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    This document provides guidance on teacher assessment and performance management. It discusses filling out rubrics and checklists to document teacher performance, and differentiating between areas needing improvement versus deficiencies. It also outlines processes for performance concerns including Notices of Performance Concern (NPCs) and Memorandums of Directive (MODs), and notes the roles of coordinators, principals, and HR in performance management. Key contacts are provided for questions.

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    This document provides guidance on teacher assessment and performance management. It discusses filling out rubrics and checklists to document teacher performance, and differentiating between areas needing improvement versus deficiencies. It also outlines processes for performance concerns including Notices of Performance Concern (NPCs) and Memorandums of Directive (MODs), and notes the roles of coordinators, principals, and HR in performance management. Key contacts are provided for questions.

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    18 views1 page

    Untitled 19

    Uploaded by

    api-272111957
    This document provides guidance on teacher assessment and performance management. It discusses filling out rubrics and checklists to document teacher performance, and differentiating between areas needing improvement versus deficiencies. It also outlines processes for performance concerns including Notices of Performance Concern (NPCs) and Memorandums of Directive (MODs), and notes the roles of coordinators, principals, and HR in performance management. Key contacts are provided for questions.

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    of 1

    Managing the Marginal

    You!CAN!write!directly!on!the!rubric!in!order!to!transfer!your!evidence!over!
    to!the!rubric.!
    Possibly!open!up!two!windows!with!the!checklist!in!one!and!the!rubric!in!the!
    other!so!that!you!can!flip!back!and!forth.!
    Before!you!taught!this!class!again,!what!changes!did!you!make?!

    !
    Assessment(of(Teaching(Practice((p.21(in(manual):(
    Need!to!fill!out!all!three!boxes.!!
    Areas!Needing!Improvement!does!NOT!represent!deficiency!
    Usually!only!have!the!Summary!of!Teaching!Performance!filled!out!and!fill!
    out!the!next!2!boxes!together.!
    Use!teacher!NOT!administrator!centered!language,!Julie!wanted!to!rather.!
    Get!it!done!for!the!most!part,!tell!them!you!are!going!to!clean!it!up!and!form!
    share!it!with!them!for!them!to!make!sure!it!captures!our!conversation.!
    !
    NPC/MOD((Kay(Byers):(
    Notice!of!Performance!Concern!(NPC)!!Domain!1:3!
    o NPC1!!resources!and!helps!for!that!person!to!grow!(1!Qtr!to!1!
    Semester)!
    o NPC2!!more!resources,!time!&!a!more!formaizlied!process!
    o Recommendation!to!HR!(1!Qtr.!To!1!Semester)!
    o May!accept!assistance!in!Intensive!Assistance!(a!little!longer)!
    Memorandum!of!Directive!(MOD)!!Domain!4!
    o Might!be!someone!who!is!not!coming!to!work!on!time!for!example.!!!
    o Not!!a!lot!of!remediation,!need!to!do!now!!
    More!training!will!be!available!during!the!school!year.!
    Call!Kay!Byers!or!Linda!Hix!to!develop!plans!when!
    The!Courage*Work!
    !
    o You!see!standards/behaviors!that!are!not!being!
    ~!Bess!Scott!
    met!
    !
    ! Do!this!in!writing!for!documentation!
    ! Put!them!on!summative!even!if!they!are!year!1!or!2!
    !
    If!you!are!having!trouble,!as!a!coordinator,!bring!in!the!principal!as!the!coordinator!
    is!at!the!same!teacher!pay!scale!level.!
    !
    !
    !
    QUESTIONS:(
    Jesse!Stilwater!
    jstilwa@lps.org!
    436:1586!or!Ask!HR!link!

    Appraisal(Training((LPSDO)((7/15/2014(and(7/16/2014(

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