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.
Date Board Approved: 9/18/2017
Date Board Updated/Reviewed: 2/21/2022
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.
Date Board Approved: 9/15/1986
Date Board Updated/Reviewed: 2/21/2022
Legal Reference: Iowa Code § 279.8 (2013).
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, creed, religion, sex, national origin, age, 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.
Date Board Approved: 9/18/2017
Date Board Updated/Reviewed: 2/21/2022
Legal Reference: 29 U.S.C. §§ 621-634 (2012).
42 U.S.C. §§ 2000e et seq. (2012).
Iowa Code §§ 21.5(1)(i); 35C; 216; 279.8, .20 (2013).
281 I.A.C. 12.4(4) 1980 Op. Att'y Gen. 367.
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 formal evaluation will also include an opportunity for the superintendent and the board, to discuss the written criteria, the past year's performance and the future areas of growth. The evaluation is completed by the board, signed by the superintendent and filed in the superintendent's personnel file.
It is the responsibility of the board, to conduct a formal evaluation of the superintendent prior to May 15.
This policy supports and does not preclude the ongoing, informal evaluation of the superintendent's skills, abilities and competence.
Date Board Approved: 9/18/2017
Date Board Updated/Reviewed: 2/21/2022
Legal Reference: Wedergren v. Board of Directors, 307 N.W.2d 12 (Iowa 1981).
Iowa Code §§ 279.8, .20, .23, .23A (2013). 281 I.A.C. Ch. 83; 12.3(4).
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 and shall not exceed three years.
The first three consecutive years of a contract issued to a newly employed superintendent is considered a probationary period. 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, 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. The board may issue a temporary and nonrenewable contract in accordance with law.
If the superintendent wishes to resign, to be released from a contract, or to retire, the superintendent must comply with applicable law and board policies.
Date Board Approved: 9/18/2017
Date Board Updated/Reviewed: 2/21/2022
Legal Reference: Martin v. Waterloo Community School District, 518 N.W. 2d 381 (Iowa 1994).
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 § 279. 281 I.A.C. 12.4.
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.
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.
Date Board Approved: 9/18/2017
Date Board Updated/Reviewed: 2/21/2022
Legal Reference: Iowa Code §§ 279.8, .20 (2013). 1984 Op. Att'y Gen. 47.
The board will employ building principals and other administrators, in addition to the superintendent, to assist in the daily operations of the school district.
The board will consider applicants who meet or exceed the standards set by the Iowa Department of Education and the qualifications established in the job description for the position. In employing an administrator, the board will consider the qualifications, credentials and records of the applicants without regard to race, color, creed, religion, sex, national origin, age, 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.
Date Board Approved: 7/16/2007
Date Board Updated/Reviewed: 2/21/2022
Legal Reference: Iowa Code §§ 279.8, .21 (2013).
281 I.A.C. 12.4.
1980 Op. Att'y Gen. 367.
The superintendent or designee will conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence. At a minimum, the superintendent or designee 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 formal evaluation will also include an opportunity for the administrator and the superintendent, or designee, to discuss the written criteria, the past year's performance and the future areas of growth. The evaluation is completed by the superintendent or designee, signed by the administrator and filed in the administrator's personnel file.
It is the responsibility of the superintendent, or designee, to conduct a formal evaluation of the probationary administrators and non-probationary administrators prior to May 15.
This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence.
Date Board Approved: 9/15/1986
Date Board Updated/Reviewed: 2/21/2022
Legal Reference: Iowa Code §§ 279.8, .21-.23A (2013). 281 I.A.C. 12.3(3); ch 83.
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 consecutive 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, as required by law. The administrator and board may mutually agree to terminate the administrator's contract.
It is the responsibility of the superintendent to create a contract for each administrative position. The board may issue temporary and nonrenewable contracts in accordance with law.
Administrators who wish to resign, to be released from a contract, or to retire, must comply with applicable law and board policies.
Date Board Approved: 9/15/1986
Date Board Updated/Reviewed: 2/21/2022
Legal Reference: Martin v. Waterloo Community School District, 518 N.W. 2d 381 (Iowa 1994).
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 § 279. 281 I.A.C. 12.4.
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.
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.
Date Board Approved: 6/12/1999
Date Board Updated/Reviewed: 2/21/2022
Legal Reference: Iowa Code § 279.21 (2013). 1984 Op. Att'y Gen. 47.
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 should 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.
It is the responsibility of the superintendent to enforce administrative regulations.
Date Board Approved: 6/12/1999
Date Board Updated/Reviewed: 2/21/2022
Legal Reference: Iowa Code § 279.8 (2013).
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.
Date Board Approved: 6/12/1999
Date Board Updated/Reviewed: 2/21/2022
Legal Reference: Iowa Code §§ 279.8, .20 (2013).
SUCCESSION OF AUTHORITY TO THE SUPERINTENDENT
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:
Scott Larson, Business Manager
Dave Wiebers, High School Principal
Chris Schulz, Denison Elementary Principal
Trevor Urich, Broadway Elementary Principal
Patti Ryan, Middle School Principal
Greg Gunderson, Director of Technology
Heather Langenfeld, Director of School Improvement
Nick Bradley, Middle School Assistant Principal
David Galvin, High School Assistant Principal
Derek Fink, High School Activities Director
Nancy McCarville, High School Dean of Students
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.
Date Board Approved: 9/15/1986
Date Board Updated/Reviewed: 9/19/2022
Legal Reference: Iowa Code § 279.8 (2013). 281 I.A.C. 12.4(4).
Legal Reference: Iowa Code § 279.8 (2013). 281 I.A.C. 12.4(4).