1. Certified Evaluation Orientation for Administrators
LaRue County Schools
July 30, 2018
Complete Plan posted on District Website

2. Notes for 18-19 District Certified Staff
District Certified Staff are now included in the CEP
This orientation is for both Principals & District Certified Staff
Group 1 DCS align with Principal standards
Group 2 DCS align with Superintendent standards
School Psychologists align with the Specialist Framework
Assistant Principals no longer “inherit” goals
District Certified Staff
Group 1: Curriculum Specialists, Reading Recovery Teacher Leader, Adult & Community Education Specialist
Group 2: Assistant Superintendent, Chief Information Officer, Director of Pupil Personnel, Director of Special Education, Instructional Supervisor

3. Orientation
Orientation by the end of the first 30 calendar days of employment
Staff must sign and date certifying completion of Orientation

4. Multiple Measures Principals & Asst. Princ. District Certified Staff
Self-Reflection
Professional Growth Plan
Working Conditions Goal (2 yr)
Student Growth Goal
Site Visit (2)
AP - No Formal Site Visit
Survey
Other Products of Practice
Letters & Memos
District Certified Staff
Self-Reflection
Professional Growth Plan
Working Conditions Goal (2 yr) – N/A
Student Growth Goal
No Formal Site Visit
Survey – N/A
Other Products of Practice
Letters & Memos

5. Multiple Measures—Changes for Alternative Settings
Principals
Self-Reflection
Professional Growth Plan
Working Conditions Goal (2 yr)—N/A
Student Growth Goal
Site Visit (2)
Survey—N/A
Other Products of Practice
Letters & Memos

8. District Certified Staff Notes
District Certified Staff are not expected to meet every indicator of every principal (group 1) or superintendent (group 2) standard. Expectations have been tailored to match each specific role.
Appendix H: Indicators that apply to each group 1 role.
Appendix I: Indicators that apply to each group 2 role.
If a change is made to role responsibilities, or if a new role is added during the school year, the district certified staff and their supervisor will have 30 calendar days to determine the appropriate indicators for the role which will be submitted to the Superintendent or designee for approval.

9. Timeline Exceptions, pg. 11 & 30
Timelines and other requirements may be adjusted by the primary supervisor in special circumstances where the evaluatee has been absent due to extenuating circumstances or is a late hire.
Principals or District Certified Staff hired after the embargo release of Unbridled Learning results will have one month to finalize self-reflections, professional growth plans, student growth goals, and working conditions goals.
Conference timelines will be adjusted accordingly.
Supervisor completes the Modified CEP Timeline for Principals (Appendix J) or District Certified Staff (Appendix K) within 10 working days of the evaluatee’s return to work.
Superintendent/designee should approve the form and notify the evaluatee within 5 additional working days.

11. Self-Reflection—pg. 33-34 Developed & approved by September 30
Completed using paper form
App. L: Principal & Group 1 DCS
App. M: Group 2 DCS
App. N: School Psychologist
Form includes on-going reflection throughout the year

12. Professional Growth Plan—pg 33-34
Developed & approved by Sept. 30
Timeline extended if state accountability data is released late, allowing 2 weeks for completion after the embargoed release.
Completed using paper form, App. O
Same form for all principals and district certified staff
Same PGP form that teachers and other professionals use
There are check boxes at the top for your role and blanks to fill in for your standards and indicators.
Includes action plan with on-going & summative reflection
Reviewed by summative conference
Must align with school or district improvement plans (CSIP or CDIP) as is appropriate for your role

16. Student Growth Goal—pg. 37
Based on local school or district need
Written in terms of STUDENT growth if appropriate for the role. For DCS who are not working directly with students, the goal may be written in terms of other school or district statistics.
Goal is for the current school year based on data sources that will be available in time for May 1 summative evaluations
Principals & assistant principals may choose to have different goals or the same goal, but independent action plans must be completed that are specific to each person
Developed & approved with Supt/designee
by Sept 30 (or 2 wks after embargo state accountability data release)
Results will be used to inform summative ratings and reflect on progress to develop SR, PGP, SGG for the next year.
Revised when + or – 5% does not fit the nature of the goal

17. Student Growth Goal—pg. 37
SGG completed using form, App. Q
Same form for all administrators
One goal minimum
Includes space for on-going & summative reflection
Includes Action Plan

18. Site Visits—pg. 34-35 1 per semester; scheduled
Post-Conference within 5 working days, but may be electronic
Review performance standards—evidence entered on the Site Visit & Summative Form:
Principal Standards (Appendix R)
Superintendent Standards (Appendix S)
School Psychologist (Appendix T)
Assistant Principal & DCS--formal site visit not required, but App. R-T used to document performance
Late Hires: Staff hired after the first site visits are completed may have an adjusted timeline, but will still receive two site visits. The Modified CEP Timeline will be used to document the new timeline.

20. Other Products of Practice—pg. 36-37
team-developed curriculum units
lesson plans
communication logs
timely, targeted feedback from mini or informal observations
student data records
student work
student formative and/or summative course evaluations/feedback
minutes from PLCs
teacher reflections and/or self-reflections
teacher interviews
teacher committee or team contributions
parent engagement activities/surveys
records of student and/or teacher attendance
video lessons
engagement in professional organizations
action research
State assessment & accountability system results
Other evidence specific to the role
Made available to the evaluator in a timely manner upon request.

21. Letters & Memos—pg. 37
In addition to district-adopted evaluation forms, letters and memos may be used to document both outstanding performance and performance which needs improvement.
Correspondence dated and signed by both parties with a copy provided to Evaluatee
Conference recommended, but not required

22. Working Conditions Goal—pg
Working Conditions Goal—pg Principal & AP Only, But Not In Alternative Setting
Two-year Working Conditions Growth Goal based on most recent TELL Survey (administered spring of odd years)
Principals & assistant principals may choose to have different goals or the same goal, but independent action plans must be completed that are specific to each person
Developed & approved collaboratively by Sept. 30
Completed using paper form, Appendix P
Includes space for on-going & summative reflection
Results will be used to inform summative ratings and reflect on progress to develop SR, PGP, SGG for the next year.

23. Working Conditions Goal—pg
Working Conditions Goal—pg Principal & AP Only, But Not In Alternative Setting
By April 1 of non-TELL years, principal will give a supplemental survey to staff to gather data on progress towards the goal (electronic or paper-pencil)

24. Survey—pg. 35 Principal & AP Only, But Not In Alternative Setting
Administered once in non-TELL year (min.) by April 1
The survey will be based on priorities set by the most recent TELL survey.
It will be developed and administered locally and will be anonymous.
LATE HIRES: If hired after the end of the 2nd Nine Weeks, the survey may be administered at a later date and will only be used for planning purposes, not to inform summative ratings.

25. Mid-Year Review
A mid-year review will be completed to provide feedback on progress
Adjustments to action plans may be made as a result of the mid-year review

26. Summative Evaluation—pg 38-39
Deadline: May 1
All formative sources of data will be completed prior to the summative conference
Summative evaluation will be completed using the “Summative” tab of the Site Visit & Summative Form for
Principal Standards (Appendix R)
Superintendent Standards (Appendix S)
School Psychologist (Appendix T)
--printed/signed/filed in the personnel file housed at
central office

27. Summative Evaluation—pg 38-39
Determining the Summative Rating
Supervisor considers all sources of evidence & professional judgement to determine the rating for each STANDARD applicable to the role (see Appendix H & I)
STANDARD ratings are collapsed into MEASURE ratings
Principal Standards Superintendent Standards
MEASURE ratings are averaged to determine the SUMMATIVE Rating, rounding up if 0.5 or more.

28. Summative Evaluation—pg. 39 School Psychologist
Determining the Summative Rating
Supervisor considers all sources of evidence & professional judgement to determine the rating for each Domain/Measure, using the Specialist Framework for School Psychologists
MEASURE ratings are averaged to determine the SUMMATIVE Rating, rounding up if 0.5 or more.

29. Professional Growth Plan & Summative Cycle—pg. 39-40

30. Corrective Action Plan—pg. 40
A Corrective Action Plan shall be developed to assist a certified staff member who has failed to meet a district standard OR when an immediate change is required in practice or behavior.
Steps in Corrective Action
Administrator initiates the Corrective Action Plan process
Administrator and teacher collaborate to develop the CAP
Administrator and teacher develop timeline
Administrator and teacher develop appraisal method for CAP
Administrator evaluates improvement of performance at target date
CAP entered on PGP form (Appendix O) and clearly noted in the text that it’s a CAP

31. Appeal Procedure for Summative Evaluation—pg. 42-44, 100
1. Evaluatee must submit Appeal Form (Appendix U) to the chairperson of the Appeal Panel within 5 working days of receipt of the evaluation.
2. The Appeal Panel will meet to consider evidence and make a recommendation decision.
Upholding all parts of the original evaluation.
Voiding the original evaluation or parts of it.
Ordering a new evaluation by a second certified employee who shall be a trained evaluator.

32. Appeal Procedure for Summative Evaluation—pg. 42-44, 100 (Cont.)
3. The Appeal Panel will make a recommendation to the Superintendent within 15 working days from the date of the filing of the Appeal.
4. All parties will be notified of the recommendation with a letter citing evidence to support the decision.