303 ADMINISTRATIVE EMPLOYEES

303.1 ADMINISTRATIVE POSITIONS

The school district shall have, in addition to the superintendent, the following administrative positions:  building principals, finance, activities, technology, nutrition director, HSAP Director, Virtual Academy Principal and transportation directors.

The administrators shall work closely with the superintendent in the day-to-day operations of the school district.

It is 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

                                    281 I.A.C. 12.4.

Cross Reference:        301       Administrative Structure

                                    303       Administrative Employees

Approved:    1-10-83

Reviewed:    5-10-93, 11-12-01, 8-9-04, 2-28-11

Revised:       1-27-97, 1-11-16, 3-28-2022

303.2 ADMINISTRATOR QUALIFICATIONS, RECRUITMENT, APPOINTMENT

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 creed, marital status, race, color, religion, gender, sexual orientation, national origin, gender identity, age, or disability.  In keeping with the law, however, the board shall consider the veteran status of the applicants.  The board shall 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 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 shall act only on the superintendent's recommendation.

The board may contract for assistance in the search for administrators.

 

 

 

 

Legal Reference:          Iowa Code §§ 279.8, .21 

                                    281 I.A.C. 12.4.

                                    1980 Op. Att'y Gen. 367.

Cross Reference:         303      Administrative Employees

Approved:     2-5-68

Reviewed:     5-10-93, 4-8-02, 6-10-02, 8-9-04, 2-28-11, 1-11-16, 3-28-2022

Revised:        1-27-97            

 

 

 

303.3 ADMINISTRATOR CONTRACT AND CONTRACT NONRENEWAL

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 years of a contract issued to a newly employed administrator shall be considered a probationary period.  The board may waive this 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, including notice by May 15.  The administrator and board may mutually agree to terminate the administrator's contract.

If an administrator's contract is not being renewed by the board, the contract shall 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 administrator's contract is terminated consistent with statutory termination procedures.

It is the responsibility of the superintendent to create a contract for each administrative position.

Administrators, who wish to resign, to be released from a contract, or to retire, must comply with board policies regarding the areas of resignation, release or retirement.

 

 

 

Legal Reference:           Martin v. Waterloo Community School District, 518 N.W. 2d 381 (Iowa 1994).

                                    Cook v Plainfield Community School District, 301 N.W. 2d 771 (Iowa App. 1980).

                                    Board of Education of Fort Madison Community School District v Youel, 282 N.W. 2d 677 (Iowa 1979).

                                    Briggs v Board of Education of Hinton Community School District, 282 N.W. 2d 740 (Iowa 1979).

                                    Iowa Code §§ 279.20, .22-.25 

                                    281 I.A.C. 12.4(4), .4(7).

Cross Reference:           303       Administrative Employees

Approved:        2-10-97

Reviewed:        6-10-02, 8-9-04, 2-28-11, 1-11-16

Revised:           3-28-2022

 

 

 

 

 

 

303.4 ADMINISTRATOR SALARY AND OTHER COMPENSATION

The board has complete discretion to set the salary of the administrators.  It is the responsibility of the board to set the salary and benefits of the administrators at a level that shall 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 

                                    1984 Op. Att'y Gen. 47.

Cross Reference:         303      Administrative Employees

Approved:                   2-10-97

Reviewed:                  11-12-01, 8-9-04, 2-28-11, 1-11-16, 3-28-2022

Revised:            

 

 

303.5 ADMINISTRATOR DUTIES

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:

83.10(1) STANDARD 1 -- Shared vision.  An educational leader 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.  The administrator:

a.   In collaboration with others, uses appropriate data to establish rigorous, concrete goals in the context of student achievement and instructional programs.

b.   Uses research and best practice in improving the educational program.

c.   Articulates and promotes high expectations for teaching and learning.

d.   Aligns and implements the educational program, plans, actions, and resources with the district’s vision and goals.

e.   Provides leadership for major initiatives and efforts to effectuate change.

f.    Communicates effectively with various stakeholders regarding progress with school improvement plan goals.

83.10(2) STANDARD 2 -- Culture of learning.  An educational leader promotes the success of all students by advocating, nurturing, and sustaining a school culture and instructional program conducive to student learning and staff professional development.  The administrator:

a.   Provides leadership for assessing, developing, and improving the climate and culture of learning.

b.   Systematically and fairly recognizes and celebrates accomplishments of staff and students.

c.   Provides leadership, encouragement, opportunities, and structure for staff to continually design more effective teaching and learning experiences for all students.

d.   Monitors and evaluates the effectiveness of curriculum, instruction, and assessment.

e.   Evaluates staff and provides ongoing coaching for improvement.

f.    Ensures that staff members have professional development that directly enhances their performance and improves student learning.

g.   Uses current research and theory about effective schools and leadership to develop and revise the administrator’s professional growth plan.

h.   Promotes collaboration with all stakeholders.

i.    Is easily accessible and approachable to all stakeholders.

j.    Is highly visible and engaged in the school community.

k.   Articulates the desired school culture and shows evidence about how it is reinforced.

 

83.10(3) STANDARD 3 -- Management.  An educational leader promotes the success of all students by ensuring management of the organization, operations, and resources for a safe, efficient, and effective learning environment.  The administrator:

a.   Complies with state and federal mandates and local school board policies.

b.   Recruits, selects, inducts, and retains staff to support quality instruction.

c.   Addresses current and potential issues in a timely manner.

d.   Manages fiscal and physical resources responsibly, efficiently, and effectively.

e.   Protects instructional time by designing and managing operational procedures to maximize learning.

f.    Communicates effectively with both internal and external audiences about the operations of the school.

83.10(4) STANDARD 4 -- Family and community.  An educational leader promotes the success of all students by collaborating with families and community members, responding to diverse community interests and needs, and mobilizing community resources.  The administrator:

a.   Engages family and community by promoting shared responsibility for student learning and support of the educational system.

b.   Promotes and supports a structure for family and community involvement in the educational system.

c.   Facilitates the connections of students and families to the health and social services that support a focus on learning.

d.   Collaboratively establishes a culture that welcomes and honors families and community and seeks ways to engage them in student learning.

83.10(5) STANDARD 5 -- Ethics.  An educational leader promotes the success of all students by acting with integrity and fairness and in an ethical manner.  The administrator:

a.   Demonstrates ethical and professional behavior.

b.   Demonstrates values, beliefs, and attitudes that inspire others to higher levels of performance.

c.   Fosters and maintains caring professional relationships with staff.

d.   Demonstrates appreciation for and sensitivity to diversity in the school community.

e.   Is respectful of divergent opinions.

83.10(6) STANDARD 6 -- Societal context.  An educational leader promotes the success of all students by understanding the profile of the community and by responding to and influencing the larger political, social, economic, legal, and cultural context.  The administrator:

a.   Collaborates with service providers and other decision makers to improve teaching and learning.

b.   Advocates for the welfare of all members of the learning community.

c.   Designs and implements appropriate strategies to reach desired goals.

Additionally, other duties may be assigned by the superintendent of schools.

 

This list of duties shall not act to limit the authority of the board and responsibility over the position of the administrators.  In executing these duties and others the board may delegate, the administrators shall consider the financial condition of the district as well as the needs of the students in the school district.

 

 

Legal Reference:          Iowa Code §§ 279.8, .21, .23A 

                                    281 I.A.C. 12.4(5), .4(6), .4(7).

Cross Reference:         301      Administrative Structure

                                    303      Administrative Employees

Approved:       1-10-83

Reviewed:        10-24-88, 5-10-93, 8-9-04, 2-28-11, 1-11-16, 3-28-2022

Revised:           11-14-88, 4-10-00, 6-10-02

303.6 ADMINISTRATOR EVALUATION

The superintendent shall conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence.  At a minimum, the superintendent shall 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, student learning goals of the school district are met, 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.  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 is 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:

  • Mission, Vision and Core Values:  Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well-being of each student.
  • Ethics and Professional Norms:  Act ethically and according to professional norms to promote each student’s academic success and well-being.
  • Equity and Cultural Responsiveness:  Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.
  • Curriculum, Instruction and Assessment:  Develop and support intellectually rigorous and coherent systems o curriculum, instruction and assessment to promote each student’s academic success and well-being.
  • Community Care and Support for Students:  Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.
  • Professional Capacity of School Personnel:  Develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.
  • Professional community for Teachers and Staff:  Foster a professional community of teachers and professional staff to promote each student’s academic success and well-being.
  • Meaningful Engagement of Families and Community:  Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student’s academic success and well-being.
  • Operations and Management:  Manage school operations and resources to promote each student’s academic success and well-being. 
  • School Improvement:  Act as an agent of continuous improvement to promote each student’s academic success and well-being.

It is the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and non-probationary administrators prior to June 30.  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

                                    281 I.A.C. 12.3(3); ch 83.

Cross Reference:           303       Administrative Employees

Approved:         9-17-90

Reviewed:         5-10-93, 11-12-01, 8-9-04, 2-28-11, 1-11-16

Revised:           2-10-97, 3-28-2022

 

303.7 ADMINISTRATOR PROFESSIONAL DEVELOPMENT

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

The administrator shall report to the superintendent after an event.

 

 

 

Legal Reference:          Iowa Code § 279.8 

                                    281 I.A.C. 12.7.

Cross Reference:         302.6   Superintendent Professional Development

                                    401.7   Employee Travel Compensation

Approved:       2-10-97

Reviewed:        11-12-01, 2-28-11, 3-28-2022

Revised:           8-9-04, 1-11-16

 

 

 

 

 

303.8 ADMINISTRATOR CIVIC ACTIVITIES

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 is the responsibility of the administrators to become involved in school district community activities and events.  The board may include a lump sum amount for one civic organization per building as part of the administrator's compensation to be used specifically for paying the annual fees of the administrator for school district community activities and events if, in the board's judgment, the administrator's participation shall further the public purpose of promoting and deriving support for the school district and public education in general.  It is within the discretion of the board to pay annual fees for professional organizations and activities.

 

 

Legal Reference:          Iowa Code § 279.8 

                                    1990 Op. Att'y Gen. 79.

Cross Reference:         302.7   Superintendent Civic Activities

Approved:       2-10-97

Reviewed:        6-10-02, 2-28-11, 1-11-16, 3-28-2022

Revised:           8-9-04

303.9 ADMINISTRATOR CONSULTING/OUTSIDE EMPLOYMENT

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 

Cross Reference:         303.3   Administrator Contract and Contract Nonrenewal

                                    303.5   Administrator Duties

Approved:       2-10-97

Reviewed:        11-12-0, 8-9-04, 2-28-11, 1-11-16, 3-28-2022

Revised: