Teacher and Principal Evaluation A new frontier…

The “old” evaluation system was not providing teachers with sufficient feedback and allowing for professional growth. There was a public feeling that many teachers weren't doing their jobs and the evaluation system wasn’t a useful tool in helping to support their growth/find them a different career path.

SB 6696 directs districts to create an evaluation system This will be implemented by Camas received a grant to begin developing and then pilot a system in Our district has chosen to use the Marzano based rubric. In % of our certificated classroom teachers will be able to pilot the new evaluation system.

All administrators will be evaluated with the new system in the school year. All new teachers in their first three years of teaching (About 40) Approximately 40 other volunteers (from all schools, grade levels and years of experience) Teachers on a “one year” contracts will not be a part of the pilot process. Any teacher who is currently ”unsatisfactory/on probation” cannot participate.

The new teacher system must include these 8 criteria from the state. 1. Centering instruction on high expectations for student achievement 2. Demonstrating effective teaching practices 3. Recognizing individual student learning needs and developing strategies to address those needs 4. Providing clear and intentional focus on subject matter content and curriculum 5. Fostering and managing a safe, positive learning environment 6. Using multiple student data elements to modify instruction and improve student learning 7. Communicating with parents and school community 8. Exhibiting collaborative and collegial practices focused on improving instructional practice and student learning

Four tiers instead of two (unsatisfactory, basic, proficient, distinguished) You’ll be evaluated in each of the 8 categories and then a “Final Summative Score” will be given. OSPI will be creating a common method of calculating this score and will disclose that by Dec. 1 st 2012.

There are many forms of data/evidence that can be used to show your meeting the criteria set by the state. 1.Classroom observations (required) 2.Testing data 3.Student work 4.Evidence of student growth (required) 5.Teacher reflection/evaluator discussion The list goes on and on… We’ll be facilitating workshops and professional growth meetings to discuss, brainstorm ideas and learn from each other!

Currently we have two evaluation tools; short form and long form. These are now called “Comprehensive Form” (long) and “Focused Evaluation” (short) All classroom teachers will receive a comprehensive summative evaluation (CSE) at least once every 4 years. A focused evaluation will be done any year that a CSE is not scheduled. When using the focused evaluation you’ll pick one criteria for professional growth.

All teachers on provisional status Principals in their first three consecutive years Teachers who received a summative rating of a level 1 (unsatisfactory) or level 2 (basic) in the previous year.

Teachers with a summative level 1 rating deemed unsatisfactory and will be placed on probation. Teachers on probation will given the opportunity to participate in a plan of improvement and will be evaluated with the Comprehensive summative evaluation. Teachers with continuing contracts and 5+ years of experience who receive low ratings two consecutive years will receive a notice of discharge within 10 days of the evaluation. At this time the specific details about the probation process and it’s effect on teachers with varying levels of experience is unclear.

Improve instructional practices Increase student achievement Establish a clear, consistent and concise evaluation system with a common understanding thru professional collaboration using a common language. Establish an evaluation system that guides professional growth plans and professional development to ensure a culture of continuous improvement for all.