CBE September 2025 updated agenda item.pdf (39 KB)

File: CBE Adopted: October __, 2025 Superintendent Employment and Evaluation Contract The superintendency is becoming more demanding as the superintendent's responsibilities and public education become more complex. Upon the selection of a candidate or upon reappointment of the incumbent superintendent, the Board shall endeavor to secure the dignity of position and the freedom of leadership appropriate to the responsibilities of the superintendent through an explicit contractual agreement. Such contract shall meet the requirements of state law and shall protect the rights of both the Board and the superintendent. Evaluation The Board shall institute and maintain a comprehensive evaluation program of the superintendent on a regular basis that is agreed upon by the Board and the superintendent. Through evaluation of the superintendent, the Board shall strive to accomplish the following: 1. Clarify the superintendent´s role in the school system as seen by the Board by defining objectives that will contribute to achievement of district-wide goals. 2. Develop positive communication and harmonious working relationships between the Board and superintendent. 3. Provide administrative leadership of excellence for the school system including implementation of education programs for the achievement of the educational objectives of the school district, including the district´s academic standards. 4. Measure the superintendent's performance as defined by the Board and superintendent through shared goals and objectives. Those portions of the superintendent's written evaluation relating to the performance in fulfilling adopted district objectives, fiscal management of the district, district planning responsibilities, and supervision and evaluation of district personnel shall be available for inspection by the public.

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Evaluation process The Board and the superintendent shall establish the criteria for evaluation of the superintendent annually. These criteria will relate to the position description for the superintendent and the goals of the district. The Board and the superintendent shall meet at least twice during the year either in a separate meeting or as part of a regular meeting to discuss progress on the goals and objectives and to review how the relationship is proceeding. Prior to the Board’s preparation of evaluation materials, the superintendent shall have an opportunity to provide the Board with a written self-appraisal and the Board shall take this self-appraisal into account in evaluating the Superintendent. Information may be collected from individual Board members and synthesized into a collective Board position, although the range of views may be presented as a basis for discussion with the superintendent. The Board and the superintendent shall discuss information relating to the superintendent's performance in an executive session unless the superintendent requests that the discussion occur in a public meeting. A time shall be designated for this purpose at a properly noticed Board meeting. Written evaluation report The evaluation shall result in a written summary of conclusions regarding the superintendent's performance. The report shall include the following: 1. Specific information about the strengths and weaknesses in the superintendent's performance based upon the agreed upon criteria. 2. Documentation showing information collected and considered in the evaluation. The Report may also include suggestions for improving the performance of the superintendent, modifying Board/superintendent relationships, and/or modifying the goals and objectives of the district. The evaluation report shall be signed by the president of the Board and by the superintendent. The signature of any person on the report shall not be construed to indicate agreement with the report’s information. The superintendent shall be allowed to attach any written comments to the evaluation report. The report shall be placed in the superintendent's personnel file. Reservation of Rights Nothing in this policy shall be construed to imply in any manner the establishment of any personal rights not explicitly established by law or contract. Further, nothing in this policy or the accompanying regulation shall be construed to be a prerequisite to or a condition 2

of suspension, dismissal or termination. All employment decisions remain within the sole and continuing discretion of the Board. LEGAL REFS.: Constitution of Colorado, Article X, Section 20 (4)(b) C.R.S. 22-9-106 (4)(b) (local board of education shall have exclusive authority for evaluating the superintendent) C.R.S. 22-9-109 (specific portions of superintendent's evaluation open to public inspection) C.R.S. 22-32-109 (1)(b) (Board duty to adopt policies necessary and proper for the efficient administration of the district) C.R.S. 22-32-110(1)(g) (power to employ a CEO) C.R.S. 22-44-115(4) (administrative contacts) C.R.S. 22-63-202(2) (employment contracts damages provisions) C.R.S. 24-72-204(3)(a)(II)(B) (inspection of public records) End of File: CBE

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