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Staff Performance Evaluation

Staff Performance Evaluation. February 2013 Presentation. Key Change: The DOE does not support RISE over other models. Districts should exercise their rights under the law to create their own certificated staff performance evaluation systems within the parameters of rule and law.

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Staff Performance Evaluation

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  1. Staff Performance Evaluation

    February 2013 Presentation
  2. Key Change: The DOE does not support RISE over other models. Districts should exercise their rights under the law to create their own certificated staff performance evaluation systems within the parameters of rule and law.
  3. Indiana Code Checklist – Teacher evaluation IC 20-28-11.5 Direct link IC 20-28-11.5 http://www.in.gov/legislative/ic/code/title20/ar28/ch11.5.html _____ Annual evaluations _____ 4 category ratings (Highly Effective, Effective, Improvement Necessary, Ineffective) _____ Determine objective measures to be used to inform academic achievement and growth (state and local) _____ Determine the significance of the objective measures to inform the evaluation
  4. Indiana Code Checklist – Teacher evaluation _____ A provision that a teacher whose performance negatively affects student achievement and growth cannot receive a rating of Highly Effective or Effective _____ Acceptable standards for training evaluators _____ Rigorous measures of effectiveness, including observations and other performance indicators _____ An explanation of the evaluator’s recommendations for improvement and the time in which improvement is expected _____ The evaluator shall discuss the evaluation with the certificated employee
  5. Indiana Code Checklist – Teacher evaluation _____ A copy of the completed evaluation, including any documentation related to the evaluation, must be provided to a certificated employee not later than seven (7) days after the evaluation is conducted. _____ Rights of a teacher to a private conference for Ineffective rating _____ A remediation plan to be not more that 90 school days in length to correct deficiencies for teachers rated Improvement Necessary and Ineffective. The plan must utilize license renewal credits. _____ Procedure by which a student may not be instructed for 2 consecutive years by 2 consecutive Ineffective teachers (rearranging student or teacher schedules or notification to parents)
  6. Rule 511 IAC 10-6 Direct link 511 IAC 10-6 (scroll down to page 13 – Rule 6) http://www.in.gov/legislative/iac/pdf-iac/iac2012/T05110/A00100.PDF?IACT=511 Definitions of Highly Effective, Effective, Improvement Necessary, and Ineffective must be used Individuals designated to evaluate must be trained in observation techniques and collecting and analyzing evidence of teacher effectiveness
  7. Rule 511 IAC 10-6 Use, selection, and weight of student measures must be determined (primary measure must be state assessment) Negative impact on student learning is defined and revised by the DOE for state assessments; local defines negative impact for local assessments A minimum of 2 observations shall take place at reasonable intervals to ensure that the teacher has meaningful feedback and time to demonstrate professional growth
  8. What’s next? The DOE will be reviewing… Local models to post on the DOE website Revisions to the state model based upon great local ideas for evaluation Guidelines regarding student measures The state’s role in linking state student assessment data to teacher evaluation Determine release date of student/school data to complete evaluation process
  9. The DOE will be reviewing… Guidance documents on the website and training to support local plan development Suggested guidelines regarding expectations for academic growth and achievement Definition of negative impact Ways to further streamline the process for submission of evaluation plans and aggregated evaluation results Determine the date for next year’s submission of evaluation plans
  10. The DOE is committed to helping districts work through the Discussion process to develop local staff performance evaluations to meet your local needs. The staff performance evaluation plan you submit next year may look different from the evaluation plan you submitted this year. Evaluation plans are meant to evolve through collaboration and best practices.
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