CDE-P0 - Evaluation of the Superintendent(s)
Section C: General Division Administration
The evaluation of the Superintendent(s) shall be carried out by the Board and/or its committee. The evaluations will be based on established guidelines which are known to both the Superintendent(s) and the Board. (See CDE-P1)
The Superintendent(s) shall be evaluated at least once every two years. The evaluation shall take place by June 15th.
Two different observation forms may be used. Observation form CDE-E1, addresses the following areas:
Board relations and responsibilities.
Fiscal and facilities management.
Superintendent/staff relationships.
Educational leadership.
Personal and professional attributes.
Communications and professional relations.
Observation form CDE-E2, addresses the following areas:
Personal responsibilities.
Administrative and professional responsibilities.
Community responsibilities.
Instructional supervision.
Physical traits.
Emotional traits.
Staff relationships.
The management of the human and financial resources of the education system are fundamental responsibilities of the School Board. 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 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 procedure applies to both the Superintendent and the Assistant Superintendent.
Purpose
To provide an opportunity for Board and the Superintendent to communicate and develop a mutual understanding of expectations and responsibilities.
To ensure that essential management functions, as set out in the job description, are performed effectively.
To provide an opportunity for the Board and the Superintendent to establish divisional priorities and objectives.
To provide an opportunity for professional growth through a developmental approach to the appraisal of the Superintendent.
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 CDA.
Frequency
Evaluation should be a continuous process, resulting in the formation of mutual understanding and trust between the Board and the Superintendent. The establishment of formal procedures enhance this process and result in a valuable exchange of views and improved communications. A formal evaluation will take place every two years (See Exhibits CDE-E1, CDE-E2).