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 will 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.

It shall be the responsibility of the superintendent to develop guidelines for cooperative decision-making.

Approved:  07-01-92             
Reviewed:  01-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-18, 3-1-11, 7-13-15       
Revised:  11-08-21

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 recommendation to review overall operations of the school district and conditions affecting the management team.   It shall be the responsibility of the superintendent to arrange for regularly scheduled meetings and for the agenda of such meetings for the management team.

Approved:  7-1-92                 
Reviewed:  1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15
Revised:  11-08-21

The superintendent, as the chief executive officer of the board, shall work with the board, particularly the board president, to keep the board informed of school district operations.  The board shall maintain contact with other administrators through the superintendent.

The administrators and other administrative employees shall work with the board through the superintendent.   The administrators, in working with the board, shall assist the board by gathering information, informing the board of school district operations, implementing board policy, making recommendations and answering requests of the board.

The superintendent, unless excused by the board president, and the principals, unless excused by the superintendent, shall attend each board meeting.

Approved:  7-1-92                 
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:        

As managers of the school district, the administrators shall recommend the employment of employees, supervise them, and evaluate their performance.  Concerns or requests by employees shall first be reported to their direct supervisor for resolution.  It shall be the responsibility of the administrators to resolve complaints and handle requests.

It shall be the responsibility of the administration to foster a positive attitude and to promote a cooperative effort among employees.  It shall also be the responsibility of the administration to prevent misunderstandings within the school district and the community.  It shall be the responsibility of each administrator to provide leadership to the employees and it shall be the responsibility of each school district employee to work cooperatively with the administrators to accomplish the educational philosophy of the school district.

Approved:  7-1-92                 
Reviewed:  1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:

Efficiency and economies may be achieved by working with adjoining school districts in offering education programs, offering in-service activities or programs and sharing employees. The administrator shall consider and explore opportunities to work with the adjoining school district to expand the opportunities for the students and personnel in the school district.

Approved:  7-1-92                 
Reviewed:  1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:

The administration shall utilize the resources of the Area Education Agency (AEA) choosing to participate in programs which meet the needs of the school district.  This includes utilizing educational materials and staff resources.

The administration may also utilize the AEA to facilitate regional programming and cooperation as well as to purchase supplies.

It shall be the responsibility of the superintendent to coordinate activities with the AEA.

Approved: 7-1-92      
Reviewed:  12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:  3-11-02

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, creed, color, religion, sex, national origin, age, sexual orientation, gender identity, genetic information or disability.  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:  08-13-07             
Reviewed:  4-14-08, 3-14-11, 7-13-15              
Revised:  11-08-22

The length of the contract for employment between the superintendent and the board shall be 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 shall state the terms of the employment.

The first three years of a contract issued to a newly employed superintendent shall be considered a probationary period.  The board may extend the probationary period for an additional year with the consent of the superintendent.  In the event of termination of a probationary or non-probationary contract, the board shall afford the superintendent appropriate due process, including notice by May 15.  The superintendent and board may mutually agree to terminate the superintendent's contract at any time.

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 shall be the responsibility of the board to provide the contract for the position of superintendent.

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:  7-1-92                 
Reviewed:  1-10-94, 12-9-96,1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15,
Revised:  9-20-17, 11-08-22

The board has complete discretion to set 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 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 shall be paid by the school district when the superintendent is performing work-related duties.  It shall within the discretion of the board to pay dues to professional organizations for the superintendent.

The board shall 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 shall be included in the records of the board in accordance with board policy.

Approved:  7-1-92                 
Reviewed:  1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15
Revised:  11-08-22

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

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.

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 will consider the financial situation of the school 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 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 school 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 school 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.
• Directs studies of buildings and sites, taking into consideration population trends and the educational and cultural needs of the school 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.

Approved:  11-08-21                         
Reviewed:                              
Revised:

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 educational 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 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 and the school district's goals;

*    The 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 compiled into an overall evaluation by the entire board;

*    The superintendent shall conduct a self-evaluation prior to discussing the board's evaluation, and the board as a whole shall discuss their evaluation with the superintendent;

*    The board may discuss their evaluation of the superintendent.  This discussion may take place in closed session upon a request from the superintendent;

*    The individual evaluation of 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; and,

*    The board, with the Superintendent, shall develop annual performance goals.

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

Approved:                              
Reviewed:  12-9-96, 1-11-99, 1-19-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:

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 the superintendent's schedule in order to enable attendance at various conferences and professional activities.  If a conference or activity requires the superintendent to be absent from the office for more than three days, requires overnight travel or involves unusual expense, the superintendent shall bring it to the attention of the board president prior to attending the professional activity.

The superintendent shall report to the board relevant information after attending the conference or activity.

Approved:  7-1-92                 
Reviewed:  7-13-15                           
Revised  3-8-99, 11-08-21

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 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 of 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.

Approved:  7-1-92                 
Reviewed:  1-10-94, 12-9-96, 1-11-99, 1-12-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:

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.

The board reserves the right, however, to request that the superintendent cease the outside employment as a condition of continued employment.  The board shall give the superintendent thirty day’ notice to cease outside employment.

Approved:  7-1-92                 
Reviewed:  1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:

The school district shall have, in addition to the superintendent, other administrative positions to include, but not be limited to; principals and curriculum coordinator. 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.

Approved:                  
Reviewed:  1-14-02, 12-13-04, 11-14-08, 3-14-11, 7-13-15
Revised:  3-8-99, 11-08-21

The board will employ building principals and other administrators, in addition to the superintendent, to assist in the daily operations of the school 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 will consider the qualifications, credentials, and records of the applicants without regard to race, color, creed, religion, sex, gender, national origin, age, sexual orientation, gender identity, genetic information or disability. 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 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 will act only on the superintendent's recommendation.

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

Approved:  8-13-07               
Reviewed:  4-18-08, 3-14-11, 7-13-15           
Revised:  11-08-21

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 state the terms of the employment.

The first three years of a contract issued to a newly employed administrator will be considered a probationary period.  The board may extend the probationary period for an additional year with 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 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 shall be 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 applicable law and board policies.

Approved:  7-1-92                 
Reviewed:  1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15
Revised:  9-20-17, 11-08-22                                                  

The board has complete discretion to set 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 and included in each contract.

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.

Approved:  7-1-92                 
Reviewed:  1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-18-08, 3-14-11, 7-13-15
Revised:  11-08-21

Administrators will be hired by the board to assist the superintendent in the day-to-day operations of the school 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 will 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 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  administrator. In executing these duties and others the board may delegate, administrators will consider the school district's financial condition as well as the needs of the students in the school district.

Approved:  11-08-21                         
Reviewed:                              
Revised:

The superintendent shall conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence.  Annually, the superintendent will formally evaluate the administrators. The goal of the formal evaluation process is to ensure 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 the board and the superintendent see it, 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 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 shall be completed by the superintendent, signed by the administrator and filed in the administrator's personnel file.

It shall be the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and non-probationary administrators prior to March 31.

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

Approved:  7-1-92                 
Reviewed:  1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-18-08, 3-14-11, 7-13-15, 11-08-21
Revised: 

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.

The administrator shall report to the superintendent after a professional activity.

Approved:  7-1-92                 
Reviewed:  01-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15
Revised:  3-8-99, 11-08-21

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 the 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, in the board's judgment, contrary to the intent of board policy.

It shall be the responsibility of the superintendent to enforce the administrative regulations in an appropriate manner for the situation.

Approved:  7-1-92                 
Reviewed:  1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
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, in addition to the superintendent's own knowledge, may rely on the board, the 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.

Approved:  7-1-92                 
Reviewed:  1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised: