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

2. 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

3. 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

4. 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

5. 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

6. 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

7. 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%

8. 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

9. 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
By Mid-July, 2012
By July

10. 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 school year)