1.  Blue Ribbon Schools of Excellence National Institute April 12 and 13, 2012

2.  Donna Martinson, Teacher, Parker Middle School  Elisabeth Shanley, Teacher, Parker Middle School  Tara Herlihy, Teacher, Coolidge Middle School  Margaret Guilbert, Teacher, Coolidge Middle School  John Doherty, Superintendent of Schools

3.  Discussion of Educator Evaluation Regulations  Comparison to Our TAP o What is the same o What is new  How does this effect me as a teacher?  Next steps in the process  Questions

4. 4 http://www.doe.mass.edu/edeval/model/

5.  New DESE Regulations approved on June 28, 2011  Collaboratively Designed by o Massachusetts Teachers Association o Massachusetts Association of Secondary School Principals o Massachusetts Elementary School Principals Association o Massachusetts Association of School Superintendents o Department of Elementary and Secondary Education  Requires evaluation of all educators on a license  Designed to promote leaders and teachers growth and development

6.  Our current system is comparable to new DESE model  Allowed us to give significant input into the process  Developed a network with other school districts  Attended professional development opportunities  Piloted o Educator Plan with SMART Goals o Superintendent’s Evaluation Process o Principal Evaluation Process

7.  Representation from every school  Compared current rubric with model rubric system  Reviewed model contract language  Will be involved in development of forms for September, 2012

8.  Focuses on Educator Growth and not “Gotcha”  Five Step Evaluation Cycle o Self-Assessment o Analysis, Goal Setting, Educator Plan Development o Implementation of Plan o Formative Assessment (Midyear or Mid-cycle) o Summative Evaluation (End of Year/Cycle Evaluation)  Rubric for Evaluation  Use of Artifacts for Evidence o Lesson Plans, Professional Development Activities, Fliers o Walkthroughs  Differentiated Approach o New Teachers o Non-PTS Teachers o PTS Teachers o PTS Teachers who need additional support  Use of SMART Goals

9.  Levels of Performance on Rubric o Exemplary (Exceeding the Standard) o Proficient (Meeting the Standard) o Needs Improvement (Progressing Toward the Standard) o Unsatisfactory (Does not meet standard)  Specificity of Rubric o Standards o Indicators o Elements  Four Standards instead of Six  Fewer “Formal” Observations  Multiple Measures of Student Performance (2013-14 School Year)  Use of student surveys (2014-15 School Year)

10. 10 5 Step Evaluation Cycle Continuous Learning  Every educator is an active participant in an evaluation  Process promotes collaboration and continuous learning  Foundation for the Model Massachusetts Department of Elementary and Secondary Education

11. 11 Part III: Guide to Rubrics Pages 4-5 Part III: Guide to Rubrics Pages 4-5 Rubric is used to assess performance and/or progress toward goals Rubric is used to analyze performance and determine ratings on each Standard and Overall Every educator uses a rubric to self-assess against Performance Standards Professional Practice goals – team and/or individual must be tied to one or more Performance Standards Evidence is collected for Standards and Indicators; rubric should be used to provide feedback

12.  The Developing Educator Plan (Non-PTS Teachers and teachers new to a position) is developed by the educator and the evaluator and is for one school year or less.  The Self-Directed Growth Plan (PTS Teachers) applies to educators rated Proficient or Exemplary and is developed by the educator. When the Rating of Impact on Student Learning is implemented (beginning in 2013-14), educators with a Moderate or High Rating of Impact will be on a two-year plan; educators with a Low Rating will be on a one-year plan.  The Directed Growth Plan (PTS Teachers) applies to educators rated Needs Improvement and is a plan of one school year or less developed by the educator and the evaluator.  The Improvement Plan (PTS Teachers) applies to educators rated Unsatisfactory and is a plan of no less than 30 calendar days and no longer than one school year, developed by the evaluator.

13. District Strategy Superintendent Goals School Committee School Improvement Principal Goals Plans Classroom Practice Teacher Goals Student Achievement

14.  Standards (4)-Required in Regulations o Instructional Leadership (5 Indicators) o Management and Operations (5 Indicators) o Family and Community Engagement (4 Indicators) o Professional Culture (6 Indicators)  Indicators (20)-Required in Regulations  Elements (32)-May be modified, but most keep rigor  Rubrics o A tool for making explicit and specific the behaviors and actions present at each level of performance.

15. 15 Massachusetts Department of Elementary and Secondary Education Part III: Guide to Rubrics Page 6 Part III: Guide to Rubrics Page 6

16. 16  Example: Teacher Rubric o Standard I “Standard I. Curriculum, Planning, and Assessment” o Indicator B “Indicator I-B. Assessment” o Elements 1 & 2 I-B-1: Variety of Assessment Methods I-B-2: Adjustments to Practice Part III: Guide to Rubrics Appendix C, pages 2-4 Part III: Guide to Rubrics Appendix C, pages 2-4 Massachusetts Department of Elementary and Secondary Education

17. 17 Massachusetts Department of Elementary and Secondary Education Part III: Guide to Rubrics Page 6 Part III: Guide to Rubrics Page 6

18. 18 “The educator’s performance significantly exceeds Proficient and could serve as a model for leaders districtwide or even statewide. Few educators—principals and superintendents included—are expected to demonstrate Exemplary performance on more than a small number of Indicators or Standards.” Massachusetts Department of Elementary and Secondary Education Part III: Guide to Rubrics Page 14 Part III: Guide to Rubrics Page 14

19. 19 “Proficient is the expected, rigorous level of performance for educators. It is the demanding but attainable level of performance for most educators.” Massachusetts Department of Elementary and Secondary Education Part III: Guide to Rubrics Page 9 Part III: Guide to Rubrics Page 9

20.  Educators whose performance on a Standard is rated as Needs Improvement may demonstrate inconsistencies in practice or weaknesses in a few key areas. They may not yet fully integrate and/or apply their knowledge and skills in an effective way. They may be new to the field or to this assignment and are developing their craft.

21.  Educators whose performance on a Standard is rated as Unsatisfactory are significantly underperforming as compared to the expectations. Unsatisfactory performance requires urgent attention.

22. Standard I: Curriculum, Planning, and Assessment Standard II: Teaching All Students Standard III: Family and Community Engagement Standard IV: Professional Culture A. Curriculum and Planning Indicator 1. Subject Matter Knowledge 2. Child and Adolescent Development 3. Rigorous Standards-Based Unit Design 4. Well-Structured Lessons A. Instruction Indicator 1. Quality of Effort and Work 2. Student Engagement 3. Meeting Diverse Needs A. Engagement Indicator 1. Parent/Family Engagement A. Reflection Indicator 1. Reflective Practice 2. Goal Setting B. Assessment Indicator 1. Variety of Assessment Methods 2. Adjustments to Practice B. Learning Environment Indicator 1. Safe Learning Environment 2. Collaborative Learning Environment 3. Student Motivation B. Collaboration Indicator 1. Learning Expectations 2. Curriculum Support B. Professional Growth Indicator 1. Professional Learning and Growth C. Analysis Indicator 1. Analysis and Conclusions 2. Sharing Conclusions With Colleagues 3. Sharing Conclusions With Students C. Cultural Proficiency Indicator 1. Respects Differences 2. Maintains Respectful Environment C. Communication Indicator 1. Two-Way Communication 2. Culturally Proficient Communication C. Collaboration Indicator 1. Professional Collaboration D. Expectations Indicator 1. Clear Expectations 2. High Expectations 3. Access to Knowledge D. Decision-Making Indicator 1. Decision-making E. Shared Responsibility Indicator 1. Shared Responsibility F. Professional Responsibilities Indicator 1. Judgment 2. Reliability and Responsibility

23.  Standard I: Curriculum, Planning, and Assessment. The teacher promotes the learning and growth of all students by providing high-quality and coherent instruction, designing and administering authentic and meaningful student assessments, analyzing student performance and growth data, using this data to improve instruction, providing students with constructive feedback on an ongoing basis, and continuously refining learning objectives.

24.  Indicator I-A.Curriculum and Planning: Knows the subject matter well, has a good grasp of child development and how students learn, and designs effective and rigorous standards- based units of instruction consisting of well-structured lessons with measurable outcomes.

25.  Element A-1. Subject Matter Knowledge o Proficient-Demonstrates sound knowledge and understanding of the subject matter and the pedagogy it requires by consistently engaging students in learning experiences that enable them to acquire complex knowledge and skills in the subject.

26. Educators earn two separate ratings 26 Summative Rating Exemplary 1-YEAR SELF- DIRECTED GROWTH PLAN 2-YEAR SELF-DIRECTED GROWTH PLAN Proficient Needs Improvement DIRECTED GROWTH PLAN Unsatisfactory IMPROVEMENT PLAN LowModerateHigh Rating of Impact on Student Learning (multiple measures of performance, including MCAS Student Growth Percentile and MEPA where available) Massachusetts Department of Elementary and Secondary Education Summative Rating Exemplary 1-YEAR SELF- DIRECTED GROWTH PLAN 2-YEAR SELF-DIRECTED GROWTH PLAN Proficient Needs Improvement DIRECTED GROWTH PLAN Unsatisfactory IMPROVEMENT PLAN LowModerateHigh Rating of Impact on Student Learning (multiple measures of performance, including MCAS Student Growth Percentile and MEPA where available)

27. Educators earn two separate ratings 27 Summative Rating Exemplary 1-YEAR SELF- DIRECTED GROWTH PLAN 2-YEAR SELF-DIRECTED GROWTH PLAN Proficient Needs Improvement DIRECTED GROWTH PLAN Unsatisfactory IMPROVEMENT PLAN LowModerateHigh Rating of Impact on Student Learning (multiple measures of performance, including MCAS Student Growth Percentile and MEPA where available) Massachusetts Department of Elementary and Secondary Education Summative Rating Exemplary 1-YEAR SELF- DIRECTED GROWTH PLAN 2-YEAR SELF-DIRECTED GROWTH PLAN Proficient Needs Improvement DIRECTED GROWTH PLAN Unsatisfactory IMPROVEMENT PLAN LowModerateHigh Rating of Impact on Student Learning (multiple measures of performance, including MCAS Student Growth Percentile and MEPA where available)

28. Massachusetts Department of Elementary and Secondary Education 28 Multiple sources of evidence inform the summative performance rating

29.  Phase 1-Summative ratings based on attainment of goals and performance against the four Standards defined in the educator evaluation requirements (September, 2012)  Phase 2-Rating of educator impact on student learning gains based on trends and patterns of multiple measures of student learning gains (September, 2013)  Phase 3-Using feedback from students (for teachers) and teachers (for administrators)-(September, 2014)

30.  Collective Bargaining Process for Areas Not in Regulations  Meeting with individual schools to discuss process further  Training for Primary and Secondary Supervisors on Process and Calibration of Rubric  TAP Committee Summer Work o New Forms o Planning professional development opportunities  September Inservice o SMART Goal Development

31. 31 or “ The ” organizing initiative? Massachusetts Department of Elementary and Secondary Education

32.  Adopting the new MA Curriculum Frameworks  21 st Century/Global Skills  Anti-Bullying  Professional learning communities  Examining student work  Data Teams  Project Based Learning  Common course/grade level assessments  Elementary Report Cards  Social Emotional Health  BYOD 32Massachusetts Department of Elementary and Secondary Education

33.  This may be the most important initiative that you undertake in your district  Look at this as an opportunity to improve teaching and learning and educator growth in your district  Plan your strategy and process  Train staff on how to write and implement SMART goals  Collaboration is critical to the success of this implementation  Link this system to the common core and assessment development  Use the DESE materials  Adopt the model rubric  Transparent and ongoing open honest communication is critical  Develop a logic model on how you will implement this process  Involve your staff, school committee, and community early and often in the communication process

34. 