1、TEACHER PERFORMANCE APPRAISAL IN ONTARIO AND NEW TEACHER INDUCTION,* All teachers are to be evaluated every 5 years, except for teachers new to the profession, who are evaluated twice to receive “notation” as a permanent teacher, before entering the appraisal cycle of teachers not designated as “new
2、”.,What does an evaluation involve?,All teachers who are in the evaluation year, are to have the evaluation process completed twice during that year. Your principal must inform you within the first 20 days of school if you will be evaluated that year. If you leave the school (e.g., for a leave of ab
3、sence, maternity leave, etc.) during your evaluation year, the process must be completed within 20 days of your return. “New” teachers are on a flexible appraisal cycle that requires two “satisfactory” ratings during the first 12 months after they begin teaching.,Mentoring for “New” Teachers,*The St
4、udent Performance Bill ( passed June 2006), made the New Teacher Induction Program (NTIP) law in Ontario. *NTIP has the following elements:- an orientation to the school and Board- mentoring for new teachers by experienced teachers ( an in-school model)- professional development and training suitabl
5、e for new teachers- two performance appraisals (usually in the first year),What is the Evaluation Process?,The process involves several steps, including:- an Annual Learning Plan- a pre-observation meeting- classroom observations ( both formal and informal; as frequently as the principal determines
6、is necessary)- a post- observation meeting with written report, which both you and the Principal sign ( except for “new” teachers)- a Summative Report, which both you and the Principal sign; in the case of a “new” teacher, pre- and post-conference information and discussion summaries are recorded on
7、 the singleSummative Report Form- a parent or student questionnaire about your communication with them,Parent / Student Questionnaire,Focus of this questionnaire is on your communication with the parents ( or students directly if theyre in Grades 11 or 12) about students learning progress. Most Boar
8、ds advertise the electronic availability of this questionnaire to parents once each school year.,ANNUAL LEARNING PLANS,Completed by every teacher, every year. Final Annual Learning Plan is attached to your 3 year evaluation Summative Report, and sent to your official personnel file, usually kept at
9、the Board Office. “New” teachers are evaluated twice in the first twelve months; if both reports are satisfactory, the teacher is place on the experienced teacher appraisal cycle. Usually Principals will request your plan by the end of September each year. There is a prescribed format to use for thi
10、s plan.,Pre- Observation Meeting,Usually takes less than an hour; you and your Principal discussing what you plan to teach during the observation, your students progress, etc. Helpful Hints:- bring your professional portfolio- bring your class list(s)- bring your Assessment and Evaluation records to
11、 this meeting- know your I.E.P.s!,Observation(s),Astute principals will already have been in your classroom several times during regular, informal “walk-abouts” or “walk-throughs” and already have a good idea of how you teach and how effective you are. This process provides Principals with 163 thing
12、s to look for during your evaluation. These are called “look-fors”. For “new” teachers, the focus is on 8 performance expectations and 45 “look fors”, most relevant to a beginning teacher; however, principals may assess additional expectations at their discretion.,Observation(s) Continued,There are
13、5 categories of “look-fors”; three of these categories extend to your performance beyond your instruction that can be observed as you teach. “Look-for” categories include:1. Commitment to Pupils and Pupil Learning2. Professional Knowledge,Observation(s) Continued,3. Teaching Practice4. Leadership an
14、d Community*5. Ongoing Professional Learning* This is where your portfolio, kept current, will benefit you.,Post- Observation Meeting,Must take place within 20 days of the observation. Involves reviewing specific observations. Form is prescribed. Includes comments about what competencies have been “
15、addressed” with very good results and which ones need improvement. You and your Principal sign and date this form but you keep the only copy ( one Summative Form for NTIP participants).,Summative Evaluation Form,Summarizes what was discussed in your Post- Observation meeting; for “new” teachers, thi
16、s Summative report records all interactions for the evaluation cycle.Concludes the process if your overall rating was “exemplary”, “good”, or “satisfactory”; for “new” teachers, two consecutive satisfactory reports conclude the “new teacher” designation.Starts an improvement plan process if your ove
17、rall rating is “unsatisfactory”Two consecutive overall ratings of “unsatisfactory” will result in a recommendation to terminate your contract.Form is signed and dated by you and your Principal and will be filed permanently in your Board personnel file.You get a copy of this form for your files.,Unha
18、ppy with your appraisal?,You have the right to appeal your evaluation only if the Principal has not followed the mandated process and timelines. You cannot appeal the Principals judgment about your performance.,Whats changing?,There has been discussion about reducing the evaluations from 2 each cycl
19、e year to 1 if the teachers first report was rated as “exemplary”, “good”, or “satisfactory”. Principals have been the main advocates of this change because each appraisal can take 10 or more hours to complete.,NTIP,Who Is A “New” Teacher in Ontario?- hired to a permanent position, either full or pa
20、rt time- an experienced teacher new to Ontario- a teacher who has not yet successfully completed the New Teacher Induction Program by having two “successful” evaluations OR when 24 months has elapsed since first being hired to the Board ( some ability to extend the 24 months is allowed in the regula
21、tion governing NTIP),GOAL OF NTIP,Support and orientation for new teachers and experienced teachers new to the Board ( e.g., classroom management skills, effective communication with parents, mentoring, etc.) Focus in on supporting professional development so the student achievement is maximized. Pr
22、incipals will maintain “Evidence Logs” to support their evaluations of performance.,What happens if?,The “new” teacher who has not received two satisfactory ratings in the first year ( i.e., needs more support) of employment has a second year to complete the NTIP program. The “new” teacher who has t
23、wo successful ratings (“satisfactory”) is deemed to have completed NTIP. You change schools or Boards?.the new school or Board must transfer information about your involvement and stage in NTIP.,Appraisals for “New” Teachers,There is a two point rating scale for NTIP* Satisfactory* Development Neede
24、d ( additional mentoring and P.D. will follow) For the “new” teacher who receives a “Development Needed rating, the rating scale for subsequent appraisals is:* Satisfactory* Unsatisfactory ( an “Improvement Plan” will follow),Additional Appraisals,Two consecutive “satisfactory” appraisals = exit NTI
25、P program One “satisfactory” & one “Development Needed” = a third appraisal within 120 days One “Development Needed” & one “Unsatisfactory” = On Review and a third appraisal within 120 days of being notified of being “on review” A fourth appraisal if needed ( must be within 120 days of third appraisal but not longer than second 12 month period following hiring),QUESTIONS?,
