RISE

1. RISE Principal Evaluation and Development System: Overview and Principal Effectiveness Rubric

2. Agenda • Overview of the RISE Principal Evaluation and Development System • Professional Practice • Student Learning • Summative Scoring

3. What is the purpose of the RISE Principal Evaluation and Development System? Shine a Spotlight on Great Leadership Promote the Development of Key Leadership Skills Support a Fair and Transparent Evaluation of Effectiveness

4. There are two major components of the RISE system.

5. Multiple measures inform the summative evaluation score. • Each of these measures are scored separately and combined for the summative rating.

6. The overall summative scoring weights emphasize school performance and rubric data.

7. Agenda • Overview of the RISE Principal Evaluation and Development System • Professional Practice • Student Learning • Summative Scoring

8. We will first look at Professional Practice, as measured by the Principal Effectiveness Rubric.

9. Activity 1: Indicators of an Effective Principal • PART I • You will need: Paper and Pen • Directions: Brainstorm a list of 5 or more skills/actions effective principals display. List your ideas on paper. You will have 5 minutes.  Guiding Question: What skills and actions do effective principals display?

10. How was the RISE Principal Effectiveness Rubric Developed? Developed with focus on principal as driver of student achievement and growth

11. The Principal Effectiveness Rubric (PER) has two Domains.

12. The two Domains each have three Competencies. Domain 1: Teacher Effectiveness • 1.1 Human Capital Manager • 1.2 Instructional Leadership • 1.3 Leading Indicators of Student Learning 50% Domain 2: Leadership • 2.1 Personal Behavior • 2.2 Building Relationship • 2.3 Culture of Achievement 50%

13. Each competency has multiple sub-competencies. 50% Domain 1: Teacher Effectiveness • Competency 1.1: Human Capital Manager • Sub-competencies: • 1.1.1 Hiring and retention • 1.1.2 Evaluation of teachers • 1.1.3 Professional development • 1.1.4 Leadership and talent development • 1.1.5 Delegation • 1.1.6 Strategic assignment • 1.1.7 Addressing teachers who are in need of improvement or ineffective • Overall there are 23 sub-competencies in the Principal Effectiveness Rubric.

14. The rubric is structured to capture multiple performance level ratings, as defined by indicators. Performance Level Ratings Competencies Sub-competencies Indicators

15. Activity 1: Effective Principal Indicators • PART II • You will need: The Principal Effectiveness Rubric and the list you created in Part I of this activity. • Directions: Read through the sub-competencies and some of the indicators in the Principal Effectiveness Rubric. If a skill or action you identified appears in the rubric, circle it on your list.  • Discussion Questions: Which skills appear both in your list and in the rubric? Which skills appear in the rubric, but not in your list? Why might these skills be highlighted in the rubric?

16. To paint a complete picture of principal practice, the evaluator must collect multiple forms of evidence.

17. School visits by the evaluator should be frequent, and they will be observing principal practice.

18. Evaluators collect evidence during observations and conferences throughout the year. Quarter 1 Quarter 2 Quarter 3 Quarter 4 End of year conference Required Direct Observation #1 Required Direct Observation #2 Beginning of year conference Optional Direct or Indirect Observation Optional Direct or Indirect Observation Optional Direct or Indirect Observation Mid-year conference (optional)

19. There are observation requirements for principal evaluators. • Observations will be spaced throughout the year. • Required observations should be direct observations of the principal in practice. • Feedback will be provided to principals after each required observation. • Additional observations and feedback can be provided as needed.

20. Artifacts and school data are the other forms of evidence an evaluator might gather. Gathering this evidence should not be so burdensome for principals that it hinders their ability to focus on their responsibilities as a school leaders.

21. Evaluators use the rubric and a 4 step process to rate a principal. Compile ratings and notes from multiple observations, drop-ins, and other sources of evidence. 1 2 Use professional judgment to establish final ratings for each competency within the two domains. Example: Domain 1 Final Domain 1 Rating: 3 Use Professional Judgment Competency ratings based on notes from observations, conferences and other sources of evidence.

22. The last two steps convert domain ratings to a final, overall Professional Practice rating. 3 50% 50% Use professional judgment to establish final ratings in Teacher Effectiveness and Leadership Actions. 4 Average two domain ratings (because each is weighted 50% of the rubric score) into one final professional practice rubric score.

23. Agenda • Overview of the RISE Principal Evaluation and Development System • Professional Practice • Student Learning • Summative Scoring

24. Let’s look quickly at the Student Learning measures for principals in RISE

25. The measures for Student Learning include a school-wide measure and Student Learning Objectives • The School-wide Learning Measure will be calculated by the state, and returned to schools as an A-F grade

26. Each principal will set two administrative Student Learning Objectives, which are weighted equally. 50% • Administrative Student Learning Objective • A growth or achievement goal focused on student learning, potentially in specific areas/subjects, set to suit local needs 50% Administrative SLO #1 Administrative SLO #2 An example Administrative SLO: The bottom 25% of grade 6-8 students, based on last year’s ISTEP+ scores, will increase their ISTEP ELA passing rates by 10%.

27. Agenda • Overview of the RISE Principal Evaluation and Development System • Professional Practice • Student Learning • Summative Scoring

28. Recall: The summative scoring weights for the RISE Principal Evaluation and Development System

29. Summative Scoring: The evaluator uses raw scores to calculate the summative score for the principal.