Audit Response
Main Content

Recruiting and Retaining the Best Teachers: Establish an Evaluation System Modeled on National Best Practices and Research

Increase the percentage of points attributed to student learning.

Estimated cost savings
N/A
Policy change(s) required
Policy 5310 currently codified 20 percent for student learning; 5 percent of the 20 percent is attributed to school-wide scores on WESTEST2; The other 15 percent is student learning goals set by teacher pre- and post-test.
Actions already underway
In July 2012, the West Virginia Board of Education approved a waiver of Policy 5310 to expand the pilot of both teacher and principal evaluation systems from 25 schools to 136 schools in the current 2012-2013 school year.

The WVDE has worked cooperatively with the West Virginia Teachers, Leader and Counselor Task Forces to design and implement a quality evaluation pilot process. The WVDE will conduct research on outcomes of the pilot that will inform the scale-up of an effective statewide teacher, leader and counselor evaluation system. It is important to note that the publication of the WVDE research report on the pilot has been delayed.

During the Summer of 2012, WVDE worked with WVCPD and RESAs to ensure district capacity and provide 13 days of regionally based training with ongoing training throughout this school year.
WVBOE response
The WVBOE agrees with the recommendation to establish an evaluation system modeled on national best practices and research. Data and outcomes on the teacher evaluation pilot will be reviewed as presented in the forthcoming research report authored by the Office of Research. The data from 2012-2013 demonstration schools also will be reported and reviewed after completion of the pilot. This data will be used to determine components of the evaluation process that need refined, if the current codified 20 percent for student learning needs adjusted, and the degree to which the evaluation process is being implemented to fidelity.

It is important to note that the new Teacher Evaluation Model is an initial step in the right direction, in that all teachers are now evaluated each year using an evaluation process that is tied in part to student growth.

The WVBOE recommends ongoing review and refinement of the process based on data.

Work closely with district leadership to ensure sufficient time is built into schedules to complete evaluations.

Estimated cost savings
N/A
Policy change(s) required
No.
Actions already underway
Flexibility in Policy 2510 should support providing more time for principals to evaluate each teacher.
WVBOE response
The WVBOE agrees with this recommendation and directs WVDE to work with principal organizations to explore ways to provide more time for principals to complete evaluations after review of the teacher evaluation pilot research report.

In the short term, WVEIS functionality should be enhanced to allow principals to work on evaluations from home.

Identify others in the school learning community, such as mentors, peers, coaches, etc., who can be part of an evaluation team for teachers.

Estimated cost savings
N/A
Policy change(s) required
HB 4236 was enacted last year related to evaluation, amended §18A-2-12 and created new sections §18A-3C-1-3; §18A-2-12 and §3C-1-3 would require revisions.
Actions already underway
N/A
WVBOE response
The WVBOE agrees with the recommendation to identify others in the school learning community that can be part of an evaluation team for teachers. It is essential to note that these persons would need to be trained to conduct evaluation according to state Code.

Ensure that teachers and administrators receive data on impact on student growth in a timely fashion.

Estimated cost savings
N/A
Policy change(s) required
No.
Actions already underway
N/A
WVBOE response
The WVBOE agrees with the recommendation and encourages the use of SMARTER Balanced Assessment and electronic student growth reports for each teacher scheduled for 2012-2013.

Work on a long-range plan that will tie consequences to the evaluation, including compensation, tenure, hiring, promotion and dismissal.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
Evaluation consequences are currently tied to dismissal, if determined necessary.
WVBOE response
The WVBOE agrees with the recommendation to work on a long-range plan with the existing Teacher Evaluation Committee to tie the consequences of evaluation to all elements of employment, as well as study the implications.

The Board recognizes that valid teacher effectiveness data must be collected to accomplish this recommendation, and suggests leveraging data collected through the teacher evaluation 2012-2013 demonstration schools to inform this work.

Aforementioned WVBOE committee will address West Virginia Teacher Effectiveness. It is important to note that the long-range plan will need to connect to the related components of the West Virginia Elementary and Secondary Education Act (ESEA) flexibility request.

Connect tenure to teacher effectiveness.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
N/A
WVBOE response
The WVBOE agrees with the recommendation to connect tenure to teacher effectiveness based on accurate and objective measures of teacher effectiveness as identified by aforementioned WVTEM to be addressed by the WVBOE committee. It is also essential to connect the related components of the ESEA flexibility request.

Prevent ineffective teachers from remaining in the classroom indefinitely.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
N/A.

The WVBOE passed a waiver for demonstration schools with a revised improvement plan process that prevents ineffective teachers from remaining in the classroom indefinitely.
WVBOE response
The WVBOE agrees with the recommendation and supports utilizing the current demonstration school improvement plan process when necessary for ineffective teachers.

Use data reporting to establish an equitable distribution of teachers.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
IHEs have been directed to review data to determine shortage areas and identify strategies to actively seek candidates for these areas.
WVBOE response
The WVBOE agrees with the recommendation to staff all schools with effective teachers. It will be necessary to expand data collection systems and reporting. The Board will encourage all districts to establish an equitable distribution of teachers based on data.