1. Washoe County School District Mike Paul- Director of Professional Growth Systems and TIF3 & TIF4 Grants Yvette Deighton- TIF4 Program Coordinator Jim Grace – MyPGS Coordinator Large urban school district in Reno/Sparks Metropolitan area 62 nd largest in U.S 64,000 students 103 schools Approximately 7,100 employees 406 Administrators & Pro-Techs 4,110 Certified employees (teachers, counselors, nurses, etc.) 2,489 Classified Support Professionals

2. Professional Growth System Vision & Mission By aligning instructional practices with professional learning, the PGS will support all members of our learning community with accurate and informative evaluations that include feedback for improvement and aligned professional learning opportunities for professional growth To create a comprehensive system that strengthens the quality of our workforce by ensuring professional learning and resources are aligned to areas of interest and need, so all employees are motivated, supported and able to grow professionally

3. Evaluation Framework All employees receive one evaluation each year All employees receive a minimum of one Formal Observation with a pre and post conference All employees evaluation includes a narrative that describes their performance with Claims Evidence Impact Statements Four tier system with student achievement data 2015-2016: no achievement data (except in TIF4 Schools) 2016-2017: 20% achievement data (10% local and 10% state) 2016-2017: 40% achievement data (20% local and 20% state) Probationary employees must score 2 consecutive years of “Effective” or higher on their April evaluations to move to post-probationary status.

4. Probationary Observation Cycle Year 1 3 Formal Observations (minimum) Year 2 If previously Effective, 2 Formal Observations (minimum) If previously less than Effective, 3 Formal observation (minimum ) Year 3 If previously Effective, 1 Formal Observation (minimum) If previously less than Effective, 3 Formal Observations (minimum) Any probationary teacher scoring less than “Effective” on their April evaluation during any of the three years can be non-renewed on a given year.

5. Rollout for Evaluation & Professional Learning In 2014-15 all Certified employees and Site Administrators evaluations were conducted on MyPGS In 2015-16 all Central Office Administrators and Pro-Tech evaluation's will be conducted on MyPGS In 2016-17 all Educational Support Services (classified) evaluations will be on MyPGS January 2016 all professional learning will be posted and registered for using the PD Connect feature on MyPGS

6. Benefits of the MyPGS System All employee rubrics and plans are targeted to each employee reducing the time for administrators to locate forms Electronic files: Reduce errors during transfer of data Increase ability to gather data, respond to needs, and provide feedback Rubrics or plans are “easily” adjusted with changes to law or expectations Evaluation process is more transparent to employees increasing awareness of support structures and collaboration with supervisors Targeted professional learning for employees Ability to see and track all professional learning in district Consistency in the process and tools utilized for evaluation

7. Lessons Learned The more simple and stream-lined the better There are varying degrees of competency with technology Make every effort to decrease the amount of time required of employees Reduce the number of clicks and steps while ensuring compliance with statute Messaging and communication need to be constant and clear Develop ongoing training plan to account for varying degrees of understanding and comfort with technology Managing, updating, and training on the system is a full time job