NJDOE TALENT DIVISION OVERVIEW prepared for: New Jersey Association of School Administrators April 30,

Proposed Agenda Overview of NJDOE Talent Division (35 min) Discussion and Questions (25 min) Demo of BloomBoard.com: educator evaluation and professional development platform (30 min; begin at 10:30am)* Follow-up and Next Steps (20 min) * 2

Focus of the Talent Offices: Effective Teachers and School Leaders 3 Recruitment and Preparation Licensure and Certification Evaluation Professional Development Retention and Separation

Recruitment and Preparation Upcoming Initiatives Embark on a state-wide marketing and recruitment campaign Begin data analysis to understand metrics around staffing, placement and performance as they relate to preparation pipelines Conduct current state analysis of preparation programs and program approval processes, followed by a blueprint for enhancements Develop and expand high-quality Teacher and Principal pipelines 4

Licensure and Certification Upcoming Initiatives Determine correlation between current Certification tests and educator effectiveness Ensure that the preparation programs, licensure requirements and teacher evaluation processes are all integrated Review the current 3-tiered licensure system and timelines for receiving/maintaining certification 5 Alignment to teacher/leader preparation programs must occur; NJPSA Recommendation for Principal Evaluation Dec 2011

Evaluation: Needs Assessment 6 Current evaluations are subjective and fail to impact teaching practice NEW JERSEY Troubling achievement gaps 50% of community college students never graduate NATIONALLY  Abundance of research cites teacher effectiveness as the most important in- school factor for improving student achievement  The Widget Effect exposes failure of schools to distinguish among and recognize the effectiveness of their teachers  The Obama administration highlights evaluation reform as a key commitment tied to federal policy and funding opportunities  At least 32 states have recently changed their evaluation systems

Evaluation: Progress to Date and Upcoming Milestones 2010 – 2011: Governor’s Educator Effectiveness Task Force developed evaluation guidelines, emphasizing both teacher practice and student performance components 2011 – 2012: DOE implemented EE4NJ teacher evaluation pilot program with 11 pilot districts and 19 schools currently receiving School Improvement Grant (SIG) funding Evaluation Pilot Advisory Committee (EPAC) convened to provide recommendations for statewide implementation External researcher (Rutgers University) engaged 2012 – 2013: Capacity building and preparation year for all Districts including opportunity to participate in a new grant- supported pilot programs for teacher and principal pilots 7

Teacher Evaluation Pilot: Cohort 1 and Cohort 2 Comparison Cohort 1 ( ) Funding: $1.2M Participants: 11 districts and 19 SIG schools Observations: No unannounced observations required Set duration and number No differentiation between minimum number for teachers of core and non-core subjects No requirements related to inter-rater agreement, use of external observers, double-scoring Cohort 2 ( ) Funding: $2.2M Participants: Approximately 20 new districts and Cohort 1 districts that opt to continue Observations: Some unannounced observations required More flexibility on duration and number Minimum number differs for teachers of core and non-core subjects New processes required to ensure inter- rater agreement and accuracy, including use of external observers and double-scoring of some sessions External researcher engaged Stakeholder advisory committees required at state and district level Communication plan and collaboration with NJDOE Cohort 1 and Cohort 2 Aligned professional development plan Comprehensive training for evaluators and teachers Commitment to develop and test measures of student performance

Teacher Evaluation Pilot: Observation Requirements for Cohort 2

Teacher Evaluation Pilot: Components for Cohort 2

Professional Development Upcoming Initiatives Complete the third year of a PLC pilot project which has supported 34 “lab” schools in implementing school-based, job embedded professional development. – Help implement such collaborative professional learning as a vehicle to drive student improvement across the state Research/develop a technology platform that aligns professional development with evaluation 11

Retention and Separation Upcoming Initiatives Develop processes to recognize success, retain our most effective, and take best practices to scale Work with stakeholders to ensure that there is fair legislation and streamlined processes for the removal of ineffective educators ____________________________________ TIME FOR QUESTIONS AND DISCUSSION 12

Evaluation and Professional Development Technology Platforms Overview of Market Efficient collection, aggregation and dissemination of data Ability to track and “tie” professional development to the individual needs of educators Many providers in an emerging industry Overview of BloomBoard* Free observation & evaluation tools for districts; agnostic to teacher practice observation instrument (e.g. Danielson) Individualized learning plans & personalized support recommendations for teachers An open marketplace of workshops and resources for professional development *At this time NJDOE does not endorse BloomBoard.com and have asked them to present to NJASA for informational purposes only 13