Evaluation of the Superintendent
NEPN/NSBA Code: CBI
The School Committee shall annually evaluate the performance of the Superintendent as a regular and scheduled activity. The primary purposes of the evaluation are to continually improve administrative leadership, to strengthen the working relationship of the School Committee and the Superintendent, and to assist the School Committee in reviewing issues associated with the Superintendent’s employment.
I. Specific Guidelines
A. The Superintendent, when practical, should be involved in developing the evaluation form and standards.
B. The evaluation(s) should be at a regularly scheduled time and place.
C. The evaluation should include a discussion of strengths and areas for improvement, and shall be confidential.
D. Both parties should prepare for the annual evaluation as follows:
1. The Superintendent shall conduct a rigorous written self-evaluation.
2. The School Committee shall submit individual written assessments to the Chair.
3. The School Committee should gather information from sources outside the Committee.
E. Every third year the School Committee shall, conduct a more comprehensive review to assist in the collection, organization, analysis, and presentation of information. This process shall be designed with the intent of gathering information from various sources
F. It is anticipated that the first evaluation of a new Superintendent shall consist of the more comprehensive process described in section I.E.
G. Every year, the School Committee shall meet in executive session to review the Superintendent’s written self- evaluation and all materials gathered related to the Superintendent’s performance. The Superintendent may be invited to, or excluded from, this session at the School Committee’s discretion.
H. Every year, the School Committee shall meet with the Superintendent in executive session to discuss the evaluation. The School Committee’s evaluation should be supported by specific examples of the Superintendent’s performance and conduct and shall represent the perspective of the majority of the School Committee. The Superintendent shall be given the opportunity to provide feedback to the School Committee regarding all issues relevant to his/her job responsibilities and performance, including his/her perceptions of the working relationship between the Superintendent and the School Committee.
I. Every year, the School Committee shall 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 School Committee’s discretion.
J. Every year, the School Committee shall meet with the Superintendent in executive session to discuss compensation, benefits, extension of contract and other matters relevant to the Superintendent’s employment.
K. The meetings described in these guidelines may be combined at the School Committee’s discretion.
L. Following the completed evaluation process, the School Committee Chair or his/her designee shall provide the Superintendent with a written summary of the key elements of the evaluation review.
M. Using the Superintendent’s evaluation for the year and the priorities established by the School Committee, the School Committee and the Superintendent shall establish mutually agreed upon and clearly understood performance goals for the ensuing year prior to September 15th each year. The School Committee and Superintendent shall review these goals at midyear. Progress toward these goals will be included as part of the next School Committee evaluation of the Superintendent.
N. The Superintendent must be present for any discussion that may lead to or result in allegations, charges or investigation of misconduct.
Adopted: June 8, 1992
Revised: January 9, 2014, April 25, 2019