1. The best way to predict the future is to create it.
Multiple Measures for
Teacher Evaluation Framework
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Arnold A. Kummerow, Ph.D.
Superintendent
Phil Jankowski
High School Principal
Kurt Sutton
Later Elementary Principal
Patricia Paxton
Elementary Teacher
2010 Michigan Milken Award Winner
INNOVATION
The best way to predict the future is to create it.

2. Philosophy of Evaluation
Help teachers improve
Make Good Teachers Great
Charlotte Danielson Model
Collaborative
Capacity Building
Data Driven
Student Achievement Centered

3. Evaluation Committee Representatives from each level
Initial block of four meetings
Became weekly meetings
Pilot individual parts
General Staff feedback
Iterative process

4. Questions We Cannot Answer Yet…
How will data be generated to evaluate the specials teachers or special ed. ?
What is our merit pay framework?
How will the data fairly represent the student body? (Special ed. in an elementary classroom, academy teachers, Algebra I students versus the AP Calc students, etc. )
There are many more, but we are working on it!

5. Evaluation Matrix  Method Non-Tenured Tenured Tri-annual Optional
Administrator Observation 
Walkthrough
Peer Coaching
Optional
Recorded Lesson
Portfolio
Year 4
State Assessments 5%
District Assessments
10%
Growth Assessments
30%
Action Research
Lesson Study

6. Evaluation Options
Non-tenured teachers will have formal administrator evaluations each year until receiving tenure. They may opt to participate in one of the optional practices.
Tenured teachers who are not in a focus (every third) year must participate in one of the optional practices by Dec. and April each year

7. Evaluation Options
Tenured teachers who are in a focus year will be formally evaluated by an administrator, they must complete a portfolio (can be electronic or paper), and they can opt to participate in one of the optional practices without the December and/or April deadlines imposed.

8. Data Component Method Non-Tenured Tenured Tri-annual 5% 10% 30%
State Assessments 5%
District Assessments
10%
Growth Assessments
30%
TOTAL % % %

9. Data Component NWEA Assessments Aggregate Data by teacher
Nationally normed
3-4 Times per year
Eventually factor in student growth

10. Administrator Evaluation
Standard Lesson Observation
Based on Charlotte Danielson Domains
Pre and Post Conferences
Minimum Twice Yearly
Based on Danielson Model

11. Danielson Model Domains
Planning and Preparation
Classroom Environment
Instruction
Professional Responsibilities

12. Lesson Study
Identify areas of weakness on local and/or state level assessments
Department and/or grade level focus with lessons & activities
Links to Peer Coaching, Video Lessons

13. Portfolio Based on 4 Charlotte Danielson Domains
Review of Teaching Profession from top to bottom
Artifact approach
Consistent with NCA and School Improvement Models

14. Action Research Individual, Collaborative, or School-wide issues
Reflective monitoring of instructional practices

15. Recorded Lessons Recorded digitally
Reviewed by teacher who self-critiques first
Pertinent areas are shared with colleague or administration
Good lessons are archived for sharing with probationary teachers.

16. Peer Coaching Teacher Picks one Critical Colleague
Administrator Assigns a second person
2-3 Observations per year
Release time of 2 days for each observer
Each teacher submits a reflection that details process and outcomes

17. More on Peer Coaching
Rubrics will not be submitted to the principal- they are meant as a conversational guide
Staff professional development to help us switch into a coaching role

18. Testimonials Highly positive pilot results Pam- Early Elementary
Miracle/Kathrine- Later Elementary
Cheryl/Robin- Middle School
Aric- High School

19. Questions????