2. Why is it important?
• To improve teacher and school administrator
performance by focusing on what matters
most in teaching and leadership practices
• The evaluations include multiple indicators
and web-based tracking and reporting of
results
3. BOE Policy on Performance Evaluation
System for Teachers (adopted June 27, 2011)
Purpose:
• To assess classroom teachers in relation to the CNMI
Public School System “professional teaching standards”
and to design a plan for professional growth. The
Performance Evaluation shall be conducted on a yearly
basis, on the respective classroom teacher’s anniversary
date.
• The principal or designee will conduct the evaluation
process in which the teacher will actively participate
through the use of self-study assessment, reflection,
presentation of artifacts, and classroom demonstration
4. Process
1. Training – before participating in the evaluation process,
all teachers, principals, designated evaluators, and a
peer evaluation must complete training on the evaluation
process
2. Orientation – within 3 weeks of a teacher’s first day of
work in any school year, the principal will provide the
classroom teacher with a copy of or directions for
obtaining access to a copy of
• The Rubric
• This policy; and
• A schedule for completing all the components of the evaluation
process
• Copies may be provided by electronic means
5. 3. Teacher Self-Assessment shall rate his or her performance at
the beginning of the year and reflect on his or her performance
throughout the year
4. Pre-Observation Conference
• The first observation shall be formal, announced observation;
• before the first observation, the principal shall meet with the
teacher to discuss the teacher’s self-assessment based on the
Rubric for Evaluating CNMI PSS Teachers;
• the teacher’s most recent professional growth plan, and the
classroom demonstration observed.
• The teacher will provide the principal with a written description of
the lesson (s).
• The goal of this conference is to prepare the principal for the
observation.
• Pre-observation conferences are not required for subsequent
observations.
6. 5. Observations
• A formal observation shall last at least an entire class
period
• New teachers (0-4 years) – 3 formal observations and
one peer to peer
• Seasoned teachers (5 and up) – an evaluation cycle
for this group of teachers must be developed to
include one formal observation annually.
• May adjust the schedule for the summative evaluation
of a seasoned teacher whenever it is deemed
necessary; at least 2 observations during the
employment contract of the teacher
7. 6. Post Observation Conference
• No later than ten days after the observation
• Shall discuss the document on the Rubric, the strengths and
weaknesses of the teacher’s performance during the observed
lesson
7. Summary Evaluation Conference and Scoring the
Teacher Summary Rating Form
• Shall be done prior to the end of the school year and in accordance
with the timelines
• shall discuss the teacher’s self-assessment, the teachers’ most
recent Professional Growth Plan, the components of the CNMI
PSS Teacher Evaluation Process completed during the year,
classroom observations, artifacts submitted or collected during the
evaluation process and other evidence of the teacher’s
performance on the Rubric
8. Conclusion
• Give a rating for each Element in the Rubrics
• Make a written comment on any Element marked “non
demonstrated”
• Give an overall rating of each Standard in the Rubric
• Provide the teacher with the opportunity to add comments to the
Teacher Summary Rating Form
• Review the completed Teacher Summary Rating Form with the
teacher
• Secure the teacher’s signature on the Record of Teacher
Evaluation Activities and Teacher Summary Rating Form
• Submit the completed evaluation form to Human Resource
Office.
• The completed Teacher Evaluation Rating forms and justification
for renewal are to be attached to employment contract renewals
for all teachers.
9. Three Types of Growth Plans
Individual Growth Plans:
• Is rated “Proficient” on all the Standards on the Teacher Summary
Rating Form
Monitored Growth Plans
• Is rated “Developing” on one or more Standards on the Teacher
Summary Rating Form and he or she;
• Is not recommended for dismissal or nonrenewal
• a timeline which allows the teacher one school year to achieve
proficiency
Directed Growth Plans
• Is rated “not demonstrated” on any standard on the teacher
summary rating form; or
• “developing” on one of more standards on the teacher summary
rating form for two consecutive years; and
• Is not recommended for dismissal or non-renewal
• a timeline for achieving proficiency within one school year
11. BOE Policy on Performance Evaluation
System for School Administrators
(adopted June 27, 2011)
Purpose:
• To assess school administrators in relation to the CNMI
Public School System “professional teaching standards
and school administrator leadership standards” and to
design a plan for professional growth. The Performance
Evaluation shall be conducted on a yearly basis, on the
respective School Administrator’s anniversary date.
• The Commissioner of Education or designee will conduct
the performance evaluation process in which the
principal will actively participate through the use of self-
study assessment, reflection, presentation of artifacts,
and supervisory and administrative performance
requirements.
12. Process
1. Training – before participating in the evaluation process,
all principals and peer evaluators must complete training
on the evaluation process
2. Orientation – within 6 weeks of the principal’s first day of
work in any school year, the Commissioner of Education
or designee will provide the school administrator with a
copy of or directions for obtaining access to a copy of
• The Rubric
• This policy
• A schedule for completing all the components of the
evaluation process
• Copies may be provided by electronic means
13. 3. School Administrator Self-Assessment –Administrator shall
rate his or her own performance at the beginning of the year and
reflect on his or her performance throughout the year
4. Pre-Observation Conference
• The first observation shall be a formal and announced observation
• before the first observation, the Commissioner shall meet with the
principal to discuss the principal’s self assessment based on the
Rubric for Evaluating CNMI PSS School Administrators;
• the school principals’ most recent professional growth plan, and the
supervisory and administrative performance observed.
• The school principal will provide the Commissioner of Education
with a written description of the supervisory and administrative
performance activities.
• The goal of this conference is to prepare the COE for the
observation.
• Pre-observation conferences are not required for subsequent
observations.
14. 5. Observations
• A formal observation shall last at least 2 hours
• New school administrators (0-4) – 3 formal observations and
one peer to peer observation to be performed annually
• Seasoned school administrators (5 and up) – an evaluation
cycle for this group of school administrators. The schedule may
be adjusted for the summative evaluation of a seasoned school
administration whenever it is deemed necessary; at least 3
observations are required during 2 year employment contract.
6. Post Observation Conference –
• shall be conducted no later than ten days after the observation.
• shall discuss the document on the Rubric, the strengths and
weaknesses of the principal’s performance during the observed
principal performance
15. 7. Summary Evaluation Conference and Scoring
the School Administrator Summary Rating Form
• Shall be done prior to the end of the school year and in
accordance with the timelines
• shall discuss the principal’s self-assessment, the
principals’ most recent Professional Growth Plan, the
components of the CNMI PSS School Administrator
Evaluation Process completed during the year,
supervisory and administrative activities observations,
artifacts submitted or collected during the evaluation
process and other evidence of the principal’s
performance on the Rubric
16. Conclusion
• Give a rating for each Element in the Rubrics
• Make a written comment on any Element marked “non
demonstrated”
• Give an overall rating of each Standard in the Rubric
• Provide the teacher with the opportunity to add comments to the
School Administrator Summary Rating Form
• Review the completed School Administrator Summary Rating Form
with the Principal; and
• Secure the principal’s signature on the Record of School
Administrator Evaluation Activities and Principal Summary Rating
Form
• Submit the completed evaluation form to Human Resource Office.
• The completed School Administrator Evaluation Rating forms and
justification for renewal are to be attached to employment contract
renewals for all principals.
17. Three Types of Growth Plans
Individual Growth Plans:
• Is rated “Proficient” on all the Standards on the School Administrator
Summary Rating Form
Monitored Growth Plans
• Is rated “Developing” on one or more Standards on the School
Administrator Summary Rating Form and he or she;
• Is not recommended for dismissal or nonrenewal
• a timeline which allows the principal one school year to achieve
proficiency
Directed Growth Plans
• Is rated “not demonstrated” on any standard on the School
Administrator summary rating form; or
• “developing” on one of more standards on the School Administrator
summary rating form for two consecutive years; and
• Is not recommended for dismissal or non-renewal
• a timeline for achieving proficiency within one school year
19. Data Report-Classroom Teachers
School Year 2011-2012
236 observations
302 evaluations attempted but only 64 evaluations
completed
School Year 2012-2013
26 observations
2 evaluations completed
****All evaluations should be inputted by the end of the
school year.
20. What are the challenges in
completing the evaluation
systems?
Editor's Notes
Policy on Evaluation System on the PSS website under BOE.
