ADMINISTRATION. Series 300

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1 ADMINISTRATION Series Role of School District Administration Management Administrative Organizational Plan 301 Superintendent Superintendent of Schools - Qualifications, Recruitment, Appointment Superintendent of Schools - Contract and Contract Non-renewal Superintendent of Schools - Function Superintendent of Schools - Job Description Superintendent of Schools - Professional Development Superintendent of Schools - Evaluation 301.5R Instructions for Evaluation of Superintendent 302 Administrative Employees Administrative Positions Administrator Qualifications, Recruitment, Appointment Administrator Contract and Contract Non-renewal 303 Curriculum Director/Director of Instruction Curriculum Director/Director of Instruction - Position Curriculum Director/Director of Instruction - Function Curriculum Director/Director of Instruction - Job Description Curriculum Director/Director of Instruction - Professional Development Curriculum Director/Director of Instruction - Evaluation 304 High School Building Principal High School Building Principal - Functions High School Building Principal - Job Description High School Building Principal - Professional Development High School Building Principal - Evaluation 305 Assistant High School Principal Assistant High School Principal - Position Assistant High School Principal - Function Assistant High School Principal - Job Description Assistant High School Principal - Professional Development Assistant High School Principal - Evaluation 306 Middle School Principal Middle School Principal - Function Middle School Principal - Job Description Middle School Principal - Professional Development Middle School Principal - Evaluation

2 306.4 Middle School Dean of Students - Functions Middle School Dean of Students - Job Description Middle School Dean of Students Professional Development Middle School Dean of Students - Evaluation 307 Activities Director Activities Director - Functions Activities Director - Job Description Activities Director - Professional Development Activities Director - Evaluation 308 Elementary Principals Elementary Principals - Function Elementary Principals - Job Description Elementary Principals - Professional Development Elementary Principals - Evaluation 309 District Business Manager and Board Secretary District Business Manager and Board Secretary - Functions District Business Manager and Board Secretary - Job Description District Business Manager and Board Secretary - Professional Development District Business Manager and Board Secretary - Evaluation 310 Accountant/Assistant Treasurer of the Board District Accountant/Assistant Treasurer of the Board - Functions Accountant/Assistant Treasurer of the Board - Job Description District Accountant/Assistant Treasurer of the Board - Professional Development District Accountant/Assistant Treasurer of the Board - Evaluation 312 Policy Implementation Development and Enforcement of Administrative Regulations Monitoring of Administrative Regulations 313 Administrator Code of Ethics 314 Succession of Authority to the Superintendent 315 Communication Channels

3 CODE NO. 300 ROLE OF SCHOOL DISTRICT ADMINISTRATION In this series of the board policy manual, the board defines the role and the employment of school district administrators. Policies in the 400 Series, "Employees," also apply to administrators unless a more specific policy exists in the 300 Series, "Administration." School district administrators have been given a great opportunity and responsibility to manage the school district, to provide educational leadership, and to implement the educational philosophy of the school district. They are responsible for the day-to-day operations of the school district. 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 school 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 school district, and to inform the board about school district operations. The Superintendent of Schools shall be the executive officer of the Board of Directors and shall be directly responsible to it for the execution of its policies, for the faithful and efficient observance of its rules by all employees throughout the system, and for the enforcement of all provisions of the law relating to the operation of the schools. 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 will work together to share information and decisions under the management team concept. Cross References: Management Administrative Organizational Plan Organizational Chart ADOPTED: November 11, 1975 AMENDED: October 11, 1988 AMENDED: November 15, 2005 REVIEWED: November 15, 2011

4 Code No MANAGEMENT The board and the administrators will 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 is 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 may be called upon to provide information. Each board member and administrator will support the decisions reached on the issues confronting the school district. The board is responsible for making the final decision in matters pertaining to the school district. It is the responsibility of the superintendent to develop guidelines for cooperative decisionmaking. Legal Reference: Iowa Code (2005). Cross Reference: Administrative Organizational Plan ADOPTED: November 15, 2005 REVIEWED: November 15, 2011

5 Code No ADMINISTRATIVE ORGANIZATION PLAN The board has a responsibility of promoting good personnel relations within the school organization. When policies are made that affect school personnel, procedures should be available whereby the employees have input in the policy-making process. Research findings regarding job satisfaction conclude that employees need to feel they have something to contribute to the organizational objectives and that their contributions are appreciated. The board of directors, with its administrative team, should adopt policies, rules and regulations that clearly define the responsibility of all staff toward helping the organization achieve its objectives. If a disagreement develops between the employee and a member of the administration, the employee should have the opportunity to receive an impartial review of the specific situation. Good administration requires that all teachers have the opportunity to take a problem to their immediate superior and if not satisfied, to take it through channels to the superintendent. If the employee still is not satisfied, each has the opportunity to take the problem to the board per Board Policy. Employee complaints including those of discrimination should follow the procedure outlined in Code No of the Personnel Policies. Non-administrative employee disagreements alleging violation of the Master Contract should follow the procedures outlined in Article II of the agreement between the Boone Educators' Association or Article II of the Agreement between the United Electrical, Radio, and Machine Workers of America, Local 893-I.U.P, whichever is applicable, and the Boone Community School District. Most "problems" can be settled before they reach the board. Individuals in the line of authority, between the teacher and the board, should see the use of a channel of appeal to the board as a legitimate avenue available to each employee. In no case should sanctions against the employee be threatened by the administration if an employee expresses a desire to ultimately appeal to the board. Legal Reference: Iowa Code (2005). Cross Reference: Management ADOPTED: November 11, 1975 AMENDED: May 12, 1987 AMENDED: October 11, 1988 AMENDED: July 11, 2000 REVISED: November 15, 2005 REVISED: November 15, 2011

6 301 Superintendent

7 Code No SUPERINTENDENT QUALIFICATIONS, RECRUITMENT, APPOINTMENT 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, creed, 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 (1994). 42 U.S.C. 2000e et seq. (1994). Iowa Code 21.5(1)(i); 35C; 216; 279.8,.20 (2005). 281 I.A.C. 12.4(4) Op. Att'y Gen Cross Reference: General Powers and Duties Administrative Organizational Plan ADOPTED: November 11, 1975 AMENDED: October 11, 1988 REVISED: November 15, 2005 AMENDED: November 15, 2011

8 Code No SUPERINTENDENT CONTRACT AND CONTRACT NON-RENEWAL The Board determines the length of the contract for employment between the superintendent and the Board of Education. The contract will begin on July 1 and end on June 30. The contract will state the terms of employment. The first two years of a contract issued to a newly employed superintendent is considered a probationary period. The board may waive this period or 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, 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 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. Legal Reference: 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); , (2005). 281 I.A.C. 12.4(4) Cross Reference: 301 Superintendent ADOPTED: October 11, 1988 REVISED: November 15, 2005 REVIEWED: November 15, 2011

9 Code No SUPERINTENDENT OF SCHOOLS - FUNCTION The Superintendent shall be the chief executive officer of the school system and shall have, under the direction of the Board, general supervision of all the public schools and of all the personnel and various personnel departments of the school system. The Superintendent is responsible for the management of the schools under the Board policies, and is accountable to the Board. The Superintendent, in his/her discretion, may delegate to other school personnel the exercise of any powers and the discharge of any duties imposed upon the Superintendent by these policies or by vote of the Board. The delegation of power or duty, however, shall not relieve the Superintendent of responsibility for the action taken under such delegation. Legal Reference: Iowa Code 279.8,.20, 23A (2005). 281 I.A.C. 12.4(4). Cross Reference: Management Administrative Organizational Plan ADOPTED: November 11, 1975 AMENDED: October 11, 1988 REVIEWED: November 15, 2005 REVIEWED: November 15, 2011

10 Code No SUPERINTENDENT OF SCHOOLS - JOB DESCRIPTION SUPERINTENDENT OF SCHOOLS OBJECTIVE: I. To inspire, lead, guide, or direct members of the administrative, instructional, and supportive services team in setting and achieving standards of excellence, so that each individual student enrolled in our district may be provided with a complete, valuable, meaningful, and personally rewarding education. Further, to observe and administer the use of all district facilities, property and funds with efficiency, a minimum of waste, and an ever-present, overriding awareness of and concern for their impact upon each individual student's education. II. The superintendent is responsible to directly or indirectly supervise every district employee. The superintendent reports directly to the board of education. SUPERINTENDENT OF SCHOOLS JOB RESPONSIBILITIES BOARD RESPONSIBILITIES 1. The superintendent shall be the executive officer of the board with powers and duties that may be prescribed by the rules adopted by the board or by law. 2. The superintendent shall act as chief advisor to the board of education. 3. Interprets for the staff and implements all Board policies and all state laws relevant to education. 4. Represents the Board as liaison between the school district and the community. 5. Attends and participates in all regular and special meetings of the Board, except when own employment or salary is under consideration and makes recommendations of any nature affecting the schools. 6. Reports to the Board such matters as deemed material to the understanding and proper management of the schools, or as the Board may request. 7. Defines educational needs and formulates policies and plans for recommendation to the Board. 8. Performs such other tasks as may from time to time be assigned by the Board. PERSONNEL RESPONSIBILITIES 1. Supervises, either directly or through delegations, all activities of the school system according to the policies of the Board. 2. Makes recommendations to the Board for the selection of personnel of the district. 3. Makes and records assignments and transfers of all employees in keeping with their qualifications. 4. Employs such personnel as may be necessary, within the limits of budgetary provisions and subject to the Board's approval. a. Establish and administer procedures to procure quality certified staff. b. Administers all facets of certified personnel program including screening, interviewing, hiring, training, assigning, records maintenance, certification,

11 etc. c. Administers the processing of applications for secretarial, clerical and paraprofessional positions. d. Assists in the review, updating and maintaining of all district personnel policies. e. Assures fair and meaningful evaluation of all certified staff. f. Authorizes placement and changes in salary groups for personnel meeting prescribed qualifications. g. Maintains personnel records. h. Serves as Compliance Officer in processing grievances brought under district policies pertaining to discrimination in school and/or employment. 5. Suspends any employee for just cause. 6. Recommends to the Board for final action the promotion, salary changes, demotion, or dismissal of any employee. 7. Summons employees of the district to attend such regular and occasional meetings as are necessary to carry out the educational program of the district. MANAGEMENT AND FISCAL RESPONSIBILITIES 1. 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. 2. Files, or causes to be filed, all reports required by the state and the school code. 3. Makes all administrative decisions within the school necessary to the proper function of the school district. INSTRUCTIONAL LEADERSHIP RESPONSIBILITIES 1. The superintendent shall act as the educational leader of the community. 2. Recommends to the Board for its adoption all courses of study, curriculum guides, and major changes in texts and time schedules to be used in the schools. 3. Supervises methods of teaching, supervision, and administration in effect in the schools. 4. Attends such conventions and conferences as are necessary to keep abreast of latest educational trends. 5. Accepts responsibility for the general efficiency of the school system, for the development of the school staff, and for educational growth and welfare of the students. Legal Reference: Iowa Code 279.8,.20, 23A (2005). 281 I.A.C. 12.4(4). Cross Reference: Management Administrative Organizational Plan

12 ADOPTED: November 11, 1975 REVIEWED: November, 1987 AMENDED: February 9, 1988 AMENDED: October 11, 1988 AMENDED: November 15, 2005 REVISED: July 14, 2009 REVISED: November 15, 2011

13 Code No SUPERINTENDENT PROFESSIONAL DEVELOPMENT The board encourages the superintendent to continue professional growth by being involved in professional organizations, attending conferences, continuing the superintendent's education, and participating in other professional activities. It shall be the responsibility of the superintendent to arrange the schedule of events in order to enable his/her attendance at various conferences and events. If a conference or event requires the superintendent to be absent from the office for more than 5 days, requires overnight traveling, or involves unusual expense, the superintendent shall bring it to the attention of the board prior to attending the event. The superintendent shall report to the board after an event. Legal Reference: Iowa Code (2005). 281 I.A.C Cross Reference: Employee Travel Compensation ADOPTED: April 11, 1989 REVISED: November 15, 2005 REVIEWED: November 15, 2011

14 Code No SUPERINTENDENT OF SCHOOLS - EVALUATION 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: Facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community. Advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development. Ensuring management of the organization, operations and resources for a safe, efficient and effective learning environment. Collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources. Acting with integrity, fairness and in an ethical manner. Understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context. 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 and the school district's goals; 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 by 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 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. This policy supports and does not preclude the ongoing, informal evaluation of the superintendent's skills, abilities and competence. Legal Reference: Wedergren v. Board of Directors, 307 N.W.2d 12 (Iowa 1981). Iowa Code 279.8,.20,.23,.23A (2011). 281 I.A.C. Ch. 83; 12.3(4). Cross Reference: 212 Closed Sessions 302 Superintendent ADOPTED: March 12, 1985

15 AMENDED: October 11, 1988 REVIEWED: November 15, 2005 REVIEWED: November 15, 2011

16 INSTRUCTIONS FOR EVALUATION OF SUPERINTENDENT Evaluation will be as follows: 1. Responsibility for evaluation will rest with the board. Code No R 2. The evaluation instrument shall be approved by the board of education. 3. Each board member will complete a Superintendent Evaluation Report by April 1 of each year. These forms will be given to the president who will prepare a composite of the evaluations. One copy will be given to the superintendent, one copy will be given to each board member, and the board president will retain one. 4. The board will discuss the composite appraisal results with the superintendent at a board meeting prior to issuing a contract. 5. The board secretary will maintain a personnel folder on the superintendent. The folder will contain annual evaluations, transcripts, a physical examination form, etc. This file is open to the inspection of the Superintendent. All copies, except those placed in the personnel file, will be collected by the secretary and destroyed.

17 302 Administrative Employees

18 Code No ADMINISTRATIVE POSITIONS The school district will have, in addition to the superintendent, the following administrative positions: Curriculum Director, Secondary Principals, Elementary Principals. These administrators will work closely with the superintendent in the day-to-day operations of the school 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. Legal Reference: Iowa Code 279.8,.20,.21, (2005). 281 I.A.C Cross Reference: Administrative Organizational Plan Organizational Chart ADOPTED: November 15, 2005 ADOPTED: July 14, 2009 REVIEWED: November 15, 2011

19 Code No ADMINISTRATOR QUALIFICATIONS, RECRUITMENT, APPOINTMENT 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, religion, sex, national origin, age, creed, 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 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. Legal Reference: Iowa Code 279.8,.21 (2005). 281 I.A.C Op. Att'y Gen Administrative Positions ADOPTED: November 15, 2005 AMENDED: November 15, 2011

20 Code No 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 two years of a contract issued to a newly employed administrator will be considered a probationary period. The board may waive this 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 contract, the board will 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 is the responsibility of the superintendent to create a contract for each administrative position. Administrators that 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. Legal Reference: Cross Reference: 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 Education of Hinton Community School District, 282 N.W.2d 740 (Iowa 1979). Iowa Code , (2005). 281 I.A.C. 12.4(4),.4(7) Administrative Positions ADOPTED: November 15, 2005 REVIEWED: November 15, 2011

21 303 Assistant to the Superintendent

22 Code No CURRICULUM DIRECTOR/DIRECTOR OF INSTRUCTION - POSITION In order to assist the Superintendent in carrying out the responsibilities of the office, the Board shall authorize a Director of Instruction, who shall perform Curriculum Director duties and such duties as may be assigned by the Superintendent. Legal Reference: Iowa Code 279.8,.20,.21, (2005). 281 I.A.C Cross Reference: Administrative Organizational Plan ADOPTED: October 11, 1988 REVISED: November 15, 2005 REVISED: July 14, 2009 REVIEWED: November 15, 2011

23 Code No CURRICULUM DIRECTOR/DIRECTOR OF INSTRUCTION FUNCTIONS In order to assist the Superintendent in carrying out the responsibilities of the office, the Board shall authorize a Instructional Services Director, who shall perform such duties as may be assigned by the Superintendent. The Instructional Services Director is an educational leader in the district focusing on curriculum development and implementation, professional development planning and implementation, and special program services. a. Be directly responsible to the Superintendent. b. Assist the Superintendent in the administration of the school district and at the Superintendent's discretion, render any assistance desired in carrying out the responsibilities of his/her office. c. To assist the superintendent in policy implementation and decision making in all areas of instruction, assessment, staff development, technology, and support services. d. To assume such other advisory and support duties as assigned by the superintendent. e. Assumes the duties of the superintendent in his/her absence. Legal Reference: Iowa Code 279.8,.20, 23A (2005). 281 I.A.C. 12.4(4). Cross Reference: Management Administrative Organizational Plan ADOPTED: October 11, 1988 REVISED: November 15, 2005 REVISED: July 14, 2009 REVISED: November 15, 2011

24 Code No CURRICULUM DIRECTOR/DIRECTOR OF INSTRUCTION - JOB DESCRIPTION CURRICULUM RESPONSIBILITIES 1. Establish and coordinate curriculum committees for curriculum revision and implementation. 2. Provide such research and assistance as may be required for textbook and instructional materials selection. 3. Cause to be published such written materials as may be developed by curriculum committees. 4. Keeps cognizant of developments in curriculum and instruction, and furnishes leadership in determining their appropriateness for inclusion in the district's educational programs. DISTRICT AND BUILDING SUPPORT RESPONSIBILITIES 1. Coordinate with the Superintendent in facilitating the School Improvement Advisory Committee. 2. Provides leadership in the development and of the District s written Comprehensive School Improvement Plan. 3. Provide consultative advice and assistance to principals in implementing and monitoring all instructional programs. 4. Provides consultative advice and assistance to the building principals and staff regarding the development, implementation, and evaluation of building level school improvement plans and the use of student achievement data. 5. Provides information to the Department of Education, Board, staff, and community on the District s annual yearly progress (AYP) on state and federal requirements under the No Child Left Behind (NCLB) mandates. PROFESSIONAL DEVELOPMENT RESPONSIBILITIES: 1. Coordinate staff development and in-service education district-wide. 2. Serves as the district s research and testing coordinator. 3. Continuously monitors and evaluates all instructional programs in consultation with district principals and align professional development need to support instructional program improvement. 4. Coordinates the use of student achievement data to improve student achievement through the professional development program. 5. Monitors implementation of curriculum, instruction, and assessment programs by visiting classrooms (participates in walk through observations) while school is in session. SUPPORT SERVICES RESPONSIBILITIES: 1. Coordinate, monitor, and evaluate the implementation of the multicultural, nonsexist educational plan. 2. Supervises the principal in responsibilities for an effective and efficient PreSchool Program. 3. Serves as the districts Special Education director. 4. Supervises the ExCel (talented and gifted) program. 5. Supervises the English Language Learner (ELL) program. 6. Responsible for the Title funding programs and other entitlement programs from the federal government.

25 7. Assists with the oversight of at-risk programming within the District. Legal Reference: Iowa Code 279.8,.21,.23A (2005). 281 I.A.C. 12.4(5),.4(6),.4(7). Cross Reference: Administrative Organizational Plan AMENDED: November 1987 AMENDED: February 9, 1988 AMENDED: October 11, 1988 AMENDED: December 12, 1995 REVISED: November 15, 2005 REVISED: July 14, 2009 REVISED: November 15, 2011

26 Code No CURRICULUM DIRECTOR/DIRECTOR OF INSTRUCTION PROFESSIONAL DEVELOPMENT The board encourages the Curriculum Director to continue his/her professional growth by becoming involved in professional organizations, attending conferences, continuing his/her education, and participating in other professional activities. It shall be the responsibility of the Curriculum Director to arrange his/her schedule in order to attend various conferences and events. Prior to the attendance at out-of-state events, the Curriculum Director must have received approval from the Superintendent. The Curriculum Director shall report to the Superintendent after each event attended. Legal Reference: Iowa Code (2005). 281 I.A.C Cross Reference: Superintendent Professional Development ADOPTED: April 11, 1989 REVISED: November 15, 2005 REVISED: July 14, 2009 REVIEWED: November 15, 2011

27 Code No CURRICULUM DIRECTOR/DIRECTOR OF INSTRUCTION - 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 school district are met, promote growth in effective administrative leadership for the school 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. The principal will be an educational leader who promotes the success of all students by: Facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community. Advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development. Ensuring management of the organization, operations and resources for a safe, efficient and effective learning environment. Collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources. Acting with integrity, fairness and in an ethical manner. Understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context. It is the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and nonprobationary administrators prior to May 15. This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence. Legal Reference: Iowa Code 279.8, A (2011). 281 I.A.C. 12.3(4); ch 83. Cross Reference: 303 Administrative Employees

28 ADOPTED: October 11, 1988 REVISED: November 15, 2005 REVISED: July 14, 2009 REVIEWED: November 15, 2011

29 304 High School Building Principal

30 Code No HIGH SCHOOL BUILDING PRINCIPAL - FUNCTIONS Subject to the policies of the Board of Directors and to the directives issued by the Superintendent or other central administrative personnel on behalf of the Superintendent, the Principal shall have full control of his/her building and grounds, all pupils, teachers, operating personnel and all activities carried on therein or thereon. The High School Principal is responsible: To provide the best educational experience possible for the students attending the Boone Senior High School, limited only by facility and budget considerations. For the direction and supervision of all personnel who perform their respective functions within his/her assigned building. The High School Principal is directly responsible to the Superintendent of Schools on all matters and collaborates with the Superintendent and Instructional Services Director on matters of curriculum and instruction. Legal Reference: Iowa Code 279.8,.20, 23A (2005). 281 I.A.C. 12.4(4). Cross Reference: Management Administrative Organizational Plan ADOPTED: October 11, 1988 REVISED: November 15, 2005 REVISED: November 15, 2011

31 Code No HIGH SCHOOL BUILDING PRINCIPAL - JOB DESCRIPTION INSTRUCTIONAL LEADERSHIP RESPONSIBILITIES 1. Responsible for the coordination and/or oversight of the overall building, program and instruction at Boone High School and Futures Alternative High School. 2. Assists the Instructional Services Director, in his/her role as curriculum director, on secondary curriculum matters. 3. Develops building school improvement plans with staff that aligns with district long and short term CSIP goals and uses student achievement data to improve the academic proficiency levels of student within his/her building. 4. Uses student achievement data effectively with staff and students to support school improvement efforts. 5. Monitors implementation of curriculum, instruction, and assessment programs by visiting classrooms regularly (conducting walk-through observations). 6. Responsible for monitoring secondary curriculum. 7. Responsible for monitoring completion of early graduation and school completion requirements. 8. Approves graduates. 9. The principal shall serve as an educational advisor to the superintendent. PROFESSIONAL DEVELOPMENT RESPONSIBIITIES 1. Coordinates and supervises the Assistant High School Principal. 2. Responsible for coordination and working with Department Chairpersons. 3. Responsible for staff evaluation. 4. Interviews and makes recommendations for staff employment in coordination with department chairpersons and makes staff assignments. 5. Organizes programs for assistance and orientation for new teachers. 6. Remains cognizant of educational developments by maintaining professional memberships and contacts. 7. Represents the Boone Community School at conference, district, state and national meetings of educational and professional organizations. BUILDING MANAGEMENT RESPONSIBILITIES 1. Responsible for development of master schedule in conjunction with Department Heads and Principals. 2. Responsible for the preparation and monitoring of the high school instructional budget and acts upon purchase requisitions. 3. Responsible for preparation of the teacher handbook and student handbook. 4. Coordinates the development and implementation of the High School's Master Calendar. 5. Coordinates staff, student, and parent advisory groups. 6. Develops community contacts and works with community organizations. 7. Develops procedures for maintenance of permanent records. 8. The principal is responsible for the direction and supervision of all certified personnel who perform duties in his/her assigned building. The principal will

32 work cooperatively with the Director of Buildings and Grounds, Director of Food Service, Director of Transportation, and the Director of Technology concerning the needs of the high school program. 9. Performs duties as assigned by the Superintendent. Legal Reference: Iowa Code 279.8,.21,.23A (2005). 281 I.A.C. 12.4(5),.4(6),.4(7). Cross Reference: Administrative Organizational Plan AMENDED: November 6, 1981 REVIEWED: November, 1987 AMENDED: February 9, 1988 AMENDED: October 11, 1988 AMENDED: December 12, 1995 AMENDED: July 11, 2000 REVISED: November 15, 2005 REVISED: July 14, 2009 REVISED: November 15, 2011

33 Code No HIGH SCHOOL PRINCIPAL PROFESSIONAL DEVELOPMENT The board encourages the High School building principal to continue his/her professional growth by becoming involved in professional organizations, attending conferences, continuing his/her education, and participating in other professional activities. It shall be the responsibility of the building principal to arrange his/her schedule in order to attend various conferences and events. Prior to the attendance at out-of state events, the building principal must have received approval from the superintendent or his/her designee. The building principal shall report to the superintendent and/or assistant superintendent after each event. Legal Reference: Iowa Code (2005). 281 I.A.C Cross Reference: Superintendent Professional Development ADOPTED: April 11, 1989 REVISED: November 15, 2005 REVIEWED: November 15, 2011

34 Code No HIGH SCHOOL BUILDING PRINCIPAL - 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 school district are met, promote growth in effective administrative leadership for the school 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. The principal will be an educational leader who promotes the success of all students by: Facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community. Advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development. Ensuring management of the organization, operations and resources for a safe, efficient and effective learning environment. Collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources. Acting with integrity, fairness and in an ethical manner. Understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context. It is the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and nonprobationary administrators prior to May 15. This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence. ADOPTED: October 11, 1988 REVISED: November 15, 2005 REVIEWED: November 15, 2011

35 305 Assistant High School Prinicpal

36 Code No ASSISTANT TO THE HIGH SCHOOL PRINCIPAL - POSITION In order to assist the building principal in carrying out the responsibilities of his/her office, the Board of Directors may elect, as need is established, one or more assistants to the principal. Legal Reference: Iowa Code 279.8,.20,.21, (2005). 281 I.A.C Cross Reference: Administrative Organizational Plan ADOPTED: October 11, 1988 REVISED: November 15, 2005 REVIEWED: November 15, 2011

37 CODE NO ASSISTANT TO THE HIGH SCHOOL PRINCIPAL - FUNCTIONS The Assistant Principal shall perform all those duties and activities as designated by the Principal, subject to the policies of the Board of Directors and the Superintendent of Schools. The Assistant High School Principal is responsible: To foster a pleasant, study-like atmosphere to enhance a positive learning environment and to encourage students to become actively involved in both educational and extra-curricular activities. The Assistant Principal reports directly to the High School Principal. The Assistant High School Principal is directly responsible to the High School Principal on all matters and collaborates with the Superintendent and Instructional Services of curriculum and instruction. Legal Reference: Iowa Code 279.8,.20, 23A (2005). 281 I.A.C. 12.4(4). Cross Reference: Management Administrative Organizational Plan ADOPTED: October 11, 1988 REVISED: November 15, 2005 REVISED: November 15, 2011

38 Code No ASSISTANT TO THE HIGH SCHOOL PRINCIPAL - JOB DESCRIPTION INSTRUCTIONAL LEADERSHIP RESPONSIBIITIES 1. Assists the Senior High School Principal with student registration and scheduling procedures. 2. Assists in the preparation and distribution of the student handbook. 3. Coordinates, with the Senior High School Principal, the new student orientation program for grades Coordinates field trips for grades Shares responsibility with the principal for graduation exercises. 6. Coordinates the Special Education Program for grades Coordinates The Learning Center (TLC) Program. PROFESSIONAL DEVELOPMENT RESPONSIBILITIES 1. Conducts staff evaluation under direction of high school principal. 2. Remains abreast of educational developments by maintaining professional memberships and contacts. 3. Assists the principal in staff assignments. 4. Represents the Boone Community School at Conference, District, State and National meetings as directed by the principal. BUILDING MANAGEMENT RESPONSIBILITIES 1. Assumes duties of the Principal in the absence of the principal. 2. Responsible for student attendance, attendance office and attendance procedures for grades Handles student referrals and discipline for grades Develops and implements study hall procedures for grades Coordinates referrals of students to outside agencies for grades Develops community contacts and works with community organizations. 7. Responsible for student driving, parking and traffic control. 8. Develops and implements student visitor procedures for grades Develops and monitors building disaster procedures. 10. Coordinates school involvement with activity vendors for grades Coordinates the services of the School Resource Officer. 12. Such other duties and responsibilities as assigned by the building Principal. Legal Reference: Iowa Code 279.8,.21,.23A (2005). 281 I.A.C. 12.4(5),.4(6),.4(7). Cross Reference: Administrative Organizational Plan REVIEWED: November, 1987 AMENDED: February 9, 1988 AMENDED: October 11, 1988 AMENDED: December 12, 1995 AMENDED: February 12, 2003

39 REVISED: November 15, 2005 REVISED: July 14, 2009 REVISED: November 15, 2011

40 Code No ASSISTANT PRINCIPAL PROFESSIONAL DEVELOPMENT The board encourages the assistant principal to continue his/her professional growth by becoming involved in professional organizations, attending conferences, continuing his/her education, and participating in other professional activities. It shall be the responsibility of the assistant principal to arrange his/her schedule in order to attend various conferences and events. Prior to the attendance at events, the assistant principal must have received approval from the superintendent or his/her designee. The assistant principal shall report to the principal after each event. Legal Reference: Iowa Code (2005). 281 I.A.C Cross Reference: Superintendent Professional Development ADOPTED: April 11, 1989 REVISED: November 15, 2005 REVIEWED: November 15, 2011

41 Code No ASSISTANT TO THE HIGH SCHOOL PRINCIPAL - EVALUATION The high school principal will conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence. At a minimum, the high school principal 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 school district are met, promote growth in effective administrative leadership for the school 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. The principal will be an educational leader who promotes the success of all students by: Facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community. Advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development. Ensuring management of the organization, operations and resources for a safe, efficient and effective learning environment. Collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources. Acting with integrity, fairness and in an ethical manner. Understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context. It is the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and nonprobationary administrators prior to May 15. This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence. ADOPTED: October 11, 1988 REVISED: November 15, 2005 REVIEWED: November 15, 2011

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