MI HB5224

Beginning in the 2014-2015 school year, school districts and public school academies must implement annual performance evaluation systems for building-level and central-office-level school administrators involved in instructional matters, with evaluations conducted by superintendents, designees, or boards.

Student growth and assessment data must comprise 25% of evaluations for 2014-2017, increasing to 40% starting in 2017-2018, with half measured using state student growth assessment tools and half using locally-determined measures for consistency across similarly-situated administrators.

The non-student-data portion of evaluations must assess teacher performance evaluation proficiency, progress on school improvement goals, student attendance, feedback from students/parents/teachers, and effective staff management using approved evaluation tools (School Advance Administrator Evaluation System, D. Reeves Leadership Performance Rubric, or R. Marzano School and District Leadership Evaluation).

School administrators rated as minimally effective or ineffective must receive an improvement plan; those rated ineffective on 3 consecutive evaluations must be dismissed, while those rated highly effective on 3 consecutive evaluations may have evaluations conducted biennially instead of annually.

All evaluators must receive training from vendors or approved training providers in using evaluation tools and in coaching, feedback, and rater reliability, with refresher training recommended at least every 3 years.