decision should be made in writing as early as possible in the school year.
4. EVALUATION Regular evaluation of programs and personnel is essential to the well-being of the institution, and provides opportunities for identifying ways in which the school can more effectively achieve its goals. The major elements of the Madison-Ridgeland Academy Evaluation Plan include the following: a. Board Evaluation (annually by the Committee on Trustees) b. Evaluation of Head (annually by the Chairman of the Board) c. Evaluation of Faculty and Staff (Head as prescribed by professional development program) d. Evaluation of Instructional Program (periodically by the Head) 5. EMPLOYMENT OF THE HEAD OF SCHOOL The Trustees of Madison-Ridgeland Academy are responsible for the employment of a competent and qualified person for the position of the Head of School. The Head of School will be employed in the following manner: When a vacancy exists or is imminent, the Chairman of the Board shall appoint a committee composed of Board members and such other persons in the MRA community as may be appropriate for the purpose of finding the best person to be employed as Head of School. This committee shall be known as Madison-Ridgeland Academy Head of School Search Committee. The Committee will receive from the Board instructions concerning qualification requirements and time factors involved in the selection process. The Search Committee may employ consultants on such terms as are approved by the Board of Trustees. Madison-Ridgeland Academy Head of School Search Committee will conduct a thorough search by generating applications, interviewing candidates, and presenting a list of the most qualified candidates. The Search Committee will consider the list of qualified candidates, conduct such interviews as may be necessary, and recommend to the Board a candidate from the list of qualified applicants. The Board will approve a formal contract specifying the salary and other benefits, date of employment, and other duties and responsibilities of the Head. During any period when there is no contracted Head of School, the Board shall appoint an interim Head of School to fulfill the duties as defined. 6. REAPPOINTMENT OF SCHOOL HEAD The Executive Committee will make any recommendations concerning the renewal or nonrenewal of the Head’s contract. These recommendations may also include length of contract, salary, and type of benefits. The Board of Trustees must vote by simple majority to approve the contract extension/modification of the new contract. 7. RESIGNATION OF THE HEAD OF SCHOOL Under normal circumstances when the Head of School wishes to resign, this resignation will be submitted in writing to the Chairman of the Board of Trustees at the earliest possible time.
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