EVALUATION OF ADMINISTRATORS
The primary purposes of administrator evaluation are as outlined below:
· Promote effective management and encourage improved performance
· Communicate Board, Superintendent and supervisor expectations
· Facilitate the process of planning to meet future needs
· Recognize positive contributions
· Foster the exchange of ideas, information, and feedback
The evaluation will focus on the degree to which goals and objectives have been attained and the extent to which the responsibilities outlined in the applicable job description have been properly discharged.
Administrators are defined as members of the management team and/or classified management team.
II. EVALUATION PROCESS
In the fall of each year, each administrator will set goals at a meeting with his or her immediate supervisor. The goals will be agreed to by both parties and will be used in conjunction with both the evaluation process and any possible incentive pay (if applicable according to contracts).
At least one additional time during the year, each administrator will meet with his or her immediate supervisor to examine and review progress toward meeting agreed upon goals.
In May or June of each year, each administrator will be formally evaluated by his or her immediate supervisor, as indicated in the applicable job description.
A. In preparation for the final evaluation conference, the administrator being evaluated will prepare a written report that includes a self-evaluation of progress toward meeting goals and objectives, general reflections of the year just completed, and a tentative list of goals and objectives for the following year.
B. The supervisor will meet with the administrator being evaluated. The conference will include the following components:
· Review progress toward meeting district, individual and department or building goals and objectives
· Review overall performance in relation to assigned responsibilities, including as necessary a review and/or revision of the applicable job description
· Discuss individual and building or department goals for the coming year in relation to the Board-approved strategic plan and district goals.
C. Following the conference, the supervisor will complete a written performance evaluation. The original of the evaluation will be provided to the administrator being evaluated and a copy placed in
his or her personnel file. The contents of the report are confidential and will not be released except as provided by law.
III. INCENTIVE PAY
The Superintendent of Schools shall, at the Superintendent’s sole discretion, be authorized to award an amount of dollars aligned to the specific details designated in the management team and classified management team contracts.
In determining an appropriate amount of incentive pay to be awarded, the Superintendent shall consider criteria outlined in Administrative Guidelines 304.1.
ADOPTED BY THE BOARD OF EDUCATION: October 6, 1986
REVISED BY THE BOARD OF EDUCATION: February 1, 1999; October 6, 2003; June 18, 2007; March 24, 2008; March 5, 2012; January 3, 2017
Cross Reference: MANAGEMENT TEAM HANDBOOK
RICHFIELD PUBLIC SCHOOLS
EVALUATION OF ADMINISTRATORS:
Management Team and CLASSIFIED MANAGEMENT TEAM Incentive PlanS
As provided in the Management Team and Classified Management Team Handbooks and Board Policy 304, Evaluation of Administrators, all Management Team and Classified Management Team members will be eligible for performance incentive pay based on the attainment of pre-determined performance objectives and established criteria, described these administrative guidelines.
I. INCENTIVE PAYMENT AMOUNT AND RESPONSIBILITY FOR DETERMINATION
A. The Superintendent of Schools shall, at the Superintendent’s sole discretion, be authorized to award an amount of dollars aligned to the specific details designated in the management team and classified management team contracts.
B. In cases where the Superintendent does not provide direct supervision, the Superintendent will consult with the immediate supervisor regarding the team member’s performance.
II. CRITERIA FOR CONSIDERATION
In determining an appropriate amount of incentive pay to be awarded, the Superintendent shall consider the following criteria:
A. Student Achievement: Achievement of the building or district goals related to student achievement. Building administrators will be evaluated based on their individual school goal. District administrators will be evaluated based on the overall district achievement of student goals. The identified goal will be established as part of an annual school improvement plan and will include one or more standardized assessments (e.g. NWEA, MCA, DRA) or other measures to be approved by the Superintendent.
B. District/Building/Department Goals: Successful implementation of identified actions related to annual School Improvement Plans or District Goals. Emphasis will be on areas in which the Management Team member has direct impact or responsibility for leadership in implementing the specific actions.
C. Individual Performance Goals and Measures of Success: Successful progress demonstrated toward the Management Team member’s Professional Development Plan including both actions and outcomes. Where appropriate the plan should be aligned with goals identified through a competency feedback system or as otherwise determined in consultation with the Superintendent as part of the annual conference.
Unanticipated Challenges/Response to Circumstances: Additional consideration by the Superintendent shall be given to the Management Team member’s response to unique or unanticipated challenges during the year.
Dated: June 18, 2007
Revised: March 24, 2008, January 3, 2017
Reviewed: March 5, 2012