Evaluating teachers’ effectiveness is a priority for the Aspire network of 37 charter schools, reports the San Francisco Chronicle. It’s not just about test scores.
When Eva Kellogg’s bosses evaluated her performance as a teacher, they observed her classes. They reviewed her lesson plans. They polled her students, their parents and other teachers. And then they took a look at her students’ standardized test scores.
When the lengthy process was over, the eighth-grade English teacher at Aspire Lionel Wilson College Preparatory Academy in Oakland had received the highest rank possible.
She was a master teacher.
And based on her job performance, she got a $3,000 bonus as well as a metaphorical front-row seat at one of the biggest battles in public education: how to evaluate teachers and whether to give good ones a bigger paycheck.
Forty percent of a teacher’s score is based on observation by the principal, 30 percent on students’ standardized test scores and the rest on student, colleague and family feedback, as well as the school’s overall test scores.
Teachers are ranked as emerging, effective, highly effective or master. Bonuses range from $500 to $3,000.