Welcome to

Lead Evaluator Training 3 –

Feedback and Coaching

August 7 and August 9 2012

In Focus with Dr. Jon Saphier - “Say Something”

• What was something that stood out to you as you listened to Dr. Saphier?

• If you quoted him, what quote did you choose to bring and why?

• What are you thinking about as you reflect on the clip? How does it relate to the thinking of your district with respect to your APPR conversations and your district areas of focus in your APPR plans?

http://www.youtube.com/watch?v=fQz69uzA03Y

Leaders will…

• Describe current practices for responding to teacher performance

• Define the characteristics of praise, criticism and feedback

• Explain how feedback is related to Evidence Based Observation and to the language of the rubric

• Describe how local decisions about scoring observations impact feedback for improvement

• Use four criteria for evidence to label feedback

• Describe recommended components of action plans to improve instruction

Thinking back to our earlier Lead Evaluator work for teacher evaluation….• The Third Grade ELL teacher…• The Biology lesson…• The Eighth Grade Social Studies teacher• The Sixth Grade Math teacher• The Ninth Grade Math lesson• The Global Studies lesson• The elementary writing lesson• The Socratic Seminar• The Sixth Grade Science lesson• The fifth grade math lessons (muffins )

So many of you wanted to “jump in” and “coach”, talk with the teacher, respond to their teaching!

This gets to the heart of today!

How do you respond to teacher performance?

What is your current practice?

• The content of written documents?

written or unwritten “rules”?

What is your district’s current practice?

• What is the nature of post-observation?

The evaluator’s role?

The teacher’s role?

We respond in writing or verbally in three ways to practice.

Global Studies Lesson – Exit Activity for Lead Evaluator Training 2

Great job with student engagement! I know you have been working on that and it shows.

As a building we have been stressing engagement of students. Keeping them in pairs will engage them more.

T- “We are going to do an activity called triples read. In triples, one person will read out loud one column of the chart, the other two students just listen, and then the two students who listened will verbally summarize what they think they just heard”

Evidence to support feedback, criticism or praise? Which one is it?

Praise

Criticism

Evidence

Praise, Criticism and FeedbackWhat are the characteristics of each?

Praise is…..

• Expressing approval or commending performance

Why do we praise?Build confidence and self-esteemRecognition for a job well donePositive feeling – tone

Motivation

Criticism is…..

• An act of judgment – often takes on a negative connotation

Why do we criticize?• Frustration• Feeling-tone• We think we are changing practice…• We want to give “constructive” criticism

Feedback is….

• Descriptive• Specific• Non-judgmental

Sounds like Evidence Based Observation!

Adventures in weight training

Great job! Look how far you have come! You haven’t lifted that much before.

If you keep doing it that way. You will hurt yourself.

When you place your hands on the bars and use this grip, you will strengthen your trap muscles and not injure your neck.

When have you gotten feedback that has changed your performance?

Global Studies Lesson – Exit Activity for Lead Evaluator Training 2

Great job with student engagement! I know you have been working on that and it shows.

As a building we have been stressing engagement of students. Keeping them in pairs will engage them more.

T- “We are going to do an activity called triples read. In triples, one person will read out loud one column of the chart, the other two students just listen, and then the two students who listened will verbally summarize what they think they just heard”

Feedback, criticism or praise? Which one is it?

Praise

Criticism

Feedback

I called it engaged learning when you said…because the triples read put students in roles where all students were engaged, relevant to your outcome.

“Feedback is not about praise or blame, approval or disappointment. Feedback is value-

neutral. It describes what you did and did not do. Praise is necessary but praise only keeps

you in the game. It doesn’t get you better.”

- Grant Wiggins

• Recipient makes meaning from it

• It is provided in time to make a difference

• The culture influences perceptions about improvement

• There is just enough- not too much!

Feedback is most effective when…

Use the positive power of your position to influence…

Describe strengths and missed opportunities

By

Giving objective, specific feedback

Based on

Multiple Areas of Performance

For the purpose of

Changing and Improving

Current Practice to

More Skillful Practice

What is the relationship between …

Evidence Based Observation practices we have been learning and the rubrics your district’s have chosen?

Labeling teacher practice and eventually scoring it depends on the agreed upon attributes of effective teaching practice and the language and construct of the rubric.

Quality evidence is….OARS

• Objective and specific – free of bias/opinion, quantified

• Aligned to indicators/elements of the rubric –e.g. 3.1c –NYSUT – Engages Students

• Representative – Evidence in all areas of teacher performance

• Sufficient - Enough evidence to make a final judgment

Teaching and Learning Solutions

Trends in evidence from the Lead Evaluator 2 evidence collection assignment:

• Increased objectivity, however, still some tendency to summarize and to judge e.g.,

“teacher gave little wait time”

“teacher called on numerous students”

“teacher asked effective questions”

“transition was smooth”

“the objective was posted on the board”

Trends in evidence continued…..

• More balance between teacher words/actions and student words and actions…keep this up! Especially quotations….Having this information will help you give more concrete/meaningful feedback to the teacher.

T -“As a refresher, look at the geography of Greece. How did that contribute to the rise of city states?”

S – “mountains in Greece that created isolation”T – “Anything else that created the city states?”S2 – “surrounded by water”T – “what’s going to be hindered by the isolation of city states?”S3 – “isolation”S4 – “trade”

Trends in evidence continued…

• You were labeling your evidence correctly when you had to sort it and label it as:

1. Check for understanding (all students, relevant observable behavior so the teacher can see they “got it”)

2. Engaged learners ( all students, consistently, relevant to the outcome)

3. Effective questions (range of questions, all invited to think, time to think)

4. Teach to an Outcome (all (questions, activities, feedback) relevant to outcome, time used efficiently)

Quality evidence is….OARS

• Objective and specific – free of bias/opinion, quantified

• Aligned to indicators/elements of the rubric –e.g. 3.1c –NYSUT – Engages Students

• Representative – Evidence in all areas of teacher performance – We picked 4 areas – 4 -5 pieces of evidence for each area

• Sufficient - Enough evidence to make a final judgment – Teaching and Learning Solutions

Ready to observe, “script”, label and give feedback?Student engagement - What is the language in your rubric with respect to student engagement?

Elida Gallegos – ELA Lesson

• Observe and take down evidence

ELA Lesson Outcomes• Students will use listening, speaking, reading and writing to improve

comprehension

• Students will understand how to use key details to summarize

• Students will work collaboratively to summarize a chapter from the novel, Bridge to Terabithia

• Students will think creatively

Next steps…

• “clean up” your evidence• Sort through evidence – What evidence will you use

to give Elida feedback on student engagement?• Create an additional word document you can sort

this into (copy and paste) or use the paper provided if you choose

• Next time – we will use this evidence, language from our rubrics specific to student engagement and a version of conversation protocol to lead a five minute conversation with a colleague (Elida)

Feedback to us on blue sheets.

Thank you so much. See you soon.

Welcome to

Lead Evaluator Training 3 –

Feedback and Coaching

August 7 and August 9 2012

Your thoughts and learning….

• The focus on specific teaching areas and examples has been helpful

• Time to discuss specifically within districts about how you looked a the lessons you viewed – ready with the next step – aligning to the chosen rubrics – using and becoming more familiar with the rubric language

• *focus on conversations to help move teachers forward

Next steps…

• “clean up” your evidence• Sort through evidence – What evidence will you use

to give Elida feedback on student engagement?• Create an additional word document you can sort

this into (copy and paste) or use the paper provided if you choose

• Next time – we will use this evidence, language from our rubrics specific to student engagement and a version of a conversation protocol to lead a five minute conversation with a colleague (Elida)

Evaluator Led Conversation – Specific feedback

• It is a planned conversation. (outcomes!)• A relationship has been established and that

relationship building is continuing.

A. Opening (Thank you, positive specific praise)

B. Probe – ( open ended statements/questions designed to offer the teacher an opportunity to talk about their decision-making)

C. Target – present the data – “bite sized” area(s) of focus – label with the rubric*

D. Action Plan

E. Closing - next steps*

Giving verbal feedback – OAR(s)

• You will take the objective specific evidence you have and align in to the language of your rubric as you give “practice” feedback.

• Take some time now to prepare – jot down specific things you will say to “open”, focus on the target, present data, label and “close”

Giving Feedback – Practice in Trios

• Principal A B C Gives verbal feedback• Teacher B C A• Observer C A B

• The observer will give “feedback” - What did you notice specifically about the “principal” as they conveyed feedback? OAR (S)

Let’s debrief

Click icon to add picture

Stop/Start/Continue

Recommended practices for the teacher improvement process and planning

Fostering teacher ownership and providing focus and support

“The principal owns the responsibility for defining the areas where improvement is needed. The teacher must share ownership for the

development and implementation of the plan.” Michelle Howser

Recommended practices for the teacher improvement process and planning

Establish Assistance team

• Shares in the setting of goals and developing the plan ( teacher, primary supervisor, curriculum specialist, teacher mentor)

• Clearly communicates the school’s (districts’) commitment to improvement and growth

Select Focus area(s)

• Objectively communicate area(s) of teacher’s practice that are the focus of he plan.

Mrs. Friendly does not frame the learning (both the objective and the sequence of activities) for students and does not regularly communicate the reasons for activities.

Recommended practices for the teacher improvement process and planning

Develop Performance Goals

Select strategies, Activities/w/timetable

• Specific and measurableMrs. Friendly will communicate to students the lesson and unit objectives and the sequence of lesson and unit events.

• Targeted directly to goals and specific enough to be implemented effectively

• They need to be measurable• They assign the teacher responsibility for doing

the work.• They specify a timetable

Recommended practices for the teacher improvement process and planning

Determine need for support structures

Choose data collection sourcesWhat will be collected and who will collect it?

Decide on evidence to document progress

Teacher Improvement Plan

• A way of laying out the process guided by the recommendations… One Principal’s thinking

• What do the documents and process look like for you? – District conversation

• Pair-up with colleagues from another district to share thinking

Next steps….

Click icon to add picture

Upcoming opportunities…..

• SLO Assessment Development Work• The State Provided Growth Model

• Lead Evaluator Training for Teacher Evaluation

• Principal Evaluation work

• Rubric specific work – inter-rater agreement regionally

• Summer Network Team Institute

August 13 – 17• Effective Teaching Practice – examining best practice and the language

of specific rubrics chosen by districts (for teachers)

 “I would like to suggest that the ‘first thing’, the most important feature of our job description for each of us as educators, is to discover and provide the conditions under which people’s learning curves go off the chart. Sometimes its other people’s learning curves: those of students, teachers, parents, administrators. But at all times it is our own learning curve. ’’ 

Roland Barth

 

Feedback on blue sheets.

Thank you so much. See you soon.