Why principal evaluation?Because Leadership Matters!

McREL’s

PRINCIPALEVALUATION SYSTEM

Balanced Leadership Framework®

Our mission is to make a difference

in the quality of education and

learning for all through excellence

in applied research, product

development, and service.

McREL’s Mission

Principal Evaluation Teacher Evaluation Balanced Leadership Classroom Instruction that Works Power Walk Through And more..

McREL'sSuite of Services

Research-basedTransparentFocusedGrowth-OrientedFlexible

PRINCIPLES

Purposeful Community

Purposeful Community

Balanced Leadership Framework®

School-Level Leadership

School-Level Leadership

Focusof Leadership Focusof Leadership

ManagingChangeManagingChange

Affirmation Involvement with CIA

Change agent Knowledge of CIA

Communication Monitor/evaluate

Contingent reward Optimize

Culture Order

Discipline Outreach

Flexibility Relationships

Focus Resources

Ideals/beliefs Situational awareness

Input Visibility

Intellectual stimulation

21 leadership responsibilities

McREL Principal Evaluation System

Orientation

Self Assessment

Pre EvaluationConference

Mid-YearEvaluationMeeting

ConsolidatedPerformanceAssessment

End of yearPerformance

Discussion

Final Evaluation

Goal Setting

RUBRICS

Categorical Ratings │ Scoring │ Evidence │ Framework

Rubrics and the Framework

Purposeful Community

Purposeful Community

School-Level Leadership

School-Level Leadership

FocusofLeadership

MagnitudeofChange

Leadership Responsibilities Associated with Purposeful Community

A Purposeful Community is one with the collective efficacy and capability to develop and use assets to accomplish goals that matter to all community members through agreed upon processes.

Affirmation: Recognizes and celebrates school accomplishment and acknowledges failures.Developing Proficient Accomplished Distinguished

(Comment Required)Not Demonstrated

(Comment Required)

Principal Leadership Responsibilities Associated with Focus of Leadership

Focus of Leadership involves accurately and pro-actively targeting appropriate areas for school improvement efforts

Contingent Rewards: Recognizes and rewards individual accomplishments.Developing Proficient Accomplished Distinguished

(Comment Required)Not Demonstrated

(Comment Required)

.

Principal Leadership Responsibilities Associated with Managing Change

Managing Change involves understanding the implications of change efforts for stakeholders and adjusting leadership behaviors accordingly

Change Agent: Is willing to and actively challenge the status quoDeveloping Proficient Accomplished Distinguished

(Comment Required) Not Demonstrated

(Comment Required)

.

Performance Rating Scale

• Developing: Principal demonstrated adequate growth toward achieving standards of performance during the period of performance, but did not demonstrate proficiency.

• Proficient: Principal demonstrated basic competence on described standards of performance.

• Accomplished: Principal exceeded basic competence on described standards of performance most of the time.

• Distinguished: Principal consistently and significantly exceeded basic competence on described standards of performance.

Leadership Responsibilities Associated with Purposeful CommunityA Purposeful Community is one with the collective efficacy and capability to develop and use assets to accomplish goals that matter to all community members through agreed upon processes.Affirmation: Recognizes and celebrates school accomplishment and acknowledges failures.

Developing Proficient Accomplished Distinguished(Comment Required)

Not Demonstrated(Comment Required)

Privately or individually acknowledges successes and failures of:□ Students.□ Teachers.□ Staff.□ The school as a

whole.

. . . andPublicly and fairly recognizes the successes and failures of:□ Students.□ Teachers.□ Staff.□ The school as a

whole.

. . . andHas a plan for systematically and fairly recognizing successes and failures of:□ Students.□ Teachers.□ Staff.□ The school as a

whole.

. . . andPublicly interprets and communicates:□ Failure as temporary

and specific.□ Success as permanent

and pervasive.

□ Communicates the nature of failures and the need to take action to address them.

□ Communicates to teachers and staff actions taken and how they contributed to success or failure of school initiatives.

□ Utilizes the recognition of failure as an opportunity to improve.

□ Uses successes and failures to increase the belief of teachers and staff in their ability to impact student achievement.

Scoring the rubric

Leadership Responsibilities Associated with Purposeful CommunityA Purposeful Community is one with the collective efficacy and capability to develop and use assets to accomplish goals that matter to all community members through agreed upon processes.Affirmation: Recognizes and celebrates school accomplishment and acknowledges failures.

Developing Proficient Accomplished Distinguished(Comment Required)

Not Demonstrated(Comment Required)

Privately or individually acknowledges successes and failures of:√ Students.√ Teachers.√ Staff.√ The school as a

whole.

. . . andPublicly and fairly recognizes the successes and failures of:√ Students.√ Teachers.√ Staff.□ The school as a

whole.

. . . andHas a plan for systematically and fairly recognizing successes and failures of:√ Students.√ Teachers.√ Staff.□ The school as a

whole.

. . . andPublicly interprets and communicates:□ Failure as temporary

and specific.□ Success as permanent

and pervasive.

√ Communicates the nature of failures and the need to take action to address them.

√ Communicates to teachers and staff actions taken and how they contributed to success or failure of school initiatives.

□ Utilizes the recognition of failure as an opportunity to improve.

□ Uses successes and failures to increase the belief of teachers and staff in their ability to impact student achievement.

Scoring the rubric

Artifacts and EvidenceManaging ChangeOptimize: Inspires and leads new and challenging innovations. Not Demonstrated

(Comment Required)Developing Proficient Accomplished Distinguished

(Comment Required)

□ Is not optimistic about the school’s ability to accomplish goals.

□ Portrays a positive

attitude about the ability of teachers and staff to accomplish school goals.

. . . and□ Inspires teachers

and staff to individually and collectively accomplish school goals

. . . and□ Inspires and

motivates teachers and staff to accomplish things they consider to be beyond their grasp.

. . . and□ Promotes

perseverance and hope during challenging times.

Comments (At a minimum, raters should explain all “Not Demonstrated” and “Distinguished” ratings. Other comments should provide a rationale for ratings.):

Recommended Actions:

• Suggested Evidence or Documentation That May Be Used to Support Rating:

• Magnet Evaluation Document• Magnet Brochure/Booklet• EL Monitoring Notebook• Student Monitoring Notebook• Professional Development Plan• Professional Development Notebook• Regular Feedback to Teachers and Staff

Regarding Performance• Planning and Leading Professional

Development• Single Plan for Student Achievement• Classroom walkthrough data• Monitoring Plan •

Artifacts support the principal’s work toward fulfilling individual research-based responsibilities as well as organizational improvement goals. These are some examples of artifacts and can generate rich discussions between the principal and their supervisor.

• Know and understand the Principal Leadership Responsibilities.

• Participate in training to understand and implement McREL’s Principal Evaluation System.

• Supervise the process and ensure that all steps are conducted according to McREL’s Principal Evaluation System.

Evaluator Responsibilities

• Identify the principal’s strengths and areas for improvement and make recommendations for improving performance.

• Ensure the principal’s Summary Evaluation Rating Form contains accurate information and accurately reflects the principal’s performance.

• Assist in the development of and supervise the implementation of professional development plans.

Principal Responsibilities

• Know and understand the Principal Leadership Responsibilities.

• Understand McREL’s Principal Evaluation System• Prepare for and fully participate in each component of

McREL’s Principal Evaluation System.

16

• Gather data, artifacts, and/or evidence to demonstrate performance in relation to leadership responsibilities and progress in attaining goals.

• Develop and implement strategies to improve personal performance/attain goals in areas individually or collaboratively identified.

McREL Principal Evaluation System

Orientation

Self Assessment

Pre EvaluationConference

Mid-YearEvaluationMeeting

ConsolidatedPerformanceAssessment

End of yearPerformance

Discussion

Final Evaluation

Goal Setting

Leadership Responsibilities Associated with Purposeful CommunityA Purposeful Community is one with the collective efficacy and capability to develop and use assets to accomplish goals that matter to all community members through agreed upon processes.Affirmation: Recognizes and celebrates school accomplishment and acknowledges failures.

Developing Proficient Accomplished Distinguished(Comment Required)

Not Demonstrated(Comment Required)

Privately or individually acknowledges successes and failures of:√ Students.√ Teachers.√ Staff.√ The school as a

whole.

. . . andPublicly and fairly recognizes the successes and failures of:√ Students.√ Teachers.√ Staff.□ The school as a

whole.

. . . andHas a plan for systematically and fairly recognizing successes and failures of:√ Students.√ Teachers.√ Staff.□ The school as a

whole.

. . . andPublicly interprets and communicates:□ Failure as temporary

and specific.□ Success as permanent

and pervasive.

√ Communicates the nature of failures and the need to take action to address them.

√ Communicates to teachers and staff actions taken and how they contributed to success or failure of school initiatives.

□ Utilizes the recognition of failure as an opportunity to improve.

□ Uses successes and failures to increase the belief of teachers and staff in their ability to impact student achievement.

Scoring the rubric

Preliminary Performance Goal Setting Form

Principal Signature:___________________________________ Date:_______________

Supervisor Signature:__________________________________ Date:_______________

Mid-year Progress

Principal Evaluation Home Mapping

Step # 2 Data collection & feedback

Step # 3 Step #6

Annual Evaluation Process

#1 Orientation

#2 Self Assessment & Goal Setting

#3 Pre-evaluation Meeting

#4 Mid-Year progress

#5 Consolidated performance assessment

#6 End of Year performance

discussion

#7 Final evaluation and goal setting

Analytics & ReportingThe data tab will provide access

to progress and summary reports

Once enabled the system will provide a list of standard reports. Once a report is

selected the user will be prompted for parameters. The system will generate PDF,

CSV, or RTF reports

Questions

Thank You

For more information please contact Mr. Thomas Schulte,Assistant Director of PD at EIRC at:

tschulte@eirc.org or call 856-582-7000