The superintendent will conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence.  At a minimum, the superintendent will formally evaluate the administrators annually. The goals of the formal evaluation process are to ensure that the District’s educational program is carried out, to ensure that student learning goals are met, to promote growth in effective administrative leadership, clarify the administrator’s authority and responsibilities, to identify areas in need of improvement, to clarify the immediate priorities of the District, and to enhance the working relationship between the superintendent and the administrator.

The superintendent is responsible for designing an administrator evaluation instrument.  The formal evaluation will include written criteria related to the job description. The superintendent, after receiving input from the administrators, will present the formal evaluation process to the Board for approval.

The formal evaluation will include an opportunity for the administrators and the superintendent to discuss the written criteria, the past year’s performance and areas of future growth. The evaluation is completed by the superintendent, signed by the administrator and filed in the administrator’s personnel file.

The principal will be an educational leader who promotes the success of all students by:

  • Facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community.
  • Advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development.
  • Ensuring management of the organization, operations and resources for a safe, efficient and effective learning environment.
  • Collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources.
  • Acting with integrity, fairness and in an ethical manner.
  • Understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context.

It is the responsibility of the superintendent to conduct formal evaluations of all probationary administrators and non‐probationary administrators prior to May 15.

This policy supports and does not preclude the ongoing informal evaluation of the administrator’s skills, abilities and competence.


Legal Reference:

Iowa Code §§ 279.8, .21‐.23A (2003).

281 I.A.C. 12.3(4).

Cross Reference:

303 Administrative Employees

Approved: July 1, 1989

Reviewed: November 12, 2012

Revised: August 25, 2008