How the ELP Works
The ELP measures nine areas of educational leadership performance identified by the research on what makes an effective school administrator. The tool can be used for a variety of purposes. The most common uses of the ELP include the following:
USE PURPOSE RATERS INVOLVED
Self - Assessment
To promote reflection about one's own abilities and practices and to create a baseline for a professional development plan.
- Administrator (self-rating)
To provide performance feedback from a wide range of people who interact with the administrator. A 360 usually provides the most complete, accurate, and useful information for professional development planning. A 360 may include any combination or all of the categories of raters to the right.
- Administrative Staff
- Professional Staff
- Support Staff
- Community Members
STAGES OF THE PROCESSStage 1 - Advance Preparation
1. The administrator decides to complete the self-assessment or the 360 assessment
2. If the self-assessment is used, a paper version of the instrument is used.
3. If the 360? assessment is used, multiple raters will be involved. In such a case, the administrator should decide on the raters to involve.
4. Contact the ND LEAD Center to secure authorization to use the online instrument.
The information we'll need:
- Contact person: Name, email address, and phone number
- Name of person to be assessed using ELP
- Dates to begin and end the ELP assessment5.You will receive instructions and suggestions for how to administer the ELP 360.
Stage 2 - Raters Complete the ELP Assessment
1. Each rater completes the assessment and has the option to add comments about the administrator's strengths or accomplishments and/or improvement needs.
Stage 3 - Performance Report
1. After the assessment closing date, result are processed and a Performance Report is produced. Allow about two business days for processing.
2. You will be emailed a Performance Report. This document includes summaries of ratings, which are displayed in a variety of tables and charts, along with comments made by the raters. An Interpretation Guide is included to assist with analysis, interpretation, and use of the Performance Report data.
Stage 4 - Follow-Up
1. The administrator reviews the strengths and weaknesses revealed in the Performance Report and selects targets for personal improvement and/or professional development.
2. The rating system used in the ELP provides benchmarks for what it takes to move from a lower to a higher performance rating.