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SECTION C: GENERAL DIVISION/SCHOOL ADMINISTRATION

File CDD-R

 

 

EVALUATION OF THE SUPERINTENDENT(S)

 

Preamble

 

A fundamental responsibility of the School Board is the management of the human and financial resources of the education system. Performance evaluation is an important part of this responsibility. The ultimate intent of the evaluation process is the improvement of learning opportunities for the children through effective management of schools. The Superintendent(s) evaluation process is intended to be a positive occurrence designed to enhance the performance and effectiveness of the individuals involved and the system they serve. It should be only one part of a process of ongoing, two way communication in an atmosphere of mutual respect and trust. This regulation applies to both the Superintendent and the Assistant Superintendent.

 

Purpose

 

  1. To provide an opportunity for the Board and the Superintendent(s) to communicate and develop a mutual understanding of expectations and responsibilities.

    2.  

  2. To ensure that essential management functions, as set out in the job description, are performed effectively.

    3.  

  3. To provide an opportunity for the Board and the Superintendent(s) to establish divisional priorities and objectives.

    4.  

  4. To provide an opportunity for professional growth through a developmental approach to the appraisal of the Superintendent(s).

    5.  

  5. To provide a basis for salary adjustments and decisions on continued employment, pay increases, and contract renewal.

 

Duties

 

The duties of the Superintendent(s) are as outlined in policies CC and CD.

 

Frequency

 

Evaluation should be a continuous process, resulting in the formation of mutual understanding and trust between the Board and the Superintendent(s). The establishment of formal guidelines enhances this process and results in a valuable exchange of views and improved communications. A formal evaluation will take place annually.
  1. PROCESS - EVALUATION OF THE SUPERINTENDENT

 

A pre-evaluation conference will be held between the Administration, Personnel, and Public Relations Committee and the Superintendent to review the purposes, the process, and the instrument(s) to be used in the evaluation.

 

Step 1

Members of the Committee may be asked to complete Observation Form CDE-E1, and/or CDE-E2. Other Administration personnel and Division Office staff may be invited to participate. A written preliminary report will then be prepared.

 

Step 2

This step will be a discussion between the Administration, Personnel, and Public Relations Committee, the Chair of the Board and the Superintendent based on the preliminary report. At this time, ample opportunity should exist for an open, two-way discussion on the items identified within the preliminary report.

bulletThe main purpose will be to allow for an open two-way dialogue that provides both the Chair, the Committee and the Superintendent with a mechanism for analyzing the effectiveness of management and leadership practices, and to allow for an opportunity to plan for the future.
bulletThe end result may identify specific objectives calling for action by the Superintendent.

 

Step 3

The resulting written evaluation report will be shared with the Superintendent at an Administration, Personnel, and Public Relations Committee meeting. The report will be signed and dated by the Chair of the Board, the Chair of the Committee and the Superintendent. One copy of the report will be given to the Superintendent and one copy will be placed in his/her file at the Division Office.

 

Step 4

The Administration, Personnel, and Public Relations Committee will present the written evaluation report to the Board as a whole. The Superintendent may be invited to attend.

 

Appeal Procedure

 

  1. If, at any time during the evaluation process, the Superintendent finds the process, the criteria, and/or the written evaluation report unsatisfactory, he/she should so inform the Chair of the Board in writing.

    2.  

  2. If the concern cannot be resolved within (3) working days, the Chair shall so notify the Superintendent and refer the matter to the Board of Trustees within (2) additional working days. This matter will then be dealt with at the next Board meeting, at which time the Superintendent will have the right to appear before the Board of Trustees.

 
  1. PROCESS - EVALUATION OF THE ASSISTANT SUPERINTENDENT

 

A pre-evaluation conference will be held between the Superintendent and the Assistant Superintendent to review the purposes, the process, and the instrument(s) to be used in the evaluation.

 

Step 1

The Superintendent may complete Observation Form CDE-E2. Other Administration personnel and Division Office staff may be invited to participate. A written preliminary report will then be prepared.

 

Step 2

This step will be a discussion between the Superintendent and the Assistant Superintendent based on the preliminary report prepared by the Superintendent. At this time, ample opportunity should exist for an open, two-way discussion on the items identified within the preliminary report.

bulletThe main purpose will be to allow for an open two-way dialogue that provides both the Superintendent and Assistant Superintendent with a mechanism for analyzing the effectiveness of management and leadership practices, and to allow for an opportunity to plan for the future.
bulletThe end result may identify specific objectives calling for action by the Assistant Superintendent.

 

Step 3

The resulting written evaluation report will be shared with the Assistant Superintendent. The report will be signed and dated by both the Superintendent and the Assistant Superintendent. One copy of the report will be given to the Assistant Superintendent, and one copy will be placed in his/her file at the Division Office.

 

Step 4

The Superintendent will present the written evaluation report to the Board as a whole. The Assistant Superintendent may be invited to attend.

 

Appeal Procedure

 

  1. If, at any time during the evaluation process, the Assistant Superintendent finds the process, the criteria, and/or written evaluation report unsatisfactory, he/she should so inform the Chair of the Board in writing.

    2.  

  2. If the concern cannot be resolved within (3) working days, the Chair shall so notify the Assistant Superintendent and refer the matter to the Board of Trustees within (2) additional working days. This matter will then be dealt with at the next Board meeting, at which time the Assistant Superintendent will have the right to appear before the Board of Trustees.

 

 

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