The Business of EvaluationA 360 degree perspective Dr. Jim Lewis, Dr. Mary Gervase, and Dr. Jerry Hutchins Blaine County School District
360o Employee Evaluation • What is it?
360o Evaluation Benefits • Gives all a voice in the process • Improves focus on district mission • Provides information on employee strengths and weaknesses • Identifies leadership gaps • Provides employee with credible information • Assures fair process (avoids politics, favoritism, chance observation )
360o Employee Evaluation Based on data from all around the employee Supervisor Certified Staff Self report Classified Staff EMPLOYEE District Office Directors Students Peers Parents
360o Employee EvaluationIngredients for Success • Anonymity of respondents • Focus questions on the desired outcomes • Confidentiality of the evaluation • Employee improvement plan (employee may make all or part public) • Coaching for results • Follow-up on the plan
360o Principal Evaluations Who provides data? • Superintendent (supervisor) • Other Principals (peers) • District Office Directors (colleagues) • Certified Staff (direct reports) • Non-Certified Staff (direct reports) • Parents (customers) • Students (customers) • Self
How is data provided? • Superintendent (survey) • Other Principals (survey) • District Office Directors (survey and interview) • Certified Staff (survey and interview) • Non-Certified Staff (survey and interview) • Parents (parent survey and interview) • Students (classroom interview) • Self (survey)
Scantron Sheets scored and charted Open-ended questions recorded-student, parent, staff. Summary report provided to employee Evaluation conference held with supervisor Tech Staff organizes qualitative and quantitative data Evaluation Organization
The Evaluation Conference
Follow Up • Administrators Exit Interview • Review Goals • Review Plan, Process, and Progress • Brainstorm Next Year’s Goals and Plans • Climate Survey-2nd Year • Superintendent’s Evaluation-3rd Year • Repeat the Cycle
Leadership categories • Visioning • Diagnosing • Individual Motivational Skills • Individual Ability Skills • Social Ability Skills • Uses Reward Structure • Uses Structures, Policies and Systems
Highest and lowest scores • Ranked results • Distributions of Total Average Scores • Parent Survey Results • Written Comments
360o Example Survey Questions • Talks about what our school or district can be like as a way of inspiring people to change. • Consistently talks with staff about a couple of key principles and values he or she believes in, rather than overwhelm them with too many ideas at once. • When people are going to be affected by a decision, asks them to participate in it.
360 Example Survey Questions (cont.) • Doesn’t use subtle references to power or position as a way of winning arguments. • Looks for opportunities to celebrate success. • When errors occur, is careful to focus on learning rather than on blame. • Is able to challenge others’ thinking in ways that minimize defensiveness. • When conducting a performance review, talks about areas that need improvement, even if they might be uncomfortable.
360o Open ended questions • What is the overall morale of the school? • Is communication thorough, consistent, honest, and two-way? • Is the principal visible and available to all staff? • Does the principal treat all people equally regardless of gender, socioeconomic status, or personal opinion? • Are all students afforded due process in all situations?
360o Example Report
Coaching for success
360o Teacher Evaluation
360o Evaluation Benefits • Gives all a voice in the process • Improves focus on district and school • Provides information on employee strengths and weaknesses • Identifies professional gaps • Provides employee with credible information • Assures fair process (avoids politics, favoritism, chance observation )
360o Employee EvaluationIngredients for Success • Anonymity of respondents • Focus questions on the desired outcomes • Confidentiality of the evaluation • Employee improvement plan (employee may make all or part public) • Coaching for results • Follow-up on the plan
360o Employee Evaluation Based on data from all around the employee Supervisor Self report Students EMPLOYEE Peers Parents
Teacher Evaluation Tracks
Initial Staff Development • Teachers in first three years • Monthly classes first year • Mentor support • Peer team support • Formal classroom observation twice per year • Conference • Assistance if needed
Professional Growth • Continuing contract teachers • Three year cycle • Survey-peer, parent, student • Develop professional growth plan • Formal evaluation • Collaboration, support, feedback
Teacher assistance • Continuing contract teachers not meeting teaching standards • Assistance • Provide structured process of support • Provide due process/disciplinary action • Develop plan for improvement • Observation and feedback
360o Teacher Evaluations Who provides data? • Principal (supervisor) • Other teachers (colleagues) • Self evaluation • Parents (customers) • Students (customers)
How is data provided? • Principal (survey) • Other teachers (survey) • Self report (survey and interview) • Parents (survey) • Students (survey) No individual interviews conducted.
360o Example Peer Questions • The teacher works cooperatively with other colleagues. • The teacher respects confidentiality. • The teacher is willing to be flexible. • The teacher participates in school and/or district activities and committee. • The teacher contributes positively to the school environment. • The teacher is professional in their conduct.
360o Example Student Questions-Elementary • My teacher knows a lot about the subjects he/she teaches. • My teacher uses different kinds of activities to help me learn. • My teacher makes learning interesting. • My teacher cares about and shows respect for the students in our class. • My teacher is enthusiastic about what she/he teachers.
360o Example Student Questions-Secondary • My teacher creates a positive learning environment. • My teacher presents lessons in a way that helps me understand them. • My teacher’s discipline is fair. • My teacher’s grading system is reasonable and fair. • My teacher provides me with feedback about assignments in a timely manner.
360o Example Parent Questions • The teacher appears to be knowledgeable about the subject matter being taught. • The teacher creates an atmosphere of respect in the classroom. • The amount of homework seems appropriate. • The class work seems appropriate for my child. • The teacher is available and responds to parent concerns.
360o Open ended questions • What would you like to communicate to this teacher that has not been covered in this survey?
360o Development Timeline • 2002-2003 • Superintendent • 2 Principals • (Full Version) • 2003-2004 • 3 Principals • (piloted shorter version) • 2004-2005 • Added • - Asst. Superint. • - Technology Dir. • - Spec. Ed Dir • Began to design Teacher 360 • Surveyed all staff on “360 Process” • 2005-2006 • Coaching model piloted • 2 Directors • 1 Principal • Continued Design of Teacher 360 • Human Resources Dr. • Finance Dir. • Transportation Dir.
Lessons learned….
What next?
For further information jlewis@blaineschools.org www.blaineschools.org
