蔚文校長學

WHAT ARE THE FIRST STEPS IN DESIGNING A PRINCIPAL EVALUATION SYSTEM?

校長評鑑設計的第一步為何？

Principal evaluation works best when it is not simply imposed from above. Richard Manatt (1989) suggests starting with a stakeholder's meeting of no more than twenty-five people. Jerry Valentine (1987) proposes a committee of about a dozen people, one half of them principals. That committee assesses other principal evaluation programs with the aid of a consultant, drafts a plan and submits it to the principals for amendment, and then sends the revised plan to the school board. An inservice session can familiarize principals with the evaluation process and defuse their anxiety over it.

校長評鑑的運作最好時是在於它不是單純地自上而下。Richard Manatt（1989）建議與利害關係人的會議不超過25人。Jerry Valentine（1987）提出了一個委員會成員大約十幾人，其中有一半是校長。委員會主要的目的在擬定評鑑計畫並給校長修訂，接著將修訂後的計劃交給學校董事會。校長可經由制訂過程的參與和瞭解，以減低在評鑑的過程中產生的焦慮。

Principal evaluation does not exist in a vacuum. It relates to the statements of purpose, long-range plans, goals, and job descriptions that districts and schools may have already formulated. The urban school district described by Lindahl (1986) created precise job descriptions that "became the format for the summative evaluation instrument." The district incorporated individualized or formative goals by requiring each school to develop annual campus improvement plans and by requiring each principal to establish annual personal growth plans. Evaluation, then, is linked to both organizational and personal goals. Principals should be intimately involved in the goal-setting process, and they should certainly be fully informed of how the various goals will be weighted and assessed. This knowledge encourages principals to focus on the aspects of their job deemed most important. George Redfern (1986) describes a school district that bases its assessment of principals entirely on how well they attain mutually established goals.

校長評鑑並不是脫離實際地。它涉及到地區和學校可能已經制定的目的的陳述、長期計劃、目標和工作表現。Lindahl（1986）建立一套精確的工作職責成為總結性評價工具的準則。評鑑要包含個人及組織的目標，校長應密切參與目標的制定過程中，他們應該充分了解如何加權各項目標和評估。

Although it cannot substitute for on-the-job evaluation, assessment centers can offer principals intensive observation and feedback. The National Association of Secondary School Principals sponsors several such centers (Anderson 1989).

這樣的評鑑雖然不能代替校長實際的表現，但可以提供校長觀察和回饋的意見。國家中學校長協會贊助好幾個這樣的評鑑中心（Anderson 1989）。

The report notes that secondary schools usually have larger senior management teams to support the head, while many primary heads have to teach as well as lead.
報告指出，中學通常有較大的高級管理團隊以做為校長的後盾，但是許多小學校長必須要領導也要教學。

Mr Bell said: "It is no longer true that leadership and management are the sole responsibility of the head teacher.
Mr Bell說：「領導與管理不再只是校長單獨要負的責任。」

"High-quality leadership and management must now be developed throughout a school's organisation if they are to meet the new challenges facing them in the drive to raise standards and promote social inclusion in all our schools."
「如果他們面臨了在提升水準並促進社會融合的路上的新挑戰，高品質的領導和管理即刻必須在整個學校的組織中發展。」

Earlier this week a report from the National College for School Leadership said England's school system was embracing a "new order" of leadership with dramatic and positive implications for teaching and learning.
本週稍早國家學校領導學院的報告說：英國的學校系統採用一種領導的新秩序，以對教學產生引人注目且正向影響。

But it warned that the level of re-advertised headship posts highlighted the lack of candidates for the job. It said 45% of heads, deputies and assistant heads were aged over 50.
但它警告說，重新公佈的校長職位的公告標準凸顯校長候選人的缺乏。45％的校長、副校長、助理校長的年齡超過50歲。

"There are already three initiatives in this area - the National Professional Qualification for Headship, the Headlamp scheme for new heads and the Leadership Programme for serving headteachers," he said.

他說：目前這個領域已經有三所首創的機構：中小學校長國家專業證照(the National Professional Qualification for Headship，NPQH), 新校長前導計畫(the Headlamp scheme for new heads)、現職校長領導課程(the Leadership Programme for serving headteachers，LPSH)

"There is growing evidence that teachers are now so overburdened with government initiatives that they are not able to find time to take advantage of the options which exist."

有越來越多的證據表明：教師認為現在對政府倡導的負擔過重，導致找不出時間好好的利用現有的選擇。

Headteachers' unions are broadly supporting the proposed college.

校長聯盟大致上支持學院提出來的規劃。

Other speakers at the conference included American management guru Ben Zander, the conductor of the Boston Philharmonic Orchestra who uses music as a motivational tool and who got heads to sing along with him during his two-hour slot at the conference.

在會議中的發言者包括美國管理大師Ben Zander，他是Boston交響樂團指揮，以音樂作為引起動機的工具。並在邀請一同出席會議的校長在兩個小時會議的空檔時間他一起歌唱。