Administrator Evaluation

Administrator Standards and Evaluation Rubric

Administrator Evaluation Categories
Administrator Evaluation Process Timeline
Summative Administrator Evaluation Rating
Performance Ratings

A robust administrator evaluation system is a powerful means to develop a shared under-standing of leader effectiveness for the state of Connecticut. The Connecticut administrator evaluation model defines principal effectiveness in terms of (1) administrator practice (the actions taken by administrators that have been shown to impact key aspects of school life); (2) the results that come from this leadership (teacher effectiveness and student achievement); and (3) the perceptions of the administrator’s leadership among key stakeholders in their community. It provides a structure for the ongoing development of principals and other administrators so that we have a basis for assessing their strengths and growth areas so they have the feedback they need to get better. It also serves as a means for districts to hold themselves accountable for ensuring that every child in their district attends a school with effective leaders. The model meets all of the requirements for the evaluation of 092 endorsement holders outlined in Connecticut Statute and Connecticut State Board of Education regulations.

Administrator Evaluation Categories

The evaluation of administrators, as well as supports for their ongoing growth and development, are based on 4 categories:

1

Leadership practice (40%)- An assessment of an administrator’s leadership practice – by direct observation of practice and the collection of other evidence

2

Stakeholder feedback (10%)- assessed by administration of a survey with measures that align to the Connecticut Leadership Standards

3

Student learning (45%) - Student learning is assessed in equal weight by: (a) performance and progress on the academic learning measures in the state’s accountability system for schools and (b) performance and growth on locally-determined measures. Each of these measures will have a weight of 22.5% and together they will account for 45% of the administrators’ evaluation.

4

Teacher Effectiveness (5%) - as measured by an aggregation of teachers’ student learning objectives.

Administrator Evaluation Process Timeline

An annual cycle and sequence of events for administrators and evaluators to follow that lends well to a meaningful and feasible process.
Administrator Evaluation Process. Six step circular diagram.

Summative Administrator Evaluation Rating

The administrator and evaluator meet in the late spring to discuss the administrator’s self-assessment and all evidence collected over the course of the year. Annual summative evaluations will be calculated as follows:

The process for determining summative evaluation ratings involves three steps: (a) determining a practice rating, (b) determining an outcomes rating, and (c) combining the two into an overall rating.

  • A. PRACTICE: Leadership Practice (40%) + Stakeholder Feedback (10%) = 50%
  • B. OUTCOMES: Student Learning (45%) + Teacher Effectiveness (5%) = 50%
  • C. OVERALL: Practice (50%) + Outcomes (50%) = 100%

Performance Ratings

The overall rating combines the practice and outcomes ratings using the Summative Matrix to determine a final rating aligned to one of four performance evaluation designators defined as follows:

Levels of Performance

4

Exemplary

Substantially exceeded target/indicators

3

Proficient

Met target/indicators

2

Developing

Made progress but did not meet target/indicators

1

Below Standard

Made little or no progress against target/indicators