300 - ADMINISTRATION

300 - ADMINISTRATION

Policy Title: Statement of Guiding Principles

The superintendent shall be the executive officer of the board and shall be directly responsible to the board for the execution of board policies, for the faithful and efficient observance of its rules by all employees throughout the system, and for the enforcement of all provisions of the law relating to the operation of the schools.

 

 

Date of Adoption/Revision:
July 1979
August 1994
August 1997
August 2000
July 2003
July 2006
July 2009
July 2012
July 2015
October 2018

 

admin@iowascho… Wed, 11/28/2012 - 16:38

301 - Role of the School District Administration

301 - Role of the School District Administration

In this series of the board policy manual, the board defines the role and the employment of school district administrators. Policies in the 400 Series, "Employees," also apply to administrators unless a more specific policy exists in the 300 Series, "Administration."

School district administrators have been given a great opportunity and responsibility to manage the school district, to provide educational leadership, and to implement the educational philosophy of the school district. They are responsible for the day-to-day operations of the school district. In carrying out these operations, the administrators are guided by board policies, the law, the needs of the students, and the wishes of the citizens in the school district community.

It is the responsibility of the administrators to implement and enforce the policies of the board, to oversee employees, to monitor educational issues confronting the school district, and to inform the board about school district operations.

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 of Adoption/Revision:
July 2006
July 2009
July 2012
July 2015
October 2018

 

Jen@iowaschool… Sun, 11/10/2019 - 10:20

302 - Management

302 - Management

The board and the administrators will work together in making decisions and setting goals for the school district. This effort is designed to obtain, share, and use information to solve problems, make decisions, and formulate school district policies and regulations.

It is the responsibility of each administrator to fully participate in the management of the school district by investigating, analyzing, and expressing his/her 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 of Adoption/Revision:
July 2006
July 2009
July 2012
July 2015
October 2018

 

Jen@iowaschool… Sun, 11/10/2019 - 10:21

303 - Superintendent Qualifications, Recruitment, and Appointment

303 - Superintendent Qualifications, Recruitment, and Appointment

The board will employ a superintendent to serve as the chief executive officer of the board, to conduct the daily operations of the school district, and to implement board policy with the power and duties prescribed by the board and the law.

The board will consider applicants that meet or exceed the standards set by the Iowa Department of Education, Iowa Board of Educational Examiners and the qualifications established in the job description for the superintendent position.  In employing a superintendent, the board will consider the qualifications, credentials and records of the applicants without regard to race, color, religion, gender, creed, national origin, age, sexual orientation, gender identity, or disability.  In keeping with the law, however, the board will consider the military 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, educational programs, and other factors deemed relevant by the board.

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

 

 

Date of Adoption/Revision:
July 2006
July 2007
July 2009
July 2012
September 2012
July 2015
October 2018
June 2019

 

Jen@iowaschool… Sun, 11/10/2019 - 10:22

304 - Superintendent Salary and Other Compensation

304 - Superintendent Salary and Other Compensation

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.

 

 

Date of Adoption/Revision:
July 2003
July 2006
July 2009
July 2012
July 2015
October 2018

 

Jen@iowaschool… Sun, 11/10/2019 - 10:23

305 - Superintendent Civic Activities

305 - 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 is the responsibility of the superintendent to become involved in school district community activities and events. It is within the discretion of the board to pay the superintendent’s annual fees for professional organizations and activities.

 

 

Date of Adoption/Revision:
July 2003
July 2006
July 2009
July 2012
July 2015
October 2018

 

Jen@iowaschool… Sun, 11/10/2019 - 10:24

306 - Superintendent Professional Development

306 - Superintendent Professional Development

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

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

The superintendent shall report to the board about each event attended, upon request.

 

 

Date of Adoption/Revision:
August 14, 1989
August 1994
August 1997
August 2000
July 2003
July 2006
July 2009
July 2012
July 2015

 

Jen@iowaschool… Sun, 11/10/2019 - 10:25

307 - Superintendent Evaluation

307 - Superintendent Evaluation

ADMINISTRATION

 

Series 300

 

Policy Title: Superintendent Evaluation Code No.: 307

 

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.  This policy supports and does not preclude the ongoing, informal evaluation of the superintendent's skills, abilities and competence.

 

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.

 

  • Mission, Vision and Core Values:  Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well being of each student.
  • Ethics and Professional Norms:  Act ethically and according to professional norms to promote each student's academic success and well-being.
  • Equity and Cultural Responsiveness:  Strive for equity of educational opportunity and culturally responsive practices to promote each student's academic success and well- being.
  • Curriculum, Instruction and Assessment:  Develop and support intellectually rigorous and coherent systems of curriculum, instruction and assessment to promote each student's academic success and well-being.
  • Community Care and Support for Students:  Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.

 

 

 

 

 

  • Professional Capacity of School Personnel:  Develop the professional capacity and practice of school personnel to promote each student's academic success and well being.
  • Professional Community for Teachers and Staff:  Foster a professional community of teachers and professional staff to promote each student's academic success and well being.
  • Meaningful Engagement of Families and Community:  Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student's academic success and well-being.
  • Operations and Management:  Manage school operations and resources to promote each student's academic success and well-being.
  • School Improvement:  Act as an agent of continuous improvement to promote each student's academic success and well-being.

 

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, the Iowa Standards for School Leaders, and the school district's goals, and the goals of the administrator's individual professional development plan;

 

  • At a minimum, the evaluation process will be conducted annually at an agreed upon time. Each board member will have an opportunity to individually evaluate the superintendent, and these individual evaluations will be compiled into an overall evaluation from 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, however, 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.

 

Date of Approval/Revision:

July 2009

July 2012

July 2015

October 2018

September 2021

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ADMINISTRATION

Series 300 Policy Title: Evaluation - Superintendent

Code No.: 307R1

 

Evaluation of the superintendent shall be completed by the board by the fifteenth day of May and submitted in writing to the superintendent on or before the twentieth of the month. If any board member believes there is a possibility that the superintendent may not be issued a contract for the ensuing year, that board member shall notify the board president by March 1, and the above evaluation procedure shall be completed by the thirty-first day of March.

 

At the time of submission of the evaluation the board shall arrange a second appointment to allow for a discussion of the evaluation report.

 

The board shall notify the superintendent as to its intentions regarding another contract no later than the thirty-first day of March.

 

When a formal contract offer is made, the superintendent shall notify the board within twenty-one (21) days as to his/her acceptance or rejection of the offer.

 

Subsequent annual evaluations shall be kept confidential between the board and superintendent.

 

If undesirable conditions develop, the board shall arrange for a private conference with the superintendent at the earliest possible moment to attempt to correct the problem. If the conditions cannot be corrected, removal from office will be undertaken in the manner prescribed by law.

 

The president of the board shall be responsible for initiating the above procedures.

 

Date of Adoption/Review/Revision:

July 1979

August 12, 1985

August 14, 1989

August 1994

August 1997

August 2000

July 2003

July 2006

July 2009

July 2012

July 2015

October 2018

September 2021

Jen@iowaschool… Sun, 11/10/2019 - 10:26

307R1 - Evaluation - Superintendent

307R1 - Evaluation - Superintendent

ADMINISTRATION

Series 300 Policy Title: Evaluation - Superintendent

Code No.: 307R1

 

Evaluation of the superintendent shall be completed by the board by the fifteenth day of May and submitted in writing to the superintendent on or before the twentieth of the month. If any board member believes there is a possibility that the superintendent may not be issued a contract for the ensuing year, that board member shall notify the board president by March 1, and the above evaluation procedure shall be completed by the thirty-first day of March.

 

At the time of submission of the evaluation the board shall arrange a second appointment to allow for a discussion of the evaluation report.

 

The board shall notify the superintendent as to its intentions regarding another contract no later than the thirty-first day of March.

 

When a formal contract offer is made, the superintendent shall notify the board within twenty-one (21) days as to his/her acceptance or rejection of the offer.

 

Subsequent annual evaluations shall be kept confidential between the board and superintendent.

 

If undesirable conditions develop, the board shall arrange for a private conference with the superintendent at the earliest possible moment to attempt to correct the problem. If the conditions cannot be corrected, removal from office will be undertaken in the manner prescribed by law.

 

The president of the board shall be responsible for initiating the above procedures.

 

Date of Adoption/Review/Revision:

July 1979

August 12, 1985

August 14, 1989

August 1994

August 1997

August 2000

July 2003

July 2006

July 2009

July 2012

July 2015

October 2018

September 2021

Jen@iowaschool… Sun, 11/10/2019 - 10:27

308 - Building Principals - Functions

308 - Building Principals - Functions

The building principals, assistant principals, and directors shall establish such procedures as are necessary to carry out the functions outlined in their job description. These procedures shall be in writing whenever possible and shall be communicated to the superintendent and approved by the superintendent in instances where no established policy has been formulated.

Building principals shall inform the superintendent's office whenever they leave the community during the school day. If they leave their building but remain in the community, they shall notify the building secretary and maintain cell phone availability with the district. The name of the person in charge of the building in the principal's absence shall be communicated to all concerned.

 

 

Date of Adoption/Revision:
July 1979
August, 1994
August, 1997
August, 2000
July, 2003
July 2006
July 2009
July 2012
July 2015
October 2018

 

Jen@iowaschool… Sun, 11/10/2019 - 10:28

309 - Administrator Qualifications, Recruitment, and Appointment

309 - Administrator Qualifications, Recruitment, and Appointment

In addition to the superintendent, the board will employ building principals and other administrators 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, the Iowa Board of Educational Examiners and the qualifications established in the job description for the position. In employing an administrator, the board will consider the qualifications, credentials and records of the applicants without regard to race, color, religion, gender, creed, national origin, age, sexual orientation, gender identity, or disability. In keeping with the law, however, the board will consider the military 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 of Adoption/Revision:
July 2003
July 2006
July 2007
July 2009
July 2012
September 2012
July 2015
October 2018

 

Jen@iowaschool… Sun, 11/10/2019 - 10:29

310 - Administrator Contract and Contract Non-Renewal

310 - Administrator Contract and Contract Non-Renewal

The length of the contract for employment between an administrator and the board will be determined by the board and stated in the contract. The contract will also state the terms of the employment.

 The first two years of a contract issued to a newly employed administrator will be considered a probationary period. The board may waive this period. The probationary period may be extended for an additional year upon the consent of the administrator. In the event of termination of a probationary or non-probationary contract, the board will afford the administrator appropriate due process, including notice by May 15. The administrator and board may mutually agree to terminate the administrator's contract.

 If an administrator's contract is not being renewed by the board, the contract will be extended automatically for additional one-year periods beyond the end of its term until it is modified or terminated as mutually agreed to by the parties or until the administrator's contract is terminated consistent with statutory termination procedures.

An administrator’s contract shall remain in force and effect for the period stated in the contract. The contract shall be automatically continued in force and effect for additional one-year periods beyond the end of its original term, except and until the contract is modified or terminated by mutual agreement of the board of directors and the administrator, or until terminated as provided by law.(from section 279.24(1) of the Iowa Code)

 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.

  

 

 Date of Adoption/Revision:
July 2009
July 2012
July 2015
October 2018

 

Jen@iowaschool… Sun, 11/10/2019 - 10:30

311 - Administrator Salary and Other Compensation

311 - Administrator Salary and Other Compensation

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.

 

 

Date of Adoption/Revision:
July 2003
July 2006
July 2009
July 2012
July 2015
October 2018

 

Jen@iowaschool… Sun, 11/10/2019 - 10:31

312 - Administrator Evaluation

312 - Administrator Evaluation

ADMINISTRATION

 

Series 300

 

Policy Title: Administrator Evaluation Code No.: 312

 

The superintendent will conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence. At a minimum, the superintendent will formally evaluate the administrators annually. The goal of the formal evaluation process is to ensure that the educational program for the students is carried out, ensure student learning goals of the school district are met, promote growth in effective administrative leadership for the school district, clarify the administrator's role as defined by the board and the superintendent, assess administrator competence in the Iowa Standards for School leaders, 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.  This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence.

 

The superintendent is responsible for designing an administrator evaluation instrument to assess, among other things, the administrator's competence in meeting the Iowa Standards for School Leaders and the goals of the administrator's individual professional development plan. The formal evaluation will include written criteria related to the job description and the Iowa Standards for School Leaders. The superintendent, after receiving input from the administrators, will present the formal evaluation instrument to the board for approval.

 

The formal evaluation will also include an opportunity for the administrator and the superintendent to discuss the written criteria, the past year's performance and the future areas of growth. The evaluation is completed by the superintendent, signed by the administrator and filed in the administrator's personnel file.

 

The administrator 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.

 

 

  • Mission, Vision and Core Values:  Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well being of each student.
  • Ethics and Professional Norms:  Act ethically and according to professional norms to promote each student's academic success and well being.
  • Equity and Cultural Responsiveness:  Strive for equity of educational opportunity and culturally responsive practices to promote each student's academic success and well-being.
  • Curriculum, Instruction and Assessment:  Develop and support intellectually rigorous and coherent systems of curriculum, instruction and assessment to promote each student's academic success and well-being.
  • Community Care and Support for Students:  Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.
  • Professional Capacity of School Personnel:  Develop the professional capacity and practice of school personnel to promote each student's academic success and well-being.
  • Professional Community for Teachers and Staff:  Foster a professional community of teachers and professional staff to promote each student's academic success and well-being.
  • Meaningful Engagement of Families and Community:  Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student's academic success and well-being.
  • Operations and Management:  Manage school operations and resources to promote each student's academic success and well-being.
  • School Improvement:  Act as an agent of continuous improvement to promote each student's academic success and well-being.

 

It is the responsibility of the superintendent 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.

 

Copies of each administrator’s evaluation letter shall be shared with the board, in closed session upon the request of the evaluatee, prior to approval of the superintendent’s salary recommendations.

 

In the case where the superintendent is recommending probationary status, demotion, or dismissal for the administrative staff member, the evaluation letter shall be given to the administrator no later than February 1 and shall be preceded by at least one (1) warning letter. This warning letter shall be given to the administrator no later than January 1 and should outline recommended changes for improvement. Both the warning and the probationary/demotion/dismissal letters shall be discussed in closed session with the board prior to being sent.

Date of Approval/Revision:

July 2009                                                July 2015                                                                September 2021

July 2012                                                October 2018

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Jen@iowaschool… Sun, 11/10/2019 - 10:32

313 - Administrators' Professional Development

313 - Administrators' Professional Development

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

It shall be the responsibility of the administrators to arrange their schedules in order to attend various conferences and events. Prior to the attendance at events, the administrator must have received approval from the superintendent.

The administrator shall report to the superintendent about each event attended.

 

 

Date of Adoption/Revision:
August 1989
August 1994
August 1997
August 2000
July 2003
July 2006
July 2009
July 2012
July 2015
November 2018

 

Jen@iowaschool… Sun, 11/10/2019 - 10:33

314 - Development and Enforcement of Administrative Regulations

314 - Development and Enforcement of Administrative Regulations

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.

 

 

Date of Adoption/Revision:
July 2003
July 2006
July 2009
July 2012
July 2015
November 2018

 

Jen@iowaschool… Sun, 11/10/2019 - 10:34

315 - Monitoring of Administrative Regulations

315 - Monitoring of Administrative Regulations

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 of Approval/Revision:
July 2009
July 2012
July 2015
November 2018

 

Jen@iowaschool… Sun, 11/10/2019 - 10:35

316 - Administrator Code of Ethics

316 - Administrator Code of Ethics

Administrators, as part of the educational leadership in the school district community, represent the views of the school district. Their actions, verbal and nonverbal, reflect the attitude and the beliefs of the school district. Therefore, administrators will conduct themselves professionally and in a manner befitting to their position.

Each administrator will follow the code of ethics stated in this policy. Failure to act in accordance with this code of ethics or in a professional manner, in the judgment of the Board, will be grounds for discipline up to, and including, discharge.

The professional school administrator:

  • Makes the education and well being of students the fundamental value of all decision making.
  • Fulfills all professional duties with honesty and integrity and always acts in a trustworthy and responsible manner.
  • Supports the principle of due process and protects the civil and human rights of all individuals.
  • Implements local, state and national laws.
  • Advises the school board and implements the board's policies and administrative rules and regulations.
  • Pursues appropriate measures to correct those laws, policies, and regulations that are not consistent with sound educational goals or that are not in the best interest of children.
  • Avoids using his/her position for personal gain through political, social, religious, economic or other influences.
  • Accepts academic degrees or professional certification only from accredited institutions.
  • Maintains the standards and seeks to improve the effectiveness of the profession through research and continuing professional development.
  • Honors all contracts until fulfillment, release or dissolution mutually agreed upon by all parties.
  • Accepts responsibility and accountability for one’s own actions and behaviors.
  • Commits to serving others above self.

 

 

Date of Adoption/Revision:
July 2003
July 2006
June 2008
July 2009
July 2012
July 2015
November 2018

 

Jen@iowaschool… Sun, 11/10/2019 - 10:36

317 - Succession of Authority to the Superintendent

317 - 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:

  1. Director of Business Affairs
  2. 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.

 

 

Date of Adoption/Revision:
July 2006
July 2009
July 2012
July 2015
November 2018

 

Jen@iowaschool… Sun, 11/10/2019 - 10:37

318 -

318 - Jen@iowaschool… Sun, 11/10/2019 - 10:38

319 - Insurance (Administrators and Directors)

319 - Insurance (Administrators and Directors)

The board agrees to provide full family health and major medical insurance coverage to those serving in an administrative or director capacity.  Those positions include, but are not limited to:

  • Superintendent
  • Principal
  • Assistant Principal
  • Coordinator of Student Support Services
  • Finance Director (Business Manager)
  • Activities Director
  • Technology Director
  • Director of Buildings and Grounds
  • Transportation Director
  • Food Service Director

 

 

Date of Adoption/Revision:
June 2019

Jen@iowaschool… Sun, 11/10/2019 - 10:42