Evaluations in FUSD: An investment in our employees

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Evaluations in FUSD An investment in our
employees

• Step up-Lead Fresno!

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Our students are counting on you to.

• create a climate where employee evaluations are
  tied to student learning.

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Our employees are counting on you to.

• Invest in them as people, coach them up, call out
  strengths, and support them in areas where they
  can improve.

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Your commitments as site leaders

• While supervising and evaluating employees I
  will
• Honor evaluation timelines.
• Commit to evaluations as an opportunity to build
  upon employee strengths.
• Commit to an interactive process between myself
  and the employees I supervise.
• Embrace hard conversations as an opportunity to
  assist staff.
• Document support and provide opportunities for
  growth for all employees.

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Evaluations DIA goals and Outcomes

• Timeliness
• 100 on-time completion of all employee
  evaluations
• Quality
• Quality comments and conversations, centered on
  employee performance and tied to student
  learning, CSTPs or job descriptions or Leadership
  Standards.

• Outcomes
• A Commitment to our Employees on behalf of
  student success
• Ensure Employee Competencies
• Improve Performance of Employees
• Recognize Performance of Outstanding Employees
• Enhance Student Learning.

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Board Policy, Collective Bargaining Agreement,
California Standards for the Teaching profession
and the District Improvement Action Plan

• Board Policy 4115 Evaluation and Supervision
• FTA- Article 16-Evaluation and Professional
  Standards pg. 14-19
• Ed. Code Section 44662 Stull Act S.B. 813

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Can an evaluation be grieved?

• The comments on an evaluation are not grievable.

• The evaluation process is grievable.
• The use of negotiated forms is grievable.
• Not following timelines is grievable

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Who is evaluated in FUSD?

• Certificated-every two years when permanent.
  Temp and prob annually.
• Preliminary and Summary due when being evaluated
• Substitutes-As needed-See attached form.

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Permanent Teacher-5 year cycle

• Teachers must be
• Permanent status
• Have 10 years consecutive experience
• Be rated NCLB Highly Qualified
• Must have a meets standards rating on their
  most recent evaluation

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5 year cycle-CBA language

• Whether to grant consent to an individual teacher
  to be placed on the up to five-year cycle is
  intended to be an individualized decision by the
  deciding administrator based on factors including
  the employees evaluation history and following
  conversation with the employee.
• The administrator shall, upon employee request,
  provide written reasons to an employee whose
  request to be placed on the up to five- year
  cycle is not granted.

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Dual role of the site leader

• to engage in formative and summative assessment
  processes with all staff members.

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Dual Role of the Principal
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Skillful Supervision and Evaluation1.1-Clearly
communicate expectations for.

• What is it that is important for teachers at your
  site to know about the process? When
  communicated? How often and in what format?

• Do all teachers understand that improved
  instruction helps improve student achievement?

Questions to ask yourself when evaluating and
supervising staff

• How do teachers at your site know what you expect
  in terms of the formal observation process?

• How is the evaluation process communicated with
  new teachers or new staff members?

• Which administrators supervise and evaluate
  staff? How is this communicated with staff?

• What is important about the performance of
  classified staff members at your site? How is
  their work connected to students/site goals?

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The connections to CSTPs, Leadership Standards,
and Job Descriptions

• Certificated evaluations should be tied
• to the California Standards for the Teaching
  Profession.

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Evaluation Tools

• Evaluation Forms
• Tools and Forms (WHITE)-Certificated

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Step 1 Intent to Evaluate Form

• Must be signed within first two weeks of school.
• At time of signature, provide teachers with
• Name of evaluator
• CSTPs
• FUSD Continuum of Standards for the Teaching
  Profession
• Send original to HR/LR by due date Keep copy
  for site records!

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Step 2 Preliminary Conference Form-Page 1
Teacher chooses 1 standard to focus on for the
year However, all standards will be evaluated.
Be sure and include 2 formal observations
Due 10/16/08-keep at school site
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Preliminary Conference Form-page 2
Complete this form with the teacher.
The implementation plan allows the teacher and
evaluator to map out the year, including
benchmark dates.
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Lesson Observation Form-Keep on site.
This is a negotiated form and must be used with
the 2 or more formal evaluations during the eval
cycle.
Include comments under each of the CSTPs.
Whats new about this form? We now have 3
choices, plus not observed MSM-meets standards
minimally, MS-meets standards, and DNM-Does not
meet standards. Use the Continuum document for
language aligned the 3 choices.
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Certificated Preliminary/Summary Evaluation Form
Due in HR/LR on 1/23/-09. Give a copy to the
teacher and keep a copy for your site records.
Use FUSD Continuum for CSTPs to determine whether
MSM/MSP, or DNM rating.
Provide comments under each standard, based on
observations and evidence. See bottom of page 3
for samples of data sources.
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Meets Standards Minimally or DNM Standards _at_
Preliminary Next steps

• Next steps if teacher is MSM or DNM Standards at
  Preliminary evaluation
• Generate a site TDP, with teacher and evaluator
  input
• Provide support as per TDP and conduct another
  formal observation in February
• Remember, as per CBA, to be recommended to PAR
  with a negative summary evaluation, the teacher
  must have at least 4 formal observations.

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Teacher Development Plan Due in HR/LR for
any/all teachers MSM or DNMS at preliminary
evaluation.
Fill out together with teacher, based on CSTPs
and areas that are MSM or DNMS.
Use specific language to document what
support will be provided to assist the teacher,
including the dates assistance will be provided.
Use specific language to document whether or not
improvement is observed, including dates
improvements are observed.
Everyone involved must sign.
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FUSD Continuum for CSTPs
Use this document to clarify effective
teaching practices with both new and veteran
teachers.
This form is to be provided to all teachers on
the eval cycle when they sign their Intent to
Evaluation form within the first 2 weeks of
school.
Encourage and assist veteran teachers to use this
form when they undertake a new teaching assignment
.
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Dual Role of the Principal
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How do we monitor evaluations? Both timeliness
and quality!

• Assistant supts during site visits will be
  checking on and monitoring Supervision progress
  and Evaluation progress
• Honor evaluation timelines and CBA agreements
• Commit to evaluations as an opportunity to build
  upon employee strengths.
• Commit to an interactive process between myself
  and the employees I supervise.
• Embrace hard conversations as an opportunity to
  assist staff-(Core belief and commitment-leaders
  will perform courageously..)
• Document support and provide opportunities for
  growth with all employees.

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Next steps For 10/20/08 principal meeting

• Complete management self assessment.
• Bring draft of Professional Development Plans for
  your admin team.
• Review FUSD Continuum document-use this with your
  teachers during the preliminary conference, be
  ready to share out how this document assisted in
  the conversation.