The best way to predict the future is to create it. Multiple Measures for Teacher Evaluation Framework ==== Arnold A. Kummerow, Ph.D. Superintendent Phil Jankowski High School Principal Kurt Sutton Later Elementary Principal Patricia Paxton Elementary Teacher 2010 Michigan Milken Award Winner INNOVATION The best way to predict the future is to create it.

Philosophy of Evaluation Help teachers improve Make Good Teachers Great Charlotte Danielson Model Collaborative Capacity Building Data Driven Student Achievement Centered

Evaluation Committee Representatives from each level Initial block of four meetings Became weekly meetings Pilot individual parts General Staff feedback Iterative process

Questions We Cannot Answer Yet… How will data be generated to evaluate the specials teachers or special ed. ? What is our merit pay framework? How will the data fairly represent the student body? (Special ed. in an elementary classroom, academy teachers, Algebra I students versus the AP Calc students, etc. ) There are many more, but we are working on it!

Evaluation Matrix  Method Non-Tenured Tenured Tri-annual Optional Administrator Observation  Walkthrough Peer Coaching Optional Recorded Lesson Portfolio Year 4 State Assessments 5% District Assessments 10% Growth Assessments 30% Action Research Lesson Study

Evaluation Options Non-tenured teachers will have formal administrator evaluations each year until receiving tenure. They may opt to participate in one of the optional practices. Tenured teachers who are not in a focus (every third) year must participate in one of the optional practices by Dec. and April each year

Evaluation Options Tenured teachers who are in a focus year will be formally evaluated by an administrator, they must complete a portfolio (can be electronic or paper), and they can opt to participate in one of the optional practices without the December and/or April deadlines imposed.

Data Component Method Non-Tenured Tenured Tri-annual 5% 10% 30% State Assessments 5% District Assessments 10% Growth Assessments 30% TOTAL 45% 45% 45%

Data Component NWEA Assessments Aggregate Data by teacher Nationally normed 3-4 Times per year Eventually factor in student growth

Administrator Evaluation Standard Lesson Observation Based on Charlotte Danielson Domains Pre and Post Conferences Minimum Twice Yearly Based on Danielson Model

Danielson Model Domains Planning and Preparation Classroom Environment Instruction Professional Responsibilities

Lesson Study Identify areas of weakness on local and/or state level assessments Department and/or grade level focus with lessons & activities Links to Peer Coaching, Video Lessons

Portfolio Based on 4 Charlotte Danielson Domains Review of Teaching Profession from top to bottom Artifact approach Consistent with NCA and School Improvement Models

Action Research Individual, Collaborative, or School-wide issues Reflective monitoring of instructional practices

Recorded Lessons Recorded digitally Reviewed by teacher who self-critiques first Pertinent areas are shared with colleague or administration Good lessons are archived for sharing with probationary teachers.

Peer Coaching Teacher Picks one Critical Colleague Administrator Assigns a second person 2-3 Observations per year Release time of 2 days for each observer Each teacher submits a reflection that details process and outcomes

More on Peer Coaching Rubrics will not be submitted to the principal- they are meant as a conversational guide Staff professional development to help us switch into a coaching role

Testimonials Highly positive pilot results Pam- Early Elementary Miracle/Kathrine- Later Elementary Cheryl/Robin- Middle School Aric- High School

Questions????