Karen Haase & Bobby Truhe (402) H & S Superintendent Evaluations

Superintendents are Tricky…

Superintendents and Tenure  Superintendents DON’T get tenure But don’t forget tenure carried forward  Superintendents DO get due process Contracts renew automatically Must have a reason for ending contract Must prove “seven deadly sins” for mid-term cancellation

Superintendents’ Contracts  CHECK THE CONTRACT Even if your board is 100% happy Check renewal dates 3 years = 4 years  Contract review is sensible, not picking a fight

Superintendents’ Evaluations  CHECK THE FORM/POLICY ON FILE WITH NDE Recent additional requirement Must use NDE forms “The Devil made me do it”  Frequency Twice a year for the first year Once a year thereafter

Practice Writing Evaluations

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

Talking About Evaluations

Closed Session?  In re Scottsbuff Herald Complaint, AG Letter, 2/19/10  AG’s guidance: If all positive: must be in open session If all negative: may be in closed session unless superintendent objects If a mixture, may be in closed session

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

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

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

Oreo Cookie (Donut)  Sandwiching criticism between layers of false praise

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

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

Too Many Pillows  Dishonest  Unproductive  Frustrating to everyone

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

Writing a Script  Keeps you from having the necessary conversations  Keeps you from seeing possible change during the meeting  Prevents you from hearing the employee during the meeting

Machine Gun Nelly  All criticisms thrown out one after another

Machine Gun Nelly  Negative emotional wake  Leaves employee overwhelmed  Creates defensiveness

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

The Fierce Convos. Model  Opening statement  Interaction  Resolution

The Fierce Convos. Model  Opening statement  Interaction  Resolution

The Fierce Convos. Model  Opening statement – 60 seconds! Name the issue Select an example Describe emotions Clarify what is at stake Identify your contribution to problem. Indicate your wish to resolve Invite partner to respond

The Fierce Convos. Model  Opening statement  Interaction  Resolution

The Fierce Convos. Model  Interaction If others says things you disagree with, resist urge to immediately argue Use paraphrasing Use questions Use silence Acknowledge others’ reality and use “and”

The Fierce Convos. Model  Opening statement  Interaction  Resolution

The Fierce Convos. Model  Resolution Ask employee to identify what he/she is going to do to resolve problem Require timeline You provide resolution steps if necessary

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

Karen Haase & Bobby Truhe (402) H & S Superintendent Evaluations