303 Superintendent

303.1 Superintendent Qualifications, Recruitment, Appointment

Code No. 303.1

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 shall consider applicants that meet or exceed the standards set by the State Department of Education and the qualifications established in the job description for the position. In employing a superintendent, the board shall 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 shall 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 §§ 20; 35C; 216; 279.8, .20 

281 I.A.C. 12.4(4),84-86.

1980 Op. Att'y Gen. 367.

Approved 9-13-93        Reviewed 10-17-2022     Revised 4-15-2019

303.2 Superintendent Contract and Contract Non-Renewal

Code No. 303.2

SUPERINTENDENT CONTRACT AND CONTRACT NON-RENEWAL

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.

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.

Approved 9-13-93        Reviewed 10-17-2022       Revised 5-18-2020

 

303.3 Superintendent Salary and Other Compensation

Code 303.3

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.

 

Approved  3-20-2006    Reviewed 10-17-2022    Revised  5-18-2020

303.4 Superintendent Duties

Code No. 303.4

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:

Legal Reference:         

Iowa Code §§ 279.8, .20, 23A 

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

Approved 3-20-06        Reviewed 10-17-2022         Revised 4-15-2019

 

 

303.5 Superintendent Evaluation

Code No. 303.5

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:

  • 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,  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 a time agreed upon;

·    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.

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. Ch.83;12.3(4)

Approved  12-15-63            Reviewed 10-17-2022        Revised 7-19-2021

 

303.5E1 Job Description

Code No.303.5EI

JOB DESCRIPTION

 

303.5E2 Performance Evaluation Form

Code No. 303.5E2

PERFORMANCE EVALUATION FORM

PART I           Job Responsibilities: Based on Iowa Standards for School Leaders (ISSL)

STANDARD #1:  A superintendent is an educational leader who promotes the success of all students facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community.

Sample Performance Indicators

  1. Sets priorities which evidence shows result in improved student achievement.
  1. Articulates a vision of high expectations for teaching and student learning, and promotes school improvement to get there.
  1. Sets an example for gathering, analyzing and using district data for decision-making.

Supporting Evidence/Comments:                                                                               

                                                                                                                                        

                                                                                                                                        

                                                                                                                                        

 

Summary Rating

   Circle Appropriate Response: 

 

   Weak - Average - Exemplary

       1   -   2    -   3   -   4    -   5  

 

STANDARD #2: A superintendent is an educational leader who 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.

Sample Performance Indicators

2.1  Provides leadership for annually assessing and setting priorities on student and district needs and providing structures for improvement.

2.2  Uses data to determine needs and oversee provision of appropriate professional development to meet needs.

2.3  Continually learning about and applying new developments in education.

2.4  Provides leadership encouragement, opportunities, and structures for all staff to continually improve teaching and learning.

 

Supporting Evidence/Comments:                                                                               

                                                                                                                                        

                                                                                                                                        

                                                                                                                                        

 

Summary Rating

   Circle Appropriate Response: 

  Weak  - Average - Exemplary

      1  -     2   -   3   -   4    -    5    

 

STANDARD #3: A superintendent is an educational leader who promotes the success of all students by ensuring management of the organization, operations, and resources for a safe, efficient, and effective learning environment.

Sample Performance Indicators

  1. Provides direction and support for periodic review of plans, policies and procedures and their impact on student learning.
  1. Monitors distribution of district resources based on the district’s school improvement plan.
  1. Evaluates performance of staff, takes appropriate follow-up action and supports improvement.
  1. Effectively manages district budget, facilities and staff in ways that maximize improved student learning.

 

Supporting Evidence/Comments:                                                                               

                                                                                                                                        

                                                                                                                                        

                                                                                                                                        

 

Summary Rating

   Circle Appropriate Response: 

 

   Weak - Average - Exemplary

      1  -     2   -   3   -   4    -    5   

 

STANDARD #4: A superintendent is an educational leader who promotes the success of all students by collaborating with families and community members, responding to diverse community interests and needs, and mobilizing community resources.

Sample Performance Indicators

  1. Provides leadership for improving parent/student/community involvement in the schools.
  1. Promotes, demonstrates, and supports clear two-way communication for district priorities at all levels of the community school district.

4.3  Provides community service and leadership for developing a positive rapport between the schools and the community.

 

Supporting Evidence/Comments:                                                                               

                                                                                                                                        

                                                                                                                                        

                                                                                                                                        

 

Summary Rating

   Circle Appropriate Response: 

 

Weak - Average -  Exemplary

    1  -     2   -   3   -   4    -    5    

 

STANDARD #5: A superintendent is an educational leader who promotes the success of all students by acting with integrity, fairness, and in an ethical manner.

Sample Performance Indicators

  1. Conducts oneself in an ethical, fair, trustworthy and professional manner.

5.2  Establishes practices to promote personal, physical, and emotional health.

5.3   Demonstrates respect for diversity in students, staff, and programs.

 

Supporting Evidence/Comments:                                                                               

                                                                                                                                        

                                                                                                                                        

                                                                                                                                        

 

Summary Rating

   Circle Appropriate Response: 

 

 Weak - Average - Exemplary

    1  -     2   -   3   -   4    -    5    

 

STANDARD #6: A superintendent is an educational leader who promotes the success of all students by understanding, responding to, and influencing the larger political, social, economic, legal, and cultural context.

Sample Performance Indicators

  1. Serves as an articulate advocate to community and legislature for issues beneficial to improved teaching and learning.
  1. Provides leadership for defining superintendent and board roles, mutual expectations, procedures for working together, and formulating appropriate district policies.

6.3  Knows and supports the district school improvement plan and accurately reports progress on goals.

 

Supporting Evidence/Comments:                                                                               

                                                                                                                                        

                                                                                                                                        

                                                                                                                                        

 

Summary Rating

   Circle Appropriate Response: 

 

 Weak - Average - Exemplary

     1  -     2   -   3   -   4    -    5    

 

Overall Consideration of Standards

Of the standards listed above, which is the superintendent’s greatest strength? How does this strength directly contribute to district goals?

Of the standards listed, which area of standard achievement is presenting the greatest blocker to the superintendent leading for achievement of district goals?

What supports might the board offer to enhance the superintendent’s strengths and promote triumph over existing blockers?

PART II –Superintendent Goals

List at least two, but we suggest no more than three, significant individual Superintendent goals.  These goals should be directly linked to district goals which are clearly aimed at improving student learning and the climate for student learning.

These goals should include the measurable progress indicators to be accomplished by the superintendent during the next 12-months.  These are specific outcomes that will best move the system forward in achieving the district’s long-term goals. 

These goals should be approved by the board in consultation with the superintendent.  The measurable progress indicators, or evidence the board can expect to see over the next year of progress toward the goals, should be suggested by the superintendent in consultation with the board and approved by the board.  The measurable progress indicators should be clear and understood by both board and superintendent.

This document will be part of the superintendent’s ongoing evaluation throughout the year as well as included as part of the overall, year-end evaluation. 

7.1  Goal:                                                                                                                                                          

Measurable Progress Indicator:                                                                                                                   

Measurable Progress Indicator:                                                                                                                   

Measurable Progress Indicator:                                                                                                                   

Measurable Progress Indicator:                                                                                                                   

Measurable Progress Indicator:                                                                                                                                                                                                                                                                                        

 

 

7.2  Goal:                                                                                                                                                          

Measurable Progress Indicator:                                                                                                                   

Measurable Progress Indicator:                                                                                                                   

Measurable Progress Indicator:                                                                                                                   

Measurable Progress Indicator:                                                                                                                   

Measurable Progress Indicator:                                                                                                                                                                                                                                                                                                                                                                                                                                                             

 

 

7.3  Goal:                                                                                                                                                          

Measurable Progress Indicator:                                                                                                                   

Measurable Progress Indicator:                                                                                                                   

Measurable Progress Indicator:                                                                                                                   

Measurable Progress Indicator:                                                                                                                   

Measurable Progress Indicator:                                                                                                                                                                                                                                                                                                                                                                                                                                                             

 

 

Part III:  End of Year Review of Goal Attainment

Year end review will require the board to provide supporting evidence for its goal attainment ranking.  Ongoing discussion of goal attainment, throughout the year, will assist board in providing this data. 

7.1 Supporting Evidence of Goal Attainment:                                                           

                                                                                                                                        

                                                                                                                                        

                                                                                                                                        

 

Goal Attainment Rating

   Circle Appropriate Response: 

 

Weak - Average -  Exemplary

     1  -     2   -   3   -   4    -    5    

 

 

7.2 Supporting Evidence of Goal Attainment:                                                           

                                                                                                                                        

                                                                                                                                        

                                                                                                                                        

 

Goal Attainment Rating

   Circle Appropriate Response: 

 

Weak - Average - Exemplary

    1  -     2   -   3   -   4    -    5    

 

 

7.3 Supporting Evidence of Goal Attainment:                                                           

                                                                                                                                        

                                                                                                                                        

                                                                                                                                        

 

Goal Attainment Rating

   Circle Appropriate Response: 

 

Weak - Average - Exemplary

    1  -     2   -   3   -   4    -    5    

 

 

 

PART IV – Overall End of Year Summary [Check (√) one in each row]

Job Responsibilities:

Satisfactory

Unsatisfactory

 

Overall standards

 

 

 

Goal 1

 

 

 

Goal 2

 

 

 

Goal 3

 

 

 

Goal 4

 

 

 

Goal 5

 

 

 

 

 

Summative Rating:

 

 

Significant Achievements:

Areas for Growth:

Superintendent Comments:

Board Comments:

Approved    6-20-2017   Reviewed   10-17-2022    Revised  4-15-2019   

303.5E3 Statement of Competency

Code No. 303.5E3

STATEMENT OF COMPETENCY

Statement of Overall Competency is a summation of ratings as recorded on the Superintendent Performance Evaluation Form.
 
________Exceeds         ________Meets          ________Does Not Meet

 At any time when the majority of the board marks a statement of overall competency as "does not meet" the Board President will notify the Superintendent in writing. This notification will include 1) the primary reason(s) that can be attributed to the perceived lack of achievement and 2) a recommended intensive assistance program to increase the level of performance by the Superintendent.

Superintendent’s Signature:                                                                     Date:                                   

Evaluation Period:                              , 200____ to                                   , 200____

Board President’s Signature:                                                                    Date:                                   

Approved    6-20-2017   Reviewed   10-17-2022    Revised 4-15-2019   

303.5E4 Performance Evaluation Feedback Form

Code No. 303.5E4

FIRST PERFORMANCE EVALUATION FEEDBACK FORM

Please review the Action Plan Templates provided.

Please list area(s) you perceive this administrator can improve that would result in personal and/or professional growth.

Please list area(s) of strengths of this administrator.

For the purpose of meeting the established goals, please list activities you would like to see the administrator pursue in each of the following areas:

Support for Board:

Planning-System Development:

Educational Leadership:

Communication-External Relations & Internal Operations:

Budget and Finance:

Individual Professional Development:

Approved    6-20-2017   Reviewed 10-17-2022      Revised 4-15-2019    

303.5R Evaluation Process

Code No. 303.5R

SUPERINTENDENT EVALUATION PROCESS

The Board of Education shall evaluate the Superintendent's performance utilizing an approach that emphasizes multiple lines of evidence.

This evaluation process will also include the following:

A.  The annual review of the Superintendent's job description to ensure that it accurately reflects both the Board and Superintendent's expectations for the position.

B.  The annual review of the Superintendent Evaluation Process is to ensure that the process accurately reflects both the Board and Superintendent's latest thinking on the process.

C.  The Board and Superintendent shall meet two times during the evaluation cycle.

D.  A suggested timeline is:

  • July: set performance goals for coming evaluation cycle.
  • November: Board review job description, evaluation process, and performance goals.
  • January: First performance review
  • Review of Feedback Form completed by Board members Progress report by superintendent on performance goals
  • April: Set superintendent's salary for coming year.
  • June: Final performance review
  • Review of superintendent's self-assessment of areas of strength and areas for attention as related to job description (End of Year Form)
  • Review of Board's assessment of areas of strength and areas for attention as related to job description. (End of Year Report)
  • Select performance goals for coming evaluation cycle.

Reviewed 10-17-2023

303.6 Superintendent Professional Development

Code No. 303.6

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 or involves unusual expense, the superintendent will bring it to the attention of the board 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; 85.12; 86.28; 88.

Approved 11-8-93 Reviewed 10-22-2022  Revised  4-15-2019

303.7 Superintendent Civic Activities

Code No. 303.7

SUPERINTENDENT CIVIC ACTIVITIES

The board encourages the administrators to be involved in the school district community by belonging to community organizations and by attending and participating in school district community activities.

It is 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 and public education in general  It is within the discretion of the board to pay annual fees for professional organizations and activities.

Legal Reference

Iowa Code § 279.8 

Approved 9-13-93        Reviewed 10-17-2022        Revised  9-20-2020

 

303.8 Superintendent Consulting/Outside Employment

Code No. 303.8

SUPERINTENDENT CONSULTING/OUTSIDE EMPLOYMENT

The superintendent 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.

The board reserves the right, however, to request that the superintendent cease the outside employment as a condition of continued employment. The board shall give the superintendent thirty days’ notice to cease outside employment.

Legal Reference: 

Iowa Code §§ 279.8, .20 (2013).

Approved 9-13-93      Reviewed 10-17-2022     Revised  4-15-2019