300 ADMINISTRATION

300 ROLE OF SCHOOL DISTRICT ADMINISTRATION

In this series of the board policy manual, the board defines the role and the employment of school district administrators.  Policies in the 400 Series, "Employees," also apply to administrators unless a more specific policy exists in the 300 Series, "Administration."

School district administrators have been given a great opportunity and responsibility to manage the school district, to provide educational leadership, and to implement the educational philosophy of the school district.  They are responsible for the day-to-day operations of the school 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 school 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 school district, and to inform the board about school 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: 11/11/96                                                        Reviewed: 7/08/2013                                                     Revised:

301 ADMINISTRATIVE STRUCTURE

301.1 MANAGEMENT

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

It shall be the responsibility of each administrator to fully participate in the management of the school 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 school district.

The board shall be responsible for making the final decision in matters pertaining to the school district.

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

 

Legal Reference:              

     Iowa Code ß 279.8 (1995).

Cross Reference:                         

     301  Administrative Structure

 

Approved: 11/11/96                                                       Reviewed: 7/08/2013                                          Revised:

 

301.2 MANAGEMENT TEAM

The board considers all those who have a role in the recruitment or release of employees to be part of the management team.  The management team shall be headed by the superintendent.  The superintendent shall convene meetings to discuss school district policies, administrative procedures and other business brought to the superintendent's attention.

The management team shall meet with the board upon the board's request or superintendent's recommendation to review overall operations of the school district and conditions affecting the management team.  The management team shall have no relationship to the formal negotiating unit.  In the event a member or members of the management team are unable to resolve a problem, a committee of one board member, one management team member, and the superintendent shall investigate the circumstances and make a recommendation.  If the recommendation does not settle the matter, the board and the management team shall meet to resolve the matter.  The board may seek the advice of outside management consultants to assist in resolving the matter.

 

 

Legal Reference:              

     Iowa Code ß 279.8 (1995).

     281 I.A.C. 12.3(3).

Cross Reference:             

     301  Administrative Structure

 

Approved: 11/11/96                                                  Reviewed: 7/08/2013                                                  Revised:

 

302 SUPERINTENDENT

302.1 SUPERINTENDENT QUALIFICATIONS, RECRUITMENT, APPOINTMENT

The board shall 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 shall 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 shall consider the qualifications, credentials and records of the applicants without regard to race, religion, sex, national origin, sexual orientation, gender identity, disability and age.  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 shall 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.

 

 

Legal Reference:              

     29 U.S.C. ßß 621-634 (1988).

     42 U.S.C. ßß 2000e et seq. (1988).

     Iowa Code ßß 21.5(1)(i); 35C; 216; 279.8, .20 (1995).

     281 I.A.C. 12.4(4).

     1980 Op. Att'y Gen. 367.

 

Cross Reference:             

     200.2  Powers of the Board of Directors

     200.3  Responsibilities of the Board of Directors

     301     Administrative Structure

     302     Superintendent

 

Approved: 11/11/96                                                 Reviewed: 7/08/2013                                               Revised:

302.2 SUPERINTENDENT CONTRACT AND CONTRACT NONRENEWAL

The length of the contract for employment between the superintendent and the board is determined by the board.  The contract will begin on July 1 and end on June 30.  The contract will 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 nonprobationary 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 responsibility 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.

NOTE:  May 15 is the date established by Iowa law for notice of board action to consider termination of an administrator’s contract.  The board may select an earlier date but not a later date.

 

Legal Reference:    

     Martin v. Waterloo Community School District, 518 N.W. 2d 381 (Iowa 1994).

    Cook v Plainfield Community School District, 301 N.W.2d 771 (Iowa App. 1980).

    Board of Education of Fort Madison Community School District v. Youel, 282 N.W.2d 677 (Iowa 1979).

    Briggs v Board of Directors of Hinton Community School District, 282 N.W.2d 740 (Iowa 1979).

    Luse v. Waco Community School District of Henry Co., 258 Iowa 1087, 141 N.W.2d 607 (1966).

    Iowa Code § 279.

    281 I.A.C. 12.4.

 

Cross Reference:    

     302    Superintendent

 

 

Approved: 11/11/96                                                      Reviewed: 7/08/13                                                Revised: 10/09/ 2017

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 school district and the training, experience, skill, and demonstrated competence of the superintendent.  The salary shall be set at the beginning of each contract term.

In addition to the salary and benefits, the superintendent's actual and necessary expenses shall be paid by the school 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 superintend

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.

 

 

Legal Reference:              

     Iowa Code ßß 279.8, .20 (1995).

     1984 Op. Att'y Gen. 47.

 

Cross Reference:                         

     302  Superintendent

 

Approved: 11/11/96                                             Reviewed:  7/08/2013                                                      Revised:  

302.4 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 school district, unless specifically stated otherwise.

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.

In executing the above-stated duties, the superintendent shall consider the financial situation of the school 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 school 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 school district, effecting a wholesome and cooperative working relationship between the school 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 school district;
  • Reports to the board on such matters as deemed material to the understanding and proper management of the school 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 school 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 school 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 school district to attend such regular and occasional meetings as are necessary to carry out the education program of the school 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 school 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 school district's financial condition as well as the needs of the students in the school district.

 

 

 

Legal Reference:              

     Iowa Code ßß 279.8, .20 (1995).

     281 I.A.C. 12.4(4).

 

 

Cross Reference:             

     209  Board of Directors' Management Procedures

     301  Administrative Structure

     302  Superintendent

 

 

Approved: 11/11/96                                      Reviewed:  7/08/2013                                            Revised:

302.5 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 formal evaluation will be based upon the following principles:

  • The evaluation criteria shall 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 school district's goals;
  • At a minimum, the evaluation process will be conducted annually at a time agreed upon;
  • Each board member shall 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 shall 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 injure the superintendent's reputation; and,
  • 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.

 

 

 

Legal Reference:              

     Wedergren v. Board of Directors, 307 N.W.2d 12 (Iowa 1981).

     Iowa Code ßß 279.8, .20, .23, .23A (1995).

     281 I.A.C. 12.3(4).

 

 

Cross Reference:             

     212     Closed Sessions

     302     Superintendent

 

 

Approved:  11/11/96                                             Reviewed:  7/08/2013                                                 Revised:

 

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 an event.

 

 

Legal Reference:              

     Iowa Code ß 279.8 (1995).

     281 I.A.C. 12.7.

 

Cross Reference:             

     303.7  Administrator Professional Development

     401.7  Employee Travel Compensation

 

 

 

Approved:   11/11/96                                                        Reviewed:  7/08/2013                                           Revised:

 

302.7 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 shall be the responsibility of the superintendent to become involved in school 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 school 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 school district and public education in general.  It shall be within the discretion of the board to pay annual fees for professional organizations and activities.

 

 

Legal Reference:              

     Iowa Code ß 279.8 (1995).

     1990 Op. Att'y Gen. 79.

 

 

Cross Reference:             

     302.3  Superintendent Salary and Other Compensation

     303.8  Administrator Civic Activities

 

 

Approved:   11/11/96                                                Reviewed:  7/08/2013                                              Revised:

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.

 

 

 

Legal Reference:              

     Iowa Code ßß 279.8, .20 (1995).

 

 

Cross Reference:             

     302.2  Superintendent Contract and Contract Nonrenewal

     302.4  Superintendent Duties

 

Approved:  11/11/96                                                   Reviewed: 7/08/2013                                    Revised:

 

303 ADMINISTRATIVE EMPLOYEES

303.1 ADMINISTRATIVE POSITIONS

The school district shall have, in addition to the superintendent, other administrative positions:  elementary, middle and high school principals.  These administrators shall work closely with the superintendent in the day-to-day operations of the school 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 management team concept.

 

 

Legal Reference:              

     Iowa Code ßß 279.8, .20, .21, .23-.24 (1995).

     281 I.A.C. 12.4.

 

 

Cross Reference:             

     301  Administrative Structure

     303  Administrative Employees

 

Approved:  11/11/96                                              Reviewed: 7/08/2013                                                    Revised:

303.2 ADMINISTRATOR QUALIFICATIONS, RECRUITMENT, APPOINTMENT

The board shall employ building principals and other administrators, in addition to the superintendent, to assist in the daily operations of the school district.

The board shall 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, religion, sex, national origin, age, 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 shall also consider the school district's educational philosophy, financial condition, organizational structure, education programs, and other factors deemed relevant by the board.

It shall be 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 shall act only on the superintendent's recommendation.

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

 

 

Legal Reference:              

     Iowa Code ßß 279.8, .21 (1995).

     281 I.A.C. 12.4.

     1980 Op. Att'y Gen. 367.

 

 

Cross Reference:             

     303  Administrative Employees

 

Approved: 11/11/96                                      Reviewed: 7/08/2013                                              Revised:

303.3 ADMINISTRATOR CONTRACT AND CONTRACT NONRENEWAL

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

The first three consecutive 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 nonprobationary 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.

NOTE:  May 15 is the date established by Iowa law for notice of board action to consider termination of an administrator’s contract. The board may select an earlier day, but may not select a later date. 

 

Legal Reference:    

     Martin v. Waterloo Community School District, 518 N.W. 2d 381 (Iowa 1994).

    Cook v Plainfield Community School District, 301 N.W. 2d 771 (Iowa App. 1980).

    Board of Education of Fort Madison Community School District v Youel, 282 N.W. 2d 677 (Iowa 1979).

    Briggs v Board of Education of Hinton Community School District, 282 N.W. 2d 740 (Iowa 1979).

    Iowa Code § 279.

    281 I.A.C. 12.4. 

Cross Reference:    

     303    Administrative Employees

 

 

Approved:      11/11/96                                          Reviewed:         7/8/2013                                         Revised:      10/09/2017             

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 school 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 school 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.

 

 

Legal Reference:              

     Iowa Code ß 279.21 (1995).

     1984 Op. Att'y Gen. 47.

 

 

Cross Reference:             

     303  Administrative Employees

 

Approved: 11/11/96                                          Reviewed: 7/08/2013                                                   Revised:

303.5 ADMINISTRATOR DUTIES

Administrators shall be hired by the board to assist the superintendent in the day-to-day operations of the school 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 schoolbooks, 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;
  • 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 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 school district's financial condition as well as the needs of the students in the school district.

 

 

Legal Reference:              

     Iowa Code ßß 279.8, .21 (1995).

     281 I.A.C. 12.4(5), .4(6), .4(7).

 

Cross Reference:             

     301  Administrative Structure

     303  Administrative Employees

 

Approved: 11/11/96                                                      Reviewed: 7/08/2013                                                Revised:

303.5e1 BUILDING PRINCIPALS FUNCTIONS

TO WHOM RESPONSIBLE:  THE SUPERINTENDENT OF SCHOOLS OR DESIGNEE:

 

Subject to the policies of the Board of Directors and to the directives issued by the Superintendent or other central administrative personnel on behalf of the Superintendent, the principal shall have full control of his/her building and grounds, all pupils, teachers, operating personnel and all activities carried on therein or thereon.

The primary function of the building principal is to provide leadership that will develop a quality-learning environment and program.

The Principal's Role in School Management

As key administrator of the building, the principal:

  1. Knows and consistently adheres to the state legal code and local school district policies.
  2. Exercises full responsibility for the organization and administration of all activities, personnel, physical facilities, and supplementary services within the  assigned building.
  3. Serves as liaison between the school, staff, students, and community.
  4. Shares responsibility for the recruitment and selection of all staff members.
  5. Determines appropriate schedules for students and teachers.
  6. Recognizes and supports the educational value of team management.
  7. Implements negotiated contracts, which have been agreed upon by the board of directors and the employee units.
  8. Administers the safety and security procedures for the building, equipment, grounds, and transportation.
  9. Assumes responsibility for administering the instructional budget.

 

The Principal's Role in Leadership

As instructional leader, the principal:

A.             Demonstrates a student centered philosophy of education and considers the  welfare of students as a paramount responsibility.

B.             Assumes the leadership role in developing philosophy, teaching strategies, and  techniques.

C.            Demonstrates knowledge of curriculum; shows balanced concern for all subject  matter areas and activity programs.

D.            Assists in creating a favorable working atmosphere within the building that is conducive to optimum growth and learning.

E.             Works with the staff in designing and providing effective inservice programs. Approved 

F.             Promotes student and staff feelings of personal worth.

G.            Promotes high staff morale and a high commitment to professional growth.

H.            Maintains professional growth through workshops, seminars, conferences, and personal reading.

I. Studies and evaluates current programs in education and works with the  instructional staff to implement those programs consistent with the goals and objectives of the school district.

J.             Contributes to the profession through active participation in professional organization activities.

 

The Principal's Role in Supervision

As supervisor of the facilities, staff, and program the principal:

  1. Establishes and administers rules and regulations pertaining to the welfare and management of students.
  2. Maintains accurate records and prepares reports.
  3. Organizes and administers all student activity programs.
  4. Works with instructional staff in recommending promotion/retention/graduation  policies.
  5. Coordinates budget development and makes recommendation for programs, staff, and building needs.

 

The Principals' role in Evaluation

As the person who is ultimately accountable for the effectiveness of the overall program, the principal:

  1. Conducts a continuous evaluation procedure for all building personnel and recommends to the superintendent their assignments, promotion, transfer or dismissal.
  2. Evaluates curriculum programs through testing, observation, and analysis.
  3. Develops programs for evaluating student progress towards stated instructional objectives.

 

The Principals' Role in Communication

As an effective communicator, the principal:

  1. Interprets learning programs and board policies to the community.
  2. Provides information to students and parents about school programs and services.
  3. Provides opportunity for parents' and residents' involvement in advisory and volunteer groups.
  4. Serves as intermediary between staff and other administrators.
  5. Is aware of resources of the community, which could serve as a laboratory for learning.
  6. Maintains an awareness of factors outside the school, which affect the school structure.
  7. Maintains an open line of communication with staff.

 

Approved: 11/11/96                                               Reviewed:      7/13/2013                                                   Revised:

303.6 ADMINISTRATOR EVALUATION

The superintendent shall conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence.  At a minimum, the superintendent will formally evaluate the administrators annually.  The goal of the formal evaluation process is to ensure that the educational program for the students is carried out, promote growth in effective administrative leadership for the school 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 shall include written criteria related to the job description.  The superintendent, after receiving input from the administrators, shall present the formal evaluation instrument to the board for approval.

The formal evaluation shall 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.

It shall be the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and nonprobationary administrators prior to May 15.

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

 

 

 

Legal Reference:              

     Iowa Code ßß 279.8, .21-.23A (1995).

     281 I.A.C. 12.3(4).

 

 

Cross Reference:             

     303  Administrative Employees

 

Approved: 11/11/96                                                      Reviewed:  7/08/2013                                                Revised:

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.

 

 

Legal Reference:              

     Iowa Code ß 279.8 (1995).

     281 I.A.C. 12.7.

 

 

Cross Reference:             

     302.6  Superintendent Professional Development

     401.7  Employee Travel Compensation

 

Approved: 11/11/96                                                     Reviewed: 7/08/2013                                        Revised:

 

303.8 ADMINISTRATOR CIVIC ACTIVITIES

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 shall be the responsibility of the administrators to become involved in school 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 school 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 school district and public education in general.  It shall be within the discretion of the board to pay annual fees for professional organizations and activities.

 

 

 

Legal Reference:              

     Iowa Code ß 279.8 (1995).

     1990 Op. Att'y Gen. 79.

 

 

Cross Reference:             

     302.7  Superintendent Civic Activities

 

Approved: 11/11/96                                                     Reviewed: 7/08/2013                                              Revised: 

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 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 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.

 

 

 

Legal Reference:              

     Iowa Code ßß 279.8, .21 (1995).

 

Cross Reference:             

     303.3  Administrator Contract and Contract Nonrenewal

     303.5  Administrator Duties

 

Approved:  11/11/96                                             Reviewed:  7/08/2013                                                         Revised:

304 POLICY IMPLEMENTATION

304.1 DEVELOPMENT AND ENFORCEMENT OF ADMINISTRATIVE REGULATIONS

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 shall 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 school district if they are contrary to the intent of board policy.

It shall be the responsibility of the superintendent to enforce administrative regulations.

 

 

 

Legal Reference:              

     Iowa Code ß 279.8 (1995).

 

 

Cross Reference:             

     209     Board of Directors' Management Procedures

     304.2  Monitoring of Administrative Regulations

 

 

 
Approved: 11/11/96                                                 Reviewed: 7/08/2013                                               Revised:

304.2 MONITORING OF ADMINISTRATIVE REGULATIONS

The administrative regulations shall 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.

 

 

 

 

Legal Reference:              

     Iowa Code ßß 279.8, .20 (1995).

 

 

Cross Reference:             

     209     Board of Directors' Management Procedures

     304.1  Development and Enforcement of Administrative Regulations

 

Approved:  11/11/96                                                 Reviewed:  7/08/2013                                                      Revised:

305 ADMINISTRATOR CODE OF ETHICS

Administrators, as part of the educational leadership in the school district community, represent the views of the school district.  Their actions, verbal and nonverbal, reflect the attitude and the beliefs of the school 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 and, possibly, dismissal.

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 school 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.

 

 

Legal Reference:              

     Iowa Code ß 279.8 (1995).

 

Cross Reference:             

     404  Employee Conduct and Appearance

 

Approved:  11/11/96                                                  Reviewed:  7/08/2013                                                Revised:

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 an order as deemed appropriate at the time by the superintendent and the board.

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.

 

 

Legal Reference:              

     Iowa Code ß 279.8 (1995).

     281 I.A.C. 12.4(4).

 

Cross Reference:                                           

     302  Superintendent

 

 

Approved:  11/11/96                                    Reviewed:  7/08/2013                                          Revised:

307 COMMUNICATION CHANNELS

Questions and problems shall be resolved at the lowest organizational level nearest to the complaint.  School employees shall be responsible for conferring with their immediate supervisor on questions and concerns.  Students and other members of the school district community shall confer with a licensed employee and then with the principal on questions and concerns.

If resolution is not possible by any of the above, individuals may bring it to the attention of the superintendent within 5 school days of their discussion with the principal.  If there is no resolution or plan for resolution by the superintendent within 5 school days of the individual's discussion with the superintendent, the individual may ask to have the question or problem placed on the board agenda.  The action of the board will be final.

It shall first be the responsibility of the administrators to resolve questions and problems raised by the employees and the students they supervise and by other members of the school district community.

 

 

 

Legal Reference:              

     Iowa Code ß 279.8 (1995).

 

Cross Reference:

     213      Public Participation in Board Meetings

     401.4   Employee Complaints

     502.4   Student Complaints and Grievances

     504.3   Studen Publications

 

 

Approved:  11/11/96                                             Reviewed:  7/08/2013                                                  Revised:

308 HOLD HARMLESS CLAUSE

The School District agrees, as a further condition of the employment of the school administrators of the district, that it shall defend, hold harmless and indemnify the administrator from any and all demands, claims, actions, suits, and legal proceedings brought against the administrator in her/his individual capacity, or in her/his official capacity as agent and employee of the District, provided the incident arose while the administrator was acting within the scope of her/his employment.

If, in good faith opinion of the administrator, a conflict exists as regards the defense to such claim between the legal position of the administrator and the legal position of the District, the Administrator may engage counsel in which event the District shall indemnify the administrator for the costs of legal defense if the District is found at fault.

 

 

 

 

 

Approved:  11/11/96                                                     Reviewed:  11/10/2008                                              Revised: