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EVALUATION SYSTEM SURVEY
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Are you an OCCTA member?
Yes
No
Position
- Select -
Elementary School Teacher
Middle School Teacher
High School Teacher
CTE Teacher
Dean
Guidance Counselor
Psychologist
Testing Coordinator
Social Worker
Curriculum Resource Teacher
Media Specialist
Audiologist
Speech Pathologist
Behavior Specialist
Instructional Coach
Mental Health Counselor
ESOL Compliance
Nurse
Other
Name of School or Worksite
Non-classroom positions, please check which applies
School-based
Itinerant
NA
Overall, how would you rate the current evaluation system?
It is highly effective
It is effective
It is developing
It needs improvement
What is your current evaluation category?
Category I: Teachers in their first, second or third year of teaching
Category 2A: Teachers in at least their fourth year of teaching.
Category 2B: Teachers in at least their fourth year of teaching and are new to the District, assigned to teach a new subject area or grade level that is different from their previous assignment or assigned to teach at a school with a different population of students from their previous assignment.
Category 3: Teachers who have been determined to be less than Effective in the classroom as documented through the current evaluation system that may result in an unsatisfactory rating or who fail to achieve gains based upon the state’s Student Growth model. These teachers shall be placed on a Professional Improvement Plan (PIP).
Category 4: Teachers who taught 80 days or less between the 1st student day and May 1
How do you rate walk throughs?
They are useful
Neutral - neither good nor bad
Not useful
NA (Not in a classroom)
How many walkthroughs should there be per quarter?
None -They interrupt teaching and learning and do not improve my skills
1 walkthrough - I appreciate the quarterly feedback
2 - 3 walkthroughs - The regular feedback is useful to improve my teaching skills
As many as the administration wants to conduct
NA (not in a classroom)
If walkthrough visits are to continue, should there be a limit on the number of team members allowed during a visit?
No more than one individual observer
No more than two individual observers
No more than 3 individual observers
As many as the district wants to impose
NA (not in a classroom)
How would you rate non-evaluative coaching observations in regard to improving your teaching skills?
Very valuable
Valuable
Not valuable
Of no use
Do you receive actionable feedback from your coaching or walkthroughs?
Always
Sometimes
Never
Please share any of your thoughts on walkthroughs and coaching observations
How do you feel about the informal observations?
There are just enough
There should be more
There are too many
The number of informal observations should depend on years of experience with progressively less for the more veteran teachers
What is your opinion about scheduling an informal observation?
All informal observation should be scheduled at a mutually agreeable time
I do not care if they are scheduled or unscheduled
Do you receive timely and actionable feedback on your informal observations?
Yes
Sometimes
No
How do you feel about the number of formal observations?
There are just enough
There should be more
There are too many
The number of formal observations should depend on years of experience with progressively less for the more veteran teachers
How would you rate your pre and post conferences for your formal observations?
The provided valuable guidance and feedback
They provided no valuable guidance or feedback
I did not have a pre-conference with my evaluating administrator
I did not have a post-conference meeting with my evaluating administrator
Please share any of your thoughts on formal observations
How would you rate the evaluation training you receive each year?
Highly Effective
Effective
Developing
Needs Improvement
Does your evaluating administrator answer your questions regarding the evaluation process?
Always
Sometimes
No
How would you rate the deliberate practice portion of your evaluation? (The Status Score plus the Deliberate Practice Score equals the Instructional Practice Score.)
Highly effective
Effective
Developing
Needs Improvement
Do you believe that the deliberate practice scoring system is fair? (Innovating +4, Applying +3, Developing +2, Beginning +1, Not Using -1),
Yes
No
Have you received support and actionable feedback from your evaluating administrator during the deliberate practice process?
Yes
No
Please share any of your thoughts on Deliberate Practice
To receive an effective rating a teacher must have a final evaluation score of between 2.4 - 3.2 (Instruction Practice and Final Summative Rating). The current contract states that teachers with a score of 3.0 or higher will be recommended for reappointment. Do you believe that should be changed to 2.4?
Yes
No
How many unpaid hours outside of your contracted work hours do you estimate you spend on evaluation-related work? (Ex. Domain IV activities, Deliberate Practice, preparing for observations, research, etc.)
None
1-10 hours a quarter
11-20 hours a quarter
21 -30 hours a quarter
More than 30 hours a quarter
The PERC Commission ruled with OCCTA stating "We conclude that teacher evaluation systems that essentially determine hours, wages, and terms and conditions of employment are a mandatory subject of bargaining." Do you agree that the evaluation system, including the elements, protocols and scales should be bargained, rather than the District imposing a unilateral evaluation system?
Yes
No
What would you like to see changed in the evaluation system?
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