For the purposes of this policy, administrator is defined as the professional educator whose title includes but is not limited to the following: central office administrator, supervisor, director, coordinator, program specialist, principal, and/or vice-principal.

Administrators who are in their first, second, or third year of administration, a minimum of two (2) written evaluations per year is required.

Administrators with three (3) or more years of administration, a minimum of one (1) written evaluation per year is required.

The administrator's immediate supervisor is responsible for monitoring performance and for preparing the written evaluation.

The purpose of the evaluation is to improve the administrator's performance and professional growth. The administrator and the immediate supervisor will mutually establish annual written goals for the administrator's performance evaluation on or before October 1st. The goals shall be related to the administrator's job responsibilities. In addition to the goal setting conference the administrator and the supervisor will meet at least once annually to review progress toward meeting the established goals. The supervisor will schedule an evaluation conference with the administrator to share findings and prepare the written evaluation. The administrator shall receive a copy of the evaluation within five (5) working days.

The primary data source for the performance evaluation will be information and documentation related to the mutually established goals. The administrator shall maintain a portfolio of materials that validate progress or completion of the mutually established goals. The administrator's supervisor may also collect documentation relating to these goals. The supervisor will evaluate the administrator's performance using a narrative description to document the progress made toward goal attainment or to document unsatisfactory performance. Because the mutually established goals will be unique to each administrator, it follows that the evaluation narrative will focus on the administrator's demonstration of those skills identified in the performance characteristics. Therefore, the evaluation will be goal directed and may incorporate the performance characteristics in the narrative description. The supervisor may include those performance characteristics appropriate to the mutually established goals. The performance characteristics should be identified during the goal setting conference. The portfolios maintained by the administrator and the supervisor shall be included as part of the evaluation documentation.

The administrator's signature on the evaluation form denotes that the supervisor has reviewed the evaluation with the administrator. The administrator's signature does not imply concurrence with the evaluation and/or its rating. The administrator shall receive a copy of the evaluation. The administrator has the right to include a written statement as an addendum to the evaluation. An addendum and the signature of the administrator must be affixed to the evaluation not later than five (5) working days following receipt of the written evaluation.

An improvement plan shall be developed by the supervisor and administrator when an administrator's performance is unsatisfactory in any area of responsibility as contained in "Administrators' Responsibilities" portion of this policy. A formal unsatisfactory evaluation need not be provided to an administrator as a requisite to the implementation of an improvement plan.

The improvement plan shall designate how the administrator shall meet the performance characteristics. The improvement plan shall:

After an administrator has successfully corrected deficiency(ies), the administrator must continue to meet standards.

Nothing in this section shall supersede the provisions of 18-2E-6, 18-3-4, or 18A-2-8, W.V. Code.

A referral to an improvement team for an administrator whose evaluation is unsatisfactory may occur when the supervisor determines s/he needs such assistance. The administrator may request the assistance of an improvement team.

The improvement team shall be comprised of the administrator's immediate supervisor and two (2) administrators, one (1) at the same school level. One (1) of the administrators shall be selected by the administrator completing the improvement plan and approved by the County Superintendent. The selection of the other members of the improvement team shall be based upon county administrative procedures.

The improvement team shall serve only as a resource to the immediate supervisor who shall retain authority for the evaluation.

The improvement team shall monitor the improvement plan and may: a) conduct observations and conferences; b) provide training to assist the administrator in meeting the performance criteria outlined in the plan; and c) identify additional resources.

Release time may be provided for administrators who serve on the improvement team.

In addition to established laws, policies, rules, and regulations, job descriptions for administrators shall include the following responsibilities:

Performance characteristics in this section are the State adopted responsibilities for administrators. The purpose is to clarify responsibilities of the administrator and to provide guidance to the administrator in understanding job expectations.

18A-2-12, W.V. Code
W.V. State Board of Education Policy 5310