with your neighbor.

Select Staff Evaluation

• School Counselors• School Social Workers• School Psychologists• Information/Technology Specialists• Special Education Itinerant Staff

Purpose of MPS Staff Evaluation

Accountability: • to ensure all students learn the

academic and life skills necessary for responsible living

• to ensure that Practices That Promote Successful Student Learning continue in the classroom

Purpose of MPS Staff Evaluation

Professional Growth:• to foster the continuous improvement of

teaching and learning by teachers

Purpose of MPS Staff Evaluation

School Improvement:• to promote the integration of site-based

plans and the district strategic plan with instructional improvement through staff development

Reflect

To whom are you giving/sharing this CD?

What are 3 things you are going to share?

What questions do you still have?

Just for Fun!

What not to do as a supervisor!

YouTube Video