ANNUAL EVALUATION OF THE DIRECTOR OF EDUCATION

Transcription

1 ADMINISTRATIVE PROCEDURE Approval Date 2010 Review Date 2019 Contact Person/Department Board of Trustees Replacing All previous procedures Page 1 of 20 Identification HR-4551 ANNUAL EVALUATION OF THE DIRECTOR OF EDUCATION 1.0 PURPOSE Trillium Lakelands District School Board believes that a properly conducted program of evaluation of the Director of Education benefits the Director, enhances the relationship between the Director and the Board, ensures accountability, assists the Board in providing quality educational service, and models the importance of systematic assessment throughout the Board. 2.0 REFERENCES AND RELATED DOCUMENTS 2.1. Education Act including Sections 283.1, 287, etc Ontario Leadership Framework for Supervisory Officers 2.3. TLDSB Strategic Directions (multi-year plan) 3.0 TERMS AND DEFINITIONS 3.1. BOARD/ BOARD OF TRUSTEES Trillium Lakelands District School Board 3.2. DIRECTOR Director of Education 4.0 ADMINISTRATIVE PROCEDURE 4.1 THIS EVALUATION PROCESS WILL: ensure accountability for the effective leadership and management of the school system; provide a mechanism for the Director to develop clear expectations and plans for the system; provide the Director with concrete feedback from the Board on his/her performance to be used as a basis for his/her personal development in the role; provide for both growth and accountability by affirming accomplishment and identifying growth areas that respond to issues, trends and external factors; TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD

2 ANNUAL EVALUATION OF DIRECTOR OF EDUCATION 2 HR emphasize the need for and require the presentation of evidence. The Performance Assessment Guide (refer to attached Appendix A ) identifies the source of the evidence in advance, while the quality indicators describe expectations in regard to that piece of evidence. The sources will be an internal report, an external report, direct Board observation or some combination of these tools; meet contractual requirements; be aligned with and based upon the Director s job description; be linked to the Board s goals; set out standards of performance; be a performance-based assessment system; use multiple data sources such as audit reports, student achievement data, and interviews with central office staff and principals; elicit evidence to support subjective assessments; ensure Board feedback is provided on at least an annual basis; recognize that the Director is Chief Executive Officer for the Board and, as such, is held accountable for work performed primarily by other senior administrators i.e. fiscal management and personnel management. 4.2 PROCESS AND TIMELINES Whereas the Director s contract of employment requires annual evaluations, the annual evaluations shall be conducted for the contract term, with evaluations to be completed by: October 31, 2014; October 31, 2015; October 31, 2016; October 31, 2017; October 31, 2018; October 31, On an annual basis, the Board will contract an external consultant to assist with the evaluation of the Director of Education. TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD

3 ANNUAL EVALUATION OF DIRECTOR OF EDUCATION 3 HR EVALUATION CRITERIA The criteria for the first evaluation will be based on those criteria defined in the Director s job description, and as set out below. The criteria for evaluations two, three and four will be those defined by the Director s job description plus any growth goals provided by the Board in the previous written evaluation (report(s). Such growth goals may be areas requiring remediation or actions which must be taken to address trends, issues or external realities The Director s performance shall be measured by the following performance assessment guide (and as attached in Appendix A ) and is intended to clarify for the Director the performance expectations that are held by the Board. The Board shall use this guide to evaluate the performance of the Director in relation to each job expectation. The Board will review the indicated evidence and will determine whether, or to what extent, the quality indicators have been achieved. a) Leadership Practices Demonstrates competency within the leadership domains that form the Ministry of Education Leadership framework (see 5.2 Appendix B): Setting directions; Building relationships and developing people; Developing the organization; Leading the instructional program; Securing accountability; practices leadership in a manner that is viewed positively and has the support of those with whom he/she works most directly in carrying out the directives of the Board and the Ministry of Education. b) Fiscal Responsibility ensures that the fiscal management of the Board is in accordance with the Ministry s Student Focused Funding Model, other applicable grant regulations, and in accordance with the provisions of the Education Act and Regulations; ensures the Board operates in a fiscally responsible manner, including adherence to recognized accounting procedures. TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD

4 ANNUAL EVALUATION OF DIRECTOR OF EDUCATION 4 HR-4551 c) Educational Leadership provides leadership for growth in student achievement and well-being; provides leadership in all matters relating to education in the Board; ensures that students in the Board have the opportunity to meet the standards of education mandated by the Ministry of Education. d) Personnel Management has overall authority and responsibility for all personnel-related issues, save and except the development of mandates for collective bargaining and those personnel matters precluded by Board policy, legislation or collective agreements; monitors and improves the performance of all staff. e) Administrative Procedures develops, implements and evaluates the impact of administrative procedures as required to ensure effective administration of the Board f) Director/Board Relations establishes and maintains positive working relations with the Board; respects and honours the Board s roles and responsibilities and facilitates the implementation of its role as outlined in Board Policy; supports the Board in the development and implementation of the Strategic Directions document (multi-year plan). g) Planning and Reporting provides leadership for the development of an annual plan; ensures appropriate involvement of the Board (approval of process and timelines, strategic directions, key results and an annual review of Board success in achieving the key results); reports annually on results achieved. TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD

5 ANNUAL EVALUATION OF DIRECTOR OF EDUCATION 5 HR-4551 h) Organizational Management demonstrates effective organizational skills that result in Board compliance with all legal, Ministerial and Board mandates and timelines; reports to the Minister with respect to matters identified in and required by the Education Act and Regulations; in accordance with the Director s responsibility to the Ministry of Education through the Deputy Minister, provides a Director s Annual report to the Ministry. i) Communications and Community Relations ensures that open, transparent and positive internal and external communications are in place. j) Student Welfare 4.4 ANNUAL EVALUATION PROCESS ensures that each student is provided with a safe and caring environment that fosters and maintains respectful and responsible behaviour The Director of Education will gather evidence using the Quality Indicators outlined in 5.1 Appendix A, 5.2 Appendix B, and the Board s Strategic Directions (multi-year plan) document during each period of evaluation The Board of Trustees will meet between August 31 and the report completion date indicated in Section 4.2 to review the evidence presented by the Director of Education The Director of Education will provide further information and/or clarification upon the request of the Board The Board will review the evidence and will determine whether, or to what extent, the quality indicators have been achieved The Board will complete a written evaluation report by the date indicated under Section 4.2. The report will be shared with the Director of Education and the Director of Education will sign the report to acknowledge receipt. TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD

6 ANNUAL EVALUATION OF DIRECTOR OF EDUCATION 6 HR DISPUTE RESOLUTION PROCESS 5.0 APPENDICES In the event that the Director of Education informs the Chair of the Board that the concluding statements in the Annual Evaluation of the Director of Education do not accurately reflect his or her leadership practices and success as Director, a dispute resolution process should be undertaken The process will include a three member panel: a) One member of the panel will be selected by the Director of Education in consultation with the Council of Ontario Directors of Education (CODE); b) The second member of the panel will be selected by the Board Chair in consultation with the Ontario Public School Boards Association (OPBSA); c) The third member of the panel, suitable to both CODE and OPSBA will be selected from a list of acceptable mediators. 5.1 Appendix A Performance Assessment Guide 5.2 Appendix B Ontario Leadership Framework for Supervisory Officers TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD

7 Role Expectation Director Evaluation Evidence ANNUAL EVALUATION OF THE DIRECTOR OF EDUCATION HR-4551 APPENDIX A Quality Indicators Performance Assessment Guide Leadership Practices Practices leadership in a manner that is viewed positively and has the support of those with whom he/she works most directly in carrying out the directives of the Board and the Minister. Demonstrates competency within the leadership domains that form the Ministry of Education Leadership framework (see 5.2 Appendix B) Setting directions; Building relationships and developing people Developing the organization Leading the instructional program Securing accountability Report on interviews with principals. Report on interviews with direct reports. NOTE: This factor will only be formally assessed once in a contract period. Provides clear direction. Provides effective educational leadership. Establishes and maintains positive, professional working relationships with staff. Unites people toward common goals. Demonstrates a high commitment to the needs of students. Has a well-established value system based on integrity. Empowers others. Effectively solves problems.

8 Role Expectation Director Evaluation Evidence Quality Indicators Fiscal Responsibility Ensures that the fiscal management of the Board is in accordance with the Ministry s Student Focused Funding Model, other applicable grant regulations, and in accordance with the provisions of the Education Act and Regulations. Ensures the Board operates in a fiscally responsible manner, including adherence to recognized accounting procedures. External Report Audit report Management letter Generally accepted accounting practices are being followed. Adequate internal controls exist and are being followed. All collective agreements and contracts are being administered and interpreted so staff and contracted personnel are being paid appropriately and appropriate deductions are being made. The Board is informed annually about incurred liabilities and pending litigation. Internal Report Board expenditures do not exceed revenues. School-based funds are expended as per policy and approved budgets. Designated funds are expended for the designated purpose. The Board is informed immediately about litigation launched against the Board.

9 Role Expectation Director Evaluation Evidence Quality Indicators Administrative Procedures Develops, implements and evaluates the impact of administrative procedures as required to ensure effective administration of the Board. Internal Report The Director demonstrated a knowledge of and respect for the role of the Board in policy processes. The Director appropriately involved individuals and groups in the administrative procedure processes. Ensured currency of the policies and procedures manual.

10 Role Expectation Director Evaluation Evidence Quality Indicators Director/Board Relations Establishes and maintains positive working relations with the Board. Respects and honours the Board s roles and responsibilities and facilitates the implementation of its role as outlined in Board policy. Supports the Board in the implementation of the multi-year plan Direct Board Observation Internal Report In consultation with the chair, Board agendas are prepared and distributed to trustees in sufficient time to allow for appropriate trustee preparation for the meeting. The Director keeps the Board informed about Board operations. The Director provides the Board with balanced, sufficient, concise information (where feasible) and clear recommendations in agendas. The Director ensures committee meeting agendas reflect Board interests and needs. The Director interacts with the Board in an open, honest and professional manner. The Director represents the Board in a positive, professional manner. The Director facilitates effective home/school relations. The Director implements Board directions with integrity in a timely fashion.

11 Role Expectation Director Evaluation Evidence Quality Indicators Planning and Reporting Provides leadership for the development of an annual plan. Ensures appropriate involvement of the Board (approval of process and timelines, strategic directions, key results, and the plan, and an annual review of Board success in achieving the key results). Reports annually on results achieved. Internal Report Direct Board Observation The annual planning process involves appropriate stakeholder input. Transportation services are provided with due regard for safety, efficiency and length of ride. Develops short and long-range plans to meet the needs of the Board and provide for continuous improvement. Facility project budgets and construction schedules are followed or timely variance reports are provided to the Board of trustees. The budget and the annual plan are developed according to a timeline which ensures the Board s ability to provide direction and revise priorities within Board timelines.

12 Role Expectation Director Evaluation Evidence Quality Indicators Organizational Management Demonstrates effective organizational skills that result in Board compliance with all legal, Ministerial and Board mandates and timelines. Reports to the Minister with respect to matters identified in and required by the Education Act and Regulations. In accordance with the Director s responsibility to the Ministry of Education through the Deputy Minister provide a Director s annual report to the Ministry. External Report Internal Report Ensures Board compliance with all provincial mandates (timelines and quality). Effectively manages time and resources.

13 Role Expectation Communications and Community Relations Ensures that open, transparent and positive internal and external communications are in place. Director Evaluation Evidence Direct Board Observation Internal Report Quality Indicators Ensures corporate Board will and direction is positively communicated internally (staff) and externally (communities) and makes Board aware of such communication. Mechanisms are in place to ensure Board members can contact the Director when required. Ensures the Board website is kept current and reinforces Board direction.

14 Role Expectation Director Evaluation Evidence Quality Indicators Student Welfare Ensures that each student is provided with a safe and caring environment that fosters and maintains respectful and responsible behaviour. Internal Report Develops measurements and monitors progress relative to providing a safe environment. Provides analysis of Violent Incident Reports. Implements the requirements of the Education Act and Regulations and Safe Schools legislation.

15 APPENDIX B

16 5.2 Appendix B

17 5.2 Appendix B

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19 ANNUAL EVALUATION OF THE DIRECTOR OF EDUCATION HR-4551 Appendix B

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