Baltimore City Public Schools is committed to authentic employee evaluations grounded by accurate evidence of practice and meaningful feedback. We recognize the importance of each employee receiving feedback on their performance and impact and being recognized for the role they play in supporting our students and families.

From the goals set in an Individual Development Plan (IDPs) to the feedback they receive during a conference with their evaluator, steps in the evaluation cycle can be one part of a district leader’s personalized learning and support during this school year.

This evaluation affirms effective leadership in City Schools. The District Leader Effectiveness Evaluation spans various leadership roles and provides an opportunity to inform and improve practice to ensure student success regardless of seat.

For SY 2024-25, all City Schools employees who are CUB affiliated, PSASA affiliated members who do not have a Principal, Assistant Principal, or Principal Resident job title, and eligible employees who are unaffiliated (GSS) will be evaluated using this model.

Not sure which evaluation applies to you? Check out this listing by job title.

Review these key dates and milestones for the 2024-25 District Leadership Effectiveness Evaluation. If any date falls on a weekend or holiday, the due date is the next day.

There is a task deadline and often a later date for electronic evaluation forms when electronic access to the forms will close. This gives some time for evaluators and employees to make sure information has been entered into CHARM, review it, and add comments or attachments as needed.

Evaluation Task Timelines:

GCO-RF outlines a 30-calendar-day window to ensure the electronic system's accuracy. After the electronic system closes, please contact the Office of Human Capital or your evaluator within this 30-calendar-day window if you realize the system's information needs to be updated.

District Leadership Effectiveness Framework and Rubric (40% People Leaders, 65% Individual Contributors)

The four domains of the District Leadership Framework Rubric capture the essential functions of district leaders across various job titles and experiences, so conferences and evaluations based on the framework can provide clear feedback to help individuals enhance their practice. City Schools’ District Leadership Framework was developed with representatives across multiple teams and offices within our District in collaboration with an educational consultancy.  

For more information and resources on the District Leadership Framework Rubric, visit CHARM, login, and click on the orange PD30 button. Then, click on the District Leadership Framework Overview module.

360-Feedback Survey on People Leadership- People Leaders Only (10% Supervisor Responses, 15% Direct Report Responses)

The 360 Feedback Survey on People Leadership is a research-based evaluation tool developed by our Resonant Education partners and aligned with the priorities and high-impact behaviors of people leaders identified by our district leadership.  The survey is designed to measure the effectiveness of people leaders by providing a detailed assessment of their performance as perceived by their supervisors, direct reports, and self-reflection. 

• Direct Report responses are formally included in the People Leader’s annual evaluation when at least three direct report responses have been collected.  

• Supervisor responses are formally included in the People Leader’s annual evaluation after completing the survey.

For more information and resources on the 360 Feedback Survey on People Leadership, visit CHARM, login, and click the orange PD30 button. From there,  click on 360 Feedback Survey on the People Leadership module.

District Leader Outcome Goal (DLOG) (35%) 

DLOGs are specific, measurable performance outcome goals for an employee that is applicable to their work and its contribution to team, office, and/or district priorities. DLOGs enable a stronger connection between individual and collective improvement practices of teams and offices throughout the district as they work together to develop goals and strategies that bring office improvement to scale.

DLOGs will be piloted in SY 2024-25, and participating employees will enter and track this annual outcome goal within the employee’s IDP form in CHARM.  Non-certificated employees who do not require a completed Individual Development Plan for certification purposes will not be required to complete the fields of the IDP form, but WILL BE REQUIRED to complete the fields associated with the District Leader Outcome Goal, which will be reviewed and approved via electronic signature by the employee’s direct supervisor

For more information and resources on the District Leader Outcome Goal, visit CHARM, login and click on the orange PD30 button. From there,  click on the District Leader Outcome Goal (DLOG) Overview module

Annual Evaluation Ratings

The end-of-year rating is determined by a composite score made up of individual scores from each available component. Each individual raw score is converted to a 100-point scale, weighted, and combined to yield a single overall composite rating.
    
The final rating affects District Leader’s advancement along their career pathway and their salary based on current negotiated contracts or in accordance with board policy GBCA- Compensation.

• 86 and above: Highly effective

• 72 to 85: Effective

• 55 to 71: Developing 

• 54 and below: Ineffective

Do you need help navigating CHARM?

 All employees and their evaluators complete steps in the evaluation process electronically in CHARM. This is part of the district’s modernization of platforms and resources. For anyone who needs to access copies of previously completed forms or locate attachments in Employee Self-Service (OPMS), please follow the steps in this help guide.

Asynchronous resources specific to using the electronic evaluation platform (CHARM) and engaging in employee evaluation tasks are available in CHARM.  

• How to log in to CHARM

• Navigating CHARM Homepage 

• Call the OIT Customer Support Center: (443) 642-3000

• Create a HEAT Ticket for support

In addition, beginning on September 17, 2024, mini-virtual training will be facilitated live on TEAMS. Please join us!

Tuesdays on TEAMS: 

• 3 p.m. series

• 4 p.m. series

• One-on-one help with CHARM