Evaluating the Head of School

In an international school, the Board’s sole employee is the Head of School. This role carries responsibility for every aspect of the organisation, from teaching and learning to finance, operations, and human resources. For that reason, one of the Board’s most important duties is evaluating the Head. A strong evaluation process keeps leadership aligned with the school’s mission, vision, and strategic goals.

Accountability sits at the heart of this relationship. The Board holds the Head accountable for performance, and the Head sets the tone for accountability across the entire school. When this mutual responsibility is clear and consistent, the foundations of trust, performance, and long term success are strengthened.

What Should Be Evaluated?

Evaluation should balance long term leadership impact with annual performance. These two levels work together.

Over the Life of the Contract

The Board should take a long term view of:

• Mission and vision: Is there a shared understanding of where the school is headed, and is this visible in daily practice?

• Innovation: Is the school responding to change in education, technology, and learning design?

• Financial sustainability: Are there clear long term financial plans and shared confidence in future stability and growth?

• Facilities: Are facilities safe, well maintained, and aligned with future needs?

• School of choice: Is enrollment stable or growing, and is the school competitive in its market?

Annual Focus Areas

Each year the Board should review:

• Strategic plan: Is it current, clearly communicated, and actively guiding decisions?

• Accreditation: Are recommendations being implemented and monitored?

• Teaching and learning: What does student data show about progress and outcomes?

• Budget management: Is the budget realistic, transparent, and well controlled?

• Leadership capacity: Is the leadership team strong, aligned, and effective?

• Health and safety: Are systems reviewed regularly and applied consistently?

• Culture: Is there a sense of belonging, trust, collaboration, inclusivity, and accountability?

Key Steps in the Evaluation Process

A meaningful evaluation process must be structured, transparent, and consistent.

1. Set Clear Expectations

• Agree annual goals at the end of each school year

• Cover academics, finance, wellbeing, community engagement, and DEIB

• Define clear indicators of success

• Link all goals to the strategic plan

  
  

2. Use Multiple Data Sources

• Board feedback based on direct interaction

• Stakeholder surveys from staff, parents, and students

• Operational data such as finances, enrollment, retention, and learning outcomes

• No single source should dominate the process

  
  

3. Review Leadership and Management

This usually includes:

• Vision and direction setting

• Ownership and delivery of the strategic plan

• Oversight of teaching and learning

• Governance and organisational leadership

• Human resources and resource management

• School culture and relationships

  
  

4. Monitor Progress Through the Year

• Mid year and end of year reviews

• Open discussion of progress and challenges

• Early identification of risks or barriers

• Head of School self evaluation as part of the process

  
  

5. Provide Clear Feedback and Development

• Written, balanced, and actionable feedback

• Clear areas of strength and growth

• Agreed professional development support

• Consistent reference back to documented feedback

  
  

6. Link Evaluation to Contract Decisions

• Contract renewal

• Compensation adjustments

• Long term leadership planning

  
  

Why This Matters

The evaluation of the Head of School is one of the Board’s most significant responsibilities. When done well, it builds clarity, trust, and continuous improvement. Expectations and KPIs must link directly to the strategic plan. Feedback must reflect multiple perspectives, not only the loudest voices.

The Board holds a dual responsibility. It must offer a framework that is rigorous and honest, while also being supportive and development focused. A strong evaluation benefits not only the Head, but the entire school community by reinforcing accountability, confidence, and consistent leadership.

Where Boards lack internal expertise, external support can help ensure the process is structured, objective, and fit for purpose. A well designed evaluation is not about fault finding. It is about strengthening leadership so the whole school can thrive.