|
Administrative Procedure: Administrator Evaluation
|
|
EFFECTIVE DATE:
January 11, 2006
|
R
E
F
E
R
E
N
C
E
S
|
ADMINISTRATIVE PROCEDURE CODE:
2.A.20
|
|
AMENDED DATE:
|
Policy Reference
|
|
|
Legal Reference
|
|
|
|
|
The purpose of this evaluation policy for Border Land School Division is to address the need for continued professional growth in relation to life-long learning and the divisional expectation for accountability. The Board also recognizes that supervision and self-reflection are key components in an effective evaluation policy.
The goals of the evaluation policy are:
- To develop and maintain the best possible learning environment for the student.
- To ensure a high level of administrative performance by promoting professional growth.
- To promote a positive teaching/learning process.
- To review the performance of administrators for the purpose of summative evaluation.
- To make decisions regarding the employment of administrators.
In order to address these goals this policy recognizes that the evaluative function is separate from the growth function. Therefore an accountability track is designed to address the evaluation function and a developmental track is designed to address the continued professional growth.
Accountability Track
The formal evaluation of school administrators (principals and vice principals) will be based on the following components:
- Educational Leadership
- Supervision
- School Climate
- Community Relations
- Financial and School Facility Supervision
- Professionalism
All participants in the evaluation process will be informed with respect to the purpose, the criteria, the process, and the provision for an appeal. The accompanying procedures shall be used to guide the evaluation process.
The accountability track requires a formal summative evaluation. This summative evaluation will be conducted as follows:
- New administrators will receive feedback on their performance within three months of their appointment. This feedback shall be provided using the Feedback Report for New Administration
- Administrators will be evaluated every four years after an evaluation in their first year.
- Administrators may request a summative evaluation outside of the four year cycle.
- Administrators who, in the professional judgment of the Superintendent, are experiencing difficulty meeting an acceptable level of performance, will be notified by the Superintendent of a formal evaluation.
Supervision of administrators will be conducted by the immediate supervisor on an ongoing basis both inside the school and during school-related activities. Observations made by the supervisor will be shared with the administrator either verbally or in writing.
Principals will be responsible for the supervision and evaluation of vice-principals. This evaluation will be based upon a yearly pre-determined set of responsibilities for the vice-principal.
Teaching principals and teaching vice-principals will also be evaluated according to the Teacher Evaluation procedure
In the event that the Superintendent has reason to believe that the performance of an administrator is generally not at an acceptable level, the Superintendent may initiate a review process. All written communication pertaining to this process will be given to the administrator with a copy for placement in the personnel file of the employee. The administrator will be informed at the outset of his/her right to have Manitoba Teachers’ Society (MTS) involved in this process.
The intent of this review process is to identify and document unsatisfactory administrative performance and to assist administrators to correct and improve unsatisfactory performance. It also provides a mechanism which may lead to a recommendation for dismissal.
Developmental Track
The developmental track has been created with the expressed purpose of fostering life long learning. The Board believes that this is accomplished through reflective practice, encouragement of record keeping of professional development, and the celebration of professional achievement.
The specific goals are
- To develop and maintain the best possible learning environment for the student.
- To ensure effective administrative practices.
- To facilitate ongoing dialogue among professional and support staff.
- To promote professional development, recognizing that the needs of each administrator are unique.
In order to accomplish these goals, it is expected that all administrators will maintain a professional portfolio after their first year, and that it will be shared with the Superintendent on an annual basis. In addition all administrators will be encouraged to develop a more specific and finalized growth plan for themselves.
Components of such a professional growth plan may include the following:
- Self-directed professional development
- Group-directed professional development
- Action research
- Post-secondary work
- Serving on educational committees
- Supervision of teacher candidates
- Leading or directing professional development session
Definitions related to these components are included below.
The procedure with respect to the creation or development of a professional portfolio record and suggested formalized growth plan is provided below.
Administrator Evaluation
An orientation will be arranged with each new administrator. After three months the feedback form will be shared with the administrator.
The following will occur during formal evaluation cycle:
- A pre-visitation conference with the administrator which may include observations made during the supervision process
- A minimum of three school visitations
- A post-visitation conference which will be held as soon as possible upon completion of these visitations
- Data collected by the immediate supervisor may include
- Signed surveys from staff
- Conferences and discussions with staff members
- Observations from school-activities and meetings
- Review of information obtained from divisional department heads
- General observations within the school
- Information received from community organizations and individuals
- The formal report must be signed by both parties and retained in the personnel file of the administrator.
- Timelines:
- All administrators on formal evaluation will receive an Administrator Evaluation Summary Report by September 15th of the following year.
In cases where the administrator wishes to appeal the evaluation, the following procedures shall apply:
- The administrator shall first appeal to his/her immediate supervisor.In the case of a vice principal, he/she must appeal to the Superintendent before appealing to the Board.
- If the administrator is not satisfied with the review, he/she may appeal to the Board.
- The administrator will have two weeks to give notice of his/her intention to appeal after the summative report has been written.A meeting will be set up mutually convenient to the Board and the administrator.
- At any time during the process, either of the participants shall have the right and the opportunity to seek assistance.
- An administrator may withdraw an appeal at any time.
Descriptors for Evaluation
The following descriptors apply to the administrator evaluations and to the teacher rubric.
Unsatisfactory
The teacher/administrator does not yet appear to understand the concepts underlying the component. Working on the fundamental practices associated with the elements will enable the teacher to grow and develop in this area.
Basic
The teacher/administrator appears to understand the concepts underlying the component and attempts to implement its elements. Implementation is sporadic, intermittent, or otherwise not entirely successful. Additional reading, discussion, visiting classrooms of other teachers, and experience (particularly supported by a mentor) will enable the teacher/administrator to become proficient in this area.
For supervision or evaluation, this level is minimally competent. Improvement is likely with experience and support.
Proficient
The teacher/administrator clearly understands the concepts underlying the component and implements it well. Most experienced, capable teachers/administrators will regard themselves and be regarded by others as performing at this level.
Distinguished
Teachers/administrators at this level are master teachers and make a contribution to the field, both in and outside their school. Their classrooms/schools operate at a qualitatively different level, consisting of a community of learners, with students highly motivated, engaged, and assuming considerable responsibility for their own learning.
ADMINISTRATOR EVALUATION REPORT
|
Distinguished
|
Proficient
|
Basic
|
Unsatisfactory
|
1. Develops school plans, taking into account
staff, student, and community perspectives. _____ _____ _____ _____
2. Sets a tone where work of all staff is valued. _____ _____ _____ _____
3. Provides leadership in developing or initiating
new courses, programs, or educational
practices. _____ _____ _____ _____
4. Delegates responsibility effectively and
encourages leadership development. _____ _____ _____ _____
5. Develops effective schedules, timetables,
and routines. _____ _____ _____ _____
Comments
______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
ADMINISTRATOR EVALUATION REPORT
|
Distinguished
|
Proficient
|
Basic
|
Unsatisfactory
|
1. Has current knowledge on effective
teaching practices. _____ _____ _____ _____
2. Supports Divisional policy with respect
to assessment and evaluation procedures. _____ _____ _____ _____
3. Provides staff with opportunities for
improvement. _____ _____ _____ _____
4. Has constructive suggestions for staff as
they deal with difficult situations. _____ _____ _____ _____
5. Uses Divisional policy framework in
supervising teachers toward continuous
improvement. _____ _____ _____ _____
6. Supports teachers in the delivery of
provincial and local curricula. _____ _____ _____ _____
Comments
____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
ADMINISTRATOR EVALUATION REPORT
|
Distinguished
|
Proficient
|
Basic
|
Unsatisfactory
|
1. Encourages school spirit and cooperative
effort on the part of the students. _____ _____ _____ _____
2. Works toward developing a united professional
and support staff. _____ _____ _____ _____
3. Maintains a high level of discipline. _____ _____ _____ _____
4. Processes school decisions carefully
and collaboratively when appropriate. _____ _____ _____ _____
5. Models professional ethics. _____ _____ _____ _____
6. Works cooperatively with Division
office personnel. _____ _____ _____ _____
Comments
______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
ADMINISTRATOR EVALUATION REPORT
|
Distinguished
|
Proficient
|
Basic
|
Unsatisfactory
|
1. Follows a definite plan for interpretation
of the school program to the community. _____ _____ _____ _____
2. Works effectively with the school advisory
council. _____ _____ _____ _____
3. Copes with pressure groups and determines
the extent of influence an individual group
should exert on school policy. _____ _____ _____ _____
4. Is able to obtain and maintain the confidence
of parents and the community. _____ _____ _____ _____
Comments
______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
ADMINISTRATOR EVALUATION REPORT
|
|
|
FINANCIAL AND SCHOOL FACILITY SUPERVISION
|
|
|
Distinguished
|
Proficient
|
Basic
|
Unsatisfactory
|
1. Makes sure office procedures are clear and well
understood by the entire school staff. _____ _____ _____ _____
2. Maintains a satisfactory inventory
of supplies and equipment. _____ _____ _____ _____
3. Inspects facilities regularly to ensure
healthful and safe school conditions. _____ _____ _____ _____
4. Exhibits an awareness and knowledge
of school finance. _____ _____ _____ _____
5. Initiates good procedures for expenditures
of school budget. _____ _____ _____ _____
Comments
______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
ADMINISTRATOR EVALUATION REPORT
|
Distinguished
|
Proficient
|
Basic
|
Unsatisfactory
|
1. Stays current with educational research. _____ _____ _____ _____
2. Promotes school and divisional goals. _____ _____ _____ _____
Comments
______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
________________________________/_______________________________________
Superintendent-Evaluator (please print) Signature
______________________________/________________________________________
Administrator (please print) Signature
______________________
Date
Administrator Comments
____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
If more space is needed please use reverse side of this sheet.