The school district will have, in addition to the superintendent, the following administrative positions:

            Elementary Principal
            Secondary Principal

These administrators will work closely with the superintendent in the day-to-day operations of the school district.

It is the responsibility of these administrators 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 (2007).
                                       281 I.A.C. 12.4.

Cross Reference:  301       Administrative Structure
                                       303       Administrative Employees

Approved    1-19-2008                          
Reviewed     11/20/23                                                                          
Revised                   

 

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, creed, color, religion
, sex, national origin, age, sexual orientation, gender identity, 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 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 (2007).
                                       281 I.A.C. 12.4.
                                       1980 Op. Att'y Gen. 367.

Cross Reference:  303       Administrative Employees

Approved    1-19-2009                          
Reviewed   11/20/23                                                                            
Revised                   

 

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:  Martin v. Waterloo Community School District, 518 N.W. 2d 381 (Iowa 1994).
                                       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 (2007).
                                       281 I.A.C. 12.4(4), .4(7).

Cross Reference:  303       Administrative Employees

Approved    1-19-2008                          
Reviewed   11/20/23                                                                            
Revised                   

 

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 (2007).
                                       1984 Op. Att'y Gen. 47.

Cross Reference:  303       Administrative Employees

Approved    1-19-2008                          
Reviewed    11/20/23                                                                           
Revised                   

 

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:

Secondary Principal

1. Structure and make use of regular and systematic classroom observations to increase teacher effectiveness demanding high quality of performance from all staff members.
2. Provide leadership and supervision of certified staff and encourage creative and innovative instruction.
3. Assume responsibility for the implementation and observance of all Board policies and regulations by the school’s staff and students.
4. Make recommendations concerning the school’s administration and instruction.
5. Responsible for keeping the Superintendent’s office informed of all pertinent information regarding all phases of the school operation.
6. Report to the superintendent regarding the needs of the school with respect to personnel, curriculum, budgeting needs and the physical plant.
7. Assist in the recruiting, screening, hiring, training, assigning, in-service orientation, evaluating, and dismissing of the school’s professional staff and classified staff as outlined by the Board Policy and negotiated agreement.
8. Assist in the development, revision, and evaluation of the curriculum and interpret school goals and objectives to students, teachers, and parents.
9. Assist in the general supervision and maintenance of the physical plant and grounds.
10. Assist in the in-service orientation and training of teachers, with special responsibility for staff administrative procedures and instructions.
11. Make arrangements for special conferences between parents and teachers.
12. Prepare and submit the school’s budgetary requests, and monitor expenditures and funds.
13. Conduct meetings of the staff as necessary for proper functioning of the school.
14. Participate in principals’ meetings, board meetings, and such other meetings as required or appropriate.
15. Supervise the maintenance of accurate records on the progress and attendance of students.
16. Maintain high standards of student conduct and enforce discipline as necessary, affording due process for the rights of students.
17. Assist the Activities’ Director with the supervision and evaluation of the school’s extracurricular programs.
18. Supervise the preparation of reports, records, lists, and all other paper work required or appropriate to the school’s administration.
19. Act as liaison between the school and the community, interpreting activities and policies of the school and encouraging community participation in school life.
20. Keep public informed through good public relation techniques.
21. Help coordinate building use by school personnel or outside groups.
22. Keep abreast of changes and developments in the profession by attending professional meetings, reading professional journals and other publications, and discussing problems of mutual interest with others in the field.
23. Develop professional support and a good working relationship with all staff members.
24. Participate in administrative groups at the AEA and state levels.
25. Participate in Management Team meetings and activities.
26. Maintain confidentiality in the school operation.
27. Adhere to applicable state and federal laws, rules, regulations, board policies and administrative rules.
28. Supervise the school’s teaching process.
29. Approve the master teaching schedule and any special assignments.

 

Specifications/Qualifications:

A master’s degree, with a major in educational administration.

A valid state certificate to practice as a secondary school principal.

Current Evaluator Approval and DDL

 

Physical Requirements:

Pre-employment Physical

 

Elementary Principal

1. Structure regular and systematic classroom observations to increase teacher effectiveness; demanding high quality of performance from all staff members.
2. Provide leadership and supervision of certified and noncertified staff and encourage creative and innovative instruction.
3. Interpret, execute and support Board Policy and administrative regulations keeping staff informed of changes in policy and procedures which affect them.
4. Provide leadership in the improvement of the total educational program within the school community.
5. Assist in the implementation of school curriculum and the evaluation of instructional materials.
6. Interpret school goals and objectives to students, teachers and parents.
7. Plan, schedule, and assign duties to all staff members.
8. Assist in screening, hiring, in-service orientation, assigning, evaluating, and dismissing school staff as outlined by the Board Policy and negotiated agreement.
9. Delegate authority and responsibility where appropriate.
10. Maintain accurate records as required by federal, state and local officials.
11. Assist in the general supervision and maintenance of the physical plant and grounds.
12. Provide for the school’s total needs in requisitioning equipment and supplies within the funds allocated.
13. Assist in the development and administration of the budget in the area of responsibility.
14. Recognize accomplishments and achievements of students and staff.
15. Assist in the implementation of supportive services in meeting the needs of students and staff.
16. Plan and supervise fire drills and emergency preparedness program.
17. Maintain high standards of student conduct and enforce discipline as necessary according to due process.
18. Supervise the maintenance of accurate records on the progress and attendance of students.
19. Conduct meetings of the staff as appropriate for proper functioning of the school.
20. Develop a professional rapport and good working relationship with all staff members.
21. Maintain a positive image for the school as well as good public relations within the community.
22. Keep abreast of changes and developments in the profession by attending professional meetings, reading professional journals and other publications, and discussing problems of mutual interest with others in the field.
23. Be involved in administrative groups at the area educational agency and state levels.
24. Participate in Management Team meetings and activities.
25. Demonstrate organization and professionalism in fulfilling the responsibilities of the job.
26. Greet all students, faculty, staff, and visitors courteously.
27. Maintain a positive rapport with students, staff and the community.
28. Cooperate with and work in a courteous manner with co-workers and other personnel.
29. Dress appropriately for the position and work required.
30. Demonstrate a positive attitude toward school, students and job and communicate the same to the community.
31. Accept constructive criticism and suggestions and seek to improve each performance responsibility.
32. Maintain confidentiality in the school operation.
33. Adhere to applicable state and federal laws, rules and regulations, board policies and administrative rules.
34. Assume responsibility for the observance and/or implementation of all Board Policies and Administrative Regulations.
35. Establish and maintain effective learning climate in the school.
36. Direct the activities of non-certified staff members and student teachers.
37. Prepare and/or supervise the preparation of reports, records, and all other necessary paper work.
38. Delegate authority to responsible personnel when necessary and appropriate.
39. Work with various members of the central administrative staff on problems/projects of district wide importance.
40. Report to the central office regularly concerning the needs of the school with respect to personnel, transportation, equipment, supplies and curriculum.
41. Consult regularly for the services of resource personnel so that professional staff can receive effective assistance when needed.
42. Maintain and control the funds generated by student activities and auxiliary services.
43. Cooperate with college and university officials regarding teacher training and preparation.
44. Provide for accurate inventories of property and for the security of the property.
45. Keep the superintendent informed of events and activities of an unusual nature, as well as routine matters related to the superintendent’s accountability.

 

Specifications/Qualifications:

A master’s degree with a major in educational administration.

A valid state certificate to practice as an elementary school principal.

Current Evaluator Approval and DDL

 

Physical Requirements:

Pre-employment Physical

 

 

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.

 

 

Legal Reference:  Iowa Code §§ 279.8, .21, .23A (2007).
                                       281 I.A.C. 12.4(5), .4(6), .4(7).

Cross Reference:  301       Administrative Structure
                                       303       Administrative Employee

Approved    1-19-2008                          
Reviewed    11/20/23                                                                           
Revised                   

 

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, 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 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.

 

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

• Mission, Vision and Core Values:  Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well-being of each student.
• Ethics and Professional Norms:  Act ethically and according to professional norms to promote each student’s academic success and well-being.
• Equity and Cultural Responsiveness:  Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.
• Curriculum, Instruction and Assessment:  Develop and support intellectually rigorous and coherent systems of curriculum, instruction and assessment to promote each student’s academic success and well-being.
• Community Care and Support for Students:  Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.
• Professional Capacity of School Personnel:  Develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.
• Professional community for Teachers and Staff:  Foster a professional community of teachers and professional staff to promote each student’s academic success and well-being.  
• Meaningful Engagement of Families and Community:  Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student’s academic success and well-being.
• Operations and Management:  Manage school operations and resources to promote each student’s academic success and well-being.
• School Improvement:  Act as an agent of continuous improvement to promote each student’s academic success and well-being.

It is the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and nonprobationary administrators prior to May 15. 

 

 

Legal Reference:  Iowa Code §§ 279.8, .21-.23A (2007).
                                       281 I.A.C. 12.3(4).

Cross Reference:  303       Administrative Employees

Approved     1-19-2009                         
Reviewed    11/20/23                                                                           
Revised                   

 

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.

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.

 

 

Legal Reference:  Iowa Code § 279.8 (2007).
                                       281 I.A.C. 12.7.

Cross Reference:  302.6    Superintendent Professional Development
                                       401.7    Employee Travel Compensation

Approved     1-19-2008                         
Reviewed     11/20/23                                                                          
Revised                 

 

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

It is the responsibility of the administrators to 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 school district and public education in general.  It is within
the discretion of the board to pay annual fees for professional organizations and activities.

NOTE:  School district can only expend funds for public purposes.  School districts that pay the annual fees or dues for civic activities should document why the expense is a legitimate expenditure and need to have this policy.  School district not paying these fees or dues, don’t need the policy.

 

Legal Reference:  Iowa Code § 279.8 (2007).
                                       1990 Op. Att'y Gen. 79.

Cross Reference:  302.7    Superintendent Civic Activities

Approved     1-19-2008                         
Reviewed                                                                               
Revised                   

 

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 (2007).

Cross Reference:  303.3    Administrator Contract and Contract Nonrenewal
                                       303.5    Administrator Duties

Approved     1-19-2008                         
Reviewed   11/20/23                                                                            
Revised