April 29, 2011

Developing Effective Leaders: Principal Evaluation Systems

CCSSO – National Summit on Educator Effectiveness

Principal Effectiveness

Accurately Assessing Principal Effectiveness

Student Achievement Outcomes• Student assessment results and

measures of college readiness• Emphasize growth over attainment

Teacher Effectiveness• Growth in the percentage of teachers

making “effective” gains in student achievement

• Improvement in the “differential retention” of teachers evaluated as effective

Performance Standards Focus on domains of leadership that

have been shown to drive results for students

Fold in other elements (e.g., parent surveys) as data on the accomplishment of leadership actions

Guiding Principles for Use Of Student Outcomes

Focus more on growth than attainmentValue all students, not just those approaching

proficiencySet targets that close in-school or cross-school

achievement gaps Include “on track” to college non-test measuresUse multiple years of data for high stakes

consequencesEnsure alignment to other state/LEA accountability

systems for principals and schools

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Teacher effectiveness

Principal Effectiveness

Teacher Effectiveness

Student Outcomes

The principal’s impact on teacher effectiveness is measured three ways:

1.The improvement of student outcomes

2.Increases in the percentage of teachers on staff who are effective or highly effective

3.Principal actions–The Retention of Effective and Highly Effective Teachers–Effective Managing and Counseling Out Low Performers–Rigorous Differentiated Performance Evaluations–Development of Teachers

Six Domains of Leadership Actions

1. Vision for Results and Equity

2. Planning and Operations

3. Culture (including families and community)

4. Learning and Teaching

5. Staff Development and Management

6. Personal Leadership and Growth

New Leaders for New Schools: CONFIDENTIAL 6

Role of the Principal Manager

Evaluation Implementation

Principal Effectiveness

• Access to robust data streams

• Job design allows for frequency of school observation

• Significant investments in norming and strong tools/rubrics for evaluation

• Accountable for improving principal effectiveness and student outcomes

• Use evaluation information to drive supports and professional growth

• Implement rewards and consequences based on evaluations

Aligning All Leadership Policies

Principal Standards and

Evaluation

Retention, Rewards, & Dismissal

Principal Selection

In-service PD

Evaluation and Management

Pre-Service Training

Pipeline Development

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Principal Autonomy

Data and Support Systems

State Challenges

Evaluator training, especially for distributed/online delivery–Principal evaluation training is more than “video norming”–Designing robust examples of evidence, while avoiding

“checklist”–Providing guidance and skills on student outcomes goal setting

“Principal manager” job design–Scope of management responsibility – number of schools,

other responsibilities–Focus on principal development, not just accountability–Ability to see into human capital management at the school

level