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Policy GCOC
The Board believes that a well-planned evaluation system for administrators is vital to ongoing improvement of the instructional program and student achievement. To that end, the evaluation system will be based on standards of professional practice. The system will provide feedback on multiple measures of educator effectiveness including student growth and achievement data.
The system will provide a process for using evaluation system data to inform individual professional growth and improvement plans. The system will provide data to inform district and school professional development plans. The Superintendent shall be responsible for the development, implementation and periodic review of a performance evaluation and professional growth system for all administrators.
The Superintendent shall make a recommendation to the Board regarding administrator employment and/or salary status.
Formal evaluations shall be made at least once a year. They shall be conducted according to the following guidelines:
Evaluative criteria for each position shall be in written form and made permanently available to the administrator;
Evaluations shall be made by the Superintendent or immediate supervisor;
Results of the evaluations shall be put in writing and shall be discussed with the administrator;
The administrator being evaluated will have the right to attach a memorandum to the written evaluation; and
Results of all evaluations shall be kept in confidential personnel files maintained at the Superintendent’s office.
In accordance with Maine’s Educator Effectiveness law (20-A MRSA § 13701-13706), South Portland has developed, piloted, and implemented a performance evaluation and growth system, consistent with the requirements of applicable Department of Education rules.
The performance evaluation and growth system has been approved by the Board. In keeping with the Board’s goal of employing the best qualified staff to provide quality education for all students, all administrators are expected to participate fully in the evaluation process, self-appraisal and continuous improvement of professional skills.
While supervision and evaluation policies and procedures are not negotiable in collective bargaining, the Superintendent is to seek appropriate involvement of staff in the development and periodic review of the supervision and evaluation program.
Legal Reference: 20-A MRSA §§ 1055, 13201; 13701-13706, 13802
Me. Dept. of Ed. Rule Ch. 125 §§ 4.02(E) (3), 8.08
Adopted: July 9, 2001
Revised: March 13, 2017
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