State Guidelines Include

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 Page 8

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 Pages 10-12

4. Professional Evaluation Requirements Page 13

5. Orientation and Ongoing Training on Teacher Competencies and the Evaluation System Administrators Staff Developed annually by the 40th school day Development of PDP to address Competencies/Indicators, Previous Evaluations, and Highly Qualified Standards Multiple Observations and Data Collection Administrative Intervention as needed Growth Plan PGP Feedback and Reflection on Annual PDP Annual Summative Evaluation based on Completion of PDP and Competencies/Indicators for Level I Licensure Annual Evaluation of Level I Teachers Page 14

6. Orientation and Ongoing Training on Teacher Competencies/ Indicators and the Evaluation System Administrators Staff Development of PDP to address Competencies/ Indicators, Previous Evaluations, and Highly Qualified Standards Progressive Documentation (Formative Evaluation) Data Collection and Feedback Administrative intervention as needed , PGP, Possible Intensive Growth Plan Must include: 1. Annual Observation 2. Reflection on Annual PDP Year 3 Summative Evaluation based on Completion of PDP and Competencies/Indicators for either Level II or Level III through Progressive Documentation Progressive Documentation & Evaluation of Level II & III Teachers Developed annually by the 40th school day This is a 3-year process during which data are collected regarding performance of the Competencies/Indicators Page 15

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 Pages 21-24

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 Page 21

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 Page 21

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) Page 22

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 Page 22

13. 1 Assessment of value; the act of considering or • examining something in order to judge its value, • quality, importance, extent or condition • Statement of value: a spoken or written statement of the value, quality, importance, extent, or condition of something • Encarta Dictionary: English (North America) 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 page 22

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 Page 22

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 Page 22-23

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 Page 23-24

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 Page 24

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!