5.11.17 Evaluation
Supervision, evaluation, and motivation of the school's staff are among a principal's most serious responsibilities. Helping people reach their fullest potential requires a professional environment where growth is fostered and contributions are recognized. Supervision should be perceived as a collaborative process to facilitate growth. The process includes self-evaluations of strengths and weaknesses, informal and formal observations, professional growth plans, and opportunities that are provided to assist in this growth.
The evaluation process required in archdiocesan schools has the following purposes:
Assure support for the goals and spirit of Catholic education in general and the school program in particular
Improve the instructional program
Identify
professional growth needs and provide direction
Identify effective personnel and encourage their retention
The job performance of administrators, teachers, and non-teaching staff in archdiocesan schools is evaluated on the basis of the competencies and tasks listed in the pertinent job descriptions. The annual evaluation utilizes but is not limited to information gained by the evaluator in formal and informal observations throughout the year.
5.11.17.1 Introductory Period
The
Department of Catholic Schools has established an introductory period for all new staff members. The introductory period is normally 90 days but may be extended to 180 days. Job performance for all new staff is normally evaluated by the principal at the conclusion of the introductory period. In parish elementary schools and parish high schools, the pastor evaluates the new principal. The office of the superintendent evaluates new high school principals.
The introductory period benefits the staff member as well as the school. It provides the staff member with enough time to learn and adapt to the job environment while becoming acquainted with the expectations of the job and the school. It also provides the person in charge the opportunity to evaluate the staff member's performance and determine whether to continue employment.
Employees may be terminated at any point during the introductory period if they are not able to meet job expectations. The person in charge should complete a
performance review to document the employee's insufficient performance during the introductory period, which may be extended if necessary. The extension should be documented in writing to the employee. Upon satisfactory completion of the introductory period, employment will be continued as provided in the
employee's written agreement, if applicable. All others are
at-will employees.
5.11.17.2 Evaluation of Religious Staff
The staff member who is a religious is evaluated according to the criteria for lay people with the same job description.
5.11.17.3 Evaluation of Non-Teaching Staff
Non-teaching staff will receive a performance review at or before completion of their introductory period.
Each employee's performance is evaluated informally by the principal or supervisor on a continuing basis. In addition, a formal written
performance review may be prepared at any time and is recommended on an annual basis to:
Document the employee's performance in relation to reasonable expectations and standards for that position
Determine how the employee might improve work performance
Achieve a more effective working relationship between the employee and principal or supervisor
The results of the performance review must be communicated to the employee in writing. The employee has the right to include his or her written response to the performance review.
If the principal finds it necessary, he or she may change the job description of each non-teaching position within the school.
5.11.17.4 Principal and Teacher Evaluations
Evaluation of the Principal
The pastor conducts the elementary school and parish high school principal's evaluation annually, based on the principal's job description and with input from the assistant superintendent. The superintendent's office evaluates high school principals.
Evaluation of Teaching Staff
The principal is responsible for evaluating the teaching staff. In preparing for the evaluation process, the principal should consider the following:
The principal, as instructional leader, is responsible for evaluating performance and prescribing beneficial and/or necessary improvements.
Both the principal and teacher must understand the process.
The evaluation form is the written record summarizing a collaborative process between the principal and teacher.
If the evaluation process is to be fair and objective, the teacher must be clearly informed as to the evaluation criteria.
Individual differences among classroom teachers must be recognized.
The teacher must be willing to accept and bring about the changes designed to improve performance.
If the teacher is to profit from the evaluation process, the results must be reported specifically and thoroughly.
The teacher must be provided an opportunity to discuss the results and submit a written reaction to the evaluation.
The teacher evaluation process includes the following components:
Informal classroom observation
Formal classroom observation
Individual conferences
Catholic identity and professional conduct
Informal observation of the teacher's attitudes, relationships, activities, and professional growth patterns
A variety of paper and electronic forms are available as resources to track formal and informal observations and conferences. The forms and their purposes should be explained to the teachers, as well as the criteria used as part of the observation and evaluation process. Throughout the process the principal may consult with the assistant superintendent for guidance, as needed.
As the culmination of the observation and evaluation process, the principal prepares a formal teacher evaluation and shares the results with the teacher at a conference. The principal and teacher sign the original. The signed original evaluation is placed in the
teacher's personnel file and a copy is given to the teacher.
See
High School Principal's Evaluation and Addendum Checklist.
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