Evaluation and Professional Development
Evaluation systems are an important way to improve effectiveness. From the day a teacher or administrator joins the profession, districts have an opportunity to rethink how their evaluation systems can be used to improve and support the professional development of teachers and administrators in order to improve performance and student outcomes.
Assessment
Please take this assessment to learn more about your district’s practice.
Overview
Learn more about Evaluation and Professional Development through our overview document.
Access the Narrated Presentation >>
Download the Overview Document (PDF) >>
Resources
Learn more about Evaluation and Professional Development through our resources.
Building Leader-proof Teams: An Interview with Brenda Cassellius
DMC Manager’s Toolkit: Principal Effectiveness
10 Mistakes to Avoid: Who’s in Charge of That?
Are Roles and Responsibilities Clear? Do You Reward What You Value?
Hamilton County Department of Education: Rethinking Teacher Evaluation through Project COACH
Houston Independent School District: Culture Change through Performance Pay
Managing Principals for results: Gwinnett County Public Schools
Performance Management, Succession Planning, and Professional Learning Communities
CONNECTICUT STATE DEPARTMENT OF EDUCATION
2010 Common Core of Teaching: Foundational Skills
Connecticut Educator Evaluation and Support – ADMINISTRATOR Evaluation Core Requirements Rubric
Connecticut Educator Evaluation and Support – Teacher Evaluation Core Requirements Rubric
SEED Handbook
SEED Presentation
CONNECTICUT STATE DEPARTMENT OF EDUCATION – Common Core of Teaching (CCT) Rubric for Effective Teaching
PEAC Guidelines for teacher evaluation
CONNECTICUT STATE DEPARTMENT OF EDUCATION – 2010 Common Core of Teaching: Foundational Skills
Common Core of Leading: Connecticut School Leadership Standards
State Information Regarding Professional Development
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State Assessments
Career Tracking and Succession Planning
Often, career tracking and succession planning become a reactive process to fill openings, rather than a proactive process about talent development. When done well, career tracking and succession planning is about grooming talent for the future, not replacing personnel when they leave the district.
Assessment
Please take this assessment to learn more about your district’s practice.
Overview
Learn more about Career Tracking and Succession Planning through our overview document.
Access the Narrated Presentation >>
Download the Overview Document (PDF) >>
Resources
Learn more about Career Tracking and Succession Planning through our resources.
10 Mistakes to Avoid – Succession Planning
Are Roles and Responsibilities Clear? Do You Reward What You Value?
Performance Management, Succession Planning, and Professional Learning Communities
DMC Manager’s Toolkit: Should you make Succession Planning a Priority?
Succession Planning at Brevard Public Schools
Using Succession Planning to Drive District Human Capital Growth
CONNECTICUT STATE DEPARTMENT OF EDUCATION
2010 Common Core of Teaching: Foundational Skills