See policies below.
ADMINISTRATION
Series 300
Policy Title: Superintendent Qualifications, Recruitment, Appointment
Code No. 302.1
The Board will 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 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, 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 will 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.
Approved: December 16, 2003
Reviewed: December 12, 2017
Revised: November 13, 2012
Legal Reference: 29 U.S.C. §§ 621-634 (2012); 42 U.S.C. §§ 2000e et seq. (2012); Iowa Code §§ 21.5(1)(i); 35C; 216; 279.8, .20 (2013); 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; 302 Superintendent
ADMINISTRATION
Series 300
Policy Title: Superintendent Contract and Contract Non-Renewal
Code No. 302.2
The length of the contract for employment between the superintendent and the Board is determined by the Board. The contract will begin on July 1 and end on June 30. The contract will state the terms of employment and shall not exceed three years.
The first two 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, as provided 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 a contract, or to retire, the superintendent must comply with applicable law and board policies.
Approved: December 16, 2003
Reviewed: December 12, 2017
Revised: December 12, 2017
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 Directors of Hinton Community School District, 282 N.W.2d 740 (Iowa 1979); Luse v. Waco Community School District of Henry Co., 258 Iowa 1087, 141 N.W.2d 607 (1966).
Iowa Code § 279; 281 I.A.C. 12.4.
Cross Reference: 302 Superintendent
ADMINISTRATION
Series 300
Policy Title: Superintendent Salary and Other Compensation
Code No. 302.3
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 school 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 school 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.
Approved: December 16, 2003
Reviewed: December 12, 2017
Revised:
Legal Reference: Iowa Code §§ 279.8, .20 (2013); 1984 Opt. Att’y Gen. 47.
Cross Reference: 302 Superintendent
ADMINISTRATION
Series 300
Policy Title: Superintendent Duties
Code No. 302.4
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 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 School District as well as the needs of the students. Specifically the Superintendent:
The 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 School District’s financial condition, as well as the needs of the students in the School District.
Approved: December 16, 2003
Reviewed: December 12, 2017
Revised:
Legal Reference: Iowa Code §§ 279.8, .20, 23A (2013); 281 I.A.C. 12.4(4).
Cross Reference: 209 Board of Directors' Management Procedures; 301 Administrative Structure; 302 Superintendent
ADMINISTRATION
Series 300
Policy Title: Superintendent Evaluation Code No. 302.5
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.
The superintendent 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 of 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.
The formal evaluation will be based upon the following principles:
This policy supports and does not preclude the ongoing, informal evaluation of the superintendent’s skills, abilities, and competence.
Approved: December 16, 2003
Reviewed: December 12, 2017
Revised: October 12, 2021
Legal Reference: Wedergren v. Board of Directors, 307 N.W.2d 12 (Iowa 1981); Iowa Code §§ 279.8, .20, .23, .23A (2013); 281 12.3(4)
Cross Reference: 212 Closed Sessions; 302 Superintendent
ADMINISTRATION
Series 300
Policy Title: Superintendent Professional Development
Code No. 302.6
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 the superintendent’s 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.
Approved: December 16, 2003
Reviewed: December 12, 2017
Revised:
Legal Reference: Iowa Code §§ 279.8 (2013); 281 I.A.C. 12.7.
Cross Reference: 303.7 Administrator Professional Development; 401.7 Employee Travel Compensation
ADMINISTRATION
Series 300
Policy Title: Superintendent Civic Activities
Code No. 302.7
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 is 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 of the superintendent 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 is within the discretion of the Board to pay annual fees for professional organizations and activities.
Approved: December 16, 2003
Reviewed: December 12, 2017
Revised:
Legal Reference: Iowa Code § 279.8 (2013); 1990 Op. Att’y Gen. 79.
Cross Reference: 302.3 Superintendent Salary and Other Compensation; 303.8 Administrator Civic Activities
ADMINISTRATION
Series 300
Policy Title: Superintendent Consulting/Outside Employment
Code No. 302.8
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.
The Board reserves the right, however, to request that the superintendent cease the outside employment as a condition of continued employment. The Board will give the superintendent thirty days notice to cease outside employment.
Approved: December 16, 2003
Reviewed: December 12, 2017
Revised:
Legal Reference: Iowa Code §§ 279.8, .20 (2013).
Cross Reference: 302.2 Superintendent Contract and Contract Non-renewal; 302.4 Superintendent Duties