Nasb superintendent evals

Superintendent Evaluations Karen Haase & Bobby Truhe (402) 434-3000

H & S School Law khaase@hslegalfirm.com @KarenHaase btruhe@hslegalfirm.com @btruhe

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

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

Poll: Questions? Comments? Constructive Critic...

Superintendent Evaluations Karen Haase & Bobby Truhe (402) 434-3000

H & S School Law khaase@hslegalfirm.com @KarenHaase btruhe@hslegalfirm.com @btruhe