1. MAPA Task Group MAPA for Newbies!

2. From APE to E-MAPA What’s in a name? DoDEA W. W. Administrators’ Conference June 27 – July 2, 2010

3. You first… yourWhat’s in your name? How did you come to be called Jennifer or Ed or Carol? For example, I am forever Christmas Carol even though I was born December 26…a few hours late of the target date. Share your name with your nearest neighbor.

4. Our turn… MAPA M AP A Multidimensional Administrator Performance Appraisal

5. Objectives Participants will: know the components of the DoDEA Multidimensional Administrator Performance Appraisal (MAPA) know how to use the components as tools for evaluation, professional development, and reflection.

6. And I quote… Change is inevitable….except from a vending machine! Robert C. Gallagher

7. What’s in this for Me? They 1. “They” won’t let me out of here until this presentation is finished. retire mortgage 2. I’m not ready to retire and I need to pay the mortgage. mother andboss 3. My mother and my boss may be watching. job 4. Supervising others is in my job description. teacher 5. I’m a teacher at heart. Any more?

8. And I quote… It is not necessary to change. Survival is not mandatory. W. Edwards Deming

9. MAPA…Why Change? Former Administrators’ Performance 2004 Appraisal instrument implemented in 2004. (CSP, Goal 1). Need for stronger focus on changing role and demands of administrators as instructional leaders focused on student achievement (CSP, Goal 1). formative assessment Need to emphasize formative assessment. professionaldevelopment and reflection Need to incorporate professional development and reflection opportunities.

10. Survey…Give us some input!

11. Survey…Here’s what was said! We asked… Response… Should objectives be weighted?Equal preference Should the rubric be part of the document? 86% to include as part of document Select the rating categories you prefer. 73% preferred “exemplary”, “proficient”, “progressing”, “not meeting objective” Should additional formal conferences be held for those with less than 2 years? 82% favored this for those with less than two years experience in a position.

12. Survey…Here’s what was said! We asked… You said…. Should a formative component be part of the appraisal? 84.5% prefer a formative component Select the type of formative component. Self-assessment = 45% Professional Growth Plan = 45% Select 3 preferred professional development/training delivery preferences. Top 3 choices:  Face-to-face, on-site training  District meeting training  Small-group training

13. Let’s Talk! 1.Turn to your nearest neighbor, the one with which you’ve been knocking elbows. 2.Ask this question. What do you now know about MAPA that you didn’t know 10 minutes ago? You have 3 minutes. 3.Look interested and awed at his/her response. Stand when you have both shared. You have 3 minutes.

14. At the gate, down the stretch, crossing the line… At the gate… An appraisal instrument for principals and assistant principals Aligned to the four goals of the 2006-2011 Community Strategic Plan Compatible with the 2008 Educational Leadership Policy Standards: ISLLC 2008 Down the stretch… Use feedback resulting from the administrator survey of January 2009 Imbed a rubric Use ratings of Exemplary, Proficient, Progressing, and Not Meeting Objective Include a professional growth and reflection component How about an Individual Leadership Plan (ILP)? Use of an approved individual plan for improvement based on school data Develop using SMART format Crossing the line… MAPA

15. …with purpose in mind! To improve practices in instructional leadership and recognize effective practices To self-assess, set objectives, and increase proficiency in analyzing data To provide a framework and purposeful direction for administrators To address leadership skills that promote continuous and sustainable improvement

16. And I quote… MAPA moves us from knowing to doing and from management to educational leadership. Maria Buchwald 2009 DoDEA MS Principal of the Year

17. Rubrics ‘R Us! each objective Review the rubrics and discuss each objective and how it relates to present job responsibilities. assistantprincipals instructional leaders Discuss possible adjustments in job responsibilities to insure assistant principals are functioning as instructional leaders within the school. differences in expectations Highlight the differences in expectations among the ratings on the continuum. 15 minutes You have 15 minutes!

18. In the trenches… Each table group select a goal. Review the objectives for that goal. Review the ratings for the objectives and note the differences between each rating. evidence“Proficient” Collaborate with your table group to review the list of evidence that would demonstrate “Proficient” for the chosen objectives. 15 minutes You will have 15 minutes to complete this task. spokesperson Choose a spokesperson for your table.

19. passion Develop a passion for learning. If you do, you will never cease to grow. Anthony J. D'Angelo And I quote…

20. Individual Leadership Plan (ILP) Background Background: The result of research of a variety of appraisal systems from many states The result of information from DoDEA Administrator Survey, January, 2009

21. The reason for being… purpose The purpose of the ILP: To promote continuous learning To foster professional growth To reflect on professional practice To improve leadership skills To facilitate movement along the rating continuum

22. ILP Guidelines objective Written objective aligned to CSP and S.M.A.R.T. MAPA and in the S.M.A.R.T. format. » S » Specific » M » Measurable » Attainable » Results-focused » Timeline

23. Guidelines…continued Supervisor approval necessary Plan may be adjusted during or at the end of the rating period or continue into next year Reflective self-assessment completed for mid-year and end-of-year conferences Data, strategies, etc. for objective imbedded in daily administrator responsibilities Maintain data and evidence

24. Activity Alert…ILP! objective. 1.Review the objective. Is it aligned to the CSP and MAPA ? Is it an objective that will meet a need at a school? measure 2.What data is used to assess or measure success? Does it seem plausible? resources 3.What resources, strategies, research support have been chosen to help attain the objective? impact 4.What is the proposed impact at the school on student achievement? timeline 5.What is the proposed timeline?

25. And I quote… Growth is the only evidence of life. John Henry Newman, Apologia pro vita sua, 1864

26. Scoreboard! greater values Goals 1 and 3 carry greater values as they contain 8 objectives. summative rating The summative rating is determined as shown. norms Please note the norms.

27. And I quote… If you're in a bad situation, don't worry it'll change. If you're in a good situation, don't worry it'll change. John A. Simone, Sr.

28. Continuous Improvement February 2010 Survey Approximately six months into MAPA implementation A second survey was administered to DoDEA assistant principals, principals, assistant superintendents, and superintendents

29. Survey Said… We asked… You said… Clarity of levels of performance within the rubric Overwhelming majority indicated that the rubric is clear Confidence in selecting or determining evidence to support each objective A substantial number of respondents were confident Number of objectives obtainable each rating cycle Slightly more than half felt they could meet all or almost all

30. Survey Said… We asked… You said… Do you have responsibilities not covered by the rubrics? The majority of respondents indicated “no” Note: Some duties perceived as not covered by MAPA included … 1. Non-academic duties such as lunch, bus, or playground duty; discipline issues; extra-curricular activities; or time spent with parents. Refer to Objective 4.2 2.Special Education issues such as IEP, and Case Study Meetings were also mentioned. Refer to Objectives 1.3 and 4.2 3.Facilities and safety concerns Refer to Objective 2.3 4.Supervision of staff Refer to Objective 2.3

31. Survey Said… We asked… You said… Clarity of purpose and process for the ILP Respondents overall felt very clear or clear Development of the ILPMajority reported that they designed their own ILP, some reported a collaborative process, but 10% reported that their ILP was directed

32. Survey Said… We asked… You said… Number of revisions requiredThe majority indicated their ILP was approved with one or less revision Reasons for revising the ILP: Clarification of goals, more specificity, more data-driven, more focus on instructional leadership, more measurable Measures of success for your ILP TerraNova DRA Student progress Anecdotal data

33. Survey Said… We asked… You said… Need for training on the ILP Slightly over 1/3 indicated a strong or very strong need Procedural issues that have arisen since the implementation of MAPA: Timing Lack of professional development associated with implementation Efficient methods to gather and document evidence; time to do so Lack of guidance and mentoring

34. Survey Said… We asked… You said… What do you like most about the MAPA… ILP Rubrics Focused on instructional leadership Goals & objectives are specific Comprehensive Rigor

35. Survey Said… We asked… You said… What do you like least about the MAPA… Cumbersome Time consuming Excludes many routine activities Concern regarding the ability to reach Exemplary

36. Next Steps… Answering the call for further professional development Responding to the need to complete an entire cycle before responding to the survey

37. Continuous Improvement Kaizen Survey…September- October, 2010…assistant principals, principals, assistant superintendents, superintendents  Analyze results for patterns, trends  Refine MAPA instrument as needed E-MAPA Survey…August – September 2010 – E-MAPA, paperless application pilot in Heidelberg District  Analyze results to determine improvements as needed  Complete and test changes  Determine capability for DoDEA-wide implementation

38. Automated System for DoDEA-wide Use – Piloted in Heidelberg District during 2009-2010 cycle – Deploy DoDEA-wide 2010-2011 cycle System Features – Creates and retains performance evaluations – Supports a printed, hard copy of evaluation – Moves appraisal instrument between employee, rater, reviewer – Enters text directly into appraisal – Has spell checker – Saves work in progress – E-mail users on actions/status – Ability to attach external documents (evidence) E-MAPA

39. Rating Cycle – First cycle  October 1, 2009 – June 30, 2010  Ratings completed NLT July 31, 2010  Evaluation covers accomplishments between July 2009 June 2010 – Future cycles  July 1 – June 30 each year  Assessments based on school year accomplishments  Effective date of ratings is August 1

40. What was that all about? MAPA The MAPA is like… because…..