Advancement · Data and Impact

Hire on what you saw
in the lesson.

A demonstration lesson is the best evidence a hiring committee gets, and the easiest to forget by the time the committee meets. Each evaluator scores eight criteria from 1 to 4 on their own sheet, writes the evidence behind the scores and checks four fairness rules. The rubric totals each sheet and averages every candidate across evaluators.

Score a lessonWhat you get
$12one-time · every device you sign in on
Buy · $12

Included with Caveat Classroom and Whole-school licenses. Or get it in the Grant writer’s desk, $49 for 32 items.

Score sheets

The worked example is made up: two candidates for a seventh grade math job teaching the same lesson, one scored by two evaluators and one by one, with a fairness check not met. Saved on this device only; candidates appear as codes.

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What you get

Advancement · Data & Impact$12 · included with Classroom and Whole-school licenses

What you finish with
A score sheet per evaluator per candidate with code, position, date, lesson, students present and evaluator’s role; eight criteria scored 1 to 4; evidence notes; four fairness checks; a recommendation. Totals each sheet; averages candidates across evaluators; flags scores of 1, missing evidence and fairness checks not met.
Who it is for
Principals, department chairs, hiring committees and HR staff in schools and districts.
Format
Browser rubric with a saved sheet per evaluator and candidate. Prints one sheet, every sheet as a comparison table or a blank rubric for the room; downloads a spreadsheet (.csv); exports and imports a file.
Access
$12 one-time, yours on every device you sign in on; the tool opens once you are signed in with it. Included with Caveat Classroom and Whole-school licenses. Also in the Grant writer’s desk ($49) and the Advancement Suite pass ($99), and 1 more bundle. Everything you type stays in this browser; nothing is sent to Caveat.
Where it lives
The Data & Impact space in Caveat Advancement.
Support
Questions about access, an order or a correction: team@caveatacademic.com.

How to use it

  1. Give every candidate the same lesson prompt, time and class.
  2. Print a blank rubric for each evaluator.
  3. During the lesson, note evidence: minutes, quotes, what students did.
  4. Score alone, then enter the sheet.
  5. Meet as a committee and talk through criteria where scores differ by 2 or more.

Score a lesson

A fair process

Score alone, then talk1Same lesson promptevery candidate, sametime and class2Watch and note evidencequotes, minutes, whatstudents did3Score alonebefore hearing anyoneelse4Compare as a committeediscuss where scoresdiffer by 2 or more5Decide on evidencenot on who spoke firstor loudestScores written before discussion keep the first opinion in the room from becomingeveryone’s opinion.Score alone, then talk1Same lesson promptevery candidate, same time andclass2Watch and note evidencequotes, minutes, what students did3Score alonebefore hearing anyone else4Compare as a committeediscuss where scores differ by 2or more5Decide on evidencenot on who spoke first or loudestScores written before discussion keepthe first opinion in the room frombecoming everyone’s opinion.
Independent scoring first is a standard way to reduce bias in structured hiring.

What the criteria come from

The eight criteria draw on what widely used teaching frameworks have in common: a clear goal, accurate content, checking for understanding, student thinking and discussion, responsiveness, a respectful climate and good use of time, plus the candidate’s reflection afterward. Adjust the descriptors to your own evaluation framework if your district uses one.

Equal opportunity

Federal law, including Title VII of the Civil Rights Act, the Americans with Disabilities Act and the Age Discrimination in Employment Act, prohibits basing hiring decisions on protected characteristics. Keep notes to what the candidate did in the lesson, and make reasonable accommodations for the demonstration when a candidate asks.

Sources

  1. Danielson, C. The Framework for Teaching. The Danielson Group (danielsongroup.org).
  2. Kane, T. J., and Staiger, D. O. (2012). Gathering Feedback for Teaching. Measures of Effective Teaching Project, Bill & Melinda Gates Foundation.
  3. U.S. Equal Employment Opportunity Commission. Prohibited Employment Policies/Practices (eeoc.gov).
  4. Jacob, B. A., Rockoff, J. E., Taylor, E. S., Lindy, B., and Rosen, R. (2018). Teacher applicant hiring and teacher performance. Journal of Public Economics, 166.

The worked example is made up. The rubric supports a committee’s judgment; follow your district’s hiring policy and evaluation framework. Nothing you type is sent to Caveat. Support: team@caveatacademic.com.