Rubric for Evaluating North Carolina Instructional ... - NCEES Wiki

North Carolina Instructional Central Offi ce Staff Evaluation ProcessNorth CarolinaINSTRUCTIONALCENTRAL OFFICE STAFFEVALUATION PROCESSPublic Schools of North CarolinaState Board of EducationDepartment of Public Instruction

North Carolina Instructional Central Office Staff Evaluation ProcessRubric for Evaluating North Carolina Instructional Central StaffStandard 1: Strategic Leadership–Instructional central office staff members create conditions that result in strategically reimagingthe district’s vision, mission, and goals to ensure that every student graduates from high school, globally competitive for work andpostsecondary education and prepared for life in the 21 st century. They create a climate of inquiry that challenges the communityto continually repurpose itself by building on the district’s core values and beliefs about the preferred future and then developing apathway to reach it.a. District Strategic Plan: The district’s identity (its vision, mission, values, beliefs and goals) is derived from the processes used toestablish these attributes and the ways they are embodied in the life of the community.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)RR Develops andcommunicates apersonal vision of a 21 stcentury school district. Creates a workingrelationship with thesuperintendent thatresults in a sharedvision for the district ofthe changing world inthe 21 st century. Convenes a core groupof district leadersto develop a districtimprovement planfocused on studentlearning and targetingshort-term goals andobjectives. Effectivelycommunicates districtimprovement plan toprincipals. Uses multiple sourcesof data (e.g., studentperformance data, datafrom the North CarolinaTeacher WorkingConditions Survey)to develop goals andobjectives and facilitateneeded changes forimprovement.. . andRR Facilitates thedevelopment andimplementation of adistrict strategic planaligned to the district’smission, local priorities,and to the missionand goals of the NorthCarolina State Board ofEducation.RR Participatesin consistent,sustained, and opencommunication withthe superintendent andprincipals about howschool policies andpractices relate to thedistrict’s mission andvision.Creates processes andprocedures for developing,implementing, andmaintaining the district’sstrategic plan that:RR Ensures the periodicreview and update ofthe district’s vision,mission, and strategicgoals.RR Drives decisions andreflects the culture ofthe district.. . . andRR Ensures that thedistrict’s strategicplan is implementedas intended by itsdevelopers.RR Develops relationshipswithin and beyond theschool community thatensure understandingand appreciation ofthe district’s vision andthat positively affectand are affected by thecommunity context.RR Develops effectivesystems of open andhonest communicationbetween and amongdistrict leaders, thebusiness community,faith community,parents, and students.RR Uses input from allstakeholder groupsto determine theeffectiveness ofstrategies used tomeet goals andguide revisions to thestrategic plan.. . . andRR Leads in such a waythat the district’sstrategic plan andimplementationprocesses are referredto by other districts asa model that prompts,supports, or guidessimilarly integrativeand effective planningefforts.RR Conscientiously androutinely solicits inputfrom stakeholdergroups to determinethe effectiveness ofthe district’s strategicplan and ensures thatchanges to the plan aremade based on suchinformation.RR Establishes a rigorousand systematicapproach to update orrewrite the district’svision, mission,values, beliefs, andgoals statementson a collaborativelyestablished and wellpublicizedschedule.RR Establishes clearpriorities among thedistrict’s instructionalgoals and objectives.Approved September 2, 2010. Developed in collaboration with the NC State Board of Education. 7

North Carolina Instructional Central Office Staff Evaluation Processb. Leading Change: The instructional central office staff member articulates a vision and implementation strategies forimprovements and changes that result in improved achievement for all students.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)RR Clearly articulates theskills and experiencesstudents will need tolive and work in the 21 stcentury.RR Identifies potentialschool and districtchanges for improvingstudent learning.RR Understands thefundamentals and valueof program evaluation.. . . andRR Systematicallychallenges the statusquo and implementschange focused onimproving studentlearning of 21 st centuryknowledge and skills.RR Routinely andsystematically usesrigorous evaluationtechniques todetermine the efficacyof change efforts onstudent achievement.. . . andRR Increases studentlearning of 21 st centuryknowledge and skills asa result of routine andsystematic evaluationclearly indicate.RR Uses evaluation resultsto identify and eliminateprograms and initiativesthat are ineffective orinefficient.. . . andRR Institutionalizesthe changes thathave brought aboutimprovement in studentlearning.RR Serves as a leader ormentor to assist otherinstructional centraloffice staff membersin guiding data-drivendecision making andchange.RR Clearly and regularlycommunicates to allstakeholders the resultsof evaluation of changeefforts.RR Uses the results ofevaluation to adaptexisting processesand to develop andimplement newprocesses for ensuringstudent learning.RR Is a driving force behindmajor initiatives thathelp students acquire21 st century skills.c. Distributive Leadership: The instructional central office staff member creates and utilizes structures that distribute leadership anddecision making throughout the district.RR Uses input from avariety of stakeholdergroups, includingparents, district staffmembers, schoolboard members, andcommunity members tomake decisions.RR Understands the cultureof leadership in thedistrict.RR Articulates therationale of distributedleadership.. . . andRR Implements structuresto distribute leadershipand decision makingamong staff membersthroughout the district.RR Develops capacity ofeducators to effectivelyassume leadershiproles and holds themaccountable for doing so.RR Participates inconsistent, sustainedand open communicationwith the superintendentand principals,particularly about howpolicies and practicesrelate to the districtmission and vision.. . . andRR Implements structuresto distribute leadershipand decision makingin ways that includea wide range ofstakeholders includingparents and communitymembers.RR Creates policies,procedures, andprocesses that supportdistributed leadership.RR Uses distributedleadership to promoteeffective changethroughout the districtand to support ongoingimprovement of studentlearning.. . . andRR Fosters the careerdevelopment ofprincipals, teachers, andother staff membersby placing them inleadership and decisionmakingroles.RR Encourages staffmembers toaccept leadershipresponsibilities outsidethe district.RR Models what isexpected.8 Developed in collaboration with the NC State Board of Education. Approved September 2, 2010.

North Carolina Instructional Central Office Staff Evaluation ProcessComments:Suggested Data and Documents:RR District strategic planRR School improvement plans are implemented, assessed and modifiedRR Effectively functioning, elected school improvement teamsRR Instructional central office staff member’s performance plan alignedwith state and local strategic priorities and objectivesRR Staff can articulate the district’s direction and focusRR Student performance dataRR Student achievement and testing dataStandard 2: Instructional Leadership–Instructional central office staff members set high standards for the professional practice of21 st century instruction and assessment that result in an accountable environment. They create professional learning communitiesresulting in highly engaging instruction and improved student learning. They set specific achievement targets for schools andstudents and then ensure the consistent use of research-based instructional strategies in all classrooms to reach the targets.a. Focus on Learning and Teaching; Curriculum, Instruction and Assessment: The instructional central office staff memberleads the discussion about standards for curriculum, instruction, and assessment based on research and best practices in order toestablish and achieve high expectations for students.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)RR Communicates strongprofessional beliefsabout schools, learning,and teaching that reflectlatest research and bestpractice in preparingstudents for success incollege or in work.stRRKnows 21 centurycurricular, instructional,and assessmentpractices.RR Sets high expectationsand concrete districtgoals focused onlearning and teaching.RR Articulates the practiceof instructional centraloffice staff leadershipin the context of 21 stcentury knowledge andskills.. . . andRR Challenges staff toreflect on and definethe knowledge, skills,and concepts essentialfor ensuring that everystudent graduates fromhigh school prepared forlife in the 21 st century.RR Ensures that there isan appropriate andlogical alignmentbetween the district’scurriculum, instruction,and assessment, andthe state accountabilityprogram.RR Designs schedulingprocesses thatmaximize learning time.Implements 21 st century:RR Instructional tools andbest practices,RR Assessment andfeedback processes,RR Professionaldevelopmentprograms oninstructionalleadership, andRR Uses of studentassessment data toimprove instruction.. . . andRR Holds all districtstaff accountablefor achieving districtlearning and teachinggoals.RR Leverages alignment ofcurriculum, instruction,and assessment tomaximize studentlearning of 21 st centuryknowledge and skills.RR Monitors theeffectiveness ofcurriculum, instruction,and assessment inpromoting increasedstudent learning.RR Uses the resultsof monitoring tomake adaptations tocurriculum, instruction,and assessment.RR Ensures thatinstructional time isvalued and protectedacross the district.RR Develops appropriaterewards for andrecognition of improvedstudent achievement.. . . andRR Develops policies andorganizational structuresto ensure that effectivealignment practices aresustained.RR Shares with the largerprofessional communitypractices andprocedures that haveresulted in improvedstudent achievement.Approved September 2, 2010. Developed in collaboration with the NC State Board of Education. 9

North Carolina Instructional Central Office Staff Evaluation ProcessComments:Suggested Data and Documents:RR District strategic planRR School improvement planRR Professional development plans based on data (e.g., studentperformance, results of the NC Teacher Working Conditions Survey)RR Student performance goalsRR Student performance dataRR Use of formative assessment to impact instructionRR District instructional evaluation programStandard 3: Cultural Leadership–Instructional central office staff members understand and act on the important role a system’sculture has in the exemplary performance of all schools. They understand the people in the district and community, how they cameto their current state, and how to connect with their traditions in order to move them forward to support the district’s efforts toachieve individual and collective goals. While supporting and valuing the history, traditions, and norms of the district and community,a instructional central office staff member must be able to “reculture” the district, if needed, to align with the district’s goals ofimproving student and adult learning and to infuse the work of the adults and students with passion, meaning, and purpose.a. Focus on Collaborative Work Environment: The instructional central office staff member understands and acts on theunderstanding of the positive role that a collaborative work environment can play in the district’s culture.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)RR Collaborates with otherinstructional centraloffice staff members,the superintendent, andprincipals.RR Solicits advice andguidance of keyadvisors and mentors.RR Uses multiple sourcesof data to understandthe culture of thedistrict.. . . andRR Designs elementsof a collaborativeand positive workenvironment throughoutthe district.RR Routinely andsystematically seeksthe advice andguidance of teachers,principals, staff, thesuperintendent, andother stakeholdersregarding the strategicdirection of the district.. . . andRR Holds principalsand other districtleaders accountablefor establishingand maintainingcollaborative workenvironments.RR Monitors improvementof the workenvironment inindividual schools andthroughout the district.. . . andRR Develops a plan toimplement policiesand procedures thatensure cohesion andcooperation amongstaff.RR Establishes workingrelationships withprofessional colleagues,business and industryassociates, and policymakers to support thecollaborative culture ofthe district.RR Uses data to create andmaintain a positive workenvironment.RR Develops the capacityof principals and otherdistrict leaders toestablish and maintaincollaborative workenvironments.10 Developed in collaboration with the NC State Board of Education. Approved September 2, 2010.

North Carolina Instructional Central Office Staff Evaluation Processb. Acknowledges Failures; Celebrates Accomplishments and Rewards: The instructional central office staff memberacknowledges failures and celebrates accomplishments in order to define the identity, culture, and performance of the district.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)RR Recognizes districtshortcomings andaccomplishments.RR Understands theimportance ofacknowledgingconcerns andcelebratingaccomplishments.. . . andRR Uses establishedcriteria for performanceas the fundamentalbasis for evaluation,reward, andadvancement.RR When possible,collaborates withprincipals to establishcriteria for evaluatingprograms andperformance.RR Uses shortcomingsas opportunities toimprove.RR Utilizes reward andadvancement as away to promote theaccomplishments of thedistrict.. . . andRR Recognizes individualand collectivecontributions towardattainment of strategicgoals.RR Implements anincreasing number ofprocesses to evaluatedistrict programsand initiatives for thepurpose of identifyingdistrict successes andfailures.RR Effectivelycommunicates withstakeholder groupsthe successes andshortcomings of thedistrict.. . . andRR Institutionalizes thedistrict’s responseto successes, andshortcomings.c. Efficacy and Empowerment: The instructional central office staff member develops a sense of efficacy and empowermentamong staff which influences the district’s identity, culture, and performance.RR Has a sense ofprofessional efficacyand belief in her or hisability to affect positiveleadership in thedistrict.RR Understands thevalue of efficacyamong district staff inpromoting district goals.RR Establishes anenvironment of trustamong staff.RR Builds efficacy andempowerment amongstaff.. . . andRR Establishes anenvironment of trustamong staff, students,parents, and thecommunity at large.RR Communicates abelief in the abilityof personnel toaccomplish substantialoutcomes.RR Implements strategiesthat build efficacy andempowerment amongprincipals.. . . andRR Builds efficacy andempowerment amongstakeholder groups toincrease capacity toaccomplish substantialoutcomes.RR Monitors the climateof the district toevaluate changes in thesense of efficacy andempowerment of allstakeholder groups.RR Uses collective efficacyand empowermentamong stakeholdergroups to impactstudent achievement.. . . andRR Shares withprofessionalorganizations and othercommunity groupseffective practicesrelated to buildingcollective efficacy andempowerment.RR Develops andimplements policies andprocedures designed tomaintain high levels ofcollective efficacy andempowerment.Comments:Approved September 2, 2010. Developed in collaboration with the NC State Board of Education. 11

North Carolina Instructional Central Office Staff Evaluation ProcessSuggested Data and Documents:RR Climate survey dataRR NC Teacher Working Conditions Survey resultsRR Teacher retention dataRR Student performance dataRR Awards structures developed by the district and schoolsRR Community support of the districtStandard 4: Human Resource Leadership–Instructional central office staff members ensure that the district is a professionallearning community with processes and systems that result in the recruitment, induction, support, evaluation, development, andretention of a high-performing, diverse staff. Instructional central office staff members use distributed leadership to support learningand teaching, plan professional development, and engage in district leadership succession planning.a. Professional Development/Learning Communities: The instructional central office staff member ensures that the district is aprofessional learning community.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)RR Implementsprofessional learningcommunitiesthroughout the district.RR Supports ongoingprofessionaldevelopment activitiesthroughout the district.RR Enlists the support ofteachers to implementprofessional learningcommunities.. . . andRR Supports professionallearning communitiesguided by the district’sstrategic plan,focused on results,and characterized bycollective responsibilityfor 21 st century studentlearning.RR Assures schedulingprocesses andprotocols that provideindividual and ongoingcollaborative planningtime for every teacher.. . . andRR Engages districtleadership as aprofessional learningcommunity to advancethe district’s strategicplan.RR Monitors the efficacyof professional learningcommunities inpromoting district goals.. . . andRR Implements policiesand organizationalstructures thatintegrate professionaldevelopment andprofessional learningcommunities into theculture of the districtand schools.RR Establishes structuresto ensure sharingand collaborationamong professionallearning communitiesthroughout the district.RR Models the importanceof continued adultlearning by engagingin activities to developprofessional knowledgeand skill.RR Provides forprofessionaldevelopment thatis aligned with 21 stcentury curricular,instructional, andassessment practices;connected to districtimprovement goals; anddifferentiated based onstaff needs.12 Developed in collaboration with the NC State Board of Education. Approved September 2, 2010.

North Carolina Instructional Central Office Staff Evaluation Processb. Recruiting, Hiring, Placing, and Mentoring Staff: The instructional central office staff member establishes processes andsystems in order to ensure a high-quality, high-performing staff.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)Identifies district andindividual school needsregarding:RR Recruiting new staff.RR Hiring new staff.RR Placing new staff.RR Mentoring new staff.. . . andCreates and implementseffective policies andprocedures for:RR Recruiting andretaining highlyqualified and diversepersonnel.RR Continuouslysearching for thebest placement andutilization of staffto fully develop andbenefit from theirstrengths.RR Coaching andmentoring new staffmembers to supporttheir success.. . . andRR District policies andprocedures result ina highly qualified anddiverse staff.RR Supports otherdistrict leaders inthe development ofeffective recruitmentand retentionstrategies.RR Builds the capacity ofprincipals and otherdistrict leaders to applypolicies and adaptprocedures to theunique needs of theirbuildings or instructionalcontexts.. . . andRR Makes recruitment,hiring, and placementan ongoing process andconscientiously seeksout highly qualifiedstaff in anticipation ofspecific vacancies.RR Makes recruitmentand retention of highlyqualified staff anoperational priority inthe district.RR Identifies strategicpositions in the districtand has a successionplan for each keyposition.c. Teacher and Staff Evaluation: The instructional central office staff member ensures that staff members are evaluated in a fair andequitable manner with the focus on improving performance and, thus, student achievement.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)RR Supports and fullyimplements the NorthCarolina EducatorEvaluation System toassure that all staffmembers are evaluatedfairly and equitably.. . . andRR Fosters a culture ofcontinuous growthand developmentthat uses the resultsof evaluations toimprove performancethroughout the district.RR Supports all staff inidentifying professionalgoals related toimproving studentlearning through thedevelopment of aprofessional growthplan.. . . andRR Holds principals andother district leadersaccountable for thefull and completeimplementation of theNorth Carolina EducatorEvaluation System.RR Establishes proceduresto assure that multipleassessments are usedto evaluate staff.. . . andRR Monitors the resultsof staff evaluationsand uses the resultsto develop districtwideprofessionaldevelopment plans.RR Removes ineffectivestaff members.RR Monitors howeffectively principalsand other districtleaders apply the NorthCarolina EducatorEvaluation System.Approved September 2, 2010. Developed in collaboration with the NC State Board of Education. 13

North Carolina Instructional Central Office Staff Evaluation ProcessComments:Suggested Data and Documents:RR Student performance dataRR District strategic planRR NC Teacher Working Conditions Survey resultsRR Number of teachers with National Board Certification and graduate/advanced level licensureRR Teacher, school executive, and staff diversity, recruitment, andretention dataRR Record of professional development provided staff and anassessment of the impact of professional development on studentlearningRR Leadership development planRR Copies of professional growth plans for school executivesRR District plan or policy defining the role of teachers in making orparticipating in making resource allocation decisions, such as the useof time, budgets, and other resources, to meet the individual needsof each studentRR District leadership succession planStandard 5: Managerial Leadership–Instructional central office staff members ensure that the district has processes and systemsin place for budgeting, staffing, problem solving, communicating expectations, and scheduling that organize the work of the districtand give priority to student learning and safety. The instructional central office staff member must solicit resources (both operatingand capital), monitor their use, and assure the inclusion of all stakeholders in decisions about resources so as to meet the 21 st centuryneeds of the district.a. School Resources and Budget: The instructional central office staff member establishes budget processes and systems focusedon, and resulting in, improved student achievement.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)RR Identifies and plans forfacility needs.RR Manages the districtbudget and resourcesaccording to legal andethical standards.RR Uses district resourcesin ways that areefficient and reflectresponsible stewardshipof public resources.RR Knows and is able toapply sound businesspractices for budgetingand accounting.RR Utilizes collaborativeprocesses to determinefinancial priorities andestablish a balancedoperational budget forschool programs andactivities.. . . andRR Strategically alignsresource allocation tosupport the district’svision and strategicplan.RR Uses value-addedassessment to improvethe relevancy andimpact of resourceallocation and use.RR Ensures that necessaryresources, includingtime and personnel,are allocated to achievethe district’s goalsfor achievement andinstruction.. . . andRR Develops the capacityof principals and otherdistrict leaders todesign transparentsystems to equitablymanage human andfinancial resources.RR Holds principals andother district leadersaccountable for usingresources to meetinstructional goals andsupport teacher needs.RR Routinely andconscientiouslymonitors the use ofdistrict resources toensure fairness andequity.RR Leverages districtresources to attaintheir highest and bestuse to improve studentlearning.. . . andRR Effectivelycommunicates thedistrict’s budget andresource allocation inways that build theunderstanding and trustof constituents.RR Uses the budgetaryprocess to assure thateffective programs aremaintained and lesseffective programs areeliminated.RR Embeds transparencyinto the processes thatcreate the district’sfinancial policies andprocedures.14 Developed in collaboration with the NC State Board of Education. Approved September 2, 2010.

North Carolina Instructional Central Office Staff Evaluation Processb. Conflict Management and Resolution: The instructional central office staff member effectively and efficiently manages thecomplexity of human interactions so that the focus of the district can be on improved student achievement.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)RR Demonstratesawareness of potentialproblems and/or areasof conflict within thedistrict.RR Understands thatconflict is a partof shared humanendeavor.RR Articulates knowledgeof strategies forconstructively engagingconflict.. . . andRR Creates processesto build consensus,communicate, andresolve conflicts in a fairand democratic way.RR Allows others toexpress views that arecontrary to her or hisown views in waysthat are professionallyappropriate.. . . andRR Discusses with staffand implementssolutions to addresspotentially discordantissues.RR Develops in principalsand other staff thecapacity to manageconflict.. . . andRR Monitors staff responseto discussions aboutsolutions to potentiallydiscordant issuesto ensure that allinterests are heard andrespected.RR Resolves conflicts toensure the best interestof students and thedistrict result.RR Models appropriatebehavior.c. Systematic Communication: The instructional central office staff member designs and utilizes various forms of formal andinformal communication so that the focus of the school can be on improved student achievement.RR Communicatesnecessary informationto relevant district staffmembers.RR Uses a variety ofmedia to communicateto relevant staff andstudents.. . . andRR Assures that districtstaff and stakeholdergroups receive andexchange information ina timely manner.RR Uses a variety of mediato communicate withprincipals and otherstakeholder groups.RR Develops a system ofcommunication thatcontributes to realizingdistrict goals.. . . andRR Uses a variety of mediato communicate withall members of thecommunity.RR Ensures thatall communitystakeholders andeducators are awareof district goalsfor instruction andachievement, activitiesused to reaching thesegoals, and progresstoward achieving thesegoals.RR Develops the capacityamong principals andstaff to use a variety ofmedia to communicatewith all membersof their respectivecommunities.. . . andRR Anticipates theinformation needs ofthe various communitystakeholder groupsand provides thisinformation in a timelyand effective manner.RR Institutionalizesroutine communicationstrategies that ensurethat all stakeholdergroups have theinformation they need.RR Establishes variousadvisory groups toimprove external andinternal communication.RR Holds principalsand district leadersaccountable forimplementing thecommunicationsystem throughoutthe district thatresults in a timely andresponsible exchange ofinformation.Approved September 2, 2010. Developed in collaboration with the NC State Board of Education. 15

North Carolina Instructional Central Office Staff Evaluation Processd. District Expectations for Students and Staff: The instructional central office staff member develops and enforces expectations,structures, rules, and procedures for students and staff.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)RR Develops the districtand school safety andcrisis plans, communityemergency responseplan, and the district’sdata security plan incollaboration withappropriate local, state,and federal officials.. . . andCollaboratively developsand enforces clearexpectations, structures,rules and procedures forensuring:RR Effective and efficientoperations includingmanagement,business procedures,and scheduling.RR The health and safetyof students and staffincluding physical andemotional well-being.RR The security ofall sensitive andconfidential data.. . . andRR Systematically monitorsthe implementationof district rules andprocedures.RR Implements innovativeapproaches to increasethe effectiveness andefficiency of districtoperations; improvethe health, safety, andemotional well-beingof students and staff;and ensure the securityof all sensitive andconfidential data.. . . andRR Evaluates the impactof district rules andprocedures on safety,security, and wellbeing,and uses theresults to improvethe effectiveness andefficiency of districtoperations.RR Focuses all districtstaff on the need fora secure and safeworking environment.RR Creates appropriatepartnerships with othercommunity safety andemergency institutions.Comments:Suggested Data and Documents:RR District strategic planRR External reviews and audits (e.g., budget, child nutrition,transportation)RR Copies of district procedures and publications (e.g., studenthandbooks, discipline policies, safety procedures)RR Communication of safety procedures and behavioral expectationsthroughout the school communityRR NC Teacher Working Conditions Survey resultsRR District and school safety and crisis plansRR Community emergency response plan16 Developed in collaboration with the NC State Board of Education. Approved September 2, 2010.

North Carolina Instructional Central Office Staff Evaluation ProcessStandard 6: External Development Leadership–An instructional central office staff member, in concert with the local boardof education, designs structures and processes that result in broad community engagement with, support for, and ownershipof the district vision. Acknowledging that strong schools build strong communities, the instructional central office staff memberproactively creates, with school and district staff, opportunities for parents, community members, government leaders, and businessrepresentatives to participate with their investments of resources, assistance, and good will.a. Parent and Community Involvement and Outreach: The instructional central office staff member designs structures andprocesses which result in parent and community engagement, support and ownership for the district.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)RR Identifies groups andpotential partners withinthe community.RR Ensures that all parentaland communityinvolvement activitieshonor the cultures andtraditions of the localcommunity.RR Interacts with parentsand community groupsthat have a critical rolein developing supportfor the school district.. . . andRR Builds relationshipswith individuals andgroups to supportthe district’s learningteachingagenda and itspotential for individualschool and schooldistrict improvement.RR Builds communityunderstanding of whatis required to ensurethat every public schoolstudent graduates fromhigh school globallycompetitive for work andpostsecondary educationand prepared for life inthe 21 st century.. . . andRR Assumes leadershiproles in important localorganizations (e.g.,serving on boardsof directors, chairingimportant committeesor task forces, leadingnew communityinitiatives).RR Actively and effectivelydevelops communitytrust in the schooldistrict throughspeaking engagements,town hall meetings,public forums, mediaoutlets, events, andother approaches.. . . andRR Uses relationshipsand partnerships toaffect community-widechange that improvesboth the communityand work of the district.RR Manages an everbroadening portfolioof partnerships andcollaborations thatsupport and help toadvance the strategicplan.RR Creates opportunitiesfor both staffinvolvement in thecommunity andcommunity involvementin the schools.RR Seeks out and createsnew opportunities formeaningful partnershipsor collaborativeendeavors.Approved September 2, 2010. Developed in collaboration with the NC State Board of Education. 17

North Carolina Instructional Central Office Staff Evaluation Processb. Federal, State, and District Mandates: The instructional central office staff member designs protocols and processes in order tocomply with federal, state, and district mandates.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)RR Defines, understands,and communicatesthe impact of legalissues affecting publiceducation.RR Prepares andrecommends districtpolicies in compliancewith local, state, andfederal requirements.RR Utilize legal systemsto protect the rights ofstudents and staff.. . . andRR Designs protocolsand processes thatensure compliancewith federal, state, anddistrict mandates.RR Facilitates theimplementation of stateeducation policy.RR Prepares andrecommends districtpolicies in compliancewith local, state, andfederal requirementsthat improve studentlearning and districtperformance.RR Applies laws, policies,and proceduresfairly, wisely, andconsiderately.RR Utilizes legal systemsto improve learningopportunities.. . . andRR Routinely andconsistently assessesthe progress of districtcompliance with local,state, and federalmandates and adjustsas necessary.RR Guides thedevelopment of districtgoals and initiativesdirected at improvingstudent achievement.RR Develops in principalsand other district staffthe capacity to complywith local, state, andfederal mandates.RR Holds principals andother staff accountablefor compliance withlocal, state, and federalmandates.. . . andRR Interprets federal, state,and district mandatesso that they are viewedas opportunities for thedistrict.Comments:Suggested Data and Documents:RR District strategic planRR Minutes from school board meetingsRR Survey results from parents and other community leadersRR Business partnerships and projects involving business partnersRR Visible support for district goals and priorities from communityleaders, such as educational foundation activities, civic clubscholarships, etc.RR Partnership agreements and other documents to support collaborativeeffort for achieving school district goals and prioritiesRR Accounts of school and district accomplishment in various forms ofpublic mediaRR Newsletters and other public engagement documents designed tostrengthen connections to the communityRR Membership and participation with community organizationsRR Community college/university partnerships, collaborative projects,and professional development initiativesRR Student enrollment data for community college and universitycourses18 Developed in collaboration with the NC State Board of Education. Approved September 2, 2010.

North Carolina Instructional Central Office Staff Evaluation ProcessStandard 7: Micro-political Leadership–The instructional central office staff member promotes the success of learning and teachingby understanding, responding to, and influencing the larger political, social, economic, legal, ethical, and cultural context. From thisknowledge, the instructional central office staff member works with the board of education to define mutual expectations, policies,and goals to ensure the academic success of all students.a. Instructional Central Office Staff Member Micro-political Leadership: The instructional central office staff member developssystems and relationships to leverage staff expertise and influence in order to influence the district’s identity, culture, andperformance.Developing Proficient Accomplished DistinguishedNot Demonstrated(Comment Required)RR Defines andunderstands theinternal and externalpolitical systemsand their impacton the educationalorganization.RR Surveys andunderstands thepolitical, economic,and social aspects/needs of groups in thecommunity and of thecommunity at large foreffective and responsivedecision making.RR Maintains a positiveworking relationshipwith the school board.. . . andRR Provides leadershipin defining roles andmutual expectationsthat result in aneffective workingrelationship with thesuperintendent.RR Develops relationshipswith district andinfluential communitygroups that furtherthe district’s goals ofpositive culture andstudent performance.. . . andRR Accesses local, state,and national politicalsystems to provideinput on criticaleducational issues.RR Develops the capacityof principals and staffto foster relationshipswith influential schooland school-communitygroups that furtherthe district’s goals ofpositive culture andstudent learning.RR Systematically developsrelationships withincreasing numbersof community groupsthat result in increasingcommunity involvementin the schools and inenhancing teacher andprincipal effectiveness.. . . andRR Influences local, state,and national politicalsystems on criticaleducational issues.RR Establishes throughpolicies and proceduresa political environmentthat is inclusive ofdiverse groups,viewpoints, andinterests.Comments:Suggested Data and Documents:RR Parent, community, and staff survey dataRR Teacher, school executive, and staff retention dataRR Ability to confront conflict and build consensusRR Shared decision makingRR School board policiesRR Minutes and reportsRR Instructional central office staff member’s performance goalsApproved September 2, 2010. Developed in collaboration with the NC State Board of Education. 19

North Carolina Instructional Central Office Staff Evaluation ProcessInstructional Central Office Staff Summary Evaluation Rating FormThis form is to be jointly completed by the instructional central office staff member and the superintendent during the finalevaluation and goal-setting meeting conducted at the end of the year.Name of instructional central office staff member:_______________________________________ School year: _________Evaluator:_ _______________________________________________ District:___________________________________Evaluator’s title:____________________________________________ Date completed:____________________________Standard 1: Strategic LeadershipElements Developing Proficient Accomplished DistinguishedNotDemonstrateda. District Strategic Plan: The district’s identity (its vision, mission, values,beliefs, and goals) is derived from the processes used to establish theseattributes and the ways they are embodied in the life of the community.b. Leading Change: The instructional central office staff member articulatesa vision and implementation strategies for improvements and changes thatresult in improved achievement for all students.c. Distributive Leadership: The instructional central office staff membercreates and utilizes structures that distribute leadership and decision makingthroughout the district.Overall Rating for Standard 1Comments:Evidence or documentation to support rating:____ District strategic plan____ School improvement plan____ Evidence of school improvement teamRecommended actions for improvement:____ Instructional central office staff member’s performance plan alignedwith state and local strategic priorities and objectives____ Student performance data____ Student achievement and testing data____ Staff can articulate the district’s direction and focusResources needed to complete these actions:20 Developed in collaboration with the NC State Board of Education. Approved September 2, 2010.

North Carolina Instructional Central Office Staff Evaluation ProcessStandard 2: Instructional LeadershipElements Developing Proficient Accomplished DistinguishedNotDemonstrateda. Focus on Learning and Teaching; Curriculum, Instruction, andAssessment: The instructional central office staff member leads thediscussion about standards for curriculum, instruction, and assessmentbased on research and best practices in order to establish and achieve highexpectations for students.Overall Rating for Standard 2Comments:Evidence or documentation to support rating:____ District strategic plan____ School improvement plan____ Professional development planRecommended actions for improvement:____ Student performance data____ Formative assessment____ District instructional evaluation programResources needed to complete these actions:Approved September 2, 2010. Developed in collaboration with the NC State Board of Education. 21

North Carolina Instructional Central Office Staff Evaluation ProcessStandard 3: Cultural LeadershipElements Developing Proficient Accomplished DistinguishedNotDemonstrateda. Focus on Collaborative Work Environment: The instructional centraloffice staff member understands and acts on the understanding of thepositive role that a collaborative work environment can play in the district’sculture.b. Acknowledges Failures; Celebrates Accomplishments and Rewards:The instructional central office staff member acknowledges failures andcelebrates accomplishments in order to define the identity, culture, andperformance of the district.c. Efficacy and Empowerment: The instructional central office staffmember develops a sense of efficacy and empowerment among staff whichinfluences the district’s identity, culture, and performance.Overall Rating for Standard 3Comments:Evidence or documentation to support rating:____ Climate survey data____ NC Teacher Working Conditions Survey results____ Teacher retention dataRecommended actions for improvement:____ Student performance data____ Awards structures developed by the district and schools____ Community support of the districtResources needed to complete these actions:22 Developed in collaboration with the NC State Board of Education. Approved September 2, 2010.

North Carolina Instructional Central Office Staff Evaluation ProcessStandard 4: Human Resource LeadershipElements Developing Proficient Accomplished DistinguishedNotDemonstrateda. Professional Development/Learning Communities: The instructionalcentral office staff member ensures that the district is a professional learningcommunity.b. Recruiting, Hiring, Placing, and Mentoring staff: The instructional centraloffice staff member establishes processes and systems in order to ensure ahigh-quality, high-performing staff.c. Teacher and Staff Evaluation: The instructional central office staffmember ensures that staff members are evaluated in a fair and equitablemanner with the focus on improving performance and, thus, studentachievement.Overall Rating for Standard 4Comments:Evidence or documentation to support rating:____ Student performance data____ District strategic plan____ NC Teacher Working Conditions SurveyRecommended actions for improvement:____ Leadership development plan____ Professional growth plan____ District plan or policy defining resource allocation____ District leadership succession planResources needed to complete these actions:Approved September 2, 2010. Developed in collaboration with the NC State Board of Education. 23

North Carolina Instructional Central Office Staff Evaluation ProcessStandard 5: Managerial LeadershipElements Developing Proficient Accomplished DistinguishedNotDemonstrateda. School Resources and Budget: The instructional central office staffmember establishes budget processes and systems focused on, andresulting in, improved student achievement.b. Conflict Management and Resolution: The instructional central officestaff member effectively and efficiently manages the complexity of humaninteractions so that the focus of the district can be on improved studentachievement.c. Systematic Communication: The instructional central office staff memberdesigns and utilizes various forms of formal and informal communication sothat the focus of the school can be on improved student achievement.d. District Expectations for Students and Staff: The instructional centraloffice staff member develops and enforces expectations, structures, rules,and procedures for students and staff.Overall Rating for Standard 5Comments:Evidence or documentation to support rating:____ District strategic plan____ External reviews and audits____ Copies of district procedures and publicationsRecommended actions for improvement:____ Documentation of safety procedures and behavioral expectations____ NC Teacher Working Conditions Survey____ District and school safety and crisis plan____ Community emergency response planResources needed to complete these actions:24 Developed in collaboration with the NC State Board of Education. Approved September 2, 2010.

North Carolina Instructional Central Office Staff Evaluation ProcessStandard 6: External Development LeadershipElements Developing Proficient Accomplished DistinguishedNotDemonstrateda. Parent and Community Involvement and Outreach: The instructionalcentral office staff member designs structures and processes which result inparent and community engagement, support and ownership for the district.b. Federal, State, and District Mandates: The instructional central officestaff member designs protocols and processes in order to comply withfederal, state, and district mandates.Overall Rating for Standard 6Comments:Evidence or documentation to support rating:____ District strategic plan____ Minutes from school board meetings____ Survey results from parents and other community leadersRecommended actions for improvement:____ Business partnerships and projects involving business partners____ Partnership agreements and other documents to supportcollaborative effort for achieving school district goals and priorities____ Accounts of school and district accomplishment in various forms ofpublic mediaResources needed to complete these actions:____ Newsletters and other public engagement documents designed tostrengthen connections to the community____ Membership and participation with community organizations____ Community college/university partnerships, collaborative projects,and professional development initiatives____ Student enrollment data for community college and universitycoursesApproved September 2, 2010. Developed in collaboration with the NC State Board of Education. 25

North Carolina Instructional Central Office Staff Evaluation ProcessStandard 7: Micro-political LeadershipElements Developing Proficient Accomplished DistinguishedNotDemonstrateda. Instructional Central Office Staff Member Micro-political Leadership:The instructional central office staff member develops systems andrelationships to leverage staff expertise and influence in order to influencethe district’s identity, culture, and performance.Overall Rating for Standard 7Comments:Evidence or documentation to support rating:____ Parent, community, and staff survey data____ Teacher, school executive, and staff retention data____ Ability to confront conflict and build consensusRecommended actions for improvement:____ Evidence of shared decision making____ School board policies____ Minutes and reports____ Performance goalsResources needed to complete these actions:26 Developed in collaboration with the NC State Board of Education. Approved September 2, 2010.

North Carolina Instructional Central Office Staff Evaluation ProcessInstructional Central Office Staff Summary Evaluation WorksheetThis form is used to summarize self-assessment and evaluator ratings in preparation for the final evaluation and goal-setting meeting. The instructionalcentral office staff member should use this form to record his or her self-assessment ratings, and the evaluator should use this form to record performanceratings of the instructional central office staff member.Name of instructional central office staff member:_______________________________________ Date:______________District:___________________________________________________________________________________________Name of evaluator:_ ________________________________________ Title:_____________________________________NotDemonstratedDevelopingProficientAccomplishedDistinguishedDistrict Strategic PlanLeading ChangeDistributive LeadershipOverall: Strategic LeadershipFocus on Learning and Teaching;Curriculum, Instruction, & AssessmentOverall: Instructional LeadershipFocus on Collaborative Work EnvironmentAcknowledges Failures; CelebratesAccomplishments and RewardsEfficacy and EmpowermentOverall: Cultural LeadershipProfessional Dev./Learning Comm.Recruiting, Hiring, & Mentoring StaffTeacher and Staff EvaluationOverall: Human Resource LeadershipSchool Resources and BudgetConflict Management & ResolutionSystemic CommunicationDistrict Expectations for Students and StaffOverall: Managerial LeadershipParent and Community Involvement andOutreachFederal, State, and District MandatesOverall: External Development LeadershipInstructional Central Office Staff MemberMicro-political LeadershipOverall: Instructional Central Office StaffMicro-political LeadershipStrategic LeadershipInstructionalleadershipCultural LeadershipHuman ResourceLeadershipManagerial LeadershipExternalDevelopmentLeadershipMicro-politicalLeadershipInstructional central office staff member signature_ ____________________________ Date_ _______________________________________________Superintendent signature _________________________________________________ Date_ _______________________________________________Approved September 2, 2010. Developed in collaboration with the NC State Board of Education. 27

28 Developed in collaboration with the NC State Board of Education. Approved September 2, 2010.Instructional Central Office Staff Goal-Setting FormName:_ __________________________________________________________________________________ School year:_ ____________________District:_________________________________________________________________________________________________________________This goal-setting form should be completed by the instructional central office staff member following the self-assessment process. The proposed goals, aswell as activities, outcomes, and time line, will be reviewed by the superintendent prior to the beginning of work on the goals. No more than five (5) goalsshould be established for a single school year; it is not necessary to have a goal for each standard.1.Strategic Leadership2.Instructional Leadership3.Cultural Leadership4.Human ResourceLeadership5.Managerial Leadership6.External DevelopmentLeadershipElementsAddressedGoal(s)Key Activities/Strategies (What youneed to do to accomplish the goal)Outcomes(Measurement)Timeline ForAchievingGoalNorth Carolina Instructional Central Office Staff Evaluation Process7.Micro-politicalLeadershipInstructional central office staff member signature_ ____________________________ Date_ _______________________________________________Superintendent signature _________________________________________________ Date_ _______________________________________________

Mid-continent Research for Education and Learning4601 DTC Boulevard, Suite 500Denver, CO 80237-2596303.337.0990Fax 303.337.3005www.mcrel.orginfo@mcrel.orgApproved September 2010