BEST Standards in Teaching Rubric

 Overview  State Legislation  District Policy  Key Components and Rating Percentiles  Outline the Evaluation Process, Timelines and Forms for 2015/16 SY 2

 Martha Borquez Elem.  Jackie Nickels MS  Lisa Hernandez Elem.  Teresa Driver HS  Michelle Kelly- McDonough MS  Irene Lopez Elem.  Melissa Papenfus HS  Louie Ramirez MS  Kim Valdez Elem.  Sumaya Frick HS  Mary Montano Principal K-6  Emma Carrillo Principal K-6  Anna Warmbrand Principal 4-8  Roxana Rico K-8 Director  Mario Castro Asst. Principal DVHS 9-12  Susan McDaniel Special Education Program Specialist ADMINISTRATORSTEACHERS 3

Legislation  ARS §15-203(A)(38) requires that current teacher evaluation instruments include “quantitative data on student academic progress that accounts for between thirty- three percent and fifty percent of the evaluation outcomes. 4

District Policies Orientation Each teacher should receive an evaluation orientation within the first three weeks of school or within three weeks of their hire date. Itinerant Staff Who are assigned to multiple sites must be assigned one qualified evaluator by the first student contact day. Qualified Evaluators Yearly the Superintendent updates a list of individuals who have successfully completed the District required evaluator training to the Governing Board for approval prior to the first scheduled staff observation. 5

Student Growth using Classroom Level and/or School Level Data Equates for 33% Teaching Performance using the BEST Teaching Standards Assessment Rubric Score Equates for 67% 33% from student growth and 67% from the rubric score equals 100% The total “Final Evaluation Report” equals 100 Points 6 Key Components

Evaluation Process shall consist of:  A pre-conference- it is optional, however, it must be held if either the evaluator or the teacher requests it.  Informal Observations- the evaluator must conduct at least 2 informal observations; 1 must occur before any formal observation.  Formal Observations- must be based on “a complete and uninterrupted lesson.” This is “bell-to-bell” in a secondary classroom and “minimum of 30 to 45 minutes of uninterrupted instruction” at the elementary level. 7

 Observations  Non-Continuing Teachers have two (2) formal observations. One formal observation can be unannounced.  Continuing Teachers have one (1) formal observation.  If a teacher is not satisfied with how the lesson proceeded during a formal observation, the teacher has two days to request that the observation be rescheduled.  Formal observations must be 60 calendar days apart.  Formal observations may not take place two (2) days before any scheduled period in which school is not in session for one week or more. 8 Evaluation Process shall consist of:

 Post Conferences  Teachers are required to submit a self-review within five (5) days after a formal observation.  Principals are required within five (5) days after a formal observation to provide feedback to the teacher.  A final evaluation report conference must be held at least five working days before the end of a semester.  Areas of Concern  When there is an area of concern from an informal walk- through or formal observation the evaluator must communicate in writing within five days. 9

 Group A Teachers-  Must have 1-Year of consistent data in their content area.  Group B Teachers  Do not have consistent  classroom level data. Student Growth 33% Group A Teachers Group B Teachers Elem. Teachers Classroom Level Site Level M.S. Teachers Classroom Level Site Level High School Teachers Site Level. 10

 Group A Teachers:  33% Classroom Level Data  67% Teaching Performance  Group B Teachers  33% Site Level Data  67% Teaching Performance 11 What does the “Final Evaluation Report” contain for each group?

Changes in Student Growth (33%) for 2015/16 SY Exhibit C  Due to the transition of State and District assessments for the 2015/16 SY the District Evaluation committee is working on the recommendation of how the student growth 33% will be determined for both Group A and B teachers.  Once the committee decides on a recommendation it will go to the Governing Board for approval. 12

BEST Teaching Standards Assessments Rubric Exhibit D 13

 Management  Instructional Design  Instruction  Professional Knowledge  Content Knowledge  Assessment  Collaboration  Professional Development 14 BEST Rubric consists of EIGHT Standards

 The Final Evaluation Report contains the following exhibit forms: 15 EXHIBITSFORMS CStudent Academic Progress 33% (For Group A & B teachers) DBEST Teaching Standards Assessment ETeacher Performance Component `67% FFinal Teacher Evaluation Rating

Professional Development Plan Exhibit G  The Professional Development Plan is for all Certified staff.  Every certified plan should have two goals. One goal should focus on the site SIP Plan or Graduation rate. Second goal can be individualized.  Both goals should be supported with data to show student growth. 16

Remediation Plan Inadequate Classroom Performance  Timeline  1 st Observation in Aug/Sept  Remediation Plan for 45 days  2 nd Observation in Dec.  Timeline  Instructional Improvement Plan  45 days starts in Jan.  3 rd Observation  Final Report 17

APPEAL PROCESS  Appeal to Qualified Evaluator  The teacher must request an appeal in writing within ten (10) working days after the teacher receives any of the completed documents. The appeal shall state in detail the grounds for appeal and shall request a meeting.  The qualified evaluator shall meet with the teacher within five (5) working days after the request for an appeal. Within ten (10) working days of this meeting the qualified evaluator shall issue a written decision regarding the appeal. The written decision shall state the basis for the conclusion reached in the decision.  The teacher may appeal the qualified evaluator’s appeal decision to the Superintendent within five (5) days after receipt of the qualified evaluators decision. 18

The Governing Board approved that 33% of its 301 funding as performance pay. The teachers who fall into the following categories, Developing, Effective and Highly Effective on the Teaching Performance section (67%) of their 2014/15 evaluation will receive a Pay Performance Stipend in late August. 19 Teaching Performance BEST Teaching Standards Assessment (Rubric Score) 67%  The rubric score (67% section) will be used to determine the allocation for teachers once the Final Evaluation Reports are turned into the Human Resource Department.

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