The purpose of school administration is to help create and to foster an environment in which students can learn most effectively.  All administrative duties and functions should be appraised in terms of the goals and objectives and the mission statement created by the District.
 
The Board and the administrators of the District shall work together to share information in decisions under a management team concept.  The Board and the administration shall work together in making decisions and setting goals for the District.  This effort is designed to obtain, share, and use information to solve problems, make decisions and formulate policies and regulations concerning the District.
 
The administrators of the District shall be responsible for implementing and enforcing the policies of the Board, overseeing the employees, monitoring educational issues confronting the District and informing the Board about District operations.  Each administrator shall be responsible for fully participating in the management of the District by investigating, analyzing, and expressing their views on issues.
 
Approved: 1994-1995
Reviewed: 2002–2003, November 21, 2011
Revised: January 15, 2007; March 18, 2013

The Superintendent, the building principals, and any other administrators, for purposes of this section of the Board’s policies, shall be referred to collectively as “administrators.”
 
Superintendent of the School District
 
The Superintendent shall be the head administrator and the executive officer of the Board, 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.
 
Approved: March 18, 2013

The Board and the administrators will work together in making decisions and setting goals for the District.  This effort is designed to obtain, share, and use information to solve problems, make decisions, and formulate District policies and regulations.  It is the responsibility of each administrator to fully participate in the management of the District by investigating, analyzing, and expressing their views on issues. Those Board members or administrators with special expertise or knowledge of an issue may be called upon to provide information.  Each Board member and administrator will support the decisions reached on the issues confronting the District.
 
The Board is responsible for making the final decision in matters pertaining to the District.
 
Approved: 1994-1995
Reviewed: 2002–2003; November 21, 2011
Revised: January 15, 2007; March 18, 2013

Superintendents
 
In order to provide the most capable leadership available for the District, the Board may engage in a search for applicants for the position of Superintendent.  In choosing a Superintendent, the Board will also consider the District's educational philosophy, financial situation, organizational structure, education programs, and other factors deemed relevant by the Board.
 
The Board 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 position.  The Board will also look closely at the training, experience, skill and demonstrated competence of qualified applicants in making its final decision.
 
The services of a consultant may be engaged to assist in screening candidates to be interviewed by the Board.
 
Other Administrators
 
In order to provide valuable administrative assistance, including qualified building principals and other administrators, 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 Board will also look closely at the training, experience, skill and demonstrated competence of qualified applicants in making its final decision.
 
It is the responsibility of the Superintendent to make a recommendation to the Board for filling an administrative position.
Approved: March 18, 2013

The length of time of the contract for employment between an administrator and the District shall be determined by the Board and stated in the contract.  The contract shall also state the terms of employment.
 
The first two (2) years of the administrator’s employment will be considered a probationary period.  The Board may waive this probationary period or may extend this probationary period for an additional year upon the consent of the administrator.
 
In the event of termination of the administrator’s contract, the Board shall 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 will be extended automatically for additional one-year periods beyond the end of its term until it is modified or terminated as mutually agreed to by the parties or until the administrator's contract is terminated consistent with statutory termination procedures.
 
Approved: 1994-1995
Reviewed: 2002–2003; November 21, 2011
Revised: January 15, 2007; March 18, 2013

The Board has complete discretion to set the salaries of the administrators.  It shall be the responsibility of the Board to set the salaries and benefits of the administrators that will include consideration of, but not be limited to, the economic condition of the District and the training, experience, skill and demonstrated competence of the administrators.  The salaries shall be set at the beginning of each contract term and shall be included in the contracts.
I
n addition to salaries and benefits, the administrator’s actual and necessary expenses may be paid by the District when the administrator is performing work-related duties.  The Board may also approve the payment of other benefits or items of an administrator’s contract.
 
The Board may approve the payment of dues and other benefits or compensation over and above the administrator’s contract.  The paying of professional dues is an appropriated use of public funds.
 
Approval of salary, other compensation, other benefits or dues will be included in the records of the Board in accordance with Board policy.
 
Approved: 1994-1995
Reviewed: 2002–2003; November 21, 2011
Revised: January 15, 2007; March 18, 2013

Superintendent
 
The Board employs a Superintendent to serve as the chief executive officer of the Board. The Board delegates to the Superintendent the authority to implement Board policy and to execute decisions made by the Board concerning the internal operations of the District, unless specifically stated otherwise.
The Superintendent 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.
 
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 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 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 the above-stated duties, the Superintendent will consider the financial situation of the District as well as the needs of the students.
 
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 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 Superintendent'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 Superintendent who is in turn responsible to the board;
• Ensure that proper care is taken of all school books, supplies, materials, equipment, furniture and facilities;
• Instruct teachers to make a complete annual inventory of all school property contained in their individual rooms. This inventory is 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 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 the above-stated duties, administrators will consider the financial situation of the District as well as the needs of the students.
 
Approved: 1994-1995
Reviewed: 2002–2003; November 21, 2011
Revised: January 15, 2007; March 18, 2013

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 community shall be informed in a matter determined by the Superintendent.
 
The Board shall be kept informed of the administrative regulations utilized and the revisions.  The Board may review and recommend changes of administrative regulations prior to their use in the District if they are contrary to the intent of Board policy.
 
It shall be the responsibility of the Superintendent to enforce administrative regulations.
 
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 District community to inform the Superintendent about the effect of and possible changes in the administrative regulations.
 
Approved: 1994-1995
Reviewed: 2002–2003; November 21, 2011
Revised: January 15, 2007; March 18, 2013

The Board encourages the Superintendent and 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 Superintendent and the administrators, respectively, to arrange their schedules in order to attend various conferences and events in which they are involved.
 
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 expense the Superintendent shall bring it to the attention of the Board President prior to attending the event.  The Superintendent will report to the Board after an event.
 
Prior to attendance at an event, an 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.
 
Unless otherwise provided in a contract for employment, it is within the discretion of the Board to pay annual fees for professional organizations and activities.
 
Approved: 1994-1995
Reviewed: 2002–2003; November 21, 2011
Revised: January 15, 2007; March 18, 2013

Superintendent
The Board will conduct an ongoing evaluation of the Superintendent's skills, abilities and competence.  The goal of the Superintendent's 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 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 May 15 annually.
 
Other Administrators
The Superintendent will conduct an ongoing evaluation of each administrator's skills, abilities and competence.  The goal of the 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, 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 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 May 15 annually.
 
Approved: 1994-1995
Reviewed: 2002-2003; November 21, 2011
Revised: September 15, 2008; March 18, 2013

Administrators, including the Superintendent, as part of the educational leadership in the District community, represent the views of the District. Their actions, verbal and nonverbal, reflect the attitude and the beliefs of the District. Therefore, administrators will conduct themselves professionally and in a manner fitting to their position.
 
Each administrator will 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, will be grounds for discipline up to, and including, discharge.
 
The professional school administrator:

• Upholds the honor and dignity of the profession in actions and relations with students, colleagues, Board members and the public;
• Obeys local, state and national laws; holds to high ethical and moral standards; and gives loyalty to this country and to the cause of democracy and liberty;
• Accepts the responsibility to master and contribute to the growing body of specialized knowledge, concepts, and skills which characterize school administration as a profession;
• Strives to provide the finest possible educational experiences and opportunities to the members of the District community;
• Seeks to preserve and enhance the prestige and status of the profession when applying for a position or entering into contractual agreements;
• Carries out in good faith the policies duly adopted by the Board and the regulations of state authorities and renders professional service;
• Disallows consideration of private gain or personal economic interest to affect the discharge of professional responsibilities;
• Recognizes public schools are the public's business and seeks to keep the public informed about their schools; and,
• Supports and practices the management team concept.

 
Approved: 1994-1995
Reviewed: 2002–2003; November 21, 2011
Revised: January 15, 2007; March 18, 2013

In the absence of the Superintendent, it shall be the responsibility of other administrators to assume the Superintendent’s duties, as determined necessary and appropriate by 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.  The succession of authority to the Superintendent in such instances shall proceed as follows: high school principal, elementary principal, and assistant secondary principal.
 
If the Board determines the Superintendent will be absent for an extended period of time, the Board shall appoint an acting Superintendent to assume the responsibilities of the Superintendent.  The successor shall assume the duties when assigned by the Superintendent or the Board.
 
References to “Superintendent” in this policy manual will mean the “Superintendent or the Superintendent's designee” unless otherwise stated.
 
Approved: 1994-1995
Reviewed: 2002–2003; November 21, 2011
Revised: January 15, 2007; March 18, 2013

Questions and problems are to be resolved at the lowest organizational level nearest to the complaint. School employees are responsible for conferring with their immediate supervisor on questions and concerns. Students and other members of the District community will 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 five school days of their discussion with the principal. If there is no resolution or plan for resolution by the Superintendent within ten 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.
 
It will 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 District community.
 
Approved: 1994-1995
Reviewed: 2002–2003; November 21, 2011
Revised: January 15, 2007; March 18, 2013