Post on 13-Jan-2016
April 29, 2011
Developing Effective Leaders: Principal Evaluation Systems
CCSSO – National Summit on Educator Effectiveness
Principal Effectiveness
Accurately Assessing Principal Effectiveness
Student Achievement Outcomes• Student assessment results and
measures of college readiness• Emphasize growth over attainment
Teacher Effectiveness• Growth in the percentage of teachers
making “effective” gains in student achievement
• Improvement in the “differential retention” of teachers evaluated as effective
Performance Standards Focus on domains of leadership that
have been shown to drive results for students
Fold in other elements (e.g., parent surveys) as data on the accomplishment of leadership actions
Guiding Principles for Use Of Student Outcomes
Focus more on growth than attainmentValue all students, not just those approaching
proficiencySet targets that close in-school or cross-school
achievement gaps Include “on track” to college non-test measuresUse multiple years of data for high stakes
consequencesEnsure alignment to other state/LEA accountability
systems for principals and schools
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Teacher effectiveness
Principal Effectiveness
Teacher Effectiveness
Student Outcomes
The principal’s impact on teacher effectiveness is measured three ways:
1.The improvement of student outcomes
2.Increases in the percentage of teachers on staff who are effective or highly effective
3.Principal actions–The Retention of Effective and Highly Effective Teachers–Effective Managing and Counseling Out Low Performers–Rigorous Differentiated Performance Evaluations–Development of Teachers
Six Domains of Leadership Actions
1. Vision for Results and Equity
2. Planning and Operations
3. Culture (including families and community)
4. Learning and Teaching
5. Staff Development and Management
6. Personal Leadership and Growth
New Leaders for New Schools: CONFIDENTIAL 6
Role of the Principal Manager
Evaluation Implementation
Principal Effectiveness
• Access to robust data streams
• Job design allows for frequency of school observation
• Significant investments in norming and strong tools/rubrics for evaluation
• Accountable for improving principal effectiveness and student outcomes
• Use evaluation information to drive supports and professional growth
• Implement rewards and consequences based on evaluations
Aligning All Leadership Policies
Principal Standards and
Evaluation
Retention, Rewards, & Dismissal
Principal Selection
In-service PD
Evaluation and Management
Pre-Service Training
Pipeline Development
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Principal Autonomy
Data and Support Systems
State Challenges
Evaluator training, especially for distributed/online delivery–Principal evaluation training is more than “video norming”–Designing robust examples of evidence, while avoiding
“checklist”–Providing guidance and skills on student outcomes goal setting
“Principal manager” job design–Scope of management responsibility – number of schools,
other responsibilities–Focus on principal development, not just accountability–Ability to see into human capital management at the school
level