ࡱ> ceb7 x)bjbjUU 8Z7|7|M%lllllz(z(z(8((`B~)4))))...|9~9~9~9C9=A$RC rEB.-...B1ll))B111.@l))|91.|91F1G77th7)r) 7G.$z(.770B0`B7*F}/*F71llllGALENA PARK INDEPENDENT SCHOOL DISTRICT Summative Evaluation Administrator Name: _________________ Department: ________________ Title:_____________________ Year: ____-____ FUNCTION: "The results of the appraisal of administrators shall be used for staff development (relating to Standards for Management and Leadership Development for Administrators) purposes and may be used for contract renewal considerations." 19 TAC 150.BBAUTHORITY: Texas Education Agency Code, 21.354, 39.054, 150.1021, 150.1022 and Rule 19 TAC 150.BB provide the guidelines under which this instrument was developed.PHILOSOPHY: Evaluation of administrators is a continuous process that utilizes approved performance criteria and instruments for objectively gathering, analyzing and interpreting evidence regarding both the strengths and limitations demonstrated in assigned positions. The purpose of evaluation is to promote improved performance of individual administrators and to make recommendations regarding contractual status. Directions: The summative evaluation instrument is not scored or rated by the appraiser. The appraiser is required to provide written documentation or comments in the appropriate section when the appraisee needs improvement in a domain. The appraiser may provide written documentation or comments in the appropriate section when the appraiser deems appropriate. The summative evaluation was reviewed with the appraisee by the appraiser. ________________________________________ ________________________________________ Appraiser Signature Date Appraisee Signature Date Copy: Human Resources Services Copy: Appraiser/Supervisor Copy: Employee I. PROMOTING POSITIVE SCHOOL/DISTRICT CLIMATE Fosters collegiality and team building among staff, encouraging their active involvement in decision-making. Mediates and facilitates effective resolution of conflicts in a timely manner. Has a clear sense of the school/districts mission; involves staff in planning and decision making to accomplish the mission. Communicates and promotes high expectation levels for staff and/or student performance in an enabling, supportive way. Provides recognition for excellence and achievement. Initiates and supports programs and actions that facilitate positive, caring climate for learning/working. Deals sensitively and fairly with persons from all cultural backgrounds. Seeks to prevent and eliminate all verbal and/or written communication (comments, remarks, gossip, rumors, etc.) that is unprofessional about any employee, student, parent, community member or Board member. (Unprofessional not characteristic of, or befitting a member of a profession.)Documentation/Comments:II. CONTRIBUTES TO SCHOOL/DISTRICT IMPROVEMENT Determines and builds a common vision with staff for school/district improvement. Identifies, analyzes, and applies research findings (e.g., effective school research correlates) to facilitate school/district improvement. Documentation/Comments:  Initial _______________ Appraiser  Initial _______________ Appraisee III. PERSONNEL MANAGEMENT Confers and works jointly with subordinates to develop and accomplish their improvement goals. Uses the appraisal appropriately and ensures that evaluations clearly and accurately represent staff performance. Defines expectations for staff performance regarding instructional strategies, classroom/department management, and communication with the public. Makes sound and effective recommendations relative to personnel placement, transfer, retention, and dismissal. Takes immediate disciplinary action when an employee violates the Code of Ethics. [DH (EXHIBIT)] Observes employee performance, records observations, and conducts evaluation conferences with all staff as needed. SYMBOL 42 \f "Symbol" \s 12 \h Teacher Turnover Rate: _______ _______ _______ (past 3 years) SYMBOL 42 \f "Symbol" \s 12 \h Teacher Absence Rate: _______ _______ _______ (past 3 years) SYMBOL 42 \f "Symbol" \s 12 \h Decrease yearly average teacher absence rate by one day per teacher SYMBOL 42 \f "Symbol" \s 12 \h Campus Principal Only Documentation/Comments: IV. ADMINISTRATION AND FISCAL/FACILITIES MANAGEMENT Ensures that district/school reports are filed promptly and accurately. Complies with district policies, as well as state and federal laws and regulations, in pursuing the goals of the campus/district plan. Supervises the preparation of the budget and manages operations within the approved budget. Manages all school/department/district facilities effectively and efficiently to ensure clean, orderly, and safe buildings and grounds. Addresses priorities and completes task/obligations by practicing effective time management.Documentation/Comments: Initial _______________ Appraiser Initial _______________ Appraisee V. STUDENT/DEPARTMENT MANAGEMENT Communicates with students to promote a positive school/district climate. Implements a consistent discipline management system that produces a safe and productive campus environment. Develops and communicates to students, staff, and parents the campus discipline management plan. Provides support for staff in discipline management. Encourages and facilitates parent conferences. Provides for due process in accordance with district policy. Maintains complete and accurate student/department records. Supervises and interacts with students at extra curricular activities. Coordinates, facilitates and supervises student support services (transportation, food service, student health services, etc.) at the campus/district level. Provides programs to encourage regular attendance. Improve average student attendance rate by one day per student per year. _______ _______ _______ (past 3 years)Documentation/Comments:VI. PROFESSIONAL GROWTH AND DEVELOPMENT Exhibits and encourages professional and ethical standards. Utilizes information and insights gained in professional development for self-improvement. Utilizes information provided through assessment instruments and/or the district's appraisal process for self-improvement. Participates actively in professional activities, shares ideas and information with other professionals, and stays abreast of latest developments in area of responsibility. Documentation/Comments: Initial _______________ Appraiser Initial _______________ Appraisee VII. INSTRUCTIONAL/DEPARTMENTAL MANAGEMENT Ensures that curriculum/department renewal is continuous and responsive to student/staff needs. Provides instructional/departmental resources and materials to support staff in accomplishing school/district goals. Monitors instructional and/or managerial processes to ensure that program/department activities are related to program/department outcomes. Administers and integrates all special programs with the regular program. Cooperates and contributes as a member of the district/school administrative team. Documentation/Comments: VIII. SCHOOLS/COMMUNITY RELATIONS Demonstrates awareness of school/community needs and initiates activities to meet those identified needs. Demonstrates the use of appropriate and effective techniques for community and parent involvement. Emphasizes and nurtures two-way communication between the school/department and the community. Projects a positive image to the community. Communicates and interprets school and/or district goals, board policies, administrative procedures and TEA regulations to the various publics. Addresses staff and/or patrons' concerns in a professional and timely manner. Documentation/Comments: Initial _______________ Appraiser  Initial _______________ Appraisee IX. ACADEMIC EXCELLENCE INDICATORS/CAMPUS IMPROVEMENT PLAN (PRINCIPALS ONLY) Insert the School Report Card and Domain IX information prior to this page. Appraisers comments should pertain to the School Report Card and Domain IX. Documentation/Comments: Areas of Commendation: Areas of Improvement: Galena Park Independent School District TAKS Status: _____ Year One ____ Acceptable ____ Recognized ____ Exemplary ____ _____ Year Two ____ Acceptable ____ Recognized ____ Exemplary ____ _____ Year Three ____ Acceptable ____ Recognized ____ Exemplary ____ Current Status of Assignment:  Initial _______________ Appraiser  Initial _______________ Appraisee X. PRODUCTIVITY PERFORMANCE OBJECTIVES (District Wide Administrators Only) Participates in the preparation and quality of the Department/District Improvement Plan. Achieves goals and objectives related to the administrators job performance. Documentation/Comments: Initial _______________ Appraiser Initial _______________ Appraisee XI. SUGGESTIONS FOR SYSTEM CHANGES TO IMPROVE PERFORMANCE (WORKLOAD DISTRIBUTION, STAFFING, JOB DESCRIPTION, ADMINISTRATIVE SUPPORT, ETC.) 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