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”, unless specifically designated.

The Board and the administrators will work together in making decisions and setting goals for the school district. This effort is desinged to obtain, share and use information to solve problems, make decision, and formulate school district policies and regulations.

It is the responsibility of each admistrator to fully participate in the management of the school district by investigating, analyzing, and expressing their views on issues. Those board membes or administrators with special expertise or knowledge of an issue may be called upon to provide information. Each board member and administrator will support the decisions reached on the issues that are confronting the school district. 

The Board is responsible for making the final decision in matters pertaining to the school district.

It is the responsibility of the Superintendent to develop guidelines that promote cooperative decision making.

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Superintendent*

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 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, veteran status and records of the applicants without regard to race, color, creed, religion, sex, national origin, age, sexual orientation, gender identity or disability. 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 school 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.

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Approved:  3/13/1989                Reviewed:  2/11/19                Revised:  11/12/12; 3/11/13; 1/13/25 *Sup't and admin separated

The length of the contract for employment between the Superintendent and the Board is determined by the Board and stated in the contract. The contract will begin on July1 and end on June 30. The contract will also state the terms of employment and shall not exceed three years.

The first three consecutive years of a contract issued to a newly employed Superintendent is considered a probationary period. 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 non-probationary contract, the Board will afford the Superintendent appropriate due process, as required by law. The Superintendent and Board may mutually agree to terminate the Superintendent's contract at any time.

It is the responsiblity of the Board to provide the contract for the Superintendent.  The Board may issue a temporary and nonrenewable contract in accordance with law.

If the Superintendent wishes to resign, to be released from a contract, or to retire, the Superintendent must comply with applicable law and board policies.

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

In addition to the salary and benefits, the Superintendent's actual and necessary expenses will be paid by the school district when the Superintendent is performing work-related duties. It is 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 will be included in the records of the Board in accordance with Board policy.

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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 school district, unless specifically stated otherwise. 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.

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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'e role, clarify the immediate priorities of the Board, and develop a working relationship between the Board and the Superintendent. This policy supports and does not preclude the ongoing, informal evaluation of the Superintendent's skills, abilities and competence.

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:

• Mission, Vision and Core Values:  Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well-being of each student.
• Ethics and Professional Norms: Act ethically and according to professional norms to promote each student's academic success and well being.
• Equity and Cultural Responsiveness:  Strive for equity of educational opportunity and culturally responsive practices to promote each student's academic success and well-being.
• Curriculum, Instruction, and Assessment: Develop and support intellectually rigorous and coherent systems of curriculum, instruction, and assessment to promote each student's academic success and well-being.
• Community Care and Support for Students:  Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.
• Professional Capacity of School Personnel: Develop the professional capacity and practice of school personnel to promote each student's academic success and well-being.
• Meaningful Engagement of Families and Community: Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student's academic success and well-being.
• Operations and Management: Manage school operations and resouces to promote each student's academic success and well-being.
• School Improvement: Act as an agent of continuous improvement to promote each student's academic success and well-being.

The formal evaluation will be basded upon the following principles:

• The evaluation criteria will be in writing, clearly stated and mutually agreed upon by the Baord and Superintendent. The criteria will be related to the job description, the Iowa Standards for School Leaders, the school district's goals, and the goals of the adminstrator's individual professional development plan.
• 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 from the entrie Baord.
• The Superintendent will conduct a self-evaluation prior to discussing the Board's evaluation, and the Board - as a whole -  will discuss its evaluation with the Superintendent.
• The Board may discuss its evaluation of the Superintendent in closed session.
• The individual evaluation by each Board member, if individual board members so desire, will not be reviewed by the Superintendent.  Board members are encouraged, however, to communicate their criticism and concerns to the Superintendent in the closed session.  The Board Secretary will develop a written summary of the individual evaluations, including both the strengths and the weaknesses of the Superintendent, and place it is the Superintendent's personnel file to be incoprorated into the next cycle of evaluations.

The evaluation instrument will be in writing, signed by both the Superintendent and the Board President, and filed in the Superintendent’s personnel file. 

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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 is 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 travel, or involves unusual expenses, the Superintendent will bring it to the attention of the Board President prior to attending the event.

The Superintendent will report to the Board after an event.

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Approved:  1/13/25                                 Reviewed:                                      Revised:

302.07 Superintendent Civic Activities

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

It is the responsibility of the Superintendent to become involved in school district community activities and events.  It is within the discretion of the Board to pay annual fees for professional organizations and activities.

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Approved:  1/13/25                                  Reviewed:                                   Revised:

302.08 Superintendent Consulting/Outside Employment

The Superintendent is considered a full-time employee.  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. The Superintendent shall notify the Board President of their accepting paid work outside of their Superintendent role.  

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

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Approved:  1/13/25                                Reviewed:                                     Revised:

303.01 Administrator Positions

The school district may have, in addition to the Superintendent, the following administrative positions included, but not limited to: 

• Building Principals

• Assistant Principals

• Special Education Director

• Curriculum and Learning

• School Business Officials (Not evaluated on Iowa School Leaders Standards)

These administrators will work closely with the Superintendent in the day-to-day operations of the school district. It is 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 management team concept.

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Approved:  1/13/25                                  Reviewed:                                     Revised:

The Board will employ building principals and other administrators, in addition to the Superintendent, to assist in the daily operations of the school 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 will consider the qualifications, credentials and records of the applicants without regard to race, color, creed, religion, sex, national origin, age, sexual orientation, gender identity or disability.  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 school 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 services of a consultant may be engaged to assist in screening and/or selecting candidates to be interviewed as administrators.

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Approved: 3/13/1989                Reviewed: 2/11/19                      Revised: 11/12/12; 3/11/13; 1/13/25* (Sup't/Admin separated)

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 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 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,as required by law. The administrator and Board may mutually agree to terminate the administrator's contract.

It is the responsibility of the Superintendent to create a contract for each administrative position.  The Board may issue temporary and nonrenewable contracts in accordance with law. Administrators who wish to resign, to be released from a contract, or to retire, must comply with applicable law and board policies.  

Administrator’s contracts being considered for termination will be provided notice for Board action no later than May 15th.  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; 1/13/25*(Sup't/Admin separated)

The Board has complete discretion to set the salary of the administrators.  It is 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 will 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 will be included in the records of the Board in accordance with board policy.

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Approved: 3/13/89                      Reviewed:  2/11/19                              Revised: 10/8/07; 3/11/13; 1/13/25*(Sup't/Admin separated)

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

Each attendance center will 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, 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 principal is 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 the 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 Superintendentwho 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.

• 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 of Schools.

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 school district's financial condition as well as the needs of the students in the school district.

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The Superintendent will conduct an ongoing process of evaluating 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 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 school district are met, promote growth in effective administrative leadership for the school district, clarify the administrator's role as defined by the Board and the Superintendent, assess administrator competence in the Iowa Standards for School leaders, 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. This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence.

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

• Mission, Vision and Core Values:  Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well-being of each student.

• Ethics and Professional Norms:  Act ethically and according to professional norms to promote each student’s academic success and well-being.

• Equity and Cultural Responsiveness:  Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.

• Curriculum, Instruction and Assessment:  Develop and support intellectually rigorous and coherent systems of curriculum, instruction and assessment to promote each student’s academic success and well-being.

• Community Care and Support for Students:  Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.

• Professional Capacity of School Personnel:  Develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.

• Professional community for Teachers and Staff:  Foster a professional community of teachers and professional staff to promote each student’s academic success and well-being.  

• Meaningful Engagement of Families and Community:  Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student’s academic success and well-being.

• Operations and Management:  Manage school operations and resources to promote each student’s academic success and well-being.

• School Improvement:  Act as an agent of continuous improvement to promote each student’s academic success and well-being.

It is the responsibility of the Superintendent to conduct a formal evaluation of the probationary administrators and non probationary administrators prior to May 15.

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 will be in writing, by the Superintendent, signed by the administrator and the Superintendent and filed in the administrator's personnel file.

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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 is 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 will bring it to the attention of the Board prior to the administrator attending the event.

The administrator will report to the Superintendent after an event.

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Approved: 1/13/25                                Reviewed:                                      Revised:

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

It is the responsibility of the administrators to become involved in school district community activities and events.  It is within the discretion of the Board to pay annual fees for professional organizations and activities.

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Approved: 1/13/25                              Reviewed:                                       Revised:

An administrative position is considered full-time employment.  The Board and Superintendent expects administrators to give the responsibilities of their positions in the school 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 administrator shall notify the Superintendent of their accepting paid work outside of their administrative role.

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

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Approved: 1/13/25                                   Reviewed:                                        Revised:

Administrative regulations may be necessary to implement Board policy. It shall be the responsibility of the Superintendent to develop administrative regulations.

In developing the administrative regulations, the Superintendent may consult with administrators or others likely to be affected by the regulations. Once the regulations are developed, employees, students and other members of the school district community will be informed in a manner determined by the Superintendent.

The Board shall be kept informed of the administrative regulations utilized and their revisions. The Board may review and recommend change of administrative regulations prior to their use in the District if they are contrary to the intent of board policy.

It is the responsibility of the Superintendent to enforce administrative regulations.

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The administrative regulations will be monitored and revised when necessary. It shall be the responsibility of the Superintendent to monitor and revise the administrative regulations.

The Superintendent may rely on the Board, administrators, employees, students, and other members of the school district community to inform the Superintendent about the effect of and possible changes in the administrative regulations.

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