Sioux CityCommunitySchool District

Principal/Assistant Principal Evaluation

A Process of Professional Growth

Employee Name (Print or Type)Evaluator Name (Print or Type)

Building LocationDate of Evaluation

Current Position

DISTRICT EVALUATION VISION

Evaluation is a collaborative process for the enhancement of instruction, resulting in employee growth and rejuvenation, and measurable student growth.

PHILOSOPHY

The professional growth of our employees is critical to the continuous improvement of student learning and positive building climate. In this context, the evaluation system for the Sioux CityCommunitySchool District will demonstrate the mission, expectations, and beliefs of our organization.

The purpose of evaluation is to support and retain highly qualified employees who promote learning for all students. To this end, evaluation is a process that:

  1. Drives professional growth and development; improves instruction and learning for all students; enhances interpersonal relationships; and creates and supports a culture for learning.
  2. Identifies and reinforces the strengths of each employee.
  3. Provides a process of identifying areas for improved and enhanced employee effectiveness.
  4. Stimulates constructive communication and feedback between evaluator and employee.
  5. Serves as a vehicle for making recommendations relative to employment and/or licensure.

Sioux CityCommunitySchool District

Principal/Assistant Principal Evaluation Form

The supervisor of the appropriate principal or assistant principal will complete this document as a summative assessment on or before June 15 of each year.

  • Principals will be evaluated annually during their first three years of service to the Sioux CityCommunitySchool District or first three years in a new leadership position.
  • Thereafter principals will be evaluated at least once every three years, at the discretion of their immediate supervisor. All principals may be evaluated annually.
  • Goals and/or job targets will be reviewed and revised as appropriate on an annual basis.

The Standards align with the Six Standards for School Leaders. The Board of Educational Examiners, the State Board of Education, and the Iowa Department of Education have all endorsed the Iowa Standards for School Leaders as the framework for expectations for building principals.

It is recommended that each principal or assistant principal complete a self-assessment by completing an evaluation form on his/her own performance. The evaluator will also complete an evaluation of the individual’s performance. It is the SCCSD’s philosophy that evaluation is focused on professional growth. Professional conversation is an important aspect of this philosophy. The evaluator will schedule an evaluation conference prior to June 15 of each year to discuss the performance of the employee. Although this conference may result in further development of the final evaluation document, it is the evaluator that maintains the final decision regarding performance of the employee.

A rating of Distinguished indicates the administrator exceeds expectations on a majority of the performance indicators listed.

A rating of Proficientindicates there is a preponderance of evidence that the administrator meets the standard.

A rating of Developing indicates the individual is showing expected growth, but is still learning many aspects of the job. This rating would generally be used for someone new to their position who is performing as expected but still has the need to learn aspects of the position in order to be proficient. If expected growth is not evident, the evaluator should mark either NI or Unacceptable.

A rating of Needs Improvement indicates there is a preponderance of evidence that the administrator does not meet the standard.

A rating of Unacceptable indicates the administrator is not meeting the standard. An unacceptable rating on any standard requires further discussion by the evaluator with the Director of Human Resources to determine the appropriate course of action.

Standard 1-Shared Vision

An educational leader promotes the success of all students by facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community.

The Administrator:

a. In collaboration with others, uses appropriate data to establish rigorous, concrete goals in the context of student achievement and instructional programs.

b. Uses research and/or best practices in improving the educational program.

c. Articulates and promotes high expectations for teaching and learning.

d. Aligns and implements the educational programs, plans, actions, and resources with the district’s vision and goals.

e. Provides leadership for major initiatives and change efforts.

f. Communicates effectively to various stakeholders regarding progress with school improvement plan goals.

1.A-List examples of strategies, programs and processes that reflect the leader’s performance under this expectation. Evaluator should also note key employee accomplishments relative to this expectation.

Shared Vision Continued

1.B-Evaluator Summative Comments:

Evaluator should note overall performance of employee relative to this expectation. Identification of strengths and developmental suggestions should also be reflected in this section. Additional pages may be added as necessary.

1.C-Evaluator Rating-Standard 1-Shared Vision

Evaluator rating of employee’s performance in Leadership Standard 1—Share Vision.

Evaluator should note on the continuum where the employee’s performance is best described. See page two of this document for a description of the evaluation ratings. The Human Resources Director must be notified on or before May 1 of a rating of needs improvement or unacceptable on any standard.

UnacceptableNeeds Improvement Developing Proficient Distinguished

Standard 2-The Culture of Learning

An educational leader promotes the success of all students by advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development.

The Administrator:

a. Provides leadership for assessing, developing and improving climate and culture.

b. Systematically and fairly recognizes and celebrates accomplishments of staff and students.

c. Provides leadership, encouragement, opportunities and structure for staff to continually design more effective teaching and learning experiences for all students.

d. Monitors and evaluates the effectiveness of curriculum, instruction and assessment.

e. Evaluates staff and provides ongoing coaching for improvement.

f. Ensures staff members have professional development that directly enhances their performance and improves student learning.

g. Uses current research and theory about effective schools and leadership to develop and revise his/her professional growth plan.

h. Promotes collaboration with all stakeholders.

i. Is easily accessible and approachable to all stakeholders.

j. Is highly visible and engaged in the school community.

k. Articulates the desired school culture and shows evidence about how it is reinforced.

2.A-List examples of strategies, programs and processes that reflect the leader’s performance under this expectation. Evaluator should also note key employee accomplishments relative to this expectation.

2.B-Evaluator Summative Comments:

Evaluator should note overall performance of employee relative to this expectation. Identification of strengths and developmental suggestions should also be reflected in this section. Additional pages may be added as necessary.

2.C-Evaluator rating of employee’s performance in Leadership Standard 2—Culture of Learning. Evaluator should note on the continuum where the employee’s performance is best described. See page two of this document for a description of the evaluation ratings. The Human Resources Director must be notified on or before May 1 of a rating of needs improvement or unacceptable on any standard.

UnacceptableNeeds Improvement Developing Proficient Distinguished

Standard 3- Management

An educational leader promotes the success of all students by ensuring management of the organization, operations and resources for a safe, efficient and effective learning environment.

The Administrator:

a. Complies with state and federal mandates and local board policies.

b. Recruits, selects, inducts, and retains staff to support quality instruction.

c. Addresses current and potential issues in a timely manner.

d. Manages fiscal and physical resources responsibly, efficiently, and effectively.

e. Protects instructional time by designing and managing operational procedures to maximize learning.

f. Communicates effectively with both internal and external audiences about the operations of the school.

3.A-List examples of strategies, programs and processes that reflect the leader’s performance under this expectation. Evaluator should also note key employee accomplishments relative to this expectation.

3.B-Evaluator Summative Comments:

Evaluator should note overall performance of employee relative to this expectation. Identification of strengths and developmental suggestions should also be reflected in this section. Additional pages may be added as necessary.

3.C-Evaluator rating of employee’s performance in Leadership Standard 3—Management.

Evaluator should note on the continuum where the employee’s performance is best described. See page two of this document for a description of the evaluation ratings. The Human Resources Director must be notified on or before May 1 of a rating of needs improvement or unacceptable on any standard.

UnacceptableNeeds Improvement Developing Proficient Distinguished

Standard 4-Family and Community

An educational leader promotes the success of all students by collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources.

The Administrator:

  1. Engages family and community by promoting shared responsibility for student learning and support of the education system.
  2. Promotes and supports a structure for family and community involvement in the education system.
  3. Facilitates the connections of students and families to the health and social services that support a focus on learning.
  4. Collaboratively establishes a culture that welcomes and honors families and community and seeks ways to engage them in student learning.

4.A-List examples of strategies, programs and processes that reflect the leader’s performance under this expectation. Evaluator should also note key employee accomplishments relative to this expectation.

4.B-Evaluator Summative Comments:

Evaluator should note overall performance of employee relative to this expectation. Identification of strengths and developmental suggestions should also be reflected in this section. Additional pages may be added as necessary.

4.C-Evaluator rating of employee’s performance in Leadership Standard 4—Family and Community.

Evaluator should note on the continuum where the employee’s performance is best described. See page two of this document for a description of the evaluation ratings. The Human Resources Director must be notified on or before May 1 of a rating of needs improvement or unacceptable on any standard.

UnacceptableNeeds Improvement Developing Proficient Distinguished

Standard 5-Ethics

An educational leader promotes the success of all students by acting with integrity, fairness and in an ethical manner.

The Administrator:

  1. Demonstrates ethical and professional behavior.
  2. Demonstrates values, beliefs, and attitudes that inspire others to higher levels of performance.
  3. Fosters and maintains caring professional relationships with staff.
  4. Demonstrates appreciation for and sensitivity to diversity in the school community.
  5. Is respectful of divergent opinions.

5.A-List examples of strategies, programs and processes that reflect the leader’s performance under this expectation. Evaluator should also note key employee accomplishments relative to this expectation.

5.B-Ethics Summative Comments:

Evaluator should note overall performance of employee relative to this expectation. Identification of strengths and developmental suggestions should also be reflected in this section. Additional pages may be added as necessary.

5.C-Evaluator rating of employee’s performance in Leadership Standard 5—Ethics.

Evaluator should note on the continuum where the employee’s performance is best described. See page two of this document for a description of the evaluation ratings. The Human Resources Director must be notified on or before May 1 of a rating of needs improvement or unacceptable on any standard.

UnacceptableNeeds Improvement Developing Proficient Distinguished

Standard 6-Societal Context

An educational leader promotes the success of all students by understanding the profile of the community and responding to, and influencing the larger political, social, economic, legal and cultural context.

The administrator:

  1. Collaborates with service providers and other decision-makers to improve teaching and learning.
  2. Advocates for the welfare of all members of the learning community.
  3. Designs and implements appropriate strategies to reach desired goals.

6.A-List examples of strategies, programs and processes that reflect the leader’s performance under this expectation. Evaluator should also note key employee accomplishments relative to this expectation.

6.B-Evaluator Summative Comments:

Evaluator should note overall performance of employee relative to this expectation. Identification of strengths and developmental suggestions should also be reflected in this section. Additional pages may be added as necessary.

6.C-Evaluator rating of employee’s performance in Leadership Standard 6—Societal Context. Evaluator should note on the continuum where the employee’s performance is best described. See page two of this document for a description of the evaluation ratings. The Human Resources Director must be notified on or before May 1 of a rating of needs improvement or unacceptable on any standard

UnacceptableNeeds Improvement Developing Proficient Distinguished

7.-Safety

Please provide comments regarding the Administrators performance regarding the promotion and leadership of safe work practices.

Employee’s comments regarding evaluation:

______

Signature of Administrator Being Evaluated/Date:

Above signature indicates the administrator is aware the attached summative evaluation will become part of his/her personnel file. It does not necessarily indicate agreement with its contents.

Signature of Evaluator/Date:

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