Transcript Creating a Climate of Profesisonalism

Creating a Climate of
Professionalism
Fenton Avenue Charter School
Evaluation Process
Differentiating the Process
• Probationary
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New to teaching
New to Fenton
Minimum of two years
Observations with
administrator
• Regular
 Recommended for
regular status by
administrator after a
minimum of two years
probationary status
 Approved by Human
Resource and
Personnel Council
Probationary Teachers
• Formal lesson observed by administrator
• Pre-Conference
 Seven step lesson plan with specific
objectives based on standards
 Questions to guide pre-lesson discussion
• Post-Conference
 Observation notes
 Questions to guide post-lesson discussion
Probationary Teachers
• Ongoing informal observations
 Weekly, monthly and long-range planning
• Ongoing participation in school’s
governance system and grade level
collaboration
 Member of governing council
 Participation in weekly grade level meetings
Probationary Teachers
• Standards
 Enhancing Professional Practice
 Modeling: peer observations, video conferencing
(2006), grade level sharing, conference/workshop
attendance
• Support Staff
 Lead Teachers: grade level chair and mentor
 Support Staff: Psychologist, counselor, speech and
language therapist, resource specialist teachers,
science, music, and art specialists
 Administrators: Classroom discipline, intervention and
support with students and parents
Regular Status
Regular Status
(attained after a minimum of two years
as probationary teacher)
Choice of Evaluation Methods
Cognitive Coaching
•Initial Plan
•Action Plan
•Assessment
Professional Portfolio
Includes the four domains
of teaching:
Planning and Preparation,
Classroom Environment,
Instruction, and Professional Responsibilities
Observations
•Seven Step Lesson Plan
•Pre-Lesson Questions and Discussion
•Post-lesson Questions and Discussion
Assistance Plan
• Assistance and support from Lead Teachers,
•
administrators, and other support staff
At end of year:
 Satisfactory level of performance - return to evaluation
process
 Unsatisfactory level of performance
• Continue for one additional year (no improvement after
additional year - termination); OR
• Recommend termination of employment to the Human
Resource and Personnel Council