teachers , offering assistance , lesson planning and teacher model lessons with the new teacher ’ s class .
While this assistance comes at a steep price , MVLA believes that the investment in new employees is worth the expenditure .
Ensure requisite appraiser skills
MVLA has a comprehensive strategy for ensuring that certificated appraisers have the skills and knowledge necessary to conduct quality teacher evaluations .
At both the district and site level , administrator evaluations are calibrated for reliability , where the result is a good indicator of quality instruction .
Each evaluator is expected to have the same unbiased standards for recommending tenure and validity . Training is provided annually for all appraisers , as well as an evaluation calibration activity .
Provide appraiser resources
Although administrator observation is a key part of the evaluation , it is but one part of the overall process
MVLA provides its administrators with the time , process and other resources necessary to make forthright employment decisions for its newest teachers . MVLA puts a high value on the invested time , as it has a great potential for positively affecting student experiences .
If an administrator notices an area for improvement with the new teacher , then recommends coaching , a subject-area expert or outside-the-school resources are made available to utilize in honing the new teacher ’ s craft .
Hold appraisers accountable
MVLA appraisers of non-permanent teachers are held to a high standard for their evaluations . The school does not want to fall into the trap of inflated ratings or procrastination and rationalization by appraisers that are routinely found in California ’ s schools . The district also has a policy of not moving employees who receive poor evaluations .
As part of the administrator assessment , employee evaluation is an important component of the process .
California ’ s administrators should not make the mistake of granting tenure to a teacher who does not meet the district standards during this time of teacher scarcity . It is only through ensuring that we have high quality instruction that we can hope to raise academic achievement for all students .
Resource
• Bridges , Edwin M ., with the assistance of Barry R . Groves ( 1984 ). “ Managing the Incompetent Teacher .” ERIC Clearinghouse on Education Management . Eugene , Ore .
Barry R . Groves is senior director of Educational Services for the Association of California School Administrators and former superintendent of the Mountain View Los Altos Union High School District .
34 Leadership