THE SAUGUS ADVOCATE – Friday, October 18, 2019 Page 9 ASKS| from page 2 its leadership, I always believed setting achievable goals for employees or teams was very important. For setting a goal for MCAS, especially for the next three years or so, it would be an excellent metric but it may need to be a broader metric than a specific grade or school specific. If the district regresses in a given year, do you believe the superintendent deserves a pay raise? If the metric for performance is agreed to be a certain percentage of improvement for example is missed, then that could be a factor but not the only factor for overall performance. I personally would like this metric to be part of the Principals’ evaluations as well. With the upcoming transition of the three school systems, I believe there would be many performance goals agreed to by Superintendent so if he hits all agreed to metrics but misses one, maybe stays flat for overall level, that may by itself not eliminate a raise. The key to this, I believe, is setting metrics that are measurable, articulated so it is clear for fail, meet or exceed and has a clear and fair evaluation criteria. ated and used by members of a public body for the purpose of evaluating an employee are public records. “Discussions of salary issues Former School Committee Member Arthur Grabowski Former School Committee Member Arthur Grabowski Absolutely, MCAS results should be the key component in the superintendent evaluation. According to the Massachusetts Department of Elementary and Secondary Education (DESE), all superintendents in Massachusetts have 4 standards that they are to be evaluated on: 1. Instructional Leadership. 2. Management and Operations. 3. Family and Community Engagement. 4. Professional Culture. The ratings that the superintendent can get are unsatisfactory, needs improvement, proficient and exemplary. In most cases it is customary to give new superintendents a needs improvement/developing to achieve proficiency within three years. The school comCandidate Joseph “Dennis” Gould mittee is responsible to insure that the goals and actions in the superintendent’s evaluation and subsequent goals are challenging, measurable and focused on high-priority needs of the district’s students. MCAS allows the superintendent and school committee to analyze data on student learning, growth and achievement, and access district and school progress, strengths and areas in need of improvement. If a district regresses, then the school committee must evaluate if they have the right person as superintendent for the district and make decisions accordingly. Interesting enough Open Meeting laws come into play here. “Deliberations conducted for School Committee Chair Jeannie Meredith the explicit purpose of evaluating the professional competency of an individual may not occur during an executive session. “Individual evaluations cremay only occur in executive session as part of a contract negotiation. Other discussions related to salary, such as discussion about whether an employee’s job performance merits a bonus or salary increase, must be conducted in open session.” Candidate Thomas R. Whittredge MCAS scores are important, but they are only one measure, a snapshot, of student achieveASKS | SEE PAGE 10 SNOW BLOWER SALES, SERVICE & REPAIRS Pickup/Delivery Available 781-289-6466 WE WORK FOR YOU! * Have your car repaired by Real Manufacturer Certiified Technicians * An I-CAR GOLD CLASS SHOP Highest Certificate in the Repair Industry * Premier Insurance Co. Collision Repair Shop for Geico, Liberty Mutual, Metlife, Progressive and more! * Over 30 Years of putting families back on the Road Safe & Fast! * ATLAS Stands Behind All Repairs with a Limited Lifetime Warranty 1605 North Shore Road, Revere * 781-284-1200 Visit us at: www.AtlasAutobody.com or call (781) 284-1200 to schedule your appointment today!
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