Presentation on theme: "Teacher Evaluation Model"— Presentation transcript:
1Teacher Evaluation Model An Orientation to the Jordan Performance Appraisal System JPAS
2JPASJPAS 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.Jordan School district continually checks the research to ensure that the indicators are still validated by research.
3JPASThe 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
4JPAS 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.
5A tool designed to handle cause issues. JPAS is not:A tool designed to handle cause issues.Cause issues are typically violations of the Code of Ethics.
6JPAS Strengths: Reasonably objective Provides goals Provides structure for promoting effective teachingBrings principals and teachers together to discuss effective teaching
7The 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.
8JPAS TimelineOrientation – Educators overview of the evaluation processPre-Observation Notification – Administrators will notify educators of evaluation at least 15 working days prior to their first observationFirst Unscheduled Observation – Data collected and recorded for Domains I - III
9JPAS TimelineSecond 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
10JPAS TimelineData on Domains I – V is scored and a JPAS Feedback Report is producedProfessional Development Meeting – Feedback report interpreted and discussed within 15 working days of receiving the reportProfessional Growth Plan – Goals and the plan for achieving them are developedIf Total Score is in the minimally effective, effective, or highly effective range, the evaluation is complete
11The JPAS and YouThis Is Your Orientation and Notification of Evaluation this School YearJPAS will be the summative evaluation tool used to measure educator professional performance.
12The JPAS and YouYou 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.
13The Four Components: Observations Interviews Feedback Reports Professional Development Materials
14The First Component Observations Built around 49 indicators covering a wide variety of skills and techniques.
15The First Component Observations Indicators grouped into 3 domains:Managing the classroomDelivering instructionInteracting with students
16The First Component Observations Two unscheduled classroom observationsAt 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.
17The 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.
18Domains IV & V The Interview portion of the JPAS has been updated. There are no longer “yes” and “no” responsesThree indicators have been addedEducators will be evaluated asNot effectiveMinimally EffectiveEffectiveHighly Effective
19The Second Component Interviews Domain IV - PlanningRules and ConsequencesLearning GoalsStudent AssessmentsAcknowledging Learning EffortsEtc.Domain V - Professional Growth and ResponsibilitiesReflection and Continuous GrowthCommunicationCollaborationAdministrative RequestsCompliance
20The 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 IDAPAThe work samples are specific. They are things teachers have and use regularly like a roll book, grades, plan book. This is NOT a portfolio or a scrapbooking contest!
21The Third Component Feedback Report Reports the results of two observations and one interviewReports are individualizedFeedback is domain specificReport is linked to professional development materials
22Scores 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.
24The Fourth Component Professional Development Materials Contain activities educators can use to improve teaching skillsOrganized by domains, subcategories, and indicatorsReference activities, books, videos, and inservice classes
25You will get help JPAS Concerns What happens if your total score from an evaluation is in the INEFFECTIVE Range?You will get help
26The Fourth Component Professional Development Materials Resources available for teachers with total scores in the “INEFFECTIVE” include:Professional development materialsAssistance from a consulting educatorAssistance from the principalAssistance from a school mentor
27Professional 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.
28Certification of Evaluators Initial Certification Requires:Passing a written test on the content of the Domains Document.
29Certification 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.
30Monitoring 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.
31Monitoring the SystemContinuous 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.
32JPASThe 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.
33Idaho Education Evaluation Code This law requires educators be evaluated annually.Idaho Code (4)Educators’ Evaluation will include Student Achievement.IDAPA
34JPASThe Jordan Performance Appraisal System used by the District is more than evaluation procedures:
35JPASThe feedback you receive will recognize you for effective skills and offer professional development/reflection in order to provide high quality instruction to all students.