Jefferson County Public Schools Certified Personnel Evaluation Plan

Transcription

1 Jeffersn Cunty Public Schls Certified Persnnel Evaluatin Plan July 1, 2018 William Allen, Principal (Butler Traditinal High Schl) Tracy Barber, Principal (Dunn Elementary Schl) Chris Burba, Principal (Meyzeek Middle Schl) Beverly Chester Burtn, Teacher (Maryhurst Academy) Karen Cash, Teacher (Liberty High Schl) Christine Deely, Executive Administratr (Zne 1 Schls) Margie Eckerle, Manager (Teacher and Leader Develpment) Justin Ellitt, District Resurce Teacher (Prfessinal and Deeper Learning) Tny Prince, Teacher (Athertn High Schl) Alan Yung, Resurce Teacher (Prject Manager - JCPS Educatr Grwth System)

2 Table f Cntents Rles and Definitins 4 The Kentucky Framewrk fr Persnnel Evaluatin Evaluatr Certificatin Training (Evaluatr Certificatin and Calibratin) 7 Schl Based Certified Teachers and Other Prfessinals _ 8 Teachers & Other Prfessinals, Measure and Perfrmance Criteria 8 Overview and Summative Mdel Framewrk fr Teaching, Dmains and Surces f Evidence 9 Evidence t Infrm Prfessinal Practice Self Reflectin and Prfessinal Grwth Planning 9 Student Learning Fcus 10 Observatin Observatin Mdel 10 Observatin Schedule 11 Peer Observatin 12 Observatin Cnferencing 12 Prducts f Practice/Additinal Surces f Evidence Determining a Summative Rating Rating Prfessinal Practice 14 Cnslidating t a Summative Rating 15 An Example 16 Schl Based Certified Principal and Assistant Principal _ 17 Principal and Assistant Principal, Measure and Perfrmance Criteria 17 Overview and Summative Mdel Principal Perfrmance Standards 18 Principal Perfrmance Standards & Surces f Evidence 18 Evidence t Infrm Prfessinal Practice Prfessinal Grwth Plan and Self Reflectin 19 Wrking Cnditins Gal 19 Student Prgress Gal 19 Site Visits/Observatins 19 Timeline fr Self Reflectin/PGP/Wrking Cnditins/Student Prgress Gal/Site Visit 20 Prducts f Practice/Other Surces f Evidence 20 Determining a Summative Rating Rating Prfessinal Practice 22 Cnslidating t a Summative Rating 23 An Example 23 District Certified Persnnel: Nn Administrative _ 24 Overview and Summative Mdel District Certified Persnnel: Nn Administrative, Measure and Perfrmance Criteria 24 Evidence t Infrm Prfessinal Practice Evaluatin Prcess 25 Self Reflectin and Prfessinal Grwth Planning 25 Observatin/ Site Visit 26 Observatin/ Site Visit Cnferences: Pre and Pst 26 Determining a Summative Rating Rating Prfessinal Practice 27 Cnslidating t a Summative Rating 27 An Example 27 2

3 District Certified Persnnel: Administrative _ 29 Overview and Summative Mdel District Certified Persnnel: Administrative, Measure and Perfrmance Criteria 29 Evidence t Infrm Prfessinal Practice Evaluatin Prcess 30 Self Reflectin and Prfessinal Grwth Planning 30 Observatin/ Site Visit 31 Observatin/ Site Visit Cnferences: Pre and Pst 31 Evaluatin Cycle: Interim and Majr Summative 32 Determining a Summative Rating Rating Prfessinal Practice 32 Cnslidating t a Summative Rating 33 An Example 33 Appeals Prcess Appeals/ Hearings Frmatin f DEAP 34 JCPS District Evaluatin Appeals Panels (DEAPs) Certified Persnnel (Nn Administrative) 35 Certified Persnnel (Administrative) 35 Appeals Prcedure 36 Hearing 37 Appeal withut a Hearing 38 3

4 Jeffersn Cunty Public Schls Certified Persnnel Evaluatin Prcess The bjective fr the JCPS Certified Persnnel Evaluatin Prcess is t have every student taught and supprted by an effective certified prfessinal and every schl led by an effective leader. District certified persnnel supprt students and schl based persnnel thrugh their respective rles. The gal is t create a fair and equitable prcess t demnstrate educatr and leader effectiveness and act as a catalyst fr prfessinal grwth. Rles and Definitins 1. Artifact: A prduct f a certified emplyee s wrk that demnstrates knwledge and skills. 2. Certified Administratr: A certified emplyee, ther than principal r assistant principal, wh devtes the majrity f time in a psitin fr which administrative certificatin is required by EPSB. 3. Certified Persnnel: Certified emplyees, belw the level f superintendent, wh devte the majrity f time in a psitin in a district fr which certificatin is required by EPSB. 4. Cnference: A meeting between the evaluatr and the evaluatee fr the purpses f prviding feedback, analyzing the results f an bservatin r bservatins, reviewing ther evidence t determine the evaluatee s accmplishments and areas fr grwth, and/r leading t the establishment r revisin f a prfessinal grwth plan. 5. District Certified Persnnel: Certified emplyees, belw the level f superintendent, serving in district based psitins. 6. Evaluatee: A certified schl emplyee wh is being evaluated. 7. Evaluatr: The primary evaluatr as described in KRS (5)(c)2. 8. Frmative Evaluatin: Is defined by KRS (1)(a). 9. Imprvement Plan: A plan fr imprvement up t twelve mnths in duratin fr teachers, principals, and ther prfessinals wh are rated ineffective in prfessinal practice 10. Intensive Supprt : At any time, when significant deficiencies in wrk perfrmance have been bserved, an emplyee may be placed in Intensive Supprt, as specified in the JCBE JCTA labr agreement r established JCPS district prcedures (fr certified persnnel nt included in the JCBE JCTA labr agreement). 11. Observatin: a data cllectin prcess cnducted by a certified bserver, in persn r thrugh vide, fr the purpse f evaluatin, including ntes, prfessinal judgments, and examinatin f artifacts made during ne (1) r mre classrm r wrksite visits f any duratin. 12. Observer Certificatin: A prcess f training and ensuring that certified schl persnnel wh serve as bservers f evaluatees have demnstrated prficiency in rating teachers and ther prfessinals fr the purpses f evaluatin and feedback. 13. Observer Calibratin: The prcess f ensuring that certified schl persnnel have maintained prficiency and accuracy in bserving teachers and ther prfessinals fr the purpses f evaluatin and prviding feedback. 14. Other Prfessinals: Certified schl emplyees, except fr teachers, administratrs, assistant principals, r principals. 15. Peer Observatin: Observatin and dcumentatin by trained certified schl persnnel belw the level f principal r assistant principal. 16. Perfrmance Criteria: The areas, skills, r utcmes n which certified schl persnnel are evaluated. 4

5 17. Principal/Assistant Principal: Certified schl emplyees wh serve in the rle f principal r assistant principal, fr which administrative certificatin is required by the Educatin Prfessinal Standards Bard pursuant t 16 KAR 3: Prfessinal Grwth Plan: An individualized plan fr a certified emplyee that is fcused n imprving prfessinal practice and leadership skills, aligned with perfrmance standards and the specific gals and bjectives f the schl imprvement plan r the district imprvement plan, develped by the evaluatee in cnsultatin with the evaluatr. 19. Self Reflectin: The prcess by which certified persnnel assesses the effectiveness and adequacy f their knwledge and perfrmance fr the purpse f identifying areas fr prfessinal learning and grwth. 20. Student Learning Fcus: Fcus area(s) f deeper learning, tailred t the needs f students, develped by each nn evaluating schl based emplyee in cnsultatin with her/his evaluatr. 21. Student Prgress Gal: A gal f student prgress, develped by the schl based administratr in cllabratin with, and apprved by, his/her supervisr. 22. Summative Rating: The 4 measure rating f certified emplyees perfrmance as evaluated in accrdance with the criteria f the dmains f their respective evaluatin framewrks. 23. Wrking Cnditins Gal: A schl imprvement gal set by a principal r assistant principal, revisited annually, using survey data and/r ther applicable surces. 5

6 The Kentucky Framewrk fr Persnnel Evaluatin The Kentucky Framewrk fr Persnnel Evaluatin defines by rle grup, measure, and perfrmance criteria hw certified educatrs in the state f Kentucky will be evaluated. The Framewrk is designed t supprt student achievement and prfessinal practice thrugh the measures f Planning, Envirnment, Instructin, and Prfessinalism accrding t perfrmance criteria cnnected t the certified emplyee s rle. All Rle Grups, Measure and Perfrmance Criteria Perfrmance Criteria And Rle Measures Planning Envirnment Instructin Prfessinalism Teacher KY Framewrk fr Teaching Dmain 1 Planning and Preparatin Dmain 2 Classrm Envirnment Dmain 3 Instructin Dmain 4 Prfessinal Respnsibilities Other Prfessinal The Kentucky Framewrks fr Teaching Specialists Framewrks Dmain 1 Planning and Preparatin Dmain 2 The Envirnment Dmain 3 Delivery f Service Dmain 4 Prfessinal Respnsibilities Principal Principal Perfrmance Standards Standard 3 Human Resurce Management Standard 4 Organizatinal Management Standard 2 Schl Climate Standard 5 Cmmunicatin & Cmmunity Relatins Standard 1 Instructinal Leadership Standard 6 Prfessinalism District Certified Persnnel Criteria specific t evaluatee s jb categry Dmain 1 Planning and Preparatin Dmain 2 Envirnment Dmain 3 Delivery f Service Dmain 4 Prfessinal Respnsibilities The KY Framewrks als include themes such as equity, cultural cmpetence, high expectatins, and develpmental apprpriateness, accmmdating individual needs, effective technlgy integratin, and student assumptin f respnsibility. They prvide structure fr feedback fr cntinuus imprvement thrugh individual gals that target student and prfessinal grwth, thus supprting verall schl imprvement. Evidence dcumenting prfessinal practice is evaluated accrding t the perfrmance criteria fr the applicable rle grup. Perfrmance is rated fr each measure accrding t fur perfrmance levels: Ineffective, Develping, Accmplished, and Exemplary. 6

7 The use f prfessinal judgment based n multiple surces f evidence prmtes a hlistic and cmprehensive analysis f practice, rather than ver reliance n ne individual data pint r rte calculatin f practice based n predetermined frmulas. Evaluatrs als take int accunt hw educatrs respnd t r apply additinal supprts and resurces designed t prmte student learning, as well as their wn prfessinal grwth and develpment. Finally, prfessinal judgment gives evaluatrs the flexibility t accunt fr a wide variety f factrs related t individual educatr perfrmance. Evaluatr Certificatin Training Successful cmpletin f Initial evaluatin training is required fr all new evaluating administratrs prir t cnducting bservatins fr the purpse f evaluatin. This will include the state required face t face training in additin t district required training. All late hire evaluatrs f certified persnnel will successfully cmplete bservatin certificatin and initial certified evaluatin training within the first 45 wrking days f emplyment as an evaluating administratr. Each year thereafter, administratrs must cmplete 6 hurs f EILA apprved evaluatin training annually. 7

8 Schl Based Certified Teachers and Other Prfessinals The Kentucky Framewrk fr Teaching and Specialist Framewrks fr Other Prfessinals are utilized fr the fllwing schl based certified staff: teachers, Library Media Specialists, Instructinal Specialists, Therapeutic Specialists, and Cunselrs nn evaluating administratrs designed t supprt student achievement and prfessinal practice thrugh the measures f Planning, Envirnment, Instructin, and Prfessinalism accrding t perfrmance criteria cnnected t the emplyee s rle. Teachers & Other Prfessinals, Measure and Perfrmance Criteria Perfrmance Criteria And Rle Measures Planning Envirnment Instructin Prfessinalism Teacher KY Framewrk fr Teaching Dmain 1 Planning and Preparatin Dmain 2 Classrm Envirnment Dmain 3 Instructin Dmain 4 Prfessinal Respnsibilities Other Prfessinal The Kentucky Framewrks fr Teaching Specialists Framewrks Dmain 1 Planning and Preparatin Dmain 2 The Envirnment Dmain 3 Delivery f Service Dmain 4 Prfessinal Respnsibilities Overview and Summative Mdel The fllwing graphic utlines the summative evaluatin mdel fr teachers and ther prfessinals. Tenured teachers will be n a three year evaluatin cycle. Nn tenured teachers and ther prfessinals, and thse n a ne year directed grwth plan, are n an annual evaluatin cycle. 8

9 Evidence t Infrm Prfessinal Practice Self Reflectin and Prfessinal Grwth Planning Reflective practices and prfessinal grwth planning are iterative prcesses. Each educatr (1) reflects n his r her current grwth needs based n multiple surces f evidence and identifies an area r areas fr fcus; (2) cllabrates with his r her administratr t develp a prfessinal grwth plan and actin steps; (3) implements the plan; (4) regularly reflects n the prgress and impact f the plan n his r her prfessinal practice; (5) mdifies the plan as apprpriate; (6) cntinues implementatin and nging reflectin; (7) and, finally, cnducts a summative reflectin n the degree f gal attainment and the implicatins fr next steps. The Prfessinal Grwth Plan addresses realistic, fcused, and demnstrable prfessinal gals. The plan cnnects evidence frm multiple surces including classrm bservatin r site visit feedback, evidence f student learning, grwth, and develpment, and prfessinal grwth needs identified thrugh self assessment and reflectin 9

10 All teachers and ther prfessinals will cmplete a Self Reflectin and Prfessinal Grwth Plan (PGP), the latter f which is prduced in cnsultatin with the evaluatr.* Bth shall be cmpleted within the first 30 calendar days f reprting fr emplyment. This includes late hires. While self reflectin is nging, it shall ccur frmally in the Fall and in the Spring. A PGP must be recrded n an E2 frm. A paper cpy f the PGP, signed by bth parties, shall be prvided t the evaluatee. This prcess will be cmpleted n an annual basis. ONE YEAR DIRECTED GROWTH PLAN Gal(s) determined by evaluatr Gal(s) fcused n lw measure rating(s) Grwth Plan activities designed by evaluatr with educatr input Frmative review at midpint (mre ften if needed) Summative at end f plan Student Learning Fcus In additin t the Self Reflectin and Prfessinal Grwth Plan, evaluatees shall develp a Student Learning Fcus a statement regarding at least ne fcus area f deeper learning, tailred t the needs f their students. The Student Learning Fcus statement shall be shared and discussed with the evaluatr by Oct. 1. Learning and prgress shall be discussed at the summative evaluatin cnference, and reviewed and adjusted as needed during the schl year. Observatin The bservatin and site visit prcesses prvide ne surce f evidence t determine educatr effectiveness that includes supervisr and peer bservatin fr each certified educatr. The supervisr bservatin prvides dcumentatin and feedback related t the effectiveness f prfessinal practice. Only the supervisr bservatin(s) will be used t infrm a summative rating. Peer bservatin is used nly fr frmative feedback n prfessinal practice in a cllegial atmsphere f trust and cmmn purpse. N ratings are given by the peer bserver. The purpse f bservatin(s) is t encurage cntinuus prfessinal grwth in the teaching and learning prcess. Observatin Mdel The bservatin mdel must fulfill the fllwing minimum criteria: Fr Tenured Teachers: At least tw (2) bservatins by the supervisr ver the curse f the three year cycle with at least ne f the tw ccurring in the summative year. Fr All Other Tenured Schl based Certified Staff: At least tw (2) bservatins/site visits ver the curse f their summative cycle with at least ne f the tw ccurring in the summative year. Fr Nn Tenured Teachers and Nn Tenured Schl based Certified Staff: At least tw (2) bservatins by the supervisr annually. All schl based certified teachers and ther prfessinals shuld have an pprtunity fr a peer bservatin in the final year f the summative cycle. All bservatins must be dcumented (evidence, feedback) n apprpriate district bservatin frms. *Educatrs n a ne year directed grwth plan, as a result f the preceding year s evaluatin, will have gals determined by the evaluatr, in cnsultatin with the evaluatee. 10

11 Observatin Schedule All bservatins are cnducted penly and with full knwledge f the educatr being bserved and must be dcumented n apprpriate district bservatin frms. Advance ntice (date and time) must be given fr at least ne bservatin. The bservatin must ccur at least 15 schl days after the peer bservatin. The peer bservatin will always be scheduled between the peer bserver and bservee. Peer bservatins ccur in the summative year between Oct. 1 and March 1. If educatrs miss 90 r mre cntract days (e.g. late hires/individuals n leave), supervisrs may pstpne the summative evaluatin until the fllwing year. Tenured Teachers and Other Prfessinals 3 year evaluatin cycle Year 1 Year 2 Observatin Supervisr Observatin Windw September 15 April 15 Year 3 Summative Observatin Observatin Peer Observer Supervisr Observatin Windw Octber 1 March 1 Observatin Windw Octber 23 April 15 (at least 15 schl days after peer bservatin) Nn Tenured Teachers and Other Prfessinals * (r thse n a One Year Directed Grwth Plan) annual evaluatin cycle Every Year Observatin Supervisr Supervisr Windw September 15 January 9 Every Year Observatin Peer Observer * Peer Observatin Windw : Octber 1 March 1 Every Year Observatin Supervisr Observatin Windw January 10 April 15 (at least 15 schl days after peer bservatin) Tenured Cunselrs (Nn evaluating Administratrs) 3 Year Evaluatin Cycle* Year 1 Interim Summative Year 2 Interim Summative Observatin Supervisr Observatin Windw September 15 May 15 Year 3 Majr Summative Observatin Observatin Peer Observer Supervisr Observatin Windw Octber 1 April 15 Observatin Windw Octber 23 May 15 (at least 15 schl days after peer bservatin) * Administrative tenure is gained upn the start f the furth year as an administratr. Cunselrs (nn evaluating administratrs) n a three (3) year cycle, will have interim summative dcumentatin in years 1 and 2 f the evaluatin cycle. A majr summative evaluatin will be cmpleted in year 3. Cunselrs in need f assistance require an annual majr summative evaluatin. 11

12 Peer Observatin A Peer Observer bserves, cllects, shares evidence, and prvides feedback fr frmative purpses nly. Peer Observers d nt rate an educatr s practice, nr is peer bservatin infrmatin shared with anyne ther than the bservee unless permissin is granted. Peer Observers are trained, certified schl persnnel. All teachers and ther schl based certified prfessinals shuld have the pprtunity t receive a peer bservatin in their summative year. All educatrs are eligible t participate in the district apprved peer bservatin certificatin training t increase understanding f the peer bservatin cmpnent. Peer bservers shuld have cmpleted a minimum f three years f teaching r ther prfessinal experience. Peer bservers must cmplete the apprved peer bservatin certificatin training every three years. Cmpletin f training will be mnitred by the building principal r designee. Each year the principal, in cllabratin with a schl team, will select and assign peer bservers. Peer bservers shall have n mre than five educatrs t bserve, and the recmmendatin is three r fewer. Peer bservers will be in the same rle grup as the peer bservee. Fr sme rle grups, a mdified site visit apprach may be mre fitting. Peer bservatin feedback must nt be shared with the administratr and is never used as part f the evaluatin. The date f peer bservatins and cnferences must be reprted t the principal. Observatin Cnferencing Observers will adhere t the fllwing bservatin cnferencing requirements fr teachers and ther prfessinals: Pre bservatin cnferences, between the administratr and teacher, if cnducted, will be held ne t three schl days prir t the bservatin. The pre bservatin cnference may be cnducted in persn, electrnically, r nt at all. Either teacher r administratr may request a pre bservatin cnference that must be cnducted if requested. A pst bservatin cnference will be held within five wrking days fllwing each bservatin and will be dcumented n the apprpriate district frm. The peer bserver s pre bservatin cnference must be cnducted in persn r electrnically ne t three schl days prir t the bservatin. Pst bservatin cnferences between the peer bserver and the teacher will be cnducted in persn within five schl days after the bservatin. Evaluatees may write a respnse t frmative and summative evaluatins. Respnses t summative evaluatins will be attached t the evaluatin in the emplyee s persnnel file. 12

13 NOTE: A pst bservatin cnference is nt a summative evaluatin cnference. An initial evaluatin cnference is held within the first 30 calendar days f the emplyees cntract year t review evaluatin prcedures, timelines, and frms. Dcumentatin f this cnference will be made n the district apprved frm and signed by bth evaluate and evaluatr. An emplyee s signature n that frm indicates he/she has received the infrmatin and understands the evaluatin prcedures. The summative evaluatin cnference shall be held at the end f the summative evaluatin cycle by May 1. Fr Cunselrs, the summative evaluatin cnference shall be by their last wrk day. Prducts f Practice/Additinal Surces f Evidence Beynd bservatins cnducted by certified supervisr bserver(s) and prfessinal grwth plans, educatrs may prvide additinal surces f evidence t demnstrate prfessinal practice within the dmains. Sme examples f prducts f practice and additinal surces f evidence may include, but are nt limited t: evidence f self reflectin student learning fcus team develped curriculum units planning dcuments cmmunicatin lgs feedback frm bservatins student data recrds student wrk evidence f student learning fcus student frmative and/r summative curse evaluatins/feedback minutes frm PLCs educatr interviews cmmittee r team cntributins student perceptin/vice survey(s) r evidence student/parent engagement surveys recrds f student and/r teacher attendance vide lessns engagement in prfessinal rganizatins actin research ther surces f evidence determined thrugh cllabratin between the educatr and administratr 13

14 Determining a Summative Rating Supervisrs are respnsible fr using prfessinal judgment in determining a Summative Rating fr each educatr at the cnclusin f the summative evaluatin year.* The Summative Rating is cmprised f the educatr s ratings in accrdance with the criteria f each f the fur Dmains f the apprpriate rle-specific evaluatin Framewrk as well as with the 4 Kentucky Perfrmance Measures - Planning, Envirnment, Instructin, and Prfessinalism. These ratings are cnslidated int the Summative 4 Measure Rating. Rating Prfessinal Practice The Kentucky Framewrk fr Teaching and Other Specialists Framewrks stand as the critical rubrics fr prviding educatrs and evaluatrs with cncrete descriptins f practice assciated with specific dmains. Each element describes a discrete behavir r related set f behavirs that educatrs and evaluatrs can priritize fr evidence gathering, feedback, and eventually, evaluatin. Supervisrs rganize and analyze evidence fr each individual educatr based n these cncrete descriptins f practice. *At any time, when significant deficiencies in wrk perfrmance have been bserved, an emplyee may be placed in Intensive Supprt utilizing the prcess as specified in the JCBE JCTA labr agreement r JCPS District Prcedures (fr thse emplyees nt included under the afrementined labr agreement.) The Intensive Supprt prcess includes a specific timeline fr bservatins, supprt, and cnferences. At the end f the specified timeline, the evaluatr will prvide a written summary f the cnferences t the emplyee. While Intensive Supprt may begin at any time, the nn renewal prcess may als be utilized fr nn tenured teachers. The nn renewal prcess identifies supprts and expectatins fr imprvement, as als specified in the JCBE JCTA labr agreement. 14

15 Cnslidating t Summative Rating The prcess cncludes with the evaluatr s analysis f evidence and the final assessment f practice in relatin t perfrmance described under each dmain at the culminatin f an educatr s evaluatin cycle. Perfrmance ratings shuld be prvided fr each dmain based n evidence. All perfrmance ratings must be recrded via the district apprved prcess. Educatrs with tw r mre measures rated as ineffective shall be placed n a ne year directed grwth plan and have the status f ineffective fr the purpses f state and federal reprting purpses. 15

16 An Example: The summative rating wuld be: ADAE, dcumented n the apprpriate district apprved frm. 16

17 Schl Based Certified Principal & Assistant Principal The Kentucky Framewrk fr Principals and Assistant Principals is designed t supprt student achievement and prfessinal practice thrugh the measures f Planning, Envirnment, Instructin and Prfessinalism accrding t the perfrmance criteria cnnected t the emplyee s rle. Principal & Assistant Principal, Measure and Perfrmance Criteria Perfrmance Criteria And Rle Measures Planning Envirnment Instructin Prfessinalism Principal Principal Perfrmance Standards Standard 3 Human Resurce Management Standard 4 Organizatinal Management Standard 2 Schl Climate Standard 5 Cmmunicatin & Cmmunity Relatins Standard 1 Instructinal Leadership Standard 6 Prfessinalism Overview and Summative Mdel The fllwing graphic utlines the summative evaluatin mdel fr the principal. Tenured administratrs will be n a three year evaluatin cycle, with interim summative dcumentatin in years 1 and 2. A majr summative evaluatin will be cmpleted in year 3. 17

18 Principal Perfrmance Standards The Principal Perfrmance Standards are designed t supprt student achievement and prfessinal best practice thrugh the standards f Instructinal Leadership; Schl Climate; Human Resurce Management; Organizatinal Management; Cmmunicatin & Cmmunity Relatins; and Prfessinalism. Included in the Perfrmance Standards are perfrmance Indicatrs that prvide examples f bservable, tangible behavirs that prvide evidence f each standard. The Perfrmance Standards prvide the structure fr feedback fr cntinuus imprvement thrugh individual gals that target prfessinal grwth, thus supprting verall student achievement and schl imprvement. Evidence supprting a principal s r assistant principal s prfessinal practice will be situated within ne r mre f the six standards. Evaluatrs will lk fr trends and patterns in practice acrss multiple types f evidence and apply their prfessinal judgment based n this evidence when evaluating a principal. The rle f evidence and prfessinal judgment in the determinatin f ratings n standards and summative rating is paramunt in this prcess. Hwever, prfessinal judgment must be grunded in the cmmn framewrk identified: The Principal Perfrmance Standards. Principal Perfrmance Standards and Surces f Evidence 18

19 Evidence t Infrm Prfessinal Practice Evaluatrs use the fllwing categries f evidence in determining verall ratings: Surces f Evidence Prfessinal Grwth Planning and Self Reflectin Site Visits/Observatins Wrking Cnditins Gal Student Prgress Gal Evaluatrs may als use the fllwing categries f evidence in determining summative ratings: Measures f student learning Prducts f practice Other surces f evidence pertaining t Principal Perfrmance Standards Prfessinal Grwth Planning/Self Reflectin A Prfessinal Grwth Plan is cmpleted annually by principals and assistant principals in cllabratin with the supervisr. The Prfessinal Grwth Plan addresses realistic, fcused, and measurable prfessinal gals. The plan cnnects evidence frm multiple surces including site visit cnferences, evidence f student prgress, and prfessinal grwth needs identified thrugh self assessment and reflectin. A mid year review may be held t review prgress and fr mdificatin f the plan as apprpriate. The PGP is dcumented n the apprpriate district frm. Wrking Cnditins Gal Principals and assistant principals are each respnsible fr develping a minimum f ne Wrking Cnditins Gal in cllabratin with the supervisr f the principal based n the mst recent TELL Kentucky Survey, JCPS Cmprehensive Schl survey, r ther applicable data. The gal may be set with a timeline f ne t three years, and will be dcumented n the apprpriate district frm. Prgress tward meeting the Wrking Cnditins Gal will be discussed thrughut the evaluatin cycle based n the mst recent applicable data. Student Prgress Gal Principals will create a minimum f ne student prgress gal, develped in cllabratin with, and apprved by, his/her supervisr. The gal is shared by the assistant principal. The Student Prgress Gal is t be based n and aligned with schl data and aligned with the Cmprehensive Schl Imprvement Plan. The gal is dcumented n the apprpriate district frm, and prgress tward meeting the gal will be discussed thrughut the evaluatin cycle. Site Visits/Observatins Site visits/bservatins are a methd by which the superintendent r designee may gain insight int the principal s practice in relatin t the standards. During site visits/bservatins, the superintendent r designee will discuss varius aspects f the jb with the principal, and will use the principal s respnses t determine issues t further explre. Additinally, the principal may explain the successes and trials the schl cmmunity has experienced in relatin t schl imprvement. 19

20 Site Visits are required fr principals and cmpleted by the principal supervisr twice during the instructinal year and dcumented n the district apprved frms. During a site visit/bservatin cnference, evidence regarding Principal Perfrmance Standards, prgress n the prfessinal grwth plan, wrking cnditins gal, and student prgress gal will be discussed. Observatins are required fr assistant principals and cmpleted by the building principal twice during the instructinal year and dcumented n the district apprved frms. During bservatins, evidence regarding Principal Perfrmance Standards, prgress n the prfessinal grwth plan, wrking cnditins gal, and student prgress gal will be discussed. An apprpriate district frm will be used during the cnferences and any mid year review t guide and dcument the administratr reflectins and any mdificatins t the plan. Administratr and Superintendent/Designee will wrk tgether t implement the steps fr selfreflectin/pgp/wrking Cnditins Gal/Student Prgress Gal as indicated n the timeline belw: Timeline fr Self Reflectin/PGP/Wrking Cnditins Gal/Student Prgress Gal/Site Visits Timeline Actin Within first 30 calendar days f start f wrk year By Oct. 15* (r within 15 calendar days f the release f state testing results) Fall semester Mid Year Review Spring Semester By June 15 Evaluatin criteria and prcess used t evaluate shall be explained Cmplete Self Reflectin and develp PGP, Wrking Cnditins Gal, and Student Prgress Gal Administratr reflects n his/her current grwth needs and cllabrates with supervisr t develp grwth plan. This will be dcumented n the apprved district frm. *New hires will cmplete PGP within 30 calendar days f emplyment. Site visit(s)/bservatins, nging self reflectin Review prgress/reflectins n grwth and mdify plan as apprpriate Site visit(s)/bservatins, nging self reflectin Year end reflectin and evaluatin annual interim r summative evaluatin submitted fr fficial persnnel recrd, cpy prvided t emplyee wh may include written respnse Prducts f Practice/Additinal Surces f Evidence Principals/Assistant principals may prvide additinal evidences t supprt assessment f their wn prfessinal practice. These evidences shuld yield infrmatin related t the principal s/assistant principal s practice within the standards. Prducts f Practice may include, but are nt limited t: SBDM Minutes Faculty Meeting Agendas and Minutes Principal and/r Schl PLC Agendas and Minutes Planning Dcuments 20

21 CSIP Department/Grade Level Agendas and Minutes Leadership Team Agendas and Minutes Walk thrugh Dcumentatin Budgets EILA/Prfessinal Learning Experience Dcumentatin Other Surveys Prfessinal/Cmmunity Organizatin Memberships Parent/Cmmunity Events Schl Schedules Determining Summative Rating Thrughut the evaluatin prcess, the evaluatr gathers applicable evidence n the six perfrmance standards. In the majr summative year, ratings are required (Ineffective, Develping, Accmplished, and Exemplary). In the interim years, ratings are nt required but narrative, frmative feedback is prvided. District apprved frms are used fr bth the interim and majr summative years. Administratrs wh have less than three full years f administrative experience require annual summative evaluatins. Administratrs in need f assistance* may als require an annual summative evaluatin and, pssibly, an Imprvement Plan. *At any time, when significant deficiencies in wrk perfrmance have been bserved, an emplyee may be placed in Intensive Supprt utilizing JCPS District Prcedures. The Intensive Supprt prcess includes a specific timeline fr bservatins, supprt, and cnferences. At the end f the specified timeline, the evaluatr will prvide a written summary f the cnferences t the emplyee. While Intensive Supprt may begin at any time, the nn renewal prcess may als be utilized fr nn tenured administratrs. The nn renewal prcess identifies supprts and expectatins fr imprvement. 21

22 Rating Prfessinal Practice In the majr summative year, perfrmance fr each f the Principal Perfrmance Standards will be rated accrding t the 4 perfrmance levels (Ineffective, Develping, Accmplished, and Exemplary). The verall perfrmance rating will be a representatin f perfrmance, cmbining data frm multiple surces f evidence acrss each standard. The use f prfessinal judgment in determining the perfrmance standard ratings will be based n multiple surces f evidence t prmte a mre hlistic and cmprehensive analysis f practice. Evaluatrs will als take int accunt hw principals respnd t r apply additinal supprts and resurces designed t prmte student learning, as well as their wn prfessinal grwth and develpment. Finally, prfessinal judgment gives evaluatrs the flexibility t accunt fr a wide variety f factrs related t individual principal perfrmance. These factrs may include schl specific pririties that may drive practice in ne standard, an educatr s number f gals, experience level and/r leadership pprtunities. Cntextual variables may als impact the learning envirnment, such as unanticipated utside events r traumas. Utilizing all applicable evidence, a rating is determined fr each f the six Principal Perfrmance Standards: Instructinal Leadership; Schl Climate; Human Resurce Management; Organizatinal Management; Cmmunicatin & Cmmunity Relatins; and Prfessinalism. The Summative Rating is cmprised f the educatr s ratings in accrdance with the criteria f each f the six Standards f the evaluatin Framewrk as well as with the 4 Kentucky Perfrmance Measures - Planning, Envirnment, Instructin, and Prfessinalism. These ratings are cnslidated int the Summative 4 Measure Rating. 22

23 Cnslidating t Summative Rating Six (6) Standards t Fur (4) Measures Cmbining Standards fr the Measures f Planning and Envirnment The Department f Educatin requires that the ratings fr these standards be cnslidated int fur measures: Planning, Envirnment, Instructin, Prfessinalism as illustrated in the example belw. Regarding the measures f Planning and Envirnment, each f which is cmprised f tw standards, evaluatrs will use prfessinal judgment t cnslidate bth standards int a single rating fr each measure. The prcess cncludes with the supervisr dcumenting the administratr s summative rating in the majr summative year. An Example: The summative rating wuld be: ADAE, dcumented n the apprpriate district apprved frm. 23

24 District Certified Persnnel: Nn Administrative Overview and Summative Mdel District Certified Persnnel: Nn Administrative, Measure and Perfrmance Criteria Perfrmance Criteria And Rle Measures Planning Envirnment Instructin Prfessinalism District Certified Persnnel Criteria specific t evaluatee s jb categry Dmain 1 Planning and Preparatin Dmain 2 Envirnment Dmain 3 Delivery f Service Dmain 4 Prfessinal Respnsibilities An initial evaluatin cnference is held within the first 30 calendar days f the emplyee s cntract year t review evaluatin prcedures, timelines, and frms. Dcumentatin f this cnference will be made n the district apprved frm and signed by bth evaluatee and evaluatr. An emplyee s signature n that frm indicates he/she has received the infrmatin and understands the evaluatin prcedures. Tenured, nn administrative, district certified persnnel may be evaluated n a three year cycle. Limited cntract nn administrative district certified persnnel (nn tenured) with less than fur years f experience as well as thse in need f assistance* require annual summative evaluatins. If an educatr misses than 50 percent f her/his cntractually required days (e.g. late hires/individuals n leave), supervisrs may pstpne the summative evaluatin until the fllwing year. *At any time, when significant deficiencies in wrk perfrmance have been bserved, an emplyee may be placed in Intensive Supprt utilizing the prcess as specified in the JCBE JCTA labr agreement r JCPS District Prcedures (fr thse emplyees nt included under the afrementined labr agreement.) The Intensive Supprt prcess includes a specific timeline fr bservatins, supprt, and cnferences. At the end f the specified timeline, the evaluatr will prvide a written summary f the cnferences t the emplyee. While Intensive Supprt may begin at any time, the nn renewal prcess may als be utilized fr nn tenured teachers. The nn renewal prcess identifies supprts and expectatins fr imprvement, as als specified in the JCBE JCTA labr agreement. 24

25 Evidence t Infrm Prfessinal Practice Evaluatin Prcess Within 30 calendar days f the start f the wrk year By Octber 15 th r Within 30 days f the Initial Evaluatin cnference fr Late Hires Initial Evaluatin Cnference Prfessinal Grwth Plan Annual Prcess t review evaluatin prcedures, timelines, and frms. An emplyee s signature n frm dcumenting the cnference indicates emplyee has received the infrmatin and understands the evaluatin prcess. Cmpleted annually. Emplyee cmpletes Self Reflectin and develps prfessinal Grwth Plan. Thrughut the evaluatin prcess, the evaluatr gathers applicable evidence related t the jb respnsibilities and aligned t the fur measures t determine summative ratings. In the summative year, ratings are required (Ineffective, Develping, Accmplished, Exemplary) fr each measure. In the interim years, ratings are nt required, but frmative feedback is prvided. Self Reflectin and Prfessinal Grwth Planning Reflective practices and prfessinal grwth planning are iterative prcesses. Each educatr; (1) reflects n his r her current grwth needs based n multiple surces f evidence and identifies an area r areas fr fcus; (2) cllabrates with his r her administratr t develp a prfessinal grwth plan and actin steps; (3) implements the plan; (4) regularly reflects n the prgress and impact f the plan n his r her 25

26 prfessinal practice; (5) mdifies the plan as apprpriate; (6) cntinues implementatin and nging reflectin; (7) and, finally, cnducts a summative reflectin n the degree f gal attainment and the implicatins fr next steps. The Prfessinal Grwth Plan addresses realistic, fcused, and demnstrable prfessinal gals. The plan cnnects evidence frm multiple surces including bservatins r site visit feedback, evidence f prfessinal learning, grwth, and develpment needs identified thrugh self assessment and reflectin. All nn administrative district certified persnnel will cmplete a Self Reflectin and Prfessinal Grwth Plan (PGP), the latter f which is prduced in cnsultatin with the evaluatr. Bth shall be cmpleted by Octber 15 th. Late hires will cmplete this prcess within thirty days fllwing the initial evaluatin cnference. While self reflectin is nging, it shall ccur frmally in the Fall and in the Spring. A PGP must be recrded n the district apprved frm. A signed cpy shall be prvided t the evaluatee and kept by the evaluatr. This prcess will be cmpleted n an annual basis. Observatin/Site Visit The purpse f bservatin/site visit prcess is t encurage cntinuus prfessinal grwth in the teaching and learning prcess. Observatin f an emplyee perfrming their jb respnsibilities prvides ne surce f evidence t determine educatr effectiveness. Year 1 Year 2 Tenured Nn Administrative 3 year evaluatin cycle At Least One Observatin / Site Visit Supervisr Year 3 Summative At least One Observatin / Site Visit Supervisr Nn Tenured/Nn Administratrs (r thse n a One Year Directed Grwth Plan) Annual evaluatin cycle Every Year At Least One Observatin / Site Visit Supervisr Observatin/Site Visit Cnferences: Pre and Pst All bservatins/site visits are cnducted penly and with full knwledge f the educatr being bserved/visited and must be dcumented n the apprpriate district apprved frms. Pre bservatin cnferences, between the evaluatr and evaluatee, if cnducted, will be held ne t three wrk days prir t the bservatin/site visit. The pre bservatin cnference may be cnducted in persn, electrnically, r nt at all. Either educatr r supervising administratr may request a pre bservatin cnference. Upn request, the pre bservatin cnference must be cnducted. 26

27 A pst bservatin cnference will be held within five wrking days fllwing each bservatin and will be dcumented n the apprpriate district frm. Evaluatees may write a respnse t evaluatins. Respnses t summative evaluatins will be attached t the evaluatin in the emplyee s persnnel file. NOTE: A pst bservatin cnference is nt a summative evaluatin cnference. The summative evaluatin cnference shall be held at the end f the summative evaluatin cycle by May 1, fr thse educatrs cvered by the JCTA/JCBE Agreement, r by June 15th fr thers. Determining Summative Rating Supervisrs are respnsible fr analyzing evidence and using prfessinal judgment in determining a Summative Rating at the cnclusin f the summative evaluatin year. Prfessinal judgment must be based n multiple surces f evidence which prmtes a hlistic and cmprehensive analysis f practice. The summative rating is recrded n the district apprved frm. Rating Prfessinal Practice Supervisrs are respnsible fr using prfessinal judgment alng with an analysis f all applicable evidence in determining a Summative Rating fr each administratr at the cnclusin f the summative evaluatin year. Supervisrs are respnsible fr using prfessinal judgment alng with an analysis f all applicable evidence in determining a Summative Rating fr each administratr at the cnclusin f the summative evaluatin year. The Summative Rating is cmprised f the educatr s ratings in accrdance with the criteria f each f the fur Dmains - Planning and Preparatin, Envirnment, Delivery f Service, and Prfessinalism, as well as with the 4 Kentucky Perfrmance Measures - Planning, Envirnment, Instructin, and Prfessinalism, as fund within the jb respnsibilities f each educatr s jb descriptin. These ratings are cnslidated int the Summative 4 Measure Rating. Cnslidating t Summative Rating The summative evaluatin cycle prcess cncludes with the supervisr dcumenting the verall perfrmance rating fr the administratr. 27

28 An Example: The summative rating wuld be: ADAE, dcumented n the apprpriate district apprved frm. 28

29 District Certified Persnnel: Administrative Overview and Summative Mdel District Certified Persnnel: Administrative, Measure and Perfrmance Criteria Perfrmance Criteria And Rle Measures Planning Envirnment Instructin Prfessinalism District Certified Persnnel Criteria specific t evaluatee s jb categry Dmain 1 Planning and Preparatin Dmain 2 Envirnment Dmain 3 Delivery f Service Dmain 4 Prfessinal Respnsibilities An initial evaluatin cnference is held within the first 30 calendar days f the emplyee s cntract year t review evaluatin prcedures, timelines and frms. Dcumentatin f this cnference will be made n the district apprved frm and signed by bth evaluatee and evaluatr. An emplyee s signature n that frm indicates he/she has received the infrmatin and understands the evaluatin prcedures. Cntinuing cntract administrative district based certified persnnel may be evaluated n a three year cycle with interim summative evaluatins in years ne and tw, and majr summative in year three f the cycle. Limited cntract administrative, district certified persnnel with less than fur years f experience as an administratr, as well as thse in need f assistance,* require annual summative evaluatins. Observatins f administrative district certified persnnel will be dcumented n apprpriate district frm. *At any time, administratrs in need f assistance may be placed n Administratr Intensive Supprt; fllwing defined district prcedures. While Intensive Supprt may begin at any time, the nn renewal prcess may als be utilized fr nn tenured administratrs. The nn renewal prcess identifies supprts and expectatins fr imprvement. 29

30 Evidence t Infrm Prfessinal Practice Evaluatin Prcess Within 30 calendar days f the start f the cntract year Within 30 calendar days f the Initial Evaluatin cnference Mid year By June 15th Initial Evaluatin Cnference Prfessinal Grwth Plan Mid year Cnference (ptinal) Summative Cnference Annual Prcess t review evaluatin prcedures, timelines, and frms. An emplyee s signature n frm dcumenting the cnference indicates emplyee has received the infrmatin and understands the evaluatin prcess. Cmpleted annually. Emplyee cmpletes Self Reflectin and develps prfessinal Grwth Plan. A cnference may be held t identify strengths and areas needing imprvement and t review perfrmance standards, bjectives, and prgress n the Grwth Plan. The cnference is t be summarized n the apprpriate district apprved frm. A summative cnference is held t review the summative evaluatin. Self Reflectin and Prfessinal Grwth Planning Reflective practices and prfessinal grwth planning are iterative prcesses. Each educatr; (1) reflects n his r her current grwth needs based n multiple surces f evidence and identifies an area r areas fr fcus; (2) cllabrates with his r her administratr t develp a prfessinal grwth plan and actin steps; (3) implements the plan; (4) regularly reflects n the prgress and impact f the plan n his r her prfessinal practice; (5) mdifies the plan as apprpriate; (6) cntinues implementatin and nging reflectin; (7) and, finally, cnducts a summative reflectin n the degree f gal attainment and the implicatins fr next steps. The Prfessinal Grwth Plan addresses realistic, fcused, and demnstrable prfessinal gals. The plan cnnects evidence frm multiple surces including bservatins r site visit feedback, evidence f prfessinal learning, grwth, and develpment needs identified thrugh self assessment and reflectin. All administrative district certified persnnel will cmplete a Self Reflectin and Prfessinal Grwth Plan (PGP), the latter f which is prduced in cnsultatin with the evaluatr. Bth shall be cmpleted within the first 30 calendar days f reprting fr emplyment. This includes late hires. While self reflectin is nging, it shall ccur frmally in the fall and in the spring. A PGP must be recrded n the district apprved frm. A signed cpy shall be prvided t the evaluatee and kept by the evaluatr. This prcess will be cmpleted n an annual basis. 30

31 Observatin/Site Visit The purpse f bservatin/site visit prcess is t encurage cntinuus prfessinal grwth. Observatin f an emplyee perfrming their jb respnsibilities prvides ne surce f evidence t determine educatr effectiveness. Year 1 Year 2 Tenured Administrative* 3 year evaluatin cycle At Least One Observatin / Site Visit Supervisr Year 3 Summative At least One Observatin / Site Visit Supervisr Nn Tenured Administratrs r Thse in Need f Assistance Annual evaluatin cycle Every Year At Least One Observatin / Site Visit Supervisr *Administrative tenure begins after three successful years as an administratr. Observatin/Site Visit Cnferences: Pre and Pst All bservatins/site visits are cnducted penly and with full knwledge f the educatr being bserved/visited and must be dcumented n the apprpriate district apprved frms. Pre bservatin cnferences, between the evaluatr and evaluatee, if cnducted, will be held ne t three wrk days prir t the bservatin/site visit. The pre bservatin cnference may be cnducted in persn, electrnically, r nt at all. Either educatr r supervising administratr may request a pre bservatin cnference; upn request, the pre bservatin cnference must be cnducted. Pst bservatin cnference cnducted within five wrking days fllwing each bservatin/site visit and dcumented n the apprpriate district frm. Evaluatees may write a respnse t evaluatins. Respnses t summative evaluatins will be attached t the evaluatin in the emplyee s persnnel file. NOTE: A pst bservatin cnference is nt a summative evaluatin cnference. 31

32 Evaluatin Cycle: Interim and Majr Summative Thrughut the evaluatin prcess, the evaluatr gathers applicable evidence n the district certified administratr s perfrmance related t their jb respnsibilities and aligned with the measures f planning and preparatin, envirnment, delivery f service and prfessinalism. In the majr summative year, ratings are required (Ineffective, Develping, Accmplished, and Exemplary) based n an analysis f the evidence and use f the evaluatr s prfessinal judgment. In the interim years, ratings are nt required but narrative, frmative feedback is prvided. District apprved frms are used fr bth the interim and majr summative years. Determining a Summative Rating Rating Prfessinal Practice Supervisrs are respnsible fr using prfessinal judgment alng with an analysis f all applicable evidence in determining a Summative Rating fr each administratr at the cnclusin f the summative evaluatin year. The Summative Rating is cmprised f the educatr s ratings in accrdance with the criteria f each f the fur Dmains - Planning and Preparatin, Envirnment, Delivery f Service, and Prfessinalism, as well as with the 4 Kentucky Perfrmance Measures - Planning, Envirnment, Instructin, and Prfessinalism, as fund within the jb respnsibilities f each educatr s jb descriptin. These ratings are cnslidated int the Summative 4 Measure Rating. 32