SCPS is…

We are a high-performing district

We are focused on student achievement

We are committed to achieving excellence
and equity through continuous
improvement

We are ready to take the next step
for our students!
The Old Evaluation System:

Observations primarily for evaluation

Limited feedback on teaching strategies

No link between evaluation and student
performance/achievement/growth

No link between evaluation and PD
Why?
Our students are changing
Our understanding of learning has changed
Our workplaces are changing
This change presents an
OPPORTUNITY
to help our students grow
Policymaking

Race to the Top priorities
 Great Teachers & Leaders
 Human capital decisions

Senate Bill 736 (“Student Success Act”)
 All employees get an annual evaluation with
a final rating
 Supervisor appraisal + student learning
growth
Underlying Philosophy:
Teachers are the single most important
variable in a student’s academic growth.
Teachers who effectively implement
research-based practices will see
student learning growth.
Our Goal
Rigorous, transparent and fair evaluation systems
that differentiate teacher effectiveness with data
on student growth and include timely and
constructive feedback
The SCPS Commitment to Teachers
We will implement a process that is:
 Accurate, Transparent, Fair, Reliable
 Constructive, Meaningful
 Aligned with instruction, curriculum, and
assessment
 Linked to professional growth
State Requirements

Teachers & school-based administrators

Evaluations based on a core of effective practices
 Research-based
 Aligned with Florida Educator Accomplished
Practices (revised 12/10)

Evaluation for all instructional personnel every
year that leads to a final rating
Marzano Causal Teaching Model

Applied researcher

Art & Science of Teaching
 Strategies
 Effect sizes

Causal teaching model
 10 design questions
 60 strategies
 Theory of student
achievement
Marzano’s Four Domains
1) Classroom Strategies/Behaviors
2) Planning and Preparing
3) Reflecting on Performance
4) Collegiality and Professionalism
RESOURCES
Marzano
Placemat
KEY QUESTION:
How does
Domain 1
link to
Domains 2-4?
Types of Assessments
Formative
Summative
Shape, form
or improve
teacher
practice
Quality
Assurance
• Observations can be formative or summative
• Observations are an opportunity to gather
evidence of effectiveness
Sources of Evidence
Domain 1: Classroom Strategies &
Behaviors
• Formal observation(s)
• Informal, announced observation
• Informal, unannounced observation
• Walkthroughs
• Videos of classroom practice
• Artifacts
Domain 3: Reflecting on Teaching
• Self-assessment
• Reflection conference
• Professional Growth Plan
• Conferences
• Discussions
• Artifacts
Domain 2: Planning and Preparing
• Planning conference or
preconference
• Artifacts
Domain 4: Collegiality &
Professionalism
• Conferences
• Discussions
• Artifacts
How will I be evaluated?

New to district = 2 evaluations per year

Everyone else = 1 evaluation per year

Evaluation =
 Supervisor appraisal
 Student learning growth data
Annual Teacher Evaluation
Student
Learning
Growth,
50%
Instructional
Practice,
50%
Instructional Practice—50%
Evaluation by administrator on approved
instrument
Rating for each applicable indicator:
4
Ratings
Used
For Each
Domain
Element
3
2
1
Needs
Highly
Unsatisfactory
Effective Improvement/
Effective
Developing
Important Clarifications:

There is no requirement that a teacher use
or be evaluated on all 60 elements.

Elements can be rated not applicable with
NO PENALTY to the teacher.

Effective implementation of some elements
is preferred over mediocre or inappropriate
implementation of all elements.
Student Learning (50%)

Based on student learning growth
FDOE must develop learning growth
formulas

--Student Growth Implementation Committee
--Value-added model
--FCAT formula for 2011-12; others to be added later

More information coming soon!
Final Annual Rating

Highly effective

Effective

Needs Improvement/Developing*
 Category I: first 3 years—developing
 Category II: 4+ years—needs improvement

Unsatisfactory
How will results be used?
Generate conversation about the district’s
strategic plans and goals
Lead to action plan items in School
Improvement Plans
Inform decisions about curriculum, instruction,
assessment, and PD for 2012-13
Align with teachers’ IPDPs in 2012-13
What about merit pay?

Merit pay is another application of evaluation.

The evaluation system can improve student
learning with or without merit pay.

Under SB 736, merit pay does not begin until
2014-15.

Our short-term focus is implementing an
effective evaluation system. Merit pay is a
long-term issue.
So what happens next?
Pending School Board approval…

Administrator training
 Marzano Domain 1 (3 days)
 Marzano Domains 2-4 (1 day)
 Online tool & PD system (3 days)

Practice walkthroughs and observations
 Accuracy
 Inter-rater reliability

Teacher-administrator conversations
 IPDPs
 Walkthrough/observation follow-ups
SCPS & SEA

SCPS and SEA have partnered
throughout this process.

SEA has participated in all committee
meetings and DOE work sessions.

Evaluation processes are subject to
collective bargaining.
Supports for Teachers
 Teacher
Evaluation Committee
 Trained
teacher-leaders
 Professional
 District
staff
development
Recipe for Success

Everyone: Learning a new common
language of instruction

Teachers: Studying and implementing
research-based strategies

Administrators: Collaborating to build
accuracy and achieve inter-rater
reliability
OUR COMPACT
This process will be a transition for both
teachers and administrators.
We want to have a successful transition.
Therefore, we will have frequent, open
conversations about the language of
instruction and the Marzano strategies.
Questions
31