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Speech/Language Pathologist Evaluation System Orientation SY13-14

Speech/Language Pathologist Evaluation System Orientation SY13-14. Evaluation Systems Office, HR Dr. Michael Shanahan, CHRO. Cobb Keys Speech/Language Pathologist Guidelines. Specific certified positions are not evaluated with the Cobb Keys Classroom Teacher Evaluation System:

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Speech/Language Pathologist Evaluation System Orientation SY13-14

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  1. Speech/Language Pathologist Evaluation System Orientation SY13-14 Evaluation Systems Office, HR Dr. Michael Shanahan, CHRO

  2. Cobb Keys Speech/Language Pathologist Guidelines Specific certified positions are not evaluated with the Cobb Keys Classroom Teacher Evaluation System: • School Counselor – Cobb Keys School Counselor PAI. • Library Media Specialist – Cobb Keys Library Media Specialist PAI. • School Social Worker – Cobb Keys School Social Worker PAI. • Speech Language Pathologists – Cobb Keys Speech Language Pathologists PAI.

  3. Cobb Keys Speech/Language Pathologist Evaluation Process The performance evaluation process for SLPs consists of two components: Instructional observations by school-based evaluator and Lead SLP. Lead SLPs will also complete the SLP Performance Survey and provide it to the Principal.

  4. Classroom Observations Evaluators are encouraged to conduct pre-observation conferences with their evaluates prior to the classroom observation. Evaluators will observe SLPs in the classroom at least once during the school year using the CCSD SLP Observation Form Performance assessment observations must occur prior to April 1st (OCGA 20-2-210). SLPs with three years or less teaching SLP experience will be observed at least twice during the school year, the second of which may be an unannounced observation. All formal classroom observation date(s) will be entered on the SLP Performance Report form, Section V.

  5. Classroom Observations • Each observation must last for at least thirty minutes; the evaluator must document the observation on the computerized SLP Instructional Observation Form. Observation Feedback Conferences • Following each observation, the evaluator will provide formal feedback to the SLP on what was observed. Private feedback conferences between the evaluator and SLP should occur within 10 school days of the observation. • The date(s) of the feedback conferences will be entered on the SLP Performance Report Form, Section V. Feedback conferences must occur prior to April 1st (OCGA 20-2-210).

  6. SLP Performance Report All SLPs will be evaluated at least annually using the CCSD SLP Performance Report Form. Any SLP who works for thirty or more days in a school year must have an annual evaluation. This includes SLPs on a limited contract and any SLP who may resign or be terminated prior to April 1. Evaluators will use the SLP Performance Report Rubric to assess whether the SLP earns “Proficient”, “Emerging”, or “Unsatisfactory” ratings on each of the four Performance Factors (Section II, A-D). a. Not Evident: Not easy to see; not obvious b. Emerging: Evolving; showing new or improved development c. Proficient: Highly competent; skilled; adept; an expert

  7. SLP Performance Report The Overall Performance Rating of “Unsatisfactory”, “Emerging”, or “Proficient” is assigned based upon the legend in Section III of the Annual Report Form. a. Proficient – 4 “Proficient” Standards ratings and a “Satisfactory” Summary Rating on Professional Duties and Responsibilities b. Emerging – Fewer than 4 “Proficient” Standards ratings (no more than 1 “Not Evident”) and “Satisfactory” or “Needs Improvement” Summary Rating on Duties/Responsibilities. c. Unsatisfactory – 2 or more “Not Evident” Standards ratings OR “Unsatisfactory” Summary Rating on Duties/Responsibilities. SLPs earning an Overall Performance Rating of “Unsatisfactory” must be placed on a PDP to support remediation of performance deficiencies. Please consult with the Speech Language Program Supervisor if a PDP is being considered.

  8. SLP Performance Report Performance Standards: • All SLPs will be evaluated using the four performance standards listed below: • Diagnostic Evaluation and Interpretation- • Classroom Environment • Assessment, Planning and Intervention • Property Management

  9. Cobb Keys SLP Evaluation System Next, your evaluator will assign a rating to each of 12 Professional Duties and Responsibilities (D&R) Unsatisfactory Needs Improvement Satisfactory

  10. Cobb Keys SLP Evaluation System Professional Duties & Responsibilities (PDR) • Reports to work as assigned • Maintains accurate, complete, and appropriate records, files, and provides for confidentiality of student records. • Demonstrates effective listening, writing, and speaking skills in a variety of settings

  11. Cobb Keys SLP Evaluation System Professional Duties & Responsibilities(PDR) • Interacts in a professional manner with students, parents, staff, and community. • Develops positive relationships with students, fostering personal growth, service to others, and academic achievement. • Makes student referrals when necessary. • Actively supports the School Strategic Plan

  12. Cobb Keys SLP Evaluation System 12 Professional Duties and Responsibilities (PDR) • Enforces school procedures concerning student conduct and discipline. • Attends and participates in faculty meeting and professional learning opportunities. • Adheres to school or system policies regarding school counselor absences.

  13. Cobb Keys SLP Evaluation System Combined, these ratings result in the Overall Performance Rating… Unsatisfactory Four or more Not Evident Element ratings or Unsatisfactory summary rating on PDR Emerging Fewer than twelve Proficient Element ratings with no more than 3 Not Evident Element ratings & Satisfactory orNeeds Improvement summary rating on PDR Proficient Twelve or more Proficient Element ratings with no Not Evident ratings & a Satisfactory summary rating on PDR

  14. All Certified Evaluations OCGA 20-2-210 – In compliance with Georgia law, ALL certified evaluation activity must be completed prior to March 31, 2014! All activity related to your evaluation must be completed prior to this deadline. This includes: • Observations • Feedback conferences • Annual evaluation conferences IMPORTANT!!!

  15.  No Surprises! Principals may, at their discretion, place an employee on a PDP to support identified deficiencies. You should never be able to say….I thought I was doing fine all year, but I received a “Unsatisfactory” rating. No employee, certified or classified, should receive an overall Unsatisfactory rating unless he/she has been informed in writing of specific performance concerns during the year.

  16. ALL Evaluations Impact of Overall Unsatisfactory Rating • Per PSC Regulation, any certified employee earning an overall Unsatisfactory rating must be entered on the PSC’s Unsatisfactory Database • This results in the employee’s salary being frozen at same salary step for next school year

  17. All Evaluations Appealing Annual Performance Report Ratings If you wish to specifically appeal any rating on your annual evaluation, you must complete and submit the District appeal form to your principal within 10 school days See Appeal Form and Instructions (PASS/EMWeb) You will receive a response from your principal within 20 school days of his/her receipt of your appeal

  18. Questions?

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