It’s All About Trust.
Teacher/principal trust is vital if teacher evaluations are to be an effective tool for teacher growth. Otherwise, how can teachers possibly be expected to be open to the feedback process?
Without trust, employees will take part in evaluations simply because they’re required to — but with transparency and buy-in, the process can be transformational. Building that culture of trust in your district or building requires some crucial building blocks.
Key Building Blocks for a Culture of Trust in Teacher Evaluations
i Engaging Educators: A Reform Support Network Guide for ... (n.d.). Retrieved March 14, 2016, from https://www2.ed.gov/about/inits/ed/implementation-support-unit/tech-assist/engaging-educators.pdf, 4.
ii Grossman, R. J. (2015, May 1). How to Create a Learning Culture. Retrieved March 18, 2016, from https://www.shrm.org/publications/hrmagazine/editorialcontent/2015/0515/pages/0515-learning-culture.aspx
Keep on Reading.
Building a culture of trust requires intentionality and effort, but the results will be worth it. Teachers need to know that the evaluation process is part of a larger continuous growth cycle, not simply an instrument to give a grade or determine salary level. When this is true, genuine collaborative reflection is possible, and evaluations can turn from compliance-driven, anxiety-filled procedures into shared efforts toward better instruction and better schools.
This white paper includes:
- Why it’s so important to build a culture of trust — and the potential downsides if you don’t
- Steps school leaders can take to lay the groundwork for effective evaluations and meaningful feedback
- Key elements to include in communication with your teachers
- Practical ways to involve teachers as enthusiastic participants in the evaluation process