Angela Gwathney
Position Post 2
Principal Evaluation Models
One of the many changes within the NJ
school system that have commenced during the 2013-2014 school year has been the
principal evaluation model. The law TEACHNJ passed in 2012 mandated this new
educator evaluation system for the current school year. The New Jersey Achieve
works to recognize principals or teachers who exceed expectations and those
that need additional support. The NJ Achieve also promotes strong and
knowledgeable administrators.
This new legislature applies to all
principals (i.e. vice principals and assistant principals). Principals are
rated and assessed through multiple measures. Highly effective, effective,
partially effective, and ineffective are the four potential ratings a principal
may receive as their summative rating. For principals who already have tenure,
they must receive a rating of effective or highly effective.
One aspect in which principals are measured on
are Student Growth Objectives (SGOs), which encompass 10% of their summative
rating, based on the average teacher SGO score in their school (New Jersey
Department of Education, 2013). SGOs are, “measurable academic goals
that teachers set for their students based on growth achievement” (New Jersey
Department of Education, 2013).
Administrator Goals are another factor
that principals are evaluated on. Administrator goals are self-explanatory in
that administrator goals are simply goals principals set within their school.
Administrator goals encompass anywhere from 10-40% of a principal’s evaluation
score depending on the type of school the principal works in (New Jersey
Department of Education, 2013).
Principals are also evaluated on School
Student Growth Percentile (SGP). SGPs are, “state-calculated scores that
measure a principal’s ability to help increase student achievement on the NJ
ASK” (New
Jersey Department of Education, 2013). This accounts for 20% of
Single-Grade SGP principals and 30% of Multi-Grade SGP principal’s rating.
Regardless of the type of
principal, principal practice accounts for 30% of a principal’s assessment.
Similar to a teacher’s observations, a superintendent may do a school
walk-through as a way to evaluate a principal. This may entail staff meetings,
conferences with parents, and or school events. Minimum requirements for
non-tenured principals entail three observations per school year. Those
principals who are tenured must have a minimum of two observations per school
year. Principals who are rated poorly must have an extra observation and partake
in a corrective action plan.
Evaluation of leadership is the
last factor principals are evaluated. It measures, “how well the principal
implements the new teacher evaluation system within their school” (New Jersey
Department of Education, 2013). The evaluation of leadership encompasses
two domains. The first domain has two components that assess how principals
build knowledge and collaboration. The second domain has four components that
assess how well the principal executes the evaluation system.
One positive
aspect of the NJ Achieve is that it now gives educators an idea statistically
of how far their students improve. Data that teachers acquire from SGPs show
how far students have excelled from one point in the school year to another.
Another beneficial facet of NJ Achieve is the CAP that identifies those
principals who need additional support and improvement as an administrator.
On the other hand
there are negative elements of the NJ Achieve as well. If a school continuously
performs poorly on the student achievement tests, the principal is subject to
being dismissed, transferred or demoted. In working within the education system
its known that there are many contributing factors in why students perform
poorly academically. Many of these influencing factors can be outside the
domain of a school (i.e home life, parenting, friends, and family). The fact
that a principal’s job security is reliant on students and teachers performance
in some ways is unfair.
With change,
there are always beneficial and negative circumstances that come about. Job security
for principals is a major concern raised within the principal evaluation
changes. Hopefully in time the many changes that have recently been implemented
this school year will prove to be positive.
References
New Jersey Department of Education. (2013).
AchieveNJ: Principal Evaluation and Support 2013-14. Retrieved from http://www.state.nj.us/education/AchieveNJ/intro/1PagerPrincipals.pdf
No comments:
Post a Comment