1. OVERVIEW OF SB 290/ACTIVITIES STAFF EVALUATION: LICENSED ADMINSTRATOR CLASSIFIED WHAT IT MEANS TO YOU SOESD’s Teacher Evaluation & Support System

2. Senate Bill 290 Passed by Oregon legislature in 2011 Requires school districts to use core teaching standards to evaluate teacher effectiveness Based on multiple measures Designed with four performance level ratings Based on significant consideration of student learning Follows a regular cycle

3. Implementing SB 290 2012-13 School Year SB 290 Planning Team Adopted 5 required components Developed Implementation Plan Provided initial training for staff and evaluators Feedback (Aug. 2013) Those trained “Strongly Agreed” that they understood the elements of the system

4. Implementing SB 290 2013-14 School Year Implementation Oversight Committee Implemented SOESD’s Evaluation & Professional Growth Cycle Piloted Student Learning & Growth (SL&G) Goals Collected data re: effectiveness of system Made recommendations re: adjustments in system Feedback (Jan. 2014) Staff reported they had engaged in activities related to most of the elements of the system Overall, their feelings about the system were “Not Too Terrific” or “Okay”

5. Implementing SB 290 Feedback (June 2014)  Inter-rater reliability affirmed in 2 training sessions (April & June 2014)  Staff reported that they…  “Agreed” the system fulfilled the purposes of evaluation  “Agreed” the system was based on objective criteria  Those who were evaluated…  “Agreed” the system was useful/meaningful.  “Somewhat agreed” it was relatively easy to use.  “Agreed” the system fairly assessed their job performance.

6. Implementing SB 290 What worked well  Brainstorming re: artifacts  Evidence Binder  Collecting evidence to show what I really do  Finding ways to measure SL&G  Drop in observations What didn’t work so well  Time consuming  Scope is too big  May not be appropriate for all jobs, especially itinerants  Lots of pieces of paper  Some parts seemed repetitive (e.g., Running Record)

7. Implementing SB 290 2014-15 School Year Implement system (revised) fully Count SL&G Goals in Summative Evaluation Recommended Adjustments (Based on Feedback)  Don’t address all standards each year  Reduce #artifacts in Years 1-3 (Probationary)  Make Running Record optional after 2 nd year  Reduce # SL&G goals (except for Classroom Teachers)  Incorporate Scoring Profile into evaluation report  Do not apply standards to classified staff but adopt some elements of system  Consider other specialist rubrics

8. 2013-14 Summative Scores (N=49) 1234 Professional Practice 003910 Professional Responsibilities 10444 Student Learning & Growth 00394 Overall Score00445

9. Oregon Framework Required Elements Elements must be included in all teacher and administrator evaluation and support systems in Oregon School districts:

10. Standards of Professional Practice Slide 8

11. InTASC Standards ISLLC Standards Professional Practice  Standards 1 - 3 (Domain 1)  Standards 4 & 5 (Domain 2)  Standards 6 – 8 (Domain 3) Professional Responsibilities  Standards 9 & 10 (Domain 4) Student Learning & Growth Professional Practice  Standards 1 - 4 Professional Responsibilities  Standards 5 & 6 Student Learning & Growth Standards

12. Legends Rubrics Standards 1-10 For Each Standard  Performance Descriptions  Performance Levels 1-4 Guiding Questions & Evidence Examples  General  Special Education

13. Oregon Educational Leader/Administrator Rubric Standards 1-6 For Each Standard  Knowledge  Dispositions  Performances

14. Expectations of Employees in the Workplace  Attendance  Punctuality  Confidentiality  Following Policies & Directives  Gifts & Solicitations  Personal Appearance  Professional Conduct & Communication  Professional Growth  Physical Requirements & Safety

15. Goals Rubrics Professional Goal to Support Learning  Setting rigorous goals  Adjusting strategies  Impact on our own teaching & learning growth Student Learning & Growth Goal  Setting rigorous goals  Adjusting strategies  Impacts on student learning & growth

16. Differentiated Performance Levels Slide 10 (change descriptors)

17. Multiple Measures Slide 12 (revised w/ ESD examples)

18. Teachers Professional Practice Professional Responsibilities Student Learning & Growth Classroom observations Testing accommodations Lesson plans Behavior management systems Collaboration & teamwork Communication with parents Workplace Expectations of Employees Professional goal Impact on or contribution towards achievement of SL&G goals Multiple Measures

19. Administrators Professional Practice Professional Responsibilities Student Learning & Growth Feedback provided to teachers Student/staff handbooks Mentoring & coaching Staff meetings Budget monitoring Professional development logs Workplace Expectations of Employees Professional goal Impact on or contribution towards achievement of SL&G goals Multiple Measures

20. SOESD’s Evaluation & Professional Growth Cycle

21. Initial Professional Growth Conference Meeting with supervisor to…  Set annual professional growth goals  Plan collection of evidence  Plan observations & foci Can be individual or group Held by September 30

22. Goal Setting 1 Professional Goal to Support Learning 1* Student Learning & Growth Goal *2 for Classroom Teachers Must be SMART  Specific  Measurable  Appropriate  Realistic  Time-bound Can be set individually or as a group Due by October 15

23. Impact on Student Learning All SOESD jobs impact student learning and growth. Our overall goal is improved student outcomes. All SOESD, department, or individual goals should support improved student outcomes. SOESD staff are expected to be accountable for student outcomes at the greatest level of responsibility appropriate to their current roles. We will need to be SMART about how we measure our impact on student learning and growth.

24. Observations 2 observations during evaluation cycle  1-Formal, planned, scheduled  1-Informal, unscheduled, shorter (typically) Immediate verbal feedback, if feasible Written report w/in reasonable period (1 month) Peer observations allowed to collect evidence but scored by supervisor

25. Collection of Evidence  3 artifacts per standard (total=30)  For probationary staff… Year 1-1 artifact per standard (total=10) Year 2-1 artifact per standard (total=10) Year 3-1 artifact per standard (total=10)  For staff hired mid-year… Supervisor may modify # artifacts to be collected  Collect evidence in binder  Submit to supervisor for review & scoring  May re-submit artifacts if desired or directed

26. Your Evidence Binder General Information Tracking & Monitoring Evidence  Running Record of Evidence Form  Evidence Pockets  Standards 1-10  Goals (2) Confidential information  Redact student names or  Shred after evaluation cycle is completed Save evidence for reference during next evaluation cycle

27. Evidence Examples Standard 1: Standard 2: Standard 3: Standard 4: Standard 5: Standard 6: Standard 7: Standard 8: Standard 9: Standard 10: PLAFFP Notes re: student differences Consultation notes IEP paperwork Multiple activity formats Data notebooks Team meeting notes Varied groupings Professional competencies Modeling best practices

28. Mid-Year Review Meeting with supervisor to…  Review  Performance  Evidence collected  Progress towards goals  Reflect on  What is needed to support students  What is needed to assist you in work  How you think you are doing  Professional practices and decisions that are helping you achieve results  Areas of needed growth or desired enhancement/expansion of expertise Can be individual or group Held by January 15

29. Summative Evaluation Evaluation report includes…  List of evidence (multiple measures) considered  Scores  Rationale for scores  Needed improvement/goals  Summary questions  Overall summative score  Cover page with employment recommendation Discussed in meeting with supervisor Due by May 30

30. Aligned Professional Growth Opportunity for professional development throughout evaluation cycle Evaluation findings inform next evaluation cycle, future goals, and any needed (or desired) professional development Professional learning is…  Sustained  Focused  Relevant to the educator’s goals & needs

31. 2014-15 Aligned Professional Growth More guidance re: setting goals How to reach ratings of “4” Target any weaknesses within programs Support “enrichment” (expansion or enhancement of skills) Evidence examples for indicators which were not frequently addressed Professional Learning Communities built into regular staff meetings

32. What’s the Same Purposes of Evaluation Job Descriptions Timelines Evaluation & Professional Growth Cycle Two Observations per Evaluation Period Feedback Provided Written Evaluation Report

33. What’s Different Based on Standards (aligned with Job Descriptions) Clearly Defined Expectations (i.e., Rubrics) Multiple Measures  Multiple types of evidence & data  Not just observations  Includes goals related to student learning  You will gather & track evidence in your binder Evaluation Ratings 1-4-revised Evaluation Report-revised

34. What This Means to You If you are a licensed employee…  Your evaluation cycle will remain the same  Your evaluation will be based on standards aligned to your job description  You will set one professional growth goal & two SL&G goals  You will be rated using the Legends rubrics on a 4-point rating scale  The ratings will be based on observations, Workplace Expectations, your goals, and other evidence collected during the evaluation cycle  Your evaluation report will consist of the Scoring Profile, Summary Questions, & Cover Page

35. What This Means to You If you are a classified employee…  Your evaluation cycle will remain the same  Your evaluation will be based on your job description  You will set one professional growth goal & two SL&G goals in conjunction with licensed staff of the program you are in  You will be rated using a 4-point rating scale  The ratings will be based on observations, Workplace Expectations, your goals, and other evidence collected during the evaluation cycle  Your evaluation report will look the same (based on your job description)

36. Evaluation Documents & Resources Employee Guide SOESD Website (Click on the Educator Effectiveness icon)  Background information  Forms-revised  Ideas for goals  Samples of completed forms