Calculating Results

INDIANA SUPERINTENDENT

EVALUATION PROCESS

Michael T. Adamson, Ed.D.Director of Board ServicesIndiana School Boards Association

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IC 20-28-11.5-4All certificated employees must be evaluated annually.

The evaluation instrument or process must meet the standards of evaluation identified in the statute.

WHAT’S THE BIG DEAL?

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ISBA and IAPSS seized the opportunity to develop an evaluation process that reflects the duties and responsibilities of superintendents throughout Indiana, regardless of school size or administrative staff support.

The strength of this process predominantly relies on a mutual understanding between a board and its superintendent regarding the objective requirements of evaluation.

THE OPPORTUNITY

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Joint committee IAPSS

Dr. Tom Little, Jr. – MSD Perry Township Dr. Sherry Grate – DeKalb Central Dr. Scott Hanback – Tippecanoe Dr. Kevin Caress – Clark Pleasant (Exec. Dir. of Central IN

Education Ctr.)

ISBA Dr. Michael Adamson – Dir. Of Board Services Lisa Tanselle, Esq. – Staff Attorney

IDOE - Advisory Dr. Dennis Brooks – Sr. Advisor to IN State Supt. (IEERB

Consultant)

DEVELOPMENT OF THE PROCESS

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School boards are explicitly responsible for annually evaluating their superintendent’s performance.

A responsible evaluation is not an informal exercise that mainly relies upon subjective measurements.

BOARD RESPONSIBILITY

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The total evaluation ranking is achieved by the combined performance scores of 3 evaluation components:

1. The rubric composite score2. The composite score for

personal/corporate goals3. The corporation accountability grade

EVALUATION COMPONENTS

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This instrument can be applied to any school system, regardless of demographics

Boards and Superintendents mutually determine the weight of each component prior to the evaluation cycle.

WEIGHING THE EVALUATION

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METRICS PERCENTAGESThe percentages next to each of the three categories is to be determined by the board and superintendent at the beginning of each evaluation period. The joint committee’s recommendation is that the greater weight of the evaluation should always reside with the evaluation instrument.

Circumstance and priorities should and will affect these percentages from year-to-year and must be a topic of meaningful discussion before each evaluation period if the process is to represent a formative exercise in continuous improvement.

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THE METRICS

This cell fills automatically.

Enter the weight to be given to the

assessment, e.g. 45 = 45%

Enter the weight to be given for the

accountability grade, e.g. 30 = 30%

Enter the weight to be given to

goals/objectives, e.g. 25 = 25%

Enter the date the weights were established.

This cell fills automatically.

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Adapted from the Doug Reeves Leadership Matrix

Consists of 6 categories with a total of 25 indicators aligned with the Indiana Content Standards for Educators – School Leader – District Level

Performance indicators are aligned in categories that define Highly Effective, Effective, Improvement Necessary, and Ineffective performance

THE RUBRIC

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RUBRIC EXAMPLE

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Superintendents and the School Board should have a mutual understanding of the performance expectations for each indicator and the kinds of objective evidence of performance prior to completing this evaluation.

It is an ISBA and IAPSS recommendation that the greater weight of the evaluation be assigned to the superintendent’s rubric indicator performance.

RUBRIC PERFORMANCE

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INDIVIDUAL SCORE SHEET

Every board member should place a check mark in the box that reflects his or her scores for every indicator in each of the six

categories of the evaluation rubric. These are the only choices . . . Marks in-between two boxes should not be counted.

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EVALUATION DATA

Enter answers next to each indicator for each board member

These cells fill automatically

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May be personal goals or corporate objectives

Need a minimum of twoIdentify goals at the beginning of the

evaluation processDefine the performance categories, i.e.,

HE, E, I, IN

SUPERINTENDENT GOALS

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GOALS/OBJECTIVES

These cells fill automatically

Enter Number of

Goals and/or

Objectives

Enter Score Based on Scoring Criteria

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SCHOOL RATING

Enter Grade provided from IDOE

These cells fill

automatically

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EVALUATION SUMMARY

All Cells in this Worksheet Fill Automatically

If the Total value of categories in the Metric

Worksheet is less or greater than 1.0 (100%),

these weight cells will be blank.

Every board member should sign the

evaluation summary.

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RANKING

ISBA/IAPSS Superintendent Evaluation Metrics

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Superintendents should be proactive regarding the evaluation process.

The superintendent’s evaluation must be reported along with the evaluations of other certificated employees.

If there are questions regarding the process or if additional training is needed for board members, contact ISBA.

FINAL COMMENTS

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Questions?