Indiana Superintendent Evaluation PROCESS

1. Indiana Superintendent Evaluation PROCESS Calculating Results Michael T. Adamson, Ed.D. Director of Board Services Indiana School Boards Association

2. What’s the Big Deal? • IC 20-28-11.5-4 • All certificated employees must be evaluated annually. • The evaluation instrument or process must meet the standards of evaluation identified in the statute.

3. The Opportunity • ISBA and IAPSS seized the opportunity to develop an evaluation process that reflects the duties and responsibilities of superintendents throughout Indiana, regardless of school size or administrative staff support. • The strength of this process predominantly relies on a mutual understanding between a board and its superintendent regarding the objective requirements of evaluation.

4. Development of the process • Joint committee • IAPSS • Dr. Tom Little, Jr. – MSD Perry Township • Dr. Sherry Grate – DeKalb Central • Dr. Scott Hanback – Tippecanoe • Dr. Kevin Caress – Clark Pleasant (Exec. Dir. of Central IN Education Ctr.) • ISBA • Dr. Michael Adamson – Dir. Of Board Services • Lisa Tanselle, Esq. – Staff Attorney • IDOE - Advisory • Dr. Dennis Brooks – Sr. Advisor to IN State Supt. (IEERB Consultant)

5. Board Responsibility • School boards are explicitly responsible for annually evaluating their superintendent’s performance. • A responsible evaluation is not an informal exercise that mainly relies upon subjective measurements.

6. Evaluation Components The total evaluation ranking is achieved by the combined performance scores of 3 evaluation components: • The rubric composite score • The composite score for personal/corporate goals • The corporation accountability grade

7. Weighing the evaluation • This instrument can be applied to any school system, regardless of demographics • Boards and Superintendents mutually determine the weight of each component prior to the evaluation cycle.

8. Metrics Percentages The percentages next to each of the three categories is to be determined by the board and superintendent at the beginning of each evaluation period. The joint committee’s recommendation is that the greater weight of the evaluation should always reside with the evaluation instrument. Circumstance and priorities should and will affect these percentages from year-to-year and must be a topic of meaningful discussion before each evaluation period if the process is to represent a formative exercise in continuous improvement.

9. The Metrics Enter the date the weights were established. This cell fills automatically. Enter the weight to be given to the assessment, e.g. 45 = 45% Enter the weight to be given for the accountability grade, e.g. 30 = 30% Enter the weight to be given to goals/objectives, e.g. 25 = 25% This cell fills automatically.

10. The Rubric • Adapted from the Doug Reeves Leadership Matrix • Consists of 6 categories with a total of 25 indicators aligned with the Indiana Content Standards for Educators – School Leader – District Level • Performance indicators are aligned in categories that define Highly Effective, Effective, Improvement Necessary, and Ineffective performance

11. Rubric Example

12. Rubric Performance • Superintendents and the School Board should have a mutual understanding of the performance expectations for each indicator and the kinds of objective evidence of performance prior to completing this evaluation. • It is an ISBA and IAPSS recommendation that the greater weight of the evaluation be assigned to the superintendent’s rubric indicator performance.

13. Individual Score Sheet Every board member should place a check mark in the box that reflects his or her scores for every indicator in each of the six categories of the evaluation rubric. These are the only choices . . . Marks in-between two boxes should not be counted.

14. Evaluation Data These cells fill automatically Enter answers next to each indicator for each board member

15. Superintendent goals • May be personal goals or corporate objectives • Need a minimum of two • Identify goals at the beginning of the evaluation process • Define the performance categories, i.e., HE, E, I, IN

16. Goals/Objectives These cells fill automatically Enter Number of Goals and/or Objectives Enter Score Based on Scoring Criteria

17. School Rating These cells fill automatically Enter Grade provided from IDOE

18. Evaluation Summary All Cells in this Worksheet Fill Automatically If the Total value of categories in the Metric Worksheet is less or greater than 1.0 (100%), these weight cells will be blank. Every board member should sign the evaluation summary.

19. Ranking ISBA/IAPSS Superintendent Evaluation Metrics

20. Final Comments • Superintendents should be proactive regarding the evaluation process. • The superintendent’s evaluation must be reported along with the evaluations of other certificated employees. • If there are questions regarding the process or if additional training is needed for board members, contact ISBA.

21. Questions?