When was your district's teacher evaluation system last UPDATED?
A.
More than 10 years ago
B.
Within the past 6-9 years
C.
Within the last 5 years
D.
Recently updated, changes went into effect in the current school year
E.
Recently updated, changes will go into effect in the coming school year
2.
The frequency which administrators are REQUIRED to participate in a CALIBRATION or CERTIFICATION process for teacher evaluation practices
A.
Not applicable, no such process required
B.
Only once
C.
About every five years
D.
About every three to four years
E.
Every two years
F.
Every year
3.
Contractually, annual goals and objectives are DEVELOPED (choose all that apply):
A.
By the teacher
B.
With administrator input
C.
Based on the site and district goals for the year
D.
Not applicable, annual goals and objectives are not required
4.
Administrators are contractually required to conduct a PRE-OBSERVATION CONFERENCE with the teacher prior to conducting a formal classroom observation.
A.
Yes
B.
No
5.
In addition to classroom observations, the teacher evaluation system ALLOWS FOR THE POSSIBILITY of the following MEASURES as a means of providing formative or summative feedback to teachers:
A.
Self-reflection surveys/reflections
B.
Peer observations and feedback
C.
Student perception survey data
D.
Parent perception survey data
E.
Student achievement data
F.
Teacher portfolios with student work samples
G.
None of these
6.
The teacher evaluation system includes the use of TEACHER PERFORMANCE RUBRIC LANGUAGE (i.e. the California Standards for the Teaching Profession) to assist with the determination of performance levels.
A.
Yes
B.
No
7.
The means by which teachers are MADE AWARE of the performance rubric (select all that apply):
A.
Distributed in writing either in the teacher handbook or the contract
B.
Discussed at a meeting or staff development session
C.
Discussed individually with teachers during evaluation conferences
D.
Not applicable, no rubric language is used
8.
For the summative or final evaluation report, the number of RATING CATEGORIES in the system (i.e. Exemplary, Satisfactory, Not Satisfactory = 3)
A.
2
B.
3
C.
4
D.
5 or more
9.
Which statement below best CHARACTERIZES the perception of the teacher evaluation process at your SITE?
A.
Strictly summative as a means of contract compliance with teacher performance feedback reserved for the final evaluation conference
B.
Mostly summative with some feedback provided during both the post-observation and final evaluation conferences
C.
Formative feedback provided throughout the school year for the purpose of improving practice, in addition to summative performance feedback
While there are boundaries that might keep you from implementing some best practices, there are things you can do to increase your impact on instruction.
There are some best practices within your district's evaluation system, but there are small changes that you can make that will impact your greatly instructional leadership influence.
There are some aspects of the teacher evaluation system that will support your impact on improving instruction. There is always room for small changes to ramp up your practice.
Your district's teacher evaluation system is providing great latitude for you to really make an impact on instruction at your site. Fine-tuning your practice within this system will launch your instructional leadership journey.
Your district has included so many opportunities for you to build learning-focused relationships with your teachers and greatly impact the school's culture.
Wow! An amazing number of teacher evaluation best practices have been included in your district's system. Sharing your journey and successful implementation needs to be communicated far and wide!
