Evaluating principal effectiveness Focal Point 2012
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For many, we are their last best hope.
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They will need our best work.
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Battle for LA video
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What is the point?
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Purposes Accurately, fairly, and rigorously assess principal
effectiveness Provide feedback and develop capacity Make decisions
related to who will lead schools Raise student achievement
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Purposes Being crystal clear with principals about what the
district values In some places differentiate compensation Meet
legal requirements
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What if principals were the key?
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Support PRINCIPALS Results Student Achievement Quality of
Instruction Philosophy/ Culture Metrics
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Support PRINCIPALS Results Student Achievement Quality of
Instruction Philosophy/ Culture Metrics Support Teachers Metrics
Results
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Support PRINCIPALS Results Student Achievement Quality of
Instruction Philosophy/ Culture Metrics Support Central Office
Metrics Results School Supervision Other departments Support
Metrics
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Seven Considerations 1. What does a great school look like? 2.
What do effective principals do? 3. How will principal
effectiveness be monitored? 4. Is there a process in place for
developing principals?
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Seven Considerations 5. What are the Districts Core Beliefs? 6.
How is accountability defined? 7. What is the capacity of the
evaluators?
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How ready is your district?
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Readiness Assessment 1. There is agreement amongst the leaders
in our district about what a great school looks like. 2. There is
agreement amongst the leaders in our district about what effective
leaders do. 3. The leaders in our district are clear about how
effectiveness of what they do will be monitored. 4. There is a
process in place to develop current and perspective leaders in our
district.
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5. Leadership of our district is in agreement regarding the top
three priorities for this year. 6. Leadership of our district is in
agreement that the above priorities are the three top priorities
that are most important for our mission. 7. Leaders know and are in
agreement with how accountability for their work will be defined.
Readiness Assessment
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8. There is agreement amongst the leadership in our district
that accountability and evaluation are fair, accurate and rigorous.
9. Leadership at all levels of our district has the capacity to
lead and evaluate others. 10. Feedback on progress is provided
regularly to all leaders in our district. 11. Leaders in our
district can clearly define their roles and who will be evaluating
them. Readiness Assessment
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12. The leaders in our district would say they have the support
they need to do their jobs well. 13. Overall, our leadership is
ready for an evaluation instrument that is fair, accurate and
rigorous. Readiness Assessment
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The Focal Point Principal Practice Evaluation Instrument Please
refer to the handouts
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The Focal Point Principal Practice Evaluation Instrument Aligns
to ISLLC Standards of 2008. Is fair rigorous and accurate. Is
proven and tested. Provides support for district leaders based on
needs assessment. Is part an aligned system can be used to increase
overall systemic effectiveness.
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Million Dollar Baby Video
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What Focal Point says about effective principals
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Great principals lead.
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Keep the focus on instruction Are good at instruction Good,
first instruction Curriculum alignment Develops staff They improve
the quality of instruction.
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Get results improve achievement
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Establish the philosophy and culture of the school
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Metric Total Pts. Performance (50%) Performance rubric30
Systems review5 Retention of effective teachers5 Improving teacher
effectiveness5 Congruence between teacher performance and student
achievement 5 Achievement (50%) State assessments18 District
assessments12 School specific goals5 Graduation rate or proficiency
rate of 5 th or 8 th graders 5 Accreditation10 Measuring Principal
Effectiveness the Metrics
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Performance areas Leadership The instructional program Staff
development Effective management Professional responsibilities
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A1. ESTABLISHES A SHARED VISION OF SUCCESSWt. Reinforces core
beliefs 2x Guides staff to a shared vision 1x Establishes goals and
clarifies purpose 1x A2. LEADS CHANGE Wt. Leads change 2x A3.
MAXIMIZES HUMAN POTENTIAL Wt. Maximizes potential 1x Inspires staff
1x A4. DEMONSTRATES OTHER LEADERSHIP SKILLS Wt. Communicates well
and practices sense-making 2x Makes effective decisions 1x
Demonstrates broad perspective 1x LEADERSHIP
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THE INSTRUCTIONAL PROGRAM B1. MAINTAINS A COMPREHENSIVE PROGRAM
OF INSTR.Wt. Establishes a standards-based and aligned curriculum
2x Helps staff understand and learn what great looks like 1x
Develops a program of instruction that meets the needs of all
students 1x B2. IMPROVES THE QUALITY OF INSTRUCTION Wt. Provides
effective instructional feedback 2x Improves the quality of
instruction 3x Conducts effective formal observations and
evaluations 2x B3. PROVIDES FOR ASSESSMENT OF INSTRUCTIONWt. Ensure
student proficiency is progress-monitored and accurately assessed
1x
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EFFECTIVE MANAGEMENT D1. MANAGES RESOURCES EFFECTIVELYWt.
Manages personnel and material resources 1x Aligns budget with
instructional program and professional development 2x D2. TIME
MANAGEMENTWt. Develops effective school and class schedules 1x
Manages his individual time well 1x D3. SCHOOL CLIMATE Maintains a
safe and orderly learning environment 2x
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PROFESSIONAL RESPONSIBILITIES E1. MAINTAINS POSITIVE RELATIONS
w/ DIST. AND COMMUNITYWt. Maintains positive relations with
District personnel 1x Builds positive relations with parents and
school stakeholders 2x E2. GROWS PROFESSIONALLYWt. Maintains
personal professional development 1x Contributes to the profession
1x
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PRINCIPAL EFFECTIVENESS CriteriaWeight Leadership3x
Instructional Program3x Staff Development2x Effective Management1x
Professional Responsibilities1x
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2013-2014 How does your new, ideal evaluation system differ
from the system you have now?
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2013-2014 What are the top three things you would want to be
evaluated on? Would anything need to change in the way you are
currently evaluated?
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How will your evaluator know when you have done well?
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How will principal effectiveness be monitored?
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New Jersey Interim Report Measures of effective practice (40%)
Recommendation to adopt the Educational Leadership Policy Standards
(ISLLC) Districts to choose from a list of state- approved rubrics,
templates, and tools May receive a waiver if the District has a
more rigorous locally developed tool
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New Jersey Interim Report Retention of effective teachers (10%)
Principals effectiveness in improving teacher effectiveness Growth
of teachers rating Principals effectiveness in recruiting and
retaining effective teachers Principals effectiveness in exiting
ineffective teachers
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New Jersey Interim Report Measures of Student Achievement (50%)
Aggregated performance on statewide assessments (35%)
School-specific achievement goal (15%) Such as graduation rate
increase Could be multiple measures
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Support Metrics
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What does support look like? Professional development of
principals? Trainings Job-embedded coaching Professional learning
community Instructional support? Help in coaching teachers
Curriculum alignment Curriculum maps and assessments
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What does support look like? Human capital management?
Recruitment and selection of teachers Removing ineffective teachers
Defined autonomy? Focus on results Budget and other resources
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What does support look like? Leadership development? Accurate
evaluations? Clear expectations Effective feedback Use of data
Mid-year reviews System review
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What does support look like? The District working systemically?
Focus Aligned system Central Office goals related to support?
Competent evaluators with time to coach?
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The need is great.
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The challenges many...
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They will need your best work.
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Lead well!
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Contact Information www.FocalPointEd.com www.Focal 719 492-7967
303 442-0131 Dr. Andrea Kutinsky [email protected] Dr. David
Roudebush [email protected]
