Mississippi Teacher/Principal Evaluation System

MASA Presentation October 14, 2013

Expectations Expectations

• Working alone, write on an index card the three most important things you are hoping to get out of today’s session.

• Discuss with your neighbor expectations for today’s session. Combine your individual lists into a single list and reach a consensus about your top 3 expectations.

• Be ready to share the top 3 with your neighbor.• Evaluate today’s session based on these

expectations.

Mississippi Teacher Evaluation System (M-STAR)

Implementation Timeline Implementation Timeline

Pilot Implementation ………………………………………..2011 – 2012 Focus Group Review and Feedback………….January – July 2012 Training on M-STAR…………….………………….July 2012 – July 2013 Field Test M-STAR and School Wide Growth……….2013 – 2014

(Note: All districts must use M-STAR this year.)

Implementation of M-STAR , Individual Growth, and School Wide Growth; Train on Student Learning Objectives (SLOs) and Professional Growth Goals (PGGs) ………………………2014 – 2015

Full Implementation; M-STAR, PGGs, School Wide Growth, Individual Growth or SLOs ……………………….………………………..............................2015 - 2016

2013-2014Implementation of Teacher Evaluation Components

State Tested and Non-State Tested Teachers

•M-STAR: 50%•School-wide Growth: 50%

The The ultimateultimate goal goal of of M-STAR M-STAR isis……

TO IMPROVETEACHING

ANDLEARNING!

TO IMPROVETEACHING

ANDLEARNING!

Mississippi Statewide Teacher Appraisal Rubric (M-STAR)A research-based instrument to evaluate teacher effectiveness

M-STAR’s Goal: To improve teacher practice and positively impact student learning

M-STAR:

• provides a reliable and valid system of assessments based on common standards,

• includes multiple measures,

• identifies areas of strength and challenge, and

• helps track educational progress to improve the performance of teachers.

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Formal Observation CycleIncludes three main activities:

The pre-observation conference (10-20 minutes)The lesson observation (bell to bell or length of the lesson)The post-observation conference (20 – 30 minutes)

Formal Observation CycleFormal Observation CycleReview lesson

plan, understand

context, & ask clarifying

questions

Key Questions: What are students

learning? What is the evidence

of this learning?

Effective, concrete

feedback & next steps are

critical.

Observe feedback in action

Mississippi Statewide Teacher Evaluation Rubric (M-STAR)

Five domains (weighted equally)

1.Planning2.Assessment3.Instruction4.Learning Environment5.Professional Responsibilities

20 Standards

Mississippi Teacher Evaluation System Rating Levels

A teacher’s performance on each standard will be appraised in accordance with a four-level rating scale:

Level 1 Level 2 Level 3 Level 4

Indicates that the teacher’s performance does not meet expectations

Indicates that the teacher’s performance inconsistently meets expectations

Indicated that the teacher’s performance meets expectations

Indicates that the teacher’s performance consistently exceeds expectations.

Summary Scoring Teachers will receive a rating (on a point scale) for

each standard

Distinguished – 4 points

Effective – 3 points

Emerging – 2 points

Unsatisfactory – 1 point

Within each domain, the points will be averaged.

The averages from each domain will be weighted equally to arrive at a summative rating.

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Domain I 2.75Domain II 4Domain III 2.8Domain IV 3.2Domain V 2.5

Example

15.25 ÷ 5 = 3.05

Four Levels of Effectiveness: • Distinguished - Level 4: The most effective level; rating at this level

indicates that the teacher’s performance is exemplary, consistently exceeding expectations.

• Effective - Level 3: The minimum expectation for all teachers. Rating at this level indicates that the teacher’s performance consistently meets expectations.

• Emerging - Level 2: Indicates a beginning teacher or a teacher who needs focused professional development. Rating at this level indicates the teacher is sometimes meeting expectations, but not doing so consistently. Teachers should receive PD/support.

• Unsatisfactory - Level 1: The least effective level; rating at this level indicates the teacher’s performance is not acceptable. Teachers receiving this rating rarely meet expectations and should receive comprehensive PD/support.

2014-2015 Implementation of Teacher Evaluation Components

• M-STAR: 50%• Individual Growth: 30%• School-wide Growth: 20%

• M-STAR: 50%• School-wide Growth: 50%

Student Growth Percentiles

The Growth Model is a statistical model that tells us how much progress a student made in a year compared to other students who started at the same place. It also tells us whether or not that student is on track to be proficient, and provides information about the degree to which the student is growing, no matter where he or she started.

2015-2016Implementation of Teacher Evaluation Components

• M-STAR: 30%• PGGs: 20%• Individual Growth: 30%• School-wide: 20%

• M-STAR: 30%• PGGs: 20%• Student Learning Objectives

(SLOs): 30%• School-wide: 20%

Professional Growth Goals (PGGs)

What are PGGs?Why are PGGs important?How are PGGs developed?Do PGGs count in a teacher’s overall

evaluation rating?How are PGGs evaluated?

Professional Growth Goals

• Professional Growth Goals (PGGs) are ANNUAL individualized goals designed to direct a teacher’s path in professional development activities that enhance the teaching performance and promote student achievement. The two PGGs will be the teacher’s growth focus areas for the upcoming school year.

Professional Growth Goals

• It is important that the administrator and teacher meet during the M-STAR summative post observation conference in the spring to determine areas for growth, set SMART goals, and commit to the PGGs. If a new teacher begins in August, PGGs will be set then to assist him/her with the transition to the school. This will allow the teacher adequate time to receive targeted professional development to implement into his/her teaching practices during the upcoming school year.

Student Learning Objectives (SLOs)

• A Student Learning Objective is a long-term academic goal that teachers and evaluators set for groups of students. It must be: – Specific and measureable – Based on available prior student learning data – Aligned to state standards – Based on growth and achievement

Student Learning Objectives (SLOs)Components

• Population• Learning Content• Interval of Instructional Time• Evidence• Baseline• Target(s)• Scoring• Rationale

SLOs and PGGs

Develop SLOs and PGGs ……..……..2013 – 2014

Train on SLOs and PGGs ……………..2014 – 2015

Add Student Learning Objectives (SLOs) and Professional Growth Goals (PGGs) to the Teacher Evaluation System……….....2015 - 2016

Reporting Teacher Evaluation Data• The Educator Licensing Management System (ELMS) will be used to capture and display

teacher evaluation information. To manage teacher evaluations, the principal will log onto the system and go to the “Teacher Evaluations” tab. Once there, the principal is provided with search options to find the evaluation and educator they want.

• The teacher evaluation is accomplished by completing a list of activities. There are several types of activities. They include a mixture of meetings, documentation and scoring. Collecting this information allows the principal to determine a Teacher Effectiveness label. The label for an educator is determined by taking a list of scoring details and applying a distribution factor to each one. Next the details are summed. This cumulative score is then compared to a range of values to determine the Teacher Effectiveness label.

• All evaluations will have a formative and a summative score although the formative may be optional. The documents used to determine the score will be a mixture of paper and electronic forms. Some of these forms will be completed by the educator, others by the principal. The ELMS teacher evaluation module provides the capacity to determine whether principals, educators, or both can see a document that has been entered into the system.

Reporting Teacher Evaluation Data

• The Educator Licensing Management System (ELMS) will be used to capture and display teacher evaluation information.

• Principals will be responsible for entering teacher scores into ELMS.– Note : Only principals who attend the two-day M-STAR

training can enter the scores.• Teacher ratings must be entered into the system by June 1.• Teachers with missing data will not receive a rating.• Only M-STAR observation ratings will be entered into ELMS.

Reporting Teacher Evaluation Data

• Principals create ELMS account

• Verify teacher roster for evaluation purposes

• Enter formative teacher evaluation data in ELMS (optional for 2014)

• Enter summative teacher evaluation in ELMS

• Teacher Evaluation Report

• December 2017

• January 2014

• February 2014

• March – June 1, 2014

• June 30, 2014

Reminders10. M-STAR will be used to evaluate all classroom teachers and librarians in 2013-

2014.

11. Ultimately, evaluation instruments will be developed for other licensed employees (school counselors, speech-language pathologists, school psychologists, social workers etc.). Until that time, administrators will continue to use the existing evaluation process.

8. Pre-observation conferences and post-observation conferences are worth the extra time! The pre-conference provides the evaluator with background information about the lesson, the students and other details that may help him/her understand the context of the classroom. It also provides an opportunity for the teacher to ask clarifying questions about the formal observation process.

Reminders

7. The post-observation allows the evaluator to ask questions about what he/she observed during the lesson and any outcomes after the lesson.

6. Both formal observations are scored; however, the mid-year observation score is used for formative purposes only. The performance score on the spring evaluation is the official score.

5. Evaluators decide on a score based on two things: the preponderance of evidence and professional judgment.

Reminders

4. Someone other than a principal can evaluate a teacher as long as the person has completed an MDE approved training.

3. Evaluation data will be reported and stored in the MS Educator Licensure Management System (ELMS). Individual teacher ratings will not be made public.

2. Evaluation information is posted on the Mississippi Teacher Center’s website at www.mde.k12.ms.us/teacher-center.

Reminders

1. The overriding goal of M-STAR is to improve the practice of teachers!

Questions/Discussion

MDE ContactsMDE Contacts

www.mde.k12.ms.us/teacher-centerSelect Mississippi Teacher Evaluation System on the

left side of the page.

Daphne BuckleyCecily McNairTarance Hart601-359-3631

m-star@mde.k12.ms.us

Mississippi Principal Evaluation System (MPES)

Mississippi Principal Evaluation System (MPES)

“Talent matters tremendously in education. Great principals lead great schools. Great

teachers do miraculous things with children” –Arne Duncan, U.S. Secretary of Education

“The program helps to facilitate focused conversations about goal setting and best instructional practices among district and building level administration, as well as faculty and staff.” –Austin Brown, Principal

“I find it great to be as objective as possible when evaluating the performance of a principal. MPES will allow more opportunity to do such.”

-Frederick Hill, Superintendent

Elephant in the Room!!

ESEA Flexibility Waiver ESEA Flexibility Waiver

• What does this waiver do for schools? - Allows districts to postpone making personnel decisions based upon the evaluation until the 2016-17 school year - The waiver does NOT postpone educator evaluation implementation. Schools must still implement the educator evaluation systems following the state’s approved timeline.

MPES TimelineMPES Timeline

• Pilot …………………………………………. 2012-2013 34 districts; 219 principals

• Statewide regional trainings…….. June of 2013

• Full Implementation ……………….... 2013-2014

151 districts; 1,457 school administrators

MPES

Mississippi Principal Evaluation System (MPES) A research-based instrument to evaluate principal effectiveness MPES’s Goal: To achieve a higher level of academic success for every

student

MPES:

• Five conferences between superintendent and principal• Four deadlines for submission• Identifies areas of strength and challenge, and• Helps track educational progress to improve the performance

of student achievement.

MPES Process and Target DatesMPES Process and Target Dates

AUGUST:Goal Setting Conference

DECEMBER-JANUARY: Formative Conference

JULY: SummativeAssessment Conference

Student/School Growth Scored

Professional Growth Goals

Conference

MPES ComponentsMPES Components

Circle Survey30%

Setting MPES Language Arts (25%) Setting MPES Language Arts (25%) and Mathematics Goals (25%)and Mathematics Goals (25%)

• Schoolwide goals - Based on statewide tests (i.e., MCT2); MDE spreadsheet will assist in goal setting.

• Principals and supervisors - Set quantifiable goals and quantifiable ways to measure progress toward each goal.

Setting MPES Organizational Goals Setting MPES Organizational Goals (20%)(20%)

• Organizational Goals: Intended to target each school’s area in greatest need of improvement, for example:

Leading indicators Lagging indicators

Setting Organizational GoalsSetting Organizational GoalsLeading Indicators:•Length of school year/school day•Student participation rates on state assessments•Student completion of advanced coursework (e.g., AP/IB), early-college high schools, dual enrollment classes•Dropouts during the year•Student/teacher attendance rates•Disciplinary incidents•Truants•Teachers’ performance on LEA’s teacher evaluation

Setting Organizational GoalsSetting Organizational GoalsLagging Indicators:•Percentage of limited English proficient students who attain English language proficiency•School improvement status and AMOs met and missed•Graduation rates•College enrollment rates

Note: The Language Arts and Mathematics goals already included on Forms 2A and 2B should not be used again in the Organizational Goals on Form 2C.

Circle Survey (30%)Circle Survey (30%)

• Concise, secure online survey • Valid, reliable, and research-based• Certified staff only• 30% of Summative Assessment Score• 3 components:

Teachers (10%), principal (10%), and supervisor (10%)

Circle Survey TopicsCircle Survey Topics(Sample)(Sample)

• Outreach & Support - Engages parents, community members, and other stakeholders in the school’s success•Management & Leadership•Instruction •Communication - Listens to the concerns and/or complaints without fear of negative repercussions•School Environment & Climate•Professionalism

Circle Survey ProcessCircle Survey Process• Districts may choose the best methods for them:

1. Fishbowl method—login IDs are randomly selected by each qualified participant.2. Login IDs are randomly generated and given to a district for distribution among schools.

CANVASCANVAS

Canvas by Instructure, Inc. (“Canvas”) is a classroom management tool replacing Blackboard in Mississippi’s schools. MDE purchased this tool for the MPES submission process.

Canvas Questions?Canvas Questions?

Alexis Nordin Leanne Long

662-325-1191 662-325-2519alexis.nordin@rcu.msstate.edu leanne.long@rcu.msstate.edu

MDE ContactMDE Contact

www.mde.k12.ms.us/federal-programsSelect MPES on the left side of the page.

Debbie Murphyor

Ken Stamps 601-359-3499

mpes@mde.k12.ms.us

Training and ResourcesTraining and Resources

Goals Training• Bringing it all together: The Goals Implementation

Process to Support Schoolwide Plans, M-Star and MPES

Training Dates October 29-30: Meridian

October 31- November 1: Ellisville November 7-8: Greenville November 14-15: OxfordNovember 21-22: Jackson December 5-6: Gulfport