Lenoir County Public Schools New North Carolina Principal Evaluation Process 2008

Expectations Commitment to Continuous Improvement and Excellence Meet all State and Local Requirements and Expectations Comply with all Assignments from Supervisors Meet Performance Standards, Elements, Practices and Competencies

Evaluation Process Self-Assessment Goal Setting Data Gathering Mid-Year Evaluation Evaluate progress on goals and standards Adjust as needed Consolidated Performance Assessment Year End Conference & Evaluation Evaluate proficiency on standards Evaluate total performance

Principal Responsibilities Know and understand performance standards Understand the evaluation process Prepare for pre-evaluation conference Self-assessment Goal identification Gather data to support performance and progress Develop strategies for improvement Participate in evaluation conferences

Evaluator Responsibilities Know and understand performance standards Understand and implement evaluation process Supervise and ensure all steps completed Identify principal’s strengths and areas for improvement Ensure evaluations contain accurate information and reflect true performance

Orientation Summer 2008: DPI provided orientation for principals and evaluators on implementation of new North Carolina School Executive Principal Evaluation Process In future years, the Human Resources Department will provide evaluation orientation to new principals in LCPS Any principal who has not received orientation should contact his or her evaluator without delay for guidance on evaluation process

Self-Assessment School Year: All principals will complete a self-assessment Use Rubric Form Complete and return to evaluator by November 1 st Evaluator may extend deadline until November 30 th for this year only

Self-Assessment Future School Years: New principals to LCPS Current principals in the first year of a new contract Principals who have transferred to a new school Complete self-assessment using Rubric Form and return to evaluator by October 1 st

Self-Assessment Evaluator may ask principal to complete a self-assessment at any other time Principal may choose to complete a self- assessment on his or her initiative at any other time

Performance Goals Every principal will have a performance goal related to maintaining or improving teacher retention Other goals must relate to one or more of the performance standards Goals will be developed by principal in consultation with evaluator, but evaluator has final approval of goals and content of Summary Goal / Mid-Year Evaluation Form

Performance Goals School Year: Schedule goal-setting conference with evaluator during November Have completed self-assessment Be prepared with 1 or 2 proposed goals Complete Summary Goal Form by November 30 th

Performance Goals Future School Years: Annual goal-setting meeting should be incorporated into or immediately follow prior year’s final evaluation conference Summary Goal Form completed no later than September 15 th Principals new to LCPS will hold a goal-setting meeting in October and Summary Goal Form will be completed by November 1 st

Performance Goals Discuss artifacts, evidence and data sources that will be relevant to measuring progress toward goal attainment and to evaluating principal’s total performance Principal or evaluator may initiate meeting at any time to revise Summary Goal Form Summary Goal Form serves as principal’s Professional Growth Plan

Data Collection Principal will collect data throughout the year Data should include artifacts from required data sources listed on Consolidated Assessment Form Data should include evidence and information otherwise relevant to individual goals or as requested by evaluator Evaluator should observe principal in school setting at least once per school year

Mid-Year Evaluation Mid-year conference with evaluator should be held before the end of January Evaluator may extend this deadline to February 28 th for this school year only In the final year of a principal’s contract cycle, the mid-year evaluation must be completed before winter break Evaluator may extend this deadline to January 31 st for this school year only

Mid-Year Evaluation Conference between principal and evaluator will focus on status of goal attainment and adjustments to Summary Goal Form as needed Evaluator will assess available artifacts and evidence of progress At or following conference, evaluator will indicate on Summary Goal / Mid-Year Evaluation Form whether principal is progressing or not progressing, or that there is insufficient data available to assess progress

Mid-Year Evaluation While attention is focused on progress toward goal attainment, any aspect of principal’s total performance may be addressed by evaluator Principal may supplement data on teacher retention rate with other artifacts and information A “progressing” rating is not an assurance of a favorable rating at the year-end evaluation because the mid-year is based on limited, available information

Consolidated Performance Assessment Principal will maintain supporting evidence and artifacts so as to be easily accessible by evaluator Consolidated Assessment Form must be provided to evaluator by June 1 st, unless requested earlier or later by evaluator Principals in final year of contract cycle must provide completed assessment by March 15 th

Consolidated Performance Assessment Three categories of data to collect and relate to standards Required data sources: Student Achievement and Testing Data NC Teacher Working Conditions Survey Teacher Retention Data Data requested by evaluator

Consolidated Performance Assessment Goal-related data sources May vary according to individual goal Additional data sources chosen by principal Optional Reflect on a particular strength or area of development related to one or more of the performance standards

Year-End Evaluation Schedule two conferences between principal and evaluator First to be held in principal’s office to review documents and artifacts Second to be held in evaluator’s office to finalize Rubric Form and complete the Principal Rating Form Participants are encouraged to use this meeting to complete next year’s Summary Goal Form Complete both conferences by June 15 th, unless evaluator needs additional information

Year-End Evaluation Rating Scale: Developing: Principal demonstrated adequate growth toward achieving standard(s), but did not demonstrate competence Proficient: Principal demonstrated basic competence on standard(s) Accomplished: Principal exceeded basic competence on standard(s) most of the time Distinguished: Principal consistently and significantly exceeded basic competence on standard(s)

Year-End Evaluation Not Demonstrated: Principal did not demonstrate competence on or adequate progress toward achieving standard(s) of performance If the “Not Demonstrated” rating is used, evaluator must explain why it was used

Year-End Evaluation If principal receives a “Developing” rating on any standard, the principal shall develop a goal to address the area(s) where proficiency has not been reached If principal receives a “Not Demonstrated” on the Principal Rating Form, or if there are two consecutive years in which a principal is not rated at least “Proficient” in all standards, the evaluator shall initiate a more formal action plan, using the Action Plan Form

Completion of Evaluation Process By August 7 th, the evaluator should submit to the Human Resources Department all forms: Completed Summary Goal / Mid-Year Evaluation Form Consolidated Performance Assessment Rubric Form (completed by evaluator) Principal Rating Form For principals in final year of contract cycle, deadline for submission is April 15 th