Developing and implementing principal and teacher evaluation systems that are aligned to a district's strategic plan and school improvement plan is no simple task. Many states now mandate that school districts design and implement performance evaluation systems incorporating measures of student growth as a significant component of teacher and principal evaluations.
ECRA offers human resource solutions that support the evaluation of administrators and teachers as well as continuous professional development.
Growth Components for Principal and Teacher Evaluation
Attributing student growth to a specific administrator or teacher is complex due to a myriad of contributing factors that may explain the academic performance of children. The challenge is that school districts must ensure that these performance evaluation systems are valid and reliable. However, most local school systems do not have the analytic sophistication or capabilities within their organization to choose and implement conceptually simple, yet scientific and defensible models. Research on growth models warns against implementing over-simplified models, such as gains from a pre-test to a post-test. Local Growth Models offer a fair and transparent way to measure principal and teacher impact on individual students.
Self-Assessments and 360 Evaluations
Self-assessment is a powerful tool for professional development and goals setting. It allows for input from a range of other stakeholders, including administrators, faculty, support staff, parents, and community members that supervisors may consider when evaluating principals. ECRA offers self assessments and 360 evaluations aligned to national research and Illinois-specific instruments aligned to the Illinois Leadership standards.
Principal Goal Setting
Linking a principal's goals in part to the District strategic plan ensures leaders are focusing on areas the organization has deemed most important. ECRA works with districts to develop comprehensive principal evaluation systems that filters strategic goals down to school improvement goals and ultimately into goals for principals. When used in conjunction with student growth components and self/360 assessment, the result is a robust evaluation system that targets the priorities of the district, yet is still compliant with state mandates.