2 Supporting Effective Principals and Teachers on Every Campus StandardsPreparationRecruitmentHiring and InductionEvaluation and Professional DevelopmentRewards and RetentionVisual shows that overarching attempt to align all parts of an educators career, so that preparation works from the same foundation as evaluation, which works from the same foundation as professional development, etc.The standards, which are aspirational, is that foundation. They’re a ceiling and something that all educators, no matter how proficient they are in their practice, can look to for goals.
3 Three Keys of Evaluation FormativeOngoingRelationshipsFeedback collected from the field and priorities of the steering committees landed on these three things as essential components of the new systems:Evaluations are formative – the goal is timely feedback that will allow teachers and principals to grow professionallyThe necessity of ongoing conversations between appraiser and appraisee – not a one-time visit during the appraisal year, but a continuous dialogue around effective practicesThat ongoing nature of evaluation, the delivery of the feedback, and the buy-in of teachers/principals require the development of a relationship between appraisers and appraisee so that both are comfortable with the perspective of the other.
4 New Evaluation Systems Spring 201470 districts volunteerSteering Committees develop evaluation instrumentsFinalize guidelines for pilotSummer 2014Train pilot districtsHighlight the work for the steering committees – the teachers and principals of Texas built the rubrics that will be piloted.Idea with pilot districts is that they will take the baton from the steering committees and will provide feedback to TEA and ESCs on the tools and what additional support and resources they would need to implement the systems.Training is focused on best practices for evaluation. They’re not about rules and procedures. Those can be done in documents. They’re about how to truly implement evaluation systems that support professional growth for teachers and principals.
5 New Evaluation Systems Fall 2014Pilot Texas Evaluation and Support SystemWinterTrain-the-Trainer sessions for statewideLate Spring/Early Summer 2015Revise evaluation systems based on pilot feedbackTrain the trainer for statewide rollout – ESCs identify internal staff and contracted personnel to become experts on the new systems so they can train for statewide rollout.
6 New Evaluation Systems Summer 2015 (tentative)Training on new evaluation system for refinement year participantsFall 2015-Spring 2016 (tentative)Implement system for refinement yearWith the ask for the refinement year, this is the tentative new timeline. We anticipate expanding the number of districts in refinement year. I think 200 would be a good guess, but we’ll have to confirm the resources are there for that.That leaves statewide rollout in
7 Texas Teacher Evaluation and Support System RubricTeacher Self AssessmentStudent GrowthValue-add scoresPortfoliosStudent Learning ObjectivesDistrict Pre and Post testsPercentages are 70%-10%-20% for those three components.TEA is still exploring what level of district flexibility there will be in choosing student growth measures. Could districts use SLOs in lieu of VAM? Could districts count a portion of that score from a cumulative/campus score?
8 Four total domains – Planning, Instruction, Learning Environment, Professional Practices and Responsibilities.16 total indicatorsFive performance levels – Improvement Needed through Distinguished.Idea that, unlike PDAS, the difference between performance levels is more than just someone doing the same practice just more frequently. The difference between and Improvement Needed and an Accomplished is that the Accomplished actually does different things than the Improvement Needed teacher.Also, feedback is built into the rubric – a teacher can see where they landed on an indicator and look to the level above and see practices they can target to improve.
9 Process timeline is similar to PDAS, but changing the name of “summative conference” to “end-of-year conference”.Post conference and end of year conference are no longer waivable; can’t be if we’re to preserve the idea that the process is about feedback and that all teachers have things to focus on for improvement.Student growth data will generally be analyzed at the beginning of the next school year and could lead to a revision of the goals and pd plan.Teacher will keep the goals and pd plan doc “alive” during the school year to track their progress toward achieving goals.
10 Student Growth Student Learning Objectives Portfolios District pre- and post-testsValue-add measureStudent growth data, like observation feedback, is for the purposes of making more informed professional development decisions.These are the options for districts.Wouldn’t get into the specifics at this point – each one of these could be another presentation.That last bullet is the key – the value and purpose of student growth data is in what it tells a teacher about how much she’s reached her students, which students she’s not reaching, and, most importantly, what she needs to work on pedagogically to better reach her students next year.
11 Observation and Self-Assessment Results (80%) Matrix ApproachStudent Growth Results(20%)Observation and Self-Assessment Results (80%)DistinguishedAccomplishedProficientDevelopingImprovement NeededWell Above ExpectationsProficient*Developing *Above ExpectationsAt ExpectationsBelow ExpectationsAccomplished*Well Below Expectations80%=20% matrix.This shows that the observation still drives the score – it’s rare that the student growth results move the final score off the observation results, especially for the middle categories.Asterisks indicate that there is an unsettling discrepancy between the observation results and the student growth results that will require a follow-up. We will work on what that follow-up will need to be next year when we rework the rules.Important to note that scores should be a little of an afterthought. The value is in the process – the process needs to yield valuable feedback for a teacher so he or she can improve instruction. The scores themselves don’t provide that.
12 Principal Evaluation and Support System The intended purpose of TPESS is to assess the principal’s performance in relation to the Texas Principal Standards.RubricGoal-Setting and ProgressStudent GrowthCampus-level value-add scoresOther measures to be determinedGoal setting and progress on this system is to capture individual, campus and district level goals and initiatives that may not be specifically captured in the rubric.Student growth has yet to be determined in this system. Campus VAM will be available and, as of now, will count for half of the student growth score. Pilot campuses and districts will assist in building out other possible measures that could be used to capture student growth or progress.Scoring proportions are:Experience as principal on particular campus0 years70%30%0%1 year20%10%2 or more years60%
13 Texas Principal Evaluation Support System (TPESS) A standardized principal evaluation system will:Serve as measurement of leadership performanceGuide leaders as they reflect upon and improve their effectivenessFocus the goals and objectives of schools and districts as they support, monitor, and evaluate their principalsGuide professional development for principalsServe as a tool in developing coaching and mentoring programs for principals, and inform higher education programs in developing the content and requirements of degree programs that prepare future principals.
14 Steps of the TPESS Process OrientationSelf-assessment and Goal SettingPre-evaluation ConferenceData CollectionMid-Year Evaluation DiscussionConsolidated Performance AssessmentEnd-of-Year Performance DiscussionFinal Evaluation and Goal Setting
16 Objectives of the New Systems Continual improvement of practiceProvide clear, useful and timely feedback that informs professional developmentMeaningfully differentiate performanceUse multiple valid measuresEvaluate teachers and principals on a regular basisPlace personnel in the best position to succeedJust an overview of the goals.