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Bernie Edward’s Evaluation Data
Simulated performance evaluation data to be used to develop a plan for nurturing and developing a HR Director in
the Jenkins County Central Office.
Name: Mr. Bernie Edwards
Experience: Taught middle school language arts in a neighboring district for 12 years while earning an MAT and a
subsequent add-on license in school administration. Hired by Jenkins County Schools as an assistant principal at
Junction Middle School six years ago, and was laterally moved to the position of HR Director last year, making this
his second year in this role.
Education: Bachelor’s degree in middle grades language arts and social studies. MA in teaching with a
concentration in language arts from The University of Phoenix. Degree was earned 8-years ago. Completed an addon
licensure for the principal license at UNC-G 6-years ago.
Mr. Edwards has struggled in his new role, primarily due to a lack of knowledge and experience in HR. He excels
at employee evaluations, investigations, and discipline, but with high turnover among the 3-person HR department
(license clerk/administrator, benefits clerk/administrator, and general HR support clerk/administrator). Mr.
Edwards lacks the technical knowledge of licensing contract administration, leave administration and benefits
counseling and management to offer much guidance to his staff. When he is assisting employees or administrators
with issues in these areas, he tends to rely on common sense or “gut feelings” rather than actually researching rules,
policies and regulations. This often results in issues not being handled appropriately the first time, leading to
frustration and confusion on the part of employees and administrators. This is the most frequent feedback that you
hear from principals and supervisions. You are also hearing that there are growing rumblings of dissatisfaction
from 2 of the three HR clerks/administrators, who have to “clean up messes” that they perceive as being created by
Mr. Edwards’ lack of expertise.
Historically, the district has not had much problem attracting sufficient candidates to fill positions with minimum
recruitment efforts (and no real budget), other than the occasional hard-to-staff areas, such as science and math.
However this past year, the recent steep declines in graduates from schools of education in NC has begun to impact
recruitment and staffing. Currently, midway through the second semester, the district has 9 vacancies among their
current teacher workforce of 550, with no acceptable qualified candidates available.
In discussing HR issues that arise from administrators with Mr. Edwards, you have discerned that his lack of
technical knowledge and apparent unwillingness to seek assistance from veteran HR administrators in other LEA’s
is probably the biggest issue impeding his success. When he does mention consulting other HR colleagues, he most
frequently sites the HR Director in the district where he previously taught. In conversation with the superintendent
from that district, you learn that this HR director is also fairly new in HR and was a teacher colleague of Mr.
Edwards’. Bernie has not attended any state HR conferences, and has only attended two of the bi-monthly meetings
of HR administrators in your region since moving into his current role.
You are the superintendent. In preparation for Mr. Edward’s second annual evaluation conference, outline your
plan to support and provide feedback for his professional development.
Kimberly Harrison’ Evaluation Data
Simulated performance evaluation data to be used to develop a plan for nurturing and developing a K-12 math
specialist in the Harris County Central Office.
Name: Ms. Kimberly Harrison
Experience: Taught all math courses at the high school level for 10 years, had excellent EVAAS index scores while
teaching (was able to “grow” all groups of students), and has had one year of experience as the math supervisor.
Education: Master’s degree in math education from HPU 8 years ago, BA degree in secondary math education from
Western Carolina 10 years ago.
Focus when hired last year: In addition to reviewing all math scores for the district and working with teachers and
other central office staff to develop priorities and professional development for teachers at all levels, the assistant
superintendent asked Ms. Harrison to provide special support for three School Improvement Grant Schools (SIG)
who had been struggling in math from several year. The math proficiency scores in grades 3-5 declined in all three
schools last year and the composite grade levels EVAAS index scores (grades 3-5) for the three schools looked like
Schools Composite Grade Level
EVAAS Scores- 2 years ago
(Prior to Ms. Harrison)
Composite Grade Level
EVAAS Scores- last year (after
Ms. Harrison)
A -4.8 -5.1
B -5.3 -3.0
C -5.8 -6.2
Each school had the same principal all three years. All three schools had several teachers new to the school, but the
aggregate EVAAS and proficiency scores for those teachers was no different than the teachers who had left. Last
year each school experienced nearly a 30 percent turnover in students, but the turnover rates were not different than
previous years. Kimberly visited each school three times a month during the previous year and provided
demonstration/model lessons to the lowest value-added score teachers in each grade level. Those teachers
improved an average of +.5 on their individual EVAAS index score.
The district math proficiency scores remained flat from grades 3-5; and declined in grades 6-8, but improved
slightly in the high school EOC course. Kimberly had planned professional development (PD) sessions for all
levels of teachers the previous year (all math teachers participated in 12 hours of PD and while Kimberly had
planned all trainings, she had actually led the high school training). She also trained school level curriculum
coordinators (or assistant principals in those schools without a curriculum coordinator) on follow-up monitoring
strategies to use during the year.
You are the assistant superintendent for instructional services. In preparation for Ms. Harrison’s first evaluation
conference following her first year, outline your plan to nurture and provide direction for her own professional
See BlackBoard for the information to be used with the Simulated Principal Evaluation Assignment

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