1 Teacher Performance Assessment Lynn Sawyer Director of Professional Development P.O. Box Reno, NV December 7, 2000 Washoe County School District Human Resources Division

December 7, About Washoe County Schools 83 schools K teachers 53,000 students 130 site administrators encompasses entire county (1 of 17)

December 7, Flaws in Current Practices Outdated, limited criteria Few shared values and assumptions Top-down, one-way communication Undifferentiated for novice and experienced All stakeholders’ expertise limited Climate unsafe to admit limitations

December 7, Reasons for Change: Teacher/Administrator dissatisfaction with status quo Present system not fostering improved teacher performance or adequate communication regarding expectations 9 “Teacher Effectiveness Factors”: improperly weighted, limited, and outdated. Lacked focus on reflective practice and meaningful involvement of the evaluatee.

December 7, Previous Teacher Effectiveness Factors CommunicationInstructional Skills Management Skills Professional Responsibilities and Growth Student Growth and Development Planning Knowledge of Subject Matter Interpersonal Relations Use of Educational Materials

December 7, The Task Force: –WCTA Appointees, all three levels –HR & Student Support Services –WCEAA Admin appointees, all three levels –Board of Trustees representative –Task Force worked from 1997-Present

December 7, Task Force Processes Surveyed entire district to confirm areas/issues regarding evaluation process Identified and scrutinized appraisal models from other districts

December 7, Narrowed the field based on criteria:  Used teacher performance standards  Provided fairly detailed descriptions of actual performance criteria  Complied with NRS statutes  Encompassed the effectiveness factors from existing system

December 7, Decision to Field Test a System Based on “Enhancing Professional Practice: A Framework for Teaching” –Comprehensive overview of the “knowledge base on teaching” –Well researched –Correlated to other Professional Teaching Standards

December 7, About the “Framework” Four Domains of Teaching with 23 components and 68 Elements Domain 1: Planning and Preparation a.Demonstrating Knowledge of Content and Pedagogy b.Demonstrating Knowledge of Students c.Selecting Instructional Goals d.Demonstrating Knowledge of Resources e.Designing Coherent Instruction f.Assessing Student Learning Domain 3: Instruction a.Communicating Clearly and Accurately b.Using Questioning and Discussion Techniques c.Engaging Students in Learning d.Providing Feedback to Students e.Demonstrating Flexibility and Responsiveness f.Using Student Assessment Data Domain 2: The Classroom Environment a.Creating an Environment of Respect and Rapport b.Establishing a Culture for Learning c.Managing Classroom Procedures d.Managing Student Behavior e.Organizing Physical Space Domain 4: Professional Responsibilities a.Reflecting on Teaching b.Maintaining Accurate Records c.Communicating with Families d.Contributing to the School and District e.Growing and Developing Professionally f.Showing Professionalism

December 7, Two -Year Field Testing Year One: –60 Principals used with volunteer teachers Changes in content and procedures were made based on survey data Year Two: –All administrators required to use with at least five teachers –All users had opportunity to respond through surveys

December 7, Key Survey Results Percent of 4&5 Responses (strongly agree) The annual goal-setting session helped focus teachers’ efforts and progress, and set the direction for observations.

December 7, Key Survey Results Percent of 4&5 Responses (strongly agree) Two Domains for a Major Evaluation, and one Domain for a Minor Evaluation seemed appropriate to me.

December 7, Key Survey Results Percent of 4&5 Responses (strongly agree) Allowing me to show other artifacts/proofs of some aspects of my teaching (in addition to classroom observations) gave the evaluator a more complete picture of my performance.

December 7, Key Survey Results Percent of 4&5 Responses (strongly agree) Feedback given to me resulted in increased awareness of my areas for improvement.

December 7, Key Survey Results Percent of 4&5 Responses (strongly agree) Feedback given to me resulted in improvement of my teaching performance.

December 7, Key Survey Results Percent of 4&5 Responses (strongly agree) Using the new teacher evaluation system resulted in an increase of meaningful dialogue between the teacher and the evaluator concerning teaching.

December 7, Links:  Over 100 Teacher Applicant Interviews based on 4 Domains/Summer 2000  UNR, College of Ed – Using Framework with Student Interns & Admin Candidates  WCSD Mentors/Mentees  Workshops on Domains piloted  Counselors, nurses, librarians, will field test this fall  Clark & Rural Districts

December 7, In Process: Piloting Professional Growth Options for Satisfactory Post-Probationary Teachers –Action Research –Mentoring a new teacher –Peer Coaching –National Board Certification process –Self-directed professional growth –Lead teacher for student intern Developed Procedures Manual Implementing courses for each domain Continuing to refine content & process Monitoring each year