Principals and Assistant Principals New to the NCEES Process

September 28, 2012

North Carolina Educator Evaluation System

Today’s PresentersPaul Marshall Professional Development ConsultantRegion 5paul.marshall@dpi.nc.gov

Dr. Jody Cleven Professional Development ConsultantRegion 5Jody.cleven@dpi.nc.gov

Wiki Resources

http://ncregion5rttt.ncdpi.wikispaces.net

Our Agenda • Welcome, Introductions, Agenda Overview

• Overview of the Standards

• Teacher Evaluation Process

• Ratings

• Online Evaluation Tool

• Answer Questions

• Complete the Ticket out the Door

4

Outcomes:

• Locate resources associated with the NCEES

• Understand the NC Professional Teaching Standards and the rubric for evaluating NC teachers

• Understand the process for evaluating teachers in NC

• Be able to navigate the online tool

NC State Board of Education Mission:

“Every public school student will graduate from high school, globally competitive for work and postsecondary education and prepared for life in the 21st Century.”

Did you know that the NC Graduation

Rate is the highest it has ever

been?

Can We Agree?

• To be actively involved• Value differences• Agree to disagree• Listen

Capacity Building

• Locate your area• Introduce yourself• Identify your challenge • Find two experts • Exchange information

Resources

Online Module-Phase I Modules

http://center.ncsu.edu/nc

Wikicentral.ncdpi.wikispaces.net

NCEES.ncdpi.wikispaces.net

NC Professional Teaching

Standards

Did you know that the NC Graduation

Rate is the highest it has ever

been?

North Carolina Professional Teaching

Standards

North Carolina Professional Teaching Standards

18

How do you see the Standards?

• Standard I: Teachers demonstrate leadership.

• Standard II: Teachers establish a respectful environment for a

diverse population of students.

• Standard III: Teachers know the content they teach.

• Standard IV: Teachers facilitate learning for their students.

• Standard V: Teachers reflect on their practice.

• Standard VI: Teachers contribute to the academic success of

students

How do you see the Standards?

• Professional Teaching Standards URL

http://www.ncpublicschools.org/docs/profdev/

standards/teachingstandards.pdf

Standards 6 & 8

Growth Model

Teachers

Principals

6Contribute to Academic

Success

Academic Achievement

Leadership8Academic Achievement

Leadership

Standard 6is a measure of

Growth

04/21/23 • page 22

Teacher Ratings Categories

Teachers

1 65432Demonstrate Leadership

Establish Environment

KnowContent

Facilitate Learning

Reflect on Practice

Contribute to Academic

Success

5 Rating CategoriesNot Demonstrated

Developing

Proficient

Accomplished

Distinguished

3 Rating CategoriesDoes Not Meet Expected Growth

Meets Expected Growth

Exceeds Expected Growth

04/21/23 • page 23

Teacher Ratings in 2011-12

▲

School-wide

EVAAS Growth

Teacher EVAAS Growth

70% 30%Weighted Average

Yearly Rating•Does not Meet Expected Growth

•Meets Expected Growth

•Exceeds Expected Growth

Why is school-wide EVAAS growth included?

• To encourage collaboration and collective ownership of overall outcomes.

Note: In 2011-12, teachers without individual EVAAS growth will have school-wide growth for Standard 6.

6

Teacher Ratings in 2011-12

Yearly Rating•Does not Meet Expected Growth

•Meets Expected Growth

•Exceeds Expected Growth

Sixth standard ratings available in two locations:

1.Rating only will be back-populated into the McREL tool and available to see on the 2011 – 2012 summary rating forms

2.Rating and component data available in EVAAS

6 Teacher-level EVAAS reports available by the end of SeptemberTeacher sixth standard ratings available by the end of October.

Status

What is the difference between Ratings and Status?

04/21/23 • page 26

Status and Standard 6

• An educator receives an effectiveness status only once they have 3 years of data on Standard 6 or 8

• A 3-year rolling average of growth data from standard 6 or 8 is used as part of determining overall status

04/21/23 • page 27

3-Year Rolling Average

6 6 Contribute to Academic

Success

Contribute to Academic

Success61.9 + -2.5 + 1.2

1.9Met Expected Growth

-2.5Did not meet Expected Growth

1.2Met Expected Growth

Rating from 2012 - 2013

Rating from 2013 - 2014

Rating from 2014 - 2015

Standard Standard Standard

3

= .2 Met Expected Growth

3- year average rating on standard 6 for

determining status

Note: A similar methodology applies to principals as well.Note: The values above represent values from the MRM model in EVAAS.

04/21/23 • page 28

Status

So once a educator has a three-year average rating for Standard 6, how is status determined?

04/21/23 • page 29

Teacher Status

In Need of Improvement

EffectiveHighly

Effective

Standards 1-5In the year

Standard 6Three-year rolling average

6 6 62 years ago

1 year ago

Thisyear+ + /3)

)

1 5432Demonstrate Leadership

Establish Environment

KnowContent

Facilitate Learning

Reflect on Practice

Any rating lower than proficient

And/Or

Does Not Meet

Expected Growth

Proficient or Higher

on Standards1-5

And

Meets or Exceeds Expected Growth

Accomplished

or Higher on

Standards1-5

And

Exceeds Expected Growth

BREAKReturn in 15 minutes.

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Gallery Walk with the Standards• With a partner, read each of the

elements and descriptors.

• Read any feedback already written by others in the room.

• Do one of the following:– Write down a behavior that exemplifies

this element.

– Validate what someone else has written.

– Add to what someone else has written.

Process for Evaluating Teachers

Principal’s Responsibility

Teacher Evaluation Process

38

STEP 1:

Training and Orientation

STEP 2:

Self-Assessment, Goal Setting and Pre-Conference

STEP 3:

Observation Cycle

(Administrative and Peer)

STEP 4:

Summary Evaluation and Goal Setting

Component 1: TrainingBefore participating in the evaluation process, all teachers, principals and peer evaluators must complete training on the evaluation process.

Before Week 3 of School Year

Component 2: Orientation

Within two weeks of teacher’s first day, the principal will provide:

A. The Rubric for Evaluating North Carolina Teachers;

B. Teacher Evaluation Policy ID Number: TCP-C-004

C. A schedule for completing evaluation process.

STEP 1:

Training and Orientation

Component 4: Pre-Observation Conference Before the first formal observation, the principal meets with the teacher to discuss: self- assessment, professional growth plan a written description of the lesson(s) to be observed. Goal: To prepare principal for the observation.

Before First Formal Observation

STEP 2:

Self-Assessment, Goal Setting and Pre-

Conference

Component 3: Teacher Self-AssessmentUsing the Rubric , the teacher shall rate their performance and reflect on his or her performance throughout the year.

Rubric for Evaluating North Carolina Teachers

Within the 1st nine weeks

Component 5: Observations

A. Formal observation:

45 min. or entire class period

B. Probationary Teachers:

3 formal by principal and 1 formal by peer

C. Career Status Teachers: Evaluated annually.

During the renewal year: 3 total- 1 must be formal

Observations shall be noted using the Rubric.

STEP 3:

Observation Cycle

(Administrative and Peer)

STEP 3:

Observation Cycle

(Administrative and

Peer)

Component 6: Post-Observation ConferenceThe principal shall conduct a post-observation conference no later than ten school days after each formal observation. Discuss and Document strengths and weaknesses on the Rubric

Annual Abbreviated Evaluation:

Requirements for Abbreviated Evaluation:

•Self-Assessment•Professional Development Plan•Two Informal Observations •Summary Evaluation Conference •Summary Rating Form

Component 7: Summary Evaluation Conference and Scoring the Teacher Summary Rating Form-

A. Give rating for each Element in Rubric B. Comment on “Not Demonstrated” C. overall rating of each Standard D. Provide teacher with opportunity to add comments to the Summary Rating Form E. Review completed Teacher Summary Rating Form with teacher and F. Secure the teacher’s signature on the Record of Teacher Evaluation Activities and Teacher Summary Rating Form.

Component 8: PD PlansIndividual Growth Plans-“Proficient” or better Monitored Growth Plans-At least 1 “Developing” Directed Growth Plans-“not Demonstrated” or“Developing” rating for 2 sequential yrs.

Before the End of the School Year

STEP 4:

Summary Evaluation and Goal Setting

Reflecting on Data

How does your school compare to the district data?What trends do you see with your district’s data?http://www.ncpublicschools.org/recruitment/effectiveness/

These data represent only a portion of the educators employed by this local education agency. Not all teachers were evaluated during the 2010-2011. If the number of individuals in a school is fewer than 5, then results are shown as a N/A.

School’s Data

• Which of the standards show the need for the most growth?

• Which standard do you need coaching in so you can help teachers grow whether its by PD or one-on-one assistance?

• Which standard do you need assistance in supervising?

Lunch

Scramble Time

• Pre-Conference Discussion• Principal Electronic Signature• Draft SMART Goals based on

data• Review data & Complete Self-

Assessment• Complete PDP• Teacher Signature

Affinity Diagram

Individually

•Consider the challenges/issues in using the process with fidelity

•Write one thought that comes to mind per sticky note

Affinity Diagram

Whole Table

• Combine all sticky notes on the table

• Organize similar ideas.

• Label the categories.

• Identify two/three major ideas that emerged.

Challenges, Issues, and Solutions

• Sharing:

• Stixyboard

Ratings

Image Credits: http://ellie-sparks.livejournal.com/3021.html; http://www.shoveitinyourface.com/2011/02/chocolate-and-golden-vanilla-triple.htm;lhttp://find-how.com/Cake-recipe.html

Rating Teacher Behaviors

• With the standard and element(s) assigned to your table, work with your colleagues to place the teacher behavior sticky notes in the appropriate categories.

Developing Proficient Accomplished Distinguished

Evaluation & Supervision

Describe the relationship between supervision and evaluation.

Video

• Use standard IV and elements G & H?

• Rate the following lesson

• Discuss results of ratings

Element G

Element H

Online Tool

What The Teacher Does

• Check completion of training and orientation

• Self Assessment

• PDP

What The Admininstrator Does

• Sign off on PDP• Arrange pre conference date• Set date for observation• Place notes in system• Determine post observation date

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Online Tool Practice

https://mxweb3.media-x.com/home/ncval/demo

Username: principaldemo1-40; teacherdemo1-40

Password: 123456

–Record of Teacher Evaluation Activities

–Professional Development Plan

–Create a New Observation

Exit Ticket

• After this session I feel…

Closure

Please take a moment to answer the survey.

http://go.ncsu.edu/ncdpi-resa_survey

Contact Information

Paul MarshallProfessional Development ConsultantRegion 5paul.marshall@dpi.nc.gov

Dr. Jody Cleven Professional Development ConsultantRegion 5jody.cleven@dpi.nc.gov

Thanks!