School Administrator Performance Evaluation System Facilitated
by Sherri Torkelson and Kaye Henrickson CESA #4 November 18,
2014
Slide 2
The purpose of the Wisconsin Educator Effectiveness System is
to help educators grow as professionals in order to increase
student learning. 2
Slide 3
95% of Student Outcomes Score 5% of score OUTCOMES School-wide
VA Reading or Graduation SLOs (completed annually by everyone) 100%
of Educator Practices Score Scores on 6 EP Standards PRACTICES
Observations Artifacts DPI calculates Student or Program Growth
Artifacts/ Data Quality of Process Compiled across 3-year
cycle
Slide 4
Resource Documents and Videos All of the resources referenced
today can be accessed using this link SAPES Workshop Resources
11.18.14 This symbol means you have the handout in your
packet!
Slide 5
Todays Key Questions What is the data saying? What are the
tiers and foundational components of the EP model? How do Central
Office and District Administrator Evaluation Systems fit into EP?
How will school administrator performance be documented? What does
this mean for me the evaluator? How will school administrator
performance be rated? Using MyLearningPlan
Slide 6
Whats the data saying? Key Question Key Question
Slide 7
Data Highlights
Slide 8
What are the tiers and foundational components of the EP model?
Key Question Key Question
Slide 9
Improve Student Learning by enhancing the effectiveness of all
educators and providing each school district with.. an effective
teacher in every classroom, an effective administrator in every
school, an effective leader(s) in every district, and an effective
educational system in every community. Goal of the CESA 6
Effectiveness Project
Implementation of DAPES & COPES will assist districts to
fulfill State Statute 121.02(1)(Q) Each School Board shall evaluate
in writing all certified school personnel in the first year and at
least every three years.
Slide 12
5-Tiered Professional Evaluation System EDUCATIONAL SPECIALISTS
SUPERINTENDENTS CLASSROOM TEACHERS CENTRAL OFFICE ADMINS SCHOOL
ADMINISTRATORS BusinessC&IFacilitiesHRTechPS/SP Ed
Slide 13
Slide 14
How do Central Office and District Administrator Evaluation
Systems fit into EP ? Key Question Key Question
Slide 15
5-Tiered Professional Evaluation System EDUCATIONAL SPECIALISTS
SUPERINTENDENTS CLASSROOM TEACHERS CENTRAL OFFICE ADMINS SCHOOL
ADMINISTRATORS BusinessC&IFacilitiesHRTechPS/SP Ed
Slide 16
CENTRAL OFFICE ADMINISTRATORS: District employees designated as
administrators who provide leadership and services to other
administrators, teachers, staff, parents and students. Central
office administrators supervise other staff members, a program or a
department. CENTRAL OFFICE ADMINS
BusinessC&IFacilitiesHRTechPS/SpEd *6 COMMON Performance
Standards *UNIQUE Indicator Options for each Professional
Category
Slide 17
The CESA 6 Effectiveness Project Performance Evaluation
Standards Overview TeachersEducational Specialists School
Administrators Central Office Administrators District
Administrators Professional Knowledge Leadership for Student
Learning Mission, Vision & Goals Strategic Leadership
Instructional Planning Communication& Collaboration School
ClimatePlanning & Analysis Instructional Leadership
Instructional Delivery AssessmentHuman Resources Leadership Human
Resources / Instructional Leadership Human Resources Leadership
Assessment FOR/OF Learning Program Planning & Management
Organizational Management Operations and Resource Management
Learning Environment Program DeliveryCommunication & Community
Relationships Communication & Community Relationships
Communication & Community Relationships Professionalism See
handout: EP Performance Standards for All Systems
Slide 18
COPES Training: CESA #4: January 15, 2015
Slide 19
What is the basis of school administrators evaluation? Key
Question Key Question
Slide 20
Influences on Student Achievement: Explained Variance Hattie
(2003):
http://acer.edu.au/documentshttp://acer.edu.au/documents
Slide 21
1. Leadership for Student Learning 2. School Climate 3. Human
Resources Leadership 4. Organizational Management 5. Communication
and Community Relations 6. Professionalism School Administrator
Performance Standards
Slide 22
Alignment to ISLLC Standards Alignment to ISLLC Standards:
Interstate School Leaders Licensure Consortium Standards*
SAPESISLLC Standard 1: Vision for Learning Standard 2: Schoo l
Climate Standard 3: Effective Management Standard 4 Collaboration
and Communication Standard 5: Acting w/Integrity Ethnically
Standard 6: Understanding Political Legal Influences 1. Leadership
for Student Learning XXXXX 2. School Climate XX 3. Human Resources
Leadership XX 4. Organizational Management XX 5. Communication and
Community Relations XX 6. Professionalism X *EP Leaders are
updating this Alignment to reflect the 2014 ISLLC Standards
REFRESH.
Slide 23
Sample Performance Indicators Examples may include, but are not
limited to: The school administrator: 4.1Demonstrates and
communicates a working knowledge and understanding of the states
public education rules, regulations and laws, and school district
policies and procedures. 4.2Establishes and enforces rules and
procedures to ensure a safe, secure, efficient, and orderly
facility and grounds. 4.3Monitors and provides supervision for all
instructional programs, building space usage, and activities.
Standard 4: Organizational Management The school administrator
fosters the success of all students by supporting, managing, and
overseeing the schools organization, operation, and use of
resources. Performance Standard Performance Indicators Main
Components Distinguished* In addition to meeting the requirements
for Effective Effective Effective is the expected level of
performance. Developing Developing Needs Improvement Unacceptable
The school administrator is highly effective at organizational
management, demonstrating proactive decision-making, coordinating
efficient operations and maximizing available resources. The school
administrator fosters the success of all students by supporting,
managing and overseeing the schools organization, operation, and
use of resources. The school administrator inconsistently supports,
manages, or oversees the schools organization, operation and/or use
of resources. The school administrator ineffectively supports,
manages, or oversees the schools organization, operation or use of
resources. Performance Appraisal Rubric
Slide 24
Visiting the SAPES Guidebook Available online at
EP-Resources.cesa6.org Lets do a walk-through of the School
Administrators Guidebook
Slide 25
Activity: Looking Deeper at the Standards Each person take one
of the performance standards and indicators p. 21-26 of SAPES
Guidebook. Summarize it in one sentence. Review the SAPES Rubric.
Give an example of what Effective might look like for your
Standard.
Slide 26
How will school administrator performance be documented? What
does this mean for me the evaluator? Key Questions Key
Questions
Slide 27
Multiple Data Sources School Administrator Evaluation
Professional Goal Setting SurveysObservations Doc Log
Slide 28
Observation/School Site Visits Provide information on the wide
range of responsibilities of school administrators May range from
watching school administrators interactions to observing programs
and shadowing the administrator Evaluators discuss various aspects
of the job via formal interview or less structured discussion Data
Collection Procedure Forms to be Completed EvaluatorSchool
Administrator Observation/ School Site Visits Observation
Forms
Slide 29
Examples of Observations HS principal in parent meeting
informal observation form Committee or Staff Meeting formal or
informal observation Watching while MS principal deals with a
student behavior issue at the volleyball game informal observation
Tagging along on a Building Walk Through formal or informal
observation Other central office people (certified administrators)
can do some of the observations and document them in MLP
Slide 30
Summary of Observations New/In Need of Improvement Admin
Summary Year Admin Non Summary Year Admin Formal (includes pre- and
post- conference and 45 minutes of observation) One by December 15
One by end of year Informal (15-20 minutes) One by January 30 Two
by End of Year One by January 30 One by End of Year (Three informal
during the evaluation cycle) One by End of Year
Slide 31
Documentation Log Artifacts provide evidence of meeting
selected performance standards Demonstrates an administrators
skills, talents, and accomplishments through an organized
collection of work No REQUIRED artifacts for School Administrators
Emphasis is on quality, not quantity Data Collection Procedure
Forms to be Completed EvaluatorSchool Administrator Document
LogDocumentation Log
Slide 32
Lets talk about Artifacts: What is the difference between an
Artifact and Evidence? Review the CESA 4Possible Artifacts for
Principals document. For your standard, highlight possible
artifacts your principals already have/do.
Slide 33
Surveys Gathers client data regarding their perceptions of the
school administrators performance. Provides feedback for
professional growth and development; helps administrators set goals
for continuous improvement (formative evaluation) Options: staff,
community, family survey Survey administered once annually during
third nine weeks prior to April 15 Sample forms are in the
guidebook Actual survey responses seen only by school administrator
Data Collection Procedure Forms to be Completed EvaluatorSchool
Administrator Surveys Survey Summary Form
Slide 34
Professional Goal Setting Plan Complete the SLO Process first
and consider how you might link to your (PPG) Professional Practice
Goal. Data Collection Procedure Forms to be
CompletedEvaluatorSchool Administrator Professional Goal Setting
Plan Professional Goal Setting Form Mid Year SLO Review End of the
Year SLO Review Score Report Summary Year Scoring Only Year 1
Complete 1 SLO Complete full Self Assessment of Professional
Practice Set PPG Year 2 Complete 1 SLO From Self- Assessment of
Professional Practice data focus in on one or two standards &
complete PPG Year 3 Summary Year Complete 1 SLO From Self-
Assessment of Professional Practice data focus in on one or two
standards & complete PPG
Slide 35
Professional Goal Setting Plan Complete the SLO Process first
and consider how you might link to your (PPG) Professional Practice
Goal. Data Collection Procedure Forms to be
CompletedEvaluatorSchool Administrator Professional Goal Setting
Plan Professional Goal Setting Form Mid Year SLO Review End of the
Year SLO Review Score Report Summary Year Scoring Only Year 1
Complete 1 SLO Complete full Self Assessment of Professional
Practice Set PPG Year 2 Summary Year Complete 1 SLO From
Self-Assessment of Professional Practice data focus in on one or
two standards & complete PPG
Slide 36
Activity: The Principal Professional Goal Setting Plan Watch
Anne Clooney, Middle School Principal, as she meets with her
superintendent about her Professional Goal Setting PlanWatch Anne
Clooney Professional Goal Setting Plan
Slide 37
Turn and Talk: What similarities are there between the
conference you just observed and previous conferences youve had
with principals/your superintendent? What differences?
Slide 38
Thinking of your district: Have you had any Goal Setting
Conferences with your Principals yet? What reflections do you have
from them what went well? Are there things you would do
differently? What might make them even more informative to both of
you? If you havent had any, how will you structure them using the
new form?
Slide 39
DocumentationLog Artifacts provide evidence of meeting selected
performance standards Provides school administrator with
opportunity to demonstrate quality work Surveys Surveys Once
annually. Options: staff, community, family survey Actual survey
responses seen only by school administrator --- Complete a Survey
Summary Form. Summary of Data Sources for School Administrators
Professional Goal Setting Plan A plan documented in My Learning
Plan that lists the school learning objective, professional
practice goals, and professional growth strategies. Observations/
School Site Visits Provide information on wide-range of
contributions made by school administrators May range from watching
school administrators interactions to observing programs and
shadowing the administrator
Slide 40
Data Collection Procedure Form(s) to be Completed Evaluator
School Administrator Professional Goal Setting Plan Professional
Goal Setting Form Mid Year SLO Review End of the Year SLO Review
Score Report Summary Year Scoring Only Observation/ School Site
Visits Observation Forms Document LogDocumentation Log
SurveysSurvey Summary Form Summary of Data Collection
Responsibilities
Slide 41
Roles and Responsibilities Implementation Leader Supporter of
Evaluators Evaluator
Slide 42
Implementation Leader Implementation Planning Tools 2 Year
Evaluation Cycle2 Year Evaluation Cycle 3 Year Evaluation Cycle3
Year Evaluation Cycle EPIC Resources: EPIC and Liaison Res-
ponsibilites, EPIC Checklist EP Readiness Audit
Slide 43
Slide 44
Slide 45
Supporter of Evaluators Professional Development for
Administrators Monthly Check Ins at Admin meetings on EP
Implementation Calibration two times a year ChecklistsChecklists
Standards and Indicators Deep Dive Just In Time Support Mini
ModulesMini Modules Support Sessions MLP, SLOs, Surveys, Coaching,
Mid Interval Conferences, PIP, others? Resources and Tools EP
Resource Page
Slide 46
Evaluator Checklist Superintendent as EvaluatorChecklist
Slide 47
SAPES Timeline TimelineSchool Administrator Responsibilities
Evaluator Responsibilities SeptemberReview school data to identify
area(s) of need for SLO. SeptemberIdentify targeted student
populations and evidence sources September early OctoberAdminister
appropriate baseline measure of student knowledge and set growth
targets for SLO By October 15Complete Professional Practice Goal
Setting Plan By October 30Review SLO with new/in need of
improvement and summary year school administrators By December
15Conduct 1 announced site visit with pre-observation & post-
observation conferences for new/in need of improvement school
administrators
Slide 48
Continued SAPES Timeline By January 15Complete interim
evaluation of new school/in need of improvement administrators
including review of mid-year SLO section of the professional goal
setting review form By January 15Review SLO data and complete the
mid-year section of professional goal setting review form By
January 30Conduct an SLO review conference with summary year school
administrators regarding the mid-year section of the professional
goal setting review form By January 30Complete 1 informal school
site visit (about 15-20 minutes long) for new/in needs of
improvement and summary year school administrators By April
15Conduct school climate survey and complete the survey summary
form Review survey summary form By May 15Complete documentation
logReview documentation log for new/in need of improvement/summary
year school administrators Two weeks prior to end of yearReview SLO
data and complete the end of year review section and PPG review on
the professional goal setting review form By End of School
YearReview SLO data with educator for new/in need of improvement
and summary year school administrators By End of School YearScore
the SLOHolistically score SLO for new/in need of improvement and
summary year educators By End of School YearConduct 1 announced
site visit with pre-observation & post-observation conferences
for summary year school administrators By End of School YearConduct
2 additional informal site visits (about 15- 20 minutes each) for
new/in need of improvement and 1 additional for summary school
administrators By End of School YearConduct 1 informal site visit
(about 15-20 minutes) for non-summary school administrators By End
of School YearComplete summative evaluations/ hold summative
conferences June 30 (DPI Mandated)Deadline for entering summary
scores into My LearningPlan
Slide 49
Sample Evaluation Planning Spreadsheet
Slide 50
How will school administrator performance be rated? Question
5
Slide 51
Distinguished The school administrator maintains performance,
accomplishments, and behaviors that consistently and considerably
surpass the established standard. Sustains high performance over
evaluation cycle Behaviors have strong positive impact on student
academic progress and school climate Serves as role model to others
CategoryDescriptionDefinition Effective The school administrator
meets the standard in a manner that is consistent with the schools
mission and goals. Meets the requirements contained in job
description as expressed in evaluation criteria Behaviors have
positive impact on student academic progress and school climate
Willing to learn and apply new skills Developing/ Needs Improvement
The school administrator is inconsistent in meeting standards
and/or in working toward the schools missions and goals. Requires
support in meeting the standards Results in less than expected
quality of student academic progress Leads to professional growth
being jointly identified and planned between school administrator
and evaluator Unacceptable The school administrator consistently
performs below the established standards or in a manner that is
inconsistent with the schools missions and goals. Does not meet
requirements contained in job description as expressed in
evaluation criteria Results in minimal student academic progress
May contribute to recommendation for school administrator not being
considered for continued employment Terms used in Rating Scale
Slide 52
SAPES Rubric
Slide 53
Activity: SAPES Rubrics Review the Rubrics for each standard on
the handout Whats in a Rubric? In table groups, discuss: What the
rubrics mean What actions would pull an administrator away from
EFFECTIVE for each of the six standards? Questions you have or
items that you would like more clarity on
Summative Scoring Rules Ratings on standards ofMeans an Overall
Rating of 3 or more DevelopingDeveloping/Needs Improvement 2 or
more Needs ImprovementDeveloping/Needs Improvement 1 or more
UnacceptableUnacceptable A Performance Improvement Plan will be
required if: 1 or more Unacceptable ratings on the standards 2 or
more Needs Improvement ratings on the standards 3 or more
Developing ratings on the standards Or any time, as needed, to
benefit from additional support
Slide 56
Scoring Example Scores Shared with DPI directly from
MyLearningPlan Standard 1 Standard 2 Standard 3 Standard 4 Standard
5 Standard 6 Summative Score by Evaluator Holistic SLO Score by
Evaluator 333331??????1,2,3 or 4
Slide 57
Slide 58
Summative Reporting 58 Locally: Visually/graphically report all
data in most meaningful ways Only between educator and their
evaluator(s) Federal: USDE has approved this scoring process USDE
has provided initial approval for state-llevel reporting ONLY (for
coming year)
Slide 59
Scores Reported to DPI Scores Shared with DPI directly from
MyLearningPlan Standard 1 Standard 2 Standard 3 Standard 4 Standard
5 Standard 6 Summative Score by Evaluator Holistic SLO Score by
Evaluator 1,2,3 or 4
Slide 60
Questions on the School Administrators Performance Evaluation
System?
Slide 61
MLP for SAPES
Slide 62
MyLearningPlan http://bit.ly/MLPSuperintendent All Handouts are
also on the CESA #4 EE Effectiveness webpage at SAPES Workshop
Resources 11.18.14SAPES Workshop Resources 11.18.14