Prince George’s County Public Schools Principal Evaluation System Reform CCSSO Conference, June 27, 2012 Dr. Michael Brooks, Office of Talent Development Specialist

Agenda Setting the Stage Phase 1 Next Steps PGCPS Human Capital Work State Education Reform /RTTP Maryland Educator Effectiveness Committee: States Default Tool Strategic Importance of Principal Evaluation Reform for PGCPS Phase 1 PGCPS Leadership Standards PGCPS Evaluation Reform Steering Committee Union Perspective Next Steps PGCPS Evaluation Reform Timeline

Setting the Stage PGCPS Human Capital Work Superintendent’s Vision Lever of Change #1 Teacher- Student Interaction/Relationship Lever of Change #2 Building Leadership State Evaluation Reform (RTTP) MCEE Steering Committee States Default Tool 50% Professional Practice: ISLLC Standards/Maryland Standards Evaluator and Principal choose percentage rating for each indicator 50% Student Growth Measures State Tests and Student Learning Objectives

Strategic Importance of Principal Evaluation Reform for PGCPS PGCPS Received RTTP Funds Principal & Teacher Evaluation Reform Correlation Wallace 12 million dollar Grant: Principal Pipeline Improve Principal Leadership Capacity Improve Aspiring Principal Leadership Capacity Linked to New PGCPS Leadership Standards

Highly Effective Leadership Principals must demonstrate Highly Effective Leadership by the following standards: Six Leadership Standards that Principals in Prince George’s County Public Schools are expected to know and do: Set high expectations for achievement based on tailoring of instruction, rigorous data analysis, and evaluation of effective instructional practices Build a shared vision, foster shared goals, and communicate high performance expectations Demonstrate a commitment to excellence, equity and innovation Demonstrate human resource leadership Demonstrate managerial leadership Demonstrate strong community and external leadership

Collaboration on PGCPS Evaluation: Principal Evaluation Work Group Stakeholder Involvement: Principal PD Work Group Executive Leadership (Supt, Deputy, Assoc. Supt s, Chief HR, Dir. Human Capital) Unions: PGCEA & ASASP Principals HR Staff PGCPS Principal Evaluation Steering Committee Results 50% Professional Practice: PGCPS Leadership Standards/ISLLC Standards/Aligns with Teacher Evaluation Tool 50% Student Growth Measures Reviewed various district models SLOs

Principal Evaluation-Student Growth MEASURES FORMS OF DATA WEIGHT SLO: School-wide E: Classroom data, projects, portfolios, performances M: Classroom data, projects, portfolios, performances H: Classroom data, projects, portfolios, performances E: 25% M: 25% H: 25% Attendance E: define M: define H: define E: 5% M: 5% H: 2% State Assessments E: MSA M: MSA H: HSA E: 8% M: 8% H: 5% Retention E: define E: 2% M: 2% H: 3% College & Career Ready M: define H: PSAT, AP, IB, SAT, ACT, Graduation Rate, etc. E: 3% M: 3% H: 10% District Assessments E: SRI, FAST, DRA H: define E: 7% M: 7% H: 5%   TOTAL E: 50% M: 50% H: 50%

Union Perspective Member of Principal Evaluation Work Group Advocates Teacher Voice Ensure that we choose student growth measures that principals can control Support Tool: Ensure growth for all county employees

Next Steps: Time Line Pilot Val-Ed instrument Define Val-Ed pilot plan Train and discuss Val-Ed with Superintendent, Asst. Superintendents, IDs, Principals, union and APs Revise process as necessary based on feedback and implementation Select pilot schools APs, Principals and Teachers take assessment Analyze data May-June 2012 Discussion/Design Ideas of new principal evaluation tool Discussion with senior leaders and union Central Office stakeholders/PD workgroup Begin discussion on the design of the new principal evaluation tool with principals and assistant principals April 2012 Incorporation of design ideas Early June 2012 Final Input on Design Ideas Senior leadership, IDs, union and PD workgroup Development of new Evaluation tool Final Evaluation Tool to stakeholders for review By June 31 2012   By Mid-July, 2012 By July 30 2012

Next Steps Principal Leadership Standards & Manual Work with PD Workgroup to further discuss implementation standards to be included in the binders July-August 2012 Phase 3: Roll-Out/Implementation   Communications to Various Stakeholders Senior Leadership Instructional Directors Principals and APs (Final Evaluation tool delivered by (date)) Central Office staff Union August 2012 Training Design and Facilitation for Pilot Principals and Assistant Principals Identify all target audiences (Supts, Principals, APs, Central Office staff, etc.) who need to be trained Develop customized training materials for different audiences Conduct training sessions with OTD August-October (and more throughout 2012-13 school year)