Growing Today’s Leaders Understanding the Ohio Principal Evaluation System

1. Growing Today’s LeadersUnderstanding the Ohio Principal Evaluation System Parma City School District March 30, 2012

2. Principal is the lead teacher • Research demonstrates a strong relationship between leadership and achievement • Average effect size is .25 • Instructional leadership has moved from a vague concept to concrete practices • Knowledge and skills strike a right balance • 21 specific leadership responsibilities

3. SMaC • Great by Choice – Jim Collins • 10xer behaviors • Fanatic discipline- live to values, principles, standards and goals • Empirical creativity – look primarily to evidence • Productive paranoia- establish contingency plans • Leadership recipe • Specific – targeted goals, timeframe • Methodical- controlled, high performance, lead by actions • Consistent – performance markers, outside influences do not define work

4. Second Order Change • Break with past • Outside of existing paradigms • Conflicted with current norms • Emergent • Unbounded • Complex • Nonlinear • New knowledge required • Implemented by stakeholders

5. Recipe for Today’s School Leader Responsibilities positively correlated with 2nd order change. • Curriculum, instruction and assessment • Optimizer • Intellectual stimulation • Change agent • Monitor and evaluate • Flexibility • Ideals and beliefs

6. ImportantIngredients Responsibilities that may suffer during second order change. • Culture • Communication • Order • Input

7. Professional Goal Setting • Goal setting • Data • S.M.A.R.T. goal • Action steps • Evidence • timeline

8. District Goal • By 2012, elementary student reading performance per grade level, as measured by DIBELS composite assessments, will reach 75% “at benchmark” level. • Systematically implement RTI data days • Design targeted interventions • Set expectations by communicating core one fidelity checklists • Progress monitor all students below benchmark

9. Self-Reflection Tool

10. Personal Goal • Standards based • Essential question guiding reflection • Rate performance • Determine strengths/weaknesses by standard • Identify a growth area • S.M.A.R.T goal • Actions steps/timeline • Rate yourself on Standard 4

11. Collective Commitment • District Leadership team/Building level team/teacher based team • Shared leadership • Focus on practice • McRel walkthroughs • Data days • Moving compliance to commitment • Curriculum vs. craft

12. I think and I feel…to I know because… • Growth model • Measurable • DIBELS, pass/fail rates, • OAA scores, • Value Added, • formative assessments, • summative assessments, • TBT reporting tools, • surveys, • communications

13. Supporting Leaders • Meet them where they’re are • Set expectations • Use rubric to transition from philosophy to practice • Establish formative meetings • Monitoring instruction at classroom level • Becoming the lead teacher • Attend BLT’s • Provide specific feedback

14. Scenario • Read the scenario • Discuss practices with table • Identify standards in the scenario • Rate the performance level using the rubric

15. Bibliography • Collins, Jim, and Morten T. Hansen. Great by Choice: Uncertainty, Chaos, and Luck : Why Some Thrive despite Them All. New York, NY: HarperCollins, 2011. Print • R. Marzano, T. Waters, B. McNulty (2005). School Leadership that Works. Alexandria, VA: ASCD

16. Contact Information • Parma City School District • 5311 Longwood Ave. Parma, OH 44134 • 440-842-5300 • Cassandra Johnson, Director of Human Resources, • johnsonc@parmacityschools.org • Jodie Hausmann, Director of Elementary Teaching & Learning • hausmannj@parmacityschools.org • Jeff Cook, Director of Secondary Elementary Teaching & Learning • cookj@parmacityschools.org