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Criteria by which certificated classroom teachers, principals, and assistant
principals will be evaluated beginning 2013-14.
- STATE: Eight criteria for certificated classroom teachers and eight criteria for principals and assistant principals.
Criteria: RCW 28A.405.100 (Sec. 1)(2)(b) & (Sec. 5)(b)
- LOCAL: School boards have adopted new criteria by Sept. 10, 2013.
- DISTRICT: Have adopted.
Definitions developed by TPEP districts during pilot development to help clarify
criteria and assist in determining evidence and measures. Criteria Definitions: WAC 392-191A-030
Certificated Classroom Teacher
A certificated employee who provides instruction to students and holds one or more of the certificates pursuant to
WAC 181-79A-140 (1) through (3) and (6)(a) through (e) and (g).
- STATE: Definition of certificated classroom teacher: WAC 392-191A-030
- LOCAL: Those who provide “academically-focused instruction to students” should be included in the evaluation system.
Local discussion should focus on the roles/responsibilities of the employee as related to the criteria and approved frameworks.
The framework authors met to discuss this issue. Particular consideration should
be given to certificated teachers whose assigned job does not require
instructional practice. Possible examples of roles that would not be evaluated
using an instructional framework: a certificated teacher who manages student
transition, an on-time graduation specialist who monitors progress toward a
diploma, a media specialist who does not teach students as a key job
responsibility, an instructional coach, a certificated teacher who monitors
students in an online program but does not plan instruction, a certificated
teacher who teaches in a juvenile justice system in which the majority of
students attend for short periods of time (1-15 days). See OSPI Study Group
Report: Guidance for Specific Learning Environments under your Framework’s
“Document List” for additional guidance.
- DISTRICT: Determine which educators are included in the teacher evaluation system. Those who should not be included should be evaluated using the previous evaluation process or another model chosen by the district.
Certificated Principal and Assistant Principal
A person who is employed to supervise the operation and management of a school as provided by RCW 28A.400.100 and holds certificates pursuant to WAC 181-79A-140 (4)(a) or (6)(h)
- STATE: Definition of certificated principal and assistant principal: WAC 392-191A-030
- LOCAL: Local discussion should focus on the roles/responsibilities of the employee as related to the criteria and frameworks.
Particular consideration should be given to roles such as Deans of Students, Athletic Directors, and those with split Superintendent/Principal roles.
For guidance, see the TPEP Questions and Answers and the AWSP User’s Guide.
- DISTRICT: Determine which certificated principals and assistant principals are included in the evaluation system.
Instructional & Leadership Frameworks
"Instructional framework" means one of the approved instructional frameworks adopted by the Superintendent of Public Instruction to support the evaluation system pursuant to RCW 28A.405.100.
"Leadership framework" means one of the approved leadership frameworks adopted by the Superintendent of Public Instruction to support the evaluation system pursuant to RCW 28A.405.100.
- STATE: Instructional Frameworks
- CEL - 5D+ University of Washington
- Danielson - Framework for Teaching FfT(2011)
- Marzano - Teacher Evaluation Framework
- AWSP - Leadership Framework
- LOCAL: Districts must select one instructional framework, then post their
selection on their district website.
- DISTRICT: Completed
Modification or Adaptations to Instructional Frameworks
Minor modifications or adaptations to preferred instructional frameworks.
- STATE: The structure and text of frameworks and rubrics may only be changed by OSPI.
With the framework authors, OSPI has created a process for reviewing and authorizing minor modifications or adaptations.
RCW 28A.405.100 (Sec. 1)(2)(e).
Instructions and more information.
- LOCAL: Local decisions can be made regarding adding possible teacher
observables and possible student observables to the 5D+ rubric, critical
attributes to the Framework for Teaching, and possible teacher evidence and
possible student evidence to the Marzano Teacher Evaluation Model.
- DISTRICT: Districts (or a consortium of districts) submit an application to the TPEP Steering Committee, providing rationale for changes to be implemented.
Four Level Rating System
The continuum of performance that indicates the extent to which the criteria have been met or exceeded.
1 - Unsatisfactory
2 - Basic
3 - Proficient
4 - Distinguished
- LOCAL: None
- DISTRICT: None
Annual Report of Evaluation Data
Districts report annually to OSPI the following for each employee group:
(i) Evaluation criteria and rubrics;
(ii) a description of each rating; and
(iii) the number of staff in each rating.
RCW 28A.150.230 (2)(a).
- STATE: OSPI reports performance data for all educators through the annual
State Educator Evaluation Survey (SEES) to US Dept. of Education and posts
district summaries on the TPEP website.
- LOCAL: How and when will performance data for all educators be collected?
Where and how will data be stored?
- DISTRICT: During the fall of each year, districts collect and report
performance data of teachers aggregated by school and of other educators by
district. Where applicable, four-level ratings are reported.
All eight criteria must contribute to the overall summative evaluation and must
be completed at least once every four years. The evaluation must include an
assessment of the criteria using the instructional framework rubrics and the
superintendent of public instruction's approved student growth rubrics.
Focused Evaluation - One of the eight criterion must be selected as a
focus for growth every year that a comprehensive evaluation is not required. Assignment to a
Focused evaluation is always at the discretion of the evaluator. The selected
criterion must be approved by the teacher or principal’s evaluator. Must include
an assessment of the criterion using the instructional or leadership framework
rubrics and OSPI's approved student growth rubrics.
- Teachers - The focused evaluation will include the student growth rubrics of the selected criterion. If criterion 3, 6 or 8 are selected, evaluators will use those student growth rubrics. If criterion 1, 2, 4, 5, or 7 is selected, evaluators will use criterion 3 or 6 student growth rubrics.
See focused scoring methodology.
- Principals -
The focused evaluation will include the student growth rubrics selected by the principal or assistant principal and approved by the principal's evaluator.
See focused scoring methodology. WAC 392-191A-190.
- LOCAL: Comprehensive must be used at least once every four years; local schedule may vary.
- DISTRICT: Identify district plan for rotating a portion of teachers to Comprehensive every year without overloading evaluator(s).
Evaluatees who are to be moved/wish to move from a Focused evaluation to the Comprehensive evaluation during the school year must be informed of this decision in writing on or before December 15 of that school year.
Summative Performance Rating Descriptors
Description of summative performance at each of the four levels based on the work of the TPEP pilot districts.
- STATE: Summative Performance Rating Descriptors for both Certificated Classroom Teachers, Principals and Assistant Principals. WAC 392-191A-140
- LOCAL: None
- DISTRICT: None
Criterion Level Scoring Methodology
Method for scoring the criterion-level scores using the instructional framework rubrics and student growth rubrics.
LOCAL: Criterion-level Scoring Methodology is a local decision.
A criterion score is comprised of two components:
- The framework rubric elements identified by OSPI for that criterion.
- The applicable student growth rubrics.
Please see guidance from the frameworks authors on Criterion Scoring Methodology.
Please see guidance from framework authors and OSPI regarding student growth in the modules.
DISTRICT: District creates procedures and practices to establish criterion scores, which are summed equally to create a summative score.
Utilize OSPI's Training Modules to define criterion-level scoring methodology.
Final Summative Scoring Methodology
Common state-wide method for calculating the comprehensive and focused evaluation performance ratings for each of the approved instructional frameworks. RCW 28A.405.100 (2)(c).
- STATE: OSPI has defined the common method of calculating a final summative score at the end of each school year in WAC 392-191A-080 , WAC 392-191A-090, WAC 392-191A-140, and WAC 392-191A-160.
A Comprehensive summative score has two steps: (NOTE: tab in the following)
- Districts create procedures and practices to establish criterion scores and they are summed equally to create a summative score. Framework rubric scores and student growth rubric scores are included in the calculation. The state’s scoring matrix assigns a corresponding label (Unsatisfactory to Distingished or 1-4).
- Evaluators calculate the Student Growth Impact Rating, which is the sum of the five student growth rubrics (3,6,8 for teachers and 3,5,8 for principals). The Student Growth Impact Rating only has consequences when the rating is “Low” or any rubric score is “1”. Certificated classroom teachers with low student growth rating will engage with their evaluator, in a student growth inquiry pursuant to WAC 392-191A-100.
A Focused summative score is determined as follows: (NOTE: tab in the following)
- A summative score is assigned using the summative score from the most recent comprehensive evaluation. This score becomes the focused summative evaluation score for any of the subsequent years following the comprehensive summative evaluation in which the certified classroom teacher, certified principal or assistant principal is placed on a focused evaluation. Should a teacher, principal or assistant principal provide evidence of exemplary practice on the chosen focused criterion, a level 4 (Distinguished) score may be awarded by the evaluator. WAC 392-191A-120 (Teachers) WAC 392-191A-190 (Principals and Assistant Principals). Should a teacher or principal need or wish to be moved from a Focused to a Comprehensive evaluation during a school year, that decision must be communicated in writing by December 15, of each year.
- LOCAL: Assure that evaluators understand and can accurately and reliably
apply the procedures for scoring educator performance using OSPI’s framework
rubrics, student growth rubrics and any locally-defined processes.
Districts must decide how to derive a summative score when an educator ends
service prior to the end of school or when an educator is hired late in the
- DISTRICT: Maximize rater agreement; yearly refresh evaluator training at minimum one day. See the AIR memo on rater agreement research and strategies. The Observation and Rater Agreement Training Module, is an additional resource to support district and school leadership teams in developing a common understanding of the new evaluation legislation, criteria, frameworks, and opportunities for professional growth and development.
Clarify the district’s summative process for scoring educators who do not work the entire school year.
Observation - (Teacher Only)
Observe or observation means the gathering of evidence made through classroom or
worksite visits, or other visits, work samples, or conversations that allow for
the gathering of evidence of the performance of assigned duties for the purpose
of examining evidence (Evidence means observed practice, products, or results of
a certified classroom teacher or certified principal’s work that
demonstrates knowledge and skills of the educator with respect to the four-level
rating system.) over time against the instructional or leadership framework
rubrics pursuant to this section.
All classroom teachers shall be observed at least twice each school year in the
performance of assigned duties for at least sixty minutes during each school
year, plus at least two opportunities for confidential conferences with his or
her immediate supervisor.
Districts must observe new employees for at least thirty minutes during the
first ninety calendar days of the new employee's employment period. No summative
score is required.
Provisional (3rd year)
Observe at least three times in the performance of assigned duties for at least ninety minutes during the school year.
School districts must insure that all classroom teachers are observed for the
purpose of focused evaluation at least twice each school year in the performance
of their assigned duties. As appropriate, the evaluation of the certified
classroom teacher may include the observation of duties that occur outside the
classroom setting. School districts must ensure that all certified classroom
teachers are subject to a focused evaluation and observed for a period of no
less than sixty minutes during each school year.
RCW 28A.405.100 (Sec. 1)(3)(a)
- LOCAL: Additional observations (either formal or informal) may be determined locally.
- DISTRICT: Review School Board policies related to TPEP as well as negotiated agreements; consider alignment.
Student Growth & Student Growth Impact Rating
Student Growth: The change in student achievement between two points in time.
Data: The relevant and available multiple measures using classroom, school, district, and state-based tools.
- STATE: Teachers & Principals - OSPI approved student growth rubrics must be
used in criterion level scoring. More than one measure of student growth data
must be used in scoring the student growth rubrics. Rating must be determined by
an analysis of evidence.
Upon completion of the overall summative scoring process, the evaluator will
combine only the student growth rubric scores to assess the certificated
classroom teacher, (WAC 392-191A-090) principal or assistant principal’s (WAC 392-191A-170) student growth impact
rating. The student growth impact rating will be determined by the
superintendent of public instruction's student impact rating scoring band. For additional details on student growth impact ratings view the Comprehensive and Focused diagrams.
- LOCAL: Determine available and relevant multiple measures.
Determine how assessment literacy and best practices will be incorporated into educator training.
Consider whether to design a menu of professional growth options for educators who receive a low student growth impact rating.
- DISTRICT: Utilize the ESD Student Growth training materials and OSPI online Modules.
Student or building staff input to provide data about the teacher or principal’s performance.
- STATE: Student input may be included in the (teacher) evaluation process. RCW 28A.405.100(Sec. 1)(2)(g)
Building staff input may be included in the (principal) evaluation process: RCW 28A.405.100 (Sec. 1)(6)(g)
- LOCAL: The role of student and staff input into evaluation is a local decision.
- DISTRICT: Decide if, how and when student perception data will be used in teacher evaluation and staff perception data will be used in principal evaluation.
Analysis of Evaluation System - Representatives of OSPI and statewide associations shall analyze how the evaluation systems in RCW 28A.405.100 (2) and (6) affect issues related to a change in contract status. RCW 28A.405.102
- STATE: Teachers & Principals - Annually the TPEP Steering Committee will examine educator performance data (SEES) and contract issues related to implementation of the four-level rating system.
- LOCAL: None
- DISTRICT: None
Use of Evaluation Results in HR decision
HR decisions include positive consequences (e.g., granting continuing contract
status, preference in assignments, and teacher leadership roles) as well as
negative consequences (probationary status, transfers, RIFs and displacement,
and hiring staff). Access to professional development offerings based on teacher
performance and/or district priorities can also be an HR decision.
- STATE: Teachers & Principals - Beginning with the 2015-16 school year,
evaluation results for certificated teachers and principals must be used as one
of multiple factors in making human resource and personnel decisions. Human
resource decisions include, but are not limited to: staff assignment, including
the consideration of an agreement to an assignment by an appropriate teacher,
principal and superintendent; and reduction in force. Nothing in this section
limits the ability to collectively bargain how the multiple factors shall be
used … with the exception that evaluation results must be a factor.
RCW 28A.405.100 (8)(a)
- LOCAL: Decide how evaluation results will be considered in a variety of
personnel decisions for both teachers and principals.
Decide what “multiple factors” will be considered, including evaluation results.
- DISTRICT: Completed in 2015-16.