1. TEACHER EVALUATION TEACHER TENURE TEACHER MENTORING New Educational Laws and What They Mean for Us

2. Teacher Evaluation Rational for Change The ultimate goal is to increase achievement for all students by ensuring that every New Jersey student has access to a highly effective teacher Rationale for Change The NJDOE aims to improve the effectiveness of all educators in New Jersey’s schools by: Establishing a universal vision of highly effective teaching practice Yield accurate and differentiated levels of performance Providing teachers with timely, actionable, and data-driven feedback Providing targeted professional development opportunities Providing improved tools to measure principal effectiveness Using multiple measures of performance data to inform personnel decisions

3. Teacher Evaluation What We Are Used ToNew Changes Tenured teachers evaluated at least once per year Tenured teachers evaluated at least two times per year Non-tenured teachers evaluated at least three times per year Non-tenured teachers evaluated at least five times per year When granting tenure, the use of teacher evaluation results was optional Granting of tenure is legally dependent upon evaluation results Evaluation form created by the districtDistricts must use a state approved practice evaluation instrument or submit developed rubric for state approval Evaluations conducted and overseen by supervisors and principals School and district committees formed to oversee evaluation process DEAC School Improvement Panel List of State Approved Evaluation Rubrics

4. Teacher Evaluation DEACSchool Improvement Panel Members Teachers Administrators Central office administrators Supervisors Superintendent Parent member of district BOE Principal Assistant/vice principal Teacher Duties Guide and inform evaluation activities Engage stakeholders in evaluation work Share information Collaborate with NJDOE to inform statewide evaluation policy Generate buy-in Oversee mentoring and foster culture of continuous improvement Conduct evaluations Identify PD opportunities Conduct mid-year evaluation of teachers rated ineffective/partially effective

5. Teacher Evaluation Required Components of District Evaluation Rubric  Four categories of rating  Ineffective (1) Partially Effective (2) Effective (3) Highly Effective (4) Procedures for Inefficiency  Superintendent must file charge, whenever employee is rated ineffective or partially in one year, and ineffective in the following year.  Superintendent may file charge of inefficiency if rated particularly effective for 2 years in a row or ineffective in first year and partial in year 2.  First charge for inefficiency will not be possible until after 2014-2015 school year

6. Teacher Evaluation Timeline of Implementation October 31, 2012Form District Evaluation Advisory Committee (DEAC) December 31, 2012Adopt educator evaluation rubrics including state approved teacher and principal evaluation instruments January 31, 2013Begin to test and refine evaluation rubrics February 1, 2013Form a School Improvement Panel (SIP) to oversee evaluation activities July 1, 2o13Thoroughly train teachers August 31, 2013Thoroughly train evaluators October 31, 2013Thoroughly train principals and evaluators on the principal practice evaluation instrument 2013-2014 School YearFull implementation of new evaluation system

7. Teacher Tenure Rationale for Change TEACHNJ Act: Teacher Effectiveness and Accountability for the Children of New Jersey Act aims to: To better the effectiveness of New Jersey teachers Timeline TEACHNJ Act: Teacher Effectiveness and Accountability for the Children of New Jersey Act aims to: Effective September 2012 * Any teacher, principal, assistant principal or vice principal employed after August 6, 2012 must complete four years of employment to be eligible for tenure

8. Teacher Tenure What We Are Used ToNew Changes Teachers eligible for tenure following three years plus one day of teaching Teachers eligible for tenure following four years plus one day of teaching Tenure is revoked based on “just cause” including: Gross Negligence Gross Malpractice Gross Incompetence Tenure can be revoked if ranked ineffective or partially effective in two consecutive years. “Just cause” charges still apply Granting of tenure is based on continuous employment In order to receive tenure, you must be rated effective or highly effective in two of the three years following your provisional (mentoring) year

9. Teacher Tenure Process for Filing Tenure Charges: After Two consecutive Years of Inefficiency* 1.Charges are filed by superintendent with the board of education 2. Within 30 days, the BOE forwards written charges to commissioner 3. Employee may submit written response to charges to commissioner 4. Commissioner refers case to arbitrator *An additional year may be granted if rated partially ineffective

10. Teacher Tenure Corrective Action Plan:  Must be developed for any teaching staff member rated ineffective or partially effective in one year.  Written plan developed by teaching staff member serving in a supervisory capacity in collaboration with teaching staff member. Must include:  Timeline for corrective actions  Responsibilities of individual teaching staff member  Responsibilities of district  Specific support provided by the district

11. Teacher Mentoring New Teacher Requirements Complete a district mentorship program during their initial year of employment Receive a rating of effective or highly effective in two annual summative evaluations within the first years of employment Demonstrate knowledge of CCCS Identify exemplary teaching skills and practices Assist in performance of duties and adjustment to challenges of teaching Develop activities in consultation with School Improvement Panel Qualities of An Effective Mentor The Responsibilities of Novice Teachers New mentoring programs must be in place for 2012-2013