1. Faculty Orientation for Certified Evaluation SY13-14
Michael Shanahan, Ed. D.
Chief Human Resources Officer
Note: Not the Special Education Teachers’ Orientation PP

2. Cobb Keys Classroom Teacher Evaluation System
The Cobb Keys Classroom Teacher Evaluation Instrument is standards-based and adapted from the GaDOE CLASS Keys Classroom Teacher Evaluation Instrument. The focus of your instrument aligns with CCSD’s Strategic Plan and our local School Strategic Plan!

3. Cobb Keys Classroom Teacher Evaluation System
CCSD’s Cobb Keys Evaluation System is built on four comprehensive Standards
Curriculum & Planning
Standards-Based Instruction
Assessment of Student Learning
Instructional Environment
Our evaluation system addresses three immensely important questions…
How does the teacher plan?
How does the teacher teach?
Are the teacher’s students learning?

4. Classroom Teacher Standards
CCSD expects that each teacher will…
…appropriately plan for what students are expected to know, understand, and be able to do…Standard 1: Curriculum & Planning (CP)
Instructional planning often requires collaboration with grade level colleagues, curriculum specialists, and Special Education teachers. For the collaboration between general and special education to be possible, general education staff must provide special education staff with lesson plans and access to curriculum documents in a timely manner.
In any collaborative model, BOTH regular and special education teachers will be responsible for supporting the collaboration.

5. Classroom Teacher Standards
CCSD expects that each teacher will…
…use research-based practices in the classroom, challenging all learners to achieve high levels of learning… Standard 2: Standards-Based Instruction (SBI)
…use a balanced variety of assessment techniques that are systematically implemented… Standard 3: Assessment of Student Learning (AL)
…create a safe, productive, collaborative, and inviting learning environment…Standard 4: Instructional Environment (IE)

6. Evaluation Process
The Teacher’s evaluation process has five primary components:
1. Faculty Orientation
2. Pre-observation Conference, optional
3. Classroom Observation(s)
– includes feedback conference(s)
4. Annual Evaluation
– includes annual conference
5. If desired, Evaluation Appeal
Let’s review each component… 6

7. Evaluation Process 1. The Faculty Orientation – This is it!
2. Evaluators may conduct an optional pre-observation conference with their evaluatees
Evaluator may provide in a group setting
Pre-observation conference is recommended but optional
If a teacher requests it, a private conference must be provided 7

8. Evaluation Process 3. Classroom Observation(s)
Preparing for an observation
Review Cobb Keys Observation Form, Performance Rubric with Examples of Teacher Evidence, Guidelines and Instructions
Request pre-observation conference, if desired
Consult with grade level, department or subject area leadership, as needed

9. Evaluation Process 3. Classroom Observation(s)
18 Elements should be observed during the observation process
Each Element is rated with a Yes, No, or NA, if applicable
Curriculum & Planning (4 Elements)
Standards-Based Instruction (6 Elements)
Assessment of Student Learning (4 Elements)
Instructional Environment (4 Elements)
Personalized commentary will be written to specifically address any “No” ratings. Commentary should clearly address where the teacher is missing the target.

10. Evaluation Process 3. Classroom Observation(s)
The Curriculum and Planning Standard is talking about Lesson/Unit Plans!
The review and assessment of a classroom teacher’s lesson/unit plans (before, during, and/or after the observation) will enable the evaluator to respond to the associated Standard and Elements.
Please note: Principal’s expectations regarding when and how lesson plans will be reviewed will be established and communicated by your local school administration early in the school year.

11. Evaluation Process 3. Classroom Observation(s)
One announced observation is required
Observation must last at least 30 minutes
Two observations are required the teacher has 3 yrs. or less teaching experience (doesn’t have to have been in CCSD)
2nd observation may be unannounced
Evaluator must conduct a required feedback conference within 10 school days after each observation
Evaluator reviews completed observation form at the feedback conference
Evaluator and teacher sign and date the observation form
Teacher’s Signature Date indicates receipt of observation form content 11

12. Evaluation Process 4. The Annual Evaluation Process
Around the first of March, your evaluator will complete the Annual Report Form
Annual ratings are based on observations and year-long performance
Reviewing the Observation Form(s) and the Rubric, and other evidence, the Evaluator will assign a rating to each Performance Standard Element and record commentary pertinent to the teacher’s performance on the Standard
Proficient: Highly competent, skilled, an expert
Emerging: Evolving, showing new or improved
development
Not Evident: Not obvious or observed; not easy to see 12

13. Evaluation Process
Assigning a rating to all 18 Elements provides significant improvements in the annual evaluation process -
Teachers will receive more detailed, specific feedback re: their strengths, growth areas, and overall performance
Teachers with a few Element areas needing growth may still qualify to receive a Proficient Overall annual rating
Teachers on the very high end of Emerging performance previously may qualify to receive a Proficient annual rating 13

14. Evaluation Process
Next, your evaluator will assign a rating to each of 12 Professional Duties and Responsibilities (PDRs)
Unsatisfactory
Needs Improvement
Satisfactory
At the beginning of the year, your school administration will clarify expectations re: the PDRs. Your evaluator will record relevant commentary addressing all Needs Improvement or Unsatisfactory ratings on the PDRs.

15. Evaluation Process Needs Improvement Satisfactory
The totals from each rating category results in an Overall PDR Summary Rating for this section…
Unsatisfactory
More than 3 “N” or 2 or more “U” ratings
Needs Improvement
3 “N” ratings or 1 “U” rating
Satisfactory
No more than 2 “N” and no “U” ratings

16. Evaluation Process
Combined, these ratings result in the Overall Performance Rating – remember, all of the Elements are rated on the Annual Report now, so the numbers resulting in each overall rating numbers have changed…
Unsatisfactory
Four or more Not Evident Standards ratings or Unsatisfactory summary rating on PDRs
Emerging
Fewer than thirteen Proficient Standards ratings & Satisfactory or Needs Improvement summary rating on PDRs
Proficient
Thirteen or more Proficient Standards ratings & a Satisfactory summary rating on PDRs

17. Evaluation Process Annual Evaluation Conference
Typically during March, the Evaluator and Teacher meet for annual conference
Evaluator and Teacher sign & date the annual report
Your signature indicates receipt of annual report
You may write comments in the Comments section of the form
If you wish to submit comments later, they must be received by your evaluator within school days.

18. Evaluation Process 5. Appealing Annual Performance Report Ratings
If you wish to specifically appeal your annual evaluation report, you must complete and submit the District appeal form to your principal within 10 school days
See Appeal Form and Instructions (EMWeb)
You will receive a response from your principal within 20 school days of his/her receipt of your appeal
If desired, you may submit a second level appeal to the Chief Human Resources Officer – see appeal instructions on EMWeb

19. Other certified faculty?
The Cobb Keys System, and all changes, are applicable to almost all certified faculty.
Annual reports specific to the following positions are provided to reflect rating of the scope and nature of their particular instructional roles.
Special Education Teachers
Library Media Specialists
School Counselors
School Social Workers
Speech Language Pathologists

20. Other certified faculty?
Hey, How about me?
The Cobb Keys are not applicable to some positions. Those individuals will be evaluated on their job descriptions and the Alternate Annual Summary Form
ISS Teachers
Academic Coaches
A few other teaching/support positions
If unsure how you’ll be evaluated, ask your assigned evaluator soon so that both of you will know what to expect

21. All Certified Evaluations
OCGA –
In compliance with Georgia law, ALL certified evaluation activity must be completed prior to April 1, 2014!
All activity related to your evaluation must be completed prior to this deadline.
This includes:
Observations
Feedback conferences
Annual evaluation conferences
IMPORTANT!!!

22.  No Surprises!
Bottom line…your end of the year evaluation results should never be a surprise!
You should never be able to say….I thought I was doing fine all year, but I received a “Unsatisfactory” rating.
No employee, certified or classified, should receive an overall Unsatisfactory rating unless he/she has been informed in writing of specific performance concerns during the year.
Principals may, at their discretion, place an employee on a PDP to support identified deficiencies.

23. ALL Evaluations Impact of Overall Unsatisfactory Rating
Per PSC Regulation, any certified employee earning an overall Unsatisfactory rating must be entered on the PSC’s Unsatisfactory Database
This results in the employee’s salary being frozen at same salary step for next school year

24. Questions?