Governance Policy
BSL 2 – Performance of the Superintendent
As the leader of the organization, the superintendent's evaluation will be based solely against organizational accomplishment of Board policies on Goals and organizational effectiveness as established by the Board’s Executive Limitations and will take into account stakeholder perceptions. (The four domains include continuous improvement, daily operations, value-added community support, and Board-directed initiatives.)
BSL 2.1 Accountability of the Superintendent
The Board recognizes that the authority and accountability of staff is the responsibility of the superintendent and holds him/her accountable for clearly specifying the Board's requirements and expectations to all other administrators.
The Board shall approve an organization chart that is maintained by the superintendent.
Therefore, the Board will never instruct or evaluate any staff other than the superintendent and treasurer.
The accomplishment of Goals, Executive Limitations and Board evaluation criteria will be viewed as successful superintendent performance.
The Board will establish evaluation criteria prior to the start of each contract year.
ORC 121.22
3319.01
BSL 2.2 Superintendent Compensation and Pay for Performance
The appointment of the superintendent will be secured through a written agreement, stating the terms of the contract. The contract will meet all state requirements and will protect the rights of both the Olentangy Board of Education and the superintendent.
Salary and benefits will be determined by the Board at the time of the appointment and will be reviewed by the Board each year. The compensation of the superintendent shall be linked to his/her performance with regard to achievement of the Board's Goals, compliance with Executive Limitations, and the Board's evaluation criteria.