Goals-Based Evaluation

(GBE)

relate professional development to certificate renewal,

make professional development more effective and meaningful, and

establish explicit criteria and procedures for moving continuing contract teachers from GBE to formal evaluation.

GBE is intended to

GBE Cycle

Educators are on a five-year GBE cycle, consistent with their professional certificate validity period.

Educators’ Professional Growth and Development/GBE Plans may apply to certificate renewal.

GBE Cycle Minimum number of goals required:

• One or more during the five-year period Maximum number of goals that can be

required at one time: • Three

There are no pre-specified goal areas, except when performance weaknesses have been identified and documented over time.

What are goals?

Goals are desired end-points activities and strategies are the means to

those ends

Enrolling in a course is NOT a goal. It is an activity. The goal has to do with what should be gained by completing the course (e.g., more knowledge, greater skill).

GBE applies to all classroom-based teachers, special area educators (i.e. library media specialists, school guidance counselors, and speech-language therapists), retired educators, educators who are participating in the TERI plan, and educators who hold National Board Certification.

Research & Development (R&D) GBE

Competence-Building GBE

* All educators who “pass” formal evaluation should initially be initially on R &

D GBE.

What are the two types of GBE-R?

Difference in Purposes

Allows administrators and educators to target specific weaknesses (as opposed to a full formal evaluation that encompasses all ADEPT performance standards)

Allows educators to engage in inquiry and continual professional development within the context of the performance standards

Research & Development GBE

Competence-Building GBE

As soon as an administrator has identified and documented performance weaknesses over time.

When should competence-building GBE

begin?

Research & Development

GBE

Step 1: Analysis of Instructional Practices

The educator should review School Renewal Plan and

district initiatives. reflect on professional strengths,

weaknesses, and interests.

The R & D GBE Process

Step 2: Complete draft of the R &D GBE Professional Growth and

Development Plan

The educator will ensure goals meet SDE requirements. determine beginning and ending dates for

goals. determine the appropriateness of

the GBE goal(s) for the certificate renewal process.

include specific action steps/activities that will lead to goal completion.

The R & D GBE Process

Step 2: (cont.)

The educator will ensure strategies reflect certificate

renewal activities.* list specific evidence that will be submitted

for each strategy. identify how satisfactory progress and/or

goal accomplishment will be determined (level of performance).

*Certificate renewal must be linked to GBE strategies. GBE strategies do not have to serve as certificate renewal activities.

The R & D GBE Process

All goals must be related to one or more of the ADEPT performance standards.

All goals must be stated in terms of the educator’s change or improvement over time.

At least one goal must be stated in terms of the educator’s influence on students. Improved behavior Increased achievement

5 Criteria for Setting Goals

At least one goal must support any applicable school or district initiative. District Strategic Plan School Renewal Plan

If performance weaknesses in terms of the ADEPT performance standards have been identified, one or more goals must address these weaknesses.

5 Criteria for Setting Goals

I will utilize MAP testing data to increase student achievement.

I will decrease my failure rate by ___%.

I will increase the use of interactive technology in my classroom.

I will improve student achievement by implementing Making Middle Grades Work/High Schools that Work strategies.

I will improve the implementation of my overall management plan to decrease student referrals and increase student engagement in lessons.

Sample Goals

Teacher’s Name: Mr. Jones Grade(s)/subject(s): 6th grade ELA District: Charleston School: Any Place Middle Dates of GBE cycle: from August 2010 to June 2014 (current year) (expiration date of current certificate)

PROFESSIONAL GROWTH AND DEVELOPMENT PLAN

Goal: I will increase my leadership skills. Goals must address the following:

Aligned with one or more of the ADEPT Performance Standards (APSs). Stated in terms of change or improvement over time.

Check all others that apply:

Stated in terms of influence on students (at least one goal per goal cycle). Reflects the district strategic plan and/or the school renewal plan (at least one goal per cycle). Addresses performance weaknesses (**if performance weaknesses have been identified).

Duration of goal:

Anticipated beginning date (school year): 2010 Anticipated completion date (school year): 2011

I will increase my leadership skills.

1. Attend Making Middle Grades Work staff development sessions.

2. Successfully complete Mentor training.

3. Serve as a mentor and complete all requirements.

4. Serve as department head and coordinate/facilitate monthly grade level meetings.

Sample Goal and Strategies

Strategies for meeting the goal and evidence.

Strategies (how the goal will be accomplished)

Evidence (required to verify annual progress/

overall goal achievement)

Date

Completed

Attend Making Middle Grades Work staff development sessions.

Successfully complete Mentor training.

Serve as a mentor and complete all requirements.

Serve as department head and coordinate/facilitate monthly grade level meetings.

I will increase my leadership skills.

1. Attend Making Middle Grades Work staff development sessions.

1. Minutes from meetings2. Certificate or agenda for each meeting

2. Successfully complete Mentor training.

1. Certificate

3. Serve as a mentor and complete all requirements.

1. Completed Mentor Weekly Contact Log2. Completed Mentor Informal Feedback form

Sample Goal, Strategies, and Evidence

Strategies for meeting the goal and evidence.

Strategies (how the goal will be accomplished)

Evidence (required to verify annual progress/

overall goal achievement)

Date

Completed

Attend Making Middle Grades Work staff development sessions.

Minutes from meetings; certificate or agenda for each session

Successfully complete Mentor training. Certificate

Serve as a official mentor and complete all requirements.

Completed Mentor Weekly Contact Log;

Completed Mentor Informal Feedback Form

Serve as department head and coordinate/facilitate monthly grade level meetings.

Sign-in sheets; minutes from monthly meetings

Step 3: The educator meets with the GBE supervisor to discuss the

proposed plan and make modifications, as necessary.

The R & D GBE Process

Step 4: The educator begins working on the

goal(s), either independently or collaboratively.

The R & D GBE Process

Step 5: The educator meets at least once

annually with the GBE supervisor to discuss progress toward meeting the goal(s).

*Educator must complete or make satisfactory progress toward accomplishing at least one goal each year (no more than 3

goals per year).

The R & D GBE Process

Competence-Building GBE

Is NOT intended to address conduct problems. Conduct problems should be addressed

through Improvement Plans, not through GBE.

Examples of conduct problems include, but are not limited to, Persistent neglect of duty, Willful violation of rules and regulations, Gross immorality, Dishonesty.

Competence-Building GBE…

bring the specific performance weakness(es) to the attention of the educator,

establish goals to ameliorate the weakness(es),

ensure that reasonable efforts are made to assist the educator, and

allow reasonable time for improvement.

During Competence-Building GBE the Supervisor

must…

The supervisor must be a school or district level administrator.

This administrator plays a major role in developing and monitoring the educator’s professional growth and development (PGD) plan.

What about supervisors?

included in the PGD plan. sets of activities that are likely to

be useful or helpful in achieving the goal.

likely to involve some activities that may be used for certificate renewal.

NOT to be confused with accomplishing the goal.

Competence-Building GBE Strategies are…

The PGD plan is typically monitored at least twice annually, with the last monitoring occurring before April 29.

GBE Professional Growth and Development Plans due to the Office of Teacher Quality May 18.

Competence-Building Professional Growth and

Development Plan

If goal is met: If satisfactory progress:

If not met or unsatisfactory

progress

Continue C-B GBE

Return to R&D GBE

Continue C-B GBE

Move to formal

evaluation

Improvement plan?

Develop new C-B GBE goal

Pursue contract non-

renewal

Competence-Building GBE

Possible Outcomes

Questions?