The JPAS is a teacher evaluation system dedicated to the recognition and development of professional teaching skills. The system is based on research about effective teaching and has been validated and shown to be a reliable measure of effective teaching

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Introduction

• The JPAS is a teacher evaluation system dedicated
  to the recognition and development of
  professional teaching skills. The system is based
  on research about effective teaching and has been
  validated and shown to be a reliable measure of
  effective teaching behaviors.

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Evaluation Timelines

• The Utah Educator Evaluation Law (53a-10-101-111)
  requires that provisional and probationary
  teachers be evaluated at least twice a year.
  Career educators in Uintah School District will
  be evaluated at least once every three years on a
  rotating basis.

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The Purposes of the JPAS are

• Ensure the valid and reliable monitoring of
  teacher performance
• Facilitate professional development
• Address the needs of educators whose performance
  is inadequate or in need of improvement

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The Four Components of the JPAS are

1. An Observation System
2. An Interview System
3. A Feedback Report
4. Professional Development Materials

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The First Component isThe Observation System
The observation covers 49 indicators which are
divided into the following three Domains

1. Managing the Classroom indicators 1-13
2. Delivering Instruction indicators 14-38
3. Interacting with Students indicators 39-49

These indicators are recorded on the inside of an
Observation and Interview Form. The decision
rules for the indicators are on pages 1-49 of the
Domains Document.
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A Complete Evaluation Includes

• Two unscheduled observations
• Of at least 30 minutes of observable time each
• Educators may request that an evaluator come back
  at another time to complete an observation once
  during an evaluation cycle.

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The Second Component isThe Interview System

• The purpose of the interview is to evaluate
  teaching skills not easily observed during a
  classroom observation
• The Interview covers 12 indicators which are
  divided into the following two Domains

1. Planning indicators 50-56
2. Professional Growth and Responsibilities
   indicators 57-61

These indicators are recorded on the back of an
Observation and Interview Form. Decision rules
for the indicators are on pages 50-61 of the
Domains Document.
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A Complete Evaluation Includes

• One interview which follows the two observations.

It is recommended that these interviews be held
in the teachers classrooms or offices.
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A JPAS evaluation is completed as follows
First Unscheduled Observation Data collected and
recorded for Domains 1-3
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Administrators are encouraged to let educators
know during which six week period their
evaluations will begin.
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The Third Component isThe Feedback Report
The results of an evaluation are reported through
the Feedback Report. These reports are
individualized. The results are the compilation
of the two observations and the interview.

• The components of the Feedback Report Are
• A graphical representation of the total score and
  domain scores (employment decisions are based on
  the total score only)
• A diagnostic section with information about the
  domains and their subcategories
• A planning section for recording objectives

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Scores are reported on the Feedback Report as
occurring in one of two ranges. These are
Met Standard indicates a performance which has
met the standards for successful teaching in
Uintah School District Does Not Meet the
Standard indicates a performance which does not
meet the standard for successful teaching in
Uintah School District
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The Fourth Component isThe Professional
Development Materials Manual

• This is
• A companion to the measurement portion of JPAS
• A set of activities and materials designed to
  help educators enhance their skills
• Organized by the domains and their subcategories
  Activities are given for every indicator.
• To be used in conjunction with the Feedback Report

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What happens if your total score from an
evaluation is in the Does Not Meet Standard Range?

• You will get help

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The Professional Development Process is as
follows
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Third Evaluation
Possible Termination
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Resources available to teachers with total scores
in the Does Not Meet Standard range include

• The Professional Development Materials
• Assistance from a specially trained Consulting
  Educator
• Assistance from your principal
• District sponsored in-service classes

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Monitoring
To maintain the validity and reliability of the
system the following monitoring will be done

• Annual review of all evaluations completed by an
  administrator in comparison to other
  administrators in the District
• Annual review of the performance of educators to
  identify potential changes needed in indicators
  or norms of the instrument
• Once every four years and inter-rater reliability
  check will be completed on each administrator.
  This means some educators will have an
  independent evaluator complete two observations
  in their classroom. The results of these
  observations will not be reported to the teacher.

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Evaluator Certification

• Prior to completing a JPAS evaluation
  administrators must pass a certification course
  on the JPAS
• Administrators must recertify in the use of the
  JPAS once every three years after their initial
  certification

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Educator Evaluation and You

• The Utah Educator Evaluation Law mandates that
  you
• Be evaluated with a reliable and valid evaluation
  consistent with generally accepted professional
  standards for personnel evaluation systems.
• Be oriented to the evaluation process prior to
  being evaluated. This orientation should include
  information about the purposes and methods of the
  system used to evaluate you. You should receive a
  copy of the evaluation instrument at least 15
  days prior to the start of your evaluation.
• Receive personal notice of the evaluation process
  at least 15 days prior to your first evaluation.

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1. Discuss with your administrator the written
   results of your evaluation (the JPAS Feedback
   Report) within 15 days of the completion of the
   evaluation process. Following the discussion
   (Professional Development Meeting) a copy of the
   evaluation shall be filed in your personnel file
   together with any related reports or documents. A
   copy of the evaluation and attachments will also
   be given to your.
2. Be allowed to make a written response to all or
   any part of the evaluation and have that response
   attached to the evaluation.
3. Have 30 days after receiving the evaluation
   results (the JPAS Feedback Report) to request a
   review of the evaluation.
4. Be assigned a mentor educator if you are a
   provisional teacher.

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• If your performance is inadequate (Total Score in
  the Does Not Meet the Standard range) or in need
  of improvement you will
• Be provided with a written document (the JPAS
  Feedback Report) clearly identifying
  deficiencies, the available resources for
  improvement and a recommended course of action
  that will improve your performance.
• Be provided reasonable assistance to improve
  performance.

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• Have all written evaluations and recommendations
  regarding your evaluations during the contract
  year completed at least 60 days prior to the end
  of the contract year.
• Have the obligation to be responsible for
  improving your performance by using the resources
  identified by the District and demonstrate
  acceptable levels of improvement in the
  designated areas of deficiencies.

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Conclusion

• The feedback you receive from a JPAS evaluation
  will give you recognition for the effective
  skills you use and aid in providing high quality
  instruction to all students.