3.1. The Board of Education shall evaluate the superintendent and business administrator on an annual basis.3.2. District Office administrators.
3.2.1. District Office administrators and supervisors shall submit annual goals to the superintendent or immediate supervisor at the beginning of each school year. Goals shall be subject to the approval of the superintendent or immediate supervisor.3.2.2. Feedback from principals to the District Office administrators shall be obtained annually. Feedback from community members, other administrators, teachers, and/or staff shall be encouraged on a continual basis. This information will be considered in the development and evaluation of annual and ongoing goals.
3.2.3. The administrator and superintendent or immediate supervisor shall meet to review the feedback and progress on annual goals.
3.2.4. The superintendent shall formally evaluate the District Office administrators every three years.
3.3. Principals.
3.3.1. Principals shall submit schools goals to the superintendent or appropriate assistant superintendent at the beginning of each school year. Goals shall be subject to the approval of the superintendent or the assistant superintendent assigned supervisory authority.3.3.2. The superintendent or appropriate assistant superintendent shall meet with individual principals to review progress on annual goals.
3.3.3. Principals shall be formally evaluated by the superintendent or appropriate assistant superintendent every three years.
3.3.4. Feedback for principals from community members, other administrators, teachers, and staff shall be encouraged on a continual basis. This information will be considered in the development and evaluation of annual and ongoing goals.
3.4 Assistant Principals
3.4.1. Assistant principals shall submit annual goals to the principal at the beginning of the school year. Goals shall be subject to the approval of the principal assigned supervisory authority.3.4.2. The principal shall meet with the assistant principal to review progress on annual goals.
3.4.3. The principal shall formally evaluate the assistant principal every three years.
3.4.4. Feedback for assistant principals from community members, other administrators, teachers, and staff shall be encouraged on a continual basis. This information will be considered in the development and evaluation of annual and ongoing goals.
3.5. An administrator or supervisor who has successfully completed a probationary period as described in paragraph 3.6 below or who is assigned to a position of higher supervisory authority, whose performance is subsequently determined to be inadequate, substandard, and/or unsatisfactory on the basis of the evaluation process shall be subject to the provisions of District Policy 1450 and provided with written notification that:
3.5.1. Identifies the area(s) of performance that are considered inadequate, substandard, and/or unsatisfactory,
3.5.2. Describes the expected performance in the identified area(s),
3.5.3. Lists potential resources that may assist the educator in making the necessary changes that will meet the expected performance standard,
3.5.4. Provides any recommendations that may assist the administrator in improving performance in the identified area(s), and
3.5.5. Specifies when the administrator is expected to meet the performance standard(s).
3.5.6. The administrator or supervisor may request reasonable assistance to improve his/her performance. If the expected performance conditions specified in the written statement to the administrator are not accomplished the administrator or supervisor may be subject to disciplinary measures, termination, removal from supervisory status, and/or non-renewal of contract as described in District policy.
3.6. Administrative/Supervisory Probationary Period: Administrators (District Office administrators, principals, assistant principals,department administrators, supervisors, or managers) who are assigned or promoted to their first administrative or supervisory position shall serve a mandatory administrative probationary period for the first year of their assignment. Additionally, unless the first administrative/supervisory position was at the level of "principal" a second probationary period will be required for advancement to the position of "principal."
3.6.1. All employees assigned to their first administrative or supervisory position or to a subsequent "principal" position within the Washington County School District must serve a mandatory one-year probationary period before the assignment becomes final. It applies regardless of prior administrative or supervisory experience in another district. The probationary period may be extended for an additional year for any reason as deemed appropriate or necessary by the Superintendent.
3.6.2. As a condition of the administrative or supervisory assignment career or provisional employees will be notified of the provisions for a probationary period, the fact that the assignment is not final until the applicant successfully completes the probationary period, and if unsuccessful, the right to return to a non-administrative or non-supervisory position of no lower grade and the current pay rate represented by the grade than the non-supervisory position held just prior to the administrative or supervisory assignment.
3.6.3. Second level administrators or managers are responsible to provide guidance, training, and monitor performance. A minimum of two evaluations shall be conducted during the probationary period. When such feedback is relevant and reasonable to performance evaluation, feedback shall be obtained from community members, other administrators, teachers, or staff members and considered in the evaluation process.
3.6.4. The human resource director must be notified as soon as it becomes clear that the employee is not performing to standard. If the administrator was selected from a District non-supervisory position and does not satisfactorily complete the probation, he/she has a right to be returned to a non-administrative or non-supervisory position of no lower grade and pay than the previous non-supervisory position held. Temporary employees have no right to an alternative assignment.
3.6.5. An employee who fails to satisfactorily complete the probation requirement has no right to appeal the decision and is not entitiled to due process as described in District Policy 1450 or Utah Code § 53A-8-101 et seq.