DISD Teacher Evaluation Advisory Commission Charter Mission To facilitate open communication and discussions of best practices during

the development and implementation of a new teacher evaluation system that is comprehensive, fair, and understandable. Background A key purpose of this commission is to support district efforts to ensure that every student has the best possible teacher in every classroom, every year they are with DISD. An equally important purpose is to ensure that, to the greatest extent possible, teachers have significant input throughout the development of the evaluation system that will be used to guide the final evaluation. The evaluation system must also provide immediate short and long term feedback that will help teachers improve their craft. Finally, the evaluation system must be robust, comprehensive, and able to be implemented by campus leadership. As an educational institution, the quality of a teacher is inextricably linked to student outcomes. To the greatest extent possible, technology should be used to automate processes previously conducted on paper. Cost and time-savings will result from the automation of the evaluation system, which will result in educational gains for students. Specific Goals This commission is specifically charged to: Benchmark against existing best practices for employee evaluations in general, and for teachers specifically. Provide progress reports to the board on the development of the teacher evaluation system. Evaluate all best practices research to ensure the most comprehensive evaluation system in the United States, with an appropriate cost/benefits analysis is made, and evaluate the districts implementation to ensure human capital investments keep up with the technology. Provide real-time mechanisms for teacher feedback and professional development. To provide active, real-time feedback that guides the development of the final evaluation. Membership The commission is advisory in nature. Its membership is voluntary. One member is appointed by each board member, and the chair shall be appointed by the Board President and the Superintendent. The commission will end once a final evaluation system is ready for implementation. Any conflict-of-interest in any areas must be disclosed in writing and openly with other commission members during any discussions that are of potential conflict. A conflict of interest will not prevent a member from serving so long as they recuse themselves from any discussion directly related to the conflict. At this time, no conflicts of interest are anticipated. The meeting schedule will be determined entirely by the chair of the commission, but are anticipated to be monthly. To the extent possible, district staff will be available to help answer questions; but members should bear in mind that district staff are very busy, and help coordinate their interaction with staff to minimize the potential impact. Commission members should be able to reach out to individual staff only after receiving approval with the commission chair.