ADMINISTRATIVE EVALUATION PLAN

BC/Evaluation Forms and Leadership/Administrative Evaluation Plan

ADMINISTRATIVE PERSONNEL Administrative personnel who are evaluated pursuant to this Administrative Personnel Evaluation Plan include the following: Director of Programs & Support Services Director of Business Services & Facilities Director of Personnel & Compliance Director of Professional Development & District Services Early Childhood Administrator North Shore Academy Administrator Program Coordinators Administrator for Technology
CABINET
Tim Thomas Superintendent Karen Noonan Director of Programs and Support Services Alice Koshaba Director of Business Services and Facilities Bill Charis Director of Personnel and Compliance Marilee Ciello Director of Professional Development and District Services

Educational and Life Skills Administrator District Services Coordinators Program Supervisors

ADMINISTRATIVE COUNCIL (Membership based on meeting agenda)

Nancy Kind Early Childhood Program Program Administrator Carrie de la Cruz District Services Coordinator John Burmeister Adapted Physical Education Coordinator Maggie Liddell District Services Coordinator Jennifer Pearson Educational and Life Skills Program Program Administrator Andy Piper District Services Coordinator Pam Radford District Services Coordinator Doug Bolton North Shore Academy Program Administrator Eric Martin Administrator for Technology Becki Streit LICA Executive Director Tim Scotellaro North Shore AcademyElementary Program Coordinator

Naomi Hershman Itinerant Vision Services Coordinator

Terry Kinsey OT/PT Coordinator

Karolyn Berkiel Technology Services Coordinator

Ingrid Thompson Health Services Coordinator

Mary Beth DeFauw Transition Coordinator

Jackie Smith ECP Program Supervisor Mary Miller ELS Program Supervisor

Martha Rode ECP Program Supervisor

Lauren Schulman ECP Program Supervisor

Danielle Dubi ELS Program Supervisor

Mary Pat Krones ELS Program Supervisor

Susan Levi ELS Program Supervisor Kristin Swanson Autism Team Leader

Monica Potempa ELS Program Supervisor

Margaret Wade ELS Program Supervisor

Adam Berkson NSA Program Supervisor

Jan Sonderman NSA Program Supervisor

Leslie Amezquita NSA Program Supervisor Melissa Wells LICA Program Supervisor

Sheryl Goldman LICA Program Supervisor

Meredith Schainblatt LICA Program Supervisor

NSSED ORGANIZATIONAL CHART

Governing Board 18 School Board Members

Executive Committee 4 Governing Board Members 3 Superintendents Superintendent Tim Thomas Business Services & Facilities Director Alice Koshaba Programs & Support Services Director - Karen Noonan PERSONNEL & COMPLIANCE Director - Bill Charis Professional Development & District Services Director Marilee Ciello

ADMINISTRATOR EARLY CHILDHOOD PROGRAMS ADMINISTRATOR

FOR

ADMINISTRATOR NORTH SHORE ACADEMY Doug Bolton

ADMINISTRATOR EDUCATIONAL & LIFE SKILLS PROGRAM Jennifer Pearson

Nancy Kind

TECHNOLOGY Eric Martin Program Supervisors Martha Rode Lauren Schulman Jackie Smith Program Supervisors Leslie Amezquita Adam Berkson Jan Sonderman Program Supervisors Danielle Dubi Mary Pat Krones Susan Levi Mary Miller Monica Potempa Margaret Wade Program Coordinators Karolyn Berkiel TECHNOLOGY SERVICES John Burmeister ADAPTED PHYSICAL EDUCATION Mary Beth DeFauw TRANSITION Susan Hans PARENT MENTOR Naomi Hershman VISION SERVICES Terry Kinsey OCCUPATIONAL &PHYSICAL THERAPY TIM SCOTELLARO NSA-E EXECUTIVE DIRECTOR LOW INCIDENCE COOPERATIVE AGREEMENT Rebecca Streit HEALTH SERVICES COORDINATOR Ingrid Thompson Kristin Swanson AUTISM TEAM LEADER DISTRICT SERVICES COORDINATORS Carrie de la Cruz Maggie Liddell Andy Piper Pamela Radford

EVALUATION GOALS The evaluation process presents a common core of desirable knowledge, dispositions and performances that will help link leadership more forcefully to productive school programs and enhanced student outcomes. The evaluation standards are aligned with the National Council for the Accreditation of Teacher Education (NCATE) curriculum guidelines for school administration and major national reports on leadership for tomorrows schools. This evaluation plan is a concerted effort to enhance the skills of school leaders and couple leadership with effective educational processes and valued student outcomes. This evaluation process should stimulate vigorous thought and dialogue about quality educational leadership among stakeholders in the area of school administration. This evaluation process should also provide raw material that will help stakeholders across the Districts education landscape enhance the quality of educational leadership throughout the Districts programs.

FORMATIVE EVALUATION Evaluations that help to shape, mold, form or improve performance during the developmental stage are formative. Evaluating administrators must provide frequent and specific feedback aimed at improving administrative personnel performance. Formative evaluations promote improvement and assist in identifying areas for personal and professional growth. SUMMATIVE EVALUATION Evaluations that allow final decisions about performance are summative. The annual and biennial evaluations of personnel are summative evaluations and include information from formative evaluations. INFORMAL FEEDBACK It is important that administrative personnel receive frequent feedback from evaluating administrators soon after each performance observation quickly enough so that administrative personnel are able to take any necessary corrective action before the next observation. This feedback will be considered informal and may take the form of a brief written note after an observation. The written note is not considered to be a part of the final, written evaluation. There should be no surprises when the formal, written evaluation is completed. Feedback should always be specific and include examples.
TENURE FOR ADMINISTRATIVE PERSONNEL Administrative personnel achieve tenure in the District after four (4) probationary years based upon their Illinois certification. Tenure in administrative positions is not granted by the District except as indicated in single or multi-year contracts. Continuation in administrative positions is dependent upon satisfactory evaluations in all areas important to the administrators administrative responsibilities as determined by the administrator and the evaluating administrator in the September/October pre-evaluation meeting. DATA COLLECTION Administrative personnel are evaluated based upon performance data gathered by the evaluating administrators. Each administrative evaluation may be based upon the following information: 1. Attendance and punctuality 2. Collaboration skills 3. Planning that supports research based instruction 4. Mentoring staff and administrative colleagues
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5. Competency and knowledge in fulfilling the administrative assignment 6. Timelines and accuracy of reports and assigned projects 7. Contributions to District programs 8. Contributions to District vision and mission 9. Problem identification and problem solving activities 10. Reports from activities in the member district 11. Conference and District presentations 12. Contributions to public school policy and leadership issues

DIFFERENTIATED EVALUATION FOR ADMINISTRATORS Administrators who have completed at least four (4) complete administrative evaluations with excellent ratings may, upon mutual agreement between the administrative personnel and the evaluating administrator, participate in a differentiated administrative evaluation in place of the evaluation used for other administrative personnel. The Districts Differentiated Evaluation for Administrators Form shall be used.
EVALUATION TIMELINES All administrative personnel are evaluated at least once during the term of their contract or more frequently if deemed necessary by the evaluating administrator. Single-year contractual administrative personnel shall be evaluated by February 1st of each school year, and multi-year contractual administrative personnel shall be evaluated by February 1 of the final year of the multiyear contract pursuant to Section 24 A-15 of the Illinois School Code. All administrative evaluations are written and include a description of the administrative personnel duties, strengths and weaknesses along with supportive data. The administrative evaluation shall be aligned with the Illinois Professional Standards for School Leaders. Failure to evaluate and provide the administrative personnel with a copy of the evaluation at least once during the term of the contract will serve as evidence of satisfactory performance and will automatically extend the administrative personnel contact for a period of one year after the contract would otherwise expire. Activity Pre-evaluation meeting to review evaluation process and the performance indicators applicable to the administrative responsibility. Mid term informal feedback Responsibility Evaluating administrator and the administrator to be evaluated Date September/October with ongoing feedback

Evaluating administrator

November/December with ongoing feedback No later than February 1 each year

Final evaluation for single-year contract administrative personnel Final evaluation for multi-year administrative personnel

Evaluating administrator

Evaluating administrator

No later than February 1 of the final year of the multi-year contract

PRINCIPLES FOR LEADERSHIP STANDARDS Leadership standards set the criteria for the evaluation of administrative personnel. In all instances, an attempt is made to follow seven (7) principles that help orient the development and selection of leadership standards: Standards should reflect the importance of student learning. Standards should acknowledge the changing role of the school leader. Standards should recognize the collaborative nature of school leadership. Standards should be high and upgrade the quality of the profession. Standards should inform performance based systems of assessment and evaluations. Standards should be coherent. Standards should be focused on ideas of access, opportunity, and empowerment for all members of the school community. LEADERSHIP STANDARDS A school administrator promotes the success of all students by facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community. A school administrator promotes the success of all students by advocating, nurturing, and sustaining a school culture and instructional program conducive to student learning and staff professional development. A school administrator promotes the success of all students by ensuring management of the organization, operations, and resources for a safe, efficient, and effective learning environment. A school administrator promotes the success of all students by collaborating with families and community members, responding to diverse community interests and needs, and utilizing community resources. A school administrator promotes the success of all students by acting with integrity, fairness, and in an ethical manner. A school administrator promotes the success of all students by responding to and influencing the larger political, social, economic, legal, and cultural context. A school administrator promotes the success of all students by supervising personnel who work under the administrators guidance.

LEADERSHIP STANDARDS AND PERFORMANCE INDICATORS STANDARD ONE: A school administrator is an educational leader who promotes the success of all students by facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community. 1. The vision and mission of the program/services are collaboratively developed. 2. The vision and mission are effectively communicated. 3. The core beliefs of the vision are modeled. 4. Progress toward the vision and mission is communicated to everyone. 5. The vision and mission shape the educational programs, plans, and actions of the program/service. 6. Data related to student learning are used to develop the program/service mission and goals.
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7. An implementation plan is developed in which objectives and strategies to achieve the vision and goals are clearly articulated. 8. Barriers to achieving the vision, mission, and goals are identified, clarified, and addressed. 9. Financial, human, and material resources are sought and obtained to support the implementation of the school mission and goals. 10. The vision, mission, goals, and implementation plans are regularly monitored, evaluated, and revised. 11. Effective communication is used at all times. 12. Effective consensus-building and negotiation skills are used. 13. Long-term plans are developed and implemented. 14. Theories of educational leadership are used to develop the program/services plans. 15. The Districts vision is advocated and communicated to others. STANDARD TWO: A school administrator is an educational leader who promotes the success of all students by advocating, nurturing, and sustaining a school culture and instructional program conducive to student learning and staffs professional growth. 1. The continuum of students growth and development is considered. 2. Learning theories are applied. 3. Curriculum design, implementation, evaluation, and refinement are utilized. 4. Principles of effective instruction and best practices are utilized. 5. Measurement, evaluation, and assessment strategies are a part of the program. 6. Adult learning and professional development models are incorporated. 7. The change process for systems, organizations, and individuals is considered. 8. The role of technology in promoting students learning and professional development are considered. 9. Classroom management is included. 10. All individuals are treated with fairness, dignity, and respect. 11. Professional development promotes a focus on students learning. 12. Students and staff are valued. 13. The responsibilities and contributions of each individual are acknowledged. 14. Barriers to students learning are identified, clarified, and addressed. 15. Diversity is considered in developing learning experiences. 16. Life-long learning is encouraged and modeled. 17. There is a culture of high expectations for self, students, and staffs performance. 18. Appropriate technologies are used in teaching and learning. 19. Students and staffs accomplishments are recognized. 20. Multiple opportunities to learn are available to all students. 21. Curricular, co-curricular, and extra-curricular programs are designed, implemented, evaluated, and refined. 22. Decisions about curriculum are based on research, standards developed by learned societies, and the needs of the community. 23. The schools culture and climate are assessed on an ongoing basis. 24. Multiple sources of data regarding performance are used by staff and students. 25. Various supervisory and evaluation models are employed. 26. Pupil personnel programs are developed to meet the needs of students and their families.
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27. Professional development is clearly based upon instruction and student outcomes. 28. Professional conferences are attended and program/services appropriately changed, and information is shared 29. Discusses research-based best practices in the area of administrators responsibility are utilized and clearly evident. STANDARD THREE: A school administrator is an educational leader who promotes the success of all students by ensuring management of the organization, operations, and resources for a safe, efficient, and effective learning environment. 1. Theories and models of organizations and the principles of organizational development are utilized. 2. Principles and issues relating to school safety and security are considered. 3. Principles and issues relating to fiscal operations of school management are considered. 4. Principles and issues relating to school facilities and use of space are consistent. 5. Legal issues impacting school operations are considered. 6. Knowledge of learning, teaching, and students development is used to make management decisions. 7. Operational procedures maximize opportunities for learning. 8. Emerging trends are recognized, studied, and applied as appropriate. 9. Collective bargaining and other contractual agreements related to the school are effectively managed. 10. Time is managed to maximize attainment of organizational goals. 11. Potential problems and opportunities are identified, confronted, and resolved in a timely manner. 12. Resources are aligned to positive student outcomes. 13. Organizational systems are monitored on an ongoing basis and modified as needed. 14. Responsibilities are shared with staff to maximize ownership and accountability. 15. Effective problem-identification and problem-solving skills are used. 16. There is effective use of technology to manage school operations. 17. Resources of the school are managed ethically, legally, efficiently, and effectively. 18. A safe, clean, and aesthetically pleasing school environment is created and maintained. 19. Responsibility is delegated in an appropriate manner and amount. 20. A reasonable budget is developed and monitored to ensure that program/services stay within the approved budget. STANDARD FOUR: A school administrator is an educational leader who promotes the success of all students by collaborating with families and community members, responding to diverse community interests and needs, and mobilizing community resources. 1. Emerging issues and trends that potentially affect the school community are identified. 2. The conditions and dynamics of a diverse school community are recognized. 3. Community resources are effectively included in the school program. 4. Community relations are recognized and incorporated into the program. 5. Successful models of school, family, business, community, government, and higher education partnerships are visible in the management of the program/services.
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6. Relationships with community leaders are identified and nurtured. 7. Information about family and community concerns, expectations, and needs is utilized. 8. There are relationships with business, political, and service agencies and organizations. 9. Individuals and groups with diverse values and opinions are treated equitably. 10. The school and community serve each other as resources. 11. Partnerships are established with area businesses, institutions of higher education, and community groups to strengthen programs and support student goals. 12. Community resources and social services are integrated to enhance student goals. 13. Multi-cultural awareness, gender sensitivity, community collaboration, and racial and ethnic appreciation are promoted and modeled. 14. A comprehensive program of community relations is established and implemented. 15. Opportunities for staff to develop collaborative skills are provided. 16. Works with dissenting community members to reach understanding. 17. Conflict resolution skills are demonstrated. 18. Parent and community input into program/services plans are considered. STANDARD FIVE: A school administrator is an educational leader who promotes the success of all students by acting with integrity, fairness, and in an ethical manner. 1. The purpose of education and the role of leadership are demonstrated. 2. The values and challenges of the diverse school community are considered when planning program/services goals. 3. Professional codes of ethics are followed at all times. 4. Personal and professional values are examined and are evident. 5. Personal and professional code of ethics are demonstrated. 6. Values, beliefs, and attitudes that inspire others to higher levels of performance are demonstrated. 7. Job performance serves as a role model. 8. The impact of administrative practices on others is considered. 9. People are treated fairly, equitably, and with dignity and respect. 10. The rights and confidentiality of others are protected. 11. Appreciation for and sensitivity to the diversity in the school community is demonstrated. 12. The prevailing values of the diverse school community are examined and considered. 13. Others in the school community are expected to demonstrate integrity and exercise ethical behavior. 14. Legal and contractual obligations are fulfilled. 15. Laws and procedures are fairly applied. 16. The importance of equity in a democratic society is demonstrated. 17. Personnel assignments are equitable and based upon the strengths of personnel and required job performance outcomes. STANDARD SIX: A school administrator is an educational leader who promotes the success of all students by understanding, responding to, and influencing the larger political, social, economic, legal and cultural context. 1. Principles of representative governance are applied in the program. 2. The role of public education in developing and renewing a democratic society and an economically productive nation are discussed when making program decisions.
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3. 4. 5. 6. 7.

Program planning includes legal requirements related to the student population. Models and strategies of change and conflict resolution are applied. Global issues and forces affecting teaching and learning are considered. Policy development and advocacy as necessary to manage programs are demonstrated. A clear understanding of the roles that societal trends, issues, and potential changes in the environment play in the operation of educational programs is communicated. 8. Ongoing dialogue with and between representatives of diverse community groups is encouraged. 9. The school community works within the framework of policies, laws, and regulations enacted by local, state, and federal authorities. 10. Lines of communication are developed with decision-makers outside the school community. 11. Opportunities to shape public education policy when present are acted upon. 12. Writes clearly and succinctly and proofs material for grammar, spelling, accuracy, neatness, content, and clarity. 13. Written material is prepared in a timely manner and is within the timeline requested by supervising administrators. STANDARD SEVEN: A school administrator promotes the success of all students by supervising personnel who work under the administrators guidance. 1. Assigned evaluations are completed in a timely manner with supportive data as back up. 2. Frequent and consistent feedback to personnel prior to completing final evaluations is provided. 3. The expected criteria for successful job performance are communicated to personnel along with the basis for determining unsuccessful job performance. 4. Personnel are supervised according to research based instructional strategies. 5. Methods for personnel to conduct self-evaluations are provided. 6. Appropriate remediation as necessary is provided. 7. A variety of data sources in completing evaluations and providing supervision are utilized. 8. Research based instruction is modeled for personnel who are expected to provide research based instruction, observation and feedback are provided. 9. The manner in which student outcomes result from instruction is demonstrated. 10. Evaluations are clearly discussed in a positive manner and specific examples to highlight and demonstrate evaluation comments are communicated to staff.

APPENDIX A

JOB DESCRIPTIONS

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APPENDIX B

EVALUATION INSTRUMENT

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DIFFERENTIATED EVALUATION FOR ADMINISTRATORS Administrative personnel who have completed at least four (4) complete administrative evaluations with excellent ratings may, upon the agreement of the administrative personnel and the evaluating administrator, complete a differentiated evaluation. Administrator: __________________________________ Date: __________________ Evaluating Administrator: _________________________ Date: __________________ Signature above indicates agreement to complete a differentiated evaluation. I. II. III. IV. V. VI. Description of the differentiated evaluation activity: Agreed upon outcomes: Schedule of evaluation meetings: Recommendations: Areas of distinction: Comments:

(Additional information may be attached on separate pages; please indicate) After consideration of the outcomes of this differentiated evaluation activity, the summative performance is evaluated as:
Unsatisfactory ____ Performs at limited levels in one or more areas important to program and student success. Satisfactory _____ Performs at basic and proficient levels in all areas important to program and student success. Excellent _____ Performs at proficient levels in all areas important to program and student success.

After completion of the differentiated evaluation, signatures below indicate that the evaluation has been discussed, personnel have a copy and understand that a copy will be placed into the personnel file, and personnel understand that they may add additional comments which will be attached to the differentiated evaluation report. ____________________________ Administrator ____________________________ Date ________________________________ Evaluating Administrator ________________________________ Date
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EVALUATION/LEADERSHIP REFERENCES Barkley, S., Bottoms, G., Feagin, C., and Clark, C. Leadership matters: Building leadership capacity. Southern Regional Education Board. Atlanta, GA. May, 2001. Bottoms, G., ONeill, K., and Hill, D. Good principals are the key to successful schools: Six strategies to prepare more good principals. Southern Regional Education Board. Atlanta, GA. June, 2003. Content standards for educators. Illinois State Board of Education: Division of Professional Preparation. Springfield, IL. June, 2000. Illinois Professional School Leader Standards: Standards for Administrative Certification. 23 Illinois Administrative Code: Chapter I. State Board of Education, Subchapter b., Personnel, Part 24. Illinois State Board of Education. Springfield, IL. May, 2002. Illinois State Standards for Director of Special Education. 23 Illinois Administrative Code: Chapter 1. Section 29.140. Springfield, IL. June, 2006. Leadership for student learning: Restructuring school district leadership. Institute for Educational Leadership. Washington, D.C., 2001, retrieved on March 6, 2007 from http://www.iel.org/programs/21st/reports/district.pdf Leadership for student learning: Reinventing the principalship. Institute for Educational Leadership. Washington, D.C., retrieved on March 6, 2007 from http://www.iel.org/programs/21st/reports/direct.pdf Leithwood, K., Seashore, K., Anderson, S., and Wahlstrom, K. How leadership influences learning. Center for Applied Research and Educational Improvement and The Ontario Institute for Studies in Education. September, 2004, retrieved on March 7, 2007 from http://www.wallacefoundation.org/KnowledgeCenter/KnowledgeTopics/EdcuationalLeadership/ HowLeadershipInfluencesStudentLearning.htm Preparing and supporting school leaders: The importance of assessment and evaluation. Institute for Educational Leadership. Washington, D.C., 2005, retrieved on March 7, 2007 from http://www.iel.org/pubs/schoolleaders.pdf Standards for school leaders. Interstate School Leaders Licensure Consortium, Council of Chief State School Officers. Washington, D.C. June, 1996.

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NORTHERN SUBURBAN SPECIAL EDUCATION DISTRICT 760 Red Oak Lane Highland Park, IL 60035 (847) 831-5100 FAX (847) 831-5108 www.nssed.org

ADMINISTRATIVE EVALUATION INSTRUMENT

School Year

Administrator

Evaluating Administrator

LEADERSHIP STANDARDS AND PERFORMANCE INDICATORS STANDARD ONE: A school administrator is an educational leader who promotes the success of all students by facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community. 1. 2. 3. 4. 5. The vision and mission of the program/services are collaboratively developed. The vision and mission are effectively communicated. The core beliefs of the vision are modeled. Progress toward the vision and mission is communicated to everyone. The vision and mission shape the educational programs, plans, and actions of the program/service. 6. Data related to student learning are used to develop the program/service mission and goals. 7. An implementation plan is developed in which objectives and strategies to achieve the vision and goals are clearly articulated. 8. Barriers to achieving the vision, mission, and goals are identified, clarified, and addressed. 9. Financial, human, and material resources are sought and obtained to support the implementation of the school mission and goals. 10. The vision, mission, goals, and implementation plans are regularly monitored, evaluated, and revised. 11. Effective communication is used at all times. 12. Effective consensus-building and negotiation skills are used. 13. Long-term plans are developed and implemented. 14. Theories of educational leadership are used to develop the program/services plans. 15. The Districts vision is advocated and communicated to others.
Unsatisfactory _____ Satisfactory _____ Excellent _____

Comments:

STANDARD TWO: A school administrator is an educational leader who promotes the success of all students by advocating, nurturing, and sustaining a school culture and instructional program conducive to student learning and staffs professional growth. The continuum of students growth and development is considered. Learning theories are applied. Curriculum design, implementation, evaluation, and refinement are utilized. Principles of effective instruction and best practices are utilized. Measurement, evaluation, and assessment strategies are a part of the program. Adult learning and professional development models are incorporated. The change process for systems, organizations, and individuals is considered. The role of technology in promoting students learning and professional development are considered. 9. Classroom management is included. 10. All individuals are treated with fairness, dignity, and respect. 11. Professional development promotes a focus on students learning. 12. Students and staff are valued. 13. The responsibilities and contributions of each individual are acknowledged. 14. Barriers to students learning are identified, clarified, and addressed. 15. Diversity is considered in developing learning experiences. 16. Life-long learning is encouraged and modeled. 17. There is a culture of high expectations for self, students, and staffs performance. 18. Appropriate technologies are used in teaching and learning. 19. Students and staffs accomplishments are recognized. 20. Multiple opportunities to learn are available to all students. 21. Curricular, co-curricular, and extra-curricular programs are designed, implemented, evaluated, and refined. 22. Decisions about curriculum are based on research, standards developed by learned societies, and the needs of the community. 23. The schools culture and climate are assessed on an ongoing basis. 24. Multiple sources of data regarding performance are used by staff and students. 25. Various supervisory and evaluation models are employed. 26. Pupil personnel programs are developed to meet the needs of students and their families. 27. Professional development is clearly based upon instruction and student outcomes. 28. Professional conferences are attended and program/services appropriately changed, and information is shared 29. Discusses research-based best practices in the area of administrators responsibility are utilized and clearly evident. 1. 2. 3. 4. 5. 6. 7. 8.
Unsatisfactory _____ Satisfactory _____ Excellent _____

Comments:

STANDARD THREE: A school administrator is an educational leader who promotes the success of all students by ensuring management of the organization, operations, and resources for a safe, efficient, and effective learning environment. 1. Theories and models of organizations and the principles of organizational development are utilized. 2. Principles and issues relating to school safety and security are considered. 3. Principles and issues relating to fiscal operations of school management are considered. 4. Principles and issues relating to school facilities and use of space are consistent. 5. Legal issues impacting school operations are considered. 6. Knowledge of learning, teaching, and students development is used to make management decisions. 7. Operational procedures maximize opportunities for learning. 8. Emerging trends are recognized, studied, and applied as appropriate. 9. Collective bargaining and other contractual agreements related to the school are effectively managed. 10. Time is managed to maximize attainment of organizational goals. 11. Potential problems and opportunities are identified, confronted, and resolved in a timely manner. 12. Resources are aligned to positive student outcomes. 13. Organizational systems are monitored on an ongoing basis and modified as needed. 14. Responsibilities are shared with staff to maximize ownership and accountability. 15. Effective problem-identification and problem-solving skills are used. 16. There is effective use of technology to manage school operations. 17. Resources of the school are managed ethically, legally, efficiently, and effectively. 18. A safe, clean, and aesthetically pleasing school environment is created and maintained. 19. Responsibility is delegated in an appropriate manner and amount. 20. A reasonable budget is developed and monitored to ensure that program/services stay within the approved budget.
Unsatisfactory _____ Satisfactory _____ Excellent _____

Comments:

STANDARD FOUR: A school administrator is an educational leader who promotes the success of all students by collaborating with families and community members, responding to diverse community interests and needs, and mobilizing community resources. 1. 2. 3. 4. 5. Emerging issues and trends that potentially affect the school community are identified. The conditions and dynamics of a diverse school community are recognized. Community resources are effectively included in the school program. Community relations are recognized and incorporated into the program. Successful models of school, family, business, community, government, and higher education partnerships are visible in the management of the program/services. 6. Relationships with community leaders are identified and nurtured. 7. Information about family and community concerns, expectations, and needs is utilized. 8. There are relationships with business, political, and service agencies and organizations. 9. Individuals and groups with diverse values and opinions are treated equitably. 10. The school and community serve each other as resources. 11. Partnerships are established with area businesses, institutions of higher education, and community groups to strengthen programs and support student goals. 12. Community resources and social services are integrated to enhance student goals. 13. Multi-cultural awareness, gender sensitivity, community collaboration, and racial and ethnic appreciation are promoted and modeled. 14. A comprehensive program of community relations is established and implemented. 15. Opportunities for staff to develop collaborative skills are provided. 16. Works with dissenting community members to reach understanding. 17. Conflict resolution skills are demonstrated. 18. Parent and community input into program/services plans are considered.
Unsatisfactory _____ Satisfactory _____ Excellent _____

Comments:

STANDARD FIVE: A school administrator is an educational leader who promotes the success of all students by acting with integrity, fairness, and in an ethical manner. 1. The purpose of education and the role of leadership are demonstrated. 2. The values and challenges of the diverse school community are considered when planning program/services goals. 3. Professional codes of ethics are followed at all times. 4. Personal and professional values are examined and are evident. 5. Personal and professional code of ethics are demonstrated. 6. Values, beliefs, and attitudes that inspire others to higher levels of performance are demonstrated. 7. Job performance serves as a role model. 8. The impact of administrative practices on others is considered. 9. People are treated fairly, equitably, and with dignity and respect. 10. The rights and confidentiality of others are protected. 11. Appreciation for and sensitivity to the diversity in the school community is demonstrated. 12. The prevailing values of the diverse school community are examined and considered. 13. Others in the school community are expected to demonstrate integrity and exercise ethical behavior. 14. Legal and contractual obligations are fulfilled. 15. Laws and procedures are fairly applied. 16. The importance of equity in a democratic society is demonstrated. 17. Personnel assignments are equitable and based upon the strengths of personnel and required job performance outcomes.
Unsatisfactory _____ Satisfactory _____ Excellent _____

Comments:

STANDARD SIX: A school administrator is an educational leader who promotes the success of all students by understanding, responding to, and influencing the larger political, social, economic, legal and cultural context. 1. Principles of representative governance are applied in the program. 2. The role of public education in developing and renewing a democratic society and an economically productive nation are discussed when making program decisions. 3. Program planning includes legal requirements related to the student population. 4. Models and strategies of change and conflict resolution are applied. 5. Global issues and forces affecting teaching and learning are considered. 6. Policy development and advocacy as necessary to manage programs are demonstrated. 7. A clear understanding of the roles that societal trends, issues, and potential changes in the environment play in the operation of educational programs is communicated. 8. Ongoing dialogue with and between representatives of diverse community groups is encouraged. 9. The school community works within the framework of policies, laws, and regulations enacted by local, state, and federal authorities. 10. Lines of communication are developed with decision-makers outside the school community. 11. Opportunities to shape public education policy when present are acted upon. 12. Writes clearly and succinctly and proofs material for grammar, spelling, accuracy, neatness, content, and clarity. 13. Written material is prepared in a timely manner and is within the timeline requested by supervising administrators.
Unsatisfactory _____ Satisfactory _____ Excellent _____

Comments:

STANDARD SEVEN: A school administrator promotes the success of all students by supervising personnel who work under the administrators guidance. 1. Assigned evaluations are completed in a timely manner with supportive data as back up. 2. Frequent and consistent feedback to personnel prior to completing final evaluations is provided. 3. The expected criteria for successful job performance are communicated to personnel along with the basis for determining unsuccessful job performance. 4. Personnel are supervised according to research based instructional strategies. 5. Methods for personnel to conduct self-evaluations are provided. 6. Appropriate remediation as necessary is provided. 7. A variety of data sources in completing evaluations and providing supervision are utilized. 8. Research based instruction is modeled for personnel who are expected to provide research based instruction, observation and feedback are provided. 9. The manner in which student outcomes result from instruction is demonstrated. 10. Evaluations are clearly discussed in a positive manner and specific examples to highlight and demonstrate evaluation comments are communicated to staff.
Unsatisfactory _____ Satisfactory _____ Excellent _____

Comments:

ANNUAL ADMINISTRATIVE PERFORMANCE GOALS Select one (1) Essential Job Function from your current job description and develop an annual goal. Essential Job Function:

Performance Goal:

Evidence of Completion:

Resources Needed:

Goal Completion Timeline:

Select one professional goal which you believe will increase your effectiveness as an administrator in our District. Professional Goal:

Evidence of Completion:

Resources Needed:

Goal Completion Timeline:

EVALUATION SUMMARY This administrators evaluation is summarized below:

Unsatisfactory ____ Performs below expected levels in any area important to administrative responsibility. Satisfactory _____ Performs at expected or greater than expected levels in all areas important to administrative responsibility. Excellent _____ Performs at greater than expected levels in all areas important to administrative responsibility.

The following areas are rated Distinguished because this administrator has changed the way the District conducts business on behalf of our students and their families.

Highlighted

The administrator has read this evaluation and may wish to make additional comments on a separate sheet. If the administrator wishes to make additional comments, the additional comments must always be attached in order for this evaluation to be considered a final evaluation. Evaluating Administrator:___________________________________ Date:________________

Yes, I wish to add additional comments to this evaluation. No, I do not wish to add additional comments to this evaluation.
Administrator: ___________________________________________ Date: ________________