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The Annual Professional Performance Review (APPR)

Frequently Asked Questions about APPR

Q: What is APPR?

A: Just like students, teachers and principals across New York state will now be given a number grade at the end of every year that represents their effectiveness rating. The new Annual Professional Performance Review, or APPR, is a state-governed process that determines the standards for these ratings and the process for assessing teachers’ and leaders’ effectiveness.

Q: Is this the first time teachers and principals have been evaluated?
A: Teachers and principals have always been evaluated and held to standards, but under the new APPR, district evaluation plans must adhere to more rigid rules set by the state. Under the new regulations, plans must be submitted to and approved by the New York State Education Department (SED) and, for the first time ever, a portion of teacher evaluation is directly tied to student performance on state exams or other state-approved learning measures.

Q: What is the goal of the new APPR?
A: The new evaluation system is one component of the larger federal Race to the Top education reform initiative that aims to improve the quality of instruction in our schools and, in turn, improve student performance and college and career readiness. The legislated changes to the APPR requirements aim to provide standardized, objective evaluation results, which can be used to better focus professional development for teachers and principals.

Q: How will teachers be evaluated?
A: The details of the evaluation process will be determined locally by districts, but all K-12 teachers in the state will be evaluated in three areas: classroom observations and evidence, student growth and student achievement.

Teachers will receive a score in each evaluation area and a cumulative score, broken down as follows:

Observations and evidence: 60 possible points
Student growth: 20-25 possible points
Student achievement: + 15-20 possible points
Total score: 100 possible points

Once these scores are compiled at the end of the school year, the cumulative score will be converted into a final effectiveness rating: Highly effective, effective, developing or ineffective (HEDI).

Q: How will effectiveness ratings be determined based on these scores?
A: According to SED guidelines, every K-12 teacher and principal in the state will receive a HEDI rating, calculated based on a 100-point possible overall score. The conversion for these ratings is established by SED and correlates to the overall numerical score received as follows:

100-91: Highly Effective
90-75: Effective
74-65: Developing
0-64: Ineffective

Q: Will APPR scores be made public?
A: State leaders have agreed that teacher ratings will be released to the parents of students in each teacher’s classroom, and to each principal’s school following proper protocol.

Q: What if a teacher receives a rating of developing or ineffective?
A: Any teacher rated as developing or ineffective will receive a negotiated Teacher Improvement Plan (TIP) within 10 days of the opening of classes the following school year. A TIP includes identification of needed areas of improvement, a timeline for achieving improvement, the manner in which the improvement will be assessed, and, where appropriate, activities to support a teacher's improvement in those areas. A negotiated appeals process is also in place for tenured teachers evaluated as developing or ineffective.

Susquehanna Valley Central School District - 1040 Conklin Rd. Conklin, New York 13748 - (607) 775-0170

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