Evaluation Process

Related Information
 

THE NEWLY REVISED NMRSD EVALUATION SYSTEM BEGINS IN THE FALL OF 2012

OVERVIEW: The system will include standards and rubrics for all educators: superintendents, principals, teachers and other licensed staff. This new evaluation process is based upon the Massachusetts Model System, a comprehensive educator evaluation system designed by the Department of Elementary and Secondary Education (ESE). All districts in Massachusetts will be required to adopt, adapt, or modify their evaluation systems to comply with this new system. Complete descriptions of the system can be found at http://www.doe.mass.edu/edeval/model/.

PROMOTES GROWTH AND DEVELOPMENT: The regulations are designed first and foremost to promote leaders’ and teachers’ growth and development. They place student learning at the center of the process using multiple measures of student learning.

INCLUDES ALL EDUCATORS: Superintendents, Principals, teachers, and other licensed staff will take a leading role in shaping his/her professional growth and development.

  • GOAL SETTING: Every educator will assess his/her own performance and propose one or more challenging goals for improving his/her own practice. A formal process for reflection and self-assessment creates the foundation of a new opportunity for educators to chart their own course for professional growth and development.
  • RUBRICS WITH CLEAR EXPECTATIONS: Every educator will be using a rubric that offers a detailed picture of practice. District-wide rubrics set the stage for both deep reflection and the rich dialogue about practice that our profession seeks. Each Indicator is broken down into Elements that are in turn described at four levels. Rubrics are a tool for making explicit and specific the behaviors and actions present at each level of performance. They can foster constructive dialogue about those expectations and how to improve practice. The rubrics prompt careful analysis and discussion
Standards for Administrators Standards for Teachers
Instructional Leadership

Curriculum, Planning and Assessment

Management and Operations

Teaching All Students

Family and Community Engagement

Family and Community Engagement

Professional Culture

Professional Culture
  • EVIDENCE
    • Multiple measures of student learning, growth, and achievement, including classroom assessments, district-determined measures comparable across grade or subject district-wide, and state-wide growth measures where available, including the MCAS Student Growth Percentile (SGP) and Massachusetts English Proficiency gain scores (MEPA);
    • Judgments based on observation and artifacts of professional practice, including unannounced observations of practice of any duration; and,
    • Additional evidence relevant to one or more Performance Standards (603 CMR 35.07(1)). Starting in 2013-14, student feedback will have to be used as a source of evidence when evaluating teachers and administrators, and staff feedback will have to be used when evaluating administrators.
    • A STATEWIDE PERFORMANCE RATING SCALE. The performance of every educator will be rated against the Performance Standards described above. All educators earn one of four ratings: Exemplary, Proficient, Needs Improvement, or Unsatisfactory.

Proficient performance is understood to be fully satisfactory. This is the rigorous expected level of performance; demanding, but attainable.

Exemplary performance represents a level of performance that exceeds the already high standard of Proficient. A rating of Exemplary is reserved for performance on an Indicator or Standard that is of such a high level that it could serve as a model. Few educators are expected to earn Exemplary ratings on more than a handful of Indicators.

Needs Improvement indicates performance that is below the requirements of a Standard but is not considered to be Unsatisfactory at the time. Improvement is necessary and expected. For new educators, Needs Improvement can be understood as “developing’ in cases where the educator is “on track” to proficiency within three years.

Unsatisfactory performance is merited when performance has not significantly improved following a rating of Needs Improvement, or performance is consistently below the requirements of a standard and is considered inadequate, or both.

  • STUDENT NEEDS: Every educator will also consider their students’ needs using a wide range of ways to assess student growth and propose one or more challenging goals for improving student learning. They will be able to monitor progress carefully and analyze the impact of their hard work.
  • TEAM GOALS: Every educator will be expected to consider team goals, a clear indication of the value the new process places on both collaboration and accountability.
  • EVIDENCE OF GOAL ATTAINMENT: Every educator will compile and present evidence and conclusions about their performance and progress on their goals, ensuring that the educator voice is critical to the process.

BEGINNING IN 2013

EDUCATOR IMPACT ON STUDENT LEARNING will be measured using district-determined measures of student learning Districts will identify and use district determined measures of student learning, growth and achievement, and each educator will be rated as high, moderate or low for educator impact on student learning.

BEGINNING IN 2014

STAFF AND STUDENT FEEDBACK will be incorporate student and staff feedback into the educator evaluation process.

 

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