Adjustments to:TEACHER EVALUATION TEACHER TENURETEACHER MENTORING

New Educational Laws & What They Mean for Us

Julie Dally

Teacher Evaluation

The ultimate goal is to increase achievement for all students by ensuring that every New Jersey student has access to a highly effective teacher

Rationale for ChangeThe NJDOE aims to improve the effectiveness of all

educators in New Jersey’s schools by:

Establishing a universal vision of highly effective teaching practice

Yield accurate and differentiated levels of performance

Providing teachers with timely, actionable, and data-driven feedback

 Providing targeted PD opportunities

Providing improved tools to measure principal effectiveness

Using multiple measures of performance data to inform personnel decisions

Teacher EvaluationWhat We Are Used To: New Changes:

Tenured = 1+ observations/year

Tenured = 2+ observations/year

Non-tenured = 3+ observations/year

Non-tenured = 5+ observations/year

When granting tenure, the use of teacher evaluation results was not strictly mandatory

Granting of tenure is legally dependent upon evaluation results

Evaluation form created by the district

Districts must use a state-approved evaluation instrument OR submit rubric for state approval

Evaluations conducted and overseen by supervisors and principals

Committees formed to oversee evaluation process • DEAC • SIP

Teacher Evaluation DEAC School Improvement Panel

Members

• Teachers• Administrators• Central office administrators• Supervisors• Superintendent • Parent member of BOE

• Principal • Assistant/vice principal• Teacher

Duties • Guide and inform evaluation activities • Engage stakeholders in evaluation work • Share information • Collaborate with NJDOE to inform statewide evaluation policy • Generate buy-in

• Oversee mentoring•foster culture of continuous improvement • Conduct evaluations• Identify PD opportunities • Conduct mid-year evaluation of teachers rated ineffective/partially effective

Teacher Evaluation

Required Components of District Evaluation Rubric Four categories of rating:

Highly Effective (4) Effective (3) Partially Effective (2) Ineffective (1)

Based on a research-based, approved model

Teacher Evaluation

Timeline of Implementation

October 31, 2012

Form District Evaluation Advisory Committee (DEAC)

December 31, 2012

Adopt educator evaluation rubrics including state approved teacher and principal evaluation instruments

January 31, 2013

Begin to test and refine evaluation rubrics

February 1, 2013

Form a School Improvement Panel (SIP) to oversee evaluation activities

July 1, 2013 Thoroughly train teachers

August 31, 2013 Thoroughly train evaluators

2013-2014 School Year

Full implementation ofnew evaluation system

Teacher Tenure

Rationale for ChangeTEACHNJ Act:

Teacher Effectiveness and Accountability for the Children of New Jersey Act aims to:

To better the effectiveness of NJ teachers

TimelineTEACHNJ Act:

Teacher Effectiveness and Accountability for the Children of New Jersey Act aims to:

Effective September 2012 * Any teacher, principal or VP employed after August 6, 2012 must complete four years of employment to be eligible for tenure

Teacher TenureWhat We Are Used To New Changes

Teachers eligible for tenure following three years plus one day of teaching

Teachers eligible for tenure following four years plus one day of teaching

Tenure is revoked based on “just cause” including:•Gross Negligence•Gross Malpractice•Gross Incompetence

Tenure can be revoked if ranked ineffective or partially effective in two consecutive years

Granting of tenure is based on continuous employment

To receive tenure, you must be rated effective or highly effective in two of the three years following your provisional (mentoring) year

Teacher Tenure Process for filing tenure charges: After two consecutive years** of

inefficiency… Charges are filed by Superintendent

with the Board of Education Within 30 days, the BOE forwards

written charges to Commissioner Employee may submit written response to

charges to commissioner Commissioner refers case to

arbitrator

**An additional year may be granted if rated

partially ineffective

Teacher Tenure

Corrective Action Plans If a teacher receives a rating of

ineffective or partially effective in one year, a corrective action plan must be developed

Must include timelines and responsibilities of the teacher and school district of implementation

Teacher Mentoring

Rationale for Change •To provide a more thorough mentoring program to support new teacher

•New teachers must complete district mentoring program during first year of employment•Overseen by SIP •Program must focus on Common Core and Best Practices

Additional Resources:

http://education.state.nj.us/broadcasts/2012/NOV/13/8425/Educator%20Evaluation%20Update.pdf

http://www.cedargrove.k12.nj.us/wp-content/uploads/2012/04/Teacher-Evaluation-Comparison-of-4-Models-1-31-12-FEA.pdf