Teacher Evaluation Training 2015-16 Jefferson County Public Schools This training will provide an overview of the Certified Evaluation Plan (CEP) and an overview of the teacher evaluation system. You will need access to an electronic or paper copy of the CEP as a resource during this training. Pages referenced in the CEP are listed on each slide, where applicable. In addition to this training, teachers will need to familiarize themselves with all parts of the Certified Evaluation Plan to have a deep and full understanding of the effectiveness system.

Professional Growth and Effectiveness System “Every student taught by an effective teacher and every school led by an effective principal.” -Kentucky Department of Education The vision of the Professional Growth and Effectiveness System is to have every student taught by an effective teacher and every school led by an effective principal.

Certified Evaluation Plan (CEP) As directed by KDE, the CEP was developed by the Educator Quality Oversight Committee (EQOC) to provide specific direction on the Professional Growth and Effectiveness System within Jefferson County Public Schools. As directed by KDE, the CEP was developed by the Educator Quality Oversight Committee (EQOC) to provide specific direction on the Professional Growth and Effectiveness System within Jefferson County Public Schools. The Educator Quality Oversight Committee is a group of JCPS teachers and administrators.

PGES Sources of Evidence “Just-in-time training” for each of the Sources of Evidence will be provided by our PGES leadership team. Teacher Professional Growth and Effectiveness System Observation Peer Observation formative Professional Growth Self-Reflection Student Voice Student Growth The Teacher Professional Growth and Effectiveness System is designed using multiple sources of evidence to inform each teacher’s overall professional performance rating. “Just-in-time training” for each of the sources of evidence will be provided by our PGES leadership team during the school year. Sources of evidence include administrator and peer observations, self-reflection, professional growth, student voice, and student growth. State Contribution: Student Growth % Local Contribution: Student Growth Goals

Overall Performance Category Professional Practice + Overall Student Growth = Overall Performance Category Each teacher’s Overall Performance Category is derived by combining the results of professional practice with overall student growth. The overall performance category is determined at the end of a teacher’s summative cycle. Teachers will be rated as exemplary, accomplished, developing, or ineffective.

Professional Practice Rating Sources of Evidence that inform the Professional Practice Rating include Self-reflection and Professional Growth Observation and Evidence from Domains 1-4 Student Voice Sources of Evidence that inform the Professional Practice Rating include: Self-reflection and Professional Growth, Observation and Evidence from Domains 1-4, and Student Voice

Overall Student Growth Local Growth Goal Results + State Median Student Growth Percentile (4th-8th grade Math and ELA teachers only) = Overall Student Growth Rating Local student growth results are combined with state student growth results for teachers of 4th -8th grade reading or math to yield an overall student growth rating. For teachers that do not teach 4th-8th grade reading or math, their local student growth results will be their overall student growth rating. The overall student growth rating will be combined with the professional practice rating to yield the overall performance category for each teacher during their summative evaluation year.

Non-tenured Observation Schedule & Windows 1 Year Cycle Yearly Until the Teacher Exits the One-Year Summative Cycle If the teacher is on a limited (non-tenured) contract Supervisor Mini (October 1-November 30) (December 1- February 14) Peer Mini ( December 1- February 14) Supervisor Full (February 15-April 15) Overall Performance Category Determined Non-tenured teachers are evaluated annually. This chart shows the required types of observations and the windows or timeframes in which each observation occurs. Two supervisor mini-observations are followed by a mini peer observation. The final observation is a supervisor full observation the length of which is a lesson or class period. The certified evaluation plan outlines the exact windows in which observations must occur. At least one full observation must be announced. Additional observations can occur.

Tenured Observation Schedule & Windows 3-Year Cycle Do this during 2015-2016 2016-2017 2017-2018 If the summative ends in 2015-2016 1 Peer Mini (Dec. 1-Feb 14) 1 Admin. Full (Feb. 15-Apr 15) Summative Evaluation Begin next cycle 1 Admin Mini (Oct 1-Apr 15) Formative Review Continue next cycle Admin Mini (Oct 1-Apr 15) If the summative ends in 2016-2017 If the summative ends in 2017-2018 1 Administer Mini and 1 Admin. Full (Feb. 15-Apr15) This chart shows the observation schedule and windows for tenured teachers beginning with the 2015-16 school year. Because tenured teachers are rated every 3 years, their observations are spread over a 3 year period. Although this is the first year of implementation of the professional growth and effectiveness system, with accountability, the summative year for tenured teachers is determined by the date of their last summative evaluation. If a teacher’s last summative evaluation was conducted during the 2012-13 school year, they will receive a summative evaluation this year. That means they will have 1 peer mini and 1 full administrator evaluation this year. Observation data and evidence collected from previous years will not be used to determine their summative rating this year. If a teacher’s last summative evaluation occurred during the 2013-14 school year, their summative evaluation will occur during the 2016-17 school year. This year they will receive an administrator mini observation. Next year, they will have a peer mini followed by a full administrator observation during the windows outlined in the chart.

Decision Making Rules Charts The next slides show the charts from the CEP that will be used to determine the overall performance rating for non-tenured and tenured teachers during their summative year. Refer to the rating charts in the Certified Evaluation Plan on p.22-28

Professional Practice CEP p. 26 The professional practice rating is determined for teachers during their summative year using the chart shown here. Principals will determine a rating for each domain based on classroom observations and evidence from the domains. Once each of the domain ratings for a teacher is determined, the column on the right identifies their professional practice rating. The professional practice rating is later combined with the student growth rating to yield the overall performance category for teachers in their summative year.

Determining Growth and Proficiency Ratings for the Local Student Growth Goal CEP p. 22 These charts show how the growth and the proficiency ratings are determined for each teacher’s local student growth goal. A teacher’s growth rating is low if less that 70% of students meet the growth target. Growth receives an expected rating if 70%-84% of students meet the growth target. If 85% or more of students meet the growth target then the teacher’s growth rating is high. The 2nd chart on the slide shows how the proficiency rating is determined. As you can see, when a teacher exceeds the proficiency target, their proficiency rating is high. When they meet the target within 10% of their established target, they have an expected rating. When they do not meet the proficiency target within 10%, their proficiency rating is low.

Determining the Overall Local Student Growth Rating CEP p. 27 This chart, found on p. 23 of the CEP, shows that the overall student growth rating in the right column is determined after combining the growth target rating and the proficiency target rating in the left and middle columns. For example, when a teacher’s local student growth target is low and their proficiency target is expected, their overall local student growth rating is expected.

Combining Local and State Growth Ratings CEP p. 26 Teachers of reading or math in 4th-8th grade will also have a state contribution that when combined with their local student growth goal rating will yield their overall student growth rating. As shown on this chart, found on p. 26 of the CEP, a teacher who has a local student growth goal rating of expected combined with a state growth goal rating of high, will have a high overall student growth rating.

Determining the Overall Performance Category CEP p. 28 This chart, found on p. 28 of the CEP, shows how to combine the professional practice rating with the student growth rating to determine the overall performance rating. Remember, the professional practice rating in the 1st column is based on Self-reflection and Professional Growth, Observations, Evidence from Domains 1-4, and Student Voice. The student growth rating is based on the results of local and state goals. This chart shows how professional practice ratings in the left column when combined with student growth ratings in the middle column determine the overall performance rating for teachers in their summative year.

Professional Growth Plan and Summative Cycle Based on the overall Professional Practice rating and the Student Growth rating, the type of Growth Plan and the length of the summative cycle is determined using the chart on the next slide. Based on the overall Professional Practice rating and the Student Growth rating, the type of Growth Plan and the length of the summative cycle is determined using the chart on the next slide.

Once a teacher has completed a summative year, the type of Growth Plan and the length of the summative cycle they will participate in is determined using this chart. First, locate your professional practice rating on the left and your student growth rating at the bottom of the chart. Each of these ratings point to the length of a teacher’s summative cycle and determines if their growth plan will be directed, self directed, or if they will be on an improvement plan. The next chart shows an example.

Professional Practice Rating of Developing and Student Growth Rating of High This teacher will: Have a self-directed growth plan Be evaluated over a three- year cycle Set goals with evaluator input Have a formative review annually In the example of this educator with a professional practice rating of developing and a high student growth rating, they will have a self-directed growth plan, be evaluated over a three-year cycle, set goals with evaluator input, and have a formative review annually.

This is the same chart in a different format This is the same chart in a different format. As does the previous chart, it is used to determine the observation cycle and professional growth plan

The non-renewal process remains the same as in past years.

How evidence for Domains 1 and 4 will be collected in our school. Evidence Collection How evidence for Domains 1 and 4 will be collected in our school. At our school, evidence for Domains 1 and 4 will be collected by …. (explain the decision your school has made for evidence collection- paper copies, Dropbox, Google Docs, etc. ).

Forms The following forms have been developed to be used with the Teacher Professional Growth and Effectiveness System: Teacher Observation Conference Form- This form will be used to record observation notes and to guide the post-observation conference conversation. E2 form- This form will be used to document conferences not specifically related to an observation. Form D- This form will be used during the summative cycle to record information used in determining the overall performance rating. This slide lists the forms that will be used this year. Copies are provided for you and will be available on the JCPS Human Resources website. Teacher Observation Conference Form- This form will be used to record observation notes and to direct the post-observation conference conversation. E2 form- This form will be used to document conferences not specifically related to an observation. Form D- This form will be used during the summative cycle to record information used in determining the overall performance rating. (Principals- Be sure teachers have a blank copy of each form. Copies were sent in the e-mail with this PowerPoint.)

Teacher Evaluation Instructions Read and discuss the Teacher Evaluation Instructions. It is a requirement that we review the evaluation process each year. We will go through the steps in this document to ensure certified teachers understand the evaluation process. (Principals- Be sure teachers have a copy of this document. A copy was sent in the e-mail with this PowerPoint.

Job Description Refer to the JCPS Human Resources Website for an alphabetical listing of all job descriptions. Provide each employee with a copy of their job description. Job descriptions can be found by going to the JCPS website, click “Employment”, Under Employment and Leadership Opportunities, click on Job Descriptions. From there, click on the letter of the job description you wish to find. Choose the job description from the alphabetical list that appears. The hyperlink will also take you to the JCPS job descriptions site when the PowerPoint is in slide show view. www.jcpsky.net/Departments/HumanResource/JOBDESC/jobdescalpha.html

The Professional Code of Ethics for Kentucky School Certified Personnel The Professional Code of Ethics for Certified Staff establishes the expectations of certified personnel including their obligations to students, to parents, and to the education profession. A copy of the Code of Ethics is provided to you today to ensure you understand the expectations set forth by the Kentucky Educational Professional Standards Board (KYEPSB). (Principals- Be sure to provide a copy of The Professional Code of Ethics.)

Evaluation Training Documentation Be sure to sign and submit the E2 Conference Summary Document. Teachers are required to sign the E2 Conference Summary Document to documents that they received training on the CEP, Teacher Evaluation System, Professional Code Of Ethic, received JCPS forms (observation, conference, summative rating forms), and received a copy of their job description.