Prince George s County Public Schools School Lane Upper Marlboro, Maryland

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1 INSTRUCTIONAL DIRECTOR PERFORMANCE APPRAISAL NAME: POSITION: Appraiser: Attach Executive s goals and/or responses to this appraisal, as appropriate. PART I: GENERAL JOB COMPETENCIES As to each competency, indicate whether the Appraiser: STRONGLY AGREES (SA) AGREES (A) DISAGREES (D) STRONGLY DISAGREES (SD) Please elaborate with comments where appropriate. DRIVE, INITIATIVE AND FOLLOW- UP (PERFORMANCE PLAN) The employee maintains elevated performance goals for self and others; suggests ways to solve problems or add value; and ensures follow- through on own work and that of direct reports. The employee plans for the short and long term, manages those plans effectively and takes ownership for successes or failures as appropriate. Principal Management Goal Setting (1A) Principal Management Providing Principals Regular Feedback (1B) School Improvement SIP Planning and Monitoring (2B) School Improvement Performance Management (2C) Board of Education of Prince George s County - 1 -

2 COLLABORATIVE LEADERSHIP AND TEAMWORK The employee makes decisions after seeking input from relevant sources and on the basis of organizational needs as a whole, and ensures that group/team members have an opportunity to contribute to the discussion or work at hand. School Improvement Instructional Support (2D) School Improvement SIP Planning and Monitoring (2B) Professional Development Professional Learning (4D) Teacher Effectiveness Evaluation Progress Monitoring (3B) Teacher Effectiveness Providing Principals Guidance on Low- Performers (3C) COMMUNICATION The employee communicates ideas effectively, and in a timely manner, to the appropriate audience. Principal Management Providing Principals Regular Feedback (1B) Principal Management Accountability (1D) Principal Management Addressing Low- Performers (1E) Principal Management Supporting New Principals (1F) System Operations Expressed Concerns (5E) Board of Education of Prince George s County - 2 -

3 CUSTOMER SERVICE AND CONTINUOUS IMPROVEMENT The employee is responsive to customer needs, and responds in a timely and appropriate manner. The employee is constantly seeking ways to improve his or her performance and the performance of his or her area of responsibility. Instructional Director success in working towards meeting all benchmark metrics. JUDGMENT The employee considers the implications of his/her actions, and acts accordingly with regard to sharing information and making sound decisions. School Improvement Instructional Support (2D) Teacher Effectiveness Providing Guidance on Low- Performers (3C) Teacher Effectiveness Attendance (3D) Teacher Effectiveness Granting Tenure (3E) System Operations Expressed Concerns (5E) Board of Education of Prince George s County - 3 -

4 PART II: JOB PERFORMANCE RELATED TO SCHOOL SYSTEM GOALS (Comment as applicable) High Student Achievement (if applicable) - Sets and helps drive a vision for instruction to drive student achievement - Understands and utilizes student data in decision- making - Provides an assessment of system and/or school s instructional program - Guides and supports capacity around instruction - Effectively evaluates instructional personnel Principal Management Goal Setting (1A) Principal Management Providing Principals Regular Feedback (1B) Principal Management Using Multiple Measures in Evaluation (1C) Principal Management Addressing Low- Performers (1E) School Improvement Data Analysis (2A) School Improvement Performance Management (2C) School Improvement Instructional Support (2D) Teacher Effectiveness Talent Review (3A) Teacher Effectiveness Evaluation Progress Monitoring (3B) Teacher Effectiveness Providing Principals Guidance on Low- Performers (3C) Professional Development Focus and Alignment (4A) Professional Development Linking PD to School Performance Needs (4C) System Operations Data Quality (5A) System Operations Special Education (5B) Board of Education of Prince George s County - 4 -

5 Effective Teaching (if applicable) - Sets and helps drive a vision for human capital - Contributes to the effective assessment of instructional leader and teacher effectiveness - Guides and supports school system capacity around developing effective instructional leaders and teachers Principal Management Goal Setting (1A) Principal Management Providing Principals Regular Feedback (1B) School Improvement Data Analysis (2A) School Improvement Performance Management (2C) School Improvement Instructional Support (2D) Teacher Effectiveness Talent Review (3A) Teacher Effectiveness Evaluation Progress Monitoring (3B) Teacher Effectiveness Providing Principals Guidance on Low- Performers (3C) Teacher Effectiveness Attendance (3D) Professional Development Focus and Alignment (4A) Professional Development Linking PD to Individual Principal Performance (4B) Professional Development Linking PD to School Performance Needs (4C) Professional Development Professional Learning (4D) Safe and Supportive Schools (if applicable) - Sets and helps drive a vision for a climate of respect and collaboration Board of Education of Prince George s County - 5 -

6 - - Guides and supports managers and principals in the development of safe and supportive schools and work locations Assesses and creates structures for safe and supportive environments Principal Management Goal Setting (1A) System Operations Data Quality (5A) System Operations Procedural Compliance (5C) System Operations Student- Based Budgeting (5D) Strong Community Partnerships (if applicable) - Responds effectively to community concerns - Develops strong relationships with community partners - Elicits community input effectively - Demonstrates strong group leadership School Improvement SIP Planning and Monitoring (2B) School Improvement Performance Management (2C) System Operations Expressed Concerns (5E) Board of Education of Prince George s County - 6 -

7 Efficient and Effective Operations (if applicable) - Manages budgets - Manages the growth and development of personnel - Manages projects to completion - Utilizes space and facilities to maximum efficiency - Supports managers and principals in their capacity around efficient and effective operations - Utilizes staff effectively to support students and schools - Leverages resources to support schools - Interacts effectively with school system departments - Adheres to policy and legal processes Teacher Effectiveness Talent Review (3A) Teacher Effectiveness Evaluation Progress Monitoring (3B) System Operations Data Quality (5A) System Operations Special Education (5B) System Operations Procedural Compliance (5C) System Operations Student- Based Budgeting (5D) System Operations Expressed Concerns (5E) System Operations Title I Compliance (5F) Board of Education of Prince George s County - 7 -

8 Board of Education of Prince George s County - 8 -

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