Evaluation of Dr. Lori Romano
Mark Johnson
Vice Chair- Hernando County School Board
September 24, 2018
The School Board annually evaluates the Superintendent according to Statute and
contractual obligations with the Superintendent. The contract with Dr. Romano calls for

evaluation in four specific areas: Graduation Rates; Industry Certifications earned and student

participation; Dropout Rate, and School Grades. In my evaluation, considered these areas

There are nine additional separate areas to consider; Leadership and District Culture;
Policy and Governance; Communication and Community Relations; Organizational
Management; Curriculum Planning Development; instructional Leadership; Human Resources
Management; Values and Ethics of Leadership; and Labor Relations. These areas required some
reflection in my evaluation of Dr. Romano not being numerated in her contract and part of

Board approved criteria in addendum to Dr. Romano?s contract at a workshop.

The Board has the responsibility of acting as the Governing Body for the School District
and decisions by the Board should be presented by the Board as a unified decision jointly. We,
as a Board at times have not met this fiduciary responsibility to its fullest, adding to criticism of

the District and Dr. Romano.

My evaluation is based on my observations, experiences, inferences and data collected
to reflect gains and improvements in all areas, both the primary contractual criteria and areas

delineated as adopted areas by this Board in a workshop.

Data presented in the ?District and School Grade 2017? report by Linda Peirce,

Supervisor of Assessment/ Accountability dated July 25, 2017 contains data showing

1h.? Rama??m Evaluation 

improvements overall in our District. have used this report as the major tool to evaluate the

four major components in Dr. Romano?s contract.

Graduation rate has improved in the past three years being 74% in 2014 to 81.8% this
past year, this is an improvement and meets expectations in the contract. While the final
statistics have not been published from the Department of Education, I have used locally

reported data.

industry Certifications and student participation has shown increases in certificates
earned and the number of students occupying seats in these programs, a measurable

improvement in this area.

Dropout Rate. have not seen the current dropout rates I do know that the prior year
and for the past two years was below the state average and continues to improve as the
Endeavor Academy Programs and Discovery Academy Programs have an outstanding influence

in dropout retention and behavioral issues are being reduced in school, again improvement.

School Grades are improving overall Most schools show gains in points awarded and
continue to move towards better grades. This includes Moton Elementary which shows a gain
in 50 points overall with a difficult start in administration at the beginning of the year. Some
school gains were minimal and some substantial, all indicating commitment by our
professionals on staff and in the classroom to improve the education of our students, again an

improvement as defined under the existing contract.

The remaining nine areas I will discuss out of order of presentation. Labor Relations;
there are some minor issues regarding labor that are in the process of being worked out, some

Domapo lfvaimation 2:33.?

of these issues are beyond the control of Dr. Romano and the School Board. Dr. Romano?s
actions in the past have ensured a strong position regarding this area and is on track as

forecasted. To me this is to area of little concern.

Values and Ethics of Leadership, unquestionably there is no issue in this area as
reflected by observations and conversations with various employees throughout the school

year up to this point.

Curriculum Planning Develop has been a focus of Dr. Romano?s cabinet and programs
are in place to continue to develop the curriculum and resources for teachers, this area will
continue to be infused with strategies and resources to help our students, and again is moving

in a positive direction under Dr. Romano?s supervision.

instructional Leadership is also improving regarding Dr. Romano?s evaluation. There
have been several leadership trainings available for Principals, Assistant Principals and a desire
to promote from within to Administrative positions, at the school level and District level.
Meetings have taken place to discuss recruitment of teachers in all areas including specialized
shortage areas. This is another area of little concern as Dr. Romano is actively pursuing and on

target with programs to strengthen instructional Leadership in the School District.

Human Resources Management is another area that continually improves. The
restructuring with a change in the top administrator within many departments broadens their
individual experiences and enhances our depth charts and continuity and succession concerns

for the future.

?ogcauo Evaiuation 

Policy and Governance is on a steady course and improving with a fairness and
objectivity in approaching changes effecting employees and students within the District. The
large undertaking of reorganizing the Policies and next the Procedures of the District was a
great leap into the future of Hernando County and the maintenance of Policy and Procedures

seamlessly as changes occur.

Organizational Management has leveled off with no major disruptions this year. There
were two school based administrative changes at the start ofthe 2017?2018 school year at the
school level. There were changes of department heads in three areas where a rotation of
assignments was undertaken. As the District stabilizes positive effects will be felt by employees
at all levels within our system. This will, in my opinion foster aa better climate of certainty and

alleviate the climate of fear alleged to exist.

With Leadership and Culture in the District, Dr. Romano has exhibited the ability to
change her outlook and address issues to breakdown negative factors, and to foster that sense
of security and support, that persists by our professional. Some of the changes mandated by
Tallahassee at a time when leadership changed at the District created a climate of distrust and
negativity. Overcoming this climate and culture in the District is not an overnight task. Dr.
Romano has and is working to purge that voice from our District and restore faith in the

progress and job security within our District.

Dr. Romano has exhibited leadership skills and motivated countless volunteers of staff
during Hurricane lrma in staffing and operating shelters in a time of need for the entire County.

Thank you to staff and volunteers is a necessary part of the evaluation as it showed skills in an

4 i?w :orrzao Evaiuation 232i}?

emergency and how the thoughtful preparedness by staff and Dr. Romano to kept a bad
situation becoming a disaster for our Community. I need to note that First Responders and the
Sherriff?s Office also provided outstanding leadership and support to the Community and the

District during this event.

Communication and Community Relations is an area that?s needs some clarification in
this evaluation. The School Board is elected to be the Governing body of the School District.
When communications breakdown from the Superintendent or her designee occurs, it hampers
the ability of the School Board to fulfill its responsibilities. Decisions that affect the operation of
the District and/or schools needs to be clearly and timely communicated to the School Board.
There were several breakdowns in communication at critical times during the past year of the
contract. This is an issue that has been discussed, and assurances been made that it has be

addressed. Plans are in place to assure communication does not deteriorate again the future.

Regarding other communications within the School District, a leveling of hierarchy and
a more open direct line of communication is being developed and will be implemented in the
near future. Dr. Romano is aware that communication needs and desires are evolving from an
old "system of a structured hierarchy, where next line supervisors had to be notified by
subordinates before a higher up could be reached. In today?s environment that model is no

longer viable. Alternative methods are being examined and will be implemented.

In most organizations, workers farther from contact with the CEO have less contact and

less direct communication, this was the case in Hernando County Schools.

Ma.) E?vamation 283.7

A plan to flatten the hierarchy is being developed so all voices can be heard. It should be
recognized by employees not all matters demand the time of a CEO and in our case Dr.
Romano. In being flexible to address a problem that Dr. Romano acknowledges, attempts will

be made to bridge this gap as an improvement in internal communication.

Community Relations is a separate component ofthis piece and Dr. Romano is often out
and about representing the School District and always acts with decorum and presents the

School District professionally.

in summary, there are a few areas where improvement will lead this District into the
next phase of transformation to an excellent school district sustaining a higher rating and
creating influence for Hernando County being the shining Star. We are heading to an rated
district and have the ability to maintain that rating for an extended period of time. With the
dedication and improvement within the School District, my evaluation is positive for Dr.
Romano. I will not give a numerical value to her evaluation; however, would place it as effective

to highly?effective in moving this District forward in difficult financial times.

6 .Lgr wral Evaiuation 2617