New Educational Laws and What They Mean for Us
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Transcript of New Educational Laws and What They Mean for Us
TEACHER EVALUATION TEACHER TENURE
TEACHER MENTORING
New Educational Laws and What They Mean for Us
Teacher Evaluation
Rational for Change
The ultimate goal is to increase achievement for all students by ensuring
that every New Jersey student has access to a highly effective teacher
Rationale for ChangeThe NJDOE aims to improve the effectiveness of all
educators in New Jersey’s schools by:Establishing a universal vision of highly effective teaching practice
Yield accurate and differentiated levels of performance
Providing teachers with timely, actionable, and data-driven feedback
Providing targeted professional development opportunities
Providing improved tools to measure principal effectiveness
Using multiple measures of performance data to inform personnel decisions
Teacher Evaluation
What We Are Used To New Changes
Tenured teachers evaluated at least once per year
Tenured teachers evaluated at least two times per year
Non-tenured teachers evaluated at least three times per year
Non-tenured teachers evaluated at least five times per year
When granting tenure, the use of teacher evaluation results was optional
Granting of tenure is legally dependent upon evaluation results
Evaluation form created by the district Districts must use a state approved practice evaluation instrument or submit developed rubric for state approval
Evaluations conducted and overseen by supervisors and principals
School and district committees formed to oversee evaluation process • DEAC • School Improvement Panel
List of State Approved Evaluation Rubrics
Teacher Evaluation
DEAC School Improvement Panel
Members
• Teachers• Administrators• Central office administrators• Supervisors• Superintendent • Parent member of district BOE
• Principal • Assistant/vice principal• Teacher
Duties • Guide and inform evaluation activities • Engage stakeholders in evaluation work • Share information • Collaborate with NJDOE to inform statewide evaluation policy • Generate buy-in
• Oversee mentoring and foster culture of continuous improvement • Conduct evaluations• Identify PD opportunities • Conduct mid-year evaluation of teachers rated ineffective/partially effective
Teacher Evaluation
Required Components of District Evaluation Rubric Four categories of rating
Ineffective (1) Partially Effective (2) Effective (3) Highly Effective (4)
Procedures for Inefficiency Superintendent must file charge , whenever employee is
rated ineffective or partially in one year, and ineffective in the following year.
Superintendent may file charge of inefficiency if rated particularly effective for 2 years in a row or ineffective in first year and partial in year 2.
First charge for inefficiency will not be possible until after 2014-2015 school year
Teacher Evaluation
Timeline of Implementation
October 31, 2012 Form District Evaluation Advisory Committee (DEAC)
December 31, 2012 Adopt educator evaluation rubrics including state approved teacher and principal evaluation instruments
January 31, 2013 Begin to test and refine evaluation rubrics
February 1, 2013 Form a School Improvement Panel (SIP) to oversee evaluation activities
July 1, 2o13 Thoroughly train teachers
August 31, 2013 Thoroughly train evaluators
October 31, 2013 Thoroughly train principals and evaluators on the principal practice evaluation instrument
2013-2014 School Year Full implementation of new evaluation system
Teacher Tenure
Rationale for ChangeTEACHNJ Act: Teacher Effectiveness and Accountability
for the Children of New Jersey Act aims to:
To better the effectiveness of New Jersey teachers
TimelineTEACHNJ Act: Teacher Effectiveness and Accountability
for the Children of New Jersey Act aims to:
Effective September 2012 * Any teacher, principal, assistant principal or vice principal employed after August 6, 2012 must complete four years of employment to be eligible for tenure
Teacher Tenure
What We Are Used To New Changes
Teachers eligible for tenure following three years plus one day of teaching
Teachers eligible for tenure following four years plus one day of teaching
Tenure is revoked based on “just cause” including:Gross NegligenceGross MalpracticeGross Incompetence
Tenure can be revoked if ranked ineffective or partially effective in two consecutive years.“Just cause” charges still apply
Granting of tenure is based on continuous employment
In order to receive tenure, you must be rated effective or highly effective in two of the three years following your provisional (mentoring) year
Teacher Tenure
Process for Filing Tenure Charges:After Two consecutive Years of Inefficiency*
1. Charges are filed by superintendent with the board of education
2. Within 30 days, the BOE forwards written charges to commissioner
3. Employee may submit written response to charges to commissioner
4. Commissioner refers case to arbitrator
*An additional year may be granted if rated partially ineffective
Teacher Tenure
Corrective Action Plan: Must be developed for any teaching staff member
rated ineffective or partially effective in one year. Written plan developed by teaching staff member
serving in a supervisory capacity in collaboration with teaching staff member.
Must include: Timeline for corrective actions Responsibilities of individual teaching staff member Responsibilities of district Specific support provided by the district
Teacher Mentoring
New Teacher Requirements
Complete a district mentorship program during their initial year of employment
Receive a rating of effective or highly effective in two annual summative evaluations within the first years of employment
Demonstrate knowledge of CCCS
Identify exemplary teaching skills and practices
Assist in performance of duties and adjustment to challenges of teaching
Develop activities in consultation with School Improvement PanelQualities of An Effective MentorThe Responsibilities of Novice Teachers
• New mentoring programs must be in place for 2012-2013