Teaching and Learning Courageous Journey Presentation by Glenn

Teaching and Learning Courageous Journey Presentation by: Glenn Maleyko, Ph. D December 9, 2013

Specific Growth Edge Implement an effective process for evaluating all district employees using effective growth measures that improve employee development and performance. With regards to Teacher and Administrator Evaluations, monitor state recommendations and implement an aligned model that meets both state and district goals.

Growth Strategies: 1. Use the teacher and administrator evaluation committees as a platform for making important implementation decisions. Monitor State requirements and ensure that our evaluation tool is aligned. 2. Provide support and professional development to all district administrators with regards to teacher evaluations. (over 75 administrators). Ensure that all administrators attain proficiency on the Danielson Teachscape Proficiency System. 3. Provide support and leadership in the area of evaluations especially when it comes to employees that have performance concerns.

Growth Activities: 1. Continue to lead professional development sessions during monthly general administrator meetings and other principal meetings. Meet and dialogue with principals to ensure proficiency with Teachscape. 2. Meet with the evaluation committee and break into sub-committees to both develop and refine the formula for the effective implementation of evaluations which includes growth measures.

Accomplishments--Evaluation Protocol Training - I completed over 40 hours of training with the teachscape system. I passed both assessments which took approximately 6 hours - Over 55 administrators have passed the assessment - I provided over 20 hours of training to administrators. - I continue to provide training and Direction via both the General Administrators Meeting and Building Visits.

Weighted Formula 75% will be based on Observation Protocol and the 5 Standards for Effective Teaching. This includes observations (formal and not formal), walkthroughs, other performance measures that are related to the teacher evaluation rubric which includes all 5 standards. Professional Responsibilities are included as one of the standards.

25% Growth Data 5% District growth based on state accountability measures 10% Building Growth based on state or building or district common assessments 10% Classroom Growth based on State Assessments,

10% Building Growth Data Elementary -SRI, DRA & DRA task analysis, Star Math, 6 plus 1 traits, Building/District Common Assessments, NWEA, MEAP, Art, Music and & PE common Assessments. Middle School -SRI, DRA, Star Math, 6 plus 1 traits, Building/District Common Assessments, NWEA, MEAP, Art, Music and & PE common Assessments, and Explore. High School- Explore, Plan, MME, MEAP, SRI, Star Math, Common Assessments, AP exams, and Departmental Assessments.

10% Classroom Growth Data 10% Classroom Growth based on State Assessments, District Common Assessments or Classroom Assessments (ex. Performance or product measures or other formative assessments, pre and post tests are required).

3. Electronic Evaluation System Delayed Implementation Due to MCEE Committee report.

In addition I have attended Conferences and Webinars to Update my own knowledge level

HR Website http: //dearbornschools. org/hremployment/hr-evaluation-tools