The Board will employ a superintendent to serve as the chief executive officer of the Board, to conduct the daily operations of the 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 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 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 may contract for assistance in the search for a superintendent.

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 shall be 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.

Approved:    July 2007
Reviewed:    April 2025

The length of the contract for employment between the Superintendent and the Board shall be determined by the Board.  The contract will begin on July 1 and end on June 30. The contract shall 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 shall be 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 shall 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.

The Board shall provide the contract for the position of superintendent. The Board may issue a temporary and non renewable 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.

Approved:    July 2007

Reviewed:    April 2018
Revised:      January 2025

The Board has complete discretion to set the salary of the Superintendent. The Board shall 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 District and the training, experience, skill, and demonstrated competence of the Superintendent. The salary is set at the beginning of each contract term.

In addition to the salary and benefits, the Superintendent's actual and necessary expenses are paid by the District when the Superintendent is performing work-related duties. The Board has discretion 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.

Approved:    July 2007

Reviewed:    April 2025

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 Superintendent will be an educational leader who promotes the success of all students by:

• STANDARD 1. MISSION, VISION, AND CORE VALUES Educational leaders develop, advocate, and enact a shared mission, vision, and core values of high-quality education and academic success and well-being of each student.

• STANDARD 2. ETHICS AND PROFESSIONAL NORMS Educational leaders act ethically and according to professional norms to promote each student’s academic success and well-being.

• STANDARD 3. EQUITY AND CULTURAL RESPONSIVENESS Educational leaders strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.

• STANDARD 4. CURRICULUM, INSTRUCTION, AND ASSESSMENT Educational leaders develop and support intellectually rigorous and coherent systems of curriculum, instruction, and assessment to promote each student’s academic success and well- being.

• STANDARD 5. COMMUNITY OF CARE AND SUPPORT FOR STUDENTS Educational leaders cultivate an inclusive, caring, and supportive school community that promotes the academic success and well-being of each student.

• STANDARD 6. PROFESSIONAL CAPACITY OF SCHOOL PERSONNELEducational leaders develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.

• STANDARD 7. PROFESSIONAL COMMUNITY FOR TEACHERS AND STAFF Educational leaders foster a professional community of teachers and other professional staff to promote each student’s academic success and well-being.

• STANDARD 8. MEANINGFUL ENGAGEMENT OF FAMILIES AND COMMUNITY Educational leaders engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student’s academic success and well-being.

• STANDARD 9. OPERATIONS AND MANAGEMENT Educational leaders manage school operations and resources to promote each student’s academic success and well-being.

• STANDARD 10. SCHOOL IMPROVEMENT Educational leaders act as agents of continuous improvement to promote each student’s academic success and well-being.

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 Distric'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 provide individual input into the Superintendent’s evaluations; 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 input 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. A written summary of the individual evaluations, including both the strengths and the weaknesses of the Superintendent, will be placed 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.

Approved:  July 2007
Reviewed:  January 2025
Revised:     January 2025
 

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.

The Superintendent shall arrange her/his schedule in order to enable attendance at various conferences and events.

The Superintendent may report to the Board after an event.

Approved:  July 2007
Reviewed:  January 2025
Revised:     January 2025
 

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 community activities.

The Superintendent shall 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 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 District and public education in general. It is within the discretion of the Board to pay annual fees for professional organizations and activities.

Approved:    July 2007
Reviewed:   January 2025

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 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.

Approved:    July 2007
Reviewed:    January 2025