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, 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.

 

 

Legal Reference:         

29 U.S.C. §§ 621-634 (1994).

42 U.S.C. §§ 2000e et seq. (1994).

Iowa Code §§ 21.5(1)(i); 35C; 216; 279.8, .20

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

 

 

Approved July 2000                           

Reviewed March 2022                

Revised                   

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 three 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 nonprobationary contract, the board will afford the superintendent appropriate due process as required 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.

 

 

 

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 §§ 21.5(1)(i); 279.20, .22-.25 (2013).

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

 

 

Cross Reference:        

302      Superintendent

 

 

 

Approved July 2000                           

Reviewed March 2022                  

Revised     March 19, 2018             

 

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.

 

Legal Reference:         

Iowa Code §§ 279.8, .20

1984 Op. Att'y Gen. 47.

 

Cross Reference:        

302      Superintendent

 

 

Approved July 2000                           

Reviewed March 2022                 

Revised                   

 

 

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:

•     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 has been excused, 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;
•     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 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;
•     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;
•     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; and
•     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 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.

 

Legal Reference:         

Iowa Code §§ 279.8, .20, 23A

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

 

Cross Reference:        

209      Board of Directors' Management Procedures

301      Administrative Structure

302      Superintendent

 

Approved July 2000                           

Reviewed March 2022                 

Revised                   

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. This policy supports and does not preclude the ongoing, informal evaluation of the superintendent's skills, abilities and competence.

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:
    The evaluation criteria will be in writing, clearly stated and mutually agreed upon by the board and the superintendent.  The criteria will be related to the job description, the Iowa Standards for School Leaders,  the school district's goals, and the goals of the administrator’s individual professional development plan.
    At a minimum, the evaluation process will be conducted annually at a time agreed upon;
    Each board member will have an opportunity to individually evaluate the superintendent, and these individual evaluations will be compiled into an overall evaluation from the entire board;
    The superintendent will conduct a self-evaluation prior to discussing the board's evaluation, and the board as a whole will discuss its evaluation with the superintendent;
    The board may discuss its evaluation of the superintendent in closed session upon a request from the superintendent and if the board determines its discussion in open session will needlessly and irreparably injure the superintendent's reputation; and,
    The individual evaluation by each board member, if individual board members so desire, will not be reviewed by the superintendent.  Board members are encouraged, however, 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.

 

Legal Reference:    Wedergren v. Board of Directors, 307 N.W.2d 12 (Iowa 1981).
    Iowa Code §§ 279.8, .20, .23, .23A.
    281 I.A.C. Ch. 83; 12.3(4).

 

Cross Reference:    212    Closed Sessions
    302    Superintendent

Approved                       Reviewed     March 2022                   Revised   July 2021              

 

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.

 

Legal Reference:         

Iowa Code § 279.8

281 I.A.C. 12.7.

 

Cross Reference:        

303.7   Administrator Professional Development

401.7   Employee Travel Compensation

 

Approved July 2000                           

Reviewed March 2022                    

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 is the responsibility of the superintendent to become involved in school district community activities and events.  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:        

302.3   Superintendent Salary and Other Compensation

 303.8   Administrator Civic Activities

 

Approved July 2000                           

Reviewed July 2022                   

Revised     July 2020             

The superintendent is considered a full-time employee.  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.

 

Legal Reference:         

Iowa Code §§ 279.8, .20 (2013).

 

Cross Reference:        

302.2   Superintendent Contract and Contract Nonrenewal

302.4   Superintendent Duties

 

Approved July 2000                           

Reviewed March 2022                   

Revised