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Prince George ’ s County Public Schools

Prince George ’ s County Public Schools. Principal Evaluation System Reform CCSSO Conference, June 27, 2012 Dr. Michael Brooks, Office of Talent Development Specialist. Agenda. Setting the Stage PGCPS Human Capital Work State Education Reform /RTTP

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Prince George ’ s County Public Schools

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  1. Prince George’s County Public Schools Principal Evaluation System Reform CCSSO Conference, June 27, 2012 Dr. Michael Brooks, Office of Talent Development Specialist

  2. Agenda • Setting the Stage • PGCPS Human Capital Work • State Education Reform /RTTP • Maryland Educator Effectiveness Committee: States Default Tool • Strategic Importance of Principal Evaluation Reform for PGCPS • Phase 1 • PGCPS Leadership Standards • PGCPS Evaluation Reform Steering Committee • Union Perspective • Next Steps • PGCPS Evaluation Reform Timeline

  3. Setting the Stage • PGCPS Human Capital Work • Superintendent’s Vision • Lever of Change #1 Teacher- Student Interaction/Relationship • Lever of Change #2 Building Leadership • State Evaluation Reform (RTTP) • MCEE Steering Committee • States Default Tool • 50% Professional Practice: ISLLC Standards/Maryland Standards • Evaluator and Principal choose percentage rating for each indicator • 50% Student Growth Measures • State Tests and Student Learning Objectives

  4. Strategic Importance of Principal Evaluation Reform for PGCPS • PGCPS Received RTTP Funds • Principal & Teacher Evaluation Reform • Correlation • Wallace 12 million dollar Grant: Principal Pipeline • Improve Principal Leadership Capacity • Improve Aspiring Principal Leadership Capacity • Linked to New PGCPS Leadership Standards

  5. Highly Effective Leadership • Principals must demonstrate Highly Effective Leadership by the following standards: • Six Leadership Standards that Principals in Prince George’s County Public Schools are expected to know and do: • Set high expectations for achievement based on tailoring of instruction, rigorous data analysis, and evaluation of effective instructional practices • Build a shared vision, foster shared goals, and communicate high performance expectations • Demonstrate a commitment to excellence, equity and innovation • Demonstrate human resource leadership • Demonstrate managerial leadership • Demonstrate strong community and external leadership

  6. Collaboration on PGCPS Evaluation: Principal Evaluation Work Group • Stakeholder Involvement: Principal PD Work Group • Executive Leadership (Supt, Deputy, Assoc. Supt s, Chief HR, Dir. Human Capital) • Unions: PGCEA & ASASP • Principals • HR Staff • PGCPS Principal Evaluation Steering Committee Results • 50% Professional Practice: • PGCPS Leadership Standards/ISLLC Standards/Aligns with Teacher Evaluation Tool • 50% Student Growth Measures • Reviewed various district models • SLOs

  7. Principal Evaluation-Student Growth

  8. Union Perspective • Member of Principal Evaluation Work Group • Advocates Teacher Voice • Ensure that we choose student growth measures that principals can control • Support Tool: Ensure growth for all county employees

  9. Next Steps: Time Line

  10. Next Steps

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