1. Evaluating principal effectiveness Focal Point 2012

2. For many, we are their last best hope.

3. They will need our best work.

4. Battle for LA video

5. What is the point?

6. Purposes Accurately, fairly, and rigorously assess principal effectiveness Provide feedback and develop capacity Make decisions related to who will lead schools Raise student achievement

7. Purposes Being crystal clear with principals about what the district values In some places differentiate compensation Meet legal requirements

8. What if principals were the key?

9. Support PRINCIPALS Results Student Achievement Quality of Instruction Philosophy/ Culture Metrics

10. Support PRINCIPALS Results Student Achievement Quality of Instruction Philosophy/ Culture Metrics Support Teachers Metrics Results

11. Support PRINCIPALS Results Student Achievement Quality of Instruction Philosophy/ Culture Metrics Support Central Office Metrics Results School Supervision Other departments Support Metrics

12. Seven Considerations 1. What does a great school look like? 2. What do effective principals do? 3. How will principal effectiveness be monitored? 4. Is there a process in place for developing principals?

13. Seven Considerations 5. What are the District’s Core Beliefs? 6. How is accountability defined? 7. What is the capacity of the evaluators?

14. How ready is your district?

15. Readiness Assessment 1. There is agreement amongst the leaders in our district about what a great school looks like. 2. There is agreement amongst the leaders in our district about what effective leaders do. 3. The leaders in our district are clear about how effectiveness of what they do will be monitored. 4. There is a process in place to develop current and perspective leaders in our district.

16. 5. Leadership of our district is in agreement regarding the top three priorities for this year. 6. Leadership of our district is in agreement that the above priorities are the three top priorities that are most important for our mission. 7. Leaders know and are in agreement with how accountability for their work will be defined. Readiness Assessment

17. 8. There is agreement amongst the leadership in our district that accountability and evaluation are fair, accurate and rigorous. 9. Leadership at all levels of our district has the capacity to lead and evaluate others. 10. Feedback on progress is provided regularly to all leaders in our district. 11. Leaders in our district can clearly define their roles and who will be evaluating them. Readiness Assessment

18. 12. The leaders in our district would say they have the support they need to do their jobs well. 13. Overall, our leadership is ready for an evaluation instrument that is fair, accurate and rigorous. Readiness Assessment

19. The Focal Point Principal Practice Evaluation Instrument Please refer to the handouts

20. The Focal Point Principal Practice Evaluation Instrument Aligns to ISLLC Standards of 2008. Is fair rigorous and accurate. Is proven and tested. Provides support for district leaders based on needs assessment. Is part an aligned system can be used to increase overall systemic effectiveness.

21. Million Dollar Baby Video

22. What Focal Point says about effective principals…

23. Great principals lead.

24. Keep the focus on instruction Are good at instruction  Good, first instruction  Curriculum alignment Develops staff They improve the quality of instruction.

25. Get results – improve achievement

26. Establish the “philosophy” and culture of the school

27. Metric Total Pts. Performance (50%) Performance rubric30 Systems review5 Retention of effective teachers5 Improving teacher effectiveness5 Congruence between teacher performance and student achievement 5 Achievement (50%) State assessments18 District assessments12 School specific goals5 Graduation rate or proficiency rate of 5 th or 8 th graders 5 Accreditation10 Measuring Principal Effectiveness – the Metrics

28. Performance areas Leadership The instructional program Staff development Effective management Professional responsibilities

29. A1. ESTABLISHES A SHARED VISION OF SUCCESSWt.  Reinforces core beliefs 2x  Guides staff to a shared vision 1x  Establishes goals and clarifies purpose 1x A2. LEADS CHANGE Wt.  Leads change 2x A3. MAXIMIZES HUMAN POTENTIAL Wt.  Maximizes potential 1x  Inspires staff 1x A4. DEMONSTRATES OTHER LEADERSHIP SKILLS Wt.  Communicates well and practices sense-making 2x  Makes effective decisions 1x  Demonstrates broad perspective 1x LEADERSHIP

30. THE INSTRUCTIONAL PROGRAM B1. MAINTAINS A COMPREHENSIVE PROGRAM OF INSTR.Wt.  Establishes a standards-based and aligned curriculum 2x  Helps staff understand and learn what great looks like 1x  Develops a program of instruction that meets the needs of all students 1x B2. IMPROVES THE QUALITY OF INSTRUCTION Wt.  Provides effective instructional feedback 2x  Improves the quality of instruction 3x  Conducts effective formal observations and evaluations 2x B3. PROVIDES FOR ASSESSMENT OF INSTRUCTIONWt.  Ensure student proficiency is progress-monitored and accurately assessed 1x

31. EFFECTIVE MANAGEMENT D1. MANAGES RESOURCES EFFECTIVELYWt.  Manages personnel and material resources 1x  Aligns budget with instructional program and professional development 2x D2. TIME MANAGEMENTWt.  Develops effective school and class schedules 1x  Manages his individual time well 1x D3. SCHOOL CLIMATE  Maintains a safe and orderly learning environment 2x

32. PROFESSIONAL RESPONSIBILITIES E1. MAINTAINS POSITIVE RELATIONS w/ DIST. AND COMMUNITYWt.  Maintains positive relations with District personnel 1x  Builds positive relations with parents and school stakeholders 2x E2. GROWS PROFESSIONALLYWt.  Maintains personal professional development 1x  Contributes to the profession 1x

33. PRINCIPAL EFFECTIVENESS CriteriaWeight Leadership3x Instructional Program3x Staff Development2x Effective Management1x Professional Responsibilities1x

34. 2013-2014 How does your new, ideal evaluation system differ from the system you have now?

35. 2013-2014 What are the top three things you would want to be evaluated on? Would anything need to change in the way you are currently evaluated?

36. How will your evaluator know when you have done well?

37. How will principal effectiveness be monitored?

38. New Jersey Interim Report Measures of effective practice (40%)  Recommendation to adopt the Educational Leadership Policy Standards (ISLLC)  Districts to choose from a list of state- approved rubrics, templates, and tools  May receive a waiver if the District has a more rigorous locally developed tool

39. New Jersey Interim Report Retention of effective teachers (10%)  Principal’s effectiveness in improving teacher effectiveness Growth of teachers’ rating  Principal’s effectiveness in recruiting and retaining effective teachers  Principal’s effectiveness in exiting ineffective teachers

40. New Jersey Interim Report Measures of Student Achievement (50%)  Aggregated performance on statewide assessments (35%)  School-specific achievement goal (15%) Such as graduation rate increase Could be multiple measures

41. Support Metrics

42. What does support look like? Professional development of principals?  Trainings  Job-embedded coaching  Professional learning community Instructional support?  Help in coaching teachers  Curriculum alignment Curriculum maps and assessments

43. What does support look like? Human capital management?  Recruitment and selection of teachers  Removing ineffective teachers Defined autonomy?  Focus on results  Budget and other resources

44. What does support look like? Leadership development? Accurate evaluations?  Clear expectations  Effective feedback  Use of data  Mid-year reviews  System review

45. What does support look like? The District working systemically?  Focus  Aligned system Central Office goals related to support? Competent evaluators with time to coach?

47. The need is great.

48. The challenges many...

49. They will need your best work.

50. Lead well!

51. Contact Information www.FocalPointEd.com www.Focal 719 492-7967 303 442-0131 Dr. Andrea Kutinsky drandie305@gmail.com Dr. David Roudebush droudebush@focalpointed.com