Statement of Purpose
The Board is required by law to annually evaluate the Superintendent using a state-approved evaluation tool. In addition, the Board seeks to establish parameters which will assist in determining the Superintendent’s compensation and length of employment.
The Superintendent and the Board will work collaboratively to determine the agreed upon goals, outcomes, and measures.
If the Superintendent is rated highly effective on three consecutive annual year-end evaluations, they will be formally evaluated biennially instead of annually. On non-evaluation years, the Superintendent will still be responsible for providing the Board with year-end results of their Ends Policies.
Timeline
The Superintendent’s evaluation will be based on their performance from January to December of each year. The Vice President and Superintendent will consider the following timeline:
- January/February – The Board and Superintendent will develop goals for the performance of the District. These goals will be consistent with and contribute to the success of the Board’s Ends Policies.
- March/April – The Board Vice President and Superintendent will establish indicators of success to be utilized in the measurement portion of the evaluation.
- March/April – The indicators of success will be presented to the Board and Superintendent for final approval.
- May/June – The Board and Superintendent will hold an informal session to review progress on the goals.
- June/July – The Board and Superintendent hold a work session to review progress. If there are new Board members in a given year, the work session will also involve review of the evaluation process, goals, indicators of success, and the chosen evaluation tool.
- November/December – The Board formally evaluates the Superintendent prior to the winter break in December.
