Download the guide to learn how using Google Docs for performance management can lead to poor results, and hear which solution has helped six districts facilitate effective performance management.
Rick Arnett, assistant superintendent at Lake Orion Community Schools in Michigan, and Mike Shepherd, director of human resources at Folsom Cordova Unified School District in California, share their strategies for addressing union concerns when implementing a new performance evaluation solution.
If a software vendor doesn’t provide quality customer support, their solutions quickly become a source of frustration, as Framingham Public Schools (FPS) can attest.
Faced with a paper-intensive performance management process that got in the way of meaningful evaluation conversations, Madison County Schools in Kentucky knew something needed to change — fast.
In Part 2, we discussed how to use technology to collect and analyze performance data that align with district priorities. But collecting and analyzing data isn’t enough. District leaders must use the information and insights gained to improve classroom instruction.
In Part 1 of this series, we explained that educators and students realize the true value of performance management when evaluations contribute to a culture of continuous improvement that ultimately advances student achievement … and that means collecting and analyzing meaningful performance data to empower decision-making.
Whether called evaluations, appraisals or assessments, nearly every district in the U.S. and Canada measures educator performance, but few say their efforts result in improved teacher effectiveness.
Comal Independent School District in Texas has transformed professional development (PD) across the district by personalizing participants’ experiences, while simplifying processes for teachers and administrators.
When you download a new app, do you struggle to learn how to use it or do you intuitively know how it works? Can you say the same when your school or district purchases a new software solution?
Tony Davis, Ph.D., consulting director at McREL International — a TalentEd strategic partner — draws on 28 years’ experience as a teacher, assistant principal, principal and K-12 human resources administrator to offer three tips for developing growth-driven performance management processes.
