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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.
Therefore, wherever possible, employee evaluations will continue for this year. Employee evaluation forms and rubrics remain unchanged. In instances when performance data is not available for employees evaluated with an Effectiveness Framework, the remaining evaluation components will be reweighted as communicated at the start of the year.
School leaders and their supervisors are encouraged to watch these narrated presentations about starting the school year milestones and second semester milestones.
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.
Review these key dates and milestones for the 2020-21 school leader evaluation. If any date falls on a weekend or holiday, the due date is the next day.
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 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. There is insufficient performance data to calculate an SPM score for all schools due to the emergency school building closers last year. Therefore, the remaining evaluation components will be reweighted for SY 2020-21 evaluations. Please review the evaluation reweighting resource for more information.
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.
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 November 16: First conference
By February 28: Second conference
By July 31: Annual evaluation
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.
Guides specific to using Blackboard for principal SLOs are listed in the SLO course.
Other BTU members:
Classroom teacher supervisors:
Other BTU employee supervisors: