ADMINISTRATORS

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

Superintendent of the School District

The Superintendent of the School District shall be the head administrator and the executive officer of the Board of Directors, 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.

ADMINISTRATOR CONTRACTS

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 three (3) 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.

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 that will include consideration of, but not be limited to, the economic condition of the District and the training, experience, skill and demonstrated competence of the administrators.  The salary shall be set at the beginning of each contract term and shall be included in the contract.

In addition to the salary 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 approve the payment of other benefits or items of an administrator’s contract.

RECRUITMENT AND APPOINTMENT OF ADMINISTRATORS

Superintendents

In order to provide the most capable leadership available for the District, the Board of Directors will engage in a search for applicants for the position of Superintendent of the School District.  The services of a consultant may be engaged to assist in screening candidates to be interviewed by the Board of Directors.

Other Administrators

In order to provide valuable administrative assistance, including qualified building principals and other administrators, the Board of Directors 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.

EVALUATION OF ADMINISTRATORS

Superintendent

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

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

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

1. facilitating the development, articulation, implementation and stewardship of a vision of learning that is shared and supported by the school community;
2. advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development;
3. ensuring management of the organization, operations and resources for a safe, efficient, and effective learning environment;
4. collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources;
5. acting with integrity, fairness and in an ethical manner;
6. understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context.

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

The evaluation process will also include an opportunity for the superintendent and

the Board to discuss the Board’s review, including the written criteria; the superintendent’s self-evaluations; review feedback from staff, students, and parents as appropriate; analyze the performance of the superintendent over the past year; and finalize the professional growth plan and job targets established by the superintendent for the next year.             

The evaluation instrument will be in writing, signed by both the superintendent and the board president, and filed in the superintendent’s personnel file.  It is the responsibility of the board president to ensure that the formal evaluation of the superintendent is concluded annually.

Other Administrators

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

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

1. facilitating the development, articulation, implementation and stewardship of a vision of learning that is shared and supported by the school community;
2. advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development;
3. ensuring management of the organization, operations and resources for a safe, efficient, and effective learning environment;
4. collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources;
5. acting with integrity, fairness and in an ethical manner;
6. understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context.

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

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 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.

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 community to inform the superintendent about the effect of and possible changes in the administrative regulations.

SUCCESSION OF AUTHORITY

In the absence of the superintendent, it shall be the responsibility of other administrators to assume the superintendent’s duties.  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 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.