5605 - Superintendent Evaluation

Purpose: 

The purpose of this policy is to set forth standards and define the process for the evaluation of the performance of the Superintendent.  The most important and fundamental responsibility of the Board is the employment of the Superintendent.  As the governance team, the Board and Superintendent hold themselves accountable for the continuous improvement of DPS.  The Board will ensure that the Superintendent effectively manages the school district through successful implementation of DPS’ goals, objectives, and policies.  The Board commits to an ongoing process of assessing the Superintendent’s performance throughout the year. The annual process will include a formal, summative, written evaluation of the Superintendent.

Objectives:

1. The Board shall strive to accomplish the following objectives in conducting the Superintendent’s written evaluation:
2. Ensure administrative leadership for excellence in the District.
3. Develop and sustain a productive working relationship between the Board and the Superintendent through honest and constructive communication regarding goals and performance.
4. Clarify and align the expectations of the Board and Superintendent with the District’s Core Beliefs and Commitments and Theory of Action. 
5. Clarify the Superintendent’s role according to the Superintendent’s job description and contract, as well as the District’s goals and objectives.
6. Calibrate the Superintendent’s salary increase and amount of bonus, if any.
7. Determine strengths, weaknesses, and professional development needs of the Superintendent.
8. Communicate to the community the process for the Superintendent’s evaluation, current performance objectives, and priorities.

Evaluation Instrument

The Superintendent’s evaluation instrument, approved by the Board, will utilize the performance standards for the key responsibilities of Superintendents, based on those set forth by the American Association of School Administrators and the National School Board Association.  The instrument will also reflect the Board and Superintendent’s goals for the school district by incorporating into the document performance standards and specific indicators for these standards, aligned with the DPS Data Dashboard.  The Board and Superintendent will establish performance goals or targets for the Superintendent as part of the evaluation process for the subsequent year, based in part on the established baseline criteria, data and district goals.

Timing and Process

• No later than October 1 of each year, the Board will formally adopt district goals at a regular monthly meeting of the Board.
• Within 45 days after receipt of the DPS accountability data and scores, using the Superintendent Evaluation Instrument, the Board shall annually conduct the formal, written summative performance evaluation of the Superintendent. 
• At least fourteen days prior to the Board’s formal evaluation, the Superintendent will submit to the Board materials which shall address the goals and objectives of the evaluation instrument.
• Each Board member will then complete the Superintendent Evaluation Instrument and submit the document to the Board Attorney, who will compile the scores and comments from the individual evaluations to create a master evaluation document.
• The Board will meet with the Superintendent in closed session to deliver and discuss the completed evaluation. This evaluation process shall include full, fair, and frank exchange between the Superintendent and the Board, as well as adequate opportunity for the Superintendent to respond to comments of individual members of the Board.

Policy Review

This policy shall be reviewed as needed.

Legal Reference:  G.S. 115C-272
Adopted Effective: July 28, 1993
Revised Effective:  July 1, 1999
Revised Effective:  August 27, 2009