A new LYS
Principal asks the following questions:
SC,
I am still struggling with the coaching v. evaluation
idea. I understand that in the hands of our professional support
staff, PowerWalks can be a great coaching tool. However, the Assistant
Principals and I are responsible for the appraisal side of things. At our
district meeting, you addressed the fact that we (administrators) will move
from the coaching side to the appraisal side when needed.
When that is the case? Or is it whenever I think it is
necessary? Do I use the PowerWalks observation instrument as an evaluation tool
or do I need to use something different?
I have concerns that when I move someone into an
appraisal situation based of PowerWalks data, I have in effect made the PowerWalks
system an appraisal system. Am I missing something or is there another
piece of the puzzle that we have not covered?
I’m really trying to wrap my thoughts around this.
SC Response
Great
questions! It is obvious that you are trying to fit formative classroom
observation into your daily practice.
The big
question is, “When do you move from coaching to appraising?”
The answer is
when you see something that requires action. This could be:
A. If you
walk in on something that you cannot abide by, then you must address it then. This
may happen once or twice a year.
B. If you
notice a negative pattern early, you can intervene. For example, if
something negative that was observed three times in fifteen walk-thru's would
cause you to intervene; you would intervene the third time you saw it, even if
you had only been in the classroom six time.
C. If you
notice the teacher is constantly struggling and/or is not progressing in the
implementation of something. Intervene.
The big issue
is communication. Whenever you decide that you need to intervene, you must let
the teacher know that the purpose of your visits has changed and improvement in
performance must occur in an expedited fashion. We must own the fact that
teachers do not trust administrators in the classroom because on most campuses
the "friendly" visit turns into a "witch-hunt" without any
overt warning. Even your own district advocates surprise summative evaluation
observations. That is the worst of bad management practice and perpetuates an
"us versus them" mentality. And yes, I have shared this with
your Superintendent and members of your Board.
As to your
point that switching to the appraisal model based on PowerWalks observations
makes PowerWalks a de-facto evaluation tool has some merit, especially in an
environment devoid of communication and trust. In practice, I think this
is mitigated when a principal has the following conversation with a teacher,
"Based on our visits to your classroom, we have noticed that you seem to
be struggling with…. Because of that, I'm going to come observe you
during these three times (GIVE THE TIME) over the next week. I'll observe
you for at least 15 minutes each time so I can get a better feel for what you
are trying to accomplish and how your class responds to your instruction."
If, after the
longer observations you decide that things really are OK, tell the teacher. If
things still concern you, you now have better information in which to build an
intervention plan. Plus, you are intervening early enough that it is
possible to avoid jeoprodizing both overall class performance and the teacher’s job.
As for what
to look for when you do intervene, that is determined primarily by the reason
for the intervention.
I hope this
helps, if not keep asking and I'll keep answering.
Think. Work. Achieve.
Your turn...
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