Presentation is loading. Please wait.

Presentation is loading. Please wait.

Teacher Evaluation Model An Orientation to the Jordan Performance Appraisal System JPAS.

Similar presentations


Presentation on theme: "Teacher Evaluation Model An Orientation to the Jordan Performance Appraisal System JPAS."— Presentation transcript:

1 Teacher Evaluation Model An Orientation to the Jordan Performance Appraisal System JPAS

2 JPAS  JPAS was developed by the Jordan School District, the Jordan Education Association, and the Utah State Department of Education.  JPAS is based on Effective Schools Research.

3 JPAS  The focus is on the improvement of high quality instruction and improved student achievement.  It is expected that educators will use the Idaho Core Teacher Standards to improve practice

4 JPAS is:  A valid and reliable measure of teacher effectiveness (competency).  Designed to promote professional growth of teachers.  A tool that identifies behaviors contributing to student growth.

5 JPAS is not:  A tool designed to handle cause issues.

6 JPAS Strengths:  Reasonably objective  Provides goals  Provides structure for promoting effective teaching  Brings principals and teachers together to discuss effective teaching

7 The Purposes of the JPAS:  Ensure the valid and reliable monitoring of teacher performance.  Facilitate reflection and professional development.  Address the needs of educators whose performance is inadequate or in need of improvement.

8 JPAS Timeline Orientation – Educators overview of the evaluation process Pre-Observation Notification – Administrators will notify educators of evaluation at least 15 working days prior to their first observation First Unscheduled Observation – Data collected and recorded for Domains I - III

9 JPAS Timeline Second Unscheduled Observation – Data collected and recorded for Domains I-III (First & Second Observations to be completed within 15 working days, but not on the same day) Interview – Data recorded for Domains IV – V (within five (5) working days of the second observation) Note: Teachers will no longer have 24 hours after the interview to provide data

10 JPAS Timeline Data on Domains I – V is scored and a JPAS Feedback Report is produced Professional Development Meeting – Feedback report interpreted and discussed within 15 working days of receiving the report Professional Growth Plan – Goals and the plan for achieving them are developed If Total Score is in the minimally effective, effective, or highly effective range, the evaluation is complete

11 The JPAS and You This Is Your Orientation and Notification of Evaluation this School Year  JPAS will be the summative evaluation tool used to measure educator professional performance.

12 The JPAS and You  You will have an opportunity to discuss the results of your evaluation (JPAS Feedback Report) within 15 work days of the completion of the evaluation process.  A copy of the evaluation shall be filed in your personnel file. A copy of the evaluation will also be given to you. You will be allowed to make a written response to all or any part of the evaluation and have that response attached to the evaluation. You will have 15 work days after receiving the evaluation results to request a review of the evaluation.

13 The Four Components:  Observations  Interviews  Feedback Reports  Professional Development Materials

14 The First Component Observations  Built around 49 indicators covering a wide variety of skills and techniques.

15 The First Component Observations  Indicators grouped into 3 domains: Managing the classroom Delivering instruction Interacting with students

16 The First Component Observations  Two unscheduled classroom observations At least 30 minutes of observable time. Teachers may request that an evaluator come back at another time to complete an observation once during an evaluation cycle.

17 The Second Component Interviews  The purpose of the interview is to evaluate teaching skills not easily observed during a classroom observation.  Interview covers 15 indicators.  Decision rules can be found on pages of the Domains document.

18 Domains IV & V  The Interview portion of the JPAS has been updated. There are no longer “yes” and “no” responses Three indicators have been added Educators will be evaluated as  Not effective  Minimally Effective  Effective  Highly Effective

19 The Second Component Interviews  Domain IV - Planning Rules and Consequences Learning Goals Student Assessments Acknowledging Learning Efforts Etc.  Domain V - Professional Growth and Responsibilities Reflection and Continuous Growth Communication Collaboration Administrative Requests Compliance

20 The Second Component Interviews  The evaluator and teacher discuss indicators.  Teacher presents work samples to support the educator’s effectiveness on each indicator.  JPAS Evaluation Folder will be used as Educator’s Portfolio as required by IDAPA

21 The Third Component Feedback Report  Reports the results of two observations and one interview  Reports are individualized  Feedback is domain specific  Report is linked to professional development materials

22 Scores will be reported on the Feedback Report as occurring in one of four ranges:  INEFFECTIVE: Indicates a performance which has not met the standard for successful teaching in the Bonneville School District.  MINIMALLY EFFECTIVE: indicates a performance which has met the standard and identifies strengths and weaknesses to be considered in developing plans to improve performance.  EFFECTIVE: indicates a performance which has met the standard and identifies strengths and weaknesses to be considered in developing plans to enhance performance.  HIGHLY EFFECTIVE: indicates a performance which has met the standard and identifies areas in which you excelled.

23 JPAS Feedback Forms

24 The Fourth Component Professional Development Materials  Contain activities educators can use to improve teaching skills  Organized by domains, subcategories, and indicators  Reference activities, books, videos, and inservice classes

25 JPAS Concerns  What happens if your total score from an evaluation is in the INEFFECTIVE Range?

26 The Fourth Component Professional Development Materials  Professional development materials  Assistance from a consulting educator  Assistance from the principal  Assistance from a school mentor Resources available for teachers with total scores in the “INEFFECTIVE” include:

27 Professional Development Classes Available  Assist teachers in better understanding the JPAS process.  Help teachers integrate effective teaching practices.  Have proven to be effective in helping teachers be more successful.

28 Certification of Evaluators  Initial Certification Requires: Passing a written test on the content of the Domains Document.

29 Certification of Evaluators  Participates in training by professional JPAS Instructors.  Meets the criteria for accuracy in recording observations.  Meets the criteria for accuracy in recording data for an interview.  Completes four practice observations.  Each evaluator must attend a recertification training once every three years.

30 Monitoring the System  The JPAS monitoring system includes: An annual review of all evaluations completed by random sampling of administrators in the district. An annual review of the performance of educators to identify potential changes needed in the norms of the instrument.

31 Monitoring the System Continuous review of best practices on classroom teaching techniques. An inter-rater reliability check will be completed on each administrator.  This means some educators will have an independent evaluator complete two observations in their classroom. The results of these observations will not be reported to the teacher.

32 JPAS  The JPAS system continues to function extremely well in providing timely feedback to teachers and administrators on important dimensions of instruction.  The mean on the evaluations have remained remarkably stable over the last ten years, demonstrating the effectiveness of efforts aimed at maintaining the JPAS reliability.

33 Idaho Education Evaluation Code  This law requires educators be evaluated annually.  Idaho Code (4)  Educators’ Evaluation will include Student Achievement. IDAPA

34 JPAS The Jordan Performance Appraisal System used by the District is more than evaluation procedures:

35 JPAS The feedback you receive will recognize you for effective skills and offer professional development/reflection in order to provide high quality instruction to all students.


Download ppt "Teacher Evaluation Model An Orientation to the Jordan Performance Appraisal System JPAS."

Similar presentations


Ads by Google