Stronge Teacher Effectiveness Performance Evaluation System Overview Teacher

Stronge Teacher Effectiveness Performance Evaluation System Overview Teacher Effectiveness Student Achievement

Stronge and Associates Educational Consulting, LLC Stronge Evaluation System Effectiveness is the goal. Evaluation is merely the means.

Stronge and Associates Educational Consulting, LLC Teacher Evaluation System • What is the basis of teachers’ evaluation? • How will teacher performance be documented? • How will teacher performance be rated?

Stronge and Associates Educational Consulting, LLC Question 1 What is the basis of teachers’ evaluation?

Stronge and Associates Educational Consulting, LLC Main Components Performance Standard 2: Instructional Planning The teacher plans using the state’s standards, the school’s curriculum, effective strategies, resources, and data to meet the learning needs of all students. Sample Performance Indicators Examples may include, but are not limited to: The teacher: 2. 1 2. 2 2. 3 2. 4 2. 5 Performance Indicators Uses student learning data to guide planning Plans realistically for pacing, content mastery, and transitions. Plans for differentiated instruction. Aligns lesson objectives to the school’s curriculum and student learning needs. Develops appropriate long- and short-range plans, and adapts plans when needed. Effective Performance Appraisal Rubric Highly Effective is the expected level of performance. Partially Effective Ineffective In addition to meeting the standard, the teacher actively seeks and uses alternative data and resources and consistently differentiates plans to meet the needs of all students. The teacher plans using the state’s standards, the school’s curriculum, effective strategies, resources, and data to meet the needs of all students. The teacher inconsistently uses the school’s curriculum, effective strategies, resources, and data in planning to meet the needs of all students. The teacher does not plan, or plans without adequately using the school’s curriculum, effective strategies, resources, and data.

Stronge and Associates Educational Consulting, LLC Teacher Performance Standards 1. Professional Knowledge 2. Instructional Planning 3. Instructional Delivery 4. Assessment of/for Learning 5. Learning Environment 6. Professionalism 7. Student Progress

Stronge and Associates Educational Consulting, LLC Performance Standard 1 Professional Knowledge The teacher demonstrates an understanding of the curriculum, subject content, and the developmental needs of students by providing relevant learning experiences.

Stronge and Associates Educational Consulting, LLC Performance Standard 2 Instructional Planning The teacher plans using the state’s standards, the school’s curriculum, effective strategies, resources, and data to meet the needs of all students.

Stronge and Associates Educational Consulting, LLC Performance Standard 3 Instructional Delivery The teacher effectively engages students in learning by using a variety of instructional strategies in order to meet individual learning needs.

Stronge and Associates Educational Consulting, LLC Performance Standard 4 Assessment of / for Learning The teacher systematically gathers, analyzes, and uses all relevant data to measure student academic progress, guide instructional content and delivery methods, and provide timely feedback to both students and parents throughout the school year.

Stronge and Associates Educational Consulting, LLC Performance Standard 5 Learning Environment The teacher uses resources, routines, and procedures to provide a respectful, positive, safe, student-centered environment that is conducive to learning.

Stronge and Associates Educational Consulting, LLC Performance Standard 6 Professionalism The teacher maintains a commitment to professional ethics, communicates effectively, and takes responsibility for, and participates in, professional growth that results in enhanced student learning.

Stronge and Associates Educational Consulting, LLC Performance Standard 7 Student Progress The work of the teacher results in acceptable, measurable, and appropriate student academic progress.

Stronge and Associates Educational Consulting, LLC Question 2 How will teacher performance be documented?

Multiple Data Sources for Teachers Stronge and Associates Educational Consulting, LLC Student Learning Objectives • Appropriate measures of academic progress are determined • Teachers set objectives for improving student progress based on the results of performance measures • Quality of the objectives and their attainment provide an important data source for evaluation Observations • • • Documentation Log • Includes both specific required artifacts and teacher-selected artifacts • Artifacts provide evidence of meeting selected performance standards • Provides teacher with opportunity to demonstrate quality work Student Surveys • Teachers survey their students using one of four survey instruments • Teachers enter summary of the results in their Documentation Log • Surveys provide additional data to teachers than can influence teaching strategies Non-tenured teachers observed at least three times per year Tenured teachers observed at least once per year Additional observations at building administrator’s discretion Observations last at least 20 minutes, include a post-conference Participants in EE 4 NJ Cohort 2 have specific observation requirements

Stronge and Associates Educational Consulting, LLC Data Collection Procedure Data Collection Responsibility Form(s) Evaluator Teacher Reviews/ approves Selects/ develops Measures of Academic Progress Student Learning Objectives Form Informal Observations Informal Classroom Observation Formal Observations Formal Classroom Observation Form Student Surveys Student Survey Forms (K-2, 3 -5, 6 -8, 9 -12) Student Survey Summary Documentation Logs Documentation Log Cover Sheet Self-Assessment Optional Teacher Self-Assessment Form

Stronge and Associates Educational Consulting, LLC Question 3 How will teacher performance be rated?

Stronge and Associates Educational Consulting, LLC Evaluations Interim Evaluation (non-tenured teachers) • Used to document evidence of meeting standards • Does NOT include rating of performance Summative Evaluation • Comes at end of evaluation cycle • Four point rating scale • Performance rubric for every standard

Stronge and Associates Educational Consulting, LLC Terms Used in Rating Scale Category Description Definition Highly Effective The teacher maintains performance, accomplishments, and behaviors that consistently and considerably surpass the established standard. Exceptional Performance Effective The teacher meets the standard in a manner that is consistent with the school’s mission and goals. Proficient Performance Partially Effective The teacher often performs below the established standard or in a manner that is inconsistent with the school’s missions and goals. Below Acceptable Performance Ineffective The teacher consistently performs below the established standards or in a manner that is inconsistent with the school’s missions and goals. Unacceptable Performance • Sustains high performance over period of time • Behaviors have strong positive impact on learners and school climate • Serves as role model to others • Meets the requirements contained in job description as expressed in evaluation criteria • Behaviors have positive impact on learners and school climate • Willing to learn and apply new skills • Requires support in meeting the standards • Results in less than quality work performance • Leads to areas for teacher improvement being jointly identified and planned between teacher and evaluator • Does not meet requirements contained in job description as expressed in evaluation criteria • Results in minimal student learning • May result in employee not being recommended for continued employment

Sample Summative Evaluation Form (abbreviated) Stronge and Associates Educational Consulting, LLC Performance Standard 1: Professional Knowledge Effective Highly Effective is the expected level of performance. Partially Effective Ineffective In addition to meeting the standard, the teacher consistently demonstrates extensive knowledge of the subject matter and continually enriches the curriculum. The teacher demonstrates an understanding of the curriculum, subject content, and the developmental needs of students by providing relevant learning experiences. The teacher inconsistently demonstrates understanding of the curriculum, content, and student development or lacks fluidity in using the knowledge in practice. The teacher bases instruction on material that is inaccurate or out -of-date and/or inadequately addresses the developmental needs of students. Comments:

Recommendations from NJ Educator Effectiveness Task Force Stronge and Associates Educational Consulting, LLC Standards 1 -6 Teacher Evaluation 100% Teacher Practice 50% Evaluation framework including classroom observation as a major component Standard 7 Student Achievement 50% At least one additional tool to assess teacher practice. Student achievement of state-approved assessments or performance-base evaluation State-approved schoolwide performance measure Districts have option of including additional performance measures From NJDOE Notice of Grant Opportunity, March 2012

Stronge and Associates Educational Consulting, LLC Student Progress (Standard 7) Teachers of Tested Grades/Subjects* (math and language arts grades 4 -8 where prior and current year scores on state assessment are available) Teachers of Non-Tested Grades/Subjects** Student growth percentiles (35%-45%) Student assessments or performance-based measures (such as SLOs) (10%-45%) School-wide measure (5%-10%) Optional measures (such as SLOs) (0 -10%) *Percentages may vary based on LEA decisions; student achievement percentage must equal 50% **Percentages may vary based on LEA decisions; student achievement percentage may equal 15 -50%; remainder goes toward Standards 1 -6

Stronge and Associates Educational Consulting, LLC Recommended Evaluation Process Timeline Activity for Professional Improvement During 1 st Month • All teachers establish student learning objectives By end of 1 st Quarter • Observe non-tenured teachers By end of 2 nd Quarter • Observe non-tenured teachers • All teachers administer survey Mid-year Conduct mid-year review of student learning objective • Review non-tenured teachers’ Documentation Log • Interim performance evaluation of non-tenured teachers During the 2 nd Semester • 10 calendar days prior to summative evaluation date • • Before Last Week of School Observe all teachers End-of-year review of student learning objective data • Submit Documentation Log • Summative evaluation

Stronge and Associates Educational Consulting, LLC Focus on Effectiveness Outstanding Teachers & Leaders = Student Results