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Lee County Human Resources Glenda Jones. School Speech-Language Pathologist Evaluation Process Intended Purpose of the Standards Guide professional development.

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Presentation on theme: "Lee County Human Resources Glenda Jones. School Speech-Language Pathologist Evaluation Process Intended Purpose of the Standards Guide professional development."— Presentation transcript:

1 Lee County Human Resources Glenda Jones

2 School Speech-Language Pathologist Evaluation Process Intended Purpose of the Standards Guide professional development Provide the focus for schools and districts as they support, monitor, and evaluate their SLPs Assist higher education programs in developing the content and requirements of SLP education curricula.

3 Standards Standard 1SLPs demonstrate leadership, advocacy, collaboration, and ethical practices Standard 2SLPs promote a respectful environment for a diverse population of students Standard 3SLPs understand and facilitate the implementation of a comprehensive approach to speech-language development Standard 4SLPs promote learning for all students Standard 5SLPs reflect on their practice

4 SLP Components Component 1: Training Component 2: Orientation Component 3: Self-Assessment Component 4: Pre-Observation Conference Component 5: Observations Component 6: Post-Observation Conference Component 7: Summary Evaluation Conference & Scoring the SLP Summary Rating Form Component 8: Profession Growth Plans

5 Evaluation Process Orientation Self- assessment Pre-Observation Conference Observation Post- Observation Conference Summary Evaluation Conference Professional Growth Plans Training

6 Evaluation Process In July, 2012 the NC SBOE approved the Rubric for Evaluating NC SLPs and the SLP Evaluation Process. Speech-Language Pathologist Responsibilities: Know & understand the NC Professional SLP Standards. Understand the NC SLP Evaluation Process. Prepare for, and fully participate in, each component of the evaluation process. Gather data, artifacts, evidence to support performance in relation to standards and progress in attaining goals. Develop and implement strategies to improve personal performance/attain goals in areas individually or collaboratively identified.

7 Evaluation Process Principal/Evaluator Responsibilities: Know and understand the NC Professional SLP Standards. Supervise the SLP Evaluation Process & ensure that all steps are conducted according to the approved process. Identify the SLPs strengths & areas for improvement & make recommendations for improving performance. Ensure that the contents of the SLP Summary Evaluation Report contain accurate information and accurately reflect the SLPs performance. Develop and supervise implementation of action plans/MIPs as appropriate.

8 SLP Evaluation Components Component 1: Training Before participating in the evaluation process, all SLPs, principals, and peer evaluators should be trained by their district, through self-study, or by other experienced trainers on the evaluation process. Component 2: Orientation Within two weeks of a SLP’s first day of work in any school year, the principal will provide the SLP with a copy of, or directions for, obtaining access to a copy of : A. The Rubric for Evaluating NC SLPs. B. Schedule for completing all the components of the evaluation process.

9 Components Component 3: Self-Assessment Using the Rubric for Evaluating NC SLPs, the SLP shall rate his or her own performance at the beginning of the year & reflect on his/her performance throughout the year. Component 4: Pre-Observation Conference Before the first formal observation, the principal shall meet with the SLP to discuss the self-assessment based on the Rubric, the PDP, and the lesson to be observed. The SLP will provide the principal with a written description of the lesson. The goal of the conference is to prepare the principal for the observation. Subsequent observations are unannounced with no pre-conference.

10 Components Component 5: Observations SLPs shall be evaluated annually. During the evaluation, the evaluator shall conduct at least one observation of a therapy session. This formal observation should last at least forty-five (45) minutes or the entire session. During the observations, the principal shall note the SLPs performance in relationship to applicable standards. Component 6: Post-Observation Conference The principal shall conduct a post-observation conference no later than ten (10) school days after each formal observation. During the post-conference, the principal & SLP shall discuss & document on the rubric the strengths and weaknesses of the SLPs performance during the observed session

11 Components Component 7: Summary Evaluation Conference & Scoring the SLP Summary Rating Form Prior to the end of the school year & in accordance with LEA timelines, the principal shall conduct a summary evaluation conference with the SLP. During the summary evaluation conference, the principal and SLP shall discuss the Principal’s assessment of the SLP’s performance over the course of the school year, the SLP’s self-assessment, the most recent PGP, the components of the NC SLP Evaluation Process completed during the year, observations, artifacts submitted or collected during the evaluation process, and other evidence of the SLP’s performance.

12 Components Component 7: Summary Evaluation Conference & Scoring the SLP Summary Rating Form At the conclusion of the evaluation process, the principal shall: A. Give a rating for each Element in the Rubric; B. Provide a written comment on any Element marked “Not Demonstrated”; C. Give an overall rating of each Standard; D. Provide the SLP with the opportunity to add comments to the SLP Summary Rating Form; E. Review the completed SLP Summary Rating Form with the SLP; F. Secure the SLP’s signature on the Record of SLP Evaluation Activities and SLP’s Summary Rating Form.

13 Components Component 8: Professional Growth Plans SLPs shall develop a PGP designed to serve as a guide for improving their performance during the subsequent school year. At a minimum, such a plan shall outline the standards and elements which need to improve, goals to be accomplished, activities to be completed, and a timeline for completing all activities and/or achieving goals. The PGP should be discussed with and approved by the principal as the final step in the evaluation process.

14 Scoring the Rubric Performance Rating Scale Developing: SLP demonstrated adequate growth toward achieving standard(s) during the period of performance, but did not demonstrate competence on standard(s) of performance. Proficient: SLP demonstrated basic competence on standard(s) of performance. Accomplished: SLP exceeded basic competence on standard(s) of performance. Distinguished: SLP consistently & significantly exceeded basic competence most of the time. Not Demonstrated: SLP did not demonstrate competence on or adequate growth toward achieving standard(s) of performance. (NOTE: if the “Not Demonstrated” rating is used, the Principal/Evaluator must comment about why it was used.)

15 Inadequate Performance Inadequate Performance (G.S. 115C-325(e)(3) Definition: failure to perform at a proficient level on any standard of DPI’s teacher evaluation instrument, or otherwise performing in a manner that is below standard. Exceptions: principal may note on evaluation instrument that a career teacher is making adequate progress toward proficiency given the circumstances; and superintendent may determine that a rating below proficient is adequate performance for a probationary teacher at that stage of development. Examples: Beginning teachers or a veteran teacher who has changed grade levels/content areas may have some developing

16 MISC NC SBOE Education Policies QP-C-003 and QP-C-006 NC GS 115C-333 and 115C-335 Effective July 1, 2011 the NC SBOE will accept only a current valid NC Board of Examiners for SLP & Audiologists license as the qualifying credential for serving in public schools.

17 Questions & Answers Contact Information: Glenda Jones, assistant superintendent office "Our greatest contribution is to be sure there is a teacher in every classroom who cares that every student, every day, learns and grows and feels like a real human being." -- Donald O. Clifton, Ph.D.


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