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administrator and the Head of School have a conversation that is followed by documentation of points
covered. The resulting letter goes both to the administrator and into the file.

Department Heads are evaluated by the Upper School Head and the Head of School.
The Upper School Head writes an outline of the conversation with the Department Head; this document is
followed by a conversation with the Head of School and a letter summarizing that conversation. In most years
the Department Head's teaching is evaluated along with his/her administrative work; occasionally the
evaluation process may focus on one or the other.

There are no anonymous evaluations at Renbrook. We feel that criticism and/or support should bear the
sender's name, in order to ensure responsible judgment.

Staff Evaluation
The process is meant to provide staff members with opportunity to consider their strengths and weaknesses
and to gain constructive feedback from a supervisor and from the Head of School. Like the evaluation process
to which the faculty adheres, the intent of this process is professional development and is therefore separate
from compensation.

All members of the non-teaching staff are evaluated by the person to whom they report most directly, using
the following procedure:

• Supervisor schedules evaluation process with staff member.
• Staff member completes evaluation questionnaire and returns it to supervisor prior to meeting.
• Staff member meets with supervisor.
• Supervisor summarizes the meeting in a letter, which will then be added to the staff member's
personnel file.
• Once every three years, staff member also meets with the Head of School. The Head of School will
summarize this meeting in a letter for the staff member's personnel file as well.

*Note: Effective October 1, 2013, every performance evaluation must include a statement in
clear and conspicuous language that if an employee disagrees with any information in such
document, the employee may submit a written statement explaining his/her position and this
statement must be maintained as part of employees personnel file.

HIRING PROCEDURES

Full-time and Part-time Employees
• Employment applications: Effective July 1, 2005, all prospective Renbrook employees are required to
complete an employment application. This includes, but is not limited to, substitutes, interns, coaches,
and those hired for Summer Adventure.

Background Checks
• After May 1, 2002, all prospective new employees, substitutes, coaches, interns, as well as individuals
hired for Summer Adventure, must undergo a background check that researches criminal, sex-offender,
driving history records if applicable, other attributes dependent on position, and credit checks if
applicable. A third-party administrator conducts background checks; confidential results are reviewed
by school administration and maintained in personnel files.
• Background check consent and related employment forms must be completed prior to hiring the
applicant, and forwarded to the Business Office for processing/review. Please refer to the Faculty and
Staff Resource Board on the Renbrook website for hiring paperwork.
• Effective July 1, 2017, in addition to the traditional background check, all applicants for employment
who come into direct contact with students must participate in, and consent to, a number of additional

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