Glossary of Key Terms

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1 Glossary of Key Terms Activity Term Add Evidence Appointment Attachment CBT Competency Computer Based Training(CBT) Continue Observation Continue Plan Dashboard Domain Domain 1 Description An activity is described as a non-classroom event such as team planning or collaboration events, meetings, call logs, notes from parent teacher conferences, and personal participation in professional development or school-based activities. Information placed in this area can be edited and /or deleted. It can also be viewed by evaluators. For this reason, the historical information becomes a valuable indicator of professional development and activity outside of the classroom. These boxes are intended to add additional evidence and include an automatic time stamp. The use of the Add Evidence box is unlimited. They are designed to be of specific significance in capturing real time evidence. Also refer to Evidence Box. Time scheduled for a pre-conference, post-conference, evaluation, or observation. Used to attach any relevant material/document to be used during the observation. All attachments must be submitted using the Plan sub-tab prior to the actual observation. See Computer Based Training A skill being evaluated. Skills (competencies) are categorized into four different domains under Competency box A term used to describe computer based training environments that are accessible to clients and include various methods and technologies in an electronic learning forum. During an observation the evaluator may pause the observation and or select the save icon. He/she will be prompted to Return to Profile or Continue the Observation. Selecting this option allows the evaluator to continue the time counter in the observation. During a Plan session the evaluator may Save the information by selecting the save icon. He/she will be prompted to Return to Profile or Continue Plan. Selecting this option allows the evaluator to continue in the pre-conference Plan session. An overview of all current available calendar and evaluation information There are four domains which are a part of the Teacher Effectiveness Rubric. Each domain includes competencies describing the essential skills of effective instruction and/or competencies related to the following specific domain: Planning, Instruction, Leadership, and Core Professionalism. Planning: This domain focuses on the teacher s ability to utilize existing data to establish measureable achievement goals, develop July 28, 2012 v 2.0 Kelly Touch 1

2 Domain 2 Domain 3 Domain 4 E Effective Evaluation Evaluator Evidence Standards Based Unit Plans, Lesson Plans and Assessments, that track and analyze student progress. Instruction: This domain includes the core competencies pertaining to the teachers methods of instruction while in the classroom including; mastery of lesson objectives, Communication of content, student engagement in academic content, the ability to check for understanding and modify lesson plan(s) to ensure academic comprehension, and utilization of teaching methods applicable to developing a higher level of understanding. This also includes time management, creating a collaborative learning environment, and establishing high expectations for academic success. Leadership: This area focuses on the teacher s commitment to ongoing professional development of his/her personal skills and knowledge that support and foster collaborative relationships with students, parents, and faculty and contribute to the success of the school culture. Core Professionalism: this area focuses on the non-negotiable aspects of a teacher s job with regards to Attendance, On-time arrival, Policies and Procedures, and Respect. See Effective An effective teacher consistently meets expectations. The rating is based on Script to Score (competency and indicator) outcomes from a submitted observation. (This is a teacher who has consistently met expectations, as determined by a trained evaluator, in locally selected competencies reasonably believed to be highly correlated with positive student learning outcomes. The effective teacher s students, in aggregate, have generally achieved an acceptable rate of academic growth and achievement based on guidelines suggested by the Indiana Department of Education. This refers to the completion of all four components required for an end of-year teacher evaluation (TER,IGM,SWL, and SLO) Is considered a primary evaluator. He/she is responsible for tracking the evaluation, setting goals for development, and completing at least one long and one short evaluation on assigned teachers. Additionally, evaluators will evaluate all observations on their respective teacher(s) and determine the summative rating. They are responsible for the final rating and end-of-year conference. Refers to non-judgmental, evidence-based notes that are specific to the teacher s statements and comments, actions, and specific teaching methods utilized during the observation, including the July 28, 2012 v 2.0 Kelly Touch 2

3 student questions, statements, and actions. Evidence is to be clear and concise to ensure all evidence is captured. The evidence is used to match to the appropriate indicator in the Script to Score segment of the Observation. Evidence Box Field Generate Growth Plan (Plan) Generate Overview Generate Plan Growth Plan HE Highly Effective I IGM Improvement Necessary Example: Teacher asks: Does everyone understand? (3 students nod yes, no response form others) Teacher says, Great, let s move on This field is used to capture evidence based notes during the observation. Refers to any place in the OWN IT! application that requires the user to enter/type information into a selected area. In the sub-tab Plan the evaluator has the ability to develop a preconference plan for the observation. When this plan is developed, the user can commit the data for use in his/her evaluation during the Observation by selecting the Generate Growth Plan. This information is then saved and accessible to the evaluator during the observation by opening the Plan section of the observation. See Generate Growth Plan Teacher development plan based on the results on past evaluations and observations See Highly Effective A highly effective teacher consistently exceeds expectations. The rating is based on Script to Score (competency and indicator) outcomes from a submitted observation. (This is a teacher who has demonstrated excellence, as determined by a trained evaluator, in locally selected competencies reasonably believed to be highly correlated with positive student learning outcomes. The highly effective teacher s students, in aggregate, have generally exceeded expectations for academic growth and achievement based on Indiana Department of Education. See Ineffective See Individual Growth Model Data A teacher who is rated as improvement necessary requires a change in performance before he/she meets expectations. The rating is based on Script to Score (competency and indicator) outcomes from a submitted observation. (This is a teacher who a trained evaluator, has determined to require July 28, 2012 v 2.0 Kelly Touch 3

4 IN Indicator Individual Growth Model Data (IGM) Ineffective Lesson Plan Long(L) Mantis Message/Notification Monitor/VDT New Event improvement in locally selected competencies reasonably believed to be highly correlated with positive student learning outcomes. In aggregate, the students of a teacher rated improvement necessary have generally achieved a below acceptable rate of academic growth and achievement based on guidelines suggested by the Indiana Department of Education. Improvement Necessary Teacher performance traits used to determine if and to what level a competency has been met Is specific to the student s academic growth over the course of the year and is based on comparisons to other students with similar scores in the state, district, at the classroom level, and across classes The translation of these growth scores is included in the Summative rating. An ineffective teacher consistently fails to meet expectations. The rating is based on Script to Score (competency and indicator) outcomes from a submitted observation. (This is a teacher who has failed to meet expectations, as determined by a trained evaluator, in locally selected competencies reasonably believed to be highly correlated with positive student learning outcomes. The ineffective teacher s students, In aggregate, have generally achieved a unacceptable levels of academic growth and achievement based on guidelines suggested by the Indiana Department of Education. Any mandatory piece of information (lesson plan, grade book, etc.) the evaluator would like to see prior to the observation. It must be requested from the teacher prior to the Long Observation Long (extended observation) refers to an observation that exceeds the duration of a Short(S) observation as established by the school district. There may also be a minimum amount of time required for a long observation. A long observation may be announced or unannounced and may span multiple class times. The minimum number of long observations required during the Academic Year is determined by each school corporation; usually one per semester. The tracking system used to capture any problem, new feature, or change related to the OWN IT! evaluation application. Appointments created by an Evaluator and the Notify of Appointment will appear in this section This is the user s computer monitor or Video Display Terminal This option is found in Calendar and is used to schedule a Pre- Conference, Observation, Evaluation, or Post-conference on the user s calendar. The new entry has the option to notify the person July 28, 2012 v 2.0 Kelly Touch 4

5 Notes (Post) Notification/Message Observation Observation Overview Observation Tab Observer OE Plan Post-conference Pre-conference Professional Development Plan Profile Profile Tab for whom the appointment is intended. This field is located at the bottom of the Observation page and is used to keep notes of items noticed but necessarily relevant to the observation. The observer has the option to make his/her notes to others on the submitted observation. see Message Notification The observance by an administrator or a teacher of a teacher or a student, respectively, to determine if particular indicators are present in order to successfully fulfill necessary competencies Overview of all pertinent details about an observation, including start time, end time, competencies assessed and indicators achieved. This is the main tab located on the Home page which takes you to the Observation New page and provides access to the sub-tabs for Observation, Plan, and Totals The person performing the Observation; either a Walk Through (short) or (long) observation and completing the Script to Score portion of the observation. See Observer Evaluation Teacher development plan based on the results on past evaluations and observations This process must be completed within five school days of the long (extended) observation. Following the observation the observer reviews each domain in the Plan to determine if Step Up performance factors will be applied and summary notes added. Once completed, the teacher must be presented with written and oral feedback from the evaluator. The post conference can be ed to the teacher following the one-on-one meeting. Planning performed prior to completing an observation; may or may not include the person being observed. A pre-conference is not mandatory. A plan to help teacher s performing below expected standards to achieve success. The plan may include additional observations beyond the minimum requirement to assist the evaluator in developing a plan for the teacher. May also be used as a tool by teachers who strive to improve their performance by establishing performance goals and completing personal assessments. A component of the OWN IT! application that allows the user to place pertinent information pertaining to their years in education, personal photo, password changes, and access to the Activity option which included historical non-classroom related activity. The third tab located on the home page above the Dashboard July 28, 2012 v 2.0 Kelly Touch 5

6 Resume Observation Return to Profile Rise Rubric Save School-wide Learning Measure Script Script to Score Search Profile Secondary Evaluator Return to the Observation in progress Save the Observation and return to the Home page RISE is a quality system model that can be used in its entirety or as a model to develop evaluation systems that represents excellence in instruction and serves to guide teacher development. Designed by the Indiana Teacher Evaluation Cabinet, its purpose is to provide a model evaluation system focused on good instruction and student outcomes, and was designed to be fair, accurate, transparent, and easy to use. It is based on three core beliefs: Nothing we can do for our student s matters more than giving them effective teachers. Teachers deserve to be treated like professionals A new evaluation system will make a positive difference in teacher s everyday lives. ( Are the established competency and indicators specific to the Teacher Effectiveness Rubric and each rubric contains a scoring component established by the school corporation. The evidence collected in the observation is matched to the appropriate competency and indicator referred to as Script to Score. The icon used to save information entered into the OWN IT! application. An accountability model applied to all teachers and is a component of their evaluation. This score is mandated by the state and is based on several metrics of the schools overall performance. Scores consist of an A-F grading system. All teachers in the same school will receive the same rating/score which becomes part of the Summative total as follows: A = 4 B = 3 C = 2 D/F = 1 Specific user profiles assigned for test in the Test environment on a new promotion to the OWN IT! application. The tester is required to test all components outlined in the specific script. The process used to match evidence collected in the observation to the applicable competency and indicator. See also Rubric Function that allows user to view the profiles of all teachers who have been observed May perform Short or Long (extended) observations as well as work with teachers to set Student Learning Objectives. The data from the secondary evaluator is passed on the primary evaluator and is used in the Summative rating. The purpose of a secondary evaluator is to provide multiple perspectives on a teacher s performance, which is July 28, 2012 v 2.0 Kelly Touch 6

7 Short(S) Observation SLO SOP Standard Operations Procedure Start Observation Step Up Student Learning Objectives (SLO) Submit Sub-Tabs (Observation, Plan, Totals) Summative SWL Teacher Effectiveness Rubric TER beneficial to both the evaluator and the teacher. A short observation last a specific amount of time designated by the school district (10 minutes) and is not announced. There are no conferencing requirements however a post conference should be scheduled if there are any areas of concern. A teacher must receive feedback following a short observation. For example, the State of Indiana requires feedback must occur within two school days. See Student Learning Objectives Standard Operations Procedure Refer to processes pertaining to specific policy and procedure as required by Kelly Touch systems and the OWN IT! application. Specifically designates the time period when an observation started and ended This appears in the Plan post-conference domains after an observation has been saved. These are specific actions a teacher can take to improve on a given indicator. A Step-Up is not required and is never applied to an Indicator in which the teacher has scored Highly Effective. Only one Step Up can be assigned at a time and a date that the Step Up is expected to be achieved can also be indicated. A Step Up must be applied prior to submitting the observation as a permanent record. Used to measure the student s progress toward specific learning goals; this includes measurements that are accurate, valuable and timely, fair, consistent, and flexible. The goal is to assess both achievement and growth based on common assessments. For teachers who have a Growth Model rating the SLO serves as additional measures. For those teachers who do not have a Growth Model, the SLO will form the basis for the student learning measure of their evaluation. These scores are reflected in the Summative portion of the evaluation. Commits the Observation as a permanent record Accessed form the Observation tab found on the Home page. This area contains totals to date on submitted Observations. The Summative page includes drill downs to data from the District Total to the individual teacher, and evaluators. The depth of the viewable information is based on the User Type. It includes all four content areas applicable to the end-of-year teacher evaluation. see School-wide Learning Measure The rubric used in Script to Score which is determined once Evidence is collected on an observation and matched to the applicable Indicator. This results in the Teacher Effectiveness Score see Teacher Effectiveness Rubric July 28, 2012 v 2.0 Kelly Touch 7

8 The Kelly Touch Threshold User Central Office User Evaluator User School Administrator User Secondary Evaluator User Super Administrator User Teacher Walk Through Weighting of Measures Welcome User Link dba Kelly Touch Based on two or more submitted observations the user is able to determine how many indicators are at each level or threshold; 4 and below, 3 and below, 2 and below, 1 and below Has all Observation and Summative access with specific details to District Performance. Is considered a primary evaluator. He/she is responsible for tracking the evaluation, setting goals for development, and completing at least one long and one short evaluation on assigned teachers. Additionally, evaluators will evaluate all observations on their respective teacher(s) and determine the summative rating. They are responsible for the final rating and end-of-year conference. The person(s) responsible for the school corporation and all levels below. This user has full access to all components, including Summative May perform Short or Long (extended) observations as well as work with teachers to set Student Learning Objectives. The data from the secondary evaluator is passed on the primary evaluator and is used in the Summative rating. The purpose of a secondary evaluator is to provide multiple perspectives on a teacher s performance, which is beneficial to both the evaluator and the teacher. Reserved for School Corporation Information Technology I/T agents responsible for the Administration of the School Corporation template and technology Access to Calendar, Profile, Activity, Message This is the first component located in the Observation evaluation and is used primarily for the short observation process. It may also be used with a long observation. This content area contains three groups of teachers, each with a separate weighted measurement: Group 1: Teachers who have individual growth model data for at least half of the classes taught Group 2: Teachers who have individual growth model data for fewer than half of the classes taught(but at least one class with growth model data) Group 3: Teachers who do not teach any classes with growth model data Located in the Header and will take you to the Home page or Profile? July 28, 2012 v 2.0 Kelly Touch 8