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Transcript of Teacher Evaluation
Connecticut’s System for Educator Evaluation and Development (SEED) is...
A model evaluation and support system that is aligned to the Connecticut Guidelines for Educator Evaluation.
SEED is shared language of excellence to which professional learning, coaching, and feedback can align to improve practice.
SEED aligns district goals, with teacher goals, with practice and provides high quality feedback.
SEED was designed to fairly and accurately evaluate teacher and school leader performance in order to help strengthen practice to improve student learning
Importance to Curriculum Instruction and/or Assessment
The new model defines four components of teacher effectiveness:
1. student growth and development (45%)
2. teacher performance and practice (40%)
3. parent feedback (10%)
4. whole-school student learning indicators or student feedback (5%)
*Promotes professional judgement and consistancy
Fosters dialogue about student learning
Ensures feasibility of implementation
Supports teacher growth *
The model defines four components of administrator effectiveness:
1. multiple student learning indicators (45%)
2. leadership practice (40%)
3. stakeholder feedback (10%)
4. teacher effectiveness outcomes (5%)
Most of the focus is on the top 2 (make up 85% of an admin eval)
Why Learn About This?
"Research has proven that no school-level factor matters more to students' success than high quality teachers and leaders"
Your Turn to Evaluate!
SEED Helps ALL Learners...
Implications of SEED for diverse learners:
As a leader of teachers and learners, we will...
and Catherine Calabrese
SEED is important because it ensures...
Curriculum Alignment w/CCT
Support teachers and the school improvement plan by developing professional learning opportunities to ensure career development and growth by...
Targeting professional development
Providing external learning opportunities
Differentiating career pathways
Leading data teams
First, we will split into groups and examine the SEED indicators, highlighting adjectives to describe what we, as instructional leaders, might look for.
Second, as soon as you are ready, record your findings on the corresponding chart, which are
hanging around the room labeled by indicator.
Your group will have 2 minutes at your indicator to jot notes from your discussion
Ratings & Feedback
Formal In- Class/Learning Environment Observations –
At least 30 minutes followed by a post-observation conference, which includes timely
written and verbal feedback.
Informal In-Class/Learning Environment Observations –
At least 10 minutes followed by written and/or verbal feedback.
Non-classroom Observation/Reviews of Practice –
Include but are not limited to: observation of data team meetings or team meetings
focused on individual students or groups of students, observations of early intervention
team meetings, observations of individual or small group instruction with a student
outside of the classroom, collaborative work with staff in and out of the classroom,
provision of training and technical assistance with staff and/or families, and leading
school-wide initiatives directly related to the SESS provider's area of expertise.
After watching, we will return into groups and find evidence from our scripted notes and match them to the indicator sheet you have been provided.
Be ready to watch a 5 minute classroom lesson and script as if you were an evaluator.
After about 3-5 minutes, we will debrief the SEED evaluation process as a whole group.
Evaluation of Pilot Implementation of SEED
- Provide additional opportunities for all educators to learn about SEED
- Build the skills of evaluators
- Increase the use of complementary observers
- Provide guidance on SLO and IAGD
- Clarify and contextualize SEED to personnel
- Disseminate promising practices
- Provide additional assistance to low-performing districs to support SEED implementaion
- Track SEED as it is being implemented
The SEED Approach
An evaluation and support system that uses multiple sources of information and evidence results in a fair, accurate, and comprehensive picture of an educator’s performance.