The ELP can be used to assess the practices and abilities of school administrators by means of self or 360-degree review. The purpose of an assessment is to provide administrators with a better understanding of their strengths and weaknesses and to create a baseline or starting point for personal improvement and professional development. Assessment is intended to be informative and separate from evaluation.
The ELP may also be used for evaluating school administrators in conjunction with other district instruments. The benchmarks provide clear direction to administrators for what it takes to move from a lower to a higher rating.
The system promotes reflection about one's own practices along with one's own strengths and weaknesses. The instrument provides administrators with a baseline or starting point for personal improvement and professional development. The benchmarks provide administrators with clear direction about what to continue, start, or stop doing to advance in their effectiveness as educational leaders.
The benefits of a 360-Degree Assessment include obtaining the collective opinions of multiple raters with different stakes in the school and viewpoints from which to view an administrator's leadership. A variety of raters may be included in a 360 review including all or any combination of the following: self, supervisor(s), administrative staff, professional staff, support staff, and community members.
Coaching & Mentoring of Administrators
With the tool as a reference point administrators can take part in peer mentoring and coaching models. The tool provides structure for providing feedback to the administrators as well as areas for creating goals for improvement. Another benefit of using the tool is that it can help lead to the development of a common language about school leadership.
District Leadership Data Collection
School districts can use the tool to gain insight into patterns of strengths and weaknesses of the school leaders in their district. With this information, the necessary resources can be allocated and the appropriate professional development can be determined to advance district goals. School districts can also use assessments of the administrators as they determine which ones to assign to schools. With this information, they can pair up administrators with different strengths that will complement their combined ability to lead the school in all realms.
Individual Professional Development
Veteran administrators can use the improvement tool to assist them as they seek to improve their practice. Through self-assessment and goal setting administrators can identify strengths and weaknesses and plan for personal development in the required areas. Administrators can use the tool to foster reflection on their current leadership practices as well as monitor their improvement in the various educational leadership areas.