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