ORIENTATION PRESENTED BY DR. DAVID PEAK ASSISTANT SUPERINTENDENT FOR HUMAN RESOURCES STAFF SPECIALISTS EVALUATION

OVERVIEW OF STAFF SPECIALIST EVALUATION Staff Specialist Performance Standards Goal Setting/Dialogue Process Data Sources Summative Evaluation 2

STAFF SPECIALIST PERFORMANCE STANDARD I. I. Leadership A.Communicates a clear vision for school or unit of effectiveness B.Demonstrates decision-making which is thoughtful and appropriate C.Displays effective planning and organization D.Develops and maintains a positive and productive climate 3

STAFF SPECIALIST PERFORMANCE STANDARD II. II. Supervision A.Utilizes various supervision approaches B.Makes fair, professional, credible evaluations following state and district policy C.Fosters a supportive relationship focused upon continual growth 4

STAFF SPECIALIST PERFORMANCE STANDARD III. III. Communication A.Promotes effective communication B.Demonstrates knowledge and application of communication skills C.Demonstrates/utilizes the N+1 model 5

STAFF SPECIALIST PERFORMANCE STANDARD IV. IV. Basic Job Description A.Performs job responsibilities in a professional and effective manner with student welfare as the primary focus B.Displays professional and technical knowledge 6

STAFF SPECIALIST PERFORMANCE STANDARD V. V. Personal Qualities A.Demonstrates flexibility and adaptability B.Models honesty and integrity C.Demonstrates care and concern for self and others 7

GOAL SETTING/DIALOGUE PROCESS Step One: The staff specialist and supervisor shall meet prior to the end of September to review the performance standards and to formulate appropriate goal(s). The goal(s) will be written by the staff specialist in terms of an action plan. The number of goals will be determined by the staff specialist with supervisor endorsement. The performance standards shall serve as a basis for discussion between the staff specialist and supervisor to assist in determining goals and on-going professional development. Because supervision is not an event, but a process of dialogue, the staff specialist and supervisor will set a schedule at the goal-setting meeting for on-going times for conversation and support. They will also discuss the data sources to be used during the year. 8

GOAL SETTING/DIALOGUE PROCESS Step Two: Prior to the end of 1st semester, the staff specialist and supervisor shall meet to review the progress toward the accomplishment of goal(s). Step Three: Prior to the end of year evaluation, the staff specialist will present to the supervisor any specific written data sources discussed the previous fall. 9

DATA SOURCES Since it is intended that the evaluation process be flexible and individualized, at the goal setting meeting the staff specialist and supervisor will discuss and determine the data sources, which may include: Staff Specialist self-assessment at the beginning and end of academic year Staff Specialist portfolio development Staff Specialist survey of staff and peers based on performance standards Peer coaching and summary dialogue among staff specialist, peer coach and supervisor Supervisor observation of staff specialist’s activities Team/department assessment data Unsolicited input from others Other as specified The supervisor has the responsibility for stating the data sources used in the formal written evaluation. 10

SUMMATIVE EVALUATION There will be an end of year summative evaluation written by the supervisor each academic year. The evaluation shall be discussed and signed by the evaluator and the administrator, each to receive a copy of the report. The signature by the administrator shall not be construed to indicate agreement with information contained in the evaluation. Evaluators are encouraged to discuss strengths and weaknesses of administrator’s performance throughout the year. 11