Tea eacher er a and a administrator ev evaluations are e - - PowerPoint PPT Presentation

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eacher er a and a administrator ev evaluations are e gover erned ed by Florida S Statute 1 1012.34 a and State e Bo Board Ru Rule 6A 6A 5. 5.06 065

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e Florida D Dep epartmen ent o

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and the e Brev evard School B Board m must approve ed e educator evalua luation sy n syst stems annua nnuall lly

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e IPPA IPPAS Pr Projec ect Tea eam, c comprised ed o

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eacher ers, Unio Union n le leaders rs, d dist istric ict a and nd sc scho hool-base sed adminis inistrators rs, annua nnually ly re revie iews a and nd rec ecommen ends r rev evisions t to the s e system em

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eacher ev evaluation s systems m must

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and studen ent l lear arning g growt wth

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e for c continuous q s qual ality improvem emen ent of educat ators’ s’ p professi essional al s skills

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ance e (high ghly effecti tive, e effecti tive, n needs ds impr provement, t, unsati tisfacto tory)

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Teach cher evalu aluati tion crite criteria ia mu must in inclu clude ind ndicators b based upo upon ea each ch of

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the F Flor lorida Educator Acc Accomplished P Practice ces (FEAPs)

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Instr tructi tion

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ructio iona nal D Design a n and L Lesson P Plann anning ing

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Learnin ning Enviro nvironm nment nt

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ructio iona nal D Delive very ry a and F Facilit cilitat atio ion

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• (Stat

ate Bo Boar ard Rul Rule 6A 6A 5. 5.065)

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s Prof

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Designs pu purposeful pr professional go goals to s to str tren engthen effec effecti tivenes ess of

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ata us a used in independently and and in in collab laborat ratio ion w n with c h colle leag ague ues to evalua luate l learning rning

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comes, adjus ust p plannin anning, a and cont ntin inuous usly ly i improve ve effec effecti tivenes ess of l

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essons

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ate Bo Boar ard Rul Rule 6A 6A 5. 5.065)

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ional R l Responsib ibili ility a and Ethical C l Conduct

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llaborates w wit ith ho home, s scho chool, an and larg larger co community to support rt s student nt l learnin rning a and c cont ntin inuous us improve vement nt

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ages i in targeted p professio ional g nal growth o h opport rtunit unitie ies and and re refle lective p prac ractices

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lements k knowledge an and s skill ills le lear arned in in professio ional d nal development nt i in teaching ching

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Professio ional al Cond nduc uct o

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Florid rida

• (Stat

ate Bo Boar ard Rul Rule 6A 6A 5. 5.065)

Strong evaluation systems are aligned to the district’s instructional vision Collaboration Communication Observations Planning Goal-setting Professional Growth Student Learning Feedback Coaching Peer Review

 Commitment  Professional teaching culture  Revere data  Build relationships  Relentless pursuit of teaching methodologies

that foster student engagement, critical thinking, self-efficacy, and content mastery

Aligned Systems:

The Florida Standards, teacher evaluations and professional development share a common goal--better instructional practice and increased student learning. FLORIDA STANDARDS TEACHER EVALUATIONS PROFESSIONAL DEVELOPMENT

Provide much-needed clarity for academic standards. Define rigor and content kids should be working to master. Our best lever to change teacher practice at scale. Gives teachers clear expectations, feedback and supports. Timely, relevant, job-embedded and aligned to the standards in content and pedagogy.

BETTER INSTRUCTION FOR STUDENTS …

Al All tea teacher ers will i increa ease th e thei eir expert rtis ise and d skill ill level l from year r to to yea ear resu esulting i g in con

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tinuous imp mproveme ment in stu studen ent achiev evem emen ent.

You

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• n’t have

ve to to be e bad to to get et better etter!

BPS I Instr truct ction

• nal Performance Ap

Appraisal S Syst ystem Dimens nsions

Professional Responsibilities & Ethical Conduct Assessment Instructional Delivery & Facilitation Learning Environment Instructional Design & Lesson Planning

 Both are formative in nature, providing

evidence for midterm, interim, and annual evaluations

 Observers score only what they see and hear  Observers may add or change data in the

• bservation based on evidence collected from

pre- and post-conferences with the teacher, review of student work samples and/or lesson plans, teacher attendance at parent conferences or professional development activities, as examples

Observation ≠ Evaluation

 The fixed mindset makes you

concerned with how you’ll be judged; the growth mindset makes you concerned with improving.

 Carol Dweck, author of Mindset

 Observations represent a snapshot, a

moment in time.

 The annual evaluation is the movie, the whole

picture of a year’s worth of professional growth and accomplishment.

 The annual evaluation of professional

practices will be worth a total of 45 points, 9 points per dimension.

 Teachers will continue to self-assess prior to

the final evaluation conference.

 Administrators will review all evidence related

to high quality teaching in assigning the final ratings (formal and informal observations, student work samples, parent communication, lesson plan, Edline, etc.)

 Also derived from the requirements in State

Board Rule 6A 5.065, Florida Educator Accomplished Practices

 Additional required elements include

• Demonstrating continuous professional growth
• Establishing purposeful professional goals
• Using data-informed research to guide and improve

practice

• Collaborating with professional colleagues to

improve teaching and learning

 A. Traditional PGP—action research, based on a

teacher’s identification of a new skill, a new strategy, or a new method for improving instruction that the teacher wishes to try

 B. Evaluation-based PGP—teacher uses 2015-

2016 evaluation results to identify an element in the IPPAS rubrics to improve in order to reach a distinguished level of practice in that area

 Development: 8 points possible  Peer review team will continue to score, using revised

rubrics, and scores will be averaged with administrator score

 Implementation: 10 points possible  Administrator and Teacher will score, using revised

rubrics, and scores will be averaged

 See the revised forms and rubrics on the IPPAS

website under Human Resources/Evaluations

 Non-compliance: Failure to submit or implement a

PGP may result in 0 points for non-compliance

 Collaborative teams of teachers will continue

to meet regularly to plan together, examine student work, share effective strategies and feedback, to improve teaching and learning

 Collaborative teams of teachers will also

share efforts to support and mentor struggling students

 No student achievement scores will be tied to

collaborative teams

 Team members will continue to self-assess

and score each other, using the CMA rubrics

 Team scores will be averaged for a total of 4

points possible

 Team members who believe a score has been

unfairly entered will appeal to their principal for review

 Annual Evaluation of Professional Practices

• 45 points

 Professional Growth Plan Development

• 8 points

 Professional Growth Plan Implementation

• 10 points

 Collaboration and Mutual Accountability

• 4 points
• Total possible: 67 points (2/3 of the final evaluation

rating)

• Part One Results used to determine performance pay for

2016-2017

 55.5 – 67

Highly Effective

 39.5 – 55.4

Effective

 18.5 – 39.4

Needs Improvement

 0 – 18.4

Unsatisfactory

 Scores will be determined by the achievement

results of the teacher’s students on state or district standardized measures

 Teachers of students who do not take the FSA

(Florida Standards Assessment) will use the alternative measures identified in the updated IPPAS handbook

 VAM scores/Student Achievement Results will

be assigned a categorical value, based on Highly Effective, Effective, Needs Improvement, Unsatisfactory

 Categorical values for student achievement

will be assigned a scaled number worth a total of 33 possible points (1/3 of the final evaluation)

 Student achievement results will be added to

Summative Part One results for a final summative rating of HE, E, NI, or U

 Final evaluation ranges will be

established after an analysis of student achievement results from 2015-2016.

 Brevard Public Schools will serve

the community and enhance students’ lives by delivering the highest quality education in a culture of dedication, collaboration, and learning.