ADMINISTRATION
302.1 - SUPERINTENDENT QUALIFICATIONS, RECRUITMENT, 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 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.
Legal Reference: 29 U.S.C. §§ 621-634 (1994). 42 U.S.C. §§ 2000e et seq. (1994).
Iowa Code §§ 21.5(1)(i); 35C; 216; 279.8, .20 (2007). 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
Approved: 11/18/97
Reviewed: 1/21/2019
Revised: 12/21/09, 12/18/2023
ADMINISTRATION
302.2 - SUPERINTENDENT CONTRACT
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 nonprobationary 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.
NOTE: May 15 is the date established by Iowa law for notice of board action to consider termination of an administrator’s contract. The board may select an earlier date but not a later date.
Legal Reference:
Iowa Code §§ 21.5(1)(i); 279.20, .22-.25 (2001). 281 I.A.C. 12.4(4).
Cross Reference: 302 Superintendent
Approved: 11/18/97
Reviewed: 1/21/2019
Revised: 12/18/2023
ADMINISTRATION
302.3 - 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.
Legal Reference: Iowa Code §§ 279.8, .20 (2007). 1984 Op. Att'y Gen. 47.
Cross Reference: 302 Superintendent
Approved: 11/18/97
Reviewed: 1/21/2019, 12/18/2023
Revised: 12/21/09
ADMINISTRATION
302.4 - SUPERINTENDENT DUTIES
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:
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.
NOTE: This is a sample list of superintendent duties. A board may want to substitute its own superintendent job description for the policy.
Legal Reference: Iowa Code §§ 279.8, .20 (2001). 281 I.A.C. 12.4(4).
Cross Reference: 209 Board of Directors' Management Procedures
301 Administrative Structure
302 Superintendent
Approved: 1/15/98
Reviewed: 1/21/2019
Revised: 12/18/2023
ADMINSTRATION
302.4 E1 - SUPERINTENDENT JOB DESCRIPTION
I. QUALIFICATIONS:
A. Possess valid Iowa license.
1. Effective oral and written skills.
2. Knowledge of state and federal laws and regulations governing public schools.
3. Knowledge of budgeting procedures and business management.
4. Knowledge and skill in supervision and evaluation of personnel.
5. Knowledge of curriculum.
6. Ability to work effectively with groups to accomplish district goals.
II. REPORTS TO:
A. Board of Education
III. SUPERVISES:
A. All administrative and supervisory personnel of the district.
B. All employees who report directly to the Superintendent.
IV. JOB GOAL:
A. To provide leadership in developing and maintaining the best possible educational programs and services for the WACO Community School District.
V. PERFORMANCE RESPONSIBILITIES:
A. Chief Executive Officer of the Board of Education:
1. Administers as chief executive, the development and maintenance of a positive educational program designed to meet the needs of the community and to carry out the policies of the Board.
2. Attends and participates in all meetings of the Board and its committees, except when own employment or salary is under consideration.
3. Advises the Board on the need for new or revised policies and sees that all policies of the Board are implemented.
4. Prepares and submits to the Board recommendations relative to all matters requiring Board action, placing before the Board such necessary and helpful facts, information, and reports as are needed to ensure the making of informed decisions.
5. Informs and advises the Board about the programs, practices, and problems of the schools, and keeps the Board informed of the activities operating under the Board’s authority.
6. Ensures the development of annual goals for the district and reports on progress to the Board as appropriate or requested.
7. Represents the district in its dealings with other school systems, institutions, agencies, and community organizations.
8. 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 schools and community.
9. Serves as spokesperson for the Board to the media.
10. Serves as spokesperson for the Board during negotiations with employees.
B. Chief Administrator of the District
1. Acts on own discretion if emergency action is necessary in any matter not covered by Board policy, reports such action to the Board as soon as practicable, and recommends policy in order to provide guidance in the future.
2. Supervises the implementation of all laws, regulations, and Board policies.
3. Makes administrative decisions within the school necessary to the proper function of the school district.
4. Makes such rules and gives such instructions to school employees and students as may be necessary to implement Board policy.
5. Calls meetings of employees of the district as are necessary to carry out the educational program of the district.
6. Secures and nominates for employment the best qualified and most competent teachers and supervisory and administrative personnel.
7. Directs the preparation of the annual budget for adoption of the Board and administers the budget as enacted by the Board, acting at all times in accordance with legal requirements and adopted Board policies.
8. Establishes and maintains efficient procedures and effective controls for all expenditures of school funds in accordance with the adopted budget.
9. Approves all purchase orders up to a maximum of $25,000. (Purchases above $25,000 require prior approval of the Board.)
10. Makes recommendations to the Board concerning transportation of pupils in accordance with the law and the requirements of safety.
11. Maintains directly or through delegation such personnel records, pupil accounting records, business records, and other records that are required by law and by Board policy.
12. Files, or causes to be filed, all reports required by the state and the school code.
C. Educational Leader for the District
1. Keeps informed of modern educational thought and practices by advanced study, by visiting school systems elsewhere, by attending educational conferences, and by other appropriate means, and keeps the Board informed of trends in education.
2. Recommends to the Board for its adoption all courses of study, curriculum guides, and major changes in texts and time scheduled to be used in the schools.
3. Supervises methods of teaching, supervision, and administration in effect in the schools.
VI. TERMS OF EMPLOYMENT:
A. As per Board policies and individual contract with the superintendent.
VII. EVALUATION:
A. Evaluation of the Superintendent shall be done annually by the Board.
ADMINISTRATION
302.5 - 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. 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:
The formal evaluation will be based upon the following principles:
NOTE: The Iowa Board of Education previously adopted the new Iowa Standards for School Leaders which will take effect on July 1, 2021. Districts are required to use these new standards in conducting evaluations of school administrators.
Legal Reference:
· Wedergren v. Board of Directors, 307 N.W.2d 12 (Iowa 1981).
· Iowa Code §§ 279.8, .20, .23, .23A (2001).
· 281 I.A.C. 12.3(4).
Cross Reference:
· 212 Closed Sessions
· 302 Superintendent
· 302.5 E-1 Superintendent Evaluation Form
Approved: 1/15/98
Reviewed: 1/21/2019
Revised: 12/18/2023
ADMINISTRATION
302.5 E1 - 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. This policy supports and does not preclude the ongoing, informal evaluation of the superintendent's skills, abilities and competence.
The Iowa Board of Education previously adopted the new Iowa Standards for School Leaders which took effect on July 1, 2021. The WACO Community School District will use these new standards in conducting the evaluation of the superintendent. The board will look at the new standards on the IASB website and determine how to use that form in the superintendent's evaluation.
https://www.ia-sb.org/toolbox/hr-central/the-boards-primary-role-in-hr
Revised: 12/18/2023
Superintendent Evaluation Cycle
Formative Phase
October – Establish the Evaluation Plan for the School Year
November – Develop/Revise General Performance Criteria
January – District Goal Setting Retreat
February – Develop/Revise Specific Performance Criteria
Summative Phase
June
Input from Board Members
Summative Conference with Board
Summative Written Report with Board President
Sign-Off and File
CONTINUUM OF EVALUATION
Administrators Name: Date:
Standard 1:
An educational leader 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.
The effective Principal:
a. In collaboration with others, uses appropriate data to establish rigorous, concrete goals in the context of student achievement and instructional programs.
b. Uses research and/or best practices in improving the educational program.
c. Articulates and promotes high expectations for teaching and learning.
d. Aligns and implements the educational programs, plans, actions, and resources with the district’s vision and goals.
e. Provides leadership for major initiatives and change efforts.
f. Communicates effectively to various stakeholders regarding progress with school improvement plan goals.
Exemplary Proficient Progressing Not Meeting
Narrative (Self-Evaluation)
Evidence to support this standard includes:
Narrative (Supervisor Evaluation)
A summative rating of Progressing or Not Met should result in efforts to improve as identified in the Professional Learning Plan.
Standard 2: Culture of Learning
An educational leader promotes the success of all students by advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development.
The administrator:
a. Provides leadership for assessing, developing and improving climate and culture.
b. Systematically and fairly recognizes and celebrates accomplishments of staff and students.
c. Provides leadership, encouragement, opportunities and structure for staff to continually design more effective teaching and learning experiences for all students.
d. Monitors and evaluates the effectiveness of curriculum, instruction and assessment.
e. Evaluates staff and provides ongoing coaching for improvement.
f. Ensures staff members have professional development that directly enhances their performance and improves student learning.
g. Uses current research and theory about effective schools and leadership to develop and revise his/her professional growth plan.
h. Promotes collaboration with all stakeholders.
i. Is easily accessible and approachable to all stakeholders.
j. Is highly visible and engaged in the school community.
k. Articulates the desired school culture and shows evidence about how it is reinforced.
Exemplary Proficient Progressing Not Meeting
Narrative (Self-Evaluation)
Evidence to support this standard includes:
Narrative (Supervisor Evaluation)
A summative rating of Progressing or Not Met should result in efforts to improve as identified in the Professional Learning Plan.
Standard 3: Management
An educational leader promotes the success of all students by ensuring management of the organization, operations and resources for a safe, efficient and effective learning environment.
The administrator:
a. Complies with state and federal mandates and local board policies.
b. Recruits, selects, inducts and retains staff to support quality instruction.
c. Addresses current and potential issues in a timely manner.
d. Manages fiscal and physical resources responsibly.
e. Protects instructional time by designing and managing operational procedures to maximize learning.
f. Communicates effectively with both internal and external audiences about the operations of the school.
Exemplary Proficient Progressing Not Meeting
Narrative (Self-Evaluation)
Evidence to support this standard includes:
Narrative (Supervisor Evaluation)
A summative rating of Progressing or Not Met should result in efforts to improve as identified in the Professional Learning Plan.
Standard 4: Family and Community
An educational leader promotes the success of all students by collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources.
The administrator:
a. Engages family and community by promoting shared responsibility for student learning and support of the education system.
b. Promotes and supports a structure for family and community involvement in the education system.
c. Facilitates the connections of students and families to the health the social services that support a focus on learning.
d. Collaboratively establishes a culture that welcomes and honors families and community and seeks ways to engage them in student learning.
Exemplary Proficient Progressing Not Meeting
Narrative (Self-Evaluation)
Evidence to support this standard includes:
Narrative (Supervisor Evaluation)
.
A summative rating of Progressing or Not Met should result in efforts to improve as identified in the Professional Learning Plan.
Standard 5: Ethics
An educational leader promotes the success of all students by acting with integrity, fairness and in an ethical manner.
The administrator:
a. Demonstrates ethical and professional behavior.
b. Demonstrates values, beliefs, and attitudes that inspire others to higher levels of performance.
c. Fosters and maintains caring professional relationships with staff.
d. Demonstrates appreciation for and sensitivity to diversity in the school community.
e. Is respectful of divergent opinions.
Exemplary Proficient Progressing Not Meeting
Narrative (Self-Evaluation)
Evidence to support this standard includes:
Narrative (Supervisor Evaluation)
A summative rating of Progressing or Not Met should result in efforts to improve as identified in the Professional Learning Plan.
Standard 6: Societal Context
An educational leader promotes the success of all students by understanding the profile of the community and responding to, and influencing the larger political, social, economic, legal and cultural context.
The administrator:
a. Collaborates with service providers and other decision-makers to improve teaching and learning.
b. Advocates for the welfare of all members of the learning community.
c. Designs and implements appropriate strategies to reach desired goals.
Exemplary Proficient Progressing Not Meeting
Narrative (Self-Evaluation)
Evidence to support this standard includes:
Narrative (Supervisor Evaluation)
A summative rating of Progressing or Not Met should result in efforts to improve as identified in the Professional Learning Plan.
COMPREHENSIVE SUMMATIVE EVALUATION
Iowa Standards for School Leaders: This section is a summative of the administrators performance related to the six (6) Iowa Standards for School Leader.
1. Shared Vision:
2. Culture of Learning:
3. Management:
4. Family and Community:
5. Ethics:
6. Societal Context:
School Improvement Goals: This section identifies those goals to improve student achievement.
Professional Learning Plan: This section defines the administrators personal professional growth
Supervisor’s Employment Recommendation: Renewal of Contract Non-renewal of Contract
_________________________________________________ ________________________________________________
Administrator Signature/Date Supervisor Signature/Date
Signatures indicate the information in this evaluation has been discussed. The principal may prepare and present written comments related to this evaluation. Those comments will be appended to this report if presented to the supervisor within ten (10) calendar days to include a written request t
ADMINISTRATION
302.6 - 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 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 president prior to attending the event.
The superintendent will report to the board after an event.
Adopted: 12/18/2023
| Legal Reference: | Iowa Code § 279.8 281 I.A.C. 12.7. |
| I.C. Iowa Code | Description |
|---|---|
| Iowa Code § 279.8 | Directors - General Rules - Bonds of Employees |
| I.A.C. Iowa Administrative Code | Description |
|---|---|
| 281 I.A.C. 12.7 | Professional Development |
| Code | Description |
|---|---|
| 303.07 | Administrator Professional Development |
| 401.07 | Employee Travel Compensation |
| 402.05 | Required Professional Development for Employees |
ADMINISTRATION
302.7 - Superintendent Civic 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 annual fees for professional organizations and activities.
Adopted: 12/18/2023
| Legal Reference: | Iowa Code § 279.8 |
| I.C. Iowa Code | Description |
|---|---|
| Iowa Code § 279.8 | Directors - General Rules - Bonds of Employees |
| Code | Description |
|---|---|
| 302.03 | Superintendent Salary and Other Compensation |
| 303.08 | Administrator Civic Activities |
ADMINISTRATION
302.8 - Superintendent Consulting/Outside Employment
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.
Adopted: 12/18/2023
| Legal Reference: | Iowa Code § 279.8, .20. |
| I.C. Iowa Code | Description |
|---|---|
| Iowa Code § 279.8 | Directors - General Rules - Bonds of Employees |
| Iowa Code § 279.20 | Superintendent - Term |
| Code | Description |
|---|---|
| 302.02 | Superintendent Contract and Contract Nonrenewal |
| 302.04 | Superintendent Duties |
ADMINSTRATION
302.9E1 - SUPERINTENDENT SECRETARY JOB DESCRIPTION
I. QUALIFICATIONS:
A. Effective oral and written skills.
B. Effective office organization and administration skills
C. Knowledge of state and federal laws and regulations governing public schools.
D. Knowledge of school accounting procedures and business management.
E. Knowledge and skill with office machines and computer software.
F. Ability to work effectively with groups to accomplish district goals.
II. REPORTS TO:
A. Superintendent of Schools
III. JOB GOAL:
A. Administrative/Secretarial Functions
1. Receives phone calls-keeps log.
2. Sorts and classifies daily mail.
3. Makes copies as needed.
4. Maintains records.
5. Enters transportation data in the computer.
6. Maintains employee application files.
7. Composes and prepares correspondence.
8. Maintains employee data base-telephone directory and physicals.
9. Maintains Materials Safety Data Sheets (MSDS) records.
10. Inventories and orders supplies as needed.
11. Assigns purchase order numbers and account numbers.
12. Processes open enrollment requests and maintains open enrollment records.
13. Assists superintendent with certified enrollment count.
14. Proofreads superintendent correspondence and reports.
15. Makes deposits to bank.
16. Mails or faxes purchase orders to venders.
17. Enters purchase order information in the fund accounting system.
18. Maintains petty cash fund for postage expense.
19. Issues staff activity passes.
20. Maintains book of students registered district-wide.
21. Schedules use of school-owned vehicles.
B. Activity Account Functions
1. Receipts money and credits to appropriate accounts.
2. Receives vouchers/invoices and writes checks for activity account expenditures.
3. Uses fund accounting system to enter transactions and reconcile accounts.
4. Prepares monthly financial report to the board.
5. Uses Excel spreadsheets to report monthly income expenses.
6. Prepares bank reconciliation of activity accounts.
7. Prepares periodic reports of fund balances to activity sponsors.
C. Food Service Functions
1. Receives vouchers/invoices.
2. Prepares vendor checks using fund accounting system.
3. Prepares monthly report to the board.
4. Completes monthly federal reimbursement paperwork.
5. Prepares annual lunch program reports.
6. Prepares bank reconciliation.
7. Completes year-end inventories from head cook and assigns dollar values to inventories.
8. Completes annual lunch program policy/guidelines.
9. Maintains records of free & reduced lunch applications and documents.
D. Transportation Functions
1. Handles bus communications by radio.
2. Reports maintenance problems to mechanics.
3. Receives drivers’ logs
4. Records bus maintenance costs and fuel wages.
5. Completes and submits annual transportation report.
6. Keeps track of bus driver licensure/physicals.
7. Assists drivers with leave forms.
8. Assists staff with transportation requests.
9. Keeps bus physical data including licenses, permits, titles, etc.
10. Keep bus records.
11. Assists with bus driver drug and alcohol testing as needed.
IV. PERFORMANCE RESPONSIBILITIES:
V. TERMS OF EMPLOYMENT:
A. Salary and work schedule as recommended by the superintendent to the board
VI. EVALUATION:
A. Evaluation of the superintendent’s secretary shall be done annually by the superintendent.