The Wapello Board of Directors and the administrator shall 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 shall be 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 shall support the decisions reached on the issues confronting the school district.

The board shall be responsible for making the final decision in matters pertaining to the school district.

It shall be the responsibility of the superintendent to develop guidelines for cooperative decision-making.

 

Approved: 06/12/1995

Reviewed: 07/09/1998; 11/08/2007; 12/14/11; 6/16/16; 3/10/21

Revised:

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, 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.

42 U.S.C. §§ 2000e et seq.

Iowa Code §§ 21.5(1)(i); 35C; 216; 279.8, .20.

281 I.A.C. 12.4(4).

 

Cross Reference:

200.2     Powers of the Board of Directors

200.3     Responsibilities of the Board of Directors

301     Administrative Structure

302     Superintendent

 

Approved: June 12, 1995

Reviewed: July 19, 1998; 11/08/2007;12/14/11' 6/16/16; 4/14/21

Revised: October 17, 1995; August 16, 2007

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 July 30. The contract shall state the terms of employment.

The first two years of a contract issued to a newly employed superintendent 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 superintendent. In the event of termination of a probationary or non-probationary 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.

If the superintendent'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 superintendent's contract is terminated consistent with statutory termination procedures.

It shall be the responsibility of the board to provide the contract for the position of superintendent.

If the superintendent wishes to resign, to be released from a contract, or to retire, the superintendent must comply with board policies dealing with retirement, release, or resignation.

 

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.

 

Cross Reference:

302 Superintendent

 

Approved: 06/12/1995

Reviewed: 07/09/1998; 11/08/2007; 12/14/11; 6/16/16; 4/15/21

Revised:

The Wapello Board of Directors 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.

 

Cross Reference:

302 Superintendent

 

Approved: 06/12/1995

Reviewed: 06/09/1998; 11/08/2007; 12/14/11; 6/16/16; 4/14/21

Revised:

The Wapello Board of Directors 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 shall be responsible for the implementation and execution of board policy and the observance of board policy by employees and students. The superintendent shall be responsible for overall supervision and discipline of employees and the education program.

In executing the above-stated duties, the superintendent shall consider the financial situation of the school district as well as the needs of the students. Specifically the superintendent:

• Interprets and implements all board policies and all state and federal laws relevant to education;
• Supervises, either directly or through delegation, all activities of the school system according to, and consistent with, the policies of the board;
• Represents the board as a liaison between the school district and the community;
• 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 school district and the community;
• Attend and participate in all meetings of the board, except when the superintendent employment or salary is under consideration, and makes recommendations affecting the school district;
• Reports to the board on such matters as deemed material to the understanding and proper management of the school district or as the board may request;
• Assumes responsibility for the overall financial planning of the district and for the preparation of the annual budget, and submits it to the board for review and approval;
• Files, or causes to be filed, all reports required by law;
• Makes recommendations to the board for the selection of employees for the school district;
• Makes and records assignments and transfers of all employees pursuant to their qualifications;
•  Employ such employees as may be necessary, within the limits of budgetary provisions and subject to the board's approval;
•  Recommends to the board, for final action, the promotion, salary change, demotion, or dismissal of any employee;
• Prescribes rules for the classification and advancement of students, and for the transfer of students from one building to another in accordance with board policies;
• Summons employees of the school district to attend such regular and occasional meetings as are necessary to carry out the education program at the school district;
• Supervises methods of teaching, supervision, and administration in effect in the schools;
• Attends such conventions and conferences as are necessary to keep informed of the latest educational trends;
• Accepts responsibility for the general efficiency of the school system, for the development of the employees, and for the educational growth and welfare of the students;
• Defines educational needs and formulates policies and plans for recommendation to the board;
• Makes administrative decisions necessary for the proper functioning of the school district;
• Responsible for scheduling the use of buildings and grounds by all groups and/or organizations;
• Acts as the purchasing agent for the board and establishes procedures for the purchase of books, materials, and supplies;
• Approves vacation schedules for employees;
• Conducts periodic district administration meetings; and,
• Performs other duties as may be assigned by the board.
• Supervises the establishment or modification of the boundaries of the school attendance and transportation areas subject to approval of the board.
• Direct studies of buildings and sites, taking into consideration population trends and educational and cultural needs of the district in order to ensure timely decisions by the board and the electorate regarding construction and renovation projects.

This list of duties shall 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 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, .20, 23A.

281 I.A.C. 12.4(4).

 

Cross Reference:

209 Board of Directors' Management Procedures

301 Administrative Structure

302 Superintendent

 

Approved: 06/12/1995

Reviewed: 07/09/1998; 11/08/2007; 12/14/11; 6/16/16; 4/14/21

Revised:

302.5 SUPERINTENDENT EVALUATION

The Wapello Board of Directors will conduct an ongoing evaluation of the superintendent 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 and 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:

• 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.

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, the Iowa Standards for School Leaders,  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 the 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 from 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 request from the superintendent and, if the board determines its discretion 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 a closed session. The board president will develop a written summary of the individual evaluations, including both the strengths and weaknesses of the superintendent, and place it in the superintendent's personnel file to be incorporated into the next cycle of evaluations.

 

Legal Reference:    Wedergren v. Board of Directors, 307 N.W.2d 12 (Iowa 1981).

Iowa Code §§ 279.8, .20, .23, .23A.

281 I.A.C. 12.3(4).

 

Cross Reference:    212 Closed Sessions

302 Superintendent

 

Approved: 06/12/1995

Reviewed: 07/09/1998; 11/08/2007;12/14/11; 6/16/16; 4/14/21; 

Revised:  9/1/21

The Wapello Board of Directors 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. If the conference or event requires a superintendent to be absent from the office for more than three days, requires overnight traveling, or involves unusual expense, the superintendent shall bring it to the attention of the board president prior to attending the event.

The superintendent shall report to the board after an event.

Legal Reference:

Iowa Code § 279.8.

281 I.A.C. 12.7

 

Cross Reference:

303.7 Administrator Professional Development

401.7 Employee Travel Compensation

 

Approved: 06/12/1995

Reviewed: 07/09/1998; 11/08/2007; 12/14/11; 6/1616; 4/14/21

Revised:

The Wapello Board of Directors 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. The board may include a lump sum amount as part of the superintendent's compensation to be used specifically for paying annual fees of the superintendent for school district community activities and events if, in the board's judgment, the superintendent's participation will further the public purpose of promoting and deriving support for the school district and public education in general. It shall be within the discretion of the board to pay annual fees for professional organizations and activities.

Legal Reference:

Iowa Code § 279.8

 

Cross Reference:

302.3 Superintendent Salary and Other Compensation

303.8 Administrator Civic Activities

 

Approved: 06/12/1995

Reviewed: 07/09/1998; 11/08/2007;12/14/11; 6/16/16; 4/14/21

Revised:

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 outside employment as a condition to continue employment. The board shall give the superintendent thirty days notice to cease outside employment.

Legal Reference:

Iowa Code §§ 279.8, .20.

 

Cross Reference:

302.2 Superintendent Contract and Contract Nonrenewal

302.4 Superintendent Duties

 

Approved: 06/12/1995

Reviewed: 07/09/1998; 11/08/2007; 12/14/11;6/16/16; 4/14/21

Revised:

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.

281 I.A.C. 12.4.

 

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:

Iowa Code §§ 279.8, .21.

281 I.A.C. 12.4.

 

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).

Iowa Code § 279.

281 I.A.C. 12.4.

 

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:

Iowa Code § 279.21.

 

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:

• Cooperate in the general organization and plan of procedure in the school of the principal's supervision;
• Supervision of the teachers in each principal's attendance center;
• Maintain the necessary records for carrying out delegated duties;
• Work with the superintendent in rating, recommending, and selecting supervised employees whenever possible;
• Work with the superintendent in determining the education program to be offered in arranging the schedules. As much of the schedule as possible should be made before school closes for summer vacation. In the matter of courses offered, the final approval rests with the superintendent who is in turn responsible to the board;
• Ensure that proper care is taken of all school books, supplies, materials, equipment, furniture, and facilities;
• Instruct teachers to make a complete annual inventory of all school property contained in their individual rooms. This inventory shall be reviewed and filed with the board secretary;
• Investigate excessive cases of absence or tardiness of students and notify the parents or guardians of unexcused absence or tardiness. All such case shall reported to the superintendent;
• Make such reports from time to time as the superintendent may require;
• Maintain a regular schedule of school hours established by the board and make no
• temporary changes in the schedule without the consent of the superintendent;
• Promptly notify the superintendent whenever ventilation, sanitation, or heating of the building is unsatisfactory;
• Contribute to the formation in the implementation of general policies and procedures of the school;
• Perform such other duties as may be assigned by the superintendent of schools.

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:

303.6 ADMINISTRATOR EVALUATION

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.

281 I.A.C. Ch 12.3(3); ch. 83

 

 

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:

Iowa Code § 279.8.

281 I.A.C. 12.7.

 

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:

Iowa Code § 279.8

 

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:

Iowa Code §§ 279.8, .21.

 

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:

 

Administrative regulations may be necessary to implement board policy. It shall be 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 shall be informed in a manner determined by the superintendent.

The board shall be kept informed of the administrative regulations utilized and the 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 shall be the responsibility of the superintendent to enforce administrative regulations.

 

Legal Reference:  Iowa Code 279.8

 

Cross Reference:  209--Board of Directors' Management Procedures

304.2--Monitoring of Administrative Regulations

 

 

Approved: 06/12/1995

Reviewed: 08/11/1998; 11/08/2007; 12/14/11; 6/16/16; 6/17/2021

Revised:

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.

 

Legal Reference:  Iowa Code §§ 279.8, .20 (2013).

Cross Reference:  209 Board of Directors' Management Procedures

                               304.1 Development and Enforcement of Administrative Regulations

Approved:

Reviewed:

Revised: