Embedded Files
Evaluation Rubrics
Evaluators utilize the Administrator Performance Evaluation Rubric upon completion of each 30-minute observation and post-conference. The Administrator Final Holistic Rubric is used to summarize administrator performance into an overall holistic rating. Click the buttons below to launch the corresponding rubrics.
Rubric & Evidence Activities & Resources
Activity 1: Rubric Highlighting
Activity 1: Rubric Highlighting
The Administrator Performance Evaluation Rubric is used to holistically rate evidence at the end of each 30 minute observation. Evidence to be considered in this process may be collected during pre-conferences, formal observations, post-conferences, walkthroughs, informal conversations, and those related to practice and professionalism. Expectations aligned to standards and indicators vary among the four levels of administrative performance.
Rubric Highlighting Activity
Open/Print the OPES 2.0 Rubric
Use a highlighter to identify key expectation shifts as you progress from Ineffective to Developing, Developing to Skilled, and Skilled to Accomplished
Review the answer key and SUM UP YOUR LEARNING:
Discuss/consider observable expectations among each performance level. When reviewing the rubric, consider a) potential observation/walkthrough opportunities, b) how you may include evidence gathered during pre-conference, observation, post conferences, walk throughs, c) any evidence you may need to collect to holistically rate the administrator, and d) the role of HQSD in each area of the rubric.
Activity 2: Looks Like/Sounds Like
Activity 2: Looks Like/Sounds Like
Evaluators and administrators should consider what each standard should look and sound like in their district and/or building.
Click the image above to make a copy of the Looks Like/Sounds Like document (electronic) or create a poster for each standard when conducting face-to-face facilitation.
Assign Individuals or groups to address each standard area. Have them consider the Essence of the Standard, Role of the Administrator, Effects on Stakeholders, and Evidence.
One finished, conduct a virtual or in- person gallery walk, where group members may add to the original group's ideas.
SUM UP YOUR LEARNING:
What new learning and/or coaching is required for your administrative team to demonstrate success in each standard area?
Activity 3: Alignment of Roles & Responsibilities to the OPES 2.0 Rubric
Activity 3: Alignment of Roles & Responsibilities to the OPES 2.0 Rubric
When considering the evaluation of administrators with specific roles/responsibilities (i.e., assistant principals, directors, etc.), evaluators should identify areas of the rubric most aligned to their positions.
Review each scenario (paper or powerpoint version).
Identify the domains and standards most aligned to the individual's roles and responsibilities.
Review the answer key and SUM UP YOUR LEARNING:
When considering your district, who will be evaluated under OPES 2.0? What domain(s) and standard area(s) are most aligned to their roles?
Activity 4: Categorizing Evidence
Activity 4: Categorizing Evidence
After administrators collect evidence, they should categorize by domain and standard area.
Select either the paper option (left) and/or electronic (below) version of the activity.
Identify and/or sort each piece evidence by domain, standard (component-optional), and performance level.
Please note, standard areas are rated holistically, considering a preponderance of evidence to provide the best overall description of the administrator. This activity uses evidence statements, in isolation, to assist participants in familiarizing themselves with OPES 2.0 domains, standards, components, and performance levels.
Review the answer key and SUM UP YOUR LEARNING:
How will you be intentional in collecting sufficient evidence to support the rubric?
Activity 5: Identifying Sample Artifacts
Activity 5: Identifying Sample Artifacts
Click on the Identifying Artifacts by Standard document.
Brainstorm and list potential artifacts for each of the OPES 2.0 standard areas.
SUM UP YOUR LEARNING:
Consider the Sample Artifacts by OPES 2.0 Standards document (linked below) and consider additional artifacts that may specifically align to your administrators' scopes of work and may be of value to consider during evaluation and coaching conversations.
Activity 6: Holistic Rubric Engagement
Activity 6: Holistic Rubric Engagement
Administrator performance is to be scored holistically and provide the best overall description of the administrator's practice.
Holistic Rubric Activity
Sort the characteristics of each final holistic rating.
Review the answer key and SUM UP YOUR LEARNING:
How do components within the holistic rubric differentiate by level? What happens as you transition from Developing to Skilled or Skilled to Accomplished?
Activity 7: Calibration & Coaching
Activity 7: Calibration & Coaching
The Principal Story
The Principal Story
Click the image above to launch the video
View The Principal Story and script evidence you see/hear in the film.
Either individually or in pairs/triads, have participants label their evidence by Standard Area
Standard 1: Mission, Vision, and Core Values
Standard 3: School Improvement
Standard 4: Curriculum, Instruction, and Assessment
Standard 5: Professional Capacity of School Personnel
Standard 8: Meaningful Engagement of Families and Community
Standard 10: School Operations
Individually, score the six standards above. Remind participants to start with SKILLED, determine whether there is enough evidence to justify a SKILLED rating. If the answer is “yes,” then move to ACCOMPLISHED to determine if that is a better representation. If the answer is “no,” then move to DEVELOPING to determine if this is a better representation.
SUM UP YOUR LEARNING:
When finished, compare ratings; discuss differences and similarities in evidence and ratings.
Performance and Evaluation Local Decisions
Questions for Consideration
Questions for Consideration
Are pre-conferences required? If so, are there any guidelines?
Are observations announced or unannounced?
Is feedback required on each walkthrough/informal observation? If yes, what will this look like?
In addition to the conference following formal observations and the final summative conference are other conferences required?
How does the Administrator Performance Evaluation Rubric align with the duties and responsibilities of the administrator?
Will the district choose not to evaluate an administrator who has been board approved for retirement by December 1?
How will the district determine if an administrator is on board-approved leave for more than 50% of the school year? Will that administrator be evaluated?
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