East Muskingum Local School District
Bylaws & Policies
 

3220.01 - EVALUATION OF ADMINISTRATIVE PERSONNEL

The continuing evaluation of administrative staff member is necessary to enable the Board of Education to monitor the effectiveness and competence of such administrative staff members an to assist them in the improvement of their professional performance. The evaluation is a cooperative process wherein the individual being evaluated and the one making the evaluation of administrative personnel is to improve the educational environment for the betterment of East Muskingum Schools.

The following sections identify the major legal requirements for administrative contracts and guidelines for implementation.

 A.Job Description

  1.Legal Requirements

   a.The contract shall specify the employee's administrative position and duties.

   b.The evaluation shall measure effectiveness in performing the duties included in their job description.

  2.Guidelines for Job Description. A job description shall contain:

   a.The "job's" position in the District organization chart and/or chain of supervision.

   b.An outline of the major performance responsibilities.

   c.Acknowledgement that the job description is a basic outline of responsibilities and not an evaluation list of duties.

   d.A procedure for review of job description and for acknowledgement of its contents.

 B.Evaluation

  1.Legal Requirements. Assistant Superintendents, Principals, Assistant Principals, and Other Administrators:
   Each Board shall adopt procedures for the evaluation of all assistant superintendent, principals, assistant principals, and other administrators and shall evaluate such employees in accordance with those procedures. The evaluation based upon such procedures shall be considered by the Board in deciding whether to renew the contract of employment of an assistant superintendent, principal, assistant principal, or other administrator. The evaluation shall measure each assistant superintendent's, principal's, assistant principal's and other administrator's effectiveness in performing the duties included in his job description and the evaluation procedures shall provide for, but not be limited to, the following:

   a.Each assistant superintendent, principal, assistant principal, and other administrator shall be evaluated annually though a written evaluation process.

   b.The evaluation shall be conducted by the Superintendent.

   c.At the beginning of each school year the Superintendent will conduct individual conferences with administrators to discuss goals for the school year.

   d.In order to provide time to show progress in correcting the deficiencies identified in the evaluation process, the completed evaluation shall be received by the evaluatee at least sixty (60) days prior to any action by the Board on the employee's contract of employment. Said evaluation shall be considered by the Board in making contract determinations.

   e.To insure that the evaluation process be a joint effort, the person being evaluated must have the right to dissent through a written disclaimer to be attached to the report.

   f.The adoption of this evaluation procedure shall not create an expense of continued employment. The Board is empowered with the authority to make the final determination regarding the renewal or failure to renew the contract of an administrator. Said action shall occur after January 1st and before March 31st.

   g.Before taking an action to renew or nonrenew the contract of an administrator or noncertificated supervisor, the Treasurer on behalf of the Board shall notify each such employee in writing of the date that his/her contract expires and that s/he may request a meeting with the Board. Upon request by such an employee, the Board shall grant the employee a meeting in executive session to discuss the reasons for considering renewal or nonrenewal of his contract.

  2.Evaluation will consist of these components:

   a.Both parties should prepare for the evaluation by thinking about self-examination and the evaluator by examine various sources of information.

   b.The evaluator will complete the Assessment of Principal's Performance Form or the Assessment of Administrator's Performance Form.

 C.Contracts

  1.The contract shall specify the employee's administrative position and duties, the salary and other compensation to be paid for performance of their duties, the number of days to be worked, the number of days of vacation leave, if any, and any paid holidays in the contractual year.

  2.Duties: Are described in the Board adopted job description.

  3.Salary: The salary will be in accordance with the Board adopted salary schedule for the specific administrative assignment.

   a.There will be (26) equal payment distributed on an every other Friday basis.

   b.The salary may be increased during the term of the contract.

  4.Fringe Benefits: Administrative benefits will be the same as those extended teachers, excepting the Board may add thereto.

  5.Term of Contract

   a.Upon initial employment, an administrator may be employed for not more than a term of three (3) years.

   b.Following three (3) years of employment in the same administrative position, the contract shall be two (2) to five (5) years unless the Superintendent recommends otherwise.