10.21.14 steven virgadamo - presents a school leader evaluation process

SCHOOL LEADER EVALUATION PROCESS

Fall 2014

- A PROCESS FOR ENHANCING THE SCHOOL LEADER EVALUATION PROCESS

- IDENTIFY OBSTACLES

- A TIME FRAME FOR IMPLEMENTATION AND SEVERAL FACTORS TO CONSIDER.

Overview

Sometimes the performance appraisal meeting(s) can be viewed as merely another

administrative chore; However it might be the most important

meeting(s) of the year.

Benefits of a Performance Appraisal Process

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Important to a principal’s professional development; Assists the SOS in achieving its overall educational goals and

objectives; Enhances communication; Morale is improved when a principal receives frequent and regular

recognition or reward for their work; Provides opportunities to discuss professional development, career

path, compensation and/or address performance problems; It is a matter of justice to the school leader.

Benefits of a Performance Appraisal Process

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Job description (soft priorities)

SMART Goals (hard priorities)

Institutional memory (ease of use)

Frequency (annual and triennial)

Factors to Consider

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Basis of Evaluation

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Annual Triennial360 degree review

Job description (soft priorities – TBD%)

Job description (soft priorities – TBD%)

SMART Goals (hard priorities – TBD%)

SMART Goals Cumulative 3 year accomplishments

Input from faculty, parents, regional board members and host pastor.

To be an effective measurement of job performance, SMART Goals must be:– Specific – defined and unambiguous– Measurable – define what success will look like– Relevant – specific to the needs of the school but contribute

toward achieving the Archdiocesan Strategic Plan for Catholic education.

– Time bound – completed within the academic calendar year

(Note – Each SMART Goal should be accompanied by objectives (an action plan) to achieve the overall stated goal.)

SMART Goals are a critical factor in evaluating the annual performance and enhancing professional growth for the

Catholic School Principal

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Instructional Goal:

St. Isidore School will design and implement strategies to increase the percentage of 3rd grade students scoring at level 3 or above in the NYSED Exams.

.

SAMPLE SMART GOALS

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Objective/Action Plan Measurable by Target Date

Establish a before /after school math enrichment program that meets twice per week

Number of students participating and evidence of attendance.

October

Establish a Home Literacy Program in collaboration with parent organization

Parent participationCompletion of book rosterStudent performance on interim ELA interim assessment.

November

Communication Goal:

St. Isidore School will reduce the rate of student attrition in the middle school grades.

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SAMPLE SMART GOALS

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Conduct a PD for the faculty/staff focusing on the role of the professional educator inn marketing the Catholic School with a focus on characteristics of schools with low attrition rates.

In-service Completed October

Work with a faculty/staff task force to develop and implement an action plan applying the principles of the PD

Action Plan Completed and implementation monitored

November

Utilize a mid year parent satisfaction survey to sense issues and identify potential areas of attrition.

Distribution completed, analyzed and mid year correction action plan prepared

December/January

Catholic Identity/Spiritual Goal:

St Isidore School will embrace the new evangalization and focus on educating, engaging, and informing parents about the Catholic Faith.

SAMPLE SMART GOALS

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Utilize the Catholicism series to conduct a series of parent formation meetings.

Completing 3-5 parent formation sessions throughout the year.

October - May

Involve parents the sacramental life formation of students.

Parents and students participate in 2 formation sessions in preparation for first communion.

February- April

Collaborate with the members of regional Catholic Identity Subcommittee to develop and implement a day of recollection for Catholic school parents.

Completed day recollection and number of participants

Lent

The procedure, timeline and forms for developing SMART Goals and

annual/triennial evaluation process shall be provided by the SOS.

Evaluation Procedure

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DRAFT - Principal Evaluation Timeline

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Month Activity Person Responsible

June /July SMART Goals Drafted (all but instructional)

Principal

July/August Establish mid and end of year dates for annual or triennial evaluation process

Principal and Regional Superintendent

August/September Data dashboard and NY State Test Scores distributed

Academic SMART Goals drafted

Smart Goals finalized

SMART Goals shared with school staff and input secured regarding objectives/strategies

SOS

Principal


Principal

Principal Evaluation Timeline

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September/October Walk through observation and post conference with Principal

Regional Superintendent

October /November Seek input from teachers regarding school’s overall progress toward achieving SMART Goals.

Prepare mid year parent (school) satisfaction survey

Principal


November/December Mid year parent (school) satisfaction survey link distributed.

Host pastor evaluation distributed

Principal



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November/December(continued)

Mid year self evaluation of SMART Goal objective status submitted to Regional Superintendent

Review mid year self evaluation and prepare response

Principal


January Meet to review & discuss mid year self evaluation of SMART Goals, parent satisfaction survey results and host pastor evaluation

Share parent satisfaction (school) survey results with staff

Principal & Regional Superintendent

Principal


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January(continued)

Discuss any necessary personnel improvement plans

Regional Superintendent and Associate Superintendent for leadership.

February Meet with appropriate school leaders to review improvement plan.

Regional Superintendent and Associate Superintendent for leadership.


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March Complete on site school walk through and post conference with Principal

Faculty invited to participate in e-survey to evaluate Principal(Triennial evaluation only)

Parents invited to participate in e-survey to evaluate Principal(Triennial evaluation only)

Completes on site walk through and post conferences with Principal.






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April Complete on site school walk through and post conference with Principal

Complete any necessary parent or faculty conferences (based on survey results) (Triennial evaluation only)

Prepare and submit a written year end self evaluation based on SMART Goal status. (Annual evaluation only)

Prepare and submit a written year end self evaluation based on 3 year cumulative SMART Goals and Job description. (Triennial evaluation only)



Principal

Principal


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May/June Meet to discuss year end review of SMART Goals (Annual review)

Meet to discuss triennial evaluation – 3 year cumulative of SMART Goals and Job description. (Triennial review)

Finalize year end or triennial review and submit to SOS with a recommendation for contract renewal.

Regional Superintendent and Principal

Regional Superintendent and Principal


- TASK FORCE TO POST MORTEM DASHBOARD CONTENT AND PROCESS.

- DETERMINE DO WE PROVIDE PRINCIPAL WITH SCHOOL SPECIFIC SMART GOALS AND LET THEM ESTABLISH OBJECTIVES/ACTION PLAN? OR DE WE CONTINUE PROCESS OF ALLOWING SMART GOALS TO BE DETERMINED LOCALLY?

- PD FOR SCHOOL LEADERS ON SMART GOALS AND RELATED OBJECTIVES /ACTION PLANS AND APPRAISAL PROCESS.

- TIMELINE FOR TRANSITIONING TO A NEW PROCESS

- COLLECTIVE WISDOM

Needed

OBSTACLES AND SOLUTIONS

Discussion

10.21.14 steven virgadamo - presents a school leader evaluation process

Education

isidore school

sample smart goals

smart goals cumulative

catholic school principal

performance appraisal

annual performance

performance appraisal

middle school grades