The literature reviewed examined effective evaluation of the low-incidence teacher and the current evaluation tool Kentucky implements for teacher evaluations. The literature indicated that evaluative feedback for educators is critical for teacher development and student growth. In order for an evaluation to be effective, it must measure evidence-based practices, as well as provide actionable feedback to guide professional development. A knowledgeable evaluator, i.e. principal, assistant principal, counselor, or other school administration, must conduct effective teacher evaluations. The focus of this study is to examine the perspectives of low-incidence teachers and administrators on the effectiveness of the current observation tool implemented …show more content…
Jefferson County Public Schools is the largest public school system in the state of Kentucky, and eighth largest urban public school district in the country (JCPS 2017). Participants will be through email to complete the survey; all answers will be anonymous. Identifying factors in the survey will be limited to “low-incidence teacher” or “evaluating administrator”. Participants can complete the survey in under ten minutes and will have two weeks to submit responses electronically. The survey contained four general questions regarding the roles of the participant including identifying whether or not they are a teacher or administrator, setting (regular or special school), and years of special education experience (administrators). Following general questions, a three-point Likert scale will be used to determine the perceived effectiveness of the PGES. Through self-reported ratings of the observable indicators in of the Kentucky Framework for Teaching (2014) model in low-incidence classroom observations. With considerations in complex roles of low-incidence teachers, knowledge of evidence-based practices in low-incidence instruction, and actionable feedback; the CEC (2012) recommendations will also be …show more content…
The three point rating categories used in the survey questions regarding the effectiveness of the current evaluation tools and processes by responding to which degree they agree with the statement when completing observations in low-incidence classrooms include the following: 0- do not agree, 1- somewhat agree, 2- fully agree. The three point rating categories for the Council for Exceptional Children indicators/recommendations and the current PGES tool include the following: 0- not represented in PGES, 1- partially represented in PGES, 2- fully represented in PGES. Two overall, yes/no questions regarding effectiveness of the current evaluation system for low-incidence teachers and recommendation for an adapted tool will be included at the end of the survey. Upon completion of the data collection process, data will be arranged for review and analyzed to determine perceived effectiveness of the PGES observation tool for low-incidence teacher evaluations, its perceived alignment with the CEC recommendations, and the recommendation for adapted evaluation tool(s). Further recommendations for adaptations to low-incidence teacher evaluations to
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
The topic of assessment alone raises many debated discussions, among teachers, and to add Special Education students into the polemical dialogue intensifies the debate. As a result, there are several alternative methods in assessing Special Education students within the learning environment. Professionals have created specifically designated techniques in helping these and all students achieve academic success.
Teacher Interview(s): according to Ms. Special Ed, a ten-year veteran of special education who started her career at age twenty-nine, proportionally, 35.4 percent of S.H.E. students have an Individualized Education Program, in conformity with the Individuals with Disabilities Education Act, herein IDEA. In Windham County, the average public school has 18.6 percent of its student population considered to be learning disabled; S.H.E. has a noticeably higher percentage of students with learning disabilities, compared not only with Windham County, but Connecticut overall, as the average public school in the state is populated by 26.4% of its elementary students with learning disabilities. Further, more males than females at S.H.E. have learning disabilities with a ratio of 10.1% of females to 25.3% of males in the special education program. For the this specific field experience study relating to Students X & Y, both six-year old males, S.H.E. “offers” seven special education teachers and 13 paraprofessional instructional assistants who “service” the special needs of exceptional students including speech services, behavior interventionists and dedicated special education
Marshall, K. (2005). It's Time to Rethink Teacher Supervision and Evaluation. Phi Delta Kappan, 86(10), 727-735.
Standard 1.1 discusses how special education teachers need to understand how language, culture, and family background influences the learning of students with exceptionalities. Standard 4.3 discusses how teachers should collaborate with other teachers and parents to use multiple types of assessment information in making decisions. Standard 5.5 discusses the transition plans they have to implement in collaboration with the students, families, and teachers. Standard 6.3 discusses how teachers understand that diversity is a part of families, cultures, and schools, and that they can interact with the delivery of special education services. Standard 7.0 discusses the collaborations that teachers need to start having with families, educators, and related service providers. 7.3 discusses the promotion of collaborations for the well-being of the individuals with exceptionalities. These standards show what the teacher is beginning to do with the families that have a child with
The large special education student population combined with the administrative and staff turnover has posed a challenge. Ensuring all teachers and staff have the essential knowledgebase is vital, however my current role generates time restraints. EXTERNAL CONTEXT AND POLICY Education leaders influence political, social, economic, legal and cultural contexts affecting education to improve education policies and practices (6A) Understanding and Communicating Policy correlates with action plan. I will inform all members of the current legal mandates established by federal law, as safeguarding student rights is imperative. I will attend IEP and MD meetings to ensure federal mandates are applied to each child’s education pathway.
Program Evaluation and Research Branch, Los Angeles Unified School District . Planning, Assessment, and Research Division Publication, No. 111. 21 May 2002.
In the American school system, special-needs and mentally disabled children are often left behind and mistreated. Teachers do not have the proper prerequisites to teach these children, and often the schools do not provide the resources needed to help these children succeed. This leads to abuse and neglect of special-needs children, giving them an improper education, and not setting them up for success in their futures.
However, it still met with inconsistent criticism due to the myth that “positive intervention” doesn’t work and draining resources of regular courses. However, evidences shown prove the opposite effect. Special education is constant need of more funding – especially when it constantly gets budget cuts from congress and thus, schools are unable to keep up with the afford to provide the necessary need of special education (Wall 2014). So the myth of special education draining resources is the no way the truth. How could they be able to drained resources from other students if the programs themselves are in limited supply? Lack of understanding and easy to become a scapegoat for the blame of overall score of a school being poor is quite easy to pit the blame. Another reasoning is due to socialization—the label of being placed in special education is rather an unfortunate burden that could follow the child (Huerta 2015). Often times, stereotypes are attached and are considered inferior to other students, potentially adding onto potential fears. In order to improve any form of education for special education, funding a provided them resources should be considered the first thing to look
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.
The state’s new evaluation system was in response to administrators who produced, “superficial and capricious teacher evaluation systems that often don't even directly address the quality of instruction, much less measure students' learning” (Toch, 2008). Too often, the “good-ol-boy” attitude would insure mediocre educators would remain employed. Realizing this was often more the rule then the exception, the governor created educational mandates to focus, “on supporting and training effective teachers to drive student achievement” (Marzano Center, 2013). Initially, they expected the school districts and the teachers would have issues and experience growing pains, but in the end the goal was, “to improve teacher performance, year by year, with a corresponding rise in student achievement” (Marzano Center, 2013).
Everyone knows that when it comes to making a difference in a child’s academic and life achievements, their teachers play a large role. A teacher’s ability to relate to their students, and teach them to achieve both socially and academically contributes to how effective they are. What does it mean to be an effective teacher? Overall there seems to be an emphasis on teacher effectiveness related to how well their students are performing on standardized testing. As teachers we know there is more to being an effective teacher then just teaching our students based on tests. This paper will identify different definitions of an effective teacher along with how to assess teachers on being effective.
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...
The teacher will also make norm-referenced and criterion referenced interpretations of assessment through this website. They have graph and color-coded bands that show widely held expectations for children’s development and learning. The teacher will use this website and graph to communicate twice a year with the parents about the child’s strength, weakness or any area of