302.05 Superintendent Evaluation*

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'e 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 evaluation will include an assessment of the Superintendent’s competence in meeting the Iowa Standards for School Administrators and goals of the Superintendent’s individual professional development plan and job targets. Iowa Standards for School Administrators specify that administrators, including the Superintendent, are expected to perform as educational leaders who promote the success of all students by engaging in the following conduct:

• 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.
• 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 resouces 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 basded upon the following principles:

• The evaluation criteria will be in writing, clearly stated and mutually agreed upon by the Baord and Superintendent. The criteria will be related to the job description, the Iowa Standards for School Leaders, the school district's goals, and the goals of the adminstrator's individual professional development plan.
• At a minimum, the evaluation process will be conducted annually at a time agreed upon.
• 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 entrie Baord.
• 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.
• 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 criticism and concerns to the Superintendent in the closed session.  The Board Secretary will develop a written summary of the individual evaluations, including both the strengths and the weaknesses of the Superintendent, and place it is the Superintendent's personnel file to be incoprorated into the next cycle of evaluations.

The evaluation instrument will be in writing, signed by both the Superintendent and the Board President, and filed in the Superintendent’s personnel file. 

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