In this series of the board policy manual, the board defines the role and the employment of school district administrators. Policies in the 400 Series, "Employees," also apply to administrators unless a more specific policy exists in the 300 Series, "Administration."
School district administrators have been given a great opportunity and responsibility to manage the school district, to provide educational leadership, and to implement the educational philosophy of the school district. They are responsible for the day-to-day operations of the school district. In carrying out these operations, the administrators are guided by board policies, the law, the needs of the students, and the wishes of the citizens in the school district community.
It shall be the responsibility of the administrators to implement and enforce the policies of the board, to oversee employees, to monitor educational issues confronting the school district, and to inform the board about school district operations.
While the board holds the superintendent ultimately responsible for these duties, the principals are more directly responsible for educational results, for the administration of the school facilities and for the employees.
The board and the administration shall work together to share information and decisions under the management team concept.
Approved Aug. 8, 2005
Reviewed: October 14, 2019
Revised
The board and the administrators shall work together in making decisions and setting goals for the school district. This effort is designed to obtain, share, and use information to solve problems, make decisions, and formulate school district policies and regulations.
It shall be the responsibility of each administrator to fully participate in the management of the school district by investigating, analyzing, and expressing their views on issues. Those board members or administrators with special expertise or knowledge of an issue may be called upon to provide information. Each board member and administrator shall support the decisions reached on the issues confronting the school district
The board shall be responsible for making the final decision in matters pertaining to the school district.
Legal Reference: Iowa Code 279.8 (2005).
Cross Reference: 301 Administrative Structure
Approved Aug. 8, 2005
Reviewed: October 14, 2019
Revised
The board considers all those who have a role in the recruitment or release of employees to be part of the management team. The management team shall be headed by the superintendent. The superintendent shall convene meetings to discuss school district policies, administrative procedures and other business brought to the superintendent's attention.
The management team shall meet with the board upon the board's request or superintendent's recommendation to review overall operations of the school district and conditions affecting the management team. The management team shall have no relationship to the formal negotiating unit.
Legal Reference: Iowa Code 279.8 (2005). 281 I.A.C. 12.3 (3).
Cross Reference: 301 Administrative Structure
Approved Aug. 8, 2005
Reviewed: October 14, 2019
Revised
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
The school district shall have, in addition to the superintendent, other administrative positions. These administrators shall work closely with the superintendent in the day-to-day operations of the school district.
It shall be 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 (2005). 281 I.A.C. 12.4.
Cross Reference: 301 Administrative Structure
Approved Aug. 8, 2005
Reviewed: November 18, 2019
Revised
The board shall employ building principals and other administrators, in addition to the superintendent, to assist in the daily operations of the school district.
The board shall 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 shall consider the qualifications, credentials and records of the applicants without regard to race, color, religion, sex, national origin, age, sexual orientation, gender identity, creed, 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 shall also consider the school district's educational philosophy, financial condition, organizational structure, education programs, and other factors deemed relevant by the board.
It shall be 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 shall act only on the superintendent's recommendation. The board may contract for assistance in the search for administrators.
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
301 Administrative Structure
Approved Aug. 8, 2005
Reviewed: November 18, 2019
Revised August 13, 2007
The length of the contract for employment between an administrator and the board shall be determined by the board and stated in the contract. The contract shall 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 shall afford the administrator appropriate due process, as required by law. The administrator and board may mutually agree to terminate the administrator's contract.
It shall be 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 who wish to resign, to be released from a contract, or to retire, must comply with applicable laws 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). Iowa Code 279.20, .22-.25 (2005). 281 I.A.C. 12.4 (4), .4 (7).
Approved Aug. 8, 2005
Reviewed: December 8, 2014
Revised July 10, 2017
The board has the responsibility to determine the salary of the administrators. It shall be 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 shall 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 shall be paid by the school district when the administrator is performing work-related duties. The board shall 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 shall be included in the records of the board in accordance with board policy.
Legal Reference: Iowa Code 279.21 (2005). 1984 Op. Att’y. Gen. 47.
Cross Reference: 303 Administrative Employees
Approved Aug. 8, 2005
Reviewed:November 18, 2019
Revised November 9, 2009
Administrators shall be hired by the board to assist the superintendent in the day-to-day operations of the school district.
Each attendance center shall 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, shall be 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 shall be 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:
• Administer the general organizational plan and procedures in the school under the principal's supervision;
• Supervision of the teachers in each principal's attendance center;
• Maintain the necessary records for carrying out delegated duties;
• Work with the superintendent in recommending and selecting supervised employees whenever possible;
• Work with the superintendent in determining the education program to be offered and in arranging the schedules. As much of the schedule as possible should be made before school closes for summer vacation. In the matter of courses offered, the final approval rests with the superintendent who is in turn responsible to the board;
• Evaluate all employees as assigned by Superintendent and report all employees rated as unsatisfactory.
• Ensure that proper care is taken of all school books, supplies, materials, equipment, furniture and facilities;
• Instruct teachers to make a complete annual inventory of all school property contained in their individual rooms. This inventory shall be reviewed and filed with the board secretary;
• Investigate excessive cases of absence or tardiness of students and notify the parents or guardians of unexcused absence or tardiness. All such cases shall be reported to the superintendent;
• Make such reports from time to time as the superintendent may require;
• Maintain the regular schedule of school hours established by the board and make no temporary changes in the schedule without the consent of the superintendent;
• Promptly notify the superintendent whenever ventilation, sanitation or heating of the building is unsatisfactory;
• Maintain the formation and implementation of general policies and procedures of the school;
• Oversee all student programs & testing, ensuring compliance with state and federal mandates and district goals.
• Perform such other duties as may be assigned by the superintendent of schools.
This list of duties shall 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 shall 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 (2005). 281 I.A.C. 12.4 (5), .4 (6), .4 (7).
Cross Reference: 301 Administrative Structure
Approved Aug. 8, 2005
Reviewed November 18, 2019
Revised November 9, 2009
The superintendent shall 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, 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 shall include written criteria related to the job description and the Iowa Leadership Standards. The superintendent, after receiving input from the administrators, shall present the formal evaluation instrument to the board for approval.
The formal evaluation shall 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 shall be completed by the 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:
• 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.
• Encouraging health and fitness in all students and teachers.
It shall be the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and non-probationary administrators prior to May 15.
This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence.
Legal Reference: Iowa Code 279.8, .21-.23A (2005). 281 I.A.C. 12.3(4)
Approved Aug. 8, 2005
Reviewed November 18, 2019
Revised December 8, 2014
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 shall be 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 shall bring it to the attention of the board prior to the administrator attending the event.
Legal Reference: Iowa Code 279.8 (2005). 281 I.A.C. 12.7.
Cross Reference: 302.6 Superintendent Professional Development
401.7 Employee Travel Compensation
Approved Aug. 8, 2005
Reviewed November 18, 2019
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 shall be 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 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 shall be within the discretion of the board to pay annual fees for professional organizations and activities.
Legal Reference: Iowa Code 279.8 (2005). 1990 Op. Att’y. Gen. 79.
Cross Reference: Superintendent Civic Activities
Approved Aug. 8, 2005
Reviewed November 18, 2019
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 shall give the administrator thirty days notice to cease outside employment.
Legal Reference: Iowa Code 279.8, .21 (2005).
Cross Reference: 303.3 Administrator Contract and Contract Nonrenewal
303.5 Administrator Duties
Approved Aug. 8, 2005
Reviewed November 18, 2019
Revised
Administrative regulations may be necessary to implement board policy. It shall be the responsibility of the superintendent to develop administrative regulations.
In developing the administrative regulations, the superintendent may consult with administrators or others likely to be affected by the regulations. Once the regulations are developed, employees, students and other members of the school district community shall be informed in a manner determined by the superintendent.
The board shall be kept informed of the administrative regulations utilized and their revisions. The board may review and recommend change of administrative regulations prior to their use in the school district if they are contrary to the intent of board policy.
It shall be the responsibility of the superintendent to enforce administrative regulations.
Legal Reference: Iowa Code 279.8 (2005).
Cross Reference: 209 Board of Directors’ Management Procedures
304.2 Monitoring of Administrative Regulations
Approved Aug. 8, 2005
Reviewed November 18, 2019
Revised
The administrative regulations shall be monitored and revised when necessary. It shall be the responsibility of the superintendent to monitor and revise the administrative regulations.
The superintendent may rely on the board, administrators, employees, students, and other members of the school district community to inform the superintendent about the effect of and possible changes in the administrative regulations.
Legal Reference: Iowa Code 279.8, .20 (2005).
Cross Reference: 209 Board of Directors’ Management Procedures
304.1 Development and Enforcement of Administrative Regulations
Approved Aug. 8, 2005
Reviewed November 18, 2019
Revised
Administrators, as part of the educational leadership in the school district community, represent the views of the school district. Their actions, verbal and nonverbal, reflect the attitude and the beliefs of the school district. Therefore, administrators shall conduct themselves professionally and in a manner fitting to their position.
Each administrator shall follow the code of ethics stated in this policy. Failure to act in accordance with this code of ethics or in a professional manner, in the judgment of the board, shall be grounds for discipline and, possibly, dismissal.
The professional school administrator:
• Upholds the honor and dignity of the profession in actions and relations with students, colleagues, board members and the public;
• Obeys local, state and national laws; holds to high ethical and moral standards; and gives loyalty to this country and to the cause of democracy and liberty;
• Accepts the responsibility to master and contribute to the growing body of specialized knowledge, concepts, and skills which characterize school administration as a profession;
• Strives to provide the finest possible educational experiences and opportunities to the members of the school district community;
• Carries out in good faith the policies duly adopted by the local board and the regulations of state authorities and renders professional service;
• Disallows consideration of private gain or personal economic interest to affect the discharge of professional responsibilities;
• Recognizes public schools are the public's business and seeks to keep the public informed about their schools; and,
• Supports and practices the management team concept.
Legal Reference: Iowa Code 279.8 (2005).
Cross Reference: 404 Employee Conduct and Appearance
Approved Aug. 8, 2005
Reviewed November 18, 2019
Revised
In the absence of the superintendent, it shall be the responsibility of the other administrators to assume the superintendent's duties. The succession of authority to the superintendent shall be in this order: high school principal, middle school principal, intermediate principal, primary principal.
If the absence of the superintendent is temporary, the successor shall assume only those duties and responsibilities of the superintendent that require immediate action. If the board determines the absence of the superintendent will be a lengthy one, the board shall appoint an acting superintendent to assume the responsibilities of the superintendent. The successor shall assume the duties when the successor learns of the superintendent's absence or when assigned by the superintendent or the board.
References to "superintendent" in this policy manual shall mean the "superintendent or the superintendent's designee" unless otherwise stated in the board policy.
Legal Reference: Iowa Code 279.8 (2005). 281 I.A.C. 12.4 (4).
Cross Reference: 302 Superintendent
Approved Aug. 8, 2005
Reviewed November 18, 2019
Revised
Questions and problems shall be resolved at the lowest organizational level nearest to the complaint. School employees shall be responsible for conferring with their immediate supervisor on questions and concerns. Students and other members of the school district community shall confer with a licensed employee and then with the principal on questions and concerns.
If resolution is not possible by any of the above, individuals may bring it to the attention of the superintendent within 5 school days of their discussion with the principal. If there is no resolution or plan for resolution by the superintendent within 10 school days of the individual's discussion with the superintendent, the individual may ask to have the question or problem placed on the board agenda. The action of the board will be final.
It shall first be the responsibility of the administrators to resolve questions and problems raised by the employees and the students they supervise and by other members of the school district community.
Legal Reference: Iowa Code 279.8 (2005).
Cross Reference: 213 Public Participation in Board Meetings
401.4 Employee Complaints
502.4 Student Complaints and Grievances
504.3 Student Publications
Approved Aug. 8, 2005
Reviewed November 18, 2019
Revised