Principal Evaluation Process

  • Introduction
    As part of the federal requirements for States receiving funding under Phase 2 of the State Fiscal Stabilization Funds Program, all school districts in New Jersey are providing information to the public on the procedures they use to evaluate teachers and principals. The information presented below will help you understand Livingston Public School District’s policies and procedures for evaluating teachers and educational specialists such as librarians and counselors.

    Confidentiality Concerns
    To protect the confidentiality of individual evaluations, districts are not required to provide a district-level statistical summary of teacher evaluation outcomes in those cases where there are fewer than 10 teachers in an entire district. Similarly, districts are not required to provide a school-level statistical summary of teacher evaluation outcomes if there are fewer than 10 teachers in a school.

    Description of Administrative Evaluation System
    The administrative evaluation process is as follows:

    1. The Superintendent meets with each principal at the commencement of each new school year to set goals and objectives and to review student achievement data; in the middle of each school year to evaluate mid-year performance and status and at the end of each school year to conduct a formal, summative evaluation conference.
    2. Each school principal is asked to address student achievement through the goals and objectives that they set for their schools.
    3. Each principal/assistant principal will be provided with a copy of the Professional Standards for Educational Leaders (PSEL).
    4. The administrator is expected to reflect on his/her overall performance in each of the PSEL standards.
    5. It is suggested that each administrator review and provide a variety of data sources as evidence of his/her skill/growth in different components contained in these standards.
    6. It is suggested that each administrator take time to evaluate his/her own performance ratings prior to the evaluation conference.
    7. An end of the year evaluation conference will be conducted to review/discuss the administrator’s reflection and evidence of growth on his/her overall performance. The Superintendent will provide each principal individually, with feedback as they compare/contrast the principal’s self-evaluation with the Superintendent’s.
    8. Each principal is required to submit examples of written performance evaluations that they have issued to staff members within their buildings. To gain evidence of the performance spectrum within each building, each principal is asked to submit at least one written evaluation for one of their best teachers and at least one for a teacher in need of improvement.
    9. The Superintendent completes the evaluation report.
    10. The Superintendent sends the evaluation report to the principal for review and signature.

    Suggested data sources to be used as evidence of skill/growth:

    1. Annual review of student assessment data results and accompanying plan to address any areas in which the school or particular groups of students are deficient
    2. Evidence of how suggestions from prior evaluations have been addressed
    3. Evidence of staff growth
       » Representation of written observations & evaluations presented to staff
    4. Evidence to demonstrate successful accomplishment of PGP
       » How did the administrator grow professionally?
        » How has the work with the goals of the PGP this year informed administrator’s practice for next year?
    5. Evidence of professional development activities
       » Transcript from my learning plan
       » Conferences attended
       » Volunteer/speaker at conference
       » Committee member
    6. Evidence of parent communication
       » School newsletter » Parent communications/activities
       » Logs of parent contacts
    7. Progress on previous year’s school goals
    8. Artifacts that demonstrate use of technology to enhance instruction
    9. New ideas/practices shared with colleagues The following are related policies and contractual language governing the observation and evaluation process for administrators: Policy # 3223 – Evaluation of Administrators (M) Agreement between the Livingston Board of Education and the Livingston Administrators Association for the Period July 1, 2009 through June 30, 2011 (Article X, III, A-D Evaluations).