2.06 EVALUATION OF THE SUPERINTENDENT
The Board of Education shall annually evaluate the Superintendent.  The evaluation process shall include but not be limited to the following:
  1. Effectiveness as the chief administrative officer for the Franklin Local Schools.
  2. Effectiveness as the chief educator for the Franklin Local Schools.
  3. Effectiveness as the chief representative of the Franklin Local Schools to students, the staff, the Board, the community, the State of Ohio, and the nation.
  4. Effectiveness in accomplishing specific goals, both those self-established and those established by the Board of Education for the year being evaluated.
  5. Identification of strengths and weaknesses with suggestions for improvement.
Procedure

At least once each fiscal year, the Board of Education and Superintendent shall meet in executive session for the purpose of mutual evaluation of the performance of the Superintendent.  The basis for this evaluation shall be, but not be limited to, the Board adopted job description for the position of Superintendent of Schools.  In the event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, in reasonable detail, specific instances of unsatisfactory performances.  The evaluation shall include recommendations as to areas of improvement in all instances where the Board deems performance to be unsatisfactory.  A copy of the written evaluation shall be made available to the Superintendent.  The Superintendent shall have the right to make a written reaction or response to the evaluation.  This response shall become a permanent attachment to the Superintendent’s evaluation.  Upon the request of the Superintendent, the Board shall meet with him/her to discuss the evaluation within thirty (30) days of the delivery of the written evaluation to the Superintendent.

The annual evaluations shall be considered by the Board of Education in deciding whether to renew the Superintendent’s contract; however, the establishment of this evaluation procedure does not create an expectancy of continued employment.  Nothing contained herein shall prevent the Board of Education from making the final determination regarding the renewal or nonrenewal of the Superintendent’s contract.

Franklin Local School District

Assessment of Superintendent’s Performance

 

Superintendent’s Name                                                 

Date                                                                            

Scoring Instructions:   Please assess the superintendent’s performance by scoring each item.  A score of (1) is the lowest possible score and connotes gross incompetence; a score of (6) indicates excellent and/or commendable performance.  Your appraisal is a serious and responsible assignment.  The superintendent wants to know his level of performance as perceived by the board.

 

Areas of Responsibility

 

Unsatisfactory

 

Satisfactory

 

Commendable

 

 

Comments

 

1

2

3

4

5

6

 

A.  Relationships with the Board

  1. Keeps the board informed on issues, needs, and operation of the local board office.

 

 

 

 

 

 

 
  1. Offers professional advice to the board on items requiring board action, with appropriate recommendations based on thorough study and analysis.

 

 

 

 

 

 

 
  1. Interprets and executes the intent of board policy.

 

 

 

 

 

 

 
  1. Seeks and accepts constructive criticism of his work.

 

 

 

 

 

 

 
  1. Supports board policy and actions to the public and staff.

 

 

 

 

 

 

 
  1. Has a harmonious working relationship with the board.

 

 

 

 

 

 

 
  1. Understands his role in administration of board policy, makes recommendations for employment or promotion of personnel in writing; and accepts responsibility for his recommendations.

 

 

 

 

 

 

 
  1. Accepts his responsibility for maintaining liaison between the board and personnel, working toward high degree of understanding and respect between the staff and the board, and the board and the staff.

 

 

 

 

 

 

 
  1. Goes immediately and directly to the board when he feels an honest, objective difference of opinion exists between him and any or all members of the board, in an earnest effort to resolve such difference immediately.

 

 

 

 

 

 

 
  1. Works with the entire board, not individuals.

 

 

 

 

 

 

 

 

Areas of Responsibility

 

Unsatisfactory

 

Satisfactory

 

Commendable

 

 

Comments

 

1

2

3

4

5

6

 

B.  Community Relationships

  1. Gains respect and support of the community on the conduct of the local school operation.

 

 

 

 

 

 

 
  1. Develops friendly and cooperative relationships with the news media.

 

 

 

 

 

 

 
  1. Participates in community life and affairs.

 

 

 

 

 

 

 
  1. Works with groups to strengthen relationships and communications in an organized way.

 

 

 

 

 

 

 
  1. Handles problems raised by community in a timely, organized manner.

 

 

 

 

 

 

 
  1. Initiates positive PR programs and works through the staff to implement the programs.

 

 

 

 

 

 

 

C.  Staff and Personnel Relationships

 

 

 

 

 

 

 
  1. Develops and executes sound personnel procedures and practices.

 

 

 

 

 

 

 
  1. Develops good staff morale and loyalty to the organization.

 

 

 

 

 

 

 
  1. Treats all personnel fairly, without favoritism or discrimination, while insisting on performance of duties.

 

 

 

 

 

 

 
  1. Recruits and assigns the best available personnel in terms of their competencies.

 

 

 

 

 

 

 
  1. Encourages participation of appropriate staff members and groups in planning, procedures, and policy interpretation.

 

 

 

 

 

 

 
  1. Evaluates performance of staff members, giving commendation for good work as well as constructive suggestions for improvement.

 

 

 

 

 

 

 
  1. Takes an active role in development of salary schedules for all personnel, and recommends to the board the levels which, within budgetary limitations, will best serve the interests of the district.

 

 

 

 

 

 

 

 

Areas of Responsibility

 

Unsatisfactory

 

Satisfactory

 

Commendable

 

 

Comments

 

1

2

3

4

5

6

 

D.  Educational Leadership

  1. Understands and keeps informed regarding all aspects of the instructional program.

 

 

 

 

 

 

 
  1. Organizes a planned program of staff evaluation and improvement.

 

 

 

 

 

 

 
  1. Becomes involved in legislative activity.

 

 

 

 

 

 

 
  1. Works with instructional staff to upgrade their performance.

 

 

 

 

 

 

 
  1. Involves pertinent people in the planning process before arriving at a decision that requires their implementation.

 

 

 

 

 

 

 
  1. Resourceful in visualizing and developing new ideas, methods, and products.

 

 

 

 

 

 

 
  1. Is productive – as shown by work output, time and energy devoted and results obtained.

 

 

 

 

 

 

 
  1. Completes tasks in a timely manner, i.e., a realistic blend between quality and quantity.

 

 

 

 

 

 

 
  1. Provides leadership in staff development (in-service education, positive self-concept, explanation and interpretation of new programs, regular/special education coordination, periodic professional meetings).

 

 

 

 

 

 

 

E.  Business and Finance

 

 

 

 

 

 

 
  1. Supervises operations, insisting on competent and efficient performance.

 

 

 

 

 

 

 
  1. Determines that funds are spent wisely, and adequate control and accounting are maintained.

 

 

 

 

 

 

 
  1. Organizes staff for efficient management.

 

 

 

 

 

 

 
  1. Delegates authority and responsibility.

 

 

 

 

 

 

 
  1. Follows up.

 

 

 

 

 

 

 

 

Areas of Responsibility

 

Unsatisfactory

 

Satisfactory

 

Commendable

 

 

Comments

 

1

2

3

4

5

6

 
  1. Works on keeping taxes low and yet provides a good educational program within fiscal limits.

 

 

 

 

 

 

 
  1. Keeps the district moving forward and upward.

 

 

 

 

 

 

 

F.  Personal Qualities

 

 

 

 

 

 

 
  1. Maintains high standards of ethics, honesty, and integrity in all personal and professional matters.

 

 

 

 

 

 

 
  1. Devotes his time and energy effectively to his job.

 

 

 

 

 

 

 
  1. Demonstrates his ability to work well with individuals and groups.

 

 

 

 

 

 

 
  1. Maintains his professional development by reading, course work, conference attendance, work on professional committees, visiting other districts, and meeting with other superintendents.

 

 

 

 

 

 

 
  1. Ability to communicate – verbal and written materials are concise, well organized, effectively presented and readily understood.

 

 

 

 

 

 

 
  1. Is able to give credit to others.

 

 

 

 

 

 

 
  1. Dependability and perseverance – meets promises and finishes tasks without frequent checking and in spite of difficulties.

 

 

 

 

 

 

 
  1. Adaptability – capable and willing to adjust to new conditions and assignments.

 

 

 

 

 

 

 
  1. Enthusiasm – develops and radiates interest in assigned tasks.

 

 

 

 

 

 

 

Comments

                                                                                                                 
Board President's Signature                                                Date

                                                                                                                 
Superintendent's Signature                                                Date
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