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AFA-E EVALUATION OF SCHOOL BOARD OPERATIONAL PROCEDURES Instructions Each Board member will evaluate the
Board's effectiveness to rate the Board on each criterion, using a number
scale from 1 to 5. The Board Chair or Superintendent will
collect all copies of the rating instrument, tally the scores, determine the
composite average, and record it on the graph provided. Each member of the Board will be given a
copy of the composite results. Individual Composite A. RELATIONSHIP WITH SUPERINTENDENT Rating Rating 1. Establishes written policies for the guidance of the
Superintendent in the operation of the schools. 2. Provides the Superintendent with a clear statement of the
expectation of performance and personal qualities against which he/she will be measured
periodically. 3. Engenders confidence in the Superintendent by inviting communication from him/her. 4. Reaches decisions only on the basis of study of all
available background data and consideration of the recommendation of the
Superintendent 5. Requests information through the Superintendent and only
from staff members with the knowledge of the Superintendent. 6. Provides a climate of mutual respect and trust offering
commendation whenever earned and constructive criticism when necessary. 7. Matters tending to alienate either Board member or
Superintendent are discussed immediately rather than being permitted to
fester and deteriorate. 8. Provides opportunity and encouragement for professional
growth of the Superintendent. 9. Provides time for the Superintendent to plan. 10. Takes
the initiative in maintaining a professional salary for the Superintendent
comparable with salaries paid for similar responsibility in and out of the
profession. B. COMMUNITY
RELATIONSHIPS 11. Encourages
attendance of citizens at Board meetings. 12. Actively
fosters cooperation with various news media for the dissemination of
information about the school program. 13. Ensures
a continuous planned program of public information regarding the schools. 14. Participates
actively in community affairs. 15. Channels
all concerns, complaints, and criticisms of the school system through the
Superintendent for study with the expectation that he/she will report back to
the Board if action is required. 16. Protects
the Superintendent from unjust criticism and the efforts of local special
interests groups. 17. An
individual Board member does not commit him/herself to a position in answer
to an inquiry or in public statements unless Board policy is already established
and clear or the question addressed to him/her requires merely a recitation
of facts about the school system. 18. Encourages
citizen participation in an advisory capacity in the solution of specific
problems. 19. Is
aware of community attitudes and the special interests groups which seek to
influence the District's program. C. BOARD MEETINGS 20. Has
established written procedures for conducting meetings which include ample
provision of the public to be heard but prevents a single individual or group
from dominating discussions. 21. Conducts
its meetings in facilities that allow the district's business affairs to be
conducted by the Board and its administrative staff effectively. 22. Selects
a Chair on the basis of his or her ability to properly conduct a meeting
rather than on seniority or rotation. 23. New
items of a complex nature are not introduced for action if they are not listed on the agenda
but are presented for listing on a subsequent agenda. 24. Definitive
action is withheld until asking if there is a staff recommendation and what
it is. 25. Care
is used in criticizing a staff recommendation. 26. The
privilege of holding over matters for further study is not abused. 27. Each
member makes a sincere effort to be informed on all agenda items listed prior
to the meeting. 28. Controversial,
complex, or complicated matters are held over or placed on the agenda for discussion
only, prior to consideration for adoption. D. STAFF 29. Develops
sound personnel policies, involving the staff when appropriate. 30. Authorizes
the employment or dismissal of staff members upon the recommendation of the
Superintendent. 31. Makes
provision for the complaints of employees to be heard, and after full study
if staff dissatisfaction is found to exist, takes action to correct the
situation through appropriate administrative channels. 32. Is
receptive to suggestions for improvement of the school system. 33. Encourages
professional growth and increased competency through: a. Attendance by staff members at education
meetings. b. Training on the job c. Salary increments which recognize training and experience beyond
minimum qualifications for a given position. 34. Makes
the staff aware of the esteem in which it is held. 35. Provides
a written policy protecting the academic freedom of teachers. E. RELATIONSHIP TO THE INSTRUCTIONAL PROGRAM 36. Understands
the instructional program and the general restrictions imposed on it by the
Legislature, the State Board of Education, and college and university requirements. 37. Realistically
faces the community to support a quality education for its children. 38. Resists
the efforts of special interest groups to influence the instructional program
if the effect would be detrimental to the students. 39. Encourages
the participation of the professional staff, and in
certain instances the public, in the development of the curricula. 40. Weighs
all decisions in terms of what is best for the students. 41. Provides
a policy outlining the district's educational objectives against which the
instructional program can be evaluated. 42. Keeps
abreast of new developments in course content and teaching techniques through
attendance and participation in F. RELATIONSHIP TO FINANCIAL MANAGEMENT
OF THE SCHOOLS 43. Equates
the income and expenditures of the District in terms of the quality of
education that should be provided and the ability of the community to support
such a program. 44. Takes
the leadership in suggesting and securing community support for additional
financing when necessary. 45. Establishes
written policies which will ensure efficient administration of purchasing,
accounting, and payroll procedures, and the insurance program. 46. Authorizes
individual budgetary allotments and special non-budgeted expenditures only
after considering the total needs of the district. 47. Makes
provision for long-range planning for acquisition of sites, additional
facilities, and plant maintenance. G. PERSONAL QUALITIES 48. A
sincere and unselfish interest in public education and in the contribution it
makes to the development of children. 49. A knowledge of the community
which the school system is established to serve. 50. An
ability to think independently, to grow in knowledge, and to rely on fact
rather than prejudice, and a willingness to hear and consider all sides of a
controversial question. 51. A
deep sense of loyalty to other Board members and respect for group decisions
cooperatively reached. 52. A
respect for, and interest in, people and the ability to get along with them. 53. A
desire to work through defined channels of authority and responsibility. 54. A
willingness to devote the necessary time to become an effective Board member. Adoption
Date: Reviewed/Approved: |