The Board of Education recognizes that student growth, district progress, and community satisfaction are all affected by the performance of the Superintendent of Schools. The Superintendent cannot function effectively without periodic feedback about his/her performance. Therefore the Board recognizes its responsibility to evaluate the Superintendent.
The Board recognizes the value of providing feedback to the Superintendent for purposes of professional development and performance review.
The Superintendent is expected to carry out basic responsibilities as delineated in the job description approved by the Board and as measured by a Superintendent Evaluation Rubric. Additionally, the Superintendent will annually develop and recommend goals to the Board, plan and implement objectives to achieve goals, and monitor and evaluate progress on goals. The Board may set additional objectives established at intervals agreed upon with the Superintendent.
The Superintendent will consider evaluation results from the previous year and other relevant information, such as input from various staff, individuals and groups to recommend annual goals to the Board.
The Board will establish performance criteria in consultation with the Superintendent, and a Superintendent Evaluation Rubric, including annual goals, will be developed for use in the following school year.
Board prioritizes and accepts the Superintendent's goals.
At least one week before the last Board meeting in January, the Superintendent will provide the Board with a written summary of his/her performance that is based upon the Superintendent Evaluation Rubric and addresses performance since the prior year’s evaluation. This input should include, but not be limited to, a summary of progress, problems confronted, future plans, and an indication of Board help needed, if any; any necessary backup attachments can also be submitted at this time.
After reviewing performance of the superintendent with respect to the Superintendent’s Evaluation Rubric, the Board will discuss areas of concern with the superintendent.
March
The Superintendent shall provide a self-reflection that addresses his or her performance in each area of the Superintendent Evaluation Rubric, as well as the state of the school year goals. The Superintendent may submit any information he/she considers to be relevant to his/her annual evaluation. The information shall be provided to each Board member no later than the first week of March.
The Board shall devote at least a portion of one meeting to discuss the evaluation of the Superintendent’s performance. However, if this meeting does not occur in March, nothing precludes the Board from meeting at a subsequent, reasonably proximate time.
Prior to such meeting, each Board member will be provided with a copy of the Superintendent Evaluation Rubric and the Superintendent’s annual goals. The Board as a whole, without the Superintendent, shall meet in executive session to discuss the Superintendent’s performance and commit the evaluation to writing. For each area of the Superintendent’s Evaluation Rubric, the rating of the Superintendent shall be the highest for which there is the support of the majority of the Board. Each rating shall be accompanied by an explanation with specific examples, as appropriate.
April
The Board President shall privately share the evaluation document with the Superintendent and provide him/her with a copy of it no later than April 30, except upon mutual consent. Such evaluation document, signed by an officer of the Board, shall be presented to the Superintendent at least ten (10) days prior to a Board meeting to discuss it.
The evaluation shall be a primary consideration in the Board’s review of the Superintendent’s continued employment and salary determination.
The evaluation document will be signed and dated by the Superintendent and Board President and will become part of the Superintendent’s personnel record. Such signing does not, in itself, constitute agreement with the contents of the evaluation. The Superintendent may submit a written response to his/her evaluation for inclusion in his/her personnel file.
Since the purpose of the evaluation is to provide a means for open dialogue between the Superintendent and Board, other meetings may be arranged as needed.
November 8, 2007
11 Boice Road
P. O. Box 2033
Hyde Park, NY 12538
(845) 229-4000
For Emergency Information (845) 229-4001
District Fax: 229-4056
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