Tippecanoe School Corporation
Bylaws & Policies


The School Board will evaluate the Superintendent's performance annually in order to assist both the Board and the Superintendent in the proper discharge of their responsibilities and to provide the Corporation with the best possible leadership.

The Board shall provide the Superintendent with a written evaluation on or before October 31st of each year and an informal evaluation on or before April 30th of each year.

The Superintendent is a certified employee pursuant to I.C. 20-29-2-4 and will be evaluated in accordance with Policy 1530 Evaluation of Administrators.

Such evaluation may include additional assessment(s) of:

 A.the progress toward the educational goals of the Corporation;

 B.the working relationship between the Board and the Superintendent and the Superintendent and the administration, staff, and certificated personnel;

 C.how well the Superintendent is articulating and implementing the Board's educational philosophy;

 D.the Board's own effectiveness in providing direction to the Superintendent;

 E.consideration of objective data regarding the following criteria:

  1.student welfare;

  2.student test scores;

  3.curriculum development;

  4.business management;

  5.property maintenance;

  6.employee complaints;

  7.patron complaints.

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

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

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

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

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 Corporation and determine means by which weaknesses can be reduced and strengths are maintained;

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

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

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

Revised 1/14/15
Revised 2/10/16

© Neola 2014