300 - DISTRICT ADMINISTRATION

300 - DISTRICT ADMINISTRATION Jen@iowaschool… Sun, 01/09/2022 - 21:53

301 - General Leadership Duties

301 - General Leadership Duties

It is the policy of the Board of Directors that Eddyville-Blakesburg-Fremont Community School District administrators provide educational leadership and implement the educational philosophy of the District.  They are responsible for the day-to-day operations of the District and to deal initially with all issues arising from those operations.  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 District community.

It is the responsibility of the administrators to implement and enforce the policies of the Board, to oversee employees, to monitor educational issues confronting the District, and to inform the Board about 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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 06/21/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:40

302 - Management

302 - Management

The Board and the administrators will work together in making decisions and setting goals for the District.  This effort is designed to obtain, share, and use information to solve problems, make decisions, and formulate District policies and regulations.

It is the responsibility of each administrator to fully participate in the management of the 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 will support the decisions reached on the issues confronting the District.

The Board is responsible for making the final decision in matters pertaining to the District. It is the responsibility of the Superintendent to develop guidelines for cooperative decision-making.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 06/21/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:41

303 - Management Team

303 - Management Team

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 is headed by the Superintendent.  The Superintendent will convene meetings to discuss District policies, administrative procedures, and other business brought to the Superintendent's attention.

The management team will meet with the Board upon the Board's request or Superintendent's recommendation to review overall operations of the District and conditions affecting the management team.  The management team will have no relationship to the formal negotiating unit.  In the event a member or members of the management team are unable to resolve a problem, a committee of one Board member, one management team member, and the Superintendent will investigate the circumstances and make a recommendation.  If the recommendation does not settle the matter, the Board and the management team will meet to resolve the matter.  The Board may seek the advice of outside management consultants to assist in resolving the matter.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 06/21/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:42

304 - Superintendent Qualifications, Recruitment, and Appointment

304 - Superintendent Qualifications, Recruitment, and Appointment

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 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, creed, religion, sex, national origin, age, disability, sexual orientation, genetic information or gender identity.  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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 07/19/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:42

305 - Superintendent Duties and Responsibilities

305 - Superintendent Duties and Responsibilities

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 shall be vested with the necessary authority and be provided the appropriate personnel to carry out the responsibilities of the position.

The Superintendent shall be responsible for the implementation and execution of Board policy and the observance of Board policy by employees and students.  The Superintendent shall be responsible for overall supervision and discipline of employees and the education program.

The Superintendent shall attend all meetings of the Board.  The Superintendent may provide the Board with information, advice, and recommendations, but shall not vote.

In executing the above-stated duties, the Superintendent shall consider the financial situation of the District as well as the needs of the students.

The specific responsibilities of the Superintendent include, but are not limited to the following:

  • 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 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 District, effecting a wholesome and cooperative working relationship between the 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 District;
  • 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;
  • 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 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 District;
  • Makes and records assignments and transfers of all employees pursuant to their qualifications;
  • Employs such employees as may be necessary, within the limits of budgetary provisions and subject to the Board’s approval;
  • 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 District to attend such regular and occasional meetings as are necessary to carry out the education program of the 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 District;
  • 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; and,
  • Performs other duties as may be assigned by the Board.
  • 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.

This list of duties shall 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 shall consider the District’s financial condition as well as the needs of the students in the District.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 07/19/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:43

306 - Superintendent Evaluation

306 - Superintendent Evaluation

The Board will conduct an ongoing evaluation of the Superintendent on the Superintendent's skills, abilities, and competence. Annually, the Board will formally evaluate the Superintendent. 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 formal evaluation will be based on the following principles:

  • The evaluation criteria shall be in writing, clearly stated, and mutually agreed upon by the Board and the Superintendent.
  • The evaluation criteria will be related to the Superintendent’s job description.
  • The formal evaluation process will be conducted annually at a time previously agreed upon.
  • Each Board member shall have an opportunity to individually evaluate the Superintendent, and these individual evaluations will be complied into an overall evaluation by the entire Board.
  • The Board may discuss its evaluation of the Superintendent. This discussion may take place in closed session upon a request for a closed session from the Superintendent.
  • The individual evaluation by each Board member, if the individual Board members so desire, will not be reviewed by the Superintendent. However, Board members are urged to communicate their criticisms and concerns to the Superintendent.
  • 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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 07/19/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:50

307 - Superintendent Contract and Contract Nonrenewal

307 - Superintendent Contract and Contract Nonrenewal

The length of the contract for employment between the Superintendent and the Board is determined by the Board and stated in the Superintendent’s contract.  The contract will begin on July 1 and end on June 30.  The contract will state the terms of employment.

The first three (3) years of employment of a newly employed superintendent is considered a probationary period.  The Board may extend the probationary period for an additional year upon the consent of the Superintendent.  In the event of termination of a probationary or non-probationary Superintendent, the Board shall afford the Superintendent appropriate due process.  The Superintendent and Board may mutually agree to terminate the Superintendent’s contract.

If a Superintendent's contract is not being renewed by the Board, the contract will 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 Superintendent's contract is terminated consistent with statutory termination procedures.

It is the responsibility of the Board to provide the contract for the Superintendent. If the Superintendent wishes to resign, to be released from a contract or to retire, the Superintendent must comply with Board policies dealing with retirement, release or resignation.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 07/19/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:52

308 - Superintendent Salary and Other Compensation

308 - Superintendent Salary and Other Compensation

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 and included in each contract.

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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 08/16/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:53

309 - Superintendent Professional Development

309 - Superintendent Professional Development

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 (3) 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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 08/16/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:54

310 - Administrative Cabinet

310 - Administrative Cabinet

The administrative cabinet will be composed of all administrators in the District.

The administrative cabinet shall meet at regularly scheduled time periods to consider an agenda prepared by the Superintendent which shall include items suggested by members of the staff. Members of the staff required to be present at administrative cabinet meetings may sometimes vary according to needs and involvement.

 

 

REVIEWED: 11/18/2019 – APPROVED: 12/03/ 2019
REVIEWED: 08/16/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:54

311 - Administrative Positions

311 - Administrative Positions

The District will have, in addition to the Superintendent, such other administrators as the Board believes, in its discretion, are necessary for the day to day operations of the District.

These administrators will work closely with the Superintendent in the day-to-day operations of the 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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 08/16/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:55

312 - Administrator Qualifications, Recruitment, and Appointment

312 - Administrator Qualifications, Recruitment, and Appointment

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 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, creed, religion, sex, national origin, age, disability, sexual orientation, genetic information or gender identity.  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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 09/20/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:56

313 - Administrator Contract and Contract Nonrenewal

313 - Administrator Contract and Contract Nonrenewal

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 (3) years of employment of a newly employed administrator shall 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 administrator, the Board shall afford the administrator appropriate due process.  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 will 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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 09/20/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:56

314 - Administrator Salary and Other Compensation

314 - 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 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 administrators.  The salary will 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 will be paid by the District when the administrator is performing work-related duties.  The Board will 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 will be included in the records of the Board in accordance with Board policy.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 09/20/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:57

315 - Administrator Duties

315 - Administrator Duties

Administrators will be hired by the Board to assist the Superintendent in the day-to-day operations of the District.

Each attendance center will 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, is 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 is 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:

  • Cooperate in the general organization and plan of procedure in the school under the principal's supervision;
  • Supervision of the teachers in the principal's attendance center;
  • Maintain the necessary records for carrying out delegated duties;
  • Work with the Superintendent in rating, 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;
  • 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 is 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 should 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;
  • Contribute to the formation and implementation of general policies and procedures of the school;
  • Perform such other duties as may be assigned by the Superintendent.

This list of duties will 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 will consider the District's financial condition as well as the needs of the students in the District.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 09/20/2021

 

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:58

316 - Administrator Evaluation

316 - Administrator Evaluation

The Superintendent will 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, 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, 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 will include written criteria related to the job description.  The 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 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.

It is the responsibility of the Superintendent to conduct a formal evaluation of 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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 10/18/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:59

317 - Administrator Professional Development

317 - 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 is 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 will bring it to the attention of the Board prior to the administrator attending the event.  The administrator will report to the Superintendent after an event.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 10/18/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 10:59

318 - Administrator Code of Ethics

318 - Administrator Code of Ethics

Administrators, as part of the educational leadership in the District community, represent the views of the District.  Their actions, verbal and nonverbal, reflect the attitude and the beliefs of the District.  Therefore, administrators will conduct themselves professionally and in a manner fitting to their position.

Each administrator will 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, will be grounds for discipline up to, and including, discharge.

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 District community;
  • Seeks to preserve and enhance the prestige and status of the profession when applying for a position or entering into contractual agreements;
  • 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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 10/18/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 11:00

319 - Succession and Authority to the Superintendent

319 - Succession and Authority to the Superintendent

In the absence of the Superintendent, it is the responsibility of the other administrators to assume the Superintendent's duties. The succession of authority to the Superintendent is in this order: Jr/Sr High School Principal, Eddyville Elementary Principal, Blakesburg Elementary Principal, Fremont Elementary Principal.

If the absence of the Superintendent is temporary, the successor will 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 will appoint an acting superintendent to assume the responsibilities of the Superintendent.  The successor will 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 will mean the "Superintendent or the Superintendent's designee" unless otherwise stated in the Board policy.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 10/18/2021

 

dawn.gibson.cm… Mon, 01/24/2022 - 11:01