{"product_id":"the-teacher-evaluation-handbook-isbn-9780138883898","title":"The Teacher Evaluation Handbook","description":"A hands-on guide featuring practical advice on administrating a peer observer system, training evaluators, conferencing and setting performance targets, and more.  About This Book.\u003cbr\u003e \u003cbr\u003e Chapter 1: Evaluation-- Growth or Harassment?\u003cbr\u003e \u003cbr\u003e The Use of Formative and Summative Evaluation.\u003cbr\u003e \u003cbr\u003e Mixing Formative and Summative Evaluation.\u003cbr\u003e \u003cbr\u003e Eliminating the Problem of Dual Purposes.\u003cbr\u003e \u003cbr\u003e Eliminating Confusion.\u003cbr\u003e \u003cbr\u003e A Model for Evaluation.\u003cbr\u003e \u003cbr\u003e Motivation and Evaluation.\u003cbr\u003e \u003cbr\u003e Summary.\u003cbr\u003e \u003cbr\u003e Chapter 2: What's Worth Evaluating. \u003cbr\u003e \u003cbr\u003e Getting Started.\u003cbr\u003e \u003cbr\u003e The Responsibilities of Local Research Units.\u003cbr\u003e \u003cbr\u003e Examples of Professional Practices.\u003cbr\u003e \u003cbr\u003e Considerations for Evaluation.\u003cbr\u003e \u003cbr\u003e Constructing a Summative Instrument.\u003cbr\u003e \u003cbr\u003e The Question of Generic or Content.\u003cbr\u003e \u003cbr\u003e Examples of Professional Practices.\u003cbr\u003e \u003cbr\u003e Summary.\u003cbr\u003e \u003cbr\u003e  Chapter 3: Peers as Evaluators. \u003cbr\u003e \u003cbr\u003e Peer Selection and Turnover.\u003cbr\u003e \u003cbr\u003e Should Peers Have Released Time?\u003cbr\u003e \u003cbr\u003e Peers and School Reform.\u003cbr\u003e \u003cbr\u003e Peer Observers and Teacher Unions.\u003cbr\u003e \u003cbr\u003e Peer Observers and the New Teacher.\u003cbr\u003e \u003cbr\u003e Summary.\u003cbr\u003e \u003cbr\u003e  Chapter 4: Training Evaluators. \u003cbr\u003e \u003cbr\u003e The Training Focus.\u003cbr\u003e \u003cbr\u003e A Method of Training.\u003cbr\u003e \u003cbr\u003e Changing Traditional Reality.\u003cbr\u003e \u003cbr\u003e Summary.\u003cbr\u003e \u003cbr\u003e Chapter 5: The Evaluation Instrument as a Basis for Staff Development. \u003cbr\u003e \u003cbr\u003e Curriculum Delivery Systems.\u003cbr\u003e \u003cbr\u003e Staff Development and the Broad View.\u003cbr\u003e \u003cbr\u003e Making Staff Development Work.\u003cbr\u003e \u003cbr\u003e Making Change Permanent.\u003cbr\u003e \u003cbr\u003e A Long-term Commitment.\u003cbr\u003e \u003cbr\u003e Staff Development and the State.\u003cbr\u003e \u003cbr\u003e The Continuing Battle.\u003cbr\u003e \u003cbr\u003e Summary.\u003cbr\u003e \u003cbr\u003e Chapter 6: Conferencing and Setting Performance Targets. \u003cbr\u003e \u003cbr\u003e Determining the Purposes-- A Necessary First Step.\u003cbr\u003e \u003cbr\u003e Improve Conference Skills and Improve Evaluation.\u003cbr\u003e \u003cbr\u003e The Price of Failure.\u003cbr\u003e \u003cbr\u003e Summary.\u003cbr\u003e \u003cbr\u003e  Chapter 7: Evaluation as a Terminal Activity. \u003cbr\u003e \u003cbr\u003e Preparing to Win.\u003cbr\u003e \u003cbr\u003e The No-Risk Win.\u003cbr\u003e \u003cbr\u003e Suggestions for Documenting.\u003cbr\u003e \u003cbr\u003e Helping the Administrator.\u003cbr\u003e \u003cbr\u003e Who Are the Incompetent?\u003cbr\u003e \u003cbr\u003e Documentation for E.E.O.C. Complaints.\u003cbr\u003e \u003cbr\u003e Some Legal Aspects of Termination.\u003cbr\u003e \u003cbr\u003e Summary.\u003cbr\u003e \u003cbr\u003e Chapter 8: Evaluation as a Basis for Merit Pay.\u003cbr\u003e \u003cbr\u003e Understanding Differentiated Pay.\u003cbr\u003e \u003cbr\u003e The Problem with Student Achievement.\u003cbr\u003e \u003cbr\u003e Initiating Differentiated Pay.\u003cbr\u003e \u003cbr\u003e Differentiated Pay-- The Promise.\u003cbr\u003e \u003cbr\u003e A Program that Works.\u003cbr\u003e \u003cbr\u003e Summary.\u003cbr\u003e \u003cbr\u003e Chapter 9: Summative Evaluations.\u003cbr\u003e \u003cbr\u003e  Identifying Those Who Need Summative Evaluation.\u003cbr\u003e \u003cbr\u003e Designing the Summative Instrument.\u003cbr\u003e \u003cbr\u003e Who Evaluates Summatively?\u003cbr\u003e \u003cbr\u003e Valuing.\u003cbr\u003e \u003cbr\u003e Summary.\u003cbr\u003e \u003cbr\u003e  Chapter 10: Putting It All Together.\u003cbr\u003e \u003cbr\u003e  What's the Goal (Purpose)?\u003cbr\u003e \u003cbr\u003e What to Evaluate.\u003cbr\u003e \u003cbr\u003e The Human Element.\u003cbr\u003e \u003cbr\u003e Teaching Teachers.\u003cbr\u003e \u003cbr\u003e The Central Focus.\u003cbr\u003e \u003cbr\u003e Conferencing.\u003cbr\u003e \u003cbr\u003e Go for the Long Term.\u003cbr\u003e \u003cbr\u003e  Summary.\u003cbr\u003e \u003cbr\u003e  Appendix.\u003cbr\u003e \u003cbr\u003e Bibliography.\u003cbr\u003e \u003cbr\u003e Index. Renfro C. Manning received his Ed.D. degree from the University of Virginia. Currently, he is superintendent of Orange County Public Schools, Orange, Virginia, and is president of the Virginia Association of School administrators. Dr. Manning has taught various graduate courses covering a broad range of educational topics. He frequently consults for and has published articles on the principal and teacher evaluation and incentive pay for teachers. The Orange County Public School system has one of the nation's exemplary pay-for-performance programs for teachers.  Here's a practical handbook that gives you step-by-step guidelines and materials for creating and implementing a teacher evaluation program— and for improving the instructional process...increasing teacher involvement...and significantly enhancing morale in your school. You'll find dozens of ready-to-use methods and techniques to transform evaluation into a creative and dynamic process that promotes individual and professional growth through accurate and equitable performance measurement. The Handbook guides you every step of the way, from developing evaluation criteria and training observers to carrying out successful evaluation conferences. You'll even see how to develop a differentiated pay program that encourages improved performance. Here are just a few of the outstanding features you'll find in the Handbook: \u003cul\u003e \u003cli\u003eHow to use a step-by-step peer observer system to remove much of the threat traditionally associated with evaluation, making it the focus of an outstanding instructional program.\u003c\/li\u003e \u003cli\u003eHow to make staff development an integral part of evaluation— and how to secure teacher support and cooperation in the process.\u003c\/li\u003e \u003cli\u003eA review of teaching competencies from national, state, and local sources which you can use to develop your own customized evaluation system.\u003c\/li\u003e \u003cli\u003eHow to develop sensitive, tactful conferencing skills (the primary tool of evaluation) that help you set a relaxed atmosphere, keep the conference on target, protect the ego of the other person, avoid getting sidetracked with unrelated discussion, and accomplish what you set out to do.\u003c\/li\u003e \u003cli\u003eA summary checklist for developing a viable, successful differentiated pay system that encourages growth, effective teaching practice, and creativity.\u003c\/li\u003e \u003cli\u003eHow to help teachers who do not meet minimum requirements...how to confront teachers with problems...and how to terminate employment-in the most diplomatic and least painful way possible.\u003c\/li\u003e \u003c\/ul\u003e By following the approach outlined in this book you can easily develop and put into practice a system of evaluation that gives teachers a greater sense of involvement, raises morale, and has a positive effect on the entire instructional process.  This hands-on guide provides you with dozens of ready-to-use methods and techniques for creating and implementing a successful teacher evaluation program— a program that encourages greater teacher involvement, improves morale, and has a positive impact on the entire instructional process. Designed so it can be easily tailored to meet your school's local goals, this program helps even your best teachers focus in on their weak areas. At the same time, it enables you to recognize areas of performance that are particularly noteworthy. From developing evaluation criteria to carrying out the actual evaluation, this book shows you step-by-step: \u003cul\u003e \u003cli\u003eHow to use a peer observer system to increase participation and cooperation in the evaluation program.\u003c\/li\u003e \u003cli\u003eHow to develop sensitive, tactful conferencing skills that will enable you to accomplish the goals of the evaluation conference in a direct, yet relaxed manner.\u003c\/li\u003e \u003cli\u003eHow to develop a successful differentiated pay system, founded on performance, which will encourage growth, creativity, and change.\u003c\/li\u003e \u003cli\u003eHow to handle some of the most difficult aspects of evaluation (teacher confrontation, underachiever assistance, and employee termination) in the most diplomatic and pain-free way possible.\u003c\/li\u003e \u003c\/ul\u003e You'll find this to be an invaluable guide to developing an evaluation system that helps motivate teachers, improves your staff's performance, and enhances the quality of instruction for your students.","brand":"Jossey-Bass","offers":[{"title":"Default Title","offer_id":47990351790309,"sku":"NP9780138883898","price":37.95,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9780138883898.jpg?v=1761787472","url":"https:\/\/k12savings.com\/products\/the-teacher-evaluation-handbook-isbn-9780138883898","provider":"K12savings","version":"1.0","type":"link"}