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Sep 132013
 

By Julie Wiessner
During Tuesday evening’s Holbrook School District Governing Board meeting, most of the discussion centered on the new teacher effectiveness performance evaluation system. The board adopted the system in a previous meeting to meet new requirements by the state, which mandate part of a teacher’s evaluation should be based on the academic outcomes of that teacher’s students.
Board member Linda Yazzie asked, “Will you be keeping baseline data on teachers to show growth?”
Superintendent Dr. Robbie Koerperich replied, “We will have to tell the board at this time next year about that data. A big thing about this evaluation system is that now, every year every teacher will be evaluated.
“In the past, we would have the more experienced teachers that had already received a good evaluation, wait a couple of years before being evaluated again.”
Board President Olivia Jacquez asked, “If a teacher gets an ineffective rating, will that teacher receive mentoring or other help in order to bring up their rating?”
Koerperich replied, “Yes, there is an array of things we can use to help teachers improve, from feedback of informal classroom observations, having that teacher go and observe other teachers in their classrooms, and many other actions that can be taken in order to help that teacher improve.”
Board member Rick Nichols asked, “Even if a teacher is already rated a highly effective teacher, do you still have to evaluate them?”
Koerperich said, “We are not out to get anyone. What we do have is a level of concern if we see a blatant misuse of instructional time.”
Jacquez said, “More importantly is that the evaluation is now based on or tied to student achievements.”
Koerperich responded, “Yes, 34 percent of a continuing teacher’s evaluation is now based on students’ growth.”
There are six other categories teachers are evaluated in, each category carrying a weight of 11 percent, including professional knowledge, instructional planning, instructional delivery, assessment of/for learning, learning environment and professionalism.
Jacquez asked, “Can we change our teacher evaluation tool if we don’t like it?”
Koerperich replied, “I would not recommend that it be changed at this time. We need to see how it works for a year and maybe revisit it at the beginning of next year.”
At the end of discussion, the board approved the Dr. Stronge Teacher Effectiveness Performance Evaluation System Model for all certified teachers during the 2013-14 school year evaluation cycle.

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