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TEACHER EVALUATION What it is going to look like….

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Presentation on theme: "TEACHER EVALUATION What it is going to look like…."— Presentation transcript:

1 TEACHER EVALUATION What it is going to look like…

2 BACKGROUND The change in the way teachers will be evaluated was established by House Bill 153 and amended by Senate Bill 316. Provisions apply to teachers and to principals. Evaluations will be based upon the Ohio Standards for the Teaching Profession.

3 OHIO STANDARDS FOR THE TEACHING PROFESSION 1.Teachers understand student learning & development & respect the diversity of the students they teach. 2.Teachers know & understand the content area for which they have instructional responsibility. 3.Teachers understand & use varied assessments to inform instruction, evaluate & ensure student learning. 4.Teachers plan & deliver effective instruction that advances the learning of each individual student.

4 OHIO STANDARDS FOR THE TEACHING PROFESSION ( CONT ) 5. Teachers create learning environments that promote high levels of learning & achievement for all students. 6. Teachers collaborate & communicate with students, parents, other educators, administrators & the community to support student learning. 7. Teachers assume responsibility for professional growth, performance & involvement as an individual & as a member of a learning community.

5 EVALUATION POLICY The Board must adopt a teacher evaluation policy that complies with the standard-based statewide evaluation framework that was adopted by the State Board of Education. The evaluation acronym is OTES. The policy will prevail over any conflicting provisions of the evaluation procedure in our negotiated agreement.

6 EVALUATION POLICY ( CONT ) The policy must be adopted by July 2013. The policy will go into effect at the expiration of our negotiated contract (June 30, 2014). LEA will bargain with the Board on any necessary procedural issues that may be impacted by the policy.

7 WHO IS AFFECTED? The new evaluation system requirements apply to anyone who has a state approved educator’s license or a professional permanent teacher’s certificate AND spends at least 50% of his/her time providing instruction to students. For those with less than 50% of time spent instructing students, the Board and LEA will still need to develop an evaluation procedure.

8 WHO IS AFFECTED? ( CONT ) There is also a requirement that the building principals are subject to the requirements of the state approved evaluation system.

9 EFFECTIVENESS RATING Evaluations will result in a scoring rubric with a teacher obtaining one of the following ratings: – Accomplished – Proficient – Developing – Ineffective The rating is based on 50% teaching performance and 50% student growth.

10 EFFECTIVENESS RATING REPORTS Each year the Board must report to ODE: – the number of teachers evaluated – the rating each teacher received – These are identified by the teacher preparation program (college/university) from which the teacher graduated, including the year of graduation At this time no personal identification is required.

11 TEACHER PERFORMANCE MEASURES 50% of a teacher’s effectiveness is based upon teaching performance. This will be accomplished by: – Observations – Walkthroughs – goal accomplishment – pre and post conferences

12 STUDENT GROWTH MEASURES Three categories have been established that can be used to measure student growth: – Teacher-level value-added must be used where available – ODE approved list of assessments – District determined measures Students will score: – Above expected growth – At expected growth – Below expected growth

13 STUDENT GROWTH MEASURES ( CONT ) The scores for those students who miss sixty (60) or more days of instruction will not be included in determining a teacher’s student growth.

14 EVALUATION LOGISTICS All teachers evaluated annually. Each evaluation based upon two (2) formal observations of 30 minutes and periodic walkthroughs. Completed by May 1; copies to teachers by May 10 th.

15 EVALUATION LOGISTICS ( CONT ) Once rated as “accomplished” evaluations may be once every two years. Another option for an “accomplished” teacher is only one formal observation provided the teacher complete a project that demonstrates continued growth and practice at an accomplished level.

16 EVALUATION LOGISTICS ( CONT ) If teacher being considered for nonrenewal then there must be three (3) formal observations. If teacher rated “ineffective” for two of the last three years and teaches a core subject, he/she must take all written exams for content knowledge. – CORE: Reading, language arts, math, science, foreign language, government, economics, fine arts, history, geography

17 PROFESSIONAL GROWTH AND IMPROVEMENT PLANS OTES requires each teacher to have a professional growth or improvement plan based on student growth measure results. Plan is required for those who: – Meet above-expected student growth – Meet expected student growth – Meet below-expected student growth

18 GOALS The professional growth plans and improvement plans must be developed annually. Both plans must start with the development of SMART goals: S - Specific M – Measurable A – Attainable R – Relevant T – Time-based

19 EVALUATORS TRAINING All evaluators/principals must be credentialed by the ODE. Requires intensive three day training with completion of an on-line assessment. Lebanon has elected to also have teachers and LEA leadership go through the training.

20 EMPLOYMENT DECISIONS Results of the evaluation will be used to make decisions to retain, promote and remove “poorly-performing teachers.” The deadline for nonrenewal has been changed from April 30 th to June 1 st. Seniority can no longer be the basis for reduction in force, except when evaluations are comparable.

21 EVALUATION COMMITTEE LEA Tiffany Daniel Paula Hogan Sabrina Winchell Marla Bell Administration Becky Hill Beth Kletzly Bill Lautar

22 Final Rating This is the rubric that will determine a teacher’s final rating Includes teaching performance evaluation rating Includes Student growth rating

23 The whole process The above chart shows the full evaluation process to determine a teacher’s level of effectiveness.


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