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Certified Evaluation Orientation Principal Professional Growth

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Certified Evaluation Orientation Principal Professional Growth & Effectiveness System LaRue County Schools July 28, 2014 Complete Plan posted on District Website – PowerPoint PPT presentation

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Title: Certified Evaluation Orientation Principal Professional Growth


1
Certified Evaluation Orientation Principal
Professional Growth Effectiveness System
  • LaRue County Schools
  • July 28, 2014
  • Complete Plan posted on District Website

2
PPGES is for Principals Assistant Principals
  • Assistant Principals will inherit some parts of
    PPGES from Principals.
  • Orientation
  • Orientation by the end of the first 30 calendar
    days of employment
  • Staff must sign and date certifying completion of
    Orientation.

3
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4
Multiple Measures
  • Principals
  • Self-Reflection
  • Professional Growth Plan
  • Working Conditions Goal (2 yr)
  • Student Growth Goal
  • State Contribution
  • Local Contribution
  • Site Visit (2)
  • 360 Survey (Val Ed)
  • Other Products of Practice
  • Letters Memos
  • Assistant Principals
  • Self-Reflection
  • Professional Growth Plan
  • Working Conditions Goal (2 yr)inherited
  • Student Growth Goal
  • State Contribution--inherited
  • Local Contribution--inherited
  • No Site Visit
  • No 360 Survey
  • Other Products of Practice
  • Letters Memos

5
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6
Self-Reflection Professional Growth Planspg. 41
  • Self-Reflection
  • Professional Growth Plan
  • Developed and approved by September 30
  • Completed in CIITS
  • Developed and approved by September 30
  • Reviewed by summative conference
  • Must align with school or district improvement
    plans (CSIP or CDIP)
  • Completed in CIITS

7
Working Conditions Goalpg. 42
  • Principals are responsible for setting a two-year
    Working Conditions Growth Goal based on the most
    recent TELL Kentucky Survey (administered in the
    spring of odd years)
  • Developed approved collaboratively with
    Supt/designee by September 30
  • Entered in CIITS
  • By April 1 of off years, principal will give a
    supplemental survey to staff to gather data on
    progress towards the goal (electronic or
    paper-pencil)

WORKING CONDITIONS GOAL RUBRIC WORKING CONDITIONS GOAL RUBRIC
Exemplary At least 10 more than the goal
Accomplished Within 10 of the goal
Developing From the baseline set for the goal to -10 of the goal
Ineffective Below the baseline
8
Student Growth Goalpg. 44-45
  • State Contribution
  • Local Contribution
  • Based on ASSIST- required goals for CSIP
  • Trajectory in SRC
  • May narrow focus
  • Goal for next September
  • Lags 1 Year
  • Developed approved with Supt/designee
  • By Sept 30 (or 2 wks after embargo SRC release)
  • Includes action plan and criteria for success
    rating
  • Based on school need
  • May or may not be related to State Contribution
    Goal
  • Goal for current school year in time for May 1
    summative
  • Developed approved with Supt/designee
  • by Sept 30 (or 2 wks after embargo SRC release)
  • Includes action plan

STUDENT GROWTH GOAL RATING STUDENT GROWTH GOAL RATING
High More than 10 above Goal
Expected or 10
Low More than 10 below goal (Any score below baseline)
One of the two must be tied to Gap. Both
inherited by Asst. Principals.
9
Site Visitspg. 41 360 Surveypg. 42
  • Site Visits
  • 360 Survey
  • 1 per semester
  • Post-Conference within 5 working days, but may be
    electronic
  • Review principal performance standards
  • Val Ed
  • Administered once in non-TELL year (min.)
  • KDE will set approved windows for administration
  • Completed by teachers, principal, and
    supervisor(s)

Assistant Principals will not participate in Site
Visits or 360 Survey.
10
Other Products of Practicepg. 43
  • Program Review evidence
  • team-developed curriculum units
  • lesson plans
  • communication logs
  • timely, targeted feedback from mini or informal
    observations
  • student data records
  • student work
  • student formative and/or summative course
    evaluations/feedback
  • minutes from PLCs
  • teacher reflections and/or self-reflections
  • teacher interviews
  • teacher committee or team contributions
  • parent engagement activities/surveys
  • records of student and/or teacher attendance
  • video lessons
  • engagement in professional organizations
  • action research

To be made available to the Supt/designee in a
timely manner upon request.
11
Letters Memospg. 44
  • In addition to district-adopted evaluation forms,
    letters and memos may be used to document both
    outstanding performance and performance which
    needs improvement.
  • Correspondence dated and signed by both parties
    with a copy provided to Evaluatee
  • Conference highly recommended, but not required

12
Mid-Year Review
  • A mid-year review will be completed to provide
    feedback on progress
  • Adjustments to action plans may be made as a
    result of the mid-year review

13
Summative Evaluation
  • Deadline May 1
  • All formative sources of data will be completed
    prior to the summative conference
  • Summative evaluation will be completed in CIITS,
    then printed/signed/filed in the personnel file
    housed at central office

14
Professional Practice Ratingpg. 46
15
Professional Practice Decision Rulespg. 47
16
Student Growth Goal Ratingpg. 48 (Local Only for
14-15)
  • Both the state and local goal will be given a
    numerical weighting.
  • LOW 1 EXPECTED 2 HIGH 3
  • Combined goal rating will be a simple average of
    the two goals.
  • 3 Year Trend will be used for overall rating when
    available by averaging and using the rating scale
    to the right.

RATING AVERAGE SCORE
Low 1.00 -- 1.49
Expected 1.50 -- 2.49
High 2.50 -- 3.00
17
Overall Performance Categorypg. 48
18
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19
Corrective Action Planpg. 49
  • A Corrective Action Plan shall be developed to
    assist a certified staff member who has failed to
    meet a district standard OR when an immediate
    change is required in practice or behavior.
  • Steps in Corrective Action
  • Administrator initiates the Corrective Action
    Plan process
  • Administrator and teacher collaborate to develop
    the CAP
  • Administrator and teacher develop timeline
  • Administrator and teacher develop appraisal
    method for CAP
  • Administrator evaluates improvement of
    performance at target date
  • Entered in CIITS PGP section and clearly noted in
    the text that its a CAP

20
Appeal Procedure for Summative Evaluationpg.
52-54, 58
  • 1. Evaluatee must submit Appeal Form (pg. 58) to
    the chairperson of the Appeal Panel within 5
    working days of receipt of the evaluation.
  • 2. The Appeal Panel will meet to consider
    evidence and make a recommendation decision.
  • Upholding all parts of the original evaluation.
  • Voiding the original evaluation or parts of it.
  • Ordering a new evaluation by a second certified
    employee who shall be a trained evaluator.

21
Appeal Procedure for Summative Evaluationpg.
52-54, 58 (Cont.)
  • 3. The Appeal Panel will make a recommendation to
    the Superintendent within 15 working days from
    the date of the filing of the Appeal.
  • 4. All parties will be notified of the
    recommendation with a letter citing evidence to
    support the decision.

22
Other Evaluation Notes
  • Supports for each multiple measure are available
    on the KDE-PGES website
  • The Educator Development Suite (EDS) is where
    PGES materials will be entered in CIITS
  • Support for PGES implementation in CIITS is
    available in CIITS including quick-reference
    cards and archived webcasts for tasks
  • Observation windows, timelines and other
    requirements may be adjusted by the supervisor in
    special circumstances where the evaluatee has
    been absent due to extenuating circumstances or
    is a late hire. Must be approved by Supt/designee
    and evaluatee notified within 5 working days of
    return to work. (Pg 10)
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