Jan 13, 2016
Consider this…
“Effective leaders see what is essential and ignore the rest…focus on what is
vital and eliminate all of the extraneous distractions…stop doing
the senseless things that consume so much time and energy.”
-Jim Collins, Good to Great
Objective
Participants will demonstrate comprehension of the Millard Public Schools Staff Evaluation Program by
reviewing the 2 Phases and 3 Purposes.
Provided Today
CD has resources we are describing today
MPS Staff Evaluation Handbook Administrator Addendum
Introductions
• Dr. Jim Sutfin, Executive Director Human Resources
• Mrs. Heather Phipps, Assistant Principal
• Dr. Kim Saum-Mills, Director of Staff Development
Background
• 2006-2007 Teacher Evaluation Committee met to research best practice
• November 2006 – survey of 700 teachers & administrators
• 2007-2008 Pilot Implemented at 5 buildings
• 2008-2009 Full District Implementation– Staff Evaluation Committee Continued – Review & Reflect & Revise
Program Goals
• District’s focus on learning
• Spend more time with probationary teachers
• Visit all teachers’ classrooms more frequently
• Increased teacher reflection• Increased dialogue between teacher &
administrator
• Streamline the current evaluation system
Purpose of Staff Evaluation
What do you consider the purpose of Staff Evaluation?
Turn to your neighbor and share.
Purpose of MPS Staff Evaluation
Accountability:• to ensure all students learn the
academic and life skills necessary for responsible living
• to ensure that Practices That Promote Successful Student Learning continue in the classroom
Purpose of MPS Staff Evaluation
Professional Growth:• to foster the continuous improvement of
teaching and learning by teachers
Purpose of MPS Staff Evaluation
School Improvement:• to promote the integration of site-based
plans and the district strategic plan with instructional improvement through staff development
Staff Evaluation Program
• Appraisal Phase
• Continuous Growth Phase
Appraisal Phase
Probationary Teachers or Special Circumstances:
• in-district transfers• new teaching assignment • not meeting district
standards/Millard Instructional Model• administrative discretion
Appraisal Phase Components
Classroom Observations
• 3 classroom observations: 2 of 3 should be for full instructional periods.
• Full instructional period observations are announced and require a completed Pre-observation Form
Appraisal Phase Components
Classroom Observations
• Post-observation reflection form completed by teacher
• Post-conference required to discuss the observation
• Written report not finalized until after dialogue
Appraisal Phase Forms & Process
• Pre-observation Form
• Post-observation Reflection Form
• Classroom Observation Form
• Appraisal Report
Process Time
Appraisal Phase Components
Spring Conference
Review Appraisal Report of teacher’s performance related to the Practices That Promote Successful Student
Learning.
Consider This…
“One of the most promising strategies for providing leadership is brief and focused visits to the classrooms for the purpose of observing, first hand, the instruction that is provided and the needs of staff and students in
the school.”
- www.principalspartnership.com/feature203.html
Appraisal Phase Components
Instructional Walk-through Observation
Not a drive-by
Several conducted based on the district expectations:• CISS (Curriculum, Instruction, Student Engagement & Safety)
• Millard Instructional Model • Best Practice
5 Minute Minimum Observation
Consider This…
“To what extent are the students learning the intended outcomes of each course?”
- Rick DuFour, The Learning-Centered Principal
MPS 4-Part Objective
The participant/learner will demonstrate
___________________ of ____________________
(Bloom’s Level of Thinking) (Skill/Concept)
by _______________ ________________________.(Bloom’s Power Word) (Activity that Demonstrate the Learning)
Objective
Participants will demonstrate
comprehension of the Millard Public
Schools Staff Evaluation Program by
reviewing the 2 Phases and 3
Purposes.
Process Time
Consider This…
A goal without a plan is just a wish.
– Antoine de Saint-Exupery
Continuous Growth Review
• Permanent Certificated Teachers ONLY
• Continuous Cycle
Continuous Growth Review
Fall Conference (By end of September)
Discuss and establish goals that increase student achievement (Must be S.M.A.R.T. goal…may be their PLC goal .)
Discuss administrative expectations with the teacher
Discuss professional growth
May need to discuss past years’ experience
Continuous Growth Review
Progress Check (December-February)
Progress check may be via an e-mail or a face-to-face meeting
Continuous Growth Review
Spring Conference (February - April)
Teacher brings Completed Continuous Growth Reflection Form Evidence of progress toward goal Documentation of professional growth
Consider this…
“Even though I had made frequent visits to this teacher’s classroom…I had no data on how much her students were learning.”
-Kim Marshall, Edge/PDK International
Continuous Growth Review
Evaluator will document in Continuous Growth Report WHAT was shared:
– Narrative of successful reteaching activities– Examples of student work – Examples of data from common formative assessments– Evidence of peer observations – Examples of student and/or parent feedback – Analysis of video taped lesson(s) – Evidence of collaborative lesson study – Evidence of learning application from workshops,
conferences, or staff development sessions
Continuous Growth Phase Components
Instructional Walk-through Observations
Same as Appraisal Phase
Continuous Growth Phase Forms
• Continuous Growth ReportYear-long formSMART goal – student achievement
focused
• Continuous Growth Reflection Form
S.M.A.R.T Goal
Specific & Strategic - How will this specific goal support progress toward the long-term goal?
Measurable - What evidence will be collected to show this goal has been accomplished?
Attainable - What are the plan of action steps that will make this goal attainable?
Results-Oriented - Is this the results wanted?Time-Bound - When will there be evidence
that the goal has been met?
Evaluate S.M.A.R.T. Goals
• 85% of students will pass a thesis writing assessment with an 80% by the end of the first semester.
• All students will pass a thesis writing assessment with an 80% by the end of the first semester.
What is the difference between these two S.M.A.R.T. Goals? – Share your thoughts with your neighbor.
Select Staff Evaluation
• School Counselors• School Social Workers• School Psychologists• Information/Technology Specialists• Special Education Itinerant Staff
Purpose of MPS Staff Evaluation
Accountability: • to ensure all students learn the
academic and life skills necessary for responsible living
• to ensure that Practices That Promote Successful Student Learning continue in the classroom
Purpose of MPS Staff Evaluation
Professional Growth:• to foster the continuous improvement of
teaching and learning by teachers
Purpose of MPS Staff Evaluation
School Improvement:• to promote the integration of site-based
plans and the district strategic plan with instructional improvement through staff development
Reflect
To whom are you giving/sharing this CD?
What are 3 things you are going to share?
What questions do you still have?
Just for Fun!
What not to do as a supervisor!
YouTube Video