Employee Name: _______________________________________ Grade: ______ School: _________________________________ Principal: ______________________

2011-2012 E VALUATIO N Q UI CK G UI DE #3
PROFESSIONAL GROWTH & EVALUATION

COMPREHENSIVE EVALUATION Teachers with Continuing Contracts

No performance concerns
Date: _________

Performance concerns identified

Contact your LR/ER Manager ASAP

SEP

Before November 15th - Goal-Setting Conference - Goal-Setting Plan Use Self-Assessment of Practice Rubric to develop at least 1Student Growth goal and 1 Professional Growth goal

ASAP Observation #1 *
Pre & Post conferences & reports required

Date: _________

OCT

Date: _________

Minimum 2 weeks later ideal Observation #2 *

Pre & Post conferences & reports required
Date: _________

NOV

Before December 16th Observation #1 *

Minimum 2 weeks later ideal Observation #3 (recommended)*

Pre & Post conferences & reports required
Date: _________

DEC
Date: _________

Pre and Post conferences and report required

After 10/15, before 12/16

Determine rating based on PG&E Expectations

Complete Mid year Evaluation

Date: _________

JAN

Innovative, Proficient
FEB

Fails to meet performance schedule

NOTIFY LR/ER IMMEDIATELY

Before April 13th Observation #2 *

MAR
Date: _________

Before December 16th

Develop PIP / Teacher provided HRCT CONSIDER PROBATION

Pre conference optional Post conference and report required

Observation #4 *
Pre conference optional Post conference and report required

Send Basic and Unsatisfactory Mid-year Evaluations to Executive Director and HR

Date: _________

APR

Before May 15th

MAY
Date: _________

October 16th to January 15th Superintendent provides Probation Notice to Employee

Complete Evaluation
Evaluation Form

Determine rating based on PG&E Expectations

JUN

Innovative, Proficient

Fails to meet performance schedule

Move to PG & E General

Develop PIP / teacher provided HRCT

Send Basic and Unsatisfactory Annual Evaluations to Executive Director and HR

The CBA requires that the evaluator complete an observation report form within six (6) days of the observation. Provide the observation report to the teacher as soon as it is completed, so that he/she is given the chance to incorporate the feedback into his/her practice.

Send Annual Evaluations to Executive Director by June 10 Executive Director sends Evaluations to HR by June 30
Seattle Public Schools 2011-2012 Evaluation Quick Guide Revised October 2011

PROFESSIONAL GROWTH & EVALUATION

COMPREHENSIVE EVALUATION
EXPECTATIONS. Teachers are expected to receive a rating of Proficient or higher in all domains. Teachers in their first four years of teaching, are expected to receive a rating of: Year 1: Proficient in Classroom Environment, Basic in others; Year 2: Proficient in Classroom Environment and Planning & Preparation, Basic in others; Year 3: Proficient in first three Domains, Basic in Professional Responsibility; Year 4: Proficient in all domains. In addition, teachers of tested subjects are expected to receive a rating of Typical or High in student growth. PROFESSIONAL GROWTH RATING. Teachers will be evaluated on four domains. They will be rated on a fourlevel scale in each domain (Innovative, Proficient, Basic, Unsatisfactory). PROFESSIONAL GROWTH EVALUATION RATINGS DOMAINS Domain 1: Planning and Preparation
1a: Demonstrating Knowledge of Content and Pedagogy 1b: Demonstrating Knowledge of Students 1c: Setting Instructional Outcomes 1d: Demonstrating Knowledge of Resources 1e: Designing Coherent Instruction 1f: Designing Student Assessments

Innovative

Proficient

Basic

Unsatisfactory Any one component rated unsatisfactory

4 innovative 2 proficient

4 proficient 2 basic

Less than proficient

Domain 2: The Classroom Environment

2a: Creating and Environment of Respect & Rapport 2b: Establishing a Culture for Learning 2c: Managing Classroom Procedures 2d: Managing Student Behavior 2e: Organizing Physical Space

4 innovative 1 proficient

4 proficient 1 basic

Less than proficient

Any one component rated unsatisfactory Any one component rated unsatisfactory

Domain 3: Instruction
3a: Communicating with Students 3b: Using Questioning & Discussion Techniques 3c: Engaging Students in Learning 3d: Using Assessment in Instruction 3e: Demonstrating Flexibility and Responsiveness

4 innovative 1 proficient

4 proficient 1 basic

Less than proficient

Domain 4: Professional Responsibility

4a: Reflecting on Teaching 4b: Maintaining Accurate Records 4c: Communicating with Families 4d: Participating in a Professional Community 4e: Growing and Developing Professionally 4f: Showing Professionalism PG & E GENERAL In Level 2 schools & schools that opt in 2011-12: Teachers of non-tested subjects, and Teachers in grades K-2, 6, 11, 12 In Level 1 schools & schools that opted in 2010-11: Teachers on continuing contracts who were: evaluated on Comprehensive cycle in 2010-11, and rated proficient in all four domains For individuals who opted in to PG&E in 2010-11 Teachers on continuing contracts who were: evaluated on Comprehensive cycle in 2010-11, and rated proficient in all four domains For individuals who opt in to PG&E in 2011-12: Teachers of non-tested subjects and Teachers in grades K-2, 6, 11, 12 Seattle Public Schools 2011-2012 Evaluation Quick Guide

4 innovative 2 proficient

4 proficient 2 basic

Less than proficient

Any one component rated unsatisfactory

PG & E COMPREHENSIVE In Level 2 schools & schools that opted in for 2011-12: Teachers of tested subjects in grades 3-5 & 7-10 In Level 1 schools & schools that opted in 2010-11: Teachers of non-tested subjects, and Teachers in grades K-2, 6, 11, 12 Individuals who opt in to PG&E in 2011-12 and are: Teachers of tested subjects in grades 3-5 & 7-10

All employees in their first 4 years of teaching and teachers new to SPS

Revised October 2011