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- What is our policy on supervision and evaluation for all staff? See Spotlights 2 and 10.
- What is our current system of supervision and evaluation of all staff, and is it working well?
- Is staff evaluated with provisions of NCLB in mind?
- Does our administration have the skills, time, and tools they need to meaningfully conduct supervision and evaluation of staff?
- Do our negotiated agreements define the roles of the board and administration in supervision and evaluation?
- What is the process used to evaluate the superintendent? Is the process tied to goals?
- Does the board engage in self evaluation, and solicit feedback from the school and broader communities?
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- What are the board policies regarding supervision and evaluation?
- What is the supervisory level model/system being used?
- What are the contractual requirements in this area?
- Is the supervision/evaluation system working as designed? For staff? For administrators?
- Is the system connected to student learning?
- Is there a professional development program in place at all levels to support the supervision/evaluation model?
- Who implements the evaluation/supervision system?
- What training and supports exist for evaluators/supervisors?
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- What is the goal of supervision and evaluation process at the supervisory union/district level for staff? For administrators?
- What model of supervision is used in the district? Who is the person at the central office with whom to work on issues related to supervision/evaluation?
- Who is responsible for supervision of each staff member?
- What resources are available to implement the system?
- What do contracts and policies say about the process timelines, forms, types of observations, etc?
- What is the link between the supervision and evaluation system and the school mission, student achievement, and the action plan?
- What training do you/your staff need to implement the system?
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- Review policy.
- Request update from superintendent of the current supervision and evaluation process of all staff.
- Conduct board self-evaluation.
- Review superintendent evaluation process and timeline.
- Ensure that the board is informed of any significant problems with staff.
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- Review contract, policies, existing process, and result of past evaluations.
- Communicate with administrative team to review and clarify the process. Invite suggestions for system improvements.
- Establish connectivity between supervision and evaluation results and district goals.
- Confirm timelines for evaluation assignments.
- Use negotiations to clarify/strengthen the supervision and evaluation process.
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- Review board policy and contract provisions.
- Review the supervision and evaluation model/process for staff and administrators. Determine how to align goals and what training, resources, and support will be needed.
- Work with central office to identify critical dates and processes for employment decisions, and ensure that evaluation cycles, support those needs.
- Develop a master document that outlines timeline cycles for all staff, year by year.
- Determine current level of implementation- Has timeline been met?
- Clarify links between district system, IPDP, and PD resources.
- Determine link to mentor program in selecting mentors and identifying supports for staff.
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