Advance Teacher Data/Growth

Levine 1st Observation .pdf

The teacher conducted a Carousel Activity that we planned two days before the observation, receiving an overall score of 3.0.

Transitioning My TIP Teacher to Achieve a Strong Overall Danielson Rating.

At the end of the 2024-2025 academic year, the teacher achieved an overall MOTP score above 3.0, showing significant growth from the previous year’s score of 2.36. Through hard work and commitment during the 2024-2025 school year, he demonstrated a strong dedication to professional growth and instructional improvement. To support his progress and ensure he moved out of TIP status, the teacher proactively engaged in various professional development opportunities to enhance classroom practices and address specific areas for improvement. Together, we set clear goals and strategies tailored to elevate the quality of teaching and learning. Regular feedback sessions and collaborative planning helped maintain focus and direction, resulting in noticeable growth in both instructional delivery and student engagement. As a result of his dedication and commitment, the teacher successfully improved his MOTP rating, ultimately earning a highly effective rating overall. This achievement is a testament to his hard work, persistence, and willingness to embrace feedback and adapt his teaching methods. In recognition of his exceptional performance, I nominated him as Educator of the Month. This honor highlights not only the positive impact he has made on his students but also the continuous effort he has displayed in professional development, collaboration, and community building within the school. His journey serves as an inspiring example of how dedication to growth can lead to outstanding outcomes in education.

Brad Levine .pdf

This year, I’ve had the privilege of working closely with Mr. Brad Levie—a teacher who began the year facing a TIP (Teacher Improvement Plan) rating based on his Advance evaluation. What could have been a discouraging moment instead became a turning point. Through relentless dedication, reflection, and a willingness to grow, Mr. Levie has done a complete 180 in his teaching. Working side by side with him throughout the year, I’ve witnessed first-hand the incredible progress he’s made. His commitment to improving for the sake of his students and his openness to feedback has been nothing short of inspiring. Because of these efforts, Mr. Levie was recently nominated as Educator of the Month—a recognition he deeply deserves. As a leader, it’s important to highlight not only teachers who are already rated as “Highly Effective,” but also those who show true heart, take meaningful steps forward, and demonstrate a passion for evolving in their practice. Mr. Levie is proof that growth is possible with effort and support—and that kind of transformation deserves to be celebrated.

To the left, you will see a Teacher Improvement Plan folder specifically designed for Teacher Brad Levine. This folder outlines our collaborative approach for the year ahead, focusing on enhancing his instructional practices. Throughout the year, I will be working closely with Mr. Levine to set clear, achievable goals tailored to his professional development. We will begin with an in-depth assessment of his current instructional methods, identifying strengths and areas for growth. Regular observations of his classroom will allow us to gather valuable feedback and reflect on his teaching strategies. Additionally, we will engage in meaningful discussions after these observations to analyze what worked well and what could be improved. This continuous feedback loop will be essential for fostering a growth mindset and encouraging Mr. Levine to experiment with different pedagogical approaches. We will also explore professional development opportunities such as workshops, peer collaborations, and relevant educational resources that align with his improvement goals. By the end of the year, I am confident that Mr. Levine will have made significant strides in his instructional practices, ultimately benefiting his students and enhancing their learning experiences.

The provided data outlines the MOTP (Measure of Teacher Performance) averages for four teachers over a three-year period. Teacher A started at 2.45 in 2021-2022 and showed a growth of 0.55 over the four-year period. Teacher B began at 2.92 and exhibited a growth of 0.61, while Teacher C maintained a consistent score of 3.0 and experienced a growth of 0.28. Teacher D started at 2.75 and saw a marginal growth of 0.06 over the given years. This data provides insight into the performance trends of these teachers over the specified period under my leadership.

Bottom Five Advance Teacher Observation

As an administrator, I have worked closely with my lowest five achieving teachers to help improve their Advance teacher ratings through extensive support and professional development. Firstly, I conducted individual teacher evaluations to identify specific areas for improvement. I used the results from these evaluations to create personalized improvement plans for each teacher. I provided regular feedback and coaching to help them implement effective teaching strategies and improve their classroom management skills. I also encouraged peer mentoring and teacher collaboration to share best practices and support one another. Additionally, I organized targeted professional development sessions tailored to the needs of each teacher, focusing on areas such as differentiated instruction, student engagement, and data-driven instruction. I also made myself available to discuss any challenges or concerns the teachers had and provided them with the resources and support they needed to succeed. Through this collaborative and supportive approach, I have seen significant growth in the performance of these teachers, and I am confident that their Advance teacher ratings will reflect their hard work and dedication.

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