The Board and the administrators 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 District policies and regulations.

Each administrator shall 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 shall support the decisions reached on the issues confronting the District.

The Board shall be responsible for making the final decision in matters pertaining to the District.

The Superintendent shall develop guidelines for cooperative decision-making.

Approved:    July 2007
Reviewed:    January 2023

The Superintendent, as the chief executive officer of the Board, shall work with the Board, particularly the Board President, to keep the Board informed of District operations. The Board shall maintain contact with other administrators through the Superintendent.

The administrators and other administrative employees shall work with the Board through the Superintendent.  The administrators, in working with the Board, shall assist the Board by gathering information, informing the Board of District operations, implementing board policy, making recommendations, and answering requests of the Board.

Approved:    July 2007

Reviewed:    January 2025

As managers of the District, the administrators shall make employment recommendations, supervise employees, and evaluate employees' performance. Concerns or requests by employees shall first be reported to their direct supervisor for resolution. The administrators shall resolve complaints and handle requests.

The administration shall foster a positive culture and promote a cooperative effort among employees. The administration will strive to prevent misunderstandings within the District and the community. Each administrator will provide leadership to employees, and each District employee is expected to work cooperatively with their administrator to accomplish the educational philosophy of the District.

Approved:    July 2007
Reviewed:    April 2025

The administration shall utilize the resources of the area education agencies by choosing to participate in programs which meet the needs of the District. 

It shall be the responsibility of the Superintendent to coordinate activities with an AEA.

Approved:    July 2007
Reviewed:    April 2025

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

The Board will employ building principals and other administrators, in addition to the Superintendent, to assist in the daily operations of the District.

The Board will consider applicants who meet or exceed the standards set by the Iowa Department of Education and the qualifications established in the job description for the position. In employing an administrator, the Board will consider the qualifications, credentials, and records of the applicants without regard to race, color, 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 will also consider the District's educational philosophy, financial condition, organizational structure, education programs, and other factors deemed relevant by the Board.

The Superintendent will make a recommendation to the Board for filling an administrative position, based on the requirements stated in this policy. The Board will act only on the Superintendent's recommendation.

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

Approved:    July 2007
Reviewed:    January 2025

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.

The Superintendent shall 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.

Approved:    July 2007
Reviewed:    January 2025
Revised:       

The Board has complete discretion to set the salary of the administrators. The Board shall 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 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 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.

Approved:    July 2007
Reviewed:    April 2025

Administrators shall be hired by the Board to assist the Superintendent in the day-to-day operations of the  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 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 or designee in determining the education program to be offered and necessary staffing. 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;

• Investigate excessive cases of absence or tardiness of students and notify the parents or guardians of unexcused absence or tardiness.  

• 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 after attempting to resolve it with the Director of Facilities.

• 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.

This list of duties shall not act to limit the Board's authority and responsibility over the administrative positions. In executing these duties and others that the Board may delegate, administrators shall consider the District's financial condition as well as the needs of the students in the District.

Approved:    July 2007
Reviewed:    April 2025
 

The Superintendent will conduct an ongoing process of evaluating administrators on their skills, abilities, and competence. At a minimum, the Superintendent will formally evaluate administrators annually. The goal of the formal evaluation process is to ensure that the educational program for the students is carried out, ensure the District’s student learning goals are met, promote growth in effective administrative leadership for the District, clarify the administrator's role as defined by the Board and the Superintendent, ascertain areas for 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 formal evaluation shall include written criteria related to the job description as well as Iowa Standards for School Leaders. The formal evaluation shall provide an opportunity for the administrator and the Superintendent to discuss the written criteria, the past year's performance, and the future areas for growth. The evaluation shall be completed by the Superintendent and the administrator, and filed in the administrator's personnel file.

The Superintendent shall conduct a formal evaluation of 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.

Approved:    July 2007
Reviewed:    April 2025
Revised:       December 2025

The Board expects administrators to continue their professional growth by becoming involved in professional organizations, attending conferences, continuing their education, and participating in other professional activities.

Administrators shall attend various conferences and events in which they are involved.  Prior to attendance at an event, the Administrator must receive approval from the Superintendent.

The Administrator shall report to the Superintendent after an event, as requested.

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

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

Administrators will 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 District and public education in general. It shall be within the discretion of the Board to pay annual fees for professional organizations and activities.

Approved:    July 2007
Reviewed:    January 2025

An administrative position is considered full-time employment. The Board expects administrators to give the responsibilities of their positions in the 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.

Approved:    July 2007
Reviewed:    January 2025

Administrative regulations may be necessary to implement board policy.  It is the responsibility of the superintendent to develop administrative regulations.

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

The board will 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.

Cross Reference:         
209      Board of Directors' Management Procedures
304.2   Monitoring of Administrative Regulations

Approved:    July 2007
Reviewed:    April 2018

The administrative regulations shall be monitored and revised when necessary.  It is 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.

Cross Reference:         
209      Board of Directors' Management Procedures
304.1   Development and Enforcement of Administrative Regulations

Approved:    July 2007
Reviewed:    April 2018