Sub-heading ADMINISTRATOR EVALUATION AND SUPPORT SYSTEM
Personnel Leader Proposed Adaptations
Slide 3
Common Titles for Personnel Leaders 1 Director of Human
Resources Personnel Director Assistant Superintendent for Personnel
Director of Professional Development
Slide 4
Components of Evaluation 2 ANNUAL SUMMATIVE RATING ANNUAL
SUMMATIVE RATING OUTCOME RATING PRACTICE RATING Teacher
Effectiveness Outcomes
Slide 5
Performance and Leadership Practice 3 GUIDELINES Leadership
Practice comprises 40% of the summative rating Districts may
generate ratings from evidence based on the Common Core of Leading
(CCL) Use of a rubric is not required for Personnel
administrators
Slide 6
Performance and Practice: Weighting of Standards 4 The CCL
outlines six Performance Expectations (PEs) PE 3: Organizational
Systems and Safety 50% All other PES (equally weighted) 50%
Slide 7
Focus Area Development 5 Proposed Adaptations Identify specific
areas in which administrators want to improve Based on reflection
on past performance and aligned with the CT Leadership Standards
Includes action steps to move practice in support of the
improvement of teaching and learning Support administrators in
accomplishing their Student Learning Indicators and Stakeholder
Feedback targets
Slide 8
Focus Area Example 6 P.E. 3 (C) Fiscal and Human Resources In
order to provide professional learning opportunities for teachers
and administrators that are grounded in the districts educator
evaluation and support plan, I will use results from a needs
assessment and develop a plan that will support continued
improvement and retention of staff.
Slide 9
Stakeholder Feedback 7 GUIDELINES Stakeholder Feedback
comprises 10% of the summative Rating Feedback from relevant
stakeholders May use surveys, interviews, focus groups, other
methods to gather stakeholder feedback Methods used to gather
feedback must be valid and reliable Surveys must align with CT
Leadership Standards
Slide 10
Stakeholder Feedback Groups 8 Suggested Stakeholder Groups for
Personnel Program Leaders: - Building Administrators -
Teachers
Slide 11
Sample Stakeholder Feedback Questions 9 On a scale of 1
(Disagree) to 5 (Agree), how would you rate the following
statements The hiring practices of the Personnel Office align with
the school and district vision, mission and goals Employee
expectations and standards are clearly communicated through
induction and evaluation Hiring processes and practice reflect and
show vision and involve a variety of stakeholders The Personnel
Office promotes new teacher growth through quality induction
practices
Slide 12
Proposed Adaptations for Student Learning Outcomes 10
Guidelines Student Learning Outcomes comprises 45% of the summative
rating Proposed Adaptations Two performance goals based on
attainment of targets that support student learning
Slide 13
Recommendation for Student Learning Indicator 11 Sample
Indicators Indicator 1: 90% of new teachers hired will maintain
employment in the district after three years. Indicator 2: In the
2014-2015 school year, all new teachers will report that they have
had the support needed to make their transition to teaching in this
district successful and satisfying, based on a survey and focus
group assessment.
Slide 14
A Development Guide for Student Learning Indicators 12
Slide 15
Teacher Effectiveness Outcomes 13 Guidelines Teacher
Effectiveness outcomes comprises 5% of the summative rating
Proposed Adaptations Rating is based on the percentage of district
non-tenured teachers who meet or exceed their targets for their
Student Learning Indicators
Slide 16
Teacher Effectiveness Outcomes 14
ExemplaryProficientDevelopingBelow Standard >80% of non-tenured
teachers are rated proficient or exemplary on the student learning
objectives portion of their evaluation >60% of non-tenured
teachers are rated proficient or exemplary on the student learning
objectives portion of their evaluation >40% of non-tenured
teachers are rated proficient or exemplary on the student learning
objectives portion of their evaluation