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

Adopted: 8/14
Reviewed: 12/16; 11/19; 3/23; 2/26
Revised: 9/25
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, .20; 281 IAC 12.4(4)
IASB Reference: 302.01
Mandatory Policy

The length of the contract for employment between the superintendent and the 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 and shall not exceed three years.

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 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.

It is the responsibility of the board to provide the contract for the superintendent. The board may issue a temporary and nonrenewable contract in accordance with law.

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

Adopted: 8/14
Reviewed: 12/16; 11/19; 3/23
Revised: 2/26
Related Policy: 300.1; 301.1; 302.1, .3-6; 304.1
Legal Reference: (Code of Iowa): §279; 281 IAC 12.4
IASB Reference: 302.02

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 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 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.

Adopted: 8/14
Reviewed: 12/16; 11/19; 3/23; 2/26
Related Policy: 300.1; 301.1; 302.1-2, .4-6; 304.1
Legal Reference (Code of Iowa): §§ 279.8, .20
IASB Reference: 302.03

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 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 district as well as the needs of the students. Specifically, the superintendent:

1. Interprets and implements all board policies and all state and federal laws relevant to education;
2. Supervises, either directly or through delegation, all activities of the school system according to, and consistent with, the policies of the board;
3. Represents the board as a liaison between the district and the community;
4. Establishes and maintains a program of public relations to keep the public well-informed of the activities and needs of the district, effecting a wholesome and cooperative working relationship between the district and the community;
5. Attends and participates in all meetings of the board, except when the superintendent has been excused, and makes recommendations affecting the district;
6. Reports to the board on such matters as deemed material to the understanding and proper management of the district or as the board may request;
7. Assumes responsibility for the overall financial planning of the district and for the preparation of the annual budget, and submits it to the board for review and approval;
8. Establishes and maintains efficient procedures and effective controls for all expenditures of district funds in accordance with the adopted budget, subject to the direction and approval of the board;
9. Files, or causes to be filed, all reports required by law;
10. Makes recommendations to the board for the selection of employees for the district;
11. Makes and records assignments and transfers of all employees pursuant to their qualifications;
12. Employs such employees as may be necessary, within the limits of budgetary provisions and subject to the board’s approval;
13. Recommends to the board, for final action, the promotion, salary change, demotion, or dismissal of any employee;
14. Prescribes rules for the classification and advancement of students, and for the transfer of students from one building to another in accordance with board policies;
15. Summons employees of the district to attend such regular and occasional meetings as are necessary to carry out the education program of the district;
16. Supervises methods of teaching, supervision, and administration in effect in the schools;
17. Attends such conventions and conferences as are necessary to keep informed of the latest educational;
18. Accepts 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;
19. Defines educational needs and formulates policies and plans for recommendation to the board;
20. Makes administrative decisions necessary for the proper functioning of the district;
21. Responsible for scheduling the use of buildings and grounds by all groups and/or organizations;
22. Acts as the purchasing agent for the board, and establishes procedures for the purchase of books, materials, and supplies;
23. Approves vacation schedules for employees;
24. Conducts periodic district administration meetings;
25. Performs other duties as may be assigned by the board;
26. Supervises the establishment or modification of the boundaries of school attendance and transportation areas subject to approval of the board; and
27. Directs 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.

This list of duties will not act to limit the Board’s authority and responsibility over the superintendent. In executing these duties and others the board may delegate; the superintendent will consider the district’s financial condition as well as the needs of the students in the district.

Adopted: 6/70
Reviewed: 4/13; 12/16; 11/19; 3/23
Revised: 12/10; 11/11; 8/14; 2/26
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: 302.04

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. 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: Develop, advocate, and enact a shared mission, vision, and core values of high-quality education and academic success and well-being of each student.
2. Ethics and Professional Norms: Act ethically and according to professional norms to promote each student’s academic success and well-being.
3. Equity and Cultural Responsiveness: Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.
4. 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.
5. 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.
6. Professional Capacity of School Personnel: Develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.
7. 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.
8. 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.
9. Operations and Management: Manage school operations and resources to promote each student’s academic success and well-being.
10. 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:

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 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; and
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; 2/26
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: 302.05

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 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; 2/26
Related Policy: 300.1; 301.1; 302.1-5; 304.1
Legal Reference (Code of Iowa): §§ 279.8; 281 IAC 12.7
IASB Reference: 302.06

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 descriptions for the position. In employing an administrator, the board will consider the qualifications, credentials, and records of the applicants without regard to race, color, creed, religion, sex, national origin, age, sexual orientation, gender identity, physical or mental ability or disability, marital status, physical attributes, genetic information, ancestry, political party preference, political belief, military status, socioeconomic status, pregnancy, or familial status. 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.

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 or managers.

Adopted: 8/14
Reviewed: 12/16; 11/19; 3/23
Revised: 9/25; 2/26
Related Policy: 300.1; 301.1; 303.2-6; 304.1
Legal Reference (Code of Iowa): §§ 279.8, .21; 281 IAC 12.4
IASB Reference: 303.02
Mandatory Policy

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 non-probationary contract, the board will afford the administrator appropriate due process, including notice by May 15^th, as required by law. The administrator and board may mutually agree to terminate the administrator's contract.

It is the responsibility of the superintendent to create a contract for each administrative position. The board may issue temporary and nonrenewable contracts in accordance with law.

Administrators and managers who wish to resign, to be released from contract, or to retire must comply with applicable law and board policies.

Adopted: 8/14
Reviewed: 12/16; 11/19; 3/23
Revised: 2/26
Related Policy: 300.1; 301.1; 303.1, .3-6; 304.1
Legal Reference (Code of Iowa): § 279; 281 IAC 12.4
IASB Reference: 303.03

The superintendent or associate superintendent will conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence. At a minimum, the superintendent or associate 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 district are met, promote growth in effective administrative leadership for the district, clarify the administrator's role as defined by the board and the superintendent and associate superintendent, assess administrator competence in the Iowa Standards for School Leaders, 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 associate superintendent and the administrator. This policy supports and does not preclude the ongoing informal evaluation of the administrator’s skills, abilities, and competence.

The superintendent and associate superintendent are responsible for designing an administrator evaluation instrument to assess, among other things, the administrator’s competence in meeting the Iowa Standards for School Leaders and the goals of the administrator’s individual professional development plan. The formal evaluation will include written criteria related to the job description and the Iowa Standards for School Leaders.  The superintendent or associate 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 or associate superintendent to discuss the written criteria, the past year's performance, and future areas of growth. The evaluation is completed by the superintendent or associate superintendent, signed by the administrator, and filed in the administrator's personnel file.

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

1. Mission, Vision, and Core Values: Develop, advocate, and enact 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: Act ethically and according to professional norms to promote each student’s academic success and well-being.
3. Equity and Cultural Responsiveness: Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.
4. 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.
5. 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.
6. Professional Capacity of School Personnel: Develop the professional capacity and practice 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 professional staff to promote each student’s academic success and well-being.
8. 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.
9. Operations and Management: Manage school operations and resources to promote each student’s academic success and well-being.
10. 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 or associate superintendent to conduct a formal evaluation of the probationary administrators and non-probationary administrators prior to May 15.

Adopted: 8/14
Reviewed: 12/16; 11/19; 3/23
Revised: 9/21; 2/26
Related Policy: 300.1; 301.1; 302.1-2, .4-6; 304.1
Legal Reference (Code of Iowa): §§ 279.8, .21-23A; 281 IAC Ch 12.3(3); Ch 83
IASB Reference: 303.06

In order to assist the superintendent in carrying out the responsibilities of their office, and at the recommendation of the superintendent, the board may appoint an associate superintendent of schools who will perform such duties as assigned by the superintendent.

The associate superintendent must have the following qualifications:

1. The necessary licensure as required by the Iowa Board of Educational Examiners and the job description; and
2. Sufficient educational background and experience to merit recommendation by the superintendent.

The first three years of a contract issued to a newly appointed associate superintendent shall be considered a probationary period. The board may waive this period, or the probationary period may be extended for an additional year upon the recommendation of the superintendent. In the event of termination of a probationary or non-probationary contract, the board will afford the associate superintendent appropriate due process, including notice by May 15^th, as required by law. The associate superintendent and board may mutually agree to terminate the administrator’s contract at any time.

The associate superintendent:

1. Will be directly responsible to the superintendent;
2. Will assist the superintendent in the administration of the district and, at the superintendent’s discretion, render any assistance desired in carrying out the responsibilities of their office; and
3. Will implement, with fidelity, the policies of the board, Code of Iowa, federal law, and negotiated contracts.

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

1. 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.
2. Ethics and Professional Norms: Act ethically and according to professional norms to promote each student’s academic success and well-being.
3. Equity and Cultural Responsiveness: Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.
4. 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.
5. 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.
6. Professional Capacity of School Personnel: Develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.
7. 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.
8. 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.
9. Operations and Management: Manage school operations and resources to promote each student’s academic success and well-being.
10. School Improvement: Act as an agent of continuous improvement to promote each student’s academic success and well-being.

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

Adopted: 6/70
Reviewed: 4/13; 12/16; 11/19; 3/23
Revised: 12/10; 11/11; 8/14; 9/16; 2/26
Related Policy: 300.1; 301.1; 304.1

In order to assist the superintendent in carrying out the responsibilities of their office, and at the recommendation of the superintendent, the board may approve one or more principals to perform such duties as assigned by the superintendent and outlined in the function statements of Policy 303.5-R.

Building principals must have the following qualifications:

1. The necessary licensure as required by the Iowa Board of Educational Examiners and the job description; and
2. Sufficient educational background and experience to merit recommendation by the superintendent.

Principals will perform duties and responsibilities as designated by the superintendent subject to the policies of the board, the Code of Iowa, federal law, and negotiated contracts.

Adopted: 2/01
Reviewed: 4/13; 12/16; 11/19; 3/23
Revised: 12/10; 11/11; 8/14; 2/26
Related Policy: 300.1; 301.1; 303.1-3; 303.5-R; 304.1

In order to assist the superintendent in carrying out the responsibilities of their office and at the recommendation of the superintendent and building principals; the board may appoint, as need is established, one or more associate/assistant principals to perform such duties as assigned by the building principal.

An associate/assistant principal must have the following qualifications:

1. The necessary licensure requirements as required by the Iowa Board of Educational Examiners and the job description; and
2. Sufficient educational background and experience to merit recommendation by the superintendent.

Associate/assistant principals will perform all the duties and activities as designated by the building principal and superintendent subject to the policies of the board, the Code of Iowa, federal law, and negotiated contracts.

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

1. 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.
2. Ethics and Professional Norms: Act ethically and according to professional norms to promote each student’s academic success and well-being.
3. Equity and Cultural Responsiveness: Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.
4. 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.
5. 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.
6. Professional Capacity of School Personnel: Develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.
7. 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.
8. 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.
9. Operations and Management: Manage school operations and resources to promote each student’s academic success and well-being.
10. School Improvement: Act as an agent of continuous improvement to promote each student’s academic success and well-being.

The superintendent and building principal shall review the functions of the associate/assistant principals on an annual basis.

Adopted: 6/70
Reviewed: 4/13; 12/16; 11/19; 3/23
Revised: 12/10; 11/11; 8/14; 2/26
Related Policy: 300.1; 301.1; 303.1-3; 304.1