411 – Formal Evaluations Of Staff Personnel

Evaluation of Superintendent:

The primary purposes of formal evaluation of the Superintendent are to improve and enhance the performance of the Superintendent, to communicate to the Superintendent the Board’s perception of his/her performance, and to provide written documentation of the Superintendent’s level of performance to provide a basis for contract decisions, including salary considerations and for contract termination, if necessary.

The Board of Directors shall be responsible for the formal evaluation of the Superintendent. The Board may utilize relevant information from other persons as it so desires. Each Board member shall have an opportunity to complete a written evaluation of the Superintendent on a form adopted by the Board. The form shall provide evaluation on how well the Superintendent performs the duties of the Superintendent’s job description. The Board President or designee shall then prepare a written composite evaluation. The Superintendent shall be given a copy of the composite evaluation and shall have the opportunity to discuss the evaluation with the Board. The Superintendent may respond in writing to the evaluation. The written composite evaluation and any response shall be filed in the Superintendent’s confidential personnel file.

The Board will formally evaluate the Superintendent at least two times each contract year during the first two years of employment as Superintendent of the District. Thereafter, the Board will formally evaluate the Superintendent at least once each year by May 15th.

Evaluation of Other Administrators and of Supervisors:

The primary purposes of formal evaluation of the administrators and supervisors are to improve and enhance the performance of each administrator and supervisor and to provide written documentation of the individual’s level of performance to provide a basis for contract decisions including salary considerations and for contract termination, if necessary.

The Superintendent of Schools shall be responsible for evaluating the performance of all other administrators and of supervisors in the District. The Superintendent may delegate this authority and duty to other persons to evaluate the performance of individuals. The evaluator may utilize other individuals to assist in the formal evaluation process and may utilize relevant information from other individuals, including Board members.

Each administrator and supervisor shall be formally evaluated at least two times each contract year during the first two years of employment and at least once tri-annually thereafter. A conference to review progress towards meeting professional goals shall be held annually.

The Superintendent shall be responsible for recommending to the Board of Directors an evaluation instrument or instruments for the formal evaluation of other administrators and supervisors. The form shall provide evaluation on how well the administrator or supervisor performs the duties of his/her job description. A copy of the completed formal evaluation will be given to the evaluated administrator or supervisor and a conference shall be held. The evaluated individual may respond in writing to the evaluation. The written evaluation and any response shall be filed in the individual’s confidential personnel file.

Evaluation of Licensed Employees Other Than Administrators:

The primary purposes of formal evaluation of licensed employees are to improve and enhance the performance of each employee and to provide written documentation of the employee’s level of performance to assist in making employment decisions.

Licensed employees of the District shall be formally evaluated by the administrative staff of the District. The administrative staff may utilize relevant information from other individuals in the performance of this duty.

Licensed employees shall be evaluated in accordance with the procedures set forth in the negotiated agreement with their bargaining representative.

Licensed employees in the District shall be formally evaluated using the criteria specified on the evaluation form as approved by the Board of Directors.

Evaluation of Classified Employees (Other Than Supervisors):

The primary purposes of formal evaluations of classified employees are to improve and enhance the performance of each employee and to provide written documentation of the employee’s level of performance to assist in making employment decisions.

The Superintendent of Schools shall be responsible for the evaluation of classified employees of the District. The Superintendent may delegate this authority and duty to other administrators or supervisors of the District. The evaluator may utilize relevant information from other individuals in the performance of this duty.

The administrative and supervisory staff shall recommend to the Board evaluation forms for evaluation of classified employees. Classified employees, except temporary employees, shall be formally evaluated at least once annually. A copy of the completed formal evaluation will be given to the evaluated employee and a conference shall be held. The evaluated individual may respond in writing to the evaluation. The written evaluation and any response shall be filed in the individual’s confidential personnel file.

Classified employees of the District shall be formally evaluated using the criteria specified in the evaluation form as approved by the Board of Directors.

Nothing in this policy shall preclude other methods of evaluation in addition to those prescribed herein, which may include self-evaluation, peer-evaluation, or student evaluation and the use of verified comments from individuals from outside the District, including comments from parents and students, as long as such additional sources of evaluation are related to the employee’s performance as an employee of the District.

Any person formally evaluating the performance of licensed employees (except Board members when evaluating the Superintendent) shall obtain and maintain an evaluator’s license from the Board of Educational Examiners.

Date of Revision: December 11, 1995

Legal References: 20.7, 272.33, 279.14, 279.23A, Chapter 284, Code of Iowa; 281 I.A.C. 12.3(3)

URBANDALE COMMUNITY SCHOOL DISTRICT BOARD OF EDUCATION

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