The Office of Employee Performance directly supports the school system’s commitment to ensure that every student is taught by a highly effective teacher in every class, every year. The primary role of the office is to develop, implement and coordinate the school system’s evaluations for all employee groups.
Our mission is to provide all employees with comprehensive evaluations to inform their professional development and to guide and support career decisions. The initial work focus has been on the system-wide expansion of the Charlotte Danielson Framework for Teaching –based observation evaluation system, initially piloted in the system’s pay for performance schools (FIRST - Financial Incentive Rewards for Supervisors and Teachers). The new evaluation system is based on continual improvement of teaching practice and the value a highly effective teacher adds to student growth and achievement.
The Office of Employee Performance’s current focus is on developing highly effective teachers. Read on to learn more about the 2012-13 Teacher Evaluation Process and the PGCPS MSDE Teacher Evaluation Pilot.
2012-13 Teacher Evaluation Process (Coming Soon)
PGCPS is committed to ensuring that every student has a highly effective teacher in every classroom. To support this goal, we are expanding the use of the research-based classroom observation approach by Charlotte Danielson, known as the Framework for Teaching (FFT).
And while the Framework for Teaching will be an integral part of the teacher evaluation system going forward, there is additional work underway to develop a comprehensive, fair and functional system for the district to assess the effectiveness of our teachers. Our efforts will enable:
- Our most effective teachers to be identified, recognized and strategically placed in front of students with the greatest needs
- Struggling teachers to be developed into effective teachers
- Ineffective teachers to be removed from classrooms when necessary
- All teachers to follow a path of continuous improvement
This work is being developed in partnership with our teacher and supervisor unions -- Prince George’s County Educators Association (PGCEA) & Association of Supervisory and Administrative School Personnel (ASASP) -- via a number of project teams which have been tasked with designing and implementing a new systemic approach to evaluation.
This teacher evaluation system redesign is being funded in part by the Gates Foundation through its “Empowering Effective Teachers” grant. Prince George’s County Public Schools was selected by the Bill and Melinda Gates Foundation as one of ten (10) school systems nationwide to compete for the “deep dive” teacher effectiveness initiative funds and was awarded $2.5M to support the teacher evaluation work. You can learn more about the work to define highly effective teaching for Prince George’s County Public Schools and steps towards improving educator effectiveness by clicking here.
You can also learn more about local, state and national efforts to enhance teacher effectiveness by clicking here:
Maryland's Race to the Top Submission
Maryland Council for Educator Effectiveness (MCEE)
Maryland Teacher and Principal Evaluation Guidebook (April 2012)
Gates Foundation Empowering Effective Teachers
MSDE Educator Effectiveness Pilots
PGCPS is one of seven school districts in the state of Maryland that is custom designing new teacher and principal evaluation systems. As a result of the Education Reform Act, passed by the Maryland Legislature in 2010, teacher and principal evaluations will be linked, in part, to student achievement. The state's efforts will occur in three phases:
1) Year One (2011-2012): Seven districts, including PGCPS, will pilot teacher and principal evaluations including multiple measures of professional practice and student growth.
2) Year Two (2012-2013): Expansion of pilot efforts to all districts. The seven districts who are custom designing their teacher and evaluation systems will complete their second year; the other districts will pilot variations of the state model.
3) Year Three (2013-2014): Full implementation of the new evaluation systems statewide.
For more information on the MSDE pilots, click here.
If you have other questions about the educator effectiveness efforts or the work of the employee performance office, email us at firstname.lastname@example.org or email@example.com. We'll also update the FAQ page periodically, so be sure to check it often to see if your question has already been answered.
Don't forget to check back often to see what's new in the Office of Employee Performance!
Deborah Sullivan, Director
Theresa D. Jones, Project Manager
Dr. Juanita Briscoe, Evaluation Specialist