Currently we document observations using the STRONGE evalution model. Our district mandates a Mentor Program for new hires. New Teacher orientation is also another form of Shared knowledge that we offer. 

The teacher evaluation framework is the Colorado Department of Ed RANDA framework shared language, describing the teacher practice. I do think a little bit of it comes from Danielson. The organization, just uses the rubrics that are in the random framework and they're pretty straightforward. They look pretty similar to Danielson in some ways.  I think we could be revised but that is for people at the CDE to work on revising.

We have a district / union created rubric for teacher evaluation that is based on the California Standards Of Teacher Practices (CSTPs). I use that language from the rubric / descriptors when discussing teaching practices. I also use the District / Teacher union contract for language when referring to contractual issues. 

My favourite role is the teacher role and for the most part that is what I am doing. I usually have teachers straight out of uni. It is typical for teachers to stay for 3-5 years with us then move on to the public school system or to move closer to their families so we always have a batch of brand new teachers. As they gain experience my role changes to a coach role. My least favourite is the boss role. 

My district uses a version based off of Charlotte Danielson is really similar to her framework, and it also includes some critical attributes  all four domains, which is helpful for myself and for teachers when having those conversations around practice.

Our state has created one based off of Danielson's model. This has been in place for many years, and they are currently in the updating process. 

We use the Stronge model 

Our district uses the STRONGE evaluation method. We see our non-tenured teachers three times a year and our tenured teachers twice a year. At the elementary level, we use Responsive Classroom. The teachers are trained and are given refresher PDs to enforce the concepts and language.

We use the Stronge Model for evaluations in our district. 

We use the 4.0 Rubric. 

We use the Stronge instructional framework which includes specific standards of teacher practice and detailed descriptors about what each level of proficiency looks like. 

We use the Stronge Model. We also use common forms for walkthroughs and staff feedback. 

Our district has a very detailed instructional framework, based on Marzano's work, that is the basis of our formal observations. This is the language that I tend to refer to most often. More recently, we added the district Strategic Plan, which also has detailed language around instruction. 

Our principal created his own evaluation based on our instructional framework. There are several questions based on each section of the framework. We use our instructional framework as our shared document. Much of our language is based on the framework directly. 

My school district uses the Stronge Evaluation Model. We also use the Restorative practices when we deal with student discipline. 

We use the STRONGE evaluation tool.