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NEW HAVEN PUBLIC SCHOOLS Teacher Evaluation and Development in NHPS, 2011-12 School Year

NEW HAVEN PUBLIC SCHOOLS Teacher Evaluation and Development in NHPS, 2011-12 School Year

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Published by Peter C. Cook
NEW HAVEN PUBLIC SCHOOLS Evaluation and Development in NHPS, 2011-12 School Year
October 2012

New Haven, A City of Great Schools

1

Key Outcomes of the 2010-2011 Process
OUTCOME 1 Top-to-Bottom Evaluation and Development: Successful implementation of evaluation and development in 2011-2012, for teachers, principals/assistant principals, and central office instructional staff, marks the sustainability and durability of the New Haven approach Supportive & Developmental: The evaluation processes
NEW HAVEN PUBLIC SCHOOLS Evaluation and Development in NHPS, 2011-12 School Year
October 2012

New Haven, A City of Great Schools

1

Key Outcomes of the 2010-2011 Process
OUTCOME 1 Top-to-Bottom Evaluation and Development: Successful implementation of evaluation and development in 2011-2012, for teachers, principals/assistant principals, and central office instructional staff, marks the sustainability and durability of the New Haven approach Supportive & Developmental: The evaluation processes

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Published by: Peter C. Cook on Oct 17, 2012
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New Haven, A City of Great Schools
Evaluation and Development in NHPS,2011-12 School Year
October 2012
1
N
EW
H
 AVEN
P
UBLIC
S
CHOOLS
 
 
New Haven, A City of Great Schools
Key Outcomes of the 2010-2011 Process
2
O
UTCOME
1Top-to-Bottom Evaluation and Development:
Successfulimplementation of evaluation and development in 2011-2012, for teachers, principals/assistant principals, and central officeinstructional staff, marks the sustainability and durability of the
New Haven approach
O
UTCOME
2Supportive & Developmental:
The evaluation processescontinues to encourage the development and improvement of professional staff, as reflected both in feedback from participantsand in growth from identified staff 
O
UTCOME
3Consequential:
The evaluation process continues to have fair and balanced consequences, in particular maintaining theprecedent of separation of low performers
Strategic Challenges:
Through the Professional Educators Program, the districtwill be taking on the challenge of strengthening the evaluation and development
program, and of ensuring the process is relevant and significant in the career 
development of educators.
 
New Haven, A City of Great Schools3
Vision for Transforming the
School System…
 
Students learning through meaningful and coherent experiences in individual classrooms 
, among differentclassrooms, and in the rest of their lives
Schools as the centers for learning, where teams of adultstake
collective and empowered responsibility for students 
,
working separately and together 
to move students from
where ever they start to thehighest performance levels,collaborating without fault
The district and schools acting tosupport
development,
innovation,and adaptation, both by schoolsand by individuals
…Leads to Vision
for Talent Management
 
The district will attract, develop, and retain the
highest caliber educators by managing instructional
staff as professionals to encourage collaboration,empowerment, and responsibility for 
outcomes, by…
 
Prioritizing coaching and development throughprofessional feedback relationships with
managers, encouraging concrete feedback and
using periodic professional growth conferencesrather than formulaic visitations;
Incorporating student growth as measured byobjective assessments as a factor in evaluations,in a way that encourages ownership of learning
results and collective focus on student outcomes;
and
Making careful consequential decisions, includingvalidating evaluation judgments and prioritizingplacements and development opportunities
Principles of NHPS Talent Management

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