Performance Appraisal Systems

1. Performance Appraisal Systems

2. Desired Outcomes By the end of this session we will have an understanding of the following: • A model for teacher evaluation based on current research • The FEAPs as a framework for the observation process • The correlation of BEST in the observation rubrics • The revised structure of the instructional appraisal system

3. Rationale • Evaluation process requires a two-way dialogue between observer and observee • A teacher’s impact as a leader on the school should extend beyond the classroom • The primary purpose of an evaluation is to improve instruction, evidenced by student achievement

4. Rationale • The development of the evaluation process for any one teacher is designed with the input of both teacher and administration • Evaluation for the teacher is an ongoing reflective process • It takes more than one observation to evaluate the effectiveness of a teacher

5. Rationale • Teacher effectiveness is correlated to the level of student engagement and student performance • Fundamental to all we do is the underlying purpose: Improving student achievement through growth in reflection, collaboration, and professional practice.

6. Goal All teachers will increase their expertise and skill level from year to year which allows gains in student achievement from year to year.

7. Professional Appraisal Model INDIVIDUAL ACCOUNTABILITY BASED ON IDENTIFIED ASSESSMENTS 45 Points: Individual Results 5 Points: Collaborative team student achievement results related to closing the achievement gap of the Lowest 25% in Reading and/or Math PROFESSIONAL PRACTICES 30 Points: Professional Practices 6 Points: Professional Growth Plan Development 10 Points: Plan Implementation 4 Points: Collaboration & Mutual Accountability 50% Student Achievement (50 pts) 50%Multi-Metric (50 pts)

8. Professional Practices • Annual Evaluation of Professional Practices 30 Pts • reflects evidence collected during formal and informal observations • Professional Growth Plan Development 6 Pts • PGP Implementation 10 Pts • Collaboration and Mutual Accountability 4 Pts

9. Annual Evaluation of Professional Practices (30 Pts) BPS Instructional Performance Appraisal System Dimensions

10. Professional Growth Plan Development (6 Pts) • Development of PGP Goal • Work Plan Strategies • Outcome Measures and Reflection

11. PGP Development * Individual pre-conference meetings with administrator * Teachers may collaborate with others in development but no plan should be identical * PGP goal may continue into second year if student data indicates a need for continued professional growth in a particular area * Strategies and outcome indicators would be differentiated in year two

12. PGP Development • For teachers returning to BPS, reflect on last year’s annual evaluation and student achievement results to develop your “stretch goal.” • Wednesday, August 27, is an early release day designated for PGP development activity. • You may submit a draft plan to your administrator for review prior to scoring by August 29, 2014. • Final due date for PGP’s: Friday, September 26

13. PGP Development • For teachers new to BPS, reflect on your first semester observations and midterm evaluation to develop your “stretch goal.” • You may submit a draft plan to your administrator for review prior to scoring by January 9, 2015. • Final due date for PGP’s: Friday, January 23, 2015

14. PGP Implementation (10pts) • Working the Plan Peer observations are required for a “Distinguished” rating • In-Process Monitoring • Evidence to support implementation may include training records, peer observations, student work samples, lesson plans, parent communication, other artifacts illustrating efforts to implement the strategies and use feedback from colleagues to improve instructional practice. • Evidence not required for indicators or dimensions observed by the administrator.

15. Collaboration and Mutual Accountability (4 Pts) • Teams have two purposes: working together to improve each other’s instructional practice, and working with at-risk students to improve their achievement and close the achievement gap. • Groups may be by grade level, department, cohorts, within or outside the school. • All teacher teams must have at least 8 students and specify learning targets and measures. • Deadline to identify teacher teams, students, achievement measures, and targeted outcomes: • October 3, 2014

16. Formal Observations • Formative • Time frame provided to teacher • Pre-conference required • Full lesson segment • Use classroom observation instrument (COI) • Post-conference with scored feedback within 10 days • Scored feedback = evidence for evaluations

17. Informal Observations • Formative • Minimum of two for all teachers by administrator • Scored feedback provided within 5 days electronically or face to face • Scored feedback = evidence for evaluations

18. New Hires • Teachers new to Brevard • Probationary for one year • Minimum of two informal observations by administrator • Two formal observations, midterm evaluation, and annual evaluation conducted by administrator • Two additional informal observations by administrator, mentor teacher, or other qualified persons

19. Procedures • Teachers not meeting effective standards of instructional practice • Interim evaluation • Written PDAP for dimensions scoring 2.9 or lower • Specific strategies, suggestions, improvements • Specific & reasonable timeline to correct deficient areas

20. Procedures • Administrators may conduct additional formal or informal observations and may videotape instructional practice. • If evidence from an observation or video will be used in the evaluation, written feedback must be provided to the teacherprior to the evaluation meeting. • Administrators may also conduct walk-throughs or instructional rounds. These events are for data collection and are not used in a teacher’s evaluation. • Teachers are encouraged to observe one another and provide feedback to one another. • These observations are not used in a teacher’s evaluation but may be provided to administrator as PGP implementation evidence.

21. Procedures • PSC Teacher who receives a second “unsatisfactory” rating or three needs improvement ratings in a three year period shall be placed on probation for 90 calendar days • Four formal observations will be conducted • Administrator will assess performance again no more than 14 days after the end of the 90-day probationary period and submit a recommendation regarding future employment status to the Superintendent

22. Procedures • Summative evaluation, Part I • 50 points • Formal evaluation of professional practices from formal and informal observations (30 points) • PGP Development (6 points) • PGP Implementation (10 points) • Collaborative/Mutual Accountability Score (4 points) • Signed in the spring by teacher and administrator • Use results to guide reflection for next year’s PGP goal

23. Procedures • Summative Evaluation Part II • Totals 100 points • Includes Summative Part I and Student Achievement Scores • Signed by Teacher and Administrator in the fall

24. What does it look like? Scores added together from Summative Part I and Summative Part II determine final rating: Highly Effective, Effective, Needs to Improve or Unsatisfactory Performance

25. Summative Part I • 50-42– Highly Effective • 41-30– Effective • 29-15– Needs Improvement • 14-0 – Unsatisfactory • Proficient scores = Effective Performance (used to determine score ranges)

26. Annual Performance Scale Summative Part II • 88-100 – Highly Effective • 69-87 – Effective • 68-46 – Needs Improvement • 45-0– Unsatisfactory

27. Brevard Public Schools Serving every student with excellence as the standard.