NIFL-ASSESSMENT 2005: [NIFL-ASSESSMENT:1005] Re: Teacher assess

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From: Marie Cora (marie.cora@hotspurpartners.com)
Date: Tue Mar 22 2005 - 12:25:12 EST


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From: "Marie Cora" <marie.cora@hotspurpartners.com>
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Subject: [NIFL-ASSESSMENT:1005] Re: Teacher assessment
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Hi Maureen,

This sounds like a well-rounded process.  I really like that the
performance goals are the first thing that you start with.  Actually,
for me this is sort of a parallel structure to classroom curriculum,
which is really great because then your whole program (the students and
the teachers experience) is structured in the same way. You're right
that the staff dev. and the evaluation are linked together.  Maybe after
a while, teachers will get used to it and it will become more routine. 

How do the peers evaluate each other?  Are they able to observe each
other?  Or do they work together?

Thanks,
marie

-----Original Message-----
From: nifl-assessment@nifl.gov [mailto:nifl-assessment@nifl.gov] On
Behalf Of Maureen OBrien
Sent: Monday, March 21, 2005 10:31 AM
To: Multiple recipients of list
Subject: [NIFL-ASSESSMENT:999] Re: Teacher assessment


Marie, thank you for responding to my email.

What follows is the content of our NDEC Peer Evaluation Form.
                       
1. Agree on two to three performance goals with activities for this
year. These should include the major elements of your job description,
taking into account NDEC agency goals and priorities, your department
goals, and your own personal professional goals.(For each goal, three
specific activities are determinded.)

2. Write your staff development goal(s) for this year:
Goal: What do you want to learn?
How: How will you learn it?
NDEC workshop: Do you want us to organize a teacher sharing session or
in-house staff development workshop on this topic?


3. (To be completed at end of school year) Peer review of job
performance: review progress on previously established goals and
activities. For each goal and its activities address the following
questions as appropriate: Did your partner achieve the goals as
established? Was the activity successful? Why wasn't the goal reached?
Why wasn't the activity successful? What were major accomplishments?

As for challenges, looking upon the process as 'routine' may be the
biggest challenge. i.e. another form to be passed in. Some strengths of
using a process like this is that staff development and staff evaluation
are effectively linked.  

I look forward to hearing from you again,
Maureen O'Brien
NDEC Boston



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