SUPERINTENDENT QUALIFICATIONS, RECRUITMENT, APPOINTMENT
The Board shall 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 shall 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 shall 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 shall 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.
The Board shall appoint the superintendent for an initial term of not more than one year. After serving at least six months, he/she may be employed for a term not to exceed three years. Extensions and terminations shall follow Iowa Code.
The Board has complete discretion of the superintendent’s compensation package including salary, benefits, dues, and expenses.
Legal Reference: 29 U.S.C. §§ 621-634 (1988).
42 U.S.C. §§ 2000e et seq. (1988).
Iowa Code §§ 21.5(1)(i); 35C; 216; 279.8, .20 (1995).
281 I.A.C. 12.4(4).
1980 Op. Att'y Gen. 367.
Cross Reference: 200.2 Powers of the Board of Directors
200.3 Responsibilities of the Board of Directors
301 Administrative Structure
302 Superintendent
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CODE 302.2
SUPERINTENDENT CONTRACT AND CONTRACT NONRENEWAL
The length of the contract for employment between the superintendent and the Board shall be determined by the board. The contract will begin on July 1 and end on June 30. The contract shall state the terms of employment and shall not exceed three years.
The first three years of a contract issued to a newly employed superintendent shall be 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 nonprobationary contract, the Board shall 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.
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 the 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.
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); 279.20, .22-.25 (1995).
281 I.A.C. 12.4(4).
Cross Reference: 302 Superintendent
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SUPERINTENDENT SALARY AND OTHER COMPENSATION
The Board has complete discretion to set the salary of the superintendent. It shall be 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 shall be set at the beginning of each contract term.
In addition to the salary and benefits, the superintendent's actual and necessary expenses shall be paid by the school district when the superintendent is performing work-related duties. It shall be 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 shall be included in the records of the board in accordance with board policy.
Legal Reference: Iowa Code §§ 279.8, .20 (1995).
1984 Op. Att'y Gen. 47.
Cross Reference: 302 Superintendent
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TITLE: Superintendent of Schools
QUALIFICATIONS:
The Superintendent shall meet requirements for a Superintendent’s certificate as prescribed by the Department of Education. The Board of Directors may require additional qualifications as are deemed appropriate.
DUTIES:
General Responsibilities
The Superintendent of Schools, within the legal requirements of the State, shall be responsible for the general leadership and management of the schools of the district under the rules and regulations prescribed by the State of Iowa and the policies of the Board of Directors. The Superintendent is responsible for guiding the development of the educational objectives and programs of the school district to fulfill the educational needs of all pupils, and to recommend these objectives and programs to the Board of Directors. The Superintendent shall provide overall direction to the activities of the school district and its personnel toward the accomplishment of approved educational goals; administer the policies of the Board; conserve the school district’s assets and resources; and maintain and enhance the school district’s standing in all its major internal and external relationships.
Scope of Responsibilities
The responsibilities of the Superintendent shall extend to all activities of the district, to all phases of the educational program, to all parts of the physical plant, and the conduct of such other duties as may be assigned by the Board.
Performance areas include:
1. Leadership and Management
a. Create a “vision” for the district and inspire others to commit to that “vision.”
b. Lead in the development of long- and short-range educational strategies and goals for the improvement and growth of the school district and of educational activities in the school district.
c. Manage the development of the overall educational process and administrative procedures and controls necessary to the implementation of educational programs for the achievement of the educational objectives of the school district.
d. Manage the regular and systematic evaluation, analysis, and appraisal of the achievements of pupils and the performance of personnel in each of the educational programs and activities.
e. Report to the Board the progress and status of the programs and activities of the school district.
f. Inform the Board on all matters of major importance or significance to the activities, programs, and progress of the school district.
g. Establish and maintain an administrative organization which provides for the effective management of all the essential functions of the school district.
h. Be visible in the community and schools to help in the articulation and understanding of the educational program.
2. Personnel
a. Develop and recommend policies and programs for personnel recruitment, selection, and employment; employee relations; employee benefits and services; employee safety; personnel evaluation; and salary administration for the school district.
b. Maintain a staff of properly trained personnel throughout the school district in order to effectively deliver the ever changing education program.
c. Recommend to the Board the selection, employment, assignment, transfer, and suspension of professional and nonprofessional personnel.
d. Supervise assigned personnel and conduct periodic evaluations and appraisals of their performance.
e. Serve as chief spokesperson in negotiations facilitating a contract that is fair to all parties.
f. Develop and recommend to the Board job classifications for all new positions including job descriptions.
3. Finances
a. Direct the development of the annual budget of the school district.
b. Review and recommend programs and supporting data for funds to be included in the annual budget of the school district.
c. Provide for the overall management of the school district’s financial activities, and take appropriate action to ensure that expenses are kept within the approved budgetary limits of the school district.
d. Investigate strategies that could help the district maintain its fiscal viability.
e. Develop plans that best utilize present building and ensure appropriate facilities in the future.
4. Relationships
a. Act as professional advisor to the Board in assisting policy development and governing the business of the district.
b. Prepare the agenda for all meetings of the Board, and deliver the agenda with pertinent information on each item in advance of the meeting, as well as recommended decisions.
c. Participate in the affairs of local, state, and national professional organizations as a representative of the school system and the community.
d. Develop and use communication lines to facilitate positive public relations with all segments of the community and the organization.
e. Involve community and staff, when appropriate, in addressing issues and/or developing educational strategies.
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SUPERINTENDENT 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 formal evaluation will be based upon the following principles:
The evaluation criteria shall 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 shall 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 shall conduct a self-evaluation prior to discussing the Board's evaluation, and the Board as a whole shall 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. The final evaluation shall be signed by the Board president and the superintendent.
This policy supports and does not preclude the ongoing, informal evaluation of the superintendent's skills, abilities and competence.
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Legal Reference: Wedergren v. Board of Directors, 307 N.W.2d 12 (Iowa 1981).
Iowa Code §§ 279.8, .20, .23, .23A (1995).
281 I.A.C. 12.3(4).
Cross Reference: 212 Closed Sessions
302 Superintendent
SUPERINTENDENT PROFESSIONAL DEVELOPMENT
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 shall be the responsibility of the superintendent to arrange the superintendent's schedule in order to enable attendance at various conferences and events.
The superintendent is authorized and encouraged to attend a national conference each year with the approval of the Board of Directors. Upon returning from the conference, he/she is required to submit a written or oral report to the Board of Directors.
All reasonable and relevant costs will be paid by the district upon submission of proper verification of the costs.
Legal Reference: Iowa Code § 279.8 (1995).
281 I.A.C. 12.7.
Cross Reference: 303.7 Administrator Professional Development
401.7 Employee Travel Compensation
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SUPERINTENDENT CIVIC ACTIVITIES
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 shall be the responsibility of the superintendent to become involved in school district community activities and events. It shall be within the discretion of the board to pay annual fees for professional organizations and activities.
Legal Reference: Iowa Code § 279.8 (1995).
1990 Op. Att'y Gen. 79.
Cross Reference: 302.3 Superintendent Salary and Other Compensation
303.8 Administrator Civic Activities
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SUPERINTENDENT CONSULTING/OUTSIDE EMPLOYMENT
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 contracted by the Board.
The Board reserves the right, however, to request that the Superintendent cease the outside employment as a condition of continued employment. The Board shall give the Superintendent thirty days notice to cease outside employment.
Legal Reference: Iowa Code §§ 279.8, .20 (1995).
Cross Reference: 302.4 Superintendent Job Description
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