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Here are five specific approaches to redesigning meaningful evaluation systems toward improving teachers’ practice. 1. Streamline and implement tools flexibly. Current evaluation rubrics are simply too big—observers can’t provide meaningful feedback to teachers on dozens of indicators based on a few 30- to 60-minute observations.
Strong teacher evaluation systems, when paired with supports and incentives, are designed to do the following: 1) Provide a more valid measure of teacher quality by distinguishing between teachers at different performance levels; 2) Recognize strong teachers and keep them in the classroom; 3) Encourage consistently less effective teachers to ...
In this comprehensive guide, we’ll explore everything you need to know about teacher evaluations, from their benefits and challenges to best practices for creating an evaluation system that genuinely supports educators.
A comprehensive teacher assessment and evaluation system should have two distinct components: 1) ongoing, consistent, formative assessments of performance for the sole purpose of fostering professional growth and improved practice; and 2) periodic summative evaluations of teacher performance for the purpose of approving continued employment.
Teacher effectiveness is often defined as the ability to produce gains in student achievement scores. This prevailing concept of teacher effectiveness is far too narrow, and this guide presents an expanded view of what constitutes teacher effectiveness.
Teacher evaluation is a vital element in improving student learning outcomes. It is concerned with gathering evidence from a range of sources that inform on teacher performance and using this to support improvements in practice. This is sometimes referred to as performance review, teacher appraisal or teacher assessment.
This overview covers teacher evaluation and includes information on evaluation models, controversies, research, and reform trends.