TEACHER AND PRINCIPAL DEVELOPMENT SYSTEMS

 In May 2010, New York State passed Education Law 3012-c, mandating significant changes to how educators throughout NY State are evaluated and supported. The law is intended to foster teacher development and create more rigorous, fair and accurate assessments of teacher effectiveness than the current Satisfactory/Unsatisfactory evaluation system.

 All classroom teachers are evaluated annually on a 4- point rating scale (Highly Effective, Effective, Developing, Ineffective)  60% of a teacher’s evaluation is based on measures of teacher practice. Under 3012-c, at least half of this 60% must be based on classroom observations using a research-based rubric of teacher practice; additional measures of teacher practice may include student surveys, parent surveys, and teacher portfolios.  40% of a teacher’s evaluation is based on measures of student learning.  Teachers receive timely and constructive feedback, including individualized improvement plans for teachers who receive a Developing or Ineffective rating.

A new evaluation support help desk is available to answer questions that arise as your school begins to understand and implement the new expectations and processes. Please consult with your principal or network before contacting the help desk. Extensive professional development resources on the Danielson Framework are available on ARIS Learn; to date, more than 30,000 teachers have accessed these resources, which can be utilized individually or in teams. The Teacher Effectiveness page on the DOE’s website will continue to provide updates.

Target Audience Session Content Led by When Registration Information All teachers and school leaders District-based info session on the new teacher evaluation and development system SuperintendentsBeginning June 10 Click here; note that space is limited All teachersProfessional development on the Framework for Teaching Danielson Group, which provides training on the Framework for Teaching June 15 and June 22 Click here; note that space is limited 2-3 teachers per school (identified by principal) Professional development on the Framework for Teaching Danielson GroupJuly and AugustUnique borough/cluster specific registration links sent to principals School teams: principal, assistant principal, UFT chapter leader or designee, 1-2 additional teachers Full-day training on the new teacher evaluation and development system Offices of Teacher Effectiveness and Academics July and AugustUnique borough/cluster specific registration links sent to principals All teachers and school leaders Borough-based sessions focused on use of the Framework DOE educators who participated in Teacher Effectiveness Pilot July and AugustClick here; note that space is limited All teachersSchool-based professional development on the new teacher evaluation and development system PrincipalsJune to September School-specific

 Adjusting to these new systems will take time, practice, and collaboration. This work will not be easy, but as you know, it is very important. As educators, you possess the power to change students’ lives for the better, and it’s critical that you receive support to prepare students for success in our schools and beyond.

 State Education Commissioner John King said New York City “is not going to fire its way to academic success” as he announced this afternoon a new evaluation system for K-12 teachers that will go into effect in September.  The commissioner’s plan is professional and fair and is designed to help teachers improve their skills throughout their careers. It offers teachers a professional voice in the measures that their supervisors will use to rate them. And despite Mayor Bloomberg’s desire for a “gotcha” system, the new system puts in place stronger due process rights to protect teachers from harassment and from principals who don’t follow the rules. Our biggest concern, given this administration’s terrible track record, is implementation.  The new system came as the result of binding arbitration after the DOE failed to negotiate in good faith with us. In seven months we will have a new mayor, and we’ll have the opportunity in collective bargaining for our next contract to make changes to aspects that aren’t working.

1. Strong due process – Given Mayor Bloomberg’s desire to make teachers ‘at-will employees’ and this DOE’s track record of going after teachers, we fought for and won significant safeguards for you. For the first time, we have an independent panel to review teacher ratings that the union believes are based on principal harassment. We can identify up to 13 percent of all ineffective ratings each year to challenge on grounds of harassment or other matters not related to job performance. All teachers who receive an ineffective rating will have the benefit in the following year of an independent validator who will not be in the principal’s pocket. We also fought for and won additional arbitration slots that will allow teachers to challenge the process when they can show that supervisors were not following the rules.

2. The complete Danielson rubric – Commissioner King ruled, following the UFT’s proposal, that principals must take into consideration all 22 components of the Danielson Framework for Teaching when rating a teacher. The DOE had wanted to cherry-pick only a small fraction – the most difficult ones. That means everything that you do for your students counts towards your rating, including artifacts of student learning and portfolios, planning and preparation, classroom environment and parent engagement strategies.

3. Meaningful observations – Under this new agreement, teachers will be able to choose the form of observations that they want. One option available to you will require one formal observation, with pre- and post-observation conferences, as well as three informal observations. Teachers can also opt for six informal observations. Under both plans, at least one observation will be unannounced. After every observation, you should receive written feedback, which is critical if an observation is to help you grow as a teacher and develop your skills.

4. Teacher Voice - The new system will allow schools and teachers to customize the student learning portion of their evaluations. Each school will have a committee comprised of an equal number of teachers and administrators who will determine, along with the principal, which assessments each school will use. Only if no agreement can be reached at the school level will the default school-wide measures be used.

5. Student surveys - The new system also includes a pilot of student surveys, which will not be for stakes in Commissioner King’s plan is that the surveys would eventually become 5 percent of the rating for teachers in grades Experts have found that student surveys are not valid in high-stakes settings, and we will be looking at this very closely in the months ahead.