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. 

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. 

Approved 1-24-03         Reviewed 1-15-07, 11-27-17, 7-22-19      Revised   1-17-12

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 decision-making. 

Legal Reference:     Iowa Code § 279.8. 

Cross Reference:    301 Administrative Structure 

Approved 3-17-03      Reviewed 1-15-07, 1-27-17, 7-22-19         Revised   1-17-12

The board considers all those who have a role in the recruitment or release of employees to be part of the management team. The management team is headed by the superintendent. The superintendent will convene meetings to discuss school district policies, administrative procedures and other business brought to the superintendent's attention. 

The management team will meet with the board upon the board's request or superintendent's recommendation to review overall operations of the school district and conditions affecting the management team. The management team will have no relationship to the formal negotiating unit. In the event a member or members of the management team are unable to resolve a problem, a committee of one board member, one management team member, and the superintendent will investigate the circumstances and make a recommendation. If the recommendation does not settle the matter, the board and the management team will meet to resolve the matter. The board may seek the advice of outside management consultants to assist in resolving the matter. 

Legal Reference:     Iowa Code § 279.8.

                              281 I.A.C. 12.3(3). 

Cross Reference:    301 Administrative Structure 

Approved  3-17-03    Reviewed    1-15-07, 11-27-17, 7-22-19  Revised 1-17-12

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, national origin, gender, sexual orientation, age, gender identity, marital status, socioeconomic status, disability, religion, or creed. In keeping with the law, however, the board will consider the veteran status of the applicants. The board will look closely at the training, experience, skill and demonstrated competence of qualified applicants in making its final decision. 

In choosing a superintendent, the board will also consider the school district's educational philosophy, financial situation, organizational structure, education programs, and other factors deemed relevant by the board. 

The board may contract for assistance in the search for a superintendent. 

Legal Reference:     29 U.S.C. §§ 621-634.

                              42 U.S.C. §§ 2000e et seq.

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

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

Cross Reference:    200.2 Powers of the Board of Directors 

                              200.3 Responsibilities of the Board of Directors

                              301 Administrative Structure

                              302 Superintendent 

Approved  3-17-03          Reviewed 1-15-07, 11-27-17, 7-22-19      Revised 2-16-09, 1-17-12, 3-25-14 

The length of the contract for employment between the superintendent and the board is determined by the board. The contract will begin on July 1 and end on June 30. The contract will state the terms of employment not to exceed three years. 

The first year 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 as required by law. The superintendent and board may mutually agree to terminate the superintendent's contract at any time. 

It is the responsibility of the board to provide the contract for the superintendent. 

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:    

                              Iowa Code §§ 21.5(1)(i); 279.20, .22-.25. 281 I.A.C. 12.4(4). 

Cross Reference:  302 Superintendent 

Approved 3-17-03          Reviewed 1-15-07, 11-27-17       Revised    1-17-12, 7-22-19 

The board has complete discretion to set the salary of the superintendent. It is the responsibility of the board to set the salary and benefits of the superintendent at a level that will include consideration of, but not be limited to, the economic condition of the school district and the training, experience, skill, and demonstrated competence of the superintendent. The salary is set at the beginning of each contract term. 

In addition to the salary and benefits, the superintendent's actual and necessary expenses are paid by the school district when the superintendent is performing work-related duties. It is within the discretion of the board to pay dues to professional organizations for the superintendent. 

The board may approve the payment of dues and other benefits or compensation over and above the superintendent's contract. Approval of dues and other benefits or compensation will be included in the records of the board in accordance with board policy. 

Legal Reference:     Iowa Code §§ 279.8, .20.

Cross Reference:    302 Superintendent 

Approved      3-17-03         Reviewed 1-15-07, 11-27-17, 7-22-19    Revised      1-17-12

The board employs a superintendent of schools to serve as the chief executive officer of the board. The board delegates to the superintendent the authority to implement board policy and to execute decisions made by the board concerning the internal operations of the school district, unless specifically stated otherwise. 

The superintendent is responsible for the implementation and execution of board policy and the observance of board policy by employees and students. The superintendent is responsible for overall supervision and discipline of employees and the education program. 

In executing the above-stated duties, the superintendent will consider the financial situation of the school district as well as the needs of the students. Specifically, the superintendent: 

• Interprets and implements all board policies and all state and federal laws relevant to education; 

• Supervises, either directly or through delegation, all activities of the school system according to, and consistent with, the policies of the board; 

• Represents the board as a liaison between the school district and the community; 

• Establishes and maintains a program of public relations to keep the public well-informed of the activities and needs of the school district, effecting a wholesome and cooperative working relationship between the school district and the community; 

• Attends and participates in all meetings of the board, except when the superintendent has been excused, and makes recommendations affecting the school district; 

• Reports to the board on such matters as deemed material to the understanding and proper management of the school district or as the board may request; 

• Assumes responsibility for the overall financial planning of the district and for the preparation of the annual budget, and submits it to the board for review and approval; 

• Establishes and maintains efficient procedures and effective controls for all expenditures of school district funds in accordance with the adopted budget, subject to the direction and approval of the board; 

• Files, or causes to be filed, all reports required by law; 

• Makes recommendations to the board for the selection of employees for the school district; 

• Makes and records assignments and transfers of all employees pursuant to their qualifications; 

• Employs such employees as may be necessary, within the limits of budgetary provisions and subject to the board's approval; 

• Recommends to the board, for final action, the promotion, salary change, demotion, or dismissal of any employee; 

• Prescribes rules for the classification and advancement of students, and for the transfer of students from one building to another in accordance with board policies; 

• Summons employees of the school district to attend such regular and occasional meetings as are necessary to carry out the education program of the school district;

• Supervises methods of teaching, supervision, and administration in effect in the schools; 

• Attends such conventions and conferences as are necessary to keep informed of the latest educational trends; 

• Accepts responsibility for the general efficiency of the school system, for the development of the employees, and for the educational growth and welfare of the students; 

• Defines educational needs and formulates policies and plans for recommendation to the board; 

• Makes administrative decisions necessary for the proper functioning of the school district; 

• Responsible for scheduling the use of buildings and grounds by all groups and/or organizations; 

• Acts as the purchasing agent for the board, and establishes procedures for the purchase of books, materials and supplies; 

• Approves vacation schedules for employees; 

• Conducts periodic district administration meetings; 

• Performs other duties as may be assigned by the board. 

• Supervises the establishment or modification of the boundaries of school attendance and transportation areas subject to approval of the board; and 

• Directs studies of buildings and sites, taking into consideration population trends and the educational and cultural needs of the district in order to ensure timely decisions by the board and the electorate regarding construction and renovation projects. 

This list of duties will not act to limit the board's authority and responsibility over the superintendent. In executing these duties and others the board may delegate, the superintendent will consider the school district's financial condition as well as the needs of the students in the school district.

Legal Reference:     Iowa Code §§ 279.8, .20, .23A.

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

Cross Reference:    209 Board of Directors' Management Procedures

                              301 Administrative Structure

                              302 Superintendent 

Approved 3-17-03      Reviewed 1-15-07, 11-27-17, 7-22-19       Revised   11-20-06      1-17-12

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:      

                              Iowa Code §§ 279.8, .20, .23, .23A.

                              281 I.A.C. 12.3(4). 

Cross Reference:    212 Closed Sessions

                              302 Superintendent 

Approved 3-17-03  Reviewed 1-15-07, 7-22-19  Revised 2-16-09, 11-27-17, 1-17-12

The board encourages the superintendent to continue professional growth by being involved in professional organizations, attending conferences, continuing education, and participating in other professional activities. 

It is the responsibility of the superintendent to arrange the superintendent's schedule in order to enable attendance at various conferences and events. If a conference or event requires the superintendent to be absent from the office for more than three days, requires overnight travel, or involves unusual expense, the superintendent will bring it to the attention of the board prior to attending the event. 

The superintendent will report to the board after an event. 

Legal Reference:     Iowa Code § 279.8. 281 I.A.C. 12.7. 

Cross Reference:    303.7 Administrator Professional Development 

                              401.7 Employee Travel Compensation 

Approved 3-17-03      Reviewed 1-15-07, 11-27-17, 7-22-19      Revised 11-20-06, 1-17-12

The board encourages the superintendent to be involved in the school district community by belonging to school district community organizations and attending and participating in school district community activities. 

It is the responsibility of the superintendent to become involved in school district community activities and events. The board may include a lump sum amount as part of the superintendent's compensation to be used specifically for paying the annual fees of the superintendent for school district community activities and events if, in the board's judgment, the superintendent's participation will further the public purpose of promoting and deriving support for the school district and public education in general. It is within the discretion of the board to pay annual fees for professional organizations and activities. 

Legal Reference:     Iowa Code § 279.8.

Cross Reference:    302.3 Superintendent Salary and Other Compensation 

                              303.8 Administrator Civic Activities 

Approved 3-17-03        Reviewed 1-15-07   11-27-17, 7-22-19   Revised 1-17-12

The superintendent's position is considered full-time employment. The board expects the superintendent to give the responsibilities of the position precedence over other employment. The superintendent may accept consulting or outside employment for pay as long as, in the judgment of the board, the work is conducted on the superintendent's personal time and it does not interfere with the performance of the superintendent's duties. 

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

Legal Reference:     Iowa Code §§ 279.8, .20. 

Cross Reference:    302.2 Superintendent Contract and Contract Nonrenewal 

                              302.4 Superintendent Duties 

Approved 3-17-03      Reviewed 1-15-07   11-27-17, 7-22-19    Revised 1-17-12

The school district will have, in addition to the superintendent, the following administrative positions:

High School Principal  

K-12 Guidance

Administrative Assistant 

Elementary Principal

Athletic Director 

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, .23-.24.

                              281 I.A.C. 12.4. 

Cross Reference:    301 Administrative Structure

                              303 Administrative Employees 

Approved 1-24-03      Reviewed 1-15-07, 11-27-17, 7-22-19     Revised 12-14-06, 3-27-12

The school district will have, in addition to the superintendent, the following administrative positions:

High School Principal  

K-12 Guidance

Administrative Assistant 

Elementary Principal

Athletic Director 

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, .23-.24.

                              281 I.A.C. 12.4. 

Cross Reference:    301 Administrative Structure

                              303 Administrative Employees 

Approved 1-24-03      Reviewed 1-15-07, 11-27-17, 7-22-19     Revised 12-14-06, 3-27-12

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 three years of a contract issued to a newly employed administrator will be considered a probationary 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 who 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:    

Iowa Code §§ 279.20, .22-.25. 281 I.A.C. 12.4. 

Cross Reference:    303 Administrative Employees 

Approved  11-20-06  Reviewed  1-15-07, 3-27-12, 11-27-17     Revised  7-22-19

The board has complete discretion to set the salary of the administrators. It is 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 will be set at the beginning of each contract period. 

In addition to the salary and benefits agreed upon, the administrator's actual and necessary expenses will be paid by the school district when the administrator is performing work-related duties. The board will 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 will be included in the records of the board in accordance with board policy. 

Legal Reference:     Iowa Code § 279.21.

Cross Reference:    303 Administrative Employees 

Approved 11-20-06         Reviewed 1-15-07, 3-27-12, 11-27-17, 7-22-19      Revised

The board will conduct an ongoing evaluation of the superintendent's skills, abilities, and competence. At a minimum, the board will formally evaluate the superintendent on an annual basis. The goal of the superintendent's formal evaluation is to ensure the education program for the students is carried out, promote growth in effective administrative leadership, clarify the superintendent's role, clarify the immediate priorities of the board, and develop a working relationship between the board and the superintendent. 

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:      

                              Iowa Code §§ 279.8, .20, .23, .23A.

                              281 I.A.C. 12.3(4). 

Cross Reference:    212 Closed Sessions

                              302 Superintendent 

Approved 3-17-03       Reviewed 1-15-07  11-27-17, 7-22-19    Revised 2-16-09    1-17-12

Administrative regulations may be necessary to implement board policy. It is the responsibility of the superintendent to develop administrative regulations. 

In developing the administrative regulations, the superintendent may consult with administrators or others likely to be affected by the regulations. Once the regulations are developed, employees, students and other members of the school district community will be informed in a manner determined by the superintendent. 

The board will be kept informed of the administrative regulations utilized and their revisions. The board may review and recommend change of administrative regulations prior to their use in the school district if they are contrary to the intent of board policy. 

It is the responsibility of the superintendent to enforce administrative regulations. 

Legal Reference:           Iowa Code § 279.8. 

Cross Reference:          209 Board of Directors' Management Procedures          

                                    304.2 Monitoring of Administrative Regulations 

Approved 1-24-03  Reviewed 1-15-07, 3-27-12, 11-27-17, 7-22-19         Revised

The administrative regulations will be monitored and revised when necessary. It is the responsibility of the superintendent to monitor and revise the administrative regulations. 

The superintendent may rely on the board, administrators, employees, students, and other members of the school district community to inform the superintendent about the effect of and possible changes in the administrative regulations. 

Legal Reference:     Iowa Code §§ 279.8, .20. 

Cross Reference:    209  Board of Directors' Management Procedures 

                              304.1  Development and Enforcement of Administrative Regulations 

Approved  11-20-06  Reviewed  1-15-07, 3-27-12, 11-27-17 , 7-22-19 Revised

• Upholds the honor and dignity of the profession in actions and relations with students, colleagues, board members and the public; 
• Obeys local, state and national laws; holds to high ethical and moral standards; and gives loyalty to this country and to the cause of democracy and liberty; 
• Accepts the responsibility to master and contribute to the growing body of specialized knowledge, concepts, and skills, which characterize school administration as a profession; 
• Strives to provide the finest possible educational experiences and opportunities to the members of the school district community; 
• Seeks to preserve and enhance the prestige and status of the profession when applying for a position or entering into contractual agreements; 
• Carries out in good faith the policies duly adopted by the local board and the regulations of state authorities and renders professional service; 
• Disallows consideration of private gain or personal economic interest to affect the discharge of professional responsibilities; 
• Recognizes public schools are the public's business and seeks to keep the public informed about their schools; and, 
• Supports and practices the management team concept. 

In the absence of the superintendent, it is the responsibility of the other administrators to assume the superintendent's duties. The succession of authority to the superintendent is in this order: High School Principal, Elementary Principal. 

If the absence of the superintendent is temporary, the successor will assume only those duties and responsibilities of the superintendent that require immediate action. If the board determines the absence of the superintendent will be a lengthy one, the board will appoint an acting superintendent to assume the responsibilities of the superintendent. The successor will assume the duties when the successor learns of the superintendent's absence or when assigned by the superintendent or the board. 

References to "superintendent" in this policy manual will mean the "superintendent or the superintendent's designee" unless otherwise stated in the board policy. 

Legal Reference:  Iowa Code § 279.8. 281 I.A.C. 12.4(4). 

Cross Reference:  302 Superintendent 

Approved 1-24-03  Reviewed 1-15-07, 11-27-17, 7-22-19  Revised     3-27-12

Questions and problems are resolved at the lowest organizational level nearest to the complaint. School employees are responsible for conferring with their immediate supervisor on questions and concerns. Students and other members of the school district community will confer with a licensed employee and then with the principal on questions and concerns. 

If resolution is not possible by any of the above, individuals may bring it to the attention of the superintendent within seven (7) calendar days of their discussion with the principal. If there is no resolution or plan for resolution by the superintendent within seven (7) calendar days of the individual's discussion with the superintendent, the individual may contact a School Board Member. School Board Members do not have direct authority in day-to-day operations. If there is no resolution, the individuals may ask the superintendent to have the question or problem placed on the board agenda pursuant to board policy.

It will first be the responsibility of the administrators to resolve questions and problems raised by the employees and the students they supervise and by other members of the school district community.

Legal Reference:           Iowa Code § 279.8. 

Cross Reference:          213 Public Participation in Board Meetings

                                    213.1R1General Complaints by Citizens

                                    401.4 Employee Complaints

                                    502.4 Student Complaints and Grievances

                                    504.3 Student Publications 

Approved  1-24-03  Reviewed  1-15-07, 3-27-12, 11-27-17 Revised 7-22-19