The Danielson Teacher Evaluation Model: A Panel Discussion of Rapid City’s Five Year Process

1. The Danielson Teacher Evaluation Model: A Panel Discussion of Rapid City’s Five Year Process Lifelong learning for both educators and students.

3. Panel Members: Facilitator: Katie Bray Panel Members: Jocelyn Hafner, Assistant Principal, Stevens High School Rod Haugen, Principal, South Park Elementary School Danny Janklow, Principal, Horace Mann Elementary School John Julius, Principal, Stevens High School Dr. Tim Mitchell, Superintendent, Rapid City Area Schools Valerie Nefzger, Principal, North Middle School Rick Owen, Principal, Pinedale Elementary School Shannon Schaeffers, Principal, Grandview Elementary School Deborah Warr, Principal, Knollwood Elementary School

4. LEARNING TARGETCRITERIA FOR SUCCESS • LEARNING TARGET: • To share the various applications of the Danielson model for teacher evaluation in the Rapid City Area Schools. • CRITERIA FOR SUCCESS • Participants gain a better understanding of the application of the Danielson model.

5. REACHING COMMON GROUND“Why We Chose the Danielson Model” The Danielson model more effectively merges the two goals of evaluation and facilitates a collaborative and reflective growth process for teachers and administrators. 1. Professional Development 2. Accountability

6. PURPOSES FOR EVALUATION • Assist in making employment decisions • Student Achievement • Cost Savings When we are able to retain rather than release a teacher through an evaluation process, districts make gains in student achievement and save money. A study completed in California indicated that a new teacher negatively impacts student achievement by as much as 5% in national median test scores in both reading and math (Public Policy, 2002). The cost of teachers leaving the profession varies from district to district. The National Commission on Teaching and America’s Future (NCTAF, 2008) estimated that the costs associated with teacher attrition in a non-urban school to be as high as $12,000.

7. 4 DOMAINS Domain 1: Planning and Professional Practice Domain 2: The Classroom Environment Domain 3: Instruction Domain 4: Professional Responsibilities From: Danielson, Charlotte. (1996). Enhancing Professional Practice, A Framework for Teaching (ASCD).

8. DURABIILTY/FLEXIBILITY OF THE MODELThe Panel Discussion Question 1: Each of the 4 domains has 5-6 components with several elements within each component. How do you determine which components to address? x

9. Question 2: The Danielson model lends itself to both a check-list and narrative format. Shannon, will you lead the discussion on the benefits of using a narrative approach.?

10. Question 3: Reflection and self-assessment are critical components of the model. In the district’s Teacher Evaluation Manual, we talk about pre and post conferencing. Rod, would you discuss how you set up and facilitate the process.

12. OBSERVATION REFLECTION GUIDE Name Grade/Subject Observation Date Time Post Conference Date Time • As I reflect on the lesson, to what extent were students productively engaged? (Components 4a, 1e, 3c). • Did the students learn what I intended? Was the criteria for success met? How do I know? • Did I alter my objectives or instructional plan as I taught the lesson? If so, why? (Components 1e and 3e) • If I had the opportunity to teach this lesson again to this same group of students what would I do differently? Why? (Components 4a). • What district opportunities have you participated in to support you with this lesson? • Describe how you keep communication open with parents? • How do you contribute to our school and district outside of your classroom? Adapted from: Danielson, C. (1996). Enhancing professional practice: A framework for teaching. Alexandria, VA: Association for Supervision and Curriculum Development; and Danielson, C., & McGreal, T. L. (2000). Teacher evaluation to enhance professional practice. Princeton, NJ: Educational Testing Service.

13. DURABIILTY/FLEXIBILITY OF THE MODELThe Panel Discussion Question 4: Learning targets and formative assessments have been a focus of our staff development process for the past three years. Danny, how have you incorporated both of these elements into the evaluation process?

14. Walk-Through Tool • Effective Sharing of Learning Targets and Criteria for Success

15. Classroom Walk-Through Effective Sharing of Learning Targets and Criteria for Success • Observations of Teachers: Evidence that the teacher communicates learning targets and the criteria for success and also uses strategies to assess students’ understanding of these elements:

16. Conversations with Students: Evidence that students can explain their intended learning and their understanding of the criteria for success/knowing what quality looks like:

17. Question 5: Valerie, Please share some of the ways you have incorporated the walk-through process as a formative assessment.

19. Question 6: Danielson addresses the importance of peer mentoring. Jocelyn, would you address the mentoring program you implemented at Stevens High School?

20. Stevens High School • Jocelyn Hafner • Assistant Principal • Stevens High School • To: John Keating • From: J. Hafner • Date: January 12, 2011 • Re: Classroom Visit • During my observation of your period 1 Shakespeare 101 class, I was in your classroom for 4 minutes. • As I entered the room, you were discussing word choice by providing students with examples, as well as asking students to provide examples. While questioning students, I noticed you allowed a student to not answer a question. What types of strategies can you utilize to engage all students in the question/answer sessions? • You transitioned into your next activity by announcing that you would discuss Shakespeare as someone who writes something very interesting. Students responded by groaning. You informed students you understood they look forward to Shakespeare like they look forward to a root canal. Next, you did impressions of famous actors, such as John Wayne reciting lines from Shakespearean plays. Your use of humor allows you to be effective in the instructional process. With a good laugh, you are able to get things back on track in the classroom. • While reading out loud to students, you demonstrated reading fluency. All students appeared to be engaged and reacted positively to the reading. • Next, you stood on your desk and asked students why you would perform such a task. One student answered, “To feel taller.” You explained that your expectation is for students to look at things in a different way. You then asked students to”see for themselves.” Students complied by lining up and standing and jumping off your desk one-by-one. While students were completing the action, you explained that while they read, you didn’t want them to simply consider what the author thinks; you also wanted them to consider what they (the students) think. Although a creative approach, safety is a concern. What other approach could you utilize to make a similar point? • At the bell, you informed students of an additional assignment: students needed to compose an original poem, which they would deliver to the entire class. If you were to define the criteria for success in regard to the poem assignment, what would that look like?

21. DURABIILTY/FLEXIBILITY OF THE MODELThe Panel Discussion • Question 7: Many of us have also taken Dr. Ed Porthan’s class on Educational Leadership which focuses on evaluations. John, how have you incorporated the learnings from Dr. Porthan’s class into the Danielson model and your evaluation process?

22. Question 8: Rick, how you have addressed the state content standards within the context of the model?

23. Members:___________________________ ____________________________________ Members:___________________________ ____________________________________ ___________________________ ____________________________________ Weekly Grade Level Meeting Log Grade 3 TARGETED STANDARDS: TODAY’S DATE: _________________

24. TARGETED GOALS FOR THIS WEEK: Math Reading INTEGRATED STUDIES FOCUS: (List to be given to Marilyn and Joni) OTHER CURRICULIM TOPICS (Could include Word Work/Study, Writing, Testing etc…)

25. DURABIILTY/FLEXIBILITY OF THE MODELThe Panel Discussion • Question 9: We have spent the majority of our time talking about evaluations as a formative assessment for growth. Deb, how do you use progressive discipline within the Danielson model?

26. Progressive Discipline Common Steps • Oral Warning/Conference • Written Warning • Letter of Reprimand • Unsatisfactory Evaluation ---***Plan of Assistance • Suspension with/without pay • Dismissal

27. CONFERENCE REVIEW PURPOSE: This form is to be used as an aid in providing a more accurate record of employment performance in the Rapid City Area Schools, and will complement the evaluation process. It should be utilized whenever a conference is held to either compliment a staff member or to discuss a problem or concern. A copy of this conference review has been placed in your personnel file.  You may prepare a written response, which will also be included. PLAN OF ASSISTANCE: Targeted Domains Circle components identified by evaluator with teacher input. Refer to Rubrics for Levels of Performance for sample descriptions. DOMAIN 1 – Planning and Preparation DOMAIN 2 – Classroom Environment Components: Components: a. Demonstrating knowledge of content and pedagogy a. Creating environment of respect and rapport b. Demonstrating knowledge of students b. Establishing a culture for learning c. Selecting instructional goals c. Managing classroom procedures d. Demonstrating knowledge of resources d. Managing student behavior e. Designing coherent instruction e. Organizing physical space f. Assessing student learning DOMAIN 3 – Instruction DOMAIN 4 – Professional Responsibilities Components: Components: a. Communicating clearly and accurately a. Reflecting on teaching b. Using questioning and discussion techniques b. Maintaining accurate records c. Engaging students in learning c. Communicating d. Providing feedback to students d. Growing and developing professionally e. Demonstrating flexibility and responsiveness

28. OBJECTIVE(S): The objective of this plan of assistance is to ensure the expectations ________________for at Knollwood Elementary. ____________________was suspended from her position in _________of this year for ________________. It is the goal of this plan for ________________to have a successful completion of 2011-2012 school year. Domain 1- Planning and Preparation • Demonstrating knowledge of content and pedagogy. • ________________ will follow curriculum goals as set by the Rapid City Area School District. She will teach all classes that she is assigned to teach and fulfill all duties assigned to her. ASSISTANCE PLAN: Objective One: _______________ will follow curriculum goals as set by the Rapid City Area School District. She will teach all classes that she is assigned to teach and fulfill all duties assigned to her. Plan: • _______ will teach all classes that she is assigned to teach in each building. • _______ will visit two other classrooms two afternoons next year to help her with planning and scheduling. Timeline: Immediately AVAILABLE RESOURCES: Objective One: • _________ will be given a copy of her schedules as soon as they are available. • _________ will utilize two hours of early release time on Wednesday’s to plan and prepare for lessons. MEASURING PROGRESS: Objective One: • Progress will be measured by weekly lesson plans submitted to building administrators.

29. As we want ______ to be successful, we are willing to help her with any of the above objectives as well as provide resources. ___________ will be placed on a continued employment with qualifications for the 2011-2012 school year. _________ will meet monthly with her building administrator to monitor her progress. If a lack of progress is documented, it may result in any of the following: __ Recommend for Continued Employment with Qualifications __ Recommended for Non-Renewal __ Recommended for Termination DATE OF REVIEW: Monthly beginning in the 2011-2012 school year. Signing shall not imply agreement by the staff member to the conference review but merely indicates that the information has been discussed. _____________________________ ________________ ______________________ (Evaluatee) (Date) (Evaluator) COMPLETE IN TRIPLICATE: One copy for administrator, one for staff member and the original for the Director of Personnel. RCAS Form 03-293 Revised 7/88 Revised 7/90 Revised 9/92 Revised 8/95 Revised 8/96

30. LEARNING IS OUR WORK The first question in increasing productivity in knowledge work has to be, “What is the task?”

31. LEARNING IS OUR WORK “The best way to improve a school or district is by developing the people within it!!”

32. LEARNING IS OUR WORK “Educational change depends on what teachers do and think-it is as simple and complex as that.”Fullan

33. BUILDING CAPACITY Fullan (2006) defined capacity building as an action based and powerful strategy that increases the collective efficacy of a group to improve student learning through new knowledge, enhanced resources, and greater motivation on the part of people working individually and together.

34. BUILDING CAPACITY To create conditions for people to succeed by helping people find meaning, increase their skill development, and their personal satisfaction while they make contributions that simultaneously fulfill their goals and the goals of the organization.