1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 Wolf Point School District ADMINISTRATION 6000 Goals The administrative staff s primary functions are to manage the District and to facilitate the implementation of a quality educational program. It is the goal of the Board that the administrative organization: 1. Provide for efficient and responsible supervision, implementation, evaluation, and improvement of the instructional program, consistent with the policies established by the Board; 2. Provide effective and responsive communication with staff, students, parents, and other citizens; and 3. Foster staff initiative and rapport. The District s administrative organization will be designed so that all divisions and departments of the District are part of a single system guided by Board policies implemented through the Superintendent. Principals and other administrators are expected to administer their facilities in accordance with Board policy and the Superintendent s rules and procedures. Policy History: Adopted on: Reviewed on: 08/13/13 Revised on: 04/27/2009 MTSBA 2012
R = required WOLF POINT SCHOOL DISTRICT 6000 SERIES ADMINISTRATION TABLE OF CONTENTS 6000 Goals R 6110-6110P Superintendent 6121 District Organization R 6140 Duties and Qualifications of Administrative Staff Other Than Superintendent R 6210 Principals 6210P Principal s Benefits R 6410 Evaluation of Administrative Staff 6420 Professional Growth and Development MTSBA 2011
Wolf Point School District ADMINISTRATION Superintendent The Board will: Select the Superintendent and delegate to him/her all necessary administrative powers. Adopt policies for the operations of the school system and review administrative procedures. Formulate a statement of goals reflecting the philosophy of the District. Adopt annual objectives for improvement of the District. Approve courses of study. Approve textbooks. Approve the annual budget. Employ certificated and classified staff, in its discretion, upon recommendation of the Superintendent. Authorize the allocation of certificated and classified staff. Approve contracts for major construction, remodeling, or maintenance. Approve payment of vouchers and payroll. Approve proposed major changes of school plant and facilities. MTSBA 2012 The Superintendent will: Serve as chief executive officer of the District. R 6110P page 1 of 2 Recommend policies or policy changes to the Board and develop procedures which implement Board policy. Provide leadership in the development, operation, supervision, and evaluation of the educational program. Recommend annual objectives for improvement of the District. Recommend courses of study. Recommend textbooks. Prepare and submit the annual budget. Recommend candidates for employment as certificated and classified staff. Recommend staff needs based on student enrollment, direct and assign teachers and other employees of the schools under his/her supervision; shall organize, reorganize, and arrange the administrative and supervisory staff, including instruction and business affairs, as best serves the District, subject to the approval of the Board. Recommend contracts for major construction, remodeling, or maintenance. Recommend payment of vouchers and payroll. Prepare reports regarding school plant and facilities needs.
6110P page 2 of 2 The Board will: Approve collective bargaining agreements. Assure that appropriate criteria and processes for evaluating staff are in place. Appoint citizens and staff to serve on special Board committees, if necessary. Conduct regular meetings. Serve as final arbitrator for staff, citizens, and students. Promptly refer to the Superintendent all criticisms, complaints, and suggestions called to its attention. Authorize the ongoing professional enrichment of its administrative leader, as feasible. Approve appropriate District expenditures recommended by the Superintendent for the purpose of ongoing District operations. The Superintendent will: Supervise negotiation of collective bargaining agreements. Establish criteria and processes for evaluating staff. Recommend formation of ad hoc citizens committees. As necessary, attend all Board meetings and all Board and citizen committee meetings, serve as an ex-officio member of all Board committees, and provide administrative recommendations on each item of business considered by each of these groups. Inform the Board of appeals and implement any such forthcoming Board decisions. Respond and take action on all criticism, complaints, and suggestions, as appropriate. Undertake consultative work, speaking engagements, writing, lecturing, or other professional duties and obligations. Diligently investigate and make purchases that benefit the most efficient and functional operation of the District. Procedure History: Promulgated on: Reviewed on: 08/13/13 Revised on: 04/27/2009 MTSBA 2012
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 Wolf Point School District R ADMINISTRATION 6110 Superintendent Duties and Authorities The Superintendent is the District s executive officer and is responsible for the administration and management of District schools, in accordance with Board policies and directives and state and federal law. The Superintendent is authorized to develop administrative procedures to implement Board policy and to delegate duties and responsibilities; however, delegation of a power or duty does not relieve the Superintendent of responsibility for that which was delegated. Qualifications and Appointment The Superintendent will have the experience and skills necessary to work effectively with the Board, District employees, students, and the community. The Superintendent must hold a valid administrative certificate with superintendent s endorsement issued by the State Certification Board. When the Superintendent position becomes vacant, the Board will conduct a search to find the most capable person for the position. Qualified staff members who apply for the position will be considered for the vacancy. Evaluation At least annually the Board will evaluate the performance of the Superintendent, using standards and objectives developed by the Superintendent and the Board, which are consistent with District mission and goal statements. A specific time shall be designated for a formal evaluation session. The evaluation will include a discussion of professional strengths, as well as performance areas needing improvement. Compensation and Benefits The Board and the Superintendent will enter into a contract which conforms to this policy and state law. The contract will govern the employment relationship between the Board and the Superintendent. Legal Reference: 20-4-402, MCA Duties of district superintendent or county high school principal Policy History: Adopted on: Reviewed on: 08/13/13 Revised on: 04/27/2009 MTSBA 2012
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 Wolf Point School District ADMINISTRATION 6121 District Organization The Superintendent shall develop an organizational chart indicating the channels of authority and reporting relationships for school personnel. These channels should be followed, and no level should be bypassed, except in unusual circumstances. The organization of District positions of employment for purposes of supervision, services, leadership, administration of Board policy, and all other operational tasks shall be on a line and staff basis. District personnel occupying these positions of employment shall carry out their duties and responsibilities on the basis of line and staff organization. Policy History: Adopted on: Reviewed on: 08/13/13 Revised on: 04/27/2009 MTSBA 2012
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 Wolf Point School District R ADMINISTRATION 6140 Duties and Qualifications of Administrative Staff Other Than Superintendent Duty and Authority As authorized by the Superintendent, administrative staff will have full responsibility for day-today administration of the area to which they are assigned. Administrative staff are governed by Board policies and are responsible for implementing administrative procedures relating to their assigned responsibilities. Each administrator s duties and responsibilities will be set forth in a job description for that particular position. Qualifications All administrative personnel must hold valid administrators certificates with appropriate endorsements, issued by the State Certification Board, and must meet other qualifications as specified in their position s job description. Administrative Work Year The administrators work year will correspond with the District s fiscal year, unless otherwise stated in an employment agreement. In addition to legal holidays, the administrators will have vacation periods as approved by the Superintendent. Compensation and Benefits Administrators will receive compensation and benefits as stated in their employment agreements. Legal Reference: 20-4-401, MCA Appointment and dismissal of district superintendent or county high school principal 20-4-402, MCA Duties of district superintendent or county high school principal 10.55.701, ARM Board of Trustees Policy History: Adopted on: Reviewed on: 08/13/13 Revised on: 04/27/2009 MTSBA 2012
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 Wolf Point School District R ADMINISTRATION 6210 Principals Principals are the chief administrators of their assigned schools. The primary responsibility of Principals is the development and improvement of instruction. The majority of the Principals time shall be spent on curriculum and staff development through formal and informal activities, establishing clear lines of communication regarding the school rules, accomplishments, practices, and policies with parents and teachers. Principals are responsible for management of their staff, maintenance of the facility and equipment, administration of the educational program, control of the students attending the school, management of the school s budget, and communication between the school and the community. Principals will be evaluated on their instructional leadership ability and their ability to maintain a positive education and learning environment. Legal Reference: 20-4-403, MCA Powers and duties of principal 10.55.701, ARM Board of Trustees Policy History: Adopted on: Reviewed on: 08/13/13 Revised on: 04/27/2009 MTSBA 2012
Page 1 of 12 WOLF POINT SCHOOL DISTRICT ADMINISTRATION 6210P Principals Benefits 1. ARTICLE 1: PURPOSE. The purpose of this policy is to provide the terms and conditions of employment for principals. 2. ARTICLE 2: DEFINITIONS. 2.1. Terms and Conditions of Employment. Terms and conditions of employment shall mean wages, hours, fringe benefits and other conditions of employment subject. 2.2. School District or School Board. The terms "school board" or "school district," shall mean School District No. 45-45A, Roosevelt County, Montana, its board of trustees or its officials and representative(s) as designated by the board of trustees. 2.3. Principal. The term "principal(s)" as used herein shall mean a building principal employed by School District #45-45A. 3. ARTICLE 3: PRINCIPAL RIGHTS. 3.1. Discipline. No tenured principal shall be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without good cause. Any such action asserted by the board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth. 4. ARTICLE 4: RIGHTS OF THE BOARD. 4.1. Powers of the Board. 4.1.1. The board has, and shall retain, without limitation, all powers, rights, authority, duties and responsibilities conferred upon and vested in it by law to establish school policy of operation, including, but not limited to, the right: 4.1.1.1. to exercise the executive management and administrative control of the school system and its properties, facilities, programs, and the contracted activities of its employees; 4.1.1.2. to employ and re-employ all personnel, determine their qualifications, conditions of employment and work assignments, and further to promote, demote or dismiss such personnel as provided by law; and
5. ARTICLE 5: SALARY. Page 2 of 12 4.1.1.3. to select textbooks and other teaching materials to be used in all courses of instruction, to establish and supervise curriculum, manner of instruction, class schedules, hours of instruction, days that the school shall be in session, physical plant and other facilities, and to establish terms and conditions of employment, except as hereinafter set forth. 5.1. Guidelines for Salary. Principal salaries shall be determined by the district salary schedule and the board of trustees. 6. ARTICLE 6: INSURANCE. 6.1. Health and Accident Insurance. Each principal will be afforded a health and accident policy as provided by the group policy currently in force in the district. Such policy will be fully paid by the school district. No employee will be allowed to combine any insurance monies with any other employee(s) to purchase one policy; 6.1.1. Insurance becomes effective for new principals on the first day of the month following the day that they officially report for work; 6.1.2. Principals continuing to serve in the Wolf Point School District will receive continuous coverage according to the policy 6.1.3. Principals leaving the Wolf Point School District will remain insured until June 30, provided that the individual principal has fulfilled the contractual obligations; and 6.1.4. The board and the principals will be apprised of any anticipated change in the policy or coverage. 6.2. Dental/Vision Allowance. Principals will receive an annual allowance for out-of-pocket medical, dental and vision expenses. The annual allowance will be specified in the principals contracts. 6.3. Annual Physical Exams. 6.3.1. Each principal will receive an annual allowance for an annual physical examination. A $300.00 stipend will be added to their contract. 6.4. Retiring Principal Insurance. 6.4.1. Principals retiring from Wolf Point School District may participate in the group medical insurance plan under the current COBRA regulations and provisions of the current insurance carrier.
Page 3 of 12 6.5. Long-Term Disability Insurance. The board of trustees agrees to provide long-term disability insurance to all present, active, full-time certified principals effective on their date of employment. A person who is eligible by reason of employment, but who has not been actively working throughout the thirty (30) day period prior to the date he/she would otherwise be eligible, shall not become insured until he/she has completed thirty (30) continuous days of active, full-time employment. 6.6. Denial of Insurance Benefits. No claim shall be made against the school district as a result of a denial of insurance benefits by an insurance company. 7. ARTICLE 7: LEAVE PROVISIONS. 7.1. Sick Leave. 7.1.1. Sick leave is a protective agreement to both parties and as such should be used discreetly. 7.1.2. Each principal will receive sick leave of ten (10) days per year. Such leave may be used as a necessary absence due to one's own illness or the illness of a member of the principal s immediate family. Immediate family is defined as the spouse and the parents, children and surrogates of same of the employee or the employee s spouse. Such leave shall be accumulated to eighty (80) days. After ten (10) days have been used in any one year, the administration or board may request a doctor s verification. 7.1.3. An amount of sick leave equal to one (1) year's accumulation shall be available to a principal starting with the first day of actual employment. 7.1.4. Leave for illness beyond the accumulated total must be requested by the principal and approved by the board of trustees. 7.1.5. Termination after four (4) years of employment in District #45-45A, shall entitle a practicing principal to severance pay equal to twenty-five percent (25%) of the accrued, unused sick leave days. In addition, after a principal has reached the maximum number of accumulated sick leave days (80) or a maximum of twenty (20) days for severance, that principal may begin to accumulate an additional twenty (20) days for severance pay at the rate of twenty-five percent (25%) of the unused portion of the allowable ten (10) sick leave days allowed each year. Example: After eight (8) years of service the total possible accumulated unused sick leave is eighty (80) days. Severance at that time is twenty (20) days (80 X.25 = 20). After nine (9) years of service, the total possible accumulated unused sick leave is eighty (80) days. Severance at that time is twenty (80 x.25 = 20) days plus two and one-half (2.5) [10 x.25 = 2.5] days for the ninth year (if no sick leave was used that year).
Page 4 of 12 This provision is not retroactive, but will begin and be effective as of the 1986-1987 school year. 7.1.6. Computation of the value of the unused sick leave days will be based upon the principal's salary at the time his/her employment is terminated. 7.1.7. A principal who received a lump-sum severance pay and who is again employed by District #45-45A shall not be credited with any sick leave for which he/she has previously been compensated. 7.2. Emergency Leave: Emergency Leave is defined as a necessary absence due to. 7.2.1. the illness of one's immediate family requiring the principal's attendance until professional or other attendants can be obtained; 7.2.2. the death of a member of the principal's immediate family upon approval of the district superintendent; and 7.2.3. absences due to adverse climate, natural disasters or public transportation delays. 7.3. Personal Leave. A principal may be allowed no more than five work days per year for family illnesses or five work days for each death in the immediate family or one day for absences due to adverse climate, natural disasters or public transportation delays. Personal leave will be granted for up to four (4) days per year with the following stipulations: 7.3.1. Advance notification of two (2) days will be required when a principal intends to take personal leave. Said notice must be in writing to the district superintendent. 7.3.2. Leave will not be granted immediately prior to or immediately following a school holiday, or on pre-school or post-school PIR days or on parentteacher conference days. 7.3.3. Personal leave will be granted with no payroll deduction. 7.4. Combined Total of Emergency Leave and Personal Leave. The total of the section 7.2.1 and 7.2.2 and personal leave days may not exceed seven (7) days. (Example: If a principal uses four (4) days of emergency leave of section 7.2.1 and one (1) day for section 7.2.2, he/she will be allowed only two (2) days of personal leave.
Page 5 of 12 7.5. Attendance at Professional Meetings. Principals may be granted leave to attend professional meetings which are educational opportunities which will improve their performance. Such leave must be pre-planned, subject to satisfactory arrangements with the district superintendent. 7.6. Leave for Civic Duties. 7.6.1. Temporary leave will be provided each principal for jury duty or for court appearances as a witness. The principal will receive full salary minus jury duty pay. 7.6.2. Temporary leave at full salary will be provided each principal for worthy community service at the approval of the district superintendent. The principal will receive full salary minus community service pay after four consecutive days' absence except in those instances prevented by law. 7.7. Extended Leave. Extended leave for the purpose of upgrading professional competence may be granted to a principal at the discretion of the board of trustees. Each request for leave will be considered on the basis of individual merit and potential value to the school district. Financial consideration awarded in conjunction with extended leave shall be at the discretion of the board of trustees. 7.8. Sabbatical Leave. 7.8.1. Sabbatical leave shall be available to a principal after seven (7) years of service. A principal receiving sabbatical leave shall be awarded 50% of their annual base salary that they would have received had he or she remained at his or her administrative position. Such salary will be paid upon completion of the granted sabbatical leave and upon returning to their position in the district in the school year following his/her absence. 7.8.2. Leave may be granted by the board of trustees upon application approval by the district superintendent to engage in full-time study, travel, research, work experience, or other professionally advantageous activity. 7.8.3. Principals on sabbatical leave receive normal salary increments, tenure rights, and fringe benefits while on leave and must return to their former position or similar position. 7.9. Maternity Leave. 7.9.1. A principal shall be eligible to receive sick leave and sick leave benefits due to adoption, childbirth, complications of pregnancy and the subsequent recovery or adjustment from each instance. The determination of "complications" shall be made by a medical doctor. 7.9.2. A principal who leaves the district for the purpose of childbirth, pregnancy disabilities or adoption shall have and retain all the rights and privileges earned with regard to tenure and salary.
Page 6 of 12 7.9.3. A principal under contract who is pregnant must inform the school district superintendent of her pregnancy in writing at an early date after medical confirmation. For adoption, notice should be given as soon as possible. 7.9.4. The time for termination of employment prior to birth is conditional upon the principal's ability to adequately perform her duties. Mutual agreement as to a termination date is encouraged provided that the district have final authority on this matter. The district may request and expect to receive from the principal a statement releasing the district from liability resulting from conditions relating to pregnancy. In no instance, pregnancy or adoption, may a principal take more than twenty (20) days of sick leave without a doctor's authorization. 7.9.5. The principal shall have the right or opportunity to return to the position or similar position for the ensuing school year. She shall also have the opportunity to return during the current school year to her position under an agreement and arrangement which must be agreed to by both the district and the principal. Returning to school in the current year will be determined pursuant to the following conditions: the educational welfare of the student must be given utmost consideration; the physical and mental health of the principal in relationship to the position; and the time remaining in the school year and the adequacy and availability of substitute principals. It is further provided that if a principal is offered a contract for the ensuing year and does not sign the contract within six (6) weeks of the time of the offer, all privileges will be lost and her refusal to sign will be considered the same as a resignation. This decision shall be no later than a date six (6) weeks prior to the start of the ensuing school term. 8. ARTICLE 8: EDUCATIONAL AID GRANTS. The board of trustees may make available special funds to be awarded principal applicants as an incentive to upgrade principal proficiency. Application forms and detailed data relative to such grants shall be available at the school district office. Applications will be acted upon at the regular May meeting of the board of trustees. 9. ARTICLE 9: CHANGE OF ASSIGNMENT. Each principal will receive an individual contract which will adhere to the provisions of this Policy. If a change of assignment is to be made, the change will be discussed with the principal involved as soon as the need for the change is evident. 10. ARTICLE 10: DUTY YEAR/DUTY DAY. The duty year of regular full-time principals shall commence on July 1 and end on June 30 of each year. The actual work days will be determined by the superintendent.
Page 7 of 12 Principals will be involved in the development of the school calendar. The school calendar shall be a part of school policy and shall not be a part of this Policy. 11. ARTICLE 11: PROMOTIONS AND VACANCIES. The principals shall be notified of vacancies which occur within the district. Such notice may be extended individually or by notification through job opening bulletins. Promotion or transfer of any staff member shall remain the prerogative of the board of trustees. 12. ARTICLE 12: PRINCIPAL EVALUATION. Each principal will be evaluated annually in accordance with a policy developed by the board of trustees, the district superintendent and principals. Additional evaluations may be conducted at the discretion of the superintendent or board of trustees. 13. ARTICLE 13: EARLY PAY IN SEPTEMBER. The board of trustees will make financial assistance available to newly hired full-time principals by allowing them to draw $100.00 of their September salary payment after they have worked for the district for three (3) days. The request for this payment must be made by the fifteenth (15th) of August, if the principal has been hired prior to that time, and must be made in writing to the district clerk. There will be no withholding withheld from this $100.00 payment, but taxes, etc., will be withheld from the regular September payment. 14. ARTICLE 14: TAX SHELTERED ANNUITY CONTRIBUTIONS. Upon timely request, at least thirty (30) days before the first pay period, a practicing principal may request a lump sum salary advance of up to $2,000.00 for the purpose of paying on the total IRA or TSA obligations that are designated payroll deductions. The amount of the TSA will be deducted monthly from the regular salary. If for some reason the principal should leave the district during the contract year, the balance of the $2,000.00 not yet deducted from the regular salary would be deducted from the final payroll. 15. ARTICLE 15: SEPARATION FROM DISTRICT. If a principal has early knowledge that he may separate from the school district, this information should be made known so that budget planning may be done. 16. ARTICLE 16: DUES. The board agrees to the payment of professional dues to the state and national organizations. The board agrees to pay the annual dues of each principal to one community service organization of their individual choice.
Page 8 of 12 17. ARTICLE 17: NATIONAL CONVENTIONS. The board agrees to budget annually to permit one principal from grades K-6 and one principal from grades 7-12 to attend the national convention. 18. ARTICLE 18: IN-DISTRICT TRAVEL. Each principal will be provided with an annual, in-district travel allowance specified in each principal s contract. 19. ARTICLE 19: ACCESS TO PERSONNEL FILES. Principals shall have the right to examine all records within their personnel files as long as the following conditions are met: 19.1. no record which the principal has agreed is confidential shall be shown to the principal. 19.2. records must be examined in the district office. 19.3. copies of materials may be made at the expense of the principal who requests the copy. Each copied sheet shall cost a minimum of twenty-five cents (25 ). 19.4. an individual's record can be examined only once per day. 19.5. no more than five requests can be honored in any one day. The board of trustees shall keep only one personnel folder on each principal. This folder shall be kept in the district office vault. 20. ARTICLE 20: REDUCTION IN ADMINISTRATION. 20.1. Conditions Of Reduction In Administrative Positions. The board may decrease the number of principals or administrative positions. 21. ARTICLE 21: PRINCIPAL GRIEVANCE PROCEDURES. 21.1. Definitions. A "grievance" shall mean an allegation by a principal resulting in a dispute or disagreement between the principal and the school district as to the interpretation or application of terms and conditions contained in this policy. Grievances shall not be valid for consideration unless the grievance is submitted in writing to the school district's designee, setting forth the facts and the specific provision of the policy allegedly violated and the particular relief sought within twenty (20) school days after the date of the first event giving rise to the grievance occurred. A "party of interest" is the person making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.
Page 9 of 12 21.2. Purpose. The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems which may from time to time arise affecting the welfare or terms and conditions of employment of principals. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure. Nothing herein contained shall be construed as limiting the right of any principal having a grievance to discuss the matter informally with the district superintendent, and having the grievance adjusted, provided the adjustment is not inconsistent with terms of the adopted policies of this district. 21.3. Procedure. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum, and every effort should be made to expedite the process. The time limits specified may, however be extended by mutual agreement. In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year and, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth here shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practical. 21.3.1. Level One. A principal with a grievance shall first discuss it with the district superintendent or immediate supervisor, with the objective of resolving the matter informally. 21.3.2. Level Two. If the aggrieved person is not satisfied with the disposition of his/her grievance at Level One, or if no decision has been rendered within ten (10) school days after the superintendent or his/her designee has heard the grievance, he/she may within five (5) school days after a decision by the superintendent or fifteen (15) school days after the grievance was delivered to the superintendent, whichever is sooner, request in writing the grievance be submitted to arbitration. Within ten (10) days after such written notice of submission to arbitration, the board and the principal shall select a grievance arbitration panel in the following manner: The board shall choose one (1) member, and the principal shall choose one (1) member. A third party shall then be selected by the two members. The three member panel shall be committed to resolving the grievance extended to them. Within ten (10) school days after receiving the grievance, the Grievance Arbitration Committee will present written recommendations to the board
21.4. Miscellaneous. Page 10 of 12 and the principal. As long as the decision does not violate of any law and is within the terms of school policy, it will be binding on the board and the principal. No reprisals of any kind shall be taken by the board or by any member of the administration against any party in interest or any other participant in the grievance procedure by reason of such participation. 21.4.1 Forms for the submission and recording of formal grievance shall be readily available to all principals at the district Office. The decisions and appeals through all levels of the grievance procedure will be recorded on these forms. 21.4.2 All documents, communications, and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants. 21.4.3 All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties in interest and their designated or selected representatives, heretofore referred to in this Article. 21.5. Grievance Report Forms. Grievance report forms #4-14-76 are available at the district office. (Appendix A) 22. ARTICLE 22: EFFECT OF POLICY. 22.1. During the term of the employment contract, this Policy may be altered, changed, added to, deleted from or modified only through the voluntary, mutual consent of the parties in written and signed amendment to the Policy. 22.2. Any individual contract between the board and an individual principal shall be subject to and consistent with the terms and conditions of this Policy. If an individual contract contains any language inconsistent with this Policy, this Policy, during its duration, will be controlling. 22.3. If any provision of this Policy or any application of this Policy to any employee or group of employees is held to be contrary to law, then such provisions or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect. DATED this day of, 20. Wolf Point School District Board of Trustees Principal Board Chairman
Page 11 of 12 PRINCIPAL GRIEVANCE REPORT FORM Aggrieved Principal School Date filed Administrative Assignment 1. Date cause of grievance occurred 2. Statement of grievance 3. Action requested or relief sought (attach additional sheet if needed) Signature of Aggrieved Date ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν LEVEL I 1. Date received by superintendent or designee 2. Decision of district superintendent or immediate supervisor Signature of District Superintendent or Supervisor Date 3. Aggrieved principal s response Signature of Aggrieved Principal Date ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν LEVEL II 1. Date submitted to arbitration 2. Disposition and award of the arbitrator Signature of Arbiter Date ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν ν To be filed in a separate grievance file separate from personnel file of the aggrieved.
Page 12 of 12 PRINCIPAL SALARIES YEAR YEAR YEAR YEAR YEAR DAYS POSITION 1 2 3 4 5 220 High School $59,062.50 $60,539.06 $62,052.54 $63,603.85 $65,193.95 220 Assistant Principal $56,107.85 $57,510.55 $58,948.31 $60,422.02 $61,932.57 220 Northside Principal $55,212.50 $56,592.81 $58,007.63 $59,457.82 $60,944.27 220 Southside Principal $55,212.50 $56,592.81 $58,007.63 $59,457.82 $60,944.27 215 Dean/Specialist $53,989.01 $55,338.73 $56,722.20 $58,140.25 $59,593.76 PRINCIPAL SALARIES YEAR YEAR YEAR YEAR YEAR DAYS POSITION 6 7 8 9 10 220 High School $66,823.80 $68,494.39 $70,206.75 $71,961.92 $73,760.97 220 Assistant Principal $63,480.89 $65,067.91 $66,694.60 $68,361.97 $70,071.02 220 Northside Principal $62,467.87 $64,029.57 $65,630.31 $67,271.07 $68,952.84 220 Southside Principal $62,467.87 $64,029.57 $65,630.31 $67,271.01 $68,952.84 215 Dean/Specialist $61,083.60 $62,610.69 $64,175.96 $65,780.36 $67,424.87 Policy History Date Adopted: Date Revised: 4/27/09
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 Wolf Point School District ADMINISTRATION 6310 Internships The Board recognizes the need to provide training opportunities for prospective administrators. Internships for those in the process of acquiring administrative credentials shall be considered and approved on an individual basis. The Superintendent or designee and the District administrator involved will review the internship proposal with the candidate and the university representative, much in the same manner as student teachers are assigned. Legal Reference: ARM 10.55.607 ARM 10.57.412-413 Policy History: Adopted on: 08/13/13 Reviewed on: Revised on: MTSBA 2012
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 Wolf Point School District R ADMINISTRATION 6410 Evaluation of Administrative Staff Each administrator will be evaluated annually, in order to provide guidance and direction to the administrator in the performance of his/her assignment. Such evaluation will be based on job descriptions, accomplishment of annual goals and performance objectives, and established evaluative criteria. The Superintendent shall establish procedures for the conduct of these evaluations. Near the beginning of the school year, the Superintendent shall inform the administrator of the criteria to be used for evaluation purposes, including the adopted goals for the District. Such criteria shall include performance statements dealing with leadership; administration and management; school financing; professional preparation; effort toward improvement; interest in students, staff, citizens, and programs; and staff evaluation. Both the evaluator and the administrator involved in the evaluation will sign the written evaluation report and retain a copy for their records. A person being evaluated has the right to submit and attach a written statement to the evaluation within a reasonable time following the evaluation conference. Cross Reference: 6140 Duties and Qualifications of Administrative Staff Other Than Superintendent Legal Reference: 10.55.701, ARM Board of Trustees Policy History: Adopted on: Reviewed on: 08/13/13 Revised on: 04/27/2009 MTSBA 2012
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 Wolf Point School District ADMINISTRATION 6420 Professional Growth and Development The Board recognizes that training and study for administrators contribute to skill development necessary to better serve the District s needs. Each year the Superintendent should develop an administrative in-service program based on the needs of the District, as well as the needs of individual administrators. Administrative staff are encouraged to be members of and participate in professional associations which have as their purposes the upgrading of school administration and the continued improvement of education in general. Legal Reference: 20-1-304, MCA Pupil-instruction-related day Policy History: Adopted on: Reviewed on: 08/13/13 Revised on: 04/27/2009 MTSBA 2012