MAPA Task GroupMAPA Task Group

MAPA for Newbies!MAPA for Newbies!

From APE to E-MAPAWhat’s in a name?

DoDEA W. W. Administrators’ ConferenceJune 27 – July 2, 2010

You first…

• What’s in youryour name? How did you come to be called Jennifer or Ed or Carol?

• For example, I am forever Christmas Carol even though I was born December 26…a few hours late of the target date.

• Share your name with your nearest neighbor.

Our turn…

MAPAMAPAMMultidimensional AAdministrator

PPerformance AAppraisal

Objectives

Participants will:• know the components of the DoDEA

Multidimensional Administrator Performance Appraisal (MAPA)

• know how to use the components as tools for evaluation, professional development, and reflection.

And I quote…

Change is inevitable….except from a vending machine!

Robert C. Gallagher

What’s in this for Me?

1. “TheyThey” won’t let me out of here until this presentation is finished.

2. I’m not ready to retireretire and I need to pay the mortgagemortgage.

3. My mother mother andand my bossboss may be watching.4. Supervising others is in my jobjob description.5. I’m a teacherteacher at heart. Any more?Any more?

And I quote…

It is not necessary to change. Survival is not mandatory.

W. Edwards Deming

MAPA…Why Change?

• Former Administrators’ Performance Appraisal instrument implemented in 20042004. • Need for stronger focus on changing role and

demands of administrators as instructional leaders focused on student achievement (CSP, Goal 1)(CSP, Goal 1)..

• Need to emphasize formative assessmentformative assessment.• Need to incorporate professionalprofessional development anddevelopment and

reflectionreflection opportunities.

Survey…Give us some input!

• January, 2009: DoDEA principals, assistant principals, and assistant superintendents were surveyed.

• Of 353353 possible respondents, 239239 replied.• That’s a 68%68% response rate! Yippee!

Survey…Here’s what was said!

We asked…We asked… Response…Response…Should objectives be

weighted?Equal preference

Should the rubric be part of the document?

86% to include as part of document

Select the rating categories you prefer.

73% preferred “exemplary”, “proficient”,

“progressing”, “not meeting objective”

Should additional formal conferences be held for those with less than 2

years?

82% favored this for those with less than two years experience in a position.

Survey…Here’s what was said!

We asked…We asked… You said….You said….Should a formative

component be part of the appraisal?

84.5% prefer a formative component

Select the type of formative component.

Self-assessment = 45% Professional Growth Plan =

45%

Select 3 preferred professional

development/training delivery preferences.

Top 3 choices:Face-to-face, on-site trainingDistrict meeting trainingSmall-group training

Let’s Talk!

1. Turn to your nearest neighbor, the one with which you’ve been knocking elbows.

2. Ask this question. What do you now know about MAPA that you didn’t know 10 minutes ago?

3. Look interested and awed at his/her response. Stand when you have both shared. You have 3 minutes.You have 3 minutes.

At the gate, down the stretch, crossing the line…

At the gate…• An appraisal instrument for principals and assistant principals• Aligned to the four goals of the 2006-2011 Community Strategic Plan • Compatible with the 2008 Educational Leadership Policy Standards: ISLLC 2008

Down the stretch…• Use feedback resulting from the administrator survey of January 2009• Imbed a rubric• Use ratings of Exemplary, Proficient, Progressing, and Not Meeting Objective• Include a professional growth and reflection component• How about an Individual Leadership Plan (ILP)?

Use of an approved individual plan for improvement based on school data Develop using SMART format

Crossing the line…• MAPA

…with purpose in mind!

• To improve practices in instructional leadership and recognize effective practices• To self-assess, set objectives, and increase proficiency in analyzing data• To provide a framework and purposeful direction for administrators • To address leadership skills that promote continuous and sustainable improvement

And I quote…

MAPA moves us from knowing to doing and from management to educational leadership.

Maria Buchwald 2009 DoDEA MS Principal of the Year

Rubrics ‘R Us!

Review the rubrics and discuss each objective each objective and how it relates to present job responsibilities.

Discuss possible adjustments in job responsibilities to insure assistantassistant principalsprincipals are functioning as instructional leadersinstructional leaders within the school.

Highlight the differences in expectationsdifferences in expectations among the ratings on the continuum.

You have 15 minutes15 minutes!

In the trenches…

• Each table group select a goal. Review the objectives for that goal. Review the ratings for the objectives and note the differences between each rating.

• Collaborate with your table group to review the list of evidenceevidence that would demonstrate ““ProficientProficient”” for the chosen objectives.

• You will have 15 minutes15 minutes to complete this task. • Choose a spokespersonspokesperson for your table.

Develop a passionpassion for learning. If you do, you will never cease to grow.

Anthony J. D'Angelo

And I quote…

Individual Leadership Plan (ILP)

BackgroundBackground: • The result of research of a variety of

appraisal systems from many states

• The result of information from DoDEA Administrator Survey, January, 2009

The reason for being…

The purposepurpose of the ILP:• To promote continuous learning • To foster professional growth• To reflect on professional practice• To improve leadership skills• To facilitate movement along the rating continuum

ILP Guidelines

Written objectiveobjective aligned to CSP andMAPA and in the S.M.A.R.T.S.M.A.R.T. format.

»SSpecific»MMeasurable»Attainable»Results-focused»Timeline

Guidelines…continued

• Supervisor approval necessary• Plan may be adjusted during or at the end of the

rating period or continue into next year• Reflective self-assessment completed for mid-year

and end-of-year conferences• Data, strategies, etc. for objective imbedded in daily

administrator responsibilities• Maintain data and evidence

Activity Alert…ILP!

1. Review the objectiveobjective.. Is it aligned to the CSP and MAPA ? Is it an objective that will meet a need at a school?

2. What data is used to assess or measuremeasure success? Does it seem plausible?

3. What resourcesresources, strategies, research support have been chosen to help attain the objective?

4. What is the proposed impact impact at the school on student achievement?

5. What is the proposed timelinetimeline?

And I quote…

Growth is the only evidence of life.

John Henry Newman, Apologia pro vita sua, 1864

Scoreboard!

• Goals 1 and 3 carry greater valuesgreater values as they contain 8 objectives.

• The summative ratingsummative rating is determined as shown.

• Please note the normsnorms.

And I quote…

If you're in a bad situation, don't worry it'll change. If you're in a good situation, don't worry it'll change.

John A. Simone, Sr.

Continuous Improvement

February 2010 Survey• Approximately six months into MAPA

implementation• A second survey was administered to DoDEA

assistant principals, principals, assistant superintendents, and superintendents

Survey Said…

We asked…We asked… You said…You said…

Clarity of levels of performance within the

rubric

Overwhelming majority indicated that the rubric is

clearConfidence in selecting or determining evidence to support each objective

A substantial number of respondents were

confidentNumber of objectives obtainable each rating

cycle

Slightly more than half felt they could meet all or

almost all

Survey Said…

We asked…We asked… You said…You said…Do you have responsibilities not

covered by the rubrics?The majority of respondents

indicated “no”

Note: Some duties perceived as not covered by MAPA included …1. Non-academic duties such as lunch, bus, or playground duty;

discipline issues; extra-curricular activities; or time spent with parents. Refer to Objective 4.2

2. Special Education issues such as IEP, and Case Study Meetings were also mentioned. Refer to Objectives 1.3 and 4.2

3. Facilities and safety concerns Refer to Objective 2.34. Supervision of staff Refer to Objective 2.3

Survey Said…

We asked…We asked… You said…You said…

Clarity of purpose and process for the ILP

Respondents overall felt very clear or clear

Development of the ILP Majority reported that they designed their own

ILP, some reported a collaborative process, but 10% reported that their

ILP was directed

Survey Said…

We asked…We asked… You said…You said…Number of revisions required The majority indicated their

ILP was approved with one or less revision

Reasons for revising the ILP:Clarification of goals, more specificity, more data-driven, more focus on instructional leadership, more measurable

Measures of success for your ILP

•TerraNova•DRA•Student progress•Anecdotal data

Survey Said…

We asked…We asked… You said…You said…Need for training on the ILP

Slightly over 1/3 indicated a strong or very strong need

Procedural issues that have arisen since the implementation of MAPA:•Timing •Lack of professional development associated with implementation•Efficient methods to gather and document evidence; time to do so•Lack of guidance and mentoring

Survey Said…

We asked…We asked… You said…You said…What do you like most about the

MAPA…

•ILP•Rubrics•Focused on instructional leadership• Goals & objectives are specific• Comprehensive• Rigor

Survey Said…

We asked…We asked… You said…You said…

What do you like least about the

MAPA…

•Cumbersome•Time consuming•Excludes many routine activities•Concern regarding the ability to reach Exemplary

Next Steps…

• Answering the call for further professional development

• Responding to the need to complete an entire cycle before responding to the survey

Continuous Improvement

KaizenKaizenSurvey…September- October, 2010…assistant principals,

principals, assistant superintendents, superintendents Analyze results for patterns, trends Refine MAPA instrument as needed

Survey…August – September 2010 – E-MAPAE-MAPA, paperless application pilot in Heidelberg District

Analyze results to determine improvements as needed Complete and test changes Determine capability for DoDEA-wide implementation

• Automated System for DoDEA-wide Use– Piloted in Heidelberg District during 2009-2010 cycle– Deploy DoDEA-wide 2010-2011 cycle

• System Features– Creates and retains performance evaluations– Supports a printed, hard copy of evaluation– Moves appraisal instrument between employee, rater, reviewer– Enters text directly into appraisal– Has spell checker– Saves work in progress– E-mail users on actions/status– Ability to attach external documents (evidence)

E-MAPA

Rating Cycle

– First cycleFirst cycle October 1, 2009 – June 30, 2010 Ratings completed NLT July 31, 2010 Evaluation covers accomplishments between July 2009 June 2010

– Future cyclesFuture cycles July 1 – June 30 each year Assessments based on school year accomplishments Effective date of ratings is August 1

What was that all about?

The MAPAMAPA is like…

because…..