PROFESSIONAL GROWTH & EVALUATION OF PRINCIPALS & VICE-PRINCIPALS

Background

It is commonly recognized, and reinforced by research, that a structured professional growth program with ongoing feedback is an important part of professional growth for a Principal or Vice-Principal.   Annual professional growth planning is best done in collaboration with colleagues and supervisors, and is designed to facilitate sensible risk-taking on the part of the Principal and Vice-Principal. As such, a professional growth plan is not to be used to inform evaluation unless at the request of the Principal or Vice-Principal, although the outcomes of an evaluation can inform subsequent growth planning. It is also clear that a summative evaluation process can also serve, as a means of determining the extent to which professional standards are being met. 

1.  Professional growth planning and evaluation are to be conducted in an atmosphere of professional respect and commitment to modern, research-based practices in management and leadership.
2. The BCPVPA Standards of Leadership Practice will be used as criteria for both professional growth planning and evaluation.  These processes are to be conducted in accordance with the provisions of the contracts of employment for Principals and Vice-principals.
3.  Principals and Vice-Principals who are involved in an evaluation process will have the option to remove  themselves from the annual professional growth planning process within the same school year.
4. Principals and Vice-Principals are to consider school, District and provincial priorities when developing annual professional growth plans.