Central Falls Transformation Report - Annenberg Institute for School ...

Staff Survey Question: Do you feel performance management activities have been beneficial to teachers
this year? Why or why not? Please provide examples of the ways performance
activities have or have not been beneficial.
Teachers (n=36 teachers: 35 responses*; 1 blank)
15. No-as I noted before these activities have not been used to improve practice. They have been
used to build a case for dismissing a teacher not improving practice.
16. No, for the most part. My colleagues have told tales of evaluations that seemed too personal.
My evaluations were okay; I found it easy to speak w/ Mary Canole and Wayne Ogden: I found
them to be caring and professional. Idealistically we could move the experience closer to the
team or academy level where we can evaluate each other’s practices professionally.
17. No, There has been no attempt to HELP struggling teachers. It was just a way to find fault and
fire those teachers who are outspoken.
18. NO! THE EVALUATION SYSTEM IN THIS SCHOOL IS A JOKE! VERY SUBJECTIVE!
19. NO. I believe evaluators were told in advance how to evaluate. My own evaluator told me she
was told “not to make it look too good”. Additionally, my observer wrote things in my report
that didn’t happen (maybe in her mind they did). And, although I implemented my professional
growth actions, no one visited for a follow-up observation.
20. No. There is nothing for Inclusion teachers that they provide. Nothing is shared with us. Everything
is thrown at us.
21. no. performance management staff was not as professional as they could have been. Punitive
and not a time of growth. Teachers should be evaluated by building administrators only.
22. No. Too often the PD is unorganized and the expectations are unclear.
23. Performance management is seriously lacking a component that would help a teacher who is
deficient to improve. There has been a lot of emphasis on pointing out deficiencies, but no
clearly defined plan or process to promote teacher improvement.
24. Professionals need to be accountable.
25. Somewhat
26. Somewhat, there are still some teachers who do not fully understand the evaluation tool.
Teachers are very appreciative and respectful to the evaluators and are willing to build relationships
27. Somewhat. It is always beneficial to be observed and critiqued by your peers. However, the
protocols as explained to us at the outset were not followed. It seems to me to have become a
way to punish teachers
28. The format was a refresher to my student teaching experience with evaluations and the information
needed to complete the process.
29. There was no consistency with performance management. The administration was out on a
witch hunt. I received a good evaluation, but overall the process was not fair. Calibration needs
to be done. Also, if you really want this tool to work; the teachers need to know that they can
make mistakes and learn. There is none of that. Also having an elementary or middle school
teacher from a white suburban district telling me what I should or shouldn’t be doing is ridiculous.
Please give us evaluators of our peers to make this more beneficial and non-threatening.
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