Readopted: 7/10/02
Evaluation of the Superintendent
The superintendent’s job performance shall be formally evaluated once a year in December. The evaluation shall be based on the administrative job description, any applicable standards of performance, board policy, and progress in attaining any goals for the year established by the superintendent and/or the board.
As a result of the formal evaluation, additional criteria, goals, or job targets for the next year’s evaluation cycle may be identified. Any new goals and the mutually identified indicators of accomplishment shall be adopted at a public board meeting and a written copy of such criteria and/or goals shall be attached to the formal evaluation, and may be appended to the superintendent’s job description as a board regulation (CBA-AR). The board and superintendent may also hold a mid-year review, in June, to share perceptions regarding progress toward the goals and to assess the board’s own functioning.
The board’s discussion and conferences with and about the superintendent and his or her performance shall be in executive session, unless the superintendent requests an open session; however, such an executive session shall not include directives about or a general evaluation of any district goal, objective, or operation. Results of the evaluation shall be written, signed by the board chair and superintendent, and placed in the superintendent’s personnel file.
If the superintendent’s performance is deemed to be unsatisfactory, the superintendent shall be notified in writing of specific areas to be remedied and shall be given an opportunity to correct these problems. If performance continues to be unsatisfactory, the board may either dismiss the superintendent or non-renew his or her contract pursuant to board policy, the employment contract with the superintendent, state law, and rules.
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