Calculating Teacher Performance. Teacher Performance is evaluated during a minimum of two cycles of formal observations, as well as a minimum of two classroom walkthroughs. Fifty-percent (50%) of the effectiveness rating will be attributed to Teacher Performance through a holistic process based upon the following Ohio Standards for the Teaching Profession and training for credentialed evaluators ORC/ODE:
Calculating Teacher Performance. 1. Unless specified otherwise in this Article, Teacher Performance is evaluated during two (2) cycles of formal observations, along with classroom walkthroughs. The evaluator is to use ODE-approved evaluation factors or measures and a scripting process, based on the teacher performance rubric, during the formal observations. Such performance is to be assessed through a process based on the following Ohio Standards for the Teaching Profession:
a. Understanding Student Learning and Development and Respecting the Diversity of the Students They Teach;
b. Understanding the Content Area for which they have Instructional Responsibility;
c. Understanding and Using Varied Assessment to Inform Instruction, Evaluate and Ensure Student Learning;
d. Planning and Delivering Effective Instruction that Advances Individual Student Learning;
e. Creating Learning Environments that Promote High Levels of Learning and Student Achievement;
f. Collaborating and Communicating with Students, Parents, Other Educators, District Administrators and the Community to Support Student Learning; and
g. Assuming Responsibility for Professional Growth, Performance and Involvement.
2. The forms to be used in determining teacher performance are aligned to the Ohio Standards for the Teaching Profession shown above, and the Ohio Teacher Performance Rubric.
Calculating Teacher Performance. A. Teacher Performance is evaluated during the two cycles of formal observations during the applicable school year using evidence provided by the teacher during pre-observation and post-observation conferences and periodic classroom walkthroughs. All meetings, walkthroughs and sources of evidence for the first cycle must be completed and compiled by the end of first semester. All meetings, walkthroughs and sources of evidence for the second cycle must be completed and compiled by May 1st. Fifty-percent (50%) of the effectiveness rating will be attributed to Teacher Performance through a holistic process based upon the following Ohio Standards for the Teaching Profession and training for credentialed evaluators:
1. Understanding Student Learning and Development and Respecting the Diversity of the Students they.
2. Understanding the Content Area for which they have Instructional Responsibility;
3. Understanding and Using Varied Assessment to Inform Instruction, Evaluate and Ensure Student Learning;
4. Planning and Delivering Effective Instruction that Advances Individual Student Learning;
5. Creating Learning Environments that Promote High Levels of Learning and Student Achievement;
6. Collaborating and Communicating with Students, Parents, Other Educators, District Administrators and the Community to Support Student Learning; and
7. Assuming Responsibility for Professional Growth, Performance and Involvement.
Calculating Teacher Performance. A. Teacher performance is evaluated during the school year using evidence from formal and informal observations by the evaluator, evidence provide by the teacher during required pre-observation and post-observation conferences and periodic classroom walkthroughs. All meetings, walkthroughs and sources of evidence must be completed and compiled by May 1. The effectiveness rating will be attributed to teacher performance rubric through a holistic and collaborative process.
Calculating Teacher Performance a. Teacher performance is evaluated during the two cycles of formal observation and periodic classroom walkthroughs. The percentage of effectiveness rating shall be those mandated by state law and will be attributed to Teacher Performance through a holistic process based upon the following Ohio Standards for the Teaching Profession and training for credentialed evaluators:
(i) Understanding student learning and development and respecting the diversity of the students they teach;
(ii) Understanding the content area for which they have instructional responsibility;
(iii) Understanding and using varied assessments to inform instruction, evaluate and ensure student learning;
(iv) Planning and delivering effective instruction that advances individual student learning;
(v) Creating learning environments that promote high levels of learning and student achievement;
(vi) Collaborating and communicating with students, parents, other educators, district administrators, and the community to support student learning; and
(vii) Assuming responsibility for professional growth, performance and involvement.
b. The District’s evaluation tool for teacher evaluation will follow ODE’s model evaluation tool, the OTES including the scoring rubric as provided through OTES.
Calculating Teacher Performance. Teacher Performance is evaluated during the two (2) or three (3) Observation Cycles. Fifty percent (50%) of the effectiveness rating will be attributed to Teacher Performance through a holistic process based upon the following Ohio Standards for the Teaching Profession and training for credentialed evaluators:
1. Understanding student learning and development and respecting the diversity of the students they teach;
2. Understanding the content area for which they have instructional responsibility;
3. Understanding and using varied assessment to inform instruction, evaluate and ensure student learning;
4. Planning and delivering effective instruction that advances individual student learning;
5. Creating learning environments that promote high levels of learning and student achievement;
6. Collaborating and communicating with students, parents, other educators, District administrators and the community to support student learning; and
7. Assuming responsibility for professional growth, performance, and involvement. The Evaluation Committee has determined that the following OTES Forms will be used: Self-Assessment Summary Tool (Optional), Teacher Performance Evaluation Rubric, Professional Growth Plan, Informal Observation (Walkthroughs): General Form, Improvement Plan, Improvement Plan: Evaluation of Plan, Final Summative Rating of Teacher Effectiveness.( Add copies of these forms to the appendices in the Negotiated Agreement.)
Calculating Teacher Performance. Teacher performance assessments shall be based on the evidence provided by the teacher and credentialed evaluator, on the formal observations of the teacher by the teacher’s assigned evaluator, and the walkthroughs that are set forth in this agreement. No misleading, inaccurate, or undocumented information may become part of a teacher’s performance assessment. All results and conclusions of performance, assessments shall be documented and supported by evidence collected by the evaluator during documented walkthroughs, formal observations, and pre, post, and summative conferences, informal conversations, and evidence of practice and professionalism. A teacher may provide evidence to the credentialed evaluator. Teacher Performance is evaluated during the two cycles of formal observations and the walkthrough(s), observation(s), and other components required by Ohio Rev. Code to be used in the teacher evaluation procedure. An OTES Certified District Administrator shall be the primary evaluator. Teachers of an accomplished rating may choose their evaluator. Teachers of a skilled rating may have input on the selection of their credentialed evaluator for the evaluation cycle. Prior to the evaluation being placed in the employee’s personnel file, a post observation conference shall be conducted. The evidence as described above shall be considered in the post observation conference and changes made to the evaluation, where appropriate. Prior to final submission of information into OhioES a conference will be held at which time the teacher may submit additional evidence prior to May 1st. After the post conference is held, the teacher shall receive a written copy of the evaluation. Both the teacher and the evaluator shall sign and date the evaluation form. The teacher, by affixing his/her signature to the form indicates only that he/she has received and read such form and such signature does not indicate that he/she concurs with the evaluation, comments or ratings. The teacher has the right to submit comments or a rebuttal to the evaluation. The OTES Rubric will be used for Teacher Performance. The OSCES Rubric will be used for Counselor Performance. DUE PROCESS
