SP Posts

An effective system of evaluation and supervision of staff exists and is understood as a mechanism for ongoing improvement and support

 

2020-2021

• There is no evidence.

2021-2022

• Developed Faculty Evaluation Model by establishing Lincoln competencies and expectations, rooted in research-based practices and aligned with foundational documents.

• Components to include written self-evaluation, learning observations with reflection conversations, supervisor feedback, exemplars of professional evidence, and end-of-year professional reviews. Leadership and Support Staff Competencies: Drafted Lincoln Leaders competencies in parallel.

2022-2023

• Launched the feedback and growth system.
• Focus on integrating feedback from multiple sources—students, colleagues, and parents. Teacher goals are developed with tailored professional development opportunities, fostering continuous growth and alignment with the school's mission and educational goals.

2023-2024

• A reflection system was implemented for teachers where objectives are set at the beginning of the school year and followed up at the end of the year. For support staff, we continue to implement the annual reflection at the end of the school year.

2024-2025

• Goal set to bring together support staff with review of growth and supervision plan. 

• Continued refinement of faculty and leadership growth plans with small adjustments.