T-PESSP R O C E D U R E S M A N U A L

T E X A S P R I N C I P A L

E V A L U A T I O N &

S U P P O R T S Y S T E M 2018-2019

Board of Education

Ms. Tobi Jackson, President ............................................................................... District 2

Ms. Christene Moss, 1st Vice President ........................................................District 3

Dr. Ann Sutherland, 2nd Vice President .........................................................District 6

Mr. Anael Luebaños, Secretary .......................................................................... District 8

Mr. Jacinto Ramos ................................................................................................ District 1

Ms. Judy G. Needham .......................................................................................... District 5

Dr. T. A. Sims ......................................................................................................... District 6

Mr. Norman Roberts ............................................................................................ District 7

Ms. Ashley Paz ...................................................................................................... District 9

Superintendent’s Leadership Team

Dr. Kent P. Scribner ............................................................................... Superintendent

Ms. Karen Molinar ......................................................................................Chief of Staff

Mr. Charles Carroll .................................................................. Chief Academic Officer

Mr. Art Cavazos .............................................................................. Chief of Operations

Ms. Barbara Griffith................. Senior Communications & Media Relations Officer

Dr. Raul Pena ............................................................. Chief of Elementary Leadership

........................................................... Chief of Policy and Planning

Ms. Cynthia Rincon ......................................... Chief of Human Capital Management

Ms. Elsie Shiro ..................................................................Chief of Budget and Finance

Mr. Alexander Athanason ........................................................................Legal Council

Dr. Cherie Washington .............................................. Chief of Secondary Leadership

FORT WORTH ISDTEXAS PRINCIPALS EVALUATION & SUPPORT SYSTEM

PRINCIPAL APPRAISAL

Principals will be appraised annually if they are to be paid from school district funds TEC 21.354(c) (d)

ASSISTANT PRINCIPALS

Assistant Principals are evaluated by their principals using the T-PESS evaluation tool.

HOW CAMPUS ADMINISTRATORS ARE EVALUATED

Principals and assistant principal will be evaluated based on the educator standards TEC 149.2001 using the domains and descriptors instructional management, school or organization morale and improvement, personnel management, management of administrative, fiscal, and facilities functions, student management, school and community relations, professional growth and development, academic excellence indicators and performance, TEC 150.1021

APPRAISERS Principals will be appraised by their Leadership Executive Director. Assistant Principals will be appraised by their principals.

TEXAS PRINCIPAL STANDARDS

Goals of the administrator must align with the Texas Principal Standards developed and utilized in accordance with Chapter 149 of the Texas Administrative Code. These goals will be GOAL SETTING identified using the TPESS rubric to self-assess at the beginning of the school year in order to prioritize areas on which to base improvement goals.

STUDENT PERFORMANCE

DOMAIN

The principal and assistant principal promote improvement of the performance of students on the campus through disaggregating student performance results to state accountability standard and to prior year performance.

TEC §150.1021(g)(2) states: the commissioner recommended student performance domain shall be implemented in accordance with procedures approved by the commissioner.

PROCEDURES FOR ADMINISTRATOR

APPRAISAL

Campus administrators will self-assess at the beginning of the year using the TPESS rubric and meet with their appraiser, executive director or principal, to set goals, followed by a mid-year formative conference to review goal attainment, and then an end of year summative conference to review summary ratings.

ADMINISTRATOR SELF-

ASSESSMENT

Principals complete a Self-Assessment using the T-PESS Rubric to allow principals to reflect on challenges presented in Campus Improvement Plans and work on leadership standards that will best serve those challenges. This self-assessment allows principals to reflect on setting professional growth goals and performance goals.

GOAL SETTING CONFERENCE

The appraiser and principal or assistant principal meet to discuss the self-assessment and 1-3 goals aligned to the Campus Improvement Plans and district priorities. The appraiser will pre-assess the principal using the T-PESS rubric, as well, taking into consideration the current context of the school, community, and principal performance. During the conference, the appraiser and appraisee will discuss what artifacts and evidence the principal will need to present that will fairly appraise the principal’s performance.

MID-YEAR CONFERENCE

A mid-year conference will be held with the appraiser and appraisee to meet and discuss progress toward achieving performance goal. The focus of the meeting is for adjustments to the action plans in order to achieve goals by the end of the school year. During the meeting, the Principal Evaluation Rubric is reviewed and the Mid-Year Progress Form is completed. Every administrator should have a clear understanding of his/her performance, effectiveness, and action steps to accomplish goals.

CONSOLIDATED PERFORMANCE ASSESSMENT

Artifacts and evidence should be provided to the appraiser in advance of the summative performance conference, at which final ratings will be discussed.

END OF YEAR PERFORMANCE

DISCUSSION

The appraisee and appraiser meet to discuss completing the evaluation process. They discuss the artifacts, evidence, and any additional information that would assist in accurately and fairly assigning summary ratings. If time permits, the appraiser and appraisee agree on the final performance ratings and if goals are attained, then the final evaluation and goal setting can be completed.

FINAL EVALUATION AND

GOAL SETTING

This step can be completed along with the End of Year Performance Discussion if time permits. The administrator’s goals will be reviewed for progress, new learnings and connections, and summary ratings. The appraiser will provide the campus administrator a written copy of the completed appraisal document.

SCORING OF STANDARDS

The rubric is scored using a cumulative and additive method. Final ratings for each element are determined by the data collected from all site visits conducted during the annual evaluation cycle, by artifacts collected and submitted, and by other evidence collected.

Summary ratings are derived from the result of quantitative, qualitative, and anecdotal data collected through the submission and evaluation of artifacts and evidence related to performance goals and the fulfillment of the practices detailed in the rubric.

On the Summary Rating Form, the appraiser will give a rating for each indicator contained in the standards. If an indicator is marked Not Demonstrated/Needs Improvement, the appraiser will make a written comment on that indicator. There will be an overall rating for each standard based on the indictor ratings; and the appraiser will provide the principal with the opportunity to add comments and or attach written comments to the summary rating form.

ADMINISTRATOR PROFESSIONAL GROWTH AND

DEVELOPMENT

TEC 150.1021 (a)(8) The administrator provides leadership in professional growth and development through activities such as the following:

• participating actively in professional associations;

• conducting himself or herself in an ethical andprofessional manner;

• disseminating ideas and information to otherprofessionals;

• seeking and using evaluative information forimprovement of performance.

UNFORESEEN CIRCUMSTANCES

In case of unforeseen circumstances, such as an approved leave of absence, illness, or early retirement before the end of the school year by the administrator being appraised, the appraiser will provide written documentation to the Chief of Human Capital Management. The written documentation shall be shared with the administrator and shall be placed in the personnel file of that person.

Links to Additional Resources

Fort Worth ISD Professional Learning and Innovation (PLI) www.fwisd.org/pli

Region 11 Education Service Center http://www.esc11.net

Texas Education Agency, Chapter 149 Commissioner’s Rules Concerning Educator Standards

http://ritter.tea.state.tx.us/rules/tac/chapter149/ch149bb.html

Texas Education Agency, Chapter 150 Commissioner’s Rules Concerning Educator Appraisal

http://ritter.tea.state.tx.us/rules/tac/chapter150/ch150bb.html

Texas Principals Evaluation and Support System, Guidance on Student Growth https://tpess.org/materials/Guidance_on_Student_Growth_in_T-PESS.pdf

Texas Principals Evaluation and Support System https://tpess.org/principal/

Texas Principals Evaluation and Support System (Resources & Support) https://tpess.org/resources/