The board will employ a superintendent to serve as the chief executive officer of the board, to conduct the daily operations of the school 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, 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 a superintendent, the board will also consider the school 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.

 

 

Legal Reference:  29 U.S.C. §§ 621-634 (1994).
                                       42 U.S.C. §§ 2000e et seq. (1994).
                                       Iowa Code §§ 21.5(1)(i); 35C; 216; 279.8, .20 (2007).
                                       281 I.A.C. 12.4(4).
                                       1980 Op. Att'y Gen. 367.

Cross Reference:  200.2    Powers of the Board of Directors
                                       200.3    Responsibilities of the Board of Directors
                                       301       Administrative Structure
                                       302       Superintendent

Approved    1-19-2009                          
Reviewed    11/13/23                                                                           
Revised                  

 

The length of the contract for employment between the superintendent and the board is determined by the board.  The contract will begin on July 1 and end on June 30. 
The contract will state the terms of employment.

The first two years of a contract issued to a newly employed superintendent is considered a probationary period.  The board may waive this period or 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 nonprobationary contract, the board
will afford the superintendent appropriate due process, including notice by May 15.  The superintendent and board may mutually agree to terminate the superintendent's
contract at any time.

The first three consecutive years of a contract issued to a newly employed superintendent is 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 nonprobationary contract, the board will 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.

If a superintendent'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 superintendent's contract is terminated consistent with statutory termination procedures.

It is the responsibility of the board to provide the contract for the superintendent.

If the superintendent wishes to resign, to be released from a contract, or to retire, the superintendent must comply with board policies dealing with retirement, release or
resignation.

 

 

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 Directors of Hinton Community School District, 282 N.W.2d 740 (Iowa 1979).
                                       Luse v. Waco Community School District of Henry Co., 258 Iowa 1087, 141 N.W.2d 607 (1966).
                                       Iowa Code §§ 21.5(1)(i); 279.20, .22-.25 (2007).
                                       281 I.A.C. 12.4(4).

Cross Reference:  302       Superintendent

Approved    1-19-2008                          
Reviewed     11/13/23                                                                          
Revised                   

 

The board has complete discretion to set the salary of the superintendent.  It is the responsibility of the board to 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 school 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 school district when the superintendent is performing work-related
duties.  It is within the discretion of the board 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.

 

 

Legal Reference:  Iowa Code §§ 279.8, .20 (2007).
                                       1984 Op. Att'y Gen. 47.

Cross Reference:  302       Superintendent

Approved    1-19-2008                          
Reviewed      11/13/23                                                                         
Revised                   

 

The board employs a superintendent of schools to serve as the chief executive officer of the board.  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 school district, unless specifically stated otherwise.

The superintendent is 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.

In executing the above-stated duties, the superintendent will consider the financial situation of the school district as well as the needs of the students.  Specifically, the
superintendent's duties include:

1. Problem analysis and problem-solving skill; seek out relevant data, analyze complex information and determine important elements of a situation.
2. Identify educational needs, set priorities and establish short and long-range goals and plans.
3. Recognize when a decision needs to be made by the superintendent or Board of Education and delegate decision-making when appropriate.
4. Provide leadership to groups to carry out Board policies and decisions to implement district goals by forming consensus, getting others involved and keeping the group focused on the issues.
5. Perceptive of the needs, concerns and issues of others.
6. Conflict resolution skills and respectful when dealing with persons of different opinions.
7. Self-motivated and dedicated to see tasks through to completion.
8. Receptive to change and new ideas.
9. Perform effectively under pressure.
10. Excellent communication: oral and written.
11. Honor diversity and equal opportunity for all students and staff.
12. Maintain high standards of ethics, honesty and integrity.
13. Knowledgeable of current educational issues and their impact on the educational program.
14. Knowledgeable of collective bargaining. (Change after FY20)
15. Knowledgeable of legal issues that affect schools.
16. Understand the teaching/learning process, programs, curriculum and instructional improvement at all grade levels.
17. Competent in fiscal management and budgeting.
18. Able to create high expectations for staff, students and community.
19. Serve as the chief executive officer of the Board of Education:
    
    1. Provide direction for the district by evaluating data, involving appropriate staff, parents and community members and assisting the Board of Education in developing short and long-term goals.
    2. Ensure that district curricular programs are based upon student needs, community expectations and appropriate educational research.
    3. Monitor student achievement and ensure that program changes are based upon improving student achievement.
    4. Provide effective staff development programs for all staff.
    5. Ensure that the staff evaluation policies and procedures are implemented.
    6. Provide for effective, on-going communication with the Board of Education, school personnel, parents, district legal counsel, and the community.
    7. Ensure the district facilities are conducive to a positive learning environment.
    8. Ensure the district programs are conducive to a harassment-free environment.
    1. Ensure that appropriate accounting and control procedures are applied to all fiscal transactions.
    10. Ensure compliance with statutes, rules and regulations relating to district operations.
    11. Participate in professional growth activities.
    50. Promote and support positive student conduct.
    1000. Promote a program for children with special needs.
    14. Prepare and submit to the Board recommendations relative to all matters requiring Board action, placing before the Board such necessary and helpful facts, information, and reports as are needed to ensure the making of informed decisions.
    15. Act on own discretion if emergency action is necessary in any matter not covered by Board policy, report such action to the Board as soon as practicable, and recommend policy in order to provide guidance in the future.
    16. Supervise methods of teaching, supervision, and administration in effect in the schools.
    17. Suspend any employee for just cause and report such suspension to the Board.
    18. Report to the Board the case of any employee whose service is unsatisfactory and recommend appropriate action.
    19. Submit to the Board a clear and detailed explanation of any proposed procedure that would involve either departure from established policy or the expenditure of substantial sums.
    20. Prepare the annual operating budget recommendations and implement the Board approved budget.
    21. Establish and maintain efficient procedures and effective controls for all expenditures of school funds in accordance with the adopted budget.
    5. Maintain directly or through delegation such personnel records, pupil accounting records, business records, and other records that are required by law and by Board policy.
    23. Make recommendations to the Board concerning the transportation of pupils in accordance with the law and the requirements for safety.
    10. Make recommendations with reference to the location and size of new school sites and of additions to existing sites; the location and size of new buildings on school sites; the plans for new school buildings; all appropriations for sites and buildings; and improvements, alterations, and changes in the buildings and equipment of the district.
    25. Represents the district in its dealings with other school systems, institutions, agencies, and community organizations.
    26. Establish and maintain a program of public relations to keep the public well-informed of the activities and needs of the school district, effecting a wholesome and cooperative working relationship between the schools and the community.

 

Specifications/Qualifications:

A specialist’s degree, with a major in administration - superintendency

A valid state certificate to practice as a superintendent.

Current Evaluator Approval and DDL

 

Physical Requirements:

Pre-employment Physical

 

 

Legal Reference:  Iowa Code §§ 279.8, .20, 23A (2007).
                                       281 I.A.C. 12.4(4).

Cross Reference:  209       Board of Directors' Management Procedures
                                       301       Administrative Structure
                                       302       Superintendent

Approved    1-19-2008                          
Reviewed     11/13/23                                                                          
Revised                   

 

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:

• 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.

The formal evaluation will be based upon the following principles:

        The evaluation criteria will 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 school district's goals;

        At a minimum, the evaluation process will be conducted annually at a time agreed upon;

        Each board member will have an opportunity to individually evaluate the superintendent, and these individual evaluations will be compiled into an overall evaluation
by the entire board;

        The superintendent will conduct a self-evaluation prior to discussing the board's evaluation, and the board as a whole will 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 evaluation 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.  The board president will develop a written summary of the individual
evaluations, including both the strengths and the weaknesses of the superintendent, and place it 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.

 

 

Legal Reference:  Wedergren v. Board of Directors, 307 N.W.2d 12 (Iowa 1981).
                                       Iowa Code §§ 279.8, .20, .23, .23A (2007).
                                       281 I.A.C. 12.3(4).

Cross Reference:  212       Closed Sessions
                                       302       Superintendent

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

 

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.

It is the responsibility of the superintendent to arrange the superintendent's schedule in order to enable attendance at various conferences and events.  If a conference or
event requires the superintendent to be absent from the office for more than three days, requires overnight travel, or involves unusual expense, the superintendent will bring
it to the attention of the board president prior to attending the event.

The superintendent will report to the board after an event.

 

 

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

Cross Reference:  303.7    Administrator Professional Development
                                       401.7    Employee Travel Compensation

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

 

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 school district community activities.

It is the responsibility of the superintendent to 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 school district 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 school district and public education in general.

School districts can only expend funds for public purpose.  School districts that pay the annual fee 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.

It is within the discretion of the board to pay annual fees for professional organizations and activities.

 

 

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

Cross Reference:  302.3    Superintendent Salary and Other Compensation
                                       303.8    Administrator Civic Activities

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

 

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.

 

 

Legal Reference:  Iowa Code §§ 279.8, .20 (2007).

Cross Reference:  302.2    Superintendent Contract and Contract Nonrenewal
                                       302.4    Superintendent Duties

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