1. Welcoming a New Integrated Professional Learning System
South Bay Union School District & Southwest Teachers Association Educator Effectiveness & Evaluation Pilot
Lorie/Chris and Kim
Welcoming a New Integrated Professional Learning System

2. What is it all about? Click on the preview screen and find out…

3. Working Together
CYNTHIA/TRACY Before the journey began the District and SWTA organizations put together a committee that would be dedicated to creating a new evaluation system. This committee was joined by representatives of the San Diego County of Education as well. Teachers in various roles, school principals, and district administration all committed to do this valuable and necessary work.

4. The Need for a New System
Support and improve teacher practice and growth
Increase Student Progress
CYNTHIA / TRACY The Greatness by Design report released in 2012 by State Superintendent Tom Torlakson’s Educator Effectiveness Task Force, provided districts with sound research to support the need to put in place effective teacher evaluation systems. The research found that existing systems do not always address the important features of good teaching or professional collaboration.
In consideration of the priorities established by the state of California in this report, and the feedback received from the SBUSD teacher and administrator surveys regarding the current evaluation process, the committee found that the current SBUSD evaluation system needed updating after having been in place for over 20 years. To meet state guidelines and expectations, the creation and development of a new evaluation system must take place. More importantly, an evaluation system that focuses on supporting and improving teacher practice in addition to increasing student learning is a need for our district.

5. Moving Away From / Moving Toward
CHRIS/ MARITESS / KIM / LUPITA

6. Table Talk
ALL at table talk
Take a few minutes to think, ask questions and discuss “Moving Away From / Moving Toward”

7. The CSTPs
Our system will be based on the California Standards of the Teaching Profession
Focus will be on three elements of two standards
Educator will have choice in a focus area of growth
The California Standards for the Teaching Profession (CSTP) are intended to provide a common language and a vision of the scope and complexity of the profession by which all teachers can define and develop their practice.
Standard 1: Engaging and Supporting All Students in Learning
Standard 2: Creating and Maintaining Effective Environments for Student Learning
Standard 3: Understanding and Organizing Subject Matter for Student Learning
Standard 4: Planning Instruction and Designing Learning Experiences for All Students
Standard 5: Assessing Students for Learning
Standard 6: Developing as a Professional Educator
CINDY W. / ELVA

8. Focus Standards/Elements
Everyone will focus on the following two elements:
Standard 2 Creating and Maintaining Effective Environments for Student Learning
Element 6 Employing classroom routines, procedures, norms and supports for positive behavior to ensure a climate in which all students can learn.
Standard 5 Assessing Students for Learning
Element 4 Using assessment data to establish learning goals and to plan, differentiate, and modify instruction.
MARITESS/ RIGO introduce

9. Focus Standards/Elements
The Evaluator/Educator will jointly choose one of the following elements:
Standard 1 Engaging and Supporting All Students in Learning
Element 4 Using a variety of instructional strategies, resources, and technologies to meet students’ diverse learning needs.
Element 5 Promoting critical thinking through inquiry, problem solving and reflection
MARITESS/ RIGO introduce

10. The Evaluation Ratings for each Standard/Element are:
The Rubric
The Evaluation Ratings for each Standard/Element are:
Innovating - Innovating performance represents a level of practice that exceeds the already high standard of “Effective”. A rating of “Innovating” indicates the educator consistently models initiative, raises performance through expanding knowledge, and improves effectiveness in a manner that exceeds expectations. “Innovating” is reserved for performance on an element that is of such a high level that it could serve as a model.
Effective - The educator performs in a manner that demonstrates competence and expertise in meeting the standard elements. Performance at this level is understood to be fully satisfactory. The educator consistently demonstrates a willingness to learn and apply new skills.
Emerging - Represents a level that demonstrates performance that is developing or weak; below the requirements for meeting a standard element but is not considered unsatisfactory at this time. Improvement is necessary and an improvement plan will be developed. The educator will work on recommended growth areas with support and guidance.
Ineffective - “Ineffective” performance is merited when significant improvement following an “Emerging” rating has not occurred or when performance is inadequate and consistently below the standard element(s) or both. Immediate intervention, structured support and an improvement plan will be put in place.
VANESSA/CINDY W.

11. The Evaluation Ratings for each Standard/Element are:
The Rubric
The Evaluation Ratings for each Standard/Element are:
Ineffective Emerging Effective Innovative
VANESSA/CINDY W.

12. About the Process Summative Conference and Reflections
1. Data Gathering and Self-Assessment 2.
Goal Setting and Reflection Conference 3.
Observation and Conference 4.
Drop-In and Informal Observations 5.
Mid-Year Feedback and Reflections 6.
Summative Conference and Reflections
VANESSA/CINDY W.

13. Table Talk
ALL at table talk
Take a few minutes to think, ask questions and discuss “Focus Standards/Elements and Rubric/Process”

14. Memorandum of Understanding
All volunteers will be excluded from the evaluation process unless they are identified as “Requires Improvement in three or more areas”
Temporary and Probationary teachers, as well as teachers with an overall unsatisfactory, will continue in the current evaluation cycle
Selected teachers will receive a $1000 stipend upon completion of pilot
LORIE / CHRIS/KIM

15. COMMITMENTS Selected Participants must:
commit and complete the full year pilot
attend two mandatory meetings (March 30, 2017 and June 13, 2017)
complete the outlined process
provide constructive feedback about the system
CHRIS/KIM

16. What questions do you have? What more do you need to know?
What’s on your mind?
Everyone
What questions do you have? What more do you need to know?

17. Integrated Professional Learning System
South Bay Union School District & Southwest Teachers Association Thank You for listening and considering being part of our exciting new
Integrated Professional Learning System