402.4 Evaluations

Code No. 402.4

EVALUATIONS

Evaluations of 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 Board of Directors shall be responsible for evaluating the performance of the Superintendent.  The Superintendent 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.

Each supervisor shall be formally evaluated at least one time each contract year during the first two years of employment and at least one time every third year thereafter.  Progress on professional goals shall be reviewed annually.

Every administrator in the District shall have a comprehensive summative evaluation during their first year.  After the initial summative evaluation, an annual formative assessment of each administrator will be performed based on the administrator’s Individual Professional Development Plan.  The summative evaluation shall be performed every three years.

The evaluation shall be based on how well the administrator or supervisor performs the duties of his/her job description and on progress on professional goals.  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 and in accordance with requirements of Iowa law.

Licensed employees in the District shall be formally evaluated using the criteria specified on the evaluation forms as approved by the Board of Directors and/or as required by law.

Evaluation of Classified Employees (Other Than Temporary Employees and 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.

Administrators and/or supervisors shall be responsible for the evaluation of classified employees of the District.  The evaluator may utilize relevant information from other individuals in the performance of this duty.

Administrators and supervisors shall evaluate classified employees upon how well they perform the duties of their job descriptions.  Classified employees shall be formally evaluated at least once during their first year of employment and at least once every third year thereafter.  A copy of the completed formal evaluation will be given to the evaluated employee and a conference shall be held.  The evaluated employee may respond in writing to the evaluation.  The written evaluation and any response shall be filed in the employee's confidential personnel file.

Other Evaluations.  Nothing in this policy shall preclude other methods of evaluation, 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.

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

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DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS