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Class Scoring System Expectations

Standard Operating Procedure (SOP)

Title: Class Scoring System Expectations & Teacher Supervision

Department: Instructional Quality & Staff Development
Effective Date: [Insert Date]
Approved By: [Director’s Name]

 

🎯 Purpose

To define expectations for implementing the Class Scoring System across all classrooms and to establish a formal supervision and support process for teachers requiring improvement. This SOP ensures instructional consistency, curriculum fidelity, and a high-quality learning environment aligned with Young Innovators standards.

 

📌 Scope

This SOP applies to center directors, assistant directors, instructional coaches, and all classroom teaching staff.

 

🛠️ Procedures

1. Training and Rubric Familiarity

  • All teaching staff must receive initial and ongoing training in the Class Scoring System, including any tools used (e.g., CLASS®, internal evaluation rubrics).

  • Directors must ensure staff understand each scoring domain and how it connects to daily instructional practice.

 

2. Ongoing Monitoring and Evaluation

  • Directors will conduct monthly formal walkthroughs using the approved scoring tool to assess:

    • Curriculum fidelity

    • Quality of teacher-child interactions

    • Classroom environment and routines

  • Scores must be documented and reviewed during staff check-ins or coaching sessions.

 

3. Identifying At-Risk Performance

A teacher may be identified as “at risk” if any of the following are observed:

  • Consistently low scores across walkthroughs or evaluations

  • Lack of improvement following feedback

  • Resistance to coaching or behavior that disrupts team culture

  • Classroom conditions that do not meet quality standards

 

4. Formal Support Process

If a teacher is identified as at-risk, the following steps must be taken:

Step 1: Notice of Concern

  • Provide a written notice outlining specific concerns and examples

  • Review expectations and inform the staff member that they are entering a 30-day support plan

Step 2: 30-Day Improvement Plan

  • Collaboratively develop an action plan including:

    • Specific performance goals

    • Weekly coaching check-ins

    • Observation and modeling opportunities

    • Professional development resources or assignments

  • Clearly outline the timeline and success criteria

Step 3: Follow-Up Review

  • Conduct follow-up evaluations during and at the end of the improvement period

  • Provide written feedback on progress

  • Determine whether the teacher:

    • Has met expectations (return to regular supervision)

    • Requires extended support

    • Will be referred for disciplinary review or reassignment

 

🗂️ Documentation Requirements

  • All evaluation scores, coaching notes, notices of concern, and improvement plans must be documented and stored in the staff development file.

  • Directors must update staff records with follow-up summaries and outcomes.

 

✅ Success Indicators

  • Teachers implement curriculum and classroom practices with fidelity and effectiveness

  • Scoring system is used consistently across all classrooms

  • Teachers at risk are identified early and supported professionally

  • Documentation reflects accountability and improvement processes

  • Director coaching and oversight lead to increased instructional quality