New Mexico Public School Department Guidelines for Annual Teacher Performance Evaluation School Year 2005-2006 PDP R

1. New Mexico Public School DepartmentGuidelines for Annual TeacherPerformance EvaluationSchool Year 2005-2006PDP Revision Committee: Dr. Janaan Diemer, Terry Stuart, Jennifer Amis, Cindy Baker, Jennifer Terrazas and Sheryl White

2. State Guidelines Include Guidelines for Performance Evaluation Guidelines for Professional Development Plans Descriptions of Teacher competence in the 3-Tiered Licensure System District Requirements

3. State Required Components Training for Teachers and Administrators Creation of Professional Development Plan System for Data Collection: Classroom Observations Evaluation of Level I Teachers Progressive Documentation and Evaluation of Level II and Level III Teachers Evaluation Competencies and Indicators

4. Professional Evaluation Requirements

7. Las Cruces Evaluation Procedures Purpose: Improvement of instruction, curriculum, professional growth Collaborative Process Assess the 9 teaching competencies Indicators for each level Provide Training Accountability and teacher quality Remediation goals Support fair, valid and legal decisions for rehire, promotion or termination

8. Training for Teachers and Administrators Annual Evaluation Orientation Teachers at the Building Provided by School Administrator (Handbook and PowerPoint) Provided by HR and Professional Development Administrators Today; Sign Training Form for File Follow-up Date with Professional Development Center Assistant Principals or Principal Review September 14 (1:30 or 3:00)

9. Professional Development Plans Every Year Collaborative No later than 40th day Objectives based on; 9 competencies Licensure Level Indicators Previous year�s evaluation Assurance of Highly Qualified Status

10. PDP Forms Each Form Based on Level (See Appendix) Employee�s responsibility to meet the goals Evaluator�s responsibility to provide support and assistance Before March 15, both will meet to assess goal completion Evaluation completed with the Reflection Form

11. Observation and Data Collection Procedures An administrator shall observe each employee a minimum of once annually Pre and Post conference required (new form) All new employees All Level I teachers Employees new to the building if past evaluations unavailable First Pre conference and Observation due during first semester (new form)

12. Observation and Data Collection Procedures Continued All observation dates will be documented on the new Pre-Conference form Observation and post-observation will take place within 4 weeks of pre-observation conference Post-observation conference within 5 days of observation Informal/unscheduled observations may be done and are encouraged Copies of any written documentation will be given to the employee CWT data are not evaluative, but if written, copies should be provided to the employee

13. Evaluation

14. Love?

15. Leadership?

16. Evaluations Level I Teachers: Every year (up to 5 years) PDP and Reflection; Due by Oct. 15 (turn in to HR) Based on Level I competencies (new form specific to Level I) Annual Observation; one required, two or three suggested with informal added Summative Evaluation based on Level I competencies

17. Evaluations Level II and III Teachers: Evaluated over three years Progressive Documentation PDP based on Level Competencies (new form based on Level II and III); due to HR October 15 Reflection of PDP Annual Observation Summative Evaluation at end of Third Year

18. Administrator Responsibilities Conference with employee to discuss results at end of year Follow through on Observation Dates Provide written documentation to employees about observations Provide clear and documented help before beginning a Professional Growth Plan/PGP

19. Professional Growth Plan Initiated at any time Administrator must identify specific concerns Initiate as soon as concerns are observed Employee must have opportunity to improve before summative is conducted Conferences must be held on PGP (new form) Time allowed to correct Written record kept on all conferences

20. Things Not to Do No �1� given on summative unless he/she has had a Professional Growth Plan (PGP) �1� can be given if concerns are not addressed If �1� given, PGP may be carried over to 40th day of following school year

21. Unsatisfactory Evaluation A Tenured Employee may ask for another evaluation conference and evaluation by an Administrator appointed by the Supt. (NEW) Certified employees will be evaluated whenever there is a concern Level III Employee recommended to Licensure Dept. for Reduction in Level

22. Change of Employee Status Transferred: Send all evaluation information to new school Within 10 days Leave Maintain documents at site Return before March 15: Evaluate After March 15: Postpone until next year Forward all paperwork to HR with leave status information New to District Begin first year of cycle if Level II or III

23. Pre/Post

24. PDP Level I

25. PDP Level II

26. PDP Level III

27. Professional Growth Plan

28. The teacher who constantly learns and grows becomes a professional educator.~Harry Wong Thank you!