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Delaware's Performance Evaluation System II for School

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					Delaware’s Performance Evaluation
System II for School Administrators

                Jackie O. Wilson, Ed.D.
                    Interim Director
      Delaware Academy for School Leadership
    College of Education and Human Development
                 University of Delaware
1
 DPAS II for Administrators
       Background
• Components of SB260
 – Strong focus on student
   improvement
 – One element specifically
   dedicated to student
   improvement (weighted equally
   with the others)
         DPAS II for Administrators
                     Background
                Practitioner-Based Committee
•   5 principals
•   5 central office staff
•   1 representative from higher education
•   1 Delaware Association for School Administrators
•   1 representative from the Department of Education
•   teacher
•   consultant
 DPAS II for Administrators
       Background
Committee Work
 –year long deliberation
 –review of research & existing
  models
 –outside expert-
     –Dr. Joseph Murphy
        DPAS II for Administrators
                Principles
The committee began work in 2000,by
constructing a platform of values to both
guide its work and to measure its
outcomes. In order to create a powerful
new system of assessment that offered the
promise of real improvement in schools
and school districts, the committee
determined that the integrity of the
evaluation design must rest on the
following seven principles
           DPAS II for Administrators
                  Principles
The Seven Principles

1.   Standards Driven
2.   Focus on Accomplishments
3.   Continuous Improvement
4.   Fairness & Multiple Sources of Data
5.   Dialogue
6.   Effort to Enhance Student Performance
7.   Clear Expectations & Priorities
        DPAS II for Administrators
               Principles

Principle 1: Standards Driven

 – Follows National Administrator
   Standards for Instructional
   Leadership (ISLLC)

   • A vision of what exemplary
     leaders must know and do to
     ensure continuous improvement
      DPAS II for Administrators
             Principles
Principle 2:
Focus on Accomplishments
 – Results Driven
 – Expressed in Measurable Terms
 – Consistent with State Accountability
    DPAS II for Administrators
           Principles
Principle 3: Continuous
Improvement
– Constructive Feedback
– Forward Looking
– Professional Growth
      DPAS II for Administrators
             Principles
Principle 4: Fairness

 – Multiple Sources of
   Data
 – No Secrets – No
   Surprises
       DPAS II for Administrators
              Principles

Principle 5: Dialogue

 – Meaningful
 – Relevant
 – Ongoing
        DPAS II for Administrators
               Principles
Principle 6: Leadership Connected
to Student Improvement
Shift in focus from management to instructional
leadership:
– Learning
– Teaching
– School Improvement
   DPAS II for Administrators
          Principles
Principle 7: Clear Expectations
– What are the priorities?
– What are the targets?
– What are the criteria for success?
   Who is Included in the Administrator
                DPAS II?
• All licensed and certified administrators who
  oversee instruction.
• It does not include those who supervise non-
  instructional aspects of school and district
  operations, such as transportation,
  maintenance, finance, and personnel.




                                                  14
                  Standards

• The design of DPAS II was driven by the
  Delaware Administrative Standards, which align
  with the Interstate School Leaders’ Licensure
  Consortium (ISLLC) Standards
• Aligning the evaluation of school and district
  administrators with student learning and school
  improvement.
• Grounded in research and an understanding
  of leader performance in high-achieving schools.


                                                 15
                Standards

• The DPAS II system provides a strong
  focus on teaching and learning.
• The data and evidence collected as part of
  the process should be a natural harvest of
  an administrator’s ongoing work.




                                           16
                  Process

• DPAS II for Administrators is a continuous
  improvement model.
• The cycle is on--going throughout the
  employment of the administrator




                                               17
                Components
•   1) Vision and Goals
•   2) Culture of Learning
•   3) Management
•   4) Professional Responsibilities
•   5) Student Improvement




                                       18
           Goal Setting—
  Component 1: Vision and Goal Setting

• Setting goals for student improvement is an
  important part of every educator’s work. Clear
  measurable goals provide a road map for staff,
  teachers and students. The process includes a
  Goal-Setting Conference and completion of Part
  One of the two-part Goal-Setting Form




                                               19
        Component One: Vision and Goals
    ISLLC Standard One (A Vision of Learning)



•   Assessing Data
•   Implementing Vision and Goals
•   Promoting Vision and Goals
•   Communicating the Vision and Goals



                                                20
       Assessment of Component 1



• A review of the evidence provided by the
  administrator
• Conferences between the evaluator and the
  administrator
• The use of the Administrator Standard Survey




                                                 21
    Component Two: Culture of Learning
    ISLLC Standard Two (School Culture)

•   Advocating a Culture of Learning
•   Monitoring the Culture of Learning
•   Sustaining the Culture of Learning
•   Maintaining the Culture of Learning




                                          22
       Assessment of Component 2


• A review of the evidence provided by the
  administrator
• Conferences between the evaluator and the
  administrator
• Use of the Administrator Standards Survey Form
• Implementing DPAS II in accordance with its
  intent


                                               23
   Component 5: Student Improvement
Current Regulation

• The Delaware State Statute, 14 Del. C §1270,
  which defines the Performance Appraisal
  System, requires that a portion of the overall
  evaluation be based on measures of student
  improvement.




                                                   24
              Multiple Outcomes
Achievement and improvement in three broad
  areas should be the basis of this part of the
  administrator’s evaluation:
   – School Accountability
   – State Accountability Test
   – Other measures of student achievement.
     (SAT, AP, school data)



                                                  25
            Criteria Component 5
• Showing Student Improvement
• Measuring Student Improvement
• Implementing Strategies for Student
  Improvement
• Reflecting on Student Improvement




                                        26
                 Assessment
The evidence for Component Five is comprised of
  a review of the administrator’s
   – progress toward attaining the goals
     established at the beginning of the cycle, as
     provided to the evaluator on the Goal-Setting
     Form (Parts 1 and 2), and an analysis of the
     data associated with the goals.




                                                     27
                    Assessment

• In this component, the administrator will be judged on
  the measures of
   – student performance and the progress made by
      students.
   – how the data are used to inform the administrator’s
      goal-setting
   – how the administrator communicates those data and
      their implications to staff to lead the improvement
      initiatives in the leader’s setting




                                                            28
      Frequency of Appraisal Process

Inexperienced Administrators
   – Inexperienced administrators and administrators
     whose performance appraisals state, “Needs
     Improvement” or “Unsatisfactory” must participate in
     an annual appraisal cycle.
Experienced Administrators
   – Experienced administrators whose performance is
     “Effective” may be appraised over a two-year period.




                                                        29
       Frequency of Conferences
Inexperienced administrator conferences will
typically occur three times over the one-year
evaluation cycle
   In the late summer or early fall for agreement on
    goals
   Mid-year for progress discussions followed by
    completion of a Formative Feedback Form
    Late spring or early summer for a summative
    conference, followed by a completed Summative
    Evaluation Form


                                                        30
          Frequency of Conferences
• Experienced administrator conferences will
  typically occur at least four times over the two-
  year evaluation cycle
      During the summer or early fall of the first year for
       agreement on goals
      Mid-year each year to discuss progress
       During the summer of the first year to review
       progress on goals and establish goals for the
       upcoming year
      At the end of the second year to discuss results
       and complete the summative evaluation
                                                               31
Timeline      Process                   Description

July-August   Goal Setting Conference   • During the Goal-Setting
                                        Conference, the evaluator and
                                        administrator agree on those
                                        who will be asked to complete
                                        the Administrator Standards
                                        Survey Form

                                        •Each party brings data that
                                        will inform the process of
                                        mutually establishing
                                        performance goals and the
                                        criteria for defining success in
                                        achieving those aims




                                                                 32
Timeline      Process                   Description
July-August   Goal Setting Conference   • Administrator completes
                                        individual Goal Form and
                                        submits to evaluator within
                                        ten (10) working days of Goal-
                                        Setting Conference.

                                        • New administrators
                                        complete the Goal Form
                                        within one month of
                                        employment.

Spring        Goal Form                 •Administrator compiles
                                        evidence of performance for
                                        all components throughout
                                        the school year.

                                        •Administrator documents
                                        progress on individual goals
                                        and completes Part 2 of the
                                        individual Goal Form, which is
                                        delivered to the evaluator
                                        prior to the Summative
                                                                33
                                        Conference.
Timeline     Process                   Description
Mid-Winter   Formative Conference      The Formative Conference is
                                       held in mid-winter, to discuss
                                       progress toward goals and
                                       other issues of interest or
                                       concern.

Mid-Winter   Formative Feedback Form   •The Formative Feedback
                                       Form is used to record the
                                       content of conferences held
                                       and to note any goals or
                                       performance expectations
                                       agreed upon.
                                       •Any other pertinent
                                       information either party feels
                                       should be recorded will be
                                       included.
                                       • Following the conference,
                                       the evaluator completes a
                                       Formative Feedback Form and
                                       forwards it to the
                                       administrator within ten (10)
                                       working days of the
                                                               34
                                       conference
Timeline      Process                         Description
Mid-Winter    Professional Responsibilities   •Administrator completes
              Reporting                       Professional Responsibilities Form
              Component Four—                 and delivers it to the evaluator
                                              prior to the Formative Feedback
              Professional Responsibilities
                                              Conference.
                                              • Additional information may be
              Prior to the Formative          added to the Professional
              Feedback Conference             Responsibilities Form at any time
                                              prior to the Summative
                                              Conference

By March 15   Delaware Administrator          •This section of the evaluation
              Standards                       provides an opportunity for
              All Components                  educators supervised
                                              by the administrator being
                                              evaluated to assess the
              Administrator Standards         administrator on progress toward
              Survey Form                     meeting the Delaware
              by March 15                     Administrator Standards.
                                              •It also provides the administrator
                                              an opportunity to self-assess
                                              performance on the Delaware
                                              Administrator Standards. The
                                              evaluator also completes the
                                              survey on the administrator.
                                                                         35
Timeline                       Process                        Description
SUMMATIVE CONFERENCE           Inexperienced administrators   • The evaluator and the
May–July                       and experienced                administrator conference in
Inexperienced Administrators   administrators whose           July or August to discuss goals.
                               performance is “Needs          • The administrator completes
                               Improvement” or                the Individual Goal-Setting
                               “Unsatisfactory” are           Form and submits it to the
                               evaluated                      evaluator within ten (10) days
                               through an annual appraisal    of the conference.
                               cycle. The Summative           • The evaluator and the
                               Evaluation for inexperienced   administrator meet for a
                               administrators and             Formative Conference at least
                               experienced administrators     once, generally in December,
                               whose performance is “Needs    to discuss progress toward
                               Improvement” or                goals and other issues of
                               “Unsatisfactory” takes place   concern.
                               over a one-year period.        • The evaluator completes the
                                                              Formative Feedback Form and
                                                              forwards it to the
                                                              administrator within ten (10)
                                                              days of the Formative
                                                              Conference
                                                                                        36
Timeline         Process                                       Description

SUMMATIVE        The administrator completes the               • The administrator documents
CONFERENCE       Professional Responsibilities Form prior to   progress on individual goals
May–July         the Formative Feedback Conference.            and completes Part 2 of the
Inexperienced    Additional information may be added prior     Individual Goal Form, which is
Administrators   to the Summative Conference.                  delivered to the evaluator prior
                                                               to the Summative Conference.
                 By March 15, the evaluator, the               • The Summative Conference is
                 administrator, and designated professional    held at the end of the cycle, in
                 staff complete the Administrator Standards    the summer (between June
                 Survey Form.                                  and August). All of the
                                                               documents, evidence, and
                                                               discussions which took place
                                                               during the cycle may become
                                                               part of the Summative
                                                               Evaluation.
                                                               • Within ten (10) days, the
                                                               evaluator completes the
                                                               Summative Evaluation Form
                                                               and forwards it to the
                                                               Administrator. The Summative
                                                               Conference sets the stage for
                                                               the development of goals for
                                                                                         37
                                                               the ensuing year
Timeline         Process                             Description

SUMMATIVE        Experienced administrators whose    .
CONFERENCE       performance is “Satisfactory” are   The Summative Conference takes
May–July         appraised on a two-year cycle       place during the summer of year
Experienced                                          two of the appraisal cycle. The
Administrators                                       Summative Evaluation for
                                                     experienced administrators whose
                                                     performance is “Satisfactory” takes
                                                     place over a two-year period.
                                                     • The Goal-Setting Form is
                                                     completed annually. Goals for the
                                                     second year of the cycle are
                                                     developed as a result of the
                                                     conference to review progress on
                                                     the goals set forth for year one.
                                                     This conference generally takes
                                                     place during the summer.
                                                     • Formative Feedback Conferences
                                                     take place annually, generally in
                                                     December of each year of the
                                                     cycle. Progress toward goals and
                                                     other issues or concerns are
                                                     discussed.                     38
39
             Component Ratings
Each of the five (5) components of DPAS II for
Administrators is weighted equally and assigned a
rating of Satisfactory or Unsatisfactory on the
Summative Evaluation




                                                40
Satisfactory Performance – The administrator
  demonstrates
• acceptable performance by meeting at least three (3) of
  the four (4) criteria outlined in each of the five (5)
  components of DPAS II for Administrators.
 Unsatisfactory Performance – The administrator
  demonstrates
• unacceptable performance on two (2) or more of the four
  (4) criteria outlined in each of the five (5) components of
  DPAS II for Administrators




                                                            41
Principal Effectiveness
 Summative Ratings




                          42
PATTERN OF INEFFECTIVE ADMINISTRATIVE
            PERFORMANCE
 INEFFECTIVE   INEFFECTIVE

   NEEDS       INEFFECTIVE      NEEDS
IMPROVEMENT                  IMPROVEMENT
   NEEDS          NEEDS      INEFFECTIVE
IMPROVEMENT    IMPROVEMENT
 INEFFECTIVE      NEEDS         NEEDS
               IMPROVEMENT   IMPROVEMENT
 INEFFECTIVE      NEEDS      INEFFECTIVE
               IMPROVEMENT
   NEEDS       INEFFECTIVE   INEFFECTIVE
IMPROVEMENT
            IMPROVEMENT PLAN
An Improvement Plan
shall be developed for an
administrator who
receives an overall rating
of Needs Improvement or
Ineffective on the
Summative Evaluation or
a rating of Unsatisfactory
on any component on the
Summative Evaluation
regardless of the overall
rating.
   DPAS II for Administrators
– Challenge Process
    An administrator may challenge any
    rating on the Summative Evaluation,
    either a Component Rating or the
    Overall Rating, or an administrator may
    challenge the conclusions of the
    Formative Process.
     DPAS II for Administrators
☞Two-year pilot in two school districts --2005-2007
☞ Outside evaluation of the system, annually
☞Changes were made based on pilot results and
 outside evaluation
☞Statewide implementation 2007-2008
☞Current Statewide system of evaluation 2008-
 2011
☞Changes to Component 5 and Summative
 Ratings for all educators July 2011
                Changes July 2011
Under Delaware’s recently revised regulations,
beginning in July 2011, a satisfactory rating for the
fifth component (student improvement), mean
that the teacher has met the standard for student
growth. That standard, to be approved by
Secretary Lowery before July 2011, will represent
an appropriate level of change in achievement
data for an individual student between two points
in time, as well as any other measures that are determined
to be rigorous and comparable across classroom….also
having an impact on Component 5 of the Administrator
Evaluation
                                                         47
           Changes July 2011

Currently, assessments can result in summative
ratings of “effective,” “needs improvement,” or
“ineffective.” Under the revised regulations,
Delaware will add a fourth summative rating of
“highly effective” in July 2011. Educators will
be required to demonstrate satisfactory
levels of student growth to receive an
“effective” rating, and more than a year of
student growth to receive a “highly effective”
rating.

                                              48
             Changes July 2011
•  For administrators’ changes, DSEA, DASA and
  other parties have been consulted. State staff
  are working to align the new ISLLC standards in
  components 1 to 4 then consult with the
  committee representing administrators (in
  progress)
• For component five, Secretary Lowery will
  approve measures, models and menus as
  recommended by stakeholder workgroups and
  consultants (in progress)
• The first year will be a development year.
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                    Questions

• http://www.doe.k12.de.us/csa/dpasii/admin/DPASII_
  AdministratorGuidecomplete.pdf




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