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Georgia Teacher Evaluation Program Orientation Rationale An effective evaluation program results when teachers and evaluators are successful in using evaluation to improve teaching in the classroom. Purpose of the GTEP To identify and reinforce effective teaching practices; To identify areas where development can improve instructional effectiveness; To identify teachers who do not meet the minimum standards so that appropriate action can be taken. Objectives of Orientation Explain the 3 purposes of the Georgia Teacher Evaluation Program Describe the procedures for GTEP implementation Describe the procedure for using the Georgia Teacher Duties and Responsibilities Instrument Identify the dimensions of effective teaching in the Georgia Teacher Observation Instrument Steps in the GTEP Process Turn to pages 4 and 5 STEP 1 Orientation Required before evaluation Must receive a copy of the evaluation manual Overview of the process, content, and terminology in the GTEP The Process, continued STEP 2 Pre-Evaluation Conference Not required, however . . . Must be conducted at the request of the teacher or evaluator Purposes of the Pre-Evaluation Conference Clarification of the GTEP Sharing of information about students and/or the classroom Other information that may impact evaluation The Process, continued STEP 3 Observations Teachers must be notified of the process and guidelines under which they will be evaluated STEP 3 - Observations Standard Process (Page 7) Minimum of 3 unannounced observations Observations at least 20 minutes in length Results recorded on GTOI Form: Standard Form (Page 74) New teachers to a system OR to teaching must have their first evaluation by November 15th STEP 3 - Observations Standard Process, continued A teacher cannot have back to back evaluations – You must have feedback from the first evaluation and an opportunity to request and have a conference Results of an observation are returned within 5 working days STEP 3 - Observations The Standard Process is utilized for teachers with: Fewer than 3 years of teaching experience; Teachers with 3 or more year of experience but are newly employed by a school system; Teachers not in categories above but received unsatisfactory status according to the standard evaluation process STEP 3 - Observations Formative Process (Page 8) Minimum of 1 unannounced observation Results to teachers within 5 working days (Page 76) Observations are for diagnostic purposes only May be placed in Standard Process at any time by principal When an evaluation should not be conducted . . . Silent reading; Independent writing; Listening to a story; Taking a test; Watching videos; Listening to guest speakers; Similar activities to all listed above. Observations: Extended Phase (Page 9) Required with 5 or more NI’s (needs improvement) in standard evaluation process; Pre-conference required; Minimum of 1 unannounced full classroom observation required; Post observation required. Extended Phase, continued Scores in this phase are used for diagnostic purposes only and must not be used to determine annual evaluation ratings One additional standard observation is required so that teacher has a total of 4 standard observations Annual evaluation is based on the best 3 out of 4 standard observations STEP 4 - GTOI Scoring and Written Comments Scored by “Dimension”, S or NI Written comments for each of 3 tasks required Observation Record to teacher within 5 working days Written comments submitted by the teacher within 10 working days – must be attached to Observation Record Conference must be held – if requested- with 10 working days Teaching Tasks & Dimensions (Page 27) Teaching Task I: Provides Instruction Dimension A: Instructional Level Dimension B: Content Development Dimension C: Building for Transfer Tasks & Dimensions Teaching Task II: Assesses & Encourages Student Progress Dimension A: Promoting Engagement Dimension B: Monitoring Progress Dimension C: Responding to Student Performance Dimension D: Supporting Students Tasks & Dimensions Teaching Task III: Manages the Learning Environment Dimension A: Use of Time Dimension B: Physical Setting Dimension C: Appropriate Behavior GTOI FORM Take a look at the GTOI Observation Instrument Page 74 Georgia Teacher Duties & Responsibilities Instrument: GTDRI Turn to Page 66 Purpose: To describe the expectations for teachers in addition to the teaching tasks outlines in the GTOI. Evaluation of the performance of these duties and responsibilities will be based on school wide observations of teachers throughout the school year. GTDRI All items are scored SATISFACTORY unless prior to the annual summary the teacher has: 1. Been notified in writing; 2. Received written documentation on each incident serving as the basis for the unsatisfactory; 3. Had a conference concerning unsatisfactory performance. GTDRI To receive an UNSATISFACTORY on the GTDRI, both of the following conditions must have been met: 1. Failed to perform a duty or responsibility which is part of the employee’s job description and local board of education policies; OR GTDRI Committed an act prohibited under local board of education or State Board of Education rules; OR Received written notification that the act was prohibited prior to committing the act; AND GTDRI 2. Had the opportunity for remediation, has failed to remediate the conduct . . . And has received notification of the subsequent deficiency. (Both 1 and 2 must be met in order to record an unsatisfactory.) STEP 5: Post Observation / Notification Conference Post Observation Conference Optional Required if requested by teacher or evaluator Notification Conference Required for first notification and documentation of any new deficient area on the GTDRI STEP 6: Annual Evaluation Summary Report Provides an overall evaluation summary Provides information on areas of strength, improvement, and for professional development STEP 7: Annual Evaluation Conference Required – presented with GTOI and GTDRI summary/results Provides an opportunity to: Communicate overall evaluation results for the school year; Review specific areas of strength and those identified for improvement; Sign, date, and receive copies of the Annual Summary Report (Page 80) STEP 8: Professional Development Plan Step initiated only if needed: GTDRI is unsatisfactory May be used to notate deficiency area even when GTDRI is satisfactory Points to Remember Confidentiality Results are confidential and are to be shared ONLY with appropriate personnel. Evaluations Can be transferred to schools in the same district but cannot be transferred to other school districts You are an important part of a child’s life . . . . . . if you could only sense how important you are to the lives of those that you meet; how important you can be to the people you never meet . . .there is something of yourself that you leave at every meeting with another person. Fred Rogers, The World According to Mister Rogers, 2003 Your Homework Review your Georgia Teacher Evaluation Program Manual – THE BLUE BOOK Consult with your principal regarding any questions, concerns, clarifications. Welcome to the Haralson County School System! We’re proud to have you as a part of our team!
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