ERIC Number: ED207147
Record Type: RIE
Publication Date: 1981-Apr
How to Improve and Evaluate the Principal's Performance.
Black, John C.
The Keystone Oaks school district uses an administrative salary plan based on merit. First implemented in the 1975-76 school year, the plan has been revised and refined each year since and has produced measureable improvement in performance. Each administrative position in the district has a job description that was developed cooperatively by the administrator holding the position and the assistant superintendent. Each item in the job description has 10 Key Results Areas (KRAs) that list what must be done to insure that the item is satisfactorily performed. Increases in salary are based entirely on this evaluation. The assistant superintendent evaluates all the administrators during meetings that take place three times a year (August, January, and May), when changes in job descriptions and KRAs can be made. Great weight is placed on documentation to support the administrator's self-evaluation which he or she gives during the May meeting. At the end of the 1980-81 school year the school board (which approves the reward system each year before it sees individual evaluation reports) gave salary increases only to those administrators who scored 3.5 or better on a six point scale. Administrators scoring below that level did not even receive cost-of-living adjustments. A few outstanding administrators received 11 percent raises while the group average was 9.5. (Author/IRT)
Publication Type: Speeches/Meeting Papers; Reports - Descriptive
Education Level: N/A
Authoring Institution: N/A
Note: Paper presented at the Annual Meeting of the National School Boards Association (41st, Dallas, TX, April 11-14, 1981).