THE FUTURE IS NOW: MI Evaluations are new

December 11, 2024December 16, 2024

After many years under a punitive teacher evaluation system, Michigan educators got back the right to bargain the subject in 2024. MEA staff and union bargaining teams have worked tirelessly to negotiate local improvements and ensure districts are following the new law.

Read your collective bargaining agreement for specifics of your district’s evaluation system, but here are general aspects of the new law and tips to ensure the process helps improve your craft.

While there may still be work to do related to the teacher evaluation system, these changes are an important step forward in creating a more fair and effective process.

Evaluation tool

MDE recommends five evaluation tools, but districts can choose an appropriate alternative. Tools outline categories, components, or domains of teaching and related skills such as professionalism, instruction, classroom environment, and content knowledge/planning.

DO >>> Get familiar with your district’s tool. Understand how to demonstrate effectiveness, ask questions, attend trainings. Your rating of effective, developing, or needing support is determined by a cut score; find out your the cut scores that have been determined in your district.

Goals

The evaluation system requires two types of goals: performance and student growth. The student growth goal could be measured via assessment or mastery of a key student learning objective.

DO >>> Determine your performance goal collaboratively. If you are a first-year probationary teacher or a teacher who has earned a “needs improvement” rating, your performance goal should be based on your Individualized Development Plan (IDP); request appropriate support and training—iincluding assignment of a mentor—to achieve your performance goal.

Observations

The law requires a minimum of two evaluations at least 15 minutes long, with at least one scheduled in advance, and written feedback within 30 days of the observation. Your negotiated evaluation system may have additional rules.

DO >>> Check your evaluation system’s guidelines and timelines and check your evaluator’s adherence. Make notes after an observation, check feedback you receive for errors, and discuss any concerns. Provide evidence from domains you practice but did not demonstrate in observations.

Ratings

The old 4-level ranking system has been converted to a 3-level system. The district is required to provide the teacher with a written evaluation containing a rating at the end of the school year; otherwise an “effective” rating is awarded. If a tenured teacher is rated “needing improvement,” there are timelines for appeal.

Being rated “ineffective” or “needing improvement” on three consecutive end-of-year evaluations is cause for dismissal. For non-tenured teachers, four years of successful teaching and three consecutive “effective” (or “highly effective” prior to July 1, 2024) marks completion of the probationary period.

Ratings will no longer impact certification renewal or advancement.

DO >>> Keep excellent records of your evaluations. Keep all of the documentation and notes connected to that year’s evaluation in a safe place.

If you are non-tenured, determine the impact your ranking has on your progression toward tenure.

If you are rated “needing improvement,” be sure that you follow timelines for any appeals. Be sure the district provides the support required to help you improve. Contact the union with concerns.

Evaluation Exemptions

Criteria can be negotiated to exempt non-probationary teachers from evaluation if they have earned 3 consecutive “highly effective” or “effective” rankings. These decisions are determined at the district level, so check your collective bargaining agreement or supporting documents. Even if your district exempts these teachers from year-end evaluation, performance and/or student growth goals may still be required to be set.

Other circumstances may exempt a teacher from the year-end evaluation. These could include extenuating circumstances, an evaluation vacated through the grievance process, or a teacher who taught fewer than 60 days in the school year.

DO >>> Determine agreements your district and union have negotiated for exemptions and seek an exemption if you believe you qualify.