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We also find evidence that the effects of going through evaluation in the TES system are not the same for all teachers. The improvement in teacher performance from before to after evaluation is larger for teachers who received relatively low TES scores, teachers whose TES scores improved the most during the TES year, and especially for teachers who were relatively ineffective in raising student test scores prior to TES. The fact that the effects were largest for teachers who, presumably, received more critical feedback and for those with the most room for improvement strengthens our confidence in the causal interpretation of the overall results.

Our approach will correctly measure the effect of evaluation on teacher effectiveness as long as the timing of a teacher’s evaluation is unrelated to any student characteristics that we have not controlled for in the analysis but that affect achievement growth. This key condition would be violated, for example, if during an evaluation year or in the years after, teachers were systematically assigned students who were better (or worse) in ways we cannot determine and control for using the available data. It would also be violated if evaluation coincided with a change in individual teacher performance unrelated to evaluation per se. Below, we discuss evidence that our results are not affected by these kinds of issues. We also find no evidence that teachers are systematically assigned students with better (or worse) observable characteristics in their evaluation year compared to prior and subsequent years.

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The purpose of an evaluation essay is to present an opinion or viewpoint on a subject or body of work. It should firstly provide a summary of the article in question, then using a thorough, well structured argument the writer presents a point-of-view supported with examples and evidence. By nature this essay bears many similarities to the persuasive essay, only is designed to display a more balanced argument

The first step in writing an evaluation essay is to provide a judgment asserted through a clear thesis. A good thesis statement determines exactly the focus of your essay and aids the reader in understanding what the essay is all about. Furthermore, it presents the point-of-view you are taking and hereafter each paragraph should work towards asserting this point-of-view to the reader. Consider the examples below, it is obvious which one provides the clearest definition of what the essay is about, and the argument it will present:

A: Abbey Road is an album by the Beatles.

B: Through the balance of classic song writing, experimentalism and the harnessing of musical technology, The Beatles created the masterpiece that is Abbey Road.

It is clear that B is the most successful in summarizing the subject matter evaluated in the essay, whilst also displaying the writer’s opinion and the stance the essay will take throughout the main body.

Both the peer evaluators and administrators complete an intensive TES training course and must accurately score videotaped teaching examples. After each classroom observation, peer evaluators and administrators provide written feedback to the teacher and meet with the teacher at least once to discuss the results. At the end of the evaluation school year, a final summative score in each of four domains of practice is calculated and presented to the evaluated teacher. Only these final scores carry explicit consequences. For beginning teachers (those evaluated in their first and fourth years), a poor evaluation could result in nonrenewal of their contract, while a successful evaluation is required before receiving tenure. For tenured teachers, evaluation scores determine eligibility for some promotions or additional tenure protection, or, in the case of very low scores, placement in a peer assistance program with a small risk of termination.

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Despite the training and detailed rubric provided to evaluators, the TES program experiences some of the leniency bias typical of other teacher-evaluation programs. More than 90 percent of teachers receive final overall TES scores in the highest two categories. Leniency is much less frequent in the individual rubric items and individual observations. We hypothesize that this microlevel evaluation feedback is more important to lasting performance improvements than the final, overall TES scores.

a guide for learning which integrates the philosophy and orientation of a trainingprogramme, expected learning outcomes, key content, methodology and evaluation for the teaching and learning process.

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Teachers hired before the TES program began in 2000–01 were not initially evaluated until some years into the life of the program. Our analysis only includes these pre-TES hires: specifically, teachers hired by the district in the school years from 1993–94 through 1999–2000. We further focus, given available data, on those who were teaching 4th through 8th grade in the years 2003–04 through 2009–10. We limit our analysis to this sample of midcareer teachers for three reasons. First, for teachers hired before the new TES program began in 2000–01, the timing of their first TES review was determined largely by a “phase-in” schedule devised during the program’s planning stages. This schedule set the year of first evaluation based on a teacher’s year of hire, thus reducing the potential for bias that would arise if the timing of evaluation coincided with, for example, a favorable class assignment. Second, because the timing of evaluation was determined by year of hire, and not experience level, teachers in our sample were evaluated at different points in their careers. This allows us to measure the effect of evaluation on performance separate from any gains that come from increased experience. Third, the delay in first evaluation allows us to observe the achievement gains of these teachers’ students in classes the teachers taught before the TES assessment so that we can make before-and-after comparisons of the same teacher.

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Our findings remain similar when we make changes to our methodological choices, such as varying the way we control for teacher experience, not controlling for teacher experience, and not controlling for student characteristics. We also examine whether our results could be biased by a preexisting upward trend in each teacher’s performance unrelated to experience or evaluation, and find no evidence of such a trend. Finally, we find no evidence that our results reflect teacher turnover from school to school or from grade to grade that causes them not to appear in our data in later years (for example, by moving to a nontested grade or leaving the Cincinnati Public Schools).

English | Future Graduate Students - McGill University

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At the teaching level he designed and offered courses of the work of the PSC as instructor and guest speaker for 8 years at the International Program for Development Evaluation Training (IPDET).

At the IEO major advancements to the function have been made; the office has transitioned to a fully professionalized evaluation model delivered through 21 professionals in an office representing 25 nations with substantive, language and experience diversity.

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