School Leader Evaluations and Information for Non-School Based PSASA Members

2023-24 Evaluations

Baltimore City Public Schools is committed to authentic employee evaluations, grounded by accurate observations of practice and meaningful feedback. We recognize the importance of each employee receiving feedback on their performance and impact and being recognized for the role they play in support of our students and families.

From the professional development goals set in a school leader’s Individual Development Plan to the feedback they receive during a conference with their evaluator, steps in the evaluation cycle can be one part of a school leader’s personalized learning and support during this school year.

An overview of key tasks and dates is provided below. All PSASA members and their supervisors are encouraged to watch the 2023-24 Plug and Play narrated presentation.

School Leader Conference Forms are available for download to be used in preparation for and during meetings with evaluators.

School Leader Evaluations

School leaders cultivate environments and high-performing learning communities that promote equity and excellence for all students and staff.

The evaluation for school leaders is aligned closely with the Professional Standards for Educational Leaders (PSELs) adopted by the National Policy Board for Educational Administration in 2015. This evaluation serves as an affirmation of effective leadership across all school leader roles and is an opportunity to inform and improve practice to ensure student success.

Key dates and milestones

Review these key dates and milestones for the 2023-24 school leader evaluation. If any date falls on a weekend or holiday, the due date is the next day.

For electronic evaluation forms, there is a task deadline and often a later date when electronic access to the forms will close. This gives some time for evaluators and employees to make sure information has been entered in the appropriate system, to review, and to add comments or attachments as needed.

GCO-RF outlines a 30 calendar day window to ensure information in the electronic system is accurate. After the electronic system closes, please contact the Office of Human Capital or your evaluator within this 30 calendar day window if you realize information in the electronic system needs to be updated.

Components

Professional practice: Leadership framework and rubric (40% principals, 50% assistant principals and principal residents)

The four Core Values of the school leadership framework and rubric for principals and the school leadership framework and rubric for assistant principals and principal residents capture essential functions of school leaders, so conferences and evaluation based on the framework can provide clear feedback to help school leaders enhance their practice. City Schools’ leadership framework was developed in collaboration with school leaders and their supervisors, and aligns with the Professional Standards for Educational Leaders (PSELs).

Professional practice: 360 survey (10%, principals only)

The 360 Feedback Survey is a research-based evaluation tool (the VAL-ED survey) that measures the effectiveness of school leaders by providing a detailed assessment of their performance as perceived by principal supervisors, instructional staff, and the principal’s self-reflection. Staff responses are formally included in the principal’s annual evaluation.

Student growth: Student learning objectives (35%)

SLOs are specific, measurable academic goals for a particular group of students anchored in available student data. School leader SLOs enable a stronger connection between individual and collective improvement practices of school leaders and teachers as they work together to develop goals and strategies that bring school improvement to scale.

For more information and resources on the school leader SLO, visit the district’s Blackboard site and click the appropriate School Leader SLO icon.

Student growth: School performance measure (15%)

This measure reflects a whole school’s yearlong performance for learning environment, student growth, and college and career readiness. Due to the timing when data is available, school performance measure data reflects the previous year’s performance. SPM is not available for SY 2023-24 annual evaluations as we assess ways to account for school performance following several years of instructional and assessment shifts in the district and state.

Please review the evaluation reweighting resource for more information.

Ratings

For most school leaders, the end-of-year rating is determined by a composite score made up of individual scores from each component. Each individual raw score is converted to a 100-point scale, weighted, and combined to yield a single overall composite rating. This overall annual evaluation rating is based on where a school leader's composite score falls within the annual evaluation score ranges. This overview shows an example of an annual evaluation rating calculation; this overview clarifies how evaluation components are re-weighted when data is not available.
    
The final rating affects school leader’s advancement along their career pathway and their salary. 

  • 86 and above: Highly effective

  • 72 to 85: Effective

  • 55 to 71: Developing 

  • 54 and below: Ineffective

Information for non-school based PSASA members

PSASA members who are assigned to district office organizations are evaluated using the non-school based PSASA forms. Please note the following dates, tasks, and resources:

By October 27: First conference

By February 15: Second conference

By July 31: Annual evaluation

For electronic evaluation forms, there is a task deadline and often a later date when electronic access to the forms will close. This gives some time for evaluators and employees to make sure information has been entered into the appropriate system, to review, and to add comments or attachments as needed.

GCO-RF outlines a 30 calendar day window to ensure information in the electronic system is accurate. After the electronic system closes, please contact the Office of Human Capital or your evaluator within this 30 calendar day window if you realize information in the electronic system needs to be updated.

Electronic platforms help guides

All PSASA employees and their evaluators complete steps in the evaluation process electronically. PSASA employees will access their information through Employee Self Service and supervisors will access information in through Manager Self Service.

Help guides