Rttt.hb153. oea ra dec 2011

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  • 1. HB 153 and theOhio Teacher Evaluation System Association Advocacy for Members and the Learners We Serve 1
  • 2. HB 153 and Teacher Evaluation• Every school district must have a policy for teacher evaluation by July 1, 2013 1. Student academic growth must account for 50% of a teacher’s evaluation 2. The State Board of Education must adopt an evaluation framework by December 11, 2011 3. The framework must provide for teacher ratings of accomplished, proficient, developing and ineffective 2
  • 3. HB 153 and Teacher Evaluation• Every school district must have a policy for teacher evaluation by July 1, 2013 4. Local policy must be operative upon expiration of the CBA in effect on September 29, 2011 (HB 153 eff. date) 5. Evaluation results must be used for promotion and retention decisions 6. Seniority can be a deciding factor for RIF only when 2 or more teachers evidence comparable evaluation results 3
  • 4. HB 153 and Teacher Evaluation• Every school district must have a policy for teacher evaluation by July 1, 2013 7. ONLY for Race to the Top districts: If performance-based compensation is a component of the local RttT scope of work, then the district must comply with the timelines therein. If performance-based compensation is NOT a part of the local RttT scope of work, the district is NOT required to implement it. 4
  • 5. HB 153 & RttT Timeline for Teacher Evaluation• Sep 29, 2011 • HB 153 effective• Nov 15, 2011 • SBE adopted OTES (prior to Dec 31 deadline)• End 2011-2012 school year • Ohio target: 50% RttT LEAs have evaluation systems• Jul 1 2013 • Due date: local board evaluation policy adopted • Ohio target: 100% RttT LEAs• End 2013-2014 school year have evaluation systems 5
  • 6. OTES Creates Opportunities for Local Associations to Shape Evaluation OTES is focused on teacher development to improve student learning:  Built from research-based standards, and Recommends use of multiple measures and weight of the evidence decisions. Studies suggest that evaluations built through teacher engagement are more effective for teachers and yield better results for students Because teachers and principals have similar interests/concerns about the use of student data, they can be allies for effective teacher evaluation systems 6
  • 7. 7
  • 8. Example of Use of Multiple Student Growth Measures 40% Value-Added Growth Metric 40% District Growth Metric 20% Teacher-Determined Measures of Achievement 8
  • 9. Evaluation Matrix Teacher Performance 4 3 2 1 AboveStudent Growth Measures Accomplished Accomplished Proficient Developing Expected Proficient Proficient Developing Developing Below Developing Developing Ineffective Ineffective 9
  • 10. Opportunities for Local Association Leadership• Advocate for a school board policy reflecting OTES policy and local circumstances• Negotiate labor-management collaboration on building and improving the system• Lead in ways that foster member engagement toward making the evaluation system work for them and the students they serve• Engage the principals in making the system fair, effective and non-burdensome. 10
  • 11. Challenges for Local Association Leadership• Very short timeline to shape local policy and to build and operationalize the system• For non-RttT districts, this is an unfunded mandate• Being able to embrace evaluation as a helpful tool• Using student growth measures to foster teacher development, not to publicly criticize them and the school• Designing a system that is fair, effective and efficient – not one burdened by unhelpful procedures 11
  • 12. HB 153 & RttT Timeline for Teacher Evaluation• Sep 29, 2011 • HB 153 effective• Nov 15, 2011 • SBE adopted OTES (prior to Dec 31 deadline)• End 2011-2012 school year • Ohio target: 50% RttT LEAs have evaluation systems• Jul 1 2013 • Due date: local board evaluation policy adopted• End 2013-2014 school year • Ohio target: 100% RttT LEAs have evaluation systems 12