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Importance of teacher assessment
Importance of formative and summative assessment in teaching
The role of teacher evaluation
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Introduction
Effectively evaluating teachers is a constant topic in education. The perfect formula remains elusive for public schools throughout the United States. By focusing on the quality of teaching, the new trends in teacher evaluations are designed to be catalysts for teacher and school improvement (Toch, 2008). Ultimately, the goal is to raise student achievement. Toch (2008) claims there are numerous promising evaluation models, which demonstrate that it is possible to evaluate teachers in much more productive ways. While the approach is different, Murphy, MacLaren, and Flynn (2009) concur that determining what constitutes effective teaching is a highly complex activity and is significant to developing operative evaluation tools in order to achieve growth and development.
Models to Improve Teaching
According to Toch (2008), the Teacher Advancement Program (TAP) is an excellent model because it includes: (a) explicit standards; (b) multiple measures; and (c) teamwork. TAP uses standards for evaluating teachers based on the Danielson model, which breaks teaching down into four major categories (planning and preparation, classroom environment, instruction, and professional responsibilities). TAP also uses rubrics created by Danielson for evaluators. These rubrics identify teachers as: (a) unsatisfactory; (b) basic; (c) proficient; and (d) distinguished in each skill category. Additionally, TAP targets frequency of classroom questioning and higher level thinking skills. Teachers in TAP schools do not receive the traditional once a year, one-time observation. Rather, they are evaluated by multiple measures. Lesson plans, instructional materials, and student work are all assessed. In schools using TAP, teachers are evaluated...
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...ive-bys or evaluations based on test scores (Toch, 2008). Creating teams among peers reduces cost in time and money to building administrators, while promoting a positive school culture and fostering collaboration and feedback in a safe setting (p. 36). Teamwork is essential. Striving to improve instruction is crucial. Being dedicated to strong relationships, collegiality, and evaluations designed to include formative assessment aimed at producing distinguished summative results will improve teaching and subsequently teacher evaluations – or vice versa.
Works Cited
Murphy, T., MacLaren, I., & Flynn, S. (2009). Toward a summative system for the assessment of teaching quality in higher education. International Journal of teaching and Learning in Higher Education, 20(2), 226-236.
Toch, T. (2008). Fixing teacher evaluation. Educational Leadership, 66(2), 32-37.
Rowe, K. (2000). Assessment, League Tables and School Effectiveness: Consider the Issues and “Let’s Get Real”!. Journal of Educational Enquiry, 1(1), 73-98.
In 2010, Charlotte Danielson wrote an article, “Evaluations That Help Teachers”, for the magazine The Effective Educator. The purpose of this article was to explain how a teacher evaluation system, such as her own Framework for Teaching, should and can actually foster teacher learning rather than just measure teacher competence, which is what most other teacher evaluation systems do. This topic is especially critical to decision-making school leaders. Many of the popular teacher evaluation systems fail to help schools link teacher performance with meaningful opportunities for the teachers to reflect on and learn from in order to grow professionally. With the increased attention on the need for more rigorous student standards, this then is an enormous opportunity missed. Students can only achieve such rigorous expectations if their teachers can effectively teach them, and research has shown that teachers who are evaluated by systems that hold them to accountability and provide them for continuous support and growth will actually teach more effectively.
Charlotte Danielson, an internationally recognized expert in the area of teacher effectiveness, created The Framework for Teaching, which is comprised of four domains of teaching responsibility (Danielson, 1996). Danielson specializes in the design of teacher evaluation to ensure teacher quality and to promote professional learning. Danielson’s framework is based on large amounts of research, including the Measures of Effective Teaching (MET) project, supported by the Gates Foundation (Bill and Melinda Gates Foundation, 2013). Danielson’s framework also aligns with the Interstate Teacher Assessment and Support Consortium (InTASC), which outlines what a beginner teacher should possess in skills. In addition, it is the underlying set of ideas
Popham, W. James. "Why standardized tests don't measure educational quality." Educational Leadership 56 (1999): 8-16.
DiClemente (2013) stated, “Although no evaluation is perfect, evaluation research can have a high degree of rigor” (DiClemente, Salazar, & Crosby, 2013, pp. 298). The result of a high degree of rigor can lead to the utilization by program planners and policy experts which would in turn could impact public health policy and promotion practice (DiClemente et al., 2013). This is obtained by a step by step, all equally important, process in what is known as the “Nine Step Stairway to Effective Evaluation”.
Marshall, K. (2005). It's Time to Rethink Teacher Supervision and Evaluation. Phi Delta Kappan, 86(10), 727-735.
Referred to as “assessment of learning,” (Chappuis, J., Stiggins, Chappuis, S., & Arter, 2012, pg. 5) components of summative learning include evaluating, measuring, and making judgements about student knowledge, both on individual levels and group levels. Rather than supporting learning by way of formative assessment, summative assessment verifies learning, (Chappuis, J., Stiggins, Chappuis, S., Arter, 2012). Naturally, this is what interests educational stakeholders: administrators, parents, teachers, and those who create educational policies. (Chappuis, J., Stiggins, Chappuis, S., & Arter, 2012, pg. 5). Summative assessment historically and presently presents itself in the form of graded quizzes, tests, graded papers and presentations, district benchmark tests, state standardized tests, and college entrance
Besharov, Douglas. "Teachers Performance: A Review ." Journal of Policy Analyis and Management (2006): 1-41.
Effective teachers are inadequately rewarded in the United States. School districts, such as those in California, are just starting to implement merit pay. According to a study conducted by the National Center of Performance Incentives (NCPI), only about 500 school districts out of the 14,000 districts in the US implement merit pay for teachers. These numbers do not include private schools. Unfortunately, teachers, parents, and students hurt because many schools, private and public, base teacher pay on seniority and degrees rather than achievement and performance. Under such a system, novice teachers, are laid off during budget shortages. Moreover, with the current “single salary schedule” system, teachers are inadequately paid, especially when compared to other professions. Because the single salary schedule creates many issues, a solution needs to be proposed. Merit pay, a system based on performance, solves such issues. With this system, teacher performance outweighs teacher seniority. As a result, quality teachers will be rewarded adequately in terms of money and recognition. Outstanding teachers will no longer face unreasonable layoffs and will finally be paid more than their ineffective peers.
Over the years, no other objective method has been found to identify the performance of students and teachers than the results of these assessments (Churchill 12). Also, it seems that the only way to test what children have been taught and the knowledge they have received from their teachers are these tests. This fact is important in its own sense because these examinations not only test the children, but the teachers as well. The teachers are the ones that relay the knowledge to the kids and ultimately are the cause for their success. Standardized tests also force the teachers to perform well to insure that these students keep the knowledge they are taught and in turn do well on the tests. To conclude the matter, there is no other way known that objectively and effectively tests this knowledge that the children are receiving from these teachers, which makes these test
Cohen et al. (2010) wrote that assessment can be a major contributor to raising standards in schools in terms of teaching, learning and student achievement. In addition, if assessment is properly handled with consistency, reliability, validity and rigour, it can have a possitive effect on learning and can improve students' own understanding of how can they learn more effectively and improve.
The teacher was rated using a rubric with specific criteria in four domains including planning and preparation, the classroom environment, instruction, and professional responsibilities (Hillsborough County Public Schools, 2012). Within each of these domains are components which are the performance factors that are relevant to classroom teachers. In domain one the components include: demonstrating knowledge of content and pedagogy, demonstrating knowledge of students, setting instructional outcomes, demonstrating knowledge of resources and technology, designing coherent instruction, and designing student assessments. The components for domain two include: creating an environment of respect and rapport, establishing a culture for learning, managing classroom procedures, managing student behavior, organizing physical space. In domain three the components included are: communicating with students, using questioning and discussion, engaging students in learning, using assessment in instruction, and demonstrating flexibility and responsiveness. There is only one component that was rated for domain four which is reflecting on teaching.
...all group projects and learning activities into our daily practice. Some of the students require more descriptive and corrective feedback to meet their needs during individual and group projects. Those who are performing on grade level may receive more evaluative or improvement-oriented feedback. The higher achieving students may engage in the process of peer feedback to obtain ideas and suggestions.
In spite of the importance of assessment in education, few teachers receive proper training on how to design or analyze assessments. Due to this, when teachers are not provided with suitable assessments from their textbooks or instructional resources, teachers construct their own in an unsystematic manner. They create questions and essay prompts comparable to the ones that their teachers used, and they treat them as evaluations to administer when instructional activities are completed predominantly for allocating students' grades. In order to use assessments to improve instruction and student learning, teachers need to change their approach to assessments by making sure that they create sound assessments. To ensure that their assessments are sound they need include five basic indicators that can be used as steps to follow when creating assessments. The first of these indicators and the first step a teacher must take when creating a sound assessme...
I have not always wanted to be a teacher. I always knew that I wanted to work with children in some way, but I was pretty sure that teaching was not for me. I was well on my way in my junior year of college working toward a biology degree so that I could become a pediatric physician’s assistant. I still cannot explain what happened, but one week I was a biology major, and the next I knew that I have always been meant to teach children. I suppose I just took the longer route to get there than most people do. The two main reasons that I have chosen to become a teacher is that I believe that teaching is extremely personally rewarding in many ways and the fact that I can actively make a difference in someone’s life.