A presentation to UNCP Spring 2013 Student Interns on the relationship between the NC Educator Evaluation System for inservice teacher and the pre-service rubric and the Certification of Teaching Capacity form.
1. The Relationship between NC Teacher
Candidate Evaluations & the NC Educator
Evaluation System
Dr. Rachel A. McBroom
January 11, 2013
http://rt3region4.ncdpi.wikispaces.net
2. Expected Outcomes
At the end of this session, participants will…
• Understand the role of the Framework for 21st
Century Learning and the N.C. Professional
Teaching Standards in achieving the mission of the
N.C. State Board of Education and N.C.D.P.I.’s
READY initiative.
• Understand the relationship between the Teacher
Candidate Evaluation Rubric, the LEA/IHE
Certification of Teaching Capacity, and the Teacher
Evaluation Rubric.
3. Digital Disclaimer
The digital tools used during the course of this training
have been helpful to some educators across the
state. However, due to the rapidly changing digital
environment, NCDPI does not represent nor endorse that
these tools are the exclusive digital tools for the purposes
outlined during this session.
4. Quick Tour of NCDPI WikiCentral
http://wikicentral.ncdpi.wikispaces.net/NC
DPI+WikiCentral+Page
5. State Board of Education Mission
Every public school student
will graduate from high
school, globally competitive
for work and postsecondary
education and prepared for
life in the 21st Century.
-Adopted August 2006
6.
7. Getting to READY
Race to the Top Pillars
•Great Teachers & Principals
•Data Systems to Improve
Instruction
•Turning Around Lowest-Performing
Schools
•Quality Standards & Assessments
8. 21st Century Skills:
What’s the big deal?
• Describe what 21st Century Skills means
to you in 20 characters or less …(submit
your answer through the interactive
agenda)
• P21 Above & Beyond
11. NC Professional Teaching
Standards
Standard II:
Standard I: Teachers Establish a Standard III:
Teachers Demonstrate Respectful Environment Teachers Know the
Leadership for a Diverse Population Content They Teach
of Students
Standard IV: Standard VI:
Standard V:
Teachers Facilitate Teachers Contribute to
Teachers Reflect on their
Learning for Their the Academic Success of
Practice
Students Students
12. Conceptualize the Standards
• Review and discuss the standard assigned to your group.
• On chart paper, conceptualize the standard in a creative way. For
example, you might create a visual, a song, a poem, a “tweet,” a text
message, or any other “right-brain” conceptualization of the standard.
13.
14. But what about Standard 6?
Standard 6
incorporates measures of
Student Growth
(much like your TCWS)
15. Ratings for Pre-Service Candidates
• Demonstrated exemplary
understanding, mastery, and
Accomplished consistent integration of
educational concepts and skills.
• Demonstrated the ability to apply
Proficient educational concepts consistently
in real-world contexts
• Demonstrated the ability to apply
Developing educational concepts to concrete
problems within limited contexts
• Demonstrated limited or superficial
Emerging knowledge and awareness of
educational concepts
16. Ratings for In-Service Teacher Standards 1-5
• Consistently and significantly
Distinguished exceeded basic competence
• Exceeded basic competence most
Accomplished of the time
Proficient • Demonstrated basic competence
• Demonstrated adequate growth
Developing toward achieving standards, but did
not demonstrate basic competence
22. Alignment of Teacher Candidate
Rubric and Teacher Rubric
Each group has 1 envelope
• In your group, discuss the descriptors on the cards.
– For each descriptor decide whether it belongs on the
candidate rubric or teacher rubric.
– Arrange the descriptors in order of increasing
performance level for each rubric.
– Align the candidate descriptors with the teacher
descriptors that most closely match. Don’t just match
words, focus on the behaviors being described.
23.
24.
25.
26. LEA/IHE Certification of
Teaching Capacity (CTC)
• Based on NC Professional Teaching Standards.
• Met = Proficient level or higher; Not met = lower than
proficient
• To be recommended for licensure, candidates must
meet all descriptors on the CTC.
• Signed by candidate, cooperating teacher(s), principal
(or designee), & University Supervisor
27. To be recommended for a SP I license, a
candidate must be proficient in All
descriptors of All elements of All standards
28. At the end of the
3rd year,
beginning
teachers must
receive ratings
of proficient or
higher on all
standards in
order to receive
a SP II license.
30. Why educator effectiveness?
NC is implementing a new curriculum, new assessments, new
technology tools to improve instruction, new ways of engaging
students, and the list goes on…
So why is the State focusing on educator
effectiveness in the face of so many other
changes?
Because all our efforts in other areas depend on an effective
teacher in every classroom and an effective leader in every school
building.
31. Why educator effectiveness?
The work around educator effectiveness, including the Measures of
Student Learning, is grounded in the belief that:
Every student in North Carolina deserves an
effective teacher in all courses and grades.
Our students need to learn all of the standards in the North
Carolina Standard Course of Study in order to be READY for their
futures.
32. Why educator effectiveness?
In order to increase their effectiveness, teachers need access to
high-quality data.
Every teacher in North Carolina deserves
feedback on the growth of their students.
It’s not about firing our way to a better teaching force. It’s about
creating a system that:
• Identifies the strongest teachers so that we can all learn
from them, and
• Identifies those teachers who need additional support
and targets that support to their needs
33. Standards 6 & 8 – The Basics
Teachers
1 2 3 4 5 6
Demonstrate Establish
Leadership Environment
Know
Content
Facilitate
Learning
Reflect on Contribute
Practice to Academic
Success
Principals (and other Administrators)
1 2 3 4 5 6 7 8
Strategic Instructional Cultural Human Managerial External Micro- Academic
Leadership Leadership Leadership Resource Leadership Development political Achievement
Leadership Leadership Leadership Leadership
34. Growth Model
Teachers
Standard 6 and 8
6
Contribute
to Academic
Success
are measures of
Principals
Growth
8
Academic Academic
AchievementAchievement
Leadership
Leadership
35. Growth Model
Teachers
We will use
6
Contribute
to Academic
Success
Educator Value-Added
Principals Assessment System
EVAAS
Academic
Achievement
Leadership
8
Academic
Achievement
Leadership for standards 6 & 8 when possible
36. Determining Growth
TCP-C-006 now provides clarity around which
assessments are used to measure growth
What do we need?
End-of-Grade
Assessments
Some CTE Teacher
Post- Growth Value
Assessments EVAAS for Sixth
Standard
Common
Rating
Exams
End-of-Course
Assessments
37. Teacher Ratings Categories
▲
Teachers
1 2 3 4 5 6
Demonstrate Establish Know Facilitate Reflect on Contribute
Leadership Environment Content Learning Practice to Academic
Success
5 Rating Categories 3 Rating Categories
Not Demonstrated Does not Meet Expected Growth
Developing Meets Expected Growth
Proficient Exceeds Expected Growth
Accomplished
Distinguished
38. Teacher Ratings in 2011-12
Yearly Rating
Teacher
EVAAS Growth
70%
School-
wide
EVAAS Growth
30%
• Does not Meet
Expected Growth 6
• Meets Expected Growth
• Exceeds Expected Growth
Weighted Average
Why is school-wide EVAAS growth included?
• To encourage collaboration and collective
ownership of overall outcomes.
Note: In 2011-12, teachers without individual EVAAS
growth will have school-wide growth for Standard 6.
39. Ratings
Teachers 1 2 3 4 5 6
Demonstrate
Leadership
Establish
Environment
Know
Content
Facilitate
Learning
Reflect on
Practice
Contribute
to Academic
Success
Principals
1 2 3 4 5 6 7 8
Strategic Instructional Cultural Human Managerial External Micro- Academic
Leadership Leadership Leadership Resource Leadership Development political Achievement
Leadership Leadership Leadership Leadership
Key Note on Ratings
• Every educator is evaluated every year
• Each standard and rating stands on its own
(1 out of 6, not 1/6)
• Ratings are used to create professional development plans each year
• Ratings are used to determine status
40. Status
Ratings Status
• Teachers • A single overall status that
6 separate ratings to help is determined once a
teachers grow each year principal or teacher has
three years of growth
• Principals data to populate 6 or 8
8 separate ratings to help
principals grow each year • Categories for Status
1. In Need of Improvement
2. Effective
3. Highly Effective
41. 3-Year Rolling Average
Rating from Rating from Rating from
2012 - 2013 2013 - 2014 2014 - 2015
1.9 + -2.5 + 1.2
Standard Standard Standard
6 6 6 Contribute
to Academic
Success
3
= .2
Met Expected Growth
1.9 -2.5 1.2
Met Did not meet Met 3- year average rating on
Expected Expected Expected standard 6 for
Growth Growth Growth determining status
Note: A similar methodology applies to principals as well.
Note: The values above represent values from the MRM model in EVAAS.
42. Three Years of Data
Any three years of data attributable to a teacher or
principal will be combined and used:
• Any grades
• Any subjects
• Any schools
• Any districts
The three years of data do not start until they are
specific to that teacher and his or her students
43. Status
So once a educator has a
three-year average rating
for Standard 6 or 8, how
is status determined?
44. Status
• The Three Status Categories are
1. In Need of Improvement
2. Effective
3. Highly Effective
45. Teacher Status
In Need of Highly
Effective
Improvement Effective
Standards 1-5 Any rating Proficient Accomplished
In the year lower than or Higher or Higher
on Standards on Standards
proficient
1 2 3 4 5
Demonstrate Establish
Leadership Environment
Know
Content
Facilitate
Learning
Reflect on
Practice
1-5 1-5
And/Or And And
Standard 6 Does Not Meets or Exceeds
Three-year rolling average Meet Exceeds Expected
) Expected Expected Growth
6
2 years
ago 6
+ 1ago +
year
6
This
year )/ 3 Growth Growth
46. Common Exams
A Library of Common Exams
is being designed for non-tested
subjects for district use to
populate Standard 6
47. Focusing on the “Why”
So why have statewide Measures of Student
Learning/Common Exams?
1. North Carolina has a statewide evaluation system to ensure
that every teacher receives a fair and consistent evaluation,
regardless of his or her employing LEA
2. Teachers in all content areas should receive a Standard Six
rating based on the growth of their own students on their
content-specific standards
3. Most LEAs do not have the capacity to design their own
assessments for all non state-tested grades and subjects
48. District Flexibility
• Administration online, paper/pencil or hybrid
• Date of administration
• Administration during class period or testing week
• Use in student grade
• Which assessments are administered
• How to ensure secure administration
49. Reviewing the Resources
• Implementation Guide
• Administration Timelines
• Assessment Specifications
• Guide to Measuring Student Growth
• Local Planning Template
• Educator Effectiveness Website
50. Information
General Information:
http://www.ncpublicschools.org/educatoreffect/
State Board of Education:
http://stateboard.ncpublicschools.gov/
Sample EOC/EOG Items:
http://www.ncpublicschools.org/accountability/testing/releasedforms
Race to the Top Weekly Update:
Send email to michael.yarbrough@dpi.nc.gov to sign up
Email Questions:
educatoreffectiveness@dpi.nc.gov
51. Quick Write
• Using the form on the interactive agenda, post 3 ideas
shared today and how each will impact your work as
you complete student teaching this semester.
List 1 idea that’s
List 1 idea still rolling
that “Around”: List 1 idea
“Squares” “I’m just not sure you would
with your about like to
thoughts: that!” “Change”:
52. Thank you & for more information
contact…
UNC Pembroke
• Your University Supervisor
• Your Program Coordinator/Director
• Dr. Bryan Winters, University-School Programs Director
DPI Staff
• Dr. Rachel A. McBroom, rachel.mcbroom@dpi.nc.gov
Notas del editor
Our goal is to have every student graduate ready for the challenges of the 21st Century.21st Century Learners have: the actions, attitudes, concepts and skills that will allow students to effectively communicate, collaborate and create. These are the skills, knowledge and expertise students should master in order to succeed in work and life in the 21st century. Well developed 21st Century Learners have specific capacities in: Creativity and InnovationCommunication and CollaborationCritical Thinking, Problem Solving, and Decision MakingDigital CitizenshipResearch and Information FluencyTechnology Operations and ConceptsEffective 21st Century Educators offer authentic, relevant learning experiences that support the development of these skills.Toward the development of these outcomes – the Common Core movement began.Today we’ll be thinking about how skilled teachers create 21st Century classrooms.
The NCPTS describe what teachers should know and be able to do in 21st Century classrooms.This is the basis for the teacher candidate and teacher evaluation toolsLink on Wiki
Total time 20 minutesSupplies: 10 pieces of chart paper and markersDirections:Create small groups (10 groups so that each standard is done twice and no group is too big) and assign each group a standard, 1-5. Each group is given a piece of chart paper to create a poster of the NC Teacher Evaluation Standards 1 through 5. The group is to focus on the gist of the NCPTS so they recognize what the actual standard is about. They can create a visual, a song, a poem, a “tweet,” a text message, or any other “right-brain” conceptualization of the standard. After about 7 minutes, everyone walks around the room to see all of the posters. One person who helped create that poster stays with the poster to answer questions as others come to see it. Participants bring sticky notes and write one piece of feedback for each poster.Use the next slide to facilitate discussion and sharing of posters.
All of the ratings for the NC Teacher Evaluation Process are defined on page 4 of the manual. On this slide, you will note that we have bolded some of the words. Let’s look at the bolded words as we look at each rating category. For example, a rating of “developing” indicates that the teacher, while showing growth, did not demonstrate basic competence. A rating of “proficient” indicates the teacher demonstrated basic competence. “Accomplished” ratings indicate that the teacher exceeded basic competence most of the time. And a rating of “Distinguished” would indicate that the teacher consistently and significantly exceeded basic competence.
All of the ratings for the NC Teacher Evaluation Process are defined on page 4 of the manual. On this slide, you will note that we have bolded some of the words. Let’s look at the bolded words as we look at each rating category. For example, a rating of “developing” indicates that the teacher, while showing growth, did not demonstrate basic competence. A rating of “proficient” indicates the teacher demonstrated basic competence. “Accomplished” ratings indicate that the teacher exceeded basic competence most of the time. And a rating of “Distinguished” would indicate that the teacher consistently and significantly exceeded basic competence.
This is a screen shot of page 33, where a principal has marked the rubric based on an observation. It is necessary to notate the rubric for each observation. The rating for each descriptor is the lowest rating for which all descriptors are marked. As illustrated in the exampleon pages 33 and 34, the teacher would be rated as Developing on “Teachers lead in their classrooms” even thoughat least one descriptor for Proficient, Accomplished, and Distinguished was marked. This is because Developing isthe lowest rating for which all descriptors were marked. Likewise, the teacher also would be rated as Proficient on“Teachers demonstrate leadership in the school” and on each of the remaining elements. This is likely to result in anoverall rating of Proficient for Standard I.Overall ratings should not be determined until the end of the year during the Summary Evaluation Conference.
Sometimes analogies help us better understand the ratings. Some of you have been in our regional training sessions where we discussed growing levels of competency with using a smart phone or the gadgets on a new car.Today, let’s think about how the ratings would apply to baking cakes.As a developing cake baker, you follow the recipe, but your cooking techniques aren’t always successful. Your cake might be dry, the layers may fall apart, or the icing isn’t the right consistency. You demonstrate growth by practicing and your cakes become better, although still not quite right. Look at the picture. This is a cake, and perhaps it is a better cake than the baker’s many previous attempts. However, this cake would still be unacceptable from a professional baker. This reminds us educationally of a teacher who, despite making growth, has not yet reached proficiency.As a proficient cake baker, you follow the recipe and you’ve mastered the basic cooking techniques. You are able to produce a basic layer cake with frosting that tastes good and looks nice. The cake pictured is acceptable by all measures, which reminds us educationally of basic competence with such important matters as instructional strategies or communication. In other words, this cake is acceptable and yet still has room to grow. Let’s look at the next cake from the accomplished baker.As an accomplished cake baker, you have a greater understanding of baking and on most occasions you are able to successfully incorporate additional ingredients and/or flavorings that improve the taste, appearance, and overall quality of your cakes. You’ll note that the cake pictured has multiple flavors, which reminds us educationally of differentiation and multiple instructional strategies.As a distinguished cake baker, you have an in-depth understanding of baking cakes. As such, you know the essential ingredients that must be included in all cakes. Using your knowledge, you are able to begin with the recipe, combining the essential ingredients and other add-ins to tailor your cakes to meet the tastes of the person for which you are making the cake. In other words, you understand the recipe well enough to enhance it. Your talent and skill as a distinguished baker may lead you to decorate exquisitely or even assist others in developing their baking skills. Distinguished truly is the “icing on the cake” so-to-speak. What resources do you have to help you and your teachers better understand the differences between the ratings for teachers and school executives? Your best resources are the rubrics for evaluating teachers and principals/assistant principals. The performance descriptors provided for each element of the performance standards will help you determine the expectation for each rating level. Engage in conversations with colleagues about the differences between the descriptors on the rubrics. It’s also helpful to have a firm understanding of the Standards for Teachers and School Executives. If you need a refresher on the professional standards, consider completing the N.C. Professional Teaching Standards Module and the soon-to-be-released School Executive Standards Module. --------------------------------------------------------Cake imageshttp://ellie-sparks.livejournal.com/3021.htmlhttp://www.shoveitinyourface.com/2011/02/chocolate-and-golden-vanilla-triple.htmlhttp://find-how.com/Cake-recipe.html
Eliz will update Educator Effectiveness section
An educator status is a more holistic picture of educator effectiveness than any one standard taken alone. Three years of data must be in place before a teacher or administrator can receive a status of in need of improvement, effective, or highly effective.
Please take 10 minutes to reflect and generate a list of 3 ideas as described in the shapes