New Mexico Public School Department
Guidelines for Annual Teacher
Performance Evaluation
School Year 2005-2006
PDP Revision Committee:
Dr. Janaan Diemer, Terry Stuart, Jennifer Amis,
Cindy Baker, Jennifer Terrazas and Sheryl White
State Guidelines Include
 Guidelines for Performance Evaluation
 Guidelines for Professional Development
Plans
 Descriptions of Teacher competence in the
3-Tiered Licensure System
 District Requirements
Page 8
State Required Components
 Training for Teachers and Administrators
 Creation of Professional Development Plan
 System for Data Collection: Classroom
Observations
 Evaluation of Level I Teachers
 Progressive Documentation and Evaluation
of Level II and Level III Teachers
 Evaluation Competencies and Indicators
Pages 10-12
Professional Evaluation
Requirements
Licensure
Level
Years
Experience
Performance Evaluation
Requirements
Level I
1
Observation + PDP + Evaluation Form
2
Observation + PDP + Evaluation Form
3-5
Observation + PDP + Evaluation Form
Application for Advancement to Level II Required – Professional Dossier
Level II
4-6
7
8
Progressive Documentation that provides
formative information on teacher
performance. Must include annual
observation of classroom practice + annual
PDP review. Progressive Documentation
results in a Summative Performance
Evaluation every three years.
Application for Advancement to Level III Optional at any point after third year at
Level II – Masters Degree + Professional Dossier
Level III
Progressive Documentation that provides
formative information on teacher
performance. Must include annual
observation of classroom practice + annual
PDP review. Progressive Documentation
results in a Summative Performance
Evaluation every three years.
Page 13
Annual Evaluation of Level I Teachers
Administrators
Orientation and Ongoing Training
on
Teacher Competencies
and the
Evaluation System
Development of PDP
to address
Competencies/Indicators,
Previous Evaluations,
and Highly Qualified Standards
Multiple Observations
and
Data Collection
Staff
Developed
annually by
the 40th
school day
Administrative
Intervention as needed
Growth Plan PGP
Feedback and
Reflection on Annual PDP
Annual Summative Evaluation
based on
Completion of PDP
and
Competencies/Indicators
for Level I Licensure
Page 14
Administrators
Progressive
Documentation
&
Evaluation of
Level
II & III Teachers
Orientation and Ongoing Training
on Teacher
Competencies/ Indicators
and the Evaluation System
Staff
Development of PDP
to address Competencies/
Indicators, Previous Evaluations,
and Highly Qualified Standards
Developed
annually by the
40th school day
Progressive Documentation
(Formative Evaluation)
Data Collection and Feedback
This is a 3-year process during which data are collected regarding
performance of the Competencies/Indicators
Must include:
1. Annual Observation
2. Reflection on Annual PDP
Year 3
Summative Evaluation
based on Completion of PDP
and Competencies/Indicators
for either Level II or Level III
through Progressive Documentation
Administrative
intervention as
needed , PGP,
Possible Intensive
Growth Plan
Page 15
Las Cruces Evaluation Procedures
 Purpose:
– Improvement of instruction, curriculum, professional
growth
– Collaborative Process
– Assess the 9 teaching competencies
– Indicators for each level
– Provide Training
– Accountability and teacher quality
– Remediation goals
– Support fair, valid and legal decisions for rehire,
promotion or termination
Pages 21-24
Training for Teachers and
Administrators
 Annual Evaluation Orientation
– Teachers at the Building
 Provided by School Administrator (Handbook and
PowerPoint)
 Provided by HR and Professional Development
– Administrators
 Today; Sign Training Form for File
 Follow-up Date with Professional Development
Center
– Assistant Principals or Principal Review September 14
(1:30 or 3:00)
Professional Development Plans




Every Year
Collaborative
No later than 40th day
Objectives based on;
– 9 competencies
– Licensure Level Indicators
– Previous year’s evaluation
– Assurance of Highly Qualified Status
Page 21
PDP Forms
 Each Form Based on Level (See Appendix)
 Employee’s responsibility to meet the goals
 Evaluator’s responsibility to provide support and
assistance
 Before March 15, both will meet to assess goal
completion
 Evaluation completed with the Reflection Form
Page 21
Observation and Data Collection
Procedures
 An administrator shall observe each employee a
minimum of once annually
 Pre and Post conference required (new form)
– All new employees
– All Level I teachers
– Employees new to the building if past evaluations
unavailable
 First Pre conference and Observation due during
first semester (new form)
Page 22
Observation and Data Collection
Procedures Continued
 All observation dates will be documented on the new PreConference form
 Observation and post-observation will take place within 4
weeks of pre-observation conference
 Post-observation conference within 5 days of observation
 Informal/unscheduled observations may be done and are
encouraged
 Copies of any written documentation will be given to the
employee
 CWT data are not evaluative, but if written, copies should
be provided to the employee
Page 22
Evaluation
1 Assessment of value; the act of considering or
examining something in order to judge its value,
quality, importance, extent or condition
2. Statement of value: a spoken or written
statement of the value, quality, importance,
extent, or condition of something
Encarta Dictionary: English (North America)
Love?
Leadership?
Evaluations
 Level I Teachers: Every year (up to 5 years)
– PDP and Reflection;
 Due by Oct. 15 (turn in to HR)
 Based on Level I competencies (new form specific to Level I)
– Annual Observation; one required, two or three
suggested with informal added
– Summative Evaluation based on Level I
competencies
page 22
Evaluations
 Level II and III Teachers:
– Evaluated over three years
– Progressive Documentation
– PDP based on Level Competencies (new form
based on Level II and III); due to HR October 15
– Reflection of PDP
– Annual Observation
– Summative Evaluation at end of Third Year
Page 22
Administrator Responsibilities
 Conference with employee to discuss
results at end of year
 Follow through on Observation Dates
 Provide written documentation to employees
about observations
 Provide clear and documented help before
beginning a Professional Growth Plan/PGP
Professional Growth Plan




Initiated at any time
Administrator must identify specific concerns
Initiate as soon as concerns are observed
Employee must have opportunity to improve
before summative is conducted
 Conferences must be held on PGP (new form)
 Time allowed to correct
 Written record kept on all conferences
Page 22-23
Things Not to Do
 No “1” given on summative unless he/she
has had a Professional Growth Plan (PGP)
 “1” can be given if concerns are not
addressed
 If “1” given, PGP may be carried over to 40th
day of following school year
Unsatisfactory Evaluation
 A Tenured Employee may ask for another
evaluation conference and evaluation by an
Administrator appointed by the Supt. (NEW)
 Certified employees will be evaluated
whenever there is a concern
 Level III Employee recommended to
Licensure Dept. for Reduction in Level
Page 23-24
Change of Employee Status
 Transferred:
– Send all evaluation information to new school
– Within 10 days
 Leave
–
–
–
–
Maintain documents at site
Return before March 15: Evaluate
After March 15: Postpone until next year
Forward all paperwork to HR with leave status
information
 New to District
– Begin first year of cycle if Level II or III
Page 24
Pre/Post
 PDP Level I
PDP Level II
PDP Level III
Professional Growth Plan
The teacher who constantly
learns and grows becomes a
professional educator.
~Harry Wong
Thank you!