January 25, 2008
(e-mail from Rocco Montesano)
I would like to clarify the issue of using data in your Professional Growth Plan (PGP). If you have included the use of data in your PGP, please understand that you will not be evaluated on whether or not you ACHIEVED the statistical goal you established. Your supervisor should only consider the PROCESS that you took in trying to reach the statstical goal you set.
Keep this mind as you work on your PGP and certainly at the end of the year when your supervisior comments on your PGP. Please contact me or your Building President whenever you have questions or concerns about your PGP.
March 29, 2007
(E-mail from committee co-chair Rocco Montesano explaining key terms of the APPR process)
Over the past year and a half the APPR District committee, which
includes five TA reps and myself as co-chair, has worked on the
evaluation process for TA members.
Annual Performance Review (APR) -- You are all
familiar with this goal-setting process. The APR process has been in
place for years and it is explained in our contract. You might remember
that a disagreement arose with the District concerning the function of
the APR. The District was using the APR as an assessment tool to
satisfy NY State regulations which require that a tenured professional
have an annual assessment. The TA position was that the APR was a
goal-setting process to encourage an educator to stretch his/her
professional development. It was NOT intended to be an assessment tool.
The compromise reached was to form a committee to recommend to the
Superintendent a different means of annual assessment. If the
committee's recommendations are accepted, the TA will have to open
negotiations with the District about the future of the APR process. TA
leadership will not accept an extra burden on teachers. The most direct
solution would be to replace the APR in the contract with the new
assessment plan. The state-required annual assessment of a tenured
professional is known as the Annual Professional Performance Review
(APPR)...
Annual Professional Performance Review (APPR) --
The committee has created an APPR process in order for the District to
annually assess a tenured professional. The intent of the committee was
to blend the current APR process with the District's commitment to the
Charlotte Danielson teaching model. The new APPR process will be an
extended version of the APR you have been using. Charlotte Danielson's
book and staff development will be provided for those veteran teachers
who have not received training in the Danielson model (teachers new to
the District have received this training for the past 8 to 10 years).
Representative Council has seen the draft of the APPR. Concerns raised
by Rep Council will be addressed. The plan is to have this new APPR
process introduced in September 2007 with the appropriate workshops and
training to follow. It should be noted that an APPR evaluation that
does not meet BH-BL standards would lead to a Teacher Improvement Plan
(TIP)...
Teacher Improvement Plan (TIP) -- NYSUT fought to
gain a NY State regulation called the Teacher Improvement Plan. If an
administrator has concerns about the performance of a professional
(tenured or non-tenured), the District must initiate a TIP. The
professional, with TA assistance, collaborates with the administration
to create a plan of action to help the professional improve in a
designated area. The plan will be based on the Danielson model
mentioned above. The purpose of a TIP is to assist the professional in
growing as an educator. It is NOT to be used in a punitive manner. The
TIP plan adopted by the committee has incremental steps depending on
the needs of the teacher and the teacher's success in completing the
TIP. TA leadership will pursue the placement of this process in the
contract. The plan is to introduce the TIP process in September 2007
and to follow with appropriate workshops and training. Representative
Council has seen the draft of the TIP. Concerns raised by Rep Council
have been addressed.
Portfolios -- NY State Regulations mandate that
nontenured professionals complete a portfolio in addition to three
formal observations. The BH-BL portfolio follows the Danielson model.
In fact, nontenured teachers will find that the APPR process that they
will do after becoming tenured is a modified version of the portfolio
process. This continuity was a major goal of the committee.
May 14, 2007
The Annual Professional Performance Review Committee has proposed a revision of the District's process for dealing with professionals whose evaluation raises concerns. We have used different terms in order to make clear that it includes all professionals. It creates a process that provides guidance in a collaborative way, yet does lead to serious consequences for a professional who does not meet established standards as described in the APPR plan (based on Charlotte Danielson). Please note that TA Reps on this committee had a strong voice in helping create this process. NYSUT recommendations form the core of the ideas in the Targeted Guidance Plan for Tenured Professionals.
The Portfolio process for non tenured professional, the APPR process for tenured professionals and the Targeted Guidance Plan for Tenured Professionals will be presented in large group and small group venues next year. Staff development is being planned for all those not familiar with Charlotte Danielson. Please review and respond to Rocco Montesano as soon as possible.
Some teachers requested to review the APPR process (created by the Committee) that Rocco sent out a few months ago. This is the process that will be used to decide if a tenured professional needs a Targeted Guidance Plan.
