PICCS Teacher Evaluation

Welcome to the web-center for all things related to the PICCS Teacher Evaluation process! Here you can find the latest resources to help teachers and principals progress through the evaluation process and–ideally–make the process a worthwhile professional experience rather than a compliance experience. Throughout the process, PICCS recommends that teachers engage in professional learning communities (PLCs) to support one another in such tasks as setting student growth measures, reviewing data from classroom observations, and improving professional practice. While the end of the process results in a score and rating on a HEDI chart (Highly Effective, Effective, Developing or Ineffective), it is the process itself that PICCS hopes will support teachers develop and grow as professionals.


Overview of the Teacher Evaluation Framework

PICCS Teacher Evaluation in the 2014-2015 school year will result in every teacher earning a rating of “Highly Effective,” “Effective,” “Developing,” or “Ineffective.” Known as the HEDI rating system, this approach to teacher evaluation draws upon multiple measures, including student growth measures and observations of teacher practice. In this system, teachers earn scores within two components (see “Figure 1” below), which are then totaled for a composite score and composite HEDI rating (see “Figure 2” below). The chart is aligned with New York State’s evaluation program established in compliance with Race to the Top. Only educators who achieve a composite HEDI rating of “Effective” or “Highly Effective” are eligible for performance-based compensation that utilizes funds from the Teacher Incentive Fund grant.


Teacher Evaluation Animation

Figure 1: Weighting of Evaluation Components

40 Student Growth – Classroom
60Observation of Teacher Practice Component
Observations of teacher practice are conducted using either the Danielson “Framework for Teaching” or the Marzano “Art and Science of Teaching”
100Total Points
See Figure 2, below, for corresponding ratings.


Figure 2: HEDI Composite Rating Chart

Highly Effective91-100


Resources & Guidance

Each component of the teacher evaluation –Student Growth and Teacher Practice–require work throughout the school year on both the part of the teacher and instructional supervisors/principals.There are two versions of the PICCS Teacher Evaluation Framework. Educators in PICCS schools should make sure that they download the version of the Framework that corresponds to their cohort of schools (see below).

PICCS Teacher Evaluation Framework #1 – PDF
Bronx Charter School for Excellence
Challenge Preparatory Charter School
DREAM Charter School
Mott Haven Academy Charter School
OWN: Our World Neighborhood Charter School

PICCS Teacher Evaluation Framework #2 –PDF
Academy Charter HIgh School
Academy for Urban Leadership Charter School
Enterprise Charter School
Health and Sciences Charter School
Imagine Me Charter School
John W. Lavelle Preparatory Charter School
Millville Charter School
New Dawn Charter High School
Oracle Charter School
Tech International Charter School
Vineland Charter School


Grievance Process

PICCS provides a seven-step process to resolve alleged unfair treatment in regard to the implementation of a PICCS school’s Evaluation and/or Performance-based Compensation plan (PBCP). Prior to engaging in the Grievance Process, CEI strongly encourages school members to resolve grievances at the school level.  If both parties cannot reach a mutually acceptable resolution, the grievant is entitled to initiate a grievance following the process outlined in the PICCS Evaluation and Performance-based Compensation Grievance Process.