A superintendent review that works for both sides of the table.
Your board has exactly one employee — and that person deserves clear goals, honest conversation, and no surprises. SuptEval guides the board and the superintendent together, from shared goals through mid-year and summative reviews, to a signed record everyone stands behind.
The challenge
One employee, a whole board, and a lot that can go sideways.
The superintendent is the only person a school board directly hires, manages, and reviews. It's the board's most important governance duty — and it only works when both sides come out of it clear and confident. Without structure, both sides lose.
Hard to agree as a board
Many members, many opinions. Without structure, the loudest voice wins and the rating reflects a mood, not the year.
Easy to drift off the standards
Reviews wander into anecdotes and personalities instead of staying tied to agreed goals and professional standards.
Open Meeting Law risk
Evaluations are public business with strict rules on closed sessions and records. One misstep can void the process.
Unclear, shifting expectations
Without agreed goals, you're steering toward a target that moves with the board's mood — and you find out too late.
Judged on personality, not evidence
Anecdotes and politics can crowd out the actual work of the year, and the review starts to feel personal.
No record of your growth
A once-a-year verdict rarely captures how far the district has come under your leadership — or holds up at contract time.
Why superintendents welcome it
A review you'd want if you were the one being reviewed.
Evaluation isn't something done toa superintendent — done well, it's the clearest signal a board can send about what matters and how you're doing. SuptEval is built so the person on the other side of the table gets as much out of it as the board does.
Goals worth falling back on
You and the board set the year's goals together and map them to the standards — a clear, agreed direction to steer by, not a moving target.
Conversations that keep you aligned
Mid-year and year-end reviews are structured dialogues, not verdicts — so you and the board stay on the same page, with time to course-correct before anything is final.
No surprises at review time
You know the eight standards and the four-point rubric from day one. You're judged on the same criteria the board sees — published up front, the same for everyone.
Your voice is on the record
Your self-evaluation isn't an afterthought. You rate your own progress and cite your own evidence first, so the final record carries your perspective too.
The process
The evaluation cycle, guided start to finish.
Goals at the start, a mid-year check-in, and a year-end review. Every conversation has a superintendent side and a board side — so both come to the table prepared, and evidence builds the whole way.
The superintendent can add evidence to any standard at any time. SuptEval files it automatically — so by review time the record is already there, not reconstructed from memory.
Set goals & standards
At the start of the year, the board and superintendent agree on goals mapped to the eight standards.
Mid-year self-evaluation
Halfway through, the superintendent reflects — rating progress and pointing to the evidence so far.
Mid-year board review
The board reviews progress together and gives formative feedback to course-correct before year-end.
Year-end self-review
At year-end, the superintendent completes a full self-review across all eight standards.
Year-end board review
Members discuss their thoughts, then reconcile into one summative board rating.
And every review ends right
One board voice
Guided discussion to help reconcile into a single summative score the whole board stands behind.
Signed & sealed
Lock the final evaluation into a tamper-proof, signed PDF for the official district file.
Closed session, documented
Built-in prompts and records to move into and out of closed session legally.
Inside SuptEval
Every part of the review, in one place.
Goals that give the superintendent something to steer by
Set annual goals at the start of the year and link each one to a leadership standard. For the superintendent, that's a clear, agreed direction to fall back on all year — not a target that shifts. As evidence comes in, every goal shows live indicators, so by review time judgments rest on a documented year, not a recent memory.
- Goals mapped to standards and weighted
- Evidence indicators attached by any member
- Progress visible to the whole board and superintendent
Two private workspaces, one shared record
The board chair and the superintendent each get a workspace built for their role. The superintendent completes a self-evaluation — rating their own progress and pointing to their own evidence first, so the final record reflects their perspective, not only the board's. Each side sees what it should, when it should, then both meet in the final, shared record.
- Role-based access for chair & superintendent
- Self-evaluation kept private until shared
- One reconciled record both sides sign
Sage drafts your open-meeting summary
When the board reaches its summative ratings, Sage — BoardOps' AI assistant — drafts a clear, neutral summary suitable for the public minutes as required by the Open Meeting Law. It pulls from the agreed ratings and evidence, so the record reflects the board's decision in plain language.
- Neutral language ready for the minutes
- Grounded in the board's own ratings
- Always editable before it's adopted
On a 4-point rubric, the Board rated Superintendent Ortiz Proficient (3.4) overall for 2025–26. The Board commended strong gains in instructional leadership and a balanced budget, and identified community engagement as a focus for the year ahead. The evaluation was conducted in closed session per Minn. Stat. § 13D.05.
Growth across years, not just this one
Each completed evaluation feeds a multi-year view. For the superintendent, a once-a-year obligation becomes a real record of professional growth — evidence of how far the district has come under your leadership, and fair footing for contract and compensation talks. For the board, it's continuity through turnover.
- Year-over-year ratings per standard
- Continuity through board turnover
- Context for contract and compensation talks
The framework
Eight leadership standards, one four-point rubric — no surprises.
Every rating ties to the same research-based standards and the same plain-language rubric — published up front, the same for everyone. The superintendent knows exactly what they'll be judged on from day one, and the whole board is judging the same thing, the same way.
Vision & strategy
Direction, planning, and shared goals.
Instructional leadership
Teaching, learning, and student outcomes.
Operations & finance
Budget, facilities, and stewardship.
Communication
Transparency with staff and public.
Community & board relations
Partnership with the board and community.
Human resources
Hiring, development, and culture.
Equity & culture
Access and belonging for every student.
Ethics & integrity
Trust, judgment, and accountability.
The rubric
Four points, clearly defined
Built-in compliance
The legal parts, handled.
A superintendent evaluation is public business. SuptEval bakes Minnesota's requirements into the workflow — so the board can focus on the review, and the superintendent can trust the process is done by the book.
Create an accountClosing the meeting
Step-by-step prompts to move into and out of closed session correctly.
Open Meeting Law
Aligned with Minn. Stat. § 13D.05 for evaluation sessions.
Data practices
Handles what's public and what's private under the MGDPA.
Records retention
The signed evaluation is preserved for the official file.
A review your board — and your superintendent — can stand behind.
SuptEval is part of BoardOps and free for every district — no contracts, no per-seat pricing. Set up your board and start this year's evaluation today.