Educator Evaluation Requirements

Colorado Requirements for Educator Effectiveness and Evaluations

The following provides an overview of the requirements for evaluating licensed educators in Colorado – this includes teachers, special services providers (SSPs) and principals/APs.

PLEASE NOTE: Significant flexibilities exist for local decision making and implementation of educator evaluations to ensure alignment with local values, policies, and priorities.

Highlights of these flexibilities, including who does and decides what regarding education evaluations can be found on the Spheres of Influence webpage.

Composition of Final Effectiveness Rating

All licensed personnel are required to be evaluated and receive a Final Effectiveness Rating (FER) each academic year. Seventy percent (70%) of an educator’s evaluation must be based on the Quality Standards I-IV outlined in State Board rules 1 CCR 301-87. The remaining thirty percent (30%) must be based on educator impact on student academic growth, Measures of Student Learning (MSLs) for teachers and principals, and impact on student outcomes, Measures of Student Outcomes (MSOs) for SSPs. C.R.S. 22-9-106(1)(e)(II)

NOTE: Colorado school districts and Boards of Cooperative Services (BOCES) may use the state model licensed personnel performance evaluation system (state model evaluation system) created and maintained by the Colorado Department of Education (CDE) or may use a locally created licensed personnel evaluation system that meets or exceeds the state system. C.R.S. 22-9-106(1.5)(a)

Observations

All licensed personnel are required to be observed by their evaluator at least once during the school year. Probationary teachers must receive at least two (2) observations each academic year, and nonprobationary teachers must receive at least one (1) observation each academic year. C.R.S. 22-9-106 (1)(c)(I)(II)

It is the discretion of the district/BOCES to determine the frequency and duration of observations beyond the stated minimums to ensure the collection of sufficient data from which to draw reliable conclusions and provide meaningful feedback to the educator.

Districts/BOCES can determine if additional observations are required for educators and can differentiate the number of required observations for probationary and non-probationary educators beyond the stated minimum. 

Measures of Student Learning/Outcomes (MSLs/MSOs)

Measures of student learning and outcomes (MSLs/MSOs) are designed to capture the student results from an educator's practice – whether teacher, special services provider (SSP), or principal/AP. Thirty percent (30%) of an educator’s final effectiveness rating must be based on educator impact on student academic growth, Measures of Student Learning (MSLs) for teachers and principals, and impact on student outcomes, Measures of Student Outcomes (MSOs) for SSPs.

A detailed list of shared and role-specific requirements for what must be included within the MSL/MSO portion of an educator’s evaluation can be found on the Measures of Student Learning/Outcomes (MSLs/MSOs): Overview and Requirements webpage.

Probationary and Non-Probationary Status

A probationary teacher may earn nonprobationary status after a minimum of three (3) consecutive years of earning a final effectiveness rating of Effective or Highly Effective. A nonprobationary teacher must maintain an Effective rating or higher to retain nonprobationary status. Two (2) consecutive years of earning a final effectiveness rating of less than Effective results in the loss of nonprobationary status. Section 3.3 (C), 1 CCR 301-87

Portability

A nonprobationary teacher who chooses to seek employment in another Colorado school district and has earned final effectiveness ratings of Effective or higher in the two years prior shall be granted nonprobationary status by the hiring school district if the teacher can provide the hiring district evidence of their effectiveness ratings. The portability provision in state statute does not address portability for probationary teachers.

Educator evaluation information is not shared nor available between districts/BOCES – even among districts/BOCES using the optional evaluation support tool offered by CDE, the Colorado Performance Management System (COPMS) in RANDA. It is the responsibility of the educator to share their final effectiveness ratings with their hiring district/BOCES. CDE recommends that a nonprobationary teacher moving employment between Colorado school districts work with their hiring district’s human resources office to ensure continuity in their nonprobationary status. Districts are encouraged to work with their district legal counsel to determine local implementation policies related to this provision.

Highly Effective Evaluation Process

The Highly Effective evaluation process is designed to provide a unique and meaningful evaluation process for licensed personnel who have earned a final effectiveness rating of Highly Effective for a minimum of three (3) consecutive academic years. Each school year, districts/BOCES decide whether to offer the Highly Effective evaluation process to their educators or not. Districts/BOCES that choose to offer the Highly Effective evaluation process must create and release implementation guidance, as well as notify educators who are eligible for the process. Important note: the requirement of an annual evaluation, as well as inclusion of MSLs/MSOs in an educator’s final rating, remains in place for all educators using the Highly Effective evaluation process.

The Highly Effective evaluation process leverages a modified rubric for educators using the process. For those districts using the optional evaluation support tool offered by CDE, the Colorado Performance Management System (COPMS) in RANDA, the Highly Effective evaluation process is supported within the system. An overview and key considerations are available on the Highly Effective Evaluation Process Overview webpage.

Educator Effectiveness and Evaluator Training

There are three (3) required trainings associated with educator effectiveness: 1) annual orientation training for all educators to confirm/explain what will be included in their evaluation for the academic year; 2) training and certification for evaluator designees – individuals who will serve as an evaluator of record for a licensed educator and who does not hold a principal or administrator license; and 3) evaluator training for renewal of a principal or administrator license. An overview of the evaluator training for license renewal can be found on the Required Training for Evaluators webpage – this includes information on CDE’s evaluator training, E-Train.

Evaluation Ratings Data Reporting

Educator evaluation ratings data is collected annually through the Staff Evaluation Snapshot. The Staff Evaluation Snapshot opens in the spring and is due by October 15th each year. The Data Services: Staff Evaluation webpage provides additional details and contact information for any questions regarding this annual data collection. C.R.S. 22-9-106(3)(b)

Educator Effectiveness Assurances

By July 1st each year, each school district and BOCES is required to submit assurances indicating whether it is implementing the State Model Evaluation System or an approved locally created evaluation system that adheres to the requirements in state statute and State Board rules for evaluating teachers, special services providers (SSPs), and principals/APs. Section 6.1, 1 CCR 301-87