ADMINISTRATIVE
PERSONNEL EVALUATION
The Superintendent shall design and
implement an objective based evaluation system for all members of the
Management Team. Performance objectives shall be developed annually and
mutually agreed upon. Formal evaluations shall be made at least once
each year. The Superintendent shall present these evaluations to the
Board before its regular June meeting and shall make recommendations
regarding their employment and/or salary status for the following year.
However, should the Superintendent decide to recommend non-renewal of a
contract, such recommendation shall be presented to the Board before the
regular March meeting.
Those administrators who are members of the Benton
Harbor Area Schools Administrators Association shall have formal
evaluations made at least once each year and these shall be completed
and submitted to the Superintendent or designee each year before May
15th.
If the Board decides not to renew an administrator's
contract, the administrator shall be so notified as required by law.
Evaluations for all
administrators shall be conducted according to the following written
guidelines:
- A written job description for each position shall
be available to each administrator.
- Performance objectives shall be developed annually
for each administrative position by the administrator and the
administrator's immediate supervisor.
- Evaluations of the administrator's performance
shall be made by the administrator's immediate supervisor.
- The administrator's evaluation shall be put in
writing and shall be discussed with the administrator by the
evaluator.
- The Superintendent has the right to review all
evaluations and shall confer with every Management Team member
regarding the Superintendent's final evaluation.
- All evaluations and the Superintendent's final
evaluation shall only be kept in confidential personnel files
maintained in the personnel office.
