Kentucky Proposed Teacher and Principal Professional Growth and Evaluation System

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Kentucky Proposed
Teacher and Principal Professional Growth and
Evaluation System
Interim Joint Committee on Education July 12,
2010 Kentucky Department of Education

• Next Generation Professionals
• Opportunities, Practice Outcomes

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What is driving the change for a new system?

• Race to the Top application
• The inherent need to support and develop an
  effective educator workforce
• The critical importance of teachers and
  principals to students learning and success
• Federal grants and reporting requirements
• State Fiscal Stabilization Funding
• Title I Title II Reporting Requirements
• Reauthorization of Elementary Secondary
  Education Act (ESEA)
• Teacher Incentive Fund
• Senate Bill 1requirements Students College- and
  Career- Ready
• Current research

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The Need for Change Research-Based

• Bill Melinda Gates Foundation (2010).
  Empowering effective Teachers. Bill Melinda
  Gates.
• Clifford and Condon (2010). Measuring principal
  performance How rigorous are commonly used
  principal performance assessment instruments?
  Naperville Learning Point Associates.
• Coggshall, J. (2007). Communication framework for
  measuring teacher quality and effectiveness
  Bringing coherence to the conversation.
  Washington, DC NCCTQ.
• Laine, S. W. (2009). Building capacity to
  increase teacher effectiveness and equity.
  Washington, DC National Comprehensive Center for
  Teacher Quality.
• Little, Goe Bell. (2009). A practical guide to
  evaluating teacher effectiveness. Washington, DC
  NCCTQ.
• New Leaders for New Schools. (2009). Principal
  Effectiveness. New York New Leaders for New
  Schools.
• Odden, A. Kelly, J. (2009). Taking human
  capital seriously Talented teachers in every
  classroom, talented principals in every school.
  Madison Strategic Management of Human Capital.
• Wesberg, Sexton, Mulhern Keeling. (2009). The
  widget effect. The New Teacher Project.

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Current Proposed System Comparison (Teachers
and Principals)
Current System Proposed System
Development of local plans by district and approval of local plans by KDE Common statewide system district plan option available
Frequency of evaluations of certified personnel Non-tenured annually Tenured at least every three years Annual evaluations for all certified personnel Non-tenured (formative and summative) Tenured (formative specific to professional growth targets that impact student outcomes)
Training for evaluators Annual certification and recertification Training for evaluators Significant changes to components of training based on components of evaluation system National support in development of validity and reliability studies
Monitoring of evaluation plans by KDE Annual review and approval of district plans Monitoring of evaluation plans by KDE Surveys, site visits, validity and reliability testing Annual reporting of teacher and principal effectiveness (federal requirement) Equitable distribution reporting (federal requirement)
Relationship of evaluation to employment status Due process procedure for tenure and/or dismissal Relationship of evaluation to employment status Due process procedure for tenure and/or dismissal Career pathway opportunities Possible differentiated incentives based on demonstrated effectiveness
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Components of the Proposed Teacher System

• The system is based on three primary domains
• Learning Environment
• Instructional Practice
• Leadership Professionalism
• The five/six proposed system measures are
• Observations
• 360 Approach
• Artifacts and Evidence
• Professional Growth Targets
• Student Growth
• Student voice could be added as an option
• Note The components and measures are based on
  the Kentucky Teacher Standards and the
  Administrator ISLLC Standards.

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Models for Configuring the Proposed Teacher System

• Charlotte Danielsons Framework for Professional
  Practice
• Jim Stronges Effective Teachers
• Saphiers Skillful Teaching
• Piantas CLASS Protocol
• Kenton County Public School Systems Model
• Bill Melinda Gates Foundation
• Wallace Foundation

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Components of the Proposed Principal System

• The system is based on three primary domains
• Learning Environment
• Instructional Practice
• Leadership Professionalism
• The four/five proposed system measures are
• Val-Ed 360 - Instructional Practice
• Professional Growth Goal
• Organizational Goal
• Student Growth
• Student Voice (optional)
• Note The components and measures are based on
  the Administrator ISLLC Standards.

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Models for Configuring the Proposed Principal
System

• Murphy, Leithwood, and Darling-Hammond
• ISLLC 2008 and Ky Cohesive Leadership Continuum
• Wallace Foundation Studies on Leadership
• North Carolina, Delaware, Iowa, New York and Ohio
  Systems

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Deployment of the Proposed System

• Three-year phased implementation
• 23 districts to participate in year-one
• Field test of components through December 2010
• Steering committee finalizes rubrics in January
  2011
• Limited piloting of components in volunteer
  districts February May 2011
• Pilot finalized components implemented in 40-50
  districts in 2011-12
• Validity and reliability studies 2011-12
• Statewide pilot 2012-13

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Collaborative Development

• Two Statewide Steering Committees

Teacher Effectiveness Principal Effectiveness
Education Partners KEA, JCTA, KASC, KASS, KASA, PTA, Great City Schools Education Partners KSBA, KASA, KASC, PTA, KASS
4 Local Superintendents 4 Local Superintendents
EPSB, CPE and university representation EPSB, CPE and university representation
Teachers Principals Principals
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• Questions