Presentation on theme: "Indiana Superintendent Evaluation PROCESS"— Presentation transcript:
1Indiana Superintendent Evaluation PROCESS Calculating ResultsMichael T. Adamson, Ed.D.Director of Board ServicesIndiana School Boards Association
2What’s the Big Deal? IC 20-28-11.5-4 All certificated employees must be evaluated annually.The evaluation instrument or process must meet the standards of evaluation identified in the statute.
3The OpportunityISBA and IAPSS seized the opportunity to develop an evaluation process that reflects the duties and responsibilities of superintendents throughout Indiana, regardless of school size or administrative staff support.The strength of this process predominantly relies on a mutual understanding between a board and its superintendent regarding the objective requirements of evaluation.
4Development of the process Joint committeeIAPSSDr. Tom Little, Jr. – MSD Perry TownshipDr. Sherry Grate – DeKalb CentralDr. Scott Hanback – TippecanoeDr. Kevin Caress – Clark Pleasant (Exec. Dir. of Central IN Education Ctr.)ISBADr. Michael Adamson – Dir. Of Board ServicesLisa Tanselle, Esq. – Staff AttorneyIDOE - AdvisoryDr. Dennis Brooks – Sr. Advisor to IN State Supt. (IEERB Consultant)
5Board ResponsibilitySchool boards are explicitly responsible for annually evaluating their superintendent’s performance.A responsible evaluation is not an informal exercise that mainly relies upon subjective measurements.
6Evaluation Components The total evaluation ranking is achieved by the combined performance scores of 3 evaluation components:The rubric composite scoreThe composite score for personal/corporate goalsThe corporation accountability grade
7Weighing the evaluation This instrument can be applied to any school system, regardless of demographicsBoards and Superintendents mutually determine the weight of each component prior to the evaluation cycle.
8Metrics PercentagesThe percentages next to each of the three categories is to be determined by the board and superintendent at the beginning of each evaluation period. The joint committee’s recommendation is that the greater weight of the evaluation should always reside with the evaluation instrument.Circumstance and priorities should and will affect these percentages from year-to-year and must be a topic of meaningful discussion before each evaluation period if the process is to represent a formative exercise in continuous improvement.
9The Metrics Enter the date the weights were established. This cell fills automatically.Enter the weight to be given to the assessment, e.g. 45 = 45%Enter the weight to be given for the accountability grade, e.g. 30 = 30%Enter the weight to be given to goals/objectives, e.g. 25 = 25%This cell fills automatically.
10The Rubric Adapted from the Doug Reeves Leadership Matrix Consists of 6 categories with a total of 25 indicators aligned with the Indiana Content Standards for Educators – School Leader – District LevelPerformance indicators are aligned in categories that define Highly Effective, Effective, Improvement Necessary, and Ineffective performance
12Rubric PerformanceSuperintendents and the School Board should have a mutual understanding of the performance expectations for each indicator and the kinds of objective evidence of performance prior to completing this evaluation.It is an ISBA and IAPSS recommendation that the greater weight of the evaluation be assigned to the superintendent’s rubric indicator performance.
13Individual Score Sheet Every board member should place a check mark in the box that reflects his or her scores for every indicator in each of the six categories of the evaluation rubric. These are the only choices Marks in-between two boxes should not be counted.
14Evaluation DataThese cells fill automaticallyEnter answers next to each indicator for each board member
15Superintendent goals May be personal goals or corporate objectives Need a minimum of twoIdentify goals at the beginning of the evaluation processDefine the performance categories, i.e., HE, E, I, IN
16Goals/Objectives These cells fill automatically Enter Number of Goals and/or ObjectivesEnter Score Based on Scoring Criteria
17School Rating These cells fill automatically Enter Grade provided from IDOE
18Evaluation Summary All Cells in this Worksheet Fill Automatically If the Total value of categories in the Metric Worksheet is less or greater than 1.0 (100%), these weight cells will be blank.Every board member should sign the evaluation summary.
20Final CommentsSuperintendents should be proactive regarding the evaluation process.The superintendent’s evaluation must be reported along with the evaluations of other certificated employees.If there are questions regarding the process or if additional training is needed for board members, contact ISBA.