Week 3: Evaluating Programs & Human Performance

Week 3: Evaluating Programs & Human Performance

1. Search for at least two other models used for evaluation and summarize these models. Describe how you would use them to evaluate your instruction.

    The Professional Development and Appraisal System or P.D.A.S. is an evaluation method used by most school districts in the state of Texas.
     All classroom teachers are required to be appraised on the basis of classroom teaching performance.
     There are 8 domains in the PDAS system that evaluators use to evaluate the classroom teacher. They are as follows:
   Domain 1: Active, Successful student participation in the learning process.
   Domain 2: Learner centered instruction.
   Domain 3: Evaluation and feedback on student progress.
   Domain 4: Management of student discipline, instructional strategies, time, and materials.
   Domain 5: Professional communication.
   Domain 6: Professional development.
   Domain 7: Compliance with policies, operating procedures, and requirements.
   Domain 8: Improvement of academic performance of all students of the campus.  

   As a first year classroom teacher last year, I became very familiar with the PDAS evaluation model. I attended several training sessions to help me better understand this evaluation method. At these training sessions I received several checklists to use while teaching and lesson planning, to determine if I was meeting all the requirements under each domain.
   I would use the checklists to reflects upon my lessons taught and see how they measured up. Then I would make a game plan on what areas I needed to improve upon.

Here are a few links if you wanted more information on PDAS
https://www.atpe.org/protection/YourDistrictAndYou/appraisals.asp
http://hr.conroeisd.net/PDASFAQ.pdf
http://www.iisd1.org/iisd_forms/pdas_evaluation_form_sample.htm

Another evaluation model I have come into contact with is the Marzono Teacher Evaluation Model.
    This model identifies a set of practices related to improvement in student performance. There are four domains that are identified in this evaluation model. They are listed below:
Domain 1- Classroom strategies and behaviors.
Domain 2- Planning and preparing.
Domain 3- Reflecting on teaching.
Domain 4- Collegiality and professionalism.
Here is a link to a great chart better explaining this evaluation methods domains
http://www.marzanoevaluation.com/evaluation/four_domains/

 One aspect of this evaluation method that I have come to like is that each domain builds upon the previous one. When I came to Dallas ISD I was introduced to this evaluation model. I implemented it into my lesson planning and teaching. There were charts, tables, etc. provided to me to post in my classroom to help me check if I was meeting the four domains.
   I use both of the evaluation methods I have given in my daily teaching and lesson planning style. I use tools given in both methods to reflect upon my lessons delivered. I evaluate myself and my teaching, then determine what improvements need to be made.

2.) Should Return of Investment and management of resources also be considered in evaluations of instructional Programs? What other measures should/could be considered?

   I guess I have never really thought of Return of Investment and management of resources in regards to evaluation of instructional programs.
   Starting with ROI, I have always thought of this applying more in the business world not the educational setting. However, from reading chapter 11 on ROI, I realize that I need to change my outlook to include the educational setting.
  In the chapter it discussed that by using ROI, you ensure that monetary resources are put to the best use. That through collection of data during and after project implementation adjustments can be made for future implementations.
   ROI can be used in the educational setting on projects to help us determine when a project is not proceeding as we want, what we can do to make the project successful.
   And when things are progressing well what we can do to make them even better and more successful. 
   Next I will talk about management of resources. In chapter 13 it defines resources as:
1. People (those who plan, develop, and or deliver training.)
2. Time (the period needed to complete a training project.)
3. Money (capital available to invest in training.)
   It then goes on to say that " thought needs to be given on how to invest resources effectively."
   Having never really thought of management of resources when it came to the educational setting, I see now that it is extremely beneficial to the school setting to make sure we are correctly managing our resources.
   We need to evaluate if we are using our resources to the best of our abilities. Are we spending our money appropriately, our we managing our time and people effectively. We need to closely examine how, and when we manage our resources, and continually re-evaluate it effectiveness.

 3. Identify a performance problem in your area of work and identify non-instructional solutions that may help solve the problem. Would better performance support systems, knowledge management systems, or opportunities for informal learning solve the problem?

   A performance problem I have noticed at my school is our extremely low scores on standardized tests. I know that the low scores have a lot to do with the demographics of our school population. The area we work in is extremely stressful for our teachers. I also know that a majority of our children move around a lot and rarely stay at one school for their entire elementary school career. Clearly there are numerous problems when it comes to our low test scores.
   Having never taught a STARR grade, I don't think I am the best equipped on how to solve this problem. From reading the last three chapters, I think that performance support systems, knowledge management systems, and opportunities for informal learning would all be effective in working to solve the problem of low test scores.