4.3 - Headmaster Support and Evaluation

SERIES 4 PERSONNEL

Overview

The Liberty Common School Board of Directors believes the success of the Headmaster directly affects the success of the school. The purpose of the Headmaster Evaluation is to strengthen the Board’s support, evaluation and partnership with the Headmaster. In order to properly satisfy the Liberty Common School bylaws, the Board has the responsibility to provide regular and specific feedback regarding the Headmaster’s performance. The purpose of the Headmaster Evaluation is to provide timely and relevant performance feedback to ensure the Headmaster is succeeding in accordance with annual goals as determined in the evaluation and will be based on the Headmaster Job Description as defined in the Board Policy Manual. Support and advancement of the Board’s strategic plan will also be evaluated.

Process

• The Board of Directors shall annually appoint, during the regular August Board meeting, one Board member who will assume the primary responsibility for implementing the Headmaster support and performance evaluation process for the upcoming school year. Those responsibilities will include:
  • Annually review and revise as necessary the Headmaster Job Description.
  • Work with the Headmaster to ensure the Headmaster develops, shares and receives Board approval on organizational goals for the upcoming school year.
  • Establish a process for conducting regular meetings with the Headmaster. The purpose of the check-in meetings will be to track progress toward the annual organizational goals and strategic plan and provide the appropriate Board support to the Headmaster as needed. The minimum expectation is that the check-in meetings will occur quarterly. A summary of the meeting will be provided to the Board.
  • Implement a comprehensive Headmaster Evaluation which includes: the Headmaster self-evaluation, input from the entire Board, and administration and staff as deemed appropriate.
  • Create the Headmaster’s contract and will recommend updates to the Headmaster’s compensation as appropriate for consideration by the full board. Associated compensation change is to be effective July 1 in accordance with the fiscal year.
• The Headmaster Evaluation must be completed by early May.
• A minimum of two board members will discuss the Headmaster Evaluation in an in-person meeting with the Headmaster to be held in June. The representatives will strive to deliver the evaluation in accordance with the sentiment of the entire board.

Adopted: 03-07-2019