School Committee

LOWELL SCHOOL COMMITTEE REGULAR MEETING AGENDA Date: 2013-10-30 Time: 7:00 PM Location: City Council Chamber 375 Merrimack Street, 2nd Floor, Lowell, MA SALUTE TO FLAG: 1. SALUTE TO FLAG: ROLL CALL: 2. ROLL CALL: SPECIAL ORDER OF BUSINESS: 3. 2013 / 410 Superintendent's 2013 Evaluation ADJOURNMENT: 4. ADJOURNMENT: Lowell Public Schools • 43 Highland Street • Lowell, MA 01852 • http://www.lowell.k12.ma.us  Lowe ll Public Schools LOW ELL PUBLIC SCHOOLS 43 Highland Stree t Phone: (978) 674-4320 Lowe ll, Massachuse tts 08152 Superintendent's 2013 Evaluation To: Members of the Lowell School Committee From: Lowell Public Schools Agenda Item: 2013 / 410 Recommendation: Background: Attachments: Superintendent's 2013 Evaluation  Indicators U = Unsatisfactory = Performance on a standard or overall has not significantly improved following a rating of needs improvement, or performance is consistently below the requirements of a standard or overall and is considered inadequate, or both. NI = Needs Improvement = Performance on a standard or overall is below the requirements of a standard or overall but is not considered to be unsatisfactory at the time. Improvement is necessary and expected. For new superintendents, performance is on track to achieve proficiency within three years. P = Proficient = Proficient practice is understood to be fully satisfactory. This is the rigorous expected level of performance. E = Exemplary = A rating of exemplary indicates that practice significantly exceeds proficient and could serve as a model of practice district wide Area of Responsibility DC RG JL CM PM KRS KS Score Indicator I‐A. Curriculum: Ensures that all P P P E P P P P instructional staff design effective and rigorous standards‐based units of instruction consisting of well‐ structured lessons with measurable outcomes. Indicator I‐B. Instruction: Ensures that practices in all P P P E P P P P settings reflect high expectations regarding content and quality of effort and work, engage all students, and are personalized to accommodate diverse learning styles, needs, interests, and levels of readiness. Indicator I‐C. Assessment: Ensures that all principals P P P P P P E P and administrators facilitate practices that propel personnel to use a variety of formal and informal methods and assessments to measure student learning, growth, and understanding and make necessary adjustments to their practice when students are not learning. Indicator I‐D. Evaluation: Provides effective and P P P NI P P E P timely supervision and evaluation of all staff in alignment with state regulations and contract provisions. Indicator I‐E. Data‐Informed Decision Making: Uses P P P P P P E P multiple sources of evidence related to student learning, including state, district, and school assessment results and growth data, to inform school and district goals and improve organizational performance, educator effectiveness, and student learning. Members Individual Ratings P P P E/P P P E P Overall Rating: Standard I: INSTRUCTIONAL LEADERSHIP U: Unsatisfactory NI: Needs Improvement P: Proficient E: Exemplary Superintendent’s Annual Performance Evaluation Page 2 Presented at the Special Meeting of the School Committee, Wednesday, October 30, 2013  Indicators U = Unsatisfactory = Performance on a standard or overall has not significantly improved following a rating of needs improvement, or performance is consistently below the requirements of a standard or overall and is considered inadequate, or both. NI = Needs Improvement = Performance on a standard or overall is below the requirements of a standard or overall but is not considered to be unsatisfactory at the time. Improvement is necessary and expected. For new superintendents, performance is on track to achieve proficiency within three years. P = Proficient = Proficient practice is understood to be fully satisfactory. This is the rigorous expected level of performance. E = Exemplary = A rating of exemplary indicates that practice significantly exceeds proficient and could serve as a model of practice district wide Area of Responsibility DC RG JL CM PM KRS KS Score Indicator II‐A. Environment: Develops and executes P P P P P P P P effective plans, procedures, routines, and operational systems to address a full range of safety, health, and emotional and social needs. Indicator II‐B. Human Resources Management and NI P P P NI NI NI NI Development: Implements a cohesive approach to recruitment, hiring, induction, development, and career growth that promotes high‐quality and effective practice. Indicator II‐C. Scheduling and Management P P P P P P P P Information Systems: Uses systems to ensure optimal use of data and time for teaching, learning, and collaboration, minimizing disruptions and distractions for school‐level staff. Indicator II‐D. Laws, Ethics, and Policies: Understands P P P P E NI P P and complies with state and federal laws and mandates, school committee policies, collective bargaining agreements, and ethical guidelines. Indicator II‐E. Fiscal Systems: Develops a budget that P P E E P NI NI P supports the district’s vision, mission, and goals; allocates and manages expenditures consistent with district‐ and school‐level goals and available resources. Members Individual Ratings P P P P P NI P P Overall Rating: Standard II: MANAGEMENT AND OPERATIONS U: Unsatisfactory NI: Needs Improvement P: Proficient E: Exemplary Indicator III‐A. Engagement: Actively ensures that all P P P NI P NI NI P families are welcome members of the classroom and school community and can contribute to the effectiveness of the classroom, school, district and community. Superintendent’s Annual Performance Evaluation Page 3 Presented at the Special Meeting of the School Committee, Wednesday, October 30, 2013  Indicators U = Unsatisfactory = Performance on a standard or overall has not significantly improved following a rating of needs improvement, or performance is consistently below the requirements of a standard or overall and is considered inadequate, or both. NI = Needs Improvement = Performance on a standard or overall is below the requirements of a standard or overall but is not considered to be unsatisfactory at the time. Improvement is necessary and expected. For new superintendents, performance is on track to achieve proficiency within three years. P = Proficient = Proficient practice is understood to be fully satisfactory. This is the rigorous expected level of performance. E = Exemplary = A rating of exemplary indicates that practice significantly exceeds proficient and could serve as a model of practice district wide Area of Responsibility DC RG JL CM PM KRS KS Score Indicator III‐B. Sharing Responsibility: Continuously P P P P E P P P collaborates with families and community stakeholders to support student learning and development at home, school, and in the community. Indicator III‐C. Communication: Engages in regular, P NI NI NI E P P P/NI two‐way, culturally proficient communication with families and community stakeholders about student learning and performance. Indicator III‐D. Family Concerns: Addresses family and P E P P P E P P community concerns in an equitable, effective, and efficient manner. Members Individual Ratings P P P NI/P E/P P P P Overall Rating: Standard III: FAMILY AND COMMUNITY ENGAGEMENT U: Unsatisfactory NI: Needs Improvement P: Proficient E: Exemplary Indicator IV‐A. Commitment to High Standards: Fosters P E P P P P P P a shared commitment to high standards of service, teaching and learning with high expectations for achievement for all. Indicator IV‐B. Cultural Proficiency: Ensures that P P P P P P P P policies and practices enable staff members and students to interact effectively in a culturally diverse environment in which students’ backgrounds, identities, strengths, and challenges are respected. Indicator IV‐C. Communications: Demonstrates strong P P P P P E E P interpersonal, written and verbal communication skills. Superintendent’s Annual Performance Evaluation Page 4 Presented at the Special Meeting of the School Committee, Wednesday, October 30, 2013  Indicators U = Unsatisfactory = Performance on a standard or overall has not significantly improved following a rating of needs improvement, or performance is consistently below the requirements of a standard or overall and is considered inadequate, or both. NI = Needs Improvement = Performance on a standard or overall is below the requirements of a standard or overall but is not considered to be unsatisfactory at the time. Improvement is necessary and expected. For new superintendents, performance is on track to achieve proficiency within three years. P = Proficient = Proficient practice is understood to be fully satisfactory. This is the rigorous expected level of performance. E = Exemplary = A rating of exemplary indicates that practice significantly exceeds proficient and could serve as a model of practice district wide Area of Responsibility DC RG JL CM PM KRS KS Score Indicator IV‐D. Continuous Learning: Develops and P P P E P E E P nurtures a culture in which staff members are reflective about their practice and use student data, current research, best practices and theory to continuously adapt practice and achieve improved results. Models these behaviors in the administrator’s own practice. Indicator IV‐E. Shared Vision: Continuously engages all P P P P E P P P stakeholders in the creation of a shared educational vision in which every student is prepared to succeed in postsecondary education and become a responsible citizen and global contributor. Indicator IV‐F. Managing Conflict: Employs strategies P P P P P P E P for responding to disagreement and dissent, constructively resolving conflict and building consensus throughout a district or school community. Members Individual Ratings P P P P P P P/ P E Overall Rating: Standard IV: PROFESSIONAL CULTURE U: Unsatisfactory NI: Needs Improvement P: Proficient E: Exemplary Overall Summative Performance U: Unsatisfactory NI: Needs Improvement P: Proficient E: Exemplary Superintendent’s Annual Performance Evaluation Page 5 Presented at the Special Meeting of the School Committee, Wednesday, October 30, 2013  Indicators U = Unsatisfactory = Performance on a standard or overall has not significantly improved following a rating of needs improvement, or performance is consistently below the requirements of a standard or overall and is considered inadequate, or both. NI = Needs Improvement = Performance on a standard or overall is below the requirements of a standard or overall but is not considered to be unsatisfactory at the time. Improvement is necessary and expected. For new superintendents, performance is on track to achieve proficiency within three years. P = Proficient = Proficient practice is understood to be fully satisfactory. This is the rigorous expected level of performance. E = Exemplary = A rating of exemplary indicates that practice significantly exceeds proficient and could serve as a model of practice district wide Superintendent: Jean M. Franco ________________________________________ _____________ Signature Date Evaluators: David Conway _______________________________________ _____________ Robert J. Gignac _______________________________________ _____________ James Leary _______________________________________ _____________ Connie A. Martin _______________________________________ _____________ Patrick Murphy _______________________________________ _____________ Kristin Ross‐Sitcawich _______________________________________ _____________ Kimberly A. Scott _______________________________________ _____________ Signature Date Superintendent’s Annual Performance Evaluation Page 6 Presented at the Special Meeting of the School Committee, Wednesday, October 30, 2013  Indicators U = Unsatisfactory = Performance on a standard or overall has not significantly improved following a rating of needs improvement, or performance is consistently below the requirements of a standard or overall and is considered inadequate, or both. NI = Needs Improvement = Performance on a standard or overall is below the requirements of a standard or overall but is not considered to be unsatisfactory at the time. Improvement is necessary and expected. For new superintendents, performance is on track to achieve proficiency within three years. P = Proficient = Proficient practice is understood to be fully satisfactory. This is the rigorous expected level of performance. E = Exemplary = A rating of exemplary indicates that practice significantly exceeds proficient and could serve as a model of practice district wide Add Evaluator Comments ‐‐ [Comments and analysis are recommended for any rating but are required for an overall summative rating of needs improvement or unsatisfactory or impact on Student Learning rating of low. COMMENTS: [Robert Gignac]: The Superintendent continues to improve in all areas. However, in the area of communication, continued improvements are needed. This specific area remains to be communicated from the public, as issues within the Lowell Public Schools. Although, the concerns do not necessarily involve the Superintendent, they fall within her oversight. The Superintendent continues to impress in the areas of addressing family concerns, commitment to high standards, and maintaining a shared vision for the district. Overall, I am truly pleased with the work of Superintendent Franco and her administration. I am confident the Superintendent will continue to improve in each of the areas indicated above. [Kim Scott]: Indicator II‐B. Human Resources Management and Development: Superintendent needs to work on a plan to expand diversity in hiring. Indicator II‐E. Fiscal Systems: This committee has requested a performance‐based budget and we have not received one at this time. Indicator III‐A. Engagement: Steps need to be taken to make sure that families are part of their children’s learning, feedback must be given to students and families, and parents and students should be engaged in decision‐making. [Kristin Ross‐Sitcawich]: Indicator II‐B. Human Resources Management and Development: Diversity in hiring remains an issue and look forward to the Supt.’s plan on hiring diversity within the district. A comprehensive orientation program should be implemented that includes administrators, educators, paraprofessionals, security guards, custodians and all other manner of employee in the district. The fundamental policies of the Superintendent’s Annual Performance Evaluation Page 7 Presented at the Special Meeting of the School Committee, Wednesday, October 30, 2013  Indicators U = Unsatisfactory = Performance on a standard or overall has not significantly improved following a rating of needs improvement, or performance is consistently below the requirements of a standard or overall and is considered inadequate, or both. NI = Needs Improvement = Performance on a standard or overall is below the requirements of a standard or overall but is not considered to be unsatisfactory at the time. Improvement is necessary and expected. For new superintendents, performance is on track to achieve proficiency within three years. P = Proficient = Proficient practice is understood to be fully satisfactory. This is the rigorous expected level of performance. E = Exemplary = A rating of exemplary indicates that practice significantly exceeds proficient and could serve as a model of practice district wide district and employment expectation does not differ and should be clearly communicated across the district to all employees on a regular basis to accommodate newly hired personnel throughout the year. Indicator II‐D. Laws, Ethics, and Policies: School District policies should be reviewed on an annual basis by all employees of the district. Indicator II‐E. Fiscal Systems: This committee requested a performance‐based budget for the FY14 operating year. The FY14 budget was not submitted in that format. A performance‐based budget allows the committee to make well‐rounded fiscal decisions, adding in expenses for new programming and eliminating expense for underutilized or under performing programming. Additionally, this formatting provides a solid base from which this committee may explain district expenditure to our community. Indicator III‐A. Engagement: While there have been steps taken in some areas of the District to incorporate and welcome our families into their child’s learning, it is abundantly clear that not all schools in the district have embraced this concept with consistency. The key to family engagement is consistency across the district without much variation across the systems that operate across the district. Indicator IV‐B. Cultural Proficiency: The fact that the vast majority of our schools student population is as culturally diverse as it is would lend itself to the prospect that diversity should be reflected in the Districts personnel pool. This indicator in my view ties in directly with Indicator II‐B. Add Superintendent’s Comments ‐ ‐ [Comments can be added by the individual being evaluated] COMMENTS: Comments and analysis (recommended for an overall rating; required for overall rating of needs improvement or unsatisfactory): Superintendent’s Annual Performance Evaluation Page 8 Presented at the Special Meeting of the School Committee, Wednesday, October 30, 2013