Count Response
1 *
1 ?
1 A better understanding of what is expected of teachers.
1 A degree of knowledge with the process
1 Alignment of OTES rubric to Danielson rubric Comparison of tools
1 All onthe same page
1 All staff are focused on what effective teaching looks like.
1 An awareness of the whole evaluation process & why each segment is important.
1 As a part of the pilot we are getting a head start on understanding the process involved.
1 Based on teachers standards
Appendix A - Survey
1 Better Reflection and using data to improve student acheivement
1 Better instruction
1 Better observation instrument.
1 Better understanding o fthe tool and the requirements of HB 153
1 Better, richer, more reflective dialogue with teachers.
1 Clarification of the OTES.
1 Conversation Pre/post conversations
1 Core group of Resident Teachers feel comfortable oberserving new teachers and peers.
1 Do not know at this time.
1 Fairness, feedback and making teachers accountable.
1 Feedback to teachers and data analysis.
1 Focus is now aligned with OSTP and improving student learning
1 Found that our current tool closely aligns with the state standards criteria.
1 Getting a better understanding of the new evaluation process.
1 Goal/Data Driven Measures Teacher reflection on practice
1 Good Reflection piece.
1 Good feedback regarding the process. Understanding what is ahead.
1 Great reflection, created teacher awareness and urgency for academic performance
1 Has given our staff an opportunity to see what the tool will look like.
1 Having more of a evidenced based model for the evaluations and what we see.
1 Helps to start the conversation of effective teaching.
1 I am not sure
1 I am understanding the process and forms with each training day.
1 I am unsure of any benefits.
1 I believe OTES is much more structred that our current evaluation system.
1 I belive a strength of the system is it causes self reflection on the teacher's part.
1 I cannot say because I have not been included in the experience.
1 I don't feel I have enough experience to comment.
1 I don't think there is enough information yet.
1 I have a better understanding of the process
1 I like the reflections.
1 I liked writing the smart goals.
1 I think we are just get to know the system and working to understand all of the components.
1 Insight into a new evaluation process
1 It allows teachers to reflect on their practices.
1 It has been successful so far. There have not been any big issues with the program.
1 It is too early to tell.
1 It's a better system than what we were using
1 Just piloting the OTES evaluation method thus far. Not to implementation stage.
1 Knowledge of what is expected / opportunity to try it out.
1 Makes teachers really think more about teaching and learning
1 More discussion as a district around teacher evaluations.
1 More in depth and helpful
1 NA
2 None
1 None at this point
1 None do far.
1 None that I'm aware of.
1 None to mention at this time.
1 None. I completed "tools." I received no feedback and no observations as part of the pilot.
1 Nothing notable due to our current evaluation system lining up with the States.
Appendix A - Survey
1 Observing the quality of teaching and improving dialogue between teacher and administrator.
1 Our teachers are becoming much more familiar with the Ohio Standards for Teachers.
1 Personal reflection of the teacher.
1 Personally, other than posting learning targets I have not changed my teaching style at all
1 Prior knowledge of OTES before non-RttT districts
1 Rich discussion about goal setting and standards.
1 Richer conversations than previous tool allowed, goal setting, teacher reflection
1 Rubrics are great! It takes any chance of personal opinion out of the process
1 Self Reflection aspect is great for teachers in goal setting for improvement in areas of need
1 Slow process - Very time consuming in addition with all that need saccomplished.
1 Smart Goals Self assessment
1 Staying abreast of what is coming on the legislative/mandated horizon
1 Still learning the process
1 Successful implementaton with pilot
1 Teacher awareness of the system.
1 Teachers are becoming more familiar with the teaching standards
1 Teachers are starting to work towards completing their goals.
1 Teachers have become much more aware of the impact of Student Growth and the Teacher Standards.
1 Teachers have been more reflective about their lessons.
1 Teachers like that they may have a choice of who their evaluator will be.
1 Teachers more reflective in planning their lessons.
1 The OTES evaluation system definitely makes a teacher more reflective about classroom decisions.
1 The discussions have been rich.
1 The evaluation is very thorough and comprehensive.
1 The goal setting process was believed to be beneficial.
1 The rubric has been a useful tool
1 The self-reflection forms have been very valuable for both administators and teachers.
1 The strongest and most useful piece of the model is the teacher goal setting and self reflection.
1 The teacher evaluations are quite similar to those already used in our district.
1 There has been more discussion of the process but that is the only success thus far.
1 This program has started the needed dialogue between teacher and administrator.
1 Too early to tell
1 Too soon to say.
1 Understanding of how the system is likely to look in the future.
1 Very defined goals to work on. Self reflection on their daily instruction.
1 Very little.
1 We are ahead of the game.
1 We are currently piloting the method----can't say we have had any successes or benefits yet.
1 We are learning about the new OTES system and are gaining experience using this model.
1 We are really just getting started, so the jury is still out...
1 We clearly see the need to streamline the way we are going to be evaluation staff members.
1 We developed a better, more thorough walk-through form aligned to standards for teaching.
1 We have aligned our current evaluation tool with the OTES model.
1 We have created some awarness of changes that are forthcoming
1 We have done this same format for over 10 years.
1 We have found that our current system is aligned to the new pilot program
1 We have not completed the evaluation process so I cannot comment
1 We have not experienced much success because it takes way too much time to implement fully.
1 We have not implemented to a level that would yield results at this point.
1 We haven't seen any yet
1 Working with each other in a positive reflection.
Appendix A - Survey
1 awareness of a better preassessment tool
1 collaboration on project
1 getting a better understanding of what is expected and how it will work
1 goal setting and self reflection of teachers was productive
1 modeled from educator standards training from state
1 more indepth effective more administrative/instructor interaction
1 n/a
1 none
1 not sure at this point
1 ongoing, frequent meetings and discussions
1 still in beginnig stages
1 using the teacher standards more consistantly and measuring student growth
1 very few, except communication brought on by evaluation process
1 We are already operating at a high rate of self-evaluation and enjoying the successes of a staff that is already reflective. So we are continuing those successes, I would say.
1 The self-reflection from teachers is invaluable. Teachers are really taking the evaluation as a professional growth experience and a time to reflect on their teaching. It has not been perceived negatively by the teachers, as I thought it could. I thought that some teachers may be worried due to the teacher value-added piece.
1 Completion of self assessment with staff has allowed them to identify areas for improvement in their instruction.
1 This is very similar to our current plan. The only additional thing is the goal setting. I like this component and hope to incorporate this with our current evaluation system.
1 I feel that we already have an effective evaluation tool that we currently use with 2 observations and then an evaluation for those teachers who need to be evaluated because of contracts.
1 I would say the self- assessment and goal setting has been productive and effective, but the formal evaluations have not really supported the development of the goals written by the teachers. this has led to additional meetings and conferences to discuss how the the goals are being met.
1 Involved principals find the pilot very helpful in planning for implementation of the new teacher evaluation methods. As we provide information to the buildings and teachers not currently involved in the pilot, we find teachers apprehensive and concerned but aware that many of the changes will most likely lead to improved professional development and classroom instruction.
1 Completing the GAP Analysis tool. Also, our current systematic and process is similar to the OTES Model
1 As a principal, I like the OTES model. It is thorough, easy to understand, and it provides valuable information to teachers.
1 We have experienced an increased awareness of the relationship between student growth and teacher performance.
1 Greater accountability for teachers and added professional developement as a result of going through the process.
1 I really like putting my comments on the rubric form. The teacher can visually see where he/'she needs to move to improve.
1 Our current evaluation system is very outdated; this has helped us focus on teaching and learning.
1 The building principals are both fairly new to the evaluation process. Therefore it has been very beneficial training for the them.
1 Increased communication between the principal and teacher. Also by having a chance to view the evaluation form it helped form my lesson planning.
1 I think the self-assessment tool is excellent. It requires teachers to really think about what they do and why they do it. Even the things I know I am good at, when really reflecting on those items, I found that I could still continue to improve on them.
1 We have a decent understanding of what the new system will look like in 2 years when it is implemented. Other than that, there have been no benefits.
1 The rubric has helped to define the expectations and narrow down the habits associated with effective teaching. The role of the pre and post conference has been very well explicated and proved to be powerful in the professional growth model.
1 My teachers found the eval tool to be useful when I provided feedback based on their observations. My visiting their goals, and re-visiting after our lesson proved to be very powerful.
1 The process has been very scatter and it is not fitting together for my teachers or myself. The goal setting does not reflect the 30 minute formal observation process. How to identify student growth measures has not been discuss or determine yet. The rubric is hard to follow and the post conference write up is inadequate and subjective.
Appendix A - Survey
1 It has increased focus on the elements of the teaching standards. The rubric for classroom observations has been a useful tool for self reflection and discussion of the staff. Some of the 21 teachers not directly in the pilot this year have used the rubric and information to begin making adjustments. It also has been discussed in our Professional Learning Communities.
1 We seem to have a common interest in the evaluation process- making it an effective tool for improving instruction for the good of our students & community.
1 We have not implemented this yet in our district . We have just piloted this with a few teachers. It has been very beneficial to me as an administrator to talk to the teachers about the new evaluation and the expectations that will result.
1 Goal setting coversations as well as an understanding of best practice needs has been established as a result of the OTES.
1 The self-reflection and goal setting on the teacher's part is a very valuable tool. It helped me to grow and achieve more as a teacher.
1 Time is a definite factor. The amount of paperwork involved is a little overwhelming for all involved. Duplicate versions of forms make it difficult on people not involved in the training days caus a lack of clarity for participants.
1 Some teachers feel that the feedback given to them by their principal has been more effective and more informative in guiding their classroom instruction.
1 I feel that we had a very good tool that we have used in the past - the state's tool was similar, so it was effective in evaluating.
1 Both teacher involved have tried new activities and have gathered more data after discussions after the observation
1 We (Race to the Top team) are finding clarity in the changes that will need to occur and the type of professional development that will be needed to convert to the new system.
1 Being able to have a part in recognizing the strenghts and weaknesses of the method and having the opportunity to experience the evaluation program before it is implemented.
1 I like the guideline set forth in the rubric, though I'd like to see better alignment across each sub-category for consistency.
1 As the two teams discuss benefits of this pilot we agree that we have benefited from the reflection piece.
1 We see great benefit with the goal setting portion of the system. We see the opportunity for a great amount of reflection and self improvement through this process. The collection tools for communication and professionalism are easy to use.
1 Nothing of any consequence thus far. We are still in the working and learning stages. It is quite a lengthy and rather confusing process.
1 This is my first year in the this building as an administrator, so to be honest the emphasis on this pilot was very low. So, the thoroughness of implementation could have been much better on my part.
1 None and it has caused problems with the staff as they feel that they are being evaluated on concepts that are not in their area of influence. For example, students coming to school unprepared for learning or having limited literacy experiences.
1 The OTES tool aligns nicely with our curent Danielson model for teacher effectiveness in our current evaluation system. However, the student growth measures are created based on a business model that does not align with creating productive citizens. Instead it focuses on making education a neatly packaged product, like a car or phone. It completly ignores the human factors, ignores the diversity of learners (all standardized tests to measure growth), and works to wipe-out all educational areas that do not directly line-up with a specific career skill set. These types of business models will create one-dimensional thinkers; a citzenary that will only be able to slide part "A" into part "B". The great thinkers of history and inventors of our time were not marginalized in this way.
1 Teacher learning to systematically reflect on their practice. Also, the rubric helps teachers focus on what is important in classroom practice and instruction.
1 The pilot has been very valuable for our district in terms of analyzing our needs and having the knowledge to anticipate problems and plan for communication/buy in and necessary professional development for next school year.
1 The major benefit is this helped facilitate a contractual agreement with the union to change our evaluation tool. It has also been helpful to be a part of the process to get a feel for the direction of teacher evaluation
1 There are no real benefits to anyone in regards to this system. It could be useful with new first year teachers or teachers who have been found to be deficient in their abilities to teach. In regards to using it for the whole certified staff it is to time consuming. We have 450 students with almost 50 staff members. I have no assistant and one secretary. I have 32 certified staff members to evaluate. I can't imagine how I would be able to get all of them done correctly in 7 months. Who is going to take care of behavior issues, meet on IAT's and RTI's, meet with irate parents, run and manage the building when I'm observing. Fortunately, we have one more year ('12-'13) on the teachers' current contract and this is my 34th year in education so I really don't have to worry about it. I have two children of my own who want to be
teachers and I've told them if they want to be teachers I certainly won't help pay for their college education (I will but I told them I wouldn't). Teachers, firemen and policemen have come under attack by our state government. Instructionally, my
Appendix A - Survey
teachers are very good. However, I have had issues with teachers in the past who lack tact and diplomacy when working with parents. Some lack a nurturing, empathetic nature when working with children but that really isn't addressed in this new OTES model. You can't base teacher evaluations on instruction and test scores alone.
Furthermore, teachers in our state and country are not respected by legislators or the community in general. We do an excellent job of educating the students in our district, excellent...yet we are constantly under fire by politicians, community members, the business roundtable and Battelle. However, our local community is supportive and always has been because we do a fine job of educating our children and preparing them for their futures.
1 Some of our tools are more rigorous, especially the SMART goal setting based on teacher Evaluation results as well as Student growth and Achievement. Goal setting also defines the Professional Development necessary to meet the SMART goals. We have developed a MUltiple Measures Matrix and this is used in the Goal setting to determine what measures the teacher will be using to assess student growth and achievement.
1 Updated evaluation form dealing with relevant material that can lead to data driven decision making.
1 Teachers and administration both feel it will force more conversation and reflection on the part of both.
1 The teachers who were evaluated (including myself) found the self-evaluation process was very useful. Also, the goal- setting proceedures were excellent and helpful for long term growth.
1 I really like the pre and post conference of the evaluation system. Our current evaluation system does not include these steps.
1 Being able to extend teacher/administrator knowledge of what is coming and how we can better plan and prepare to