307 - Superintendent Evaluation

ADMINISTRATION

 

Series 300

 

Policy Title: Superintendent Evaluation Code No.: 307

 

The board will conduct an ongoing evaluation of the superintendent's skills, abilities, and competence. At a minimum, the board will formally evaluate the superintendent on an annual basis. The goal of the superintendent's formal evaluation is to ensure the education program for the students is carried out, promote growth in effective administrative leadership, clarify the superintendent's role, clarify the immediate priorities of the board, and develop a working relationship between the board and the superintendent.  This policy supports and does not preclude the ongoing, informal evaluation of the superintendent's skills, abilities and competence.

 

The superintendent will be an educational leader who promotes the success of all students by:

 

  • Facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community.

 

  • Advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development.

 

  • Ensuring management of the organization, operations and resources for a safe, efficient and effective learning environment.

 

  • Collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources.

 

  • Acting with integrity, fairness and in an ethical manner.

 

  • Understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context.

 

  • Mission, Vision and Core Values:  Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well being of each student.
  • Ethics and Professional Norms:  Act ethically and according to professional norms to promote each student's academic success and well-being.
  • Equity and Cultural Responsiveness:  Strive for equity of educational opportunity and culturally responsive practices to promote each student's academic success and well- being.
  • Curriculum, Instruction and Assessment:  Develop and support intellectually rigorous and coherent systems of curriculum, instruction and assessment to promote each student's academic success and well-being.
  • Community Care and Support for Students:  Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.

 

 

 

 

 

  • Professional Capacity of School Personnel:  Develop the professional capacity and practice of school personnel to promote each student's academic success and well being.
  • Professional Community for Teachers and Staff:  Foster a professional community of teachers and professional staff to promote each student's academic success and well being.
  • Meaningful Engagement of Families and Community:  Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student's academic success and well-being.
  • Operations and Management:  Manage school operations and resources to promote each student's academic success and well-being.
  • School Improvement:  Act as an agent of continuous improvement to promote each student's academic success and well-being.

 

The formal evaluation will be based upon the following principles:

 

  • The evaluation criteria will be in writing, clearly stated and mutually agreed upon by the board and the superintendent. The criteria will be related to the job description, the Iowa Standards for School Leaders, and the school district's goals, and the goals of the administrator's individual professional development plan;

 

  • At a minimum, the evaluation process will be conducted annually at an agreed upon time. Each board member will have an opportunity to individually evaluate the superintendent, and these individual evaluations will be compiled into an overall evaluation from the entire   board;

 

  • The superintendent will conduct a self-evaluation prior to discussing the board's evaluation, and the board as a whole will discuss its evaluation with the superintendent;

 

  • The board may discuss its evaluation of the superintendent in closed session upon a request from the superintendent and if the board determines its discussion in open session will needlessly and irreparably injure the superintendent's reputation; and,

 

  • The individual evaluation by each board member, if individual board members so desire, will not be reviewed by the superintendent. Board members are encouraged, however, to communicate their criticisms and concerns to the superintendent in the closed session. The board president will develop a written summary of the individual evaluations, including both the strengths and the weaknesses of the superintendent, and place it in the superintendent's personnel file to be incorporated into the next cycle of evaluations.

This policy supports and does not preclude the ongoing, informal evaluation of the superintendent's skills, abilities and competence.

 

Date of Approval/Revision:

July 2009

July 2012

July 2015

October 2018

September 2021

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ADMINISTRATION

Series 300 Policy Title: Evaluation - Superintendent

Code No.: 307R1

 

Evaluation of the superintendent shall be completed by the board by the fifteenth day of May and submitted in writing to the superintendent on or before the twentieth of the month. If any board member believes there is a possibility that the superintendent may not be issued a contract for the ensuing year, that board member shall notify the board president by March 1, and the above evaluation procedure shall be completed by the thirty-first day of March.

 

At the time of submission of the evaluation the board shall arrange a second appointment to allow for a discussion of the evaluation report.

 

The board shall notify the superintendent as to its intentions regarding another contract no later than the thirty-first day of March.

 

When a formal contract offer is made, the superintendent shall notify the board within twenty-one (21) days as to his/her acceptance or rejection of the offer.

 

Subsequent annual evaluations shall be kept confidential between the board and superintendent.

 

If undesirable conditions develop, the board shall arrange for a private conference with the superintendent at the earliest possible moment to attempt to correct the problem. If the conditions cannot be corrected, removal from office will be undertaken in the manner prescribed by law.

 

The president of the board shall be responsible for initiating the above procedures.

 

Date of Adoption/Review/Revision:

July 1979

August 12, 1985

August 14, 1989

August 1994

August 1997

August 2000

July 2003

July 2006

July 2009

July 2012

July 2015

October 2018

September 2021