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South River Public Schools

15 Montgomery St. | South River | NJ 08882
732-613-4000

Teacher Evaluation

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Stronge Effectiveness Performance Evaluation System

The Stronge Teacher and Leader Effectiveness Performance Evaluation System is a comprehensive, uniform evaluation system that consists of teacher, educational specialist, and leader components. Each of the aforementioned educators is evaluated against six research-based professional standards as well as a seventh standard—Student Progress— which is a results-based standard for measurable student or program growth. The Stronge Evaluation System uses multiple data sources, including observations, artifacts, surveys, and goal setting/student learning objectives to provide a comprehensive performance portrait of each educator.

 

Overview - Teacher Performance Standards

Performance standards are the job responsibilities or duties performed by a teacher. The Stronge TEPES includes seven diagnostic performance standards:

 Performance Standard 1: Professional Knowledge

The teacher has an understanding of the curriculum, subject content, pedagogical knowledge, and the developmental needs of students

 Performance Standard 2: Instructional Planning

The teacher plans using the state standards, district curriculum, effective strategies, resources, and data.

 Performance Standard 3: Instructional Delivery

The teacher uses a variety of effective instructional strategies in order to meet individual learning needs.

 Performance Standard 4: Assessment of/for Learning

The teacher uses a variety of formative and summative assessment strategies and data.

 Performance Standard 5: Learning Environment

The teacher provides a well-managed, safe, student-centered, academic environment that is conducive to learning.

 Performance Standard 6: Professionalism and Communication

The teacher maintains a commitment to professional ethics and professional growth and effective communication with all stakeholders.

Performance Standard 7: Student Progress

The instructional efforts of the teacher result in acceptable, measurable student progress based on established standards and goals.

Documenting Performance

Given the complexity of a teacher’s work, multiple data sources are used in TEPES that provide a comprehensive and authentic “performance portrait” that includes documentation of professional development and instructional artifacts, results of student surveys, student growth data, and records of observations by administrators.

 Rating Performance

The TEPES framework uses a four-point rating scale to provide a description of how well the teacher attains the performance standards: Highly Effective, Effective, Partially Effective, and Ineffective. The framework is drawn from the empirical research on teacher effectiveness. Teachers of non-tested grades and subjects are required to set two student growth objectives (SGOs) focusing on acquisition of content and development of skills.

 The actual implementation of the evaluation system calls on both teachers and their evaluators to collaborate in the collection and review of evidence around teacher work. Additionally, teachers are encouraged to collaborate with one another via practices such as instructional planning, student achievement goal setting, and building professional expertise.

More information is available about the Stronge Evaluation Model and New Jersey's NJ Achieve by clicking the links below. 

http://www.strongeandassociates.com/

 http://www.nj.gov/education/AchieveNJ/