Remediation & EvaluationofTenured & Non-Tenured Teachers

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Presented by

Dr. Richard Voltz, IASA Associate Director

Consensogram

Please write a question on the post-it-note that you would like addressed today.

Goals for WorkshopTo Think of Students FirstTo be able to know, describe and inform teachers what is effective instructionTo learn how to demonstrate fundamental fairness with teacher evaluation using Classroom Walkthroughs and other techniquesTo learn how to deal with unsatisfactory non-tenure teachersTo learn how to successfully terminate poor tenured teachers

We cant keep doing what we are doing...

$13B deficit

Do you need some inspiration to act courageously?

Change is coming!

Progress IllinoisGave $650,000 to nine General Assembly candidates in October 2010Goal: Alter teacher tenure Use demonstrated effectiveness according to multiple measures9 0f 10 Illinoisans surveyed said a strike should only be used as a last resort80% said it should be easier for principals to let ineffective teachers go

The Widget Effect

Being an effective evaluator is hard!

What makes a great leader?From Daniel Goleman, Harvard Business ReviewIntelligenceToughnessDeterminationVision

Value addedA growing number of school districts have adopted a system called value-added modelingThe system calculates the value teachers add to their students achievement, based on changes in test scores from year to year and how the students perform compared with others in their grade.William L. Sanders, a senior research manager for a North Carolina company, SAS, that does value-added estimates for districts in North Carolina, Tennessee and other states, said that if you use rigorous, robust methods and surround them with safeguards, you can reliably distinguish highly effective teachers from average teachers and from ineffective teachers.

What do principals actually do?Wallace Foundation Study66.7% on management functionsStudent discipline, student supervision, employee discipline, office work/prep, building management, dealing with parents, attending management meetings29.7% on instructionWorking with students, observing teachers, conducting classroom visits, providing feedback to teachers, talking to parents about student learning, teaching/modeling, participating in professional development, planning curriculum, assessment

Management FunctionsStudent disciplineStudent supervisionEmployee DisciplineOffice work/prepBuilding managementDealing with parentsAttending management meetings

InstructionWorking with studentsObserving teachersConducting classroom visitsProviding feedback to teachersTalking to parents about student learningTeaching/modelingParticipating in professional developmentPlanning curriculumAssessment

http://bit.ly/IASAPodcasts

Research says...1/2 students in school are not paying attentionReading textbooks is very important to academic success83% of students like to discuss controversial topics in school

Students think school is boring...Source: International Center for Leadership in Education

Do you ask students what they think of school?

Do you involve students in school improvement?

When you involve student/learners you become future focused.Source: International Center for Leadership in Education

School leadership is second only to classroom teaching as an influence on pupil learning.Source: International Center for Leadership in Education

School leaders improve teaching and learning indirectly and most powerfully through their influence on staff motivation and working conditions.Source: International Center for Leadership in Education

Effective Leadership TraitsOpen mindedReady to learn from othersFlexible rather than dogmaticPersistent in their pursuit of high expectationsResilientOptimisticSource: International Center for Leadership in Education

"It is our job to know what is effective teaching practices and to hold teachers accountable."Dr. Mike Schmoker

Success depends on...The Teacher Effect makes all other differences pale in comparison. William SandersFive years of effective teaching can completely close the gap between low-income students and others. Marzano: Kain & Hanushek

Think-Pair-Share

Do all your teachers?

Check for understanding?

Teach the adopted district curriculum?

Utilize common assessments on a regular basis?Provide remediation based on data?Engage students?Teach bell to bell?

o Have students read, write, and discuss every class period?

Would you train teachers to learn how to pass out papers?

No Opt OutStudent does not know answer, teacher goes to another student. First student is called on again to state answer.

Do you believe teachers can improve by watching other excellent teachers?

Classroom WalkthroughsGather data points on teacher performance and discuss with all teachers.Look for active engaged student learning.Look for teachers who require students to read, discuss, and write about what they have read.Checking for understanding is very important.Have a common core curriculum and common quarterly assessments.

It is our job to train teachers via professional development

Just Do It!

ISBE New Plan for Unsatisfactory TeachersTwo unsatisfactory ratings may result in ISBE certificate suspension or revocation?Superintendent Koch announced at the April 2010 IASA Conference that ISBE is working on a plan to suspend or revoke teacher certificate if a teacher receives two unsatisfactory evaluations.

IASA-ISBE Advisory Minutes

ISBE Unsatisfactory PlanSection 21-23 was changed and passed into law with the RTTT legislation.State superintendent can suspend a teachers certificate for IncompetenceEffective for the 2010-11 school yearDoes this mean U-R-S-U or U-R-UThis is a BIG DEAL!

RTTT ApplicationLocal school district dismissal, however, is not the only means by which the States poorest educators can be removed from Illinois schools. Under Section 21-23 of the School Code, the State Superintendent has the authority to initiate the suspension or revocation of an educator certificate as a result of incompetency. Indeed, as early as the 2010-11 school year, the State Superintendent plans to use poor results by educators on performance evaluations as evidence of such incompetency. Specifically, the State Superintendent recommends that the assumption of incompetency be triggered by two years of an unsatisfactory evaluation rating or three years of a combination of an unsatisfactory/needs improvement evaluation rating. The State Superintendent will continue to collaborate with stakeholders to refine this triggering assumption.

(105 ILCS 5/21-23) (from Ch. 122, par. 21-23) Sec. 21-23. Suspension or revocation of certificate. (a) The State Superintendent of Education has the exclusive authority, in accordance with this Section and any rules adopted by the State Board of Education, to initiate the suspension of up to 5 calendar years or revocation of any certificate issued pursuant to this Article, including but not limited to any administrative certificate or endorsement, for abuse or neglect of a child, immorality, a condition of health detrimental to the welfare of pupils, incompetency, unprofessional conduct

92.6% = Superior7% = Satisfactory0.4% = Unsatisfactory

Four RatingsExcellentSatisfactoryNeeds ImprovementUnsatisfactory

Student performance data will be a significant factor in teacher or principal evaluations

What does this mean?

How would you do it?

Implementation Dates9/2012 for bottom 5% schools and some CPS9/2015 for lowest 20%9/2016 for everybody else9/2012 for all principals

State responsibility

ISBE RequirementsDefine methods to measure student growthDefine significant factorControl forSpecial educationESLStudent attendanceStudent mobilityEstablish minimum requirements for teacher and principal evaluation instruments and proceduresEstablish model evaluations plans that include 50% student growth

Performance Evaluation Advisory CouncilEvaluation is a strong predictor of future performance.Salary schedule advancement is not.Specific training in an area is not.

Will teacher tenure as we know it today be around in the near future?

http://thehiddencostsoftenure.com/

Tenure frustrate drive for teacher accountability Scott Reeder-Of Illinois 876 school districts only 61, or 7 percent, have ever attempted to fire a tenured faculty member since the teacher evaluation reforms were imposed 18 years ago.Of those 61 school districts, only 38 were successful in actually firing a teacher.

Of an estimated 95,500 tenured educators now employed in the state an average of only seven have their dismissals approved each year by a state hearing officer. Of those seven, only two on average are fired for poor job performance. The remainder is dismissed for issues of misconduct.

Dismissal doesnt have to be difficultChet H. Elder

Youre fired

is it possible to dismiss a tenured teacher?

dismissed employeesLeave with a feeling of reliefThey end up with better paying jobs elsewhereA more satisfying careerNew sense of enthusiasm and contentment

say what you mean. mean what you say. but dont say it mean.

keep in mind that youre taking this action to improve the quality of education for kids.

important rulesKeep the union informedCommunicate, communicate, communicateStraightforward observation and evaluation reporting will guarantee that no teacher is ever shocked and surprised when he or she receive the final word.

actual evaluationKeep words to a minimum so they are easy to translate and defend.Do not confuse the teacher when you are at the summative position, be direct and easy to understand.Have a PlanExecute the Plan

insubordinationAdministrators cannot tolerate insubordination.Employees must follow orders.Employees must follow school policy.

Is behavior teaching related?Is behavior work rule related?RemedialNon-RemedialThree Progressive StepsPossible TerminationTeacher EvaluationProcess

school reformStudent test scoresPrincipal is held accountable and will be fired under all four reform models.Must have competent teachers.

teacher tenureIt takes the recommendation of the superintendent, via a recommendation by the building principal to place a teacher on tenure after 4 years of successful teaching experience....and whose fault is it we have incompetent tenured teachers?

would i want my own son or daughter exposed to this teacher.

five easy callsLatenessFailure or refusal to report child abuseViolation of confidentialitySexual harassment in the workplaceEthnic slurs, lying, stealing, cheating, and illegal acts

documentationIf it aint in writing, it dont exist.Document as soon as possible.Be clear, be concise, use simple language, use simple sentences.Communicate the problem in the first paragraph, then support with other information.Share file with teacher and union.

Consistency is criticalUnion will burn you for inconsistencies.When in doubt dismiss non-tenured teachers.Make sure all administrators know the game plan.

Carroll R. daughertysJust cause testDid the employer give the employee forewarning or foreknowledge of the possible or probably disciplinary consequences of the employees conduct?Was the employers rule or managerial order reasonably related to the orderly, efficient, and safe operation of the employers business?Did the employer, before administering discipline to an employee, make an effort to discover whether the employee did in fact violate or disobey a rule or rule of management?

Was the employers investigation conducted fairly and objectively?At the investigation, did the judge obtain substantial evidence or proof that the employee was guilty as charged?Has the employer applied its rules, orders, and penalties to all employees in an even-handed manner and without discrimination?Was the degree of discipline administered by the employer in a particular case reasonably related to (1) the seriousness of the employees proven offense and (2) the record of the employee in his or her service with the employer?

time limits & deadline datesDo not miss these.KnowContractSchool Board PolicyAdministrative Procedures ManualTeacher Handbook

you are the expert!You have earned the Type 75 CertificateYou have successfully completed the teacher evaluation required state workshopYou have an advanced degree in Educational LeadershipYou are the school administrator Just Do it

teaching functionIf you expect teachers to put the daily objective(s) on the board in student-centered language, look for it, measure it, note it, hold the teacher accountable for it.If you expect teachers to consistently and often to check for understanding then look for it, measure it, note it, hold the teacher accountable for it.If you expect student engagement then look for it, measure it, note it, hold the teacher accountable for it.

if a teacher offers to quit, say ok, get out a piece of paper right then and have them write a letter of resignation.

if you cannot predict the non-tenure teacher to be excellent, do not put that teacher on tenure.

It is hard to hide ineffective teachers because they come in contact with students on a daily basis.

Are the School Board & Superintendent willing to

Are the School Board & Superintendent willing toHold teachers accountable?Give principals adequate time to properly evaluate teachers?Back administrators when the staff and community get upset?If you can answer Yes to all three questions you are ready to proceed.

Does your teacher evaluation system actually help improve instruction?Peter Loehr, writing for the Illinois School Board Journal contends that Too often, evaluation is an annual or semiannual administrative activity that has negligible positive effect for the school district and the vast majority of teachers and principals.Why?

One Superintendents Expectations of PrincipalsVisit one classroom at least 80% of the days school is in sessionFormal evaluationDrop insVisit student workAsk for invitations to see special presentations in classroomsBe actively and collaboratively involved with the Illinois School Improvement Plan Process Be willing to pull the plug on questionable non-tenured teachers.

Great Teacher Bad EmployeeJust because the teacher has good methodology does not mean they are good for the organization

Non-Tenure DecisionsWhen in doubt dismissIf you cannot predict that the teacher will rate excellent, do not put the teacher on tenure.Do you want your own child having this teacher? If not dismissGet rid of the poor or questionable non-tenured teacher in first year if possible.

Business card situation...

Is this hard to do? Of course it is. We all have feelings but who are you looking out for? Students or adults.

Teacher Evaluation ProcessPrincipal evaluates whole unit of instruction.At all grade levelsEvaluation normally lasts five to seven daysSome principals meet with the teacher daily following each observation.Teachers receive daily feedback from principal.Feedback contains suggestions for improvement.

Advantages of Whole UnitPrincipal is present from beginning to end.Principal must make this a priorityPrincipal is not a factor for classroom climate (student discipline).Principal sees all aspects of instruction with assessment being very important.Principal develops an on-going communication system with teachers about instructional strategies and curriculum improvement.

Disadvantages of One ObservationAnybody should be able to teach one class if he/she knows the principal is coming.The public, parents and students know that the teacher can con the principal in this process.It is very important to make the correct decision for non-tenure teachers and two thirty-minute observations is not enough.

Does your school district consider teacher evaluation an important part of a principals responsibilities?

Think-Pair-Share

How can Principals do this?Principals have to learn to handle routine things routinely.DisciplineStudent attendanceParent concernsSupervision dutyAttending extracurricular eventsSchedulingI can evaluate teaching performance by just walking down the school hallway and listening and looking in at what is going on in the classroom. (Anonymous Principal)

Remember you are the boss not the buddy.

Reflective QuestionsWhy does it seem everybody in the community knows who the bad teachers are except for the administrators?Not really true but Why does the community have these perceptions?Teacher tenure lawThey never hear of tenure teacher dismissalsIASA Podcasts

Helping Struggling TeachersThe first stage of teacher remediation is to try to help the teacher improve.In times of teacher shortage administrators need to be proactive in helping struggling teachers.Teacher induction programsMentor programsTeacher assistance programs prior to formal teacher remediation programs.

Educators are criticized because

Traditional Teacher Evaluation Is Perceived To Be IneffectivePrincipals need the time to conduct an evaluation cycle like the one outlined in this presentation.Principals need to know when the superintendent and board of education will support his/her commitment to make difficult decisions on poor and marginal teachers.Principals need to hear from board members about comments they hear in the community about teachers not doing a good job.

Principals need to establish credibilityPrincipals need to be careful of socializing with teachers because it will be hard to later discipline teachers.Principals need to make detailed notes of conferences with parents, students, etc about teacher behaviors.Principals need to share all information with identified teacher in writing.Principals need to include union representation when teacher is in any kind of trouble.

Principal Perceived Problems With Teacher EvaluationRecent research indicates that principals identify several problems with evaluating low-performing teachers in their school districts. The barriers they identify are largely interconnected: lack of time to work with the teacherunduly burdensome evaluation procedureslack of support from the central office or school boardthe psychological discomfort of confronting a teacher and the inevitable disruption of the social fabric of the building when the teacher begins to seek support.

How Boards and Superintendents Can Help PrincipalsCommunicate your values Leaders must "express and extend" what they value in order to effect change Protect principals' time Help principals gain confidence Provide training Remove contract handcuffs Provide social and emotional support Remember that principals will receive little observable support from their own school staffs if they take on the task of intensive supervision of a teacher.

How could you improve your teacher evaluations?

Snowball Process-Pair group members and ask them to record ideas on a particular topic. Then have the pairs find another pair to continue the collaboration. Ask each combined group to make a record of their shared dialogue. Continue until there are large enough groups then share out the information.

Communication from principal to superintendent and school board is critical in the teacher remediation process.

When should principals communicate to their supervisor?When behavior will result in discipline action against the teacher.Principal should share with the superintendent copies of all formal documentation regarding a poor teaching performance or other unacceptable teacher behavior.Principal should involve the teachers union if formal discipline is taken against the teacher.The school board must be kept up-to-date on all teacher discipline and possible unsatisfactory rating.

The principal must be able to do the following:Know and recognize effective teaching strategies.Know and recognize effective teacher evaluation instruments.Be able to make an educated final decision on a tenured teachers employment.

Proper Evaluation ProcessJobDescriptionEvaluationStepsEvaluationInstrumentInduction &MentoringStaffDevelopmentRemediation Strategies

Faculty Evaluation PlanEach school district needs to determine its own standards.Possible important standards:Ensure that instruction and student learning extends from opening bell to ending bell.Ensure that his or her curriculum links with state standards with instruction.Teach to all students and have high expectations for behavior and learning for all students.Actively write and implement strategies in the school improvement plan to demonstrate accountability in improving his or her students test results.

Classroom observation formbeginning of lessonWhat is actually observed.This half of the paper is what the evaluator actually observes.

Actual Classroom Observation2:10 p.m. Students are talkingWhat is a force?Push and pullWhat is work?Use force, energy is neededWhen you apply force to an object, what happens?Force is used to move an objectNext unit is machinesWhat machines have you used this morning?Toaster, stove, microwave, car, bus, alarm, fan, clock, bike, TV, computer, toilet, light, super-nintendoSimple machines have none or one working partTeacher calls on students who have hands raisedCalls on Natalie but she offers no answer and teacher goes to another student, next time use the wait concept and stay with student and give clues until student answers.Anecdotal NotesAnalysis & Suggestions

Classroom observation formmiddle of lesson

Actual Classroom ObservationStudent makes comment and teacher ignores. Teacher could have offered to all class or could have re-directed student to task on hand.You should never embarrass a student in front of all the other students. This was not the only student with an unorganized crayon box. You should have taught organizational skills earlierAnecdotal NotesAnalysis & Suggestions

Classroom observation formend of lesson

Actual Classroom ObservationThis student consistently interrupts you, corrects your teaching and you cannot control her behavior. You need to have a personal conference with her and explain your expectations and hold her accountable and apply consisted discipline for infractions.You could have made this unit much more interesting by bringing in simple machines, by demonstrating the use of a lever, pull nail from wood, etcAnecdotal NotesAnalysis & SuggestionsWhat is a machine?What is a simple machine?What is a moving part?Tess I didnt know you had a screwdriver in your kitchen.What did you learn today?Simple machine3 parts to a leverAsks several different students what they learned in calls.For extra credit you need to make a lever from this handout.This will not work with paper, you will have to use cardboard.Reminds students to take science papers home tonight.

Fist to Five Do you like the T-Square Scripting Technique?

TipsYou can place tenure teachers on yearly or more frequent evaluation cyclesIf assessment is the problem then collect all tests and evaluate the materialsIf discipline is the problem then document problemsIf lesson plan development is a problem review lesson plans on a weekly basis

When considering how far to go with a teacherDoes the principal have enough time available to participate in process?What input will the school attorney have?Should you use the services of a consultant?What about timing in the school year?What will be the role of the union?Will the consulting teacher come from inside the school district or outside?Do you feel the teacher can remediate his/her deficiencies?In the end, will all this make a difference?

Veteran TeachersProceed to a goal orientated process if teacher has had two consecutive excellent evaluations from same administrator.Allows new principal to develop own rating with all teachers.

Potential Activities To Improve Teacher PerformanceCould require observation of master teachers in or out of the districtHave Excellent teacher observe poor or average teachers and offer suggestions for improvementRequire poor teacher to enroll in courses, workshops or seminarsRequire teacher performance to be videotapedSelf appraisalAppraisal by other Excellent teacherRequire practice of specific teaching methodsRequire teacher to read references or view videotapesRequire teacher to submit lesson plans, grade book, homework assignments, tests or other materials

Questions you might hearThis teacher has been evaluated for years as excellent.This teacher has taught for X number of years, why are you just discovering his/her unsatisfactory status now?This will destroy the teacher.This will upset the teachers union.

Is the school board willing to...Support the administrative recommendation to dismiss a tenured teacher?Spend substantial sums of money on attorney fees, consultant fees, and eventually buy out for the teacher?Put the tenured teacher through an extremely emotional situation?Do what is best for STUDENTS?

If the administration decides to evaluate the teacher as unsatisfactory then the district needs legal advice

Rx For SuccessSix months prior to issuance of UNSATISFACTORY RATINGCAREFUL REVIEW AND ANALYSISCollective Bargaining AgreementBoard Policies & PracticesFour weeks prior to issuance of UNSATISFACTORY RATINGConsulting TeacherOutsideEvaluatorConsult with UnionBoard AttorneyEvaluation PlanBoard ApprovalAmend PlanWithin 30 calendar days after UNSATISFACTORY RATING is reduced to writingDevelopment and Initiation of Remediation PlanBoard ApprovalConsulting TeacherQualified AdministratorTeacher

THE SPANGLER DECISIONMARCH 19, 2002 1st Dist. App. Ct2nd Div., specifically held:1.A school board possesses ONLY an investigatory/charging function in tenure dismissal case.2.The hearing officer possesses the authority to decide all issues with respect to a dismissal decision, including the gravity and seriousness of the charges.

POINTS TO PONDER QUALIFICATIONS OF HEARING OFFICERS Most Hearing Officers are practicing arbitrators. As such, they may have little if any legal training. Tenure dismissal cases are a combination of factual as well as legal issues. Consequently, Hearing Officers will be called upon to make many interpretations of court decisions as well as statutory interpretations - a task unfamiliar to most Hearing Officers.

POINTS TO PONDERBIAS OF HEARING OFFICERS Because Hearing Officers are by trade mainly private sector arbitrators, they seldom decide dismissal cases. Typically arbitrators are called upon to decide discipline issues which are far less complicated. Dismissal in the private sector is viewed by arbitrators as industrial capital punishment.

POINTS TO PONDERLACK OF UNDERSTANDING OF EDUCATIONAL THEORY, TEACHING METHODOLOGY AND EVALUATION PHILOSOPHY AND TECHNIQUES Hearing Officers will have to be educated during the hearing process on these very important concepts.

POINTS TO PONDEREVIDENCE PROBLEMS The State Board Rules and Regulations do not require Hearing Officers to follow the rules of evidence as would be the case in a courtroom. Consequently, there is no way to predict what evidence will be allowed or disallowed. Generally, arbitrators let everything remotely related to the issues into the record.

POINTS TO PONDERIMPORTANCE OF FUNDAMENTAL FAIRNESS AND DOCUMENTATION Experience tells us that demonstrating fundamental fairness towards the effected teacher is an absolute must. Proper documentation is essential to this end.

Fundamental Fairness DoctrineConcept of 90 school daysHave to prove to hearing officer that you have given teacher fundamental fairnessPuts administration under the gun to demonstrate fairness in 90 days

Procedure for actual dismissalAfter 90 day remediation process if evaluator decides on unsatisfactory rating then the teacher is suspended without pay by the school boardHearing is scheduled with hearing officer to make final decisionMay take as long as two yearsIf district is not successful then teacher gets back pay with interest and position back

TO SETTLE OR NOT TO SETTLE? Teacher is 48 years old and the teachers classroom is out of control with no education going on for the students. The Union is somewhat supportive of the teacher because of its duty of fair representation.

Costs of Winning 1. Administrator Time ?2. Expert Witness Fees$10,000-$15,0003.Attorney Fees$75,000-$135,000

Costs of Losing 1. Administrator Time ?2. Expert Witness Fees$10,000-$15,0003. Attorney Fees$75,000-$135,0004. Back Pay with Interest $110,0005. Reinstatement to teaching position for remainder of career $300,000+

Costs of Settlement 1. Administrator TimeMinimal2. Settlement Amount$55,0003. Attorney Fees$13,000

After listening to the attorney, is the process worth the effort?

What happens after termination?

Weathering a terminationMaintain a good relationship with the teachers union.Give the teacher every opportunity to fix the problem.Keep good records.Appoint a coordinator.Work with your insurance carrier.Dont hesitate to act if children are endangered.

Dealing with the aftermathCommunity and press reactionBurden of protecting the teachers confidentiality rests entirely with the employer.

Documentation RequiredEvaluationsRemediation PlanWritten notes of classroom observationsWritten summaries of pre-observation and post-observation conferencesEvidence of participation in prescribed remediation activitiesCopy of completed consulting teacher logCopies of completed required observations

The Bad News!

The Rest of the StoryEvaluate all teachers on a regular basis with daily observations by administrators.Dismiss questionable non-tenure teachers.Keep the heat on teachers who fail to improve.Instead of going through the State of Illinois Teacher Dismissal Process make life tough on poor teachers.Force the poor teacher into resigning with or without a buyout.

Teacher Evaluation InstrumentOverview of Revision ProcessLengthy processTeachers Union and Administration working togetherSurvey Results

Teacher Evaluation InstrumentSurvey Results67% of the BCSD teachers felt the teacher evaluation instrument helped teachers grow professionally.

Teacher Evaluation InstrumentTeacher identified the following problems with the tool:1. Too subjective2. Professional development is not associated with my evaluation. 3. Not enough praise is provided.4. Not enough specific feedback is provided.5. Goals not associated with evaluation.

Teacher Evaluation Instrument(continued)6. Student assessment data is not included.7. Feedback provided is unclear.

Teacher Evaluation InstrumentThe staff listed the following criteria as being the most important:Consistency from year to yearClarity in ratingsA tool that can be used for professional developmentInput from the teacher about the lessonOptional alternative process for veteran teachersSpecific focus on professional growthSpecific support for areas of weakness

Teacher Evaluation Revision ProcessBeginning:Established group norms for meetingsEstablished common definition of good teaching that is research-based and understood by local staff.Required reading: Enhancing Professional Practice A Framework for Teaching by Charlotte Danielson (2nd ed.)

Reflective Conference

Teacher Evaluation Revision ProcessCharlotte Danielson Instrument:Divided into 4 DomainsEach domain contains componentsComponents are divided into essential elementsDivided into 4 level of performances

Teacher Evaluation Revision ProcessCustomizing the FrameworkTake section by sectionDiscussions held on each elementEnsured district goals aligned to the elements

Teacher Evaluation Revision ProcessEvidence

Let evidence-not opinion-anchor the process.

Dr. Paula Bevan, 2007

Teacher Evaluation Revision ProcessEvidence isA factual reporting of eventsIncludes artifacts prepared by the teacher, students and othersSelected using professional judgmentEvidence is NOTPersonal opinion or biases

Teacher Evaluation Revision ProcessEvidence-Based Teacher Evaluation

The key to rigorous, evidence-based teacher evaluation if adequate training of evaluators and teachers.

Dr. Paula Bevan, 2007http://www.danielsongroup.org/PaulaBevan.html

Teacher Evaluation Revision ProcessYear 1:Developed 2 DomainsAddition of a Reflection ConferenceDeveloped Pre-Conference QuestionsTimeline ModificationDeveloped Drop-In SlipsPPTs Developed to Train TeachersEvaluator Training - ongoing

Teacher Evaluation Revision Process

Teacher Evaluation Revision ProcessHandouts:Pre-Conference Form Reflection Questions Drop-in Slip

Teacher Evaluation Revision ProcessPurpose of Drop-In SlipsImportant to develop a scheduleRecommend a minimum of 20 minutes

Teacher Evaluation Revision ProcessGleaning data from the teacher evaluation instrument

Teacher Evaluation Revision ProcessIn-servicing teachers on the new domains

Teacher Evaluation Revision ProcessYear 2:Developed last 2 domains Discussed how to report attendance Discussed overall rating Evaluated progress Continued training and articulation improved inter-rater reliability Differentiated the process based on experience

Teacher Evaluation Revision ProcessYear 3:Reviewed teacher job description and how it correlated to the teacher evaluation instrument

Teacher EvaluationDiscussion of scripting methodsDetails are critical - Beginning of the lessonMiddle of the lesson End of the lesson

Ideas on documentation

Teacher EvaluationReview and include the following:Lesson PlansGrade booksStudent portfoliosStudent assessmentsClassroom Management Plan (done yearly at beginning of year)Discipline StatsParent communication logsDisciplinary documentation

Teacher EvaluationImportance of inter-rater reliability

Teacher EvaluationCommunicate it yearly with all staffPart of the New Teacher OrientationLead Mentor RoleMentor-Novice Teacher Relationship

Teacher EvaluationThere is only one way to improve student achievement and the research is very specific. It is the teacher and what the teacher knows and can do that is the determining factor with student achievement.

Harry K. Wong, 1999

Unsatisfactory RatingCritical that you have established a professional working relationship with the teacherHow many times have you been in their classroom? Did you share your feedback with him/her?Have you shared feedback that you have received from parents or students?

Unsatisfactory Rating(continued)What have you done as the administrator to assist him/her in improving?How are you documenting?

Unsatisfactory RatingIs difficult for all parties because of the human elementFollow the contract and law.Try always to work with the teachers union.

Unsatisfactory RatingDocument, document, document!

Use language that is directive!

Unsatisfactory RatingRecommend writing comments in three (3) sections: Improvements made since the last evaluation, Commendations, and Recommendations

Required by law to include strengths

Unsatisfactory RatingStrong Data Support:Teaching to objective(s)Implementation of lesson plansBell to bell teachingTime on TaskQuestioning SkillsMultiple MethodsTransitionsClassroom Management

Post ConferenceNotify teacher of the need to bring union representationDocument what is statedHow to handle a refusal to sign evaluation

Teacher Evaluation Documentshttp://www.chathamschools.org/curriculuminstruction.htm

Remediation Planhttp://bit.ly/IPAremediate

Teacher Remediation Plan

DismissalA teacher can be dismissed for failure to complete a remediation plan with a satisfactory or better rating...

Unsatisfactory EvaluationWithin 30 days after completion of an evaluation rating a teacher as unsatisfactory, development and commencement by the district of a remediation plan designed to correct deficiencies cited, provided the deficiencies are deemed remediable.

ParticipantsQualified district administratorConsulting teacher selected by the participating administrator who rated the teacher unsatisfactory.5 years teacher experiencereasonable familiarity with the assignment of the teacher being evaluatedExcellent rating on last evaluation

ProcessEvaluations and ratings once every 30 school days for the 90-school-day remediation plan.Done by participating administratorMust provide advice on unsatisfactory ratingsConsulting teacher must participateFinal decision by administrator

ReinstatementReinstatement of a schedule of biennial evaluation for any teacher who completes the 90-school-day remediation plan with a satisfactory or better rating

DismissalDismissal in accordance with the School Code of any teacher who fails to complete the remediation plan with a satisfactory or better rating.

Incompetency is remediableIncompetency is a remediable offense.A school board is required to attempt to cure incompetency by evaluation and the adoption of a remediation plan prior to dismissal.

What is irremediable conduct?Conduct is irremediable when the damage that has been done to students, faculty, or the school is irreparable.Consideration is also given to whether or not the conduct could have been corrected had the employee been warned.

Actual Remediation Plan