Superintendent Evaluation

Updated 10/2015

This evaluation form is currently being updated to better reflect superintendent job duties. A new superintendent evaluation form will be available online in November at www.ndsba.org/resources.

SUPERINTENDENT EVALUATION

On or before November 15 and March 15

NOTE: Contact NDSBA before making any changes to the rating system contained in this form.

Date: Name of superintendent:

Name of respondent: Respondent’s position (e.g., board member):

AREA OF PERFORMANCE: / I. Relationship with Board
INDICATORS:
(These are examples. Replace with indicators from your superintendent’s job description.) / 1. [Attends and participates in all board meetings.
2. Communicates openly with the Board concerning programs, practices, and problems of schools.
3. Makes all administrative decisions necessary to the proper function of the District.
4. Prepares and submits to the Board recommendations on all matters requiring board action. Recommendations are supplemented with necessary and helpful facts, information, and reports as needed for the Board to make informed decisions.
5. Supervises effective administration of all federal, state, local, constitutional and statutory laws, state regulations, and board policies.
6. Delegates exercise and/or discharge of any powers or duties to other district employees. Delegation of power or duties does not relieve the Superintendent of final responsibility for the action taken under such delegation.]
QUESTIONS FOR SUPERINTENDENT TO ANSWER: (Response from superintendent is not necessary for the board to proceed with completion and adoption of this evaluation) / With regard to this performance area:
What do you think has gone well?
What do you think has not gone well?
What would you do differently?
QUESTIONS FOR THE BOARD: (Must be completed prior to evaluation deadline even if the superintendent does not respond to the above questions) / What evidence is there to support your agreement or disagreement with the superintendent's assessment?
What suggestions or recommendations for improvement do you have?
PERFORMANCE RATING / o SATISFACTORY
o UNSATISFACTORY
If you rated the superintendent’s performance as unsatisfactory, answer the following questions:
What evidence is there to support your assessment of unsatisfactory performance by the superintendent regarding this area of performance?
What recommendations do you have for improvement of this unsatisfactory performance? (This would be an excellent time to do an improvement plan if nonrenewal in the spring is a possibility.)

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Page 3 Updated 10/2015

AREA OF PERFORMANCE: / II. Recruitment/Retention/Oversight of Staff (Licensed and Non-licensed)
INDICATORS:
(These are examples. Replace with indicators from your superintendent’s job description.) / 1. [Secures and nominates for employment best qualified and most competent teachers, supervisory, and administrative personnel. Hires best candidates for ancillary positions.
2. Assigns and transfers employees as district needs may dictate and reports such action to the Board for information and record.
3. {Dismisses classified employees as appropriate.} {Recommends dismissal of classified employees to the Board for final action as appropriate.}
4. Recommends instructional staff for reduction-in-force and performance nonrenewal as needed in accordance with applicable law and district policy.
5. Carefully administers provisions of negotiated agreement and recommends to the Board changes that would be beneficial to the District.
6. Monitors attrition rates, identifies trends, and provides recommendations on retention strategies/programs to the Board as needed.]
QUESTIONS FOR THE SUPERINTENDENT TO ANSWER: (Response from superintendent is not necessary for the board to proceed with completion and adoption of this evaluation) / With regard to this performance area:
What do you think has gone well?
What do you think has not gone well?
What would you do differently?
QUESTIONS FOR THE BOARD: (Must be completed prior to evaluation deadline even if the superintendent does not respond to the above questions) / What evidence is there to support your agreement or disagreement with the superintendent's assessment?
What suggestions or recommendations for improvement do you have?
PERFORMANCE RATING / o SATISFACTORY
o UNSATISFACTORY
If you believe that the superintendent’s performance regarding this area of performance is unsatisfactory, answer the following questions:
What evidence is there to support your assessment of unsatisfactory performance by the superintendent regarding this area of performance?
What recommendations do you have for improvement of this unsatisfactory performance? (This would be an excellent time to do an improvement plan if nonrenewal in the spring is a possibility.)

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AREA OF PERFORMANCE: / III. Supervision of Licensed and Non-licensed Staff
INDICATORS:
(These are examples. Replace with indicators from your superintendent’s job description.) / 1. [Communicates board actions relating to personnel matters to employees directly or through delegation.
2. Serves as a liaison between personnel and the Board.
3. Holds meetings with employees as necessary for discussion of matters concerning improvement, operations, and welfare of schools.
4. Supervises and evaluates {principals} {assistant superintendents} {list others}.
5. Oversees a system of supervision and evaluation for all district staff.
6. Ensures proper execution of policies related to personnel. ]
QUESTIONS FOR THE SUPERINTENDENT TO ANSWER: (Response from superintendent is not necessary for the board to proceed with completion and adoption of this evaluation) / With regard to this performance area:
What do you think has gone well?
What do you think has not gone well?
What would you do differently?
QUESTIONS FOR THE BOARD: (Must be completed prior to evaluation deadline even if the superintendent does not respond to the above questions) / What evidence is there to support your agreement or disagreement with the superintendent's assessment?
What suggestions or recommendations for improvement do you have?
PERFORMANCE RATING / o SATISFACTORY
o UNSATISFACTORY
If you believe that the superintendent’s performance regarding this area of performance is unsatisfactory, answer the following questions:
What evidence is there to support your assessment of unsatisfactory performance by the superintendent regarding this area of performance?
What recommendations do you have for improvement of this unsatisfactory performance? (This would be an excellent time to do an improvement plan if nonrenewal in the spring is a possibility.)

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AREA OF PERFORMANCE: / IV. Identification and Implementation of Board Policy Needs
INDICATORS:
(These are examples. Replace with indicators from your superintendent’s job description.) / 1. [Advises the Board on need for new or revised policies and sees that all policies of the Board are implemented.
2. When necessary, takes action in any matter not covered by board policy; reports such action to the Board as soon as practical; recommends policy in order to provide guidance in the future.
3. Exercises power to implement board policy, making such rules and giving instructions to students and staff as necessary.
4. Submits to the Board a clear and detailed explanation of any proposed procedure that would involve either departure from established policy or interpretation of new policy.]
QUESTIONS FOR THE SUPERINTENDENT TO ANSWER: (Response from superintendent is not necessary for the board to proceed with completion and adoption of this evaluation) / With regard to this performance area:
What do you think has gone well?
What do you think has not gone well?
What would you do differently?
QUESTIONS FOR THE BOARD: (Must be completed prior to evaluation deadline even if the superintendent does not respond to the above questions) / What evidence is there to support your agreement or disagreement with the superintendent's assessment?
What suggestions or recommendations for improvement do you have?
PERFORMANCE RATING / o SATISFACTORY
o UNSATISFACTORY
If you believe that the superintendent’s performance regarding this area of performance is unsatisfactory, answer the following questions:
What evidence is there to support your assessment of unsatisfactory performance by the superintendent regarding this area of performance?
What recommendations do you have for improvement of this unsatisfactory performance? (This would be an excellent time to do an improvement plan if nonrenewal in the spring is a possibility.)

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AREA OF PERFORMANCE: / V. Financial Management Skills (including development and implementation of budget)
INDICATORS:
(These are examples. Replace with indicators from your superintendent’s job description.) / 1. [Assumes responsibility for overall financial planning of the District and for preparation of the annual budget; submits it to the Board for review and approval.
2. Establishes and maintains efficient procedures and effective controls for all expenditures of school funds in accordance with adopted budget subject to direction and approval of the Board.
3. {Acts as purchasing agent for the District.}
4. Reviews state and federally mandated financial reports prior to submission.]
QUESTIONS FOR THE SUPERINTENDENT TO ANSWER: (Response from superintendent is not necessary for the board to proceed with completion and adoption of this evaluation) / With regard to this performance area:
What do you think has gone well?
What do you think has not gone well?
What would you do differently?
QUESTIONS FOR THE BOARD: (Must be completed prior to evaluation deadline even if the superintendent does not respond to the above questions) / What evidence is there to support your agreement or disagreement with the superintendent's assessment?
What suggestions or recommendations for improvement do you have?
PERFORMANCE RATING / o SATISFACTORY
o UNSATISFACTORY
If you believe that the superintendent’s performance regarding this area of performance is unsatisfactory, answer the following questions:
What evidence is there to support your assessment of unsatisfactory performance by the superintendent regarding this area of performance?
What recommendations do you have for improvement of this unsatisfactory performance? (This would be an excellent time to do an improvement plan if nonrenewal in the spring is a possibility.)

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AREA OF PERFORMANCE: / VI. Educational Leadership (including philosophy, curriculum development, and staffing)
INDICATORS:
(These are examples. Replace with indicators from your superintendent’s job description.) / 1. [Administers development and maintenance of a positive educational program designed to meet community needs and carry out board policies.
2. Formulates school objectives, policies, plans, and programs; prepares (or causes to be prepared) and presents facts and explanations necessary to assist the Board in decision making.
3. Recommends to the Board for its adoption all courses of study, curriculum guides, and major changes in texts and time schedules to be used in the schools.
4. Together with staff, studies and revises all curriculum guides and courses of study on a continuing basis.
5. Conducts a periodic audit of the total school program. Advises the Board on recommendations for educational advancement of the school{s}.
6. Keeps informed of modern educational thought and practices by advanced study, visiting school systems, attending educational conferences, and other appropriate means. Keeps the Board informed of trends in education.]
QUESTIONS FOR THE SUPERINTENDENT TO ANSWER: (Response from superintendent is not necessary for the board to proceed with completion and adoption of this evaluation) / With regard to this performance area:
What do you think has gone well?
What do you think has not gone well?
What would you do differently?
QUESTIONS FOR THE BOARD: (Must be completed prior to evaluation deadline even if the superintendent does not respond to the above questions) / What evidence is there to support your agreement or disagreement with the superintendent's assessment?
What suggestions or recommendations for improvement do you have?
PERFORMANCE RATING / o SATISFACTORY
o UNSATISFACTORY
If you believe that the superintendent’s performance regarding this area of performance is unsatisfactory, answer the following questions:
What evidence is there to support your assessment of unsatisfactory performance by the superintendent regarding this area of performance?
What recommendations do you have for improvement of this unsatisfactory performance? (This would be an excellent time to do an improvement plan if nonrenewal in the spring is a possibility.)

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AREA OF PERFORMANCE: / VII. Relationship with Students and Parents
INDICATORS:
(These are examples. Replace with indicators from your superintendent’s job description.) / 1. [Prescribes rules for classification and advancement of students in accordance with board policy.
2. Receives, investigates, and acts on complaints and concerns expressed by students and parents.
3. Ensures proper execution of policies related to students and parents.]
QUESTIONS FOR THE SUPERINTENDENT TO ANSWER: (Response from superintendent is not necessary for the board to proceed with completion and adoption of this evaluation) / With regard to this performance area:
What do you think has gone well?
What do you think has not gone well?
What would you do differently?
QUESTIONS FOR THE BOARD: (Must be completed prior to evaluation deadline even if the superintendent does not respond to the above questions) / What evidence is there to support your agreement or disagreement with the superintendent's assessment?
What suggestions or recommendations for improvement do you have?
PERFORMANCE RATING / o SATISFACTORY
o UNSATISFACTORY
If you believe that the superintendent’s performance regarding this area of performance is unsatisfactory, answer the following questions:
What evidence is there to support your assessment of unsatisfactory performance by the superintendent regarding this area of performance?
What recommendations do you have for improvement of this unsatisfactory performance? (This would be an excellent time to do an improvement plan if nonrenewal in the spring is a possibility.)