Fixing Teacher Evaluation. 6
By: 4 0 16 [, ] | [, ] |
Contributor(s): Dept. of Supervision and Curriculum Development. Association for Supervision and Curriculum Development.;National Education Association of the United States 5 6 [] |
Language: Unknown language code Summary language: Unknown language code Original language: Unknown language code Series: ; Washington, D.C. : Department of Supervision and Curriculum Development, N.E.A., 200846Edition: Description: 24 cm. 32 - 37 p. : illContent type: text Media type: 2 Carrier type: volumeISBN: ISSN: 2Other title: 6 []Uniform titles: | | Subject(s): -- 2 -- 0 -- -- | -- 2 -- 0 -- 6 -- | 2 0 -- | -- -- 20 -- | | -- -- Teachers.;Teacher Improvement Staff assessment;Tearcher quality;Educational Change -- Professional development;Teacher Evaluation -- School improvement.;Educational Improvement -- Administrators | -- -- -- 20 -- --Genre/Form: -- 2 -- Additional physical formats: DDC classification: | LOC classification: | L11 .Ed83el | 2Other classification:| Item type | Current location | Home library | Collection | Call number | Status | Date due | Barcode | Item holds |
|---|---|---|---|---|---|---|---|---|
| Book | PLM | PLM Periodicals Section | Periodicals | L11.Ed83el.2008 (Browse shelf) | Available | PER 1216K |
ABSTRACT: Because they focus on the quality of instruction, teacher evaluations can be powerful catalysts for teacher and school improvement. But today, the typical teacher evaluation consists of a single, fleeting classroom visit by an administrator untrained in evaluation. Often he or she wields a checklist of classroom conditions and teacher behaviors that don't focus directly on the quality of instruction. Several models of evaluation demonstrate that it's possible to evaluate teachers in much more productive ways. These models use explicit standards to evaluate teachers, are based on multiple measures, and involve multiple evaluators and evaluations. Because comprehensive classroom evaluation systems are more labor-intensive, they are more expensive than principal drive-bys or evaluations based on test scores. But they are an investment worth making because they improve teachers' performance and signal to teachers that they are professionals doing important work. 56
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