Compile ratings and notes from multiple observations and other sources of evidence At the end of the school year, evaluators should have collected a body of evidence representing professional practice from throughout the year. They will need to devote time to reviewing all of these materials. Use professional judgment to establish final ratings for each competency (e.g., 2.3 or 1.2) After collecting adequate evidence at the sub-competency level, the evaluator must assess where the principal falls within each competency and use professional judgment to assign ratings. At this point, the evaluator should have ratings for 6 competencies, as shown in this example: Domain Teacher Effectiveness Leadership Actions Competency Human Instructional Leading Personal Building Culture of Capital Leadership Indicators of Behavior Relationships Achievement Manager Student Achievement Competency 2 (IN) 3 (E) 3 (E) 3 (E) 2 (IN) 1 (IE) Ratings Use each competency rating and professional judgment to establish final ratings for each domain: Teacher Effectiveness and Leadership Actions It is not recommended that the evaluator average competency scores to obtain the final domain score, but rather use good judgment to decide which competencies matter the most for leaders in different contexts and how leaders have evolved over the course of the year. Domain Teacher Effectiveness Leadership Actions Competency Human Instructional Leading Personal Building Culture of Capital Leadership Indicators of Behavior Relationships Achievement
Compile ratings and notes from multiple observations and other sources of evidence At the end of the school year, evaluators should have collected a body of evidence representing professional practice from throughout the year. They will need to devote time to reviewing all of these materials. Use professional judgment to establish final ratings for each competency (e.g., 2.3 or 1.2) After collecting adequate evidence at the sub-competency level, the evaluator must assess where the principal falls within each competency and use professional judgment to assign ratings. At this point, the evaluator should have ratings for 6 competencies, as shown in this example: Domain Teacher Effectiveness Leadership Actions Competency Human Capital Manager Instructional Leadership Leading Indicators of Student Achievement Personal Behavior Building Relationships Culture of Achievement Competency Ratings 2 (IN) 3 (E) 3 (E) 3 (E) 2 (IN) 1 (IE) Use each competency rating and professional judgment to establish final ratings for each domain: Teacher Effectiveness and Leadership Actions It is not recommended that the evaluator average competency scores to obtain the final domain score, but rather use good judgment to decide which competencies matter the most for leaders in different contexts and how leaders have evolved over the course of the year. Domain Teacher Effectiveness Leadership Actions Competency Human Capital Instructional Leadership Leading Indicators of Personal Behavior Building Relationships Culture of Achievement
3a_attachment_9_rise_for_principals_and_per.docx