1240 - EVALUATION OF THE SUPERINTENDENT

Metropolitan School District of Decatur Township

Bylaws & Policies

1240 - EVALUATION OF THE SUPERINTENDENT

The School Board believes it is essential that it evaluate the Superintendent's performance periodically in order to assist both the Board and the Superintendent in the proper discharge of their responsibilities and to enable the Board to provide the District with the best possible leadership.

If the Superintendent is a certified employee pursuant to I.C. 20-29-2-4, the Superintendent's evaluation will be in accordance with Policy 1530 - Evaluation of Administrators.

The Board and the Superintendent, jointly, shall, at the outset of each evaluation, determine the method by which the evaluation shall be conducted. Such method may include:

	A.	the Superintendent's own self-analysis;

	B.	the active participation of each Board member;

	C.	a recommendation from a Board committee;

	D.	a compilation of assessments on a prepared standard form by individual Board members, which shall then be reviewed jointly by the Board and Superintendent;

	E.	evaluation interviews between the Board and Superintendent during which no other business is discussed;

	F.	the Superintendent's assessment of Board efficiency and effectiveness.

Such evaluation shall include an assessment of:

	A.	the progress toward the educational goals of the District (see Policy 1110);

	B.	the Superintendent's effectiveness at providing direction to the staff;

	C.	the Superintendent's effectiveness at motivating staff;

	D.	the working relationship between the Board and the Superintendent.

The evaluation may also include an assessment of the Board's own effectiveness in providing direction to the Superintendent.

Such assessments will be based on defined quality expectations developed by the Board for each criteria being assessed.

As an outcome of the evaluation of the Superintendent's performance, the Board should be prepared to judge the advisability of retention of the Superintendent and be prepared better to:

	A.	determine the Superintendent's salary;

	B.	identify strengths and weaknesses in the operation of the District and determine means by which weaknesses can be reduced and strengths are maintained;

	C.	establish specific objectives, the achievement of which will advance the District toward its goals;

	D.	improve its own performance as the public body ultimately charged with the educational responsibility of this District.

I.C. 20-28-6, 7, 8; 20-29-2-4