The School Board of Polk County
Bylaws & Policies
Unless a specific policy has been amended and the date the policy was revised is noted at the bottom of that policy, the bylaws and policies of The School Board of Polk County were adopted on November 12, 2013 and were in effect beginning November 12, 2013.
 

1220 - EVALUATION OF ADMINISTRATIVE PERSONNEL

Pursuant to State law, each administrator shall be evaluated annually by the administrator's immediate supervisor utilizing the approved District evaluation system. The purpose of this performance evaluation shall be continuous quality improvement of the professional skills of each administrator.

Each evaluation shall relate, but not be limited to, the duties specified in the job description.

The evaluation shall be completed and on file in accordance with the time schedule established by the Superintendent. The written report of the evaluation must be on file and provided to the employee within ten (10) days after the evaluation conference. The evaluator must discuss the written evaluation report with the employee. The employee shall have the right to initiate a written response to the evaluation, and the response shall become a permanent attachment to his/her personnel file. The evaluator may amend an evaluation based upon assessment data from the current year if the data becomes available within ninety (90) days after the close of the school year.

An administrator shall be given a copy of any documents relating to his/her performance that are to be placed in the personnel file.

School Administrators Evaluation System

The evaluation system for school administrators shall:

 A.be designed to support effective instruction and student learning growth and performance evaluation results must be used when developing District and school level improvement plans;
 B.provide appropriate instruments, procedures, timely feedback, and criteria for continuous quality improvement of the professional skills of school administrators, and performance evaluation results must be used when identifying professional development;
 C.include a mechanism to examine performance data from multiple sources, including opportunities for parents to provide input into employee performance evaluations when appropriate;
 D.identify those teaching fields for which special evaluation procedures and criteria are necessary;
 E.differentiate among four (4) levels of performance as follows:
  1.highly effective;
  2.effective;
  3.needs improvement or, for instructional personnel in the first three (3) years of employment who need improvement, developing;
  4.unsatisfactory;
 F.provide for training and monitoring programs based upon guidelines provided by the Department of Education to ensure that all individuals with evaluation responsibilities understand the proper use of the evaluation criteria and procedures.

Evaluation Procedures and Criteria

A performance evaluation must be conducted for each school administrator at least once a year. All personnel must be fully informed of the criteria, data sources, methodologies, and procedures associated with the evaluation process before the evaluation takes place.

 A.Performance of Students
  As set forth in State law, as least one-third (1/3) of a school administrator's performance evaluation must be based upon learning growth or achievement of the students attending that school over the course of three (3) years. If less than three (3) years data are available, the years for which data are available must be used.
 B.Instructional Leadership
  At least one-third (1/3) of the performance evaluation must be based upon instructional leadership. Evaluation criteria for instructional leadership must include indicators based upon each of the leadership standards adopted by the State Board of Education under F.S. 1012.986 including performance measures related to the effectiveness of classroom teachers in the school, the administrator's appropriate use of evaluation criteria and procedures, recruitment and retention of effective and highly effective classroom teachers, improvement in the percentage of instructional personnel evaluated at the highly effective or effective level, and other leadership practices that result in student learning growth. The system may include a means to give parents and instructional personnel an opportunity to provide input into the administrator's performance evaluation.
 C.Other Indicators of Performance
  The remainder of a performance evaluation may include, but is not limited to, professional and job responsibilities as recommended by the State Board of Education or identified by the School Board.

Annual Report of Evaluation Results

The Superintendent shall annually report the evaluation results of school administrators using the four (4) levels of performance set forth in State law to the FLDOE. The Superintendent shall also notify the FLDOE of any school administrators who receive two (2) consecutive unsatisfactory evaluations, as well as any school administrators who are given written notice by the District of intent to terminate or not renew their employment.

The Board shall establish a procedure for annually reviewing school administrator evaluation system to determine compliance with State law, State Board of Education Rules, and this policy. All substantial revisions to an approved system must be reviewed and approved by the district school board, upon the recommendation of the Superintendent, before being submitted to the Florida Department of Education for approval and used to evaluate school administrators.

The Superintendent may appoint a District Evaluation System Review Committee who shall be responsible for annually reviewing the school administrator evaluation system to analyze whether it complies with Florida law and this policy. The District Evaluation System Review Committee shall follow procedures adopted by the Superintendent when reviewing the evaluation system for compliance with Florida law.

F.S. 1012.01, 1012.22, 1012.28, 1012.31, 1012.34
F.A.C. 6A-5.030, 6A-5.0411

Revised 1/19/16

© Neola 2015