Student evaluations are the most common and often the only method used to evaluate teachers. In these evaluations, which typically occur at the end of every term, students rate their instructors on criteria accepted as constituting exceptional instruction in addition to an overall assessment. This presentation explores factors that influence student evaluations using the teacher ratings data of Brigham Young University from Fall 2001 to Fall 2006. This project uses ordinal regression to model the probability of an instructor receiving a good, average, or poor rating. Student grade, instructor status, class level, student gender, total enrollment, term, GE class status, and college are used as explanatory variables.

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Doctor of Philosophy / Curriculum and Instruction Programs / Tweed R. Ross / The purpose of this research and development study was to design and develop an affordable, computer-based, pre-service teacher assessment and reporting system to allow teacher education institutions and supervising teachers to efficiently enter evaluation criteria, record pre-service teacher evaluations, and generate evaluation reports. The system design supports pre-service teacher evaluators and the data collection, evaluation, and reporting needs of pre-service teacher training institutions. The researcher used a literature review and a needs assessment to determine the need for the system and to define the system prototype’s functional requirements. The researcher used a modified ten-phase development approach (Borg & Gall, 1989) to develop the system. Three separate evaluator groups reviewed the system during development. Teacher licensing officers from private colleges and the Regents Universities in Kansas participated in the needs assessment phase of the study. Past and present National Council for Accreditation of Teacher Education (NCATE) evaluation team members served as expert evaluators who provided feedback regarding the validity and functionality of the system prototype. Supervising professors from Regents University colleges of education and from private universities represented the target users and provided feedback regarding the validity, user friendliness, and usefulness of the system. Prior to sending the system prototype to evaluator groups, the prototype was reviewed by a select group of educators and information technology professionals to make sure the prototype was functioning properly and that it could be easily installed by evaluators. The overall results of the needs assessment indicated that the computer-based, pre-service teacher evaluation system that was developed would add value to and improve the evaluation process for teacher training institutions that use spreadsheet and paper-based systems. Survey respondents determined that the system prototype could meet important data collection, analysis, and reporting needs and could increase reporting and data retrieval efficiency for teacher evaluators and teacher training institutions. Target user evaluations found the system to be useable, functionally adequate, and a useful assessment tool.

The problem of this study was to determine the relationships between student's self-perceptions and their perceptions of the teacher, and the students' ratings of teacher/course evaluations, utilizing the concept of Value Systems Analysis. To accomplish the purposes of this study, the following questions were examined: 1) What are the value systems of the students? 2) What are the relationships between the student's value systems and the student's perception of the teacher's value systems? 3) What are the relationships between the student's value systems and the student's rating of the teacher/course evaluation? 4) What are the relationships between the student's perception of the teacher's value systems and the student's rating of the teacher/course evaluation? This study concludes that the use of the Coping Systems Inventory, a Teacher Assessment Form, and a Teacher/Course Evaluation Form to determine the relationships between student value systems and student evaluations of teachers has produced a sufficient number of positive relationships to recommend that the use of the three instruments together be further researched.

One of the most persistent issues in contemporary organizations has been how to evaluate individual performance. Basically, the problem is who should evaluate whom and against what productivity criterion. Educational institutions have been the organizations most concerned with this dilemma in recent years. As recently as September, 1973, teachers went on strike over accountability procedures. This study was conducted to identify which mode of teacher evaluation was most efficient, based on fairly objective performance criterion, and to establish a basis for viewing teaching style as leadership style. In existing research, superior ratings were the most used evaluation measure, student ratings were a rapidly growing mode of evaluation, self-ratings were considered biased, and peer ratings were used very little. Hence, who should do the evaluating was an unsolved problem. All four evaluation modes were employed in the present study for comparison.

The purpose of this quantitative study was to investigate the perceptions of K-12 teachers as they relate to the implementation of the Tennessee Educator Acceleration (TEAM) evaluation framework. Survey links were sent to 1,115 K-12 teachers from 4 Northeast Tennessee school districts. The survey achieved a 24% return rate for a total of 270 participants. The research evaluated K-12 teachers’ overall perceptions of the TEAM evaluation framework, their perceptions of changes to their lesson planning processes, their perceptions of changes in the use of instructional strategies in their classrooms, and their perceptions of changes in the amount of time needed to prepare lessons for instruction since the implementation of the TEAM evaluation framework. Data sources analyzed consisted of an online survey design using a 5-point Likert-type scale. There were 4 research questions included in this research each with a corresponding null hypothesis. Each research question was analyzed with a series of single sample t-tests with mid-point of the scale (3.0) as the test value representing neutrality. All data were analyzed at the .05 level of significance. Findings from the data indicated a significant difference in perceptions of teachers in 3 of 4 areas. First the planning process for their lessons was reported to be more structured and focused on the evaluation rubric. Next, the instructional strategies used in their lessons were reported as more focused on higher order thinking skills. And finally the time required to plan instruction had increased since the implementation of the TEAM framework.

The purpose of this quantitative study was to compare measures of teacher effectiveness between two different Tennessee teacher evaluation models. The two teacher evaluation models compared were the Tennessee Educator Acceleration Model (TEAM) and the Teacher Instructional Growth for Effectiveness and Results Model (TIGER). The measures of teacher effectiveness used were final observation scores and individual value-added growth (TVAAS) scores. The relationship between observation scores and growth scores were also compared for the two different evaluation models. There were four guiding research questions and corresponding null hypotheses. Data were provided from participating school systems. The sample for this study included 230 TIGER teachers from 3 TIGER districts and 2,389 TEAM teachers from 9 TEAM districts. Independent samples t-tests and Pearson correlations were computed to investigate the research questions. All data were analyzed using a 0.05 significance level. Findings from the data indicate that teachers who were evaluated using the TIGER model had statistically higher TVAAS scores and final observation scores when compared with TEAM teachers. Results also indicated a significant positive relationship between observation scores and TVAAS scores for both TEAM and TIGER teachers. Findings indicate a stronger relationship for the TIGER teachers than for the TEAM teachers.

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Abstract Improving the educational system for students and teachers is of the upmost importance. Educational leaders have realized that the best way to improve student success is by improving teachers’ instructional practices and measuring their effectiveness (Mathers, Oliva, & Laine, 2008). Because of this awareness, educators have realized the importance of connecting student achievement with instructional practices and instructional practices with teacher effectiveness. Evaluation tools are used to measure how effective teachers are in their classrooms. Evaluations are crucial in assisting our teachers in their professional growth. When evaluations are utilized as supportive tools, they help teachers and administrators identify strengths and weakness, but more importantly they prescribe strategies to assist teachers in improvement. The purpose of this qualitative phenomenological study was to explore teachers’ perceptions of the evaluation systems and understand if and how they influence classroom instructional practices. The participants consisted of twelve teachers in the state of Louisiana. Data was extracted through semi-structured interviews and coded for common themes. Through these themes, the researcher formed a narrative format to voice the participants’ experiences. The study concludes that teacher evaluation has minimal influence on instructional practice. Data suggested issues with the design of evaluation systems, the implementation of such systems, and the basic challenge of using a single system to evaluate all teachers regardless of personal or workplace characteristics.