Support for SSPs and Evaluators

  • Teacher and students in classroom clapping their hands while sitting in a circle

    Specialized Service Providers (SSPs) at Denver Public Schools (DPS) are vital members of the educational team and have the knowledge and skills necessary to ensure that diverse student populations have equitable access to academic instruction and participation in school-related activities. SSPs are key staff members who play an integral role in successfully supporting the Whole Child, as outlined in the Denver Plan 2020

    SSP Growth and Performance System Overview

    To ensure every student at Denver Public Schools has access to effective educators who receive support in their professional growth, the Specialized Service Provider (SSP) growth and performance system will ensure that all SSPs receive meaningful feedback every year based on their performance. This system will allow for a holistic and comprehensive view of an SSP’s practice to best support growth so we can reach our shared goals around student growth and achievement. This system has been designed collaboratively with SSPs of all roles, school and central office leaders and the Denver Classroom Teachers Association (DCTA). The system sets a clear and consistent level of effective practice to meet our shared goals of support for the Whole Child and increased achievement for all students. 

    The SSP GPS provides a holistic and comprehensive view of an SSP's practice by using the following multiple measures:

    SSPs and their evaluators meet at least 3 times during the year to:

    • set expectations
    • discuss performance
    • give & receive feedback to identify areas of strength and growth

    SSP GPS Annual Planning Calendar 

    2017-18 End of Year Appraisal User Guides

  • Beginning-of-Year SSP Process

    Evaluators Schedule Beginning-of-Year Conversations with SSPs

    Beginning-of-Year Conversations are crucial in supporting SSPs throughout the entire year. These discussions set the stage for the supportive relationship between an SSP and his/her evaluator, as well as define expectations for the year to come. This conversation should focus on areas of strength and growth. The overall goal is to support SSPs in their professional development so they can meet the needs of DPS students. During this conversation, an SSP and his/her evaluator should discuss and agree upon:

    • The SSP’s role, ensuring it is focused on areas of greatest potential student impact in relation to the school, caseload and/or time in building, and population served.
    • Growth areas of focus for individual professional development.
    • The definition of effective performance and what it looks like.
    • How observation/data collection will be completed and documented.
    • Timing and process for sharing feedback throughout the year in support of an SSP’s ongoing professional growth.
    • Student Learning Objectives (SLOs) for the year.

    Conversations are not recorded in Infor HR at beginning-of-year; however, managers can use the SSP Conversation Trackers throughout the year. 

  • Mid-Year SSP Process

    Evaluators Schedule Mid-Year Conversations with SSPs

    Mid-year conversations with specialized service providers (SSPs) should take place in January and February. This is an opportunity for SSPs to provide managers with updates on the services being provided to students, and for managers to discuss preliminary ratings, feedback on effectiveness and next steps on how to improve performance.  During this conversation, managers of SSPs should:

    • Review progress in relation to agreements made in the beginning-of-year conversation.
    • Review feedback on the SSP's performance behaviors in the SSP framework for professional practice
    • Reflect on strengths, growth areas and next steps for the SSP's development, and discuss how the manager can support growth throughout the year. 
    • Review observations and data points to ensure they match the agreed-on plan, and finalize a plan for the next few months. 
    • Review Student Learning Objectives (two are required).

    Conversations are not recorded in Infor HR at mid-year; however, managers can use the SSP Conversation Trackers throughout the year. 

  • End-of-Year SSP Appraisal Process

    End-of-Year SSP Appraisal Process (April 1-May 31)

    The End-of-Year Appraisal Process for SSPs is most beneficial to the SSP and Evaluator when it is completed sequentially following the steps below. The suggested timeline is only a guide and can be revised to meet your needs between April 1-May 31

    Step 1: Complete Two SLOs in the SLO Application 

    • It is recommended that SSPs complete two SLOs in the SLO Application and Evaluators approve them prior to completing the final appraisal. 
    • Suggested Timeline: April 1-27

    Step 2: SSP Logs in to Infor HR to Complete Self-Appraisal

    Step 3: Evaluator Reviews SSP Self-Appraisal in Infor HR

    Step 4: Evaluator Starts SSP Appraisal in Infor HR

    • Evaluators of SSPs will log in to Infor HR and start the SSP's appraisal by rating the five professional practice areas from the framework, providing comments, reviewing the two SLO ratings from the SLO application and providing comments. The appraisal will be finalized at this point, however you will need to complete the overall rating as the final step after you hold an end-of-year conversation with your SSP. Review the User Guide for Information on Starting an Appraisal
    • Suggested Timeline: May 6-17

    Step 5: Evaluator and SSP Have End-of-Year Conversation

    • Evaluators of SSPs should schedule and conduct an end-of-year conversation with the SSP. During this conversation you should:
      • Share feedback on an SSP’s performance using behaviors at the indicator level and evidence collected throughout the year.
      • Share ratings assigned at the expectation level from the SSP’s framework based on evidence collected.
      • Review SLO outcomes and approve two SLOs in the SLO application.
      • Share an overall rating for the year.
      • Identify strengths and growth areas for the SSP’s development and actionable steps for future professional development. Ratings are provided at an expectation and overall level, however, feedback should be discussed at an indicator level as this is the most actionable for the SSP.
    • Suggested Timeline: April 8-May 17

    Step 6: Evaluator Provides Overall Rating in Infor HR

    Step 7: SSP Reviews and Acknowledges Evaluator Appraisal in Infor HR 

    End of Year Appraisal User Guides

    • SSP User Guide for Requesting Other Raters, Completing a Self-Appraisal and Acknowledging an Evaluator Appraisal
    • Evaluator of SSP User Guide for Approving Other Raters, Reviewing a Self-Appraisal and Completing an Appraisal

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