Computerized Teachers Evaluation System

The framework is composed of 4 domains and 22 components. Each component has a level of performance; unsatisfactory, basic, proficient and distinguished. The lowest score is unsatisfactory and the highest level is distinguished. The framework makes it easy for teachers to be evaluated and understand their score because it describes the performance for each component and provides possible examples for the levels of performance in all of the components. The examples show how a particular skill of teaching might look like in the classroom.

Based on the Georgia Department of Education, Georgia has a new way of evaluating all of its teachers. Beginners teachers are held with the same standards as tenured teachers. The evaluation is through Teacher Keys Effectiveness System (TKES) which is consist of three components which gives to an overall Teacher Effectiveness Measure (TEM). First component is Teacher Assessment on Performance Standards (TAPS). The second component is Surveys of Instructional Practice (student perception surveys). Lastly Student Growth Percentile and Student Learning Objective. (SGP and SLO).

The Teacher Keys Effectiveness System uses numerous data sources to engage teachers and continually provide feedback. As with anything new, the evaluation process will become more comfortable once you attend training, review the handbook and practice using the rubrics to rate teacher performance. TKES allows educators to evaluate themselves using specific, detailed standards. It also provides feedback on what administrators view as each educator’s strengths as well as areas that could be improved upon to better impact student learning and achievement.

Teachers are rated as developing, proficient, accomplished, distinguished. The evaluation tool, which was updated in 2008 and in 2015 standard six was added, consist of six total standards. Standard one assesses teacher’s leadership skills. Teachers must demonstrate leadership in their classroom and in the school. Teachers must demonstrate their ability to improve the profession, advocate and assist with implementation for positive change in policies and practices affecting student learning. all while demonstrate ethical principles including honesty, integrity, fair treatment, and respect for others. For standard two teachers must demonstrate their ability establish a respect environment for a diverse population of students which involves nurturing relationships with child, embracing diversity in all forms

Tenured teachers are evaluated twice during the school year. Non tenured teachers are evaluated three times during the school year. The evaluation criteria can be announced and unannounced by the supervisor or administrator. The inventing teachers know that he/she has to prepare his/her lesson by leaving room for students to questioning and engaging throughout the lesson.

Assessment and record keeping go hand in hand because without a record, all assessments lose their value and meaning very quickly. From the initial assessment and diagnostics through to final qualifications, keeping records of the assessment process enables us to measure success (both of the teaching and the trainees), track progress, ensure we are providing the appropriate support and maintain consistency.

The teachers will develop an assessment from testing the students using the formal and informal methods. The formal method would give the students quizzes, tests, papers, homework and exams. The informal method would allow discussions and ungraded quizzes. This will give the teacher the information they need to know what they need to work on.

In 2013 the Englewood public school system adopted the Danielson framework to evaluate teachers. Prior to the Danielson framework teachers we evaluated through a district created evaluation system. The change to the Danielson evaluation too was very tumultuous as the administrator as well as the teachers had to become acclimated to the new method. Unlike the previous measurement tool Danielson divided teaching practice into four domains. Each domain address different aspects of teaching practice that once achieved is supposed to resulting in more effective teaching and higher student academic achievement. Each domain has a level

evaluation policies and the goals and outcomes that are the basis for evaluation of teaching are

I have been asked by the deputy head teacher at Lakeview School, Mr Brown to produce a system that will help him to give out awards. Therefore Mr Brown is my target audience. Since Mr Brown is not an experienced user of ICT I will have to make a system which is easily usable.

Across the United States, policymakers determine evaluation systems for public school educators. Used as a tool for increasing teacher effectiveness and accountability, teacher evaluation systems vary from state to state as determined by individual state departments of Education. According to Sergiovanni & Starrat (2002), the role of the evaluation process is important in developing teachers’ instruction, which should contribute to academic achievement of students. Evaluation should provide meaningful feedback to teachers, to improve instructional practices and support learning (Kelley and Maslow, 2012).

Overview: This section explains the research philosophy, the literature survey for this research, data collection technique, data analysis approach and the overall process of the research. It started by gather the general insights that were relevant to the research; derived the information into a research topic; brief explanation about how the research was conducted, how the data was collected through experiment, how the data was analysed and concluded.

In general, there are several methods for data collection and the different data collection methods provided its own advantages and disadvantages (Sekaran 2003, p. 223). For carrying out the data collection, the appropriate methods should be applied. In the research, the data collection could be done through the interview, for example, face-to-face and telephone interview. To collect the data by using interview technique, the questionnaire is commonly employed as the instrument for gathering data, the questionnaire could be able to distribute by mail or electronic mail. In addition, the data collection could be conducted by observation of individuals with or without audio or video recording. Before choosing the methods for data collection the expertise of the researcher, the degree of accuracy required, time and resources must be taken into consideration. Thus,

The methodology of the research is qualitative hence secondary resources such books, reference materials, on line articles on BI, IT journals on PDF served as the basis of discussion. Five people were also interviewed to solicit their personal views

All the information about student and his marks are kept in a database and they reside on the server.