teacher evaluation what it is going to look like…
TRANSCRIPT
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TEACHER EVALUATION
What it is going to look like…
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BACKGROUND
• The change in the way teachers will be evaluated was established by House Bill 153 and amended by Senate Bill 316.
• Provisions apply to teachers and to principals. • Evaluations will be based upon the Ohio
Standards for the Teaching Profession.
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OHIO STANDARDS FOR THE TEACHING PROFESSION
1. Teachers understand student learning & development & respect the diversity of the students they teach.
2. Teachers know & understand the content area for which they have instructional responsibility.
3. Teachers understand & use varied assessments to inform instruction, evaluate & ensure student learning.
4. Teachers plan & deliver effective instruction that advances the learning of each individual student.
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OHIO STANDARDS FOR THE TEACHING PROFESSION (CONT)
5. Teachers create learning environments that promote high levels of learning & achievement for all students.
6. Teachers collaborate & communicate with students, parents, other educators, administrators & the community to support student learning.
7. Teachers assume responsibility for professional growth, performance & involvement as an individual & as a member of a learning community.
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EVALUATION POLICY• The Board must adopt a teacher evaluation policy
that complies with the standard-based statewide evaluation framework that was adopted by the State Board of Education.
• The evaluation acronym is OTES.
• The policy will prevail over any conflicting provisions of the evaluation procedure in our negotiated agreement.
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EVALUATION POLICY (CONT)
• The policy must be adopted by July 2013.
• The policy will go into effect at the expiration of our negotiated contract (June 30, 2014).
• LEA will bargain with the Board on any necessary procedural issues that may be impacted by the policy.
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WHO IS AFFECTED?
• The new evaluation system requirements apply to anyone who has a state approved educator’s license or a professional permanent teacher’s certificate AND spends at least 50% of his/her time providing instruction to students.
• For those with less than 50% of time spent instructing students, the Board and LEA will still need to develop an evaluation procedure.
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WHO IS AFFECTED? (CONT)
• There is also a requirement that the building principals are subject to the requirements of the state approved evaluation system.
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EFFECTIVENESS RATING
• Evaluations will result in a scoring rubric with a teacher obtaining one of the following ratings:
–Accomplished–Proficient–Developing– Ineffective• The rating is based on 50% teaching
performance and 50% student growth.
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EFFECTIVENESS RATING REPORTS
• Each year the Board must report to ODE:– the number of teachers evaluated– the rating each teacher received – These are identified by the teacher preparation
program (college/university) from which the teacher graduated, including the year of graduation
• At this time no personal identification is required.
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TEACHER PERFORMANCE MEASURES
• 50% of a teacher’s effectiveness is based upon teaching performance.
• This will be accomplished by: – Observations– Walkthroughs– goal accomplishment– pre and post conferences
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STUDENT GROWTH MEASURES
• Three categories have been established that can be used to measure student growth:– Teacher-level value-added must be used where
available– ODE approved list of assessments– District determined measures• Students will score:– Above expected growth– At expected growth– Below expected growth
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STUDENT GROWTH MEASURES(CONT)
• The scores for those students who miss sixty (60) or more days of instruction will not be included in determining a teacher’s student growth.
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EVALUATION LOGISTICS
• All teachers evaluated annually.• Each evaluation based upon two (2) formal
observations of 30 minutes and periodic walkthroughs.
• Completed by May 1; copies to teachers by May 10th.
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EVALUATION LOGISTICS (CONT)
• Once rated as “accomplished” evaluations may be once every two years.
• Another option for an “accomplished” teacher is only one formal observation provided the teacher complete a project that demonstrates continued growth and practice at an accomplished level.
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EVALUATION LOGISTICS (CONT)
• If teacher being considered for nonrenewal then there must be three (3) formal observations.
• If teacher rated “ineffective” for two of the last three years and teaches a core subject, he/she must take all written exams for content knowledge.– CORE: Reading, language arts, math, science,
foreign language, government, economics, fine arts, history, geography
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PROFESSIONAL GROWTH AND IMPROVEMENT PLANS
• OTES requires each teacher to have a professional growth or improvement plan based on student growth measure results.
• Plan is required for those who:– Meet above-expected student growth– Meet expected student growth– Meet below-expected student growth
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GOALS
• The professional growth plans and improvement plans must be developed annually.
• Both plans must start with the development of SMART goals:S - SpecificM – MeasurableA – AttainableR – RelevantT – Time-based
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EVALUATORS TRAINING
• All evaluators/principals must be credentialed by the ODE.
• Requires intensive three day training with completion of an on-line assessment.
• Lebanon has elected to also have teachers and LEA leadership go through the training.
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EMPLOYMENT DECISIONS
• Results of the evaluation will be used to make decisions to retain, promote and remove “poorly-performing teachers.”
• The deadline for nonrenewal has been changed from April 30th to June 1st.
• Seniority can no longer be the basis for reduction in force, except when evaluations are comparable.
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EVALUATION COMMITTEE
LEA Tiffany Daniel
Paula Hogan
Sabrina Winchell
Marla Bell
Administration Becky Hill
Beth Kletzly
Bill Lautar
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Final Rating•This is the rubric that will determine a teacher’s final rating•Includes teaching performance evaluation rating•Includes Student growth rating
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The whole processThe above chart shows the full evaluation process to determine a teacher’s level of effectiveness.
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QUESTIONS?