1. The Leadership and Learning Center ® Teacher Evaluation System for Florida’s Charter Schools An Overview: The Danielson Framework Name of School

2. What do we need to know about educator evaluation in charter schools?

3. Purpose of Evaluation For the purpose of increasing student learning growth by improving the quality of instructional, administrative, and supervisory services in the public schools of the state, the district school superintendent shall establish procedures for evaluating the performance of duties and responsibilities of all instructional, administrative, and supervisory personnel employed by the school district. Florida Statutes Section 1012.34 (1) (a).

4. This New Approach to Evaluation Supports three processes:  Self-Reflection by the teacher on current proficiencies and growth needs. (What am I good at? What can I do better?)  Feedback from the evaluator and others on what needs improvement.  An annual summative evaluation that assigns one of the performance levels required by law (i.e., Highly Effective, Effective, Needs Improvement / Developing, or Unsatisfactory).

5. Leader & Teacher Performance Student Learning

6. Objectives for Today  Examine foundational statutes and rules related to teacher evaluation systems FEAPs– Florida Educator Accomplished Practices Common Language High Effect Size  Review the requirements in the evaluation system  Discuss the timelines and logistics for implementation of the system

7. Objectives for Today  Examine and discuss the additional metric: deliberate practice  Discuss and understand performance metrics Value-added measure Instructional practice

8. Today’s Agenda Part I: Foundational Information Part II: Requirements Part III: Contemporary Research Part IV: The Danielson Framework Part V: Logistics & Support

9. Foundational Information

10. Rewards states leading the way in comprehensive, coherent, statewide education reform across four key areas: 1.Adopting standards and assessments that prepare students to succeed in college and the workplace. 2.Building data systems that measure student growth and success, and inform teachers and principals how to improve instruction. 3.Recruiting, developing, rewarding, and retaining effective teachers and principals, especially where they are needed most. 4.Turning around their lowest-performing schools.

11. Florida worked diligently to bring together broad statewide support from superintendents, school board members, teachers, and teacher associations for the Race to the Top application.

12. Senate Bill 736: Student Success Act

13. SB 736 Requires  DOE approve school district evaluation systems & monitor for compliance.  DOE provide requirements and criteria for evaluation systems.  Charter schools comply with provisions related to performance evaluations.

14. SB 736 Requires District evaluation systems. Support effective instruction & student learning growth. Provide appropriate instruments, procedures, and criteria for continuous improvement. Use data from multiple sources including input from parents.

15. SB 736 Requires  Four levels of performance (highly effective, effective, *needs improvement, unsatisfactory)  At least **50% of the evaluation is based on student learning growth  Based on contemporary research  Indicators based on each of the FEAPS

16. SB 736 Requires  DOE annual reports to the public on performance ratings including the percent of teachers and leaders receiving each rating.  School reports to parents when their child’s teacher or principal has received unsatisfactory ratings for two consecutive years.

17. SB 736 Requires  The state Board of Education shall adopt rules… to establish uniform procedures for the submission… and approval of evaluations of teachers and leaders.

18. SBE Rule 6A-5.065 The Educator Accomplished Practices Florida's core standards for effective educators. The Educator Accomplished Practices are based upon three (3) foundational principles; high expectations, knowledge of subject matter and the standards of the profession Each effective educator applies the foundational principles through six (6) Educator Accomplished Practices. Each of the practices is clearly defined to promote a common language and statewide understanding of the expectations for the quality of instruction and professional responsibility.

19. Teacher Evaluation Requirements

20. Florida Educator Accomplished Practices (FEAPS)

21. The Common Language Project is a process to refine conversations in ways that increase the clarity of exchanges and deepen common understanding of the work in progress. ADMR TM (p.40) Common Language of Instruction

22. Common Language …a tool of master practitioners in any profession that is used to facilitate effective communications about the essential concepts and practices of the profession.

23. Causal Instructional Strategies Key strategies revealed by research to have the highest probability of impacting student learning when used appropriately and in appropriate instructional contexts. These are the controllable actions in a school that impact student learning. DOE Form No. EQEVAL-2012-4 ADMR TM (p.40) Examples of Common Language

24. Learning Goal(s) A learning goal is a statement of what learners will know and/or be able to do. In teaching situations, effective teachers state learning goals in a rubric (or scale) format where ascending levels of proficiency of the goal are specified. The rubric form guides learners in self-assessment of progress toward mastery of the goal and guides teachers in tracking student progress and providing feedback on progress toward accomplishing the goal. DOE Form No. EQEVAL-2012-4 ADMR TM (p.40) Examples of Common Language

25. High-Effect Size Practices Contemporary research reveals a core of instructional and leadership strategies that have a higher probability than most of positively impacting student learning in significant ways.

26. High-Effect Size Strategies Are components within the core standards and expectations described in the FEAPs (Rule 6A- 5.065, F.A.C.) and FPLS (Rule 6A-5.080, F.A.C.) and constitute priority issues for faculty development and deliberate practice. A listing of these high-effect size strategies will be posted for district use on www.fldoe.org/profdev/pa.asp.www.fldoe.org/profdev/pa.asp

27. High-Effect Size Practices Classroom teachers need a repertoire of strategies with a positive effect size so that what they are able to do instructionally, after adapting to classroom conditions, has a reasonable chance of getting positive results.

28. What works BEST? Hattie, J. (2009) Visible Learning. Rutledge. New York

29. Contemporary Research on Teacher Evaluation

30. Research frameworks pre-approved by the Department are: -Based on contemporary research -Aligned with the Student Success Act, the FEAPs or FPLS, as appropriate

31. Research Frameworks for Instructional Evaluation Behavioral Framework Based on research and meta-analyses by Dr. Robert Marzano, Dr. John Hattie, and other research findings that identify instructional strategies or behaviors that, done correctly and in appropriate circumstances, have a positive probability of improving student learning.

32. Constructivist Framework Based on research and meta-analyses by Dr. Charlotte Danielson, Dr. Albert Miller, and other research findings that focus on principles and methods of instruction designed to generate knowledge and meaning from an interaction between their experiences and their ideas.

33. Based on a merger of both Behavioral and Constructivist insights into quality instruction. Relies on Behavioral Framework strategies to establish a core repertoire of teaching competencies and Constructivist methods for planning instructional units, collegial work on adapting core strategies to local conditions, and deliberate practice work for deepening expertise. Comprehensive Framework

34. The Florida criteria for evaluation relies on: Behavioral Framework strategies to establish a core repertoire of teaching competencies Constructivist methods for planning instructional units, collegial work on adapting core strategies to local conditions, and deliberate practice work for deepening expertise

35. ____ Charter School Evaluation Model The Danielson Framework

36. A recently published study of a two-year pilot program in Chicago Public Schools has documented the benefits of this approach. Researchers at the Consortium on Chicago School Research at the University of Chicago, aim to accurately measure a teacher's classroom performance. As members of the Danielson Group have observed after working with in hundreds of school districts to enhance professional practices, “It's all about the conversation.” Danielson’s Framework for Teaching

37. Evaluations That Help Teachers Learn Two in One “The challenge is merging the two purposes of teacher evaluation. A system to ensure quality must be valid, reliable, and defensible—these are ‘hard sounding’ qualities—whereas a system designed to promote professional learning is likely to be collegial and collaborative—these are much ‘softer sounding’ qualities. The profession is better served when the requirements for these two purposes are embedded in the design of the systems themselves.” Charlotte Danielson Educational Leadership December 2010/January 2011 | Volume 68 | Number 4

38. The Florida Evaluation System for Teachers should… Reflect teacher performance across all elements (4 domains) Account for teachers’ experience levels Assign weight to the domain with greatest impact on student achievement Acknowledge deliberate practice by measuring teacher improvement over time on specific elements within the framework

39. Florida Approved Model Danielson Framework for Teaching Domain 1: Planning and Preparation 1a Demonstrating Knowledge of Content and Pedagogy 1b Demonstrating Knowledge of Students 1c Setting Instructional Outcomes 1d Demonstrating Knowledge of Resources 1e Designing Coherent Instruction 1f Designing Student Assessments 6 elements Domain 2: Classroom Environment 2a Creating an Environment of Respect and Rapport 2b Establishing a Culture for Learning 2c Managing Classroom Procedures 2d Managing Student Behavior 2e Organizing Physical Space 5 elements Domain 3: Instruction 3a Communicating With Students 3b Using Questioning and Discussion Techniques 3c Engaging Students in Learning 3d Using Assessment in Instruction 3e Demonstrating Flexibility and Responsiveness 5 elements Domain 4: Professional Responsibilities 4a Reflecting on Teaching 4b Maintaining Accurate Records 4c Communicating with Families 4d Participating in a Professional Community 4e Growing and Developing Professionally 4f Showing Professionalism 6 elements Total 22 Elements http://www.highlands.k12.fl.us/sbhc/

40. Teacher Evaluation Metrics Instructional Practice 50%

41. Deliberate Practice for Teachers Teachers take the lead Collaborate with the principal to identify personal growth goals Leaders provide structure, resources, and feedback for ongoing practice The end result is year-to-year development of instructional expertise giving rise to improved student achievement year-to-year.

42. Deliberate Practice Protocol Setting Goals Focused Practice Focused Feedback Focused Practice Monitor Progress

43. State Model Evaluation Metrics Instructional Practice 50% Source: SB 763, 2011

44. Student Growth Measure? The Student Success Act requires the inclusion of student learning growth measures in teacher evaluations, and it tasks the education commissioner with identifying and implementing student growth models.

45. The Value-Added Model (VAM) Value-added is a statistical model that uses student-level growth scores to differentiate teacher performance in the area of student learning growth.

46. The Value-Added Model (VAM) A student’s predicted performance serves as the target. A student who meets or exceeds his target has a positive impact on the teacher’s evaluation, and a student not making his target has a negative impact.

47. The Value-Added Model (VAM) The percent of students whose performance is equal to or higher than predicted forms the foundation for the student growth score in the evaluation system.

48. VAM Scores Students who meet their expected performance level Students who fall below their expected performance level Students who exceed their expected performance level

49. The Value-Added Model (VAM) This overall percent is transferred to a scale which provides a rating for the teacher at highly effective, effective, needs improvement/ developing, or unsatisfactory.

50. Recorded Webinar for Charter Schools with Kathy Hebda, Deputy Chancellor for Education Quality, and Adam Miller, Charter Schools Director, on the Florida Value-Added Model (VAM) is available at http://www.floridaschoolchoice.org/Information/Charter_Schools/ (bottom of page). This presentation provides an overview of Florida’s Value- Added Model and how it should be used for teacher evaluations. Florida’s Value Added Model

51. State Model Evaluation Metrics Instructional Practice 50% Source: SB 763, 2011

52. Logistics How will our system work?

53. Implementation Components & Timelines Completion of Self-Assessment on the Indicators Teacher & Principal meet to Review Self Assessment & Establish Performance Goals Data Collection and Progress Monitoring Mid-Year Review and Evaluation Summative Review and Evaluation During the summer or early fall Throughout the Year End of first semester End of Year

54. Our Plan to Support Teacher Learning and Development

56. Questions & Reflection