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Superintendent Evaluations. Karen Haase & Bobby Truhe ( 402) 434-3000 H & S School Law khaase@hslegalfirm.com @ KarenHaase btruhe@hslegalfirm.com @btruhe. Superintendents are Tricky…. Superintendents and Tenure. Superintendents DON’T get tenure

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superintendent evaluations

Superintendent Evaluations

Karen Haase &

Bobby Truhe

(402) 434-3000

H & S School Law

khaase@hslegalfirm.com@KarenHaase

btruhe@hslegalfirm.com

@btruhe

superintendents and tenure
Superintendents and Tenure
  • Superintendents DON’T get tenure
    • But don’t forget tenure carried forward
  • Superintendents DO get due process
    • Contracts renew automatically
    • Must have a reason for ending contract
    • Must prove “seven deadly sins” for mid-term cancellation
superintendents contracts
Superintendents’ Contracts
  • CHECK THE CONTRACT
    • Even if your board is 100% happy
    • Check renewal dates
    • 3 years = 4 years
  • Contract review is sensible, not picking a fight
superintendents evaluations
Superintendents’ Evaluations
  • CHECK THE FORM/POLICY ON FILE WITH NDE
    • Recent additional requirement
    • Must use NDE forms
    • “The Devil made me do it”
  • Frequency
    • Twice a year for the first year
    • Once a year thereafter
albus dumbledore
Albus Dumbledore
  • Superintendent for 5 years
  • Not visible in buildings or community
  • Not pushing principal hard enough
  • Great with budget, agenda, policy, curriculum
closed session
Closed Session?
  • In re Scottsbuff Herald Complaint, AG Letter, 2/19/10
  • AG’s guidance:
    • If all positive: must be in open session
    • If all negative: may be in closed session unless superintendent objects
    • If a mixture, may be in closed session
so how s it going
So, how’s it going?
  • “How did you feel things are going?”
  • “How do you feel about the school year so far?
so how s it going1
So, how’s it going?
  • Dishonest
  • Most people decide to bluff; some are very good at it
  • “Your job is on the line”
oreo cookie donut
Oreo Cookie (Donut)
  • Sandwiching criticism between layers of false praise
oreo cookie donut1
Oreo Cookie (Donut)
  • Squanders primacy and recency
  • Makes people distrust praise – and you
  • Allows people to not “hear” your criticisms and concerns
too many pillows
Too Many Pillows
  • Layering your criticisms so subtly that the employee doesn’t understand your concern
too many pillows1
Too Many Pillows
  • Dishonest
  • Unproductive
  • Frustrating to everyone
writing a script
Writing a Script
  • You “know” what the other person will say
  • Rehearse conversation in your head
writing a script1
Writing a Script
  • Keeps you from having the necessary conversations
  • Keeps you from seeing possible change during the meeting
  • Prevents you from hearing the employee during the meeting
machine gun nelly
Machine Gun Nelly
  • All criticisms thrown out one after another
machine gun nelly1
Machine Gun Nelly
  • Negative emotional wake
  • Leaves employee overwhelmed
  • Creates defensiveness
slide25

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Poll: What is YOUR method of confrontation?

the fierce convos model
The Fierce Convos. Model
  • Opening statement
  • Interaction
  • Resolution
the fierce convos model1
The Fierce Convos. Model
  • Opening statement
  • Interaction
  • Resolution
the fierce convos model2
The Fierce Convos. Model
  • Opening statement – 60 seconds!
    • Name the issue
    • Select an example
    • Describe emotions
    • Clarify what is at stake
    • Identify your contribution to problem.
    • Indicate your wish to resolve
    • Invite partner to respond
the fierce convos model3
The Fierce Convos. Model
  • Opening statement
  • Interaction
  • Resolution
the fierce convos model4
The Fierce Convos. Model
  • Interaction
    • If others says things you disagree with, resist urge to immediately argue
    • Use paraphrasing
    • Use questions
    • Use silence
    • Acknowledge others’ reality and use “and”
the fierce convos model5
The Fierce Convos. Model
  • Opening statement
  • Interaction
  • Resolution
the fierce convos model6
The Fierce Convos. Model
  • Resolution
    • Ask employee to identify what he/she is going to do to resolve problem
    • Require timeline
    • You provide resolution steps if necessary
slide34

Don’t forget: You can copy-paste this slide into other presentations, and move or resize the poll.

Poll: Questions? Comments? Constructive Critic...

superintendent evaluations1

Superintendent Evaluations

Karen Haase &

Bobby Truhe

(402) 434-3000

H & S School Law

khaase@hslegalfirm.com@KarenHaase

btruhe@hslegalfirm.com

@btruhe