Measures of Professional Practice: District
of Columbia
Teacher and Principal Evaluation Policy
Note
The data and analysis on this page is from 2019. View and download the most recent policy data and analysis on Measures of Professional Practice in District of Columbia from the State of the States 2022: Teacher and Principal Evaluation Policies report.
Analysis of District of Columbia's policies
Observations: The District of Columbia no longer require that all teachers are observed in the classroom.
Use of surveys: The District of Columbia no longer requires surveys to be used to evaluate teachers.
Evaluator training: The District of Columbia no longer requires teacher evaluators to be trained "to ensure inter-rater reliability among evaluators."
Multiple and/or third-party observers: The District of Columbia's policy is silent on whether multiple and/or third-party observers must be used to evaluate teachers.
Recommendations for District of Columbia
Require classroom observations.
The District of Columbia should require annual classroom observations of all teachers, regardless of a teacher's experience level or previous evaluation ratings.
Require student surveys.
The District of Columbia should require—or at least explicitly allow—the use of student surveys as a meaningful component of a teacher evaluation system. Student surveys provide teachers with credible information about their impact in the classroom and help identify teachers' effects on outcomes beyond standardized test scores.
Require all teacher evaluators to be both trained and certified.
The District of Columbia should require classroom evaluators to be trained to a high level of reliability through ongoing training and an explicit certification
process. Doing so will help ensure that teacher evaluation systems
are fairly and reliably implemented across districts and the state.
Require the use of multiple observers or third-party observers with subject-matter expertise.
The District of Columbia should require that teachers are observed multiple times by more than one observer. Research demonstrates that observations by peers and other observers with subject-matter knowledge are valid and reliable, whereas a principal's role as both instructional leader and summative judge may inhibit his or her ability to reliably serve as the sole evaluator.
State response to our analysis
The District of Columbia noted that state policy requires LEAs to report data points based on guidelines mandated under the Every Student Succeeds Act (ESSA) in compliance with the equitable access initiative that ensures low-income students and minorities are not disproportionally served by out-of-field, inexperienced, and ineffective teachers. The law does not set specific requirements for the various components of the teacher evaluation system. The states allow LEA autonomy and flexibility in this area.
Updated: June 2019
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District of Columbia
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How we graded
7B: Measures of Professional Practice
- Observations: The state should explicitly require teachers to be observed in the classroom.
- Student Surveys: The state should require or explicitly allow student surveys to be included in its teacher evaluation system.
- Certified Evaluators: The state should require classroom evaluators to be trained to a high level of reliability through ongoing training and an explicit certification process.
- Multiple or Third-Party Observers: The state should require or explicitly encourage the use of multiple observers or third-party observers with demonstrated subject-matter expertise.
One-quarter of the total goal score is earned based on the following:
- One-quarter credit: The state will earn one-quarter of a point if it explicitly requires that teachers be observed in the classroom
One-quarter of the total goal score is earned based on the following:
- One-quarter credit: The state will earn one-quarter of a point if it requires or explicitly allows student surveys to be included in its teacher evaluation system.
One-quarter of the total goal score is earned based on the following:
- One-quarter credit: The state will earn one-quarter of a point if it requires classroom evaluators to receive ongoing training to a high level of reliability through ongoing training and an explicit certification process.
One-quarter of the total goal score is earned based on the following:
- One-quarter credit: The state will earn one-quarter of a point if it requires or explicitly encourages the use of multiple observers or third-party observers with demonstrated subject-matter expertise.
Research rationale
Observations serve several purposes, including to provide actionable feedback to teachers and to provide a summative rating that can be used in staffing decisions. Observations can be a rich source of information for teachers, giving them useful feedback to improve their practice.
Multiple data sources should be used in teacher evaluation, including multiple observations by more than one observer.[1] Teacher observations conducted by principals that occur once or twice a year and consist of rating teachers on observable behaviors and characteristics have not proved valid.[2] Research widely finds that the nature of their role as both instructional leaders and summative judges inhibits principals' ability to reliably serve as evaluators.[3] In contrast, observations conducted by peers and other observers with subject knowledge are valid and reliable.[4] Additionally, teacher observations are more effective when they occur in tandem with aligned professional development.[5]
Observations are especially important for new teachers. In the absence of good metrics for determining who will be an effective teacher before he or she begins to teach,[6] it is critical that schools and districts closely monitor the performance of new teachers.[7] States should specifically require that new teachers receive an observation early in the school year. Early feedback may be especially essential for new teachers, given that teachers' performance in their first year is a strong predictor of their performance in later years.[8]
Student reports of teacher quality are a unique and largely untapped source of rich data.[9] Research finds that student input on teacher quality adds value to teacher evaluation systems. Research also finds teachers prefer evaluation systems that include student survey data.[10] Students' first-hand reports of classroom elements (e.g., textbooks, homework, instruction), teacher-student communication, assignments, and daily classroom operations may provide teachers with credible information about their impact in the classroom, as well as serve as a tool for formative evaluation.[11] Student perceptions of learning environments can be reliable and predictive of learning.[12] Including student surveys in teacher evaluation systems strengthens the ability to identify teachers' effects on outcomes beyond standardized test scores.[13] In addition, teacher evaluation systems that include student survey data, which are somewhat correlated with teachers' student growth measures,[14] are stronger, more reliable, and more valid than those that rely solely on administrator reports and observations.[15]
[1] Glass, G. V. (1974). A review of three methods determining teacher effectiveness. In H. J. Walberg (Ed.), Evaluating Educational Performance (pp. 11-32). Beverly Hills, CA: Sage.; Travers, R. M. W. (1981). Criteria of good teaching. In J. Millman (Ed.), Handbook of Teacher Evaluation (pp. 14-22). Beverly Hills, CA: Sage.; Xu, S. & Sinclair, R. L. (2002). Improving teacher evaluation for increasing student learning. Paper presented at the annual meeting of the AERA, New Orleans, LA.
[2] Peterson, K. D. (2004). Research on school teacher evaluation. NASSP Bulletin, 88(639), 60-79.; The New Teacher Project. (2009). The widget effect: Our national failure to acknowledge and act on differences in teacher effectiveness. Retrieved from http://files.eric.ed.gov/fulltext/ED515656.pdf&sa=D&ust=1508185360843000&usg=AFQjCNG_FOzv9usICvWem-xNf0Ny71KcMg; Ellet, C. D. & Teddlie, C. (2003). Teacher evaluation, teacher effectiveness, and school effectiveness: Perspectives from the USA. Journal of Personnel Evaluation in Education, 17(1), 101-128.; Good, T. L., & Mulryan, C. (1990). Teacher ratings: A call for teacher control and self-evaluation. In J. Millman & L. Darling-Hammond (Eds.) The new teacher handbook of teacher evaluation: Assessing elementary and secondary school teachers. Newbury Park, CA: Sage.; Darling-Hammond, L. (1986). A proposal for evaluation in the teaching profession. The Elementary School Journal, 86(4), 530-551.; Hazi, H. M., & Arredondo Rucinski, D. (2009). Teacher evaluation as a policy target for improved learning: A fifty-state review of statute and regulatory action since NCLB. Education Policy Analysis Archives, 17(5).; Jacob, B. A., & Lefgren, L. (2008). Can principals identify effective teachers? Evidence on subject performance evaluation in education. Journal of Labor Economics, 26(1), 101-136.; Peterson, K. D. (2000). Teacher evaluation: A comprehensive guide to new directions and practices (2nd ed.). Thousand Oaks: Corwin Press.; Stiggins, R. J., & Bridgeford, N. J. (1985). Performance assessment for teacher development. Educational Evaluation and Policy Analysis, 7(1), 85-97.
[3] Jordan School District (1995). Jordan Performance Appraisal System. Sandy, UT: Jordan School District, Utah.; Lortie, D. (1975). Schoolteacher: A sociological study. Chicago, IL: University of Chicago Press.; Waller, W. (1932). The sociology of teaching. New York, NY: Wiley & Sons.; Popham, W. J. (1988). The dysfunctional marriage of formative and summative teacher evaluation. Journal of Personnel Evaluation in Education, 1(3), 269-273.; Hunter, M. (1988). Effecting a reconciliation between supervision and evaluation: A reply to Popham. Journal of Personnel Evaluation in Education, 1(3), 275-79.; Ellett, C .D. (1987). Emerging teacher performance assessment practices: Implications for the instructional supervision role of school principals. In W. Greenfeld (Ed.), Instructional leadership: Concepts, issues, and controversies (pp. 302-327). Boston, MA: Allyn and Bacon.; Scriven, M. (1988). Duty-based teacher evaluation. Journal of Personnel Evaluation in Education, 1(4), 319-334.; Stronge, J. H., Helm, V. M., & Tucker, P. D. (1995). Evaluation handbook for professional support personnel. Michigan: CREATE, The Evaluation Center, 1-91.; Cook, M. A., & Richards, H. C. (1972). Dimensions of principal and supervisor ratings of teacher behavior. Journal of Experimental Education, 41(2), 11-14.
[4] Peterson, K. (2004). Research on school teacher evaluation. NASSP Bulletin, 88(639), 60-79.; Hill, H., & Grossman, P. (2013). Learning from teacher observations: Challenges and opportunities posed by new teacher evaluation systems. Harvard Educational Review, 83(2), 371-384.
[5] Shaha, S. H., Glassett, K. F., & Copas, A. (2015). The impact of teacher observations with coordinated professional development on student performance: A 27-state program evaluation. Journal of College Teaching & Learning, 12(1), 55.
[6] For a review on limited data on new teachers, see: Chingos, M. M., & Peterson, P. E. (2011). It's easier to pick a good teacher than to train one: Familiar and new results on the correlates of teacher effectiveness. Economics of Education Review, 30(3), 449-465.
[7] Staiger, D. O., & Rockoff, J. E. (2010). Searching for effective teachers with imperfect information. The Journal of Economic Perspectives, 24(3), 97-117.
[8] Atteberry, A., Loeb, S., & Wyckoff, J. (2015). Do first impressions matter? Predicting early career teacher effectiveness. AERA Open, 1(4), 1-23.
[9] Aleamoni, L. M. (1999). Student rating myths versus research facts from 1924 to 1998. Journal of Personnel Evaluation in Education, 13, 153-166.; Peterson, K.D. (2000). Teacher evaluation: A comprehensive guide to new directions and practices. (2nd ed.). Thousand Oaks, CA: Corwin Press.
[10] Peterson, K. D., Wahlquist, C., & Bone, K. (2000). Student surveys for school teacher evaluation. Journal of Personnel Evaluation in Education, 14(2), 135-153.; Peterson, K. D. (2004). Research on school teacher evaluation. NASSP Bulletin, 88(639), 60-79.; Stronge, J., & Ostrander, L. (1997). Client surveys in teacher evaluation. In J. H. Stronge (Ed.), Evaluating teaching: A guide to current thinking and best practice (pp. 129-161). Thousand Oaks, CA: Corwin Press.
[11] Peterson, K. D., Wahlquist, C., & Bone, K. (2000). Student surveys for school teacher evaluation. Journal of Personnel Evaluation in Education, 14(2), 135-153.; Aleamoni, L. M. (1981). Student ratings of instruction. In J. Millman (Ed.), Handbook of teacher evaluation (pp. 110-145). Beverly Hills, CA: Sage.; Aleamoni, L. M. (1987). Student rating myths versus research facts. Journal of Personnel Evaluation in Education, 1, 111-119.; Aleamoni, L. M. (1999). Student rating myths versus research facts from 1924 to 1998. Journal of Personnel Evaluation in Education, 13, 153-166.; McGreal, T. L. (1983). Successful teacher evaluation. Alexandria, VA: Association for Supervision and Curriculum Development.; Peterson, K. D., Stevens, D., & Driscoll, A. (1990). Primary grade student reports for teacher evaluation. Journal of Personnel Evaluation in Education, 4, 165-173.; Wallace, T. L., Kelcey, B., & Ruzek, E. (2016). What can student perception surveys tell us about teaching? Empirically testing the underlying structure of the Tripod student perception survey. American Educational Research Journal, 53(6), 1834-1868.
[12] Fauth, B., Decristan, J., Rieser, S., Klieme, E., & Büttner, G. (2014). Student ratings of teaching quality in primary school: Dimensions and prediction of student outcomes. Learning and Instruction, 29, 1-9.; Wagner, W., Gollner, R., Helmke, A., Trautwein, U., & Ludtke, O. (2013). Construct validity of student perceptions of instructional quality is high, but not perfect: Dimensionality and generalizability of domain-independent assessments. Learning and Instruction, 28, 1-11.; Kane, T. J., & Cantrell, S. (2010). Learning about teaching: Initial findings from the measures of effective teaching project. Seattle, WA: The Bill & Melinda Gates Foundation.
[13] Kane, T. J., McCaffrey, D. F., Miller, T., & Staiger, D. O. (2013). Have we identified effective teachers? Validating measures of effective teaching using random assignment. MET Project. Seattle, WA: The Bill & Melinda Gates Foundation.
[14] Wallace, T. L., Kelcey, B., & Ruzek, E. (2016). What can student perception surveys tell us about teaching? Empirically testing the underlying structure of the Tripod student perception survey. American Educational Research Journal, 53(6), 1834-1868.
[15] Peterson, K. D., & Stevens, D. (1988). Student reports for school teacher evaluation. Journal of Personnel Evaluation in Education, 1, 259-267.; Stronge, J., & Ostrander, L. (1997). Client surveys in teacher evaluation. In J. H. Stronge (Ed.), Evaluating teaching: A guide to current thinking and best practice (pp. 129-161). Thousand Oaks, CA: Corwin Press.