MICHIGAN’S EDUCATOR EVALUATION RULES, REGULATIONS, RIGHTS....OH MY... WHAT EVERY NEW TEACHER NEEDS TO KNOW! RULES, REGULATIONS, RIGHTS....OH MY... WHAT EVERY NEW TEACHER NEEDS TO KNOW! February 28, 2014 – CMU French Auditorium Kathy Stewart, Associate Superintendent for Instruction Gratiot Isabella RESD

Learning Targets  Create an understanding of current Michigan laws relating to Educator Evaluation including:  LIFO  Probationary Period  Effectiveness Labels  Determine actions for your first years of teaching

Feedback Loop  Go to site:  Add name and join the conversation  Post questions/comments

#1 Significant Change for New Teachers

Revised School Code Act Personnel decisions resulting in elimination of position; policies; collective bargaining agreement; expiration; action brought by teacher; remedy.  1248(1)(a) the board shall NOT adopt, implement, maintain, or comply with a policy that provides that length of service or tenure status is the primary or determining factor in personnel decisions when conducting a staffing or program reduction or any other personnel determination resulting in the elimination of a position

Revised School Code Act 451 Individual performance SHALL be the majority factor in making personnel decisions.

Revised School Code Act Personnel decisions resulting in elimination of position; policies; collective bargaining agreement; expiration; action brought by teacher; remedy. Personnel decisions based on the following factors:  Student growth  Pedagogical skills, subject area knowledge, classroom management, checking for and building higher level understanding, maximizing instructional time  Rapport with teachers and parents  Attendance and disciplinary record  Significant, relevant contributions  Relevant special training

Revised School Code Act 451 If all factors are equal, then length of service or tenure status is a tiebreaker.

#2 Significant Change for New Teachers

Tenure/Probation Teachers' probationary period; continuing tenure. Sec. 1: (1) Subject to subsections (2) and (3) and section 3b of this article, a teacher is in a probationary period during his or her first 5 full school years of employment.

Tenure/Probation 38.83b Successful completion of probationary period; conditions. Sec. 3b. (1) Except as otherwise provided in subsection (2), a teacher shall not be considered to have successfully completed the probationary period unless the teacher has been rated as effective or highly effective on his or her 3 most recent annual year-end performance evaluations under section 1249 of the revised school code, 1976 PA 451, MCL , and has completed at least 5 full school years of employment in a probationary period.

Tenure/Probation 38.83b Successful completion of probationary period; conditions. Sec. 3b. (2) If a teacher has been rated as highly effective on 3 consecutive annual year- end performance evaluations under section 1249 of the revised school code, 1976 PA 451, MCL , and has completed at least 4 full school years of employment in a probationary period, the teacher shall be considered to have successfully completed the probationary period.

Tenure/Probation Jessica has been teaching at XYZ elementary for five years. During her probationary period she received the following ratings for her annual year-end evaluations: Minimally Effective Minimally Effective Effective Effective Highly Effective TENURE Unless Nonrenewed

Tenure/Probation Jack is a teacher at ABC High School. During his first two years Jack taught in his major area: Mathematics. During his third year he was assigned to his minor area: Chemistry. During years four and five, Jack was back to teaching math. Following are his annual year-end evaluation determinations: Effective Effective Minimally Effective Effective Highly Effective NO TENURE

Tenure/Probation Assigned to teach English Language Arts at 123 Middle School, Bryan receives the following status on his annual year end evaluations during his first four years of service: Effective Highly Effective Highly Effective Highly Effective Probationary Period Completed Year 4 Tenure Granted

Changes for ALL Teachers Ratings Highly Effective Effective Minimally Effective Ineffective Mandatory Dismissal Ineffective Rating for three consecutive years Parent Notification Beginning school year, districts required to notify parents of students assigned to a teacher rated as ineffective on two most recent year- end evaluations. Student Growth Factor 13-14: 25% 14-15: 40% 15-16: 50%

Changes for All Teachers Teacher on continuing tenure; discharge, demotion, or retirement; continuation of contracts of teachers over retirement age. Sec. 1. (1) Except as otherwise provided in section 1a of this article, discharge or demotion of a teacher on continuing tenure may be made only for a reason that is not arbitrary or capricious and only as provided in this act. NOT logical or reasonable NOT based on reason or evidence Done without concern for what is fair

ABC News – What Makes Great Teachers

Recommended Observation Models Danielson Framework for Teaching and Learning 5 Dimensions of Teaching Marzano Teacher Evaluation Model The Thoughtful Classroom

Nuts and Bolts PIC Ineffective Highly Effective Effective Minimally Effective Aggregate Ratings TSDL

Evaluation Transparency  Select Staff Information  Select Education Evaluation and Factors Report  Download Excel File  Select tab

Helpful Resources Teacher Certification Honing Your Skills Michigan New Teacher/Mentor Site

References/Contact Information Michigan Compiled Law  MCL  MCL  MCL a  MCL  MCL a  MCL  MCL  MCL  MCL  MCL  MCL Kathy Stewart, GIRESD Associate Superintendent ReferencesContact Information

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