Instructional Accountability - Fontana Unified School District

Report
Instructional Accountability
August 15, 2012
Fontana Unified School District
Superintendent, Cali Olsen-Binks
Associate Superintendent, Oscar Dueñas
Director, Human Resources, Mark McLaughlin
Overview
 Local Educational Agency Plan / Single Plan for
Student Achievement
 Monitoring
 Professional Development/Accountability
 Observations & Evaluations
 Coaching/Remediation Plan
 Peer Assistance Review (PAR)
Local Education Agency (LEA) Plan
 Educational Master Plan for the District addresses the
academic and language needs of all students as
defined in the State Standards
 Data analysis identifies improvement needs
 Plan of action to address academic and language
needs developed by LEA Plan Task Force (certificated,
classified, management, parents, community,
students)
 Board Approves
From LEA to Single Plan for Student
Achievement (SPSA)
 LEA serves as the Basic model to develop Single Plan for
Student Achievement addressing student academic and
language needs as defined in the State Standards
 Data Analysis (district data as well as site specific data to
provide supplemental services and trainings)
 Site team develops the SPSA and approved by the School
Site Council composed of site staff and parents.
 SPSA then sent to School Board for approval
Monitoring
 Administrators monitor instruction, implementation
and fidelity of the core curriculum as well as the
supplemental programs and services
 Administrators analyze data to monitor the academic
and language progress of students in State Standards
 Administrators provide feedback to Teachers through
coaching and evaluation process
Professional
Development/Accountability
 Provide necessary training for Administrators and Teachers
 Site Administrators and District Support serve as coaches
for teachers to provide quality classroom instruction
 Site Administrators hold teachers accountable to the
California Standards for the Teaching Profession (CSTPs)
and use it as their evaluation tool to monitor increase in
student achievement and the professional development of
teachers
Evaluation Process
 The Evaluation Process is found in Article 9 of the
Collective Bargaining Agreement (CBA)
 The Evaluations Process is a negotiated process and is
an agreement between the Fontana Unified School
District (FUSD) and the Fontana Teachers Association
(FTA)
Evaluation Process
 The basic purpose of the Evaluation Process is to
 Establish the premise of continuous improvement to promote
personal accountability
 To encourage professional development
 Provide for due process
 Within this context, evaluation is:
 A cooperative and continuous process aimed at improving
and maintaining quality educational programs, while serving
as an essential component in the professional development
of certificated personnel. (CBA, 9.1)
Evaluation Process
 What has a positive effect instruction and
performance is the conversation between
Administrators and Teachers on an ongoing basis
throughout the school year.
 This provides for proper accountability and
conversations when needed and appropriate
Evaluation Process
In order to be in compliance with Education Code 44662(b) the governing
board of each school district shall evaluate certificated employee
performance as it reasonably relates to each of these standards:
California Standards for the Teaching Profession (CSTPs)
 Engaging and supporting all students in learning
 Creating and maintaining effective environments for student
learning
 Understanding and organizing subject matter for student
learning
 Planning instruction and designing learning experiences for all
students
 Assessing student learning
 Developing as a professional educator
Non Permanent
 Non Permanent Teachers are to be observed no less
than three (3) times per year and have two (2)
evaluations.
Permanent
 Permanent Teachers shall be formally observed and
evaluated at least one (1) time every two (2) years.
 Teachers have the ability to fall into a five (5) year cycle
during the evaluation process
 Administration always has the ability to evaluate
Teachers as long as the timelines are meet to notify and
the Standards and Key Elements meeting take place
within the first four(4) weeks of school
Notification
 Notification for a Certificated Bargaining Unit
member must be made in writing/email within the
first two weeks of the school year or within the first
two weeks of being hired.
Standards and Key Elements
 California Standards for the Teaching Profession
Objectives:
 Prior to the end of the fourth (4th) week of school
 Teachers meet with their evaluating administrator to
complete their Standards and Key Elements.
 The member is to indicate the resources and/or support
needed and timeline for accomplishing each objective.
 The evaluator shall acquaint Teachers with District
philosophy, the CSTPs, goals, job descriptions, and
additional District performance expectations.
Observation Process
 The Classroom Observation will be used for the
purpose of recording classroom observations as well
as providing recommendations and commendations
to the teachers.
 Minimum of one formal classroom observation is
required for permanent teachers
 Minimum of three formal classroom observations is
required for non-permanent teachers.
Teacher Evaluation
 Summarize the effectiveness of the Teacher’s
performance in reference to stated Standards and
Key Elements within the CSTPs
 The first evaluation is to be completed for nonpermanent Teachers by December 14, 2012.
 The second evaluation for non-permanent Teachers by
April 4, 2013
 Evaluation for permanent Teachers is to be completed
by April 4, 2013
Remediation Plan
 Specific evidence for remediation from formal
observation
 Recommendations
 District Assistance
 Materials
 Time Schedule
 Communication Process
Unsatisfactory PAR Referral
 A Referred Participating Teacher is a teacher with
permanent status who is referred for assistance to
the PAR Program in order
 To improve his/her instructional skills, classroom
management, knowledge of subject, and/or related
aspects of his/her teaching performance as a result of an
overall unsatisfactory evaluation (CBA, 20.6.1)
Volunteer PAR Referral
 A teacher with permanent status
 Volunteers to participate in the PAR program to
improve their educational practices
 Peer assistance only
Update Information for 2012-2013
 FUSD and FTA negotiated using 2009 CSTPs and updated and
revised the evaluation document/rubric
 New Evaluation Handbook was created by Human Resources
 All Administrators who supervise Teachers participated in an
Evaluation Training and had the opportunity to ask questions
during the first six days of the school year
 Administrators were provide all of the correct forms and
documents that should be used during the Evaluation Process
 Timeline memo was sent to ensure administrators meet all
timelines listed within the CBA

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