Leander Independent School District might use a new method to evaluate the teachers and principals each year to restructure improvement recommendations.
During the school board’s last meeting, members reviewed learning, evaluation and development System processes for teachers and principals.
According to board documents, Leander ISD created a steering committee in 2015, formed to make recommendations for a local appraisal system of the district’s teachers. The LEADS program is what resulted, including a rubric to evaluate teachers and the cycle, which puts emphasis on growth. A Leadership Development Committee was created in 2016 to implement a shared vision of campus leadership and establish the principal evaluation tool.
Jennifer Andjelic, Leander ISD’s executive director of instruction and professional learning, explained the process to the board.
“The cycle starts with self-assessment, which takes place prior to the summative conference, where the teacher will self-assess using the LEADS
rubric in order to determine areas for growth,” Andjelic said.
Seventeen dimensions are incorporated in the evaluation within four domain: instruction, planning, learning environment and professional practices and responsibilities.
“Each teacher will set two goals each school year, one being the personally related goal with the self-assessment on the rubric, and the other being the SLO, which is set at the beginning of the school year and can easily align with the campus improvement plan,” Andjelic said. “Looking a little more closely at the SLO, a teacher will make assessments based on student-targeted skill profile. Teachers are rated on the quality of the SLO, the targeted profile and the student performance as it related to projected outcomes.”
Principals would follow a similar cycle, with their goals being student progress and professional practice.
Andjelic said each teacher has an appraiser, the appraiser being the principal, assistant principal or dean of instruction —who would visit with the teachers throughout the year. At the end of the year, the appraiser would share their results of the evaluation with the teacher and give feedback on potential growth and improvement.
“The appraiser will discuss ratings, attainment of goals and professional learning for the upcoming school year,” she said. “It is our ultimate goal for principals to be in classrooms and for all teachers to receive timely and actionable feedback throughout the course of the year.”
After teachers receive their rating at the end of the school year, with rating ranging from “improvement needed” to “distinguished,” they would have conversations about rooms for improvement.
“All probationary teachers would be on cycle all year,” Andjelic said.
“Your best teachers are the worst critics of themselves,” Matt Smith, LISD’s Chief Academic Officer, said.
This item was just for presentation purposes. It will be considered for approval later this month.