Administrators will use staff meeting time to present and discuss one domain every two months. Each component of the domains will be “unwrapped”. Administrators will use Framework for Teaching as a filter and guide when performing walk-through protocols. District will plan an early release proposal during the 2010-2011 school year to be implemented in the 2011-2012 school year. A designated amount of early release time would be dedicated to continued education about the Framework for Teaching. In-Service professional development time will be dedicated to these efforts as well. Up to three of our ten schools will pilot the evaluation system during the 2010-2011 school year. By 2011-2012 we will plan to implement the new and improved evaluation system district-wide. Professional Development Standards Are Critical to All Blueprints Blueprints Connection to Performance Evaluation Career Paths The advancement of a teacher’s career is based upon the Professional Growth Plan designed by the teacher which is tied to performance standards, or FFT Professional Development The performance standards or FFT are aligned with individual, school, and district goals, upon which professional development is based Compensation Advancement to the Resource Level correlates with additional compensation. Resource Level teachers must be proficient to distinguished in order to attain Resource Level status. Performance Evaluation System Linkages to Class Design Principles Class Design Principles Performance Evaluation System Links Student Achievement The standards for performance (as outlined in the FFT) are directly correlated with the promotion of student learning and growth Collaborative Relationships The coaching/mentoring component (w/ peers and administration) promotes a collaborative culture Attract and Retain Highly Effective Staff One of the characteristics of highly effective staff is that they seek out continuous professional growth. The proposed performance evaluation system structure and design encourages, rewards, and facilitates continuous professional growth. Employee Knowledge and Skills The components and elements in each domain clearly define levels of performance. The FFT as a
Administrators will use staff meeting time to present and discuss one domain every two months. Each component of the domains will be “unwrapped”. Administrators will use Framework for Teaching as a filter and guide when performing walk-through protocols. District will plan an early release proposal during the 2010-2011 school year to be implemented in the 2011-2012 school year. A designated amount of early release time would be dedicated to continued education about the Framework for Teaching. In-Service professional development time will be dedicated to these efforts as well. Up to three of our ten schools will pilot the evaluation system during the 2010-2011 school year. By 2011-2012 we will plan to implement the new and improved evaluation system district-wide. Professional Development Standards Are Critical to All Blueprints Blueprints Connection to Performance Evaluation Career Paths The advancement of a teacher’s career is based upon the Professional Growth Plan designed by the teacher which is tied to performance standards, or FFT Professional Development The performance standards or FFT are aligned with individual, school, and district goals, upon which professional development is based Compensation Advancement to the Resource Level correlates with additional compensation. Resource Level teachers must be proficient to distinguished in order to attain Resource Level status. Performance Evaluation System Linkages to Class Design Principles Class Design Principles Performance Evaluation System Links Student Achievement The standards for performance (as outlined in the FFT) are directly correlated with the promotion of student learning and growth Collaborative Relationships The coaching/mentoring component (w/ peers and administration) promotes a collaborative culture Attract and Retain Highly Effective Staff One of the characteristics of highly effective staff is that they seek out continuous professional growth. The proposed performance evaluation system structure and design encourages, rewards, and facilitates continuous professional growth. Employee Knowledge and Skills The components and elements in each domain clearly define levels of performance. The FFT as a
Final_CLASS_Project_Blueprint.docx