Supervision for GrowthSupervision for Growth (SFG) Manualcontains two parts: Professional Growth Plan Evaluation Rubrics and Timelines
The FORMATIVE route involves singular goals, peer coaching goals, mentoring, and/or administrative coaching. Principals do not submit reports of formative evaluation to the Superintendent. The SUMMATIVE route is a formal evaluation. All new teachers are placed on the Summative route for either one (teachers with experience) or two (teachers new to the profession) years. Teachers will have a minimum of four and a maximum of ten visits (formally or informally) throughout the year.
Summative Evaluation Guidelines Pre-conference Data Collection Post-conference
a. The Educational Environment Creating an Environment of Respect & Rapport Establishing a Culture for Learning Managing Classroom Procedures Managing Student Behaviours Organization Contributions to School/Division
a. Instruction Selecting Instructional Goals Designing Effective Instruction Communication Using Questioning & Discussion Techniques Engaging Students in Learning Demonstrating Flexibility and Responsiveness
A written Growth Plan must include: Goal Objectives Action Indicators of success.
A goal is a general statement of what you would like to work on according to the selected domain. Think: Where am I? Where do I want to be?
The objective is a more specific aspect that will help you get there. Think: How will I get there?
Action plans are a list of the activities/actions that you will take. Think: What activities will I pursue to achieve my objectives?
Indicators of Success describe how you will know you have achieved your objectives. Think: How will I know that I have achieved my objectives? What is the evidence?
Mentor vs. Coach A mentor goal applies to anyone working with a new teacher to the profession, school or division or anyone being mentored. If you are working with a colleague or PLC then this would be a coaching goal and applies to both the coach and the one being coached.