Stronge Leader Effectiveness Performance Evaluation System Overview Teacher

Stronge Leader Effectiveness Performance Evaluation System Overview Teacher Effectiveness Student Achievement

Stronge and Associates Educational Consulting, LLC Stronge Evaluation System Effectiveness is the goal. Evaluation is merely the means.

Stronge and Associates Educational Consulting, LLC Leader Evaluation System • What is the basis of principals’ evaluation? • How will principal performance be documented? • How will principal performance be rated?

Stronge and Associates Educational Consulting, LLC Question 1 What is the basis of principals’ evaluation?

Stronge and Associates Educational Consulting, LLC Main Components Performance Standard 4: Organizational Management The principal fosters the success of all students by supporting, managing, and overseeing the school’s organization, operation, and use of resources. Sample Performance Indicators Examples may include, but are not limited to: Performance Indicators The principal: 4. 1 Demonstrates and communicates a working knowledge and understanding of New Jersey public education rules, regulations, and laws, and school district policies and procedures. Performance 4. 2 Establishes and enforces rules and policies to ensure a safe, secure, efficient, and orderly Appraisal facility and grounds. Rubric 4. 3 Monitors and provides supervision efficiently for all physical plant and all related activities through an appropriately prioritized process. Effective Highly Effective is the expected level of performance. The principal is exemplary at organizational management, demonstrating proactive decision-making, coordinating efficient operations, and maximizing available resources. The principal fosters the success of all students by supporting, managing, and overseeing the school’s organization, operation, and use of resources. Partially Effective The principal inconsistently supports, manages, or oversees the school’s organization, operation, or use of resources. Ineffective The principal inadequately supports, manages, or oversees the school’s organization, operation, or use of resources.

Stronge and Associates Educational Consulting, LLC Principal Performance Standards 1. Instructional Leadership 2. School Climate 3. Human Resources Management 4. Organizational Management 5. Communication and Community Relations 6. Professionalism 7. Student Progress

Stronge and Associates Educational Consulting, LLC Performance Standard 1 Instructional Leadership The principal fosters the success of all students by facilitating the development, communication, implementation, and evaluation of a shared vision of teaching and learning that leads to student academic progress and school improvement.

Stronge and Associates Educational Consulting, LLC Performance Standard 2 School Climate The principal fosters the success of all students by developing, advocating, and sustaining an academically rigorous, positive, and safe school climate for all stakeholders.

Stronge and Associates Educational Consulting, LLC Performance Standard 3 Human Resources Management The principal fosters effective human resources management by assisting with selection and induction, and by supporting, evaluating, and retaining quality instructional and support personnel.

Stronge and Associates Educational Consulting, LLC Performance Standard 4 Organizational Management The principal fosters the success of all students by supporting, managing, and overseeing the school’s organization, operation, and use of resources.

Stronge and Associates Educational Consulting, LLC Performance Standard 5 Communication and Community Relations The principal fosters the success of all students by communicating and collaborating effectively with stakeholders.

Stronge and Associates Educational Consulting, LLC Performance Standard 6 Professionalism The principal fosters the success of all students by demonstrating professional standards and ethics, engaging in continuous professional development, and contributing to the profession.

Stronge and Associates Educational Consulting, LLC Performance Standard 7 Student Progress The principal’s leadership results in acceptable, measurable student academic progress based on established standards.

Stronge and Associates Educational Consulting, LLC Question 2 How will principal performance be documented?

Stronge and Associates Educational Consulting, LLC Data Sources for Principals Self-Evaluation • Reveals principals’ perceptions of their job performance (optional) Site-based Observations (required) • Encouraged--but not required--to share results with evaluator • Results should inform personal goals for professional development • Provides information on wide variety of contributions made by principals • Ranges from watching how principals interact with others, to observing programs and shadowing Documentation • Provides principals with key voice in evaluation • Encourages reflection by principals Log (implied) Teacher/Staff Surveys (implied) Goal Setting (required) • Artifacts should relate to performance standards; not intended to become voluminous portfolio • Climate surveys provide information about perceptions of job performance • Data collection methods/use for surveys determined ahead of time • Principals set goals for improving student achievement based on appropriate performance measures • Goals may be set in conjunction with evaluator for school improvement and professional growth

Stronge and Associates Educational Consulting, LLC Data Collection Procedure Data Collection Responsibility Form(s) Evaluator Principal Self-Evaluation Form (optional) Site-based Observations Site Visit/Observation Form Documentation Log Documentation Cover Sheet (optional) Teacher/Staff Surveys Survey Summary Form Goal Setting Student Academic Progress Goal Setting Form

Stronge and Associates Educational Consulting, LLC Question 3 How will principal performance be rated?

Stronge and Associates Educational Consulting, LLC Interim Evaluation (Principals in first three years within school district) Summative Evaluations • Used to document evidence of meeting standards • Does NOT include rating of performance • Comes at end of evaluation cycle • Four point rating scale • Performance rubric for every standard

Stronge and Associates Educational Consulting, LLC Terms Used in Rating Scale Category Description Definition Highly Effective The principal maintains performance, accomplishments, and behaviors that consistently and considerably surpass the established standard. Exceptional Performance Effective The principal meets the standard in a manner that is consistent with the school’s mission and goals. Proficient Performance Partially Effective The principal often performs below the established standard or in a manner that is inconsistent with the school’s missions and goals. Below Acceptable Performance Ineffective The principal consistently performs below the established standards or in a manner that is inconsistent with the school’s missions and goals. Unacceptable Performance • Sustains high performance over period of time • Empowers teachers and students • Serves as role model to others • Meets the requirements contained in job description as expressed in evaluation criteria • Behaviors have positive impact on learners and school climate • Willing to learn and apply new skills • Requires support in meeting the standards • Results in less than quality work performance • Leads to areas for improvement being jointly identified and planned between principal and evaluator • Does not meet requirements contained in job description as expressed in evaluation criteria • Results in minimal student progress • May result in employee not being recommended for continued employment

Sample Summative Evaluation Form (abbreviated) Stronge and Associates Educational Consulting, LLC Performance Standard 1: Instructional Leadership Effective Highly Effective The principal actively and consistently employs innovative and effective leadership strategies that maximize student academic progress and result in a shared vision of teaching and learning that reflects excellence. Comments: Effective is the expected level of performance. The principal fosters the success of all students by facilitating the development, communication, implementation, and evaluation of a shared vision of teaching and learning that leads to student academic progress and school improvement. Partially Effective Ineffective The principal inconsistently fosters the success of students by facilitating the development, communication, implementation, or evaluation of a shared vision of teaching and learning that leads to student academic progress and school improvement. The principal does not foster the success of all students by facilitating the development, communication, implementation, or evaluation of a shared vision of teaching and learning that leads to student academic progress and school improvement.

Stronge and Associates Educational Consulting, LLC Principal Evaluation Pilot Recommended Weighting Principal Evaluation 100% Standards 1 -6 Professional Practice (50%) Standard 7 Student Performance (50%) From NJDOE Principal Notice of Grant Opportunity, April 2012

Stronge and Associates Educational Consulting, LLC Professional Practice Weighting Professional Practice (50%) Standard 3 Human Capital Management Responsibilities (10%) Standards 1, 2, 4, 5, 6 Principal Performance (40%) From NJDOE Principal Notice of Grant Opportunity, April 2012

Stronge and Associates Educational Consulting, LLC Human Capital Management (10%) “For the purposes of this pilot program, LEA/consortium participants will be expected to base their ratings/scores on this evaluation component of principal performance primarily on the principal’s effectiveness in supervising, evaluating and supporting teaching staff. . . ” NJDOE Principal NGO, April 2012 SOURCES OF EVIDENCE • Fulfilling the requirements of district policies for the supervision and evaluation of teachers • Observing and rating teachers consistently and accurately • Conducting pre- and post-observation conferences and providing teachers with feedback that will support them in improving their practice • Recruiting and retaining staff • Developing and monitoring teachers’ required individual PD plans • Managing the implementation of the required school-level PD plan • Providing high quality PD opportunities for staff • Providing opportunities for collaborative work time Standard 3: The principal fosters effective human resources management by assisting with selection and induction, and by supporting, evaluating, and retaining quality instructional and support personnel.

Stronge and Associates Educational Consulting, LLC Professional Practice Weighting Professional Practice (50%) Standard 3 Human Capital Management Responsibilities (10%) Standards 1, 2, 4, 5, 6 Principal Performance (40%) From NJDOE Principal Notice of Grant Opportunity, April 2012

Stronge and Associates Educational Consulting, LLC Principal Performance (40%) • Be based on multiple sources of evidence • Incorporate evidence from school site-based observations of principals’ practice o Tenured principals: Minimum of two per year o Non-tenured principals: Minimum of three per year • Include assessment of progress on at least one individual, school, and/or district performance goal related to professional practice • Incorporate feedback from teachers regarding principal performance (implies survey) • Incorporate an assessment of (implies documentation): o Principal’s leadership for implementing a rigorous curriculum and assessment aligned to the NJ Core Curriculum Content standards o Principal’s leadership for high-quality instruction o Principal’s leadership in evaluating teachers o Principal’s support for teachers’ professional growth

Stronge and Associates Educational Consulting, LLC Principal Evaluation Pilot Recommended Weighting Principal Evaluation 100% Standards 1 -6 Professional Practice (50%) Standard 7 Student Performance (50%) From NJDOE Principal Notice of Grant Opportunity, April 2012

Stronge and Associates Educational Consulting, LLC Student Performance Weighting Student Performance (50%) School-Specific Performance Goals (15%) Aggregated School. Wide Student Performance (35%) ES/MS: School-wide growth in Math (10%) & E/LA (10%) on NJASK HS: Change in passing rates on HSPA for juniors (10%) and seniors (10%) Goal for student achievement in targeted subset of students (10%) Goal to address scholastic or nonscholastic aspects (5%) SMART goals for student achievement in two nontested content areas (15%) From NJDOE Principal Notice of Grant Opportunity, April 2012

Stronge and Associates Educational Consulting, LLC Standard 7 Percentages for Elementary Principal School-specific Performance Goals Aggregated School-wide Student Performance Component Percentage Student Growth Percentiles in E/LA 10% Student Growth Percentiles in Math 10% Goal in non-tested content area 1 (i. e. improve on Presidential Fitness Test subareas) 7. 5% Goal in non-tested content area 2 7. 5% Goal for student achievement in targeted subset of students (i. e. close achievement gap 10% in certain area) Goal to address scholastic or non-scholastic aspects (i. e. attendance) TOTAL 5% 50%

Stronge and Associates Educational Consulting, LLC Student Performance (50%) “Within these guidelines pilot participants will be expected to work with the NJDOE to identify appropriate measures of student achievement and growth, the process for integrating these measures into the principal effectiveness evaluation system, and the development of rubrics to combine these components into a final rating on the 50% student performance component of the principal evaluation system. . Much of the work of this pilot year around student achievement measures will be developmental in nature. ” NJDOE Notice of Grant Opportunity, April 2012

Stronge and Associates Educational Consulting, LLC Timeline Recommended Evaluation Process Timeline Activity for Professional Improvement By October 1 • Principals conduct self-evaluation (optional) • Principals submit goal setting forms By October 15 • Evaluators conduct site-based observation of non-tenured principals By December 15 • Principals conduct teacher/staff survey • Evaluators conduct site-based observation of tenured and nontenured principals By January 15 • Evaluators complete interim evaluation of new principals By March 1 • Evaluators conduct site-based observation of tenured and nontenured principals • Evaluators/principals conduct mid-year review of goals By May 1 • Evaluators review Documentation log By last week of school • Evaluators complete summative evaluation of principals

Stronge and Associates Educational Consulting, LLC Focus on Effectiveness Outstanding Teachers & Leaders = Student Results

Backup

Principal Evaluation Pilot Recommended Weighting Stronge and Associates Educational Consulting, LLC Standards 1 -6 Professional Practice (50%) Human Capital Management Responsibilities (10%) (Standard 3) Principal Performance (40%) (Standards 1, 2, 4, 5, 6) Standard 7 Principal Evaluation 100% Student Performance (50%) School-Specific Performance Goals (15%) Aggregated School. Wide Student Performance (35%) ES/MS: Schoolwide growth in Math (10%) & LA (10%) on NJASK SMART goals for student achievement in two non-tested content areas (15%) Goal for student achievement in targeted subset of students (10%) Additional goalscholastic or nonscholastic (5%) HS: Change in passing rates on HSPA for juniors (10%) and seniors (10%) From NJDOE Principal Notice of Grant Opportunity, April 2012