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 Teacher Professional Growth and Evaluation 

Seattle Public Schools has redesigned its teacher evaluation system so all teachers know exactly what is expected of them. The new system gives teachers an overall performance rating of either innovative, proficient, basic or unsatisfactory, and provides teachers with additional support and opportunities for advancement.

For teachers, the evaluation ratings are based on the Charlotte Danielson Framework for Teaching, a four-leveled rating system (Innovative, Proficient, Basic and Unsatisfactory). Principals and assistant principals observe teachers and assess performance in the four domains of the Danielson framework: Planning and Preparation; Classroom Environment; Instruction; and Professional Responsibilities.

Recruit

Attract talented teachers in hard-to-staff subjects and high-need schools.

  • Stipend of $2,000* for teachers who achieve high ratings and high student growth to move from a non-high-need school to a low-performing, high-need school.
  • Stipend of $2,000* per year for teachers in Level 1 and 2 schools who meet evaluation requirements.

Mentor

Provide increased mentorship opportunities by expanding the Staff Training Assistance and Reflection (STAR)* mentor program for new teachers.

Support

Increase support for teachers by providing them with continued professional development opportunities to enhance their overall effectiveness as educators and increase student achievement.

  • Expand Human Resources Consulting Teachers (HRCT)*, who provide support for struggling teachers or those already on performance improvement plans.
  • Access to $500 in support for teachers with low ratings or low student growth.

Recognize, Reward and Retain

Recognize and retain high performing teachers with career opportunities that bring additional responsibility and reward them with additional compensation. 

  • Career ladder positions for teachers who achieve high ratings and high student growth. These teachers remain in the classroom but also mentor and support their colleagues.
  • Demonstration Teachers offer professional development sessions to colleagues and receive a $2,500* per year stipend.
  • Mentor Teachers mentor new and/or struggling teachers onsite and receive a $3,500* per year stipend.
  • Master Teachers lead school professional learning communities, professional development opportunities, teacher mentoring and receive a $5,200* per year stipend.

*Funding provided by the federal Teacher Incentive Fund grant.

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