2020欧洲杯体育投注

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Policy 304 - Superintendent Evaluation

I. PURPOSE

The purpose of this policy is to provide for a systematic evaluation of the Superintendent.

II. GENERAL STATEMENTS

2020欧洲杯体育投注A. The superintendent’s contract shall be used to formalize the employment relationship and to specifically identify and clarify all conditions of employment with the superintendent.

2020欧洲杯体育投注B. The specific duties for which the superintendent is accountable shall be set forth in a position description for the superintendent. Measurement of those duties shall be by the performance appraisal outlined in this document.

2020欧洲杯体育投注C. A Superintendent Evaluation shall be conducted at least annually by June 30 (the board chair will meet with the Superintendent prior to the Superintendent evaluation.) This evaluation shall be per this document and the results of this evaluation shall be documented, shared with the Superintendent, and a record copy of this evaluation retained in the Superintendent’s personnel file.

III. PROCESS AND REQUIREMENTS

2020欧洲杯体育投注 A. SETTING OF GOALS

In July of each year the School Board and Superintendent shall meet to review the strategic plan goals and action plan.

B. MONITORING PROGRESS

2020欧洲杯体育投注Periodically throughout the year the Superintendent shall update the School Board on progress made toward the district’s goals and Superintendent’s action plan. This update shall be at a frequency mutually agreed to by the Superintendent and the School Board.

Legal References:

  • Minn. Stat. § 123B.143 (Superintendent)

Cross References:

  • MSBA Service Manual, Chapter 5, School Board-Staff Relationships (See Model Contract and Appraisal)

Adopted: April 8, 2003
Revised: July 18, 2006
Reviewed: May 25, 2010
Reviewed: November 12, 2013
Reviewed: February 16, 2016
Revised: May 1, 2018