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Happy Valley ESD (Santa Cruz) |  BP  2140  Administration

Evaluation Of The Superintendent/Principal   

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The Board of Trustees recognizes that, in order to effectively fulfill its responsibilities for setting direction, ensuring accountability, and providing community leadership for the district, it must adopt measures for holding the Superintendent/Principal accountable. At a minimum, the Board shall annually conduct a formal evaluation of the Superintendent/Principal's performance to assess his/her effectiveness in leading the district toward established goals. In addition, the evaluation process may include opportunities during the year for review of the Superintendent/Principal's progress toward meeting the goals. The evaluation shall be in accordance with the provisions of the Superintendent/Principal's contract and any applicable Board policy.

(cf. 0000 - Vision)

(cf. 2121 - Superintendent's Contract)

(cf. 9000 - Role of the Board)

(cf. 9005 - Governance Standards)

Evaluation criteria shall be agreed upon by the Board and Superintendent/Principal prior to the evaluation and shall include, but not be limited to, district goals and success indicators; educational, management, and community leadership skills; and the Superintendent/Principal's professional relationship with the Board.

(cf. 2110 - Superintendent Responsibilities and Duties)

(cf. 2111 - Superintendent Governance Standards)

The Board and Superintendent/Principal shall jointly determine the evaluation method(s) and schedule that will best serve the district and the structure and format of the instrument to be used.

Prior to the evaluation, the Superintendent/Principal shall provide to the Board for its review a report of progress toward district goals, the Superintendent/Principal's self-appraisal of accomplishments and performance, and a statement of actions taken to address any Board recommendation from the previous evaluation.

Each Board member shall independently evaluate the Superintendent/Principal's performance. Based on these individual evaluations, the Board president shall produce a document that summarizes the individual evaluations. The Board shall then take action on this document and present it to the Superintendent/Principal for his/her response.

The evaluation shall provide commendations in areas of strength and achievement, provide recommendations for improving effectiveness in areas of concern and unsatisfactory performance, and serve as a basis for making decisions about salary increase and/or contract extension.

The Board shall meet in closed session with the Superintendent/Principal to discuss the evaluation. (Government Code 54957)

(cf. 9321 - Closed Session Purposes and Agendas)

(cf. 9321.1 - Closed Session Actions and Reports)

The Superintendent/Principal shall have an opportunity to ask questions, respond verbally and in writing to the evaluation, and present additional evidence of his/her performance or district progress.

After the Board and Superintendent/Principal have discussed the evaluation, the Board president and Superintendent/Principal shall sign the evaluation and it shall be placed in the Superintendent/Principal's personnel file.

(cf. 4112.6/4212.6/4312.6 - Personnel Files)

At the open session after the Superintendent/Principal's evaluation or at a subsequent meeting, the Board and Superintendent/Principal shall jointly identify performance goals for the next year.

(cf. 9400 - Board Self-Evaluation)

Legal Reference:


53262 Employment contracts, superintendent

54957 Closed session, personnel matters


Duval v. Board of Trustees, (2001) 93 Cal.App.4th 902

Management Resources:


Maximizing School Board Governance: Superintendent Evaluation, 2006



Association of California School Administrators:


adopted: May 9, 2011 Santa Cruz, California