Professional Performance Process School Leadership Team Training June 24-25, 2010 Our Journey Continues! 21 st Century Supervision and Evaluation

2 Welcome Back! Review of Yesterday What aspects of yesterday’s training were the most impactful on your thinking as you plan for PPP implementation?

3 Today’s Outcomes Participants will: Be able to identify highlights of the PPP Handbook Be able to write a schoolwide SMART goal Be able to create a Professional Growth Plan Be able to describe a professional educator who does not meet standard and one who exceeds a standard using the rubric Complete a Site-Based PPP Professional Development Plan

4 Overview of PPP Handbook Highlights from the Professional Educator Handbook

5 Implementing the PPP Doing It Effectively Review of SMART Goal Writing (Responder System)

6 I have written SMART goals before. 1.Yes 2.No

7 A SMART Goal is: 1.Successfully Making Academic Results in Time 2.Students Making Academic Results in Time 3.Successfully Measuring Academic Regression over Time 4.Specific, Measurable, Attainable, Results-Oriented, and Time-bound

8 I am comfortable with writing a SMART Goal. 1.Yes 2.No

9 Review of SMART Goals What a SMART Goal is: SPECIFIC Clear and Concise e.g. 100% of my students will make a year or more growth in reading as measured by the DRA 2 by June 1, What a SMART Goal is NOT: Broad and Vague e.g. 100% of my students will be better readers.

10 Review of SMART Goals What a SMART Goal is: MEASURABLE Data, Progress e.g. Beginning/end of year DRA assessments, running records What a SMART Goal is NOT: Survey of student interests in reading e.g. Teacher observation, “I just know.”

11 Review of SMART Goals What a SMART Goal is: ATTAINABLE Feasible, within reach, probable e.g. Strong possibility of achieving What a SMART Goal is NOT: Impossible, out of reach e.g. Unrealistic

12 Review of SMART Goals What a SMART Goal is: RESULTS-ORIENTED Progress evident, visual e.g. Reading level increases What a SMART Goal is NOT: No concrete progress

13 Review of SMART Goals What a SMART Goal is: TIME-BOUND Start date and end date e.g. Year long goal with progress monitoring What a SMART Goal is NOT: No time constraints

14 The Possibilities of Collaboration Collaborative Teams in PLCs at Work SMART Goals (Video) Collaborative Teams in Professional Learning Communities at Work Learning by Doing – Professional Development Video Set

15 Starting the Year Right Collaboratively Completing the Professional Growth Plan (PPP-1)

16 Professional EducatorEvaluator StatusP0 P1 P2 P3 CC EC PT School/Office PositionVA License Expiration Date Endorsement AreasEvaluation CycleANNUAL A-G H-N O-Z Child Abuse Recognition Training Yes NoTechnology Standards Yes No Sexual Harassment Training Yes NoSchool Year

17 PWCS Areas of FocusProfessional Educator Performance Standards Literacy Inclusive Practices Wellness Professional Learning Communities Knowledge of Students Knowledge of Content Planning, Delivery, and Assessment of Instruction Safe, Effective Learning Environment Communication and Collaboration Professionalism

18 Review and reflect on all available data, your School/Department Improvement Plan, PWCS Areas of Focus, and Professional Educator Performance Standards. Collaborate with your department/team and evaluator in the development of SMART goal(s) to improve student achievement. What data did you use to establish your SMART goal(s)? How do your SMART goal(s) align with your School/Department Improvement Plan and the PWCS Areas of Focus? What performance standards or key elements have you identified as areas for your professional growth? SMART Goal(s): e.g. 85% of my 7 th grade math students will achieve at least pass proficient on the SOL test in spring 2011.

19 Based upon your review of data, reflection, and collaboration with your team and evaluator, list the actions/strategies you will use to complete your Professional Growth Plan. What professional development will support the achievement of your SMART goal(s)? What is your required professional development? What resources and/or support will you need? Actions/StrategiesWho?By When? Resources Needed Expected Outcomes e.g. Collaborate with 7 th grade math team to research best practices. 7 th grade math team MonthlyNCTM periodicals and instructional resources Incorporate 1 identified best practice into lesson plan/delivery per month e.g. Participate in required math professional development. 7 th grade math team May 2011 Offices of Mathematics, Sp. Ed., ESOL Increased knowledge and skill in math content and pedagogy 1. 2.

20 Describe the current committees/leadership positions/extra-curricular responsibilities you hold and their connections to the Professional Educator Performance Standards. Are there any committee/leadership positions/extra-curricular responsibilities in which you would like to be involved in the school or at the Division level? e.g. This year I am the cheerleading coach which allows me to provide more opportunities to support my students’ social and personal development, to communicate with parents, and to be a role model.

21 Discuss your Professional Growth Plan with your evaluator. What data will you collect to assess the achievement of your SMART goals? How will you ensure ongoing reflection of your current practices? Approval of Professional Growth Plan Professional Educator’s Signature: ______________ Evaluator’s Signature: _________________ Date: _________

22 Review the progress of this plan with your evaluator. What data have you collected to demonstrate progress toward your SMART goal(s)? What progress has been made toward the achievement of your SMART goal(s)? What additional resources/support do you need? What adjustments or modifications are needed at this time? Reflection and Next Steps: Professional Educator’s Initials: ______________ Evaluator’s Initials: ______________ Progress Review Date: _______________

23 Reflect on your Professional Growth Plan for the year. What data do you have to demonstrate progress or achievement of your SMART goal(s)? How has this Professional Growth Plan impacted your professional practice? What changes or improvements would you make to your Professional Growth Plan next year? Reflection and Next Steps: Professional Educator’s Signature: _______________ Evaluator’s Signature: _______________ Final Review Date: __________

24 ~ BREAK ~ (15 Minutes)

25 Staff DevelopmentSupervision Overview of PPP Introduce forms Review Professional Growth Plan (show examples) Administration meets with PLC groups Review student data Begin development of instructional goals Review of rubric Overview of timeline Explanation of Professional Growth Plan conferences (role play) Administration meets with PLC groups to finalize team goals Individual Professional Growth Plan conferences Informal classroom visits/drops ins Review methods for collection of evidence Share forms used for observations Continued dialogue at weekly PLC meetings with administrator Continue informal classroom visits Begin formal observations/reflective conferences Discussion of mid-year conferences Staff reflection survey Continue formal observations, drop in visits, dialogue Mid-Year Conferences Staff Training and Supervision Until Mid-Year Aug. Sept. Oct./ Nov. Dec.

26 Evaluation Component of the PPP Mid-Year Report and Conference (Role Play)

27 Professional Educator Performance Process – Overall Evaluation Rubric Using the Rubric Dialogue About Ratings Does Not Meet Standard Meets Standard Exceeds Standard

28 Professional Performance Process Using the Evaluation Rubric

29 Discussion questions: How have you used rubrics? Why should there be a rubric as part of the PPP? Rubric is used to describe levels of performance and to provide a consistent form of reference for evaluating performance, both formally and informally. Context: Why have a rubric?

30 Discussion tool –Describes what it looks like to meet or exceed standards for particular group of employees –Summarizes performance for each standard based on the evidence collected for each standard and key element using the collection of evidence record Evaluation tool –Ratings for each standard to be recorded on evaluation reports –Can also serve as a self-evaluation tool for employees Context: What is the purpose of the rubric?

31 The Rubric Development Process 1.Development of the standards 2.Determination of number of levels 3.Use key elements from standards to craft language for “Meets Standards” 4.Develop counter-examples for “Does Not Meet Standards” 5.Develop extensions for “Exceeds Standards”

32 Structure for the Rubric Levels of Performance –Start with “Meets Standards” and use the key elements of the standard as basis for description –Includes two other levels: “Does Not Meet Standards” and “Exceeds Standards” Threads of content across the levels to show development and growth opportunities

33 Defining “Does Not Meet Standards” Covers a wide range of performance Possible to be in “Does Not Meet Standards” in a given area at the beginning of the year but progress to “Meets Standards” Thought Question: How is “Does Not Meet Standards” different from “Unsatisfactory”?

34 Defining “Exceeds Standards” What does it mean to exceed standards? In order to exceed a standard, someone must first meet the standard – so “meets standards” is a prerequisite Thought Question: Is it possible in all cases to exceed standards?

35 Why is consensus so important? –Discussion of reliability and validity –Diving analogies –How do we get to consensus? What the pilot has taught us –Variability across schools Using the Rubric: Working Toward Consensus

36 Focus on the Knowledge of Students standard Task: At your table, discuss how you would rate the teacher from the video and role plays on this standard Discussion Questions: –What additional evidence would you need to see to make your rating? –What evidence would demonstrate “exceeds” for this standard? –What suggestions would you give this teacher in terms of this standard? Activity: Testing Out the Evaluation Rubric

37 Review your ratings the day after you make them –Would you still make the same judgments? –Are you consistent in your expectations across staff members? Discuss/share ratings as a team to get different perspectives –Periodically review your expectations as a group –Review your patterns to see how consistent you are Phone a friend! –Discuss any sticking points with someone else outside the situation (without identifying information) to see how they would handle it Using the Rubric: Tips for Ensuring Consistency

38 ~ Lunch ~

39 What Do You Now Know About the PPP? Responder System Questions

40 How many Professional Educator Performance Standards are there?

41 What % of your faculty do you think meets all the standards? % % % %

42 What is your level of readiness to implement the PPP? % % % %

43 Team Planning Time PPP Pilot Principal Panel –What is the most powerful professional development activity or year-long practice that you utilized last year that led to your staff’s greater understanding and skillfulness with the PPP? Site-Based PPP Professional Development Plan School Teams Volunteer to Share Plans

44 Essential Knowledge/Skills Learning Experience Person Responsible TimelineResources Needed Expected Outcomes e.g. Professional Educator Performance Standards e.g. Using a brainstormin g tool to engage in conversation about the standards e.g. Principal and Assistant Principal e.g. August faculty meeting e.g. Knowledge of Standards Brainstorming Tool; PPP Overview Video e.g. Professional educators will be able to describe what the Professional Educator Performance Standards look/sound like from the perspectives of both teacher and student. Site-Based PPP Professional Development Plan Consider the following, when completing Site-Based PPP Professional Development Plan: What essential knowledge and skills do staff members need? What are the big chunks of knowledge to focus on this year? What data will be used to determine the kind of professional development needed this year? Who on staff will facilitate and why? Does the plan connect with the Strategic Plan, PWCS Instructional Areas of Focus, Site-based Improvement Plan, and other professional development already planned for next year? What learning experiences will you provide for your staff?

45 Additional Support for PPP Implementation PLC Training EEE Conference Teachscape Training PPP in a Nutshell Additional PPP Training in

46 Final Thoughts on the PPP

47 Thank You! Please complete feedback forms and leave them on your tables.