APS Teacher Evaluation System Preparing for Implementation May 2012

Overview 1. Background-Virginia State Board Action 2. Overview of APS Recommendations

T-Scale Evaluation Vision “Arlington Public Schools will provide every student with highly effective educators that have the necessary tools to positively impact student learning and growth.” Budget implications (training, printing) Policy implications (some rewording in Policy and overhaul of PIP) School Board Priority: Teacher and Staff Quality Strategic Plan Goal 3 Priority: Recruit, retain, and develop high quality staff

Virginia State Board Action April 28, Virginia Board of Education approved two documents: 1. Guidelines for Uniform Performance Standards and Evaluation Criteria for Teachers 2. Virginia Standards for the Professional Practice of Teachers Effective on July 1, 2012 (Pending USED review of VDOE ESEA Flexibility Application)

Comprehensive Educator Effectiveness: Guidance VDOE New T-Scale Performance Standards 1. Professional Knowledge 2. Instructional Planning 3. Instructional Delivery 4. Assessment of and for Student Learning 5. Learning Environment 6. Professionalism 7. Student Academic Progress

Comprehensive Educator Effectiveness: Guidance VDOE Educational Specialist Performance Standards 1. Knowledge of the Learning Community 2. Program Planning and Management 3. Program Services 4. Assessment 5. Communication and Collaboration 6. Professionalism 7. Learner/Program Progress

Comprehensive Educator Effectiveness: Guidance VDOE New T-Scale Performance Standards 1. Professional Knowledge 2. Instructional Planning 3. Instructional Delivery 4. Assessment of and for Student Learning 5. Learning Environment 6. Professionalism 7. Student Academic Progress 1. Knowledge of the Learning Community 2. Program Planning and Management 3. Program Services 4. Assessment 5. Communication and Collaboration 6. Professionalism 7. Learner/Program Progress Blue- Teacher Purple- Educational Specialist

Comprehensive Educator Effectiveness: Guidance VDOE Performance Standard Current APS Teacher Evaluation Domains and Components 1.Professional Knowledge 1 Planning and Preparation 1a, 1b, 1c, 1e 3 Instruction 3a, 3c, 3d 2. Instructional Planning 1 Planning and Preparation 1c, 1e, 1f 4 Professional Responsibilities 4d 3. Instructional Delivery 3 Instruction 3a, 3b, 3c 4. Assessment of and for Learning 1 Planning and Preparation 1f 3 Instruction 3d 5. Learning Environment 1 Planning and Preparation 1b 2 Classroom Environment 2a, 2c, 2d, 2e 4 Professional Responsibilities 4d 6. Professionalism 4 Professional Responsibilities 4a, 4c, 4d, 4e, 4f 3 Instruction 3a 7. Student Academic Progress Address via student centered Professional Development Goals

Comprehensive Educator Effectiveness: Guidance REQUIRED by The Code of Virginia RECOMMENDED in VDOE 2011 Guidelines APS Proposal Observations Measures of Academic Progress Portfolios/ Document Logs Teacher Document Log Student Academic SMART Goal Setting Self-EvaluationsSelf-Reflection Evaluations VDOE- Teacher Evaluation Must Have Multiple Data Sources

Current APS Teacher Evaluation PEP PDP PDPO CAP FIP Years 1-3 Every 4 th year beginning in year 6 Anytime after year 5 Part-Time

What will the system look like for APS staff? SMART Goal Setting, Implement Strategies and Track Progress Towards SMART Goal Ongoing T-Scale Reflection Best Evidence for Document Log Observation(s)Mid Year ConversationInterim or Summative Evaluation

Proposed DRAFT APS T-Scale Evaluation: Probationary and Part-Time T-Scale Documentation Log Maximum of one piece of evidence per standard SMART Goal Proposal w/ data Professional Activities Summary Lesson Plans Evaluator *Observation Monitoring of Lesson Plans/Curriculum SMART Goal Approval Mid-Year Conversation SummativeEvaluation One-Year Cycle *Required by VDOE Probationary = at least 3 observations Part-Time = at least 1 observation

Proposed DRAFT APS T-Scale Evaluation: Continuing Contract Performance Improvement Plan Interim Evaluation SummativeEvaluation Mid-Year Conversation Three-Year Cycle Year one and year two of 3-year cycle Year three of 3-year cycle At any time in the cycle *Required by VDOE At least 1 observation on year three of 3-year cycle

Summary of Multiple Data Sources Teacher Documentation Log – Maximum of Teacher Documentation Log – Maximum of one piece of evidence each year for each standard, required: SMART goal with data and Professional Activates Summary SMART Goal – SMART Goal – Every T-Scale every year writes a SMART goal with data to address VDOE student academic progress requirement Professional Activities Summary – Professional Activities Summary – Required from every T-Scale every year and aligns with license renewal Observations – Observations – May occur at any time with required observations as follows: – Probationary T-Scale– at least three times per cycle – Part-time T-Scale– at least once per cycle – Continuing Contract T-Scale– at least once per cycle

Proposed Process vs Current Process Interim and Summative Evaluation Mid-Year Conversation 1 observation on year three of 3-year cycle *Required by VDOE Similar- continuing contract every 3 years vs currently every 4 years SameSame New forms T-Scale Documentation Log Maximum of one piece of evidence per standard SMART Goal Proposal w/ data Professional Activities Summary Lesson Plans Evaluator *Observation Monitoring of Lesson Plans/Curriculum SMART Goal Approval NewNew Similar to PDP Similar – current optional form

T-Scale Document Log Evidence including Lesson Plans SMART Goal Proposal Professional Activities Summary Evaluator *Observation Monitoring of Lessons Plans/Curriculum SMART Goal T-Scale Reflection Interim Evaluation SummativeEvaluation Mid-Year Conversation *Required by VDOE

Determining Placement on the Cycle

Timeline

APS Proposed Rating Scale CategoryDescriptionDefinition Exceeds Standards The T-Scale employee performing at this level maintains performance, accomplishments, and behaviors that consistently and considerably surpass the established standard. This rating is reserved for performance that is truly exemplary and done in a manner that exemplifies the Arlington Public Schools’ mission and goals. Exceeds standards performance:  consistently exhibits behaviors that have a strong positive impact on learners and the school climate  serves as a role model to others  sustains high performance over a period of time Meets Standards The T-Scale employee meets the standard in a manner that is consistent with the Arlington Public Schools’ mission and goals. Meets Standards performance:  meets the requirements contained in the job description as expressed in the evaluation criteria  demonstrates willingness to learn and apply new skills  exhibits behaviors that have a positive impact on learners and the school climate Developing/ Needs Improvement The T-Scale employee often performs below the established standard or in a manner that is inconsistent with the Arlington Public Schools’ mission and goals. Below acceptable performance:  requires support in meeting the standards  results in less than quality work performance  leads to areas for teacher improvement being jointly identified and planned between the teacher and evaluator Does not meet standards The T-Scale employee consistently performs below the established standard or in a manner that is inconsistent with the Arlington Public Schools’ mission and goals. Ineffective performance:  does not meet the requirements contained in the job description as expressed in the evaluation criteria  may result in the employee not being recommended for continued employment

APS Implementation Timeline ActionDate Present to APS School Board 5/24/2012 Communicate Summer Training Opportunities 6/2012 Develop Training for Evaluators and Teachers 6/2012 Implementation 7/1/2012 Required Training for Evaluators and Teachers 8/12, 9/12, 12/12, 1/13 and 3/13 Provide a handbook to each evaluator and T-Scale staff 8/2012 COMMUNICATION: Each month provide in-depth information on relevant piece of the process Throughout Solicit feedback and revise to improve the process Throughout

T-Scale Evaluation Leadership AdministratorsSchool-based Department of Instruction Central Offerings

What will the system look like for APS staff? SMART Goal Setting, Implement Strategies and Track Progress Towards SMART Goal Ongoing T-Scale Reflection Best Evidence for Document Log Observation(s)Mid Year ConversationInterim or Summative Evaluation

In Summary… There will be changes for next year via a well planned implementation. We will have support all next year as we build toward a evaluation system. Schedule SMART goals similar to PDP Observations SIMILAR Multiple measures Focus on identifying student/program progress NEW For more information go to

APS Teacher Evaluation System Preparing for Implementation May 2012