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Educator Evaluation for System Change

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Patrick Flynn

on 2 June 2013

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Transcript of Educator Evaluation for System Change

M E S Educator Evaluation
for
SYSTEMS CHANGE CT Superintendents’ Leadership Summit 2013 What are the strategies leadership employs to ensure the success and support? What structures are proving to be most successful in helping teachers to become better? C Start with the
performance review S Y T S H A N G E 11 CT Districts and NYDOE Teacher Effectiveness and Performance Review Peer Validation and Complementary Evaluation NHPS and Newark Public Schools, NJ Module 3: Teacher Evaluator Training 14 CT Districts and Newark, NJ Recruitment Strategies
Induction Programming
Observation Protocols
Defining Teacher Behaviors
Defining Student Outcomes
Teacher Performance Metrics Human Capital Odden, A. and Kelly, J. Strategic management of human capital in public education, SMHC, June 2008 Human Capital PLC-based Environments
Effective Data Teams
Targeted/Differentiated PD
Trusting Relationships
Hopeful/Supportive Environments Social Capital Social Capital Barber, 2003
Mckinsey Global Ed Practice low high Challenge high low Support Confirmation Status Quo Growth Retreat Effects of Support and Challenge on Teacher Development Tight-Loose Organization Sharp Goals + Tight Accountability =
Passive or Alienated workers

Decentralized Creativity =
Drift and Inertia

Secret Two: Purposeful Peer Interaction
Analysis of Individual Teacher Behaviors & Actions Theory of Action
Improved Student Outcomes Outcome Logic Model Improved Administrative and Teacher Performance
&
Improved Student Achievement Group Actions and Behaviors
(e.g. using teacher evaluation process for continuous professional growth focused on learning and renewed beliefs) Analysis of Individual Administrator Behaviors & Actions Fullan, M. (2007). The Six Secrets of Change: What the Best Leaders Do to Help HUMAN CAPITAL
STRATEGY SOCIAL CAPITAL
STRATEGY Recruitment Strategies
Induction Programming
Observation Protocols
Defining Teacher Behaviors
Defining Student Outcomes
Teacher Performance Metrics PLC based Environments
Effective Data Teams
Targeted/Differentiated PD
Trusting Relationships
Hopeful/Supportive Environments Leadership Social Capital Human Capital “The nuance is that connecting peers with purpose does not require less leadership at the top, but rather more – more of a different kind.”
~ Micheal Fullan, The Six Secrets of Change What are the strategies leadership employs to ensure the success and support? (Badura, 1978, 1997; Teschannen-Moran, 2000; Glickman, 2007; Howard, 2008; Fullan, 2008; Marzano, 2010) What leadership does to…
Establish trust
Ensure resources – especially feedback
Provide targeted and differentiated PD
Promote shared decision-making Leadership Factors
Impacting Efficacy Only wet babies like change… 5 C's for Change
http://goo.gl/ajv6O 5 Core Recommendations for Administrators and Evaluators in CT Districts Recommendation #1:
Rubrics make your world go round Recommendation #2:
Delve deep into student and professional artifacts Recommendation #3:
I'm ready for my close-up Mr. DeMille (Video-Based Observation) Recommendation #4:
Discover the power in Collaborative Inquiry Groups Recommendation #5: Incorporate Complementary Evaluators What makes the "talent" better? Voices of Vision Weekly Newsletter
http://goo.gl/qGViK Leadership Introduction to ReVision Learning (10 min)
Setting the Rationale to New Evaluation Systems (15 min)
Understanding Human and Social Capital
Effects of Support and Challenge on Teacher Development
Our Theory of Action
Fullan's Secret Two: Purposeful Peer Interaction
Leadership Factors the Impact Teacher Efficacy
5 C's of Systems Change (20 min)
Recommendations for Administrators/Evaluators (15 min)
Discussion (10 min) Session Structure 2 Social Capital Framework of Instruction Teaching Philosophy Student Outcomes Teacher Performance Human Capital Continuous Improvement Supervision Rubrics Evaluation Remove the white cards from the bag/clip. At your table, arrange or organize the terms graphically in a way that makes sense. Shared Meaning 3 Change Risk-Taking Collegial Conversation Support Feedback Growth Social Capital Framework of Instruction Teaching Philosophy Student Outcomes Teacher Performance Human Capital Continuous Improvement Supervision Rubrics Evaluation Incorporate the green cards into the initial configuration. Explain your configuration to the another group. Shared Meaning Leadership
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