Leadership Evaluation Model
Approved: 6/11/14
Revised: 8/12/26 Combining GCNC-1 and GCNC-2 into GCNC
Philosophy: Philosophy: The Board recognizes that the quality of Public Education can be improved and enhanced by providing a systematic, fair, consistent, and competent evaluation of leadership and leader improvement.
The purpose of the evaluation system is (1) to ensure that the best possible leadership is provided to schools and all students in the District, and (2) to allow the administrators and the District to promote professional growth by identifying and encouraging
quality leadership in order to improve school and student achievement.
Administrative performance will be evaluated using the Utah Educational Leadership Standards. Adopted by the Utah State Office of Education in 2013.
Definitions:
- Administrator
A principal, assistant principal, or district employee who holds an administrative certificate, which is issued by the Utah State Board of Education and has been assigned administrative duties by the Superintendent and the South Sanpete School District Board. - Evaluator
The Superintendent or designee.
Evaluation Process:
- Orientation:
Each year, prior to any evaluations, the Superintendent or designee shall orient all administrators in the District to the evaluation program, including the purpose of the evaluation and the method used to evaluate. The Superintendent/Designee will conduct a pre-evaluation conference with administrators to review and approve the online Utah School Administrator Professional Growth Plan. - Observations(Formative) and District Summative Evaluation: Once the orientation and pre-conference are completed, the Superintendent or designee shall collect observation information about the effectiveness of the administrator.
One or more types of evaluation and/or lines of evidence, such as self-evaluation, student evaluation, parent surveys, peer evaluation, evidence of professional growth, student achievement data, supervisory observations, or systematic observations, may be used to evaluate administrators.
Once Observations and collecting lines of evidence have been completed, the Superintendent or designee shall complete the Utah School Administrator Evaluation form online. All Formative and Summative evaluations will be based upon the seven leadership standards. The administrator may provide a written response online to all or a part of the evaluation, and that response will be included with the evaluation. - Summative Evaluation
Within fifteen (15) days after the completed evaluation process, the
The Superintendent or designee shall conduct a post-conference interview with the administrator to discuss the findings of the evaluation. Following any revisions made after the discussion, a copy of the evaluation shall be filed in the administrator’s personnel online file together with any related reports or documents. A copy of the evaluation and attachments shall be given to the administrator.
The Superintendent and the administrator shall both sign the summative evaluation document. A signature means that the evaluation process has been completed and not necessarily that the administrator agrees with it. If an administrator elects not to sign the document, a third party will acknowledge this. A copy of the signed evaluation and attachments shall be given to the administrator, and a copy will be placed in his/her online personnel file. - Review
An administrator who is not satisfied with a formal evaluation has fifteen (15) days, after receiving the written evaluation, to request a review of the evaluation. If a review is requested, the South Sanpete School District Board of Education shall appoint a person, not an employee of the School District, who has expertise in administrative evaluation to review and make recommendations to the Superintendent regarding the administrator’s evaluation.
Remediation process of the Evaluation
E. Remediation:
An administrator whose performance is inadequate or in need of improvement shall be provided with a written document clearly identifying deficiencies, the available resources for improvement, and a recommended course of action that may improve the
administrator’s performance. The administrator is responsible for improving performance, including using any resources identified by the School District and demonstrating acceptable levels of improvement in the designated areas of deficiency. The administrator will
follow the same guidelines and time frame as a teacher using the Corrective/Remediation Model Procedure in GCNA.
F. Remediation Summative Evaluation
At least thirty (30) days prior to the end of the administrator’s contract school year, the Superintendent or designee of an administrator whose performance has been determined to be inadequate or in need of improvement shall complete all written evaluations and
recommendations regarding the administrators evaluated during the contract year.
Parameters of the Evaluation Process:
A. The evaluation process for administrators shall be ongoing and consist of the following:
1. Complete a self-evaluation annually using an online state-approved form, and review this information with the Superintendent or designee before the end of the school year.
2, Complete the Utah Administrator Professional Growth Plan online annually.
3. Be evaluated annually using lines of evidence and have a Summative Evaluation every third year on a rotating basis.
