1. Library Media Specialist Evaluator Training SY 12-13
Library Media Education Dept, C&I
Andy Spinks, Supervisor
Evaluation Systems Office, HR
Dr. Michael Shanahan, CHRO

2. Library Media Specialists
Research has shown that strong library media programs directly impact student achievement

3. Library Media Specialists
The achievement impact of the program is primarily determined by the job performance of the library media specialist (LMS)

4. Agenda Cobb Keys Model & Research Basis LMS Job Expectations
Performance Rubric (Standards & Elements)
Defined Role vs. “Other Duties as Assigned”
Overview of LMS Evaluation Process
Instructional Observation
Documentation Review
Annual Evaluation

5. Framework for New Evaluation System
Cobb Keys Evaluation System is based on a growth and accountability model
LMS Evaluation System has been revised to align with Teacher evaluation system
Performance expectations are aligned with research on student achievement
Levels of proficiency are designed to provide room (and direction) for even the best LMS to grow

6. Performance Rubric & Examples of Evidence

7. LMS Performance Rubric
Four Performance Standards, 16 Elements
Curriculum and Planning (4 Elements)
Standards-Based Instruction (4 Elements)
Instructional Environment (3 Elements)
Program Leadership (5 Elements)
Examples of evidence are just that, examples. This is NOT a checklist!

8. LMS Performance Rubric
CURRICULUM AND PLANNING (CP) The LMS plans for the effective use of library media resources in supporting the curriculum and addressing the needs of the school population.

9. LMS Performance Rubric
Elements: Curriculum and Planning (CP)
CP 1 The LMS selects and orders library media resources that support the school’s curriculum, needs, and population.
CP 2 The LMS organizes the library media facilities and resources in a way that maximizes their accessibility and effectiveness.
CP 3 The LMS maintains and manages the school library media automation system.
CP 4 The LMS collaborates with teachers to plan instruction that uses library media resources to address content-area curriculum standards.

10. LMS Performance Rubric
STANDARDS-BASED INSTRUCTION (SBI) The LMS uses research-based practices to help students and staff achieve 21st century information literacy.

11. LMS Performance Rubric
Elements: Standards-Based Instruction (SBI)
SBI 1 The LMS collaboratively teaches 21st century information literacy to help students master content- area curriculum standards.
SBI 2 The LMS uses instructional tools and practices that are effective and engaging.
SBI 3 The LMS collaborates with classroom teachers to use assessment tools to monitor student progress and adjust instruction.
SBI 4 The LMS instructs students and staff in the legal and ethical use of information.

12. LMS Performance Rubric
INSTRUCTIONAL ENVIRONMENT (IE) The LMS creates a safe, productive, collaborative, and inviting learning environment that fosters a sense of community and personal responsibility to ensure that students maximize learning.

13. LMS Performance Rubric
Elements: Instructional Environment (IE)
IE 1 The LMS establishes rules, practices, and procedures that support a positive, productive learning environment in the library media center.
IE 2 The LMS maintains an inviting atmosphere in the library media center that welcomes all members of the school community, fosters a sense of community and belonging, and provides equitable access to library media resources.
IE 3 The LMS maintains a flexible schedule to maximize access to library media center resources.

14. LMS Performance Rubric
PROGRAM LEADERSHIP (PL) The LMS leads and manages the library media program in a way that maximizes its effectiveness.

15. LMS Performance Rubric
Program Leadership (PL)
PL 1 The LMS manages the library media budget, ensuring that allotted funds are expended in a timely and appropriate manner.
PL 2 The LMS provides leadership for and manages the activities of the library media center staff.
PL 3 The LMS provides leadership in the use of information resources.
PL 4 The LMS ensures that the library media program (including its services, policies, and procedures) is evaluated and revised on an ongoing basis to ensure its effectiveness.
PL 5 The LMS promotes the library media program to all stakeholders.

16. Role of the LMS vs. “Other Duties as Assigned”
Schools are more short-staffed than ever, but administrators must carefully consider the student achievement “opportunity costs” when deciding how to allocate staff. The following are examples of activities that are not included on the Performance Rubric for library media specialists:

17. Role of the LMS vs. “Other Duties as Assigned”
Example: Technology Support & Repair
The LMS should be a leader in instructional technology integration, but technology repair and support should be performed by the field technicians in the Technology Support Division.
Also, the LMS should not enter Remedy tech requests for other staff members. Employees get better tech support when they request support directly through , phone, or through the Remedy system.

18. Role of the LMS vs. “Other Duties as Assigned”
Example: Technology Inventory
The annual DOE technology inventory must be submitted by the principal, and the data collection can be performed by any member of the clerical staff.
Collecting the data for the survey does not require the qualifications of an instructional staff member with masters-level (or higher) certification.

19. Role of the LMS vs. “Other Duties as Assigned”
Example: Accelerated Reader / Reading Counts
Promoting reading is an important role of the LMS, but the use of commercial reading incentive programs is not recommended.
Despite advertising claims, these programs are NOT supported by research and consequently are not supported by the district library media education (LME) department or the district English Language Arts department.
For schools that choose to adopt these programs, we recommend that they be operated by parent volunteers.
For more info, contact the LME department or click this link:

20. Role of the LMS vs. “Other Duties as Assigned”
Example: Daily Video Production/News Program
If implemented properly, video production programs can be a great project-based learning experience for the students involved, and they can be used to promote information literacy and the library media program.
However, daily live broadcasts produced by the same small group of students fall far short of fulfilling the learning potential of the video production resources.
Contact the LME department for suggestions on how to maximize the instructional use of these resources.

21. Role of the LMS vs. “Other Duties as Assigned”
Schools never have all the staff they need, and consequently everyone must “wear multiple hats,” but please be cognizant of how much of your library media specialist’s time is spent on tasks that are not part of the performance rubric. The performance expectations listed on the rubric are those that research has shown have the greatest impact on student achievement. Concentrating your library media specialist’s work on the standards of the performance rubric will increase your library media program’s contribution to student achievement.

22. Overview of Evaluation Process
Aug-Sept
Orientation Conference
Sept-Feb
Instructional Observation(s)
Observation Feedback Conference(s)
Feb
Documentation Review Conference
March
Annual Evaluation Conference

23. Preparation and Orientation
Review the “Library Media Programs and Student Achievement” research summary
Review the Performance Evaluation Instructions and the Performance Rubric
Hold an Orientation Conference with the LMS to ensure mutual understanding of performance expectations and evaluation process
High Schools can do this with both people, unless one requests a private conference
Ensure that other members of the A-team have a common understanding of the role and expectations of the LMS

24. Instructional Observation & Feedback Conference

25. Instructional Observation
Scheduling Observations
LMS must be doing whole-class instruction
Instruction should be co-planned with classroom teacher, so LMS will need to let you know in advance when these observation opportunities will occur
Thirty minute observation (minimum)
Two observations are required if the LMS has 3 yrs or less total library media experience
Observe early and often, especially if you have performance concerns

26. Instructional Observation
Conducting Instructional Observations
Use the Instructional Observation Form to document
Record your observations as you are observing
YES = you saw it
NO = you did not see it, but you expected to see it and made sure to look for it
NA = you did not see it and didn’t expect to see it
Use the form to help guide your observation
Focus on items without an “NA” option
Take specific notes, especially for any item marked “NO”

27. Observation Feedback Conference
Remember that the purpose of the evaluation process is to help them grow professionally
The Observation Feedback Conference, in particular, should be thought of as employee “Assessment For Learning”
Discuss any areas that might need special attention during the Documentation Review Conference
Ask the LMS what kinds of support you might provide to help them improve

28. Documentation Review

29. Documentation Review Conference
Many elements of the LMS role cannot be evaluated through instructional observation alone
This conference gives the evaluator and LMS an opportunity to review other evidence of performance
Essentially a “portfolio assessment” of the library media specialist’s work
Should take place toward the end of the evaluation cycle, but not at the last minute
May be combined with an observation feedback conference, but this is not recommended
May NOT be combined with the Annual Evaluation Conference

30. Examples of “Documentation”
LMC Calendar, Schedule, or Sign-up book
Collaborative Instructional Plans
Example assessments or assessment data
Examples of student work
Newsletters, flyers, blog posts, website, and any other promotional or informational materials
Photos or descriptions of library media events, programs, or promotions

31. Examples of “Documentation”
Library Media committee minutes
Surveys or other evidence of
Destiny circulation reports
Destiny collection analysis reports
Budget tracking spreadsheet
Documentation of individual student visits
Tables, graphs, or other quantitative summaries of any of the above

32. Documentation Review Conference
Use the Documentation Review Form to record your findings
Complete the electronic form during the meeting
Yes, No, and NA work the same
Use the form to help guide your conference
Focus on items without an “NA” option
Take the time to examine all the materials the LMS brings to the conference
Give them a chance to show you what they do
Take specific notes, especially for any item marked “NO”

33. Documentation Review Conference
If there are items on the form you feel should be marked “NO,” be sure to discuss these with the LMS before finalizing the form
Comments are required for any “NO” items
It is not necessary to copy or retain the documents the LMS brings to the conference, only the form

34. Annual Evaluation

35. Annual Evaluation Process
Completing the Annual Report Form
Assign a rating to each of the 16 Performance Standard Elements
Rating Scale
Proficient: Highly competent, skilled, an expert
Emerging: Evolving, showing new or improved development
Not Evident: Not easy to see; not obvious

36. Annual Evaluation Process
Commentary is required for each standard, so help your LMS grow by giving thoughtful, meaningful, personalized commentary – no cut-n-paste!
Relate comments to the Standard and the Elements
Support the assigned rating
Honestly address performance
Acknowledge recent growth and future potential
In areas where improvement is needed, provide specific recommendations for growth
In areas where the LMS shines, provide specific praise
Show that you understand the scope of what they do!

37. Annual Evaluation Process
Professional Duties & Responsibilities (PDR)
Seven of twelve items in the PDR section are the same as those on the teacher evaluation. These five are different:
#2. Maintains accurate records of library media materials using Destiny Library Manager
#3. Manages the media materials allotment and other accounts according to district guidelines
#4. Protects patron privacy and maintains confidentiality regarding student and records information
#5. Complies with the policies, procedures, rules, and guidelines of the school, district, and state
#8. Maintains positive working relationships with others in the school community

38. Evaluations Deadline! IMPORTANT!!! This includes: Observations
Feedback conferences
Documentation Review
Completion of annual reports
Annual evaluation conferences
Library Media Specialists, Teachers, and paraprofessionals
OCGA –
In compliance with Georgia law, ALL certified evaluation activity must be completed prior to March 29, 2013!
IMPORTANT!!!

39. All Certified Employees
Professional Development Plans (PDP)
HR’s Professional Standards and Ethics Department oversees the implementation of Professional Development Plans (PDP) to support certified employees with performance deficiencies
Contact Mary Finlayson, Director