1. Performance Planning and Review A Positive Alternative to Superintendent Evaluation NSBA – March 30, 2008

2. Performance Planning and Review 2 Introductions Penny Tees, President, British Columbia School Trustees Association (BCSTA) Dr. Keven Elder, Superintendent, School District #63 (Saanich, British Columbia) Dr. Stephen Hansen, Executive Director, BCSTA

3. NSBA – March 30, 2008Performance Planning and Review 3 British Columbia, Canada

4. NSBA – March 30, 2008Performance Planning and Review 4 BCSTA The mission of the BC School Trustees Association is to support and advocate for effective public boards of education and quality public education in British Columbia Founded in 1905 Voluntary membership 60 Boards of Education Provide advocacy, trustee/board development, legal services to Boards of Education

5. NSBA – March 30, 2008Performance Planning and Review 5 Definition of Terms Superintendent Evaluation/Performance Review School Boards/Boards of Education Trustee

6. NSBA – March 30, 2008Performance Planning and Review 6 Questions to Answer Why PPR ? What principles guide the process? What are the steps?

7. NSBA – March 30, 2008Performance Planning and Review 7 What’s the Problem? Performance review/evaluation is generally disliked. No evidence that traditional performance review improves performance Frequently ignored or left to last minute for contract renewal

8. NSBA – March 30, 2008Performance Planning and Review 8 Common Concerns We’re too busy! We’re not having problems with our Superintendent, so why bother? We don’t know enough about a Superintendent’s job to do a review. We don’t want to damage our relationship with the Superintendent.

9. NSBA – March 30, 2008Performance Planning and Review 9 Why use PPR? To build and maintain relationships To increase role understanding It’s proactive and preventative It demonstrates leadership It’s “best practice”

10. NSBA – March 30, 2008Performance Planning and Review 10 Evaluation vs. PPR EvaluationPPR Summative  Formative Looks back  Looks ahead Judgmental  Collaborative Episodic  Ongoing

11. NSBA – March 30, 2008Performance Planning and Review 11 Important Principles Mutual responsibility for student achievement Alignment of vision, goals, and actions Goal is to develop performance and relationship No surprises Not to be used as a “gotcha” Requires ongoing commitment Done “with”, not “to”

12. NSBA – March 30, 2008Performance Planning and Review 12 The PPR Cycle STEP 2 Ongoing Communication STEP 1 Performance Planning STEP 3 Review and Learning

13. NSBA – March 30, 2008Performance Planning and Review 13 Step 1: Performance Planning Agree on 3 or 4* Key Results –What is to be achieved –Based on District priorities Agree on 3 or 4* Key Competencies –How to achieve Key Results –Use “Dimensions of Practice” as a guide * Consider fewer Key Results and Key Competencies for the first year

14. NSBA – March 30, 2008Performance Planning and Review 14 Sample Key Result

15. NSBA – March 30, 2008Performance Planning and Review 15 Dimensions of Practice Developed by BC Superintendents Association Describe knowledge, skills, attitudes important to the Superintendent role: 1.Leadership and District Culture 2.Policy and Governance 3.Communications and Community Relations 4.Organizational Management 5.Curriculum Planning and Development 6.Instructional Management and District Accountability 7.Human Resources Management 8.Values and Ethics of Leadership

16. NSBA – March 30, 2008Performance Planning and Review 16 Sample Key Competency

17. NSBA – March 30, 2008Performance Planning and Review 17 Step Two: Ongoing Communication Regularly scheduled progress check-ins (2) Keeps board and superintendent informed Reinforces positive results Early, preventative discussions if concerns exist Revision of plan if needed

18. NSBA – March 30, 2008Performance Planning and Review 18 Step Three: Review and Learning Summary of progress and check-ins Documentation acknowledging progress and challenges Planning for development Leads into beginning of next cycle

19. NSBA – March 30, 2008Performance Planning and Review 19 The Benefits for Boards Focuses priorities and expectations Enables alignment of internal/external factors Continuous cycle of improvement Strengthens Board team Builds positive working relationships with Superintendent Provides a record of progress

20. NSBA – March 30, 2008Performance Planning and Review 20 The Benefits for Superintendents Strengths based, affirmative process Deep, reflective and relevant process Process and documentation in partnership with Board Better understanding of the work of senior leaders Opportunity for high level growth planning Self-efficacy combined with evaluative diligence

21. NSBA – March 30, 2008Performance Planning and Review 21 Other Considerations Keep it strengths-based “Touchstone” versus constant scrutiny Dealing with data collection challenges Authoring the report & closing the cycles Starting small & internal Remember the overall goal!

22. NSBA – March 30, 2008Performance Planning and Review 22 Summary A forward looking, proactive approach Shared responsibility Focus on development of skills and relationship Strengthens communication and role clarification Embeds performance review in the Board’s work

23. NSBA – March 30, 2008Performance Planning and Review 23 Contacts Stephen Hansen Executive Director, BCSTA shansen@bcsta.org 604-734-2721 Penny Tees President, BCSTA penny@netidea.com 250-226-7605 Keven Elder Superintendent, Saanich Board of Education kelder@sd63.bc.ca 250-652-7330