2. Educator Effectiveness
Kelly Burling & Stefan Kohler

3. Educator Career Continuum
Tier 1- TRAINING AND CERTIFICATION
Pre-service educator training from authorized institution
Summative assessment from state licensing agency
Tier 2- PERFORMANCE EVALUATION & TENURE
Transition process from pre-service to in-service
Supporting the development of newly-credentialed, beginning educators
Regular evaluation with new emphasis on structured evaluation
Tier 3- PROOF OF EFFECTIVENESS (NBPTS CERTIFICATION)
Advanced tier for experienced educators, with new emphasis on structured evaluation of performance and student success (NBPTS)
Educator Effectiveness

4. Pearson is empowering educators—teachers and school leaders—
at every stage of their career
to understand and improve their performance
Providing the right tools and resources, we’re helping practicing educators:
discover ways to improve their teaching
so they can better personalize instruction and
accelerate learning for all students.
Educator Effectiveness

5. States shaded in light green will be applying in November, 2011.
NCLB Waivers
States shaded in light green will be applying in November, 2011.
States shaded in dark green will be applying in February, 2012.
States shaded in blue have signaled interest in applying, but did not submit a notice of intent to the DOE yet.
RTTT
40 States and DC submitted RttT applications with sections on Great Teachers and Leaders
37 Described evaluation systems
33 Have or proposed to develop systems to measure student growth as part of educator evaluations
11 RTTT states are required to implement them
20 additional states are in the process
Additional districts doing it independently not captured in this model
Educator Effectiveness

6. Multiple Indicators
Educator Effectiveness

7. The My Voice™ Survey is an instrument that measures the Conditions that support Self-Worth, Active Engagement, and Purpose in schools in order to help every student reach his or her fullest potential.  Dr. Russell Quaglia, the designer of the My Voice Survey, has said that while schools do a very good job asking students what they know in school, we need to get better at asking students what they think and believe about their school. We have taken an important step in that effort by administering the My Voice Survey and using the results to create a culture in which all students’ aspirations flourish.
Educator Effectiveness

8. Implementing and Developing Measures
Student Growth
Implementing and Developing Measures
Pearson projection measure (e.g., TX, OK)
Growth model for alternate assessments
Colorado Growth Model for VA
Pinellas County, FL
Oaklawn ISD, IL
Conducting Research
Comparing and contrasting student
growth models
value-added models
measures of teacher effectiveness
Evaluating practical, psychometric, and policy assumptions
Educator Effectiveness

9. 94% of teachers receive one of the top two ratings and less than 1 percent are rated unsatisfactory
73% of teachers surveyed said their most recent evaluation did not identify any development areas
63% of administrators say their district is not doing enough to identify, compensate, promote and retain the most effective teachers
50% of students in some parts of the country drop out, and contribute to a national drop out rate of more than 30%
Why important?
These statistics are from a national survey done by The New Teacher Project in When a teacher evaluation rubric contained more than two ratings, 94% of teachers were rated at the top two. If we were looking at student performance records with those statistics, we’d all be pretty suspicious. The report goes on to say that a large majority of teachers are not provided with development plans as part of their evaluations and administrators generally don’t think we’re doing enough to promote and keep good teachers.
The Widget Effect, Our National Failure to Acknowledge and Act on Differences in Teacher Effectiveness The New Teacher Project, 2009
Educator Effectiveness

10. Administrators perform as many as
Why important?
Administrators perform as many as
100 walk-throughs, observations and evaluations per year – mostly done in pen and paper.
Observations can take as many as 2 hours each.
That’s 200 hours / 40 hour week = 5 work weeks spent per year.
Multiply that times the amount of schools in your district and you’ve got a lot of time and data.
Educator Effectiveness

11. As Kelly has explained, states and districts are in need of observation and evaluation platforms to help them implement teacher effectiveness in the classroom.
Pearson has two solutions given the district’s and state’s requirements. They are the Educator Development System from Schoolnet and Teacher Compass from School Achievement Services.
For larger districts and states looking for a comprehensive system which combines student and teacher performance data, Schoolnet’s Educator Development System is a strong solution.
For districts of all sizes looking specifically for observation and/or online professional development platforms, Teacher Compass is a targeted solution. It was originally designed by Johns Hopkins University and offers deep customization features, mobile support and a library of over 4000 professional development videos, tutorials and documents.
When you talk with customers about these options, you will find that there are a number of districts that will require a more complete solution than just implementing an observation platform.
Educator Effectiveness

12. Pearson offers a wide range of services to fulfill the educator effectiveness market.
Our administrator training allows districts to understand their data better, understand the components of successful evaluation systems, and especially inter-rater reliability training. As Kelly mentioned with the widget effect, inter-rater reliability is a common problem across the nation where evaluators don’t score teachers consistently. This results in inconsistent and unfair evaluations and can corrupt high-stakes systems. In Tennessee, we sold over $200K of inter-rater reliability training.
With over 10 years of research and use, our Teacher Compass Observe product is one of the most mature and flexible observation platforms on the market. It is highly customizable, allowing districts to adopt and adapt any evaluation framework.
I just explained the gears on the left side which helps with the implementation of an evaluation program within a district, the right side gear titled PD is just as important. Once you have done an accurate job placing teachers in the right bucket, you need a personalized professional development path to help enhance their knowledge, to move them from “Needs Improvement” to “Advanced Proficient”.
We have a solution for this also which is Pearson’s on-demand professional development
Educator Effectiveness

13. Rich library of over 4000 PD videos and documents
Teacher Compass PD, launched in 2011, is the largest and most up-to-date professional development library on the market. It contains the following unique attributes:
Rich library of over 4000 PD videos and documents
Add your own content collections
Assign PD as part of observations and evaluations
Automatic content suggestions for district, school and individual PD goals
Social networking for teacher-to-teacher collaboration
Rich reporting on district, school and teacher PD activity
Educator Effectiveness

14. Legally defensible systems
Why important?
Consulting, weighting, etc.
Educator Effectiveness

15. What makes us different?
Pearson’s educator effectiveness solutions work together to smoothly coordinate the flow of data.
Our products and services are built on common, open systems:
work with our customers’ existing technology for maximum flexibility
making the most of limited funds and
unlocking new value in previous investments.
We also touch teachers throughout their careers—we connect with them often on their journey.
We also have extensive experience in high-stakes assessment;
managing large-scale programs and
ensuring the security and safety of student scores
Leverage this knowledge to develop legally defensible, high stakes educator effectiveness systems.
Educator Effectiveness