Metcalfe County Schools

Professional Growth and Effectiveness System

2015-2016

Table of Contents

50/50 Committee Members and Titles…………………………………………………………………………………………….4

Assurances……………………………………………………………………………………………………………………………………….5

Policy Statement………………………………………………………………………………………………………………………………6

Roles and Definitions……………………………………………………………………………………………………………………….9

The Kentucky Framework for Teaching with Specialist Frameworks for Other Professionals…………..12

Products of Practice/Other Sources of Evidence………………………………………………………………………………13

PGES Model for Summative Evaluation of Teachers…………………………………………………………………………14

Sources of Evidence/Framework for Teaching Alignment………………………………………………………………..15

Self-Reflection and Professional Growth Planning…………………………………………………………………………..16

Observation, Observation Model, and Observation Schedule………………………………………………………….17

Peer Observation and Observation Conferencing…………………………………………………………………………….18

Observer Certification……………………………………………………………………………………………………………………..19

Observer Calibration………………………………………………………………………………………………………………………..20

Student Voice………………………………………………………………………………………………………………………………….21

Student Growth……………………………………………………………………………………………………………………………...22

Determining Overall Performance Category and Rating Professional Practice………………………………..29

Rating Overall Student Growth……………………………………………………………………………………………………...30

Determining the Overall Performance Category…………………………………………………………………………...31

Overall Student Growth Rating……………………………………………………………………………………………………..32

Criteria for Determining Overall Performance Category Table………………………………………………………33

Professional Growth Plan and Summative Cycle Table………………………………………………………………...34

PPGES Model for Summative Evaluation of Principals and Assistant Principals…………………………….36

PPGES Sources of Evidence Framework for Principal/Assistant Principal Alignment……………………37

Principal Professional Growth and Effectiveness System Components………………………………………..38

PPGES Professional Practice……………………………………………………………………………………………………....40

PPGES Site Visits and Val-Ed 360…………………………………………………………………………………………………41

PPGES Working Conditions Goal…………………………………………………………………………………………………42

PPGES Working Conditions Growth Goal Rubric…………………………………………………………………………42

PPGES Student Growth…………………………………………………………………………………………………………..44

PPGES Determining the Overall Performance Category………………………………………………………….47

PPGES Determining Professional Practice and Rating Overall Student Growth……………………….48

PPGES Determining A Principal’s Overall Performance Category Table……………………………………49

PPGES Professional Growth Plan and Summative Cycle Table…………………………………………………50

Director of Finance Formative and Summative Evaluation………………………………………………...... 52

Director of Special Services Formative and Summative Evaluation…………………………………...... 57

Director of Pupil Personnel Formative and Summative Evaluation…………………………………...... 62

Director of Elementary/Secondary Education Formative and Summative Evaluation…………..67

School Psychologist Formative and Summative Evaluation……………………………………………...... 73

Director of Digital Learning Formative and Summative Evaluation……………………………………….78

Pre-Observation Document…………………………………………………………………………………………………84

Post-Observation Document……………………………………………………………………………………………….86

TPGES Formative Evaluation Document………………………………………………………………………………88

TPGES Summative Evaluation Document…………………………………………………………………………….92

Other Professionals Observation Tools………………………………………………………………………………..93

Professional Growth Plan Document………………………………………………………………………………….104

Teacher and Other Professionals Self-Reflection Documents……………………………………………..105

Metcalfe County Student Growth Goal Template………………………………………………………………115

Metcalfe County Mid-Year Review……………………………………………………………………………………117

Individual Corrective Action Plan Document…………………………………………………………………….119

Provisions for Superintendent’s Professional Growth ……………………………………………………..120

Policies and Procedures for Evaluation and Appeals/Hearings…………………………………………121

CERTIFIED SCHOOL PERSONNEL EVALUATION PLAN

NAME OF DISTRICT:METCALFE COUNTY

TELEPHONE NUMBER:(270) 432-3171

ADDRESS:109 Sartin Drive

EDMONTON, KY 42129

SUPERINTENDENT:Dr. Benny Lile

DESIGNATED CONTACT PERSON:Bennie Stephens

50/50 COMMITTEE MEMBERS AND TITLES:

Jamie HowardCentral Office Director

Anita LoveMCHS Media Specialist

Tanya RichardMCES Teacher

Matt ShirleyMCHS Director of Digital Learning

Bennie StephensCentral Office Director

Jenny StottsMCES Teacher

Dorina ThieryMCMS Teacher

Paula VanmeterMCES Assistant Principal

ASSURANCES

CERTIFIED SCHOOL CERTIFIED EVALUATION PLAN

The Metcalfe County School District hereby assures the Commissioner of Education that:

This evaluation plan was developed by an evaluation committee composed of an equal number of teachers and administrators.

The evaluation process and criteria for evaluation will be explained to and discussed with all certified personnel annually within one month of reporting for employment. This shall occur prior to the implementation of the plan. The evaluation of each certified staff member will be conducted or supervised by the immediate supervisor of the employee.

All certified employees shall develop a Professional Growth Plan (PGP) that shall be aligned with the school/district improvement plan and comply with the requirements of 704 KAR 3:345. The PGP will be reviewed annually.

All administrators, to include the superintendent and non-tenured teachers will be evaluated annually.

All tenured teachers will be evaluated a minimum of once every three years.

Each evaluator will be trained and approved in the use of appropriate evaluation techniques and the use of local instruments and procedures.

Each person evaluated will have both formative and summative evaluations with the evaluator regarding his/her performance.

Each evaluatee shall be given a copy of his/her summative evaluation and the summative evaluation shall be filed with the official personnel records.

The local evaluation plan provides for the right to a hearing as to every appeal, an opportunity to review all documents presented to the evaluation appeals panel, and a right to presence of evaluatee’s chosen representative.

The evaluation plan process will not discriminate on the basis of race, national origin, religion, marital status, sex, or disability.

This evaluation plan will be reviewed as needed and any substantive revisions will be submitted to the Department of Education for approval.

The local board of education approved the evaluation plan as recorded in the minutes of the meeting held on April 20, 2015

Benny Lile April 20, 2015

District Superintendent Date

Joey Shive April 20, 2015

Signature of Chairperson, Board of EducationDate

POLICY STATEMENT

  1. The specific purposes of evaluation will be:
  1. To improve instruction;
  2. To provide a measure of performance accountability to citizens;
  3. Foster professional growth and give assistance to certified employees;
  4. To support individual personnel decisions.
  1. It is the policy of the Metcalfe County Board of Education that all certified employees be evaluated on a regular, systematic basis. All evaluators shall be trained, tested and approved according to 704 KAR 3:345, Article 2-3. All evaluators shall maintain certification according to 704 KAR 3:345.
  1. The district will provide training for the primary evaluators in the local evaluation process.
  2. All tenured certified employees will complete a summative evaluation every three years. Nontenured certified employees and administrators will complete a summative evaluation every year.
  3. The evaluation process developed for the local Superintendent by the local board of education shall include provisions for assistance for professional growth of the Superintendent pursuant to KRS 156.111.
  4. The immediate supervisor is designated as the primary evaluator. The principal/assistant principal or primary evaluator of the employee’s base school will evaluate all itinerant teachers. The principal of the base school shall be responsible for evaluating the itinerant teacher during the appropriate cycles for that teacher. The principal of all schools in which they serve may evaluate itinerant teachers.
  5. The evaluation of each employee shall be conducted/supervised by the immediate supervisor. Additional trained and certified personnel may be used to observe and provide information to the primary evaluator. If requested by the teacher, observations by another teacher trained in the teacher’s content area or by curriculum content specialists shall be provided. The selection of the third-party observer shall, if possible, be determined through mutual agreement by evaluator and evaluatee. A teacher who exercises this option shall do so, in writing to the evaluator, by no later than February 15 of the academic year in which the summative evaluation occurs. If the evaluator and evaluatee have not agreed upon the selection of the third-party observer within five (5) working days of the teacher’s written request, the evaluator shall select the third-party observer.
  6. All evaluations of certified employees shall be documented on district forms or completed in the state approved technology platform. The evaluatee shall have the opportunity to make a written response which shall be included in the official personnel record.
  7. Each evaluation of certified employees shall include both formative and summative procedures.
  1. All monitoring or observations of the performance of a certified employee shall be conducted with the full knowledge of the employee.
  1. The district will follow The Kentucky Education Professional Standards Board guidelines for the Kentucky Teacher Internship Program (KTIP).
  1. By the end of the first thirty (30) calendar days of reporting for employment for each school year, the criteria on which certified school personnel are to be evaluated will be explained and discussed. This shall be accomplished in groups or individual setting. The primary evaluator shall be responsible for documentation of the orientation of all certified personnel assigned to his/her supervision. A copy of the documentation shall be sent to the district contact person immediately following all orientations. Amendments approved by the Kentucky Department of Education to local systems of certified personnel evaluation that occur after the end of the certified employees’ first month shall not apply to the employee until the following school year.
  2. Non-tenured teachers—There will be four (4) total observations. Each year observers will conduct two mini observations of approximately 20-30 minutes each. Because these are shorter sessions, the observer will make note of the components observed in order to identify "look fors" in the next mini observation session. The final observation is a formal observation consisting of a full class or lesson observation. Also, non-tenured teachers are required to have one peer observation, develop a Professional Growth Plan, complete a self-reflection, develop at least one student growth goal, participate in the Student Voice Survey, and receive a summative rating.
  1. Tenured teachers in their summative evaluation cycle year will be required to have a final observation consisting of a full class or lesson observation. Also, tenured teachers in their summative evaluation cycle year are required to have one peer observation, develop a Professional Growth Plan, complete a self-reflection, develop at least one student growth goal, participate in the Student Voice Survey, and receive a summative rating.
  1. Tenured teachers not in their summative year will be required to develop a Professional Growth Plan, complete a self-reflection, develop at least one student growth goal, and participate in the Student Voice Survey. In Year 1 and Year 2 of the three year tenured cycle (not summative year), observers will conduct one mini observation each year of approximately 20-30 minutes each. Because these are shorter sessions, the observer will make note of the components observed in order to identify "look fors" in the next mini observation session. Multiple observations will be required for tenured teachers when observation results yield an ineffective determination.
  2. Unscheduled observations may occur and may provide information relative to job performance criteria. Unscheduled observations may be less than thirty minutes.
  3. Interstate School Leaders Licensure Consortium (ISLLC) Standards and portions of the Standards and Indicators for School Improvement will be used to evaluate all administrators except principals and assistant principals. An employee’s rating for each standard on the summative evaluation report will be determined by averaging the ratings of the standards of performance from the formative evaluation report(s).
  1. All certified employees shall annually develop a professional growth plan aligned with specific goals and objectives of school improvement and professional development or comprehensive improvement plan. The growth plan will establish goals for enrichment and development and identify the assistance of the evaluator. All growth plans shall be reviewed annually. Teachers will enter their professional growth plans into the department-approved technology platform. School psychologist and directors will complete their professional growth plans on the district approved professional growth plan form.
  1. Teachers should receive a post observation conference within five (5) working days of the observation.
  1. A summative evaluation conference shall be held at the end of the summative evaluation cycle and shall include all applicable Professional Growth and Effectiveness data.
  2. A completed and signed copy of the evaluation forms will be provided to each person being evaluated immediately following the formative/mini-observation and/or summative evaluation conference.
  1. A copy of the formal observation with the evaluatee and the evaluator signature and a copy of the Summary of Progress forms should be submitted to the certified evaluation contact at the board office. These forms will be placed in the certified employees personnel file.
  2. All personnel who are evaluated shall have an opportunity to respond in writing to the evaluation. Responses shall be placed in the personnel file of the person being evaluated and become a part of the official personnel record. The file may be examined upon request to the Superintendent or his/her designee.
  3. The District shall provide an Evaluation Appeals Panel. All certified employees shall be entitled to an appeal process regarding their summative evaluation, which shall include a right to a hearing, opportunity to review all documents presented in an appeal, and the right to the presence of a chosen representative. The certified employee has the opportunity to appeal to the Kentucky Board of Education. The Evaluation Appeals Committee Term will be July 1-June 30.
  1. Multiple observations may be conducted with any certified employee and/or whose observation results are ineffective/unsatisfactory.
  2. The Superintendent shall name a district contact person who shall be responsible for monitoring evaluation training and implementing the evaluation plan.
  3. The Board of Education shall annually review the Evaluation Plan.

26. Observation windows, timelines and other requirements may be adjusted by the primary evaluator in special circumstances where the evaluatee has been absent due to approved leave, extenuating circumstances, late hire, excessive school days missed by the district for weather/illness, or anyone that misses 60 consecutive days anytime during the year.The superintendent or other designee should approve the changes and notify the staff member within 10 days of returning/beginning to work.

27. A minimum of two observations shall be conducted by the supervisor and one by the peer observer for any teacher or other professional hired on or after 60 days following the first day on which students report to school.

  1. For the 2015-2016 school year, Directors and School Psychologist will be evaluated using the forms from the 2013-2014 Metcalfe County Board of Education Certified Evaluation Plan.
  1. The Principal shall provide the Superintendent by April 30 of each year a comprehensive evaluation along with a recommendation for reemployment or termination for all teachers under his/her supervision.

District Professional Growth and Effectiveness Plan

Professional Growth and Effectiveness System

The vision for the Professional Growth and Effectiveness System (PGES) is to have every student taught by an effective teacher and every school led by an effective leader. The goal is to create a fair and equitable system to measure teacher and leader effectiveness and act as a catalyst for professional growth.

Roles and Definitions

  1. Artifact: A product of a certified school personnel’s work that demonstrates knowledge and skills.
  2. Assistant Principal: A certified school personnel who devotes the majority of employed time in the role of assistant principal, for which administrative certification is required by EPSB.
  3. Certified Administrator: A certified school personnel, other than principal or assistant principal, who devotes the majority of time in a position for which administrative certification is required by EPSB.
  4. Certified School Personnel: A certified employee, below the level of superintendent, who devotes the majority of time in a position in a district for which certification is required by EPSB.
  5. Conference: A meeting between the evaluator and the evaluatee for the purposes of providing feedback, analyzing the results of an observation or observations, reviewing other evidence to determine the evaluatee’s accomplishments and areas for growth, and leading to the establishment or revision of a professional growth plan.
  6. Evaluatee:A certified school personnel who is being evaluated.
  7. Evaluator: The primary evaluator as described in KRS 156.557(5)(c)2.
  8. Formative Evaluation: Is defined by KRS 156.557(1)(a).
  9. Full Observation: An observation conducted by a certified observer that is conducted for the length of a full class period or full lesson.
  10. Improvement Plan: A plan for improvement up to twelve months in duration for:
  11. Teachers and other professionals who are rated ineffective in professional practice and have a low overall student growth rating.
  12. Principals who are rated ineffective in professional practice and have high, expected, or low overall student growth rating.
  13. Job Category: A group or class of certified school personnel positions with closely related functions.
  14. Local Contribution: A rating based on the degree to which a teacher, other professional,principal, or assistant principal meets student growth goals and is used for the student growth measure.
  15. Local Formative Growth Measures: Isdefined by KRS 156.557(1)(b).
  16. Mini Observation: An observation conducted by a certified observer for 20-30 minutes in length.
  17. Observation: a data collection process conducted by a certified observer, in person or through video, for the purpose of evaluation, including notes, professional judgments, and examination of artifacts made during one (1) or more classroom or worksite visits of any duration.
  18. Observer Certification: A process of training and ensuring that certified school personnel who serve as observers of evaluatees have demonstrated proficiency in rating teachers and other professionals for the purposes of evaluation and feedback.
  19. Observer calibration: The process of ensuring that certified school personnel have maintained proficiency and accuracy in observing teachers and other professionals for the purposes of evaluation and providing feedback.
  20. Other Professionals: Certified school personnel, except for teachers, administrators, assistant principals, or principals.
  21. Overall Student growth Rating: The rating that is calculated for a teacher or other professional evaluatee pursuant to the requirements of Section 7(9) and (10) of this administrative regulation and that is calculated for an assistant principal or principal evaluatee pursuant to the requirements of Section 10(8) of this administrative regulation.
  22. Peer observation: Observation and documentation by trained certified school personnel below the level of principal or assistant principal.
  23. Performance Criteria: The areas, skills, or outcomes on which certified school personnel are evaluated.
  24. Performance Rating: The summative description of a teacher, other professional, principal, or assistant principal evaluatee’s performance, including the ratings listed in Section 7(8) of this administrative regulation.
  25. Principal: A certified school personnel who devotes the majority of employed time in the role of principal, for which administrative certification is required by the Education Professional Standards Board pursuant to 16 KAR 3:050.
  26. Professional Growth and Effectiveness System: An evaluation system to support and improve the performance of certified school personnel that meets the requirements of KRS 156.557(1)(c), (2), and (3) and that uses clear and timely feedback to guide professional development.
  27. Professional Growth Plan: An individualized plan for a certified personnel that is focused on improving professional practice and leadership skills, aligned with performance standards and the specific goals and objectives of the school improvement plan or the district improvement plan, built using a variety of sources and types of data that reflect student needs and strengths, evaluatee data, and school and district data, produced in consultation with the evaluator as described in Section 9(1), (2), (3), and (4) and Section 12(1), (2), (3), and (4) of this administrative regulation, and includes: (a) Goals for enrichment and development that are established by the evaluatee in consultation with the evaluator; (b) Objectives or targets aligned to the goals; (c) An action plan for achieving the objectives or targets and a plan for monitoring progress; (d) A method for evaluating success; and (e) The identification, prioritization, and coordination of presently available school and district resources to accomplish the goals.
  28. Professional Practice: The demonstration, in the school environment, of the evaluatee’s professional knowledge and skill.
  29. Professional Practice Rating: The rating that is calculated for a teacher or other professional evaluatee pursuant to Section 7(8) of this administrative regulation and that is calculated for a principal or assistant principal evaluatee pursuant to the requirements of Section 10(7) of this administrative regulation.
  30. Self-Reflection: The process by which certified personnel assesses the effectiveness and adequacy of their knowledge and performance for the purpose of identifying areas for professional learning and growth.
  31. Sources of Evidence: The multiple measures listed in KRS 156.557(4) and in Sections 7 and 10 of this administrative regulation.
  32. State Contribution: The student growth percentiles, as defined in 703 KAR 5:200, Section 1(11), for teachers and other professionals, and the next generation learners goal for principals and assistant principals.
  33. Student Growth: Is defined by KRS 156.557(1)(c).
  34. Student Growth Goal: A goal focused on learning, that is specific, appropriate, realistic, and time-bound, that is developed collaboratively and agreed upon by the evaluatee and evaluator, and that uses local formative growth measures.
  35. Student Growth Percentile: each student's rate of change compared to other students with a similar test score history.
  36. Student Voice Survey: The student perception survey provided by the department that is administered annually to a minimum of one (1) district-designated group of students per teacher evaluatee or a district designated selection of students and provides data on specific aspects of the instructional environment and professional practice of the teacher or other professional evaluatee.
  37. Summative Evaluation: Is defined by KRS 156.557(1)(d).
  38. Teacher: A certified school personnel who has been assigned the lead responsibility for student learning in a classroom, grade level, subject, or course and holds a teaching certificate under 16 KAR 2:010 or 16 KAR 2:020.
  39. Working Condition’s Survey Goal: a school improvement goal set by a principal or assistant principal every two (2) years with the use of data from the department-approved working conditions survey.

For Additional Definitions and Roles, please see 704KAR 3:370 Professional Growth and Effectiveness System
The Kentucky Framework for Teaching with