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Performance Appraisal Systems

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Presentation on theme: "Performance Appraisal Systems"— Presentation transcript:

1 Performance Appraisal Systems

2 Desired Outcomes By the end of this session we will have an understanding of the following: A model for teacher evaluation based on current research The correlation of BEST in the observation and feedback The structure of the instructional appraisal system The FEAPs as a framework for the observation process

3 Rationale Evaluation process requires a two-way dialogue between observer and observee A teacher’s impact as a leader on the school should extend beyond the classroom The primary purpose of an evaluation is to improve instruction, evidenced by student achievement These slides present the Rationale behind the process the committee followed in developing the new system.

4 Rationale The development of the evaluation process for any one teacher is designed with the input of both teacher and administration Evaluation for the teacher is an ongoing reflective process It takes more than one observation to evaluate the effectiveness of a teacher

5 Rationale Teacher effectiveness is correlated to the level of student engagement and student performance Fundamental to all we do is the underlying purpose: Improving student achievement through growth in reflection, collaboration, and professional practice.

6 Goal All teachers can increase their expertise and skill level from year to year which allows gains in student achievement from year to year. This is the goal of the appraisal system.

7 Professional Appraisal Model
PROFESSIONAL PRACTICES 21 Points: Professional Practices 10 Points: Professional Growth Plan Development 8 Points: Plan Implementation 8 Points: Collaboration & Mutual Accountability 50% Multi-Metric (47 pts) INDIVIDUAL ACCOUNTABILITY BASED ON IDENTIFIED ASSESSMENTS 35 Points: Individual Results 3 Points: Regression 5 Points: Collaborative team student achievement results related to closing the achievement gap of the Lowest 25% in Reading and/or Math 40% Student Achievement (40 pts) DISTRICT OPTION: TEAM & SCHOOL ACCOUNTABILITY 5 Points: Achievement of School Improvement Plan goals assigned for whole school results or team results 2 Points: Individual accountability for meeting individual Professional Growth Plan (PGP) target(s) 10% (7 pts) 3 points: Alignment of Professional Practices with Student Growth Measures 3 points

8 Professional Practices
Formal Evaluation of Professional Practices 21 Pts (includes formal and informal observations) Professional Growth Plan Development 10 Pts PGP Implementation 8 Pts Collaboration and Mutual Accountability 8 Pts

9 Formal Evaluation of Professional Practices (21 Pts)
BPS Instructional Performance Appraisal System Dimensions Relationships with Parents & Community Relationship with Students Professional Responsibilities & Ethical Conduct Assessment Instructional Delivery & Facilitation Learning Environment Instructional Design & Lesson Planning Reference Page 15 for rubrics of each dimension

10 Professional Growth Plan Development (10 Pts)
Development of PGP Goal Work Plan Strategies Outcome Measures and Reflection

11 PGP Development individual pre-conference meetings with administrator
teachers may collaborate with others in development but no plan should be identical PGP goal may continue into second year if student data indicates a need for continued professional growth in a particular area Strategies and outcome indicators would be differentiated in year two

12 Professional Growth Plan Implementation (8 Pts) Professional Growth Plan Ientation (8 Pts)
Working the Plan Peer observations are required for a “Distinguished” rating In-Process Monitoring

13 Collaboration and Mutual Accountability (8 Pts)
Working together as a team to improve the achievement of a specific group of at-risk students. Groups may be by grade level, department, cohorts, etc. Teacher and Student groups must be identified by September 30 All groups must have at least 8 students and specify learning targets and measures Points will be determined by each member of the group rating from 0-8 pts, each individual member of the team. The results will be averaged for a single score.

14 Procedures Orientation All instruments provided
Each year - all instructional personnel During pre-planning or 30 days within first workday All instruments provided Assessment forms Data collection forms Supporting procedures

15 Procedures Observations Reflective practice
Facilitator support: Singularly, or in combination School administrator(s) District level certificated personnel Peer teachers Resource teachers Teacher leaders Other qualified persons This is no longer the principal singularly reviewing a teacher’s performance, this is designed to include teachers in the process.

16 Formal Observations Formative Time frame provided to teacher
Pre-conference required Full lesson segment observable elements in Dimensions 2, 3, 4, and 6 Use classroom observation instrument (COI) Use language of rubric Post-conference with scored feedback within 10 days Upload COI to sharepoint site

17 Informal Observations
Formative Minimum of two for all teachers Use COI instrument Written or scored feedback observed from dimensions 2,3, 4, or 6 provided within 5 days electronically or face to face Upload COI to sharepoint site

18 Procedures PGP planning/Pre-observation conference Mid-year conference
Teachers with 3+ years experience with Brevard Public Schools Meet or exceed standards of FEAPs as defined in the 7 IPPAS Dimensions Three conferences annually (minimum) PGP planning/Pre-observation conference Mid-year conference PGP Implementation/final evaluation conference

19 Procedures Annual Contract Teachers
Meet standards of FEAPs as defined in the 7 IPPAS Dimensions Three conferences annually PGP planning/Pre-observation conference Mid-year conference/Interim evaluation conference PGP Implementation/Final Evaluation Conference Annual contract teachers for the purpose of this clarification does not include new hires

20 New Hires Teachers new to Brevard Probationary for one year
Two formal observations from administrator Two observations by other administrator orqualified persons

21 Procedures (cont.) Teachers not meeting standards of FEAPs
Interim evaluation/notice of deficiency Written PDAP Specific strategies, suggestions, improvements Specific teaching behaviors Specific & reasonable timeline to correct deficient areas

22 Procedures Four observations and conferences
PSC Teacher who receives “unsatisfactory” rating shall be placed on probation for 90 calendar days Four observations and conferences 14 days after 90 days for administrator to assess performance and submit recommendations to Superintendent

23 Procedures Summative evaluation, Part I 47 points
Includes: formal evaluation of professional practices (21 points), PGP Development (10 points), PGP Implementation (8 points), and Collaborative/Mutual Accountability Score (8 points) Signed in the spring by teacher and administrator Uploaded into SharePoint Signed copy provided to teacher Signed original sent to Labor Relations

24 Procedures Summative Part II Totals 100 points
Includes Summative Part I and Student Achievement Scores Signed by Teacher and Administrator in the fall Upload into SharePoint Signed copy provided to teacher Signed original sent to Labor Relations

25 What does it look like? Scores added together from Summative Part I and summative Part II for determining Highly Effective, Effective, Needs to Improve or Unsatisfactory Performance

26 Overall Points and Rating Scale
Summative --Multi-metric 100 point scale 0-50 – Student Growth 35 points --Value added student scores 5 points—collaborative team effort 5 points –School Improvement Plan 3 points—school regression data 2 points—target met PGP student growth

27 Summative Part I 47-40– Highly Effective 39-32– Effective 31-28– Needs Improvement 27 and less – Unsatisfactory

28 Annual Performance Scale
Summative Part II – Highly Effective 73-85 – Effective 64-72 – Needs Improvement 63 and less – Unsatisfactory

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