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

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

Below is an overview of evaluation key tasks and milestone dates. The CHARM platform provides additional resources and training on the foundations of City Schools employee evaluations. All PSASA members and their supervisors must review information and resources about their employee evaluations. School Leader Conference Forms are available for download to be used in preparation for and during meetings with evaluators. Not sure which evaluation applies to you? Check out this listing by job title.

The School Leader Effectiveness Evaluation is an employee evaluation that generates an annual rating and summative report based on performance data gathered across multiple components. This evaluation recognizes that school leaders cultivate environments and high-performing learning communities that promote equity and excellence for all students and staff. It is designed to reflect a more balanced view of this complex and meaningful contribution.

The evaluation for school leaders is aligned closely with the Professional Standards for Educational Leaders (PSELs) adopted by the National Policy Board for Educational Administration in 2015. This evaluation serves as an affirmation of effective leadership across all school leader roles and is an opportunity to inform and improve practice to ensure student success.

Review these key dates and milestones for the 2024-25 school leader 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 evaluators and employees time to ensure information has been entered into the appropriate system, review it, and add comments or attachments as needed.

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

• Professional practice: Leadership framework and rubric (40% principals, 50% assistant principals, and principal residents)

  • The four Core Values of the school leadership framework and rubric for principals and the school leadership framework and rubric for assistant principals and principal residents capture essential functions of school leaders, so conferences and evaluations based on the framework can provide clear feedback to help school leaders enhance their practice. City Schools’ leadership framework was developed in collaboration with school leaders and their supervisors and aligns with the Professional Standards for Educational Leaders (PSELs).

• Professional practice: VAL-ED 360 surveys (10%, principals only)

  • The VAL-ED Survey is a 360 Feedback Survey and is a research-based evaluation tool (the VAL-ED survey) that measures the effectiveness of school leaders by providing a detailed assessment of their performance as perceived by principal supervisors, instructional staff, and the principal’s self-reflection. Staff responses are formally included in the principal’s annual evaluation.

• Student growth: Student learning objectives (35%)

  • SLOs are specific, measurable academic goals for a particular group of students anchored in available student data. School leader SLOs enable a stronger connection between individual and collective improvement practices of school leaders and teachers as they work together to develop goals and strategies that bring school improvement to scale. For 2024-25, the evaluation includes one SLO worth 35% of the total evaluation. Note that without an approved exemption, school leaders must have an approved SLO learning target and submit their student data in the appropriate electronic system. Failure to do so results in a score of 25 on the SLO component of the 2024-25 evaluation.

    • For more information on the school leader SLO, visit CHARM and review the help guides and resources available. After logging into CHARM, click the blue SLO button to access electronic SLO forms.

• Student growth: School performance measure (15%)

  • This measure reflects a whole school’s yearlong performance for learning environment, student growth, and college and career readiness. Performance data and a score for this component will not be part of the SY

    2024-25 evaluation score calculations or ratings.

For most school leaders, the end-of-year rating is determined by a composite score made up of individual scores from each component. Each individual raw score is converted to a 100-point scale, weighted, and combined to yield a single overall composite rating. This overall annual evaluation rating is based on where a school leader's composite score falls within the annual evaluation score ranges. This overview shows an example of an annual evaluation rating calculation. This overview clarifies how evaluation components are re-weighted when data is not available.
    
The final rating affects school leaders’ advancement along their career pathway and their salary. 

• 86 and above = Highly effective

• 72 to 85 = Effective

• 55 to 71 = Developing 

• 54 and below = Ineffective

All employees and their evaluators complete steps in the evaluation process electronically in CHARM. This is part of the district’s modernization in 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.

• How to log in to CHARM

• Navigating CHARM Homepage 

• Formal Observation Process Using CHARM guide

• 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