Principal Performance Standard Performance Rating Points Weight Weighted Total (Points x Weight) Standard 1 Exemplary 4 1 4 Standard 2 Proficient 3 1 3 Standard 3 Proficient 3 1 3 Standard 4 Proficient 3 1 3 Standard 5 Proficient 3 1 3 Standard 6 Exemplary 4 1 4 Standard 7 Exemplary 4 4 16 Cumulative Summative Rating 36 The overall summative rating will be judged as exemplary, proficient, developing/needs improvement, or unacceptable using the following range of scores: Unacceptable = 10 – 19 Developing/Needs Improvement = 20 – 25 Proficient = 26 – 34 Exemplary = 35 – 40 Note: Regardless of the overall total points earned, a principal who receives three or more developing/needs improvement ratings on individual performance standards will receive an overall rating of developing/needs improvement or unacceptable. Similarly, a principal who receives one unacceptable rating on a performance standard may receive an overall unacceptable rating. Frequency of Summative Evaluation All principals will be evaluated summatively as prescribed by Yourtown’s division policy. Summative evaluations are to be completed during the last week of school prior to June 5. Figure 16 details Yourtown’s evaluation schedules for all components of the evaluation system. If non-renewal of a principal is anticipated, the summative evaluation ideally will far in advance of the end of the school year. The principal should have an opportunity to complete all of the Performance Improvement Plan activities. The evaluator should submit the signed Principal Summative Performance Report to the Yourtown Human Resource Department within 10 calendar days of completing the summative conference. Figure 16: Evaluation Schedule for Yourtown Public Schools* Timeline Activity Responsibility of
c) review the results of the Performance Improvement Plan with the principal within established timelines. Assistance may include: support from a professional peer or supervisor; conferences, classes, and workshops on specific topics; and/or other resources to be identified. Resolution of Performance Improvement Plan Prior to the evaluator making a final recommendation, the evaluator meets with the principal to review progress made on the Performance Improvement Plan, according to the timeline. The options for a final recommendation include: a) Sufficient improvement has been achieved; the principal is no longer on a Performance Improvement Plan and is rated proficient. b) Partial improvement has been achieved but more improvement is needed; the principal remains on a Performance Improvement Plan and is rated developing/needs improvement. c) Little or no improvement has been achieved; the principal is unacceptable. When a principal is unacceptable, the principal may be recommended for dismissal. If not dismissed, a new Performance Improvement Plan will be implemented. Following completion of the Performance Improvement Plan, if the principal is rated unacceptable a second time, the principal may be recommended for dismissal. Request for Review of an Unacceptable Rating The principal may request a review of the evidence in relation to an unacceptable rating received on a Summative Evaluation or, as a result of a Performance Improvement Plan, in accordance with Yourtown Public School’s policies and procedures. PART II: PERFORMANCE STANDARDS Principals are evaluated on the performance standards the performance appraisal rubrics following each of the standards in this section. The performance indicators are provided as samples of activities that address the standard. 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.
The principal is highly effective 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. The principal inconsistently supports, manages, or oversees the school’s organization, operation, or use of resources. The principal inadequately supports, manages, or oversees the school’s organization, operation, or use of resources. Performance Standard 5: Communication and Community Relations The principal fosters the success of all students by communicating and collaborating effectively with stakeholders. Sample Performance Indicators Examples may include, but are not limited to: The principal: 5.1 for and solicits staff, parent, and stakeholder input to promote effective decision making and communication when appropriate. 5.2 Communicates long- and short-term goals and the school improvement plan to all stakeholders. 5.3 Disseminates information to staff, parents, and other stakeholders in a timely manner through multiple channels and sources. 5.4 Involves students, parents, staff and other stakeholders in a collaborative effort to establish positive relationships. 5.5 Maintains visibility and accessibility to students, parents, staff, and other stakeholders. 5.6 Speaks and writes in an explicit and professional manner to students, parents, staff, and other stakeholders. 5.7 Provides a variety of opportunities for parent and family involvement in school activities. 5.8 Collaborates and networks with colleagues and stakeholders to effectively utilize the resources and expertise available in the local community. 5.9 Advocates for students and acts to influence local, division, and state decisions affecting student learning. 5.10 Assesses, plans for, responds to, and interacts with the larger political, social, economic, legal, and cultural context that affects schooling based on relevant evidence. Exemplary In addition to meeting the requirements for Proficient... Proficient Proficient is the expected level of performance. Developing/ Needs Improvement Unacceptable The principal proactively seeks and creates innovative and productive methods to communicate and engage effectively with stakeholders. The principal fosters the success of all students by communicating and collaborating effectively with stakeholders. The principal inconsistently communicates or infrequently collaborates on issues of importance to stakeholders. The principal demonstrates inadequate or detrimental communication or collaboration with stakeholders.
Evaluator Principal Self- Evaluation Principal Self-Evaluation Form  Observation/ Site Visit Informal Observation/Site Visit Form  Documentation Documentation Cover Sheet (optional)  Surveys Teacher/Staff Survey  Survey Summary Form  Goal Setting Student Academic Progress Goal Setting Form   Reports Principal Formative Assessment Form (optional)  Principal Interim Performance Report  Principal Summative Performance Report  Improvement Support Dialogue Form (optional)  Performance Improvement Plan Form  * These are recommended, but not required, forms for use in school divisions.
success of all students by facilitating the development, communication, implementation, and evaluation of a shared vision of teaching and learning that to student academic progress and school improvement. Staff evaluation grid Leadership/school improvement team agendas Building administrator responsibility chart Professional goals Master schedule Student progress monitoring data Schedules for students in the alternative education program Project-specific summaries of a goal Compliance with Standards of Accreditation Program development development plan List of school committees and members 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. Monthly discipline report Teacher of the Year recommendation Annual report of discipline, and violence Teacher/staff appreciation activities Summary of surveys of staff Student recognition; student 3. Resources Management The principal fosters effective human resources management by assisting with selection and induction, and by supporting, evaluating, and retaining of quality instructional and support personnel. Staff evaluation schedule including observation schedule Evidence of teachers and staff serving as leaders in the school, school division, and school community Monthly discipline report by teacher Teacher licensure renewal schedule Staff evaluations Staff recognition program outline Performance Improvement Plans Mentorship program outline 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. Building schedules Administrator responsibility chart Master schedule and course compliance Facility use log Physical plant and grounds management schedule Annual financial audits Uncollected debts Inventory records Career and Technical Education compliance Special Education compliance Long-range goals Short-range goals 5. Communication and Community Relations Faculty meeting agendas Newsletters PTA/PAC/PTO agendas
Performance Standard 1: Instructional Leadership Exemplary In addition to meeting the requirements for Proficient... Proficient Proficient is the expected level of performance. Developing/ Needs Improvement Unacceptable 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. 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. 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. Comments: Performance Standard 2: School Climate Exemplary In addition to meeting the requirements for Proficient... Proficient Proficient is the expected level of performance. Developing/ Needs Improvement Unacceptable The principal seeks out new opportunities or substantially improves existing programs to create an environment where students and stakeholders thrive and the rigor of academic expectations has significantly increased as evident through results. The principal fosters the success of all students by developing, advocating, and sustaining an academically rigorous, positive, and safe school climate for all stakeholders. The principal inconsistently promotes the success of all students by developing, advocating, or sustaining an academically rigorous, positive, or safe school climate for all stakeholders. The principal does not promote the success of all students by developing, advocating, or sustaining an academically rigorous, positive, or safe school climate for all stakeholders. Comments: Performance Standard 3: Human Resources Management Exemplary In addition to meeting the requirements for Proficient... Proficient Proficient is the expected level of performance. Developing/ Needs Improvement Unacceptable The principal consistently demonstrates expertise in The principal fosters effective human The principal inconsistently assists with The principal inadequately assists with
(Required for a Principal placed on a Performance Improvement Plan) Principal: School: Evaluator: School Year: Performance Standard Number Performance Deficiencies Within the Standard to be Corrected Resources/Assistance Provided; Activities to be Completed by the Employee Target Results of Performance Improvement Plan Performance Standard Number Performance Deficiencies Within the Standard to be Corrected Comments Review Dates
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