Code No.  303.6

ADMINISTRATOR EVALUATION

The Superintendent will conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence.  At a minimum, the Superintendent  will evaluate the administrators annually.  The goal of the formal evaluation process is to ensure that the educational program for the students is carried out, ensure student learning goals of the school district are met, promote growth in effective administrative leadership for the school district, clarify the administrator's role as defined by the board and the superintendent, ascertain areas in need of improvement, clarify the immediate priorities of the responsibilities listed in the job description, and develop a working relationship between the superintendent and the administrator.

The superintendent is responsible for designing an administrator evaluation instrument.  The formal evaluation will include written criteria related to the job description.  The superintendent, after receiving input from the administrators, will present the formal evaluation instrument to the board for approval.

The formal evaluation will also include an opportunity for the administrator and the superintendent to discuss the written criteria, the past year's performance and the future areas of growth.  The evaluation is completed by the superintendent, signed by the administrator and filed in the administrator's personnel file.

The principal will be an educational leader who promotes the success of all students by:

•	Facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community.  
•	Advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development.  
•	Ensuring management of the organization, operations and resources for a safe, efficient and effective learning environment.  
•	Collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources.    
•	Acting with integrity, fairness and in an ethical manner.
•	Understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context.

It is the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and nonprobationary administrators prior to May 15.

This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence.

NOTE:  The board needs to insert either "board" or "superintendent" in the two blanks depending on their practice.  May 15 is the date established by law.  The board may select an earlier date but not a later one.  For more detailed discussion of this issue, see IASB's Policy Primer, July 11, 2008.

Legal Reference:	Iowa Code §§ 279.8, .21-.23A (2013).
	281 I.A.C. 12.3(3); ch 83.

Cross Reference:	303	Administrative Employees

Approved 11/10/08	Reviewed 1/23/19	Revised