Written by experienced administrators, this resource shows how to help marginal employees improve their performance and behavior and discusses what steps to take when termination becomes necessary.

To move forward in the school improvement process, school leaders must address the behaviors of difficult and resistant staff members while sending the message that a few people cannot halt change. This book will help school leaders understand how to prevent and address negative behaviors to ensure positive school change.

Discover how to guide and enhance the job performance of teachers in your school or district. The authors share highly practical strategies for providing teachers meaningful feedback and encouraging their improvement. You’ll discover how to evaluate teacher effectiveness, use multiple forms of data for evaluation, and communicate evaluation findings to teachers in a way that fosters their professional growth.

Under increasing pressure in the face of teacher evaluation systems and accountability measures, schools must focus on those teachers that exhibit marginal to incompetent teaching behaviors in their classrooms. This book is a vital resource for educational leaders who are responsible for instructional programs and teacher evaluation. Zepeda’s tried-and-true strategies will help you take the necessary steps to support and mentor struggling teachers by detecting underperformance, developing strategies to help teachers, engaging in difficult conversations to enact plans of improvement, and following legal requirements. The practical tools found in this book will help teachers improve their instruction, assessment, classroom management, and teamwork.

This is a guide for head teachers and other site-based administrators on working with and evaluating difficult and marginal employees.

A clear and comprehensive guide to evaluating and supporting instructional coaches and coaching programs, including how to recruit, hire, and retain effective coaches. With sound practices in place to evaluate coaching programs, instructional coaches will become better partners, teachers will become better mentors, and students will become better learners. Few evaluation systems are specifically geared toward coaching roles. Ensuring that school districts have accurate information about both coaches and coaching programs is crucial to guide improvement in supporting classrooms, as well as in ensuring accountability. With sound evaluation processes in place, districts can effectively evaluate instructional coaches and coaching programs and use data to set goals. Advance Praise for Evaluating Instructional Coaching: It has arrived! The ICG team has pulled through again with a much-needed guide, providing a thorough process from how to hire, evaluate, support, and retain instructional coaches. This book will empower school leaders to be partners with instructional coaches by providing meaningful evaluation tools and effective coaching programs. Readers will walk away with ideas on how to help coaches grow to best serve students and teachers in their schools. Thank you, ICG. We needed your research, knowledge, and most of all your humble approach on how best to support coaches and coaching programs! —Kelly Jacobs, District Instructional Coaching Coordinator, Lansing (Mich.) School District Instructional coaches devote their time to growing teachers. One way to support instructional coaches in their professional growth is to ensure an effective evaluation system is in place for them. This book gives leaders several things to consider as they define the coach's role, hire candidates, and put an evaluation process in place. —Michelle Lis, Coordinator, Instructional Coaching, Fairfax County (Va.) Public Schools A joint publication of ASCD and One Fine Bird Press.

Explains how to better evaluate professional development in order to ensure that it increases student learning, providing questions for accurate measurement of professional development and showing how to demonstrate results and accountability.