the delaware performance appraisal system ii for specialists august 2013 training module 3 the dpas...
TRANSCRIPT
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The Delaware Performance Appraisal System II for Specialists
August 2013
Training Module 3
The DPAS II Process
Training for Specialists
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Training Overview
For separate modules:Module 1: Introduction to DPAS IIModule 2: DPAS II and the Delaware FrameworkModule 3: The DPAS II ProcessModule 4: Component Five – Student
Improvement
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Materials for this module
Power Point Presentation DPAS II Guide for Specialistshttp://www.doe.k12.de.us/csa/dpasii/default.shtml.
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DPAS II: Process
Roster Identification Measures Selection Fall Conference Pre-Observation Conference Observation
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DPAS II: Process (continued)
Post-Observation Conference Formative Feedback Documentation Summative Evaluation Conference Summative Evaluation Documentation
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DPAS II: Process (continued)
Improvement PlansEffective 2013-2014, changes to Regulation 106A
modifies when an Improvement Plan must be developed versus may be developed.
Changes to Regulation also eliminate some requirements related to Professional Development completed by a teacher during an Improvement Plan.
The Challenge Process
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Professional Responsibilities
Form completed in Fall Discussions held during pre and post-
observation conferences Discussion during summative evaluation
conference
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Pre-observation
FormRequired for Novice TeachersMay be waived for Experienced Teachers
• Only if both the teacher and evaluator agree
ConferenceRequired for all announced observations – may
not be waivedDoes not apply to unannounced observationsWhenever possible, held in teacher’s classroom
or work area
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Observations
Announced or Unannounced Length of observation Frequency of observations Limitations on when observations may occur Evidence collection
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Post-observation Conference
Requirements Teacher Responsibilities
Lesson Reflection Template - optional
Timing
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Formative Feedback
Requirements and Timeline Evidence Formative rating documentation How do rubric levels translate to Satisfactory
or Unsatisfactory performance?
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Summative Evaluation
Requirements and Timelines Evidence Summative ratings Summative evaluation forms
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Summative Ratings ChartTotal # of Satisfactory ratings in
Components I-IVComponent V Summative Rating
4/4 Exceeds Highly Effective
4/4 Satisfactory Effective
4/4 Unsatisfactory Needs Improvement
3/4 Exceeds Highly Effective
3/4 Satisfactory Effective
3/4 Unsatisfactory Needs Improvement
2/4 Exceeds Effective
2/4 Satisfactory Effective
2/4 Unsatisfactory Ineffective
1/4 Exceeds Needs Improvement
1/4 Satisfactory Needs Improvement
1/4 Unsatisfactory Ineffective
0/4 Exceeds Needs Improvement
0/4 Satisfactory Needs Improvement
0/4 Unsatisfactory Ineffective13
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Pattern of Ineffective Teaching
DPAS II Rating
Year I Year 2 Year 3
Ineffective Ineffective
Needs Improvement Ineffective Needs Improvement
Needs Improvement Needs Improvement Ineffective
Ineffective Needs Improvement Ineffective
Ineffective Needs Improvement Needs Improvement
Needs Improvement Ineffective Ineffective
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Overall Feedback
Commendations Recommendations and expectations
Difference between expectations and recommendations
How expectations are communicatedHow evaluators asses teacher performance
toward expectation outcomesDocumenting completed expectations
Additional feedback
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Challenge Process
Used when a specialist disagrees with the evaluator’s assessment
Different from Grievance (can only grieve process infractions)Must try to resolve difference with evaluator firstSubmit written challenge to evaluator’s supervisor
within 1 working days of receipt of evaluation document
Within 15 working days the supervisor of the evaluator must meet with the specialist
Within 15 work days the supervisor of the evaluator must issue a written decision
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DOE monitoring of DPAS II
Annual audit of DPAS II formative and summative evaluation documentsConducted by DOE staffAll information is strictly confidentialUse of review criteria to ensure written evaluation
documents provide• Objective, specific, and relevant evidence of teacher
performance and areas for commendation• Supportive, specific, and actionable guidance, including
timelines, for any recommendations and/or expectations
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