EVALUATION OF ADMINISTRATIVE PERSONNEL

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1 MONROE COUNTY 1220/page 1 of 5 REVISED Formatted: Font: Bold EVALUATION OF ADMINISTRATIVE PERSONNEL Pursuant to State law, each administrator shall be evaluated annually by the administrator's immediate supervisor utilizing the approved District evaluation system. The purpose of this performance evaluation shall be continuous quality improvement of the professional skills of each administrator as they relate to supporting effective instruction and student learning growth. Comment [AF1]: Reference which law. Each evaluation shall relate, but not be limited to, the duties specified in the job description. The evaluation shall be completed and on file in accordance with the time schedule established by the Superintendent. The written report of the evaluation must be on file and provided to the employee within ten (10) days after the evaluation conference. The evaluator must discuss the written evaluation report with the employee. The employee shall have the right to initiate a written response to the evaluation, and the response shall become a permanent attachment to his/her personnel file. The evaluator may amend an evaluation based upon assessment data from the current year if the data becomes available within ninety (90) days after the close of the school year. An evaluation shall be submitted at the time an administrator leaves the District if services terminate prior to annual evaluations. An administrator shall be given a copy of any documents relating to his/her performance that are to be placed in the personnel file. School Administrators Evaluation System The evaluation system for school administrators will: A. be designed to support effective instruction and student learning growth and performance evaluation results must be used when developing District and school level improvement plans; B. provide appropriate instruments, procedures, timely feedback, and criteria for continuous quality improvement of the professional skills of school administrators, and performance evaluation results must be used when identifying professional development; C. include a mechanism to examine performance data from multiple sources, including opportunities for parents to provide input into employee performance evaluations when appropriate;

2 MONROE COUNTY 1220/page 2 of 5 D. identify those teaching fields for which special evaluation procedures and criteria are necessary; E. differentiate among four (4) levels of performance as follows: 1. highly effective; 2. effective; 3. needs improvement or, for instructional personnel in the first three (3) years of employment who need improvement, developing; 4. unsatisfactory; F. provide for training and monitoring programs based upon guidelines provided by the Department of Education to ensure that all individuals with evaluation responsibilities understand the proper use of the evaluation criteria and procedures; ( ) a peer assistance process. Evaluation Procedures and Criteria Comment [AF2]:??? Not sure how this fits? Should it be G? A performance evaluation must be conducted for each school administrator at least once a year. All personnel must be fully informed of the criteria, data sources, methodologies, and procedures associated with the evaluation process before the evaluation takes place. A. Performance of Students As set forth in State law, as least one-third (1/3) of a school administrator's performance evaluation must be based upon learning growth or achievement of the students attending that school over the course of three (3) years. If less than three (3) years data are available, the years for which data are available must be used. The District shall measure student learning growth using the formulas approved by the Commissioner and the standards for performance levels developed by the State Board for courses associated with the Statewide, standardized assessments administered under F.S no later than the school year immediately following the year the formula is approved by the Commissioner. (see F.A.C. 6A and 6A )

3 MONROE COUNTY 1220/page 3 of 5 For grades and subjects not assessed by Statewide, standardized assessments, the District shall measure student performance using the methodology set forth in the District's evaluation plan that is submitted to and approved by the FLDOE. B. Instructional Leadership At least one-third (1/3) of the performance evaluation must be based upon instructional leadership. Evaluation criteria for instructional leadership must include indicators based upon each of the leadership standards adopted by the State Board of Education under F.S including performance measures related to the effectiveness of classroom teachers in the school, the administrator's appropriate use of evaluation criteria and procedures, recruitment and retention of effective and highly effective classroom teachers, improvement in the percentage of instructional personnel evaluated at the highly effective or effective level, and other leadership practices that result in student learning growth. The system may include a means to give parents and instructional personnel an opportunity to provide input into the administrator's performance evaluation. C. Other Indicators of Performance The remainder of a performance evaluation may include, but is not limited to, professional and job responsibilities as recommended by the State Board of Education or identified by the School Board. Annual Report of Evaluation Results As set forth in State law, at least fifty percent (50%) of each school administrator's performance evaluation, or forty percent (40%) if less than three (3) years of student performance data are available, must be based upon learning growth or achievement of the students attending that school; the remaining portion shall be based upon factors identified in the District-determined, State-approved evaluation system plan. Student achievement measures for courses associated with Statewide assessments may be used only if a Statewide growth formula has not been approved for that assessment or, for courses associated with School District assessments, if achievement is demonstrated to be a more appropriate measure of teacher performance.

4 MONROE COUNTY 1220/page 4 of 5 For purposes of performance salary schedules adopted in accordance with State law, the student assessment data in the performance evaluation must be from Statewide assessments or District-determined assessments in the subject areas taught. The evaluation criteria for each school administrator s annual evaluation must include, but are not limited to, the following: A. student performance, as described above; B. instructional leadership that is based upon each of the leadership standards adopted by the State Board of Education, including: 1. performance measures related to the effectiveness of classroom teachers in the school; 2. the administrator s appropriate and effective use of evaluation criteria and procedures; 3. recruitment and retention of effective and highly effective classroom teachers; 4. improvement in the percentage of instructional personnel evaluated at the highly effective and effective level; and 5. other leadership practices that result in student learning growth; and 6. maintenance of facilities and grounds. C. professional and job responsibilities adopted by the State Board, as well as additional professional and job responsibilities established by the School Board. The performance evaluation system must include a mechanism to give parents and teachers an opportunity to provide input into the school administrator s performance assessment, when appropriate. Administrators shall be informed of the criteria and procedures associated with the performance evaluation process before evaluation begins. An administrator shall be given a copy of any documents relating to his/her performance that are to be placed in the personnel file.

5 MONROE COUNTY 1220/page 5 of 5 The Superintendent shall annually report the evaluation results of school administrators using the four (4) levels of performance set forth in State law to the FLDOE. The Superintendent shall also notify the FLDOE of any school administrators who receive two (2) consecutive unsatisfactory evaluations, as well as any school administrators who are given written notice by the District of intent to terminate or not renew their employment. The school administrator assessment system shall be evaluated annually to determine compliance with State law and this policy. All substantial revisions to an approved system shall be approved by the Board, upon the recommendation of the Superintendent, before being submitted to the Florida Department of Education for approval. F.S , , , , , , F.A.C. 6A District Instructional Personnel and School Administrator Evaluation Systems F.A.C. 6A Calculations of Student Learning Growth for Use in School Personnel Evaluations Revised 5/22/12 Revised 5/27/14 NEOLA

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