Common use of Annual Evaluation Clause in Contracts

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ at least once a year on or before June 30th in accordance with statutes, regulations and Board policy relating to Administrative Principal evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to ▇▇. ▇▇▇▇▇▇, and ▇▇. ▇▇▇▇▇▇ and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Administrative Principal’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇, giving notice that ▇▇. ▇▇▇▇▇▇’▇ employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the District, which shall include encouragement of student achievement, the responsibilities of ▇▇. ▇▇▇▇▇▇ as set forth in the job description for the position of Administrative Principal of Schools, the District’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in question. On or before June 1st of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. ▇▇. ▇▇▇▇▇▇ shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. Within sixty (60) days of ▇▇. ▇▇▇▇▇▇ beginning employment, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ is evaluated, as hereinafter provided. On, or prior to, June 1 of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Administrative Principal's employment, unless ▇▇. ▇▇▇▇▇▇ is given written notice at least forty-eight (48) hours in advance, and given the opportunity to address the Board in closed session with a representative of his choosing. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ employment, in public session, unless ▇▇. ▇▇▇▇▇▇ requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent at least once a year year, on or before June 30th 30th, in accordance with statutes, regulations regulations, and Board policy relating to Administrative Principal Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to ▇▇. ▇▇▇▇▇▇the Superintendent, and ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Administrative PrincipalSuperintendent’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇the Superintendent, giving notice that ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the Districtdistrict, which shall include encouragement of student achievement, the responsibilities of ▇▇. ▇▇▇▇▇▇ the Superintendent as set forth in the job description for the position of Administrative Principal of SchoolsSuperintendent, the Districtdistrict’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in questionSuperintendent's personnel file upon the Superintendent's request. On or before June 1st of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. ▇▇. ▇▇▇▇▇▇ The Superintendent shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. Within sixty ninety (6090) days of ▇▇. ▇▇▇▇▇▇ beginning employmentthe execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1 of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner manner, and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Administrative PrincipalSuperintendent's employment, unless ▇▇. ▇▇▇▇▇▇ the Superintendent is given written notice at least forty-eight (48) 48 hours in advance, advance and is given the opportunity to address the Board in closed session with a representative of his choosing. representative.. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's employment, in public session, unless ▇▇. ▇▇▇▇▇▇ the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent at least once a year on or before June 30th in accordance with statutes, regulations and Board policy relating to Administrative Principal Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to ▇▇. ▇▇▇▇▇▇the Superintendent, and ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Administrative PrincipalSuperintendent’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇the Superintendent, giving notice that ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the Districtdistrict, which shall include encouragement of student achievement, the responsibilities of ▇▇. ▇▇▇▇▇▇ the Superintendent as set forth in the job description for the position of Administrative Principal of SchoolsSuperintendent, the Districtdistrict’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in questionSuperintendent's personnel file upon the Superintendent's request. On or before June 1st of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of Board shall evaluate the annual evaluation shall be adopted superintendent by the Board by June 30 of July 1 each year of this Contractyear. ▇▇. ▇▇▇▇▇▇ The Superintendent shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. Within sixty (60) days of ▇▇. ▇▇▇▇▇▇ beginning employmentAt the annual Board workshop/retreat, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1 of each Each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Administrative PrincipalSuperintendent's employment, unless ▇▇. ▇▇▇▇▇▇ the Superintendent is given written notice at least forty-eight (48) 48 hours in advance, and given the opportunity to address the Board in closed session with a representative of his choosing. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's employment, in public session, unless ▇▇. ▇▇▇▇▇▇ the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent at least once a year on or before June 30th 30", in accordance with statutes, regulations and Board policy relating to Administrative Principal Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A Prior to its finalization, a copy of the evaluation shall be provided to ▇▇. ▇▇▇▇▇▇the Superintendent, and ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Administrative PrincipalSuperintendent’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇the Superintendent, giving notice that ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the District, which shall include encouragement of student achievement, the responsibilities of ▇▇. ▇▇▇▇▇▇ the Superintendent as set forth in the job description for the position of Administrative Principal of SchoolsSuperintendent, the District’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in question. On or before June 1st Ist of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 30t of each year of this Contract. ▇▇. ▇▇▇▇▇▇ The Superintendent shall propose a schedule for evaluation for the 12 next year to the Board President by the annual organization meeting each year. B. Within sixty (60) days of ▇▇. ▇▇▇▇▇▇ beginning employmentthe execution of this Employment Contract, the parties shall meet to establish the districtDistrict's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1 18t of each succeeding school year, the parties Parties will meet to establish the districtDistrict's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties Parties also agree that the Board shall not hold any discussions regarding the Administrative PrincipalSuperintendent's employment, unless ▇▇. ▇▇▇▇▇▇ the Superintendent is given written notice at least forty-forty­ eight (48) hours in advance, and is given the opportunity to address the Board in closed session with session, and is permitted to have a representative of his choosingchoosing speak on his behalf. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ the Superintendent’s performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's employment, in public session, unless ▇▇. ▇▇▇▇▇▇ the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent at least once a year on or before June 30th in accordance with statutes, regulations and Board policy relating to Administrative Principal Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to ▇▇. ▇▇▇▇▇▇the Superintendent, and ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Administrative PrincipalSuperintendent’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇the Superintendent, giving notice that ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the Districtdistrict, which shall include encouragement of student achievement, the responsibilities of ▇▇. ▇▇▇▇▇▇ the Superintendent as set forth in the job description for the position of Administrative Principal of SchoolsSuperintendent, the Districtdistrict’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in questionSuperintendent's personnel file upon the Superintendent's request. On Except for the first year of this Contract, on or before June 1st of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ Contract the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. In the first year of the contract, this meeting shall take place within sixty (60) days of commencement of employment. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. ▇▇. ▇▇▇▇▇▇ The Superintendent shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. Within sixty (60) days of ▇▇. ▇▇▇▇▇▇ beginning employmentthe execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1 of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Administrative PrincipalSuperintendent's employment, unless ▇▇. ▇▇▇▇▇▇ the Superintendent is given written notice at least forty-eight (48) hours in advance, and given the opportunity to address the Board in closed session with a representative of his choosing. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's employment, in public session, unless ▇▇. ▇▇▇▇▇▇ the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent/Principal at least once a year year, on or before June 30th 30th, in accordance with statutes, regulations and Board policy relating to Administrative Superintendent/Principal evaluation. Each annual evaluation shall be in writing and shall represent a majority of the full membership of the Board. A copy of the evaluation shall be provided to ▇▇. ▇▇▇▇▇▇, and ▇▇. ▇▇▇▇▇▇ the Superintendent/Principal and the Board shall meet to discuss the findings. The evaluation copy shall be provided to the Superintendent at least 2 days prior to the evaluation meeting. The Board may meet in closed session to discuss the evaluation and the Administrative Superintendent/Principal’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇the Superintendent/Principal, giving notice that ▇▇. ▇▇▇▇▇▇’▇ the Superintendent/Principal’s employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ the Superintendent/Principal has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the Districtdistrict, which shall include encouragement of student achievement, the responsibilities of ▇▇. ▇▇▇▇▇▇ the Superintendent/Principal as set forth in the job description for the position of Administrative Principal of SchoolsSuperintendent/Principal, the Districtdistrict’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ the Superintendent/Principal’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ Superintendent/Principal shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in question. On or before June 1st of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ the Superintendent/Principal and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. ▇▇. ▇▇▇▇▇▇ Superintendent/Principal shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. Within sixty (60) days of ▇▇. ▇▇▇▇▇▇ beginning the commencement of Superintendent/Principal’s employment, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ the Superintendent/Principal is evaluated, as hereinafter provided. On, or prior to, June 1 of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner manner, and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions or take any adverse action regarding the Administrative Superintendent/Principal's ’s employment, unless ▇▇. ▇▇▇▇▇▇ the Superintendent/Principal is given written notice at least forty-eight (48) 48 hours in advance, and the Superintendent/Principal is given the opportunity to address the Board in closed session with a representative of his choosingher choice. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ the Superintendent/Principal’s performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ the Superintendent/Principal’s employment, in public session, unless ▇▇. ▇▇▇▇▇▇ the Superintendent/Principal requests that such discussions be held in public session, pursuant to the Open Public Meetings Act. It is noted that the Board may, at the direction of the Board President, place the Superintendent on paid administrative leave without 48 hours’ notice pending further action in the case of alleged criminal conduct or actions which could be construed as unbecoming conduct.

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent at least once a year on or before June 30th in accordance with statutes, regulations and Board policy relating to Administrative Principal evaluationSuperintendent Evaluation on or before July 31st of each contract year. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to ▇▇. ▇▇▇▇▇▇the Superintendent, and ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Administrative PrincipalSuperintendent’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇the Superintendent, giving notice that ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the Districtdistrict, which shall include encouragement of student achievement, the responsibilities of ▇▇. ▇▇▇▇▇▇ the Superintendent as set forth in the job description for the position of Administrative Principal of SchoolsSuperintendent, the Districtdistrict’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in questionSuperintendent's personnel file upon the Superintendent's request. On Except for the first year of this Contract, on or before June 1st of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ Contract the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. In the first year of the contract, this meeting shall take place within sixty (60) days of commencement of employment. The final draft of the annual evaluation shall be adopted by the Board by June 30 July 31 of each year (for the previous contract year) of this Contract. ▇▇. ▇▇▇▇▇▇ The Superintendent shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. Within sixty (60) days of ▇▇. ▇▇▇▇▇▇ beginning employment, the The parties shall meet work collaboratively to establish the district's goals and objectives for the each ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1 of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions discussions, or take any action, regarding the Administrative PrincipalSuperintendent's employment, unless ▇▇. ▇▇▇▇▇▇ the Superintendent is given written notice at least forty-eight (48) hours in advance, and given the opportunity to address the Board in closed session with a representative of his choosing. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's employment, in public session, unless ▇▇. ▇▇▇▇▇▇ the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent at least once a year on or before June 30th in accordance with statutes, regulations and Board policy relating to Administrative Principal Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to ▇▇. ▇▇▇▇▇▇the Superintendent at least two (2) business days in advance of the annual summary conference, and ▇▇. ▇▇▇▇▇▇ the Superintendent and a majority of the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Administrative PrincipalSuperintendent’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇the Superintendent, giving notice that ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria set forth in regulation, and additional criteria adopted by the Board in accordance with the Board’s policies, after consultation with the superintendent, the goals and objectives of the Districtdistrict, which shall include encouragement of student achievement, the responsibilities of ▇▇. ▇▇▇▇▇▇ the Superintendent as set forth in the job description for the position of Administrative Principal of SchoolsSuperintendent, the Districtdistrict’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in questionSuperintendent's personnel file upon the Superintendent's request. On or before June 1st of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by a majority of the full Board by June 30 of each year of this Contract. ▇▇. ▇▇▇▇▇▇ The Superintendent shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. Within sixty (60) days [or other specified time] of ▇▇. ▇▇▇▇▇▇ beginning employmentthe execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1 of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions or take any adverse action regarding the Administrative PrincipalSuperintendent's employment, unless ▇▇. ▇▇▇▇▇▇ the Superintendent is given written notice at least forty-eight (48) 48 hours in advance, and given the opportunity to address the Board in closed session with a representative of his choosing. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's employment, in public session, unless ▇▇. ▇▇▇▇▇▇ the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent at least once a year on or before June 30th in accordance with statutes, regulations and Board policy relating to Administrative Principal Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to ▇▇. ▇▇▇▇▇▇the Superintendent, and ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Administrative PrincipalSuperintendent’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇the Superintendent, giving notice that ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the Districtdistrict, which shall include encouragement of student achievement, the responsibilities of ▇▇. ▇▇▇▇▇▇ the Superintendent as set forth in the job description for the position of Administrative Principal of SchoolsSuperintendent, the Districtdistrict’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in questionSuperintendent's personnel file upon the Superintendent's request. On or before June 1st of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. ▇▇. ▇▇▇▇▇▇ The Superintendent shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. Within sixty (60) days of ▇▇. ▇▇▇▇▇▇ beginning employmentthe execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing school year and criteria for merit pay for the first contract year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1 of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Administrative PrincipalSuperintendent's employment, unless ▇▇. ▇▇▇▇▇▇ the Superintendent is given written notice at least forty-eight (48) 48 hours in advance, and given the opportunity to address the Board in closed session with a representative of his choosing. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's employment, in public session, unless ▇▇. ▇▇▇▇▇▇ the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent at least once a per year on or before June 30th in accordance with statutes, regulations and Board policy relating to Administrative Principal Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to ▇▇. ▇▇▇▇▇▇the Superintendent, and ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Administrative PrincipalSuperintendent’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇the Superintendent, giving notice that ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the Districtdistrict, which shall include encouragement of student achievement, the responsibilities of ▇▇. ▇▇▇▇▇▇ the Superintendent as set forth in the job description for the position of Administrative Principal of SchoolsSuperintendent, the Districtdistrict’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in questionSuperintendent's personnel file upon the Superintendent's request. On or before June 1st of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. ▇▇. ▇▇▇▇▇▇ The Superintendent shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. Within sixty one hundred twenty (60120) days of ▇▇. ▇▇▇▇▇▇ beginning employmentthe execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1 of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Administrative PrincipalSuperintendent's employment, unless ▇▇. ▇▇▇▇▇▇ the Superintendent is given written notice at least forty-eight (48) 48 hours in advance, and given the opportunity to address the Board in closed session with a representative of his choosing. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's employment, in public session, unless ▇▇. ▇▇▇▇▇▇ the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent at least once a year on or before June 30th in accordance with statutes, regulations and Board policy relating to Administrative Principal Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to ▇▇. ▇▇▇▇▇▇the Superintendent, and ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Administrative PrincipalSuperintendent’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇the Superintendent, giving notice that ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the Districtdistrict, which shall include encouragement of student achievement, the responsibilities of ▇▇. ▇▇▇▇▇▇ the Superintendent as set forth in the job description for the position of Administrative Principal of SchoolsSuperintendent, the Districtdistrict’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in questionSuperintendent's personnel file upon the Superintendent's request. On or before June 1st of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. ▇▇. ▇▇▇▇▇▇ The Superintendent shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. Within sixty (60) days [or other specified time] of ▇▇. ▇▇▇▇▇▇ beginning employmentthe execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1 of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Administrative PrincipalSuperintendent's employment, unless ▇▇. ▇▇▇▇▇▇ the Superintendent is given written notice at least forty-eight (48) 48 hours in advance, and given the opportunity to address the Board in closed session with a representative of his choosing. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's employment, in public session, unless ▇▇. ▇▇▇▇▇▇ the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent at least once a year on or before June 30th in accordance with statutes, regulations and Board policy relating to Administrative Principal evaluationSuperintendent Evaluation on or before June 30th of each contract year. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to ▇▇. ▇▇▇▇▇▇the Superintendent, and ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Administrative PrincipalSuperintendent’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇the Superintendent, giving notice that ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the Districtdistrict, which shall include encouragement of student achievement, the responsibilities of ▇▇. ▇▇▇▇▇▇ the Superintendent as set forth in the job description for the position of Administrative Principal of SchoolsSuperintendent, the Districtdistrict’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in questionSuperintendent's personnel file upon the Superintendent's request. On Except for the first year of this Contract, on or before June 1st of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ Contract the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. In the first year of the contract, this meeting shall take place within sixty (60) days of commencement of employment. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year (for the previous contract year) of this Contract. ▇▇. ▇▇▇▇▇▇ The Superintendent shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. Within sixty (60) days of ▇▇. ▇▇▇▇▇▇ beginning employment, the The parties shall meet work collaboratively to establish the district's goals and objectives for the each ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1 of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions discussions, or take any action, regarding the Administrative PrincipalSuperintendent's employment, unless ▇▇. ▇▇▇▇▇▇ the Superintendent is given written notice at least forty-eight (48) hours in advance, and given the opportunity to address the Board in closed session with a representative of his choosing. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's employment, in public session, unless ▇▇. ▇▇▇▇▇▇ the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent at least once a year on or before June 30th in accordance with statutes, regulations and Board policy relating to Administrative Principal Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to ▇▇. ▇▇▇▇▇▇the Superintendent, and ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Administrative PrincipalSuperintendent’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇the Superintendent, giving notice that ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the Districtdistrict, which shall include encouragement of student achievement, the responsibilities of ▇▇. ▇▇▇▇▇▇ the Superintendent as set forth in the job description for the position of Administrative Principal of SchoolsSuperintendent, the Districtdistrict’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The Superintendent shall be entitled to copies of all back up materials utilized in the process. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in questionSuperintendent's personnel file upon the Superintendent's request. On or before June 1st of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 30th of each year of this Contract. ▇▇. ▇▇▇▇▇▇ The Superintendent shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. Within sixty (60sixty(60) days of ▇▇. ▇▇▇▇▇▇ beginning employmentthe commencement of this Employment Contract, the parties shall meet to review or establish the district's goals and objectives for the ensuing school year. Said goals and objectives objectives, if not yet established, shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ the Superintendent is evaluated, as hereinafter provided. On, or prior to, June 1 1st of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Administrative PrincipalSuperintendent's employment, unless ▇▇. ▇▇▇▇▇▇ the Superintendent is given proper written notice at least forty-eight (48) hours in advancenotice, consistent with Rice, and given the opportunity subject to address the Board in closed session with a representative of his choosing. Article III G. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's employment, in public session, unless ▇▇. ▇▇▇▇▇▇ the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent at least once a year on or before June 30th in accordance with statutes, regulations and Board policy relating to Administrative Principal evaluation30. Each annual evaluation shall be in writing writing, shall include areas of commendation and recommendation, and shall represent a majority provide direction as to any aspects of the Boardperformance in need of improvement. A copy Before final adoption of the evaluation by the Board, the Board shall be provided to ▇▇provide the Superintendent a copy. ▇▇▇▇▇▇, and ▇▇. ▇▇▇▇▇▇ The Superintendent and the Board shall then meet to discuss the findings. The Board may meet in closed session to discuss the Each evaluation and the Administrative Principal’s performance where a Rice notice has been served upon ▇▇. ▇▇▇▇▇▇, giving notice that ▇▇. ▇▇▇▇▇▇’▇ employment will be discussed in closed session, and ▇▇. ▇▇▇▇▇▇ has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the District, which shall include encouragement of student achievementBoard, the responsibilities of ▇▇. ▇▇▇▇▇▇ the Superintendent as set forth in the job description for the position of Administrative Principal of Schools, the District’s placement on the NJQSAC continuum (with respect to those DPRs that are within ▇▇. ▇▇▇▇▇▇’▇ control)Superintendent, and such other criteria as the State Board of Education shall by regulation prescribe. On or before June 30 of each year of this Employment Contract, the Board and the Superintendent shall meet in closed session for the purpose of mutual evaluation of the performance of the Board and the Superintendent. Prior to final Board action to approve the evaluation in closed session, the Board shall supply the Superintendent with a copy of its written evaluation of him, which shall include areas of strengths and weaknesses and which shall provide direction as to areas of performance in need of improvement. In the event that the Board determines that the performance of ▇▇. ▇▇▇▇▇▇ the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for as to the areas of improvement in all instances where the Board deems performance to be unsatisfactory. ▇▇. ▇▇▇▇▇▇ The Superintendent shall have the right to respond in writing to the evaluation; this . His response shall become a permanent attachment to the evaluation in questionquestion and placed in the Superintendent’s personnel file. On To the extent the parties have not already done so, they shall meet within sixty (60) days of the execution of this contract to mutually agree upon the evaluation format. Thereafter, on or before June 1st April 30 of each year of this Employment Contract, ▇▇. ▇▇▇▇▇▇ the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. ▇▇. ▇▇▇▇▇▇ shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. Within sixty (60) days of ▇▇. ▇▇▇▇▇▇ beginning employment, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which ▇▇. ▇▇▇▇▇▇ is evaluated, as hereinafter provided. On, or prior to, June 1 of each succeeding school year, the parties will meet to establish the district's goals and objectives for the next succeeding school year, in the same manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions or take any adverse action regarding the Administrative PrincipalSuperintendent's employment, unless ▇▇. ▇▇▇▇▇▇ the Superintendent is given written notice at least forty-eight (48) 48 hours in advance, and given the opportunity to address the Board in closed session with a representative of his choosing. In addition, the Board shall not hold any discussions with regard to ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's performance, or that may adversely affect ▇▇. ▇▇▇▇▇▇'▇ the Superintendent's employment, in public session, unless ▇▇. ▇▇▇▇▇▇ the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.