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Quality Performance Teacher Evaluation With Good Examples

Table of Contents

Performance teacher evaluations are essential tools that can be used to ensure quality teaching and learning in the classroom.

They provide an opportunity for teachers to receive feedback from administrators, peers, parents, and students on their performance. So they can make necessary improvements.

This blog will provide a few performance teacher evaluation examples that can help you evaluate your teaching practices .

What Is a Performance Teacher Evaluation?

A performance teacher evaluation is usually conducted by a school administrator or supervisor, and it assesses a teacher’s work .

This type of evaluation aims to provide feedback on the teacher’s overall performance and identify areas that require improvement. Such areas can can include:

  • Teaching style
  • Classroom management
  • Student engagement and collaboration
  • Curriculum development
  • Assessment methods

How to Evaluate a Teacher’s Performance

1. establish a process.

Before you start evaluating, it is essential to have a process outlining the steps involved. This should include who will be responsible for the evaluation and what criteria you will use.

2. Review Course Materials

It is helpful to look at the course materials provided for the teacher, such as lesson plans, handouts, textbooks, and other resources. This can provide valuable insight into how well the teacher planned their lessons and engaged their students with activities or projects.

3. Observe Classroom Management

Please pay attention to how the teacher manages their classroom environment during lessons. This includes how they handle issues like student behavior and discipline, time management, and student engagement.

4. Ask for Student Feedback

Make sure to ask students for feedback on the teacher’s performance. They are in the best position to give an honest opinion since they have been in the classroom with them every day.

5. Give Constructive Criticism

Once you have gathered your data and observations, you must provide constructive criticism. You can use this to improve teaching practices. Be sure to focus on specific areas and suggest concrete recommendations for addressing these issues.

Performance Teacher Evaluation Examples

Example 1: formal classroom observations.

A formal classroom observation is when an administrator or another educator visits the classroom and evaluates a teacher’s instruction.

The evaluator notes the teacher’s activities, student interactions, and lesson delivery during the statement. Afterward, he or she provides feedback on areas of strengths and weaknesses.

Example 2: Feedback From Peers

A peer review is when a teacher’s colleagues provide input on their performance.

You can do this formally or informally through written feedback or informal conversations. During this evaluation, peers observe the teacher’s activities and provide constructive criticism to help them improve their teaching practices.

Example 3: Parent and Student Feedback

Parents and students can also provide valuable information on a teacher’s performance through an evaluation process called parent/student surveys.

These surveys are usually administered at the end of a school semester. They ask parents and students to rate their experience with the teacher over the year. Based on their responses, administrators can understand how well the teacher connects with their students and parents.

Example 4: Self-Evaluations

Self-evaluation is an integral part of any performance teacher evaluation process.

By reflecting on what they have done in the classroom, teachers can identify areas for growth and improvement. This evaluation should include objective criteria like lesson plans, assessments, and data. Add subjective factors such as student engagement and motivation levels.

Tools and Models for Performance Teacher Evaluation Examples

1. marzano model.

This model is based on research from Robert Marzano and focuses on five areas of teaching effectiveness.

These are classroom strategies, content knowledge, professional responsibilities, student engagement, and assessment. It guides rating each site as “highly effective” or “needs improvement” to help administrators develop a comprehensive view of their teachers’ performance.

2. Walkthroughs

Walkthrough evaluations involve an administrator observing a classroom environment for a brief period (usually only 10-15 minutes).

During this process, the evaluator looks for evidence that supports specific criteria they have established before entering the room.

3. 360° Evaluation Tool

This tool combines input from multiple sources (e.g., students, parents, peers, administrators) to provide a comprehensive overview of a teacher’s performance. This type of evaluation allows for greater objectivity as it takes into account different perspectives and experiences.

Performance teacher evaluations are essential tools that can help teachers improve their practice and ensure quality teaching in the classroom.

By following a structured process and utilizing various evaluation models and tools, administrators can get an accurate picture of their teacher’s performance. Then, they can provide constructive criticism to help them grow professionally. Ultimately, you can use these evaluations to support teachers in improving their practice to provide the best possible education for their students.

Learning how to evaluate yourself and others is an essential skill for any teacher, and these examples can be a useful starting point. So do not hesitate to implement some of these evaluation strategies in your teaching practice today!

Quality Performance Teacher Evaluation With Good Examples

Abir Ghenaiet

Abir is a data analyst and researcher. Among her interests are artificial intelligence, machine learning, and natural language processing. As a humanitarian and educator, she actively supports women in tech and promotes diversity.

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How to evaluate a teacher’s performance

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How to evaluate a teacher’s performance

Delivering a quality education for students starts with the teacher. A teacher’s job usually includes a three-part process: planning lessons, presenting the lessons, and following through to make sure students understand and retain the curriculum.

As with any job, it’s important to assess a teacher’s performance periodically to help them improve in their role and make sure they’re continuously meeting students’ educational needs. Specifically, evaluating teacher performance means assessing their effectiveness in each of the three areas mentioned above to determine:

  • Are lessons thoroughly prepared and do they have clear objectives?
  • Are lessons presented clearly and in an engaging manner?
  • What tools are being used to check for understanding, and what are the outcomes of those assessments?

There are many ways to understand a teacher’s impact on student learning. Below we offer some tools that can help simplify the process and tips on how to put an effective system in place.

For an insightful look into the future of higher education, explore “ 8 Top Trends in Higher Education to Watch in 2024 ” on Jotform’s blog.

Teacher evaluation matters

Each teacher has a unique approach and teaching style — and there’s no such thing as one proven formula for success in the classroom. While personality is an important factor in the teacher-student relationship, personality alone won’t ensure an optimal educational experience. Nor do student test scores and grades tell the full story on their own.

A wide range of factors make a teacher successful in their work, including:

  • Formal education and continuing education
  • Experience in the classroom and the education sector
  • The ability to foster positive interactions with students
  • The ability to create a positive classroom environment
  • Successfully using homework and assessments to determine student proficiency
  • Communication with students, parents, and coworkers
  • Integration of various teaching techniques to accommodate the unique needs of each student
  • Accommodation of students with disabilities or behavioral challenges
  • Integration of cultural diversity in the classroom curriculum

Developing a system to evaluate a teacher’s performance allows you to shine a light on the nuances of what’s happening in the classroom. How a teacher handles student questions, incorporates routines, designs classroom activities, and more are all vital indications of their mastery of the profession. The ultimate purpose of a teacher evaluation system is to assess those nuances, make changes where necessary, and improve the teacher’s effectiveness — because the more effective a teacher is, the more successful their students will be.

Make annual instructor evaluations easier with free Course Evaluation Forms  from Jotform.

Tools for evaluating a teacher’s performance

Most industry experts agree that the current approach to teacher evaluation isn’t working — largely because many evaluation systems are inadequate or overly complicated. Because effective teacher evaluations are critical to ensuring everyone performs at their best and to delivering a quality education, school administrators need to be proactive about implementing new evaluation systems. 

Digital tools help evaluators conduct an observation and deliver actionable information to teachers. Here are some tools you can use to make the process easier and more effective:

Digital forms

To ensure equity in evaluations, use a structured system that ensures you assess every teacher using the same process. Digital forms and templates encourage objective reviews and reduce evaluators’ tendency to report subjective opinions. Jotform provides a wide range of templates and forms that are customizable and easy to use — the teacher assessment form template is an excellent place to start.

As an added benefit, Jotform collects your form data automatically in structured tables, making the information easier to analyze. 

Feedback reports

One of the most common problems with teacher evaluation systems is that they often don’t provide teachers with actionable and meaningful feedback. Observers should give teachers a report with notes detailing successes as well as specific advice on what and how they can improve. Jotform’s reporting features make it easy to consolidate information from a form into a document to present to each teacher.

Feedback works best when it’s gathered from a variety of sources:

  • Feedback from students has been shown to be a major motivating factor for improving teacher performance. You can use a simple student feedback form to conduct these inquiries on an ongoing basis — daily, weekly, or monthly, for example.
  • Teachers themselves should regularly reflect on their own successes and failures, and the reasons behind them. Self-evaluations give teachers a sense of ownership over their work product. Choose one of Jotform’s self-evaluation templates — here and here — to help you get this feedback process up and running.  
  • Feedback from peers — about anything from lesson plans and course materials to teaching methods and classroom management techniques — is also valuable. It encourages a sense of community among teachers and helps them learn from one another. Any of these peer feedback forms can be easily modified to fit your needs. 

When feedback from all sources is collected and reviewed, it provides a full picture of a teacher’s impact.  

Video tools

Tech platforms make conducting evaluations convenient for both administrators and educators. If evaluators aren’t available to attend every class in person, then the teacher can set up a camera to capture classroom lessons and interactions and submit the videos to evaluators. Administrators can then view the content at their convenience. Additionally, video footage can be helpful for teacher coaching and peer observation.

Each school environment is different, which is why a personalized approach is essential for your evaluation system. These tools provide the foundational elements — you can customize them to match your evaluation system of choice. 

Best practices for teacher evaluation

When deciding how to evaluate a teacher’s performance, consider implementing a multifaceted system. 

For example, most teacher evaluations involve classroom observation only, but it can also be helpful to integrate a self-reporting element. If you have evaluators complete digital evaluation forms, you can also ask teachers to evaluate themselves in a similar way. 

Don’t forget to track student achievement metrics — such as standardized test scores — which provide other points of reference.

Teacher evaluation systems often rely on a predetermined set of indicators. During the process of developing your evaluation forms, be sure to include descriptions of what effective teaching looks like and rating scales for different subcategories, such as

  • Content knowledge
  • Preparation and lesson planning
  • Instructional techniques
  • Classroom environment
  • Collaboration
  • Professional development

To make a teacher evaluation system as effective as possible, administrators need to provide meaningful feedback and coaching. 

Teacher evaluation is a critical element in building a successful educational experience for students. It’s important to use research-based models and implement them consistently to positively impact teachers — and the students they teach.

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4 Teacher Evaluation Models to Use (With Examples!)

School leader sitting at her desk, completing teacher evaluations on her laptop while writing notes in her notebook.

Written by Justin Raudys

Did you know?

Students at one school district mastered 68% more math skills on average when they used Prodigy Math.

  • School Leadership
  • What makes a teacher evaluation model reliable
  • How evaluation models have evolved in recent years
  • Four major teacher evaluation models, and their pros and cons
  • Examples of how these teacher evaluation models have been used in the real world

Teacher evaluation is a topic of hot debate in the world of K-12 schooling, and for good reason.

You have the responsibility to make sure the students in your school are receiving a good education — and that the foundation of their education is based on engaged, effective teaching.

Strong  instructional leadership  will help guide teachers to success, but  teacher evaluation is key for the professional and personal growth that leads teachers to improved performance.

That makes teacher evaluation one of the most important tasks on your to-do list. Unfortunately, measuring the proficiency of the teachers in your school isn’t easy.

But don’t worry: There are teacher evaluation models that give you a clear and reliable view of your teaching staff.

So, how can you make sure you’re using the right teacher evaluation model?

Let’s get started!

Teacher evaluation: What makes a model reliable?

A truly valuable teacher evaluation model will help you see the strengths and weaknesses of each individual teacher working under your management.

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This allows you to:

  • Make informed decisions about the teachers in your school
  • Give constructive feedback to teachers, helping them to develop their professional skills

So, how can you ensure that you’re using a reliable evaluation model?

The best way is to look at its results:

1. Is the evaluation model consistent?

Is a teacher getting a high rating one year, and a low rating the next year? If they haven’t changed their teaching methods but are receiving inconsistent scores, then the model is faulty.

2. Do the teachers themselves trust the evaluation model?

If your teachers voice negative opinions about a certain evaluation model, it’s important to take that into consideration. If you use a model that your teachers don’t trust, they’ll be quick to discount the feedback they receive.

3. Can the teacher evaluation model be affected by bias?

Bias or prejudice can cause a school administrator either to reduce or inflate the score that certain teachers receive. If the score of a teacher can be greatly influenced by the bias of the person running the evaluation, that model is not reliable.

Of course, teacher evaluation models are continuing to evolve, especially in light of recent updates to the education system.

How changes in the system mean changes in teacher assessment

20 years ago, teacher evaluation was done on a much less intense scale, and it was not such a topic of debate.

However, times have changed, and so has the system.

The kick-off was  a report published in 2009 , which studied 12 school districts. This study found that almost 100% of teachers had been ranked ‘satisfactory’ when evaluated, and also that more than 43 percent of teachers rated their own instructional performance a nine or higher. 

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So, the question was raised: How can current evaluation models be accurate if all teachers are ranked the same?

A new model was obviously needed.

In the last 10 years, many new studies, innovations, and laws were produced, which completely reshaped the scene of teacher evaluations.

Although teacher evaluations have changed, however, it’s somewhat ironic to note that  teacher ratings remained high  even after all of these new evaluation systems were implemented.

So, again comes the question: how can you tell whether the teachers in your school are truly effective?

Which teacher evaluation model will work best for you?

The 4 major teacher evaluation models and what they can do

It’s time to dive into the top teacher evaluation models being used today.

Keep reading to find the evaluation model that works best for your school.

1. The Value-Added Model (VAM)

In basic terms, VAM measures how a certain teacher contributes to the progress of their students.

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How does it work? Basically, like this:

  • VAM takes the test scores of students from previous years, as well as information about their background, and predicts what their test scores will be in the following year.
  • Data is then collected on whether students exceeded those expectations or not.
  • The teacher’s value-added estimate is calculated by finding the average of differences between the actual and predicted scores of the students.

In theory, this method allows you to compare the effectiveness of different teachers by showing their results: how did their students improve from one testing period to another?

The advantages:

  • VAM, once implemented, is a simple calculation. That means it takes much less time than teacher observation.
  • In theory, it allows school admins to make apples-to-apples comparisons among the teachers that work under them.

The disadvantages:

  • One study found that teacher misclassification using the value-added model could be  up to 35% .
  • VAM ratings could be influenced by the students assigned to teachers rather than by their own teaching ability.
  • This model allows you to see the best and the worst teachers, but it’s hard to define those who land in-between.
  • If student scores are already high, it’s difficult for teachers to continually raise them. This is known as the ceiling effect: If student scores aren’t increasing, teachers will rank badly in the VAM, but how can you help a student increase a score that’s already high?

It’s clear from real-life examples that the value-added model, while effective to a certain degree, can have a nasty turn for the worst when left unchecked.

Several examples in the state of Tennessee  show that VAM was ineffectual and unfair both for teachers and for students.

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So, does that mean the value-added model is completely useless?

Not at all.

There are several serious advantages to using VAM when conducting teacher evaluations.

Moreover,  educational software for subjects like math  is making it easier than ever to visualize and track student progress -- simplifying the calculation of student performance and enhancing the accuracy and ease-of-use of the VAM.

However, it should not be the only factor used in ranking how well your teachers do their work.

So, let’s discuss another model.

2. Teacher observations

Watching teachers in the classroom is a tried and tested way for school administrators to see how effectual the teachers are.

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Seeing how a teacher handles the classroom, what kind of atmosphere they bring to the group, the content they have prepared for their class, and how they handle to their responsibilities is a surefire way to a reliable evaluation.

Unfortunately,  the reliability of an observation can only be as reliable as the observer .

Let’s see the advantages and disadvantages of this model, and discuss how to improve the effectiveness of teacher observations.

  • Well-designed rubrics allow for consistent, reliable results.
  • Allows school admins to be completely aware of what goes on in their school.
  • Gives admins the ability to see extra details in the classroom, such as a teacher’s rapport with the students, body language of both parties, and whether students are treated with respect.
  • Observing teachers in class takes a lot of time from a school admin’s busy schedule.
  • First impressions matter:  a negative impression at the start has been proven to linger  in the mind of the observer.
  • Teacher observations can be influenced by bias on the part of the observer.
  • When a school administrator is present in the classroom, both student and teacher behavior may be different since the kids don’t want to get in trouble and the teacher is probably nervous.

How to make teacher observations more effective

Observing teachers in the classroom gives administrators the incredible advantage of feeling the atmosphere of the lesson, not just seeing the test results.

But what about those serious disadvantages?

There are proven ways to make teacher observations a more reliable evaluation method. Let’s discuss three of them.

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The observers must be taught.  It’s essential for all involved in the observation process to have the same understanding of how to take in evidence and translate that into a consistent and reliable ranking for the teachers.

For example,  The Rhode Island Department of Education  trained observers by giving them a basic understanding of the rubric, then assigning each group a component and allowing them to discuss what was being measured.

They also discussed different indicators that could be seen in the classroom. This helped all involved to understand the definition of the rubric, and to produce more consistent results.

Include more observers.  To reduce bias, include more observers.

A  study by the MET Project  shows that using multiple observers for the same teachers increases accuracy, since this would remove bias from the equation.

This same study also proved that observing teachers for 15-minute increments was 60% as reliable as watching a full lesson, but took only ⅓ of the time.

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In the above-linked study by the MET, researchers found a few surprising outcomes about teacher evaluations; for example, in some scenarios, teachers' peers gave lower scores on average than administrators. They were less likely to give scores above 3 (proficient), but they were also less likely to provide scores below 2 (basic).

Make use of video for observations.  A two-year study project called the  Best Foot Forward Project  found that recording teachers in class had serious advantages for teacher observation.

School admins used video clips as a point of reference when giving feedback to teachers, and found that their conversations were more geared towards collaboration.

Also, using video allows school admins to observe teachers at a time that’s convenient for them, not necessarily during class hours.

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Using video also gave teachers and admins a better view of what was going on in the classroom.

For example, do you think you’d notice if a student was throwing a ball against the wall for an entire class? Think again: one teacher in this study watched a video of his class and only then discovered that a student had been bouncing a golf ball for the entire period!

It’s clear that observations are an important part of teacher evaluations. When done correctly, these observations can provide a reliable view of a teacher’s ability and the effect on their students.

3. The Framework Model

Developed in 1996 by Charlotte Danielson,  the Framework for Teaching   (FFT) was originally meant to be the definition of good teaching.

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This Framework is based on four different Domains. They cover the four essential responsibilities of teachers:

  • Planning and Preparation
  • Classroom Environment
  • Instruction
  • Professional Responsibilities

In total, there are 22 components inside these domains, which cover 76 smaller elements of teaching.

The goal of this evaluation model is to help observations become more meaningful, giving both school administrators and teachers the ability to improve in their skills.

The Framework model has been run through several different validation studies, most of which have come up with a similar result: using the Framework as a teacher evaluation model  produces consistently positive results .

In other words,  when schools use FFT for teacher evaluations, the teachers develop their skills and the students improve their grades.

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When the Chicago Public School District started implementing the Danielson Framework for Teaching in their teacher evaluations, a study was conducted to see how the Framework actually helped schools.

Both teachers and principals agreed on three major benefits when using the FFT for teacher evaluations:

  • Discussions were more focused.
  • Reflection on instructional practice was increased.
  • Feedback became more evidence-based, rather than being subjective.

In the end,  89% of school administrators agreed that the quality of conversations with teachers had greatly improved  when using the Framework in teacher evaluations.

However, it was also found that the success of the Framework model was highly subjective to the understanding both teachers and evaluators have of the model. In other words, the more training and knowledge of the Framework, the better the results.

4. The Marzano Focused Teacher Evaluation Model

Developed by Dr. Robert Marzano and Dr. Beverly Carbaugh,  this research-based teacher evaluation model  narrows down the art of teaching to 23 essential competencies.

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These competencies are focused into four different categories:

  • Standards-Based Planning
  • Standards-Based Instruction
  • Conditions for Learning

In a similar approach to the Framework model, the Marzano Model focuses not only on the actual instruction given by teachers, but also the atmosphere of the classroom and the behind-the-scenes work involved in teaching.

How teachers at A.D. Henderson improved their skills with the Marzano Model

A.D. Henderson, in Boca Raton, is a public elementary and middle school that strives for excellence. In 2011, they implemented the Marzano Teacher Evaluation Model and saw great results for both teachers and students.

In an interview with some of the  teachers at A.D. Henderson,  three main benefits were identified:

  • Teachers grew professionally
  • Teachers learned how to engage students better
  • More focus was given to planning and creating learning goals

This was a large improvement from the checklists previously used for teacher evaluations, as conversations with school administrators were more focused, giving teachers better feedback to improve with.

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For example: Brian Schum, a civics and history teacher at A.D. Henderson, said his own teaching ability improved after useful feedback with the Marzano model.

As he improved, he saw improvement in his students: they began to generate and test hypotheses, use evidence to support those theories, and progressively revise their knowledge.

Mr. Schum’s conclusion about the Marzano teacher evaluation model was this: “When you get to the end of the year, you feel fulfilled.”

Conclusion: A Combination of teacher evaluation models produces results you can rely on

After discussing these different teacher evaluation models, which one stands out to you?

It’s obvious that each teaching model has its strong points as well as its faults. Does that mean you should just pick one and hope for the best?

Not necessarily.

A study by the MET project  found that there are three essential factors to teacher evaluation, which should all be considered in balance:

  • A value-added method
  • Students’ opinions of their teachers
  • Teacher observations based on a model (such as the Framework or the Marzano model)

Balancing these three factors allows school administrators to have a clear understanding of what is going on in their school, as well as how students are being affected.

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An effective teacher evaluation model will help achieve your ultimate goal: making your school home to engaged, well-taught and well-prepared students.

Obviously, you want the best for your school. Your ultimate goal is to have teachers who continually develop their abilities in the classroom, and students who take advantage of this education to the fullest.

Use these tips to implement the right balance in your teacher evaluations, and you’ll be able to help both students and teachers succeed in the classroom.

Want to simplify your teacher evaluations ? Try  Prodigy  — the curriculum-aligned math platform used by over 100 million students, teachers and parents.  See how Prodigy can help teachers engage their students with math practice today!

8 Ways to Make Teacher Evaluations Meaningful and Low-Stress

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Welcome to Teacher Evaluation 101.

Do not copy and paste the notes from one teacher’s evaluation into another’s. (Yes, this happens.)

Avoid the “kiss, kick, kiss” approach—you know, the one where you tell the teacher something good, proceed to list all the things that went wrong, and then end on a high note. You may also know this as a compliment sandwich.

Do send your observations to teachers as soon as possible so they can start acting on shortcomings that you picked up—or find out what they did right.

And please, please , do not compose a mini-novella of every single thing you observed and expect the teacher to wade through and fix them all.

Instead, give the teacher one—or just a few—high-leverage points they can focus on to make the biggest difference in their teaching.

Now that we’ve gotten those basic do’s and don’ts out of the way, let’s move to the more advanced material. Here are eight concrete ideas from principals and other experts that school leaders can use to make their evaluations and observations of teachers meaningful, actionable, and low-stress.

1. Understand Your Evaluation Tool

Get out of the compliance mindset. Yes, you have to follow your state’s requirements and do these (generally) annual evaluations. Yes, you may feel boxed in by state rules and local contractual obligations. But don’t stop with that, said Robyn Jackson, a former school administrator turned consultant, who now coaches principals on how to get the most out of evaluations.

Take all the data you’ve collected in the evaluation process and use it to devise an action plan that you, as principal, can take to help your teachers move to the next level.

2. Pre-Game With the Teacher

Before you even set foot into the classroom for a planned observation, sit down with the teacher to discuss the upcoming lesson that you’ll observe and what you should expect.

Ask whether there is anything the teacher wants you to pay special attention to while there, said Brad Jacobsen, the principal of Ashland-Greenwood Middle and High School in Nebraska.

3. Visit Classrooms Early and Often

While states may require principals to visit classrooms once or twice a year, principals and their teams should aim higher. Both teachers and experts recommend that principals visit classrooms often—and that they start doing so early in the year.

These visits can be as short as 10 minutes.

Early and frequent visits allow principals to become familiar with the teachers, their teaching methods, and students, and teachers and students also get more comfortable with having the school’s leaders in class.

Principals can spot strengths and weaknesses in instructional methods and classroom management, and provide the teacher early opportunities to make adjustments.

how to write appraisal report for teachers

Regular visits can reduce the anxiety of formal evaluations and make them feel less like “gotcha” moments because teachers get the opportunity to work on problem areas. They know what to expect when the team returns for a formal review.

Keith Brayman, an economics and international relations teacher at River Bluff High School in Lexington, S.C., describes the evaluation process as “low-stress.” That’s primarily because the principal and assistant principal visit his classroom every couple of weeks and are open to discussions outside of the classroom.

“Honestly, I don’t even notice when it’s really going on,” said Brayman. “We just go about as business as usual. We know they are going to come in; they’ll let us know a few days in advance, for a formal evaluation.”

Brayman, who also worked at two schools in Florida, said that not every school has the same culture of trust when it comes to evaluations.

“I’ve never had a bad principal in my career,” he said, but still the process in his prior schools was stressful.

“They’d come in with a clipboard, full of papers, and they’d be staring at you the whole time,” he said. “It was very different.”

4. Observe Everything—Not Just the Teacher

In the past, principals tended to have a laser focus trained solely on what the teacher was doing, every single minute of the visit—a by-product of what state evaluation systems asked them to do. But teachers, principals, and experts say that principals should pay attention to the classroom environment—what students are doing, what teachers are asking them to do, and the kinds of questions students are asking.

Keishia Handy, the principal of Cole Elementary School in San Bernardino, Calif., uses five-minute sessions to pick up many cues about teaching by watching students.

“Are they using the academic language that is aligned to the content within the standards?” said Handy. “Are they asking questions that indicate that they’re actually processing the information, or are they asking surface-level questions because they don’t understand what’s being presented? I’m also looking to see if they’re using one another for resources, rather than having kids raise their hands and asking the teacher for help.”

5. Provide Immediate Feedback

States have various requirements for when principals should return feedback to teachers when conducting formal evaluations. Some online tools make the principal’s notes available immediately. For informal evaluations, some school leaders make it a practice of giving the notes as soon as they leave the classroom–sometimes emailing them before they head out the classroom door.

Timeliness is a key way principals can ensure that teachers get the most from the process, said Lucas Clamp, the principal of River Bluff High School in Lexington, S.C., and the 2019 NASSP National Principal of the Year. After conducting a walk-through, Clamp tries to send his notes to teachers within 24 hours, and he writes them in a way to make the observations a conversation-starter and not an end point, he said.

Clamp sends what he calls “notices and wonders.” A notice is a kind of praise—an indication that he saw something going well. A wonder indicates he has a few questions. It’s not necessarily a bad thing, but that he may need additional information.

In a visit to a geometry class, Clamp sees students are already paired and working in groups. The students are engaged and working together—which aligns with the school’s goals for student collaboration and leadership. But he also wonders how the pairs were chosen. Is it because they sit together often? Is it based on proficiency—a higher-performing student working with a lower-performing student? Why are two students sitting off to the side and not working in pairs?

All that information is communicated to the teacher shortly after he leaves the classroom.

“We try our best not to make assumptions,” Clamp said.

6. Find a ‘Root Cause’

What’s the one thing a teacher could change immediately to make a positive impact?

Jackson argues that evaluators often give teachers, especially struggling ones, a laundry list of things to work on and expect them to figure it out on their own.

“Usually when we see struggling teachers, we give them feedback that says classroom management was a mess, planning was a mess, instructional delivery was a mess, assessing student performance was a mess,” she said. “Then we say, ‘I’ll be back in two weeks [and] that all needs to be fixed.’ That’s impossible, especially for someone who is struggling.”

What principals should do is look for that one thing—a root cause—that teachers should focus on, before moving to the other issues, she said.

Principals get to the root cause by a process of elimination, Jackson said. They can go through the list of the things they saw and constantly ask, “If the teacher eliminated ‘x’ and nothing else, would the classroom and instruction significantly improve?”

By focusing on one thing and working with the teacher to improve it, he or she would be able to see the changes and that would build momentum for other big things to tackle. That makes the needed improvements more manageable and helps hold the teacher accountable, Jackson said.

7. Give Teachers a Voice

Teachers need to feel that feedback is an ongoing, two-way conversation. Principals should be frank and honest, but they also shouldn’t come in with an accounting of everything the teacher got wrong. Teachers should have the opportunity to reflect on the lesson and be able to provide context and information that the principal might not have seen. That could include preparation in the previous class or what happened after the principal left the room.

While it’s not a requirement, the Delaware system encourages principals to allow teachers to write a self-assessment after they receive the principal’s evaluations, but before they sit down for the post-evaluation conference. Teachers can prepare their own take on the principal’s observation of their classroom, and cite evidence for why a skill or technique demonstrated during the observation warrants a certain performance rating.

Principals in Delaware are trained to hold off on deciding a final performance rating until after they’ve heard from teachers in the post-conference meetings, said Melissa Oates, who works on educator evaluations in the state’s department of education.

8. Provide Opportunities to Improve and Grow

Feedback should be motivated by the desire to help teachers acquire, assimilate, or adapt their skills so they continue to learn and grow. It’s one thing to tell a teacher that they need to work on “x” and leave it there. A principal is likely to get more out of a teacher by giving support to help the teacher improve—whether it’s providing a coach or having the teacher visit model classrooms.

And the support should be customized to each teacher’s needs and grade level. “In the classrooms, we expect teachers to differentiate based on student needs,” Jackson said. “We don’t do the same for teachers.”

At Martin Luther King, Jr. Early College in Denver, the improvement and growth processes are built into the feedback conversation with teachers. Principal Kimberly Grayson and the leadership team work with teachers on one action step he or she can take.

A coach models the action step and helps the teacher include it in the lesson. The teacher then will practice the step.

“We actually have the teacher stand up and do a full role play of what the action step looks like, and we do the role play over and over multiple times until the teacher gets it right,” Grayson said. “Because we want the teacher to, A, feel like the debrief time is valuable and, B, feel like they are able to walk out of that debrief conversation and feel successful going into their next classroom when it’s time to implement that strategy.”

Coverage of principals and school leadership is supported in part by a grant from the Joyce Foundation, at www.joycefdn.org/programs/education-economic . Education Week retains sole editorial control over the content of this coverage. A version of this article appeared in the October 16, 2019 edition of Education Week as Making Feedback Useful for Teachers

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Teacher Evaluation – Definition, Models with Examples

Teacher evaluation

Teacher Evaluation: Definition

Teacher evaluation is defined as a systematic procedure for reviewing the performance of a teacher in a classroom and analyzing the review to provide constructive feedback for the teacher’s professional growth.

LEARN ABOUT: course evaluation survey examples

Details of a teacher evaluation survey may vary from district to district as they are governed by state laws. Principals and administrative staff members are traditionally involved in evaluating a teacher. Aspects such as student performance in terms of class work, records maintained by the teacher, daily or weekly lesson plans etc. are considered while evaluating a teacher. It is one of the most vital elements for a thorough career development of a teacher and maintains the quality of education.

Learn more about academic surveys here !

Purpose of Teacher Evaluation

Teacher evaluation gained momentum during President Obama’s tenure as he considered educational reform to be one of the most important areas of work. New and advanced teacher evaluation methods are being developed to enhance a teacher’s endeavor and efficacy. There are three main purposes of teacher evaluation:

  • Improve the performance of teachers by evaluating them at regular intervals of time.
  • Assignment of precise ranks to all the teachers according to their respective abilities and contribution.
  • Unproductive teachers can be asked to quit and efficient teachers must be hired to maintain a quality of education.
  • Collection of feedback to make well-informed decisions about appraisals and promotions.
  • Creating a job description for prospective teachers.
  • A school’s management is responsible for the all-round growth of their teachers and thus, the main purpose of conducting teacher evaluation is to empower all the teachers who contribute towards imparting education to their students in the best possible manner.
  • The principal or management is in charge of empowering the teachers to perform better in the same manner as the teachers are responsible to empower the students.
  • A teacher performs better in case the management communicates and appreciates his/her work which contributes to continuous improvement in their performance.

For Example: Attrition rate of the education staff is one of the highest in the world. It is becoming a major concern since the deficit of trained educational staff keeps increasing every years. In order to keep teachers satisfied with their jobs, make them perform better and retain them, there is a need to improve a few areas in the existing system. A survey can be helpful to understand the factors that influence the productivity of teachers, and allow you important insight into the the areas with risk and the areas where everything is good. Survey data collected using this sample questionnaire will enable schools and colleges to take decisions that will help reduce teacher attrition, improve retention and job satisfaction.

Learn more: Teacher Engagement Survey Template

Teacher Evaluation Models

Teacher evaluation models offer a systematic platform for educational institutes to evaluate teachers using fair means. There are three most popular teacher evaluation models:

The Framework for Teaching by Charlotte Danielson

This model is spread across 4 domains namely – Planning and Preparation, Instructions to the Class, Maintaining Classroom Environment, Fulfillment of Professional Duties. This model consists of 22 different components across all these four domains. It is adopted by various states such as Arkansas, Illinois, Pennsylvania, Louisiana, South Dakota, Kentucky, New Jersey, New York etc.

This model is available for free download from the Danielson website and face-to-face trainings are also provided to interested authorities along with online training sessions as well. These trainings can be customized according to the educational site’s details such as history, culture and expected results.

Usually available at bundled pricing, the Danielson model is highly economical according to the services it offers. This model is not dependent on any technological equipment unless the interested candidates prefer online training mediums.

CEL 5D+ Teacher Evaluation Rubric 2.0

This teacher evaluation model is psychometrically reliable as it relates one best practice per indicator and has 31 such indicators. It has been adopted across 100 districts in the US and this count keeps increasing. CEL model recommends a minimum of 5 days be spent in the initial stages of the model for administrative staff and principals.

This model can be downloaded free of cost from their website. CEL offers constant training for the CEL framework and its implementation. This framework is developed for instructional leadership. There are also tools assigned to enhance skills of central officers.

Marzano Art and Science of Teaching Framework

This model has been launched in 2017 and has 60 different elements, out of which 41 belong to the same domain, i.e., classroom strategies and behaviors. 600+ districts have already implemented this framework. Currently, trainers are being appointed and trained for various parts of this model. There are no strict guidelines for the adaptation of this model as it follows a growth-oriented strategy for teachers and administrators.

This is a model designed for in-person training with a trainer as well as virtual training sessions and it is a highly electronic-free model. Self-study professional courses are also available for teacher training. Around 24+ elements are for principal and other officers to update their strategies with regards to the management and tools to encourage their teachers to perform better with each passing year.

It is recommended that principals, assistant principals and/or evaluators of the principals participate in this model.

Teacher Evaluation Examples  

Teachers can be evaluated using online quantitative and qualitative mediums such as surveys , polls , focus groups , etc. Some of the best examples of teacher evaluation are:

  • Ineffective
  • Scope of improvement
  • Extremely Effective

Learn more:  Technology Survey Questions + Sample Questionnaire Template

  • Observation of the teacher performance can be done using open-ended questions such as inputs for observation and feedback.
  • Compliance of the teachers can be audited. This survey can contain multiple-choice questions such as “Are the strengths mentioned and are they relevant?”
  • The school culture and management performance can also be evaluated. For examples, questions such as “I do feel welcome when I enter this school” can be asked to understand the school’s culture. 

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How to Write a Performance Appraisal or Review

Mary Cullen

Table of Contents

Tips for employees to present information to receive a strong performance evaluation, tips for employers to write a meaningful performance evaluation.

January is often the month that performance metrics are determined for the year. Whether writing an annual review or quarterly job performance review, t here are two sides to consider when writing a performance evaluation:

  • Presenting your information for evaluation - the work of the employee.
  • Evaluating performance - the work of the manager.

Despite its apparent complexities, writing performance appraisals is a fairly easy task. Here’s a look at four business writing training guidelines to help both managers and individual employees write relevant and accurate performance appraisal reports.

Keep the Audience in Mind

Appraisal reports are written for senior management in your organization. Put yourself in your manager’s position and consider: What does your boss want in this appraisal report? What good will this information do for him or her? How will the report help in assessing the employee’s performance?

The first step towards drafting an effective performance review is to keep your target audience in mind. There’s a famous business cliché that says, “What counts is what's counted.” This should be your focus. Analyze all indices and factors that seem relevant for the employee appraisal.

Remember, your manager will be evaluating your performance based on your job description and goals. Be certain you include specific information about your job description and annual goals since that is the primary measure your manager will use. 

Stay Relevant When You Write Performance Appraisals

As an employee, you need to address all the core areas of interest to your manager on a timely basis. The core interest will always be your job description and annual goals. Address your achievements about your specific job description and goals before introducing any ancillary work you achieved.

For example, if your position is an accounting manager and your primary job description is reviewing the finances for specific deals and your annual goals include 90% accuracy in deal forecasting. Do not focus most of your performance evaluation document on the wonderful new software program you developed for your team. While that software program is commendable, you must give your manager achievements directly related to your job description and annual performance goals. 

Keep Track of All Achievements

By the time January rolls around, you’ve likely forgotten about the training course you took in August or the email you received in February that raved about your work. 

Create a tracking document that lists all your achievements and completed development opportunities as they occur. These achievements should be in line with the performance indices used in your appraisal report. Whenever you receive any recognition email or acknowledgment for your hard work, add it to your tracking document and save the email. Note any training you completed, conferences you attended, or any relevant innovations you created as they happen. This will provide accuracy and reliability to your performance appraisal report and help you assemble accurate, relevant facts.

Pro Tip : Keep a log of your colleagues' achievements, also, if your company does a 360 review.

Use Sp ecific, Mea surable, C onfiden t La nguage in Your Performance Ratings

Performance appraisal reports are very specific in nature. They determine increments to your salary, bonuses, perks, or even a better position. Therefore, it is important that you use the right tone, with accurate sentences and specific verbs to describe your performance.

Use evocative words that specifically summarize your achievements. Instead of relying on long and unending sentences, use short and precise words and phrases. Avoid jargon and business clichés that don't really mean anything specific, such as "passionate marketer" or "committed team member." Instead, be specific about your actual accomplishments. 

Tools such as Jargon Grader will help you will receive helpful feedback that allows you to weed beaten-to-death phrases from your writing and Grammarly will identify any basic errors. 

Choose one strong evocative verb, instead of verbs that need modifiers, when summarizing your work.

  • Instead of “ worked on cost of living impact to hiring,” be more specific. “I calculated the cost of living on hiring success.”
  • Instead of "He walked slowly into the room, late as usual ," write, "He slinked into the room."
  • Instead of "We held a meeting to discuss ," write, "We debated the issue." When selecting what to highlight, review your SMART Goals to ensure your achievements specifically align with past performance review goals.

To accurately measure employee performance in a performance review, it is critical to link the business goals of the employee's key work to specific attributes .

Let’s apply this to the important skill of business writing.

For this key particular skill, we need to link the business goals of the employee's key documents to specific writing attributes . Telling an employee that they need "better report writing" or "more clear email" is too vague and impossible to measure. Without accurate measurements in the performance evaluation, skill gains cannot be tracked. 

Instead, approach it more strategically:

  • Define the goals of the documents your employees need to write.
  • Assess the sub-skills required for these documents.
  • Evaluate if these identified sub-skills actually support the overall document goals.

Document Goals for Future Performance

What is the desired outcome for the employee's documents? 

First, identify the key documents the employee needs to write and then assess the requisite skills for each of these major documents. For example, if an employee needs to write spec documents for vendors, the end goal of these spec documents is likely to receive vendor RFPs that accurately respond with solutions that match your company's specs and needs. Or, if employees need to write reports on the status of critical company equipment, the end goal of these status reports is likely to keep your executive team informed about key equipment or perhaps request funding for needed repairs.

As you consider the individual performance of each employee, it's important to ensure your employee feedback aligns with the key performance indicators of growth for each department.

The first task in crafting employee business writing goals is defining the real business purpose of each document. Don't move immediately to syntax and language, which is a very common mistake.

Performance Review Examples for Writing Skills

Every business document requires five core requisite skills:

  • Audience awareness
  • Appropriate content
  • Content logically organized
  • Content logically sequenced
  • Syntax and grammar that is clear, correct, and engaging

Let's apply these requisite skills to the employee who needs to write spec documents:

  • Sub-skill = audience awareness - Do the spec documents accurately address an identified reader (i.e. the employee understands when a vendor is unfamiliar, familiar, interested, disinterested, experienced, or less experienced)? In essence, the employee is able to critically assess both the project and the vendor's current understanding.  
  • Sub-skill = appropriate content - Do the spec documents provide complete yet non-redundant information, based on vendor needs? For example, a vendor who has never worked with your company likely needs more background information than a vendor who has successfully completed a similar project before.  
  • Sub-skill = logical organization - Are the spec documents logically organized? Is the information logically grouped, and tiered? Can the vendor visually identify significant information and delineate what is essential from background information?  
  • Sub-skill = logical sequencing - Do the spec documents start at an orienting summary, move logically through the information, and close clearly and logically?   
  • Sub-skill = language and syntax and format - Is the grammar correct in the spec documents? Is the language clear? Is the tone professional and well-matched to your company and vendor? Is the document easy to skim and absorb for busy readers?

This same process can be applied to customer service emails, quarterly performance reports, business justification documents, or any key documents you or your employees write.

The first objective is to identify the desired business outcome of key documents, and then break down the requisite skills into measurable components. 

Do the Identified Writing Skills Support Document Goals?

Goals must be linked to document outcome, with the skills broken down, or there is no real way to measure the progress or identify the skill gaps to track and measure employee writing skills in a performance evaluation.

Without the skill gaps clearly identified, any performance management,  training, mentoring, or writing evaluation will be hit or miss.

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Tips From Principals for Better Teacher Evaluations

School administrators can use these simple tactics to make evaluations more actionable and meaningful.

Teacher reading to students during a teacher evaluation

Evaluating teachers is part of the regular rhythm of the school year, but it can also be a valuable moment for administrators to improve instruction and learning, writes Denisa R. Superville in “ 8 Ways to Make Teacher Evaluations Meaningful and Low-Stress ” in EdWeek. 

Don’t rely only on the observation . “Before you even set foot into the classroom for a planned observation, sit down with the teacher to discuss the upcoming lesson that you'll observe and what you should expect,” Superville says. Are there specific goals the teacher hopes to accomplish? Is there anything in particular that he or she wants your feedback about? Learn about an educator’s expectations and objectives before you conduct an observation.

Visit classrooms frequently—not only when you do a formal evaluation. “Principals can spot strengths and weaknesses in instructional methods and classroom management, and provide the teacher early opportunities to make adjustments,” she writes. Short and early visits with low-stakes feedback loops can also tamp down anxiety for teachers when it is time for formal evaluation. 

South Carolina economics and international relations teacher Keith Brayman says frequent visits and informal chats with his administrators makes the formal assessment “low-stress.” An Education Week Research Center survey looked at the difference in perceptions about feedback between teachers and administrators: 38 percent of principals said informal feedback should be given weekly, while 56 percent of teachers suggested that a “few times a year” was preferable. Principals should be cognizant of that gap. Too much feedback can make teachers feel defensive, or simply make it hard for them to apply feedback in a productive and meaningful way.  

Don’t get caught up in the “compliance mindset.” While formal evaluations may be a mandatory part of an annual review, try to stay creative and flexible. Consider approaches and observational strategies that fall outside of the mandated requirements, and use the data you collect in observations to create an actionable plan, advises Robyn Jackson, a former administrator who coaches principals. 

Widen the lens so your focus isn’t exclusively on the teacher’s actions. Short, informal visits can yield lots of information about the total classroom environment. Principal Keishia Handy of Cole Elementary School in San Bernardino, CA, pays attention to how the students pose questions—are they asking questions that demonstrate a deep grasp of the content—and what resources students ask for to get a better understanding of her teachers’ strengths and shortcomings. “I'm also looking to see if [students are] using one another for resources, rather than having kids raise their hands and asking the teacher for help," Handy says. 

Give an immediate assessment when possible. Provide your feedback to educators “as soon as possible so they can start acting on shortcomings that you picked up—or find out what they did right,” Superville writes. 2019 NASSP National Principal of the Year Lucas Clamp sends notes within 24 hours of a classroom visit and outlines what he calls “notices and wonders” to make the feedback feel more supportive: "A notice is a kind of praise—an indication that he saw something going well. A wonder indicates he has a few questions. It's not necessarily a bad thing, but that he may need additional information.”

Focus on one actionable item.  According to Jackson, the former principal, "evaluators often give teachers, especially struggling ones, a laundry list of things to work on and expect them to figure it out on their own.” Instead, she says, evaluators should find the root cause of a challenge by asking, "If the teacher eliminated 'x' and nothing else, would the classroom and instruction significantly improve?" Identifying one actionable item instead of a list of areas that need improvement helps a teacher prioritize next steps. 

Encourage teacher input. Before an evaluation is finalized, ask for a teacher’s feedback on how they thought the class unfolded. Incorporate their perspective into a formal assessment where possible. In Delaware, teachers can write a self-evaluation after receiving their principal’s assessment but before they meet to discuss. The self-reflection gives teachers an opportunity to process the feedback of the principal while providing their own assessment of the observation.

Create opportunities for growth. "In the classrooms, we expect teachers to differentiate based on student needs," Jackson says. "We don't do the same for teachers." Go beyond giving feedback to provide coaching on how a teacher might improve in the classroom, Superville writes. Conduct a debrief conversation that includes specific strategies the teacher can practice so that she leaves the room with an actionable plan. 

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The art of teacher appraisals: getting it right from the start

Amanda Wilson drawing

The beginning of a new academic year brings with it a wealth of tasks: the first governing board or trust meeting, whole school safeguarding training and organisation of timetables - and the need to carry out teacher appraisals.

This last task is not quick or simple but, however long the to-do list is, it is that vital appraisals are given proper time and focus to ensure they are a constructive process, which helps not only boost staff retention but long-term teaching quality, too.

What does the teacher appraisal process look like?

The first thing to do is ensure clarity in your school appraisal process.

Firstly, in line with the Education (School Teachers’ Appraisal) (England) Regulations 2012 , schools must have a document in place that sets out the appraisal process for all teachers employed by the school.

Headteachers also have a duty to ensure teachers are clear on the standards their performance will be assessed against and made clear what the objectives are.

At my school, our appraisal policy is written as clearly as possible to ensure teachers understand what the process is and what the responsibilities are of each party. It’s available to all staff on our server and is usually referred to when new staff have their first appraisal.

What should appraisal objectives include?

Any objectives should allow teachers to demonstrate how they are helping to improve the education of pupils and how they contribute to any school development plan.

The detail of what that looks like in practice will vary from school to school, and from headteacher to headteacher.

Ideally, though, objectives should be as specific as possible. You can use the SMART acronym to guide this: specific, measurable, achievable, relevant and time-bound - and ones the teacher will be able to work on in the normal course of their role and be given time to develop.

There is no point in setting up teachers to fail by setting objectives that are unattainable, such as a teacher being asked to observe a different colleague each week to develop behaviour management strategies if they are not given time out of class for those observations.

What is also key is that objectives are agreed by both parties. This means the appraisal setting meeting must be a conversation, not a monologue. Of course, there may be some steering in a particular direction, but the final targets should be ones all parties are happy with.

The number of targets set varies from school to school. I opt for three - one related to pupil progress, one to the School Development Plan and one to an area of professional development that the teacher wants to work towards. Having too many targets can make achieving them unattainable.

How do you manage progress?

Once agreed, the targets should be reviewed halfway through the appraisal period and a final review carried out at the end of the 12-month period.

This is the point where you sit down and discuss whether the targets have been met and, therefore, whether their performance has been satisfactory enough to allow them to move up the pay scale.

This is where there can be some contention if the appraiser and the appraisee have different opinions as to whether a target has been met. However, by the mid-year review, you should have an idea of how the teacher is progressing and this is the point where any difficult conversations should be taking place.

But, if the expectations are clear from the outset and regular communication is taking place throughout the year, eg, during line management meetings, then difficult conversations need not occur.

Is there a set format for an appraisal document?

To help with the above, schools will have appraisal documents where plans are laid out and the progress measured. There is no single best way to do this and each school usually develops its own proforma.

However, for consistency, I use the same template for my staff (including support staff) that my local authority improvement partner uses for my appraisal, too.

It has a clear layout; captures all the important information, and is only two pages long. Any template should also have space for review comments so everything is kept in a single location.

A copy of the appraisal document should also be given to the teacher as well as a copy kept on file, as this can be used as evidence of a teacher’s progress over time.

Keep the main thing in mind

The most important thing to remember when it comes to appraisals is that they should be done with the teacher and not to them. Most teachers are in the job because they want to improve the education of pupils and help their school to move forward.

Therefore, making the appraisal process a supportive one will ensure the main thing always remains the main thing.

Amanda Wilson is headteacher of St Alfege with St Peter’s CofE primary school in London. She tweets @AmandaWilson910

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13+ Constructive Performance Appraisal Examples & Phrases to Simplify Review Season [+ Templates]

By Jennifer Gaskin , Nov 22, 2022

appraisal examples

If you’re anything like me, one of the hardest parts about being in management is putting together performance appraisals or annual reviews. Even when I knew colleagues were performing well and I was excited to tell them about a raise, the work that goes into crafting a useful appraisal can be a lot.

That’s why appraisal examples and review templates are so useful. They help inspire your feedback and give you a head start.

So, let’s take a look at some appraisal examples, along with phrases you can use to write your next performance review . I’ll also touch on how you can use Venngage to quickly and easily assemble a review that will set your employees up for success.

Click to jump ahead:

Appraisal and review phrases, performance appraisal examples, self-appraisal examples, manager appraisal examples, employee appraisal examples, senior manager self-appraisal examples.

  • Performance appraisal FAQs

For me, the biggest difficulty in putting together appraisals, assessments and reviews was finding exactly the right words to say to get my point across — and I’m a professional writer — so chances are this is also a struggle for you.

Here are some phrases that may work depending on your end goals. But remember, you should always add specifics. So if you’re praising someone’s strength under fire, give a specific example of when they did that.

  • Highly organized and excellent at time management.
  • Collaborative with others and available to assist when needed.
  • Not easily frustrated when faced with a hurdle or setback.
  • Accepts constructive criticism and strives to improve performance.
  • Asks questions to clarify or resolve issues before they become major problems.
  • Develops innovative solutions to problems and works to avoid issues in the first place.

Needs improvement

  • Unable to adapt to change or embrace new tasks, technology or processes.
  • Unwilling to provide assistance to others who may be struggling.
  • Interrupts during meetings or ignores teammates when they are speaking.
  • Struggles to deliver work on time and to expected level of quality.
  • Fails to communicate or ask for assistance when it’s needed.
  • Refuses to cooperate with requests from other departments.

Looking for more performance review phrases? Check out the section on useful performance review phrases here .

Return to Table of Contents

According to Gallup, traditional methods of giving feedback are so useless they may make employees’ performance worse rather than improving it. In fact, this happens about one-third of the time, Gallup estimates .

How can you avoid that? By following these performance appraisal examples.

appraisal examples

Update this basic template with the competencies your employees must have and then use it as a performance appraisal tool by assigning a value from 1-4, depending on how well they’re doing in each area. This performance appraisal example was designed for both quarterly and annual evaluations, so it’s quite versatile.

appraisal examples

Make your quarterly performance reviews visually engaging by using this template, which relies on some eye-catching pie charts and lets you assign a numerical value to your employees’ performance appraisal.

appraisal examples

Not every example of poor performance needs to be an emergency. Use this performance matrix to establish some parameters and step in only when an individual’s performance reaches the intervention area of the matrix.

Using visuals for performance management can help take advantage of the brain’s natural inclination toward visual communication. Read all about this approach in our guide to effective performance management through visual comminucation.

Not every company uses self-appraisals as part of their formal or informal feedback process. But for good managers, having their employees fill this out can be helpful, provided some ground rules are established.

For example, if you’re using self-appraisals as part of an annual review, you must make clear to the individual that their own assessment likely won’t be part of their formal record kept by HR. That said, self-appraisals can be a valuable tool for understanding the areas where team members feel strongest and weakest.

appraisal examples

This annual self-evaluation template gives employees a chance to not only talk about their past year’s performance, but to look ahead. Yes, the annual review period is mostly about summing up the past year and giving out raises, but it can also be a time to reflect on where you want to go, not just where you’ve been.

And from a business perspective, helping your employees develop new skills could even make them stay with your company longer.

appraisal examples

Venngage makes it easy to customize templates and turn them into exactly what you need. Update the colors, fonts and questions on this self-assessment to make it perfect for your organization, and make unique ones for each department or job.

appraisal examples

Make sure you and your team members are on the same page with this self-assessment form. Have each of your team members rate their performance in each job-related activity as well as their opinion about how important the task is to their overall performance.

Ultimately, in most organizations, it’s the manager’s assessment of performance that really matters, so most performance appraisal and review templates will fall into this category. It’s easy to customize these templates for your specific organization and its unique needs. (Make sure the forms you use are cleared by your HR team .)

appraisal examples

What you say and how you rate your employees should not come as a total shock to them, as you should be providing them with regular formal and informal feedback. If you’re doing it well, then a manager appraisal like this one could simply be a formality or something they can look back on to chart their progress.

appraisal examples

Give your employees quarterly feedback with this simple appraisal template. Update the specific areas you’ll be assessing as needed, but remember that even when an employee is having a tough time, being overly negative can be counterproductive.

One thing I really like about this particular template is that it forces the manager to find positivity.

appraisal examples

Encourage some healthy rivalry within your department by using this microlearning infographic as an appraisal tool. Have your employees compete with each other to see how many new systems or tasks they can learn, or make it altruistic by having them tally up their volunteer time each month to see how they’re giving back to the community.

Employee appraisals don’t necessarily have to tie directly to performance or the annual review period. Check out these general employee appraisal examples to see if they could apply for you.

appraisal examples

Employee evaluations shouldn’t just talk about a person’s specific job duties and whether they did them well enough. Soft skills and interpersonal relations are also important when it comes to job success, so consider a template like this one that has space for all those factors.

appraisal examples

Take a unique approach to employee appraisals by creating a matrix-style evaluation for each of your team members. This type of visualization establishes at a glance where the person ranks when it comes to their performance in various tasks.

appraisal examples

This simple quarterly performance review is an excellent way to give regular feedback outside of the annual evaluation structure. And because it’s in a gray color palette, it should be easier on your office printer.

A company’s expectations of those in management roles will be different from what’s expected of lower-level employees, so consider using these senior manager self-appraisal templates for those in high-level roles.

appraisal examples

Not everyone is cut out for a leadership role, but you can help ambitious employees understand what’s expected of senior managers in your organization with this leadership readiness checklist. Simply customize the statements (and the math at the end) to make them relevant for your organization and help you find the cream of the crop.

appraisal examples

Just because someone hasn’t formally been in a management role, doesn’t mean they haven’t done the sorts of tasks managers do. When considering someone for a promotion, have them fill out this senior manager self-appraisal to find out what experience they have with the specific tasks you need done by your managers.

appraisal examples

Leadership styles vary from person to person, and there are times when each leadership style may be appropriate. Share this infographic with those you’re considering for management roles and have conversations about which styles feel natural to them.

Performance appraisal FAQ

What should i write in my appraisal.

A good employee appraisal is direct, honest, constructive — and above all, not personal. Remember that the performance appraisal process is about getting the best work possible from each person, and so what you write should be geared toward each individual. Consider not only how they’re performing, but what types of feedback they’ve responded to in the past.

How do I write sample appraisal comments for myself?

Self-assessments are difficult. Many people have a tough time tooting their own horn. As a general rule of thumb, keep your appraisal comments positive, but not overly so. Be honest and constructively critical with yourself, but strive to be future-looking to give your employer a sense of your career or personal ambitions.

Performance appraisals can help motivate your team and correct poor work

Remember to tailor your appraisals to each individual. This is your chance to provide specific, constructive feedback to help your team members grow and improve. So though formal appraisals can be tricky, they’re an important part of running a business.

And remember, if you’re short on time or not sure where to start, Venngage offers many performance appraisal templates to give you a running start.

How to Write a Teacher Evaluation

Erin schreiner.

Teacher working with students in classroom

Providing effective and on-going feedback is a vital element in promoting quality professional growth in teachers. While there are many ways in which you can deliver an evaluation, composing a written evaluation is often among the best, as written evaluations allow you the luxury of carefully selecting your words and leave the teacher with a referenceable account of your evaluation findings. Whether you are a supervisor, a student or even a parent composing an evaluation, to be useful, your report should contain some variation of the same basic elements.

State the teacher’s name and teaching assignment in the first paragraph. Include any other details that pertain to who the teacher is as an employee within your school. You may want to include, for example, the number of years the teacher has been working at the school or details as to extracurricular activities the teacher oversees in addition to her teaching assignment.

Explain your relationship to the teacher, including details as to how long you have known the teacher in this capacity as well as outlining your history with the teacher if you have one. If, for example, you are a student writing an evaluation of a teacher who has instructed you in several courses, explain this.

Describe any classes you have observed in detail. If you are a student, simply state that you observed all of the teacher's classes for that course. If you are an outside observer who only witnessed selected classes, include the dates and times of any observations on which you are basing all or part of your evaluation. If there were any reasons why one or more of these observations may have lacked merit, include this detail as well. For example, if during an observation a fire alarm went off, cutting the class short, explain that you are not taking that period into consideration.

List all other sources of educator effectiveness data, aside from classroom observations, which you are considering as you compose your evaluation. While you likely won't have any other sources of this type if you are a student or parent, if you are a supervisor you may wish to consider, among other things, state standardized test scores, discipline referral reports or parent and student survey results.

Compose a paragraph outlining the teacher’s strengths. Provide specific and measurable data to support these strengths when possible, saying, for instance, “Mrs. Gentle succeeded in raising student standardized test scores an average of 30 percent over the course of the year.” Use appropriate educational terminology when composing this account, but avoid hard-to-decipher jargon.

Outline areas for improvement in a separate paragraph. Provide anecdotal or numerical data to validate your selected areas. Tie these areas back to student performance, explaining how efforts on the teacher’s part to better himself in these selected areas would result in increased gains for students.

Add a call-to-action paragraph, telling the teacher specifically what you would suggest she do specifically to improve. Make your requests as specific and measurable as possible so as to clearly communicate your expectations and allow the teacher to easily monitor her own progress toward achieving the requested gains.

Finish the evaluation with a thank you to the teacher for his efforts. State that you know how hard he works and you appreciate having him as a member of the team. By concluding on this positive note, you can likely make the evaluation as a whole more palatable to the teacher.

  • 1 NCTQ: Teacher Evaluation Plan and Handbook of Procedures
  • 2 ASCD: Evaluations That Help Teachers Learn

About the Author

Erin Schreiner is a freelance writer and teacher who holds a bachelor's degree from Bowling Green State University. She has been actively freelancing since 2008. Schreiner previously worked for a London-based freelance firm. Her work appears on eHow, Trails.com and RedEnvelope. She currently teaches writing to middle school students in Ohio and works on her writing craft regularly.

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50 Teacher Feedback Examples With Meaningful Impact

August 29th, 2023

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23-24 Q1 August EV SEO 50+ Teacher Feedback Examples With Meaningful Impact

Effective and Meaningful Teacher Feedback

To make the most positive impact, school administrators, instructional coaches, and supervisors should keep the following in mind when providing teacher feedback:

Acknowledge each teacher’s strengths and areas of improvement instead of using a one-size-fits-all approach.

Keep discussions centered on ways to improve individual teachers’ classroom-level abilities rather than spotlighting things about their personalities.

Provide specific feedback, mentioning particular areas needing improvement or instances of effective teaching practices. While generic statements like “Good job” may sound positive, they hardly call the teacher’s attention to maintain or improve any specific teaching practice.

Encourage two-way communication with teachers, giving room for open discussions where they can seek clarifications, share their views, and participate in their professional growth.

Give timely feedback to allow teachers to reflect on their practices and make adjustments while the classroom experience is still fresh in their minds.

how to write appraisal report for teachers

Teacher Feedback Examples for the High Performer

It is important to offer specific recognition for exceptional teaching practices when providing feedback to a high performer.

Your use of questioning techniques demonstrates a remarkable ability to engage students actively.

Your commitment to student success is evident in the individualized attention and support you give to each of them.

The consistently high academic performance among students in your class demonstrates the positive impact of your teaching on their learning outcomes.

Your classroom management skills create a positive learning environment, fostering a sense of community among students.

Your use of visual aids enhances students’ understanding and engagement throughout the classes. Keep it up.

I notice your innovative use of technology in the classroom, which has deepened student understanding of the subject matter.

Your student-centered approach encourages students to cultivate critical thinking skills.

Your use of formative assessments to gauge student understanding and adjust instructional strategies is highly impressive.

The way you hold all students to a high standard is impressive. It shows your belief that everyone in your classroom can become better.

You have a strong passion for teaching; it is inspiring to both students and fellow teachers.

Your excellent communication skills with students and their families have built a strong foundation for student achievement.

Your proactive communication with parents about student progress and challenges shows your dedication to fostering a strong home-school partnership.

You incorporate real-world examples in classes to help students see the relevance of their education, and that’s highly commendable.

Your commitment to creating hands-on learning opportunities sparks curiosity and enthusiasm for learning in your students.

Your willingness to collaborate and share with colleagues promotes a positive influence among teachers in the school.

It’s commendable how you mentor new teachers. It shows your leadership and commitment to supporting the growth of your colleagues.

You have a unique way of using constructive feedback and encouragement to motivate students to strive for excellence.

Your involvement in school events extends learning beyond the classroom and enriches the school community.

You actively work to create a learning environment that fosters cultural inclusiveness, enriching the educational experience for all students.

Your ability to adapt and adjust teaching strategies to meet the changing needs of students is impressive.

Teacher Feedback Examples for the Developing Teacher

The focus should be on encouraging existing strengths when providing feedback to a teacher who just needs a nudge. Provide encouraging feedback while gently guiding them towards improvement in specific areas.

You have established a positive classroom atmosphere. Let’s explore ways to further foster a growth mindset among students.

Your use of multimedia resources effectively enhances lessons. Can you think of additional ways to integrate technology for interactive learning?

Your lessons are well-structured. Consider incorporating more opportunities for inquiry-based learning .

I’ve noticed that students enjoy your class discussions, although not all take part. Consider finding ways to encourage all students to participate actively.

Your rapport with students is commendable. Do you think you can leverage that connection to motivate their curiosity?

Your passion for teaching is evident. However, allowing students to ask clarifying questions will make the learning experience more interactive and engaging.

You have a strong ability to identify struggling students. It will be great to design targeted interventions to support their needs.

Your communication with parents is consistent. Consider incorporating positive anecdotes about student progress in your updates.

Your instructional pacing is appropriate, but you can find ways to add more opportunities for enrichment tasks to challenge high-achieving students.

You incorporate real-world connections effectively. Consider connecting students with guest speakers or field trips to deepen their understanding.

Your ability to adapt to changes is commendable. Still, you can incorporate new teaching methodologies to enhance learning.

Your classroom routines are effective, and to further make them even more impactful, consider using transition times to promote student self-assessment.

You have solid classroom management skills. How can you further empower students to take ownership of their behavior?

Your assessments are well-designed. Let’s explore formative assessment strategies to provide more immediate feedback to students.

Your commitment to continuous improvement is admirable. However, setting specific professional development goals to enhance your teaching practices is beneficial.

Teacher Feedback Examples for the Struggling Teacher

When providing feedback to a struggling teacher, it is important to be supportive and constructive, but avoid the sandwich feedback method, as reviews show the method is ineffective.

I’ve noticed that some students seem disengaged during your lessons. Perhaps you could explore strategies to increase student engagement and participation.

It appears that classroom management is a challenge for you. In our next meeting, let’s work together to develop a positive behavior management plan.

Your lesson plans could benefit from clearer learning objectives and more explicit connections to students’ prior knowledge.

Incorporating more opportunities for student collaboration and group work could enhance the overall classroom experience.

You could improve your use of instructional technology. Perhaps you could explore options to enhance your digital teaching skills.

Consider providing more timely feedback to students , as it helps them better understand their strengths and areas for improvement.

Your communication with parents is essential. What concerns do you have about establishing teacher-family communication?

I notice a lack of positive and respectful classroom culture. Are there ways you could encourage a supportive learning environment?

You can create a more organized classroom by developing more structured transitions.

Consider incorporating more visual aids and hands-on activities to make complex concepts accessible to students.

I noticed some inconsistencies in grading and assessment . Let’s review our assessment practices and align them with learning goals.

I encourage you to take advantage of professional development opportunities to further enhance your teaching strategies.

Let’s review and align your teaching practices with the school’s curriculum goals to ensure consistency.

Seeking feedback from colleagues and observing experienced teachers in action can provide valuable insights and new ideas for improvement.

Your PowerPoint presentation is great. However, adding timers to your slides can help improve pacing.

Evaluation is teacher evaluation software that helps schools do just that. It documents every step of the staff evaluation process to provide deep and meaningful insights that support data-backed actionable plans.

If your school is interested in new ways to improve the learning experience for children, you may also be interested in automating tasks and streamlining processes so that your teachers have more time to teach. Education Advanced offers a large suite of tools that may be able to help. For example, three of our most popular and effective tools are:

Cardonex, our master schedule software , helps schools save time on building master schedules. Many schools used to spend weeks using whiteboards to organize the right students, teachers, and classrooms into the right order so that students could graduate on time and get their preferred classes. However, Cardonex can now be used to automate this task and deliver 90% of students' first-choice classes within a couple of days.

Testhound, our test accommodation software , helps schools coordinate thousands of students across all state and local K-12 school assessments while taking into account dozens of accommodations (reading disabilities, physical disabilities, translations, etc.) for students.

Pathways, our college and career readiness software , helps administrators and counselors create, track, and analyze graduation pathways to ensure secondary students are on track to graduate.

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

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How Principals Can Give Better Teacher Feedback (With Examples)

by Chandra Williams | Jun 7, 2021

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As a principal, one of your key responsibilities is to provide feedback that will help improve your teachers’ performance. But how can you provide high-quality advice without overwhelming your teachers? In this article, we discuss four components of effective feedback for teachers.

  • Effective feedback for teachers is targeted and specific.

A 2009 study from TNTP suggests that about 75% of teachers do not receive specific feedback about how to improve their practice. Unfortunately, overly generalized or broad feedback fails to help teachers understand exactly what instructional practices or content they need to improve.

When giving feedback to teachers, try to avoid using vague statements like, “Your instruction isn’t engaging enough” or “Good effort!” These statements lack enough information to help teachers improve in any given area.

Instead, work alongside each teacher to set targeted goals for your feedback sessions. For example, if you plan an instructional round to take place next week, meet with the teacher who will be observed ahead of time and define 1-3 specific areas where you would both like to see improvement. After the instructional round is completed, provide comments that directly relate to the goals you set together.

Here are some examples of targeted, specific feedback:

  • I like the way you incorporated social and emotional learning skills into this lesson. Beginning with a grounding exercise helped your students to be more present.
  • Your lesson plan seems to rely on students’ memorization; they didn’t seem to understand how the mathematical process actually works.
  • Some students seem to dawdle during the transition between your activities. Here are a couple of ways you can make transitions more efficient…

These statements help the teacher clearly understand what they are doing well and where they can improve.

  • Effective feedback for teachers is actionable.

Whenever you point out an area for improvement, immediately follow up with one or two next steps the teacher can take to move in the right direction. This way, teachers know exactly what changes they should implement to meet their goals.

Actionable feedback can also be used to identify strengths and encourage teachers to continue positive practices.

Here are some examples of actionable feedback:

  • Your open-ended questions, like _________________, really allow students to get creative and think outside the box.
  • Some of your students seemed more prepared than others to discuss the text you selected. Next time, you may want to employ a short formative assessment before the discussion to check on students’ individual comprehension levels.
  • During the small group activity, I noticed Student A seemed uncomfortable offering their opinions. Do you think this student needs extra support in this learning unit? Would you like help to identify some appropriate strategies to use in this scenario?

Notice that the third example in this list ends with questions rather than prescribed advice. Teachers often have additional experience and insights about classroom challenges that school leaders lack because teachers spend so much more time working one-on-one with students.

In their MiddleWeb article , Ronald Williamson and Barbara Blackburn recommend offering feedback in such a way that empowers teachers to take ownership of their areas for improvement. Principals should try to open a back-and-forth dialogue that encourages teachers to reflect on their own practice. This approach also gives teachers the space to ask for the types of support they need.

  • Effective teacher feedback is based on data and evidence.

Your feedback for teachers should not just reflect your own personal opinions but should be rooted in objective evidence. Encourage teachers to collect and evaluate student data on a regular basis to inform their instruction.

Teachers can draw evidence of student learning from sources including:

  • Samples of student work
  • Observations of student behavior in the classroom
  • Formative assessments which track student progress
  • Summative assessments which track overall mastery of a topic at the end of a learning unit
  • Student surveys

Keep in mind that some teachers have more experience with data evaluation than others. School leaders should work collaboratively with teachers to model how to make data-informed instructional decisions . Y ou may also need to help teachers learn how to seek out evidence-based practices that have been effective in other classrooms, schools, or districts to try in their own classrooms.

  • Effective teacher feedback is provided frequently and consistently.

In a 2015 report , Education First notes that high-performing districts offer opportunities throughout the school year for teachers to receive feedback. Teachers are frequently able to observe one another, give and receive feedback, and collaborate to support one another. Education First remarks, “This ongoing feedback is important for teachers to sustain their growth and development and helps build a supportive culture where feedback is normal and expected.”

Opportunities for teachers to receive feedback can include:

  • Direct feedback sessions with you and other school leaders
  • Professional learning communities
  • Classroom observations
  • Instructional rounds

Learn more about how to develop a culture of feedback from Education First’s report.

Remember: Teacher feedback is just one part of a results-driven professional development plan.

Feedback alone is not enough to drive long-term improvements in instruction and student achievem ent.

Educational research f inds that high-quality teacher professional development is:

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A Virginia teacher was arrested and had to give up his license after he gave his class an assignment asking them to come up with different “ways to kill” one of his students, it has emerged.

The unidentified Crestwood Middle School teacher instructed his students to write how they would kill one particular student in the class in January 2022, according to court documents obtained by WTKR Thursday.

The documents state that the assignment came from another student in the class, but the teacher went along with it.

Students then reportedly pulled out their tablets and dutifully listed ways to kill the selected classmate, with court documents describing how the students came up with ideas to chop him up, throw him out a window, burn him alive, and feed him to a dog.

Police became aware of the incident after the bullied child went home that night and told his parents, according to WTKR.

During an ensuing investigation, police reportedly asked what could have prompted the teacher to come up with the writing exercise — to which he said it was hard to engage the class, and the student at the center of the assignment didn’t appear to be upset by it at the time, records show.

Crestwood Middle School is pictured.

The teacher went on to admit it was an inappropriate class assignment and said it was an error in judgment.

He later pleaded guilty to one misdemeanor count of contributing to the delinquency of a minor and voluntarily surrendered his teaching license, according to WTKR, which has been digging into the reasons teachers have lost their licenses throughout the state.

The Chesapeake School District said the teacher was employed at the school from Aug. 31, 2021, through April 8, 2022.

A Virginia State Police vehicle.

In a statement to the local news station, school district officials said they would not comment further “on such situations involving personnel.

“The safety of our students is our top priority and Chesapeake Public Schools expects all employees to act with the utmost professionalism to provide a positive learning environment for all students.”

The Post has also reached out to the Chesapeake School District for more information.

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how to write appraisal report for teachers

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COMMENTS

  1. Teacher appraisal reports: template and guidance

    Provide a written report to teachers for that appraisal period Our template is also in line with the joint NEU and NAHT recommendations for appraisal. Adapt our template to follow your school's appraisal policy. Using the template for senior leaders When adapting the template for members of the SLT, you should include: An objective on leadership

  2. Quality Performance Teacher Evaluation With Good Examples

    1. Establish a Process 2. Review Course Materials 3. Observe Classroom Management 4. Ask for Student Feedback 5. Give Constructive Criticism Performance Teacher Evaluation Examples Example 1: Formal Classroom Observations Example 2: Feedback From Peers Example 3: Parent and Student Feedback Example 4: Self-Evaluations

  3. TEACHER PERFORMANCE EVALUATION

    A teacher's performance will be judged in terms of 16 criteria. The descriptors are included as guidelines for what is meant by a particular criterion. Their function is to illustrate and provide examples for a given criterion. They are not, nor were they intended to be, all-inclusive.

  4. How to evaluate a teacher's performance

    Developing a system to evaluate a teacher's performance allows you to shine a light on the nuances of what's happening in the classroom. How a teacher handles student questions, incorporates routines, designs classroom activities, and more are all vital indications of their mastery of the profession. The ultimate purpose of a teacher ...

  5. The Principal's Guide to Writing High-Quality, Evidence-Driven Teacher

    Frequent—3 a day, which adds up to about 18 biweekly visits per teacher per year; Brief—around five to fifteen minutes each; Substantive—more than just making an appearance; Open-ended—focused on the teacher's instructional decision-making, not just narrow data collection; Evidence-based—centered on what actually happens in the classroom ...

  6. 4 Teacher Evaluation Models to Use (With Examples!)

    1. Is the evaluation model consistent? Is a teacher getting a high rating one year, and a low rating the next year? If they haven't changed their teaching methods but are receiving inconsistent scores, then the model is faulty. 2. Do the teachers themselves trust the evaluation model?

  7. 17 Free Teacher Evaluation Forms and Templates

    Teacher Evaluation Forms and Templates Most people are used to evaluating students, but are they aware they can also assess the teachers' performance? Well, teachers undergo evaluation, which helps stakeholders gauge how they create a conducive learning environment at school. Furthermore, this evaluation enhances teaching practices in all schools.

  8. PDF 6: Evaluating teaching

    Developing your school v1.18.indd 6: Evaluating teaching Just as assessment that supports learning is critical for student development, teacher evaluation that focuses on providing accurate evidence of practice and supports improvement is central for teachers' development.

  9. 8 Ways to Make Teacher Evaluations Meaningful and Low-Stress

    Now that we've gotten those basic do's and don'ts out of the way, let's move to the more advanced material. Here are eight concrete ideas from principals and other experts that school ...

  10. PDF Better teacher appraisal and feedback: improving performance

    Addressing teachers' concerns about their appraisal and feedback Teachers' concerns: Addressing these concerns in the new system: Teachers' appraisal doesn't improve teaching: over 60% of teachers report that appraisal of their work has little impact on the way they teach in the classroom.

  11. Teacher Evaluation

    Teacher Evaluation: Definition. Teacher evaluation is defined as a systematic procedure for reviewing the performance of a teacher in a classroom and analyzing the review to provide constructive feedback for the teacher's professional growth.. LEARN ABOUT: course evaluation survey examples Details of a teacher evaluation survey may vary from district to district as they are governed by state ...

  12. PDF CHAPTER 5 School Evaluation, Teacher Appraisal and Feedback and the

    Highlights •Appraisal and feedback have a strong positive influence on teachers and their work. Teachers report that it increases their job satisfaction and, to some degree, their job security, and it significantly increases their development as teachers.

  13. How to Write a Performance Appraisal or Review

    Note any training you completed, conferences you attended, or any relevant innovations you created as they happen. This will provide accuracy and reliability to your performance appraisal report and help you assemble accurate, relevant facts. Pro Tip: Keep a log of your colleagues' achievements, also, if your company does a 360 review.

  14. Tips From Principals for Better Teacher Evaluations

    Encourage teacher input. Before an evaluation is finalized, ask for a teacher's feedback on how they thought the class unfolded. Incorporate their perspective into a formal assessment where possible. In Delaware, teachers can write a self-evaluation after receiving their principal's assessment but before they meet to discuss.

  15. Teacher appraisals: how to get them right from the start

    The first thing to do is ensure clarity in your school appraisal process. Firstly, in line with the Education (School Teachers' Appraisal) (England) Regulations 2012, schools must have a document in place that sets out the appraisal process for all teachers employed by the school. Headteachers also have a duty to ensure teachers are clear on ...

  16. 13+ Constructive Performance Appraisal Examples & Phrases ...

    Blog Human Resources 13+ Constructive Performance Appraisal Examples & Phrases to Simplify Review Season [+ Templates] By Jennifer Gaskin, Nov 22, 2022 If you're anything like me, one of the hardest parts about being in management is putting together performance appraisals or annual reviews.

  17. How to Write a Teacher Evaluation

    Compose a paragraph outlining the teacher's strengths. Provide specific and measurable data to support these strengths when possible, saying, for instance, "Mrs. Gentle succeeded in raising student standardized test scores an average of 30 percent over the course of the year."

  18. Teacher Self-Evaluation

    Teacher Self-Evaluation Evaluation Teaching Whether your administrator evaluates your teaching only once a year or with quick walk-throughs every day, evaluations can be nerve-wracking. How do you know if you're doing everything right? How can you be sure your administrator will be happy with your teaching? It's hard to know for sure.

  19. 50 Teacher Feedback Examples With Meaningful Impact

    Provide specific feedback, mentioning particular areas needing improvement or instances of effective teaching practices. While generic statements like "Good job" may sound positive, they hardly call the teacher's attention to maintain or improve any specific teaching practice. Encourage two-way communication with teachers, giving room for ...

  20. Teaching staff appraisal

    Teaching staff appraisal. Teacher appraisal: assessing performance and setting targets. Understand how performance links to pay progression and find guidance on setting objectives, identifying areas for development and collecting evidence for appraisals.

  21. Teacher Feedback with Examples

    Effective teacher feedback is provided frequently and consistently. In a 2015 report, Education First notes that high-performing districts offer opportunities throughout the school year for teachers to receive feedback. Teachers are frequently able to observe one another, give and receive feedback, and collaborate to support one another.

  22. Teacher Apprisal

    If you have a permanent, regular employment contract, your teacher appraisal cycle should be 12 months, running from 1st September to 31st August. If unsure, check your school's policy, as it should detail this. If you are on a fixed-term contract, between one term and one year, your appraisal period will be linked to the length of your contract.

  23. 5 conversation starters for discussing an evaluation report with teachers

    Here are five suggestions on how to start talking with teachers about the evaluation report. 1. I just got the evaluation report back, and I learned a lot from it. I'd like to share it with you. Opening the conversation by offering to share the results isn't threatening.

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  25. Teacher arrested for class assignment about 'ways to kill' student

    A Virginia teacher was arrested and had to give up his license after he gave his class an assignment asking them to come up with different "ways to kill" one of his students, it has emerged.