304 OTHER ADMINISTRATIVE PERSONNEL

*Adopted: 09/16/02
*Reviewed:  12/13/10
*Reviewed:  12/12/11
*Reviewed: 11/14/16
*Reviewed: 11/08/21
 

304.1 OTHER ADMINISTRATIVE PERSONNEL – POSITIONS

The Board may appoint upon the recommendation of the Superintendent such other administrative personnel as may be required. Other administrative positions may include but not be limited to Assistant to the Superintendent, Administrator of Special Education, Administrator of School Improvement, Director of Technology, Director of Building/Grounds/Transportation, and Director of Food Service.

 
 
Adopted:  09/16/02
Revised:  06/12/06
*Reviewed:  12/11/06
*Revised:  12/13/10
*Revised:  12/12/11
*Revised: 11/14/16
*Revised:  11/08/21
 

304.2 OTHER ADMINISTRATIVE PERSONNEL – QUALIFICATIONS

Other administrative personnel shall meet the certification requirements as designated by the Iowa Department of Education.

 

*Adopted:  09/16/02
*Reviewed:  12/11/06
*Reviewed:  12/13/10
*Revised:  12/12/11
*Reviewed: 11/14/16
*Reviewed:  11/08/21
 

304.3 OTHER ADMINISTRATIVE PERSONNEL – APPOINTMENT

Other administrative personnel shall be appointed by the Board, upon recommendation of the Superintendent for a period not to exceed a two (2) year contract period.

 

*Adopted:  09/16/02
*Reviewed:  12/11/06
*Revised:  12/13/10
*Revised:  12/12/11
*Reviewed: 11/14/16
*Revised:  11/08/21
 

304.4 OTHER ADMINISTRATIVE PERSONNEL – FUNCTIONS

Other administrative personnel shall be directly responsible to the Superintendent and shall fulfill such functions as listed in the individual position’s job description.

 

*Adopted:  09/16/02
*Reviewed:  12/11/06
*Revised:  12/13/10
*Revised:  12/12/11
*Reviewed: 11/14/16
*Reviewed:  11/08/21
 

304.5 OTHER ADMINISTRATIVE PERSONNEL – EVALUATION

The Superintendent shall conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence.  Annually, the Superintendent will formally evaluate the administrators.  The goal of the formal evaluation process is to ensure the education program for the students is carried out, promote growth in effective administrative leadership for the District, clarify the administrator’s role as the Board and Superintendent see it, 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.
 
The formal evaluation shall include written criteria related to the job description.  The Superintendent, after receiving input from the administrator, 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.
 
It shall be the responsibility of the Superintendent to conduct formal evaluation of the probationary administrators and non-probationary administrators prior to May 15 at a time mutually agreeable to the administrators and the Superintendent.
 
This policy supports and does not preclude the ongoing informal evaluation of the administrator’s skills, abilities and competence.

 

 
*Adopted:  09/16/02
*Revised:  01/15/07
*Reviewed:  12/13/10
*Revised:  12/12/11
*Reviewed: 11/14/16
*Revised:  11/08/21