Draft Principal EvaluationProcess:

A Growth Focused Approach

The Legislative Requirements

113 (2) A School Council May (g) direct the superintendent to evaluate a teacher,

principal or other staff member and to provide a report to the Council of the evaluation, which report shall be returned to the superintendent immediately after the Council has reviewed and considered it;

105 (1) A principal shall be on probation for two years from the date of appointment.

  (5) A principal who is on probation shall be evaluated during the first year of probation and shall be evaluated in the second year of probation on or

before March 31 of that year.  

Current Practice Evaluations in the two probationary years

completed by March 31st Evaluation on the request of the School Council

Input from school councils and staff provided through a checklist survey

Inconsistent evaluation of experienced principals Some principals using a growth plan model Summative report provides a determination of

satisfactory or less than satisfactory

Current Practice: Why it’s not ideal

One size fits all approach Doesn’t consider experience, skills of principal Doesn’t consider the school context

Not completed for everyone Retrospective versus prospective

Not growth/improvement-oriented Significantly different from other YG employee

evaluation process Need to separate egregious discipline from regular

evaluation No role for school councils until “after the fact” Ethical concerns over anonymous staff survey

approach

Principal Evaluation Working Group Led by Judy Arnold Includes:

Urban and rural principal representatives AYSA representative One Superintendent One representative of School Councils

Objective: to recommend a principal/vice-principal evaluation process that addresses the deficiencies of the current practice and that results in better outcomes for the education system

Proposed Practice Evaluations in two probationary years completed by

March 31st

Evaluation on the request of the School Council

Experienced principles evaluated every third year

All principals using a growth focused model With the exception of those requiring Department

disciplinary action

Summative report provides a determination of satisfactory or less than satisfactory

Input By School Council and Staff Proposed Practice Using the School Review Inquiry Framework

Principal gathers input before writing the proposed performance plan

Principal shares professional goals Superintendent gather input before writing the

summative evaluation report

Over view of The Evaluation Process Reviewing the Graphic Handouts (Document 1)

Step 1 Step 2 (See document 2: Performance Plan Working document)

Principal gathers input from school council and staff (See document 3: Principal Evaluation Input Process)

Step 3 Step 4

Superintendent gathers input from school council and staff (See document 3: Principal Evaluation Input Process)

Summative Report- (See Document 4: report format)

Satisfactory or Less than satisfactory

Summary of Council Role Notified of upcoming principal evaluation

in June Input into context and areas of focus in

September Goals shared with Council and staff Superintendent gathers input from

Councils before writing summative report Council can request to the

Superintendent that their principal be evaluated for a given year

Council can refer disciplinary situations to Superintendent at any time.

Implementation September 2012/13 for new principals

Hired for 2012/13 school year Hired for 2011/12 school year

Notification in June 2012 Meetings with impacted Councils in

September Significant Superintendent involvement