 |
|
|
|
|
|
|
|
|
 |
 |
 |
 |
 |
 |
 |
 |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
The demand for service and
accountability from the public school system is greater today than at
any time in our nation's history. In response, political leaders have
focused on high stakes assessment as a critical factor in driving the
effort to improve school performance. This falls in line with the old
adage 'what gets measured, gets done', a shortsighted approach to say
the least. Through this site I will introduce you to each of the system's components and provide a more in-depth look into the Personnel Evaluation component of the system. This component addresses both administrator evaluation and classroom teacher evaluation. A successful evaluation system must accomplish four distinct but interrelated goals: (1) it must communicate the values of the organization, (2) it must recognize and reward commendable performance, (3) it must provide avenues to improve performance and finally (4) it must address inadequate classroom performance and/or unprofessional conduct. The successful implementation of any system requires the skillful application of a complementary group of Leadership Skills. I am pleased to provide a glimpse of a comprehensive system that has been developed for and implemented in the Mesa Unified School District. This site contains excerpts from documents and procedures that significantly influence the daily operation of Arizona's largest school district. The Mesa Unified School District retains proprietary rights to the original documents and has graciously granted me permission to use these excerpts as examples of what I can produce for you as you seek higher levels of performance in your district. I look forward to working with you to improve the educational opportunities offered to the students of your district. To
contact Dr. Skoglund for more information |
