Series 300 Administration

Code No. 300 Role of District Administration

Code No.  300

 

 

Role of District Administration

 

In this series of the Board policy manual, the Board defines the role and the employment of

District administrators.  Policies in the 400 Series, “Employees,” also apply to administrators unless a more specific policy exists in the 300 Series, “Administration.”

 

District administrators have been given a great opportunity and responsibility to manage the District, to provide educational leadership, and to implement the educational philosophy of the District.  They are responsible for the day-to-day operations of the District.  In carrying out these operations, the administrators are guided by Board policies, the law, the needs of the students, and the wishes of the citizens in the District community.

 

It shall be the responsibility of the administrators to implement and enforce the policies of the Board, to oversee employees, to monitor educational issues confronting the District, and to inform the Board about District operations.

 

While the Board holds the Superintendent ultimately responsible for these duties, the principals are more directly responsible for educational results, for the administration of the school facilities and for the employees.

 

The Board and the administration shall work together to share information and decisions under the management team concept.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed: March 30, 2017

 

Code No. 301.1 Management

Code No.  301.1

 

 

Management

 

The Board and the administrators shall work together in making decisions and setting goals for the District.  This effort is designed to obtain, share, and use information to solve problems, make decisions, and formulate District policies and regulations.

 

It shall be the responsibility of each administrator to fully participate in the management of the District by investigating, analyzing, and expressing their views on issues.  Those Board members or administrators with special expertise or knowledge of an issue may be called upon to provide information.  Each Board member and administrator shall support the decisions reached on the issues confronting the District.

 

The Board shall be responsible for making the final decision in matters pertaining to the District.

 

It shall be the responsibility of the Superintendent to develop guidelines for cooperative decision-making.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

 

 

Code No. 302.1 Superintendent Qualifications, Recruitment, and Appointment

Code No.  302.1

 

 

Superintendent Qualifications, Recruitment, and Appointment

 

The Board will employ a Superintendent to serve as the chief executive officer of the Board, to conduct the daily operations of the District, and to implement Board policy with the power and duties prescribed by the Board and the law.

 

The Board will consider applicants that meet or exceed the standards set by the Iowa Department of Education and the qualifications established in the job description for the Superintendent position.  In employing a Superintendent, the Board will consider the qualifications, credentials and records of the applicants without regard to race, color, creed, religion, sex, national origin, age, disability, sexual orientation, genetic information or general identity.  In keeping with the law, however, the Board will consider the veteran status of the applicants.  The Board will look closely at the training, experience, skill, and demonstrated competence of qualified applicants in making its final decision.

 

In choosing a Superintendent, the Board will also consider the District’s educational philosophy, financial situation, organizational structure, education programs, and other factors deemed relevant by the Board.

 

The Board may contract for assistance in the search for a Superintendent.

 

 

 

 

 

 

 

 

 

 

Approve:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

Code No. 302.2 Superintendent Contract and Contract Nonrenewal

Code No.  302.2

 

 

Superintendent Contract and Contract Nonrenewal

 

The length of the contract for employment between the Superintendent and the Board shall be determined by the Board and stated in the Superintendent’s contract.  The contract will begin on July 1 and end on June 30.  The contract shall state the terms of employment.

 

The first two years of a contract issued to a newly employed Superintendent shall be considered a probationary period.  The Board may waive this period or the probationary period may be extended for an additional year upon the consent of the Superintendent.  In the event of termination of a probationary or nonprobationary contract, the Board shall afford the Superintendent appropriate due process, including notice by May 15.  The Superintendent and Board may mutually agree to terminate the Superintendent’s contract at any time.

 

If a Superintendent’s contract is not being renewed by the Board, the contract will be extended automatically for additional one-year periods beyond the end of its term until it is modified or terminated as mutually agreed to by the parties or until the Superintendent’s contract is terminated consistent with statutory termination procedures.

 

It shall be the responsibility of the Board to provide the contract for the position of Superintendent.

 

If the Superintendent wishes to resign, to be released from a contract, or to retire, the Superintendent must comply with Board policies dealing with retirement, release or resignation.

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

Code No. 302.3 Superintendent Salary and Other Compensation

Code No.  302.3

 

 

Superintendent Salary and Other Compensation

 

The Board has complete discretion to set the salary of the Superintendent.  It shall be the responsibility of the Board to set the salary and benefits of the Superintendent at a level that will include consideration of, but not be limited to, the economic condition of the District and the training, experience, skill, and demonstrated competence of the Superintendent.  The salary shall be set at the beginning of each contract term and included in each contract.

 

In addition to the salary and benefits, the Superintendent’s actual and necessary expenses shall be paid by the District when the Superintendent is performing work-related duties.  It shall be within the discretion of the Board to pay dues to professional organizations for the Superintendent.

 

The Board may approve the payment of dues and other benefits or compensation over and above the Superintendent’s contract.  Approval of dues and other benefits or compensation shall be included in the records of the Board in accordance with Board policy.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Approved:  September 15, 1997

Revised:  December 22, 2014

Reviewed:  March 30, 2017

Code No. 302.4 Superintendent Duties

Code No.  302.4

Page 1 of 2

 

 

Superintendent Duties

 

The Board employs a Superintendent of schools to serve as the chief executive officer of the Board.  The Board delegates to the Superintendent the authority to implement Board policy and to execute decisions made by the Board concerning the internal operations of the District, unless specifically stated otherwise.  The Superintendent shall be vested with the necessary authority and be provided the appropriate personnel to carry out the responsibilities of the position.

 

The Superintendent shall be responsible for the implementation and execution of Board policy and the observance of Board policy by employees and students.  The Superintendent shall be responsible for overall supervision and discipline of employees and the education program.

 

The Superintendent shall attend all meetings of the Board.  The Superintendent may provide the Board with information, advice, and recommendations, but shall not vote.

 

In executing the above-stated duties, the Superintendent shall consider the financial situation of the District as well as the needs of the students.

 

The specific responsibilities of the Superintendent include, but are not limited to the following:

 

•         Interprets and implements all Board policies and all state and federal laws relevant to education;

•         Supervises, either directly or through delegation, all activities of the school system according to, and consistent with, the policies of the Board;

•         Represents the Board as a liaison between the District and the community;

•         Establishes and maintains a program of public relations to keep the public well-informed of the activities and needs of the District, effecting a wholesome and cooperative working relationship between the District and the community;

•         Attends and participates in all meetings of the Board, except when the Superintendent’s employment or salary is under consideration, and makes recommendations affecting the District;

•         Reports to the Board on such matters as deemed material to the understanding and proper management of the District or as the Board may request;

•         Assumes responsibility for the overall financial planning of the District and for the preparation of the annual budget, and submits it to the Board for review and approval;

•         Establishes and maintains efficient procedures and effective controls for all expenditures of District funds in accordance with the adopted budget, subject to the direction and approval of the Board;

•         Files, or causes to be filed, all reports required by law;

•         Makes recommendations to the Board for the selection of employees for the District;

•         Makes and records assignments and transfers of all employees pursuant to their qualifications;

•         Code N. 302.4

•         Page 2 of 2

 

•         Employs such employees as may be necessary, within the limits of budgetary provisions and subject to the Board’s approval;

•     Recommends to the Board, for final action, the promotion, salary change, demotion, or dismissal of any employee;

•     Prescribes rules for the classification and advancement of students, and for the transfer of students from one building to another in accordance with Board policies;

•     Summons employees of the District to attend such regular and occasional meetings as are necessary to carry out the education program of the District;

•     Supervises methods of teaching, supervision, and administration in effect in the schools;

•     Attends such conventions and conferences as are necessary to keep informed of the latest educational trends;

•     Accepts responsibility for the general efficiency of the school system, for the development of the employees, and for the educational growth and welfare of the students;

•     Defines educational needs and formulates policies and plans for recommendation to the Board;

•     Makes administrative decisions necessary for the proper functioning of the District;

•     Responsible for scheduling the use of buildings and grounds by all groups and/or organizations;

•     Acts as the purchasing agent for the Board, and establishes procedures for the purchase of books, materials and supplies;

•     Approves vacation schedules for employees;

•     Conducts periodic District administration meetings; and,

•     Performs other duties as may be assigned by the Board.

•     Supervises the establishment or modification of the boundaries of school attendance and transportation areas subject to approval of the Board.

•     Directs studies of buildings and sites, taking into consideration population trends and the educational and cultural needs of the District in order to ensure timely decisions by the Board and the electorate regarding construction and renovation projects.

 

This list of duties shall not act to limit the Board’s authority and responsibility over the Superintendent.  In executing these duties and others the Board may delegate, the Superintendent shall consider the District’s financial condition as well as the needs of the students in the District.

 

 

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

Code No. 302.5 Superintendent Evaluation

Code No.  302.5

Page 1 of 2

 

 

Superintendent Evaluation

 

The Board will conduct an ongoing evaluation of the Superintendent’s skills, abilities, and competence.  At a minimum, the Board will formally evaluate the Superintendent on an annual basis.  The goal of the Superintendent’s formal evaluation is to ensure the education program for the students is carried out, promote growth in effective administrative leadership, clarify the Superintendent’s role, clarify the immediate priorities of the Board, and develop a working relationship between the Board and the Superintendent.

 

The Superintendent will be an educational leader who promotes the success of all students by:

 

  • Facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community.
  • Advocating, nurturing, and sustaining a school culture and instructional program that is conducive to student learning and staff professional development.
  • Ensuring management of the organization, operations and resources for a safe, efficient and effective learning environment.
  • Collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources.
  • Acting with integrity, fairness and in an ethical manner.
  • Understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context.

 

The formal evaluation will be based upon the following principles:

 

  • The evaluation criteria will be in writing, clearly stated and mutually agreed upon by the Board and the Superintendent.  The criteria will be related to the job description and  the District’s goals;
  • At a minimum, the evaluation process will be conducted annually at a time agreed upon;
  • Each Board member will have an opportunity to individually evaluate the Superintendent, and these individual evaluations will be compiled into an overall evaluation by the entire Board;
  • The Superintendent will conduct a self-evaluation prior to discussing the Board’s evaluation, and the Board as a whole shall discuss its evaluation with the Superintendent;
  • The Board may discuss its evaluation of the Superintendent in closed session upon a request from the Superintendent and, if the Board determines its discussion in open session will needlessly and irreparably inure the Superintendent’s reputation; and,

 

 

 

Code No.  302.5

Page 2 of 2

 

 

Superintendent Evaluation - Continued

 

  • The individual evaluation by each Board member, if individual Board members so desire, will not be reviewed by the Superintendent.  Board members are encouraged to communicate their criticisms and concerns to the Superintendent in the closed session.  The Board president will develop a written summary of the individual evaluations, including both the strengths and the weaknesses of the Superintendent, and place it in the Superintendent’s personnel file to be incorporated into the next cycle of evaluations.

 

This policy supports and does not preclude the ongoing, informal evaluation of the Superintendent’s skills, abilities and competence.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Approved:    January 15, 2001

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

 

Code No. 302.5A Superintendent Evaluation

Code No.  302.5A

Page 1 of 4

 

 

Superintendent Evaluation

 

Purpose:

 

The evaluation system is a formative and summative process.  The formative process serves to align the Superintendent’s goals with the Board goals, District goals, mission of the District, and the Iowa Standards for School Administrators.  The summative process serves to quantitatively measure the Superintendent’s performance in the established goal area as well as overall school leadership.

 

Formative Process:

 

The formative process involves the following three stages:

 

1)                  Collaborative Goal Development

 

Through collaborative goal development, the Superintendent and Board work together to identify goals for the Superintendent that address the needs of the District while meeting the Iowa Standards for School Administrators.  The development of these goals will begin in June with the formal adoption of the Superintendent’s goals occurring at the August Board meeting.

 

2)                  Professional Growth Plan

 

For each goal developed, the Superintendent will develop an action plan to be presented to the Board at the September Board meeting.  Each action plan will identify the following:

 

·         Goal Statement

·         Action Steps

·         Resources Needed

·         People Involved

·         Timeline

·         Evidence of Progress Towards Success

 

It is the responsibility of the Board to provide the support and resources necessary for the accomplishment of each goal.

 

 

 

Code No.  302.5A

Page 2 of 4

 

 

Superintendent Evaluation - Continued

 

3)                  Reporting

 

An important part of the formative process involves an accountability system.  In being accountable to the Board for the fulfillment of the established goals, the Superintendent will provide the following reports:

 

·         Financial Report – The financial report is completed by the Superintendent and business manager.  This report is provided to the Board in February or March, depending on the availability of the information necessary for this report.

 

·         State of the District Report – The State of the District Report is a comprehensive report regarding the state of the District.  The Superintendent presents this report to the Board in March or April, depending on the availability of the information necessary for this report.  This report will include the following:

 

1)      Instruction

2)      School Programs

3)      Student Achievement

4)      Transportation

5)      Building and Grounds

6)      Budget for the Next Fiscal Year

 

·         Self-Assessment – In May or June, the Superintendent will provide a self-assessment regarding progress towards the attainment of the established goals.  The Superintendent’s self-assessment will set the stage for the development of new goals for the upcoming school year.

 

Summative Process:

 

The summative process should be completed by the Board in accordance with Board policy.  This process may use 360 degree feedback as determined and coordinated by the Board.  When using 360 degree feedback, the sources of feedback must possess firsthand knowledge regarding the Superintendent’s performance in the goal area being assessed.  The intent of the summative process is to determine the level of the Superintendent’s performance in each goal area, and to serve as a basis for contractual decisions and remediation efforts.

 

 

 

Superintendent Evaluation - Continued

 

Code No.  302.5A

Page 3 of 4

 

The summative process needs to occur beginning in January with the formal evaluation and contract determination to occur in February of each year.  This timeline is necessitated by the employment cycle for superintendents.  If it is determined by the Superintendent or District

through evaluation that the employment relationship is not working, both the Superintendent and District need to have ample time to remedy this situation.

If the summative evaluation determines that a goal area is unsatisfactory, a remediation plan is established based on the Interstate 35 Superintendent Remediation Target Form.  Once a Remediation Target has been established, the Superintendent has until the next goal setting cycle to remedy this concern.  If the concern remains when the next goals are developed, this area of remediation shall continue in the form of a goal.

 

Accountability:

 

Through the formative and summative process, the Superintendent is held to high levels of accountability.  The formative process is a public accountability through the Financial Report, State of the District Report, and self-assessment report to the Board.  These three areas of accountability are inclusive of but not limited to the Iowa Standards for School Administrators, District Long Term Goals, Iowa Teaching Standards, High School Reform, Early Childhood Development, Student Achievement, and School Finance.

 

The summative process is the culminating accountability system.  This process makes quantitative and qualitative judgment on the performance of the Superintendent.

 

 

Code No.  302.5A

Page 4 of 4

 

 

Superintendent Evaluation

 

Timelines for Superintendent Evaluation

 

TIMELINE                                                     ACTION

 

June-August                            Board and Superintendent work together to develop the Superintendent’s Goals for the school year.

 

August Board Meeting           Board Adopts the Superintendent’s Goals

 

September Board Meeting      Superintendent Presents Professional Growth Plan aligned with Board Approved Goals for Approval

 

November Board Meeting      Quarterly update by Superintendent on goal progress

 

January                                    Board Initiates Superintendent Summative Evaluation Process

 

February Board Meeting         Superintendent’s Formal Evaluation, Remediation Plan if Necessary, and Contract Determination

 

February or March                  Financial Report to the Board

(Board Meeting)

 

March Board Meeting             Quarterly Update by Superintendent on goal progress

 

March or April                        State of the District Report to the Board

(Board Meeting)

 

April or May                           Superintendent’s Self-Assessment Report to the Board

(Board Meeting)

 

June Board Meeting                Quarterly update by Superintendent on goal progress

 

June                                         Return to the beginning of the cycle

 

 

 

 

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

Code No. 302.5B Superintendent Evaluation-Summative Evaluation Form

Code No. 302.5B

 

 

Superintendent Evaluation

 

Summative Evaluation Form

 

The purpose of this evaluation is to provide the Superintendent with an accurate assessment of his/her performance in meeting the established goals.  When providing a narrative, please be as specific as possible.  The more specific the comments, the more meaningful the assessment.

 

Goal:

 

 

Iowa Standards for School Administrators (Aligned with this Goal):

 

 

 

Summative Rating:  Place an “X” in space corresponding with the appropriate rating for this goal.

                        ______  Satisfactory                           ______  Unsatisfactory

 

Significant Achievements that Support this Rating:

 

 

Areas of Growth that Support this Rating:

 

 

 

Superintendent Comments:

 

 

 

Board Comments:

 

 

Superintendent’s Signature:_____________________________________  Date:__________

 

Evaluation Period:  ___________________, 200   to  _____________________, 200

 

Board President’s Signature:_____________________________________ Date:__________

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

Code No. 302.5C Superintendent Evaluation-Remediation Target Form

Code No. 302.5C

 

 

Superintendent Evaluation

Remediation Target Form

 

Goal Being Remediated:

 

 

Remediation target including measurable outcome(s) and timeline(s) (what do we want to accomplish?

 

 

 

Plan for achieving target:

 

 

 

 

Evaluation and Supporting Evidence:

 

 

 

 

 

Summary Rating:        _____ Satisfactory                              _____  Unsatisfactory

 

Board Comments:

 

 

 

 

Superintendent Comments:

 

 

 

 

 

______________________   ___________       _______________________   _________

Board President                     Date                     Superintendent                         Date

 

Revised:  December 19, 2005

Reviewed:  March 30, 2017

 

 

 

Code No. 302.6 Superintendent Professional Development

Code No.  302.6

 

 

Superintendent Professional Development

 

The Board encourages the Superintendent to continue professional growth by being involved in professional organizations, attending conferences, continuing education, and participating in other professional activities.

 

It shall be the responsibility of the Superintendent to arrange the Superintendent’s schedule in order to enable attendance at various conferences and events.  If a conference or event requires the Superintendent to be absent from the office for more than three days, requires overnight traveling, or involves unusual expense, the Superintendent shall bring it to the attention of the Board president prior to attending the event.

 

The Superintendent shall report to the Board after attending an event.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

Code No. 302.7 Superintendent Civic Activities

Code No.  302.7

 

 

Superintendent Civic Activities

 

The Board encourages the Superintendent to be involved in the District community by belonging to District community organizations and attending and participating in District community activities.

 

It shall be the responsibility of the Superintendent to become involved in District community activities and events.  The Board may include a lump sum amount as part of the Superintendent’s compensation to be used specifically for paying the annual fees of the Superintendent for District community activities and events if, in the Board’s judgment, the Superintendent’s participation will further the public purpose of promoting and deriving support for the District and public education in general.  It shall be within the discretion of the Board to pay annual fees for professional organizations and activities.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

 

 

Code No. 302.8 Superintendent Consulting/Outside Employment

Code No.  302.8

 

 

Superintendent Consulting/Outside Employment

 

The Superintendent’s position is considered full-time employment.  The Board expects the Superintendent to give the responsibilities of the position precedence over other employment.  The Superintendent may accept consulting or outside employment for pay as long as, in the judgment of the Board, the work is conducted on the Superintendent’s personal time and it does not interfere with the performance of the Superintendent’s duties contracted by the Board.

 

The Board reserves the right, however, to request that the Superintendent cease the outside employment as a condition of continued employment.  The Board shall give the Superintendent thirty days notice to cease outside employment.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

Code No. 303.1 Administrative Positions

Code No.  303.1

 

 

Administrative Positions

 

The District shall have, in addition to the Superintendent, other administrative positions to include, but not be limited to, principals.  These administrators shall work closely with the Superintendent in the day-to-day operations of the District.

 

It shall be the responsibility of these administrators to uphold Board policy, to instill a positive, cooperative environment with employees, and to share their expertise with each other and the Board under the leadership team concept.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

Code No. 303.2 Administrator Qualifications, Recruitment, and Appointment

Code No.  303.2

 

 

Administrator Qualifications, Recruitment, and Appointment

 

The Board will employ building principals and other administrators, in addition to the Superintendent, to assist in the daily operations of the District.

 

The Board will consider applicants who meet or exceed the standards set by the Iowa Department of Education and the qualifications established in the job description for the position.  In employing an administrator, the Board shall consider the qualifications, credentials, and records of the applicants without regard to race, color, creed, religion, sex, national origin, age, disability, sexual orientation, genetic information or gender identity.  In keeping with the law, however, the Board will consider the veteran status of the applicants.  The Board will look closely at the training, experience, skill, and demonstrated competence of qualified applicants in making its final decision.

 

In choosing an administrator, the Board will also consider the District’s educational philosophy, financial condition, organizational structure, education programs, and other factors deemed relevant by the Board.

 

It is the responsibility of the Superintendent to make a recommendation to the Board for filling an administrative position, based on the requirements stated in this policy.  The Board will act only on the Superintendent’s recommendation.

 

The Board may contract for assistance in the search for administrators.

 

 

 

 

 

 

 

 

 

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

 

 

 

Code No. 303.3 Administrator Contract and Contract Nonrenewal

Code No.  303.3

 

 

Administrator Contract and Contract Nonrenewal

 

The length of the contract for employment between an administrator and the Board shall be determined by the Board and stated in the contract.  The contract shall also state the terms of the employment.

 

The first two years of a contract issued to a newly employed administrator shall be considered a probationary period.  The Board may waive this period.  The probationary period may be extended for an additional year upon the consent of the administrator.  In the event of termination of a probationary or nonprobationary contract, the Board shall afford the administrator appropriate due process, including notice by May 15.  The administrator and Board may mutually agree to terminate the administrator’s contract.

 

If an administrator’s contract is not being renewed by the Board, the contract will be extended automatically for additional one-year periods beyond the end of its term until it is modified or terminated as mutually agreed to by the parties or until the administrator’s contract is terminated consistent with statutory termination procedures.

 

It shall be the responsibility of the Superintendent to create a contract for each administrative position.

 

Administrators who wish to resign, to be released from a contract, or to retire, must comply with Board policies regarding the areas of resignation, release or retirement.

 

 

 

 

 

 

 

 

 

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

 

Code No. 303.4 Administrator Salary and Other Compensation

Code No.  303.4

 

 

Administrator Salary and Other Compensation

 

The Board has complete discretion to set the salary of the administrators.  It shall be the responsibility of the Board to set the salary and benefits of the administrators at a level that will include consideration of, but not be limited to, the economic condition of the District and the training, experience, skill, and demonstrated competence of the administrators.  The salary shall be set at the beginning of each contract period.

 

In addition to the salary and benefits agreed upon, the administrator’s actual and necessary expenses shall be paid by the District when the administrator is performing work-related duties.  The Board shall approve the payment of other benefits or compensation over and above the administrator’s contract.  Approval of other benefits or items of an administrator’s compensation shall be included in the records of the Board in accordance with Board policy.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

Code No. 303.5 Administrative Duties

Code No.  303.5

Page 1 of 2

 

 

Administrative Duties

 

Administrators shall be hired by the Board to assist the Superintendent in the day-to-day operations of the District.

 

Each attendance center shall have a building principal responsible for the administration and operation of the attendance center.  Each building principal, as chief administrator of the assigned attendance center, shall be responsible for the building and grounds, for the students and employees assigned to the attendance center, for school activities at the attendance center, for the education program offered in the attendance center, and the budget for the attendance center.  The principal shall be considered the professional advisor to the Superintendent in matters pertaining to the attendance center supervised by the principal.  Although the principals serve under the direction of the Superintendent, duties of the principal may include, but not be limited to the following:

 

      •  Cooperate in the general organization and plan of procedure in the school under the

          principal’s supervision;

 

      •  Supervision of the teachers in each principal’s attendance center;

 

      •  Maintain the necessary records for carrying out delegated duties;

 

      •  Work with the Superintendent in rating, recommending and selecting supervised employees whenever possible;

 

      •  Work with the Superintendent in determining the education program to be offered and in arranging the schedules.  As much of the schedule as possible should be made before school closes for summer vacation.  In the matter of courses offered, the final approval rests with the Superintendent who is in turn responsible to the Board;

 

      •  Ensure that proper care is taken of all school books, supplies, materials, equipment, furniture and facilities;

 

      •  Instruct teachers to make a complete annual inventory of all school property contained in their individual rooms.  This inventory shall be reviewed and filed with the Board Secretary;

 

      •  Investigate excessive cases of absence or tardiness of students and notify the parents or guardians of unexcused absence or tardiness.  All such cases shall be reported to the Superintendent;

 

      •  Make such reports from time to time as the Superintendent may require;

Code No.  303.5

Page 2 of 2

 

 

      •  Maintain the regular schedule of school hours established by the Board and make

          no temporary changes in the schedule without the consent of the Superintendent;

 

      •  Promptly notify the Superintendent whenever ventilation, sanitation or heating

          of the building is unsatisfactory;

 

      •  Contribute to the formation and implementation of general policies and procedures of the school;

 

      •  Perform such other duties as may be assigned by the Superintendent.

 

This list of duties shall not act to limit the Board’s authority and responsibility over the position of the administrators.  In executing these duties and others the Board may delegate, the administrators shall consider the District’s financial condition as well as the needs of the students in the District.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

Code No. 303.6 Administrator Evaluation

 

Code No.  303.6

 

Administrator Evaluation

 

The Superintendent will conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence.  At a minimum, the Superintendent will evaluate the administrators annually.  The goal of the formal evaluation process is to ensure that the educational program for the students is carried out, ensure student learning goals of the District are met, promote growth in effective administrative leadership for the District, clarify the administrator’s role as defined by the Board and the Superintendent, ascertain areas in need of improvement, clarify the immediate priorities of the responsibilities listed in the job description, and develop a working relationship between the Superintendent and the administrator.

 

The Superintendent is responsible for designing an administrator evaluation instrument.  The formal evaluation will include written criteria related to the job description and/or the Iowa Standards for School Leaders.  The Superintendent, after receiving input from the administrators, shall present the formal evaluation instrument to the Board for approval.

 

The formal evaluation will also include an opportunity for the administrator and the Superintendent to discuss the written criteria, the past year’s performance and the future areas of growth.  The evaluation shall be completed by the Superintendent, signed by the administrator and filed in the administrator’s personnel file.

 

The principal will be an educational leader who promotes the success of all students by:

 

  • Facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community.
  • Advocating, nurturing, and sustaining a school culture and instructional program conducive to student learning and staff professional development.
  • Ensuring management of the organization, operations and resources for a safe, efficient, and effective learning environment.
  • Collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources.
  • Acting with integrity, fairness, and in an ethical manner.
  • Understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context.

 

It is the responsibility of the Superintendent to conduct a formal evaluation of the probationary administrators and nonprobationary administrators prior to May 15, unless mutually agreed upon by superintendent and administrator.

 

This policy supports and does not preclude the ongoing informal evaluation of the administrator’s skills, abilities and competence.

 

Approved:  September 15, 1997

Revised:  June 28, 2016

Reviewed:  March 30, 2017

Code No. 303.7 Administrator Professional Development

Code No.  303.7

 

 

Administrator Professional Development

 

The Board encourages the administrators to continue their professional growth by becoming involved in professional organizations, attending conferences, continuing their education, and participating in other professional activities.

 

It shall be the responsibility of the administrators to arrange their schedules in order to attend various conferences and events in which they are involved.  Prior to attendance at an event, the administrator must receive approval from the Superintendent.  In the case where overnight travel or unusual expense is involved, the Superintendent shall bring it to the attention of the Board prior to the administrator attending the event.

 

The administrator shall report to the Superintendent after an event.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

Code No. 303.8 Administrator Civic Activities

Code No.  303.8

 

 

Administrator Civic Activities

 

The Board encourages the administrators to be involved in the District community by belonging to community organizations, and by attending and participating in District community activities.

 

It shall be the responsibility of the administrators to become involved in District community activities and events.  The Board may include a lump sum amount as part of the administrator’s compensation to be used specifically for paying the annual fees of the administrator for District community activities and events if, in the Board’s judgment, the administrator’s participation will further the public purpose of promoting and deriving support for the District and public education in general.  It shall be within the discretion of the Board to pay annual fees for professional organizations and activities.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

Code No. 303.9 Administrator Consulting/Outside Employment

Code No.  303.9

 

 

Administrator Consulting/Outside Employment

 

An administrative position is considered full-time employment.  The Board expects administrators to give the responsibilities of their positions in the District precedence over other employment.  An administrator may accept consulting or outside employment for pay as long as, in the judgment of the Board and the Superintendent, the work is conducted on the administrator’s personal time and it does not interfere with the performance of the administrative duties contracted by the Board.

 

The Board reserves the right, however, to request the administrator cease the outside employment as a condition of continued employment.  The Board shall give the administrator thirty days notice to cease outside employment.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

Code No. 305 Administrator Code of Ethics

Code No.  305

 

 

Administrator Code of Ethics

 

Administrators, as part of the educational leadership in the District community, represent the views of the District.  Their actions, verbal and nonverbal, reflect the attitude and the beliefs of the District.  Therefore, administrators shall conduct themselves professionally and in a manner fitting to their position.

 

Each administrator shall follow the code of ethics stated in this policy.  Failure to act in accordance with this code of ethics or in a professional manner, in the judgment of the Board, shall be grounds for discipline up to, and including, discharge.

 

The professional school administrator:

 

      •  Upholds the honor and dignity of the profession in actions and relations with students, colleagues, Board members and the public;

      •  Obeys local, state and national laws; holds to high ethical and moral standards; and gives loyalty to this country and to the cause of democracy and liberty;

      •  Accepts the responsibility to master and contribute to the growing body of specialized knowledge, concepts, and skills which characterize school administration as a profession;

      •  Strives to provide the finest possible educational experiences and opportunities to the members of the District community;

      •  Seeks to preserve and enhance the prestige and status of the profession when applying for a position or entering into contractual agreements;

      •  Carries out in good faith the policies duly adopted by the local Board and the regulations of state authorities and renders professional service;

      •  Disallows consideration of private gain or personal economic interest to affect the discharge of professional responsibilities;

      •  Recognizes public schools are the public’s business and seeks to keep the public informed about their schools; and,

      •  Supports and practices the management team concept.

 

 

 

 

 

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017

 

Code No. 306 Succession of Authority to the Superintendent

Code No.  306

 

 

Succession of Authority to the Superintendent

 

In the absence of the Superintendent, it shall be the responsibility of the other administrators to assume the Superintendent’s duties.  The succession of authority to the Superintendent shall be in this order: Secondary Principal, Elementary Principal, or as the Board deems appropriate to the operation of the District.

 

If the absence of the Superintendent is temporary, the successor shall assume only those duties and responsibilities of the Superintendent that require immediate action.  If the Board determines the absence of the Superintendent will be a lengthy one, the Board shall appoint an acting Superintendent to assume the responsibilities of the Superintendent.  The successor shall assume the duties when the successor learns of the Superintendent’s absence or when assigned by the Superintendent or the Board.

 

References to “Superintendent” in this policy manual shall mean the “Superintendent or the Superintendent’s designee” unless otherwise stated in the Board policy.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Approved:  September 15, 1997

 

Revised:  December 22, 2014

Reviewed:  March 30, 2017