Greetings

 

A web page on the HR blog site has been established to provide employees with information regarding their rights under federal law, state law, district policy and contractual provisions. You will find the following Information on this page; Due Process and Discipline, Rights under the Teacher Evaluation Process and Disagreements, District Harassment Policy, and the Procedure for Solving Non-Grievable Issues with Administration. In addition, there is a link to a flow chart that outlines different processes that can be used when there are disagreements.

Here is the link to the new webpage.  https://blog.dearbornschools.org/humanresources/employees-rights-due-process-discipline-appeals-grievance-and-administrative-procedures/

Click the link below to download a flow chart that helps to define the different options that are available. https://iblog.dearbornschools.org/humanresources/wp-content/uploads/sites/103/2013/04/Procedure-Flow-Chartapril2920131.pdf

 

Here is an email that was sent to the Curriculum Committee Chairs In Dearborn Regarding Growth Measures under the Teacher Evaluation Requirement.

Greetings Curriculum Committee Chairs,

Starting next year (2013-14) we need to evaluate teachers using a 25% growth measure. What the evaluation committee has recommended is that each of your committees provide recommendations regarding potential assessments in your curricular area of responsibility as a chairperson.  We are looking for a multiple measures approach. The evaluation committee will come up with the formula but we need the assessments that could potentially be used from each curriculum committee.  This is a work in progress and the state is way behind but they are supposed to give us some recommendations by June. We wanted to get the ball rolling so we are ready in September.  I would appreciate it if I could get some recommendations to me by late June or early July.

Thank you very much for your help with this. I understand that some of this work may go into next year but I would like some initial recommendation by the time mentioned above.

Here are some potential assessments that were discussed at our last evaluation committee meeting.

Elementary.
Growth Measures:

SRI

Star Math

Math Common assessments

science common assessments

social studies comment assessments

NWEA?

DRA

Six+1 Traits

DRA task analysis

MEAP

Art, Music, & PE: Common assessment based on their curriculum standards

 

Middle School and High School

 

Explore
Plan
Act
Mme
Meap
Sri
Star math
CAs
pre and posttests
Performance portfolios
Formative assessments
Student evaluations
Performance assessments
Competitions
AP exams -not growth
Grades -not growth
Teacher made assessments
Project based learning
Parent surveys
Lesson plan assessment

 

 

Listed below are the major areas of discussion from the April 25th 2013 Teacher Evaluation Committee Meeting.

1. The State has not provided direction regarding growth measure. Recommendations are supposed to come out in June of 2013. Glenn spoke to Dr. Ball from the MCCE committee who stated that they are looking at changing the rating scale and the timeline for implementation of growth data.

2. We will ask all curriculum committees to come up with recommendations regarding potential assessments for growth measurement.

3. Attendance will be factored into the evaluation under communication and professional responsibilites, we will create a new area in the rubric.

4. Beginning with the 2013-14 school year Plan II Year end evaluations will be due in HR by May 15 as a result of the new tenure legislation. Evaluations will be a basis for layoff and recall per state law.

5. Administrators will take the current rubric and will come up with a specific list of examples at the administrative retreat in June.

6. Talked about increased Harassment complaints. Most are related to performance evaluations. This does not fit with the right process. There is a new HR webpage that outlines the process when someone does not like an evaluation.

7. In order for an employee to be moved to the Assistance Phase of the Plan III Evaluation process, a second administrator from central office must observe the teacher prior to be moved to that phase. After being placed on the assistance phase additional administrators will also observe the teacher including the Superintendent.

 

 

 

 

 

 

 

Stages— 

We are in the process of working towards the possibility of converting all teacher evaluation documents into a web based system for all DFT members. We are piloting the electronic model in six schools (Fordson, DuVall, Maples, Miller, Stout, and Bryant).  Administrators and teachers from the pilot school will provide support during the transition. This possibility is still tentative as we need to work through the appropriate district level approval process and factor in budgetary issues.  The move to this model will provide us with more efficiency with the implementation of teacher evaluations and it will provide Human Resources with an increased ability to monitor and oversee the entire process throughout the district. The teacher evaluation committee (which includes DFT, ADSA, and Central office representation) along with the ad-hoc committee of administrators from the Stages pilot schools and Chris Sipperley have been part of this process and subsequent recommendation.

More information is forth coming but we do plan to provide training to employees via a trainer of trainer’s model by training one or two individuals from each building who would in turn train teachers in their buildings.
Staffing Process

Layoff, Recall and Placement Decisions will soon change since the state has implemented legislation mandating that they are prohibited subjects of bargaining. We are in the process of getting the draft policy approved via the board of education policy committee and subsequent board of education approval process for policy implementation. Thus staffing decisions for the upcoming school year will not be finalized until the month of June.  Members will have the ability to transfer into primary vacancies but there will be new criteria for placement of teachers pending board approval. HR will continue to work with the DFT in collaboration in order to ensure a smooth implementation of new staffing procedures. However, we appreciate the patience of faculty members since this process will be new for all of us.

 

Below is information regarding a fundraising opportunity through the Dearborn Exchange Club’s, Sports Raffle.

 

The tickets are $10 each. The prizes are:

 

4 season tickets to the Detroit Lions

2 tickets, bus ride, and box lunches for U-M at MSU football this fall

4 tickets to a U-M football home game

2 tickets to a Detroit Tigers game this September

2 tickets to a Detroit Red Wings game this fall

 

The drawing will be Monday, August 6.

 

They give groups 30% of all tickets they sell but will go 40% for your school groups.

 

For more information, contact Mike Bewick, dearbornexchange@yahoo.com.

 

 

Listed below are the major points that were discussed at our teacher evaluation committee meeting on March 7th, 2013. Our next meeting is April 17th at 3:15pm.

Present at the meeting were: Mark Palise, Linda Lazar, Andrew Denison, Fatme Faraj, Chris Sipperley, Hassane Jaafar, Chloe Dudzinski, Julia Maconochie, Bill Tucker, Steven Saleh, Shannon Peterson, Gail Shenkman and Glenn Maleyko

1. We need to implement a weighted formula with 25% of the evaluation that includes Student Growth Data for the 2013-14 school year. The potential formula that includes the 25% of student growth will have building data and individual teacher data. We need to work out a fair formula that includes multiple measures. The state may come out with specific recommendations in June.
2. We want to move to an electronic tracking/evaluation management system similar to Stages that is currently being piloted in Fordson, Miller, DuVall, Stout, Bryant and Maples.  We will meet on March 27^th with the stages users to further discuss this. This system will increase efficiency and effectiveness.
3. We plan to create more specific attributes that accompany the rubric. Administrators have discussed the need for this in alignment with their teachscape training.
4. All administrators are receiving an intensive level of training on observation protocol which began during the 2011-12 school year. With the addition of the Danielson Teachscape training they have received an additional level of training that is provided each month by Glenn Maleyko to create an increased level of rater reliability.

 

In addition, we did not discuss this at the meeting, however, we plan to make it a requirement that a teacher is observed by an additional central office administrator prior to entering the assistance phase of the plan III evaluation process. Once the teacher is placed on the Assistance phase a 2^nd additional central office administrator will also observe the teacher.

 

 

Bob Cipriano Euchre Flyer-Click Here

 

Click on the links to view RESA postings.

ELL Program Facilitator Position Opening 2013

District Technology Support0113

Welcome to iBlog Teacher Websites Sites. This is your brand new classroom website.  There are some things you should do to get started.  Hopefully you have been following the Getting Started Tutorial.  It is important that you edit your profile so that you can choose your school and grade level as this will help parents and students find your website.  Plugins add extra functionality to your website and offer specialized features.  Be sure to visit the Using Plugins page below to see how to add calendar events and more.

Here are some resources to help you with iBlog

• Getting Started Tutorial
• Using your Website (the basics)
• Using Plugins (Calendar, iPhone App, eNewsletter, and more)
• Support Tutorials (General iBlog tips and tricks)
• iBlog News (See the latest iBlog news)

Here is a grant opportunity for staff that do not already have a teaching certificate and are interested in applying.