Your Guide to the Marzano Teacher Evaluation Rubric

Feb 10

20 min read

Many school leaders are familiar with evaluation systems like the Danielson Framework, but it’s helpful to understand what makes other options unique. The Marzano model sets itself apart with its intense focus on research-backed instructional strategies that directly influence student outcomes. It’s less about the broad duties of a teacher and more about the specific, high-impact actions that happen inside the classroom. The Marzano framework teacher evaluation rubric is designed to answer the question, "What did the students learn as a result of this instruction?" This sharp focus on student evidence helps connect teacher practice directly to the ultimate goal: student success.

Key Takeaways

Use the Framework as a Growth Tool, Not Just an Evaluation
: The Marzano rubric’s detailed elements provide a clear roadmap for teacher development. Frame your feedback conversations around specific, actionable next steps to help your staff refine their skills and build confidence.
Ground Feedback in Concrete Evidence
: The framework’s structure, with its clear domains and emphasis on multiple data sources, helps you move beyond subjective opinions. Base your evaluations on observable actions and student outcomes to ensure feedback is fair, consistent, and impactful.
Plan for a Supportive Rollout
: A successful implementation goes beyond just handing out the rubric. Invest in comprehensive training for administrators, connect evaluations to ongoing professional development for teachers, and use technology to streamline the entire process.

What is the Marzano Framework?

If you’re looking for a clear, research-backed way to support and evaluate your teachers, you’ve likely come across the Marzano Framework. Think of it as a detailed roadmap for effective teaching, created by education researcher Dr. Robert J. Marzano. After analyzing thousands of studies, he identified the specific instructional strategies that have the biggest impact on student learning. The framework organizes these strategies into a cohesive model that schools can use for observation, feedback, and professional growth.

Instead of relying on subjective opinions, the Marzano Framework provides a common language and clear expectations for what excellent teaching looks like in practice. It’s not just about what the teacher is doing, but how students are responding and what they are learning as a result. This focus on student outcomes is a core part of its design. The model is structured into four distinct domains—covering everything from classroom strategies to professional responsibilities—each containing specific elements that break down the complex art of teaching into observable and actionable components. By focusing on these proven strategies, you can guide your teachers toward practices that truly make a difference in the classroom, creating a consistent and effective learning environment across your school or district.

The Research Behind Marzano's Approach

The Marzano Framework isn’t just a collection of good ideas; it’s a system built on decades of rigorous educational research. The design of this evidence-based model focuses teachers' attention on specific instructional practices that are proven to correlate with higher student academic achievement. This means every strategy included has been validated through experimental and correlational studies, giving you confidence that you’re focusing on what truly works.

A key principle of the model is its emphasis on student evidence of learning. Instead of just observing a teacher’s actions, the framework pushes evaluators to ask, "What are the students doing, saying, and producing that shows they are learning?" This shifts the focus from teacher activity to student outcomes, making the evaluation process a more accurate reflection of classroom effectiveness.

The Core Goal: Improving Teacher Practice

At its heart, the Marzano evaluation model is a tool for growth, not just a system for scoring. Its main goal is to help teachers get better at their craft. By providing a clear and detailed picture of effective instruction, the framework gives administrators and instructional coaches a precise language for giving feedback. It helps pinpoint specific areas where a teacher excels and where they might need more support.

This approach transforms evaluation from a simple judgment into a meaningful professional development opportunity. By using this model, schools can give teachers the targeted support they need to succeed, which in turn helps their students thrive. It fosters a culture of continuous improvement where everyone is working together to refine their skills and create the best possible learning experiences.

Breaking Down the Marzano Rubric's Four Domains

The Marzano rubric is built on four distinct but interconnected domains that create a complete picture of a teacher's practice. Think of them as the four pillars that support effective teaching. They cover everything from what happens in the classroom moment-to-moment to the behind-the-scenes planning and professional collaboration that drive student success. By looking at performance across these areas, you can provide feedback that is balanced, comprehensive, and truly helpful for teacher growth. Understanding these domains is the first step to using the rubric effectively in your school.

Domain 1: Classroom Strategies and Behaviors

This domain is all about the action—what a teacher does in the classroom to facilitate learning. It’s the most visible part of teaching and focuses on the instructional practices that have a direct impact on student achievement. According to the Marzano Focused Teacher Evaluation Model, this domain evaluates a teacher's ability to implement effective teaching strategies, engage students, and manage classroom dynamics. It looks at how teachers present new information, structure lessons for active participation, and create a positive and orderly environment where students can thrive. It’s the heart of daily instruction, where theory meets practice.

Domain 2: Planning and Preparing

Effective teaching doesn’t just happen; it’s the result of careful planning. This domain covers all the critical work teachers do before students walk through the door. It focuses on how teachers design lessons and units that are aligned with learning goals and standards. The key here is intentionality. Every instructional activity should be purposeful and responsive to what students need. As one Marzano guide puts it, this preparation is foundational to successful teaching. It’s the blueprint that ensures classroom time is meaningful and productive, setting the stage for everything that happens in Domain 1.

Domain 3: Reflecting on Teaching

Growth happens when we take the time to reflect, and this domain encourages educators to do just that. It centers on a teacher's ability to analyze their own instruction, assess student outcomes, and make adjustments based on what they learn. This goes beyond a simple gut feeling about how a lesson went. It involves using data and feedback to make informed decisions about future instruction. This reflective practice is essential for continuous improvement, helping teachers refine their skills and become more effective over time. It’s the engine of professional growth, turning experience into expertise.

Domain 4: Collegiality and Professionalism

Teaching is a team sport, and this domain recognizes the importance of a teacher's role within the wider school community. It highlights the collaborative aspects of the profession, from building positive relationships with colleagues to contributing to a supportive school culture. This domain evaluates how teachers engage with their peers, share best practices, and support one another’s professional growth. It’s about being an active and professional member of the team who understands that a collaborative environment is essential for both teacher success and student learning. This work strengthens the entire school, not just a single classroom.

How Marzano Measures Teacher Performance

The Marzano framework provides a structured way to measure teacher performance that goes beyond simple checklists. It’s designed to create a clear picture of what’s happening in the classroom and how it impacts student learning. Instead of relying on a single observation, the model pulls from multiple sources to build a holistic view of a teacher’s practice. This approach helps administrators identify specific strengths and areas for growth, making feedback more targeted and meaningful. It shifts the conversation from a simple "Did you do this?" to a more impactful "How did this strategy affect student outcomes?

At its core, the Marzano model is built on three key components: a clear rating scale, a requirement for diverse evidence, and a comprehensive set of instructional elements. Together, these pieces create a system that not only evaluates performance but also guides professional development. By breaking down effective teaching into observable behaviors and strategies, the framework gives both teachers and administrators a shared language and a clear path forward. This structured approach helps ensure that evaluations are fair, consistent, and focused on what matters most: improving instruction and supporting teachers in their professional journey.

The Four-Point Rating Scale

The Marzano Teacher Evaluation Model uses a four-point rating scale to assess how well a teacher is implementing specific instructional strategies. The scale provides a nuanced look at performance, ranging from "Not Using" (0) to "Innovating" (4). This allows you to pinpoint exactly where a teacher is in their practice. For example, a teacher might be "Beginning" to use a new strategy but not yet at the "Applying" stage where it becomes second nature. This detailed scale helps frame conversations around growth, moving away from a simple pass/fail mentality and toward a focus on continuous improvement and professional learning.

What Counts as Evidence?

To get an accurate picture of a teacher's effectiveness, the Marzano model emphasizes using multiple sources of evidence. A single classroom observation only shows a snapshot in time, so the framework calls for a broader collection of data. This includes direct observations, of course, but also artifacts like lesson plans, student work samples, and even feedback from students and peers. The most important rule is that all evidence must be directly linked to its impact on student learning and achievement. This ensures that evaluations are grounded in tangible results, making the entire process more objective and meaningful for everyone involved.

A Look at the 60 Core Elements

The Marzano framework is organized around 60 core elements that define effective teaching practices. These elements are grouped into four distinct domains: Classroom Strategies and Behaviors, Planning and Preparing, Reflecting on Teaching, and Collegiality and Professionalism. Each element offers specific indicators that help teachers and administrators understand what great instruction looks like in action. Think of these elements as a detailed roadmap for professional growth. By understanding these different frameworks, you can provide teachers with a clear and actionable guide for refining their craft and making a bigger impact in the classroom.

Marzano vs. Other Frameworks: What’s Different?

When you're choosing an evaluation model, it’s helpful to see how it stacks up against other popular options. The Marzano framework has some distinct features that set it apart, particularly in its structure, its focus on student learning, and its approach to gathering evidence. Understanding these differences can help you decide if it’s the right fit for your district’s goals and your teachers' professional growth.

A Comparison with the Danielson Framework

Many school leaders are familiar with the Danielson Framework, so it’s a useful point of comparison. While both models aim to support teacher growth, they approach it differently. The Danielson Framework organizes teaching responsibilities into four broad domains: planning, classroom environment, instruction, and professional responsibilities. In contrast, the Marzano Focused Teacher Evaluation Model zeroes in on 23 essential teaching competencies. Think of it this way: Danielson provides a wide-angle view of a teacher’s role, while Marzano zooms in on the specific, research-backed instructional strategies that happen inside the classroom. Both are valuable, but they prioritize different aspects of the teaching profession.

The Focus on Student Outcomes

One of the biggest differentiators for the Marzano rubric is its direct line to student learning. The model is intentionally designed to focus a teacher’s attention on instructional practices that have been shown to directly correlate with student achievement. It’s not just about whether a teacher delivered a lesson well; it’s about whether the students learned from it. The framework emphasizes using student evidence of learning as the primary indicator of a teacher's effectiveness. This shifts the conversation from "What did the teacher do?" to "What did the students learn as a result?" This focus helps connect teacher practice directly to the ultimate goal: student success.

Why It Uses Multiple Data Sources

The Marzano framework avoids relying on a single observation to judge teacher performance. Instead, it promotes using multiple data sources to create a fair, meaningful, and reliable picture of a teacher's practice. This approach ensures that evaluations aren't based on one snapshot in time but on a comprehensive body of evidence collected throughout the year. By incorporating data from classroom observations, student growth measures, and teacher self-reflection, you can measure teacher practice more accurately. This method not only increases the fairness of the evaluation but also makes the entire process more efficient and impactful for everyone involved.

What Are the Benefits of Using the Marzano Rubric?

Adopting a new evaluation framework is a significant decision, so it’s natural to ask what makes one stand out. The Marzano rubric offers more than just a new way to score teachers; it provides a comprehensive system designed to foster genuine professional growth. Its structure is built on decades of educational research, focusing on the specific strategies and behaviors that directly impact student learning. This evidence-based foundation helps shift the evaluation process from a compliance-driven task to a meaningful cycle of feedback and improvement.

The primary benefits of the Marzano rubric center on clarity, data, and targeted support. It gives teachers a clear picture of what effective instruction looks like, helps administrators make decisions based on concrete evidence, and facilitates feedback that is both specific and actionable. By focusing on these core areas, the framework helps create a school culture where teachers feel supported and empowered to refine their craft. This holistic approach ensures that evaluations are not just about accountability, but about building capacity and driving better outcomes for everyone.

Create Clear Paths for Professional Growth

One of the biggest challenges for educators is understanding exactly what they need to do to improve. The Marzano rubric addresses this by breaking down effective teaching into specific, observable elements. It provides a clear roadmap that helps teachers see where they are and what the next steps in their professional journey look like. Instead of vague suggestions, the framework offers concrete examples of what proficient and exemplary teaching looks like in practice.

This clarity empowers teachers to take ownership of their development. They can use the rubric to self-assess, set meaningful goals, and seek out relevant professional learning opportunities. Because the model clearly defines the path to excellence, it transforms the evaluation process into a collaborative tool for growth, helping educators build skills and confidence in the classroom. Supporting teachers with clear evaluation frameworks is key to their long-term success.

Make Data-Informed Decisions

Effective school leadership relies on good data. The Marzano rubric is designed to provide just that by focusing on instructional practices that are proven to correlate with higher student achievement. This evidence-based model moves evaluations beyond subjective opinion and grounds them in observable data points. When administrators conduct observations, they are collecting evidence tied to specific strategies, which creates a much richer and more reliable picture of a teacher’s practice.

This data allows leaders to identify school-wide trends, pinpoint areas where staff may need additional support, and allocate professional development resources more effectively. Instead of making decisions based on assumptions, you can use the evidence gathered through the evaluation process to guide your school improvement plan. Using a platform to manage this data can help you request a demo to see how technology can streamline this process.

Give Targeted Feedback to Improve Teaching

Generic feedback like "good job" or "needs improvement" doesn't help teachers grow. The Marzano rubric’s detailed structure enables administrators and coaches to provide feedback that is specific, actionable, and directly tied to evidence. Because the framework is so granular, you can pinpoint the exact instructional strategy a teacher is using and discuss how to refine it for greater impact.

This approach makes evaluation conversations more productive and less confrontational. The focus shifts from a simple score to a professional dialogue about teaching and learning. By using the rubric to guide these conversations, school leaders can foster a culture of trust and continuous improvement. The goal is to use evidence to help teachers build on their strengths and develop new skills, ultimately creating a more effective learning environment for all students.

Common Challenges When Implementing the Marzano Rubric

Adopting any new evaluation framework is a significant undertaking, and the Marzano rubric is no exception. While it offers a detailed path to improving teacher practice, its complexity can present some real hurdles. Being aware of these potential challenges from the start is the best way to plan for a smooth and successful rollout. By anticipating these issues, you can create a supportive environment where both teachers and administrators feel confident in the process. Let's look at some of the most common obstacles districts face and how you can prepare for them.

The Steep Learning Curve

The Marzano framework is incredibly detailed, with four domains and 60 distinct elements. For teachers who are new to it, this can feel overwhelming. Research shows that educators often face challenges with the complexity of Marzano's instructional strategies, which require a good amount of time and effort to fully grasp. It’s not a system that can be mastered after a single training session. To be effective, teachers need dedicated time to learn the language of the rubric, understand the expectations for each element, and see how it all connects to their daily classroom instruction.

The Demands on Time and Resources

A successful Marzano implementation requires a significant investment of time—not just for teachers, but for administrators, too. The model depends on frequent observations, detailed evidence collection, and meaningful feedback conversations. Studies have pointed to the extensive time required for initial training and ongoing support as a major issue for districts. Without the right systems in place, administrators can quickly get bogged down in paperwork and scheduling, leaving less time for the coaching conversations that actually drive growth. This is why having a clear implementation plan is so important.

Handling Teacher Apprehension

It’s natural for teachers to feel some anxiety about a new evaluation system. When a framework is as data-intensive as Marzano's, that apprehension can grow. Teachers often put a lot of pressure on themselves, and they may worry that the focus will be solely on a score rather than their professional development. If the rollout isn't handled with care, teachers might view the rubric as a "gotcha" tool instead of a supportive one. Building trust and framing the evaluation process as a collaborative approach toward growth is essential for getting everyone on board.

The Risk of Inconsistent Evaluations

For an evaluation system to be fair and effective, it has to be consistent. One of the biggest risks with a complex rubric is that different evaluators will interpret the elements differently. If one administrator is a much tougher scorer than another, it can lead to feelings of inequity and undermine the validity of the entire process. Ensuring all observers are calibrated is critical. Without consistent training and a shared understanding of what each performance level looks like in practice, you risk getting unreliable data and creating a system that feels arbitrary to your teachers.

How to Successfully Implement the Marzano Rubric

Rolling out a new evaluation framework is a significant project, but with a thoughtful approach, it can transform how your district supports teacher growth. The Marzano rubric is detailed and data-driven, and its success hinges on more than just handing out a manual. It requires building a supportive ecosystem around the framework itself. A successful implementation isn't just about compliance; it's about creating a genuine culture of improvement where every educator feels seen, supported, and empowered to grow. By focusing on clear preparation, ongoing support, and consistent practices, you can turn the Marzano rubric into a powerful tool for professional development. Let's walk through the four key pillars for making your implementation a success.

Prepare Your Administrators for Success

Before you can expect teachers to embrace the Marzano rubric, your administrators need to be confident and fluent in its application. Effective implementation starts with them. This means providing training that goes beyond a simple overview of the domains and elements. Your leaders need to understand the specific instructional practices that lead to student achievement and how to spot them in a classroom setting. When administrators are well-prepared, they can provide the kind of meaningful, specific feedback that helps teachers refine their craft. This initial investment in leadership training sets the tone for the entire evaluation process, ensuring it’s seen as a supportive and credible system.

Support Teachers with Ongoing Development

The goal of any evaluation framework should be growth, not just a score. To make this a reality, you need to connect the Marzano rubric to continuous professional development. Create a culture where teachers feel comfortable seeking help and collaborating with colleagues to solve instructional challenges. When a teacher receives feedback based on a Marzano element, the next step should be clear: access to relevant resources, coaching, or learning modules that address that specific area. This transforms the evaluation from a single event into an ongoing cycle of reflection and improvement, fostering a true growth mindset across your schools.

Build a Collaborative Evaluation Culture

Evaluations can feel isolating, but they don’t have to be. The most successful implementations of the Marzano rubric occur in schools that foster a collaborative culture. This involves creating a system where observation, feedback, and data analysis are integrated and transparent. When everyone is working from the same playbook, it’s easier to ensure every educator gets the support they need to succeed. Using a unified platform can help bring these pieces together, creating a shared space for conversation and learning. This shifts the dynamic from a top-down directive to a community-wide commitment to excellence and shared improvement.

Establish Consistent Evaluation Practices

For any evaluation system to be effective, it must be fair and reliable. Consistency is the key to building trust with your teachers. This means ensuring that all evaluators are applying the rubric in the same way and that evaluations are based on multiple data sources, not just a single snapshot in time. A comprehensive process that includes self-assessments, peer observations, and student growth data provides a much more accurate and equitable picture of an educator's performance. Standardizing your evaluation frameworks and practices ensures that every teacher is assessed fairly, making the feedback they receive more impactful.

How to Give Constructive Feedback with the Marzano Rubric

The Marzano rubric is a powerful tool for identifying areas of strength and opportunities for growth, but the framework itself is just the starting point. The real impact comes from the conversations that follow an observation. Giving feedback that inspires change—without causing discouragement—is an art. It’s about shifting the focus from evaluation to development and turning a formal process into a collaborative partnership. When done right, feedback becomes a catalyst for professional growth, helping great teachers become even better.

Use Specific, Actionable Language

Vague feedback like “Great job with student engagement” doesn’t give a teacher much to work with. To be truly helpful, your comments need to be grounded in specific evidence from the observation. Instead of general praise, tie your feedback directly to the elements within the Marzano rubric. For example, you could say, “I noticed you used think-pair-share to check for understanding, which is a great example of Element 16. To move toward the ‘Applying’ level, you could try having students write down their thoughts first to ensure everyone is prepared to share.” This creates a seamless record of a teacher's practice over time, making it easier to have specific, evidence-based conversations that truly support their professional growth.

Encourage Meaningful Dialogue

Feedback should be a two-way street, not a monologue. The most effective post-observation conferences are conversations where the teacher does most of the talking. Start by asking open-ended questions like, “How do you think that lesson went?” or “What was one moment you felt was particularly successful, and why?” This approach invites self-reflection, which is a key component of Marzano’s Domain 3. When you create a space for meaningful dialogue, you transform the evaluation process from a top-down directive into a collaborative exploration of practice. It builds trust and empowers teachers to take ownership of their professional development.

Set Goals in Pre-Observation Meetings

One of the best ways to make evaluations more meaningful is to hold pre-observation meetings where teachers can set their own goals. Before you even step into the classroom, sit down with the teacher and ask what they’d like you to focus on. Perhaps they want to work on asking higher-order questions (Element 15) or improving transitions between activities (Element 23). This simple step changes the entire dynamic. The observation is no longer a surprise inspection but a focused, supportive look at a specific area of practice. It gives teachers agency over their growth and ensures your feedback is targeted, relevant, and immediately applicable to their goals.

Create a Supportive Feedback System

Constructive feedback thrives in a culture of trust and support. Your role as an administrator is to be a coach, not just an evaluator. This means connecting teachers with the resources they need to improve, whether it’s a professional development session, a peer observation opportunity, or an article on a new instructional strategy. The key is to provide clear details for what teachers need to do to reach each performance level for every criterion. This specific language makes the evaluation process objective and helps teachers understand the tangible steps they can take to grow. A unified platform can help you track these conversations and goals, creating a consistent and supportive system for every teacher.

Using Technology to Support the Marzano Rubric

Implementing a detailed framework like the Marzano rubric can feel overwhelming, especially if you're relying on paper forms and scattered files. The right technology doesn't just digitize your old process—it transforms it. By moving to a dedicated platform, you can shift your focus from managing paperwork to what truly matters: fostering meaningful conversations about teaching and growth. A digital system creates a single source of truth, eliminating confusion and ensuring that both administrators and teachers are on the same page throughout the evaluation cycle.

Digital tools are specifically designed to handle the complexities of the Marzano rubric, helping you and your teachers stay organized, track progress, and connect evaluations directly to professional development. This creates a more transparent, efficient, and supportive evaluation cycle for everyone involved. Instead of juggling binders and spreadsheets, you can have all the evidence, feedback, and data you need right at your fingertips. This shift allows you to spend less time on administrative tasks and more time in classrooms, providing the kind of hands-on coaching that leads to real improvement in instructional practice. It turns the evaluation from a once-a-year event into an ongoing cycle of support and development.

Simplify Observations with Digital Platforms

Let's be honest: conducting classroom observations with a clipboard and pen can be clunky. It’s hard to capture nuanced evidence while also being present in the moment. Digital observation tools, accessible on a tablet or laptop, allow you to discreetly type notes, tag evidence to specific Marzano elements, and even snap photos of student work. This makes the process smoother and less intrusive. A good platform helps create a common language for feedback and professional development across your entire school, ensuring everyone is aligned on expectations and goals. This consistency is key to building a fair and effective evaluation system.

Track Growth with Data Analysis Tools

One of the biggest advantages of using technology is the ability to see the big picture. How has a teacher progressed since the beginning of the year? Are there school-wide trends that need to be addressed? Data analysis tools built into evaluation platforms turn your observation notes into actionable insights. You can visualize a teacher’s growth over time, identify strengths, and pinpoint specific areas for development. By integrating observation tools with feedback mechanisms and data analysis, you can ensure every educator gets the targeted support they need to succeed. This data-driven approach makes professional development planning much more strategic and impactful.

Keep Evidence Organized in One Place

The Marzano rubric relies on multiple sources of evidence, from observation notes to student growth data and teacher artifacts. Keeping all of this organized can be a logistical nightmare. A dedicated evaluation platform acts as a central hub for all evaluation-related materials. It centralizes everything, from your classroom observation notes and teacher-submitted evidence to post-conference feedback and professional development plans. This means no more searching through emails or file cabinets. Teachers can upload their evidence directly, and you can access a complete record of the evaluation cycle anytime, making conversations more focused and evidence-based.

Streamline the Entire Evaluation Process

Technology can streamline the entire evaluation workflow, from scheduling pre-observation meetings to finalizing end-of-year reports. Automated reminders, integrated calendars, and easy-to-use forms reduce the administrative burden on you and your teachers, freeing up valuable time. The goal is to make the process feel less like a compliance task and more like a collaborative partnership. Effective teacher evaluation tools for administrators are designed to facilitate meaningful dialogue by providing a central place for evidence, feedback, and goal-setting. When the process is seamless, you can focus on coaching and supporting your staff.

Frequently Asked Questions

Is the Marzano Framework just for teacher evaluation, or can it be used for professional development? Think of the Marzano Framework as a tool for growth first and an evaluation system second. While it provides a clear structure for measuring performance, its main purpose is to give teachers a detailed roadmap for improving their practice. The specific elements help pinpoint exactly where a teacher excels and where they could use support, turning every evaluation conversation into a meaningful opportunity for professional learning.

My teachers are already overwhelmed. How can I introduce this detailed framework without causing burnout? That's a very real concern, and the key is in the rollout. Instead of presenting it as another compliance task, frame it as a system of support designed to make their jobs easier in the long run. Start with thorough training for your administrative team so they can lead with confidence. Then, introduce the framework to teachers gradually, focusing on how it provides clear, actionable feedback that eliminates guesswork and helps them grow.

How does the Marzano Framework's focus on specific strategies compare to the broader domains in the Danielson Framework? Both are excellent models, but they offer different perspectives. The Danielson Framework provides a wide-angle view of a teacher's entire professional role, covering everything from planning to classroom environment. The Marzano Framework zooms in on the specific, research-backed instructional strategies that have the most direct impact on student learning. It's less about the whole professional picture and more about the precise actions a teacher takes in the classroom to drive results.

How do you ensure evaluations are consistent and fair across different administrators? Consistency is crucial for building trust in any evaluation system. The most important step is calibration training, where all of your administrators practice using the rubric together to develop a shared understanding of what each performance level looks like. Using a unified digital platform also helps immensely by standardizing the forms, evidence collection, and feedback process for everyone.

What's the first step I should take if I'm considering implementing the Marzano rubric? Before you do anything else, get your leadership team on the same page. Your first step is to prepare your administrators to be experts in the framework. When they are confident and well-trained, they can model the supportive, growth-oriented approach that is essential for a successful implementation. Their fluency and belief in the process will set the tone for your entire staff.