1240 EVALUATION OF SUPERINTENDENT

The purpose of the annual evaluation is to promote professional excellence and improve the skills of the Superintendent, improve the quality of the education received by the students in the schools, and provide a basis for the review of the Superintendent’s performance. 

This Policy and Regulation 1240 shall be developed by the Board of Education after consultation with the Superintendent and shall include, but not be limited to: 

1.	Determination of roles and responsibilities for the implementation of the annual evaluation policy and procedures;

2.	Development of a job description and evaluation criteria based upon the Board of Education's local goals, program objectives, policies, instructional priorities, State goals, statutory requirements, and the functions, duties, and responsibilities of the Superintendent;

3.	Specification of data collection and reporting methods appropriate to the job description;

4.	Provisions for the preparation of an individual professional growth and development plan based in part upon any need(s) identified in the evaluation.  The plan shall be mutually developed by the Board of Education and the Superintendent; and 

5.	Preparation of an annual performance report by a majority of the full membership of the Board of Education and an annual summary conference between a majority of the total membership of the Board of Education and the Superintendent. 

There shall be an annual summary conference between the Board of Education, with a majority of its total membership present, and the Superintendent which shall be held before the annual performance report is filed.  The conference shall be held in executive session, unless the Superintendent requests that it be held in public.  The conference shall include, but not be limited to, review of the following:

1.	Performance of the Superintendent based upon the Board approved job description;

2.	Progress of the Superintendent in achieving and/or implementing the school district's goals, program objectives, policies, instructional priorities, State goals, and statutory requirements; and

3.	Indicators of student progress and growth toward program objectives. 

The annual written performance report shall be prepared by July 1 by a majority of the Board of Education’s total membership by July 1 and shall include, but not be limited to: 

1.	Performance area(s) of strength;

2.	Performance area(s) needing improvement based upon the job description and evaluation criteria set forth in N.J.A.C.         6A:10-8.1(c)2;

3.	Recommendations for professional growth and development;

4.	A summary of indicators of student progress and growth, and a statement of how the indicators relate to the effectiveness of the overall program and the Superintendent’s performance; and

5.	Provision for performance data not included in the report to be entered into the record by the Superintendent within ten teaching staff member working days after the report’s completion. 

The evaluation procedure for a nontenured Superintendent shall be completed by July 1 each year. 

Each newly appointed or elected Board of Education member shall complete a New Jersey School Boards Association training program on the evaluation of the Superintendent within six months of the commencement of his or her term of office pursuant to N.J.S.A. 18A:17-20.3.b. 

The rules in N.J.A.C. 6A:10-1.1 et seq. shall not override any conflicting provision(s) of a collective bargaining agreement or other employment contracts entered into by a school district in effect on July 1, 2013.  No collective bargaining agreement entered into after July 1, 2013 shall conflict with the educator evaluation system established pursuant to N.J.A.C. 6A:10-1.1 et seq. or any other specific statute or regulation, nor shall topics subject to collective bargaining involve matters of educational policy or managerial prerogatives. 

The Board of Education shall add to the Superintendent’s personnel file all annual performance reports and supporting data, including, but not limited to,  indicators of student progress and growth.  All information contained in the annual performance reports and all information collected, compiled, and/or maintained by employees of the Board of Education for the purposes of conducting the educator evaluation process pursuant to N.J.A.C. 6A:10-1.1 et seq. shall be confidential. Such information shall not be subject to public inspection or copying pursuant to the Open Public Records Act, N.J.S.A. 47:1A-1 et seq.  Nothing contained in N.J.A.C. 6A:10-1.1 et seq. shall be construed to prohibit the New Jersey Department of Education from, at its discretion, collecting evaluation data pursuant to N.J.S.A. 18A:6-123.e or distributing aggregate statistics regarding evaluation data.

The Board President, or the Board President’s designee, shall oversee the annual evaluation of the Superintendent. The Board of Education may hire a qualified consultant to assist or advise in the evaluation process; however, the evaluation itself shall be the responsibility of the Board of Education.

Policy and Regulation 1240 shall be distributed to the Superintendent upon adoption by the Board.  Amendments to this Policy and Regulation shall be distributed within ten working days after adoption.

The provisions of this Policy, Regulation, and N.J.A.C. 6A:10-8.1 et seq. are the minimum requirements for the evaluation of a Superintendent.  

N.J.S.A. 18A:17-20.3; 18A:6-117 through 18A:6-129
N.J.A.C. 6A:10-1.1 et seq.; 6A:10-8.1 et seq.

Date Adopted:	11/17/80
Date Revised:	March 18, 1991; June 26, 2006; March 30, 2009, 
April 15, 2014, April 26, 2016, Otober 17, 2017