R 1330 EVALUATION OF SCHOOL BUSINESS ADMINISTRATOR (M)

A.    	Frequency of Evaluation
 
The Superintendent will evaluate the performance of the School Business Administrator annually, no later than May 15, or more frequently as the Superintendent deems necessary.
 
B.    	Evaluation Criteria

	1.     	Criteria for the evaluation of the School Business Administrator will be 			based upon the job description and will relate directly to each of the tasks 			described. Each criteria will be brief and will focus on a major function of 			the position, be based on observable information rather than factors 			requiring subjective judgment, and be written in a consistent format.

	2.     	The Board shall develop and approve criteria for the evaluation which will 		be reviewed as necessary and as requested by the School Business 				Administrator but not less than annually, and upon any revision of the 			School Business Administrator's job description. Any proposed revision of 		the evaluation criteria will be provided to the School Business 				Administrator for comment before its adoption, and a copy of the adopted 			revision shall be provided to the School Business Administrator within ten 		working days of its adoption.

C.    	Collection and Reporting of Evaluation Data

Data for the evaluation of the School Business Administrator will be gathered by any one or more of the following methods:

	1.     	Direct observation;

	2.     	Review of a document produced by the School Business Administrator in 			the performance of his/her assigned duties;

	3.     	Interviews with the School Business Administrator by the Superintendent 			regarding his/her knowledge of assigned duties;
	4.     	Paper and pencil instruments (such as competency tests, staff surveys, and 			the like);

	5.     	A review of the School Business Administrator's performance by an 			outside observer (such as the district auditor);

	6.     	Audio-visual monitoring of the School Business Administrator in the 			performance of assigned duties; and

	7.     	Reference to previous performance reports.

D.     	Preparation of Written Evaluation Report

An annual written performance report shall be prepared, no later than May 15, by the Superintendent. The report will include, but need not be limited to:

	1.     	Performance areas needing improvement;

	2.     	A plan for professional growth and development; and

	3.     	Provision for performance data not included in the report which may be 			entered into the report by the School Business Administrator within ten 			working days after the completion of the report.

E.     	Conduct of Annual Performance Conference

	1.     	An annual summary conference with the School Business Administrator 			will be conducted by the Superintendent before the annual performance 			report is filed.

	2.     	The conference shall include but need not be limited to:

		a.     	A performance review based upon achieving and implementing, as 				applicable, the district's goals, program objectives, policies, 				priorities, and statutory requirements;

		b.     	A review of the most recent audit report; and

		c.     	Growth toward the performance objectives established in the 				previous performance conference.

	3.     	The purpose of the annual performance conference shall be to provide a 			total review of the year's work, to identify strategies for improvement 			where necessary, to recognize achievement and good practice, and to 			specify a plan for professional growth and development. Adequate time 			shall be allotted for the conference in order to cover the required topics of 			discussion and to permit a full exploration of the possible solutions to any 			problems identified.

	4.     	The annual performance report will be signed by the Superintendent at the 			time of the annual performance conference and by the School Business 			Administrator within ten working days of that conference. It will be filed 			in the School Business Administrator's personnel file, and a copy will be 			provided to him/her.

	5.     	It will be the duty of the School Business Administrator to implement the 			plan for professional growth as prepared; his/her failure to do so may 			result in disciplinary action up to and including certification of tenure 			charges.

Adopted:  18 December 1995