T-TESS: WHAT CISD IS PROPOSING FOR TEACHERS NEXT YEAR

T-TESS is set to make sure everyone has an area to grow.  So even if you are top teacher, you will have stuff to complete.  Don't forget that failure to complete it can cause you to be written up.  But also know that principals have to follow policy or you can file a grievance.	The district wanted to make sure they can let you go easily because they lost the power from PDAS.  While they will tell you they want to help you grow, it's a lie.  Technicalities will get you.  Make sure you read the fine print and get with your organization to know exactly what they will do.  Know that third party information can be used against you and so far they don't have to tell you like PDAS.  So watch out and be alert.  Document everything, conversations, etc.  Use email to communicate so that it's on record.  Crowley hates email.. not us.. we will use it.. Don't use district cloud services.. they monitor them and will use that against you to retaliate.  be careful.. use your own drive to save all of your information.  Big brother watching.
Certified Appraisers	·      Superintendent ·      Principals ·      Assistant Principals ·      Central Office staff who can serve as second appraisers if needed
Teacher Training	·      Fall 2016 - Principal led teacher training during August PD days ·      New Staff Orientation in subsequent years ·      Online training developed for late hires
Goal Setting Meetings	·      Notify teachers of windows available for goal setting meetings ·      Teachers schedule goal setting meetings within window ·      All meeting complete by end of XXXX week of school ·      Discuss Parts I and I of Goal Setting Form – housed in Eduphoria o   Appraiser probes for rationale and offers suggestions for improvement o   Discuss and answer questions about timeline or professional learning suggestions
Goal Setting Form	Reinforcement (Glow) and Refinement (Grow) Goals set during post observation conferences Part I:  Data Analysis and Goal Setting within the first three weeks of school Part II:  Professional Goals:  Complete by (same date as above) Part III:  Progress, Reinforcement, and Refinement:  Completed throughout the year to make note of progress being made toward established goal, as well as the reinforcement and refinement goals set with appraiser during observation post-conference. Part IV:  Goal Reflection:  Complete prior to End-of-Year Conference during the 5th six weeks
Formal Observations	Probationary Teachers:  Two Formal Observations: ·      One scheduled within a two week window ·      One unannounced observation ·      All teachers appraised annually	Term Teachers:  One Formal Observation: ·      One scheduled within a two-week window determined by the appraiser ·      All teachers appraised annually
Pre-Conferences	·      Pre-Conference prior to formal observation required ·      Pre-Conference prior to end of year formative review recommended ·      Guiding Questions for Pre-Conference maintained in Eduphoria o   Guiding Questions should: §  Clarify lesson design and expectations §  Address pertinent background information about unit and lesson, as well as student issues in the class §  Prompt teacher to reflect on the rubric and how the lesson may be rated as it is designed
Post-Conferences	Post-Conference conducted within XXX days of formal observation Record Post-Conference Plan in Eduphoria Follow Post-Conference Cycle (Greeting, General Impression Question, Reinforcement Dimension Question, Refinement Dimension Question, Evidence, Recommendations, Review Ratings Reinforcement and Refinement Goals set after observation(s)
Informal Observations/Walkthroughs	Five (5) 10 minute walkthroughs required annually.  Completed throughout the year to make note of progress being made toward established goal. o   Required walkthroughs completed prior to the end of January for all Zero Year Teachers and teachers new to the district. o   Required walkthroughs completed for all staff prior to Spring Break. o   Additional walkthroughs may be conducted at the discretion of the appraiser. Documented on form housed in Eduphoria Follow-up conversation focusing on progress, reinforcement, and refinement toward established goal(s).
End-of-Year Conference	Review Goal Reflection for current year and determine goal for coming school year
Professional Practices and Responsibilities Domain	Scoring for this domain based upon goal setting process, formative reviews, and end-of-year conference
Rubric Rollout	·      Formal training of the T-TESS rubric should take place during staff orientation ·      Recommended that principals revisit the rubric domains and dimensions during faculty meetings, PLCs & trainings
Collecting and Maintaining Evidence	·      Appraiser may collect scripted evidence according to personal style (by hand or electronically) ·      Evidence will be categorized on observation form within Eduphoria. ·      Option to script within Eduphoria, attach scripted evidence to files to appraise, or keep hand-written scripted evidence in secure physical file for up to three years.
Refinement Areas/Professional Development Plans	Teachers can be grouped based on similarity of goals, refinement areas, Opportunities for collaborative and self-directed learning Provide electronic portfolio option for teachers to collect evidence to facilitate end-of-year conversations and self-reflection
Who to Appraise	Appraise every teacher, dyslexia specialists and any other individual who designs and delivers instruction
Rubric Scoring	16 Individual Dimension Scores
On-going Instructional Leadership Development	LEAP You Lead Principal Prof Dev Instructional Coaches PLC Meetings
Administrator Evaluations	·      Implement T-PESS w/Principals in 2016-17. Use current evaluation instrument for Asst. Principals ·      Implement T-PESS for Asst. Principals in 2017-18