EVALUATION OF THE SUPERINTENDENT
FILE: CBG
Critical
The Board of Education will annually evaluate the performance of the superintendent according to written standards set by the Board in consultation with the superintendent. This formal evaluation will take place prior to any action to renew or extend the superintendent's contract.
The Board may evaluate the superintendent at any other time throughout the year, in addition to the annual formal evaluation. Additional evaluations may be formal or informal.
Evaluation Objectives
The purpose of the evaluation is to improve administrative leadership as follows:
·
Clarify the
superintendent's administrative leadership role.
·
Maintain a harmonious
working relationship between the superintendent and the Board.
·
Establish accountability
for the school system.
·
Ensure that Board
policies are being administered effectively.
·
Provide direction and
performance expectations for the upcoming year.
Formal
Evaluation Preparation
·
During July or August,
the Board and superintendent will meet to establish goals for the upcoming year
and re-evaluate or confirm performance expectations created after the last
evaluation, if applicable.
·
At least once a year,
each Board member will complete an individual rating instrument, providing
input for each performance area and written comments when needed or desired.
·
The Board president will
collect from each Board member his or her completed instrument, compile the
results and provide a formal summative evaluation for each area.
·
The Board will meet and
discuss the formal evaluation, finalize the evaluation for presentation to the
superintendent and discuss preliminary expectations for the upcoming year.
·
The Board president will
give the formal evaluation to the superintendent at least three (3) business
days prior to the formal evaluation meeting to provide the superintendent with
adequate time to review the evaluation.
The superintendent may respond in writing if he or she disagrees with
any portion of the evaluation.
Evaluation
Meeting
·
The Board and the
superintendent will meet in closed session to discuss the formal evaluation.
·
Shortly after the
superintendent's evaluation, the Board, in consultation with the
superintendent, will cooperatively establish performance expectations for the
upcoming year in line with the district's goals and the superintendent's job
description and evaluation. These
expectations will become a part of the Board's evaluation of the superintendent
the following year.
Superintendent's Personnel File
The formal evaluation and any written responses by the superintendent will be maintained in the superintendent's permanent file in accordance with the state retention manual applicable to schools.
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Note: The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or forms for related information. |
Revised:
Legal Refs: §§ 168.201,.410, RSMo.
Seneca R-VII School District, Seneca, Missouri
© 2003, Missouri School Boards'
Association, Registered in U.S. Copyright Office
For
Office Use Only: CBG-C.1B (8/03)