ADMINISTRATIVE POSITIONS
The school district will have, in addition to the superintendent, the following administrative positions:
Secondary Principal, Middle School Principal and Elementary Principal
with a coordinator for Curriculum & Development and Technology
These administrators and coordinators will work closely with the superintendent in the day-to-day operations of the school district.
It is the responsibility of these administrators and coordinators 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 §§ 279.8, .20, .21, .23-.24 (2001).
281 I.A.C. 12.4.
Cross Reference: 301 Administrative Structure
303 Administrative Employees
Adopted: February 17, 2003
Reviewed: March 2006
June 20, 2011
July 11, 2016
ADMINISTRATOR QUALIFICATIONS, RECRUITMENT, APPOINTMENT
The board will employ building principals and other administrators, in addition to the superintendent, to assist in the daily operations of the school 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, national origin, gender, disability, age, religion, creed, sexual orientation, and gender identity. 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 school district's educational philosophy, financial condition, organizational structure, education programs, and other factors deemed relevant by the board.
It is 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 will act only on the superintendent's recommendation.
The board may contract for assistance in the search for administrators.
Legal Reference: Iowa Code §§ 279.8, .21 (2011).
281 I.A.C. 12.4.
1980 Op. Att'y Gen. 367.
Cross Reference: 303 Administrative Employees
Approved: September 16, 1995
Reviewed: March, 1998
March, 2006
June 20, 2011
July 11, 2016
Revised: February 16, 2003
July 16, 2007
January 22, 2013
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 two years of a contract issued to a newly employed administrator will be considered a probationary period. The board may waive this 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, including notice by May 15. 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.
It is the responsibility of the superintendent to create a contract for each administrative position.
Administrators who wish to resign, to be released from a contract, or to retire, must comply with board policies regarding the areas of resignation, release or retirement.
Legal Reference: 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 §§ 279.20, .22-.25 (2001).
281 I.A.C. 12.4(4), .4(7).
Cross Reference: 303 Administrative Employees
Adopted: February 17, 2003
Reviewed: March 2006
June 20, 2011
July 11, 2016
ADMINISTRATOR SALARY AND OTHER COMPENSATION
The board has complete discretion to set the salary of the administrators. It is 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 will 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 will be paid by the school district when the administrator is performing work-related duties. The board will 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 will be included in the records of the board in accordance with board policy.
Legal Reference: Iowa Code § 279.21 (2001).
1984 Op. Att'y Gen. 47.
Cross Reference: 303 Administrative Employees
Adopted: February 17, 2003
Reviewed: March 2006
June 20, 2011
July 11, 2016
ADMINISTRATOR DUTIES
Administrators will be hired by the board to assist the superintendent in the day-to-day operations of the school 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 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 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 these duties and others the board may delegate, the administrators will consider the school district's financial condition as well as the needs of the students in the school district.
Adopted: February 17, 2003
Reviewed: March 2006
June 20, 2011
July 11, 2016
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 theron.
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:
A. Knows and consistently adheres to the state legal code and local school district policies.
B. Exercises full responsibility for the organization and administration of all activities, personnel, physical facilities, and supplementary services wit in the assigned building.
C. Serves as liaison between the school, staff, students, and community.
D. Shares responsibility for the recruitment and selection of all staff members.
E. Determines appropriate schedules for students and teachers.
F. Recognizes and supports the educational value of team management.
G. Implements negotiated contracts which have been agreed upon by the board of directors and the employee units.
H. Administers the safety and security porcedures for the building, equipment, grounds, and transportation.
I. 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 is 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.
F. Promotes student and staff feelings of personal worth.
G. Promotes high staff morale and a high commitment to processional 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:
A. Establishes and administers rules and regulations pertaining to the welfare and management of students.
B. Maintains accurate records and prepares reports.
C. Organizes and administers all student activity programs.
D. Works with instructional staff in recommending.
E. Coordinates budget development and makes recommendations for programs, staff, and building needs.
The Principal's Role in Supervision
As supervisor of the facilities, staff, and program the principal:
A. Establishes and administers rules and regulations pertaining to the welfare and management of students.
B. Maintains accurate records and prepares reports.
C. Organizes and administers all student activity programs.
D. Works with instructional staff in recommending promotion/retention/graduation policies.
E. Coordinates budget development and makes recommendations for programs, staff, and building needs.
The Principal's Role in Evaluation
As the person who is ultimately accountable for the effectiveness of the overall program, the principal:
A. Conducts a continuous evaluation procedure for all building personnel and recommends to the superintendent their assignments, promotion, transfer or dismissal.
B. Evaluates curriculum programs through testing, observation, and analysis.
C. Develops programs for evaluating student progress towards stated instructional objectives.
The Principal's Role in Communication
As an effective communicator, the principal:
A. Interprets learning programs and board policies to the community.
B. Provides information to students and parents about school programs and services.
C. Provides opportunity for parent's and residents' involvement in advisory and volunteer groups.
D. Serves as intermediary between staff and other administrators.
E. Is aware of resources of the community which could serve as a laboratory for learning.
F. Maintains an awareness of factors outside the school which affect the school structure.
G. Maintains an open line of communication with staff.
ADMINISTRATOR EVALUATION
The superintendent will 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 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 is responsible for designing an administrator evaluation instrument. The formal evaluation will include written criteria related to the job description. The superintendent, after receiving input from the administrators, will present the formal evaluation instrument to the board for approval.
The formal evaluation will 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 is completed by the superintendent, signed by the administrator and filed in the administrator's personnel file.
It is 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 §§ 279.8, .21-.23A (2001).
281 I.A.C. 12.3(4).
Cross Reference: 303 Administrative Employees
Previously Code No. 303.4
Adopted: September 16, 1985
Reviewed: March 1998
March 2006
June 20, 2011
July 11, 2016
Revised: August 8, 1994
February 17, 2003
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.
As the task of educating our youth must be a top priority of the communities served by the Hartley-Melvin-Sanborn Community School District, the board of directors recognizes the importance of keeping the administrative team informed on current educational issues, research and trends. To this end each administrator shall develop a systematic plan for professional renewal activities that shall include but not be limited to attendance at:
* Siouxland Conference Meetings
* annual state conference of the Iowa Association of School Boards,
* attend other area, regional, state or national meetings related to education
To stay abreast of national trends and successful cutting-edge programs, the superintendent shall budget sufficient funds to provide for the participation of all administrators in the activities listed above. In addition, funds shall be provided for two administrators to attend a national educational conference such as NASB, AASB, NASSP, NMLE, NAEP conference every other year.
Administrators are encouraged to represent the successes of the district at area, state and national conferences. Administrators who are presenting a district program at a national conference shall be allowed to attend with full reimbursement. If this occurs during a year the administrator is scheduled to attend a national conference, that conference shall count as his/her conference for the year. Should it fall on a year that administrator is not scheduled to attend a national conference, the administrator shall be allowed to attend the conference without effecting the scheduled rotation.
It is 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 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.
Previously Code No. 310.1
Adopted: May 10, 1993
Reviewed: March 1998
March 2006
June 20, 2011
July 11, 2016
Revised: February 17, 2003
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 will give the administrator thirty days notice to cease outside employment.
Legal Reference: Iowa Code §§ 279.8, .21 (2001).
Cross Reference: 303.3 Administrator Contract and Contract Nonrenewal
303.5 Administrator Duties
Adopted: February 17, 2003
Reviewed: March 2006
June 20, 2011
July 11, 2016