1. PersonnelEvaluation SystemsDecember 28, 2012

2. Why is it important? To improve teacher and school administrator performance by focusing on what matters most in teaching and leadership practices The evaluations include multiple indicators and web-based tracking and reporting of results

3. BOE Policy on Performance EvaluationSystem for Teachers (adopted June 27, 2011)Purpose: To assess classroom teachers in relation to the CNMI Public School System professional teaching standards and to design a plan for professional growth. The Performance Evaluation shall be conducted on a yearly basis, on the respective classroom teachers anniversary date. The principal or designee will conduct the evaluation process in which the teacher will actively participate through the use of self-study assessment, reflection, presentation of artifacts, and classroom demonstration

4. Process1. Training before participating in the evaluation process, all teachers, principals, designated evaluators, and a peer evaluation must complete training on the evaluation process2. Orientation within 3 weeks of a teachers first day of work in any school year, the principal will provide the classroom teacher with a copy of or directions for obtaining access to a copy of The Rubric This policy; and A schedule for completing all the components of the evaluation process Copies may be provided by electronic means

5. 3. Teacher Self-Assessment shall rate his or her performance at the beginning of the year and reflect on his or her performance throughout the year4. Pre-Observation Conference The first observation shall be formal, announced observation; before the first observation, the principal shall meet with the teacher to discuss the teachers self-assessment based on the Rubric for Evaluating CNMI PSS Teachers; the teachers most recent professional growth plan, and the classroom demonstration observed. The teacher will provide the principal with a written description of the lesson (s). The goal of this conference is to prepare the principal for the observation. Pre-observation conferences are not required for subsequent observations.

6. 5. Observations A formal observation shall last at least an entire class period New teachers (0-4 years) 3 formal observations and one peer to peer Seasoned teachers (5 and up) an evaluation cycle for this group of teachers must be developed to include one formal observation annually. May adjust the schedule for the summative evaluation of a seasoned teacher whenever it is deemed necessary; at least 2 observations during the employment contract of the teacher

7. 6. Post Observation Conference No later than ten days after the observation Shall discuss the document on the Rubric, the strengths and weaknesses of the teachers performance during the observed lesson7. Summary Evaluation Conference and Scoring the Teacher Summary Rating Form Shall be done prior to the end of the school year and in accordance with the timelines shall discuss the teachers self-assessment, the teachers most recent Professional Growth Plan, the components of the CNMI PSS Teacher Evaluation Process completed during the year, classroom observations, artifacts submitted or collected during the evaluation process and other evidence of the teachers performance on the Rubric

8. Conclusion Give a rating for each Element in the Rubrics Make a written comment on any Element marked non demonstrated Give an overall rating of each Standard in the Rubric Provide the teacher with the opportunity to add comments to the Teacher Summary Rating Form Review the completed Teacher Summary Rating Form with the teacher Secure the teachers signature on the Record of Teacher Evaluation Activities and Teacher Summary Rating Form Submit the completed evaluation form to Human Resource Office. The completed Teacher Evaluation Rating forms and justification for renewal are to be attached to employment contract renewals for all teachers.

9. Three Types of Growth PlansIndividual Growth Plans: Is rated Proficient on all the Standards on the Teacher Summary Rating FormMonitored Growth Plans Is rated Developing on one or more Standards on the Teacher Summary Rating Form and he or she; Is not recommended for dismissal or nonrenewal a timeline which allows the teacher one school year to achieve proficiencyDirected Growth Plans Is rated not demonstrated on any standard on the teacher summary rating form; or developing on one of more standards on the teacher summary rating form for two consecutive years; and Is not recommended for dismissal or non-renewal a timeline for achieving proficiency within one school year

10. Evaluation System-School Administrators

11. BOE Policy on Performance EvaluationSystem for School Administrators(adopted June 27, 2011)Purpose: To assess school administrators in relation to the CNMI Public School System professional teaching standards and school administrator leadership standards and to design a plan for professional growth. The Performance Evaluation shall be conducted on a yearly basis, on the respective School Administrators anniversary date. The Commissioner of Education or designee will conduct the performance evaluation process in which the principal will actively participate through the use of self- study assessment, reflection, presentation of artifacts, and supervisory and administrative performance requirements.

12. Process1. Training before participating in the evaluation process, all principals and peer evaluators must complete training on the evaluation process2. Orientation within 6 weeks of the principals first day of work in any school year, the Commissioner of Education or designee will provide the school administrator with a copy of or directions for obtaining access to a copy of The Rubric This policy A schedule for completing all the components of the evaluation process Copies may be provided by electronic means

13. 3. School Administrator Self-Assessment Administrator shall rate his or her own performance at the beginning of the year and reflect on his or her performance throughout the year4. Pre-Observation Conference The first observation shall be a formal and announced observation before the first observation, the Commissioner shall meet with the principal to discuss the principals self assessment based on the Rubric for Evaluating CNMI PSS School Administrators; the school principals most recent professional growth plan, and the supervisory and administrative performance observed. The school principal will provide the Commissioner of Education with a written description of the supervisory and administrative performance activities. The goal of this conference is to prepare the COE for the observation. Pre-observation conferences are not required for subsequent observations.

14. 5. Observations A formal observation shall last at least 2 hours New school administrators (0-4) 3 formal observations and one peer to peer observation to be performed annually Seasoned school administrators (5 and up) an evaluation cycle for this group of school administrators. The schedule may be adjusted for the summative evaluation of a seasoned school administration whenever it is deemed necessary; at least 3 observations are required during 2 year employment contract.6. Post Observation Conference shall be conducted no later than ten days after the observation. shall discuss the document on the Rubric, the strengths and weaknesses of the principals performance during the observed principal performance

15. 7. Summary Evaluation Conference and Scoring the School Administrator Summary Rating Form Shall be done prior to the end of the school year and in accordance with the timelines shall discuss the principals self-assessment, the principals most recent Professional Growth Plan, the components of the CNMI PSS School Administrator Evaluation Process completed during the year, supervisory and administrative activities observations, artifacts submitted or collected during the evaluation process and other evidence of the principals performance on the Rubric

16. Conclusion Give a rating for each Element in the Rubrics Make a written comment on any Element marked non demonstrated Give an overall rating of each Standard in the Rubric Provide the teacher with the opportunity to add comments to the School Administrator Summary Rating Form Review the completed School Administrator Summary Rating Form with the Principal; and Secure the principals signature on the Record of School Administrator Evaluation Activities and Principal Summary Rating Form Submit the completed evaluation form to Human Resource Office. The completed School Administrator Evaluation Rating forms and justification for renewal are to be attached to employment contract renewals for all principals.

17. Three Types of Growth PlansIndividual Growth Plans: Is rated Proficient on all the Standards on the School Administrator Summary Rating FormMonitored Growth Plans Is rated Developing on one or more Standards on the School Administrator Summary Rating Form and he or she; Is not recommended for dismissal or nonrenewal a timeline which allows the principal one school year to achieve proficiencyDirected Growth Plans Is rated not demonstrated on any standard on the School Administrator summary rating form; or developing on one of more standards on the School Administrator summary rating form for two consecutive years; and Is not recommended for dismissal or non-renewal a timeline for achieving proficiency within one school year

18. McRel Websitehttps://mxweb3.media-x.com/home/cnmipss/Username: your employee numberPassword: 123456 (default password)Who can I contact if I have questions?customercare@mcrel.orgFAQs is available at the mxweb website.Webinars can be scheduled for training.

19. Data Report-Classroom TeachersSchool Year 2011-2012236 observations302 evaluations attempted but only 64 evaluations completedSchool Year 2012-201326 observations2 evaluations completed****All evaluations should be inputted by the end of the school year.

20. What are the challenges in completing the evaluation systems?