1. Creating a Climate of Professionalism Fenton Avenue Charter School Evaluation Process

2. Differentiating the Process Probationary  New to teaching  New to Fenton  Minimum of two years  Observations with administrator Regular  Recommended for regular status by administrator after a minimum of two years probationary status  Approved by Human Resource and Personnel Council

3. Probationary Teachers Formal lesson observed by administrator Pre-Conference  Seven step lesson plan with specific objectives based on standards  Questions to guide pre-lesson discussion Post-Conference  Observation notes  Questions to guide post-lesson discussion

4. Probationary Teachers Ongoing informal observations  Weekly, monthly and long-range planning Ongoing participation in school’s governance system and grade level collaboration  Member of governing council  Participation in weekly grade level meetings

5. Probationary Teachers Standards  Enhancing Professional Practice  Modeling: peer observations, video conferencing (2006), grade level sharing, conference/workshop attendance Support Staff  Lead Teachers: grade level chair and mentor  Support Staff: Psychologist, counselor, speech and language therapist, resource specialist teachers, science, music, and art specialists  Administrators: Classroom discipline, intervention and support with students and parents

6. Regular Status (attained after a minimum of two years as probationary teacher) Choice of Evaluation Methods Cognitive Coaching Initial Plan Action Plan Assessment Professional Portfolio Includes the four domains of teaching: Planning and Preparation, Classroom Environment, Instruction, and Professional Responsibilities Observations Seven Step Lesson Plan Pre-Lesson Questions and Discussion Post-lesson Questions and Discussion

7. Assistance Plan Assistance and support from Lead Teachers, administrators, and other support staff At end of year:  Satisfactory level of performance - return to evaluation process  Unsatisfactory level of performance Continue for one additional year (no improvement after additional year - termination); OR Recommend termination of employment to the Human Resource and Personnel Council