Presentation on theme: "B ALTIMORE C ITY P UBLIC S CHOOLS 2013-14 School Leader Effectiveness Evaluation Calculating The Overall Rating Office of Achievement and Accountability."— Presentation transcript:
B ALTIMORE C ITY P UBLIC S CHOOLS School Leader Effectiveness Evaluation Calculating The Overall Rating Office of Achievement and Accountability June 25,
B ALTIMORE C ITY P UBLIC S CHOOLS Principal Evaluation Update Given the transition in state assessments, recent legislation (i.e. former Senate Bill 676) prohibits the use of state assessments for teacher and principal evaluation until City Schools will not use student growth measures in the principal evaluation that will be used for compensation because all of the measures we planned to use include state assessment data. The resulting evaluation will be based on two professional practice measures (i.e. 70% Leadership Framework and 30% 360 Feedback Survey) and the scoring ranges used to determine the overall rating will be adjusted. The 4-tier rating system will be implemented for the first time since contract ratification in Principals will receive a formative report later this summer that includes the student growth measures. 2
B ALTIMORE C ITY P UBLIC S CHOOLS Principal Evaluation Without Student Growth* (April 2014) 3 Measures of Principal Effectiveness 360 Feedback Survey* (30%) Leadership Framework (70%) *City Schools is using the VAL-ED (Vanderbilt Assessment of Leadership in Education) Survey for the 360 feedback survey measure.
B ALTIMORE C ITY P UBLIC S CHOOLS Determining the Evaluation Rating Step 1: Put all components on the same scale so you can compare apples-to-apples Step 2: Assign weights to each component Step 3: Add all the component scores together Step 4: Determine the rating based on the composite score 4
B ALTIMORE C ITY P UBLIC S CHOOLS Start with the Raw Scores 5 Effectiveness MeasurePrincipal’s Raw Score Explanation Leadership Framework3.1Average of the principal’s ratings on a scale of 1 to Feedback Survey3.7Average of the principal’s ratings on a scale of 1 to 5 using the VAL-ED survey. The average includes the supervisor rating, principal rating and instructional staff rating.
B ALTIMORE C ITY P UBLIC S CHOOLS Step 1: Compare Apples to Apples Evaluation Measure ScoreMultiplierScaled ScoreExplanation Leadership Framework Because of the 1-4 scale of the Leadership Framework and rubric, a multiplier of 25 is used to place the score on a 100-point scale 360 Feedback Survey Because of the 1-5 scale of the VAL-ED survey, a multiplier of 20 is used to place the score on a 100-point scale X 25 = X 20 = 74
B ALTIMORE C ITY P UBLIC S CHOOLS Step 2: Assign Weights 7 Evaluation Measure Scaled Score WeightWeighted ScoreExplanation Leadership Framework %54.25Multiply by.7 because the Leadership Framework is worth 70% of the evaluation score 360 Feedback Survey 7430%22.2Multiply by.3 because the 360 Survey is worth 30% of the evaluation score 77.5 x.7 = x.3= 22.2
B ALTIMORE C ITY P UBLIC S CHOOLS Step 3: Add All Components Together 8 Effectiveness MeasureWeighted Score Leadership Framework Feedback Survey 22.2 = Overall Weighted Score (round to 76)
B ALTIMORE C ITY P UBLIC S CHOOLS Step 4: Determine the Rating 9 Final RatingOverall Score Range* Highly Effective 86 and above Effective 72 – 85 Developing Ineffective 54 and below In this example, the overall weighted score of 76 would place this principal’s rating in the “Effective” range. *Score ranges as agreed to by City Schools and PSASA in June 2014
B ALTIMORE C ITY P UBLIC S CHOOLS Evaluation Outcomes 10 The new evaluation includes 4 overall performance ratings (Highly Effective, Effective, Developing, Ineffective) instead of 3 (Satisfactory, Satisfactory with PIP and Unsatisfactory) Composite evaluation ratings will still be used to determine leadership units. The composite evaluation rating, as well as the ratings on any of the measures, will be used to determine professional development opportunities for principals to target strengths and weaknesses. Performance improvement plans can still be written based on the composite evaluation rating, any single evaluation component, or for any reason. They do not have a direct impact on compensation. New Evaluation RatingLeadership Units Highly Effective Effective Developing Ineffective
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