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 - PowerPoint PPT Presentation

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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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The system is based on research about effective teaching and ... 111) requires that provisional and probationary teachers be evaluated at least twice a year. ... – PowerPoint PPT presentation

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Title: 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


1
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2
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.

3
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.

4
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

5
The Four Components of the JPAS are
  1. An Observation System
  2. An Interview System
  3. A Feedback Report
  4. Professional Development Materials

6
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.
7
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.

8
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.
9
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.
10
A JPAS evaluation is completed as follows
First Unscheduled Observation Data collected and
recorded for Domains 1-3
11
Administrators are encouraged to let educators
know during which six week period their
evaluations will begin.
12
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

13
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
14
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

15
What happens if your total score from an
evaluation is in the Does Not Meet Standard Range?
  • You will get help

16
The Professional Development Process is as
follows
17
Third Evaluation
Possible Termination
18
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

19
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.

20
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

21
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.

22
  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.

23
  • 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.

24
  • 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.

25
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.
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