PRINCIPAL EVALUATION PHILOSOPHY
Evaluation is a positive process calling the principal to
personal and professional growth and accountability to the Spokane Diocesan
Principal's Job Description. It
challenges the principal to act as a Catholic Christian model who exemplifies
a deep sense of ministry in the fulfillment of leadership responsibilities.
It highlights what is being done well. It provides the opportunity to identify strengths.
It provides the mechanism for noting weaknesses and the motivation to
correct them. And finally, it
provides a yardstick against which future performance can be measured.
PRINCIPAL
EVALUATION
The principal shall be evaluated annually by the pastor(s)
and the Diocesan School Office before contract renewal.
A process for this evaluation shall be provided by the
Diocesan School Office.
After the third year, the principal and evaluation team have the option of
varying the process.
I.
Professional Growth Plan
The principal is responsible to
develop an annual professional growth plan as directed
by the diocesan
process.
II.
Annual Evaluation
The
basis of evaluation is to be the principal’s job description and the principal’s professional growth
plan.
III.
Procedure for Developing the Professional Growth Plan
The procedure, timeline, and forms
for developing the annual professional growth plan and evaluation process
shall be provided by the Diocesan School Office.
PRINCIPAL
ANNUAL PROFESSIONAL GROWTH PLAN
AND
ANNUAL EVALUATION
Developing the Annual
Professional Growth Plan
1. Mission Statement/School Philosophy
The annual Professional Growth Plan
of the school administrator is developed within the context of the mission
statement of the parish, and the mission statement and philosophy of the
school.
2.
Developing a Vision Statement
Within the context of the parish
and school mission statements, the school philosophy, and the parish the
principal formulates a Vision Statement, responding to the statement: “What
would you like to see happen at your school?”
3.
Developing Administrative Goals/Professional Growth
Plan
The principal in collaboration with
the pastor(s) and the school faculty will identify at least one major school
goal to be accomplished during the current school year.
The principal in collaboration with
the pastor and the diocesan superintendent of schools will formulate two
professional goals to be accomplished during the current school year.
4. Developing
An Action Plan
The principal will formulate
specific plans of action for the school goal and the professional goals.
These three goals, the action plans, and the principal’s
job description are the major components of the experienced principal’s
annual evaluation.
TIMELINE
August/September
September/October
-
Principal shares his/her Professional Growth Plan with
the Diocesan School Office and the pastor(s) by October 30.
-
Principal
sets date for on-site evaluation with pastor
and Diocesan School Office personnel.
-
Principal seeks periodic input from teachers relative
to principal’s performance and implementation of
goals through informal
evaluation tools.
November
December
-
The Diocesan School Office will send out a principal
evaluation form to the pastor(s) and a perception
form to the local School
Advisory Council chairperson.
-
The principal seeks periodic input from teachers
regarding principal’s performance.
January
-
The principal continues evaluation of school goals
with the staff.
-
Principal prepares a written self-evaluation report.
-
Principal seeks periodic input from teachers regarding
principal’s performance.
January/February
-
The diocesan superintendent of schools and the
pastor(s) meet with the principal to discuss the principal’s professional
growth plan, the principal’s self-evaluation, and the current status of the
school.
-
The diocesan superintendent of schools and the
pastor(s) meet with selected members of the
school faculty to discuss the
principal’s performance and the status of the school.
-
Principal seeks periodic input from teachers regarding
principal’s performance.
March
-
Written on-site evaluation report will be sent to the
principal and pastor(s).
-
Copies of the written on-site evaluation are given to
the principal, pastor(s), and Diocesan
School Office.
-
Principal will develop a preliminary action plan for
implementing areas of
recommendations and share this plan with the pastor and
the Diocesan School
Office.
April
May
PRINCIPAL
CONTRACT
The
Diocesan Superintendent of Schools in concurrence with the school
pastor/pastoral administrator and in consultation with the local school board
shall hire, re-hire evaluate, and terminate the school principal.
(Diocesan Policy #4119.1)
I. Contract Renewal
Contract renewal is considered
automatic if the principal does not receive a non-renewal notice by the
specified date from the school.
2.
Responsibility for Contract
Renewal
The
Superintendent of Schools notifies the pastor and principal of renewal dates
as specified in the
contract.
The school offers the principal a new contract
according to the dates specified in the contract.
Contract Contract terms
agreed upon in writing and signed in the following order:
1) Diocesan
Superintendent, 2) Pastor, 3) Principal
II. Contract Notification
Notification
to a principal that she/he will not be given a new contract for the following
year shall be given
in writing before or on the specified date.
Forms Used for
Principal Performance Plan and Evaluation
PRINCIPAL
EVALUATION PHILOSOPHY
Evaluation
is a positive process calling the principal to personal and professional
growth and accountability to the Spokane Diocesan Principal's Job Description.
It challenges the principal to act as a Catholic Christian model who
exemplifies a deep sense of ministry in the fulfillment of leadership
responsibilities. It highlights
what is being done well. It
provides the opportunity to identify strengths. It provides the mechanism for noting weaknesses and the motivation to
correct them. And finally, it
provides a yardstick against which future performance can be measured.
PRINCIPAL EVALUATION
The principal shall be evaluated annually by the pastor(s) and the Diocesan
School Office before contract renewal.
A
process for this evaluation shall be provided by the Diocesan School Office.
After
the third year, the principal and evaluation team have the option of varying
the process.
I.
Professional
Growth Plan
The
principal is responsible to develop an annual professional growth plan as
directed by the
diocesan
process.
II.
Annual Evaluation
The basis of
evaluation is to be the principal’s job description and the principal’s
professional
growth plan.
III.
Procedure for Developing the Professional Growth Plan
The procedure, timeline, and forms for developing the annual professional
growth plan
and evaluation process shall be provided by the Diocesan School Office.
PRINCIPAL
ANNUAL PROFESSIONAL GROWTH PLAN
AND
ANNUAL
EVALUATION
Developing the Annual Professional Growth Plan
1.
Mission
Statement/School Philosophy
The
annual Professional Growth Plan of the school administrator is developed
within the context of the mission statement of the parish, and the mission
statement and philosophy of the school.
2.
2.
Identifying Strengths and
Concerns
In
the light of these documents, the strengths and concerns of the parish and
school are identified. The
identification is made within the framework of the effect these conditions
would have on the effectiveness of the principal’s performance.
3.
3.
Developing a Vision Statement
Within
the context of the parish and school mission statements, the school
philosophy, and the parish and school strengths and concerns, the principal
formulates a Vision Statement, responding to the statement: “What would you
like to see happening?”
4.
4.
Developing Administrative
Goals/Professional Growth Plan
The
administrator’s individual priorities should respond to the needs identified
in the limiting factors of the school and to those areas where professional
leadership or development is needed within the context of present employment,
identifying goals as faith leader, instructional leader, administrator, and
communicator. At this time it
would be appropriate for the administrator to address his/her professional
goals.
The
determination of the school goals and objectives is made after sufficient
input from the staff and school board. In
general, they would include areas from curriculum development, staff
development, student achievement and spirit and community service.
These goals also flow from the context of the vision statement.
5.
5.
Developing An Action Plan
For
the personal and school goals, specific plans of action are identified.
It is important that attainable goals, action plans and the
principal’s job description are the major components of the principal’s
annual evaluation.
NOTE:
PROFESSIONAL PERSON:
The
professional person selected by the principal must have an administrative
background in elementary education.
This
person acts in the capacity of mentor and friend and is part of the on-site
evaluation team. This person
arrives at the site with no vested interest, other than the desire to help
improve the quality of administrative leadership.
The insights that the professional person offers are frequently what is
needed because they come from the outside and do not carry with them any of
the internal pressures. This
freshness is an important element in promoting clarity to the situation.
The
responsibility of the professional person include:
-
Contact
with the school in general
-
Other
contacts according to need and availability
-
Receives
school board reports, staff and parent bulletins, periodic contact with
school administrator
-
is
present for the annual on-site evaluation
August/September
-
Principal
drafts school goals with the school staff
-
Principal
drafts personal and professional goals
-
Principal
selects professional person
-
School
secretary is given task of assembling packets for on-site evaluation
-
Principal
designs tools for ongoing teacher feedback.
September/October
-
Principal
shares his/her Professional Growth Plan with the Diocesan School Office
and the pastor(s) by October 30.
-
Principal
sets date for on-site evaluation with pastor and Diocesan School Office
personnel.
-
Goal
statements are translated into program
-
Principal
seeks periodic input from teachers relative to principal's performance and
implementation of goals through informal evaluation tools
November
December
-
Notify
evaluation member(s) of date for on-site visit by December 18.
-
Send out
evaluation packets to the evaluation member(s)10 days prior to
visitation.
-
Principal
seeks periodic input from teachers regarding principal’s performance.
January
-
The
principal continues evaluation of school goals with the staff.
-
Principal
prepares a written self-evaluation report.
-
Principal
seeks periodic input from teachers regarding principal’s performance.
January/February
-
On-site
visit to school according to evaluation Plan A, B, or C.
-
Principal
seeks periodic input from teachers regarding principal’s performance.
March
-
Written
on-site evaluation report will be sent to the principal and pastor(s).
-
Copies of
the written on-site evaluation are given to the principal, pastor(s), and
Diocesan School Office
-
Principal
will develop a preliminary action plan for implementing areas of
recommendations and share this plan with the pastor and the Diocesan
School Office.
April
May
ASSESSMENT PROCEDURE FOR ANNUAL PRINCIPAL EVALUATION
I. There are three procedures
available for annual principal evaluation:
Plan
Plan A: Evaluation Team This
plan affects first, second, and third year principals.
P
Plan B: Principal/Diocesan Superintendent or Assistant
Super intendent
This
plan affects principals with more than three years of
administration
experience in the Diocese of Spokane.
Plan
Plan C: Exit Conference
This
plan affects principals who are not returning as principal in
the next school year.
II.
Finalized On-site Evaluation Report
Each
member of the team will complete the assessment form.
These will be given to the representatives of the Diocesan School
Office who will prepare a written summary.
The written report will be shared with the principal and pastor(s) and
copies will be given to the principal, pastor, and Diocesan School Office.
III.
Principal’s Personnel File
A
copy of the final written report, the Principal’s Growth Plan, the
Principal’s Self-Evaluation, and the pastor(s) evaluation will be filed in
the principal’s personnel file located at the Diocesan School Office.
PRINCIPAL
CONTRACT
The
Diocesan Superintendent of Schools in concurrence with the school
pastor/pastoral administrator and in consultation with the local school board
shall hire, re-hire evaluate, and terminate the school principal.
(Diocesan Policy #4119.1)
I. Contract Renewal
2. Responsibility for Contract
Renewal
-
The
Superintendent of Schools notifies the pastor and principal of renewal dates
as specified in the contract.
-
The
school offers the principal a new contract according to the dates specified
in the contract.
-
Contract
terms agreed upon in writing and signed in the following order: 1)
Diocesan Superintendent, 2) Pastor, and 3) Principal
II.
Contract Notification
Assessment Procedure for Principal Evaluation
EVALUATION TEAM
PLAN A
This plan affects first, second, and third year principals.
I.
Members of the evaluation team shall include the principal,
pastor(s), diocesan superintendent or assistant superintendent and a
professional person.
II.
Role of the Team Members
A.
Principal:
-
sets up and hosts the on-site visits
-
shares his/her goals, vision for the school and self
evaluation on the progress of the professional growth plan.
B.
Pastor(s):
C.
Professional Person:
D.
Diocesan School Office Personnel:
-
the Superintendent or Assistant Superintendent
facilitates the on-site evaluation process.
-
assesses the professional performance and
qualifications of the principal.
-
assesses the implementation of diocesan policies and
regulations and adherence to state and federal laws.
-
works with the professional person in assessing the
quality of the educational program.
III. On-site Evaluation
-
Principal
meets with the evaluation team to share self-evaluation of
professional growth plan
-
Tasks
are assigned to team members by the Diocesan School Office personnel
-
Team
members visit classrooms, school plant and personnel assigned to them.
-
Team
meets to share and summarize the data.
-
Team
or Diocesan personnel orally presents the commendations and
recommendations to the principal.
PRINCIPAL AND DIOCESAN PERSONNEL
PLAN B
This plan affects principals with more than three years of
administration experience in the Diocese of Spokane.
The principal and Diocesan School Office personnel confer on an
established date in January, February, or March.
I.
Content for the initial conference for the
day shall include all of the following:
-
the school
philosophy
-
the
school goals
-
the
principal's Professional Growth Plan
-
the
job description
-
a
copy of the previous year's on-site visitation summary
-
a
copy of the pastor ('s) evaluation (s) and a summary of the school
board perception checks.
NOTE:
Input from the pastor(s) may be given personally on the date
of the conference, or it may be
written before the meeting day with copies being sent to the
principal and the Diocesan School Office prior to the conference date.
II. Time is provided for the Diocesan School Office personnel to
visit classrooms and school plant.
III. Diocesan personnel share on-site perceptions with the principal.
IV. The principal and office personnel collaboratively
plan agreed areas of administration to be included in the
Annual
Professional Growth Plan. The
principal will develop an action plan that will assist him/her in
meeting
the desired objectives and goals for the next year’s
Professional Growth Plan.
V. This plan and written on-site evaluation is shared
with the pastor(s) and copies of the evaluation are sent to
the
principal, pastor(s), and Diocesan School Office.
PRINCIPAL EXIT CONFERENCE
PLAN C
This plan affects principals who will not return as principal
in the next school year.
In the event that the principal will not return as principal
in the next school year, an exit conference will be set with the
principal and Diocesan School Office personnel.
Attention will be given to the faith community, programs, school
climate, and special needs of the school community.
After the conference, the principal will detail the specific
skills and characteristics he/she believes will be important in the
hiring of a new administrator and will send the information to the
Diocesan School Office.
The Diocesan School Office personnel will write a letter of
recommendation for the principal.
Forms used for Principal Performance Plan
and Annual Evaluation
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