Administrator Evaluation. The administration recognizes that satisfactory performance by a faculty member can be achieved in a variety of ways.
1) Management has the responsibility to observe and evaluate a faculty member's total performance of duties and responsibilities, as well as classroom teaching.
2) The evaluation shall include the following: a review of the self-evaluation; classroom, clinical, counseling, center, or library visitation/observation; the compilation of the student evaluations; fulfillment of professional responsibilities as indicated in Section 18.2.3; and evidence of effective working relationships with staff and students.
Administrator Evaluation. Administrator Evaluation is a systematic continuous process to assess the professional performance of individual administrators. The process will assist the administrator with various administrative role responsibilities and facilitate decisions regarding tenure. The purpose of the evaluation is two-fold:
1. Evaluation for accountability insures the public’s interest in the welfare of their children.
2. To build on the foundation of skills that administrators already possess.
Administrator Evaluation. A. Administrators shall be fairly evaluated at least yearly by the Superintendent or his designee.
B. No evaluation shall be prepared until after a conference between the administrator and his/her evaluator during which the proposed contents of the evaluation are discussed.
C. The administrator shall be permitted to have an Association representative present in any evaluation interview upon his/her request.
D. No evaluation or survey prepared by persons other than the administrator's evaluator shall become a part of the administrator's personnel file.
E. The administrator may prepare a response to his/her evaluation which shall be incorporated therein and become a part of the evaluation.
F. Identified inadequacies must be in writing with reasonable remedies and time lines for their achievement.
G. Members receiving a satisfactory evaluation will receive $100 meritorious pay at the end of the school year.
Administrator Evaluation. The administration recognizes that satisfactory performance by a faculty member can be achieved in a variety of ways.
1) Management has the responsibility to observe and evaluate a faculty member's total performance of duties and responsibilities, as well as classroom teaching. Therefore, every regular academic employee shall be evaluated by the first-level manager or designee.
2) An administrator's evaluation of a faculty member may include the following: a review of the self-evaluation of the faculty member; classroom or clinical visitation; observation of counseling sessions; observation of librarians; the results of the student evaluation; fulfillment of on-the-job responsibilities; evidence of effective working relationships with staff and students; and those performance expectancies indicated in Section 18.2.3.
3) An administrator evaluation is part of the total evaluation process and shall cover the period of time since the last evaluation. However, in accord with Section 20.8.1(b), up to two (2) additional evaluations may be conducted if the professional effectiveness of the faculty member is less than satisfactory.
Administrator Evaluation. An administrator shall be given a copy of any written evaluation prepared by his/her evaluators. No such report shall be submitted to the Board, placed in the administrator’s file or otherwise acted upon without a prior conference with the administrator.
Administrator Evaluation. The administration recognizes that satisfactory performance by a faculty member can be achieved in a variety of ways:
1) Management has the responsibility to observe and evaluate a faculty member's total performance of duties and responsibilities, as well as classroom teaching.
2) The evaluation shall include the following: a review of the annual self-evaluation; a classroom, clinical, counseling, center, or library visitation/observation; the compilation of the student evaluations; the fulfillment of professional responsibilities as indicated in Section 18.2.3; and evidence of effective working relationships with staff and students.
3) Evaluation Performance: Contract Years One and Two
a) The administrator evaluations are performed by the first-level manager or designee and one (1) additional manager appointed by the Chief Instructional Officer or Chief Student Services Officer as appropriate. Contract Years Three and Four
b) The administrator evaluation is performed by the first-level manager or designee.
Administrator Evaluation. The administration recognizes that satisfactory performance by a faculty member can be achieved in a variety of ways:
1) Management has the responsibility to observe and evaluate a faculty member's total performance of duties and responsibilities, as well as classroom teaching.
2) The evaluation shall include the following: a review of the annual self-evaluation; a classroom, clinical, counseling, center, or library visitation/observation; the compilation of the student evaluations; the fulfillment of professional responsibilities as indicated in Section 18.2.3; and evidence of effective working relationships with staff and students.
3) Evaluation Performance: Contract Years One and Two
Administrator Evaluation. A. An Administrator shall have the right to see his/her evaluation reports and shall receive a copy of all evaluation reports.
B. An Administrator shall have the right, upon request, to review the contents of his/her personnel
C. The Administrator shall have the right to submit a written answer to material derogatory to an Administrator’s conduct, service, character or personality.
D. All personnel shall be evaluated in accordance with the law.
Administrator Evaluation. A. Evaluation
1. Administrators will be evaluated annually through a process collaboratively developed between the Administrators Association and the Superintendent.
2. All monitoring or observation of the work or performance of an Administrator shall be conducted openly and with full knowledge of the Administrator.
3. Administrators shall be evaluated only by the Superintendent except where principals are expected to aid in evaluating their assistants.
4. An Administrator shall be given a copy of any evaluation report prepared by his/her evaluators within one (1) week or at least one (1) day before any conference to discuss it. No such report shall be submitted to the Personnel File without prior conference with the Administrator. No administrator shall be required to sign a blank or incomplete evaluation form.
5. Final evaluation of an Administrator shall be conducted prior to termination of employment and no comment and/or other material shall be placed in the personnel file of such Administrator after severance.
B. Derogatory Material
1. No material derogatory to an Administrator’s conduct, service or personality shall be placed in his/her personnel file unless the Administrator has had an opportunity to review the material. The Administrator shall acknowledge that he/she had had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the content thereof. The administrator shall also have the right to submit a written response to such material and his/her response shall be reviewed by the superintendent and his/her designee and attached to the file copy.
2. The Committee agrees to protect the confidentiality of personal references, academic credentials, or other similar documents, and will not establish any separate personnel file that is not available for the Administrator’s inspection.
C. Complaints
1. Any complaint which may be used to evaluate an Administrator will be promptly investigated and brought to his/her attention. The Administrator shall be given an opportunity to respond to and/or rebut such complaint and will have the right to be represented by the Association at any meetings regarding such complaint.
Administrator Evaluation. A. The Board of Education and the Superintendent subscribe to the principle that an employee has the right to full knowledge regarding the expectancies of his/her performance and that, further, he/she is entitled to receive such recommendations that will assist him/her in increasing the effectiveness of his/her performance. His or her signature on the performance evaluation will only signify knowledge and receipt, and not concurrence.
B. The Superintendent shall establish supervisory procedures that will guarantee a minimum of two (2) written evaluations per year for each non-tenured administrator and one (1) written evaluation for each tenured administrator. Each non-tenured assistant principal shall be given two (2) written evaluations by his/her principal and each tenured assistant principal will be granted one (1) written evaluation by his principal. All administrators’ evaluations must be reviewed with the employee. All vice principals’ evaluations must be reviewed and approved by the Superintendent, or his/her designee, prior to review with the employee.
