Adopted:  September 9, 2004							CBG							
Amended:  									page 1 of 3
Administration
Evaluation of the Superintendent
Purpose:
The Gadsden Independent School District (GISD) shall evaluate the Superintendent of Schools annually utilizing the evaluation instrument approved by the Board.
Participants:
The School Board and the Superintendent
Process:
The Gadsden Independent School District School Board may choose to be advised or assisted in the process by an attorney and/or consultant. The evaluation shall be based on the performance expectations as detailed in the job description of the position of superintendent. The job description and any revision thereof shall be developed in consultation with the superintendent and adopted by the GISD School Board.
Evaluation Process:
Criteria used to evaluate the superintendent will be based on the job description of the superintendent. The major areas (domains) of responsibility of the superintendent, performance expectations (competencies) in each domain, and behavioral indicators of each performance competency to the job description are specified in the accompanying policy CBA as defined in law, Local Power and Duties of the Superintendent. The evaluation shall focus on the performance expectations as well as the achievement of the superintendent's annual goal(s). It shall be based on valid and reliable data sources, including direct observation, goal attainment, gains in student achievement, client surveys, and other appropriate indicators of performance. Survey forms, goal forms, and other forms, will be developed for use in the process. are detailed in the Procedures Governing Superintendent Evaluation.
Annual Goal(s):
The Superintendent, in conjunction with the Gadsden Independent School Board, will set annual goals for improvement that are congruent with the schools’ district goals. A plan for goal achievement will be developed and will include a schedule for goal attainment with indicators of interim progress. The goal(s) will be reviewed and adjusted as necessary. The superintendent will report progress on achieving the goal(s) at regularly scheduled intervals throughout the evaluation process. Indicators of goal attainment include documentation via the superintendent's oral and written reports and other material.

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Evaluation Conferences:
Quarterly conferences between the superintendent and Board will be scheduled in order to provide continuity and enhance communication during the process of evaluation. An implementation schedule creates a real ongoing process in which all parties know when each regular meeting is scheduled during the process. We suggest that regular executive board meeting agendas actually reflect the evaluation sessions as agenda items in accordance with the following schedule:
1. 1st Board Meeting in July - meet with Board to jointly review action plan for annual
	goals.
2. 1st Board Meeting in November - Superintendent meets with the Board to discuss
	progress made on goal attainment and receives feedback on overall performance.
	3. 1st Board Meeting in January - Superintendent meets with Board to discuss progress
	made on goal attainment and receives feedback on overall performance via an Interim
	Review document.
4. 1st Board Meeting an April- Superintendent meets with Board to discuss the annual
	Summative Evaluation.
	5. 2nd Board Meeting in April- Superintendent meets with Board to discuss progress
	made on goal attainment and receive feedback on overall performance and to
	determine goals for upcoming year.
The conferences shall include, but shall not be limited to, a review of the superintendent's performance based on the job description; a review of the superintendent's progress in goal achievement; and a review of appropriate indicators of student progress and growth.
The purpose of the annual summative conference is to provide a comprehensive review of the year's work, identify strategies for improvement and future goal setting, and recognize achievement and good professional practice. Adequate time will be allotted for the conference in order to address the required topics of discussion as well as to permit full exploration of solutions to any identified problems.
The Board President will sign the annual summative evaluation report at the time of the conference and the superintendent will sign it within five working days. The report will be filed in the superintendent's personnel file and a copy will be provided to the superintendent.
There are two major considerations in assessing job performance during summative evaluation: the actual competencies and how well they are performed. The domains, performance competencies and performance indicators provide a description of well-defined superintendent expectations. The Appendixes provide guidelines for the assessment procedures.

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After collecting information gathered through goal achievement, observation, student performance measures, review of artifacts, and other appropriate sources, the Gadsden Independent School Board will use a three- or four-point rating scale to evaluate the
performance of the superintendent standards. The rating scale provides a description of different levels of how well the duties (i.e. competencies) are performed on a continuum form "exceeds expectations" to "unsatisfactory." The use of the four-level rating scale enables GISD School Board members to acknowledge effective performance (i.e. "exceeds expectations" and "meets expectations") and provides two levels of feedback for superintendents' not meeting expectations (i.e. "improvement required” and "unsatisfactory"). The three-level rating scale enables Board members to acknowledge effective performance (i.e., "exceeds expectations" and "meets expectations") and provides one level of feedback for superintendent's not meeting expectations (has not met expectations").