IPA Presentation, Danielson Framework - PJ Caposey
•Transferir como PPTX, PDF•
3 gostaram•1,084 visualizações
Changing School Culture Using the Danielson Evaluation Framework
Recomendados
Mais conteúdo relacionado
Mais procurados
Mais procurados (20)
Destaque
Destaque (13)
Semelhante a IPA Presentation, Danielson Framework - PJ Caposey
Semelhante a IPA Presentation, Danielson Framework - PJ Caposey (20)
Mais de PJ Caposey
Mais de PJ Caposey (20)
Último
Último (20)
IPA Presentation, Danielson Framework - PJ Caposey
- 1. Changing School Culture Through the Danielson Framework for Teaching PJ Caposey
- 3. BIG IDEAS • • • • Analyze Culture De-code the Framework Create a system Encourage Personal PD
- 4. Poll 1 Poll 1 How would you assess your level of confidence using the Danielson model tool? Novice, Beginner, Moderate, Experienced
- 7. A. Healthy Cultures? Pg 5 B. Toxic Cultures?
- 8. Toxic (Schools with toxic cultures) lack a clear sense of purpose, have norms that enforce inertia, blame students for lack of progress, discourage collaboration, and have hostile relations between staff. Such schools are not healthy places to be. Peterson, 'Positive or negative?' Journal of Staff Development, 23(3).
- 9. The vision is, first, that the school will be a community, a place full of adults and youngsters who care about, look after, and root for one another and who work together for the good of the whole, in times of need and times of celebration. Every member of a community holds some responsibility for the welfare of every other and for the welfare of the community as a whole. Roland Barth
- 10. What new insights about the culture of your school occurred as a result of taking this survey? Handout 5-6
- 11. POLL 2 Assess the culture in your building. Toxic Unhealthy Neutral Positive Healthy
- 12. MISSION & VISION
- 16. Questions?
- 18. Talk the Same Language
- 20. What conversation has someone had with you that has influenced your professional growth?
- 25. Questions?
- 27. How does Danielson still leaves room for administrator subjectivity? 7
- 28. If you were given this question by a staff member, how would you respond? 7 I heard that this was never intended to be an evaluation tool – it was a professional performance guide written by a teacher for teachers. Is that true?
- 29. For a teacher to be excellent/distinguished it is dependent upon how the kids react to what teachers teach 7 Do you think that is fair? How would you explain it to your staff?
- 30. It looks like Domains 2 and 3 are when kids are present. Do you think those should be counted as more important? 7
- 32. RESPONSIBILITY No single drop of water thinks it is responsible for the flood.
- 33. How can we as leaders facilitate the transformation of this tool from an evaluation instrument to a culture changing instrument?
- 34. De-code the framework into… tangible actionable strategies for observation and coaching purposes
- 36. Questions?
- 37. Creating a Common Definition for Domain 1, Component F Assessment results impact plan for future instruction Teacher’s Plan for Student Assessment is Aligned with Instructional Goals Plan for assessment uses clear criteria Plan for assessment appropriate for age and skill level Plan for assessment provides multiple opportunities for success
- 39. POLL 3 What percentage of staff would decode the framework in the same manner without training? Less than 25% Between 26-50% Between 51-75% 76% or higher
- 45. Given the description of proficient practice, what is the first step you would work through with your staff? 11
- 46. 11
- 47. 11 ARTIFACTS
- 48. QUESTIONS
- 49. 1) Repeatable for multiple components and for multiple ratings 2) Allows for selfassessment 3) Allows for personalization of PD
- 50. Questions?
- 51. Define Expectations for Domain 2, Component B
- 54. The classroom culture is characterized by high expectations for most students, genuine commitment to the subject by both teacher and students, with students demonstrating pride in their work. NEVER ASSUME COMMON DEFINITION!!
- 55. 12 Given the below definition in this domain and component, what things could you see to support this definition?
- 56. Listen for… 13
- 57. What does a teacher do? 13
- 59. What would be examples of evidence for this domain and component?
- 61. Questions?
- 62. Goal: Develop Observation Process and Plan to Support Teacher Growth
- 65. Pages 15 + 16 Something out of whack?
- 73. What are the elements that need to be included in the plan?
- 74. Questions?
- 75. Facilitate Creation of Personal PD Plan For Every Teacher
- 76. 20 As a group, can we name all five elements of a high quality plan?
- 81. 21
- 82. Poll 4 – SMART Goals 1.) Student attendance will improve in comparison to the average of the last two years for the 2013-14 school year. True False…If False, Why? 21
- 83. Poll 5 – SMART Goals 2.) I will rate higher on the Danielson Framework in 2014 than I did in 2013. True False…If False, Why? 21
- 84. Poll 6 – SMART Goals 3.) 80 percent of students will pass each assessment of the 2013-14 school year with a 71 percent or higher. True False…If False, Why? 21
- 85. Poll 7 – SMART Goals 4.)100 percent of high school Juniors will earn a 24 or above on the ACT test given the Spring of the 11th grade year in 2014. True False…If False, Why? 21
- 86. Poll 8 – SMART Goals 5.) In 2019, Happy High School will have 17 Advanced Placement Courses available for students to take. 21 True False…If False, Why?
- 88. WE MUST CHANGE!!
- 94. You must now help others have better understanding – this must be paid forward
- 95. Questions?
- 96. Re-Cap Analyze Culture De-code the Framework Create a system Encourage Personal PD
Notas do Editor
- Introduction – Talk about who am I – a little about my experienceGood morning, my name is PJ Caposey – I always find the introductions of people at conferences or webinars a bit awkward as the presenter works to convince the audience that they are indeed qualified. I believe you are in good hands today – in most part because this is something that I personally worked through – failed at many times – reflected and re-worked – and was able to achieve a great deal of success for my school and those within my school. In four years as OHS principal we went from one of the lowest achieving schools in the county to be recognized as one of the best in the country --- through today you will learn a lot more about me and my philosophies as well as best practice strategies and methodologies for changing culture
- Tell us a bit about yourself . . . Poll – 1234 or more
- When you think of evaluation what do you think of . . .
- Let’s take a moment to review – culture is similar to character in a person. It is who you are when nobody is watching – when I first became a principal I would not tell my staff when I was going to be gone because I believed it would devolve into a movie –showing day. I did not trust our character. I did not trust our culture.
- Audience participation slides
- Audience participation – feedback . . . What did the survey make you think of . . . So what does mission and vision have to do with teacher evaluation
- Given the examples of toxic and healthy cultures – with the example of toxic being a ‘1’ and the example of healthy being a ‘5’ first rate the overall culture of your building – second rate the culture of your building when it comes to observation and evaluation
- If you now think that a change in culture is needed – or if there is trepidation about making large changes in the evaluation processes for your building – it is important to go back and start here.
- Apple designs Macs, the best personal computers in the world, along with OS X, iLife, iWork and professional software. Apple leads the digital music revolution with its iPods and iTunes online store. Apple has reinvented the mobile phone with its revolutionary iPhone and App Store, and is defining the future of mobile media and computing devices with iPad.
- Put a ding in the universe – little bit differentDifferent imageryAnswers different questionsStanford – become Harvard of the WestNike – Destroy AdidasOHS – Become premier small school in state of Illinois
- Difficult/Meaningful Conversations
- Personalize PD
- Distribute Leadership
- Friendly, not friends
- Take a moment to look at the sheet – it is important that you can address these for yourself and your teachers The collective expertise is always greater than any single person in the room . . . .
- PJ add question – 1st questionAudience participation
- PJ add question – page 7 2nd questionAudience participation
- PJ add question – page 7 question 3Audience participation
- PJ add question – page 7 question 4Audience participation
- First thing we must do is realize that it is our responsibility to take ownership for teaching the tool to the teachers and for using to change the culture of a building
- Audience participation slideMy three ways – de-code the tool so there is a clear definition of expectations, collaborate discuss how those expectations manifest themselves in the classroom, and then monitor instruction
- DANIELSON IS ONLYIMPACTFUL IF IT BECOMESTHE COMMON LANGUAGEFOR INSTRUCTION INTHE SCHOOL SOME – hs student - The potential exists for someone to read the same thing and perceive it as much different in your school. Take a minute and answer the questions on page 9 before we move on to discuss the importance of common language
- What percentage of your staff members would have very similar answers to each of the questions provided? Question intended to see if there would be alignmentWhat does this indicate to you – it is not important if we all agree on each statement that is made as educators in this online learning session – it does matter
- Danielson is chunk-ableDanielson can be turned in to common languageDefine expectations
- You can meet to discussUse teams to make presentationsYou can meet electronically or blog about Formal PD – consultant workFaculty meetingsBest practice showcase
- Things you can observe over time in this component include: _______________-
- Discuss some artifacts for this domain/component
- What can you learn through dialogue – what questions could be asked to help you best understand the current practice of the teacher?
- Handout page 11
- Handout page 11
- Handout page 11
- Handout page 11
- Go through this – provide the definition as I would want my staff to work through it . . .
- HANDOUT:The classroom culture is characterized by high expectations for most students, genuine commitment to the subject by both teacher and students, with students demonstrating pride in their work.
- Examples of evidence – are they good evidence for this domain or not . . . 1) 2) 3)
- This is only meaningful if the process can repeat itself. . . Can you mirror this process with your faculty to help lead them through the adoption and understanding phase of Danielson?
- Often misalignment between evaluation goals and reality
- Lake or chasm between goals and reality sometimes . . .
- Discuss the sample contract agreement provided . . . What are elements that need to be included in the plan
- GoalActivityPerson AccountableTimelineDeliverables
- First step to creating a PD plan is to establish that this is a plan that only works if everyone works together . . .
- Trust is to be earned, not something you are entitled to. People may well like you, but that is a lot different than trusting you. To establish trust you must make investments into the relationship. The best way you can invest – is by being in the classroom. Story from Megan about holding people accountable – thought it was great, until she was help accountable. One year later she became Nationally Board Certified and helped me for pushing her to new heights
- Examples of evidence – are they good evidence for this domain or not . . . 1) 2) 3)
- Examples of evidence – are they good evidence for this domain or not . . . 1) 2) 3)
- Examples of evidence – are they good evidence for this domain or not . . . 1) 2) 3)
- Examples of evidence – are they good evidence for this domain or not . . . 1) 2) 3)
- The process is not complicated when you think about it outside of anything but evaluationEstablish the appropriate environmentCreate a common languageExplicitly define expectationsInvest in your personnelCreate a common agreementFollow through and plan for the future
- This must be a case of train the trainer
- Introduction – Talk about who am I – a little about my experienceGood morning, my name is PJ Caposey – I always find the introductions of people at conferences or webinars a bit awkward as the presenter works to convince the audience that they are indeed qualified. I believe you are in good hands today – in most part because this is something that I personally worked through – failed at many times – reflected and re-worked – and was able to achieve a great deal of success for my school and those within my school. In four years as OHS principal we went from one of the lowest achieving schools in the county to be recognized as one of the best in the country --- through today you will learn a lot more about me and my philosophies as well as best practice strategies and methodologies for changing culture