growing today’s leaders understanding the ohio principal evaluation system
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Growing Today’s Leaders Understanding the Ohio Principal Evaluation System. Parma City School District March 30, 2012. Principal is the lead teacher. Research demonstrates a strong relationship between leadership and achievement Average effect size is .25 - PowerPoint PPT PresentationTRANSCRIPT
Growing Today’s LeadersUnderstanding the Ohio Principal Evaluation System
Parma City School DistrictMarch 30, 2012
Principal is the lead teacher Research demonstrates a strong relationship
between leadership and achievement Average effect size is .25 Instructional leadership has moved from a vague
concept to concrete practices Knowledge and skills strike a right balance 21 specific leadership responsibilities
SMaC Great by Choice – Jim Collins 10xer behaviors
o Fanatic discipline- live to values, principles, standards and goals
o Empirical creativity – look primarily to evidenceo Productive paranoia- establish contingency plans
Leadership recipeo Specific – targeted goals, timeframeo Methodical- controlled, high performance, lead by
actionso Consistent – performance markers, outside influences do
not define work
Second Order Change Break with past Outside of existing paradigms Conflicted with current norms Emergent Unbounded Complex Nonlinear New knowledge required Implemented by stakeholders
Recipe for Today’s School Leader
Curriculum, instruction and assessment
Optimizer Intellectual
stimulation Change agent Monitor and evaluate Flexibility Ideals and beliefs
Responsibilities positively correlated
with 2nd order change.
Important Ingredients
Culture Communication Order Input
Responsibilities that may
suffer during second order
change.
Professional Goal Setting
Goal setting Data S.M.A.R.T. goal Action steps Evidence timeline
District Goal By 2012, elementary student reading
performance per grade level, as measured by DIBELS composite assessments, will reach 75% “at benchmark” level.o Systematically implement RTI data dayso Design targeted interventionso Set expectations by communicating core one
fidelity checklistso Progress monitor all students below benchmark
Self-Reflection Tool
Personal Goal Standards based Essential question guiding reflection Rate performance Determine strengths/weaknesses by standard Identify a growth area S.M.A.R.T goal Actions steps/timeline Rate yourself on Standard 4
Collective Commitment
District Leadership team/Building level team/teacher based team
Shared leadership Focus on practice McRel walkthroughs Data days Moving compliance to commitment Curriculum vs. craft
I think and I feel…to I know because…
Growth model Measurable
o DIBELS, pass/fail rates, o OAA scores, o Value Added, o formative assessments, o summative assessments, o TBT reporting tools, o surveys, o communications
Supporting Leaders Meet them where they’re are Set expectations Use rubric to transition from philosophy to
practice Establish formative meetings Monitoring instruction at classroom level Becoming the lead teacher Attend BLT’s Provide specific feedback
Scenario Read the scenario Discuss practices with table Identify standards in the scenario Rate the performance level using the rubric
Bibliography Collins, Jim, and Morten T. Hansen. Great by
Choice: Uncertainty, Chaos, and Luck : Why Some Thrive despite Them All. New York, NY: HarperCollins, 2011. Print
R. Marzano, T. Waters, B. McNulty (2005). School Leadership that Works. Alexandria, VA: ASCD
Contact Information Parma City School District
o 5311 Longwood Ave. Parma, OH 44134 o 440-842-5300
Cassandra Johnson, Director of Human Resources,o [email protected]
Jodie Hausmann, Director of Elementary Teaching & Learning o [email protected]
Jeff Cook, Director of Secondary Elementary Teaching & Learning o [email protected]