Evaluation of Administrative Staff - 6410P

The administrative organization plan of the district shall determine lines of responsibility for evaluation. By September 15 of each school year the Superintendent shall assign a supervisor to each administrator.  Each administrator shall be evaluated on the basis of:

1. The appropriate district established administrative job description;
2. Established evaluative criteria; and
3. Specific supervisor/administrator developed performance objectives.

The job description and the performance management process shall serve as the focus for a minimum of two conferences held during the school year. By October 15, the administrator shall have initiated a meeting with his/her supervisor to formulate and review the performance expectations to be pursued by the administrator and/or his/her administrative unit during the current year. Additional specific performance expectations may be developed jointly at the conference between the supervisor and the administrator. At the conclusion of this session or a subsequent ses­sion, the supervisor and administrator shall reach written concurrence regarding goals and expectations.

Throughout the year the supervisor and administrator will maintain informal dialogue regarding the established performance expectations.

By June 15 of each year, each supervisor shall meet in an annual evaluation conference to formally discuss the annual evaluation. Prior to this session, the supervisor shall have prepared a written report describing the degree to which each goal and performance expectation was accomplished.

Supervisors may schedule additional performance review meetings during the school year. These sessions may focus on selected areas and may serve to assist the administrator in achieving the year-end expectations.

One copy of the evaluation report shall be retained by the administrator, one copy by the supervisor, and one copy shall be placed in the administrator's personnel file by June 30.

If the administrator is dissatisfied with the complete evaluation report, he/she shall have the right to a conference involving his/her evaluator and the evaluator's supervisor to discuss the evaluation. The decision of the evalua­tor's supervisor shall determine the final content of the evaluation report. The administrator shall have the right to submit a written statement detailing any exceptions he/she may have to the final content of the evaluation report, which statement will be attached to the personnel file copy of the evaluation report.

Evaluation shall be in accordance with district policy and this administrative procedure and recorded on the district's Performance Management Process Form or the Principal Evaluation Form if the administrator is a principal or assistant principal.

Date:    1/27/04