CBI

                                                                                                                                                                                    POLICY:  CBI

EFFECTIVE DATE:  02/7/24   

   REVIEWED BY POLICY COMMITTEE: 12/13/23 

SUPERVISION AND EVALUATION OF THE SUPERINTENDENT

The RSU #74 School Board employs and evaluates one person—the Superintendent—holding that person accountable for the school unit’s performance and compliance with applicable laws, regulations, and Board policy.

Having hired the Superintendent as its chief executive officer, the Board delegates to him/her the authority to operate the schools, implement board policy, and provide leadership to staff. This delegation of authority empowers the Superintendent to pursue the mission, visions, and goals set by the Board.

The RSU #74 School Board, in its oversight role, is responsible for ensuring that a plan is in place for effective transition for an incoming Superintendent, supporting the Superintendent’s continued success, and monitoring the Superintendent’s performance to ensure that the school unit is progressing toward its goals. The evaluation process culminates in the annual performance evaluation.

The RSU #74 School Board believes that a successful employment relationship—and ultimately, the success of the school unit—depends on mutual respect and a clear understanding of the roles, responsibilities, and expectations of both the Superintendent and the Board. The Board sees evaluation as an opportunity to facilitate communication, enhance the Board-Superintendent relationship, and improve the performance of the school unit.

Evaluation of the Superintendent begins with the process of defining how success in the position will be demonstrated. Based on the Superintendent’s job description, professional standards for the position, and knowledge of the school unit, the Superintendent in consultation with the Board will identify annual goals to lead and enhance the work of the school unit.

ANNUAL EVALUATION

Annually, the Board will evaluate the performance of the Superintendent as a regular and scheduled activity. The primary purpose of the evaluation will be to continually improve

administrative leadership, to strengthen the working relationship of the Board and Superintendent governance team, and to assist the Board in reviewing issues associated with the Superintendent’ employment.

The following guidelines apply to the annual evaluation:

         A. The Superintendent should be involved in developing the evaluation form and standards or reviewing the existing evaluation form and standards.

         B.  The Superintendent should prepare for the evaluation by conducting a self-evaluation based on the job description, mutually agreed to and previously developed goals, and knowledge of the district. This self-evaluation is to be prepared prior to individual Board members completing their superintendent evaluation documents.

         C.  The Board should prepare for the evaluation as follows at the end of the school year:

        1. Board members will submit assessments to the Chair, using the evaluation form and standards. Board members will have access to the Superintendent’s self-evaluation prior to completing their individual evaluation forms.

2. The Chair may seek individual assessment information from other sources within the district, such as     but not limited to Central Office Administrators and Directors, Building Administrators, and Teacher       Leadership.

          3. The Chair will be responsible to develop a summary evaluation from members’ written opinions.

          4. The Board will meet in executive session to review the summary of evaluation and materials related   to the Superintendent’s performance as prepared by the Chair. The Superintendent may be invited to, or   excluded from, this session at the Board’s discretion.

          5. Adjustments, if any, to the summary evaluation will be made before a final copy is shared with the   Superintendent. The importance of the Board speaking with one voice in the summary evaluation     cannot be over-emphasized.                

         D.  The Board will meet with the Superintendent in executive session to review the evaluation:

           1. The Board as a whole will meet with the Superintendent to discuss the evaluation, which should   include the summary of individual Board members’ written assessments, and other assessment     information, as agreed upon by the Superintendent and the Board.

           2. The evaluation should include a discussion of strengths as well as areas identified for improvement.

           3. As no form or set of guidelines can encompass the totality of the Superintendent’s responsibilities,   the evaluation discussion may include items not described in the evaluation form.

           4. The Board’s evaluation should be supported by specific examples of the Superintendent’s       conduct/performance, and should represent the perspective of the majority of the Board.

           5. The Superintendent shall be given the opportunity to provide feedback to the Board regarding their   perceptions of the working relationship between the Superintendent and the Board and other issues the   Superintendent identifies as relevant to their job responsibilities and performance.

           6. Adjustments, if any to the summary evaluation will be made before a final copy is shared with the   Superintendent. The importance of the Board speaking with one voice in the summary evaluation   cannot be over-emphasized.

         E. The Board will meet in executive session to discuss issues such as compensation, benefits, and extension of contract that are directly related to the Superintendent’s evaluation and employment. The Superintendent may be invited to, or excluded from, this session at the Board’s discretion. 

         F. The Board will meet with the Superintendent in executive session to discuss compensation, benefits, extension of contract and other matters relevant to the Superintendent’s employment.

         G. Following the completed evaluation process, the Board Chair shall provide the Superintendent with a written summary of the key elements of the evaluation review.

Performance Objectives

Using the Superintendent’s evaluation(s) for the year and the priorities established

by the Board, the Board and the Superintendent will establish mutually agreed

upon and clearly understood performance goals for the ensuing year at the next monthly meeting.  Progress toward these goals will be included as part of the next Board evaluation of the Superintendent.