evaluation: implications for your professional future presented by ellen holmes, nbct...
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Evaluation: Implications for your future
Evaluation: Implications for your Professional FuturePresented by Ellen Holmes, NBCT [email protected]
WelcomeWho is Ellen?Who is here?Loose AgendaWhat is the purpose of evaluation?What am I being evaluated on?What is the CCSD process for evaluation?What are my rights related to evaluation?How do I put myself in control? Key Idea: The best defense is a strong offenseChange is hereChicago 30% -center of strikeFlorida 50% for past two yearsMichigan 50% by 2014SIG schools Transformation SchoolsCareer Ladders 20 years agoAlternative Compensation TIF Grants
Evaluations Impact the quality of your work
AND (can, may, will)
Impact your career earnings.
How familiar is this?
Purpose of EvaluationTurn and Talk:In your experience, what is the purpose of evaluation in your school?What do you think the purpose is for your district?What does your contract say the purpose is? Purpose in Policy The primary purpose of the evaluation process is to assess employee competency
What does it take to be competent?
Satisfactory = CompetentPolicy 4320Purpose in Policy The primary purpose of an evaluation is to provide a format for constructive assistance
What is constructive assistance?Actionable, formative feedback AND support that leads to easily observed and documented actions. A reasonable chance to provide evidence of improvement.Policy 4322Another PurposeEvaluations, while not the sole criteria, must be used in the dismissal process.
Written notice requirement Check the box on your formal appraisal from. UNLESS the employee already received a letter admonition earlier in the year.Policy 4322Taking control of evaluationWhen you are in control of your evaluation the purpose is to grow your skills as a professional.
How do you gain control? Know the purposeKnow the procedures, policies and definitionsKnow your rightsKnow your route of advocacyKnow the expectationsProbationary Calendar of EvaluationThree Summative Evaluations not later than December 1February 1 April 12013-If you receive two unsatisfactory evaluations in a year, you may request a different evaluator for the third choice from 3 alternative administrators
Policy 4322, AB 229Post-probationary Calendar of EvaluationWritten evaluation by April 15th each year
If you receive two consecutive unsatisfactory, annual evaluations, you move to probationary status and are subject to the probationary evaluation guidelines for three years.
AB 225, Policy 4322Key IdeasManagement has the right to complete a formal written evaluation or appraisal of any employee at any time.Lesson plans are evidence rated on your appraisal form.Observations are the primary way that all other evidence is collected.ANY observation could impact your overall evaluation.
Why contact CCEA early?
Know Your PoliciesEach principal shall provide you with the evaluation proceduresPrincipals are required to make frequent observations and make notes in their logYou will have a conference prior to any evaluation document being placed in your personnel filesYou can make a written response using a Report of Employee Response (CCF9) Policy 4322Know Your PoliciesThe principal must sign your response and note the date (30 day timeline)Any observation resulting in a direction for change or unsatisfactory rating must be made known to you in writing (20 day timeline)You must be provided reasonable time and reasonable support to improve and correct any deficiencies.IMPORTANT: Engage CCEA early and often in this process
Policy 4322Know Your RightsYour assignment matters.When assigned to teach outside your major or minor field of studyEvaluate ONLY on your techniques not your content knowledgeEvaluation of content ONLY while teaching within your major or minor area of preparationArticle 13Know Your RightsPrincipal is required to keep a log of observations, but you dont have a right to see that. Building based personnel fileMust be given permission to access this file upon request within a reasonable time. (any time)Central Office based personnel fileMust be given permission to access this file upon request within a reasonable time. (make appointment)Right to copy at your own expense ($0.10/pg) Article 14Know Your RightsANY written comment, reprimand, report or documentation goes in one personnel file should match except pre-employment documents.WARNING- ALWAYS ASK TO SEE BOTHYou MUST sign any written documentation this does not signal you agreeYou may provide a written response (30 Days) to any document which MUST accompany that document in all files.Article 14Know Your RightsAny written documentation not brought to your attention via separate written notice can be used to adversely effect you.Any incident, observation or behavior used to give you a less than satisfactory rating must be made known to you, in writing within 20 days. After 3 years and 1 day you can request IN WRITING that any written document except evaluations be removed.Article 14Know Your RightsANY written comment, reprimand, report or documentation goes in one personnel fileWARNING- ALWAYS ASK TO SEE BOTHYou MUST sign any written documentation this does not signal you agreeYou may provide a written response (30 Days) to any document which MUST accompany that document in all files.EXCEPTION: If the document becomes subject of an action, then response timeline begins with the date of that action grievance or dismissal Article 14Satisfactory DefinedCarrying out the expectation of established performance criteria Meeting contractual obligationsMeets other such reasonable requirements as set forth in the individual work site handbooks.
Policy 4320Reasonable Opportunityreasonable adj., adv. in law, just, rational, appropriate, ordinary or usual in the circumstances.
How do you determine a reasonable timeline and how will you provide evidence of your improvement? Need for advocacy
Expectations DefinedWhat are you expected to do?What are principals directed to look for?What do your online lesson plans need to provide evidence of? (policy 6122)
NEED APPRAISAL REPORT NEED OBSERVATION SUMMARYNEED RUBRICWorksite Handbook ExpectationsBe sure you have a copyWhat are you specifically asked to do?What is inferred that you will be expected to do?Be clear, in writing if necessary, with your administrator what will be evaluative indicators in your work site handbook.
NEED WORKSITE HANDBOOK
Knowledge of Self = PowerUsing the forms and descriptors, reflect on your professional practice.Identifying your own strengths and weaknesses puts you in control.This process is for you, not your administrator.More prepared to respond when an appraisal report or observation summary is put in front of you.Your Role in a Goal Setting ConferenceReview prior performanceIdentify your personal strengths and weaknessesIdentify how you plan to improve and what you will need to do thatComplete and Individualized Development Plan
NEED GOAL SETTING CONFERENCE GUIDE HANDOUTSYour Tasks in a Goal Setting ConferenceSelf-reflect? What does that mean?Standards of Instruction RubricPrior years observationPrior years student informationWhat will be areas of your practice that you want to focus on?What evidence will you gather to show improvement in that area?What will you need for support?Bring to Goal Setting ConferenceA draft of your Individualized Development Plan (can leave with Admin)Prepared Self Reflection Form (yours)Most recent Teacher AppraisalAnnual planning materialsCopy of Standards for Instruction RubricPersonal calendar
Partner workWhat does it mean to self-reflect?With a partner work your way through the self reflection form questions.
Report out-What felt right about this process?What are you worried about by this process?
Build Your Evaluation ToolboxContractDistrict evaluation rubrics and formsWork site handbookEvaluation calendar Dates of visits, start and end times of visits and who visitedEvaluation ProceduresReflect and create Individual Growth PlanFolder for your lesson plan printoutsFolder for any and all written appraisals, evaluations, notices, reports, reprimands AND any of your written responses.
Under the bus
Did you get the number of that bus?Statewide performance expectations50% of evaluation linked to student outcomesHighly effective, effective, minimally effective, ineffectiveNevada Teachers and Leaders CouncilTheodore Small Kathleen Galland-Collinshttp://tlc.nv.gov
AB 222Contacts for Ellen:[email protected] 207-660-5589