Evaluating Your School Business Official  

Developing an evaluation system for a School Business Official (SBO) can be an effective way to increase the performance and productivity of a key employee. In school districts there are typically other evaluation processes, forms and methodologies that apply to instructional and operational personnel, but they fall short in providing appropriate summative and formative feedback for school business personnel. That is the reason Illinois ASBO has developed this resource.

The following components are included in the guide:

  • A brief summary of potential methods for conducting effective employee evaluations.
  • Sample evaluation instruments you can download and customize.
  • FAQs regarding statutory evaluation guidelines for school business personnel.

Steps for SBO Evaluation 

  1. Determine the method of evaluation that is to be applied. See the Methods of Conducting Employee Evaluations below.

  2. If using a method other than simple goal setting, download and customize the Role Competency Evaluation to assess position requirements and make modifications based on your job description for the position.

  3. If using the Leadership Competency Evaluation method along with Goal Setting or Role Competency, download and make modifications as necessary based on the job description to reflect the expectations for the individual in the school business role.

Frequently Asked Questions Regarding Statutory Evaluation Guidelines

Wondering who evaluates a school business official or how school business official evaluations relate to the Performance Evaluation Reform Act (PERA) laws? Get answers to your questions regarding the evaluation of school business officials.

A school business official is typically evaluated by the superintendent of schools. There are no statutory requirements that stipulate the method of evaluation (unlike the evaluation of teachers and principals).

According to Illinois State Board of Education, PERA requires all schools in Illinois to change how teachers’ and principals’ performance is measured. PERA requires districts to design and implement performance evaluation systems that assess teachers’ and principals’ professional skills, as well as incorporate measures of student growth.

As PERA evaluations relate only to instructional personnel, there are no requirements for the method or type of evaluation used for school business officials.

Download the Superintendent's Guide to Recruitment, Hiring & Evaluation for more on the value of school business officials and resources to help you through every step of the hiring process.

Download the Guide

Guide to Hiring an SBO

Guide to Hiring an SBO

Evaluating Your SBO Guide

Evaluating Your SBO Guide

Sample Evaluation Documents

Goal Setting Worksheet

Use this to create goals for employee and supervisor goals for the next fiscal year.

Download

Leadership Competency Evaluation

Evaluate the success of your business official in key leadership traits. 

Download

Role Competency Evaluation

Evaluate based on the competencies used in your business official's job description.

Download

Methods of Conducting Evaluations

There are many ways to conduct an evaluation. Some common methods that can be incorporated into the evaluation process for school business officials may include:

Self-Assessment

This can be incorporated into most methods and “gives the employee an opportunity to objectively reflect on their performance, to consider what they’ve done well and where they’ve fallen short, and then to share their perspective with their supervisor.”
From How To Do Performance Reviews Right, Jon Picoult, Forbes Magazine Online (2009)

Gap Analysis

Recognizing the value of self-evaluation, in this method both the supervisor and employee fill out the standardized scale evaluation. Gaps are identified between the employee and supervisor’s view of the employee’s role and leadership competencies. These “gaps” can then become areas as a focus for discussion and goal setting.

Goal Setting

This allows both the supervisor and the employee to supply goals for the coming year. In subsequent years, these goals are reviewed and new goals are created.

Standardized Scale

In this method, the supervisor rates the employee using a scale system. This can be combined with goal setting.