TEACHER EVALUATION TEACHER TENURE

TEACHER MENTORING

New Educational Laws and What They Mean for Us

Teacher Evaluation

Rational for Change

The ultimate goal is to increase achievement for all students by ensuring

that every New Jersey student has access to a highly effective teacher

Rationale for ChangeThe NJDOE aims to improve the effectiveness of all

educators in New Jersey’s schools by:Establishing a universal vision of highly effective teaching practice

Yield accurate and differentiated levels of performance

Providing teachers with timely, actionable, and data-driven feedback

 Providing targeted professional development opportunities

Providing improved tools to measure principal effectiveness

Using multiple measures of performance data to inform personnel decisions

Teacher Evaluation

What We Are Used To New Changes

Tenured teachers evaluated at least once per year

Tenured teachers evaluated at least two times per year

Non-tenured teachers evaluated at least three times per year

Non-tenured teachers evaluated at least five times per year

When granting tenure, the use of teacher evaluation results was optional

Granting of tenure is legally dependent upon evaluation results

Evaluation form created by the district Districts must use a state approved practice evaluation instrument or submit developed rubric for state approval

Evaluations conducted and overseen by supervisors and principals

School and district committees formed to oversee evaluation process • DEAC • School Improvement Panel

List of State Approved Evaluation Rubrics

Teacher Evaluation

DEAC School Improvement Panel

Members

• Teachers• Administrators• Central office administrators• Supervisors• Superintendent • Parent member of district BOE

• Principal • Assistant/vice principal• Teacher

Duties • Guide and inform evaluation activities • Engage stakeholders in evaluation work • Share information • Collaborate with NJDOE to inform statewide evaluation policy • Generate buy-in

• Oversee mentoring and foster culture of continuous improvement • Conduct evaluations• Identify PD opportunities • Conduct mid-year evaluation of teachers rated ineffective/partially effective

Teacher Evaluation

Required Components of District Evaluation Rubric Four categories of rating

Ineffective (1) Partially Effective (2) Effective (3) Highly Effective (4)

Procedures for Inefficiency Superintendent must file charge , whenever employee is

rated ineffective or partially in one year, and ineffective in the following year.

Superintendent may file charge of inefficiency if rated particularly effective for 2 years in a row or ineffective in first year and partial in year 2.

First charge for inefficiency will not be possible until after 2014-2015 school year

Teacher Evaluation

Timeline of Implementation

October 31, 2012 Form District Evaluation Advisory Committee (DEAC)

December 31, 2012 Adopt educator evaluation rubrics including state approved teacher and principal evaluation instruments

January 31, 2013 Begin to test and refine evaluation rubrics

February 1, 2013 Form a School Improvement Panel (SIP) to oversee evaluation activities

July 1, 2o13 Thoroughly train teachers

August 31, 2013 Thoroughly train evaluators

October 31, 2013 Thoroughly train principals and evaluators on the principal practice evaluation instrument

2013-2014 School Year Full implementation of new evaluation system

Teacher Tenure

Rationale for ChangeTEACHNJ Act: Teacher Effectiveness and Accountability

for the Children of New Jersey Act aims to:

To better the effectiveness of New Jersey teachers

TimelineTEACHNJ Act: Teacher Effectiveness and Accountability

for the Children of New Jersey Act aims to:

Effective September 2012 * Any teacher, principal, assistant principal or vice principal employed after August 6, 2012 must complete four years of employment to be eligible for tenure

Teacher Tenure

What We Are Used To New Changes

Teachers eligible for tenure following three years plus one day of teaching

Teachers eligible for tenure following four years plus one day of teaching

Tenure is revoked based on “just cause” including:Gross NegligenceGross MalpracticeGross Incompetence

Tenure can be revoked if ranked ineffective or partially effective in two consecutive years.“Just cause” charges still apply

Granting of tenure is based on continuous employment

In order to receive tenure, you must be rated effective or highly effective in two of the three years following your provisional (mentoring) year

Teacher Tenure

Process for Filing Tenure Charges:After Two consecutive Years of Inefficiency*

1. Charges are filed by superintendent with the board of education

2. Within 30 days, the BOE forwards written charges to commissioner

3. Employee may submit written response to charges to commissioner

4. Commissioner refers case to arbitrator

*An additional year may be granted if rated partially ineffective

Teacher Tenure

Corrective Action Plan: Must be developed for any teaching staff member

rated ineffective or partially effective in one year. Written plan developed by teaching staff member

serving in a supervisory capacity in collaboration with teaching staff member.

Must include: Timeline for corrective actions Responsibilities of individual teaching staff member Responsibilities of district Specific support provided by the district

Teacher Mentoring

New Teacher Requirements

Complete a district mentorship program during their initial year of employment

Receive a rating of effective or highly effective in two annual summative evaluations within the first years of employment

Demonstrate knowledge of CCCS

Identify exemplary teaching skills and practices

Assist in performance of duties and adjustment to challenges of teaching

Develop activities in consultation with School Improvement PanelQualities of An Effective MentorThe Responsibilities of Novice Teachers

• New mentoring programs must be in place for 2012-2013