The board shall 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 shall 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 shall consider the qualifications, credentials and records of the applicants without regard to race, color, religion, sex, national origin, creed, 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 shall 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 (1988). 42 U.S.C. 2000e et Seq. (1988). Iowa Code 21.5 (1)(I); 35C; 216; 279.8; .20 (2005). 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
302 Superintendent
Approved Aug. 8, 2005
Reviewed: October 14, 2019
Revised August 13, 2007
The length of the contract for employment between the superintendent and the boad is determined by the board. The contract will begin on July 1 and end on June 30. the contract will state the terms of emploment 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 superinetendent. In the event of termination of a probationary or non-probationary contract, the board will afford the superintendent the appropriate due process as required by law. The superintendent and the 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 a contract, or to retire, the superintendent must comply with applicable law and board policies.
Legal Reference: Cook v. Plainfield CSD 301 N.W.2d 771 (Iowa App. 1980). Fort Madison Bd. Of Educ. v. Youel 282 N.W.2d 677 (Iowa 1979). Hinton Bd. Of Educ. v. Briggs 282 N.W.2d 740 (Iowa 1979). Waco CSD v. Luse 258 Iowa 1087, 141 N.W.2d 607 (1966). Iowa Code 21.5 (1)(I); 279.20, .22-.25 (2005).
Cross Reference: 302 Superintendent
Approved Aug. 8, 2005
Reviewed: October 14, 2019
Revised July 10, 2017
The board has the responsibility to determine the salary of the superintendent. It shall be 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 shall be set prior to July 1st of the succeeding school year.
In addition to the salary and benefits, the superintendent's actual and necessary expenses shall be paid by the school district when the superintendent is performing work-related duties. It shall be within the discretion of the board to pay dues to professional organizations for the superintendent, unless specified in the superintendent’s individual contract.
The board may approve the payment of dues and other benefits or compensation over and above the superintendent's contract.
Legal Reference: Iowa Code 279.8, .20 (2005). 1984 Op. Att’y. Gen. 47.
Cross Reference: 302 Superintendent
Approved Aug. 8, 2005
Reviewed October 14, 2019
Revised November 9, 2009
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 shall be responsible for the overall education program along with the supervision and discipline of employees.
In executing the above-stated duties, the superintendent shall consider the needs of students as well as the financial situation of the school district.
The superintendent:
• Interprets and implements all board policies and all state and federal laws relevant to education;
• Supervises, either directly or through delegation, all activities of the school system according to, and consistent with, the policies of the board;
• Represents the board as a liaison between the school district and the community;
• Establishes and maintains 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 school district and the community;
• Attends and participates in all meetings of the board, except when the superintendent's employment or salary is under consideration, and makes recommendations affecting the school district;
• Reports to the board on such matters as deemed material to the understanding and proper management of the school district or as the board may request;
• 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;
• Establishes and maintains 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;
• Files, or causes to be filed, all reports required by law;
• Makes recommendations to the board for the selection of employees for the school district;
• Makes and records assignments and transfers of all employees pursuant to their qualifications in accordance with Master Contract provisions;
• Recommends to the board, for final action, the promotion, salary change, demotion, or dismissal of any employee;
• 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;
• Summons employees of the school district to attend such regular and occasional meetings as are necessary to carry out the education program of the school district;
• Supervises methods of teaching, supervision, and administration in effect in the schools;
• Attends such conventions and conferences as are necessary to keep informed of the latest educational trends;
• 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;
• Defines educational needs and formulates policies and plans for recommendation to the board;
• Makes administrative decisions necessary for the proper functioning of the school district;
• Is responsible for scheduling the use of buildings and grounds by all groups and/or organizations;
• Acts as the purchasing agent for the board, and establishes procedures for the purchase of books, materials and supplies;
• Approves vacation schedules for employees;
• Conducts periodic district administration meetings;
• Supervises the establishment or modification of the boundaries of school attendance and transportation areas subject to approval of the board.
• 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.
• Performs other duties as may be assigned by the board.
This list of duties shall not act to limit the board's authority and responsibility over the superintendent.
Legal Reference: Iowa Code 279.8, .20 (2005). 281 I.A.C. 12.4(4).
Cross Reference: 209 Board of Directors’ Management Procedures
301 Administrative Structure
302 Superintendent
Approved Aug. 8, 2005
Reviewed October 14, 2019
Revised November 9, 2009
The board will conduct an ongoing evaluation of the superintendent's skills, abilities, and competence, and 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 promote a positive working relationship between the board and the superintendent.
The superintendent will be an educational leader who promotes the success of all students by:
• Facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community.
• Advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development.
• Ensuring management of the organization, operations and resources for a safe, efficient and effective learning environment.
• Collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources.
• Acting with integrity, fairness and in an ethical manner.
• Understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context.
The formal evaluation will be based upon the following principles:
• The evaluation criteria shall be in writing, clearly stated and mutually agreed upon by the board and the superintendent. The criteria will be related to the job description, school district's goals, and the Iowa Leadership Standards;
• At a minimum, the evaluation process will be conducted annually at a time agreed upon;
• Each board member shall have an opportunity to individually evaluate the superintendent, and these individual evaluations will be compiled into an overall evaluation by the entire board;
• The board may discuss its evaluation of the superintendent in closed session upon a request from the superintendent or, if the board determines its discussion in open session will needlessly and irreparably injure the superintendent's reputation;
• 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 (2005). 281 I.A.C. 12.3(4).
Cross Reference: 212 Closed Sessions
302 Superintendent
Approved Aug. 8, 2005
Reviewed October 14, 2019
Revised December 8, 2014
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 shall be the responsibility of the superintendent to arrange his/her 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 traveling, or involves unusual expense, the superintendent shall bring it to the attention of the board president prior to attending the event.
Legal Reference: Iowa Code 279.8 (2005). 281 I.A.C. 12.7.
Cross Reference: 303.7 Administrator Professional Development
401.7 Employee Travel Compensation
Approved Aug. 8, 2005
Reviewed October 14, 2019
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 shall be 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 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. It shall be within the discretion of the board to pay annual fees for professional organizations and activities not addressed in the superintendent’s individual contract.
Legal Reference: Iowa Code 279.8 (2005). 1990 Op. Att’y. Gen. 79.
Cross Reference: 302.3 Superintendent Salary and Other Compensation
303.8 Administrator Civic Activities
Approved Aug. 8, 2005
Reviewed October 14, 2019
Revised November 9, 2009
The superintendent's position is considered full-time employment. 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 contracted by the board.
he board reserves the right, however, to request that the superintendent cease the outside employment within thirty days of receiving written notice, as a condition of continued employment.
Legal Reference: Iowa Code 279.8, .20 (2005).
Cross Reference: 302.2 Superintendent Contract and Contract Nonrenewal
302.4 Superintendent Duties
Approved Aug. 8, 2005
Reviewed October 14, 2019
Revised November 9, 2009
The superintendent may discipline a teacher or other employee for violation of the rules and policies of the school district. Such discipline may, without limitation include suspension with or without pay in accordance with Iowa statutes.
Warnings, reprimands, or other disciplinary action shall be in writing, communicated to the employee, and included in the employee’s personnel file.
In case of suspension without pay, the superintendent shall give oral and written notice of the reasons for the suspension without pay, and the employee shall have the opportunity to respond to the reasons, before action is taken to suspend without pay. The superintendent shall review any response from the employee, and make a determination whether there are reasonable grounds to support the suspension without pay. The superintendent’s determination shall be in writing, given to the employee, and placed in the employee’s personnel file.
Approved Aug. 8, 2005
Reviewed October 14, 2019
Revised November 9, 2009