The appraisal criteria should focus on, but not be limited to:
Each year, the Board may review the appraisal criteria and any established job targets. Any job targets will be set forth in language such that progress toward each target can be readily documented.
An interim appraisal progress review may be conducted by the Board and the Superintendent. The intent of any such progress review is to advise the Superintendent of any deficiencies that must be corrected prior to the end of the appraisal period and to make any changes or additions to job targets, appraisal criteria and performance expectations in the light of any new conditions or circumstances. The documentation of progress toward appraisal criteria, performance expectations or the job targets may serve as a basis of the appraisal report to be completed at the end of each appraisal period. The Board may seek information from staff members, parents, students or other members of the community. Such information may be considered as part of the appraisal report. The report will be placed in the Superintendent’s permanent personnel file.
At the beginning of any appraisal cycle, any appraisal instrument created to measure the Superintendent’s duties as defined in law, policy and regulation may be adopted by the Board.