Teacher Evaluation Systems: A Comprehensive Guide to Measuring Teacher Performance

Teacher evaluation systems create a standardized process for assessing and rating a teacher's performance and teaching effectiveness. The main purpose of teacher evaluation systems is to help promote better student performance and learning experiences while fostering professional growth for the teachers.

Implementing the right teacher evaluation systems has the potential to drive significant improvements as far as student achievement is concerned, as well as teaching effectiveness. Effective teachers are in a stronger position to help students achieve better test scores.

Key Principles for Measuring Teacher Performance

A typical teacher evaluation system is designed to tie teacher professional development to evaluation results, much like student test scores are tied to student learning. For example, learner test scores link students to better charter schools, and teacher evaluation results link teachers to teacher growth and better-paying professional roles.

According to an analysis conducted by the National Council on Teacher Quality (NCTQ), if done correctly, teacher evaluation systems can foster both teacher and student growth. This conclusion is based on evidence from six different teacher evaluation systems across the country. Objective and subjective measures were considered.

Here are some key principles for correctly implementing a teacher evaluation system.

1. Evaluators Matter

Research from the Bill & Melinda Gates Foundation and the US Department of Education's Institute of Education Sciences (IES) shows that educator scores and student learning improved significantly when the teachers in question were evaluated by people who had undergone training on the observation rubric.

Teachers valued the feedback more when it came from evaluators who had more experience in the school and longer tenure, showing that the type of evaluator in question matters.

Classroom teachers respond better when they not only respect the evaluators because of their proven expertise but also because of their accomplishments and tenure.

2. Video Observation Is Key

Some of the main complaints arising as far as the difficulties involved in conducting multiple classroom observations are:

• The amount of time commitment required from observers
• The strain this process can place on professional relationships within the school

Research into how well the observation and feedback loop worked using different methods found that video observation often worked better than in-person classroom observation. This research highlighted the fact that teachers who recorded their lessons and videos were more receptive to feedback as far as the entire evaluation process was concerned.

Recorded videos not only alleviated time constraints that the school administrators experienced, but they also supported more effective feedback and discussions by all parties involved. Since this was technically a review of the teacher's professional practice after the fact, there was also improved feedback retention from the evaluator.

3. Customization of Results for a Teacher's Professional Development

Research on professional development programs shows that when performance pay programs are paired with professional development, there's a marked improvement in effective learning for students and effective teaching among teachers. Teachers offered professional development opportunities, leveraged their evaluation results effectively, and tended to become even better teachers in their fields.

4. High Performing Teachers Should Be Paid More

Performance-based bonuses have often been a great motivator in many professional fields, including the education sector. According to research on teacher merit pay, these bonuses definitely have a significant impact, which can be measured with the most commonly used teacher evaluation systems.

This merit pay meta-analysis found that teachers who were offered better pay due to their higher evaluation results performed better in their fields and were more active in seeking out higher professional learning or training. They also went on to help their students produce better test scores.

These findings also suggested that many teacher evaluation systems need adjustments and specific implementation parameters to achieve the desired goals of improved teacher effectiveness and learner outcomes. The healthy debate as to whether or not these systems are as effective as they should be continues. What is no longer an issue is the fact that the right teacher evaluation system can produce better teachers and better student test scores.

To foster better teacher growth and development with the right teacher evaluation system, contact Education Advanced today.  

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• Evaluation, our teacher evaluation software, documents every step of the staff evaluation process, including walk-throughs, self-evaluations, supporting evidence, reporting, and performance analytics.