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    324 views8 pages

    Superintendent Self-Evaluation 5 2015

    Uploaded by

    api-285517817

    Copyright:

    © All Rights Reserved
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    RR. @ The City of Cape Coral Municipal Charter School Authority Model System for Superintendent Self-valuation Part VI: Implementation Guide for Superintendent Evaluation May, 2015 City of Cape Cora Municipal Charter Schoo System Governing Board 3619 Oasis a, Cape Coral 33014 Phone 35) 424-6700 ww eapecharterecnools 0:3 Appraisal information “Months inthe Postion: Five Date of Appraisal: May 11", 2015 (In advance of June Board Evaluation) | School Year: 201415 Appraisal Period Start: VOW/1S Appraisal Peviod End: 06162015, Name of Gove 1 Board Member Completing This Evaluation: Sapetintendent Stephensou SEIFEValuation ‘SUPERINTENDENT'S PERFORMANCE EVALUATION ‘The pimary purpose ofthe Superintendents evaluation i the improvement af performance. The essence of performance evaluation requires the Board and ‘Superintendent to address what the Superintendents attempting to accomplish, to assess how wel the Superintendent fs doing, and to define the area and priori for improvement An effectiva evaluation process shoul provide the foundation fora good Superintendent Board relationship. PROCEDURES: + Each Governing Board Member should complete an Individual Superintendent performance evaluation, In this phase of the evaluation process, each Board Member works independent, without consulting any other Boaré Member, orate the performance of tho Superintendent. Written comments to any tem are encouraged. The form shouldbe completed in whole, then printed and sign by the evaluating Governing Board Member. ‘The performance of he Superintendent i o be rated against the four performance Standards 8s defined below Unsatisfactory performance fs merited when performance has not significant improved folowing a rating of Needs Improvement, o performance 's consetenty below the requirements ofa standard and is considered inadequate, or bth ‘A rating of Needs improvement represents performance that is below the requirements ofa standard but isnot considered lo be Unsatisfactory at the time. Improvement is necessary and expected ‘Profciont performance fs understood to be fully satisfactory. Fer the superintendent, this isthe rigorous expected love of performance, Itis @ demanding, but atsinable level of performance, _Exompary performance presents a level of performance that exceeds the aready high standard of Proficient. rating of Exemplary is reserved {or performance on an indicator or standard thats of such a high level tha it could serve as a medal or other loads. Covering Board Members should rate the Supecntendent in all standards using one of the four ratings: Exemplary, Proficion, Needs Improvement Unsatisfactory. @ Superintendent's Performance Rating for Standard I: Community Relations Improvement cnn nnn noc an al! | Proficient Exenplary HA. Partcpatesin community actin HR lable to staf, parents and students, Regularly attends schoo! or community-based functions a Promotes CCCESA's curricular and co

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