Norfolk School Superintendent Dr. Melinda Boone's contract

8/20/2019 Norfolk School Superintendent Dr. Melinda Boone's contract

1/30

CONTRACT

In

cons idera t ion of

the mutual

covenants

hereaf te r

contained, and pursuant

to

§22.1-60

of

the

Code of

Va. (1950),

as amended,

and

the general

laws

of

the Commonwealth of

Virg in ia , it i s

agreed

between

the

SCHOOL

BOARD

OF THE CITY

OF

NORFOLK, here inaf te r ca l l ed the

School Board or Board and

Dr. Melinda J . Boone, here inaf te r

ca l l ed

Dr. Boone or

the

Superin tendent , as fol lows, ef fec t ive ' December

1,

2015:

1. Duties

of

the Superin tendent . Dr. Boone agrees to

accep t employment as

the Superin tendent

of

NPS and

to car ry out

the

dut i e s of

the super in tendent .

The Superintendent sha l l

serve as

the

Chief Education and Chief Executive Off icer of

Norfolk Publ ic Schools ( NPS or

the

Dis t r i c t )

in

accordance

with

the

laws

of

the

Commonwealth

of Virg in ia

( including but not

l imi ted

to

Va.

Code §§22.1-58,

e t

seq . ) , the regula t ions adopted

by

the Sta te Board of

Educat ion,

and the lawful

di rec t ives

of

the School Board

of

the Ci ty of Norfolk. The Superin tendent

wil l devote her t ime, s k i l l , l abor , and a t t en t i on to her

dut ies

as the Superin tendent . The

dut ies

of the Superin tendent include

the r e s pons ib i l i t y

to organize,

reorganize , and

arrange

the

teachers , adminis t ra t ive

and superv isory

s ta f f s ,

and

other

employees

so

t ha t they

best

serve

the

NPS.

Further , the

adminis t ra t ion of

ins t ruc t ion

and a l l

bus iness

a f f a i r s sha l l be


2/30

lodged with

the Superintendent and

adminis tered by her with

the

ass i s t ance of the

adminis t ra t ive

s t a f f . The r espons ib i l i ty for

the

se l ec t ion , placement,

and

t ransfe r

of a l l

personnel , subjec t

to

School Board

approval ,

sha l l be ves ted

in

the Superin tendent ,

in

accordance

with appl icab le laws and regula t ions .

The

School

Board sha l l

not

ass ign

the Superin tendent to any other

pos i t i on

nor

sha l l

it

reass ign the

Superintendent 's

dut ies to

other

employees

in

the

Dis t r i c t without

the consent of

the

Superin tendent .

2.

Term.

The

School

Board hereby employs Dr.

Boone

as

Superin tendent of Schools of NPS for

a

term, beginning on

December

1 , 2015 and ending on

June

30, 2019.

In accordance

with

Virg in ia

Code Sect ion 22.1-60 a l l cont rac t terms for

super in tendents sha l l expi re on June 30th.

For the purposes

of

sa la ry

and

evalua t ion ,

year

and

annual ly

sha l l mean

the

per iod

of

Ju ly 1 to

June 30

and p a r t i a l

year for

these purposes

sha l l be a

per iod l es s than twelve months

between

Ju ly 1

and

June

30.

3 . Qual i f ica t ions .

throughout

the term

of

th i s

The

Superin tendent

Contract , maintain

sha l l ,

proper

accred i t a t ion

and qual i f i ca t ions

for the pos i t i on

of

Superin tendent in

accordance

with the appropr ia te rules and

regula t ions

of the Sta t e Board of Education and the Code of

Virg in ia ,

1950,

as amended.

By

the

execut ion of

th i s

Contract ,

- 2 -


3/30

the

Super intendent

c e r t i f i e s tha t she has taken the necessary

s teps to be

included on the Super in tendent ' s e l i g i b i l i t y list

maintained by

the

Sta te Board of Education.

I f a t any t ime the

Superin tendent

f a i l s to maintain

a l l

c e r t i f i c a t e s , c redent i a l s

and

qual i f i ca t ions ,

as requi red by law, to accept , maintain

and

f u l f i l l

the

adminis t ra t ive pos i t i on as Superin tendent

of

Schools,

t h i s sha l l

cons t i tu te cause for t e rminat ion by

the

School Board

and

the School Board may terminate t h i s

Contract

for

t h i s

cause,

provided

tha t

the

Super intendent

sha l l

be

given

t h i r t y

30)

days

to

obta in

the r equ i s i t e

c e r t i f i c a t e s ,

c redent i a l s

and qual i f i ca t ions tha t are requi red a t the t ime of

the execut ion

of

th i s Contract or a reasonable t ime

to sa t i s fy

any

new

requirements

t ha t

may

be

imposed in

the

fu ture

by

appl icab le

law.

4. Residency.

Within s ix

months

of the execut ion

of

t h i s Contract , the Superin tendent sha l l res ide in

the

City of

Norfolk and sha l l cont inue to

res ide

in

the

City of

Norfolk

during the term of t h i s Contract . I f the Superin tendent f a i l s

to res ide in the City of

Norfolk

within s ix months

of

execut ion

of t h i s Contract ,

the

School Board may terminate t h i s

Contract

for cause.

5. Compensation.

a .

Annual Salary. The School Board agrees

to

pay

the Super intendent an annual sa l a ry of Two Hundred and Twenty

- 3 -


4/30

Four Thousand Dollars ($224

1

000.00).

Payment of the annual

sa l a ry

sha l l

be twice

a

month

or on a bi-weekly basis /

coincident with general

payro l l

and with such

withholding

and

other

payro l l deduct ions

as

sha l l be requi red

by law

or

as

reques ted by the

Super intendent and determined to be avai lable

and proper .

The

Superin tendent

1

s annual sa l a ry for

the

remaining

years of t h i s Contract

sha l l

not be l es s

than

the

pr io r Contract yearrs annual sa l a ry . I f any Contract

year

i s a

p a r t i a l

year ( less

than

365

days)

the

School

Board

sha l l

pro

r a t e the

annual

sa la ry accordingly . Any adjustments in

annual

sa l a ry sha l l be

by

mutual agreement of the School

Board

and the

Superin tendent in the form

of

a wri t t en amendment and

sha l l

become pa r t of th i s Contract .

b.

Performance Compensation.

In

addi t ion to

the

annual sa lary / the School

Board may pay the Superin tendent

performance

compensation.

Annual ly/ the School

Board

plans

to

meet to discuss

and

provide c r i t e r i a t ha t wi l l be used to

determine whether the Superin tendent wil l be paid performance

compensat ion.

c. Deferred Compensation.

Commencing June

3

2016 and t he r ea f t e r on or

about

June 30 of each year

of

t h i s

Contract /

the

School

Board

sha l l

maker

on behal f of

the

Superin tendent

1

an annual cont r ibut ion of f ive percen t (5 ) of

the

Superin tendentrs annual sa l a ry in to a

defe r red compensation

- 4 -


5/30

plan

or

plans, se l ec t ed by the Superin tendent . I f any

Contract

year

i s

a

p a r t i a l

year

( less than

365 days), the School Board

sha l l prora te the annual defer red compensat ion accordingly .

The

Superin tendent sha l l be

respons ib le

for

any

cos ts associa ted

with the

plan or plans .

6. Board/Super intendent

Communications.

The School

Board and the Superin tendent agree tha t

they sha l l

work with

each

other in the

sp i r i t

of cooperat ion and

teamwork

and sha l l

provide

each

other with per iodic opportuni t ies

to

discuss

Board/Superintendent

re l a t ionsh ips

and communications. By

January 30,

2016

or as

soon

as

the School Board believes

appropr ia te ,

and per iod ica l ly thereaf te r , the School

Board

and

the

Superin tendent

sha l l

meet

to

discuss

how they wil l

communicate and work coopera t ive ly together .

In

addi t ion ,

the

School

Board acknowledges

tha t

genera l ly , ind iv idual Board members should

not

give

di rec t ion

to

the Superin tendent or

any

employee

regarding

the management of

the Dis t r i c t o r the solut ion of spec i f i c problems

and

tha t

ind iv idual

Board members sha l l r e f e r a l l personnel complaints or

o ther

communications

regarding

the

adminis t ra t ion

of

the

Dis t r i c t

to the Superin tendent for inves t iga t ion and

repor t

to

the Board. Notwithstanding, the Superin tendent

acknowledges

tha t the School Board

cannot

always

govern

the conduct of

- 5 -


6/30

ind iv idual members and t ha t some di rec t ind iv idual i n t e r ac t i on

wi l l occur .

7. Other Benef i t s .

a. Vacat ion.

Upon commencement

of serv ices ,

the

Superin tendent

sha l l rece ive twenty

( 2 0)

l ega l

working days

hol idays .

of

The

acat ion

annual ly

in

add i t ion to

Super in tendent ' s unused vacat ion days sha l l

accrue

from year

to

year .

Upon

t e rminat ion

of t h i s Contract ,

the School

Board

sha l l

pay

the

Superin tendent

for

accrued,

but

unused

vacat ion

days

a t

her then per diem

r a t e

of

pay

based on

her

annual sa l a ry in

e f f ec t

a t the t ime.

b. Sick Leave. The

Super intendent

sha l l

receive

e igh teen (

18)

s ick

leave days per year , and unused s i ck

leave

days sha l l accrue

from

year

to

year up

to

a maximum of 200 days.

Upon t e rminat ion of the Contract · for any

reason,

the School

Board sha l l

pay

the Superin tendent

for one

s ix th

of

her accrued,

but unused

s ick

leave

a t her

then appl icable per

diem

r a t e

based

on her

then annual

sa la ry.

c. Personal Leave.

The Superin tendent

sha l l also

be e n t i t l e d to th ree (3)

persona l

days per year , wi th

pay,

to

a t tend

to

personal bus iness , with accrual of personal days under

the same terms

as

other NPS employees.

d. Health Insurance.

The Superin tendent and her

family

may pa r t i c ipa te in the heal th

coverage,

inc luding vi s ion

- 6 -


7/30

and

den ta l

coverage, made

ava i l ab le to o the r

NPS

employees on

the same terms

as

NPS

employees.

The School Board

pa r t i c ipa te s

in

a hea l th consort ium

inc luding the City

of Norfolk

and

d i r e c t l y pays

heal th

expenses in

accordance with i t s hea l th

plan .

This

coverage

i s sometimes

r e fe r red

to as

se l f - insurance .

School

Board

e.

Life /Disab i l i ty

sha l l

re imburse

Insurance. Annual ly,

the

the Superin tendent

up to

One

Thousand

Dol lars ($1,000.00)

to a s s i s t the

Superin tendent in

purchas ing

l i f e / d i s a b i l i t y

insurance.

f . Retirement.

Virg in ia Code

Sec t ion

51.1-125

inc ludes Superintendents

as

members of the Virg in ia Retirement

System

( VRS ) .

Virgin ia Code Sec t ion 51.1-126.6 provides for a

defined contr ibu t ion p lan

and

al lows

super in tendents

to

i r revocably

e lec t

between

the

VRS

def ined

benef i t

plan and an

opt ional re t i rement

plan.

g. Other Benef i t s .

In

add i t ion to

the benef i t s

provided

in

th i s

Contract , the Superin tendent

i s e n t i t l e d to

o ther

benef i t s

ava i l ab le to

othe r

NPS employees,

inc luding

but

not

l imi t ed

to,

s ick leave po l i c i e s per t a in ing to accrual

o r

t r an s fe r

.

8. Automobile.

The Superin tendent may e l ec t to

use

a

l a t e model, fu l l

s ize

automobile suppl ied by the School Board

or ,

in

l i e u

thereof , the Superin tendent may e lec t to be paid in

in s ta l lmen ts

coinc ident

with

payro l l an

annual ca r allowance of

- 7 -


8/30

$7,200.00.

In the

event

tha t the

car allowance of

$7,200.

00 i s

elec ted , during

any

p a r t i a l Contract year , such al lowance sha l l

be

propor t iona te ly reduced.

9. Technology.

The School Board

sha l l

provide

the

Superin tendent wi th the appropr ia te technology necessary

to

a s s i s t

the

Superin tendent in preforming

her

du t i e s

and

r e spons ib i l i t i e s .

This sha l l include a smartphone, t ab le t

1

laptop,-

computer and

facs imi l e /pr in t e r

a t the Superin tendent s

home and

the

monthly charges

associa ted

with

the

technology.

The

School

Board sha l l

own the technology and sha l l

pay d i r ec t ly

the monthly

charges for

the

use of

the

technology.

10.

Profess ional Development. The School Board expects

the

Superin tendent

to

cont inue

to

engage

in

profess ional

development.

As a

resu l t ,

with

the

approval of the School

Board,

which

sha l l

not

be

unreasonably

withheld ,

the

Superin tendent

sha l l

a t t end

appropr ia te profess iona l

meetings,

conference or

seminars a t

the

loca l , s t a t e

and

na t iona l

l eve l

with expenses for

at tending these

profess iona l

meetings,

conferences

and

seminars

1

inc luding

but

not

l imi ted

to

r eg i s t r a t ion fees/

t r ave l

1

meals

and lodging/ to be

paid by

the

School Board.

The

Superin tendent

i s not expected

to take

vacat ion or personal days to a t tend

these

profess iona l meetings/

conferences or seminars .

The

School Board

sha l l

pay for the

- 8 -


9/30

Superin tendent

to a t tend profess ional meetings, conferences

and

seminars.

11.

Memberships

in

Profess ional

and Community

Organizat ions .

The School

Board bel ieves t ha t it i s impor tant

for

the

Super intendent to

be a member of, and engaged in,

community

and

pro fes s iona l

organizat ions . As a r e su l t , the

School

Board

sha l l pay for

memberships

in the

Rotary,

Chamber

of

Commerce,

Virg in ia Associa t ion

of

School Adminis t ra tors , the

American

Associat ion

of

School

Adminis t ra tors

and

such

other

memberships

approved by the Board

Chair.

12.

Trans i t ion /Relocat ion Expenses.

The

School

Board

wi l l pay up to Five Thousand Dollars

($5,000.00)

of

the

moving

van

expenses,

inc luding

packing

and unpacking. The

Superin tendent sha l l obta in

quotes

from

th ree companies

acceptable to her and

sha l l

s e l ec t the lowest .

In order

to

p a r t i a l l y defray the

cos t

of s e l l i ng and buying a

home,

the

School

Board

a lso sha l l

reimburse

the Superin tendent

for up to

Twelve

Thousand Dol lars

($12 ,000.00) for

the

cos t of

a r en ta l in

Norfolk. In

addi t ion to

the

t o t a l

l imi t of

Twelve

Thousand

Dol lars ($12, 000. 00) , monthly reimbursements sha l l

not

exceed

Two

Thousand

Dol lars ($2 ,000 .00)

for

rent

of a

uni t in

Norfolk.

In

addi t ion , i f

the Superin tendent incurs t r an s i t i on expenses in

the conduct of the

School

Board ' s business pr io r to the

commencement date of t h i s Contract , the

School

Board

sha l l

pay

- 9 -


10/30

reasonable

and

necessary expenses for the Superin tendent

to

car ry out

t r an s i t i on

a c t i v i t i e s

approved in

advance by

the

School Board, which approval

sha l l not

be unreasonably withheld .

13. Non-Tenure.

I t i s mutual ly unders tood and agreed

tha t

t h i s

Contract

does not confer

t enure

upon

the

Superin tendent as

superintendent

or any other adminis t ra t ive

pos i t i on

in

NPS.

14. Annual Evaluat ion.

Annual ly, the

School

Board and

the Superin tendent

sha l l

meet

to

discuss

the

process

and

goals

for evalua t ing the Superin tendent .

The areas

of

evalua t ion

for

the Superin tendent include but are

not l imi ted

to: ( i ) the

areas shown

on the Sta te

Board

of

Educat ion ' s

Super in tendent ' s

Evaluat ion form

at tached

for i l l u s t r a t i v e purposes

and

labe led

Attachment

A;

( i i )

progress on

the

objec t ives for each evalua t ion

per iod to be

es tab l i shed

by Board a f t e r discuss ion with the

Superin tendent

and

( i i i ) s tudent performance on

the SOL

t e s t s

and comparable federa l

measures

and guidel ines , i f any.

Annually,

the

School Board

sha l l

provide a wri t ten

evalua t ion

to

the Superin tendent . As par t

of

the

annual

evalua t ion , the

Super intendent

sha l l

provide

the School

Board

a

wri t t en

se l f

-appra isa l , inc luding her accomplishments, and the

School Board 's evaluat ion

of

the Superin tendent sha l l include

cons idera t ion

of

the

Super in tendent ' s se l f - appra i sa l . The

Board

and

the Superintendent sha l l

schedule a meeting

to discuss the

- 10 -


11/30

Super in tendent ' s evaluat ion .

As a par t of

the

annual evalua t ion

process ,

the Board wi l l consider

the

Super in tendent ' s annual

sa la ry, performance

compensation and the

term of

the

Contract .

The Super in tendent ' s evaluat ion sha l l be kept conf iden t i a l .

15.

Other

Work Act iv i t i es .

The Superin tendent sha l l

devote

her pr imary

t ime,

sk i l l and labor during

the

term

of

t h i s

Contract to the fu l f i l lment

of

dut ies

prescr ibed by

t h i s

Contract .

However,

the

Super intendent may,

with pr io r

approval

of

the

Board,

under take

consul ta t ive

work,

speaking

arrangements ,

wri t ing , l ec tur ing or o ther

profess ional

a c t i v i t i e s for compensat ion so long as such a c t i v i t i e s do not

i n t e r f e re

with her du t ies under

t h i s

Contract .

the

Board

sha l l

not be

unreasonably

withheld .

The approval of

Subject to the const ra int s of t h i s f i r s t paragraph of

t h i s

Sect ion,

the

School

Board

may

permit

the

Superin tendent

to

share her

exper t i se

through

teaching

a t

the co l lege

or

unive rs i ty

l eve l

(maximum

of one

course per

year)

and publ i sh ing

a r t i c l e s .

The

remuneration

for

such a c t i v i t i e s

wi l l

accrue

d i r ec t ly to the Superin tendent .

16. Oath of Allegiance

and

Loyal ty .

The

Super intendent

hereby

swears

and

aff i rms

al leg iance and l oya l ty to

the

Cons t i tu t ion of Virg in ia and the Cons t i tu t ion of

the

United

Sta tes .

-

11

-


12/30

17.

Oath Required

By Sta tute . Before

en te r ing

upon the

discharge of

her dut ies , the

Super intendent

sha l l take and

subscr ibe the

oath presc r ibed

by Sect ion 22.1-64

of

the Code

of

Virg in ia ,

1950,

as amended.

18.

Termination.

a .

Terminat ion

by Mutual

Agreement.

The

Superin tendent

and the

School Board

may agree to

t e rmina te t h i s

Contract

on mutual ly agreeab le

terms

and condi t ions .

b.

School Board

Termination

for

Cause.

By

major i ty vote ,

the School Board

may terminate t h i s

Contract

nfor

cause a t any t ime during the term of t h i s Contract , o r any

extension.

The

School

Board may terminate t h i s Contract

for

cause in

accordance

with the

laws

and cour t

appl icab le to employment contrac ts

in

Virg in ia .

decis ions

The

School

Board

must

provide

the

Superin tendent

wri t t en no t ice

of the

proposed

t e rminat ion

for

cause,

including

the

reasons for

the

proposed

t e rminat ion .

The

School

Board must provide

the

Superin tendent such wri t t en not ice

a t

l e a s t 10 working days

pr io r

to

any de te rmina t ion

to terminate

the

Superin tendent for

cause.

The

Superin tendent

sha l l

be e n t i t l e d to

an oppor tuni ty

for a hearing in closed sess ion with an

a t to rney

i f

the

Superin tendent desi res

to

pay

for

her own

at torney .

The

Superin tendent has recourse

to

the cour t s i f she

des i re s .

- 12 -


13/30

c .

Terminat ion

for Reason

Other

than Cause.

With

60 days wri t t en not ice

to

the

Superin tendent ,

the

School Board

may t e rminate the Superintendent

for reasons other than cause

by

major i ty

vote of

the School Board.

I f the School

Board votes to

t e rminate the

Super intendent for o ther

than cause, the School

Board sha l l

pay the

Superin tendent in

such in s ta l lmen ts as may

be di rec t ed by the

Superin tendent

as fol lows:

I f a per iod of

twelve (12) months

or

more i s

l e f t

on the term of t h i s Contract ,

the

amount

of

such

severance

pay

sha l l

be

equal

to

the

amount

of

the

annual sa l a ry

in e f f ec t

for

the

previous twelve

(12)

months.

I f l es s than twelve

(12)

months remains on t h i s Contract , School

Board

sha l l

pay the Superin tendent tha t por t ion

of

the

annual

sa la ry and the School Board 's share

of

hea l th insurance t ha t

would have been paid but

for

the t e rminat ion .

Payment under

t h i s Sect ion sha l l be

considered

l i qu ida t ed

damages, ac tua l

damages being d i f f i c u l t to quant i fy , and

sha l l be

in

l i eu

of a l l

o the r damages tha t could

be

claimed

by the Superin tendent

for

any

cause

of

ac t ion whatsoever.

19. L iab i l i t y

Coverage. The coverage for judgments,

se t t lements , cos ts and expenses of defense of the Superin tendent

are

def ined

and provided in accordance with Norfolk City Code

Sec t ion

2-155,

Attachment B.

a copy of which i s at tached and labe led

- 13 -


14/30

20. Severabi l i ty .

Provis ions

of t h i s

Contract sha l l

be deemed severable ,

and the i nva l i d i t y or unenforceabi l i

ty

of

any provis ion

sha l l

not

af fec t

the va l id i ty

and enforceab i l i ty

of other provis ions .

21. Miscel laneous.

a . This

Contract sha l l be governed in accordance

with the laws

of

the Commonwealth

of Virg in ia .

b. This Contract

may be

executed

in

one

or more

counterpar ts , each of which

sha l l be

considered

an or ig ina l , and

a l l of which

taken

together

sha l l be considered one and the same

ins t rument .

c. This Contract contains a l l

the

terms agreed

upon by

the

pa r t i e s with respect

to

the

sub jec t

mat ter

of

t h i s

Contract .

d.

Any

not ices requi red or

contemplated hereunder

sha l l be given in

wri t ing

and sha l l be e f f ec t i ve when personal ly

del ivered or

depos i ted in the

United

Sta tes mail ,

reg i s t e red

or

cer t i f i ed , r e t u rn

r ece ip t reques ted , pos tage

prepaid ,

to the

pa r t i e s a t the fo l lowing

addresses :

I f

to the

Board:

I f to the Superin tendent :

Norfolk

Publ ic

Schools

800

East City Hall Ave.

Norfolk, Virg in ia

23510

- 14 -


15/30

e. This Contract may be amended only by an

ins t rument in wri t ing s igned by both of the pa r t i e s

here to .

IN WITNESS WHEREOF, the par t ies have

caused t h i s

Contract

to

be executed

in

t h e i r respect ive

names

and

in

the

case

of the School Board, by

i t s

Chairman on the

day of

_ _ _ D ~ k > _ r _ , 2 o15 .

f . In the event

of

any

conf l ic t

between the

terms

of

th i s Contract and the Pol ic ies and Regulat ions

of

the

School

Board of the Ci ty

of

Norfolk, th i s Contract

sha l l

govern.

THE

SCHOOL

BOARD OF

THE

CITY

OF NORFOLK

y ~

~ d n

Chair

B y ~ ( } ~

Melinda

J . Boone, Ed.D.

Approved

as t ~ ~ ~ c o r r e c t n e s s

Ci };1{3

- 15 -


16/30

ATTACHMENT

A

The

School

Board

of

the

City

of

Norfolk

SUPERINTENDENT

(PERIOD)

EVALUATION

2015-2016

Name)

Superintendent ofSchools

(Evaluation Date)


17/30

SUPERINTENDENT EVALUATION

OVERVIEW

PREFACE

Communications between

the

Board and

the

Superintendent must

be

candid in order

to

maintain the

productive relationship, which promotes a strong educational program. The Evaluation comments that

follow are intended to promote open communication, which focuses on constructive comments that will

strengthen the important relationships between the Board and Superintendent.

EVALUATION SCORING

4

EXEMPLARY

(In addition to meeting the requirements for Proficient, the Superintendent proactively

seeks out research on the effective use of assessment data and ensures division personnel are aware of

relevant findings and are using data to improve instructional programs, resulting in improved student

academic performance.)

3

PROFICIENT

(Proficient

is the

expected level

of

performance. The Superintendent strategically gathers,

analyzes, and uses a variety of data to guide planning an decision making consistent with established

guidelines, policies, and procedures that result in student academic progress.)

2

DEVELOPING/NEEDS IMPROVEMENT

(The Superintendent

has

not

reached a level

of

proficiency in

gathering, analyzing, and using a variety

of

data to guide planning and decision making consistent

with

established guidelines, policies, and procedures

that

result in student academic success.)

UNSATISFACTORY (The Superintendent does not gather, analyze, and use a variety of data

to

guide

planning and decision making consistent with established guidelines, policies, and procedures that result in

student academic success.)

PERFORMANCE DOMAINS AND WEIGHTED CALCULATION

1) Mission, Vision and Goals (10%)

2)

Planning and Assessment (10%)

3) Instructional Leadership (10%)

4) Organizational Leadership and Safety (10%)

5)

Communication and Community Relations (10%)

6) Professionalism (10%)

7) Student Academic Program (40%)


18/30

PERFORMANCE DOMAINS

1

MISSION VISION AND GOALS--

The

superintendent

works with

the

local

school board to formulate and implement the school division's mission, vision

and goals to promote student academic progress.

2

PLANNING

AND ASSESSMENT-- The superintendent strategically gathers,

analyzes and uses a variety of data to guide planning and decision making

consistent with established guidelines, policies, and procedures

that

result in

student

academic progress.

3

INSTRUCTIONAL

LEADERSHIP-- The

superintendent

fosters

the

success of

all teachers, staff, and students by ensuring

the

development, communication,

implementation, and evaluation of effective teaching and learning that leads

to student academic progress and school improvement.

4 ORGANIZATIONAL LEADERSHIP AND

SAFETY--

The superintendent

fosters

the

safety and success of all teachers, staff, and students by

supporting, managing and evaluating the division's organization, operation,

and use of resources.

5

COMMUNICATION

AND COMMUNITY RELATIONS-- The

superintendent

fosters the success of all students through effective communication with

stakeholders.

6 PROFESSIONALISM --

The

superintendent

fosters the success

of

teachers,

staff

and students

by demonstrat ing professional standards and ethics,

engaging in continuous professional development, and contributing to

the

profession.

7 STUDENT

ACADEMIC PROGRAM

--

The

superintendent's

leadership results

in acceptable, measurable division wide student academic progress based on

established standards.

Page

1


19/30

2015-2016 SUMMATIVE

EVALUATION

PERFORMANCE DOMAIN

1. MISSION VISION AND GOALS

A.

Works with the school

board to develop and recommend

policies

that define

organizational

expectations, and effectively communicates these to all stakeholders.

B. Promotes a

climate of

mutual

respect, trust

and professionalism with the school

board and

staff.

C.

Keeps

school board

informed

on needs

and issues

confronting

school division

employees

and

students.

D. Supports and enforces

all school

board

policies

and

informs

all constituents of changes to

the

policies.

E.

Functions

as

the primary instructional

leader for the

school division,

seeking

out

and

relying

on

support

from

staff as

necessary when advising the school board.

F. Oversees the administration of

the school division's

day to day operations.

G. Works with all individuals, groups, agencies,

committees,

and organization

to

provide and maintain

schools that

are safe

and productive.

H. Delegates authority

and responsibility

to other employees

as

needs and opportunities

arise.

I.

Recommends

policy additions

or

modifications

to

improve

student

learning

and

division

effectiveness.

J. Develops mission, vision and goals to guide the division

K.

Mission, vision and goals

must support

the division's

efforts to

achieve

superior academic

achievement for all

students.

4 -

EXEMPLARY

- -l-

--· --3- PROFI

CIENT

2 -

DEVELO

PING/

NEEDS -

IMPROVEMENT

I

I • I

The Board

commends

the

Superintendent on the

following:

•

RECOMMENDATIONS

I

he Board recommends

the

following:

•

Page 2

1 - UNSATISFACTORY


20/30

2015 2016

SUMMATIVE EVALUATION PERFORMANCE DOMAIN

2

PLANNING

ND

.ASSESSMENT

A. Effectively employs various processes for gathering, analyzing and using data for decision making.

B.

Organizes the collaborative development

and implementation

of a division strategic plan based on

analysis of data from a variety of sources.

C. Develops plans for effective allocation offiscal

and

other resources.

D. Provides

leadership in

the

development of

a

shared

vision for

educational improvement

that

inspires employees to work collaboratively.

E.

Works collaboratively to

develop

long and short- range goals and objectives consistent with the

strategic plan and monitors progress in achieving the goals and objectives .

F.

Seeks

and utilizes human and material resources outside

of

the division that

may

support and/or

enhance

the

achievement of goals and objectives.

G. Uses research-based technique s to analyze and apply data gathered from division improvement

measurements

that include

student

assessment results and

staff

implementation practices.

H.

Collaboratively identifies needs, determines priorities and assesses program implementation using

research-based

instructional practices

that

result

in student

learning.

I. Plans, implements, supports, and assesses instructional programs

that

enhance teaching and

student achievement such that the school division and all schools meet

all

required federal

and

state

standards .

J.

Applies and communicates finding to all

stakeholders

to

ensure

continuous improvement.

- -

4 -

EXEMPLARY

3 - PROFICIENT

I t I

The Board commends

the

Superintendent

on

the

following:

•

2- DEVELOPING/ NE

EDS

·

IMPROVEMENT

UNSATISFACTORY

RECOMMENDATIONS

The Board recommends

the

following:

•

______

j

Page 3


21/30

I

I

2015-2016

SUMMATIVE

EVALUATION

PERFORMANCE

DOMAIN

3. INSTRUCTIONAL LEADERSHIP

A.

Communicates a clear vision

of

excellence and continuous improvement consistent with the goals

of

the school division.

B.

Selects, inducts support, evaluates, and retains quality instructional and support personnel.

C.

Provides staff development programs consistent with program evaluation results and school

instructional improvement plans.

D. Directs staff to set specific and challenging, but attainable goals for higher performance that result

in improved student learning.

E. Oversees the alignment, coord ination and delivery of assigned programs and curricular areas such

that the school division and all schools meet all required federal, state and local standards.

F. Assesses factors affecting student achievement and directs change for needed improvements.

G. Ensures

that

curricular design, instructional strategies, and learning environments integrate

appropriate technologies

to

maximize student learning.

H.

Explores, disseminates and applies knowledge and information about new or improved

instructional strategies or related issues.

I.

Works with school board, staff, and community representatives

to

identify needs and determine

priorities regarding program delivery.

J.

Provides direction and support in planning and implementing activities and programs consistent

with

continuous improvement efforts and

attainment

of instructional goals .

UNSATISFACTORY

E X E M P L A R

_ _ _

--

--r-- 3 - PROFIC

I

ENT

-

·r - 2 - DEVELOPING/

NEEDS

I

IMPROVEMENT

I - -

I I ' I

RECOMMENDATIONS

1 The Board commends the Superintendent on the The Board recommends the following:

following:

•

•

Page4


22/30

2015-2016 SUMMATIVE EVALUATION PERFORMANCE DOMAIN

4 ORGANIZATIONAL LEADERSHIPAND SAFETY

A. Actively supports a safe and positive environment for students and staff.

B. Develops procedures

for

working with the Board

that

define mutual expectations, working

relationships, and strategies for formulating division policies inclusive of climate and safety.

C. Demonstrates effective organizational skills to achieve school, community, and division goals.

D. Identifies, analyzes and resolves problems using problem-solving techniques.

E Facilitates the implementation of research-based theories and techniques of classroom

management, student discipline,

and

school safety to ensure an orderly and positive environment

conducive

to

teaching and learning.

F

Implements sound personnel procedures in recruiting, employing and retaining highly qualified and

most effective teachers, administrators and other personnel based on identif ied need.

G. Acquires, allocates and manages division human, material, and financial resources in compliance

with all laws to ensure the effective and equitable support of all of the division's students, schools

and programs.

H.

Provides

staff

development

for

all categories

of

personnel consistent

with

individual needs,

program evaluation results, and instructional improvement plans.

I.

Plans

and implements a systematic performance evaluation system of all employees

that

provides

timely and construct ive feedback.

J. Provides support and resources

for

staff to improve job performance and recognizes and supports

the achievement of highly effective personnel.

K. Collaborates

with

stakeholders to develop, assess, and improve procedures and policies that

maximize the amount

of

available time for successful teaching, learning and professional

development.

L. Continuously research and implement best practices and models in student and s taff discipline and

culture.

3 -

PROFICIENT

COMMENDATIONS RECOMMENDATIONS

The Board commends the Superintendent on the

following:

The Board recommends the following:

•

•

Page 5


23/30

2015 2016


5. CDMMUNICA TIDN ND

COMMUNITY

REIA TIDNS

A. Establishes and maintains effective channels of communication with board members and between

the schools and community, strengthening support

of

constituencies and building coalitions.

B.

Models and promotes ef fective communication and interpersonal relations within

the

school

division.

C. Works collaboratively with all stakeholders

to

secure resources and to

support the

success of a

diverse student population.

D.

Creates an atmosphere of trust and mutual respect with all stakeholders.

E.

Demonstrates the skills necessary

to

build community support for division goals, priorities and

major initiatives.

F. Uses formal and informal techniques to gather external perceptions and input as a part of the

decision-making process.

G. Brings together groups of different interests into a collaborative effort to respond appropriately to

existing and potent ial problems.

H. Models and promotes multicultural awareness, gender sensitivity, and

the

appreciation of diversity

in the community.

I. Serves as

the

recognizable leader for all division imperative issues and accomplishments for the

community at large, in particular, to serve as the voice and face for the media.

J. Communicate major

new

trends in education. Communicate major

new

legislative, financial and/or

other environmental factors that would impact the division and student academic achievement.

4 - EXEMPLARY

l

·

-

CPROFICIENT -

2 - DEVELOPING/

NEEDS

IMPROVEMENT

COMMENDATIONS

The Board commends the Superintendent

on

the

following:

•

• • • •

The Board recommends the following:

•

Page

6

1 - UNSATISFACTORY


24/30

2015-2016 SUMMATIVE EVALUATION

PERFORMANCE DOMAIN

6. PROFESSIONALISM

A. Models professional, moral, and ethical standards as well

as

personal integrity in all interactions.

B.

Works

in

a collegial and collaborative manner with stakeholders to promote and support the

mission and goals of the school division.

C.

Takes responsibility for and participates in a meaningful and continuous process of professional

development that results in the enhancement of student learning.

D.

Provides service to the profession, the division, and the community

by

participating on state and/or

national committees, being active in professional and community-based service organizations, and

serving as a mentor.

E.

Respects and maintains confidentiality and assumes responsibility of personal actions and responds

appropriately to actions of others.

F.

Takes a leadership role and encourages staff to do

so as

well, by presenting workshops at local,

state, regional or national conferences, author ing publications

or

delivering coursework

for

institutions of higher education.

G.

Maintains a high level of personal knowledge regarding new developments and techniques, and

shares the informat ion wi th appropriate staff.

H.

Networks with colleagues to share knowledge about effective educat ional practices and to improve

and enhance administrative knowledge, skills and organizational success.

I. Actively seeks opportunities

to

stay abreast ofthe latest research on educational leadership by

collaborating with experts

in

the field.

4 - EXEMPLARY

3 - PROFIC

IENT

- 2=- DEVELOPING/ NEEDS

IMPROVEMENT

1 - UNSATISFACTORY


The Board commends the Superintendent on the

following:

•

The Board strongly recommends the following:

•

Page

7


25/30

2015 2016


7. STUDENT

C DEMIC PROGR M

A. Develops,

implements,

monitors

and

updates division action plans that

result

in

increased

student

academic progress.

B.

Uses

appropriate

data

and

applies research to

make informed

decision

related

to student academic

progress and division improvement.

C. Leads

staff

in

conducting

an ongoing, detailed analysis of student learning data to provide

immediate and appropriate feedback.

D. Collaborates with division

staffto

monitor

and improve multiple measures of student progress.

E. Utilizes internal division

and

external constituent meetings and professional development activities

to

focus on student progress outcomes.

F. Provides

evidence that

students in all subgroups are meeting acceptable and

measurable

student

academic progress.

G.

Demonstrates responsibility

for

division academic

achievement through

proactive

interactions with

parents,

staff, and

other

community stakeholders.

H.

Collaboratively

develops, implements,

and

monitors

long-

and short-range

division

achievement

goals

that

address varied

student

populations.

I. Sets division benchmarks

in

collaboration with the Board that

are

implemented by the

Superintendent, which are appropriate strategies and

interventions to

accomplish desired

outcomes.

J. Periodically review and evaluate specialty programs such as International Baccalaureate (IB),

medical sciences, and others

in

the Division.

DEVELOPING/ NEEDS

IMPROVEMENT

UNSATISFACTORY .. -

1


The Board

commends

the

Superintendent on

the

following:

•

The Board

recommends

or is concerned with the

following:

•

Page 8


26/30

2015-2016

SUMMATIVE

EVALUATION

GOALS

SUMMARY

OVERALL SUMMATIVE RATING '

D

CUMULATIVE SUMM TIVE RATINGS

35 40

= EXEMPLARY In

addition to meeting the requirements for Proficient, the Superintendent

proactively seeks

out

research on the effective

use

of assessment data and ensures division personnel are

aware of relevant findings and are using data to improve instructional programs, resulting in improved

student academic performance.)

26 34

=PROFICIENT

(Proficient

is

the expected level

of

performance. The Superintendent strategically

gathers, analyzes, and

uses

a variety

of

data

to

guide planning

an

decision making consistent with

established guidelines, policies, and procedures that result in student academic progress.)

20-25 =DEVELOPING/NEEDS IMPROVEMENT

The

Superintendent has not reached a level of proficiency in

gathering, analyzing, and using a variety of data to guide planning and decision making consistent with

established guidelines, policies, and procedures that result in student academic success.)

10 19

= UNSATISFACTORY (The Superintendent does not gather, analyze, and use a variety of data

to

guide

planning and decision making consistent with established guidelines, policies, and procedures that result in

student academic success.)

GOALS (AS AGREED UPON

BY

TH SUPERINTENDENT AND

THE

BOARD)

Page 9


27/30

2015-2016

SUMMATIVE

EVALUATION SIGNATURE

PAGE

The job performance of Name), Superintendent, has been completed by the Board and has been reviewed

with

the

Superintendent.

School Board Chairman

Date

Superintendent

Date

Superintendent s signature acknowledges receipt of this form .

Written comments attached.

0 YesO

No

Page

10


28/30

2015-2016

SUMMATIVE EVALUATION COMMENTS

SUPERINTENDENT COMMENTS

Page 11


29/30

ATTACHMENT

B

Sec. 2-155.- Defense by city

attorney

of city council, officers and employees, and

members

of boards

and commissions appointed by council; costs and expenses

therefor.

(a) In accordance with the provisions

of

section 53

of

the Charter and section 15.2-1520

of

the Code

of

Virginia, the city, acting by and through the city attorney, shall defend any employee

of

the city, which

term shall include the council,

or

any member thereof,

or

any officer

or

employee

of

the city,

or

any

trustee

or

member of any board

or

commission appointed by the council in any civil legal proceeding

instituted against them, including claims and litigation, when such proceeding arises out of and by

virtue

of

any actions in furtherance of their duties undertaken during the term of office or employment

thereof. The term employee shall also include any former employee, his estate or personal

representative. For the purposes of this section, the term officer

of

the city shall also include persons

serving

as

members

of

grievance panels convened pursuant to the city's employee grievance

procedure, when a civil legal proceeding against them arises out

of

such service, regardless

of

the

decision rendered by the panel.

(b) When such representation shall, in the

judgment

of the city attorney, be inappropriate under the code

of professional responsibility for the city attorney to undertake, private legal representation shall be

retained by the city attorney. When proceedings are instituted against a group

or

multiple groups

of

employees, the same private counsel may be retained to represent more than one employee or group.

(c) All judgments, claim settlements, costs and expenses

of

defense, including private counsel fees arising

out

of

any such legal proceeding, shall be paid by the city from a fund established and maintained by

the city therefor, provided such claim settlements, costs and expenses are authorized by the city

attorney in the

same

manner as claims, litigation or legal proceedings involving the city. Such

payments shall not be contingent upon the continued establishment

or

maintenance of such a fund.

(d) Payments shall only be made if the claim

or

claims resulted from actions which:

(1) Were done in good faith; and

(2) Were done in the reasonable belief that such actions were in furtherance of the official practices

and policies of the city; and

(3) Were within the scope of authority of the person so acting; and

(4) Were within the course of employment of the person so acting; and

(5) Were not willful, malicious,

or

wanton.

(e) Payments shall not be made for punitive

or

exemplary damages, fines or penalties.

(f) Employee shall deliver process and a written request for defense to the city attorney and thereafter

the city attorney shall take the necessary steps on behalf

of

the employee which in his judgment will

avoid entry

of

a default

judgement

pending resolution

of

any question pertaining to the obligation to

provide for a defense.

(g) Upon entry of a final

judgment

against an employee, or upon a settlement of the claim, the employee

shall serve a copy of such

judgment

or settlement, personally

or

by certified or registered mail within

thirty (30) days

of

the date

of

entry,

or

settlement, upon the city attorney; and

if not

inconsistent with

the provisions of this section, the amount

of

such judgment

or

settlement, and all costs and expenses

of the defense, including private counsel fees incurred, shall be paid by the city.

(h) The duty to defend

or

pay costs and expenses prescribed herein shall be conditioned upon:

(1)

The

prompt reporting by the employee of every accident and of every incident in which the

employee is involved which may result in the assertion

of

a claim

or

suit; the prompt transmission

by the employee

of

every claim

or

demand made relating to any such accident

or

incident; and

the full cooperation of the employee in the investigation of every such accident and incident.

Page 1


30/30

(2) The truthful reporting by the employee of all facts known to him or her about every such accident

or incident.

(3) Delivery by the employee to the city attorney of a written request to provide for a defense together

with the original or a copy of any summons, complaint, process, notice, demand or pleading within

ten (10) days after he is served with such document, and

(4)

The

good faith cooperation

of

the employee, in the defense

of any

action

or

proceeding

against

the

city, based upon the same act

or

omission, and in the prosecution of any appeal.

(5) The employee's delivery to the city attorney of a written request to provide for a defense as

outlined in (h)(3) above, the employee's request for representation, and/or the employee's

acceptance

of

representation under the provisions

of

this Code section shall constitute consent

by the employee to the city's authority to resolve, by compromise settlement, authority which has

been delegated to the city attorney, any action or proceeding for which representation is accepted,

without any further consent or authorization of the employee.

(i) Amendments to or repeal of this section shall not affect either the duty to defend or to

make

payments

as aforesaid, both of which shall be governed by this section as it is or was in effect at the time the

alleged act or omission complained of occurred or allegedly occurred.

U

All such litigation or proceeding shall be recorded as provided by section

2-152

of

this Code.

The

city

attorney shall provide necessary information for and support programs of risk management instituted

by the city manager.

(k) Determinations (1) whether the defense of a particular civil legal proceeding is required under this

section, (2) whether payment is required or prohibited under this section, and (3) whether the employee

has satisfied the requirements and conditions imposed upon him by this section will be made by the

city attorney in his discretion.

In

any proceeding challenging a determination made by the city attorney

under this section, the standard of review shall be for abuse of discretion.

(Ord. No. 30,872, §

1,

11-18-80; Ord. No. 32,140, §

1,

2-1-83; Ord. No. 34,263, §

1,

12-16-86;

Ord. No. 36,369, §

1,

3-26-91; Ord. No. 39,128, § 1, 4-28-98; Ord. No. 39,161, §

1,

5-26-98;

Ord. No. 45,825, § 1, 12-16-14)

Norfolk School Superintendent Dr. Melinda Boone's contract

Documents