Principal Evaluation Process: FY16

December 22, 2015OCS Webinar

Revisions for FY 16 Principal Evaluation Process/Instrument

Need – AdvancED Improvement Priority: April 2015“Review and align the administrator and teacher supervision and performance evaluation tools to reflect standards and benchmarks for effective schools in order to enhance and impact pedagogy.”

Purpose for Principal Performance Review

• Provides evidence to guide the development of each school leader’s professional capacity: an investment in leadership.

• Provides each principal with feedback on his/her professional performance.

• Provides the pastor/juridic person with annual metrics on the principal’s professional performance.

• Provides the AoC system with an annual assessment on the quality of school leadership.

Principal Evaluation Committee• Reviewed the ISBE Performance Standards for School Leaders: http

://www.ilprincipals.org/resources/resource-documents/principal-evaluation/ipep/ILLINOIS%20PERFORMANCE%20STANDARDS%20FOR%20SCHOOL%20LEADERS.pdf

• Decided that the ISBE instrument was good and could be used for AoC principals with appropriate modifications- especially in the area of Catholic identity.

• Proposed a process for the annual performance review for principals.

• Revisions to the ISBE document have been made at four meetings held between May-October 2015.

• All principals in the AoC reviewed a draft of the revisions and a proposed process at the August 2015 Leadership Day.

Proposed Principal Evaluation Instrument

Six Performance Standards 1. Leading the Catholic Vision/Mission of the School2. Leading and Managing Change3. Improving Teaching and Learning 4. Building and Maintaining Collaborative

Relationships5. Leading with Integrity and Professionalism6. Creating and Sustaining a Culture of High

Expectations

FY 16 Principal Evaluation Process

• Revised Process:– New principals – Transfer principals – AIM principals– Principals who volunteer to use the new process- per

the approval of their RD/pastor- notify by Jan. 8th if interested.

• FY 15 Process– All principals not included in the above groups– Self-assessment + review from pastor/juridic person

Principal Evaluation: Process FY16 for New, Transfer and AIM school principals

• Who: New/transfer principals and principals of an AIM school. (Approx. 60 principals.)

• Timeline– December 22, 2015: Webinar for all principals being evaluated in FY

16 using the new instrument/process– January 13, 2016: Review revised instrument/process with principals

at New Leaders meeting– January 15, 2016: Communication w/pastors re: revised process.– February 25, 2016: Principal submits evidence for standards 1, 3 and 6 – Between March 18 - April 8, 2016: Principal meets with RD and pastor

to discuss evidence/self-assessment/Catholic ID survey data– April 15, 2016: Hiring decision for FY 17 completed

Principal Evaluation Revised Process

Components to the Evaluation Process1. Principal provides evidence for standards: 1, 3, and 6. An

electronic AMT (Artifact Management Tool) will be created for each principal as a repository for his/her evidence.

2. Principal is observed by his/her pastor or juridic person (RD).

3. Principal completes a written self-assessment and discusses with his/her pastor/RD.

4. Principal receives summative feedback on his/her professional performance for FY 16.

Step One: Gathering EvidenceStandard One: Leading the Catholic vision/mission of the school

Indicators: a) Ensures that the school’s Catholic identity, vision and mission drive school decisions. b) Coordinates efforts to engage the pastor,DRE and families in support of the Catholic

vision/mission of the school. c) Ensures strong faith formation for teachers that results in certified catechists

providing religious instruction; provides effective leadership to ensure that the school meeting academic and religious goals and provides students with an excellent Catholic education.

d) Ensures that religious instruction is aligned with AoC religion curriculum. e) Ensures liturgical practices and Catholic culture are reinforced throughout the school

day; provides opportunities for family participation in liturgical celebrations. f) Fosters a culture of Catholic identity and evangelization that is evident in the life of

the school.

Acceptable Evidence: Standard OneIndic. Sample evidence

a School handbook excerpts; meeting agenda; formation activities with students/parents; back to school night presentations

b Agenda from parish-school meetings; record of attendance at parish events/meetings; Catholic identity statements in each classroom.

c Certificates of certified catechists; enrollment data from catechetical training; evidence of professional development activates/agenda; data showing student matriculation to Catholic high schools. Weekly communication to stakeholders.

d Master schedule shows dedicated instructional time for religious education/school liturgies,etc.; curriculum map for religious instruction; lesson plans; grade-level assessments; use of USCCB approved texts.

e Schedule of school liturgies/liturgical events; records of student participation in sacramental preparation; pastor’s schedule

f Evangelization efforts are evident on the school calendar, website, school publications and marketing materials.

Gathering EvidenceStandard Three: Improving Teaching and LearningIndicators: a) Works with staff to develop a consistent framework for effective teaching and

learning that includes the approved AoC curriculum, research-based instructional practices and student performance at or above grade-level benchmarks.

b) Creates a continuous improvement cycle that uses multiple forms of data, including student work samples to support individual, team and school-wide improvement goals.

c) Implements student interventions that differentiate instruction based on student needs.

d) Selects, assigns and retains teachers with the expertise to deliver instruction that maximizes student learning.

e) Evaluates the effectiveness of individual teachers’ instruction by conducting at least one formal evaluation prior to annual renewal deadline and at least two informal observations per quarter/trimester with timely feedback on teacher performance.

f) Ensures the training and development that support adult learning and development in order to advance student learning and performance.

g) Develops systems and structures for staff professional development including providing and protecting time allocated for this purpose.

Acceptable Evidence: Standard Three

Indic. Sample evidence

a Lesson plans/local assessments reflect alignment to CSIP; master schedule is aligned to instructional priorities; written curriculum map and/or scope and sequence. Classroom walkthrough data/feedback.

b Continuous School Improvement Plan(CSIP); faculty meeting agenda; on-site PD that supports CSIP and instructional needs of teachers. Data analysis sessions with faculty re: formative/summative assessments.

c Classroom observation data; lesson plans that reflect differentiated activities; RTI data and team minutes; assessment analysis aligned to instructional actions.

d Documented interview and hiring process. Supervision/evaluation data; climate survey; exit interview data; documentation of mentoring/support efforts includes PD opportunities.

e Documented supervision/evaluation process. Observation data/artifacts; written evaluations aligned to student achievement goals; action plans; evidence of fidelity to professional review process for each teacher

F Agenda from instructional team meetings; evaluation data

g School-wide PD plan aligned with CSIP; faculty meeting agenda; master schedule

Gathering EvidenceStandard Six: Creating and Sustaining a Culture of High ExpectationsIndicators: a) Builds a culture of high aspirations and achievement for

every student. b) Requires staff and students to demonstrate consistent values

and positive behaviors aligned to the school’s Catholic vision and mission.

c) Leads a school culture and environment that successfully develops the full range of student’s learning capacities- academic, creative, social-emotional, behavioral and physical.

d) Builds, creates and maintains a safe, clean and orderly learning environment.

Acceptable Evidence: Standard SixIndic. Sample evidence

a Teacher websites; evidence of instructional differentiation; use of student tracker for formative/summative assessments; use of Aspire interims; use of Quizlets to support academic excellence and transition to Aspire; faculty meeting agenda; evidence of the use of technology to support learning.

b Visual evidence in the school that displays the school’s Catholic values. Student activities/speakers/presenter who/which reinforce Catholic values. Code of conduct included in school handbooks: parent/student and faculty. Anti-bullying program/policy understood and consistently enforced.

c Fire inspection results; asbestos report; safety committee agenda/reports. Annually updated safety/crisis plan. Documented communication with local police/fire departments. Staff receive annual PD to support school safety: CPR, epi-pen, AED, etc.

Step Two: Observation

Parish School:– Pastor: Observes principal interacting with school stakeholders:

students, parents, School Board or Parish stakeholders, liturgical event: mass, prayer service, sacramental preparation, etc.

– Regional Director: 15 minute classroom walkthroughs (with principal 3-5 classrooms) before March 18.

AIM School:

– Regional Director: 15 minute classroom walkthroughs (with principal 3-5 classrooms) + observes an event with community stakeholders: students, parents, School Board or Parish stakeholders before March 18.

Step Three: Written Self-Assessment

The self-Assessment is a reflection that includes goals* (2-3) related to Standards 1, 3, and 6 and should be aligned to the following: – AdvancED continuous improvement– The Catholic mission of the school

* Goal(s) may also relate to operational improvements or improvement specifically communicated by the pastor or OCS.

Step Four: Feedback Session

• When: March 18- April 8 ( April 15th deadline for hiring decision for FY17.)

• Who: Regional Director, pastor*and principal• What: – Discussion of principal self-assessment submitted

before feedback session.– Discussion of Catholic identity survey information.– Rating for FY 16: Distinguished, proficient or basic. – Hiring decision for FY 17: Deadline April 15– Possible goals for FY 17

January 13 New Leaders meeting

• Review Principal Evaluation instrument: focus on Standards 1, 3, and 6.

• Review Self-Assessment form. • Review process for providing evidence to the

principal’s Artifact Management Tool (AMT).• Q&A about the process.