NORTHFIELD CITY BOARD OF EDUCATION FILE CODE: 2131
Northfield, New Jersey X Monitored
X Mandated
Policy X Other Reasons
SUPERINTENDENT EVALUATION
The Northfield City Board of Education, in compliance with state law, will evaluate the Superintendent at least annually. Each evaluation shall be in writing, a copy shall be provided to the Superintendent and the Superintendent and the board shall meet to discuss the findings. The evaluations shall be based upon the goals and objectives of the district, the responsibilities of the Superintendent and such other criteria as the State Board of Education may by regulation prescribe.
The purpose of the evaluation shall be:
A. To promote professional excellence and improve the skills of the Superintendent;
B. To improve the quality of the education received by the students served by the public schools of the district;
C. To provide a basis for the review of the job performance of the Superintendent.
Role and Responsibility of the Board
The role and responsibility of the board in the evaluation of the Superintendent shall be:
- To ensure that each member completes the New Jersey School Boards Association training program on the evaluation of the Superintendent within six months of the commencement of newly appointed or elected district board member’s term of office (N.J.S.A. 18A:17-20.3, b; see board policy 9200 Orientation and Training of Board Members);
- After consultation with the Superintendent, to determine the roles and responsibilities for the implementation of this policy and attendant procedures;
- After consultation with the Superintendent, to prepare an individual plan for professional growth and development of the Superintendent based in part upon any needs identified in the evaluation. This plan shall be mutually developed by the board and the Superintendent;
- To ensure that all non-conflicted members of the board shall prepare an annual performance report and convene an annual summary conference between the Superintendent and a majority of the full membership of the board;
- To hold an annual summary conference with a majority of the total membership of the board and the Superintendent. The annual summary conference shall be held before the written performance report is filed. The conference shall be held in executive session, unless the Superintendent, subsequent to adequate notice, requests that it be held in public. The conference shall include, but not be limited to, review of the following:
- Performance of the Superintendent based upon the job description;
- 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
- Indicators of student progress and growth toward program objectives.
- To prepare, by July 1, subsequent to the annual summary conference, an annual written performance report. The annual written summary performance report shall be prepared by the Board President or designee of the board and provided to the Superintendent. This report shall include, but not be limited to:
- Performance areas of strength;
- Performance areas needing improvement based upon the job description and evaluation criteria in “E” above;
- Recommendations for professional growth and development;
- A summary of available indicators of pupil progress and growth and a statement of how these available indicators relate to the effectiveness of the overall program and the performance of the Superintendent;
- An option for the Superintendent, within 10 days of receipt of the report, to include for performance data which has not been included in the report prepared by the Board President or designee to be entered into the record by the Superintendent
The board shall add to the Superintendent’s personnel file, all written performance reports and supporting data, including, but not limited to, indicators of student progress and growth to a Superintendent’s personnel file. The records shall be confidential and not be subject to public inspection or copying pursuant to the Open Public Records Act, N.J.S.A. 47:1A-1 et seq.
The board may determine whether the services of a qualified consultant will contribute substantially to the evaluation process and to engage such a consultant as deemed appropriate to assist the board. The evaluation itself shall be the responsibility of the board.
Role and Responsibility of the Superintendent
The board shall determine the roles and responsibilities of the Superintendent in consultation with the Superintendent. The Superintendent shall provide information and propose procedures for:
- The development of a job description and evaluation criteria, based upon the district’s local goals, program objectives, policies, instructional priorities, state goals, statutory requirements, and the functions, duties and responsibilities of the Superintendent. The evaluation criteria shall include but not be limited to available indicators of pupil progress;
- Specification of methods of data collection and reporting appropriate to the job description;
- Design of evaluation instruments suited to reviewing the Superintendent’s performance based upon the job description;
- Establishing an evaluation calendar to include a date for the annual conference and including appropriate information to allow proper consideration of all the items to be included in the subsequent written performance report;
- After the board’s preparation of the annual written performance report, to provide all other appropriate information relative to evaluation of his/her performance not contained in the report; and
- Preparation and review of the Professional Growth Plan for the administrator’s professional development.
The policy shall be delivered to the Superintendent upon adoption. Amendments to the policy shall be distributed within 10 working days after adoption.
Adopted:
NJSBA Review/Update: April 2018; November 2020
Readopted:
Key Words
Superintendent Evaluation, Superintendent Job Description, CSA, Superintendent, Evaluation
Legal References:
NOTE: These legal references pertain primarily to the Superintendent’s employment and evaluation. Many specific responsibilities are assigned by other statutes and administrative code regulations.
N.J.S.A. 18A:4‑15 General rule‑making power
N.J.S.A. 18A:6‑10 Dismissal and reduction in compensation of persons
through ‑17 under tenure in public school system
N.J.S.A. 18A:12-21 et seq. School Ethics Act
N.J.S.A. 18A:17‑15 Appointment of superintendents; terms;
through ‑21
N.J.S.A. 18A:17-20 Tenured and non-tenured superintendents; general
See particularly: powers and duties
N.J.S.A. 18A:17-20.3 Evaluation of superintendent’s performance
N.J.S.A. 18A:17‑24 Clerks in superintendent’s office
N.J.S.A. 18A:17-24.1 Shared administrators, superintendents
N.J.S.A. 18A:27-4.1 Appointment, transfer, removal or renewal of officers and employees; exceptions
N.J.S.A. 18A:28‑3 No tenure for noncitizens
through ‑6.1
N.J.S.A. 18A:29‑14 Withholding increments; causes; notice of appeals
N.J.S.A. 40:65-1 et seq. Uniform Shared Services and Consolidation Act
N.J.A.C. 6A:9-3.4 Professional standards for school leaders
N.J.A.C. 6A:9B-12.1 Requirements for administrative certification
N.J.A.C. 6A:10-8.1 Evaluation of Superintendents
N.J.A.C. 6A:28-1.1 et seq. School Ethics Commission
N.J.A.C. 6A:30-1.1 et seq. Evaluation of the performance of school districts
N.J.A.C. 6A:32‑4.1 et seq. Employment of teaching staff
8 U.S.C. 1101 et seq. Immigration and Nationality Act
Possible
Cross References: *2000/2010 Concepts and roles in administration; goals and objectives
*2121 Line of responsibility
*4111 Recruitment, selection and hiring
*4211 Recruitment, selection and hiring
*9000 Role of the board
*9400 Board self‑evaluation
*Indicates policy is included in the Critical Policy Reference Manual.