mps teacher evaluation

8/2/2019 MPS Teacher Evaluation

1/19

MPS Teacher Evaluation System

Design and Implementation Update

Board of Education Presentation: March 13, 2012


2/19

Overview

Context review

Progress update

Lessons learned

Next steps

Summary


3/19

Strengthening teacher effectiveness

2008: Strategic plan adopted

2010: Design process launched

2010-present: Many partners involved, including:

Think Tank

Outside expertise

2011: Legislature mandated comprehensive teacherevaluation systems


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Goals of teacher evaluation

Focus and align all district and school work on needs of students

Create a professional culture of respect and trust

Continuously improve teaching to increase student achievement

Engage teachers in reflective practice to improve student learning

Increase and strengthen instructional leadership across the district

Enhance and institutionalize support structures for educators

Recognize excellence and provide support/intervene if needed


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Supporting infrastructure and feedback

Observations Student Achievement

Data Other Measures Summative Rating

Communication &Engagement

Support Structures &Focused Instruction

IT infrastructure Training & Certification

Feedback

Evaluation

Quality Control

Total System Alignment

SystemReadiness

SystemEffectiveness

SystemDesign


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Teacher evaluation timeline

Design pilot

Partial

implementation

for selected

teacher groups

Implementation

for all classroom

teachers

Full

Implementation

for all teacher

groups*

2013-2014Spring 2011 2011-2012 2012-2013

Statedeadline

for

implemen-tation:2014-15

*Teachers include school psychologists, nurses, physical therapists, guidance counselors, etc.


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2011-2012 focus to date

Common Tool and Process: Identifying and using a common tooldistrict-wide

National Best Practice and Research: Learning from other districts

models

In-depth Training: All observers must achieve certification;

Observations: Conducting formal observations in all schools:

All probationary teachers All teachers in six Turnaround schools

Tenured teachers who volunteered from all schools


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Engaged participants

Over 300 post-observation teacher surveys

12-15 focus groups/roundtables

All teachers briefed in August 2011 by principals, supported bySuperintendent/MFT president joint video

Regular website and principal communications to staff

Monthly Think Tank Group meetings (teachers, principals, districtand MFT leadership)

Monthly Teacher Evaluation Advisory Group meetings (30 teachers)


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Observation and evaluation

Observation

The act of collecting evidence of a teacher'sinstructional practice for purposes of evaluation andfeedback.

Evaluation

The act of assigning a final or summativeperformance rating.


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Certification requirement

Train

Observers learnto collectobjective

evidence andalign evidencewith the rubric

Certify

Observers ratepre-scored videosand must achieve

adequate matchwith correct

scores

Observe

Observers arepermitted to

observe and rateteacher practice

YES

NO


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Observation certification

Source: Teacher evaluation working team, trained observers as of 2/15/12


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Certification with support

29%

85%

56%

14%15%1%

Round 1 Training After additional support

Not yet certifiedConditionally certified

Fully certified

Source: Teacher evaluation working team, trained school leaders as of 2/15/12

% of Principals & Assistant Principals certified


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Observations

Approximately 40%of classroom

teachers observed2011-2012

* Probationary teachers have not yet achieved tenure, which typically takes 3 years

Source: Teacher evaluation working team (number of teachers evaluated as of 2/15)


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Lessons learned

Investing in training and certifying observers paid off

This work requires on-going professional development

The formal observation process, and teacher evaluation in

general, can build trust but also be impeded by a lack of trustacross the district

Teachers can achieve incredible growth in a short amount oftime

Overall, teachers are positive about their experiences beingobserved and receiving feedback


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Observation impact

Source: Post-observation teacher feedback surveys, 2011-12 (n=265)


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Observation objectivity

Source: Post-observation teacher feedback surveys, 2011-12 (n=265)


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Next steps

Finalize MPS Teacher Evaluation System Design

Revise the rubric and formal observation process

Finalize formal observation model for classroom teachers

Define multiple measures including value-added

Design summative evaluation model

Design rubrics and processes for non-classroom teachers


18/19

More next steps

Develop Supporting Infrastructure and Plan for 2012-2013

Evaluation System Implementation

Develop and implement an online system

Build additional quality control and inter-rater reliabilitystructures

Develop communications plan

Develop and implement professional development


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Summary

A lot has been accomplished and a lot has been learned

District leadership, principals and teachers are all in thistogether, learning and adjusting as we go

Teacher evaluation system is about support anddevelopment

This work will help us:

Target professional development Help teachers reflect on and improve their practice

Deepen and target conversations about improving studentachievement

mps teacher evaluation

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