2400 - Evaluation of the Superintendent

Policy 2400

Administration

Evaluation of the Superintendent


The goals of the annual evaluation of the Superintendent of Schools shall be to:
•    Promote professional excellence and improve the skills of the chief school administrator.
•    Improve the quality of the education received by the pupils served within the public schools.
•    Provide a basis for the review of the performance of the chief school administrator.

Evaluation Procedures – Superintendent

A.    Procedures shall be developed by the Board of Education after consultation with the Superintendent and shall include, but not be limited to:
  1. A determination of roles and responsibilities for the implementation of policy and procedures.
  2. Development of a job description and evaluation criteria based upon the district’s local goals, program objectives, policies, instructional priorities, State goals, statutory requirements, and the functions, duties, and responsibilities of the Superintendent.
  3. Specification of methods of data collection and reporting appropriate to the job description.
  4. Provision for the preparation of an individual plan for professional growth and development based in part upon any needs identified in the evaluation, which shall be mutually developed by the Board of Education and the Superintendent.
  5. Preparation  of  an  annual  written  performance  report  by  a  majority  of  the  full membership of the Board of Education and an annual summary conference between the Board of Education, with a majority of the total membership present, and the Superintendent.
The Board of Education, at its discretion, may hire a consultant to assist or advise in the evaluation process.

B.    Distribution and Amendments to Procedures

These procedures shall be distributed to the Superintendent upon adoption.  Revisions to the procedures shall be distributed within ten (10) working days after adoption.

C.    Self-Evaluation

The Superintendent shall present to the Board of Education a self-evaluation on or about May 15 pertaining to specific job targets mutually adopted by the Board and the Superintendent and his/her own perception of the extent of accomplishment of each of the skills of the job, including from among the following.
  1. Curriculum  and  Instruction  Skills,  including  achieving  the  district’s  instructional priorities and program objectives.
  2. Professional  Skills,  including  achieving  and/or  implementing  the  district’s  goals, policies, State goals, and statutory requirements.
  3. Administrative Leadership Skills
  4. Board Relationship Skills
  5. Staff Relationship Skills
  6. Communication Skills, including parent-community relations
  7. In-Service Growth Skills
  8. Business Practices
  9. Long-Range Planning
D.    Annual Summary Conference

Prior to June 30 of each year, the Board shall hold an annual summary conference to review   with   the   Superintendent   his/her   job   performance   as   required   by   both administrative code and Board policy.

The annual summary conference between the Board of Education, with a majority of the total membership of the Board present, and the chief school administrator shall be held before the written performance report is filed.  The conference shall be held in private, unless the Superintendent requests that it be held in public.  The conference shall include, but not be limited to:
  1. Review of the performance of the Superintendent based upon the job description.
  2. Review  of  the  Superintendent’s  progress  in  achieving  and/or  implementing  the district’s goals, program objectives, policies, instructional priorities, State goals, and statutory requirements.
  3. A composite report of the Board’s perception of the extent of accomplishment of job targets
E.    Annual Written Performance Report

The annual written performance report shall be prepared on or before July 30 by a majority of the total membership of the Board of Education and shall include, but not be limited to:
  1. Performance areas of strength.
  2. Performance  areas  needing  improvement  based  upon  the  job  description  and evaluation criteria set forth in subsection A2 of this section.
  3. Recommendation for professional growth development.
  4. Provision for performance data that have not been included in the report prepared by the Board of Education to be entered into the record by the Superintendent with ten (10) working days after the completion of the report.

Legal Reference:    Connecticut General Statutes
10-157 Superintendents. Relationship to local or regional board of education; written contract for employment; evaluation of Superintendent by board of education

Policy adopted: April 21, 2015  
 NEWTOWN PUBLIC SCHOOLS, Newtown, Connecticut
 
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