The Wapello Community School District shall have, in addition to the superintendent, other administrative positions: Elementary Principal and Secondary Principal.
These administrators shall work closely with the superintendent in the day-to-day operations of the school district.
It shall be the responsibility of these administrators to uphold board policy, to instill a positive, cooperative environment with employees, and to share their expertise with each other and the board under the management team concept.
Legal Reference:
Iowa Code §§ 279.8, .20, .21, .23-.24.
Cross Reference:
301 Administrative Structure
303 Administrative Employees
Approved: 06/12/1995
Reviewed: 08/11/1998; 11/08/2007; 12/14/11; 6/16/16; 5/13/21
Revised:
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, 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.
Legal Reference:
Cross Reference:
303 Administrative Employees
Approved: June 12, 1995
Reviewed: August 11, 1998; 11/08/2007; 12/14/11; 6/16/16; 5/13/21
Revised: August 16, 2007
The length of the contract for employment between an administrator and the board shall be determined by the board in stated in the contract. The contract shall state the terms of employment.
The first two years of a contract issued to a newly employed administrator shall be considered a probationary period. The board may waive this period or the probationary period may be extended for an additional year upon the consent of the administrator. In the event of termination of a probationary or non-probationary contract, the board shall 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 the administrator's contract is not being renewed by the board, the contract will be extended automatically for an additional one-year periods beyond the end of its term until it is modified or terminated as mutually agreed to by the parties or until the administrator's contract is terminated consistent with statutory termination procedures.
It shall be the responsibility of the superintendent to create a contract for each administrative position.
Administrators, who wish to resign, to be released from a contract, or to retire, must
comply with board policies regarding the areas of resignation, release, or retirement.
Legal Reference:
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).
Cross Reference:
303 Administrative Employees
Approved: 06/12/1995
Reviewed: 08/11/1998; 11/08/2007; 12/14/11;6/16/16; 5/13/21
Revised:
The Wapello Board of Directors has complete discretion to set the salary of the administrators. It shall be 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 shall be set at the beginning of each contract term.
In addition to the salary and benefits, the administrator's actual and necessary expenses shall be paid by the school district when the administrator is performing work-related duties. The board shall 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 shall be included in the records of the board in accordance with board policy.
Legal Reference:
Cross Reference:
303 Administrative Employees
Approved: 06/12/1995
Reviewed: 08/11/1998; 11/08/2007; 12/14/11; 6/16/16; 5/13/21
Revised:
Administrators shall be hired by the board to assist the superintendent in the day-to-day operations of the school district.
Each attendance center shall have the building principal responsible for the administration and operation of the attendance center. Each building principal, as the
chief administrator of the assigned attendance center, shall be responsible for the building and grounds, for the students and employees assigned to the attendance center, for school activities at the attendance center, for the education program offered at the attendance center, and the budget for the attendance center. The principal shall be considered the professional adviser to the superintendent in matters pertaining to the attendance center supervised by the principal. Although the principals serve under the direction of the superintendent, duties of the principal may include, but not be limited to the following:
This list of duty shall not act to limit the board's authority and responsibility over the position of the administrators. In executing these duties and others the board may delegate, the administrator shall consider the school district's financial condition as well as the needs of the students in the school district.
Legal Reference:
Iowa Code §§ 279.8, .21, .23A.
281 I.A.C. 12.4(5), .4(6), .4(7).
Cross Reference:
301 Administrative Structure
303 Administrative Employees
Approved: 06/12/1995
Reviewed: 08/11/1998; 11/08/2007; 12/14/11; 6/16/16; 5/13/21
Revised:
The superintendent shall conduct an ongoing process of evaluating the administrators of 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, promote growth in the effective administrative leadership for the school district, clarify the administrators 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 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 shall include written criteria related to the job description and the Iowa Standards for School Leaders. The superintendent, after receiving input from the administrators, shall present the formal evaluation instrument to the board for approval.
The formal evaluation shall 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 shall be completed by the superintendent, signed by the administrator and filed in the administrator's personnel file.
The principal will be an educational leaders who promotes the success of all students by:
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.
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.
Legal Reference: Iowa Code §§ 279.8, .21-.23A.
Cross Reference: 303 Administrative Employees
Approved: 06/12/1995
Reviewed: 08/11/1998; 11/08/2007; 12/14/11; 6/16/16; 5/13/21
Revised: 9/1/21
The Wapello Board of Directors 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 in which they are involved. Prior to attendance at an event, the administrator must receive approval from the superintendent. In the case where overnight travel or unusual expense is involved, the superintendent shall bring it to the attention of the board prior to the administrator attending the event.
The administrator shall report to the superintendent after an event.
Legal Reference:
Cross Reference:
302.6 Superintendent Professional Development
401.7 Employee Travel Compensation
Approved: 06/12/1995
Reviewed: 08/11/1998; 11/08/2007; 12/14/11; 6/16/16; 5/13/21
Revised:
The Wapello Board of Directors encourages the administrators to be involved in the school district community by belonging to committee organizations, and by attending in participating in school district community activities.
It shall be the responsibility of the administrators to become involved in school district community activities and events. The board may include a lump sum amount as part of the administrator's compensation to be used specifically for paying the annual fees of the administrator for school district community activities and events if, in the board's judgment, the administrator's participation will further the public purpose of promoting and deriving support for the school district in public education in general. It shall be within the discretion of the board to pay annual fees for professional organizations and activities.
Legal Reference:
Cross Reference:
302.7 Superintendent Civic Activities
Approved: 06/12/1995
Reviewed: 08/11/1998; 11/08/2007; 12/14/11; 6/16/16; 5/13/21
Revised:
An administrative position is considered full-time employment. The board expects administrators to give the responsibilities of their positions in the school district precedence over other employment. An administrator may accept consulting or outside employment for pay as long as, in the judgment of the board and superintendent, the work is conducted on the administrator's personal time and it does not interfere with the performance of the administrative duties contracted by the board.
The board reserves the right, however, to request of the administrator cease the outside employment as a condition of continued employment. The board shall give the administrator thirty days notice to cease outside employment.
Legal Reference:
Cross Reference:
303.3 Administrator Contract and Contract Nonrenewal
303.5 Administrator Duties
Approved: 06/12/1995
Reviewed: 08/11/1998; 11/08/2007; 12/14/11; 6/16/16; 5/13/21
Revised: