New Educational Laws & What They Mean for Us
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Transcript of New Educational Laws & What They Mean for Us
Adjustments to:TEACHER EVALUATION TEACHER TENURETEACHER MENTORING
New Educational Laws & What They Mean for Us
Julie Dally
Teacher Evaluation
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 PD opportunities
Providing improved tools to measure principal effectiveness
Using multiple measures of performance data to inform personnel decisions
Teacher EvaluationWhat We Are Used To: New Changes:
Tenured = 1+ observations/year
Tenured = 2+ observations/year
Non-tenured = 3+ observations/year
Non-tenured = 5+ observations/year
When granting tenure, the use of teacher evaluation results was not strictly mandatory
Granting of tenure is legally dependent upon evaluation results
Evaluation form created by the district
Districts must use a state-approved evaluation instrument OR submit rubric for state approval
Evaluations conducted and overseen by supervisors and principals
Committees formed to oversee evaluation process • DEAC • SIP
Teacher Evaluation DEAC School Improvement Panel
Members
• Teachers• Administrators• Central office administrators• Supervisors• Superintendent • Parent member of 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•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:
Highly Effective (4) Effective (3) Partially Effective (2) Ineffective (1)
Based on a research-based, approved model
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, 2013 Thoroughly train teachers
August 31, 2013 Thoroughly train evaluators
2013-2014 School Year
Full implementation ofnew 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 NJ teachers
TimelineTEACHNJ Act:
Teacher Effectiveness and Accountability for the Children of New Jersey Act aims to:
Effective September 2012 * Any teacher, principal or VP employed after August 6, 2012 must complete four years of employment to be eligible for tenure
Teacher TenureWhat 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 Negligence•Gross Malpractice•Gross Incompetence
Tenure can be revoked if ranked ineffective or partially effective in two consecutive years
Granting of tenure is based on continuous employment
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… Charges are filed by Superintendent
with the Board of Education Within 30 days, the BOE forwards
written charges to Commissioner Employee may submit written response to
charges to commissioner Commissioner refers case to
arbitrator
**An additional year may be granted if rated
partially ineffective
Teacher Tenure
Corrective Action Plans If a teacher receives a rating of
ineffective or partially effective in one year, a corrective action plan must be developed
Must include timelines and responsibilities of the teacher and school district of implementation
Teacher Mentoring
Rationale for Change •To provide a more thorough mentoring program to support new teacher
•New teachers must complete district mentoring program during first year of employment•Overseen by SIP •Program must focus on Common Core and Best Practices
Additional Resources:
http://education.state.nj.us/broadcasts/2012/NOV/13/8425/Educator%20Evaluation%20Update.pdf
http://www.cedargrove.k12.nj.us/wp-content/uploads/2012/04/Teacher-Evaluation-Comparison-of-4-Models-1-31-12-FEA.pdf