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Performance Evaluation

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					Performance Evaluation
   Charter School Leaders
      November 19, 2009
                                    Your Leader Evaluation Process
Quality of Process at Your School




                                    A                              A2

                                    B


                                    C


                                    D


                                        4        3                  2           1
                                             Level of Priority at Your School
Frequently Heard Concerns
 The School Leader recruited us – we’re friends –
  it’s hard to be objective and do a performance
  review

 OUR school is doing very well, so we don’t really
  need to review OUR leader

 Charter schools are so different, and OUR school is
  unique; there’s no road map for US
Frequently Heard Concerns
 OUR board is so small; WE really can’t add a
  comprehensive review to OUR already full plate

 Since OUR board only knows the school leader, it’s
  hard to gather supporting information from others

 It’s all about academics; it’s all about
  management; it’s all about …… What’s it about?

 There’s no right time for US to do a review
 We’re Different; We’re Already Great

 Districts are not good comparisons
  – Roles are different
  – Performance management historically weak
 Nonprofits can provide examples
  – Social service
  – Social entrepreneurial
 Charter Management Organizations (CMOs)
  – Standardized network material
    We’re Different; We’re Already Great

             Education-based Standards
   Reeves’ Multidimensional Leadership
    Assessment
   Edison School’s Principal Assessment
   ISLLC Standards for School Leadership
   Areas to Adapt
    – School Culture, Academic Achievement, Governance,
      Development
 We Only Know Leader – Our Friend!
 Board – Take Lead/Your Responsibility
   – Committee or Task Force
   – Chair should participate
 School Leader
   – Process buy-in (but not lead)
   – Self-assessment
 Direct Reports/Leadership Team
   – Survey
   – Interviewed by board or outside consultant
 Others
   – Collaborators and Partners – yes
   – Parents and Students - no
    We Only Know Leader – Our Friend!

   Anonymity
   Easy to use tools
   Sense of Urgency
   Sense of Responsibility
   Understanding of:
    – What you will do with the information
    – How participants would benefit
            When to Review                                               Timeline

               MCAS &
               Growth                                                       Self-
                 Data                                                    Assessment
               analyzed
                                                                          Feedback
               Feedback                                                    gathered         Hold
               provided                                                  form others     Assessment
                                                                                          Meeting
 May          Sep – Oct                                                      Mar
 09              09                                                          10
                                                                                       Apr   May
   Last
                                          Oct 09 – Mar 10
                                                                                       10    10
  year’s                                                           Feb
 review
                          Gather support data & documentation       10                       Contract
complete
                                                                                               with
                                                                                              Leader
Goals set                                                       Develop or
for Next                                                          Revise
                                                                                             Goals set
  year                                                          Assessment
                                                                                             for Next
                                                                   Tool
                                                                                               year
           What’s It All About?
 Goals (Outputs)
  – Job description
  – Accountability plan (annualized)
 Competencies (Inputs)
  – Charter
  – School culture
 Leader vs. School Evaluation
              What’s It All About?
Goals
   Stretch, yet achievable
   Breadth vs. depth
   Manageable number of goals < 10
   Tie to Accountability Plan
     Student Achievement a must
       – 60% to 75% of goals
       – Make AYP – minimal bar?
       – MCAS & New Growth figures
       – Retention/Promotion
       – Regular Education vs. Special Education
     Organizational Viability & Faithfulness to Charter
                                         What’s It About?
                                                             Competencies
          Reeves (1)                                                         Edison (2)                                              ISLLC (Adapted) (3)
    Communication                                               Community Outreach                                                       Communication
   Decision-Making                                         Continuous Improvement                                                               Governance
 Faculty Development                                                Human Resources                                                             Leadership
Leadership Development                                         Learning Environment                                             Personnel Management
            Learning                                              Professional Culture                                             Professional Acumen
   Personal Behavior                                        Supervision & Evaluation                                                       School Culture
          Resilience                                                         Teamwork                                                  Self-management
 Student Achievement                                                              Vision                                                        Teamwork
         Technology
 Time, Task and Project
     Management

    (1) Reeves, 2004: 41-42; 105-128; (2) Edison Schools (3) Interstate School Leaders Licensure Consortium (ISLLC) national Standards , 1996
          Our Plate Is Too FULL!
 Composite
  – Reflect Goals and Competencies
 Automated
  – Assist with consolidation
  – Protect anonymity
 What’s your school’s capacity?
  – HR staff
  – Outside consultant
                     Takeaways
 Make this a board priority
 Do it annually with check ins
 Get your leader on board
 Align with charter, accountability plan, job
  description
 Get to know staff/partners for quality input
 Don’t reinvent – there are best practices
 Be honest about your capacity
    – What will be effective/realistic for YOUR school

				
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