DNB(LEGAL) - PERFORMANCE APPRAISAL: EVALUATION OF CAMPUS ADMINISTRATORS
The employment policies adopted by a board must require a written evaluation at annual or more frequent intervals of each principal, supervisor, school counselor, or other full-time, certified professional employee, and nurse. Education Code 21.203(a)
District funds may not be used to pay an administrator who has not been appraised in the preceding 15 months. Education Code 21.354(d)
A district shall appraise each principal annually. In appraising principals, a school district shall use either:
- The appraisal system and school leadership standards and indicators developed or established by the commissioner of education; or
- An appraisal process and performance criteria developed by the district in consultation with the district-level and campus-level committees [see BQA and BQB] and adopted by the board.
Education Code 21.3541(f), (g); 19 TAC 150.1023(a)
The commissioner's recommended principal appraisal system, the Texas Principal Evaluation and Support System (T-PESS), was developed in accordance with Education Code 21.3541.
The superintendent, with the approval of the board, may select the T-PESS. Each school district wanting to select or develop an alternative principal appraisal system must follow Education Code 21.3541, and 19 Administrative Code 150.1026 (relating to Alternatives to the Commissioner's Recommended Principal Appraisal System).
19 TAC 150.1021(b), (c)
Notice to ESC
The superintendent shall notify the executive director of its regional education service center in writing of the school district's choice of appraisal system when using an alternative to the commissioner's recommended appraisal system and detail the components of that system by the first day of instruction for the school year in which the alternative system is used.
Each school district shall submit annually to its regional education service center a summary of the evaluation scores from the T‑PESS or the district's locally adopted appraisal system, in a manner prescribed by the commissioner.
19 TAC 150.1027
Texas Principal Evaluation and Support System (T‑PESS)
Each principal shall be appraised on the following standards and indicators of the T-PESS rubric that is aligned to the Texas Administrator Standards in 19 Administrative Code, Chapter 149 (relating to Commissioner's Rules Concerning Educator Standards):
- Standard I. Instructional Leadership, which includes four indicators;
- Standard II. Human Capital, which includes four indicators;
- Standard III. Executive Leadership, which includes four indicators;
- Standard IV. School Culture, which includes five indicators; and
- Standard V. Strategic Operations, which includes four indicators.
The evaluation of each of the standards and indicators above shall consider all data generated in the appraisal process.
Each principal shall be evaluated on the attainment and progress toward at least one goal, as referenced in 19 Administrative Code 150.1023 (relating to Appraisals, Data Sources, and Conferences). At least one goal shall be focused on the improvement of the principal's practice, as captured in the T-PESS rubric indicators and descriptors.
If calculating a single overall summative appraisal score for principals, the rating for the attainment of goals shall count for:
- At least 20 percent of a principal's summative score for a principal who has served at least one year in his or her role on the same campus; or
- At least 30 percent of a principal's summative score for a principal who is in his or her first year as principal on a particular campus.
Each principal shall be evaluated on each of the 21 indicators in Standards I–V identified above and on the attainment of each goal, using the following categories:
- Developing; and
- Improvement needed.
Beginning with the 2017–18 school year, each principal appraisal shall include the campus-level academic growth or progress of the students enrolled at the principal's campus.
If calculating a single overall summative appraisal score for principals, the measure of student growth or progress shall count for:
- At least 20 percent of a principal's summative score for a principal who has served two or more years in his or her role on the same campus;
- At least 10 percent of a principal's summative score for a principal who has served one year in his or her role on the same campus; or
- May not be included in calculating a single overall summative appraisal score for a principal who is in his or her first year as principal on a particular campus.
Each principal shall be evaluated on student growth or progress using one of the terms from the following categories:
- Developing; or
- Improvement needed.
19 TAC 150.1022
The annual principal appraisal shall include:
- At least one appraiser-approved goal that shall be:
- Initially drafted in conjunction with the principal's end-of-year conference from the previous year, as applicable, revised as needed based on changes to the context of the principal's assignment at the beginning of the current school year, and submitted to the principal's appraiser; and
- Maintained throughout the course of the school year by the principal to track progress in the attainment of goals and the actions taken to achieve the goals;
- Shared with the principal's appraiser prior to the end-of-year conference; and
- Used after the end-of-year conference in the determination of ratings for the attainment of goals;
- A pre-evaluation conference prior to the principal submitting his or her goals to the principal's appraiser;
- A mid-year conference to determine and discuss progress toward the attainment of goals;
- An end-of-year conference that:
- Reviews data collected throughout the current school year and previous school years, if available;
- Examines and discusses the artifacts and evidence related to the principal's performance on the 21 indicators of T-PESS rubric and the attainment of goals;
- Examines and discusses evidence related to student growth or progress measures, as described in 19 Administrative Code 150.1022(f)–(h), when available; and
- Identifies potential goals and professional development activities for the principal for the next school year; and
- A written summative annual appraisal report to be provided to the principal after the conclusion of the end-of-year conference.
Each school district shall establish a calendar for the appraisal of principals and provide that calendar to principals prior to the pre-evaluation conference.
The written summative annual appraisal report shall be placed in the principal's personnel file by the end of the appraisal period.
Any documentation collected after the end-of-year conference but before the end of the contract term during one school year may be considered as part of the appraisal of a principal. If the documentation affects the principal's evaluation in any indicator, the attainment of goals, or a measure of student growth or progress, another summative report shall be developed to inform the principal of the changes prior to the end of the contract term.
19 TAC 150.1023(b)–(e)
The principal appraisal process requires at least one certified appraiser. Before conducting an appraisal, an appraiser must be certified by having satisfactorily completed the state-approved T‑PESS. Periodic recertification and training may be required. 19 TAC 150.1024
A district shall ensure that a principal is provided with an orientation of the T-PESS either prior to or in conjunction with the pre-evaluation conference when:
- The principal is new to the district;
- The principal has never been appraised under the T-PESS; or
- District policy regarding principal appraisal has changed since the last time the principal was provided with an orientation to the T-PESS.
The principal orientation shall include all state and local appraisal policies and the local appraisal calendar.
19 TAC 150.1025
Alternatives to T‑PESS
A district that does not choose to use the T-PESS must develop its own principal appraisal system supported by locally adopted policy and procedures; developed in consultation with the district-level and campus-level committees established under Education Code 11.251; and adopted by the board. Education Code 21.3541; 19 TAC 150.1026
Note: The standards, indicators, knowledge, and skills to be used to align with the training, appraisal, and professional development of principals are outlined in 19 Administrative Code 149.2001.
Appraisal of Campus Administrators Other Than Principals
A district shall appraise each campus administrator, other than a principal, annually using either:
- The commissioner's recommended appraisal process and performance criteria; or
- An appraisal process and performance criteria developed by the district in consultation with the district- and campus-level committees and adopted by the board.
Education Code 21.354(c)
A district may use the T-PESS to appraise campus administrators other than principals provided the school district makes appropriate modifications to ensure that the T-PESS rubric and components fit the job descriptions of the campus administrators other than principals evaluated with the T-PESS. A district using T-PESS for administrators other than principals shall evaluate administrators on the attainment and progress toward at least one goal, as referenced in 19 Administrative Code 150.1023 (relating to Appraisals, Data Sources, and Conferences). At least one goal shall be focused on the improvement of the administrator's practice, as captured in the T-PESS rubric indicators and descriptors.
Each school district wanting to select or develop a local appraisal system for campus administrators other than principals must use an appraisal process and performance criteria developed in consultation with the district- and campus-level committees established under Education Code 11.251; and adopted by the board.
Education Code 21.354(c)(2); 19 TAC 150.1028, 244.2(c)
A district using T-PESS for administrators other than principals or that locally develops and adopts its own educator appraisal system should have a clearly defined set of procedures for training appraisers. The school district should identify the qualities appraisers must demonstrate and include appropriate proficiency checks to evaluate the performance of all educators performing appraisals under the district's adopted appraisal systems. The school district shall be responsible for documenting that appraisers have met training criteria established by the district. 19 TAC 244.2(c), .3
The commissioner shall develop and periodically update an evaluation form for use by districts in evaluating school counselors. Education Code 21.356
A document evaluating the performance of an administrator is confidential and is not subject to disclosure under the Public Information Act, Government Code 552. [See GBA]
A district may give TEA a document evaluating the performance of an administrator employed by the district for purposes of an investigation conducted by TEA. A document provided to TEA remains confidential unless the document becomes part of the record in a contested case under the Administrative Procedures Act, Government Code, Chapter 2001.
Except as provided by a court order prohibiting disclosure, a document provided to TEA may be used in a disciplinary proceeding against an administrator if the document may be admitted under rules of evidence applicable to a contested case under Government Code 2001.081.
Education Code 21.355