Georgia Teacher Evaluation Program Orientation GTEP

Georgia Teacher Evaluation Program Orientation

GTEP

Previewing the Vocabulary

GTEP

GTOI

GTDRI

Georgia Teacher Evaluation Program

Georgia Teacher Observation Instrument

Georgia Teacher Duties and Responsibilities Instrument


LUA

PDP

NI

Local Unit of Administration

(Central Office)

Professional Development Plan

Needs Improvement


LUA

PDP

NI

Local Unit of Administration

(Central Office)


Needs Improvement

O.C.G.A. 20-2-210

Top of page 1 All personnel are evaluated annually All evaluations are performed by trained

evaluators Certified personnel who have deficiencies

and other needs shall have professional development plans (PDP) to mitigate such deficiencies

O.C.G.A. 20-2-210

The GTEP Manual contains 4 main sections:

1. (white pages) Procedures for implementation pg. 1-24

2. (blue pages) GTEP Observation Instrument pg. 25-70

3. (white pages) Appendix pg. 71-89

4. (blue pages) b(1) & b(3) GTEP Resource Manual pg. 1-27

Three Purposes of Annual Performance Evaluation (GTEP) – Page 1

Identify and reinforce effective teaching practices.

Identify areas where development can improve instructional effectiveness.

Identify teachers who do not meet the minimum standards so that appropriate action can be taken.

Big Picture – Page 2 of ManualGTEP

EvaluationProcess

GTOIGeorgiaTeacher

ObservationInstrument

GTDRIGeorgiaTeachersDuties &

ResponsibilitiesInstrument

Classroom “Everything Else”

Employed 120 days or more + Teaching Certificate

Orientation - Page 5 - Manual

Step 1Required before evaluationMust receive a copy of the manualOrientation is an overview of the

process, content and terminology

Pre-Evaluation Conference – Page 5

Step 2 Conference is not required however- Must be conducted at the request of the teacher or

evaluator Purpose of the conference:

– Clarification of GTEP– Sharing Information about Students/Class– Other Information that may Impact Evaluation– Review Last Year’s PDP

Formative Evaluation Process – Page 8

Observations are for diagnostic purposes only

MUST NOT be used when determining overall annual evaluation rating

Teacher can be placed back into the Standard Evaluation Process at any time by the principal

Standard guidelines apply – must then have 3 additional observations

Who is evaluated on Formative? Page 8

Teachers who …– Have 3 or more years experience– Not newly employed by LUA– Have recent GTEP satisfactory

rating in the Standard Evaluation Process

STOP and CHECK

1. At a minimum, how long is an observation?

2. How many observations for the standard process? Formative process?

3. Observations results are returned to the teacher within how many days?

STOP and CHECK

4. New teachers and teachers new to the system must have their first observation by _______________?

5. What is the main difference between a Standard and Formative observation?

Answers to Stop and Check

1. 20 minutes

2. Standard Process – 3 unannounced observation

Formative Process – 1 unannounced observation

3. Observation form returned within 5 working days

4. November 15th

5. Standard counts toward Annual Evaluation

Formative does NOT count toward Annual Evaluation

Observation Guidelines – page 8

Teachers should not be observed while students are engaged in non-interactive learning activities:– Taking a test– Watching a video– Listening to a guest speaker

Extended Phase – Page 9

Required When?– Teacher has 5 or more NI scores

while in the Standard process and has not been in Extended Phase during the current school year

– This is a “clinical phase,” one of intense assistance.

Extended Phase – The Process

1. Begins with REQUIRED conference to plan for the observation.

2. Followed by ANNOUNCED, full class lesson & observation.

3. Results are recorded on Extended Form

4. Results are returned within 5 working days

5. REQUIRED Post conference is conducted to discuss results


Post Conference

SatisfactoryReturn toStandard

Observations

Not SatisfactoryPDP Developed

Return to StandardObservations

Best 3 of 4 ObservationsUsed for Annual

Evaluation SummaryReport


Standard Observations must resume until a total of 4 standard observations are accumulated.

The Extended Phase may continue at the same time that the Standard Phase is conducted.

Extended observations can be used during Standard Process or Formative Process.

Diagrams of Extended Phase

Look on page 6 of the manual to see illustrations of possible scenarios

Step 4 GTOI: Scoring and Written Comments – Page 9

Each dimension is scored with S or NI Written comments are required for each of the three tasks Comments should be appropriate to the purpose of

identifying and reinforcing effective teaching practices and Identifying areas where development can improve

instructional effectiveness.


One exception to S and NIBuilding for Transfer (Task I:

Dimension C) may be scored NA during a Student Focused lesson.


Observation record to the teacher within 5 working days

Conference is required IF requested by the teacher or evaluator.

Requested conferences are held within 10 days of receiving the results and shall be held within 10 working days of the request.

Teachers may attach written comments to the report within the 10 day period as described on page 10 of the manual.

Step 4 - GTDRI: Notification and Documentation - Page 10

Items on the GTDRI are scored by exception unless . . .

Step 4 GTDRI: Notification and Documentation - Page 10-11

All items shall be scored satisfactory unless prior to the Annual Evaluation Summary the teacher has:– Been notified in writing– Received written documentation on each incident

serving as the basis for the Unsatisfactory Annual Evaluation Summary

– Had a conference concerning the Unsatisfactory performance

Step 4 - GTDRI: Notification and Documentation - Page 10-11

To receive an Unsatisfactory on the GTDRI both of the following conditions must have been met:– 1. The employee failed to perform a

duty or responsibility which is part of the employee’s job description and local board of education policies;


Or– Committed an act prohibited under local

board of education or State Board of Education rules

Or– Received written notification that the act

was prohibited prior to committing the act;


And…

. . . Had an opportunity for remediation, has failed to remediate the conduct. . . and has received notification of the subsequent deficiency.

GTDRI

Remember the cycle for GTDRI Evaluation is:

For new teachers – the first day of

pre-planning

For experience teachers – April 2 of one year through April 1 of the following school year

Step 5 – Post Observation Conferences - Page 11

Optional – GTOI– Unless requested by the teacher or

evaluator

Required for Extended Phase


Notification Conference– REQUIRED any time teacher receives written

notification and documentation of new incident on GTDRI.

– Purpose:Explain the deficient areaDiscuss the subject of concernClarify action required andDiscuss the time frame for corrections


Explain the deficient area

Discuss the subject of concern

Clarify action required and

Discuss the time frame for corrections

You have been late to school 2 times this week.

Students are not supervised when you are late.

You need to arrive on time – by 7:30 am

You should be on time starting tomorrow.

STOP and CHECK

1. List one teaching situation that should not be observed for evaluation purposes.

2. How many NI’s are required for extended phase while in the standard process?

3. Conferences are required if . . .?

STOP and CHECK

4. Items on the GTDRI are scored by ______________.

5. A PDP is required for a dimension with ______ NI’s.

Answers to Stop and Check

1. Video, guest speaker, tests2. 5 or more NI’s3. Requested by the teacher or evaluator Required in extended phase Annual Evaluation Report PDP Deficiency in Area of GTDRI4. Scored by Exception5. Three NI’s in a dimension

Annual Evaluation Summary Report

Stop and Check1. Read pages 11-17 to fill in blanks on

and to complete the table.

Annual Evaluation Summary

1. The Annual Evaluation Summary Report provides an ___________ evaluation summary.

2. The report also provides summary information on areas of:– _________________________– _________________________– _________________________


Standard Process

3. The teacher receives a mark of S on the annual report if on the GTOI there are fewer than ____ across ____ standard observations.


Extended Process:

4. If the teacher was in extended phase and receive 5 or more NI’s across the best ______ standard observations on the GTOI, the teacher receives an _______.

5. List three ways a teacher can earn satisfactory on the GTDRI portion of the Annual Evaluation Summary Report:


6. List both conditions that would earn a teacher an Unsatisfactory on the GTDRI portion of the Annual Evaluation Summary Report:

7. Complete the following table:


GTOI GTDRI Final Score

S S

U S

S U

Standard Process/GTDRI -



N/A U

N/A S

Formative Process/GTDRI

Answers - Annual Evaluation Summary

1. The Annual Evaluation Summary Report provides an _overall_____ evaluation summary.

2. The report also provides summary information on areas of:– ___Strengths ______________– ___Needs Improvement __– _ Professional Development__


Standard Process

3. The teacher receives a mark of S on the annual report if on the GTOI there are fewer than _5__ across __3__ standard observations.


Extended Process:

4. If the teacher was in extended phase and receive 5 or more NI’s across the best

3 of 4 standard observations on the GTOI, the teacher receives an Unsatisfactory.

5. List three ways a teacher can earn satisfactory on the GTDRI portion of the Annual Evaluation Summary Report:

Answers

1. Performance was consistently acceptable.

2. An unsatisfactory was remediated.

3. Teacher did not receive required written notification, documentation, and conference. (Rater Error)


6. List both conditions that would earn a teacher an Unsatisfactory on the GTDRI portion of the Annual Evaluation Summary Report:

1. Failed to perform a duty per job description-committed an act prohibited by the LBOE or SBOE-teacher received written notification, documentation, and conference that the act was prohibited prior to committing the act

2. Teacher had the opportunity to remediate the act but failed to correct the action or conduct



S S S

U S U

S U U

Standard Process/GTDRI -



N/A U U

N/A S S

Formative Process/GTDRI


A+ Education Reform Act - 2000

– A person with 2 unsatisfactory annual evaluations in a five year period shall not be entitled to a renewable certificate.


Look at form on page 12


GTOI: (page 15) Required for any dimension with all NIs

for 3 standard observations If evaluation summary for the annual

report is U, then one or more dimensions must be identified areas for a required PDP even if only 1 or 2 NI were received in any dimension


GTDRI:– A teacher can have a PDP for a

deficiency on the GTDRI– Teacher must have received: – notification,– documentation,– and a conference

Professional Development Plan –Page 16

Optional Plan for Enhancement = No NI’s

Optional Plan for Specific Needs Dev = Have some needs or needs extra help

Required Plan for Specific Needs Dev =

Have 5 or more NI’s after Extended Phase or 3 NI’s in same dimension and offered another contract

Step 7 – Annual Evaluation Conference

– Standard Process: Required

– Formative Process: Required IF teacher scored Unsatisfactory on GTDRI

– All teachers must have a copy of the completed Annual Report

Step 7 – Annual Evaluation Conference

Purpose:– To communicate overall evaluation results

– To review specific areas of strength and areas identified for improvement

– For the teacher and the evaluator to sign, date, and receive copies of the report

Step 8 - PDP

Optional but encouraged for all teachers

Required with unsatisfactory evaluation summary if offered a subsequent contract

May be required with identified needs or deficiencies and satisfactory evaluation

Step 8 - PDP

May be required by principal at any time during the school year

Becomes part of next year’s annual evaluation

State Salary Increments

Please read this section on page 19

Confidentiality

Results are confidential and are to be shared with appropriate personnel only.

Evaluations can be transferred to schools within the same district but cannot be transferred to schools in other districts.

Complaints

Please read page 20 in the GTEP Manual

Consult your local teacher handbook about procedures for complaints

GTDRI – Pages 66-70

We have covered everything in this section except:

– The Georgia Teachers Duties and Responsibilities Instrument

– Code of Ethics


3 Areas:– Area I – includes a listing of the three groups of

professional practices that are evaluated primarily based on standard of conduct which are consistent with state and local policies.

– Area II – includes all duties assigned by the local system.

– Area III – meets the QBE requirement that states: “Progress relative to completing the annual PDP shall be one of the assessments during the annual evaluation process.”


Area I- Take 5 minutes and read this list carefully.

Area II-– Usually includes the school Safety Plan and

Duties before and after school

Code of Ethics

1. Criminal Acts 2. Abuse of Students 3. Alcohol or Drugs 4. Misrepresentation or Falsification 5. Public Funds and Property 6. Improper Remunerative Conduct 7. Confidential Information 8. Abandonment of Contract 9. Failure to Make a Required Report 10.Professional Conduct

2 Additional Areas for EvaluationResource Section of Manual

B1-”The role of the teacher in meeting the school’s student achievement goals including the academic gains of students assigned to the teacher.”

B3 –”Participation in professional development opportunities and the application of concepts learned to classroom and to school activities.”

GTOI – Classroom Observations

What is the evaluator looking for? What should I be doing? What does best practice look like in my

classroom? What are the three tasks? How will I know if I am meeting the needs

of my students?


The Three Tasks:I. Provides InstructionII. Assesses and Encourages

ProgressIII. Manages the Learning

Environment


Because each task is so broad, each one is broken down into a set of measurable components called dimensions.

Dimensions are the decision making units for evaluation of teaching performance.

Some are divided into sub-dimensions.


Other information in this section include: Sample effective practices Research Rationale Bibliography

YOU ARE AN OFFICIALLY TRAINED IN THE GTEP INSTRUMENT

Welcome to Walker County Schools. We look forward to you being an integral part of our mission

To Ensure all Students Graduate –

Ready for College,

Ready for Work,

Ready for Life!

Documents

Georgia Teacher Evaluation Program Orientation GTEP