A proposal before the board would address this last question. The proposal would give school building principals rated highly effective a $3,000 raise, while those rated effective would receive $2,250. Those rated as needing improvement and ineffective would not receive raises. The board considered the proposal at its June 11 meeting but tabled a decision until the July 9 meeting (6 p.m. in the Anderson High School auditorium).
Whether the superintendent or his/her designees perform administrator evaluations, the process should be thorough and detailed, so that the administrator can move forward with a clear idea of what they’re doing well and where they’re falling short of expectations.
In the event that school administrators feel their evaluations and raises are not reflective of the quality of their work, they should have recourse to bring the review before an independent panel for examination. And, if the panel finds that the review was indeed unfair or lacks supporting evidence, the process should start over again.
It’s a new world for education in Indiana, with a higher degree of accountability for teachers and administrators. They are trusted with making the best use of tax dollars and, more importantly, making sure that every child gets a high-quality education. Yearly performance-based evaluations of school administrators — with pay raises tied to performance — are key to making sure the system works for students, parents and taxpayers.
Yearly performance-based evaluations of school administrators -- with pay raises tied to performance -- are key to making sure the system works for students, parents and taxpayers.