2.A.20 Administrator Evaluation

Human Resources

 

 

 

 

 


Administrative Procedure: Administrator Evaluation

 

 

EFFECTIVE DATE:

January 11, 2006

 

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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
  • Other

 

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

 

EDUCATIONAL LEADERSHIP
 

 

 

 


                                                                                         

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

 

EDUCATIONAL SUPERVISION
 

 

 

 


                                                                               

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

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ADMINISTRATOR EVALUATION REPORT

SCHOOL CLIMATE
 

 

 

 

 

 


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

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ADMINISTRATOR EVALUATION REPORT

COMMUNITY RELATIONS
 

 

 

 

 


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

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ADMINISTRATOR EVALUATION REPORT

PROFESSIONALISM
 

 

 

 

 

 


Distinguished

Proficient

Basic

Unsatisfactory

 

 

 

1. Stays current with educational research.                           _____        _____          _____        _____                              

 

2. Promotes school and divisional goals.                              _____        _____          _____         _____                              

 

 

Comments

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________________________________/_______________________________________

Superintendent-Evaluator  (please print)                                           Signature

 

______________________________/________________________________________

Administrator (please print)                                                            Signature

 

______________________

Date

 

 

Administrator Comments

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If more space is needed please use reverse side of this sheet.