Performance Appraisal (School Administrators) - Nova Central ...
Performance Appraisal (School Administrators) - Nova Central ...
Performance Appraisal (School Administrators) - Nova Central ...
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<strong>Performance</strong> <strong>Appraisal</strong> (<strong>School</strong> <strong>Administrators</strong>)<br />
Probationary Administrator<br />
Guiding Principles<br />
1. Probationary <strong>Administrators</strong> require structure to grow in both their personal and professional capacity<br />
as leaders.<br />
2. The emphasis in this performance appraisal model is both formative and summative. In this<br />
component, the administrator, in consultation with the Assistant Director of Education for Human<br />
Resources (or designate), assumes responsibility for his/her professional development.<br />
3. As members of a profession, administrators should have a direct influence over their professional<br />
development. As skilled professionals, administrators need both support and feedback, not only from<br />
teachers and supervisors, but where practical, from colleagues, students, and parents and support<br />
staff.<br />
4. Effective and meaningful appraisal of Probationary <strong>Administrators</strong> requires a focus on growth and a<br />
structured model to drive improvement. To facilitate success the model must:<br />
i. Provide effective timely and meaningful feedback.<br />
ii. Use multiple sources of data.<br />
iii. Be based on clear, relevant and meaningful criteria<br />
iv. Support active involvement in peer assistance/mentoring<br />
v. Foster mutual trust between the administrator and the supervisor.<br />
5. The Purpose of the Professional Growth Component is<br />
• to foster and give recognition to administrative excellence<br />
• to promote administrators as reflective practitioners; and<br />
• to promote effective leadership styles<br />
6. The Intent of the “<strong>Appraisal</strong> Professional Growth Plan” is<br />
• to assist the administrator to improve professional competencies<br />
• to assist and support individual administrator growth<br />
• to provide co-operative appraisal mechanisms; an<br />
• to encourage and support individual professional growth<br />
1
Procedures:<br />
1. The Assistant Director of Education (Human Resources) or designate shall be responsible for<br />
the facilitation of professional appraisal of probationary administrators.<br />
2. All administrators being appraised in accordance with this module shall be directed to the<br />
Professional Growth and Professional <strong>Appraisal</strong> Policy and Administrative Regulations as<br />
published on the <strong>Nova</strong> <strong>Central</strong> <strong>School</strong> District website.<br />
3. Upon successful completion of the probationary period the administrator will be placed in the 5<br />
year cycle for <strong>Performance</strong> <strong>Appraisal</strong> of Tenured <strong>Administrators</strong>.<br />
4. The Assistant Director (Human Resources) or designate shall schedule a meeting prior to<br />
September 30th (Conference 1) of the evaluation year. This meeting shall :<br />
a) discuss the <strong>School</strong> Development plan for the school and the Strategic Education Plan<br />
for the district.<br />
b) review the administrator’s personal goals and professional aspirations<br />
c) discuss the use of the <strong>Appraisal</strong> surveys<br />
d) establish a meeting time for conference 2<br />
e) discuss the components and development process for the professional growth plan for<br />
probationary administrators<br />
f) discuss indicators of success within the plan, a plan of action, expected progress,<br />
observation techniques, the distribution and review of the Teacher Survey of<br />
Administrator Effectiveness (if used), supports required, timelines and feedback<br />
5. The Assistant Director (Human Resources) or designate may schedule group meetings with all<br />
administrators in their particular cohort to disseminate information and documents.<br />
6. The development of the administrator professional growth plan shall focus on the goal areas<br />
outlined in the professional growth plan template. The third goal area provides the option for<br />
the evaluator to focus administrative professional growth in a particular area. The<br />
administrator will ensure that his/her professional growth plan is completed in order to allow<br />
discussion in conference 2.<br />
7. The Assistant Director (Human Resources) or designate will meet with the administrator prior<br />
to October 30 th (Conference 2). This meeting will include:<br />
a) discussion of the administrator’s self evaluation.<br />
b) discussion of the administrator’s Professional Growth Plan<br />
g) a review of professional needs and experiences<br />
2
h) review of the administrator professional growth plan<br />
i) discuss the components, indicators, and other specific criteria of appraisal<br />
j) agree on observation and monitoring procedures<br />
k) agree on feedback and conferencing timelines<br />
8. The submission of each of the two progress reports shall be preceded by a meeting with the<br />
administrator to discuss the contents of the report.<br />
9. In the event that the administrator is entering the second year of their probationary period the<br />
October 30 th meeting will include a discussion of the results of both the Teacher Survey of<br />
Administrator Effectiveness and the SEO Survey of Administrator Effectiveness.<br />
10. In the event that the administrator is entering their second year of probation the completion of<br />
the Teacher Survey of Administrator Effectiveness will have occurred prior to May 15 th of the<br />
previous school year.<br />
11. The Administrator shall consider and discuss with the supervisor the school internal and<br />
external student achievement data prior to the completion of their Professional <strong>Appraisal</strong><br />
Growth Plan.<br />
12. <strong>Administrators</strong> shall consider the following data when developing a professional growth plan;<br />
a) The District Strategic Education Plan.<br />
b) The <strong>School</strong> Development Plan.<br />
13. The administrator will incorporate milestones/timelines for achievement in their Professional<br />
<strong>Appraisal</strong> Growth Plan.<br />
14. The Administrator may develop a portfolio or use a current portfolio to highlight their<br />
successes and growth during the school year.<br />
15. The <strong>Appraisal</strong> Supervisor shall report on the progress of Probationary Administrator twice<br />
during the school year. The first report is due Nov 31 st of the appraisal year. The second<br />
report shall be submitted no later than March 31 st . This report will be a summary of the<br />
progress that has been made and highlight any encountered obstacles.<br />
16. In the event that an administrator is not making satisfactory progress during the probationary<br />
period the supervisor will immediately inform Human Resources.<br />
17. In addition to the feedback, which takes place on a regular basis, there will be ongoing<br />
discussion on the following:<br />
a) a sharing of observations<br />
b) a review of objectives in light of observations and self-evaluation<br />
3
c) a review of the professional growth plan<br />
d) an evaluation of achievement of objectives<br />
e) a plan of action to improve any areas requiring attention; and<br />
18. The final report submitted by March 31 shall include one of the following recommendations:<br />
a) The administrator has experienced success in their position and is recommended for tenure<br />
or recommended to move to year two of their probationary period.<br />
b) The administrator is not recommended to continue in the position.<br />
19. All performance appraisal reports shall be placed in the administrators personnel file.<br />
4
Probationary Administrator <strong>Performance</strong><br />
<strong>Appraisal</strong> Report<br />
Administrator’s Name:<br />
<strong>School</strong>:<br />
_______________________________________________________________<br />
_______________________________________________________________<br />
Report Number One (due November 31 st ) ______<br />
Report Number Two (due March31 th ) ________<br />
Goal One: Instructional Leadership<br />
Strategies: Please outline the strategies for each objective listed in the Administrator Professional<br />
Growth Plan and note the level of success that the administrator has had in completing this strategy.<br />
Please feel free to add to extra rows and columns to this chart.<br />
Strategy<br />
Objective:<br />
SUCCESS/<br />
5
Goal Two: <strong>School</strong> Organization/Management<br />
Strategies: Please outline the strategies for each objective listed in the Administrator Professional<br />
Growth Plan and note the level of success that the administrator has had in completing this strategy.<br />
Please feel free to add to extra rows and columns to this chart.<br />
Strategy<br />
Objective:<br />
SUCCESS<br />
6
Strategies: Please outline the optional strategies for this optional goal and note the level of success that<br />
the administrator has had in completing this strategy. Please feel free to add to extra rows and<br />
columns to this chart.<br />
Strategy<br />
Goal Three: Optional<br />
Objective:<br />
SUCCESS<br />
Evaluator Summary Statement:<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
7
Recommendation:<br />
______<br />
______<br />
______<br />
The administrator is making satisfactory or better progress towards the completion of his/her<br />
probationary period.<br />
The administrator is recommended for tenure.<br />
The administrator is not recommended to continue in this position.<br />
Signature of Supervisor: ____________________________________________________<br />
Date: _______________________________________<br />
Administrator’s Summary Statement:<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
Signature of Administrator: _______________________________________________<br />
Date:<br />
____________________________________<br />
Cc: Administrator, Human Resources<br />
8
ADMINISTRATOR SELF REFLECTION<br />
Directions: Indicate the degree to which you disagree or agree with each of the statements below as<br />
they apply to the administrator in your family of schools. If you are unable to provide a response to a<br />
certain statement please leave it blank.<br />
Professional Leadership<br />
As an Administrator I; Disagree Agree<br />
1. Delegate responsibility to others. 1 2 3 4 5<br />
2. Involve all staff in policy formulation. 1 2 3 4 5<br />
3. Work with staff to improve curriculum and instruction. 1 2 3 4 5<br />
4. Become involved in committee work at the district level. 1 2 3 4 5<br />
5. Strive towards personal and professional growth. 1 2 3 4 5<br />
6. Keep current with the new developments in teaching 1 2 3 4 5<br />
and learning.<br />
7. Demonstrate effective and efficient organizational skills. 1 2 3 4 5<br />
8. Promote a strong academic focus. 1 2 3 4 5<br />
9. Promote the acceptance of the necessity of change. 1 2 3 4 5<br />
10. Ensure that assigned tasks get done efficiently. 1 2 3 4 5<br />
11. Encourage and models risk taking. 1 2 3 4 5<br />
12. Displays energy and enthusiasm for his own work. 1 2 3 4 5<br />
13. Make teachers feel appreciated for their contributions to 1 2 3 4 5<br />
the school.<br />
9
Shared Vision and Goals<br />
As an Administrator I; Disagree Agree<br />
1. Develop with teachers, goals and objectives for specific 1 2 3 4 5<br />
curriculum areas.<br />
2. Create an atmosphere in which all are accepted. 1 2 3 4 5<br />
3. Decentralize decision making. 1 2 3 4 5<br />
4. Promote collaboration among all stakeholders for 1 2 3 4 5<br />
improvement.<br />
5. Develop practices, procedures, and customs to encourage 1 2 3 4 5<br />
new staff members to perpetuate the learning culture<br />
6. Understand that the hallmark of any successful 1 2 3 4 5<br />
organization is a shared sense among its members about<br />
what they are trying to accomplish.<br />
7. Ensure that school goals are regularly re-examined to 1 2 3 4 5<br />
ensure that they meet the needs of pupils and the changing<br />
external environment.<br />
8. Consider how the school culture encourages or inhibits 1 2 3 4 5<br />
pupil progress, development and achievement, and the<br />
accomplishment of school goals.<br />
9. Communicate the school vision to teachers, students and 1 2 3 4 5<br />
parents.<br />
10. Encourage teachers to evaluate progress the school is 1 2 3 4 5<br />
making toward achieving school goals.<br />
Learning Environment<br />
As an Administrator I; Disagree Agree<br />
1. Develop efficient methods to handle routine matters. 1 2 3 4 5<br />
2. Diligently supervise support staff. 1 2 3 4 5<br />
10
3. Delegate responsibilities to others. 1 2 3 4 5<br />
4. Ensure that teachers receive resources required for instruction. 1 2 3 4 5<br />
5. Value variety and change in classroom practices. 1 2 3 4 5<br />
6. Emphasize the need to explore new instructional strategies for 1 2 3 4 5<br />
the classroom.<br />
7. Encourage new approaches to teaching and learning. 1 2 3 4 5<br />
8. Ensure that student learning experiences are planned from both 1 2 3 4 5<br />
student needs and learning outcomes.<br />
9. Ensure that emphasis is place on providing all students with 1 2 3 4 5<br />
the skills for independent learning.<br />
10. Ensure the maximum use of instructional time. 1 2 3 4 5<br />
Concentration on Teaching and Learning<br />
As an Administrator I; Disagree Agree<br />
1. Provide for a well organized and balanced curricular program. 1 2 3 4 5<br />
2. Assess the effectiveness of all staff members and their ability 1 2 3 4 5<br />
staff to perform at a high level.<br />
3. Encourage and assists teachers to use time to collaborate and 1 2 3 4 5<br />
plan with each other to develop units of work.<br />
4. Promote instruction that promotes a high level of student 1 2 3 4 5<br />
involvement.<br />
5. Provide opportunities for students to participate actively 1 2 3 4 5<br />
in the learning process.<br />
6. Maintain an interest in curriculum development and evaluation. 1 2 3 4 5<br />
7. Monitor individual student performance regularly. 1 2 3 4 5<br />
8. Ensure that the program provides variety and flexibility to 1 2 3 4 5<br />
address the range of needs of the learner.<br />
11
9. Ensure that appropriate scope, sequence and curriculum content 1 2 3 4 5<br />
are followed.<br />
10. Monitor the quality and quantity of student achievement. 1 2 3 4 5<br />
High Expectations<br />
As an Administrator I; Disagree Agree<br />
1. Believe that student success is linked to high expectations. 1 2 3 4 5<br />
2. Promote high academic achievement standards. 1 2 3 4 5<br />
3. Have high expectations for the professional staff. 1 2 3 4 5<br />
4. Have high expectations for students. 1 2 3 4 5<br />
5. Expect teachers to engage in continuous professional growth. 1 2 3 4 5<br />
6. Expect teachers to be effective innovators. 1 2 3 4 5<br />
7. Encourage eagerness and respect for learning. 1 2 3 4 5<br />
Positive Reinforcement<br />
As an Administrator I; Disagree Agree<br />
1. Treat students with respect when dealing with discipline problems. 1 2 3 4 5<br />
2. Recognize, through the appropriate medium, student 1 2 3 4 5<br />
achievements.<br />
3. Promote the school within the community. 1 2 3 4 5<br />
4. Inform parents of school expectations regarding pupil conduct. 1 2 3 4 5<br />
5. Have an open door policy and provide constructive feedback 1 2 3 4 5<br />
that supports and encourages teachers in their work.<br />
6. Establish effective and appropriate rapport with students, 1 2 3 4 5<br />
staff and parents.<br />
12
7. Promote the principles of equality. 1 2 3 4 5<br />
8. Work to achieve a positive school climate. 1 2 3 4 5<br />
Monitoring Progress<br />
As an Administrator I; Disagree Agree<br />
1. Work to achieve a positive school climate. 1 2 3 4 5<br />
2. Monitor the progress of students. 1 2 3 4 5<br />
3. Organize and directs the promotion and placement of students, 1 2 3 4 5<br />
and maintains pupil records.<br />
4. Organize the school according to accepted district philosophy. 1 2 3 4 5<br />
5. Develop a program of orientation for new students to the school. 1 2 3 4 5<br />
6. Assist teachers in analyzing pupil problems and finding solutions. 1 2 3 4 5<br />
7. Ensure that student support services are used effectively. 1 2 3 4 5<br />
8. Develop clear procedures for reporting student progress to parents. 1 2 3 4 5<br />
9. Refer students who require additional assistance to the appropriate 1 2 3 4 5<br />
agencies.<br />
Rights and Responsibilities<br />
As an Administrator I; Disagree Agree<br />
1. Provide for a well-organized, balanced and supervised 1 2 3 4 5<br />
co-curricular program.<br />
2. Develop criteria for the most effective placement of students 1 2 3 4 5<br />
in school programs.<br />
3. Adequately provide for the safety of students. 1 2 3 4 5<br />
4. Am consistent in all dealings with students. 1 2 3 4 5<br />
5. Ensure that students are offered special programs that are 1 2 3 4 5<br />
relevant to their unique needs.<br />
13
6. Establish appropriate procedures for dealing with student 1 2 3 4 5<br />
discipline and supervision.<br />
Purposeful Teaching<br />
As an Administrator I; Disagree Agree<br />
1. Have a clear philosophy and understanding of time tabling and 1 2 3 4 5<br />
scheduling.<br />
2. Conduct regular staff meetings necessary for the proper 1 2 3 4 5<br />
functioning of the school.<br />
3. Assign duties as equitably as possible. 1 2 3 4 5<br />
4. Ensure maximum use of instructional time. 1 2 3 4 5<br />
5. Allocate teaching assignments according to training, experience 1 2 3 4 5<br />
and abilities of staff members.<br />
Learning Organization<br />
As an Administrator I; Disagree Agree<br />
1. Develop a program of orientation for new staff members 1 2 3 4 5<br />
to the school.<br />
2. Conduct a program of staff evaluation. 1 2 3 4 5<br />
3. Maintain a professional library for staff use. 1 2 3 4 5<br />
4. Encourage teachers to use a wide variety of teaching techniques. 1 2 3 4 5<br />
5. Monitor teachers in their classroom. 1 2 3 4 5<br />
6. Recognize teacher accomplishments of a professional nature. 1 2 3 4 5<br />
7. Encourage staff ownership and responsibility for development 1 2 3 4 5<br />
of school improvement goals and objectives.<br />
8. Provide opportunities for staff reflection and feedback. 1 2 3 4 5<br />
14
9. Encourage teachers leadership and participation in decision 1 2 3 4 5<br />
making.<br />
10. Display a commitment to continuous growth. 1 2 3 4 5<br />
11. Recognize and promote curriculum leaders in the school. 1 2 3 4 5<br />
12. Understand that teachers need knowledge of child development, 1 2 3 4 5<br />
multiple strategies and a variety of assessment strategies.<br />
13. Promote high quality staff development. 1 2 3 4 5<br />
14. Understand that having processes and procedures in place to deal 1 2 3 4 5<br />
with day-to-day administration is fundamental to the development<br />
of a learning organization.<br />
Home-<strong>School</strong> Community Partnership<br />
As an Administrator I; Disagree Agree<br />
1. Have stated a commitment to parental involvement in the education 1 2 3 4 5<br />
2. Seek partnership with community agencies and organizations. 1 2 3 4 5<br />
3. Ensure parent participation in decisions affecting their child’s 1 2 3 4 5<br />
education (classroom placement, course selection etc.)<br />
4. Ensure all educational options for children are explained clearly 1 2 3 4 5<br />
to their parents.<br />
5. Communicate school procedures and rules to parents at the 1 2 3 4 5<br />
beginning of each year or when the child is enrolled.<br />
6. Ensure there is educational training for parents to enable them to 1 2 3 4 5<br />
work with children at home.<br />
15
OTHER COMMENTS:<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
16
TEACHER SURVEY OF<br />
ADMINISTRATOR EFFECTIVENESS<br />
Directions: Indicate the degree to which you disagree or agree with each of the statements below as<br />
they apply to the administrator in your family of schools. If you are unable to provide a response to a<br />
certain statement please leave it blank.<br />
Professional Leadership<br />
The Administrator in my school; Disagree Agree<br />
1. Delegates responsibility to others. 1 2 3 4 5<br />
2. Involves all staff in policy formulation. 1 2 3 4 5<br />
3. Works with staff to improve curriculum and instruction. 1 2 3 4 5<br />
4. Becomes involved in committee work at the district level. 1 2 3 4 5<br />
5. Strives towards personal and professional growth. 1 2 3 4 5<br />
6. Keeps me current with the new developments in teaching 1 2 3 4 5<br />
and learning.<br />
7. Demonstrates effective and efficient organizational skills. 1 2 3 4 5<br />
8. Promotes a strong academic focus. 1 2 3 4 5<br />
9. Promotes the acceptance of the necessity of change. 1 2 3 4 5<br />
10. Ensures that assigned tasks get done efficiently. 1 2 3 4 5<br />
11. Encourages and models risk taking. 1 2 3 4 5<br />
12. Displays energy and enthusiasm for his own work. 1 2 3 4 5<br />
13. Makes teachers feel appreciated for their contributions to 1 2 3 4 5<br />
the school.<br />
17
Shared Vision and Goals<br />
This Administrator in my <strong>School</strong>; Disagree Agree<br />
1. Develop with teachers, goals and objectives for specific 1 2 3 4 5<br />
curriculum areas.<br />
2. Creates an atmosphere in which all are accepted. 1 2 3 4 5<br />
3. Decentralizes decision making. 1 2 3 4 5<br />
4. Promotes collaboration among all stakeholders for improvement. 1 2 3 4 5<br />
5. Develops practices, procedures, and customs to encourage 1 2 3 4 5<br />
new staff members to perpetuate the learning culture<br />
6. Understands that the hallmark of any successful organization 1 2 3 4 5<br />
is a shared sense among its members about<br />
what they are trying to accomplish.<br />
7. Ensures that school goals are regularly re-examined to 1 2 3 4 5<br />
ensure that they meet the needs of pupils and the changing<br />
external environment.<br />
8. Considers how the school culture encourages or inhibits 1 2 3 4 5<br />
pupil progress, development and achievement, and the<br />
accomplishment of school goals.<br />
9. Communicates the school vision to teachers, students and 1 2 3 4 5<br />
parents.<br />
10. Encourages teachers to evaluate progress the school is 1 2 3 4 5<br />
making toward achieving school goals.<br />
Learning Environment<br />
The Administrator in my <strong>School</strong>; Disagree Agree<br />
1. Develops efficient methods to handle routine matters. 1 2 3 4 5<br />
2. Diligently supervises support staff. 1 2 3 4 5<br />
3. Delegates responsibilities to others. 1 2 3 4 5<br />
18
4. Ensures that teachers receive resources required for instruction. 1 2 3 4 5<br />
5. Values variety and change in classroom practices. 1 2 3 4 5<br />
6. Emphasizes the need to explore new instructional strategies for 1 2 3 4 5<br />
the classroom.<br />
7. Encourages new approaches to teaching and learning. 1 2 3 4 5<br />
8. Ensures that student learning experiences are planned from both 1 2 3 4 5<br />
student needs and learning outcomes.<br />
9. Ensures that emphasis is place on providing all students with 1 2 3 4 5<br />
the skills for independent learning.<br />
10. Ensures the maximum use of instructional time. 1 2 3 4 5<br />
Concentration on Teaching and Learning<br />
The Administrator in my <strong>School</strong>; Disagree Agree<br />
1. Provides for a well organized and balanced curricular program. 1 2 3 4 5<br />
2. Assesses the effectiveness of all staff members and their ability 1 2 3 4 5<br />
staff to perform at a high level.<br />
3. Encourages and assists teachers to use time to collaborate and 1 2 3 4 5<br />
plan with each other to develop units of work.<br />
4. Promotes instruction that promotes a high level of student 1 2 3 4 5<br />
involvement.<br />
5. Provides opportunities for students to participate actively 1 2 3 4 5<br />
in the learning process.<br />
6. Maintains an interest in curriculum development and evaluation. 1 2 3 4 5<br />
7. Monitors individual student performance regularly. 1 2 3 4 5<br />
19
8. Ensures that the program provides variety and flexibility to 1 2 3 4 5<br />
address the range of needs of the learner. Ensures that appropriate<br />
scope, sequence and curriculum content are followed.<br />
9. Monitors the quality and quantity of student achievement. 1 2 3 4 5<br />
High Expectations<br />
The Administrator in my school: Disagree Agree<br />
1. Believes that student success is linked to high expectations. 1 2 3 4 5<br />
2. Promotes high academic achievement standards. 1 2 3 4 5<br />
3. Has high expectations for the professional staff. 1 2 3 4 5<br />
4. Has high expectations for students. 1 2 3 4 5<br />
5. Expects teachers to engage in continuous professional growth. 1 2 3 4 5<br />
6. Expects teachers to be effective innovators. 1 2 3 4 5<br />
7. Encourages eagerness and respect for learning. 1 2 3 4 5<br />
Positive Reinforcement<br />
The Administrator in my <strong>School</strong>; Disagree Agree<br />
1. Treats students with respect when dealing with discipline problems. 1 2 3 4 5<br />
2. Recognizes, through the appropriate medium, student 1 2 3 4 5<br />
achievements.<br />
3. Promotes the school within the community. 1 2 3 4 5<br />
4. Informs parents of school expectations regarding pupil conduct. 1 2 3 4 5<br />
5. Has an open door policy and provides constructive feedback 1 2 3 4 5<br />
that supports and encourages teachers in their work.<br />
6. Establishes effective and appropriate rapport with students, 1 2 3 4 5<br />
staff and parents.<br />
20
7. Promotes the principles of equality. 1 2 3 4 5<br />
8. Works to achieve a positive school climate. 1 2 3 4 5<br />
Monitoring Progress<br />
The Administrator in my <strong>School</strong>; Disagree Agree<br />
1. Works to achieve a positive school climate. 1 2 3 4 5<br />
2. Monitors the progress of students. 1 2 3 4 5<br />
3. Organizes and directs the promotion and placement of students, 1 2 3 4 5<br />
and maintains pupil records.<br />
4. Organizes the school according to accepted district philosophy. 1 2 3 4 5<br />
5. Develops a program of orientation for new students to the school. 1 2 3 4 5<br />
6. Assists teachers in analyzing pupil problems and finding solutions. 1 2 3 4 5<br />
7. Ensures that student support services are used effectively. 1 2 3 4 5<br />
8. Develops clear procedures for reporting student progress to parents. 1 2 3 4 5<br />
9. Refers students who require additional assistance to the appropriate 1 2 3 4 5<br />
agencies.<br />
Rights and Responsibilities<br />
The Administrator in my <strong>School</strong>; Disagree Agree<br />
1. Provides for a well-organized, balanced and supervised 1 2 3 4 5<br />
co-curricular program.<br />
2. Develops criteria for the most effective placement of students 1 2 3 4 5<br />
in school programs.<br />
3. Adequately provides for the safety of students. 1 2 3 4 5<br />
4. Is consistent in all dealings with students. 1 2 3 4 5<br />
21
5. Ensures that students are offered special programs that are 1 2 3 4 5<br />
relevant to their unique needs.<br />
6. Establishes appropriate procedures for dealing with student 1 2 3 4 5<br />
discipline and supervision.<br />
Purposeful Teaching<br />
The Administrator in my <strong>School</strong>; Disagree Agree<br />
1. Has a clear philosophy and understanding of time tabling and 1 2 3 4 5<br />
scheduling.<br />
2. Conducts regular staff meetings necessary for the proper 1 2 3 4 5<br />
functioning of the school.<br />
3. Assigns duties as equitably as possible. 1 2 3 4 5<br />
4. Ensures maximum use of instructional time. 1 2 3 4 5<br />
5. Allocates teaching assignments according to training, experience 1 2 3 4 5<br />
and abilities of staff members.<br />
Learning Organization<br />
The Administrator in my <strong>School</strong>; Disagree Agree<br />
1. Develops a program of orientation for new staff members 1 2 3 4 5<br />
to the school.<br />
2. Conducts a program of staff evaluation. 1 2 3 4 5<br />
3. Maintains a professional library for staff use. 1 2 3 4 5<br />
4. Encourages teachers to use a wide variety of teaching techniques. 1 2 3 4 5<br />
5. Monitors teachers in their classroom. 1 2 3 4 5<br />
6. Recognizes teacher accomplishments of a professional nature. 1 2 3 4 5<br />
7. Encourages staff ownership and responsibility for development 1 2 3 4 5<br />
of school improvement goals and objectives.<br />
22
8. Provides opportunities for staff reflection and feedback. 1 2 3 4 5<br />
9. Encourages teachers leadership and participation in decision 1 2 3 4 5<br />
making.<br />
10. Displays a commitment to continuous growth. 1 2 3 4 5<br />
11. Recognizes and promotes curriculum leaders in the school. 1 2 3 4 5<br />
12. Understands that teachers need knowledge of child development, 1 2 3 4 5<br />
multiple strategies and a variety of assessment strategies.<br />
13. Promotes high quality staff development. 1 2 3 4 5<br />
14. Understands that having processes and procedures in place to deal 1 2 3 4 5<br />
with day-to-day administration is fundamental to the development<br />
of a learning organization.<br />
Home-<strong>School</strong> Community Partnership<br />
The Administrator in my <strong>School</strong>; Disagree Agree<br />
1. Has stated a commitment to parental involvement in their 1 2 3 4 5<br />
Children’s education.<br />
2. Seeks partnership with community agencies and organizations. 1 2 3 4 5<br />
3. Ensures parent participation in decisions affecting their child’s 1 2 3 4 5<br />
education (classroom placement, course selection etc.)<br />
4. Ensures all educational options for children are explained clearly 1 2 3 4 5<br />
to their parents.<br />
5. Communicates school procedures and rules to parents at the 1 2 3 4 5<br />
beginning of each year or when the child is enrolled.<br />
6. Ensures there are educational activities training for parents 1 2 3 4 5<br />
that enable them to work with children at home.<br />
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OTHER COMMENTS:<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
24
SUPERVISOR SURVEY OF<br />
ADMINISTRATOR EFFECTIVENESS<br />
Directions: Indicate the degree to which you disagree or agree with each of the statements below as<br />
they apply to the administrator in your family of schools. If you are unable to provide a response to a<br />
certain statement please leave it blank.<br />
Professional Leadership<br />
The Administrator Disagree Agree<br />
1. Delegates responsibility to others. 1 2 3 4 5<br />
2. Involves all staff in policy formulation. 1 2 3 4 5<br />
3. Works with staff to improve curriculum and instruction. 1 2 3 4 5<br />
4. Becomes involved in committee work at the district level. 1 2 3 4 5<br />
5. Strives towards personal and professional growth. 1 2 3 4 5<br />
6. Keeps me current with the new developments in teaching 1 2 3 4 5<br />
and learning.<br />
7. Demonstrates effective and efficient organizational skills. 1 2 3 4 5<br />
8. Promotes a strong academic focus. 1 2 3 4 5<br />
9. Promotes the acceptance of the necessity of change. 1 2 3 4 5<br />
10. Ensures that assigned tasks get done efficiently. 1 2 3 4 5<br />
11. Encourages and models risk taking. 1 2 3 4 5<br />
12. Displays energy and enthusiasm for his own work. 1 2 3 4 5<br />
13. Makes teachers feel appreciated for their contributions to 1 2 3 4 5<br />
the school.<br />
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Shared Vision and Goals<br />
This Administrator; Disagree Agree<br />
1. Develop with teachers, goals and objectives for specific 1 2 3 4 5<br />
curriculum areas.<br />
2. Creates an atmosphere in which all are accepted. 1 2 3 4 5<br />
3. Decentralizes decision making. 1 2 3 4 5<br />
4. Promotes collaboration among all stakeholders for 1 2 3 4 5<br />
improvement.<br />
5. Develops practices, procedures, and customs to encourage 1 2 3 4 5<br />
new staff members to perpetuate the learning culture<br />
6. Understands that the hallmark of any successful organization 1 2 3 4 5<br />
is a shared sense among its members about what they are trying<br />
to accomplish.<br />
7. Ensures that school goals are regularly re-examined to ensure that 1 2 3 4 5<br />
they meet the needs of pupils and the changing external<br />
environment.<br />
8. Considers how the school culture encourages or inhibits pupil 1 2 3 4 5<br />
progress, development and achievement, and the<br />
accomplishment of school goals.<br />
9. Communicates the school vision to teachers, students and 1 2 3 4 5<br />
parents.<br />
10. Encourages teachers to evaluate progress the school is making 1 2 3 4 5<br />
toward achieving school goals.<br />
Learning Environment<br />
This Administrator; Disagree Agree<br />
1. Develops efficient methods to handle routine matters. 1 2 3 4 5<br />
2. Diligently supervises support staff. 1 2 3 4 5<br />
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3. Delegates responsibilities to others. 1 2 3 4 5<br />
4. Ensures that teachers receive resources required for instruction. 1 2 3 4 5<br />
5. Values variety and change in classroom practices. 1 2 3 4 5<br />
6. Emphasizes the need to explore new instructional strategies for 1 2 3 4 5<br />
the classroom.<br />
7. Encourages new approaches to teaching and learning. 1 2 3 4 5<br />
8. Ensures that student learning experiences are planned from both 1 2 3 4 5<br />
student needs and learning outcomes.<br />
9. Ensures that emphasis is place on providing all students with 1 2 3 4 5<br />
the skills for independent learning.<br />
10. Ensures the maximum use of instructional time. 1 2 3 4 5<br />
Concentration on Teaching and Learning<br />
This Administrator; Disagree Agree<br />
1. Provides for a well organized and balanced curricular program. 1 2 3 4 5<br />
2. Assesses the effectiveness of all staff members and their ability 1 2 3 4 5<br />
staff to perform at a high level.<br />
3. Encourages and assists teachers to use time to collaborate and 1 2 3 4 5<br />
plan with each other to develop units of work.<br />
4. Promotes instruction that promotes a high level of student 1 2 3 4 5<br />
involvement.<br />
5. Provides opportunities for students to participate actively 1 2 3 4 5<br />
in the learning process.<br />
6. Maintains an interest in curriculum development and evaluation. 1 2 3 4 5<br />
7. Monitors individual student performance regularly. 1 2 3 4 5<br />
27
8. Ensures that the program provides variety and flexibility to 1 2 3 4 5<br />
address the range of needs of the learner.<br />
9. Ensures that appropriate scope, sequence and curriculum content 1 2 3 4 5<br />
are followed.<br />
10. Monitors the quality and quantity of student achievement. 1 2 3 4 5<br />
High Expectations<br />
This Administrator; Disagree Agree<br />
1. Believes that student success is linked to high expectations. 1 2 3 4 5<br />
2. Promotes high academic achievement standards. 1 2 3 4 5<br />
3. Has high expectations for the professional staff. 1 2 3 4 5<br />
4. Has high expectations for students. 1 2 3 4 5<br />
5. Expects teachers to engage in continuous professional growth. 1 2 3 4 5<br />
6. Expects teachers to be effective innovators. 1 2 3 4 5<br />
7. Encourages eagerness and respect for learning. 1 2 3 4 5<br />
Positive Reinforcement<br />
This Administrator; Disagree Agree<br />
1. Treats students with respect when dealing with discipline problems. 1 2 3 4 5<br />
2. Recognizes, through the appropriate medium, student 1 2 3 4 5<br />
achievements.<br />
3. Promotes the school within the community. 1 2 3 4 5<br />
4. Informs parents of school expectations regarding pupil conduct. 1 2 3 4 5<br />
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5. Has an open door policy and provides constructive feedback 1 2 3 4 5<br />
that supports and encourages teachers in their work.<br />
6. Establishes effective and appropriate rapport with students, 1 2 3 4 5<br />
staff and parents.<br />
7. Promotes the principles of equality. 1 2 3 4 5<br />
8. Works to achieve a positive school climate. 1 2 3 4 5<br />
Monitoring Progress<br />
This Administrator; Disagree Agree<br />
1. Works to achieve a positive school climate. 1 2 3 4 5<br />
2. Monitors the progress of students. 1 2 3 4 5<br />
3. Organizes and directs the promotion and placement of students, 1 2 3 4 5<br />
and maintains pupil records.<br />
4. Organizes the school according to accepted district philosophy. 1 2 3 4 5<br />
5. Develops a program of orientation for new students to the school. 1 2 3 4 5<br />
6. Assists teachers in analyzing pupil problems and finding solutions. 1 2 3 4 5<br />
7. Ensures that student support services are used effectively. 1 2 3 4 5<br />
8. Develops clear procedures for reporting student progress to parents. 1 2 3 4 5<br />
9. Refers students who require additional assistance to the appropriate 1 2 3 4 5<br />
agencies.<br />
Rights and Responsibilities<br />
This Administrator; Disagree Agree<br />
1. Provides for a well-organized, balanced and supervised 1 2 3 4 5<br />
co-curricular program.<br />
29
2. Develops criteria for the most effective placement of students 1 2 3 4 5<br />
in school programs.<br />
3. Adequately provides for the safety of students. 1 2 3 4 5<br />
4. Is consistent in all dealings with students. 1 2 3 4 5<br />
5. Ensures that students are offered special programs that are 1 2 3 4 5<br />
relevant to their unique needs.<br />
6. Establishes appropriate procedures for dealing with student 1 2 3 4 5<br />
discipline and supervision.<br />
Purposeful Teaching<br />
This Administrator; Disagree Agree<br />
1. Has a clear philosophy and understanding of time tabling and 1 2 3 4 5<br />
scheduling.<br />
2. Conducts regular staff meetings necessary for the proper 1 2 3 4 5<br />
functioning of the school.<br />
3. Assigns duties as equitably as possible. 1 2 3 4 5<br />
4. Ensures maximum use of instructional time. 1 2 3 4 5<br />
5. Allocates teaching assignments according to training, experience 1 2 3 4 5<br />
and abilities of staff members.<br />
Learning Organization<br />
This Administrator; Disagree Agree<br />
1. Develops a program of orientation for new staff members 1 2 3 4 5<br />
to the school.<br />
2. Conducts a program of staff evaluation. 1 2 3 4 5<br />
3. Maintains a professional library for staff use. 1 2 3 4 5<br />
4. Encourages teachers to use a wide variety of teaching techniques. 1 2 3 4 5<br />
30
5. Monitors teachers in their classroom. 1 2 3 4 5<br />
6. Recognizes teacher accomplishments of a professional nature. 1 2 3 4 5<br />
7. Encourages staff ownership and responsibility for development 1 2 3 4 5<br />
of school improvement goals and objectives.<br />
8. Provides opportunities for staff reflection and feedback. 1 2 3 4 5<br />
9. Encourages teachers leadership and participation in decision 1 2 3 4 5<br />
making.<br />
10. Displays a commitment to continuous growth. 1 2 3 4 5<br />
11. Recognizes and promotes curriculum leaders in the school. 1 2 3 4 5<br />
12. Understands that teachers need knowledge of child development, 1 2 3 4 5<br />
multiple strategies and a variety of assessment strategies.<br />
13. Promotes high quality staff development. 1 2 3 4 5<br />
14. Understands that having processes and procedures in place to deal 1 2 3 4 5<br />
with day-to-day administration is fundamental to the development<br />
of a learning organization.<br />
Home-<strong>School</strong> Community Partnership<br />
This Administrator; Disagree Agree<br />
1. Has stated a commitment to parental involvement in the 1 2 3 4 5<br />
Education of their children.<br />
2. Seeks partnership with community agencies and organizations. 1 2 3 4 5<br />
3. Ensures parent participation in decisions affecting their child’s 1 2 3 4 5<br />
education (classroom placement, course selection etc.)<br />
4. Ensures all educational options for children are explained clearly 1 2 3 4 5<br />
to their parents.<br />
5. Communicates school procedures and rules to parents at the 1 2 3 4 5<br />
beginning of each year or when the child is enrolled.<br />
31
6. Ensures there are educational activities training for parents 1 2 3 4 5<br />
that enable them to work with children at home.<br />
OTHER COMMENTS:<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
_______________________________________________________________________________________<br />
32
NOVA CENTRAL SCHOOL DISTRICT<br />
Sample Professional <strong>Appraisal</strong> Growth Plan<br />
Name: John Doe<br />
<strong>School</strong>: <strong>Nova</strong> <strong>Central</strong> <strong>School</strong> District All Grade<br />
Assessments and Questionnaires. (√)<br />
Please check questionnaires and assessments used in the creation of your plan.<br />
1. Administrator Self Assessment _____<br />
2. Teacher Assessment of Administrator Effectiveness _____<br />
3. Supervisor Assessment of Administrator Assessment _____<br />
4. Other _____<br />
Professional <strong>Appraisal</strong> Growth Plan goal (s): (Sample)<br />
GOAL 1: Instructional Leadership<br />
Objective 1:<br />
Improve my understanding and practice of instructional leadership practices through the<br />
implementation of school wide classroom walkthroughs.<br />
Strategies:<br />
1.1 Identify, obtain and read three professional articles on the CWT process.<br />
Timelines: October 30 th<br />
1.2 Develop and present to staff a slide show presentation outlining the CWT process.<br />
Timelines: November 15 th<br />
1.3 Implement Classroom walkthrough process in the school. including a means of using observations<br />
to guide future individual, grade level or staff meetings<br />
Timelines: December 15 th<br />
33
Measures: At the end of the year I will compile data on the number of CWT completed during the year. I<br />
will survey staff to determine the effectiveness of CWT’s.<br />
Describe the methods to monitor progress:<br />
1. Weekly tally of number of classrooms visited.<br />
2. Agendas from grade level and staff meetings<br />
Objective 2: I will implement a process to identify, monitor and plan for academically at risk students.<br />
Strategies:<br />
2.1 All teachers will meet early in the school year to identify a minimum of three students with<br />
academic gaps either through school based or external assessments from the from the previous<br />
school year.<br />
Timelines:<br />
October 15 th<br />
2.2 The school administration will work with school staff to develop an academic plan for the<br />
identified students from the remainder of the school year to ensure academic success for the<br />
identified students.<br />
Timelines:<br />
November 15 th<br />
Measures: At the end of the year statistics will be compiled on the number of previously identified at risk<br />
students who achieved academic success during the year.<br />
Describe the methods to monitor progress:<br />
1. There will be scheduled monthly meetings with teachers, students and parents to discuss the plan and<br />
make adjustments as necessary.<br />
2. I will ensure weekly verbal contact with both the student and teacher to informally check on student<br />
progress.<br />
3.<br />
Resources: N/A<br />
34
NOVA CENTRAL SCHOOL DISTRICT<br />
Sample Professional <strong>Appraisal</strong> Growth Plan<br />
Goal 2:<br />
<strong>School</strong> Organization/Management Goal<br />
Objective 1:<br />
To ensure maximization of school scheduling I will undertake a process to improve my knowledge of<br />
scheduling for the high school program.<br />
Strategies:<br />
1.1 . I will schedule a session with district personnel familiar with high school scheduling to<br />
determine strategies for a 3 year planning cycle for my school.<br />
Timelines:<br />
October 30 th<br />
1.2 I will have the initial planning for next year’s school schedule completed by the end of the 1 st<br />
term.<br />
Timelines:<br />
January 31 st<br />
1.3 The course selection process for the next school year will begin by March 1 st of this school<br />
year.<br />
Timelines;<br />
March 1 st<br />
1.4 All course selection will be returned and analyzed/audited by March 15 th<br />
Timelines:<br />
March 15 th<br />
1.5 All students will receive the next year’s schedules by May 1 st .<br />
Timelines: May 1 st .<br />
Measures: Schedules will be presented to students in a timely manner and a three year program of studies<br />
will be completed for the high school program.<br />
Describe the methods to monitor progress:<br />
1. Adherence to timelines:<br />
35
Resources:<br />
1. Access to district personnel and/or other administrators with demonstrated knowledge of scheduling<br />
systems.<br />
Objective 2:<br />
In order to promote a safe and caring school environment the school will implement PBIS.<br />
Strategies:<br />
2.1 The school will schedule district personnel to visit the school during one of its close out days to inservice<br />
staff in PBIS.<br />
Timelines:<br />
November 1 st<br />
2.2 The school will implement PBIS in K-6.<br />
Timelines:<br />
January 3 rd<br />
Measures: Implemented PBIS program in K-6 with foundations for September implementation in 7-12.<br />
There will also be audit of student discipline files in June to determine the success of the program.<br />
Describe the methods to monitor progress:<br />
1. Scheduling of District Inservice<br />
2. Scheduling of Launch ceremony at school.<br />
Resources:<br />
1. District personnel to assist in in-service and implementation.<br />
_____________________________________<br />
Teacher<br />
__________________________<br />
Date<br />
_______________________________________<br />
Facilitator<br />
__________________________<br />
Date<br />
36
SAMPLE PROFESSIONAL PORTFOLIO<br />
A professional Portfolio is a mode which allows administrators to collect information about their<br />
professional, personal and educational background so that they can demonstrate in a practical and realistic<br />
manner that they have the competencies and skills necessary to be successful in their current role or any<br />
future positions in which they might find themselves. Since the professional portfolio is a showcase it is<br />
important that it be kept current and relevant.<br />
The Professional Portfolio could include:<br />
‣ records of achievement and successes<br />
‣ records of courses completed<br />
‣ resume<br />
‣ certificate of qualification<br />
‣ awards and certificates<br />
‣ records of completed projects<br />
‣ chronological work history – including responsibilities<br />
‣ evidence of skills and competencies obtained<br />
‣ mentor’s acknowledgement<br />
‣ evaluation reports<br />
‣ school community involvement<br />
‣ letter of commendations and recommendation<br />
‣ committee work<br />
‣ articles written<br />
‣ conferences attended<br />
‣ professional development experiences<br />
‣ list of leadership initiatives<br />
‣ professional growth plan and reflections<br />
‣ other pertinent materials<br />
‣ lesson plans/units of work<br />
‣ course materials<br />
‣ web pages<br />
37