Administrative support is a key factor in the success of any kind of school reform, particularly reform dealing with the integration of technology into instruction. Through the use of the Internet resources found here, school and central office administrators can serve as innovators and leaders in evaluating the effectiveness of educational programs and create targeted services to meet student and staff needs.
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Definition Apprentice Teacher – a teacher who is new to the school system. The apprentice teacher moves to a professional license after having taught 3 years, which is the same time the teacher is eligible to receive tenure.
Apprentice Teacher Year I – 3 observations/evaluations
Apprentice Teacher Year II – 3 observations/evaluations
Apprentice Teacher Year III – 2 observations/evaluations
Professional Teacher – 2 observations/evaluations every 5 years
Framework for Evaluation and Professional Growth Frequently Asked Questions
Who must be evaluated?
What evaluation model must be used?
How often must a teacher be evaluated?
How often must a teacher be evaluated? A teacher with an Apprentice License must be evaluated every year. A teacher with a Professional License shall be evaluated once every five years.
As stated in the Teacher Performance Assessment Guide: "Pursuant to Public Chapter No. 376, House Bill 472, of Public Acts, 2007, Section 10, Tennessee Code Annotated, Section 49-5-5205, principals are to conduct a performance assessment two times within a five-year period for each teacher in the principal's school. This performance assessment guide is designed to provide support for schools and school systems to that end. This guide provides principals with a tool which incorporates the domains of the approved Framework for Evaluation and Professional Growth and is designed to review data collected over time on individual teachers. It further incorporates the Future Growth Plan from the teacher's most recent formal evaluation to maintain a focus on areas to be strengthened. It is designed to insure a focused effort on specific areas that teachers need to improve which directly impact student achievement and overall success."
Are student achievement outcomes or student growth data included as part of the teacher evaluation criteria? Yes
Of what does an evaluation consist?
The Tennessee Framework for Evaluation is the required assessment component for all teachers. This state model provides a comprehensive picture of the performance and effectiveness of educators with their students, as well as a focus for future growth.
All teachers without a Professional license and/or tenure must be observed three (3) times a year using the Frameworks for Evaluation.
Tennessee law requires teachers with a Professional license to have completed two evaluation cycles during the 10 year period of the license using the Framework for Evaluation. In September 2007, Tennessee Code Annotated added a new element--Instructional Assessment Walk-throughs: "Principals are to conduct a performance assessment two times within a five year period for each teacher in the principal's school." This instructional walk-through assessment is designed to incorporate the domains of the Framework and collects data over time on individual teachers.
Of what does an evaluation consist?
What is the training?
How do we evaluate Library Media Specialists, Counselors, School Psychologists, Social Workers, etc?
How can I access the Framework for Evaluation Manuals and Evaluation Materials?
General Education Domains and Indicators with Measurement Statements – How will the evaluator determine the effectiveness of the lesson?(see Domain list below)
Observation Cover Sheet--Comprehensive Assessment – The evaluation cover sheet.
Observation Cover Sheet (click and type)
Observation Form--Comprehensive Assessment – How will the evaluator document the lesson?
Observation Scripting Form (click and type)
Planning Information Record--Comprehensive Assessment – How will I tell the evaluator what he/she may experience in this lesson?
Completed 2-3 days prior to observation, Include specific information - #2-% of students, #4-
What % should master skill & what point do you reteach, #5-must be ongoing, retention
Planning Information Record (click and type)
Analysis of Unit Plan and Lesson Plan – How will the principal evaluate the lesson plan (optional)?
Unit Plan Analysis Form (click and type)
Reflecting Information Record – How do you think the lesson transpired?
Pre-test to identify where students are before lesson
Data should be specific (% of students)
What happened today? How will you build on this for future planning for students?
What changes need to be made?
Be specific as to improvement needed, basis for future staff development
Reflecting Information Record (click and type)
Comprehensive Assessment Appraisal Record – How did the principal think the lessons transpired?
Can serve 2 Purposes: Classroom Observation & Outside Classroom Activity
Outside Classroom Activity – If weakness is outside the classroom, a separate Appraisal Record (tardiness, etc.) can be completed. Conferences on outside issues should be separate from classroom observations, but this form can be utilized as many times as necessary.
Self-Assessment – This self-evaluation instrument should be completed by the teacher and shared with the principal after the 2nd evaluation.
Self-Assessment (click and type)
Educator Information Record – Teacher completes and brings to the summative conference. The results of this form will assist in the development of the Future Growth Plan.
Educator Information Record (click and type)
Scoring Standards-How will the lesson be rated?
Summative Conference How do the 3 evaluations make up a final score?
Analysis of Data
Sharing of Evaluation Results
Future Growth Plan – What are my areas to be strengthened?
General Education Domains and Indicators with Measurement Statements (http://www.state.tn.us/education/frameval/ps-o.pdf).
NOTE: It is the teacher’s responsibility to contact the SDE and provide documentation for any changes in licensing and renewal of certification.
III. Assessment & Evaluation
IV. Learning Environment
V. Professional Growth