Bergold Week 5 Teacher Evaluation Presentation

 M­STAR is a tool for

teachers to use as a road map to success in their classrooms.

Most Important Reason for
Effective Appraisals
 Student Achievement
• U.S. ranks 17th in industrialized nations in education
• In Mississippi, almost 50% of children in 3rd-8th grade are below grade level in language arts and math.
• Low graduation rates!
• Students not equipped with 21st-century skills!

How is M-STAR different?
Traditional Observations

Evidence-Based
Observations

• Single time point for classroom observation

• Multiple time points for classroom observation

• Use of “checklist” tools
(strengths/weakness,
yes/no)

• Use of rubric that defines instructional improvement on a continuum

• High performance ratings given to almost all teachers

• Variations in performance ratings among teachers

• Does not include student outcomes • Links teacher effectiveness to student performance

MS Teacher Evaluation
Percentage Breakdown
Student
Growth

20%

M-STAR

30%

50%

Classroom
Observation:
M-STAR

Professional
Growth Goals

Observation Cycle
Review lesson plan, understand context,
+ ask clarifying questions Pre-Obs.
Conf.
Within 1-2 days prior to obs

Key Questions: What are students learning? What is the evidence for this learning? Obs.

Post-Obs.
Conference

Follow-up
Walkthrough

Within 1 week after ob. Within 2 weeks after post-obs. conference

Effective, concrete feedback + next steps are key!

Observe feedback in action

Five Components of the Teacher Observation Cycle

1. Teacher self-assessment
2. Professional Growth Goals and Student Learning
Objectives
3. Walk-through visits
4. Formal observations and conferences
5. Student surveys (optional)

1. “Teacher self-assessment:
- Completed by the teacher this spring or early in the fall
- Can be based on scores, other pertinent data, areas of growth, etc.

strength, areas for

2. Professional Growth Goals and Student Learning Objectives:
- Completed by the teacher and the administrator/evaluator
- Can be based on pretest data

3. Walk-through visits will happen at least 5 times each semester. - Walk-through observations will be ongoing throughout the year.
These are valuable because administrators will collect evidence of teacher effectiveness during these times.
.

4. Formal Observations and Conferences:
-. The formative observation is in the fall, and the summative observation is in the spring. The summative observation is the only one that is scored, and when you get that score, it is a partial score because there is other data that is averaged into the final score. Both observations will include a pre- and post-conference to fully look at the student learning that was done in that lesson.

5. Student surveys are optional for teachers and administrators. -. Good information can be garnered from these surveys that could improve teaching and learning

M-STAR Ratings
A teacher’s performance on each standard will be appraised in accordance with a four-level rating scale:
 Level 4 Distinguished: Indicates that the teacher’s performance consistently exceeds expectations – exemplary; cream of the crop!
 Level 3 Effective: Indicates that the teacher’s performance meets

expectations. Learning is evident!

 Level 2 Emerging: Indicates that the teacher’s performance

inconsistently meets expectations. PD is needed as teacher continues to learn more about the science of teaching and learning.  Level 1 Unsatisfactory: Indicates that the teacher’s performance

does not meet expectations. An immediate plan of improvement should be designed by the administrator and teacher.

Each educator will be scored at one of the above levels on each of the 20 standards. The final M-STAR score will be the average of all domains.”

G
N
I
R
Example:
Summative
G
P
N
S RI
O
C
Observation
Rating
S
Domain

I: Planning

Domain
Score

Weight Weighted
Rating

2.75

x

.20

.55

II: Assessment

4

x

.20

.80

III: Instruction

2.5

x

.20

.50

IV: Learning Environment

3.5

x .20

.70

V: Professional
Responsibilities

2.5

x .20

.50

Summative Classroom Observation Rating

(2.75 + 4 + 2.5 + 3.5 + 2.5) = 3.05
5

3.05

10

• The evaluator will use this kind of form to arrive at the final score in the spring.
Teachers can see each domain score, and knows what areas of growth should be.
• By averaging the domain scores together, she is considered an effective teacher – 3.05.

M-STAR Rubric Overview
 Five domains (weighted equally)
1.
2.
3.
4.
5.

Planning (4 standards)
Assessment (2 standards)
Instruction (5 standards)
Learning Environment (5 standards)
Professional Responsibilities (4 standards)

 20 standards (placed among the 5 domains)
 There are five domains, and there are 20 standards placed

among the five domains. Beneath each standard are the indicators. The indicators describe what the standard contains, or what the teachers should be doing at each level of effectiveness.

What are artifacts?
Real working documents

that provide evidence of the standards Artifacts are not

“portfolios” or decorated boxes that are time consuming to organize!!

• Artifacts could include accommodations and interventions, assessments, behavioral logs, lesson or unit plans, student data that drives lesson planning, graded papers, agendas from PLCs, evidence of participation in your school-wide plan, or evidence of your PD plan. • Artifacts are only scored in the spring, but they are checked during walk-through observations. M-STAR Key Points
 Student-centered vs. teacher-centered
 Rubric is not a checklist but used to evaluate

where a “preponderance of evidence” points on the rating scale.

 Conversations and FACE-TO-FACE feedback are key

pieces in improving teacher practice.