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Utilizing the Marzano Model for Teacher Professional Growth and Evaluation

Teacher and Principal Guide 2015-16

MANDAN PUBLIC SCHOOL DISTRICT #1 MANDAN, NORTH DAKOTA

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Core!of!Effective!Practices:!Four!Domains! ! Domain!1:!Classroom!Strategies!and!Behaviors!(41!Elements)! This!domain!targets!observable!teacher!actions!and!strategies!to!be!employed!in!the!classroom!that!can! directly!impact!student!achievement.!This!domain!will!provide!a!framework!for!common!language!and! practice!across!our!district!as!well!as!a!means!to!observation!and!feedback.!These!41!elements!are! organized!into!sections!entitled:! •!Lesson!Segments!Involving!Routine!Events! •!Lesson!Segments!Addressing!Content! •!Lesson!Segments!Enacted!on!the!Spot! ! Domain!2:!Planning!and!Preparing!(8!Elements)! This!domain!provides!the!foundation!for!success!in!Domain!1!with!careful!consideration!given!to! scaffolding,!understanding!and!transfer!of!content,!materials!and!technology!and!the!variety!of!learning! needs!that!exist!in!the!classroom.! Domain!3:!Reflecting!on!Teaching!(5!Elements)! This!domain!ensures!that!selfMevaluation!not!only!occurs,!but!also!translates!into!a!written!plan! (Individual!Professional!Growth!Plan)!for!continued!professional!growth!with!adjustments!made!as! progress!is!monitored.! Domain!4:!Collegiality!and!Professionalism!(6!Elements)! While!this!domain!is!not!directly!observable!in!classroom!strategies!and!behaviors,!collegiality!and! professionalism!characteristics!provide!an!environment!conducive!to!the!success!of!teachers!and! students.!This!domain!addresses!positive!interactions,!mentoring,!adherence!to!rules!and!procedures! and!participation!in!district!initiatives.! !

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General!Procedures!of!Documenting!Performance!and!Growth! Definition!of!SelfJAssessment! The!selfMassessment!questionnaire!in!iObservation©-will!provide!teachers!the!opportunity!to! learn!how!the!design!questions!in!the!Marzano!Teacher!Evaluation!Model!can!support!their! teaching!practices.!!This!selfMassessment!tool!will!assist!teachers!in!designing!individual! professional!growth!plans!by!careful!reflection!on!strengths!and!weaknesses.! Procedures!for!SelfJAssessment!and!Individual!Professional!Growth!Plans! SelfJAssessment!JJ!Teachers!will!use!iObservation©!to!selfMassess!all!elements!from!Domain!1.!! Individual!Professional!Growth!Plans!J!Teachers!will!develop!an!IPGP!(Individual!Professional! Growth!Plan)!using!iObservation©.!This!IPGP!will!consist!of!goals!for!the!selected!growth! elements!with!specific!action!items!and!activities!listed!to!support!the!goals.!!Teachers!are! encouraged!to!select!elements!for!growth!from!the!focus!areas!identified!in!this!document,! however,!any!Domain!1!element!may!be!selected.!!!Teachers-should-limit-IPGP-to-no-more-thantwo-elements-and-should-select-from-those-that-are-scored-lowest-on-their-self:assessment.-Definition!of!Formal!Observation! •! scheduled!visits!by!building!principal! •! preceded!by!a!preMconference,!followed!by!a!postMconference! •! used!in!evaluation! •! documented!in!iObservation©-! •! long!enough!to!observe!entire!lesson!or!class!period! ! Definition!of!Informal/Walkthrough!Observations! •! •! •! •! •!

announced!or!unannounced!visits!by!building!principal! used!in!evaluation! documented!in!iObservation©-! generally!shorter!in!duration! may!occur!in!settings!outside!of!the!classroom!

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Required!Evaluation!Processes! Category!1!J!Teachers!in!years!1J3!of!employment!with!the!Mandan!School!District:! 1.! Teachers! !! Completion!of!the!selfMassessment!! !! Completion!of!an!individual!professional!growth!plan!! 2.! Principals! !! A!minimum!of!two!iObservation©!scored!formal!observations;!one! completed!by!December!15,!and!one!by!March!15! !! A!minimum!of!four!iObservation©!!scored!informal!or!walkthrough! observations,!one!per!quarter! Category!2!J!Teachers!beyond!year!3!of!employment!with!the!Mandan!School!District:! 1.! Teachers! !! Completion!of!the!selfMassessment!! !! Completion!of!an!individual!professional!growth!! 2.! Principals! !! A!minimum!of!four!iObservation©!scored!informal!or!walkthrough! observations,!one!per!quarter.! !! At!least!once!every!three!years!an!iObservation©!scored!formal!observation! will!be!completed!by!March!15.!!Principals!may!conduct!formal!observations! more!frequently!if!deemed!appropriate! ! ! !

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Formal!Observation!Process! 1)! PreJObservation!Conference!M!The!purpose!of!the!preMobservation!conference!is!to!help!teachers:!

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•!clarify!the!lesson/unit!goals! •!specify!what!evidence!will!indicate!the!objectives!are!met!by!students! •!anticipate!approaches,!strategies,!decisions!and!how!to!monitor!them! •!establish!a!personal!learning!focus!and!processes!for!selfMassessment! ! Roles!and!Responsibilities!of!the!Teacher! •!participate!in!dialogue!about!teaching!and!learning! •!brief!the!principal!about!classroom!makeup,!needs,!levels,!abilities!and!special!needs! •!revise!the!lesson!based!on!the!conversation! •!bring!completed!preMobservation!conference!form!and!lesson!goal(s)!and!objectives!

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•!schedule!conference!with!teacher!2M3!days!before!observation! •!clarify!expectations!with!regard!to!the!process! •!question,!probe!and!clarify! •!gain!as!much!information!as!possible!about!the!lesson!and!instructional!decisionMmaking! •!identify!elements!that!will!be!the!focus!of!the!lesson!

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Roles!and!Responsibilities!of!the!Principal! •!completes!observation!using!iObservation©-to!gather!evidence! •!sends!the!teacher!feedback!from!the!observation!prior!to!the!post!observation!conference!

! 3)! PostJObservation!Conference!M!The!purpose!of!the!postMobservation!process!is!to:! •!summarize!the!lesson! •!analyze!student!learning!against!the!planned!purpose! •!develop!new!learning!from!the!lesson! •!consider!ways!this!learning!will!impact!future!instruction! •!reflect!on!how!the!process!was!helpful!

! Roles!and!Responsibilities!of!the!Teacher! •!reflect!on!the!lesson! •!identify!the!impact!this!lesson!had!on!student!learning! •!share!evidence!of!student!learning! •!identify!new!insights,!potential!adjustments! ! Roles!and!Responsibilities!of!the!Principal! •!schedule!postMobservation!conference!with!teacher!within!10!days!of!the!observation! •!clarify!expectations!regarding!the!process! •!probe,!clarify!and!affirm! •!model!a!reflection!process!to!include!insights!made!during!observation! •!help!teacher!consider!the!impact!the!lesson!had!on!student!learning! •!help!teacher!consider!future!adjustments!

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Mandan!Public!School!District!#1! Procedures!for!Evaluating!Performance! Element!Performance!Scales! The!Marzano!Teacher!Evaluation!Model!is!a!growth!model!for!teachers!as!well!as!an!evaluation!tool.!In!each! domain!a!growth!continuum!has!been!created!in!the!form!of!performance!scales!for!each!of!the!60!elements.!The! purpose!of!these!scales!is!to!provide!first!a!means!for!teachers!to!reflect!against!common!language!of!instruction;! and!second,!to!provide!a!method!to!offer!specific,!timely!feedback!that!guides!teachers!to!action.! A!generic!performance!scale!below!shows!the!five!ratings!from!0!to!4.!!During!early!learning!and!implementation! of!the!Marzano!Teacher!Evaluation!Model,!lower!scores!are!expected!and!should!not!be!seen!as!criticism!but! rather!as!an!opportunity!for!growth!and!learning.!A!brief!explanation!of!each!score!follows:! Not!Applicable! An!observer!can!indicate!that!there!were!no!instances!during!the!observation!when!this!particular! strategy!was!applicable.!This!N/A!rating!does!not!count!against!the!teacher.! Not!Using!(0)! When!the!observer!sees!an!opportunity!for!a!teacher!to!use!a!strategy!that!would!enhance!the! instruction,!but!the!teacher!did!not!use!it,!the!score!for!this!strategy!would!be!0.! Beginning!(1)! A!rating!of!1!indicates!the!teacher!is!beginning!to!implement!this!strategy.! Developing!(2)! A!score!of!2!in!the!developing!category!means!that!the!strategy!was!observed.!A!teacher!receiving!a!2!is! working!toward!improving!the!use!of!this!strategy.!The!strategy!is!evident!at!only!a!rudimentary!level.! Applying!(3)! A!score!of!3!indicates!the!teacher!has!effectively!implemented!this!strategy,!is!gaining!fluency!and!is! focusing!efforts!on!monitoring!students !understanding.!The!applying!level!describes!teaching!that!has! high!probability!of!impacting!student!learning!according!to!decades!of!research.!This!is! A !level! teaching.!Monitoring!student!learning!can!take!many!forms!including!feedback!from!students!in!the!form! of!work!samples,!conferences,!response!rate!strategies,!looking,!listening!and!responding.!A!teacher!at! the!applying!level!may!have!students!put!the!learning!goal!in!their!own!words,!then!record!and!share!it.! Innovating!(4)! At!this!level!the!teacher!has!gone!beyond!applying!the!strategy!fluidly!and!seamlessly!into!instruction.!At! this!expert!level,!the!teacher!has!been!able!to!make!modifications!and!add!creative,!innovative!methods! that!result!in!increased!learning!for!students.!The!teacher!is!also!able!to!demonstrate!with!student! evidence!how!this!innovation!works!better!for!groups!of!students!and/or!for!individuals.!This!innovation! results!from!monitoring!student!learning,!takes!repeated!focused!practice,!and!requires!making! intentional!and!purposeful!adjustments!and!adaptations!of!the!element/strategy.!

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Weighting!and!Scoring!for!the!Annual!Evaluation! During!the!2015M16!scored!elements!from!Domain!1!will!carry!100%!of!the!weight!in!the!final!evaluation! score.!!! !

Summative!Annual!Evaluation!Conference! Each!year!building!principals!and!teachers!will!discuss!annual!evaluation!results!together!with!the! purpose!of!setting!specific!goals!for!improved!instruction.!! Roles!and!Responsibilities!of!the!Principal! •!schedule!meeting!with!teacher!2M3!days!before!conference! •!provide!teacher!with!access!to!annual!evaluation!prior!to!the!conference! •!review!goals!set!by!teacher!for!improved!teacher!performance!and!increased!student!learning! based!on!iObservation©-data!!! ! Roles!and!Responsibilities!of!the!Teacher! •!reflect!on!the!summative!annual!evaluation!provided!by!supervisor! •!share!evidence!of!student!learning! •!provide!written!goals!for!professional!growth!and!increased!student!learning!based!on! iObservation©-data!! ! !

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Mandan!Public!School!District!#1! Procedures!for!Unacceptable!Performance! Improvement!Plans! Purpose!of!the!Process:!To!provide!supportive!and!structured!intensive!assistance!for!teachers! who!are!not!meeting!minimum!district!expectations.! General!Procedures! Upon!detection!of!performance!that!is!below!minimum!expectations,!the!evaluator!will!notify! the!employee!in!writing!and!clearly!explain!the!gap!between!actual!performance!and!the! minimum!desired!performance.!The!notice!will!describe!the!unsatisfactory!performance!in!any! of!the!four!domains.!In!recognition!that!performance!improvement!can!be!progressive,!the! administrator!will!carefully!weigh!the!nature!and!impact!of!the!performance!gap.!Where! performance!gap!is!small!and/or!of!low!significance!and!frequency,!the!administrator!can! initially!intervene!with!informal!coaching!and!feedback!followed!up!by!a!Summary!of! Conference!memorandum.!Where!a!performance!gap!is!large!and!/or!of!high!significance!and! frequency,!the!administrator!will!intervene!with!the!development!of!an!Improvement!Plan!(IP)! or!a!formal!notice!as!prescribed!by!North&Dakota&Century&Code!Chapter&15.1415.! Recommendations!for!improvement!will!be!made!with!respect!to!performance!that!is! unsatisfactory!and!assistance!will!be!provided.!Observations!and/or!other!monitoring!will!be! conducted!and!feedback!will!be!provided!to!the!teacher!throughout!the!improvement!process.! The!IP!will!also!have!a!specific!timeline!for!completion!of!activities!and!evidence!of! improvement.!Documentation!of!such!an!IP!will!be!housed!in!the!teacher’s!personnel!file!at!the! district!office.! ! ! !

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Mandan!Public!School!District!#1! ! ! References! ! R.J!Marzano.!!(2007)!!The-art-and-science-of-teaching:-A-comprehensive-framework-for-effectiveinstruction.!!Alexandria,!VA:!ASCD! R.!J.!Marzano,!T.!Boogren,!T.!Heflebower,!J.!KanoldMMcintyre,!D.!Pickering.!(2012)!!Becoming-a-reflectiveteacher.--Bloomington,!IN:!Marzano!Research!Laboratory.!! R.!J.!Marzano,!T.!Frontier,!D.!Livingston.!(2011)!Effective-supervision:-Supporting-the-art-and-science-ofteaching.!Alexandria,!VA:!!ASCD.! R.!J.!Marzano,!B.!Carbaugh,!A.!Rutherford,!M.!D.!Toth.!!(2014)!!Marzano-center-teacher-observationprotocol-for-the-2014-Marzano-teacher-evaluation-model.!!Learning!Science!International! ! ! ! ! ! ! ! !

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