ISM Event Overview - Growth & Evaluation for Heads and Senior Leaders

ISM’s approach to employee evaluation begins with a simple premise: evaluation and growth serve different but complementary purposes. Evaluation creates clarity, predictability, and accountability by establishing the expectations employees must meet; growth is a separate, employee-driven process that creates ownership and continued learning. In many schools, we recommend establishing this evaluation framework for the Head and Leadership Team first, and making it visible to faculty, before introducing or revising faculty evaluation.

If you have already implemented ISM’s growth and evaluation framework for faculty, it’s not too late to do the same for your leadership team and staff.

In this virtual workshop, you will build the essential expectations and performance objectives that will guide your own leadership team’s evaluation. When leaders are held accountable through the same transparent, consistent process they will eventually ask faculty to trust, the system gains credibility, and leaders gain firsthand experience with it before bringing it to faculty. By the time you introduce the framework schoolwide, your leadership team will not simply be presenting a model; they will be able to say, “This is how we are evaluated, too.”

This workshop includes 4.5 hours of instructional time, and participants meet for synchronous learning at 11:15 a.m.–12:30 p.m., 1:30–2:45 p.m., and 3:15–4:30 p.m. Eastern time.

In this virtual workshop you will learn how to:

Distinguish between evaluation and growth, and understand why keeping them separate creates a healthier, lower-stress process for everyone.
Establish essential expectations for the Head, working with your Head Support and Evaluation Committee.
Adapt ISM’s Essential Expectations template for administrators to reflect your school’s mission, culture, and language.
Set performance objectives for each leadership team member, drawn from your strategic plan, strategic financial plan, or annual operating agenda.
Use essential expectations and performance objectives to structure regular one-on-one conversations, so concerns are addressed as they arise rather than saved up for an annual review.
Design a simple, low-drama year-end review process that leaves no surprises for anyone involved.

You'll also receive the following materials:

Curated articles and resources to support your work
Proven growth and evaluation frameworks for faculty, administrators, and staff
A customizable action plan to guide implementation at your school

Curious if this session is right for you? Ask us!