Michael Adamson Supt Evaluation Process - Oct 10 2014

Report
INDIANA SUPERINTENDENT
EVALUATION PROCESS
Michael T. Adamson, Ed.D.
Director of Board Services
Indiana School Boards Association
Calculating
Results
WHAT’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.
2
THE OPPORTUNIT Y
ISBA 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.
3
DEVELOPMENT OF THE PROCESS
 Joint committee
 IAPSS




Dr. Tom Little, Jr. – MSD Perry Township
Dr. Sherry Grate – DeKalb Central
Dr. Scott Hanback – Tippecanoe
Dr. Kevin Caress – Clark Pleasant (Exec. Dir. of Central IN
Education Ctr.)
 ISBA
 Dr. Michael Adamson – Dir. Of Board Services
 Lisa Tanselle, Esq. – Staff Attorney
 IDOE - Advisory
 Dr. Dennis Brooks – Sr. Advisor to IN State Supt. (IEERB
Consultant)
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BOARD RESPONSIBILIT Y
School 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.
5
EVALUATION COMPONENTS
The total evaluation ranking is achieved by the
combined performance scores of 3 evaluation
components:
1. The rubric composite score
2. The composite score for personal/corporate
goals
3. The corporation accountability grade
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WEIGHING THE EVALUATION
This instrument can be applied to any school
system, regardless of demographics
Boards and Superintendents mutually
determine the weight of each component prior
to the evaluation cycle.
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METRICS PERCENTAGES
The 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.
8
THE 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%
This cell fills
automatically.
Enter the weight to be
given to
goals/objectives, e.g. 25
= 25%
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THE 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 Level
Performance indicators are aligned in
categories that define Highly Effective,
Effective, Improvement Necessary, and
Ineffective performance
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RUBRIC EXAMPLE
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RUBRIC PERFORMANCE
Superintendents 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.
12
INDIVIDUAL 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.
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EVALUATION DATA
These cells fill automatically
Enter answers next to
each indicator for each
board member
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SUPERINTENDENT GOALS
May be personal goals or corporate objectives
Need a minimum of two
Identify goals at the beginning of the
evaluation process
Define the performance categories, i.e., HE, E,
I, IN
15
GOALS/OBJECTIVES
These cells fill
automatically
Enter Number
of Goals
and/or
Objectives
Enter Score
Based on
Scoring
Criteria
16
SCHOOL RATING
These cells fill
automatically
Enter Grade
provided from
IDOE
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EVALUATION 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.
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RANKING
ISBA/IAPSS Superintendent Evaluation
Metrics
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FINAL COMMENTS
Superintendents 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.
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Questions?
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