NEBRASKA MODEL EVALUATION PROJECT PRINCIPAL/ADMINISTRATOR EVALUATION POLICY Recgnizing that ur schl district s mst valuable asset is its educatrs, the Bard f Educatin acknwledges the need fr the cntinuing evaluatin f the perfrmance f principals and schl/district administratrs emplyed by and requires the Superintendent t ensure that such evaluatin is carried ut as utlined in this plicy. It shall be the respnsibility f the Superintendent t develp apprpriate regulatins and prcedures t implement this plicy and t ensure that the plicy, regulatins, and prcedures cmply with Nebraska law and Nebraska Department f Educatin regulatins regarding the evaluatin f certificated persnnel. A. PURPOSES. The Bard recgnizes tw majr purpses fr the evaluatin f the perfrmance f principals and schl/district administratrs, t: 1. Assist principals and schl/district administratrs in increasing their prfessinal effectiveness in rder t imprve teaching, learning, and leadership in the district s schls. 2. Assess the perfrmance f principals and schl/district administratrs s that the Bard may make emplyment decisins as prvided in state law. The evaluatin f administrative perfrmance is intended t be a cllabrative and cntinuing prcess. The evaluatin prcess is based primarily n the prcedures defined belw which prvide fr a cnsistent and equitable appraisal f administratrs duties and respnsibilities. They d nt, hwever, specifically include the ttal range f expectatins f the effective perfrmance f the administrative duties f each administrative psitin r f the administratr assigned t such psitin. As a result, additinal data and infrmatin related t the respective administrative rle may be used t generate a cmprehensive appraisal. Each administratr cvered by this plicy is expected t be cperative and prfessinal, exhibit a willingness t imprve perfrmance, and accept the cnstructive criticisms and suggestins f the evaluatr. B. APPLICABILITY. This plicy is applicable t the fllwing categries f certificated emplyees: 1. Principals, defined as the defined as thse certificated emplyees whse primary assignment is t act as the chief administratr f ne f the district s schls. Principal/Administratr Evaluatin Plicy Page 1 f 16
2. Assistant principals and ther schl/district administratrs, defined as certificated emplyees whse primary assignment is t prvide administrative services at the schl r district level and whse jb assignment requires a Nebraska administrative and supervisry certificate. This categry includes, but is nt limited t assistant principals, athletic/activity directrs, assistant and assciate superintendents, curriculum and special services directrs and crdinatrs at the district level, and similar administratrs. This plicy des nt apply t the Superintendent f schls whse evaluatin shall be described in a separate plicy. C. DEFINITIONS AND GUIDANCE. Fr purpses f this plicy, these terms are defined and guidance as t their use prvided as fllws: 1. Evaluatin Cycle. The evaluatin cycle is the perid f time during which a full summative evaluatin f an emplyee s perfrmance takes place. The evaluatin cycle fr prbatinary principals and ther administratrs cvered by this plicy shall be ne schl year. The evaluatin cycle fr permanent (tenured) principals and administratrs cvered by this plicy may be up t three schl years. 2. Frmative Evaluatin. Frmative evaluatin takes place at specified pints within the evaluatin cycle prir t the summative evaluatin and includes the rating f sme cmpnents f the evaluatin prcess and may include a nn-summative review f ther cmpnents. See Appendix I: Evaluatin Prcedures Sequence. 3. Summative Evaluatin. Summative evaluatin takes place at the end f the evaluatin cycle and includes the assessment f all cmpnents f the evaluatin prcess. 4. On-site Observatin. An bservatin f a principal r schl/district administratr shall be cnsidered an n-site bservatin if it takes place in a lcatin where the principal r ther administratr is cnducting his/her duties. Sites f bservatin may include the schl in which the administratr is assigned, ther district sites, r sites utside f the district s prperties in which the principal r administratr is assigned t perfrm his/her duties. Fr example, bservatin f a principal at a district-level meeting wuld be cnsidered an n-site bservatin. Principal/Administratr Evaluatin Plicy Page 2 f 16
5. Frmal On-Site Observatin. The frmal n-site bservatin f a principal r schl/district administratr shall include: (1) advance ntice t the administratr f the time and date f the bservatin; (2) a pre-bservatin cnference with the bserver; (3) bservatin fr a full bservatin perid in the case f prbatinary emplyees and fr a duratin determined by the bserver in the case f permanent administratrs; (4) a pst-bservatin cnference with the bserver, and (5) a written reprt summarizing strengths and suggestins fr imprvement. 6. Infrmal On-Site Observatin. Infrmal n-site bservatins are less than a full bservatin perid in duratin, but smewhat lnger than a walkthrugh bservatin. Infrmal bservatins may be pre-annunced r unannunced. They must include sme ral r written feedback t the administratr, but a frmal pst-cnference and written bservatin reprt are nt required unless specific deficiencies are nted. Fr example, a brief, infrmal cnversatin r e-mail exchange wuld suffice t meet this requirement. 7. Walk-thrugh On-Site Observatin. Walk-thrugh n-site bservatins are brief schl r wrk site visits, generally five t ten minutes in duratin fr the purpse f mnitring the administrative prcess. Such bservatins are generally unannunced and d nt include a cnference r require a written reprt. Brief ral r written feedback t the administratr may be prvided at the bserver s discretin, but is nt required unless specific deficiencies are nted. 8. Full Observatin Perid. Fr purpses f frmal bservatins f prbatinary administratrs, the duratin f the bservatin shuld be fr the equivalent f a typical instructinal perid as listed n the nrmal daily schedule f the schl t which the administratr is nrmally assigned. Fr the purpse f frmal bservatin f prbatinary administratrs wh d nt nrmally wrk in a specific schl, a full perid bservatin shall cnsist f nt less than 45 minutes. Fr the bservatin f permanent administratrs, the duratin f the bservatin shall be determined by the evaluatr. 9. Actin Plan. An Actin Plan shall cnsist f a prblem statement, data supprting the relevancy f the prblem statement, actin plan gal r gals, strategies designed t achieve the gal(s), and means f measuring success. Principal/Administratr Evaluatin Plicy Page 3 f 16
Fr purpses f principal and schl/district administratr evaluatin, student achievement and schl perfrmance results shall be assessed thrugh the use f an Actin Plan. In cllabratin with his/her evaluatr, each principal r schl/district administratr shall develp ne r mre Actin Plans each schl year. The principal/administratr will receive an annual rating based n his/her implementatin f strategies designed t meet the actin plan gal and his/her prgress in achieving the gal. 10. Individual Prfessinal Develpment Plan. An Individual Prfessinal Develpment Plan cnsists f ne r mre prfessinal develpment gals, strategies t achieve each f the gals, and a means f measuring success. On an annual basis, each principal r schl/district administratr shall develp an Individual Prfessinal Develpment Plan based n the results f his/her mst current evaluatin. The Plan must be develped in cllabratin with his/her evaluatr. The Plan may be infrmed by stakehlder perceptin data. The administratr will receive an annual rating based n his/her success in implementing the prfessinal develpment strategies and achieving the gals. 11. Stakehlder Perceptin Data. The term stakehlder perceptin data as used in this plicy cnsists f infrmatin gathered frm stakehlders thrugh surveys r ther apprved means abut administratr perfrmance and leadership practices. Stakehlders may include the administratr s supervisr, students, teachers and ther certificated persnnel, nncertificated persnnel, parents, and ther cmmunity members. Stakehlder surveys may cnsider verall leadership practices r specific practices related t the administratr s Actin Plans. Schl climate surveys are cnsidered stakehlder surveys. Stakehlder perceptin data shall be cllected via stakehlder surveys at least nce during each evaluatin cycle fr each principal r schl/district administratr. The administratr will nt receive an evaluatin rating based n the survey results, but the results will prvide data t assist the evaluatr and administratr in identifying areas f strength and areas fr prfessinal imprvement. 12. Primary and Cmplementary Evaluatrs. All evaluatrs f principals and schl/district administratrs emplyed by the district shall be certificated administratrs. The primary evaluatr fr each administratr is that administratr s supervisr. In the case f administratrs wh are supervised Principal/Administratr Evaluatin Plicy Page 4 f 16
by mre than ne supervisr, the Superintendent shall designate ne supervisr as the primary evaluatr. Cmplementary evaluatrs are certificated administratrs, such as assistant superintendents r district-level administratrs wh have been designated t assist the primary evaluatr. 13. Peer Assistance. By mutual agreement f the principal r schl/district administratr and his/her primary evaluatr, a peer bserver may be asked t bserve and prvide feedback t the administratr as part f a plan fr imprvement. Hwever, the results f such bservatin may nt be used fr evaluative purpses. 14. Plan fr Imprvement. A rating f Basic in any cmpnent f a principal r schl/district administratr s frmative r summative evaluatin will result in the develpment f a specific Plan fr Imprvement in that cmpnent. The Plan fr Imprvement will utline the reasn(s) fr the rating f Basic, prvide recmmendatins fr imprvement, and a timeline fr implementing such recmmendatins. The administratr and his/her evaluatr shall review prgress n the Plan fr Imprvement at least nce a semester. 15. Plan f Assistance. A rating f Unsatisfactry in any cmpnent f a principal r schl/district administratr s frmative r summative evaluatin will result in the develpment f a Plan f Assistance. The Plan f Assistance will include a descriptin f the deficiencies that led t the Unsatisfactry rating, specific means fr the crrectin f the deficiencies, and an adequate timeline fr implementing the required imprvements. As apprpriate, the Plan may als include surces f assistance t help the emplyee make the necessary crrectins. The Plan f Assistance shall be reviewed at least quarterly by the administratr and the evaluatr. D. EVALUATIVE CRITERIA. By adpting the evaluative criteria listed belw, the Bard ensures that all principals r schl/district administratrs are evaluated n persnal and prfessinal cnduct in accrdance with Nebraska Department f Educatin Rule 10, Accreditatin f Schls. 1. Leadership Practice. Leadership practice will be evaluated based n the Effective Practices cntained in the Nebraska Principal Perfrmance Framewrk. In rder t develp apprpriate evaluative criteria fr administratrs wh are nt principals, the Superintendent shall review the Principal/Administratr Evaluatin Plicy Page 5 f 16
Effective Practices and prpse fr the Bard s adptin such additins, deletins, r revisins as are necessary. 2. Student Achievement/Schl Perfrmance. The impact f a principal r schl/district administratr n student achievement r schl r prgram perfrmance shall be evaluated thrugh annual Actin Plans develped jintly by the administratr and his/her evaluatr. The Superintendent shall develp r adpt apprpriate rubrics t assess administratr perfrmance n such Actin Plans. 3. Prfessinal Develpment. The prfessinal develpment f principals and schl/district administratrs shall be evaluated thrugh an annual rating f the administratr s Individual Prfessinal Develpment Plan. The Superintendent shall develp r adpt apprpriate rubrics t assess perfrmance n such plans. 4. (Optinal) Lcal Standards. The Superintendent shall prpse t the Bard fr adptin such lcal standards fr principals and schl/district administratrs as may be apprpriate. 5. Overall Perfrmance. Based n the evaluative criteria listed abve, an verall perfrmance rating shall be determined by the evaluatr fr each principal r schl/district administratr as part f the administratr s summative evaluatin. E. LEVELS OF PERFORMANCE. The perfrmance f principals and schl/district administratrs shall be rated at fur levels f perfrmance n the evaluative criteria listed belw. The ratings terms and general criteria fr their applicatin are: 1. Exemplary: In the judgment f the evaluatr based n a review f the evidence cllected, the principal r schl/district administratr meets district perfrmance standards fr all evaluative criteria and exceeds expected perfrmance in many respects. He/she is actively engaged in prfessinal imprvement and prvides leadership t ther schl/district administratrs. 2. Prficient: In the judgment f the evaluatr based n a review f the evidence cllected, the principal r schl/district administratr meets district perfrmance standards fr the evaluative criteria n an verall basis Principal/Administratr Evaluatin Plicy Page 6 f 16
and is actively engaged in prfessinal imprvement and schl and district leadership effrts. 3. Basic: In the judgment f the evaluatr based n a review f the evidence cllected, the principal r schl/district administratr meets district perfrmance standards fr mst evaluative criteria and is satisfactrily participating in an imprvement plan fr thse criteria rated belw Prficient. 4. Unsatisfactry: In the judgment f the evaluatr based n a review f the evidence cllected, the principal r schl/district administratr des nt meet district perfrmance standards fr a significant segment f the evaluative criteria and imprvement effrts have been inadequate. F. EVALUATION PROCEDURES 1. Annual Ntice. The Superintendent shall annually ensure that principals r schl/district administratrs are made aware f the evaluatin plicy and prcedures in writing by including it in an Administrative Handbk r ther ntice t administratrs. 2. Evaluatin Cycle/Sequence f Evaluatin Activities. A Principal r Schl/District Administratr Evaluatin Prcedures Sequence is included as an Appendix t this plicy. (a) Prbatinary Principals r Schl/District Administratrs. Principals r schl/district administratrs in prbatinary status shall have an annual evaluatin cycle cnsisting f a frmative evaluatin during the first semester and a summative evaluatin during the secnd semester. Each semester s evaluatin shall include at least ne frmal bservatin fr a full bservatin perid as described in this plicy and ratings based n the Nebraska Effective Practices and the district s lcal standards. Additinal infrmal and walk-thrugh bservatins are encuraged. In additin, the secnd semester summative evaluatin shall include ratings n the administratr s Actin Plan implementatin and, in the secnd prbatinary year and subsequently, a rating n Individual Prfessinal Develpment Plan implementatin as well as an verall rating based n the evaluatr s judgment f the administratr s perfrmance n all cmpnents f the evaluatin prcess. Principal/Administratr Evaluatin Plicy Page 7 f 16
(b) Permanent (Tenured) Principals r Schl/District Administratrs. Principals r schl/district administratrs in permanent status may have up t a three-year evaluatin cycle as determined by his/her evaluatr. If the administratr s perfrmance warrants, the evaluatr can return the administratr t an annual evaluatin cycle at any pint in the evaluatin cycle. A three-year evaluatin cycle shall include tw years f annual frmative evaluatins and ne year f summative evaluatin. The frmative years shall include infrmal/walk-thrugh n-site bservatins with the number and duratin f bservatins t be determined by the evaluatr, a rating n Actin Plan implementatin, a rating n Individual Prfessinal Develpment Plan perfrmance, and a rating n the district s lcal standards, if applicable. The summative year shall include, in additin t the ratings described abve, at least ne frmal n-site bservatin and cnference with the duratin f the bservatin t be determined by the evaluatr, summative ratings n the Nebraska Effective Practices, and an verall rating based n the evaluatr s judgment f the administratr s perfrmance n all cmpnents f the evaluatin prcess. 3. GATHERING EVALUATION DATA. The district s evaluatin system is based n data frm multiple measures f principal r schl/district administratr perfrmance, including but nt limited t the fllwing: (a) Direct bservatin f wrk perfrmance. The evaluatin f all principals r schl/district administratrs cvered by this plicy will be based in part n direct bservatin f the administratr perfrming his/her duties. The Bard encurages multiple bservatins f perfrmance thrughut the schl year, including frmal, infrmal, and walk-thrugh bservatins, with sme bservatins targeted t elements f the administratr s annual Actin Plan(s). Fr prbatinary administratrs, each semester s evaluatin prcess will include at least ne frmal n-site bservatin (as defined in this plicy) fr a full bservatin perid. Fr permanent principals r schl/district administratrs, at least ne frmal n-site bservatin f perfrmance with the duratin t be determined by the evaluatr shall be cnducted during the summative year f the evaluatin cycle. Infrmal and walkthrugh bservatins with the frequency and duratin t be determined Principal/Administratr Evaluatin Plicy Page 8 f 16
by the evaluatr shall be cnducted during the frmative years f the evaluatin cycle. Per Nebraska law, if deficiencies are nted in the wrk perfrmance f any prbatinary r permanent administratr, the evaluatr shall prvide the administratr at the time f the bservatin with a list f deficiencies, a list f suggestins fr imprvement, assistance in vercming the deficiencies, and fllw-up evaluatins and assistance when deficiencies remain. (b) The cllectin f data and artifacts. Evaluatrs shall cllect a wide variety f data regarding administratr perfrmance including artifacts such as student, parent/cmmunity, and faculty cmmunicatins, agendas, schedules and ther management cmmunicatins if applicable, student achievement data analyses, feedback t teachers fllwing bservatins, and such ther reprts, plans, and similar dcuments as the evaluatr determines t be relevant. (c) Stakehlder perceptin data. At least nce during the evaluatin cycle, typically during the summative year, the evaluatr shall arrange fr the sampling f stakehlder perceptin via a survey r ther apprpriate means. Surveys may be develped by the district r ther entities. The Superintendent shall apprve the specific survey r ther instruments t be administered and shall apprve the prcedures fr administratin. The size and cmpsitin f the sample shall be determined by the evaluatr after cnsultatin with the principal r schl/district administratr. Survey prcedures must ensure the privacy and cnfidentiality f stakehlder respnses. The principal r schl/district administratr will nt receive a rating based n the survey results. Rather, the infrmatin gathered shall be used t help the evaluatr identify areas f strength and areas fr prfessinal imprvement as well as serving as feedback fr planning. The Bard encurages the gathering f stakehlder respnses as part f the Actin Plan and prfessinal develpment prcesses and ther administrative initiatives. (d) Student achievement/ schl r prgram perfrmance data. On an annual basis, principals r schl/district administratrs shall develp and implement Actin Plans designed t imprve student achievement r schl r prgram perfrmance. Fr the 2013-14 schl year, each principal r schl/district administratr participating in the Nebraska Principal/Administratr Evaluatin Plicy Page 9 f 16
Evaluatin Mdel Pilt Prject shall develp and implement ne Actin Plan during the secnd semester. Fr subsequent years, each principal r schl/district administratr shall develp and implement at least tw Actin Plans fr the schl year. The Superintendent shall develp prcedures fr creating, implementing, and evaluating Actin Plans and shall ensure that all participating administratrs and evaluatrs have received training in the Actin Plan prcess. The evaluatin f Actin Plans shall include an assessment f the Plan s quality and rigr, the implementatin f strategies designed t achieve the Plan s gals, and the Plan s results. (e) Evidence f prfessinal develpment. On an annual basis, the principal r schl/district administratr shall develp and implement an Individual Prfessinal Develpment Plan (IPD Plan) based n the results f the administratr s mst recent summative evaluatin. The ratinale fr this cmpnent is that the prfessinal develpment gals and activities shuld arise ut f prfessinal develpment needs identified during the evaluatin prcess. The develpment f an Individual Prfessinal Develpment Plan directly linked t the summative evaluatin des nt preclude the existence f schl wide prfessinal develpment activities in which principals r schl/district administratrs are expected t participate r the creatin specific individual prfessinal develpment gals and activities that are nt a frmal part f the evaluatin prcess. In the initial tw years f implementatin f this evaluatin system, thse principals r schl/district administratrs in the frmative year(s) f the cycle shall develp Individual Prfessinal Develpment Plans in cllabratin with their evaluatrs. These plans will be reviewed annually, but will nt receive an evaluative rating. Fllwing the principal r schl/district administratr s first summative evaluatin, he/she will develp an IPD Plan in cllabratin with his/her evaluatr and will receive an evaluative rating n prgress in achieving the gals cntained in the plan at the end f the fllwing year and each year subsequently. The Individual Prfessinal Develpment Plan will be revised annually based n evaluatin results. The Superintendent shall develp prcedures fr creating, implementing, and evaluating Individual Prfessinal Develpment Plans and shall ensure that all participating administratrs and evaluatrs have received training Principal/Administratr Evaluatin Plicy Page 10 f 16
in the IDP Plan prcess. The evaluatin f the Individual Prfessinal Develpment Plan shall include an assessment f the quality and rigr f the prfessinal develpment gals, the implementatin f strategies designed t achieve the gals, and the Plan s results. (f) Self-assessment/reflectin. The Bard encurages the use f a self-assessment and reflectin prcess as a cmpnent f the evaluatin system, but its use shall nt be mandatry. The Superintendent shall develp r adpt apprpriate prcedures and dcuments fr such a prcess fr thse principals r schl/district administratrs wh chse t emply them. 4. CONFERENCES AND REPORTS. The Bard encurages frequent cnferences and the sharing f bth ral and written feedback between principals r schl/district administratrs and evaluatrs. Observatin cnferences shuld fcus n the Effective Practices cntained in the Nebraska Principal Perfrmance Framewrk and ther relevant perfrmance standards. Frmal n-site bservatins as defined in this plicy require a pre-cnference, pstcnference and written bservatin reprt; infrmal n-site bservatins require sme type f ral r written feedback but nt a full pst-cnference and reprt, and walk-thrugh n-site bservatins d nt require feedback. A cnference and written reprt is required if specific deficiencies are cnferences t reviewing prgress n each administratr s Individual Prfessinal Develpment Plan shuld be held at intervals thrughut the year. The Prcedures Sequence (Appendix I) suggests apprpriate times fr these. Fr prbatinary principals r schl/district administratrs, a frmative evaluatin cnference and the cmpletin f the frmative evaluatin dcument shall be held near the end f the first semester f each prbatinary year. A summative evaluatin cnference and cmpletin f the summative evaluatin dcument shall be held during the secnd semester f each prbatinary year. Fr a permanent principal r schl/district administratr, frmative evaluatin cnferences and the cmpletin f the frmative evaluatin dcument shall be held near the end f each frmative evaluatin year. A summative evaluatin cnference that includes the cmpletin f the summative evaluatin dcument shall be held during the secnd semester f the summative evaluatin year. Principal/Administratr Evaluatin Plicy Page 11 f 16
A cpy f any written feedback prepared in cnjunctin with bservatins and cnferences shall be shared with the principal r schl/district administratr and retained as part f the administratr s evaluatin file. Hwever, this prvisin shall nt require evaluatrs t share ntes r ther wrk prducts that d nt becme part f the emplyee s evaluatin file. 5. PROCEDURES FOR ADDRESSING DEFICIENCIES IN PERFORMANCE. If deficiencies are nted in any bservatin, the evaluatr shall prvide the principal r schl/district administratr at the time f the bservatin with a list f the deficiencies, a list f suggestins fr imprvement, and assistance in vercming the deficiencies, and fllw-up evaluatins and assistance when deficiencies remain. A descriptin f the deficiencies and suggestins fr imprvement and shall be prvided bth rally and in writing by the evaluatr fllwing the bservatin and a cpy f the reprt shall be retained as part f the administratr s evaluatin file. The principal r schl/district administratr shall acknwledge receipt f the evaluatr s reprt. A rating f Basic in any cmpnent f a principal r schl/district administratr s frmative r summative evaluatin will result in a specific Plan fr Imprvement in that cmpnent. The Plan fr Imprvement will utline the reasn(s) fr the rating f Basic, prvide recmmendatins fr imprvement, and a timeline fr implementing such recmmendatins. The Plan fr Imprvement shall be reviewed by the principal r schl/district administratr and his/her evaluatr at least nce per semester. An verall rating f Basic n a summative evaluatin will require that the principal r schl/district administratr be placed n an annual summative evaluatin cycle. A rating f Unsatisfactry in any cmpnent f a principal r schl/district administratr s frmative r summative evaluatin will result in the develpment f a Plan f Assistance. The plan will include a descriptin f the deficiencies that led t the Unsatisfactry rating, specific means fr the crrectin f the deficiencies, and an adequate timeline fr implementing the required imprvements. As apprpriate, the plan may als include resurces and surces f assistance t help the emplyee make the necessary crrectins. The Plan f Assistance shall be reviewed at least quarterly by the principal r schl/district administratr and the evaluatr t determine prgress in crrecting the deficiencies nted. Principals r schl/district Principal/Administratr Evaluatin Plicy Page 12 f 16
administratrs participating in a Plan f Assistance shall receive a summative evaluatin based n the relevant cmpnents nce per semester. The Superintendent shall develp prcedures and dcuments t be used fr implementing Plans fr Imprvement and Plans f Assistance. 6. Written respnse. Principals r schl/district administratrs may submit a written respnse t any frmative r summative evaluatin dcument, bservatin reprt, r any ther written reprt which has becme part f their evaluatin file. Such respnses shall be attached t the dcument being respnded t and shall be retained in the evaluatin file. Respnses shall be filed within 60 days f the receipt f the riginal evaluatin dcument. 7. TRAINING OF EVALUATORS. All f the district s evaluatrs shall pssess a valid Nebraska Administrative and Supervisry Certificate and be trained in the use f the evaluatin system and its frms and prcedures. The Superintendent shall determine the nature f apprpriate training fr evaluatrs and arrange fr all evaluatrs t receive such training prir t participating in evaluatins. 8. DEVELOPMENT AND REVISION OF DOCUMENTS. The Superintendent shall be respnsible fr the develpment and revisin f frms and dcuments necessary t implement this plicy. The develpment and revisin f such frms G. APPENDICES Appendix I: Principal/Schl r District Administratr Evaluatin Prcedures Sequence Appendix II: NDE Certificated Emplyee Evaluatin Plicies and Prcedures Checklist Principal/Administratr Evaluatin Plicy Page 13 f 16
APPENDIX I PRINCIPAL r SCHOOL DISTRICT ADMINISTRATOR EVALUATION PROCEDURES SEQUENCE The Nebraska Leadership Cmmittee has recmmended a Principal r Schl/District Administratr evaluatin cycle f up t three years. Belw are the sequences f activities required t evaluate prbatinary administratr twice per year and permanent (tenured) administratrs n a tw- r three-year cycle. Nte that Principals r Schl/District Administratrs perfrming at a less than prficient level can be mved t a semester-lng r year-lng cycle at any time by making the timeline adjustments accrdingly. Nte that Actin Plans are develped at the beginning f the year and evaluated at the end f the year; Individual Prfessinal Develpment Plans (IPDP) are develped at the end f the year fllwing a summative evaluatin and evaluated at the end f the fllwing year. This is because IPD Plans are linked t the result f the previus evaluatin. PROBATIONARY PRINCIPALS/SCHOOL OR DISTRICT ADMINISTRATORS (One-Year Cycle) Semester 1 Activities: Semester 2 Activities: Self-assessment/reflectin n leadership On-site bservatin (minimum full practices (ptinal) instructinal perid) Actin Plan gal-setting (cnference with Prvide list f deficiencies/suggestins (if evaluatr) applicable) Individual Prfessinal Develpment Plan Review f data/artifacts review (Years 2 and 3) Cllect stakehlder perceptin data On-site bservatin (minimum full Reflective Summary by Principal (ptinal) instructinal perid) Secnd semester summative evaluatin: Prvide list f deficiencies/suggestins at time f bservatin (if applicable) Review f data/artifacts First semester frmative evaluatin (Cnference): Ratings n eight Effective Practices. Rating n Actin Plan. Rating n Individual Prfessinal Develpment Plan (Years 2 and 3) Rating n lcal standards (ptinal) Ratings n eight Effective Practices. Review prgress n Actin Plan. Review Individual Prfessinal Develpment Plan (Years 2 and 3) Rating n lcal standards (ptinal) Cmplete frmative evaluatin dcument. Plan fr Imprvement/Plan f Assistance (if applicable) Overall rating fr evaluatin cycle. Cmplete summative evaluatin dcument. Develp Individual Prfessinal Develpment Plan fr upcming year. Plan Imprvement/Plan f Assistance (if applicable) Principal/Administratr Evaluatin Plicy Page 14 f 16
TENURED PRINCIPAL/ADMIN. FORMATIVE YEAR (S) Self-assessment/reflectin n leadership practices (ptinal) Actin Plan develpment (cnference with evaluatr) Review f Individual Prfessinal Develpment Plan (frm prir year) On-site bservatin (ptinal; length determined by evaluatr) Prvide list f deficiencies/suggestins at time f bservatin (if applicable) Review f data/artifacts Mid-year review f Actin Plan and Individual Prfessinal Develpment Plan Reflective Summary (ptinal) End-Year Frmative Evaluatin (Cnference): Rating n Actin Plan. Rating n Individual Prfessinal Develpment Plan. Rating r review f lcal standards (ptinal) Cmplete frmative evaluatin dcument. Develp/revise Individual Prfessinal Develpment Plan fr next year. Plan fr Imprvement/Plan f Assistance (if applicable) If perfrmance warrants, mve t semester r yearly summative evaluatin cycle. TENURED PRINCIPAL/ADMIN. SUMMATIVE YEAR Self-assessment/reflectin n leadership practices (ptinal) Actin Plan develpment (cnference with evaluatr) Review f Individual Prfessinal Develpment Plan (frm prir year) On-site bservatin (required; length f bservatin determined by evaluatr) Prvide list f deficiencies/suggestins at time f bservatin (if applicable) Review f data/artifacts Mid-year review f Actin Plan and Individual Prfessinal Develpment Plan Cllect stakehlder perceptin data Reflective Summary (ptinal) End-Year Summative Evaluatin (Cnference): Ratings n eight Effective Practices Rating n Actin Plan. Rating n Individual Prfessinal Develpment Plan. Rating n lcal standards (ptinal) Overall rating fr cycle. Cmplete summative evaluatin dcument. Develp/revise Individual Prfessinal Develpment Plan fr next year. Plan f Imprvement/Plan f Assistance (if applicable) Cntinue multi-year cycle f mve t mre frequent summative cycle if perfrmance warrants. Principal/Administratr Evaluatin Plicy Page 15 f 16
APPENDIX II NDE CERTIFICATED EMPLOYEE EVALUATION POLICIES AND PROCEDURES: CHECK LIST The written prcedures fr the certificated evaluatin schl bard plicy includes: 007.06A1a Prvide fr cmmunicating the evaluatin prcedure annually, in writing, t thse being evaluated 007.06A1b A descriptin f the duratin and frequency f bservatins and written evaluatins fr prbatinary and permanent certificated emplyees Duratin f bservatin fr prbatinary certificated emplyees Frequency f bservatins and evaluatins fr prbatinary certificated emplyees Duratin f bservatin fr permanent certificated emplyees Frequency f bservatins and evaluatins fr permanent certificated emplyees Superintendent Evaluatin twice during the first year f emplyment and at least nce annually thereafter pursuant t 79-8828(2) 007.06A1c Cntain criteria fr certificated emplyee evaluatin which includes: 007.06A1c(1) instructinal perfrmance (applicable t teachers nly) 007.06A1c(2) classrm rganizatin and management (applicable t teachers nly) 007.06A1c(3) persnal and prfessinal cnduct 007.06A1d Prvide fr written cmmunicatin t the teacher specifying: (1) deficiencies (2) a means fr crrecting the deficiencies (3) a timeline fr implementing the suggested imprvements 007.06A1e Prvide fr a written certificated emplyee respnse t the evaluatin 007.06A1f A descriptin f the district plan fr training evaluatrs Cpies f the bard certificated emplyee evaluatin plicy, the evaluatin mdel (prcedures), and the bard minutes apprving the plicies and prcedures have been submitted. Principal/Administratr Evaluatin Plicy Page 16 f 16