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Presentation of the North Carolina Educator Effectiveness System NCEES)
http://ncees.ncdpi.wikispaces.net/NCEES+Wiki
Presented by: Dr. Lillian G. Rorie
Director of Human Resources Support Services
The UCPS Mission and the Method
The Mission:• Preparing All
Students to Succeed
The Method:• Highly Qualified
Teachers and Support Staff in all Schools
Human Resources
Mission Statement
The mission of the Human Resources
Division is to recruit and retain
knowledgeable, professional
employees who are culturally aware
and prepared to work for the good of
all children.
Purpose of the NC Evaluation Process
• The intended purpose of the North Carolina
Evaluation Process is to assess the professional
educator’s performance in relation to the North
Carolina Professional Standards and to design a plan
for professional growth.
• The principal, supervisor, or a designee conducts the
evaluation process in which the professional educator
actively participates through the use of self-
assessment, reflection, presentation of artifacts, and
classroom demonstration(s) as appropriate to
the employee’s evaluation plan/cycle.
Evaluation Framework
• The evaluation instruments are based on the
Framework for 21st Century Learning and North
Carolina Professional Standards.
• Evaluators and employees may refer to the
appropriate North Carolina Evaluation Process
Manual for more information on this concept.
http://ncees.ncdpi.wikispaces.net/NCEES+Wiki
• Serve as a measurement of performance for
individual professional educators
• Serve as a guide for professional educators as they
reflect upon and improve their effectiveness
• Serve as the basis for instructional improvements
• Focus the goals and objectives of schools and
districts as they support, monitor, and evaluate their
professional educators
The Purposes of Evaluation
7-27-16
• To guide professional development programs
for professional educators
• To serve as a tool in developing coaching and
mentoring programs for educators
• To enhance the implementation of the
approved curriculum
• To inform higher education institutions as
they develop the content and requirements for
educator training programs
The Purposes of Evaluation
• Read the applicable North Carolina
Evaluation Process Manual.
• Participate in the training provided
by Union County Public Schools.
• Follow up and ask questions as
appropriate
Responsibilities of Professional Educators
Understand the North Carolina Evaluation Process
by doing the following:
• Prepare for and fully participate in each
component of the evaluation process.
• Gather data, artifacts, and evidence to
support performance in relation to
standards and progress in attaining goals.
• Develop and implement strategies to
improve personal performance and attain
goals in areas individually or
collaboratively identified.
Responsibilities of Professional Educators
Responsibilities of Principals/Evaluators
• Know and understand the North Carolina
Professional Standards.
• Participate in training to understand and
implement the Evaluation Process.
• Read the North Carolina Evaluation Process Manual
for categories of personnel under supervision.
• Stay abreast of current evaluation guidelines,
procedures, and legislation.
• Follow up and ask questions as appropriate.
• Ensure that the professional educator’s
Summary Evaluation Report contains
accurate information and accurately reflects
the educator’s performance.
• Supervise the implementation of the
Professional Development Plans (PDPs) as
appropriate.
Responsibilities of Principals/Evaluators
UCPS Evaluation Procedures
• Each professional educator should receive
formative and summary evaluation activities
according to the evaluation system that is
designated for his or her category of
personnel.
• Professional educators should have
opportunities to receive training on the
appropriate evaluation system through their
school designees, central office staff, and
others as applicable.
NC Standards for TeachersNote: Standards for other categories of professional educators are
available at http://ncees.ncdpi.wikispaces.net/NCEES+Wiki.
Standard 1: Teachers demonstrate leadership.
Standard 2: Teachers establish a respectful
environment for a diverse population of students.
Standard 3: Teachers know the content they teach.
Standard 4: Teachers facilitate learning for their
students.
Standard 5: Teachers reflect on their practice.
Sixth Standard for Teachers
TEACHERS CONTRIBUTE TO THE ACADEMIC
SUCCESS OF STUDENTS.
The work of the teacher results in
acceptable, measurable progress for
students based on established performance
expectations using appropriate data to
demonstrate growth.
• Rubric for Evaluating North Carolina Teachers– A
composite matrix of the standards, elements and descriptors of
the North Carolina Standards for Teachers
• Performance Standard – The distinct aspect of teaching or
realm of activities which form the basis for the evaluation of a
teacher
• Performance Elements – The sub-categories of performance
embedded within the standard
• Performance Descriptors – The specific performance
responsibilities embedded within the components of
each performance standard
Definitions
• Performance Rating Scale – The scale used for
determining the final evaluation rating for North
Carolina school teachers
• Developing – Demonstrated adequate growth but did
not demonstrate competence on standard(s) of
performance
• Proficient – Demonstrated basic competence on
standard(s) for performance
Definitions
• Accomplished – Exceeded basic competence on
standard(s) of performance most of the time
• Distinguished – Consistently and significantly
exceeded basic competence on standard(s) of
performance
• Not Demonstrated – Did not demonstrate
competence on or adequate growth toward achieving
standard(s) of performance[NOTE: If the “Not Demonstrated” rating is used,
the principal/evaluator must comment about why it was used.]
Definitions
Definitions
• School Executives – Principals and assistant principals licensed to work in North Carolina
• Self-assessment – Personal reflection about one’s professional practice to identify strengths and areas for improvement (conducted w/out input from others)
• Summary Evaluation Form – A composite assessment of the teacher’s performance based on the evaluation rubric and supporting evidence
Component 1: Training
Before participating in the
evaluation process, all professional
educators, administrators, mentors,
and peer observers must participate
in training on the evaluation
process. .
Component 2: Orientation
• Must occur annually
• Must occur within the first two weeks of
reporting to work
• At a minimum, the orientation must include
a copy of or access to the following: Rubric for Evaluating North Carolina Teachers and
http://ncees.ncdpi.wikispaces.net/file/view/Teacher_Rubri
c%202015.pdf/557284249/Teacher_Rubric%202015.pdf
Policy TCP-C-004
http://sbepolicy.dpi.state.nc.us/policies/TCP-C-
004.asp?pri=02&cat=C&pol=004&acr=TCP
Component 3: Self-Assessment
Using the rubric for the appropriate
evaluation plan/cycle, the professional
educator shall rate his or her own
performance at the beginning of the
year and reflect on his or her
performance throughout the year.
Rubric for Evaluating
North Carolina Educators
The Rubric for Evaluating North Carolina Teachers was
developed to align with and exemplify the North
Carolina Professional Teaching Standards approved by
the North Carolina State Board of Education on June 6,
2007. Rubrics for other categories of educators have
been developed since that time. The rubrics are used for
the following:
• To record the evaluator’s ratings during observations
• To collect the educator’s self-assessment and
• To document end-of-year summary ratings based on
evaluation activities.
Examples of different rubrics are displayed on the
following slides.
Component 4: Pre-Observation
Conference
Before the first formal observation, the principal shall meet with the professional educator to discuss the following:
• The self-assessment based on the appropriate rubric
• The Professional Development Plan and
• The lesson or activity to be observed (Pre-Observation Conference Form).
Component 4: Pre-Observation
Conference
• Only one pre-conference is required, but it
MUST occur before the first observation or
activity. The evaluator CAN conduct a pre-
conference for all observations if preferable.
• The professional educator should complete his
or her self-assessment in the online evaluation
system prior to the first pre-conference or on a
hard copy if the evaluation instrument is not in
the online system.
Component 5: Observations
A formal observation or
activity shall last at least
forty-five (45) minutes
or an entire class period
or activity.
An informal observation
shall last at least twenty
(20) minutes.
Peer Observation
• A peer observation is required for teachers and
applicable support staff who are evaluated on the
Comprehensive Plan/Cycle.
• A peer can be any professional educator in a
comparable area who has been trained on the
evaluation system and is not a beginning teacher. The
peer provides feedback from the perspective of a
practitioner.
• The peer should provide feedback to the professional
educator in a follow-up conference within ten days of
the observation.
• The North Carolina Evaluation Process
shall be conducted annually, according to
one of three evaluation cycles/plans.
Comprehensive Evaluation Plan/ Cycle for
Teachers and Student Support Personnel
The Comprehensive Evaluation Plan/Cycle is used for teachers
and student support personnel who have been employed with
UCPS for less than three (3) consecutive years.
• Teacher Self-Assessment
• Professional Development Plan
• Formal Observation (with pre and post-conference)
• Formal Observation (with post-conference)
• Formal Observation (with post-conference)
• Peer Observation (with post-conference)
• Summative Evaluation Conference
Standard Evaluation Plan/Cycle for Teachers
The Standard Evaluation Plan/Cycle is used for career and
experienced teachers who have been employed for three (3) or
more consecutive years with UCPS and have a license expiration
date of June 30th of the current school year.
• Self-Assessment
• Professional Development Plan
• Formal Observation (with pre and post-conference)
• Observation (Formal or Informal)
• Observation (Formal or Informal)
• Summative Evaluation Conference
• Summary Rating Form
Standard Evaluation Plan/Cycle for Student
Support Personnel (e.g. counselors, media coordinators, etc.)
The Standard Evaluation Plan/Cycle is used for career and
experienced student support personnel who have been employed
for three (3) or more consecutive years with UCPS regardless of
the license expiration year.
• Self-Assessment
• Professional Development Plan
• Formal Observation (with pre and post-conference)
• Observation (Formal or Informal)
• Observation (Formal or Informal)
• Summary Evaluation Conference
Abbreviated Evaluation Plan/Cycle(Currently, there is no abbreviated plan for student support personnel.)
The Abbreviated Evaluation Plan/ Cycle is used for career
teachers and experienced teachers who have been employed for
three (3) or more consecutive years with UCPS and have a
license expiration date beyond June 30th of the current year.
• Self-Assessment
• Professional Development Plan
• Observation on Standards 1 and 4 (Formal or Informal)
• Observation on Standards 1 and 4 (Formal or Informal)
• Summary Evaluation on Standards 1 and 4
Requirements for all Evaluation Cycles
• Orientation/Training
• Self-Assessment
• Professional Development Plan
(PDP)/Individual Growth Plan (IGP)
• Observations on Standards 1-5 or Standards
one and four
• Summary Evaluation
Component 7:
Summary Evaluation Conference
• Prior to the end of the school year, and in accordance with LEA timelines, the principal or designee shall conduct a summary evaluation conference with the professional educator.
• The principal or designee shall provide the
professional educator with the opportunity to add
comments to the Summary Rating Form.
• At the conclusion of the North Carolina Evaluation
Process, the principal or designee shall review the
completed Summary Rating Form with the
professional educator.
Component 8: Professional
Development Plans
Individual Growth Plan
Professional educators who are rated at least “Proficient” on all the Standards on the Summary Rating Form and those who are developing a PDP for the first time shall develop an Individual Growth Plan designed to improve performance on specifically identified Standards and Elements.
Component 8:
Professional Development Plan
The following outlines how to determine the type of PDP for
the professional educator.
• Professional educators who are rated as “Proficient” or
higher on all standards will develop an Individual Growth
Plan.
• Professional educators who are rated as “Developing” on
any standard will be placed on a Monitored Growth Plan.
• Professional educators who are rated as “Not Demonstrated”
on any standard or have a rating of “Developing” for two
sequential years will be placed on a Directed Growth Plan.
NCEES Online Evaluation Tool
• The North Carolina Educator Effectiveness System
(NCEES) Online Evaluation Tool is used for the
following categories of personnel: Principals,
Assistant Principals, Teachers, Counselors,
Instructional Technology Facilitators, Media
Coordinators, Psychologists, and Social Workers.
• Users of the NCEES Online Tool access the tool
through the NCEdCloud IAM System. All users of
the online tool must be trained on the tool prior to
performing evaluation activities.
Accessing the NCEES Online Tool
Through NCEdCloud IAM System
• To access the NCEES Online Tool through the NCEdCloud
IAM System, the employee will need to go through a process
to claim his or her account and then log into the NCEdCloud
IAM System using his or her ten-digit UID Number as his or
her user name and a password that he or she has developed.
• Once logged into the NCEdCloud IAM System, the user
should click on the NCEES Module to access his or her
evaluation account.
• Employees may obtain further instructions from their
supervisors, data managers, and technology support staff.
Select the appropriate plan and PDP for the
entire staff roster from the “My Staff” Tab.
Click on the “All Staff” tab to get a roster
for starting the plans.
Click on the down arrow beside the
professional educator’s name.
Click the arrow to start the plan. The plans will not be
visible from the “Staff Evaluations” tab until they have
been started from the “All Staff” tab.
NCEES Alternative Link
• https://ncees.homebase.ncpublicschools.g
ov/alternateLogin.html
The principals module of HRMS is a helpful resource
for school administrators.
Example of Available Data in HRMS
Have a great year!“Preparing all students to succeed”
Human Resources Administration
Dr. David Clarke, Deputy Superintendent
Human Resources Division
(704) 296-1007 Ext. 4114
Dr. Tom Bulla
Director of Human Resources Operations
(704) 296-0824 Ext. 4031
Human Resources Administration
Ms. Laura French, J.D.
Director of Employee Relations/ HR Staff Attorney
(704) 296-0106 Ext. 4050 Fax: (704) 289-9170
Dr. Lillian G. Rorie
Director of Human Resources Support Services
(704) 296-1012 Ext. 4052
