The Board of Education will annually evaluate the performance of the superintendent in January
or as soon thereafter as practicable, according to written standards set by the Board in consultation
with the superintendent. This formal evaluation will take place prior to any action to renew or
extend the superintendent's contract.
The Board may evaluate the superintendent at any other time throughout the year, in addition to
the annual formal evaluation. Additional evaluations may be formal or informal.
The purpose of the evaluation is to improve administrative leadership as follows:
► Clarify the superintendent's administrative leadership role.
► Maintain a harmonious working relationship between the superintendent and the Board.
► Establish accountability for the school system.
► Ensure that Board policies are being administered effectively.
► Provide direction and performance expectations for the upcoming year.
Formal Evaluation Preparation
► During July or August, the Board and superintendent will meet to establish goals for the
upcoming year and re-evaluate or confirm performance expectations created after the last
evaluation, if applicable.
► At least once a year, each Board member will complete an individual rating instrument,
providing input for each performance area and written comments when needed or desired.
► The Board president will collect from each Board member his or her completed instrument,
compile the results and provide a formal summative evaluation for each area.
► The Board will meet and discuss the formal evaluation, finalize the evaluation for
presentation to the superintendent and discuss preliminary expectations for the upcoming
► The Board president will attempt to give the formal evaluation to the superintendent at least
three (3) business days prior to the formal evaluation meeting to provide the superintendent
with adequate time to review the evaluation. The superintendent may respond in writing
if he or she disagrees with any portion of the evaluation.
► The Board and the superintendent will meet in closed session to discuss the formal
► Shortly after the superintendent's evaluation, the Board, in consultation with the
superintendent, may cooperatively establish performance expectations for the upcoming
year in line with the district's goals and the superintendent's job description and
evaluation. These expectations may then become a part of the Board's evaluation of the
superintendent the following year.
Superintendent's Personnel File
The formal evaluation and any written responses by the superintendent will be maintained in the
superintendent's permanent file in accordance with the state retention manual applicable to
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Note: The reader is encouraged to check the index located at the beginning of this
section for other pertinent policies and to review administrative procedures
and/or forms for related information.
Legal Refs: §§ 168.201, .410, RSMo.
St. Charles School District, St. Charles, Missouri
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