I reviewed the Administrative Performance Evaluation for the Principals of the Wharton School District. This evaluation benefits the Principal by:
• Interpreting job duties into specific goals and strategies
• Relating how the employee’s job responsibilities contributes to the overall effectiveness of the school and its mission statement.
• Delineating and prioritizing the job responsibilities, and the goals expected.
• Providing an opportunity to discuss issues with the Superintendent when assistance is needed
• Providing helpful and meaningful job performance feedback.
• Recognizing work achievements and strengths.
• Providing an opportunity for professional growth and self-improvement.
• Helping to determine a pay increase decision.
This evaluation benefits the District by:
• Communicating clearly the expected job performances, standards, and criteria used for the evaluation.
• Reinforcing the employee’s responsibility for their job performance and how it impacts the District and students.
• Provides an avenue to discuss improvements needed or reinforcing good work.
• Provides discussion of past accomplishments and allows discussion of future goals.
• Gaining insight into what is important and motivates the employee.
Performance Appraisal Checklist
The answers below are based on the review of the Wharton School District Principal Evaluation Form.
1. Does the organization use a behaviorally-based rating system developed through job analysis conducted by a professional consultant?
The Wharton School District Principal Evaluation form was not developed through a job analysis by a professional consultant. The Principal’s job description was broken down into categories by the Superintendent and used as a reference for the evaluation.
2. Is documentation available to verify the job analysis procedure used to develop the performance appraisal system?
There is no documentation available verifying that a job analysis procedure was used.
A copy of the state approved job description for a Principal was used in a brief format.
3. Does the performance appraisal system define performance expectations?
The evaluation form states the task but does not define the performance expectation.
4. Does the performance appraisal system evaluate objective, observable behaviors?
The evaluation form does not evaluate objective, observable behaviors. There is no mention of reports that show results or data collection to show improvement.
5. Does the performance appraisal system make use of multiple raters?
No. The Superintendent is the only rater for the Principal’s evaluation.
6. Does the performance appraisal system provide written instructions to raters regarding the use of the rating instrument?
Yes, but not in a thorough manner. The following are the written instructions from the evaluation form:
Area of outstanding achievement is to be indicated by checking 3
Area of satisfactory achievement is to be indicated by checking 2