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5 Strategies to Simplify the Complexities of Personalizing Evaluations and Professional Development

By: Caroline Wynne Date: May 11, 2015

This is hard work! State legislation, local culture, industry thought leaders, and so much more drive the approach a school district takes when defining evaluation frameworks for teachers, leaders and staff. These variables give rise to an ever-changing set of policies, standards, and evaluation rubrics that add to the complexity of educator effectiveness programs. Research tells us that developing effective employees involves providing regular feedback and support, using multiple sources that inform their professional growth that are tailored to their individual role in the district.

How does this all come together? How do you scale for all employees in the district, such as principals, administrators, and classified staff?

Attend this web seminar to learn five strategies that address evaluation complexities so that less time is spent on paperwork, and more time is spent on driving educators’ professional growth. Representatives from Minneapolis Public Schools will share their comprehensive system of data management and support that personalizes professional growth by the employee’s role in the district. Their role-based system automates an unlimited number of evaluation plans, gathers observation and feedback data, and aligns professional learning to indicators of need. This enhances educator, leader, and staff effectiveness, resulting in a high quality workforce.


Paul Hegre, Q Comp Manager, Minneapolis Public Schools

Daniel Glass, School Leadership Coordinator, Human Capital, Minneapolis Public Schools

Korbyn King, Human Capital Project Coordinator, Minneapolis Public Schools

Jeanette Haren, Founder and Chief Product Officer, Truenorthlogic

Who will benefit: 

District administrators leading or involved in educator effectiveness initiatives. Anyone may attend.

Date of broadcast: 

Thursday, May 14, 2015 at 2:00 pm EST


Sponsored by:

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