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Ideal Teacher Evaluation

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Melissa Samson

on 12 November 2013

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Transcript of Ideal Teacher Evaluation

Evaluation Design
Melissa Samson
Robert Marzano's perspective on Instructional Strategies
The proposed ideal evaluation would be to provide teacher's meaningful feedback to improve instructional practices.
Why change the current evaluation system?
The Widget Effect
"Rush to Judgement"
"...study found 87% of 600 schools in Chicago did not give a single unsatisfactory rating although over 10% of those schools were classified as failing educationally" (Toch & Rothman, 2008)
The "widget effect" describes the tendency of school districts to assume classroom effectiveness is the same from teacher to teacher....in its denial of individual [teacher] strengths and weaknesses, it is deeply disrespectful to teachers; in its indifference to instructional effectiveness, it gambles with the lives of students.
(Weisburg et al., 2009, p.4)
With the implementation of Common Core, and its emphasis on changing classroom instructional practices, now is the perfect time to re-structure the evaluation system to provide teacher's more meaningful feedback in annual evaluations.
Proposed Ideal Evaluation Process
1. Perform Self Evaluation
2. Personal Goal Setting based Self Evalualtion
3. Initial Meeting with Evaluator
4. Three Announced Observations
5. Review observations and goals for Final Evaluation
1. Perform Self Evaluation
Using Marzano's short form, rate yourself from 0-4
There are 41 strategies within the 3 Lesson Segments
Generic Form of Scale
These proposed indicators are to be used when evaluating teachers. They offer a broader range of descriptors than current Meets/Exceeds, Does Not Meet, or Unsatisfactory rankings.
Lesson Segment
Design Elements
2. Personal Goal Setting based on Self Evaluation
Teacher will set goals based on areas of low ratings in self evaluation and items identified in previous year's evaluations
1. By the end of the year, I will raise my score on celebrating success from 1 to 3.

2. By the end of the year, I will raise my score on helping students examine errors in reasoning from 0 to 3.

3. By the end of the year, I will raise my score on using friendly controversy from 0 to 3.
(Marzano, p. 119)
GOALS are written similar to this model....
3. Initial Meeting with Evaluator
Review & approve teacher's goals
Teacher will complete a "Teacher Progress Chart" per written goal
Teacher Progress Chart
4. Classroom Observations
Three observations:
Specific learning targets focused upon during observation
Observations scheduled in advance
No less than 20 minutes
Each observation to be video recorded
Much of the research published since the Coleman Report has confirmed the finding that high-quality teachers raise student performance–indeed, it appears that the most important thing a school can do is to provide its students with good teachers. (Goldhaber, 2002, http://educationnext.org)
Let's Practice!
Please refer to handout.
Focused observation on Lesson Segments Enacted on the Spot
5. Plan Formal evaluation with noted areas of focus.
After each observation, administrator will share video and observation form with teacher.
Administrative Standard 3:
Management of Resources for an Effective learning environment.
3 goals for Permanent
5 goals for Probationary
Looking specifically at the goals listed on the Teacher Progress Chart.
6. Formal Evaluation
Using same observation record, and teacher progress charts- conduct formal evaluation.
7. Final Evaluation Review Meeting
Review Teacher Progress Charts with Teacher
Celebrate success of teacher's growth
Identify, if necessary, areas for further development next year
6. Conduct Final Evaluation
7. Final Evaluation review meeting

“A coach is someone who can give correction without causing resentment.”
― John Wooden
"I absolutely believe that people, unless coached, never reach their maximum capabilities."
Bob Nardelli, former CEO, Home Depot
Administrative Standard 5:
Ethics/Integrity/Fairness in leadership to promote success of all students.
Adapted from the works of Robert Marzano.
In addition to improving teacher's instructional practices, the proposed new evaluation process would also allow administrators a more defined role in the coaching and development of their staff.
According to The Breakthrough Coach, the adminstrator's job is to develop their "people", so that they themselves can be replaceable.

Balancing the current administrative responsibilities of answering emails, going out for recess/lunch duty, and managing district meetings with this new process would be practically impossible; so it is imperative that all administrators utilize the strategies outlined by Dr. Malachi Pancoast in his lecture on management development to .

The Breakthrough Coach, 2011
Marzano, R. & Toth, M. (2013) Teacher evaluation that makes a difference. p.88
Using the MBWA strategies, coupled with Dr. Pancoast's management practices- there should be time in an administrator's week dedicated to "walking around" and observing teachers.
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