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Stronge Teacher and Leader Effectiveness Performance Evaluation System

Stronge Teacher and Leader Effectiveness Performance Evaluation System. Stronge and Associates Educational Consulting, LLC. Dr. Ginny Tonneson. Why is effectiveness so important?. Dallas Research: Teacher Quality. 4 th Grade Math Achievement.

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Stronge Teacher and Leader Effectiveness Performance Evaluation System

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  1. StrongeTeacher and Leader Effectiveness Performance Evaluation System Stronge and Associates Educational Consulting, LLC Dr. Ginny Tonneson

  2. Why is effectiveness so important?

  3. Dallas Research: Teacher Quality 4th Grade Math Achievement Dallas, Texas data: 2800-3200 students per cohort Comparison of 3 “highly effective” & 3 “ineffective” teachers (Jordan, Mendro, & Weerasinghe, 1997)

  4. Dallas Research: Teacher Quality 4th Grade Reading Achievement Dallas, Texas data: 2800-3200 students per cohort Comparison of 3 “highly effective” & 3 “ineffective” teachers (Jordan, Mendro, & Weerasinghe, 1997)

  5. Sequence of Effective Teachers Low Low Low 52-54 percentile points difference High High High Sanders & Rivers, 1996

  6. Sequence of Effective Teachers High Low Low 13 percentile points difference High High High Sanders & Rivers, 1996

  7. Residual Effect Two years of effective teachers could not remediate the achievement loss caused by one year with a poor teacher. Mendro, Jordan, Gomez, Anderson, & Bembry, 1998

  8. 75th Percentile Teacher 25th Percentile Teacher 0 1/4 1/2 3/4 1 Years Needed Time in School Year Needed to Achieve the Same Amount of Learning Leigh, Economics of Education Review, 2010

  9. 90th Percentile Teacher 10th Percentile Teacher 0 1/4 1/2 3/4 1 Years Needed Time in School Year Needed to Achieve the Same Amount of Learning Leigh, Economics of Education Review, 2010

  10. Annual Student Achievement Gains Class Size Reduction: 24:1 to 15:1 Teacher Quality Improvement: 25th vs. 75th percentile Barber, M., & Mourshed, M. (2007). How the world’s best-performing school systems come out on top. London: McKinsey & Company. Retrieved from http://www.mckinsey.com/locations/ukireland/publications/pdf/ Education_report.pdf; Stronge, J.H., Ward, T.J., Tucker, P.D., & Grant, L.W., in preparation

  11. Effectiveness is the goal. Evaluation is merely the means. Stronge Evaluation System

  12. Key Features • Uniform evaluation system for teachers, educational specialists, principals, and superintendents (Summer 2012) • Camera-ready handbooks and training materials • Simplified set of research-based performance standards • Extensively field tested • Aligned with InTASC and ISLLC standards • Professional growth and accountability oriented • Multiple data sources • Includes measures of student progress • Provides diagnostic profile of evaluatee • Fully customizable to district and state requirements

  13. Main Components Performance Standard Performance Indicators Performance Appraisal Rubric

  14. Teacher Performance Standards

  15. Principal Performance Standards

  16. Educational Specialist Performance Standards

  17. Recommended Data Sources for Teachers

  18. Recommended Data Sources for Principals

  19. Forms • Specific forms for teachers, educational specialists, and principals • Numerous optional forms (self-assessment, communication log, professional development log, interim performance evaluation, specific focus of observation) • Straight-forward, easy to use • Customizable to meet individual district and state requirements • Available in hard-copy or via MyLearningPlan® OASYSTM

  20. Student Learning Objectives(abbreviated)

  21. Sample Observation Form(abbreviated)

  22. Sample Documentation Log Cover (abbreviated)

  23. Sample Student Surveys(abbreviated)

  24. Terms Used in Rating Scale

  25. Grade Inflation Chicago: 2003-04 – 2007-08 Superior 25,332 Excellent 9,176 Satisfactory 2,232 Unsatisfactory 149 New Teacher Project, Widget Effect, 2009

  26. Rating Levels

  27. Sample Summative Evaluation Form (abbreviated) Performance Standard 1: Professional Knowledge

  28. Student Progress (Standard 7) • Standard accounts for larger percentage of summative score than other standards (50%) • Uses selected growth measures (e.g., student growth percentiles, value-added models) • Uses multiple alternative measures (e.g.,student learning objectives, student achievement goal setting)

  29. OutstandingTeachers & Leaders = Student Results Focus on Effectiveness

  30. Validity • Sound content validity and construct validity • Qualities in Stronge’s model are based on extant literature that examines what constitutes teacher effectiveness • Robust criterion validity • Numerous research studies using classroom observation and other data collection measures have found that teachers exhibiting the qualities in Stronge’s model are associated with students’ learning progress in various subject areas (Borman& Kimball, 2005; Heneman, Milanowski, Jacob & Lefgren, 2008; Stronge, Ward, & Grant, 2011; Stronge, Ward, Tucker, & Hindman, 2008) • Solid concurrent validity • Teachers and administrators agreement with Stronge’s model as an operational definition of teacher effectiveness are highly consistent and strong; demographic factors played a minimal role influencing teachers’ and administrators’ perceptions (Williams, 2010)

  31. Stronge Qualities of Effective Teachers: Content Validity Research shows that an effective teacher...

  32. Stronge Qualities of Effective Teachers: Content Validity Research shows that an effective teacher...

  33. Stronge Qualities of Effective Teachers: Content Validity Research shows that an effective teacher...

  34. Stronge Qualities of Effective Teachers: Content Validity Research shows that an effective teacher...

  35. Stronge Teacher Effectiveness Variables:Criterion Validity Variability from mean in SD units Quartiles Stronge, Ward, & Grant, September 2011, Journal of Teacher Education

  36. Stronge Qualities of Effective Teachers:Concurrent Validity Council of the Chief State School Officers. (2011, April).; Stronge, J.H. (2010)

  37. Qualities of Effective Teachers EFFECTIVE TEACHERS Background Job Responsibilities & Practices Classroom Management & Instruction Prerequisites Implementing Instruction The Person Monitoring Student Progress & Potential Organizing for Instruction Stronge, Qualities of Effective Teachers, ASCD (2007) Diagram used with the Permission of Linda Hutchinson, Doctoral Student, The College of William and Mary

  38. Stronge Qualities of Effective Teachers:Concurrent Validity A Comparison of Perceptions Regarding Relative Importance ofQualities of Effective Teachersbetween Administrators and Teachers Williams, 2010 *Based on ranking scores of the five qualities of effective teachers

  39. Personnel Evaluation Standards • Propriety – rights of individuals protected • Utility – timely, informative, and influential • Accuracy – allows evaluators to make sound judgments and decisions • Feasibility– easy to implement, efficient in the use Joint Committee on Standards for Educational Evaluation, 2009

  40. Stronge Evaluation System:Sample State Use - Georgia • Teachers previously evaluated on 28 teacher elements • Comprehensive review including extant research on qualities of effective teachers • McREL report on power elements • Rand report on connecting elements to student achievement • State Steering Committee Focus Report • Assessed against Personnel Evaluation Standards • Redesigned to 10 standards based on Stronge Evaluation System

  41. Stronge Evaluation System in Use:Georgia

  42. Training in Stronge Evaluation System • Requirements • Evaluators: three days • Teachers: two days • Follow-up on-site training during academic year, as applicable • Methods • Direct instruction, application activities, video simulations, discussion groups • Format • Direct training in central location • Regional training with multiple school districts • On-site training for selected school districts • Train-the-trainers option • Options for Certification of Evaluators • Following initial training in content and process • Inter-rater reliability training

  43. Additional Options: Video Library • Video training certification with multiple measures • Video library tied to Stronge teacher standards • Associated documentation examples • Professional development options July 2012 (est.)

  44. Additional Options: SLO Platform • Student Learning Objectives Platform • SMART SLO/goal setting guidebook • Comprehensive set of SLO/goal setting examples • Library of potential assessments August 2012 (est.)

  45. Additional Options: Teacher Hiring • Teacher hiring component • Job descriptions based on teacher and principal performance standards • On-line application system • Interview questions based on qualities of effective teachers • Screening interview protocol • Building-level interview protocol • Rating interview responses • Demonstration lesson protocol Summer 2013 (est.)

  46. Why Choose the Stronge Evaluation System? • Uniform evaluation system for teachers, educational specialists, principals, and superintendents (summer) • Materials: Handbooks, training materials, support materials • OASYS electronic management platform included • Measures of student progress accounted for • Fully customizable to district and state requirements • Reasonably priced--$24 per user per year (installation fee waived through August 15, 2012) Stronge Evaluation System provides a FEASIBLE, SUSTAINABLEalternative

  47. Pricing

  48. Teacher and Leader Effectiveness Performance Evaluation System James.Stronge@gmail.comwww.strongeandassociates.com 757.880.3881 Stronge and Associates Educational Consulting, LLC

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