ipa presentation, danielson framework - pj caposey
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PJ Caposey
Changing School Culture Through the
Danielson Framework for Teaching
PJ CaposeyAssistant Superintendent/Principal
Author
BIG IDEAS
• Analyze Culture• De-code the Framework• Create a system• Encourage Personal PD
Poll 1
How would you assess your level of confidence using the Danielson model tool?
Novice, Beginner, Moderate, Experienced
Poll 1
You’re FIRED!!
You’re Fired
Culture: CharacterCulture: Character
What do you believe are
traits of…
Pg 5
A. Healthy Cultures?
B. Toxic Cultures?
(Schools with toxic cultures) lack a clear sense of purpose, have norms that enforce inertia, blame students for lack of progress, discourage collaboration, and have hostile relations between staff. Such schools are not healthy places to be.
Peterson, 'Positive or negative?' Journal of Staff Development, 23(3).
TOXIC
Toxic
The vision is, first, that the school will be a community, a place full of adults and
youngsters who care about, look after, and root for one another and who work together for the good of the whole, in times of need
and times of celebration. Every member of a community holds some responsibility for the welfare of every other and for the welfare of
the community as a whole. Roland Barth
HEALTHY
What new insights about the culture ofyour school occurred as a result of taking this survey?
Handout
5-6
POLL 2
ToxicUnhealthyNeutralPositiveHealthy
Assess the culture in your building.
MISSION & VISION
MISSION
VISION
MISSION VISION
Purpose Goal
Timeless Timely
Calling Branding
Questions?
Define Expectations
Meaningful Conversations
Actively Lead PD
Distribute Leadership
Relationship Perspective
Power of Evaluation
SUPPORTING PROFESSIONALS
Page4
Talk the Same Language
What conversation has someone had with you that has
influenced your professional
growth?
PACK LEADERSHIP
EVALUATIONMUST BE ABOUT
24/7
Questions?
COMMON
Subjectivity
7
How does Danielson still leaves room for
administrator subjectivity?
Not intended to be an Evaluation Tool
If you were given this question by a staff member, how would you respond?
I heard that this was never intended to be an evaluation tool – it was a professional performance guide written by a teacher for teachers. Is that true?7
Excellent/Distinguished
For a teacher to be excellent/distinguished it is dependent upon how the kids react to what teachers teach
Do you think that is fair? How would you explain it to your staff?
7
Equality per Position/Domain
It looks like Domains 2 and 3 are when kids are present.
Do you think those should be counted as more important?
7
RESPONSIBILITY
No single drop of water thinks it is responsible for the flood.
How can we as leaders facilitate
the transformation of this tool from an evaluation
instrument to a culture changing
instrument?
De-code the framework into…
tangible
actionable
strategies
for observation
and coaching
purposes
Questions?
Plan for assessment provides multiple opportunities for
success
Plan for assessment uses clear
criteria
Creating a Common Definition for Domain 1, Component F
Teacher’s Plan for Student Assessment is Aligned with
Instructional Goals
Assessment results impact plan for future
instruction Plan for assessment appropriate for age
and skill level
CCSS
Modeling
POLL 3
Less than 25%Between 26-50%Between 51-75%76% or higher
What percentage of staff would decode the framework in the same manner without training?
‘Chunk-able’Co
mm
on L
angu
age
A B C D
9
What Can You
Show Me?
STEP 1?
Given the description of proficient practice, what is the first step you would work through with your staff?
11
OBSERVATIONS11
ARTIFACTS11
QUESTIONS
Success Is:1) Repeatable for
multiple components and for multiple ratings
2) Allows for self-assessment
3) Allows for personalization of PD
Questions?
Define Expectations for Domain 2, Component B
Look and Listen
What is the
teacher doing?
What are the kids doing?
The classroom culture is characterized by high expectations for most students, genuine
commitment to the subject by both teacher and students, with students demonstrating pride in
their work.
NEVER ASSUME
COMMON DEFINITION!!
Given the below definition in this domain and component,
what things could you see to support this definition?12
Listen for…
13
What does a teacher do?
13
What do students do?
13
What would be examples of evidence for this domain and component?
Questions?
Goal: Develop Observation
Process and Plan to Support
Teacher Growth
What are yourgoals for the
evaluation process?
Something
out of whack?
Goals Vs. Process
Pages 15 + 16
FORMAL/INFORMAL
Should observations be
scheduled or impromptu?
Why?
Building Protocolor
District Protocol?
GOALS
REALITY
What are the elements thatneed to be included in the plan?
Questions?
Facilitate Creation of Personal PD Plan For
Every Teacher
As a group, can we name all five elements of a high quality plan?
20
More than One Responsible Party
Teacher AND Student
21
Poll 4 – SMART Goals
1.) Student attendance will improve in comparison to the average of the last two years for the 2013-14 school year.
21
TrueFalse…If False, Why?
Poll 5 – SMART Goals
2.) I will rate higher on the Danielson Framework in 2014 than I did in 2013.
21
TrueFalse…If False, Why?
Poll 6 – SMART Goals
3.) 80 percent of students will pass each assessment of the 2013-14 school year with a 71 percent or higher.
21
TrueFalse…If False, Why?
Poll 7 – SMART Goals
4.)100 percent of high school Juniors will earn a 24 or above on the ACT test given the Spring of the 11th grade year in 2014.
21
TrueFalse…If False, Why?
Poll 8 – SMART Goals
5.) In 2019, Happy High School will have 17 Advanced Placement Courses available for students to take.
TrueFalse…If False, Why?21
Building
Department
Course
Student
MISSION AND VISION
Establish the Appropriate Environment
BE ON
THE SAMEPAGE
You must now help others have better understanding – this must be paid forward
Questions?
Re-Cap
Analyze CultureDe-code the Framework
Create a systemEncourage
Personal PD
PJ CaposeyAssistant Superintendent/Principalpcaposey@mail.meridian223.org
Author
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