The Superintendent, the building principals and any other administrators, for purposes of this Series (Series 300) of the Policy, shall be referred to collectively as “administrators.”

Superintendent of the School District

The Superintendent of the School District shall be the head administrator and the executive officer of the Board of Education, and shall be directly responsible to the Board for the execution of the District’s policies, for the faithful and efficient observance of the District’s rules by all employees throughout the system, and for the enforcement of all provisions of the law relating to the operation of the schools.

Other Administrators of the School District

The building principals and other administrators shall assist the superintendent and the Board in the daily operation of the District.

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Approved: 3/13/89

Reviewed: 2/11/19

Revised: 11/12/2012; 3/11/13

Superintendents

In order to provide the most capable leadership available for the District, the Board will employ a Superintendent to serve as the chief executive officer of the board, to conduct the daily operations of the school district and to implement Board policy with the power and duties prescribed by the Board and the law.

The Board, as needed, may engage in a search for applicants for the position of Superintendent of the School District. The services of a consultant may be engaged to assist in screening and/or selecting candidates to be interviewed by the Board of Education.

Other Administrators

In order to provide valuable administrative assistance, including qualified building principals and other administrators,

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.

In filling the positions of other administrators with the District, the Board will consider applicants who meet or exceed the standard set by the Iowa Department of Education and the qualifications established in the job description for the position. The services of a consultant may be engaged to assist in screening and/or selecting candidates to be interviewed by the Board of Education.

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Approved: 3/13/1989

Reviewed: 2/11/19

Revised: 11/12/12; 3/11/13

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

The first three years of a contract issued to a newly employed administrator will be considered a probationary period. The board may waive this probationary 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 non-probationary contract, the board will afford the administrator appropriate due process. 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 may be extended with a non-renewable one year contract or terminated as mutually agreed to by the parties or until the administrator's contract is terminated consistent with statutory termination procedures.

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Approved: 3/13/89

Reviewed: 8/14/17; 2/11/19

Revised: 10/8/07; 3/11/13, 8/14/17

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 school district and the training, experience, skill, and demonstrated competence of the administrators. The salary will be set at the beginning of each contract term and included in the contract.

In addition to the salary and benefits agreed upon, the administrator's actual and necessary expenses will be paid by the school district when the administrator is performing work-related duties. The board may approve the payment of other benefits or compensation over and above the administrator's contract.

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Approved: 3/13/89

Reviewed: 2/11/19

Revised: 10/8/07; 3/11/13

Superintendent

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

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

•  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 has been excused, 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;
•  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 will 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 will consider the District's financial condition as well as the needs of the students in the District.

Other Administrators

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

Each attendance center will have an administrator assigned to it. Each administrator, as chief administrator of the assigned attendance center, is 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 administrator is considered the professional advisor to the Superintendent in matters pertaining to the attendance center supervised by the administrator. Although the administrators serve under the direction of the Superintendent, duties of the administrator may include, but not be limited to the following:

•  Cooperate in the general organization and plan of procedure in the school under thevadministrator's supervision;
•  Supervision of the teachers in the administrator'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 an inventory of all school property contained in their individual rooms when requested.
• Investigate excessive cases of absence or tardiness of students and notify the parents or guardians of unexcused absence or tardiness. All such cases should be reported to the Superintendent;
• Make such reports from time to time as the Superintendent may require;
• 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 will 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 will consider the District's financial condition as well as the needs of the students in the District.

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Approved: 3/13/89

Reviewed:

Revised: 10/8/07; 3/12/12; 3/11/13; 2/11/19

Superintendent

The Board will conduct an ongoing evaluation of the Superintendent's skills, abilities and competence. The Board will evaluate the performance of the Superintendent, providing feedback and direction related to demonstrated skills, abilities, competence, and continuing professional growth. At a minimum, the Board will formally evaluate the Superintendent on an annual basis.

The process of evaluating the Superintendent is an important tool in the improvement effort of the District. The process is designed to define the Board’s expectations, enhance communication and a positive working relationship between the Board and Superintendent, clarify and prioritize District goals, and encourage the Superintendent to focus attention on the critical responsibility of improving achievement for all students. The purpose of the evaluation system is professional growth, performance improvement and accountability to ensure that our District and our schools have the strongest leadership possible.

The evaluation will include an assessment of the Superintendent’s competence in meeting the Iowa Standards for School Administrators and goals of the Superintendent’s individual professional development plan and job targets. Iowa Standards for School Administrators specify that administrators, including the Superintendent, are expected to perform as educational leaders who promote the success of all students by engaging in the following conduct:

(1) facilitating the development, articulation, implementation and stewardship of a vision of learning that is shared and supported by the school community; 

(2) advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development;

(3) ensuring management of the organization, operations and resources for a safe, efficient, and effective learning environment;

(4) collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources;

(5) acting with integrity, fairness and in an ethical manner;

(6) understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context.

The evaluation process will also include an opportunity for the Superintendent to conduct a self- evaluation. This self-evaluation will occur prior to the Superintendent reviewing and discussing the Board’s evaluation.

The evaluation process will also include an opportunity for the Superintendent and the Board to discuss the Board’s review, including the written criteria; the Superintendent’s self- evaluations; review feedback from staff, students, and parents as appropriate; analyze the performance of the Superintendent over the past year; and finalize the professional growth plan and job targets established by the Superintendent for the next year. The evaluation instrument will be in writing, signed by both the Superintendent and the Board president, and filed in the Superintendent’s personnel file. It is the responsibility of the Board president to ensure that the formal evaluation of the Superintendent is concluded prior to July 15 annually.

Other Administrators

The Superintendent will conduct an ongoing evaluation of each administrator's skills, abilities and competence. The Superintendent will evaluate the performance of the administrator, providing feedback and direction related to demonstrated skills, abilities, competence, and continuing professional growth. At a minimum, the Superintendent will formally evaluate the administrator on an annual basis.

The evaluation will include an assessment of the administrator’s competence in meeting the Iowa Standards for School Administrators and goals of the administrator’s individual professional development plan and job targets. Iowa Standards for School Administrators specify that administrators are expected to perform as educational leaders who promote the success of all students by engaging in the following conduct:

 (1) facilitating the development, articulation, implementation and stewardship of a vision of learning that is shared and supported by the school community;

 (2) advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development;

 (3) ensuring management of the organization, operations and resources for a safe, efficient, and effective learning environment;

 (4) collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources;

 (5) acting with integrity, fairness and in an ethical manner;

 (6) understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context.

The evaluation instrument will be in writing, signed by both the administrator and the Superintendent, and filed in the administrator’s personnel file. It is the responsibility of the Superintendent to ensure that the formal evaluation of the administrator is concluded prior to June 30 annually.

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Approved: 4/10/89

Reviewed:

Revised: 10/8/07; 3/11/13;     2/11/19