302 - Superintendent

302.1 - Superintendent Role, Recruitment, and Appointment

The school 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 school board and 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 age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, genetic information, physical or mental ability or disability, ancestry, political party preference, political belief, military status, socioeconomic status, pregnancy, or familial status. 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 school 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.

Adopted: 8/14
Reviewed: 12/16; 11/19; 3/23
Related Policy: 300.1; 301.1; 302.2-302.6; 304.1
Legal Reference (Code of Iowa): §§ 21.5(1)(i); 35C; 216; 279.8, .23; 281 IAC 12.4(4)
IASB Reference: 302.1

302.2 - Superintendent Contract and Contract Non-Renewal

The length of the contract for employment between the superintendent and the school board is determined by the board. The contract will begin on July 1st and end on June 30th. 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 non-probationary contract, the board will afford the superintendent appropriate due process, including notice by May 15th, 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 school board to provide the contract for the superintendent.

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

Adopted: 8/14
Reviewed: 12/16; 11/19; 3/23
Related Policy: 300.1; 301.1; 302.1, .3-6; 304.1
Legal Reference: (Code of Iowa): §279; 281 IAC 12.4
IASB Reference: 302.2

302.3 - Superintendent Salary and Other Compensation

The school 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 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. It is within the discretion of the school board to pay dues to professional organizations for the superintendent.

The school 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.

Adopted: 8/14
Reviewed: 12/16; 11/19; 3/23
Related Policy: 300.1; 301.1; 302.1-2, .4-6; 304.1
Legal Reference (Code of Iowa): §§ 279.8, .20
IASB Reference: 302.3

302.4 - Superintendent Qualifications and Duties

The superintendent of schools will hold at a minimum a master’s degree plus 30 semester hours of approved graduate preparation beyond the master’s degree. The superintendent will also meet the licensure requirements as designated by the Iowa Board of Educational Examiners.

The Linn-Mar Community School District Board of Directors may appoint the superintendent of schools for a term not to exceed three years. However, the board’s initial contract with a superintendent shall not exceed one year if the board is obligated to pay a former superintendent under an unexpired contract.

The superintendent of schools will:

  1. In all respects be the chief executive officer of the school board, except as otherwise provided by law. The superintendent will have the power to make rules not in conflict with law or with the policies of the board and decide all matters of administrative and supervisory detail in connection with the operation and maintenance of the schools.
  2. Be directly responsible to the school board.
  3. Be expected to initiate and direct the development of policies for the approval of the board and to delegate such responsibility to whomever they may deem appropriate or qualified.
  4. Attend meetings of the board, except those concerned with their own contract status, and be granted the privilege of taking part in the deliberations; but shall not vote.
  5. In order to assist the board in reaching sound judgments, establishing policies, and approving those matters which the law requires the board to approve; be responsible for placing before the board necessary and helpful facts, comparisons, investigations, information, and reports and for making available, at the proper time, the personal advice on special or technical matters of those persons who, in their opinion or that of the board or the president, are particularly qualified to furnish it.
  6. Have the power to recommend the appointment, assignment, transfer, promotion, demotion, discharge, and/or suspension of all employees of the board as provided by law and the policies of the board with such recommendations reported to the board for final approval and confirmation.
  7. Take the lead in developing and implementing the district’s strategic planning process and accountability for the outcomes of the Strategic Plan in collaboration with the Board of Education, staff, students, and community.
  8. Assume responsibility for the overall financial planning of the district and for the preparation of the annual budget and submit it to the board for review and approval.
  9. Through the administrative staff, the superintendent will direct, assign, and assist teachers and all other educational employees in the performance of their duties; classify, assign, and control the promotion of students; and perform such duties as the board determines.
  10. Accept responsibility for the general efficiency of the school system, for the development of the employees, and for the educational growth and welfare of the students.
  11. Direct the work of the professional staff in the evaluation of curriculum, textbooks, instructional materials, and assessments and upon the basis of such study, will make recommendations for consideration and judgment.
  12. Supervise the establishment or modification of the boundaries of school attendance and transportation areas subject to approval of the board.
  13. Establish and maintain efficient procedures and effective controls for all expenditures of school district funds in accordance with the adopted budget, subject to the direction and approval of the board.
  14. Direct the formulation of salary programs and make recommendations regarding same to the board. After adoption by the board, the superintendent shall assign salaries to personnel on the basis of said programs.
  15. Direct studies of buildings and sites, taking into consideration population trends and the educational and cultural needs of the district, in order to ensure timely decisions by the board and the electorate regarding construction and renovation projects.
  16. Keep the public informed about modern education practices and attend such conventions and conferences as are necessary to keep informed of the latest educational trends and the practices and problems in the school district.
  17. Represent the board as a liaison between the district and the community.
  18. Establish and maintain a program of public relations to keep the public well-informed of the activities and needs of the district, affecting a wholesome and cooperative working relationship between the school district and the community.
  19. Make administrative decisions necessary for the proper functioning of the district.
  20. Conduct periodic district administrative meetings.
  21. Perform other duties as may be assigned by the board.

Board authority and responsibility of the office of the superintendent will not be limited to the above listing as they pertain to the learning, development, and the welfare of students and staff.

Adopted: 6/70
Reviewed: 4/13; 12/16; 11/19; 3/23
Revised: 12/10; 11/11; 8/14
Related Policy: 300.1; 301.1; 302.1-3, .5-6; 304.1
Legal Reference (Code of Iowa): §§ 279.8, .20, .23A; 281 IAC 12.4(4)
IASB Reference: 302.4

302.5 - Superintendent Evaluation

The school board will conduct an evaluation of the superintendent’s skills, abilities, and competence. The goal of the superintendent’s formal evaluation is to ensure the education program for the students is carried out, promote growth in effective administration leadership, clarify the superintendent’s role, clarify the immediate priorities of the board, and develop a working relationship between the board and the superintendent. This policy supports and does not preclude the ongoing, informal evaluation of the superintendent’s skills, abilities, and competence.

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

  1. Mission, Vision, and Core Values: Develops, advocates, and enacts a shared mission, vision, and core values of high-quality education and the academic success and well-being of each student.
  2. Ethics and Professional Norms: Acts ethically and according to professional norms to promote each student’s academic success and well-being.
  3. Equity and Cultural Responsiveness: Strives for equity of educational opportunities and culturally responsive practices to promote each student’s academic success and well-being.
  4. Curriculum, Instruction, and Assessment: Develops and supports intellectually rigorous and coherent systems of curriculum, instruction, and assessment to promote each student’s academic success and well-being.
  5. Community Care and Support for Students: Cultivates an inclusive, caring, and supportive school community that promotes the academic success and well-being of each student.
  6. Professional Capacity of School Personnel: Develops the professional capacity and practices of school personnel to promote each student’s academic success and well-being.
  7. Professional Community for Teachers and Staff: Fosters a professional community of teachers and staff to promote each student’s academic success and well-being.
  8. Meaningful Engagement of Families and Community: Engages families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student’s academic success and well-being.
  9. Operations and Management: Manages school operations and resources to promote each student’s academic success and well-being.
  10. School Improvement: Acts 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:

  1. 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, the Iowa Standards for School Leaders, the school district’s goals, and the goals of the administrator’s individual professional development plan.
  2. At a minimum, the evaluation process will be conducted annually at a time agreed upon.
  3. Each board member will have an opportunity to individually evaluate the superintendent and these individual evaluations will be compiled into an overall evaluation from the entire board.
  4. 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.
  5. 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.
  6. The individual evaluation by each board member, if individual board members so desire, will not be reviewed by the superintendent. Board members are encouraged, however, 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.

Adopted: 8/89
Reviewed: 12/10; 4/13; 12/16; 11/19; 3/23
Revised: 11/11; 8/14; 9/21
Related Policy: 300.1; 301.1; 302.1-4, .6; 304.1
Legal Reference (Code of Iowa): §§ 279.8, .20, .23, .23A; 281 IAC 12.3(4)
IASB Reference: 302.5

302.6 - Superintendent Professional Development

The school 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 their 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.

Adopted: 8/14
Reviewed: 11/19; 3/23
Related Policy: 300.1; 301.1; 302.1-5; 304.1
Legal Reference (Code of Iowa): §§ 279.8; 281 IAC 12.7
IASB Reference: 302.6