The Performance Goal (PG) is initiated by the Principal, Assistant/Vice Principal, CTC Director, or Supervisors of Special Education at the beginning of each school year. The PG includes an Action Plan, Mid-Year Progress update, and Year-End update.

Overall, the template and process are designed to facilitate active participation in the evaluation process, while improving the school leader’s effectiveness, and fostering collaboration among colleagues. If needed, school leaders may complete more than one PG each year.

Table Of Contents

• Tutorials
• Step-by-Step Guide
• Frequently Asked Questions (FAQs)

Tutorials

Slideshow: Performance Goals (PG) - Overview for Principals, Assistant/Vice Principals, CTC Directors, and Supervisors of Special Education

Slideshow: Performance Goals (PG) - Overview for Supervisors of Principals, Assistant/Vice Principals, CTC Directors, and Supervisors of Special Education 

Step-by-Step Guide

Beginning of the Year

Step 1 - Employee initiates the observation, completes Action Plan... and Submits

Step 2 - Supervisor reviews/adds comments... and Submits.  Employee and supervisor meet for the initial conference (optional).

Step 3 - Employee signs and approves

Middle of the Year

Step 4 - Employee completes the Mid-Year Update... and Submits

Step 5 - Supervisor reviews/adds comments... and Submits.

Step 6 - Employee signs and approves

End of the Year

Step 7 - Employee completes the Year-End Update... and Submits

Step 8 - Supervisor reviews, selects rating, then signs and approves

Step 9 - Employee signs and approves

Frequently Asked Questions (FAQs)

• Q: What is a Performance Goal (PG) used for?
• Q: What is the difference between a Performance Goal (PG) and an NTP Observation?
• Q: Who initiates a Performance Goal (PG)?
• Q: What questions are included in a Performance Goal (PG)?
• Q: Can I create a template Performance Goal (PG) for my staff to use?
• Q: Why can't I submit my Performance Goal (PG)?
• Q: How can I view the Performance Goal (PG)'s final rating when completing a 13 Form?
• Q: How do I change the rating on a Performance Goal (PG)?

Q: What is a Performance Goal (PG) used for?

A Performance Goal (PG) is a required component of the year-long evaluation process outlined by the Pennsylvania Department of Education for Principals, Assistant Principals, CTC Directors, and Supervisors of Special Education.  

The final score earned on a Performance Goal(s) constitutes 20% of the final score on the 13-2 summative rating form. For more information on Act 13, see below:

• What Teachers Should Know about Act 13 and PAETEP 
  
• What Principals Should Know About Act 13 and PAETEP
  
• What NTPs Should Know About Act 13 and PAETEP

If you still need support, please Submit a Ticket

Q: What is the difference between a Performance Goal (PG) and an NTP Observation?

Both the NTP Observation and Performance Goal workflows are year-long processes designed to improve an educator's practice. Most PAETEP clients use the NTP Observation to focus on personal goals and the Performance Goal to focus on district-wide initiatives.  The NTP Observation informs the Observation and Practice portion of the 13-2 rating form, while the PG informs the Performance Goal portion.

NTP Observation - is a year-long process which is initiated by the Principal, Assistant/Vice Principal, CTC Director, or Supervisors of Special Education. Once initiated, the school leader sets goals and identifies component focus areas. Based upon the component focus areas selected, the school leader provides information pertaining to how they plan to improve their practice. The NTP Observation is then submitted to their supervisor for review. Feedback is provided, followed by approval. Once approved, school leaders then return to the NTP Observation throughout the school year to provide updates and share artifacts. The process ends with a final submission of updates and a self-assessment. Supervisors then provide final feedback and component ratings which transfer to the 13-2 to inform the Observation and Practice portion of the summative rating form.

Performance Goal (PG) - is a year-long process initiated by the Principal, Assistant/Vice Principal, CTC Director, or Supervisors of Special Education. The PG includes an Action Plan, Mid-Year Progress update, and Year-End update. Overall, the template and process are designed to facilitate active participation in the evaluation process, while improving the school leader’s effectiveness, and fostering collaboration among colleagues. If needed, school leaders may complete more than one PG each year.  The final score earned on a PG(s) constitutes 20% of the final score on the 13-2 summative rating form. 

If you still need support, please Submit a Ticket.

Q: Who initiates a Performance Goal (PG)?

The Performance Goal (PG) is initiated by the employee, rather than their supervisor. If you are a Building Principal, Assistant Principal, CTC Director, or Supervisor of Special Education, you should start a Performance Goal (PG) at the beginning of the year to initiate the year-long evaluation process. 

If you still need support, please Submit a Ticket.

Q: What questions are included in a Performance Goal (PG)?

The Performance Goal (PG) is divided into three sections: The Beginning of the Year, the Middle of the Year, and the End of the Year.

Beginning of the Year - The employee will complete an Action Plan. The Action Plan contains the following questions.

1. School/District Goal
2. What context drives this goal?
3. What resources are necessary to accomplish this goal?
4. Additional Supports Required
5. What action steps will you implement to achieve this goal?
6. Framework for Leadership Domain Alignment
7. What evidence or artifacts will you use to measure the progress and effectiveness of your plan of action?
8. How will you know you achieved your goal?
9. Describe the specific criteria that will inform the Educator Effectiveness Rating

Middle of the Year - The employee will complete a Mid-Year Reflection that asks the following question.

Reflection - Reflect on your success, unanticipated barriers, any supports that could have been useful, and next steps.

End of the Year - The employee will complete a Year-End Reflection that asks the following question.

Reflection - Reflect on your success, unanticipated barriers, any supports that could have been useful, and next steps.

If you still need support, please Submit a Ticket.

Q: Can I create a template Performance Goal (PG) for my staff to use?

If you would like to create a template action plan for your staff to follow when using the Performance Goal (PG), you can do so by creating a Preset.

If you still need support, please Submit a Ticket.

Q: Why can't I submit my Performance Goal (PG)?

Please refer to our Step-by-Step Guide for details as to what steps must be taken in order to submit each portion of the Performance Goal (PG). Note that signatures from both the employee and supervisor are required before moving on to the next section of the observation.

If you still need support, please Submit a Ticket.

Q: How can I view the Performance Goal (PG)'s final rating when completing a 13 Form?

The Performance Goal (PG)'s final rating will be visible in the quick view panel of a 13-2 form under the LEA Selected Measures section. See image below for details.



If you still need support, please Submit a Ticket.

Q: How do I change the rating on a Performance Goal (PG)?

If a Performance Goal (PG) has already been completed, and you would like to change the rating, you can do so by reopening the observation. To reopen, click on the Actions dropdown menu, and select "Reopen". 

After reopening the observation, you can go into that observation, select a new rating, and initiate the authentication process once again.

Note: If you would like to change the rating on a Performance Goal (PG) that is not yet completed, you must both authenticate the observation so that it is completed. This will then give you the option to reopen the observation.

If you still need support, please Submit a Ticket.