Superintendent Evaluations

1. Superintendent Evaluations Karen Haase & Bobby Truhe (402) 434-3000 H & S School Law khaase@hslegalfirm.com@KarenHaase btruhe@hslegalfirm.com @btruhe

2. Superintendents are Tricky…

3. 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

4. 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

5. 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

6. Practice Writing Evaluations

7. Albus Dumbledore • Superintendent for 5 years • Not visible in buildings or community • Not pushing principal hard enough • Great with budget, agenda, policy, curriculum

12. Talking About Evaluations

13. 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

14. How to have these difficult conversations(grow a pair….)

15. So, how’s it going? • “How did you feel things are going?” • “How do you feel about the school year so far?

16. So, how’s it going? • Dishonest • Most people decide to bluff; some are very good at it • “Your job is on the line”

17. Oreo Cookie (Donut) • Sandwiching criticism between layers of false praise

18. Oreo Cookie (Donut) • Squanders primacy and recency • Makes people distrust praise – and you • Allows people to not “hear” your criticisms and concerns

19. Too Many Pillows • Layering your criticisms so subtly that the employee doesn’t understand your concern

20. Too Many Pillows • Dishonest • Unproductive • Frustrating to everyone

21. Writing a Script • You “know” what the other person will say • Rehearse conversation in your head

22. 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

23. Machine Gun Nelly • All criticisms thrown out one after another

24. Machine Gun Nelly • Negative emotional wake • Leaves employee overwhelmed • Creates defensiveness

25. Don’t forget: You can copy-paste this slide into other presentations, and move or resize the poll. Poll: What is YOUR method of confrontation?

26. The Fierce Convos. Model • Opening statement • Interaction • Resolution

27. The Fierce Convos. Model • Opening statement • Interaction • Resolution

28. 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

29. The Fierce Convos. Model • Opening statement • Interaction • Resolution

30. 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”

31. The Fierce Convos. Model • Opening statement • Interaction • Resolution

32. 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

34. Don’t forget: You can copy-paste this slide into other presentations, and move or resize the poll. Poll: Questions? Comments? Constructive Critic...

35. Superintendent Evaluations Karen Haase & Bobby Truhe (402) 434-3000 H & S School Law khaase@hslegalfirm.com@KarenHaase btruhe@hslegalfirm.com @btruhe