Teacher Evaluation System

Goal: To provide a general overview and understanding of the new Teacher Evaluation System.

Note: Non-classroom positions will need to consult with their evaluator to determine if the current teacher rubric could be used depending on the position and indicators selected. The goal is that the School Board will have the remaining non-classroom rubrics (which are currently in draft form) approved by April 2018. 

Review  Evaluation TIMELINE

Year 1

Step 1 – Expectations and Goal Setting Conference – Sit down with your evaluator and discuss areas of growth using the Teacher Evaluation Rubric. Working together with your Evaluator you will need to select only 10 indicators out of 60 to focus on over the next three years.

The rubrics have six domains covering all aspects of a teacher’s job performance:

  1. Planning and Preparation for Learning – select 2 indicators
  2. Classroom management – select 2 indicators
  3. Delivery of Instruction – select 2 indicators
  4. Monitoring, Assessment, and follow-Up – select 2 indicators
  5. Family and Community Outreach – select 1 indicator
  6. Professional Responsibilities – select 1 indicator

Rubric Example

Tip: Once you have selected your 10 indicators for the next three years place them in a folder for a quick reference.

Step 2 – Write up your goals (at least two but no more than three). Try to streamline your goals with the 10 indicators you have selected on the rubric, recertification, graduate classes and/or professional development.

Note: There are two ways you can approach these first two steps. Either you can look at the rubric and select areas of growth with your evaluator before writing your goals or look at what you are already doing or planning to do and match those goals to indicators on the rubric working with your evaluator.

Goal writing is basically the same as what we have done in the past with a few exceptions.

  • Your strategies need to identify indicators on the rubric.
    • Some strategies may not directly relate to the 10 indicators that you have selected.
  • A timeline needs to be developed to help you create a path to reach your goal.

Note: The timeline is simply to help you stay on track. It is not set in stone but simply gets you to think about what you need to do in order to be successful.

Note: Individual goals will be scored at the end of the evaluation period using a four-point scale as follows:

4 – Goal activities are completed, fully implemented with the effectiveness analyzed and shared with peers in some manner.

3 – Goal activities are completed and knowledge gained is implemented with students.

2 – Goal activities are completed but have not been implemented in practice.

1 – Goal activities have not been completed.

 Goal Example

Year 2

Step 1 – Goal Conference with Evaluator

Step 2 – Observations – Teachers will have at least one 10 minute walk-through per quarter.

Step 3 – Goal Progress write-up and Conference with Evaluator

Year 3

Step 1 – Goal Conference with Evaluator

Step 2 – Observations – Teachers will have at least one 10 minute walk-through per quarter.

Step 3 – Complete pre-observation worksheet.

  • Teach your lesson
  • Wait to receive your evaluators write up before completing a post-observation worksheet.
  • Meet with Evaluator to discuss the lesson

Step 4 – Submit your scored self-completed rubric on the 10 indicators and your portfolio (paper or electronic) along with any written commentary you wish to include.

No formal self-evaluation write-up is required.

Step 5 – Final meeting with evaluator to discuss goal attainment and teacher rating/efficiency.

This is where you provide EVIDENCE (observations, lessons and electronic or paper portfolios, for your 10 indicators.)

Note: At the end of the 3 year evaluation cycle both the teacher and the evaluator separately look at the 10 indicators and select a rating for each.

4 – Highly Effective

3 – Effective

2 – Improvement Necessary

1 – Does Not Meet Standards

Note: The teacher and evaluator should work to come to an agreement on a score for each indicator. If an agreement cannot be reached the evaluator will make the final determination.

Step 6 – Goal setting for the next three-year cycle.

The Final Summative Effectiveness Rating will be determined by using the average score of your individual goals which will count 20% and your observations, lesson and portfolio evidence using the rubric for the 10 indicators which will count 80%.

Note: Upon starting a new 3-year evaluation cycle 10 different indicators should be selected unless it is determined that an area needs improvement.

Finally, if at any point you have a concern or question, don’t hesitate to meet with your evaluator and come up with a plan together to help you achieve your goals. We are all in this together and will work through any glitches.


  • Set your goals to promote professional GROWTH
  • Work with your evaluator to ensure SUCCESS
  • Provide EVIDENCE that clearly demonstrates positive results
  • Be REFLECTIVE, seek out feedback and encourage productive conversations

 Note: TeachPoint is the easy to use and fully customizable teacher evaluation system software. It will save TIME and PROVIDE an effective way to communicate with your evaluator and make it easy to submit documents. Training will be provided.

TeachPoint Example

If you have already set up your TeachPoint account just log-in and explore the software. You were sent directions on how to set up an account last year so you may need to do a search of your emails if you have not set it up.

An introduction to the software is available as a 22 minute Webinar.

  1. Simply click on the link –  TeachPoint Webinar 
  2. You will be prompted to log-in and then taken directly to the Webinar by Gizem Gaudet

Note: Forms on the Webinar TeachPoint demo are somewhat different because we have customized specific forms for our own district use. The training will give you a good overview on how the program works.

Click here to view the complete Brunswick Evaluation Handbook.