creating a climate of professionalism fenton avenue charter school evaluation process
TRANSCRIPT
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Creating a Climate of Professionalism
Fenton Avenue Charter School
Evaluation Process
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Differentiating the Process
• Probationary New to teaching New to Fenton Minimum of two years Observations with
administrator
• Regular Recommended for
regular status by administrator after a minimum of two years probationary status
Approved by Human Resource and Personnel Council
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Probationary Teachers
• Formal lesson observed by administrator
• Pre-Conference Seven step lesson plan with specific
objectives based on standards Questions to guide pre-lesson discussion
• Post-Conference Observation notes Questions to guide post-lesson discussion
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Probationary Teachers
• Ongoing informal observations Weekly, monthly and long-range planning
• Ongoing participation in school’s governance system and grade level collaboration Member of governing council Participation in weekly grade level meetings
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Probationary Teachers
• Standards Enhancing Professional Practice Modeling: peer observations, video conferencing (2006),
grade level sharing, conference/workshop attendance
• Support Staff Lead Teachers: grade level chair and mentor Support Staff: Psychologist, counselor, speech and
language therapist, resource specialist teachers, science, music, and art specialists
Administrators: Classroom discipline, intervention and support with students and parents
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Regular Status
Regular Status(attained after a minimum of two years
as probationary teacher)Choice of Evaluation Methods
Cognitive Coaching•Initial Plan•Action Plan•Assessment
Professional PortfolioIncludes the four domains
of teaching:Planning and Preparation, Classroom Environment,
Instruction, and Professional Responsibilities
Observations•Seven Step Lesson Plan
•Pre-Lesson Questions and Discussion•Post-lesson Questions and Discussion
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Assistance Plan
• Assistance and support from Lead Teachers, administrators, and other support staff
• At end of year: Satisfactory level of performance - return to evaluation
process Unsatisfactory level of performance
• Continue for one additional year (no improvement after additional year - termination); OR
• Recommend termination of employment to the Human Resource and Personnel Council