Why it works
Research on teacher evaluation shows that most systems do little to improve teaching when they are inaccurate (everyone rated effective), rushed, or purely summative, but that evaluation can support growth when it is accurate and fair (clear criteria, calibrated observers, sufficient evidence), paired with specific, useful feedback and support, and oriented toward growth rather than only rating. Leaders make evaluation meaningful by investing in accurate observation, giving feedback that helps, connecting it to coaching and support, and treating it as part of a growth culture, not a gotcha or a rubber stamp.
The research: Research on teacher evaluation and its effects.
The run-of-show
Choose your slot. The agenda, timings, and length update to match.
The core activity: make evaluation drive growth
Leaders leave with a plan to make evaluation accurate, useful, and growth-oriented.
- Look at whether your evaluation is accurate and useful, or compliance.
- Invest in accuracy and fairness (clear criteria, calibration, evidence).
- Give specific, useful feedback.
- Connect it to coaching and support, and orient it toward growth.
Facilitator notes
- Make evaluation accurate and fair, and give useful feedback.
- Connect to coaching.
- Orient toward growth, not rating.
Adapt it
- <b>All leaders:</b> the same.
- <b>All settings:</b> accurate, useful feedback, growth-oriented.
Participant handout
One page for every teacher. Print it, or save it as a PDF.
Teacher Evaluation: drive growth
<b>More than a rating:</b> accuracy and fairness, specific useful feedback, and a growth orientation.
- Whether my evaluation is accurate and useful or compliance:
- How I invest in accuracy and fairness:
- How I give specific, useful feedback:
- How I connect it to coaching and support:
- How I orient it toward growth:
Make it stick
Drive growth:
- Make evaluation accurate and useful.
- Orient it toward growth.
- Bring an evaluation-for-growth practice to the leadership team.