Supt Evaluation - Has the Board done its job?

"My question is regarding the evaluations. Policy 190 states that a mid year evaluation should be done by the board by October 1st. Did this evaluation actually occur? If so, what were the results of this evaluation? Also the third evaluation is to take place before Feb 1st. How should constituents of the board members approach their board members about these atrocities?

All other points of interest to me have been set in bold type. I think that you will find this as interesting as I have.

Policy #190 SUPERINTENDENT OF SCHOOLS
The superintendent of schools is employed as the executive officer by the board and is the administrative head of the schools.
The superintendent of schools shall be qualified to hold office under the current Rules and Regulations Governing Licensure of Teachers and Administrators, State Department of Education.
The superintendent shall assume responsibility, and be given authority, for the operation of the schools. This responsibility extends to business administration, educational leadership, personnel management, public relations, organization of resources, both material and personnel, delegation of duties and authority, and supervision of all delegated tasks and of all individuals to whom authority and responsibility are assigned.
The board will meet three times a year as part of the superintendent's evaluation process. The first session will be held prior to May 1 to establish goals and criteria for evaluation and to set direction for the upcoming school year. The second session, a mid-year job performance evaluation, will be held prior to October 1. The third session will be a final review of the superintendent's job performance. It shall be held prior to February 1.
The board may offer the superintendent a multi-year contract with two years being the maximum time approved. However, three superintendent job performance evaluation sessions shall be held annually regardless of whether the superintendent has a multi-year contract.
Prior to the expiration of the first year of a two-year contract, and following the third evaluation session, the board may approve in an open meeting an additional year in order to maintain a two-year contract. Contract terms and/or modifications must be approved by a majority of the Board during an open meeting following the third evaluation session.
The superintendent's salary shall be determined annually by the board.
[Adopted 9.17.02 . Revised 11.04.03]
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Policy #191 SUPERINTENDENT’S FUNCTIONS
Functions of the local superintendent are as follows:
A. Carry out the educational policies and rules of the state board and local school board;
B. Attend, or designate a representative to attend, all board of education meetings;
i. The superintendent shall attend all board meetings when his/her salary and/or appointment are under consideration.
C. Employ, fix the salaries of, assign, terminate or discharge all employees of the school district;
D. Prepare the school district budget based on public schools' recommendations for review and approval by the school board; inform each school principal the approximate amount of money that may be available for his school and provide a school budget template to use in making school budget recommendations;
E. Advise and inform the board of education regarding instructional programs, budget management, school facilities, and equipment through written and oral reports;
F. Establish an atmosphere which will (1) promote communication with faculty and staff, students, parents, and community and will (2) promote a mutual understanding of the concerns, opinions, and feelings of each group;
G. Develop and implement a management plan which identifies tasks to be performed and responsibilities to be met by each administrative and supervisory staff member in the district;
H. Accept responsibility for the administration of or the delegation of administrative duties as detailed in a written management plan for the following tasks at the district level:
(1) Assessment of instructional program and fiscal needs.
(2) Development and implementation of curriculum.
(3) Provision of leadership for the professional development and training of staff.
(4) Providing for instructional improvement for staff and students.
(5) Assessment to determine attainment of district level educational goals.
(6) Evaluation of all district employees.
(7) Development, publication, and provision of staff training to insure safety and security of students, staff, and school campuses.
I. Provide all records and reports, consistent with laws and regulations concerning use of student private records, required by the state and its delegated executive officers;
J. Appoint advisory committees as required;
K. Ensure that staff that will use the facility are consulted when new construction or remodeling is planned;
L. File copies of the district's staff, principal, and administrator performance evaluation plans and any modifications made to these plans in the Department of Human Resources.
M. Maintain documentation that the principal of each school has been evaluated and has demonstrated the essential principal competencies as delineated in the State Board of Education Regulations.
Evaluation by the staff shall be one component of the principal evaluation tool.
N. Maintain documentation that non-principal administrators have been evaluated by the appropriate supervisor and have demonstrated the administrator competencies as delineated in the State Board of Education Regulations.
Evaluation by the staff shall be one component of the administrator's evaluation tool.
[Adopted 9.17.02 . Revised 9.09.03 . Revised 11.04.03]"

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