Why principal evaluation?
Because Leadership Matters!
McREL’s
PRINCIPAL
EVALUATION SYSTEM
Balanced Leadership Framework®
Our mission is to make a difference
in the quality of education and
learning for all through excellence
in applied research, product
development, and service.
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Principal Evaluation
Teacher Evaluation
Balanced Leadership
Classroom Instruction that Works
Power Walk Through
And more..
PRINCIPLES
Research-based
Transparent
Focused
Growth-Oriented
Flexible
Balanced Leadership Framework®
Purposeful Community
School-Level Leadership
Focus
of Leadership
Managing
Change
School-Level Leadership
Purposeful Community
21 leadership responsibilities
McREL Principal Evaluation System
Orientation
Final
Evaluation
Goal Setting
Self
Assessment
End of year
Performance
Pre
Evaluation
Discussion
Conference
Consolidated
Mid-Year
Performance
Evaluation
Assessment
Meeting
RUBRICS
Categorical Ratings │ Scoring │ Evidence │ Framework
Rubrics and the Framework
Leadership Responsibilities Associated with Purposeful Community
A Purposeful Community is one with the collective efficacy and capability to develop and use assets to
accomplish goals that matter to all community members through agreed upon processes.
Affirmation: Recognizes and celebrates school accomplishment and acknowledges failures.
Developing
Proficient
Accomplished
Distinguished
(Comment Required)
Not Demonstrated
(Comment Required)
Purposeful Community
School-Level Leadership
Principal Leadership Responsibilities Associated with Focus of Leadership
Focus of Leadership involves accurately and pro-actively targeting appropriate areas for school
improvement efforts
Contingent Rewards: Recognizes and rewards individual accomplishments.
Developing
Proficient
Accomplished
Distinguished
(Comment Required)
Not Demonstrated
(Comment Required)
Focus
of
Leadership
Magnitude
of
Change
.
School-Level Leadership
Principal Leadership Responsibilities Associated with Managing Change
Managing Change involves understanding the implications of change efforts for stakeholders and
adjusting leadership behaviors accordingly
Change Agent: Is willing to and actively challenge the status quo
Developing
Proficient
Accomplished
Distinguished
(Comment Required)
Not Demonstrated
(Comment Required)
.
Purposeful Community
Performance Rating Scale
• Developing: Principal demonstrated adequate growth toward
achieving standards of performance during the period of
performance, but did not demonstrate proficiency.
• Proficient: Principal demonstrated basic competence on
described standards of performance.
• Accomplished: Principal exceeded basic competence
on described standards of performance most of the
time.
• Distinguished: Principal consistently and significantly
exceeded basic competence on described standards of
performance.
Scoring the rubric
Leadership Responsibilities Associated with Purposeful Community
A Purposeful Community is one with the collective efficacy and capability to develop and use assets to accomplish goals that matter to
all community members through agreed upon processes.
Affirmation: Recognizes and celebrates school accomplishment and acknowledges failures.
Developing
Proficient
Accomplished
. . . and
Privately or individually
Publicly and fairly
acknowledges successes and recognizes the successes
failures of:
and failures of:
□ Students.
□ Students.
□ Teachers.
□ Teachers.
□ Staff.
□ Staff.
□ The school as a
□ The school as a
whole.
whole.
. . . and
Publicly interprets and
communicates:
□ Failure as temporary
and specific.
□ Success as permanent
and pervasive.
□
□
Communicates the
nature of failures and
the need to take action
to address them.
□
. . . and
Has a plan for
systematically and fairly
recognizing successes and
failures of:
□ Students.
□ Teachers.
□ Staff.
□ The school as a
whole.
Communicates to
□ Utilizes the
teachers and staff
recognition of failure
actions taken and how
as an opportunity to
they contributed to
improve.
success or failure of
school initiatives.
Distinguished
(Comment Required)
Uses successes and
failures to increase the
belief of teachers and
staff in their ability to
impact student
achievement.
Not Demonstrated
(Comment Required)
Scoring the rubric
Leadership Responsibilities Associated with Purposeful Community
A Purposeful Community is one with the collective efficacy and capability to develop and use assets to accomplish goals that matter to
all community members through agreed upon processes.
Affirmation: Recognizes and celebrates school accomplishment and acknowledges failures.
Developing
Proficient
Accomplished
. . . and
Privately or individually
Publicly and fairly
acknowledges successes and recognizes the successes
failures of:
and failures of:
√ Students.
√ Students.
√ Teachers.
√ Teachers.
√ Staff.
√ Staff.
√ The school as a
□ The school as a
whole.
whole.
. . . and
Publicly interprets and
communicates:
□ Failure as temporary
and specific.
□ Success as permanent
and pervasive.
√
□
Communicates the
nature of failures and
the need to take action
to address them.
√
. . . and
Has a plan for
systematically and fairly
recognizing successes and
failures of:
√ Students.
√ Teachers.
√ Staff.
□ The school as a
whole.
Communicates to
□ Utilizes the
teachers and staff
recognition of failure
actions taken and how
as an opportunity to
they contributed to
improve.
success or failure of
school initiatives.
Distinguished
(Comment Required)
Uses successes and
failures to increase the
belief of teachers and
staff in their ability to
impact student
achievement.
Not Demonstrated
(Comment Required)
Artifacts and Evidence
Managing Change
Optimize: Inspires and leads new and challenging innovations.
Not Demonstrated
Developing
Proficient
(Comment Required)
. . . and
□ Is not optimistic
□ Portrays a positive □ Inspires teachers
about the school’s
attitude about the
and staff to
ability to
ability of teachers
individually and
accomplish goals.
and staff to
collectively
accomplish school
accomplish school
goals.
goals
Comments (At a minimum, raters should explain all “Not Demonstrated” and
“Distinguished” ratings. Other comments should provide a rationale for
ratings.):
Recommended Actions:
Artifacts support the principal’s work
toward fulfilling individual researchbased responsibilities as well as
organizational improvement goals.
These are some examples of artifacts
and can generate rich discussions
between the principal and their
supervisor.
Accomplished
Distinguished
(Comment Required)
. . . and
□ Promotes
perseverance and
hope during
challenging times.
. . . and
□ Inspires and
motivates teachers
and staff to
accomplish things
they consider to be
beyond their grasp.
•
Suggested Evidence or Documentation That
May Be Used to Support Rating:
•
Magnet Evaluation Document
•
Magnet Brochure/Booklet
•
EL Monitoring Notebook
•
Student Monitoring Notebook
•
Professional Development Plan
•
Professional Development Notebook
•
Regular Feedback to Teachers and Staff
Regarding Performance
•
Planning and Leading Professional
Development
•
Single Plan for Student Achievement
•
Classroom walkthrough data
•
Monitoring Plan
•
Evaluator Responsibilities
• Know and understand the Principal Leadership Responsibilities.
• Participate in training to understand and implement McREL’s
Principal Evaluation System.
• Supervise the process and ensure that all steps are conducted
according to McREL’s Principal Evaluation System.
• Identify the principal’s strengths and areas for improvement and
make recommendations for improving performance.
• Ensure the principal’s Summary Evaluation Rating Form contains
accurate information and accurately reflects the principal’s
performance.
• Assist in the development of and supervise the implementation
of professional development plans.
Principal Responsibilities
• Know and understand the Principal Leadership
Responsibilities.
• Understand McREL’s Principal Evaluation System
• Prepare for and fully participate in each component of
McREL’s Principal Evaluation System.
• Gather data, artifacts, and/or evidence to demonstrate
performance in relation to leadership responsibilities and
progress in attaining goals.
• Develop and implement strategies to improve personal
performance/attain goals in areas individually or collaboratively
identified.
16
McREL Principal Evaluation System
Orientation
Final
Evaluation
Self
Assessment
Goal Setting
End of year
Performance
Pre
Evaluation
Discussion
Conference
Consolidated
Mid-Year
Performance
Evaluation
Assessment
Meeting
Scoring the rubric
Leadership Responsibilities Associated with Purposeful Community
A Purposeful Community is one with the collective efficacy and capability to develop and use assets to accomplish goals that matter to
all community members through agreed upon processes.
Affirmation: Recognizes and celebrates school accomplishment and acknowledges failures.
Developing
Proficient
Accomplished
. . . and
Privately or individually
Publicly and fairly
acknowledges successes and recognizes the successes
failures of:
and failures of:
√ Students.
√ Students.
√ Teachers.
√ Teachers.
√ Staff.
√ Staff.
√ The school as a
□ The school as a
whole.
whole.
. . . and
Publicly interprets and
communicates:
□ Failure as temporary
and specific.
□ Success as permanent
and pervasive.
√
□
Communicates the
nature of failures and
the need to take action
to address them.
√
. . . and
Has a plan for
systematically and fairly
recognizing successes and
failures of:
√ Students.
√ Teachers.
√ Staff.
□ The school as a
whole.
Communicates to
□ Utilizes the
teachers and staff
recognition of failure
actions taken and how
as an opportunity to
they contributed to
improve.
success or failure of
school initiatives.
Distinguished
(Comment Required)
Uses successes and
failures to increase the
belief of teachers and
staff in their ability to
impact student
achievement.
Not Demonstrated
(Comment Required)
Preliminary Performance
Goal Setting Form
Principal Signature:___________________________________ Date:_______________
Supervisor Signature:__________________________________ Date:_______________
Mid-year Progress
Principal Evaluation Home Mapping
Step # 2
Data collection & feedback
Step # 3
Step #6
Annual Evaluation Process
#1 Orientation
#7 Final evaluation
and goal setting
#2 Self Assessment
& Goal Setting
#6 End of Year
performance
discussion
#3 Pre-evaluation
Meeting
#5 Consolidated
performance
assessment
#4 Mid-Year
progress
Analytics & Reporting
The data tab will provide access
to progress and summary
reports
Once enabled the system will provide a list
of standard reports. Once a report is
selected the user will be prompted for
parameters. The system will generate PDF,
CSV, or RTF reports
For more information please contact Mr. Thomas Schulte,
Assistant Director of PD at EIRC at:
tschulte@eirc.org or call 856-582-7000
Thank You