norfolk school superintendent dr. melinda boone's contract
TRANSCRIPT
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CONTRACT
In
cons idera t ion of
the mutual
covenants
hereaf te r
contained, and pursuant
to
§22.1-60
of
the
Code of
Va. (1950),
as amended,
and
the general
laws
of
the Commonwealth of
Virg in ia , it i s
agreed
between
the
SCHOOL
BOARD
OF THE CITY
OF
NORFOLK, here inaf te r ca l l ed the
School Board or Board and
Dr. Melinda J . Boone, here inaf te r
ca l l ed
Dr. Boone or
the
Superin tendent , as fol lows, ef fec t ive ' December
1,
2015:
1. Duties
of
the Superin tendent . Dr. Boone agrees to
accep t employment as
the Superin tendent
of
NPS and
to car ry out
the
dut i e s of
the super in tendent .
The Superintendent sha l l
serve as
the
Chief Education and Chief Executive Off icer of
Norfolk Publ ic Schools ( NPS or
the
Dis t r i c t )
in
accordance
with
the
laws
of
the
Commonwealth
of Virg in ia
( including but not
l imi ted
to
Va.
Code §§22.1-58,
e t
seq . ) , the regula t ions adopted
by
the Sta te Board of
Educat ion,
and the lawful
di rec t ives
of
the School Board
of
the Ci ty of Norfolk. The Superin tendent
wil l devote her t ime, s k i l l , l abor , and a t t en t i on to her
dut ies
as the Superin tendent . The
dut ies
of the Superin tendent include
the r e s pons ib i l i t y
to organize,
reorganize , and
arrange
the
teachers , adminis t ra t ive
and superv isory
s ta f f s ,
and
other
employees
so
t ha t they
best
serve
the
NPS.
Further , the
adminis t ra t ion of
ins t ruc t ion
and a l l
bus iness
a f f a i r s sha l l be
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lodged with
the Superintendent and
adminis tered by her with
the
ass i s t ance of the
adminis t ra t ive
s t a f f . The r espons ib i l i ty for
the
se l ec t ion , placement,
and
t ransfe r
of a l l
personnel , subjec t
to
School Board
approval ,
sha l l be ves ted
in
the Superin tendent ,
in
accordance
with appl icab le laws and regula t ions .
The
School
Board sha l l
not
ass ign
the Superin tendent to any other
pos i t i on
nor
sha l l
it
reass ign the
Superintendent 's
dut ies to
other
employees
in
the
Dis t r i c t without
the consent of
the
Superin tendent .
2.
Term.
The
School
Board hereby employs Dr.
Boone
as
Superin tendent of Schools of NPS for
a
term, beginning on
December
1 , 2015 and ending on
June
30, 2019.
In accordance
with
Virg in ia
Code Sect ion 22.1-60 a l l cont rac t terms for
super in tendents sha l l expi re on June 30th.
For the purposes
of
sa la ry
and
evalua t ion ,
year
and
annual ly
sha l l mean
the
per iod
of
Ju ly 1 to
June 30
and p a r t i a l
year for
these purposes
sha l l be a
per iod l es s than twelve months
between
Ju ly 1
and
June
30.
3 . Qual i f ica t ions .
throughout
the term
of
th i s
The
Superin tendent
Contract , maintain
sha l l ,
proper
accred i t a t ion
and qual i f i ca t ions
for the pos i t i on
of
Superin tendent in
accordance
with the appropr ia te rules and
regula t ions
of the Sta t e Board of Education and the Code of
Virg in ia ,
1950,
as amended.
By
the
execut ion of
th i s
Contract ,
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the
Super intendent
c e r t i f i e s tha t she has taken the necessary
s teps to be
included on the Super in tendent ' s e l i g i b i l i t y list
maintained by
the
Sta te Board of Education.
I f a t any t ime the
Superin tendent
f a i l s to maintain
a l l
c e r t i f i c a t e s , c redent i a l s
and
qual i f i ca t ions ,
as requi red by law, to accept , maintain
and
f u l f i l l
the
adminis t ra t ive pos i t i on as Superin tendent
of
Schools,
t h i s sha l l
cons t i tu te cause for t e rminat ion by
the
School Board
and
the School Board may terminate t h i s
Contract
for
t h i s
cause,
provided
tha t
the
Super intendent
sha l l
be
given
t h i r t y
30)
days
to
obta in
the r equ i s i t e
c e r t i f i c a t e s ,
c redent i a l s
and qual i f i ca t ions tha t are requi red a t the t ime of
the execut ion
of
th i s Contract or a reasonable t ime
to sa t i s fy
any
new
requirements
t ha t
may
be
imposed in
the
fu ture
by
appl icab le
law.
4. Residency.
Within s ix
months
of the execut ion
of
t h i s Contract , the Superin tendent sha l l res ide in
the
City of
Norfolk and sha l l cont inue to
res ide
in
the
City of
Norfolk
during the term of t h i s Contract . I f the Superin tendent f a i l s
to res ide in the City of
Norfolk
within s ix months
of
execut ion
of t h i s Contract ,
the
School Board may terminate t h i s
Contract
for cause.
5. Compensation.
a .
Annual Salary. The School Board agrees
to
pay
the Super intendent an annual sa l a ry of Two Hundred and Twenty
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Four Thousand Dollars ($224
1
000.00).
Payment of the annual
sa l a ry
sha l l
be twice
a
month
or on a bi-weekly basis /
coincident with general
payro l l
and with such
withholding
and
other
payro l l deduct ions
as
sha l l be requi red
by law
or
as
reques ted by the
Super intendent and determined to be avai lable
and proper .
The
Superin tendent
1
s annual sa l a ry for
the
remaining
years of t h i s Contract
sha l l
not be l es s
than
the
pr io r Contract yearrs annual sa l a ry . I f any Contract
year
i s a
p a r t i a l
year ( less
than
365
days)
the
School
Board
sha l l
pro
r a t e the
annual
sa la ry accordingly . Any adjustments in
annual
sa l a ry sha l l be
by
mutual agreement of the School
Board
and the
Superin tendent in the form
of
a wri t t en amendment and
sha l l
become pa r t of th i s Contract .
b.
Performance Compensation.
In
addi t ion to
the
annual sa lary / the School
Board may pay the Superin tendent
performance
compensation.
Annual ly/ the School
Board
plans
to
meet to discuss
and
provide c r i t e r i a t ha t wi l l be used to
determine whether the Superin tendent wil l be paid performance
compensat ion.
c. Deferred Compensation.
Commencing June
3
2016 and t he r ea f t e r on or
about
June 30 of each year
of
t h i s
Contract /
the
School
Board
sha l l
maker
on behal f of
the
Superin tendent
1
an annual cont r ibut ion of f ive percen t (5 ) of
the
Superin tendentrs annual sa l a ry in to a
defe r red compensation
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plan
or
plans, se l ec t ed by the Superin tendent . I f any
Contract
year
i s
a
p a r t i a l
year
( less than
365 days), the School Board
sha l l prora te the annual defer red compensat ion accordingly .
The
Superin tendent sha l l be
respons ib le
for
any
cos ts associa ted
with the
plan or plans .
6. Board/Super intendent
Communications.
The School
Board and the Superin tendent agree tha t
they sha l l
work with
each
other in the
sp i r i t
of cooperat ion and
teamwork
and sha l l
provide
each
other with per iodic opportuni t ies
to
discuss
Board/Superintendent
re l a t ionsh ips
and communications. By
January 30,
2016
or as
soon
as
the School Board believes
appropr ia te ,
and per iod ica l ly thereaf te r , the School
Board
and
the
Superin tendent
sha l l
meet
to
discuss
how they wil l
communicate and work coopera t ive ly together .
In
addi t ion ,
the
School
Board acknowledges
tha t
genera l ly , ind iv idual Board members should
not
give
di rec t ion
to
the Superin tendent or
any
employee
regarding
the management of
the Dis t r i c t o r the solut ion of spec i f i c problems
and
tha t
ind iv idual
Board members sha l l r e f e r a l l personnel complaints or
o ther
communications
regarding
the
adminis t ra t ion
of
the
Dis t r i c t
to the Superin tendent for inves t iga t ion and
repor t
to
the Board. Notwithstanding, the Superin tendent
acknowledges
tha t the School Board
cannot
always
govern
the conduct of
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ind iv idual members and t ha t some di rec t ind iv idual i n t e r ac t i on
wi l l occur .
7. Other Benef i t s .
a. Vacat ion.
Upon commencement
of serv ices ,
the
Superin tendent
sha l l rece ive twenty
( 2 0)
l ega l
working days
hol idays .
of
The
acat ion
annual ly
in
add i t ion to
Super in tendent ' s unused vacat ion days sha l l
accrue
from year
to
year .
Upon
t e rminat ion
of t h i s Contract ,
the School
Board
sha l l
pay
the
Superin tendent
for
accrued,
but
unused
vacat ion
days
a t
her then per diem
r a t e
of
pay
based on
her
annual sa l a ry in
e f f ec t
a t the t ime.
b. Sick Leave. The
Super intendent
sha l l
receive
e igh teen (
18)
s ick
leave days per year , and unused s i ck
leave
days sha l l accrue
from
year
to
year up
to
a maximum of 200 days.
Upon t e rminat ion of the Contract · for any
reason,
the School
Board sha l l
pay
the Superin tendent
for one
s ix th
of
her accrued,
but unused
s ick
leave
a t her
then appl icable per
diem
r a t e
based
on her
then annual
sa la ry.
c. Personal Leave.
The Superin tendent
sha l l also
be e n t i t l e d to th ree (3)
persona l
days per year , wi th
pay,
to
a t tend
to
personal bus iness , with accrual of personal days under
the same terms
as
other NPS employees.
d. Health Insurance.
The Superin tendent and her
family
may pa r t i c ipa te in the heal th
coverage,
inc luding vi s ion
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and
den ta l
coverage, made
ava i l ab le to o the r
NPS
employees on
the same terms
as
NPS
employees.
The School Board
pa r t i c ipa te s
in
a hea l th consort ium
inc luding the City
of Norfolk
and
d i r e c t l y pays
heal th
expenses in
accordance with i t s hea l th
plan .
This
coverage
i s sometimes
r e fe r red
to as
se l f - insurance .
School
Board
e.
Life /Disab i l i ty
sha l l
re imburse
Insurance. Annual ly,
the
the Superin tendent
up to
One
Thousand
Dol lars ($1,000.00)
to a s s i s t the
Superin tendent in
purchas ing
l i f e / d i s a b i l i t y
insurance.
f . Retirement.
Virg in ia Code
Sec t ion
51.1-125
inc ludes Superintendents
as
members of the Virg in ia Retirement
System
( VRS ) .
Virgin ia Code Sec t ion 51.1-126.6 provides for a
defined contr ibu t ion p lan
and
al lows
super in tendents
to
i r revocably
e lec t
between
the
VRS
def ined
benef i t
plan and an
opt ional re t i rement
plan.
g. Other Benef i t s .
In
add i t ion to
the benef i t s
provided
in
th i s
Contract , the Superin tendent
i s e n t i t l e d to
o ther
benef i t s
ava i l ab le to
othe r
NPS employees,
inc luding
but
not
l imi t ed
to,
s ick leave po l i c i e s per t a in ing to accrual
o r
t r an s fe r
.
8. Automobile.
The Superin tendent may e l ec t to
use
a
l a t e model, fu l l
s ize
automobile suppl ied by the School Board
or ,
in
l i e u
thereof , the Superin tendent may e lec t to be paid in
in s ta l lmen ts
coinc ident
with
payro l l an
annual ca r allowance of
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$7,200.00.
In the
event
tha t the
car allowance of
$7,200.
00 i s
elec ted , during
any
p a r t i a l Contract year , such al lowance sha l l
be
propor t iona te ly reduced.
9. Technology.
The School Board
sha l l
provide
the
Superin tendent wi th the appropr ia te technology necessary
to
a s s i s t
the
Superin tendent in preforming
her
du t i e s
and
r e spons ib i l i t i e s .
This sha l l include a smartphone, t ab le t
1
laptop,-
computer and
facs imi l e /pr in t e r
a t the Superin tendent s
home and
the
monthly charges
associa ted
with
the
technology.
The
School
Board sha l l
own the technology and sha l l
pay d i r ec t ly
the monthly
charges for
the
use of
the
technology.
10.
Profess ional Development. The School Board expects
the
Superin tendent
to
cont inue
to
engage
in
profess ional
development.
As a
resu l t ,
with
the
approval of the School
Board,
which
sha l l
not
be
unreasonably
withheld ,
the
Superin tendent
sha l l
a t t end
appropr ia te profess iona l
meetings,
conference or
seminars a t
the
loca l , s t a t e
and
na t iona l
l eve l
with expenses for
at tending these
profess iona l
meetings,
conferences
and
seminars
1
inc luding
but
not
l imi ted
to
r eg i s t r a t ion fees/
t r ave l
1
meals
and lodging/ to be
paid by
the
School Board.
The
Superin tendent
i s not expected
to take
vacat ion or personal days to a t tend
these
profess iona l meetings/
conferences or seminars .
The
School Board
sha l l
pay for the
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Superin tendent
to a t tend profess ional meetings, conferences
and
seminars.
11.
Memberships
in
Profess ional
and Community
Organizat ions .
The School
Board bel ieves t ha t it i s impor tant
for
the
Super intendent to
be a member of, and engaged in,
community
and
pro fes s iona l
organizat ions . As a r e su l t , the
School
Board
sha l l pay for
memberships
in the
Rotary,
Chamber
of
Commerce,
Virg in ia Associa t ion
of
School Adminis t ra tors , the
American
Associat ion
of
School
Adminis t ra tors
and
such
other
memberships
approved by the Board
Chair.
12.
Trans i t ion /Relocat ion Expenses.
The
School
Board
wi l l pay up to Five Thousand Dollars
($5,000.00)
of
the
moving
van
expenses,
inc luding
packing
and unpacking. The
Superin tendent sha l l obta in
quotes
from
th ree companies
acceptable to her and
sha l l
s e l ec t the lowest .
In order
to
p a r t i a l l y defray the
cos t
of s e l l i ng and buying a
home,
the
School
Board
a lso sha l l
reimburse
the Superin tendent
for up to
Twelve
Thousand Dol lars
($12 ,000.00) for
the
cos t of
a r en ta l in
Norfolk. In
addi t ion to
the
t o t a l
l imi t of
Twelve
Thousand
Dol lars ($12, 000. 00) , monthly reimbursements sha l l
not
exceed
Two
Thousand
Dol lars ($2 ,000 .00)
for
rent
of a
uni t in
Norfolk.
In
addi t ion , i f
the Superin tendent incurs t r an s i t i on expenses in
the conduct of the
School
Board ' s business pr io r to the
commencement date of t h i s Contract , the
School
Board
sha l l
pay
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reasonable
and
necessary expenses for the Superin tendent
to
car ry out
t r an s i t i on
a c t i v i t i e s
approved in
advance by
the
School Board, which approval
sha l l not
be unreasonably withheld .
13. Non-Tenure.
I t i s mutual ly unders tood and agreed
tha t
t h i s
Contract
does not confer
t enure
upon
the
Superin tendent as
superintendent
or any other adminis t ra t ive
pos i t i on
in
NPS.
14. Annual Evaluat ion.
Annual ly, the
School
Board and
the Superin tendent
sha l l
meet
to
discuss
the
process
and
goals
for evalua t ing the Superin tendent .
The areas
of
evalua t ion
for
the Superin tendent include but are
not l imi ted
to: ( i ) the
areas shown
on the Sta te
Board
of
Educat ion ' s
Super in tendent ' s
Evaluat ion form
at tached
for i l l u s t r a t i v e purposes
and
labe led
Attachment
A;
( i i )
progress on
the
objec t ives for each evalua t ion
per iod to be
es tab l i shed
by Board a f t e r discuss ion with the
Superin tendent
and
( i i i ) s tudent performance on
the SOL
t e s t s
and comparable federa l
measures
and guidel ines , i f any.
Annually,
the
School Board
sha l l
provide a wri t ten
evalua t ion
to
the Superin tendent . As par t
of
the
annual
evalua t ion , the
Super intendent
sha l l
provide
the School
Board
a
wri t t en
se l f
-appra isa l , inc luding her accomplishments, and the
School Board 's evaluat ion
of
the Superin tendent sha l l include
cons idera t ion
of
the
Super in tendent ' s se l f - appra i sa l . The
Board
and
the Superintendent sha l l
schedule a meeting
to discuss the
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Super in tendent ' s evaluat ion .
As a par t of
the
annual evalua t ion
process ,
the Board wi l l consider
the
Super in tendent ' s annual
sa la ry, performance
compensation and the
term of
the
Contract .
The Super in tendent ' s evaluat ion sha l l be kept conf iden t i a l .
15.
Other
Work Act iv i t i es .
The Superin tendent sha l l
devote
her pr imary
t ime,
sk i l l and labor during
the
term
of
t h i s
Contract to the fu l f i l lment
of
dut ies
prescr ibed by
t h i s
Contract .
However,
the
Super intendent may,
with pr io r
approval
of
the
Board,
under take
consul ta t ive
work,
speaking
arrangements ,
wri t ing , l ec tur ing or o ther
profess ional
a c t i v i t i e s for compensat ion so long as such a c t i v i t i e s do not
i n t e r f e re
with her du t ies under
t h i s
Contract .
the
Board
sha l l
not be
unreasonably
withheld .
The approval of
Subject to the const ra int s of t h i s f i r s t paragraph of
t h i s
Sect ion,
the
School
Board
may
permit
the
Superin tendent
to
share her
exper t i se
through
teaching
a t
the co l lege
or
unive rs i ty
l eve l
(maximum
of one
course per
year)
and publ i sh ing
a r t i c l e s .
The
remuneration
for
such a c t i v i t i e s
wi l l
accrue
d i r ec t ly to the Superin tendent .
16. Oath of Allegiance
and
Loyal ty .
The
Super intendent
hereby
swears
and
aff i rms
al leg iance and l oya l ty to
the
Cons t i tu t ion of Virg in ia and the Cons t i tu t ion of
the
United
Sta tes .
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17.
Oath Required
By Sta tute . Before
en te r ing
upon the
discharge of
her dut ies , the
Super intendent
sha l l take and
subscr ibe the
oath presc r ibed
by Sect ion 22.1-64
of
the Code
of
Virg in ia ,
1950,
as amended.
18.
Termination.
a .
Terminat ion
by Mutual
Agreement.
The
Superin tendent
and the
School Board
may agree to
t e rmina te t h i s
Contract
on mutual ly agreeab le
terms
and condi t ions .
b.
School Board
Termination
for
Cause.
By
major i ty vote ,
the School Board
may terminate t h i s
Contract
nfor
cause a t any t ime during the term of t h i s Contract , o r any
extension.
The
School
Board may terminate t h i s Contract
for
cause in
accordance
with the
laws
and cour t
appl icab le to employment contrac ts
in
Virg in ia .
decis ions
The
School
Board
must
provide
the
Superin tendent
wri t t en no t ice
of the
proposed
t e rminat ion
for
cause,
including
the
reasons for
the
proposed
t e rminat ion .
The
School
Board must provide
the
Superin tendent such wri t t en not ice
a t
l e a s t 10 working days
pr io r
to
any de te rmina t ion
to terminate
the
Superin tendent for
cause.
The
Superin tendent
sha l l
be e n t i t l e d to
an oppor tuni ty
for a hearing in closed sess ion with an
a t to rney
i f
the
Superin tendent desi res
to
pay
for
her own
at torney .
The
Superin tendent has recourse
to
the cour t s i f she
des i re s .
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c .
Terminat ion
for Reason
Other
than Cause.
With
60 days wri t t en not ice
to
the
Superin tendent ,
the
School Board
may t e rminate the Superintendent
for reasons other than cause
by
major i ty
vote of
the School Board.
I f the School
Board votes to
t e rminate the
Super intendent for o ther
than cause, the School
Board sha l l
pay the
Superin tendent in
such in s ta l lmen ts as may
be di rec t ed by the
Superin tendent
as fol lows:
I f a per iod of
twelve (12) months
or
more i s
l e f t
on the term of t h i s Contract ,
the
amount
of
such
severance
pay
sha l l
be
equal
to
the
amount
of
the
annual sa l a ry
in e f f ec t
for
the
previous twelve
(12)
months.
I f l es s than twelve
(12)
months remains on t h i s Contract , School
Board
sha l l
pay the Superin tendent tha t por t ion
of
the
annual
sa la ry and the School Board 's share
of
hea l th insurance t ha t
would have been paid but
for
the t e rminat ion .
Payment under
t h i s Sect ion sha l l be
considered
l i qu ida t ed
damages, ac tua l
damages being d i f f i c u l t to quant i fy , and
sha l l be
in
l i eu
of a l l
o the r damages tha t could
be
claimed
by the Superin tendent
for
any
cause
of
ac t ion whatsoever.
19. L iab i l i t y
Coverage. The coverage for judgments,
se t t lements , cos ts and expenses of defense of the Superin tendent
are
def ined
and provided in accordance with Norfolk City Code
Sec t ion
2-155,
Attachment B.
a copy of which i s at tached and labe led
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20. Severabi l i ty .
Provis ions
of t h i s
Contract sha l l
be deemed severable ,
and the i nva l i d i t y or unenforceabi l i
ty
of
any provis ion
sha l l
not
af fec t
the va l id i ty
and enforceab i l i ty
of other provis ions .
21. Miscel laneous.
a . This
Contract sha l l be governed in accordance
with the laws
of
the Commonwealth
of Virg in ia .
b. This Contract
may be
executed
in
one
or more
counterpar ts , each of which
sha l l be
considered
an or ig ina l , and
a l l of which
taken
together
sha l l be considered one and the same
ins t rument .
c. This Contract contains a l l
the
terms agreed
upon by
the
pa r t i e s with respect
to
the
sub jec t
mat ter
of
t h i s
Contract .
d.
Any
not ices requi red or
contemplated hereunder
sha l l be given in
wri t ing
and sha l l be e f f ec t i ve when personal ly
del ivered or
depos i ted in the
United
Sta tes mail ,
reg i s t e red
or
cer t i f i ed , r e t u rn
r ece ip t reques ted , pos tage
prepaid ,
to the
pa r t i e s a t the fo l lowing
addresses :
I f
to the
Board:
I f to the Superin tendent :
Norfolk
Publ ic
Schools
800
East City Hall Ave.
Norfolk, Virg in ia
23510
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e. This Contract may be amended only by an
ins t rument in wri t ing s igned by both of the pa r t i e s
here to .
IN WITNESS WHEREOF, the par t ies have
caused t h i s
Contract
to
be executed
in
t h e i r respect ive
names
and
in
the
case
of the School Board, by
i t s
Chairman on the
day of
_ _ _ D ~ k > _ r _ , 2 o15 .
f . In the event
of
any
conf l ic t
between the
terms
of
th i s Contract and the Pol ic ies and Regulat ions
of
the
School
Board of the Ci ty
of
Norfolk, th i s Contract
sha l l
govern.
THE
SCHOOL
BOARD OF
THE
CITY
OF NORFOLK
y ~
~ d n
Chair
B y ~ ( } ~
Melinda
J . Boone, Ed.D.
Approved
as t ~ ~ ~ c o r r e c t n e s s
Ci };1{3
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ATTACHMENT
A
The
School
Board
of
the
City
of
Norfolk
SUPERINTENDENT
(PERIOD)
EVALUATION
2015-2016
Name)
Superintendent ofSchools
(Evaluation Date)
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SUPERINTENDENT EVALUATION
OVERVIEW
PREFACE
Communications between
the
Board and
the
Superintendent must
be
candid in order
to
maintain the
productive relationship, which promotes a strong educational program. The Evaluation comments that
follow are intended to promote open communication, which focuses on constructive comments that will
strengthen the important relationships between the Board and Superintendent.
EVALUATION SCORING
4
EXEMPLARY
(In addition to meeting the requirements for Proficient, the Superintendent proactively
seeks out research on the effective use of assessment data and ensures division personnel are aware of
relevant findings and are using data to improve instructional programs, resulting in improved student
academic performance.)
3
PROFICIENT
(Proficient
is the
expected level
of
performance. The Superintendent strategically gathers,
analyzes, and uses a variety of data to guide planning an decision making consistent with established
guidelines, policies, and procedures that result in student academic progress.)
2
DEVELOPING/NEEDS IMPROVEMENT
(The Superintendent
has
not
reached a level
of
proficiency in
gathering, analyzing, and using a variety
of
data to guide planning and decision making consistent
with
established guidelines, policies, and procedures
that
result in student academic success.)
UNSATISFACTORY (The Superintendent does not gather, analyze, and use a variety of data
to
guide
planning and decision making consistent with established guidelines, policies, and procedures that result in
student academic success.)
PERFORMANCE DOMAINS AND WEIGHTED CALCULATION
1) Mission, Vision and Goals (10%)
2)
Planning and Assessment (10%)
3) Instructional Leadership (10%)
4) Organizational Leadership and Safety (10%)
5)
Communication and Community Relations (10%)
6) Professionalism (10%)
7) Student Academic Program (40%)
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PERFORMANCE DOMAINS
1
MISSION VISION AND GOALS--
The
superintendent
works with
the
local
school board to formulate and implement the school division's mission, vision
and goals to promote student academic progress.
2
PLANNING
AND ASSESSMENT-- The superintendent strategically gathers,
analyzes and uses a variety of data to guide planning and decision making
consistent with established guidelines, policies, and procedures
that
result in
student
academic progress.
3
INSTRUCTIONAL
LEADERSHIP-- The
superintendent
fosters
the
success of
all teachers, staff, and students by ensuring
the
development, communication,
implementation, and evaluation of effective teaching and learning that leads
to student academic progress and school improvement.
4 ORGANIZATIONAL LEADERSHIP AND
SAFETY--
The superintendent
fosters
the
safety and success of all teachers, staff, and students by
supporting, managing and evaluating the division's organization, operation,
and use of resources.
5
COMMUNICATION
AND COMMUNITY RELATIONS-- The
superintendent
fosters the success of all students through effective communication with
stakeholders.
6 PROFESSIONALISM --
The
superintendent
fosters the success
of
teachers,
staff
and students
by demonstrat ing professional standards and ethics,
engaging in continuous professional development, and contributing to
the
profession.
7 STUDENT
ACADEMIC PROGRAM
--
The
superintendent's
leadership results
in acceptable, measurable division wide student academic progress based on
established standards.
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2015-2016 SUMMATIVE
EVALUATION
PERFORMANCE DOMAIN
1. MISSION VISION AND GOALS
A.
Works with the school
board to develop and recommend
policies
that define
organizational
expectations, and effectively communicates these to all stakeholders.
B. Promotes a
climate of
mutual
respect, trust
and professionalism with the school
board and
staff.
C.
Keeps
school board
informed
on needs
and issues
confronting
school division
employees
and
students.
D. Supports and enforces
all school
board
policies
and
informs
all constituents of changes to
the
policies.
E.
Functions
as
the primary instructional
leader for the
school division,
seeking
out
and
relying
on
support
from
staff as
necessary when advising the school board.
F. Oversees the administration of
the school division's
day to day operations.
G. Works with all individuals, groups, agencies,
committees,
and organization
to
provide and maintain
schools that
are safe
and productive.
H. Delegates authority
and responsibility
to other employees
as
needs and opportunities
arise.
I.
Recommends
policy additions
or
modifications
to
improve
student
learning
and
division
effectiveness.
J. Develops mission, vision and goals to guide the division
K.
Mission, vision and goals
must support
the division's
efforts to
achieve
superior academic
achievement for all
students.
4 -
EXEMPLARY
- -l-
--· --3- PROFI
CIENT
2 -
DEVELO
PING/
NEEDS -
IMPROVEMENT
I
I • I
The Board
commends
the
Superintendent on the
following:
•
RECOMMENDATIONS
I
he Board recommends
the
following:
•
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2015 2016
SUMMATIVE EVALUATION PERFORMANCE DOMAIN
2
PLANNING
ND
.ASSESSMENT
A. Effectively employs various processes for gathering, analyzing and using data for decision making.
B.
Organizes the collaborative development
and implementation
of a division strategic plan based on
analysis of data from a variety of sources.
C. Develops plans for effective allocation offiscal
and
other resources.
D. Provides
leadership in
the
development of
a
shared
vision for
educational improvement
that
inspires employees to work collaboratively.
E.
Works collaboratively to
develop
long and short- range goals and objectives consistent with the
strategic plan and monitors progress in achieving the goals and objectives .
F.
Seeks
and utilizes human and material resources outside
of
the division that
may
support and/or
enhance
the
achievement of goals and objectives.
G. Uses research-based technique s to analyze and apply data gathered from division improvement
measurements
that include
student
assessment results and
staff
implementation practices.
H.
Collaboratively identifies needs, determines priorities and assesses program implementation using
research-based
instructional practices
that
result
in student
learning.
I. Plans, implements, supports, and assesses instructional programs
that
enhance teaching and
student achievement such that the school division and all schools meet
all
required federal
and
state
standards .
J.
Applies and communicates finding to all
stakeholders
to
ensure
continuous improvement.
- -
4 -
EXEMPLARY
3 - PROFICIENT
I t I
The Board commends
the
Superintendent
on
the
following:
•
2- DEVELOPING/ NE
EDS
·
IMPROVEMENT
UNSATISFACTORY
RECOMMENDATIONS
The Board recommends
the
following:
•
______
j
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I
I
2015-2016
SUMMATIVE
EVALUATION
PERFORMANCE
DOMAIN
3. INSTRUCTIONAL LEADERSHIP
A.
Communicates a clear vision
of
excellence and continuous improvement consistent with the goals
of
the school division.
B.
Selects, inducts support, evaluates, and retains quality instructional and support personnel.
C.
Provides staff development programs consistent with program evaluation results and school
instructional improvement plans.
D. Directs staff to set specific and challenging, but attainable goals for higher performance that result
in improved student learning.
E. Oversees the alignment, coord ination and delivery of assigned programs and curricular areas such
that the school division and all schools meet all required federal, state and local standards.
F. Assesses factors affecting student achievement and directs change for needed improvements.
G. Ensures
that
curricular design, instructional strategies, and learning environments integrate
appropriate technologies
to
maximize student learning.
H.
Explores, disseminates and applies knowledge and information about new or improved
instructional strategies or related issues.
I.
Works with school board, staff, and community representatives
to
identify needs and determine
priorities regarding program delivery.
J.
Provides direction and support in planning and implementing activities and programs consistent
with
continuous improvement efforts and
attainment
of instructional goals .
UNSATISFACTORY
E X E M P L A R
_ _ _
--
--r-- 3 - PROFIC
I
ENT
-
·r - 2 - DEVELOPING/
NEEDS
I
IMPROVEMENT
I - -
I I ' I
RECOMMENDATIONS
1 The Board commends the Superintendent on the The Board recommends the following:
following:
•
•
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2015-2016 SUMMATIVE EVALUATION PERFORMANCE DOMAIN
4 ORGANIZATIONAL LEADERSHIPAND SAFETY
A. Actively supports a safe and positive environment for students and staff.
B. Develops procedures
for
working with the Board
that
define mutual expectations, working
relationships, and strategies for formulating division policies inclusive of climate and safety.
C. Demonstrates effective organizational skills to achieve school, community, and division goals.
D. Identifies, analyzes and resolves problems using problem-solving techniques.
E Facilitates the implementation of research-based theories and techniques of classroom
management, student discipline,
and
school safety to ensure an orderly and positive environment
conducive
to
teaching and learning.
F
Implements sound personnel procedures in recruiting, employing and retaining highly qualified and
most effective teachers, administrators and other personnel based on identif ied need.
G. Acquires, allocates and manages division human, material, and financial resources in compliance
with all laws to ensure the effective and equitable support of all of the division's students, schools
and programs.
H.
Provides
staff
development
for
all categories
of
personnel consistent
with
individual needs,
program evaluation results, and instructional improvement plans.
I.
Plans
and implements a systematic performance evaluation system of all employees
that
provides
timely and construct ive feedback.
J. Provides support and resources
for
staff to improve job performance and recognizes and supports
the achievement of highly effective personnel.
K. Collaborates
with
stakeholders to develop, assess, and improve procedures and policies that
maximize the amount
of
available time for successful teaching, learning and professional
development.
L. Continuously research and implement best practices and models in student and s taff discipline and
culture.
3 -
PROFICIENT
COMMENDATIONS RECOMMENDATIONS
The Board commends the Superintendent on the
following:
The Board recommends the following:
•
•
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2015 2016
SUMMATIVE EVALUATION PERFORMANCE DOMAIN
5. CDMMUNICA TIDN ND
COMMUNITY
REIA TIDNS
A. Establishes and maintains effective channels of communication with board members and between
the schools and community, strengthening support
of
constituencies and building coalitions.
B.
Models and promotes ef fective communication and interpersonal relations within
the
school
division.
C. Works collaboratively with all stakeholders
to
secure resources and to
support the
success of a
diverse student population.
D.
Creates an atmosphere of trust and mutual respect with all stakeholders.
E.
Demonstrates the skills necessary
to
build community support for division goals, priorities and
major initiatives.
F. Uses formal and informal techniques to gather external perceptions and input as a part of the
decision-making process.
G. Brings together groups of different interests into a collaborative effort to respond appropriately to
existing and potent ial problems.
H. Models and promotes multicultural awareness, gender sensitivity, and
the
appreciation of diversity
in the community.
I. Serves as
the
recognizable leader for all division imperative issues and accomplishments for the
community at large, in particular, to serve as the voice and face for the media.
J. Communicate major
new
trends in education. Communicate major
new
legislative, financial and/or
other environmental factors that would impact the division and student academic achievement.
4 - EXEMPLARY
l
·
-
CPROFICIENT -
2 - DEVELOPING/
NEEDS
IMPROVEMENT
COMMENDATIONS
The Board commends the Superintendent
on
the
following:
•
• • • •
The Board recommends the following:
•
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6
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2015-2016 SUMMATIVE EVALUATION
PERFORMANCE DOMAIN
6. PROFESSIONALISM
A. Models professional, moral, and ethical standards as well
as
personal integrity in all interactions.
B.
Works
in
a collegial and collaborative manner with stakeholders to promote and support the
mission and goals of the school division.
C.
Takes responsibility for and participates in a meaningful and continuous process of professional
development that results in the enhancement of student learning.
D.
Provides service to the profession, the division, and the community
by
participating on state and/or
national committees, being active in professional and community-based service organizations, and
serving as a mentor.
E.
Respects and maintains confidentiality and assumes responsibility of personal actions and responds
appropriately to actions of others.
F.
Takes a leadership role and encourages staff to do
so as
well, by presenting workshops at local,
state, regional or national conferences, author ing publications
or
delivering coursework
for
institutions of higher education.
G.
Maintains a high level of personal knowledge regarding new developments and techniques, and
shares the informat ion wi th appropriate staff.
H.
Networks with colleagues to share knowledge about effective educat ional practices and to improve
and enhance administrative knowledge, skills and organizational success.
I. Actively seeks opportunities
to
stay abreast ofthe latest research on educational leadership by
collaborating with experts
in
the field.
4 - EXEMPLARY
3 - PROFIC
IENT
- 2=- DEVELOPING/ NEEDS
IMPROVEMENT
1 - UNSATISFACTORY
COMMENDATIONS RECOMMENDATIONS
The Board commends the Superintendent on the
following:
•
The Board strongly recommends the following:
•
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2015 2016
SUMMATIVE EVALUATION PERFORMANCE DOMAIN
7. STUDENT
C DEMIC PROGR M
A. Develops,
implements,
monitors
and
updates division action plans that
result
in
increased
student
academic progress.
B.
Uses
appropriate
data
and
applies research to
make informed
decision
related
to student academic
progress and division improvement.
C. Leads
staff
in
conducting
an ongoing, detailed analysis of student learning data to provide
immediate and appropriate feedback.
D. Collaborates with division
staffto
monitor
and improve multiple measures of student progress.
E. Utilizes internal division
and
external constituent meetings and professional development activities
to
focus on student progress outcomes.
F. Provides
evidence that
students in all subgroups are meeting acceptable and
measurable
student
academic progress.
G.
Demonstrates responsibility
for
division academic
achievement through
proactive
interactions with
parents,
staff, and
other
community stakeholders.
H.
Collaboratively
develops, implements,
and
monitors
long-
and short-range
division
achievement
goals
that
address varied
student
populations.
I. Sets division benchmarks
in
collaboration with the Board that
are
implemented by the
Superintendent, which are appropriate strategies and
interventions to
accomplish desired
outcomes.
J. Periodically review and evaluate specialty programs such as International Baccalaureate (IB),
medical sciences, and others
in
the Division.
DEVELOPING/ NEEDS
IMPROVEMENT
UNSATISFACTORY .. -
1
COMMENDATIONS RECOMMENDATIONS
The Board
commends
the
Superintendent on
the
following:
•
The Board
recommends
or is concerned with the
following:
•
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2015-2016
SUMMATIVE
EVALUATION
GOALS
SUMMARY
OVERALL SUMMATIVE RATING '
D
CUMULATIVE SUMM TIVE RATINGS
35 40
= EXEMPLARY In
addition to meeting the requirements for Proficient, the Superintendent
proactively seeks
out
research on the effective
use
of assessment data and ensures division personnel are
aware of relevant findings and are using data to improve instructional programs, resulting in improved
student academic performance.)
26 34
=PROFICIENT
(Proficient
is
the expected level
of
performance. The Superintendent strategically
gathers, analyzes, and
uses
a variety
of
data
to
guide planning
an
decision making consistent with
established guidelines, policies, and procedures that result in student academic progress.)
20-25 =DEVELOPING/NEEDS IMPROVEMENT
The
Superintendent has not reached a level of proficiency in
gathering, analyzing, and using a variety of data to guide planning and decision making consistent with
established guidelines, policies, and procedures that result in student academic success.)
10 19
= UNSATISFACTORY (The Superintendent does not gather, analyze, and use a variety of data
to
guide
planning and decision making consistent with established guidelines, policies, and procedures that result in
student academic success.)
GOALS (AS AGREED UPON
BY
TH SUPERINTENDENT AND
THE
BOARD)
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2015-2016
SUMMATIVE
EVALUATION SIGNATURE
PAGE
The job performance of Name), Superintendent, has been completed by the Board and has been reviewed
with
the
Superintendent.
School Board Chairman
Date
Superintendent
Date
Superintendent s signature acknowledges receipt of this form .
Written comments attached.
0 YesO
No
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2015-2016
SUMMATIVE EVALUATION COMMENTS
SUPERINTENDENT COMMENTS
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ATTACHMENT
B
Sec. 2-155.- Defense by city
attorney
of city council, officers and employees, and
members
of boards
and commissions appointed by council; costs and expenses
therefor.
(a) In accordance with the provisions
of
section 53
of
the Charter and section 15.2-1520
of
the Code
of
Virginia, the city, acting by and through the city attorney, shall defend any employee
of
the city, which
term shall include the council,
or
any member thereof,
or
any officer
or
employee
of
the city,
or
any
trustee
or
member of any board
or
commission appointed by the council in any civil legal proceeding
instituted against them, including claims and litigation, when such proceeding arises out of and by
virtue
of
any actions in furtherance of their duties undertaken during the term of office or employment
thereof. The term employee shall also include any former employee, his estate or personal
representative. For the purposes of this section, the term officer
of
the city shall also include persons
serving
as
members
of
grievance panels convened pursuant to the city's employee grievance
procedure, when a civil legal proceeding against them arises out
of
such service, regardless
of
the
decision rendered by the panel.
(b) When such representation shall, in the
judgment
of the city attorney, be inappropriate under the code
of professional responsibility for the city attorney to undertake, private legal representation shall be
retained by the city attorney. When proceedings are instituted against a group
or
multiple groups
of
employees, the same private counsel may be retained to represent more than one employee or group.
(c) All judgments, claim settlements, costs and expenses
of
defense, including private counsel fees arising
out
of
any such legal proceeding, shall be paid by the city from a fund established and maintained by
the city therefor, provided such claim settlements, costs and expenses are authorized by the city
attorney in the
same
manner as claims, litigation or legal proceedings involving the city. Such
payments shall not be contingent upon the continued establishment
or
maintenance of such a fund.
(d) Payments shall only be made if the claim
or
claims resulted from actions which:
(1) Were done in good faith; and
(2) Were done in the reasonable belief that such actions were in furtherance of the official practices
and policies of the city; and
(3) Were within the scope of authority of the person so acting; and
(4) Were within the course of employment of the person so acting; and
(5) Were not willful, malicious,
or
wanton.
(e) Payments shall not be made for punitive
or
exemplary damages, fines or penalties.
(f) Employee shall deliver process and a written request for defense to the city attorney and thereafter
the city attorney shall take the necessary steps on behalf
of
the employee which in his judgment will
avoid entry
of
a default
judgement
pending resolution
of
any question pertaining to the obligation to
provide for a defense.
(g) Upon entry of a final
judgment
against an employee, or upon a settlement of the claim, the employee
shall serve a copy of such
judgment
or settlement, personally
or
by certified or registered mail within
thirty (30) days
of
the date
of
entry,
or
settlement, upon the city attorney; and
if not
inconsistent with
the provisions of this section, the amount
of
such judgment
or
settlement, and all costs and expenses
of the defense, including private counsel fees incurred, shall be paid by the city.
(h) The duty to defend
or
pay costs and expenses prescribed herein shall be conditioned upon:
(1)
The
prompt reporting by the employee of every accident and of every incident in which the
employee is involved which may result in the assertion
of
a claim
or
suit; the prompt transmission
by the employee
of
every claim
or
demand made relating to any such accident
or
incident; and
the full cooperation of the employee in the investigation of every such accident and incident.
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(2) The truthful reporting by the employee of all facts known to him or her about every such accident
or incident.
(3) Delivery by the employee to the city attorney of a written request to provide for a defense together
with the original or a copy of any summons, complaint, process, notice, demand or pleading within
ten (10) days after he is served with such document, and
(4)
The
good faith cooperation
of
the employee, in the defense
of any
action
or
proceeding
against
the
city, based upon the same act
or
omission, and in the prosecution of any appeal.
(5) The employee's delivery to the city attorney of a written request to provide for a defense as
outlined in (h)(3) above, the employee's request for representation, and/or the employee's
acceptance
of
representation under the provisions
of
this Code section shall constitute consent
by the employee to the city's authority to resolve, by compromise settlement, authority which has
been delegated to the city attorney, any action or proceeding for which representation is accepted,
without any further consent or authorization of the employee.
(i) Amendments to or repeal of this section shall not affect either the duty to defend or to
make
payments
as aforesaid, both of which shall be governed by this section as it is or was in effect at the time the
alleged act or omission complained of occurred or allegedly occurred.
U
All such litigation or proceeding shall be recorded as provided by section
2-152
of
this Code.
The
city
attorney shall provide necessary information for and support programs of risk management instituted
by the city manager.
(k) Determinations (1) whether the defense of a particular civil legal proceeding is required under this
section, (2) whether payment is required or prohibited under this section, and (3) whether the employee
has satisfied the requirements and conditions imposed upon him by this section will be made by the
city attorney in his discretion.
In
any proceeding challenging a determination made by the city attorney
under this section, the standard of review shall be for abuse of discretion.
(Ord. No. 30,872, §
1,
11-18-80; Ord. No. 32,140, §
1,
2-1-83; Ord. No. 34,263, §
1,
12-16-86;
Ord. No. 36,369, §
1,
3-26-91; Ord. No. 39,128, § 1, 4-28-98; Ord. No. 39,161, §
1,
5-26-98;
Ord. No. 45,825, § 1, 12-16-14)