New Mexico Public School DepartmentNew Mexico Public School DepartmentGuidelines for Annual TeacherGuidelines for Annual TeacherPerformance EvaluationPerformance Evaluation

School Year 2005-2006School Year 2005-2006

PDP Revision Committee: PDP Revision Committee: Dr. Janaan Diemer, Terry Stuart, Jennifer Amis, Dr. Janaan Diemer, Terry Stuart, Jennifer Amis, Cindy Baker, Jennifer Terrazas and Sheryl WhiteCindy Baker, Jennifer Terrazas and Sheryl White

State Guidelines IncludeState Guidelines Include

Guidelines for Performance EvaluationGuidelines for Performance Evaluation Guidelines for Professional Development Guidelines for Professional Development

PlansPlans Descriptions of Teacher competence in the Descriptions of Teacher competence in the

3-Tiered Licensure System3-Tiered Licensure System District RequirementsDistrict Requirements

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State Required ComponentsState Required Components

Training for Teachers and AdministratorsTraining for Teachers and Administrators Creation of Professional Development PlanCreation of Professional Development Plan System for Data Collection: Classroom System for Data Collection: Classroom

ObservationsObservations Evaluation of Level I TeachersEvaluation of Level I Teachers Progressive Documentation and Evaluation Progressive Documentation and Evaluation

of Level II and Level III Teachersof Level II and Level III Teachers Evaluation Competencies and IndicatorsEvaluation Competencies and Indicators

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Professional Evaluation Professional Evaluation RequirementsRequirements

Licensure Level

Years Experience

Performance Evaluation Requirements

1 Observation + PDP + Evaluation Form

2 Observation + PDP + Evaluation Form

Level I

3-5 Observation + PDP + Evaluation Form

Application for Advancement to Level II Required – Professional Dossier

4-6

7 Level II

8

Progressive Documentation that provides formative information on teacher performance. Must include annual observation of classroom practice + annual PDP review. Progressive Documentation results in a Summative Performance Evaluation every three years.

Application for Advancement to Level III Optional at any point after third year at Level II – Masters Degree + Professional Dossier

Level III Progressive Documentation that provides

formative information on teacher performance. Must include annual observation of classroom practice + annual PDP review. Progressive Documentation results in a Summative Performance Evaluation every three years.

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Orientation and Ongoing Training on

Teacher Competencies and the

Evaluation System

Administrators Staff

Development of PDPto address

Competencies/Indicators, Previous Evaluations,

and Highly Qualified Standards

Multiple Observationsand

Data Collection

Feedback and Reflection on Annual PDP

Annual Summative Evaluationbased on

Completion of PDP and

Competencies/Indicatorsfor Level I Licensure

Developed annually by the 40th school day

Administrative Intervention as needed Growth Plan PGP

Annual Evaluation of Level I Teachers

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Developed annually by the 40th school day

Orientation and Ongoing Training on Teacher Competencies/ Indicators and the Evaluation System

Administrators Staff

Development of PDPto address Competencies/ Indicators, Previous Evaluations,and Highly Qualified Standards

Progressive Documentation(Formative Evaluation)Data Collection and Feedback

Must include:1. Annual Observation2. Reflection on Annual PDP

Year 3Summative Evaluation based on Completion of PDP and Competencies/Indicators for either Level II or Level III through Progressive Documentation

Administrative intervention as needed , PGP,Possible Intensive Growth Plan

This is a 3-year process during which data are collected regarding performance of the Competencies/Indicators

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Progressive Documentation &Evaluation of LevelII & III Teachers

Las Cruces Evaluation ProceduresLas Cruces Evaluation Procedures Purpose:Purpose:

– Improvement of instruction, curriculum, professional Improvement of instruction, curriculum, professional growthgrowth

– Collaborative ProcessCollaborative Process– Assess the 9 teaching competenciesAssess the 9 teaching competencies– Indicators for each levelIndicators for each level– Provide TrainingProvide Training– Accountability and teacher qualityAccountability and teacher quality– Remediation goalsRemediation goals– Support fair, valid and legal decisions for rehire, Support fair, valid and legal decisions for rehire,

promotion or terminationpromotion or termination

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Training for Teachers and Training for Teachers and AdministratorsAdministrators

Annual Evaluation OrientationAnnual Evaluation Orientation– Teachers at the BuildingTeachers at the Building

Provided by School Administrator (Handbook and Provided by School Administrator (Handbook and PowerPoint)PowerPoint)

Provided by HR and Professional DevelopmentProvided by HR and Professional Development

– AdministratorsAdministrators Today; Sign Training Form for FileToday; Sign Training Form for File Follow-up Date with Professional Development Follow-up Date with Professional Development

CenterCenter– Assistant Principals or Principal Review September 14 Assistant Principals or Principal Review September 14

(1:30 or 3:00)(1:30 or 3:00)

Professional Development PlansProfessional Development Plans

Every YearEvery Year CollaborativeCollaborative No later than 40No later than 40thth day day Objectives based on;Objectives based on;

– 9 competencies9 competencies– Licensure Level IndicatorsLicensure Level Indicators– Previous year’s evaluationPrevious year’s evaluation– Assurance of Highly Qualified Status Assurance of Highly Qualified Status

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PDP FormsPDP Forms

Each Form Based on Level (See Appendix)Each Form Based on Level (See Appendix) Employee’s responsibility to meet the goalsEmployee’s responsibility to meet the goals Evaluator’s responsibility to provide support and Evaluator’s responsibility to provide support and

assistanceassistance Before March 15, both will meet to assess goal Before March 15, both will meet to assess goal

completion completion Evaluation completed with the Reflection FormEvaluation completed with the Reflection Form

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Observation and Data Collection Observation and Data Collection ProceduresProcedures

An administrator shall observe each employee a An administrator shall observe each employee a minimum of once annuallyminimum of once annually

Pre and Post conference required (new form)Pre and Post conference required (new form)– All new employeesAll new employees– All Level I teachersAll Level I teachers– Employees new to the building if past evaluations Employees new to the building if past evaluations

unavailableunavailable

First Pre conference and Observation due during First Pre conference and Observation due during first semester (new form)first semester (new form)

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Observation and Data Collection Observation and Data Collection Procedures ContinuedProcedures Continued

All observation dates will be documented on the new Pre-All observation dates will be documented on the new Pre-Conference formConference form

Observation and post-observation will take place within Observation and post-observation will take place within 4 4 weeksweeks of pre-observation conference of pre-observation conference

Post-observation conference within Post-observation conference within 5 days5 days of observation of observation Informal/unscheduled observations may be done and are Informal/unscheduled observations may be done and are

encouragedencouraged Copies of any written documentation will be given to the Copies of any written documentation will be given to the

employee employee CWT data are not evaluative, but if written, copies should CWT data are not evaluative, but if written, copies should

be provided to the employee be provided to the employee

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Evaluation Evaluation 1 Assessment of value; the act of considering or

examining something in order to judge its value, quality, importance, extent or condition

2.Statement of value: a spoken or written statement of the value, quality, importance, extent, or condition of something

Encarta Dictionary: English (North America)

Love? Love?

Leadership? Leadership?

EvaluationsEvaluations

Level I Teachers: Every year (up to 5 years)Level I Teachers: Every year (up to 5 years)– PDP and Reflection;PDP and Reflection;

Due by Oct. 15 (turn in to HR)Due by Oct. 15 (turn in to HR) Based on Level I competencies (new form specific to Level I)Based on Level I competencies (new form specific to Level I)

– Annual Observation; one required, two or three Annual Observation; one required, two or three suggested with informal addedsuggested with informal added

– Summative Evaluation based on Level I Summative Evaluation based on Level I competenciescompetencies

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EvaluationsEvaluations

Level II and III Teachers:Level II and III Teachers:– Evaluated over three yearsEvaluated over three years– Progressive DocumentationProgressive Documentation– PDP based on Level Competencies (new form PDP based on Level Competencies (new form

based on Level II and III); due to HR October 15based on Level II and III); due to HR October 15– Reflection of PDPReflection of PDP– Annual ObservationAnnual Observation– Summative Evaluation at end of Third Year Summative Evaluation at end of Third Year

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Administrator ResponsibilitiesAdministrator Responsibilities

Conference with employee to discuss Conference with employee to discuss results at end of yearresults at end of year

Follow through on Observation DatesFollow through on Observation Dates Provide written documentation to employees Provide written documentation to employees

about observationsabout observations Provide clear and documented help before Provide clear and documented help before

beginning a Professional Growth Plan/PGPbeginning a Professional Growth Plan/PGP

Professional Growth PlanProfessional Growth Plan

Initiated at any timeInitiated at any time Administrator must identify specific concernsAdministrator must identify specific concerns Initiate as soon as concerns are observedInitiate as soon as concerns are observed Employee must have opportunity to improve Employee must have opportunity to improve

before before summative is conducted summative is conducted Conferences must be held on PGP (new form)Conferences must be held on PGP (new form) Time allowed to correctTime allowed to correct Written record kept on all conferences Written record kept on all conferences

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Things Not to DoThings Not to Do

No “1” given on summative unless he/she No “1” given on summative unless he/she has had a Professional Growth Plan (PGP)has had a Professional Growth Plan (PGP)

““1” can be given if concerns are not 1” can be given if concerns are not addressedaddressed

If “1” given, PGP may be carried over to 40If “1” given, PGP may be carried over to 40thth day of following school yearday of following school year

Unsatisfactory EvaluationUnsatisfactory Evaluation

A Tenured Employee may ask for another A Tenured Employee may ask for another evaluation conference and evaluation by an evaluation conference and evaluation by an Administrator appointed by the Supt. (NEW)Administrator appointed by the Supt. (NEW)

Certified employees will be evaluated Certified employees will be evaluated whenever there is a concern whenever there is a concern

Level III Employee recommended to Level III Employee recommended to Licensure Dept. for Reduction in LevelLicensure Dept. for Reduction in Level

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Change of Employee StatusChange of Employee Status

Transferred:Transferred:– Send all evaluation information to new schoolSend all evaluation information to new school– Within 10 daysWithin 10 days

LeaveLeave– Maintain documents at siteMaintain documents at site– Return before March 15: EvaluateReturn before March 15: Evaluate– After March 15: Postpone until next yearAfter March 15: Postpone until next year– Forward all paperwork to HR with leave status Forward all paperwork to HR with leave status

informationinformation New to DistrictNew to District

– Begin first year of cycle if Level II or IIIBegin first year of cycle if Level II or III

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Pre/PostPre/Post

PDP Level IPDP Level I

PDP Level IIPDP Level II

PDP Level IIIPDP Level III

Professional Growth PlanProfessional Growth Plan

The teacher who The teacher who constantly learns and constantly learns and

grows becomes a grows becomes a professional educator.professional educator.

~Harry Wong~Harry Wong

Thank you!Thank you!