New Mexico Public School Department Guidelines for Annual Teacher Performance Evaluation School Year

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New Mexico Public School DepartmentGuidelines
for Annual TeacherPerformance EvaluationSchool
Year 2005-2006PDP Revision Committee Dr.
Janaan Diemer, Terry Stuart, Jennifer Amis, Cindy
Baker, Jennifer Terrazas and Sheryl White
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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
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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
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Professional Evaluation Requirements
Page 13
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Annual Evaluation of Level I Teachers
Page 14
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Progressive Documentation Evaluation of
Level II III Teachers

Developed annually by the 40th school day

This is a 3-year process during which data are
collected regarding performance of the
Competencies/Indicators
Page 15
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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
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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 (130 or 300)

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Professional Development Plans

• Every Year
• Collaborative
• No later than 40th day
• Objectives based on
• 9 competencies
• Licensure Level Indicators
• Previous years evaluation
• Assurance of Highly Qualified Status

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PDP Forms

• Each Form Based on Level (See Appendix)
• Employees responsibility to meet the goals
• Evaluators responsibility to provide support and
  assistance
• Before March 15, both will meet to assess goal
  completion
• Evaluation completed with the Reflection Form

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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)

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Observation and Data Collection Procedures
Continued

• All observation dates will be documented on the
  new Pre-Conference 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

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Evaluation

• 1 Assessment of value the act of considering or
• examining something in order to judge its value,
  
• quality, importance, extent or condition
• Statement of value a spoken or written
  statement of the value, quality, importance,
  extent, or condition of something
• Encarta Dictionary English (North America)

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Love?
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Leadership?
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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
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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

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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

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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
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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

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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
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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

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• Pre/Post

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• PDP Level I

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PDP Level II
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PDP Level III
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Professional Growth Plan
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The teacher who constantly learns and grows
becomes a professional educator.Harry Wong

• Thank you!