2013-14 Teacher Evaluation Update

2013-14 Teacher Effectiveness Evaluation Calculating The Overall Rating

Office of Achievement and AccountabilityJune 4, 2014

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Baltimore CityPublic SchoolsUnit of measure*FootnoteSource:Source2013-14 Teacher Evaluation UpdateGiven the transition in state assessments, recent legislation (i.e. former Senate Bill 676) prohibits the use of state assessments for teacher and principal evaluation until 2016-17. City Schools will not use student growth measures in the 2013-14 teacher evaluation that will be used for compensation because all of the measures we planned to use include state assessment data. Teachers will experience the full evaluation (i.e. professional practice and student growth measures) through the use of a formative report for developmental purposes.

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Baltimore CityPublic SchoolsBaltimore CityPublic SchoolsUnit of measure*FootnoteSource:Source22013-14 Teacher Effectiveness Evaluation*

3*For 2013-14, the teacher annual evaluation used for compensation includes professional practice measures with all evaluation measures (professional practice & student growth) being provided for formative purposes.

Baltimore CityPublic SchoolsUnit of measure*FootnoteSource:Source3Calculating the Scoring Ranges (Cut Scores)As an example, to set the Highly Effective scoring range you would start with 3.5 because 3.5 rounds up to 4, which is the highest score available using the Instructional Framework rubric. Then you would multiply by 25 to put the score on a 100-point scale. Then you would multiply by .85 to assign the weight of 85% for classroom observations. Step 1: 3.5 x 25 = 87.5Step 2: 87.5 x .85 = 74.3754

Baltimore CityPublic SchoolsUnit of measure*FootnoteSource:SourceThe scores are based on a building up method. Basically, it sets a cut point based on what a teacher would receive if s/he had an average of 2.0 for Developing, 3.0 for Effective and 3.5 for Highly Effective

4Revised 2013-14 Teacher Effectiveness Evaluation ModelThen you would select the lowest score that would yield a Highly Effective rating on the Professional Expectations Measure (80 points)

Multiply by .15 to assign the weight of 15% for professional expectations. Step 4: 80 * .15 = 12Add it to the classroom observations number to get the starting value for the Highly Effective range.Step 5: 74.375 + 12 = 86.375

We would round down to 86 to set the starting value for Highly Effective

5Professional Expectations RatingScore RangeHighly Effective80 - 100 pointsEffective60 79 pointsDeveloping45 59 pointsIneffectiveLess than 45 points

Baltimore CityPublic SchoolsUnit of measure*FootnoteSource:SourceThe scores are based on a building up method. Basically, it sets a cut point based on what a teacher would receive if s/he had an average of 2.0 for Developing, 3.0 for Effective and 3.5 for Highly Effective.

52013-14 Teacher Effectiveness Evaluation Score Ranges (Cut Scores)1 The score ranges for the classroom observations are based on the following rounded values: 4.0 for Highly Effective, 3.0 for Effective, 2.0 for Developing and 1.0 for Ineffective.Final RatingOverall Score Range1Highly Effective86 and aboveEffective72 85Developing55 - 71Ineffective54 and below6

Baltimore CityPublic SchoolsUnit of measure*FootnoteSource:Source6Determining the Evaluation RatingStep 1: Put all components on the same scale so you can compare apples-to-applesStep 2: Assign weights to each componentStep 3: Add all components togetherStep 4: Determine the rating based on the composite score7

Baltimore CityPublic SchoolsBaltimore CityPublic SchoolsUnit of measure*FootnoteSource:Source1 minute7Start with the Raw Scores8Effectiveness MeasureTeachers Raw ScoreExplanationClassroom Observations(Instructional Framework)3.1Average of this teachers formal observation ratings on a scale of 1 - 4Professional Expectations80This teachers professional expectations score is already on a 100-point scale

Baltimore CityPublic SchoolsBaltimore CityPublic SchoolsUnit of measure*FootnoteSource:SourceStep 1: Compare Apples to ApplesEvaluation MeasureScoreMultiplierScaled ScoreExplanationClassroom Observation3.12577.5Because of the 1-4 scale of the Instructional Framework and rubric, a multiplier of 25 is used to place the score on a 100-point scaleProfessional Expectations80None80Already on 100-point Scale

93.1 x 25 = 77.5

Baltimore CityPublic SchoolsBaltimore CityPublic SchoolsUnit of measure*FootnoteSource:Source9Step 2: Assign Weights 10Evaluation MeasureScaled ScoreWeightWeighted ScoreExplanationClassroom Observation77.585%65.88Because of the 1-4 scale of the Instructional Framework and rubric, a multiplier of 25 is used to place the score on a 100-point scaleProfessional Expectations8015%12Already on 100-point Scale

77.5 x .85 = 65.875, round to 65.8880 x .15= 12

Baltimore CityPublic SchoolsBaltimore CityPublic SchoolsUnit of measure*FootnoteSource:Source10Step 3: Add All Components Together 11Effectiveness MeasureWeighted ScoreClassroom Observation65.88 + Professional Expectations12 =Overall Weighted Score77.88 (round to 78)

Baltimore CityPublic SchoolsBaltimore CityPublic SchoolsUnit of measure*FootnoteSource:SourceStep 4: Determine the Rating12Final RatingOverall Score RangeHighly Effective86 and aboveEffective72 85Developing55 - 71Ineffective54 and belowIn this example, the overall weighted score of 78 would place this teacher in the Effective range.

Baltimore CityPublic SchoolsBaltimore CityPublic SchoolsUnit of measure*FootnoteSource:SourceEvaluation Outcomes

13The new evaluation includes 4 overall performance ratings instead of 3:

Composite evaluation ratings will still be used to determine achievement units.

PBES Performance RatingsProficientSatisfactoryUnsatisfactoryTeacher Effectiveness EvaluationPerformance RatingsHighly EffectiveEffectiveDevelopingIneffectivePerformance RatingsAchievement UnitsHighly EffectiveEffectiveDevelopingIneffective12 AUs9 AUs3 AUs0 AUs

Baltimore CityPublic SchoolsBaltimore CityPublic SchoolsUnit of measure*FootnoteSource:Source13Evaluation Outcomes Cont.The composite evaluation rating, as well as the ratings on any of the measures, will be used to determine professional development opportunities for teachers to target strengths and weaknesses. Performance improvement plans can still be written based on the composite evaluation rating, any single evaluation component, or for any reason. They do not have a direct impact on compensation.14

Baltimore CityPublic SchoolsBaltimore CityPublic SchoolsUnit of measure*FootnoteSource:Source14THANK YOU15Contact us: Effectiveness@bcps.k12.md.us

Baltimore CityPublic SchoolsUnit of measure*FootnoteSource:Source15