WHY?

1. Arkansas Teacher Excellence Support System (TESS) TESS Law and Process for AdministratorsJanuary – March 2013

2. WHY? • Current system of evaluation provides little or no feedback to teachers • Inconsistency among districts across the state • Over 80% of districts in the state use checklists for their evaluation instrument – expectations are unclear • Act 1209 of the 2011 Legislative Session • Federal waiver from NCLB requirements

3. Instruments and RubricsSOME CURRENT INSTRUMENTS………

5. What? • Arkansas Teacher Excellence Support System (TESS) • Provide a transparent and consistent teacher evaluation system for public school districts and public charter schools • Provide an evaluation, feedback, and support system that encourages teachers to improve their knowledge and instructional skills to improve student learning

6. What? • Provide an integrated system that links evaluation procedures with curricular standards, professional learning activities, targeted support, and human capital decisions • Support teachers' roles in improving students' educational achievements • Inform policymakers regarding the benefits of a consistent evaluation and support system to improve student achievement across the state

8. Who? • Licensed teachers willbe evaluated under the new system--including guidance counselors and media specialists. • Specialist Rubrics Available on website • “Teacher” includes a non-licensed classroom teacher employed at a public charter school granted by the state board. • Pre-school teachers are not required to be evaluated under this system; however, a district/co-op can choose to include them.

9. Who? • Any administrator who evaluates teachers MUST pass the certification test; central office administrators must complete the training but are not required to test unless they also evaluate teachers. • Central office staff used as secondary (back-up) evaluators must pass the certification test. • ALL teachers are required to complete training; however, there is no assessment.

10. Who? • Licensed, credentialed administrators must complete summative evaluations of teachers; charter school administrators are the only exception for licensure. • Instructional facilitators, math/literacy coaches, etc., may perform formative observations to support and assist credentialed administrators. • All administrators (superintendents, assistant superintendents, etc.) must attend the ADE one-day training for administrators about law, process, etc.

11. Arkansas Teacher Excellence Support System (TESS) Training Timeline – Revised March 2013 Evaluator Support Training 150 participants chosen by co-ops and large districts 3 Day Training Administrator/Evaluator Training One Day Face-to-Face Training for administrators was focused on law, training and evaluation process, certification test, and the Teachscape software. Teacher Support Training One Day Face-to-Face & 1/2 Day in Buildings One person from each school building will attend a 1 day face-to-face training at their local co-op to prepare for facilitating group sessions using modules of the Teachscape software at their school. Full Implementation All teachers must be evaluated using the TESS model 2014-15 Full Implementation Summer 2013 2013-2014 Year Mar-April 2013 December 2012 Jan – Mar 2013 Support in local districts and cooperatives. FFTPS training and proficiency test will be completed by December 31, 2013. Teachers must complete ½ day training and begin online training in FFTES by August 31, 2013. Schools may use the 2013-2014 school year to complete the training for all teachers. Schools are encouraged to provide group facilitated sessions led by the trainers through the modules and additional focus on the Framework in faculty meetings and other trainings. Teachers must complete the Teachscape modules by May 31, 2014. *Central office staff are not required to pass the certification test; however, they are required to complete training. *Summative evaluators of teachers must pass the certification test; current evaluators must pass by December 31, 2013. *Teachers must complete ½ day training by August 31, 2013, and Teachscape modules by May 31, 2014.

12. When? • Evaluators and administrators may begin training in the teacher evaluation system from January-March 2013. • For current evaluators and administrators, training must be completed by December 31, 2013. • Evaluators and administrators hired after July 1, 2013, must complete training by December 31, 2013.

13. When? • By August 31, 2013, districts/schools must provide teachers the ½ day and begin training on Danielson Framework using Teachscape’s Framework for Teaching Effectiveness Series (FFTES). • By May 31, 2014, teachers must complete training on the Danielson Framework using FFTES.

14. When? • ADE is supporting a pilot involving 11 schools during the 2012-2013 school year. • There will be a statewide pilot of TESS during the 2013-2014 school year. • The first full year of implementation is 2014-2015. • Data will be reported on the 2017 School Performance Reports.

15. Where? • Administrator trainings will be delivered multiple times at the co-ops throughout the state and in the Little Rock area for the Tri-District. • Charter schools may choose to attend trainings through the co-ops or those delivered by APSRC. • Co-ops and districts will develop plans for implementation of training and support based on needs.

16. Where? • Every SCHOOL may send a person to the teacher support training delivered by ADE at co-ops and in the Little Rock area for the Tri-District. • The ADE trained individuals are expected to provide the ½ day face-to-face training at their local schools and also facilitate group training sessions using FFTES software.

17. How? TRAINING FOR ADMINISTRATORS • Teachscape software (FFTPS/FOCUS) is the tool used to deliver the content training for Framework for Teaching. • FFTPS/FOCUS contains modules on the domains and components with videos to help evaluators apply their knowledge of the rubric. • Co-ops and districts will develop implementation plans for training and support for administrators.

18. How? TRAINING FOR ADMINISTRATORS • Administrator support trainers may facilitate group sessions with evaluators using the videos to elicit feedback and high-level responses regarding the components and the application of the evaluation process. • Evaluators may complete a portion of the modules individually; however, group sessions may be offered to assist administrators in learning from colleagues.

19. How? TRAINING FOR TEACHERS • FFTES is the online tool used to deliver content of the Framework for Teaching. • Teachers may individually complete some module content and/or also utilize group sessions. • Districts/schools may choose the best method for delivery of the modules (When, how, and what modules).

20. How? TRAINING FOR TEACHERS • Districts/schools that have been implementing the Danielson rubric as their evaluation instrument may not need to complete all training modules with teachers. • Decisions about training should be based on previous professional learning and/or a needs-assessment. • Districts/schools are cautioned about omitting training modules on components that have not been provided to teachers in previous professional learning opportunities.

21. How? Implementation • Performance Ratings • Distinguished • Proficient • Basic • Unsatisfactory • Scoring – Each domain and a summative • Three tracks for evaluation cycle (see handout) • Track placement is determined by summative ratings.

22. Track 2 Interim Teacher Appraisal Process Track 1 *Probationary/ Novice AR-TESS Teacher Tracks Year 3 Summative Evaluation on all components; formative observations can focus on targeted growth areas, PGP reviewed following first formative evaluation and revised if necessary. PGP revised at end of year. 2A: Summative Evaluation Summative evaluation on all components once every three years; formative observations can focus on targeted growth areas. PGP is used throughout the year. PGP may be revised after formative evaluation. Track 3 Intensive Support Status Summative Evaluation on all components. Intensive Professional Learning Plan Multiple formal and informal observations Multiple conferences between teacher/evaluator May remain in Track 3 for 2 semesters. 2 additional semesters may be added if improvement is observed. Year 2 Summative Evaluation on all components; formative observations can focus on targeted growth areas, PGP reviewed following first formative evaluation and revised if necessary. PGP revised at end of year. 2B: Interim Appraisal Process 2B2:Observations focus on targeted areas of PGP. A modified evaluation is based on specific components of the rubric included in the PGP over the two year cycle. 2B1: Observations focus on targeted areas of PGP. A modified evaluation is based on specific components of the rubric included in the PGP over the year. Year 1 Summative Evaluation on all components; formative observations can focus on targeted growth areas, PGP developed following first formative evaluation. PGP revised at end of year. *A first year teacher will be considered both a novice and probationary teacher. *"Probationary teacher" means a teacher who has not completed three (3) successive years of employment in the school district in which the teacher is currently employed. A teacher employed in a school district in Arkansas for three (3) years will complete the probationary period. *An employing school district may, by a majority vote of its directors, provide for one (1) additional year of probationary status. *District Policy is required to place all new employees incoming to the district from another district /state on a one-year probationary status. TESS does not conflict, nor is it meant to replace the Arkansas Teacher Fair Dismissal Act (ATFDA). Revised 8/22/13 **

23. How? Implementation • Professional Growth Plans (PGPs) • PGPs are the foundation of all teachers’ growth - especially for teachers in the interim appraisal process. • Relevant and meaningful PGPs are a crucial factor in the TESS system. • PGPs are an ongoing part of professional learning for teachers. • PGPs are developed as a result of summative ratings.

24. How? • Changes in Professional Learning • Elimination of one size fits all professional learning – individualized learning based on teachers’ needs • Need systemic changes to current prescriptive professional learning requirements • Artifacts collected to reflect performance • Domains 1 & 4 from off-stage evidence • Domains 2 & 3 from observations • Quality not quantity • Samples of possibilities on ADE website

25. Summative Evaluation Formal Observation • Only one is required for Tracks 1 (each year) & 2A. • It covers all Domains and Components (evidence may be gathered in Formative Observations). • It includes a Pre-Conference, Observation, & Post Conference and review of artifacts. • Observation is a minimum of 45 minutes for regular classes and 75% of block periods.

26. How? Summative Evaluations and Scoring • A summative evaluation must be completed by a credentialed, licensed administrator. • Summative evaluations require a rating for each of the four domains and a summative rating – growth measures will be a part of the summative rating. • Currently pilot schools are utilizing two different options of scoring to provide feedback on the best option—current process may need revision.

27. How? Summative Ratings/Growth Models • Currently a decision has not been made on a growth model. • For the pilot year, growth measures will be determined at the district level. • Teachers who do not meet the threshold for growth cannot receive a “Distinguished” rating. • Teachers not meeting the threshold for growth for two consecutive years will be lowered one performance rating.

28. How? Growth Models • The current models being reviewed will apply to grades 4-8 math, literacy, and Algebra I. • Growth measures for non-tested grades/areas are addressed in rules and regulations. Districts may choose from this list of options. • Policy decisions will be made concerning growth: co-teaching, teachers on extended leave, types of growth measures used for non-tested areas.

29. How? Growth Models • ADE is currently working with a Teacher Evaluation Advisory Committee (TEAC) to consider alternate measures of student growth. The state will continue to collect information from emerging systems to see how others are proceeding.

30. IMPLEMENTATION CONSIDERATIONS • Pilot Year 2013-2014 – Leadership teams plan the pilot implementation in their districts. • Districts can vary strategies for implementation within the district: • Number of teachers in the pilot • Method of placing teachers in tracks • Whether to have two evaluation systems running simultaneously OR discuss with PPC adopting Danielson rubric as the evaluation instrument for the 2013-2014 school year

31. IMPLEMENTATION CONSIDERATIONS • Immediate need – Training everyone • Complete training modules and test over Domains 2 & 3; 1 & 4 released on January 31, 2013—not tested but very important • TESS requires systematic, continuous professional learning opportunities for everyone, not just a one-time event. • Consider book studies on 2007/2011 Framework for Teaching.

32. Fall 2013 and Ongoing • Coaching for teacher conferencing • PGP training • Deeper understanding of Framework for Teaching – PLCs, Grade Level, Faculty Meetings, etc. • Focused training based on principals’ and teachers’ needs • Connections between teacher evaluation, principal evaluation, professional learning, teacher/leader prep programs, and Common Core

33. ADE Website arkansased.org • Interactive Forms • PGP and Sample • Timelines • Coaching Questions • Rules • Teachscape Demo Site • Danielson Group Link CHECK OFTEN FOR UPDATES!

34. Contacts Karen.cushman@arkansas.gov Ivy.pfeffer@arkansas.gov Becky.gibson@arkansas.gov Jim.johnson629@yahoo.com diann_gathright@yahoo.com