Presentation by Dr. Voltz on teacher evaluation and remediation of tenured and non-tenured teachers.

1. Successful Remediation of the Unsatisfactory Teacher Administrator Academy #1011 Administrator Academy #1011

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3. http://illinoisasa.wikispaces.com /

5. Goals for this academy

6. “Think of Students First”

7. To be able to know, describe and inform teachers what is effective instruction

10. “Fundamental Fairness”

11. What to do with Unsatisfactory Teachers

12. Successfully terminate poor teachers

13. NJ Governor message was as much to school leaders as to teachers. "We have done a spectacularly lousy job when it comes to teacher evaluation," he said

14. Learn how to use technology to enhance classroom walkthroughs and teacher evaluation

16. What is your reaction to these statements?

20. Teacher Evaluations Typically Look Like This

22. Teacher evaluations should look like this.

24. What ideas do you have to make administrators more effective as teacher evaluators?

25. Administrators will be far more effective when their classroom evaluation visits are:

26. Unannounced, so they see everyday reality

27. Short, frequent, and systematic, so every teacher is visited at least 10 times a year and all aspects of instruction are sampled

28. Followed each time by a short, face-to-face conversations in which the principal and teacher focus on curriculum, methods, and results (struggling teachers would get more intensive supervision and support and an improvement plan)

29. Summed up in end-of-year evaluations with two dimensions: a rubric that gives detailed ratings at four levels — highly effective, effective, improvement necessary, and does not meet standards — and a report on each teacher team’s September-to-May student learning gains measured by high-quality during-the-year assessments.

30. How can principals find the time to do all of this?

31. Routine tasks need to be done routinely

42. What would your teachers think of these mini-observations?

53. Choose Documents from the drop down “more” menu.

55. Choose “Form” from the “Create New” menu

56. Name the form, whatever you name the form that is what it will be saved as. You can include text below name to explain purpose of the form.

58. What are you looking for? Do you need to explain the question? Click on pencil to edit. Click here to make recorder answer this question. Question possible answers.

59. To add items click on “Add item” in upper left corner.

62. When sending form make sure you do it from “Form” drop down box, and then “Send form.” Do not send from spreadsheet.

63. Enter email addresses here

64. Smartphones iPads or Tablets

74. Important teaching attributes

75. Common Curriculum Sound Lessons Authentic Literacy Authentic Literacy Authentic Literacy (Schmoker, Mike. Focus . 2010)

76. Schools need a coherent curriculum, with topics and standards collectively selected by a team of teachers that is actually taught . (Ainsworth, 2003)

77. The pivotal feature of effective lessons is the conscientious effort, throughout the lesson, to ensure that all students are learning each segment of the lesson before moving to the next one. (Schmoker, Mike. Focus . 2010)

78. Teachers need to work in teams, in a true “professional learning community” where curriculum and lessons are continuously developed, tested and refined on the basis of assessment results. (DuFour, DeFour, Eaker, & Many, 2006; Schmoker, 2006)

79. Authentic Literacy, purposeful reading, writing and discussion as the primary modes of learning both content and thinking skills. (Schmoker, Mike. Focus . 2010)

80. What do students want?

81. Students’ Perspective of Effective Teaching

85. Teacher self rating using video

87. Tim Daly: In schools it's almost the opposite. [Video] is almost never used for making adjustments in the near term. There are not many conversations in general between administrators and teachers about what's happening in the classroom and how to adjust quickly. When we did the "Widget Effect" [report in 2009], we found that most teachers got zero, one, or two periods of observation over the year. In some districts, we found that veterans were not even observed every year. It's not a priority in policy, and many collective bargaining agreements limit evaluation.

88. Conversely, in high-performing schools we see that administrators and other teachers are frequent visitors to classrooms. Instead of zero, one or two [observations], it's 30 to 40 per year in those schools.

90. Education Reform Law mandates teacher and principal evaluation include 50% for student academic achievement

93. Data Systems for Using Student Achievement

105. Teachers cannot teach the same way with high class sizes.

109. Do you need some inspiration to act courageously?

111. Full Lesson Observations

112. The “Voltz” Way

119. Look at the graded assessment and ask teacher how they will address those that did not learn.

120. When visiting classrooms ask students what the objective is for the class.

121. Do teachers give common assessments?

122. Does your school district consider teacher evaluation an important part of a principal’s responsibilities?

123. Remember you are the boss not the buddy.

125. Difference between “Walkthroughs for PD” and “Walkthroughs for Evaluation” “Walkthroughs for Evaluation”

127. Meet with your teachers to determine what works in your schools.

128. Observe Classrooms

129. Debrief and present objective evidence to staff

130. Brainstorm the next level of work

131. Student motivation and engagement are important

132. Feedback by students is important

133. Professional Development must have “deep implementation”

134. Leave naysayers behind.

135. Coaches who monitor and measure get results.

136. Direct modeling by teachers is best way to improve teaching.

137. It is our job to train teachers via professional development

138. Just Do It!

140. Danielson Framework For Teaching

143. You’re fired

144. is it possible to dismiss a tenured teacher?

146. say what you mean. mean what you say. but don’t say it mean.

147. keep in mind that you’re taking this action to improve the quality of education for kids.

151. Is behavior teaching related? Is behavior work rule related? Remedial Non-Remedial Three Progressive Steps Possible Termination Teacher Evaluation Process

154. “would i want my own son or daughter exposed to this teacher.”

163. if a teacher offers to quit, say ok, get out a piece of paper right then and have them write a letter of resignation.

164. if you cannot predict the non-tenure teacher to be excellent, do not put that teacher on tenure.

165. It is hard to hide ineffective teachers because they come in contact with students on a daily basis.

168. Proper Evaluation Process Job Description Evaluation Steps Evaluation Instrument Induction & Mentoring Staff Development Remediation Strategies

176. Fist to Five – Do you like the T-Square Scripting Technique?

182. If the administration decides to evaluate the teacher as unsatisfactory then the district needs legal advice…

183. Rx For Success Six months prior to issuance of UNSATISFACTORY RATING CAREFUL REVIEW AND ANALYSIS Collective Bargaining Agreement Board Policies & Practices Four weeks prior to issuance of UNSATISFACTORY RATING Consulting Teacher Outside Evaluator Consult with Union Board Attorney Evaluation Plan Board Approval Amend Plan Within 30 calendar days after UNSATISFACTORY RATING is reduced to writing Development and Initiation of Remediation Plan Board Approval Consulting Teacher Qualified Administrator Teacher STOP Get House in Order

193. Costs of Winning 1. Administrator Time ? 2. Expert Witness Fees $10,000-$15,000 3. Attorney Fees $75,000-$135,000

194. Costs of Losing 1. Administrator Time ? 2. Expert Witness Fees $10,000-$15,000 3. Attorney Fees $75,000-$135,000 4. Back Pay with Interest $110,000 5. Reinstatement to teaching position for remainder of career $300,000+

195. Costs of Settlement 1. Administrator Time Minimal 2. Settlement Amount $55,000 3. Attorney Fees $13,000

196. After listening to the attorney, is the process worth the effort?

197. What happens after termination?

202. Teacher Remediation Plan

211. Actual Remediation Plan