Transcript Annual Teacher Performance Ratings – Comparisons and Trends

Library Media Specialist
Evaluator Training
August 2010
Library Media Education Dept, C&I
Andy Spinks, Supervisor
Evaluation Systems Office, HR
Jan Holley, PHR, Director
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Library Media Specialists
Research has
shown that
strong library
media programs
directly impact
student
achievement
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Library Media Specialists
The achievement
impact of the
program is primarily
determined by the
job performance of
the library media
specialist (LMS)
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Agenda
 Cobb Keys Model & Research Basis
 LMS Job Expectations

Performance Rubric (Standards & Elements)

Defined Role vs. “Other Duties as Assigned”
 Overview of LMS Evaluation Process

Instructional Observation

Documentation Review

Annual Evaluation
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Framework for New Evaluation System
 Cobb Keys Evaluation System is based on a
growth and accountability model
 LMS Evaluation System has been revised to
align with Teacher evaluation system
 Performance expectations are aligned with
research on student achievement
 Levels of proficiency are designed to provide
room (and direction) for even the best LMS
to grow
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Performance Rubric
& Examples of Evidence
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LMS Performance Rubric
 Four Performance Standards, 16 Elements

Curriculum and Planning (4 Elements)

Standards-Based Instruction (4 Elements)

Instructional Environment (3 Elements)

Program Leadership (5 Elements)
Examples of evidence are
just that, examples.
This is NOT a checklist!
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LMS Performance Rubric
CURRICULUM AND PLANNING (CP)
The LMS plans for the effective use of
library media resources in supporting the
curriculum and addressing the needs of the
school population.
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LMS Performance Rubric
Elements: Curriculum and Planning (CP)
 CP 1 The LMS selects and orders library media resources
that support the school’s curriculum, needs, and
population.
 CP 2 The LMS organizes the library media facilities and
resources in a way that maximizes their accessibility and
effectiveness.
 CP 3 The LMS maintains and manages the school library
media automation system.
 CP 4 The LMS collaborates with teachers to plan
instruction that uses library media resources to
address content-area curriculum standards.
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LMS Performance Rubric
STANDARDS-BASED INSTRUCTION (SBI)
The LMS uses research-based practices to
help students and staff achieve 21st century
information literacy.
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LMS Performance Rubric
Elements: Standards-Based Instruction (SBI)
 SBI 1 The LMS collaboratively teaches 21st century
information literacy to help students master contentarea curriculum standards.
 SBI 2 The LMS uses instructional tools and practices that
are effective and engaging.
 SBI 3 The LMS collaborates with classroom teachers to
use assessment tools to monitor student progress and
adjust instruction.
 SBI 4 The LMS instructs students and staff in the legal
and ethical use of information.
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LMS Performance Rubric
INSTRUCTIONAL ENVIRONMENT (IE)
The LMS creates a safe, productive, collaborative,
and inviting learning environment that fosters a
sense of community and personal responsibility to
ensure that students maximize learning.
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LMS Performance Rubric
Elements: Instructional Environment (IE)
 IE 1 The LMS establishes rules, practices, and procedures
that support a positive, productive learning environment
in the library media center.
 IE 2 The LMS maintains an inviting atmosphere in the
library media center that welcomes all members of the
school community, fosters a sense of community and
belonging, and provides equitable access to library
media resources.
 IE 3 The LMS maintains a flexible schedule to maximize
access to library media center resources.
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LMS Performance Rubric
PROGRAM LEADERSHIP (PL)
The LMS leads and manages the library media program
in a way that maximizes its effectiveness.
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LMS Performance Rubric
Program Leadership (PL)
 PL 1 The LMS manages the library media budget, ensuring that
allotted funds are expended in a timely and appropriate manner.
 PL 2 The LMS provides leadership for and manages the activities
of the library media center staff.
 PL 3 The LMS provides leadership in the use of information
resources.
 PL 4 The LMS ensures that the library media program (including
its services, policies, and procedures) is evaluated and revised on
an ongoing basis to ensure its effectiveness.
 PL 5 The LMS promotes the library media program to all
stakeholders.
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Role of the LMS vs. “Other Duties as Assigned”
Schools are more short-staffed than ever, but principals
must carefully consider the student achievement
“opportunity costs” when deciding how to allocate staff

Technology Support

Technology Inventory

Accelerated Reader

Morning Broadcast
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Overview of Evaluation Process
Aug- • Orientation Conference
Sept
• Instructional Observation(s)
Sept- • Observation Feedback Conference(s)
Feb
Feb
March
• Documentation Review Conference
• Annual Evaluation Conference
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Preparation and Orientation
 Review the “Library Media Programs and
Student Achievement” research summary
 Review the Performance Evaluation Instructions
and the Performance Rubric
 Hold an Orientation Conference with the LMS to
ensure mutual understanding of performance
expectations and evaluation process

High Schools can do this with both people, unless
one requests a private conference
 Ensure that other members of the A-team have
a common understanding of the role and
expectations of the LMS
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Instructional Observation
& Feedback Conference
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Instructional Observation
Scheduling Observations
 LMS must be doing whole-class instruction
 Instruction should be co-planned with
classroom teacher, so LMS will need to let
you know in advance when these
observation opportunities will occur
 Thirty minute observation (minimum)
 Two observations are required if the LMS has
3 yrs or less total library media experience
 Observe early and often, especially if you
have performance concerns
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Instructional Observation
Conducting Instructional Observations
 Use the Instructional Observation Form to document
 Record your observations as you are observing

YES = you saw it

NO = you did not see it, but you expected to see it
and made sure to look for it

NA = you did not see it and didn’t expect to see it
 Use the form to help guide your observation

Focus on items without an “NA” option

Take specific notes, especially for any item
marked “NO”
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Observation Feedback Conference
 Remember that the purpose of the
evaluation process is to help them grow
professionally
 The Observation Feedback Conference, in
particular, should be thought of as employee
“Assessment For Learning”
 Discuss any areas that might need special
attention during the Documentation Review
Conference
 Ask the LMS what kinds of support you might
provide to help them improve
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Documentation
Review
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Documentation Review Conference
 Many elements of the LMS role cannot be evaluated
through instructional observation alone
 This conference gives the evaluator and LMS an
opportunity to review other evidence of performance
 Essentially a “portfolio assessment” of the library media
specialist’s work
 Should take place toward the end of the evaluation cycle,
but not at the last minute
 May be combined with an observation feedback
conference, but this is not recommended
 May NOT be combined with the
Annual Evaluation Conference
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Examples of “Documentation”
 LMC Calendar, Schedule, or Sign-up book
 Collaborative Instructional Plans
 Example assessments or assessment data
 Examples of student work
 Newsletters, flyers, blog posts, website, and
any other promotional or informational
materials
 Photos or descriptions of library media
events, programs, or promotions
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Examples of “Documentation”
 Library Media committee minutes
 Surveys or other evidence of
 Destiny circulation reports
 Destiny collection analysis reports
 Budget tracking spreadsheet
 Documentation of individual student visits
 Tables, graphs, or other quantitative
summaries of any of the above
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Documentation Review Conference
 Use the Documentation Review Form to record your
findings
 Complete the electronic form during the meeting
 Yes, No, and NA work the same
 Use the form to help guide your conference

Focus on items without an “NA” option
 Take the time to examine all the materials the LMS
brings to the conference

Give them a chance to show you what they do

Take specific notes, especially for any item
marked “NO”
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Documentation Review Conference
 If there are items on the form you feel
should be marked “NO,” be sure to discuss
these with the LMS before finalizing the form
 Comments are required for any “NO” items
 It is not necessary to copy or retain the
documents the LMS brings to the
conference, only the form
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Annual Evaluation
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Annual Evaluation Process
Completing the Annual Report Form
 Assign a rating to each Performance Standard
NEW Rating Scale
Proficient: Highly competent, skilled, an expert
Emerging:
Evolving, showing new or improved development
Not Evident: Not easy to see; not obvious
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Annual Evaluation Process
Commentary is required for each standard, so help your
LMS grow by giving thoughtful, meaningful, personalized
commentary – no cut-n-paste!
 Relate comments to the Standard
 Support the assigned rating
 Honestly address performance
 Acknowledge recent growth and future potential
 In areas where improvement is needed, provide
specific recommendations for growth
 In areas where the LMS shines, provide specific praise
 Show that you understand the scope
of what they do!
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Annual Evaluation Process
Professional Duties & Responsibilities (PDR)
2. Maintains accurate records of library media
materials using Destiny Library Manager
3. Manages the media materials allotment and other
accounts according to district guidelines
4. Protects patron privacy and maintains
confidentiality regarding student and records
information
5. Complies with the policies,
procedures, rules, and guidelines
of the school, district, and state
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Evaluations Deadline!
This includes:
 Observations
 Feedback conferences
 Documentation Review
OCGA 20-2-210 –
In compliance with Georgia  Completion of annual reports
law, ALL certified
 Annual evaluation conferences
evaluation activity must
 Library Media Specialists,
be completed prior to
Teachers, and paraprofessionals
April 1, 2011!
IMPORTANT!!!
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All Certified Employees
Professional Development Plans (PDP)
 HR’s Employee Relations Department oversees the
implementation of Professional Development Plans
(PDP) to support certified employees with
performance deficiencies
 Contact John Adams, Director
 Contact Andy Spinks, Supervisor
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