Definitions of the Canyons Leadership and Support System (CLASS) are located in Admin. Reg.—400.32-2.

1. Canyons Leadership and Support System (CLASS) is the District’s process and instrument for evaluating an administrator’s performance.
2. Each licensed administrator shall be evaluated by his/her principal/supervisor or principal’s/supervisor’s designee as determined by the District.
3. The evaluator shall orient all licensed administrators on the purposes and procedures of the evaluation process at least once each contract year. Each licensed administrator will have access to the CLASS Data Dashboard, the electronic CLASS Manual, and learning modules.
4. All provisional administrators shall be assigned an Administrative Mentor.
5. Evaluation frequency
   1. Provisional administrators shall be evaluated annually using the Leadership Quality Rating (LQR) and will receive a Summative Overall Rating (SOR) at the End-of-Year Conference (EYC) which will be reported annually for a minimum of three years and up to five years (Exhibit 1).
   2. Career administrators shall be summatively evaluated during Phase Three of the three-year Growth Cycle and will receive a Summative Overall Rating (SOR) at the End-of-Year Conference (EYC) which will be reported annually (Exhibit 2).
   3. Probationary administrators shall be evaluated annually using the Leadership Quality Rating (LQR) and will receive a Summative Overall Rating (SOR) at the End-of-Year Conference (EYC) which will be reported annually until career status is reinstated (Exhibit 2).
   4. A principal or supervisor may request to Human Resources that an administrator be returned to Phase Three at any time, for reasons including, but not limited to: concerns identified through observation, feedback, and student performance, etc. Notification of any change of phase will be provided to the administrator.
6. CLASS supports effective instructional leadership and professional growth of administrators through the following process (Exhibit 3):
   1. Orientation;
   2. Self-Assessment and Goals;
   3. Beginning-of-Year Conference;
   4. Leadership Quality Rating (LQR):
      1. Comprehensive School Improvement Plan (CSIP);
      2. Management Checklist
      3. Supervisor Knowledge/Observation;
      4. Lines of Evidence;
      5. Ethical Conduct Checklist; and
      6. Meeting Facilitation Checklist.
   5. Mid-Year Conference (MYC);
   6. Student Growth;
   7. Stakeholder Input;
   8. End-of-Year Conference (EYC); and
   9. Summative Overall Rating (SOR) for provisional (Year 1, 2, or 3), probationary, and career administrators in Phase Three (3).
7. CLASS Rating(s) Acknowledgement
   1. The CLASS Leadership Quality Rating (LQR) and Summative Overall Rating (SOR) shall be signed by the administrator and the evaluator. The administrator’s signature indicates receipt of the CLASS Leadership Quality Rating (LQR) or Summative Overall Rating (SOR) but does not necessarily signify agreement with its contents or rating.
   2. Copies of the CLASS Leadership Quality Rating (LQR) and Summative Overall Rating (SOR) shall be provided to the administrator and copies shall be retained in the administrator’s personnel file in the Department of Human Resources.
8. Right to Submit Written Response
   1. If the administrator does not agree with any portion of the evaluation, the administrator has the right to submit a written response expressing his/her views. This written response must be submitted to the evaluator and to the Director of Human Resources within fifteen (15) calendar days of the Mid-Year Conference (MYC) or End-of-Year Conference (EYC).
   2. A copy of the written response shall be retained with the Leadership Quality Rating (LQR) or Summative Overall Rating (SOR) in the administrator’s personnel file in the Department of Human Resources.
9. Right to Request Review of CLASS Summative Overall Rating
   1. An administrator has fifteen (15) calendar days following receipt of the Summative Overall Rating (SOR) to submit a written request for a review of the evaluation findings. The written request must be submitted to the Director of Human Resources.
   2. If a review is requested, the Superintendent’s designee shall appoint an independent reviewer to review the procedures and make recommendations regarding the employee’s evaluation. The review shall be in accordance with State Board of Education rules.   The independent reviewer shall not be an employee of the District.
10. The objective of CLASS is to support the development of effective administrators in the District. If an administrator, as identified through CLASS, has an unsatisfactory performance rating the following will apply:
    1. Provisional administrators whose CLASS Leadership Quality Rating (LQR) or Summative Overall Rating (SOR) is unsatisfactory shall be notified that continued employment with the District is in question. (Exhibit 1)
       1. Additional resources shall be identified to assist the administrator (e.g., Administrator Boot Camp, Administrative Mentor, or School Performance Director).
       2. Cycle One (1) is repeated.
    2. Career administrators whose CLASS Leadership Quality Rating (LQR) or Summative Overall Rating (SOR) is unsatisfactory shall be placed on probation and notified that continued employment with the District is in question (District Policy—400.40—Probation. (Exhibit 2)
       1. A Plan of Assistance will be provided.
       2. Cycle One (1) is repeated.
    3. The principal/supervisor then confers with the Supervisor’s Assistance Team (SAT) to determine the action to be taken:
       1. Remediation Completed – If the career administrator has demonstrated satisfactory progress, including completion of all goals, he/she is removed from probation and reinstated to career status with appropriate salary placement for the remainder of the contract year.
          1. Career administrators who have been placed on probation for unsatisfactory performance and are again unsatisfactory within a three-year period are subject to non-renewal or employment termination pursuant to District Policy—400.42—Termination of Administrative Personnel.
       2. Termination – Career administrators whose Leadership Quality Rating (LQR) or Summative Overall Rating (SOR) remains in the “Minimally Effective” or “Not Effective” range shall be subject to the provisions of District Policy—400.42—Termination of Administrative Personnel.
       3. Change in Assignment—At the discretion of the Superintendent, a change in assignment may occur at any time during this process.
11. CLASS Clarifications:
    1. Evaluation records are classified as “Private Records” and shall be managed according to the guidelines of District policy.
    2. Evaluation records are stored electronically on District secured servers and/or District personnel files maintained in the Human Resources Department.
    3. Performance compensation shall be administered in accordance with state law commencing the 2016-2017 school year.
       1. If, on their most recent evaluation, a licensed administrator receives a Leadership Quality Rating (LQR) or Summative Overall Rating (SOR) of “Not Effective,” he/she shall not receive the percentage of Base Contract identified for evaluation on the Administrative Salary Schedule, unless the licensed administrator is provisional or in the first year of a new assignment.   (District Policy—400.34—Provisional Administrative Employees.)