Common use of Annual Evaluation Clause in Contracts

Annual Evaluation. A. The Board shall evaluate the performance of the Superintendent at least once a year in accordance with statutes, regulations and Board policy relating to Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to the Superintendent, and the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Superintendent’s performance where a Rice notice has been served upon the Superintendent, giving notice that the Superintendent’s employment will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board and the Superintendent, the goals and objectives of the district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that are within the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the Superintendent's personnel file upon the Superintendent's request. The Superintendent shall be entitled to copies of all back-up materials utilized in the process. B. Within ninety (90) days of the execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which the Superintendent is evaluated, as hereinafter provided. On or before July 31st of each year of this Employment Contract, the Superintendent and the Board shall meet to establish the district’s goals and objectives for the next succeeding school year, and to mutually determine the evaluation format to be used in the subsequent school year. C. The parties also agree that the Board shall not hold any discussions regarding the Superintendent's employment, unless the Superintendent is given written notice at least 24 hours in advance. In addition, the Board shall not hold any discussions with regard to the Superintendent's performance, or that may adversely affect the Superintendent's employment, in public session, unless the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of the Superintendent at least once a year on or before June 30th in accordance with statutes, regulations and Board policy relating to Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A Prior to its finalization, a copy of the evaluation shall be provided to the Superintendent, and the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Superintendent’s performance where a Rice notice has been served upon the Superintendent, giving notice that the Superintendent’s employment will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board and the SuperintendentBoard, the goals and objectives of the district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that are within the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the Superintendent's personnel file upon evaluation in question. On or before June 1st of each year of this Employment Contract, the Superintendent's requestSuperintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. The Superintendent shall be entitled propose a schedule for evaluation for the next year to copies of all back-up materials utilized in the processBoard President by the annual organization meeting each year. B. Within ninety If the parties have not already done so, then within thirty (9030) days of the execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which the Superintendent is evaluated, as hereinafter provided. On On, or before July 31st prior to, June 1st of each year of this Employment Contractsucceeding school year, the Superintendent and the Board shall parties will meet to establish the district’s 's goals and objectives for the next succeeding school year, and to mutually determine the evaluation format to be used in the subsequent school yearsame manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Superintendent's employment, unless the Superintendent is given written notice at least 24 48 hours in advanceadvance and is given the opportunity to address the Board in closed session with a representative of his choosing. In addition, the Board shall not hold any discussions with regard to the Superintendent's performance, or that may adversely affect the Superintendent's employment, in public session, unless the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board 1. Faculty shall evaluate be evaluated annually. Such evaluation shall emphasize the performance primary duty of faculty (teaching, course preparation and the evaluation of student performance) and may also deal with other College related factors of faculty employment, i.e., interest in the welfare of students insofar as their classroom experience are concerned, committee participation, professional activities, publications and research, et al. 2. Any change in the job duties listed on the prior year’s evaluation will be provided to the President of the Superintendent at least once a year Association by the College no later than July 1 of that year. 3. The annual evaluation report shall be prepared in accordance writing by the faculty member's department chair on forms developed by the College for this purpose. (Prior to the issuance of these forms, and annually thereafter, the content and structure thereof shall be discussed with statutes, regulations the Association.) 4. The College shall seek student input on the evaluation of faculty members and Board policy relating to Superintendent evaluation. Each annual the extent indicated herein such student evaluation shall be part of a faculty member's annual evaluation. With respect to probationary faculty, tenure decisions shall not be based solely on student evaluations. 5. Student evaluations shall be obtained through the use of the form [Appendix E]. The form may be modified by the Department Chair in writing collaboration with his/her faculty to reflect specific discipline(s). The student evaluation form must not be distributed earlier than the fifth week of classes and no later than the tenth week. For the term of this agreement the form (Appendix E) shall not be converted to electronic format. Each Department may add no more than ten (10) questions pertaining to specific academic discipline(s) and all modifications should be reviewed and approved by the responsible ▇▇▇▇ and Vice President for Academic Affairs. 6. Faculty shall be provided with copies of their evaluations, including a student evaluation summary for probationary faculty members (probationary faculty shall, within three (3) faculty working days of the College's receipt of the student evaluation summary be provided with copies of all such summaries), and shall represent be accorded a majority prompt opportunity to discuss them with their department chairs. Subsequent to such discussions, or on receipt of a written waiver thereof, faculty shall be accorded a period of five (5) faculty working days to submit any written response to their evaluation. Following the Board. A five (5) day response period, a copy of the evaluation report (including the student evaluation summary for affected probationary faculty) with faculty response, if any, thereon, will be forwarded for administrative review and file. Individual student evaluation forms will be retained for seven years. At any time prior to the destruction of the forms, a probationary faculty member shall, upon request to the College, be allowed to inspect the individual student evaluation forms upon which his/her evaluation summary was based, provided that said forms are anonymous or that the names and any other student identifiers are redacted from the forms. 7. Nothing shall be provided placed in a faculty member's file without providing a copy to the Superintendentfaculty member involved and providing the faculty member with an opportunity to respond. After a probationary faculty member has attained tenure, and or if such probationary faculty member's employment with the Superintendent and the Board shall meet College ceases prior to discuss the findings. The Board may meet attaining tenure, each student evaluation summary in closed session to discuss the evaluation and the Superintendent’s performance where a Rice notice has been served upon the Superintendent, giving notice that the Superintendent’s employment will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted in public. The evaluations such faculty member's file shall be based removed upon the criteria adopted by the Board and the Superintendent, the goals and objectives of the district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that are within the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the Superintendent's personnel file upon the Superintendent's his/her written request. The Superintendent shall be entitled to copies of all back-up materials utilized in the process. B. Within ninety (90) days faculty member may not request that only some of the execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall student evaluation summaries be reduced to writing and shall be among the criteria by which the Superintendent is evaluated, as hereinafter provided. On or before July 31st of each year of this Employment Contract, the Superintendent and the Board shall meet to establish the district’s goals and objectives for the next succeeding school year, and to mutually determine the evaluation format to be used in the subsequent school yearremoved. C. The parties also agree that the Board shall not hold any discussions regarding the Superintendent's employment, unless the Superintendent is given written notice at least 24 hours in advance. In addition, the Board shall not hold any discussions with regard to the Superintendent's performance, or that may adversely affect the Superintendent's employment, in public session, unless the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board 1. Faculty shall evaluate be evaluated annually. Such evaluation shall emphasize the performance primary duty of faculty (teaching, course preparation and the evaluation of student performance) and may also deal with other College related factors of faculty employment, i.e., interest in the welfare of students insofar as their classroom experience are concerned, committee participation, professional activities, publications and research, et al. 2. Any change in the job duties listed on the prior year’s evaluation will be provided to the President of the Superintendent at least once a year Association by the College no later than July 1 of that year. 3. The annual evaluation report shall be prepared in accordance writing by the faculty member's department chair on forms developed by the College for this purpose. (Prior to the issuance of these forms, and annually thereafter, the content and structure thereof shall be discussed with statutes, regulations the Association.) 4. The College shall seek student input on the evaluation of faculty members and Board policy relating to Superintendent evaluation. Each annual the extent indicated herein such student evaluation shall be part of a faculty member's annual evaluation. With respect to probationary faculty, tenure decisions shall not be based solely on student evaluations. 5. Student evaluations shall be obtained through the use of the form [Appendix E]. The form may be modified by the Department Chair in writing collaboration with their faculty to reflect specific discipline(s). The student evaluation form must not be distributed earlier than the fifth week of classes and no later than the tenth week. For the term of this agreement the form (Appendix E) shall not be converted to electronic format. Each Department may add no more than ten (10) questions pertaining to specific academic discipline(s) and all modifications should be reviewed and approved by the responsible ▇▇▇▇ and Vice President for Academic Affairs. 6. Faculty shall be provided with copies of their evaluations, including a student evaluation summary for probationary faculty members (probationary faculty shall, within three (3) faculty working days of the College's receipt of the student evaluation summary be provided with copies of all such summaries), and shall represent be accorded a majority prompt opportunity to discuss them with their department chairs. Subsequent to such discussions, or on receipt of a written waiver thereof, faculty shall be accorded a period of five (5) faculty working days to submit any written response to their evaluation. Following the Board. A five (5) day response period, a copy of the evaluation report (including the student evaluation summary for affected probationary faculty) with faculty response, if any, thereon, will be forwarded for administrative review and file. Individual student evaluation forms will be retained for seven years. At any time prior to the destruction of the forms, a probationary faculty member shall, upon request to the College, be allowed to inspect the individual student evaluation forms upon which their evaluation summary was based, provided that said forms are anonymous or that the names and any other student identifiers are redacted from the forms. 7. Nothing shall be provided placed in a faculty member's file without providing a copy to the Superintendentfaculty member involved and providing the faculty member with an opportunity to respond. After a probationary faculty member has attained tenure, and or if such probationary faculty member's employment with the Superintendent and the Board shall meet College ceases prior to discuss the findings. The Board may meet attaining tenure, each student evaluation summary in closed session to discuss the evaluation and the Superintendent’s performance where a Rice notice has been served upon the Superintendent, giving notice that the Superintendent’s employment will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted in public. The evaluations such faculty member's file shall be based removed upon the criteria adopted by the Board and the Superintendent, the goals and objectives of the district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that are within the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the Superintendent's personnel file upon the Superintendent's their written request. The Superintendent shall be entitled to copies of all back-up materials utilized in the process. B. Within ninety (90) days faculty member may not request that only some of the execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall student evaluation summaries be reduced to writing and shall be among the criteria by which the Superintendent is evaluated, as hereinafter provided. On or before July 31st of each year of this Employment Contract, the Superintendent and the Board shall meet to establish the district’s goals and objectives for the next succeeding school year, and to mutually determine the evaluation format to be used in the subsequent school yearremoved. C. The parties also agree that the Board shall not hold any discussions regarding the Superintendent's employment, unless the Superintendent is given written notice at least 24 hours in advance. In addition, the Board shall not hold any discussions with regard to the Superintendent's performance, or that may adversely affect the Superintendent's employment, in public session, unless the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of the Superintendent at least once a year in accordance with statutes, regulations and Board policy relating to Superintendent Superintendent’s evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to the Superintendent, and the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Superintendent’s performance where a Rice notice has been served upon the Superintendent, giving notice that the Superintendent’s employment will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board and the SuperintendentBoard, the goals and objectives of the district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that that’s are within the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the Superintendent's ’s personnel file upon the Superintendent's ’s request. On or before June 1st of each year of this Employment Contract, the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. The Superintendent shall be entitled propose a schedule for evaluation for the next year to copies of all back-up materials utilized in the processBoard President by the annual organization meeting each year. B. Within ninety With sixty (9060) days of the execution of this Employment Contract, the parties shall meet to establish the district's ’s goals and objectives for the ensuing school year. Said goals and objectives objections shall be reduced to writing and shall be among the criteria by which the Superintendent is evaluated, as hereinafter provided. On On, or before July 31st prior to, June 1 of each year of this Employment Contractsucceeding school year, the Superintendent and the Board shall parties will meet to establish the district’s goals and objectives for the next succeeding school year, and to mutually determine the evaluation format to be used in the subsequent school yearsame manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Superintendent's ’s employment, unless the Superintendent is given written notice at least 24 48 hours in advance. In addition, the Board shall not hold any discussions with regard to the Superintendent's ’s performance, or that may adversely affect the Superintendent's ’s employment, in public session, unless the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate Each Department member will be evaluated on an annual basis by the Chair. This evaluation is to be based on the assignment letter written by the Chair and acknowledged by the individual faculty member. IDT faculty are expected to demonstrate consistent annual progress towards meeting Department tenure, promotion and sustained performance evaluation recommendation guidelines for teaching, scholarly and creative activity, and service. Annual progress will be measured in terms of the Superintendent at least once a year in accordance with statutesfive performance levels of distinguished, regulations excellent, good, fair, and Board policy relating to Superintendent evaluationpoor. Each annual evaluation shall be in writing The Chair must consider any evidence and shall represent a majority of the Board. A copy of the evaluation shall be provided materials relevant to the Superintendentwork assignment submitted by the faculty member as the basis for the Annual Evaluation Letter. At a minimum, faculty must submit an updated vita, a statement of contributions (a narrative discussing teaching, scholarly and creative activity, and the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Superintendent’s performance where a Rice notice has been served upon the Superintendent, giving notice that the Superintendent’s employment will be discussed in closed sessionscholarly activity, and the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board and the Superintendent, the goals and objectives of the district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that are within the Superintendent’s controlservice), and such other criteria copies of course syllabi and student evaluations. These materials must be submitted to the Department Chair within the timeline established by the University for Annual Evaluations. The Chair shall give an evaluation of poor, fair, good, excellent or distinguished for each category of Teaching, Scholarly and Creative Activity, and Service, as the State Board of Education shall by regulation prescribewell as an overall performance rating. In the event that the Board determines that the performance The faculty member signs to acknowledge receipt of the Superintendent Evaluation Letter, which is unsatisfactory in any respectthen inserted into the annual evaluation folder. Untenured, it shall describe in writingtenure-earning faculty are also evaluated by the Chair on their progress toward tenure, and in reasonable detailfaculty who are not yet full professors are evaluated by the Chair on their progress toward promotion. For faculty who are not tenured, but who occupy tenure earning lines, the specific instances of unsatisfactory performance. The annual evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing folder is forwarded to the evaluation; this response shall become a permanent attachment to ▇▇▇▇▇▇▇ for review before the Superintendent's file is placed in the personnel file upon the Superintendent's request. The Superintendent shall be entitled to copies of all back-up materials utilized in the process. B. Within ninety (90) days of ▇▇▇▇'▇ office. Visiting faculty and instructors will also be evaluated by the execution of Chair in this Employment Contractmanner, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall although there will be reduced to writing and shall be among the criteria by which the Superintendent is evaluated, as hereinafter provided. On or before July 31st of each year of this Employment Contract, the Superintendent and the Board shall meet to establish the district’s goals and objectives for the next succeeding school year, and to mutually determine the evaluation format to be used in the subsequent school year. C. The parties also agree that the Board shall not hold any discussions regarding the Superintendent's employment, unless the Superintendent is given written notice at least 24 hours in advance. In addition, the Board shall not hold any discussions no direct implication with regard to the Superintendent's performancetenure and promotion process. Adjunct faculty shall be evaluated based on the achievement of student learning outcomes, or that may adversely affect the Superintendent's employmentstudent evaluations, in public sessionand all other relevant indicators/evidence of teaching performance including but not limited to Course Syllabi, unless the Superintendent requests that such discussions be held in public sessionCourse Materials, pursuant Student Exams and Assignments, Integration of Technology, Alignment to the Open Public Meetings Actprofessional standards, Student Evaluations, and Peer Evaluations.

Annual Evaluation. A. The Before the first day in August of each year during the term of this Agreement, the Superintendent shall report to the School Board his progress in meeting goals and performance objectives established as provided under sub-paragraph A, above, and such matters as he deems relevant to his performance under this Agreement. During the two-week period following delivery of the Superintendent’s progress report, the School Board shall evaluate the performance of review with the Superintendent at least once a year his progress in accordance with statutesmeeting the goals and objectives, regulations and Board policy relating to Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to working relationships among the Superintendent, School Board, faculty, staff, and community. Each individual member of the Superintendent and the Board shall meet to discuss the findings. The School Board may meet in closed session to discuss prepare and present a written or oral evaluation of the Superintendent’s performance. Also the annual evaluation and of the Superintendent’s performance where may include a Rice notice has been served formal evaluation procedure and form as may be mutually agreed upon the Superintendent, giving notice that the Superintendent’s employment will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the School Board and the Superintendent. If agreement on the form for the evaluation is not mutually agreed, then it shall be as established by the goals and objectives of the districtSchool Board unilaterally. Any evaluation by a School Board member, whether written or oral, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that are within the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines indicates that the performance of the Superintendent is unsatisfactory has not been satisfactory overall shall include in any respect, it shall describe in writing, and in reasonable detail, writing the specific instances incidents or areas of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the Superintendent's personnel file upon the Superintendent's request. The Superintendent shall be entitled to copies present a written response to any written unsatisfactory evaluations or evaluations which indicate a need for improvement. Thereafter, the School Board shall place the Superintendent’s annual evaluation on a School Board meeting agenda for action no later than August 30 of all back-up materials utilized each year. In the sole discretion of the School Board, the completion of the annual evaluation process may be extended in order to allow for the School District to receive the results of annually administered tests and assessments, and/or annually announced grades and results that are issued by the State or Federal Departments of Education, including statewide assessment results, and grades for individual schools. A delay in the process. B. Within ninety (90) days receipt of such data or other good cause, as determined by the School Board in its sole discretion, may delay the completion of the execution evaluation process beyond the start of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing next school year. Said goals and objectives If there is such delay, then any compensation which the School Board may determine shall be reduced retroactive to writing and shall be among the criteria by which beginning of the Superintendent is evaluated, as hereinafter provided. On or before July 31st of each year of this Employment Contract, the Superintendent and the Board shall meet to establish the district’s goals and objectives for the next succeeding school year, and to mutually determine the evaluation format to be used in the subsequent school fiscal year. C. The parties also agree that the Board shall not hold any discussions regarding the Superintendent's employment, unless the Superintendent is given written notice at least 24 hours in advance. In addition, the Board shall not hold any discussions with regard to the Superintendent's performance, or that may adversely affect the Superintendent's employment, in public session, unless the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of the Superintendent at least once a year before June 30th in accordance with statutes, regulations and Board policy relating to Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority consensus of the Board. A Before final adoption by the Board, a copy of the evaluation shall be provided to the Superintendent, and the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Superintendent’s performance where a Rice notice has been served upon the Superintendent, Superintendent giving notice that the Superintendent’s employment will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board and the SuperintendentBoard, the goals and objectives of the district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that are within the Superintendent’s control), ) and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, writing and in reasonable detail, detail the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the Superintendent's personnel file upon evaluation in question. On or before June 1st of each year of this Employment Contract, the Superintendent's requestSuperintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. The Superintendent shall be entitled propose a schedule for evaluation for the next year to copies of all back-up materials utilized in the processBoard President by the annual organization meeting each year. B. Within ninety sixty (9060) days of the execution of this Employment Contract, the parties shall meet to establish the district's ’s goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which the Superintendent is evaluated. On, as hereinafter provided. On or before July 31st prior to June 1 of each year of this Employment Contractsucceeding school year, the Superintendent and the Board shall parties will meet to establish the district’s goals and objectives for the next succeeding school year, and to mutually determine the evaluation format to be used year in the subsequent school yearsame manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Superintendent's employment, unless the Superintendent is given written notice at least 24 hours in advance. In addition, the Board shall not hold any discussions with regard to the Superintendent's performance, or that may adversely affect the Superintendent's employment, in public session, unless the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate Each Department member will be evaluated on an annual basis by the performance Chair. Faculty will submit evaluation materials to the Chair electronically (ACRES). This evaluation is to be based on the assignment letter written by the Chair and acknowledged by the individual faculty member. IDT faculty are expected to demonstrate consistent annual progress towards meeting Department tenure, promotion and post tenure review recommendation guidelines for teaching, scholarly and creative activity, and service. Annual progress will be measured in terms of the Superintendent at least once four performance levels of Exceeds Expectations, Meets Expectations, Does Not Meet Expectations, and Unsatisfactory. The Chair must consider any evidence and materials relevant to the work assignment submitted by the faculty member as the basis for the Annual Evaluation Letter. Materials to be submitted include: (1) a year statement of contributions with appendices detailing productivity in accordance designated areas; (2) a current curriculum vitae with statutesthose items added since the last evaluation highlighted; and (3) accompanying materials supporting claims made in the statement of contributions (e.g., regulations student assessment of instruction, published works). These materials must be submitted to the Department Chair within the timeline established by the University for Annual Evaluations. The Chair shall give an evaluation of Exceeds Expectations, Meets Expectations, Does Not Meet Expectations, and Board policy relating to Superintendent evaluationUnsatisfactory for each category of Teaching, Scholarly and Creative Activity, and Service, as well as an overall performance rating. Each annual evaluation shall be in writing and shall represent a majority The faculty member acknowledges receipt of the BoardEvaluation Letter, which is then included in the Annual Evaluation packet. A copy of Untenured, tenure-earning faculty are also evaluated by the evaluation shall be provided to the SuperintendentChair on their progress toward tenure, and faculty who are not yet full professors are evaluated by the Superintendent Chair on their progress toward promotion. Visiting faculty and instructors will also be evaluated by the Board shall meet to discuss the findings. The Board may meet Chair in closed session to discuss the evaluation and the Superintendent’s performance where a Rice notice has been served upon the Superintendentthis manner, giving notice that the Superintendent’s employment although there will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board and the Superintendent, the goals and objectives of the district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that are within the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the Superintendent's personnel file upon the Superintendent's request. The Superintendent shall be entitled to copies of all back-up materials utilized in the process. B. Within ninety (90) days of the execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which the Superintendent is evaluated, as hereinafter provided. On or before July 31st of each year of this Employment Contract, the Superintendent and the Board shall meet to establish the district’s goals and objectives for the next succeeding school year, and to mutually determine the evaluation format to be used in the subsequent school year. C. The parties also agree that the Board shall not hold any discussions regarding the Superintendent's employment, unless the Superintendent is given written notice at least 24 hours in advance. In addition, the Board shall not hold any discussions no direct implication with regard to the Superintendent's performancetenure and promotion process. Adjunct faculty shall be evaluated based on the achievement of student learning outcomes, or that may adversely affect the Superintendent's employmentstudent evaluations, in public sessionand all other relevant indicators/evidence of teaching performance including but not limited to Course Syllabi, unless the Superintendent requests that such discussions be held in public sessionCourse Materials, pursuant Student Exams and Assignments, Integration of Technology, Alignment to the Open Public Meetings Actprofessional standards, Student Evaluations, and Peer Evaluations.

Annual Evaluation. A. The Board shall evaluate the performance of the Superintendent at least once a year in accordance with statutes, regulations and Board policy relating to Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the full membership of the Board. A copy of the evaluation shall be provided to the Superintendent, and the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Superintendent’s performance where a Rice notice has been served upon the Superintendent, giving notice that the Superintendent’s employment will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board and the SuperintendentBoard, the goals and objectives of the district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that are within the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the Superintendent's personnel file upon the Superintendent's request. The Superintendent shall be entitled to copies On or before June 1st of all back-up materials utilized in the process. B. Within ninety (90) days of the execution each year of this Employment Contract, the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board in April prior to the annual school district elections. The Superintendent shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. By August 31, 2012, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which the Superintendent is evaluated, as hereinafter provided. On On, or before July 31st prior to, August 31st. of each year of this Employment Contractsucceeding school year, the Superintendent and the Board shall parties will meet to establish the district’s 's goals and objectives for the next succeeding school year, and to mutually determine the evaluation format to be used in the subsequent school yearsame manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions regarding the Superintendent's employment, unless the Superintendent is given written notice at least 24 48 hours in advance. In addition, the Board shall not hold any discussions with regard to the Superintendent's performance, or that may adversely affect the Superintendent's employment, in public session, unless the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.

Annual Evaluation. A. The Board shall evaluate the performance of the Superintendent at least once a year in accordance with statutes, regulations and Board policy relating to Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. A copy of the evaluation shall be provided to the Superintendent, and the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Superintendent’s performance where a Rice notice has been served upon the Superintendent, giving notice that the Superintendent’s employment will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted in public, subject to Article III G. above. The evaluations shall be based upon the criteria adopted by the Board and the SuperintendentBoard, the goals and objectives of the district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that are within the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. The Superintendent shall be entitled to copies of all back- up materials utilized in the process. In the event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the Superintendent's personnel file upon the Superintendent's request. On or before June 1st of each year of this Employment Contract, the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. The Superintendent shall be entitled propose a schedule for evaluation for the next year to copies of all back-up materials utilized in the processBoard President by the annual organization meeting each year. B. Within ninety sixty (9060) days of the execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives for the ensuing school year. Said goals and objectives shall be reduced to writing and shall be among the criteria by which the Superintendent is evaluated, as hereinafter provided. On On, or before July 31st prior to, June 1 of each year of this Employment Contractsucceeding school year, the Superintendent and the Board shall parties will meet to establish the district’s 's goals and objectives for the next succeeding school year, and to mutually determine the evaluation format to be used in the subsequent school yearsame manner and with the same effect as heretofore described. C. The parties also agree that the Board shall not hold any discussions or take any negative actions regarding the Superintendent's employment, unless the Superintendent is given written notice at least 24 48 hours in advance. In addition, the Board shall not hold any discussions with regard to the Superintendent's performance, or that may adversely affect the Superintendent's employment, in public session, unless the Superintendent requests that such discussions be held in public session, pursuant to the Open Public Meetings Act.