A Proposal for a Teacher Evaluation Process

A proposal for a teacher evaluation process

Introduction

Teacher evaluation is a formal process of making informed judgments based on data or information that has been collected over a certain period of time. The collected information is then reviewed by evaluators such as the principal of a school. The purpose of the gathered data is to aid in the formation of rational judgments in terms of acknowledging and assessing competencies. it also serves to identify areas where continued growth can be realized. The aim of the evaluation process is to foster professional growth. The findings and outcomes are then utilized by instructors for the development of core competencies in various fields of teaching. The process also serves to document the performance of individual teachers for the purpose of employment (Tye & Costa, 1986).

Target group for the Evaluation Path

Teachers who are new to the profession or who are novices to the Northwest Territories; (this includes teachers in their 1st and 2nd year of teaching in the NWT)

Teachers having five years worth of experience in the field in the NWT or in the fifth year of the cycle of evaluation and growth

Teachers and instructors requesting an official evaluation (which is done solely at the judgement of the principal in order to maintain fairness in the process). The request is to be made in the early years of schooling; and

At the principal's discretion, teachers whose competence has come into question.

Features

In terms of carryong out his tasks, a major task that the princicpal needs to do is to make critical observations and then gather information by referring to a wide range of sources related to the professional skills and expertise of teachers.

Principal's Role: One of the main tasks of the principal is to supervise the teaching faculty. It is, therefore, understandable that he is entasked with the responsibility of carrying out the formal evaluation process.

Suggested Timeline for Evaluation Component (Figure 2)

August/September

Initial information meeting (staff meeting) followed by an individual planning session.

September / October / November

-Information gathering begins. This is the time for the initial classroom observation.

Documentation is to begin at this time if there is a concern about a teacher's competence.

December / January / February

-Continuing to gather information and conducting a second observation of the classrrom.

March / April

- Continuing to gather information and conducting a third observation of the classrrom.

(Note, contracts for teachers serving a probationary period may be ended as the academic year draws to a close. The termination process can only be completed with a written notice that has to be delivered to the teacher 60 days prior to the last day at school.

April / May

-Formal Evaluation Report signed off and placed on teacher's personnel file.

Initial Information Meeting: the meeting is scheduled for the month of September and involves a comprehensive reviewing of the evaluation process. The meeting will also schedule important events and discuss what expectations the teachers and the principal have with regards to the evaluation process. It is imperative that the principal conveys a shared ...