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723: Evaluation of School Administrators

Date: January 30, 2020

Responsible Administrator: Superintendent



Sturgeon Public Schools believes the Principal must be a strong educational leader, both in the school and in the community. The Principal is responsible to the Superintendent for the school’s general operation, organization, instructional program and climate, supervision and overall enhancement of the teaching-learning process.

Formal evaluations provide information necessary to determine the quality of administrative performance. This information may be used to assist in making decisions relative to the competence, performance and suitability in a particular position. Evaluation can be used to assist making decisions related to:

  • Contract
  • Transfers


Evaluation: A formal process of gathering, recording and assessing performance over time to provide clear and specific feedback to school administrators that validates, strengthens and/or identifies areas of professional practice for change or in need of attention. Evaluation processes are critical for professional growth, contractual designations and/or other related employment decisions.



1. The Superintendent and/or designate(s)is responsible for the evaluation of school principals.

1.1 The Superintendent or designate(s) will initiate the evidence-based growth process for Principals in October/November of each year.

1.2 School Principals are responsible for the growth, supervision and evaluation of school Vice Principals

1.3 The Principal will initiate the evidence-based growth process for Vice Principals using the Leadership Quality Standard in October/November of each year.


2. For the purposes of administrative designation determination, the evaluation of a Principal and/or Vice Principal shall be conducted following established guidelines including:

2.1 Notification in written form on or before November 15 of the school year;

2.2 A minimum of two scheduled meetings each to conclude with a written summary to be shared with meeting participants;

2.3 Completion of the evaluation on or before March 31 of the same school year;

2.4 A final written summary report to include a recommendation regarding designation.

Conducting an Evaluation

3. The Superintendent or designate(s) is responsible for the evaluation of an administrator:

3.1 For the purpose of gathering information related to a specific employment or contract decision;

3.1.1 When, on the basis of information received through supervision, the supervisor has reason to believe that the administrator does not meet the Leadership Quality Standard, the Division’s priority goal of student achievement; OR

3.1.2 Upon receipt of a written request for an evaluation by the administrator

Evaluation Principles

4. Administrator evaluations must be conducted in a professional manner with the intent to support the administrator’s competency and performance.

5. The context in which the administrator works will be described. The administrator will participate in the evaluation process by identifying appropriate data, providing artifacts, supporting data collection, and confirming the accuracy, relevance, and coherence of data with the Superintendent or designate(s).

6. Data is kept confidential. Due care will be taken by the evaluator to document and protect data used in the evaluation.

7. Referent feedback is not anonymous, and, prior to participation, referents will be apprised of this requirement.

8. Evaluation conclusions are formed through the professional judgment of the evaluation supervisor based on careful consideration of the evaluation criteria and data.

9. The evaluation report includes clear statements about the administrator’s leadership competency, completion of role responsibilities, growth areas,and suitability to continue in the role based on supporting data.

10. The administrator is responsible for taking action on the evaluation recommendations for growth.

Pre-Evaluation Process

11.The Superintendent or designate(s) will provide the administrator with a Notice of Evaluation.

12. The Superintendent or designate(s) will meet with the administrator to review and confirm:

12.1 The reasons for and purposes of the evaluation;

12.2 The evaluation process;

12.3 The sources of data, and methods for collecting the data;

12.4 The evaluation criteria based on the Leadership Quality Standard and the Division’s priority goal of student achievement;

12.5 The responsibilities of the Superintendent or designate(s) and the administrator in the evaluationand;

12.6 The timelines to be applied.

Evaluation Report

13. An administrator evaluation report shall include:

13.1 An introduction;

13.2 A statement of evaluation purpose;

13.3 An overview of the context in which the administrator works;

13.4 An identification of the strengths of the administrator and;

13.5 Identification of growth areas;

13.6 A brief concluding statement;

13.7 A recommendation to the Superintendent or by the Superintendent;

13.8 The administrator and the evaluator will sign the evaluation report. A copy of the evaluation report will be provided to the administrator. The original report will be forwarded to the Superintendent and retained in the administrator’s personnel file;

14. An administrator being evaluated shall be given the opportunity to append a written response to an evaluation report within five working days of the meeting with the evaluator.

15. The evaluator must meet with the administrator and provide a copy of the written evaluation for the purpose of discussion, review and response.


16. A notice of remediation may be issued to an administrator where it hasbeen determined that the administrator’s leadership does not meet the Leadership Quality Standard and/or the Division’s priority goal of student achievement. A Notice of Remediation describes:

16.1 The behaviours and/or practices that do not meet the Leadership Quality Standard and/or the Division’s priority goal of student achievement;

16.2 The changes required;

16.3 The remediation strategies the administrator is advised to pursue;

16.4 A reasonable time schedule to address the remediation strategies;

16.5 How the determination will be made that the required changes have taken place;

16.6 The consequences of not achieving the required changes including, but not limited to, termination of the administrator’s contract of employment and/or administrative designation;

16.7 Notification that the remediation strategies stipulated may replace the obligation of the administrator to develop and implement an annual Administrator Professional Growth Plan.

Remediation Follow-up Evaluation

17. In accordance with the expectations and timeline of the Notice of Remediation, the original evaluator may be involved in the follow-up evaluation or an alternate senior central office administrator may conduct the evaluation.

18. A Remediation Follow-up Evaluation will be undertaken with the focus on assessing the degree to which the administrator has met the performance expectations specifically described in the Notice of Remediation.

19. In the event the Remediation Follow-up Evaluation identifies that the administrator’s practice meets expectations, recommendations for a professional growth plan will be included in the report.

20. In the event that the Remediation Follow-up Evaluation report concludes the administrator’s professional practice is not meeting the Leadership Quality Standard and the Division’s priority goal of student achievement, a recommendation may be made to terminate the administrator’s contract in accordance with the Education Act.



Board Policy: 105 Vision, Mission, Values

Admin Procedure: 722 Growth and Supervision of School Administrators

Education Act: Section 197

Leadership Quality Standard

Three Year Education Plan