mississippi student services coordinators appraisal rubric (m-ssar) reaching professional excellence...
TRANSCRIPT
Mississippi Student Services Coordinators
Appraisal Rubric (M-SSAR)
Reaching Professional Excellence Subtitle
General introduction through Power Point and Process Manual.
M-SSAR aligned with the SSC Technical Assistance Grid and Performance Assessment Tool.
To provide orientation and framework for feedback
To provide an overview of M-SSAR Process Manual
Goals of this Goals of this SessionSession
2014 M-SSAR Training©MDE – Office of Career, Counseling
and Support Services2
Under previous systems of evaluating educators, the scores received have become separated from the key output – student learning and successful completion
To put into place effective tools for evaluation for ALL educational professionals
This focus is a result of our ESEA Flexibility Waiver
Core Reason for the Change in Core Reason for the Change in ALL Evaluation SystemsALL Evaluation Systems
2014 M-SSAR Training©MDE– Office of Career, Counseling
and Support Services3
Federal and State Federal and State Theory of ActionTheory of Action
2014 M-SSAR Training©MDE - Office of Career, Counseling
and Support Services 4
M-SSAR Developed with Student Services Input and feedback from Student Services Coordinators and
Directors and CTE Contact Persons……… 2013-2014
Statewide Field test …...… August 2014-2015
Statewide Full Implementation .……August 2015-2016
Implementation Implementation Timeline Timeline
2014 M-SSAR Training©MDE - Office of Career, Counseling
and Support Services 5
How is M-SSAR How is M-SSAR Different?Different?
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and Support Services 6
M-SSAR Flow Chart
2014 M-SSAR Training©MDE - Office of Career, Counseling
and Support Services7
Five domains (weighted equally)
1. Planning2. Assessment3. Instruction4. Learning Environment5. Professional Responsibilities
20 Standards
Four levels of effectiveness:1. Unsatisfactory2. Emerging 3. Effective4. Distinguished
M-SSAR OverviewM-SSAR Overview
2014 M-SSAR Training©MDE - Office of Career, Counseling
and Support Services 8
Levels of PerformanceLevels of Performance
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and Support Services 9
Performance ratingsPerformance ratings
DISTINGUISHED
EFFECTIVE
EMERGING
UNSATISFACTORY
• Level 4 is the most effective level of performance. Rating at this level indicates that the performance is exemplary; consistently exceeding expectations.
• Level 3 is the expectation for all educators. Rating at this level indicates the performance consistently meets expectations. Those who receive this rating should receive professional development and support designed to address the identified area(s) for growth.
• Level 2 indicates either a beginning educator or one who needs focused professional development. Rating at this level indicates the counselor is sometimes meeting expectations, but not doing so consistently. Those who receive this rating should receive professional development and support designed to address the identified area(s) of challenge
• Level 1 is the least effective level of performance. Rating at this level indicates the performance is not acceptable. Those who receive this rating rarely meet expectations. Those who receive this rating should receive immediate and comprehensive professional development and support designed to address the identified area(s) for growth.
Daily Planners and schedulers Scripting of Student Services Coordinator comments Descriptions of Student Services Coordinator and student actions Documentation that supports activities and planning Data on student performance from district and school based information Data and information based on surveys and inventories Observations about the environment created by the Student Services
Coordinator Evidence could include: assessments, program and activity evaluation,
contact information, referrals, outcome data, pre- and post- tests, needs assessments, opinion surveys, achievement data, attendance and behavior reports/data, graduation rates, grades, skills attainment.
Examples of EvidenceExamples of Evidence
Winter 2012 DTC Training©MDE - Office of Career, Counseling
and Support Services 10
• Pre-Observation forms
• Post-Observation forms
• Walk Through
*As with M-STAR, the forms are optional if you prefer others, but for each SSC a score for each domain will be reported to MDE.
Forms are very similar to M-STAR
Winter 2012 DTC Training©MDE - Office of Career, Counseling
and Support Services 11
Pre-Observation Form
Winter 2012 DTC Training©MDE - Office of Career, Counseling
and Support Services12
Post Observation Form
Winter 2012 DTC Training©MDE - Office of Career, Counseling
and Support Services13
Walk Through
2014 M-SSAR Training©MDE - Office of Career, Counseling
and Support Services14
Scoring the M-SSAR is easy– Each Standard get a rating from 1-4 based on the
criteria above– Domain ratings are calculated by added the scores for
each Standard and dividing by the number of Standards in a Domain
– The Total Score is obtained by adding the averaged score for each Domain and dividing by 5.
– This is the score that is reportable at the end of the academic year.
Scoring The M-SSAR
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and Support Services15
Scoring – Scoring is very easy; each Domain score is the average of the Standards score. The Total Score is the average of each domain score Example:
DOMAIN TOTAL is the sum of the scores of each standard divided by the number of standards.
Domain I
Standard 1 = 3
Standard 2 = 2
Standard 3 = 4
Domain I score is the Sum of the Standards divided by 3
9/3 = Score of 3
TOTAL FOR THE YEAR - Sum of all Domains divided by the number of Domains
Domain I = 3
Domain II = 2
Domain III = 2
Domain IV= 4
Domain V = 4
TOTAL FOR THE YEAR 15/5 = Total Score of 3
2014 M-SSAR Training©MDE - Office of Career, Counseling
and Support Services16
Keshia Washington, Program Supervisor
Mississippi Department of Education
Office of Career, Counseling and Support Services
601-359-1316
Contact Information
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and Support Services 17
Gail Simmons,
Office DirectorMississippi Department of
Education
Office of Career, Counseling and Support Services
601-359-3987