300 ADMINISTRATION

300 Statement of Guiding Principals

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Statement of Guiding Principles                       Code No. 300
 
The administration of the school district shall provide the educational leadership to implement the district's educational philosophy.  It is the responsibility of the administration to implement and enforce policies developed by the Board of Directors.
 
The pressures of operating a modern school require a close coordination among the Board of Directors, superintendent, and principals.  A complex school system requires a balanced team of expert administrators, each with powers and responsibilities well-defined, and each understanding and working harmoniously with others.
 
The board subscribes to the Administrative Team concept as part of its formal operating policy in the district and under the terms of this policy neither of the parties hereto shall make unilateral decisions that would in any way affect the provisions of these policies.
 
 
Adoption   6-12-89
                                 
Review     7-17-89     3-14-94   1-11-99   8-13-12
                                                              
Revision
                                                                                                     
Cross References: 
   
Legal References:
 

301 The Management Team

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
The Management Team                                   Code No. 301
 
The Board of Directors and the administration of the school district believe in and endorse the concept of "team management'.  This is an expression of the commitment to the belief that participatory management will result in comprehensive and efficient solutions to local educational concerns.
 
Decisions made by the management team in a collaborative way have more quality due to the inclusion of diverse approaches and greater quantity of informational input.  There is more understanding of the decision and its rationale and a greater commitment to the solution by team members.  Group decision-making improves the cohesiveness of attitudes, and favorable attitudes tend to be associated with high productivity.
 
DEFINITION
 
  1. Administrative Team:  The Administrative Team consists of the superintendent, the three building principals  and associate principal.
  2. Management Team:  The Management Team is more encompassing than the Administrative Team and includes all members of the Board of Directors and the Administrative Team.
 
ROLE DEFINITION
 
  1. The Board of Directors is responsible for making the final decision in all matters pertaining to school district policy.  The Board of Directors delegates the responsibility for the operation of schools to the superintendent and hence to other school administrators.
  2. The superintendent is the chief executive officer for the Board of Directors and the leader of the administrative team.  These two roles are joined as the superintendent convenes meetings of the management team to discuss district policy development, administrative procedures, and other matters as shall be brought to his/her attention of which he/she deems appropriate.
  3. All members of the Administrative Team are accountable to the superintendent for their performance.  All administrators are responsible for administering their areas of operation as defined by the school board policy and in keeping with the goals and objectives of the school district.
  4. All members of the management team have the responsibility for exercising full expression during the decision-making process which leads to recommendations for school board action on policy matters.  Those members of the team who shall be directly affected by the team's action shall be specifically called upon to provide the team with necessary information as well as their professional judgments as to the effects of various proposed actions.  An attempt will be made by all team members to reach mutual agreement on areas discussed.
 
 
Adoption    6-12-89
                                 
Review      7-17-89     3-14-94    1-11-99    8-13-12
                                                              
Revision
                                                                                                      
Cross References:
 
Legal References:                                                      
 
                                                                                                                                                               
                                                      Page 2 of 2
 

301.1 Board-Superintendent Relationship

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Board-Superintendent Relationship                     Code No. 301.1
 
The Board believes that the legislation of policies is the most important function of a School Board.  Execution of the policies should be the function of the superintendent and staff.
 
Delegation by the board of its executive powers to the superintendent provides freedom for the superintendent to manage the schools within the board's policies and frees the board to devote its time to policy making and appraisal functions.
 
The board holds the superintendent responsible for the administration of its policies, the execution of board decisions, the operation of the internal machinery designed to serve the school program, and for keeping the board informed about school operations and problems.
 
The board will strive to procure, when a vacancy exists, the best professional leader available for the head administrative post.  Then, the board as a whole and its individual members will:
 
  1. Give the superintendent full administrative authority for properly discharging his or her professional       duties, holding the superintendent responsible for acceptable results;
  2. Act in matters of employment or dismissal of school personnel only after receiving the recommendations of the superintendent;
  3. Hold all meetings of the board in the presence of the superintendent, except when the superintendent's contract and salary are under consideration;
  4. Refer all complaints to the superintendent for appropriate investigation and action;
  5. Strive to provide adequate safeguards around the superintendent and other staff members so they can discharge their educational functions on a thoroughly professional basis; and
  6. Present personal criticisms of any employee directly to the superintendent.
 
 
Adoption    6-12-89
                                 
Review      7-17-89      3-14-94    1-11-99    8-13-12
                                                              
Revision
                                                                                                      
Cross References:
 
Legal References:                                                                                                                                   
 

302 The Administrative Team

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
The Administrative Team                               Code No. 302
 
Successful administration is best attained through a team effort by all administrators under the leadership of the superintendent.  The team approach to administration can contribute to better management decisions and a healthier, more productive organization by facilitating communication, encouraging input and the utilization of varied expertise, reinforcing productive behavior, reducing the amount of counterproductive behavior, and inspiring greater commitment to the organization.
 
If the administrative team concept is to succeed, all the participation must take place in an open and trusting context.  It requires, too, a strong commitment at the behavioral level by all team members.  Recognizing and respecting qualifications, expertise, roles, and responsibilities, as well as supporting all decisions reached, will permit appropriate decision-making at each level with positive and mutual support at all levels.
 
 
Fundamental to the success of the administrative team concept is a clearly developed structure which allows communication, interaction & decision-making.  Accordingly, roles, relationships, and expectations should be delineated through a carefully designed organizational plan and well-devised job descriptions.
 
It should be recognized that the role of administrative team members in the decision-making process must vary with the nature and complexity of the decision and the circumstances surrounding it.  Thus, when participation is appropriate, it may range from rendering advice to direct involvement in determining a decision.
 
 
 
Adoption    6-12-89
                                    
Review       7-17-89      3-14-94    1-11-99   8-13-12
                                                              
Revision
                                                                                                        
Cross References:
 
Legal References:
 

302.1 Purpose and Philosophy

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Purpose and Philosophy                               Code No. 302.1
 
It is recognized that the basic purpose of school administration is to facilitate and enhance the teaching/learning process.
 
The general purpose of this policy is to foster mutual support and loyalty of the administrative team and the Board of Education working within the State's statutes, rulings of the Department of Education, and the rules and regulations established by the Board.  The administrative team and the board recognize the need for cooperation, understanding, and mutual support to operate an effective program of educational opportunity in the Forest City Community School District.
 
The efficient management of a school system must be a team effort.  Joint participation by administrators and board members in policy making can only result in a more effective educational program.  The degree of cooperation and the quality of input by each member are directly related to the quality of the "product."
 
 
Adoption    6-12-89
                                   
Review       7-17-89      3-14-94   1-11-99  8-13-12
                                                                
Revision
                                                                                                     
Cross References:
 
Legal References:
 

302.2 Policy, Functions, and Practices

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Policy, Functions, and Practices                     Code No. 302.2
 
  1.  Policy concerning the administrative team is mutually developed on the local level by all members of the team and approved by the Board.  It is subject to periodic review and revision.
  2. The idea of team implies shared and concerted efforts in solving complex administrative problems.
  3. The superintendent of schools is the leader of the administrative team.
  4. The function of the administrative team is both advisory and decision-making.  Its purpose is that of decision making when appropriate.
  5. The administrative team practices effective communications, the decisions are democratically made and universally understood and team member actions are immediately communicated.  All members support team decisions and actions.  Essential individual decisions (by any team member) with district wide implications are immediately communicated to other members of the team.
  6. Each member of the administrative team has a written job description which specifically delineates duties, responsibilities, and authority.
  7. Ongoing in-service training is encouraged to improve administrative team skills, including the opportunity for team members to participate fully in the in-service programs offered by their respective professional administrative organizations.
  8. Each administrative team member is adequately compensated and receives benefits which are commensurate with the managerial functions as well as the written job descriptions.
  9. Each member of the administrative team is encouraged to participate in the appropriate professional administrative associations.
 
Adoption    6-12-89
                                 
Review       7-17-89     3-14-94   1-11-99   8-13-12
                                                              
Revision
                                                                                                      
Cross References
 
Legal References: 
 

302.3 Principles of Democratic Leadership

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Principles of Democratic Leadership                   Code No. 302.3
 
In order to attain maximum efficiency, the administrative staff must be guided by sound democratic principles of school administration.  These principles include the following:
 
  1. The goals and purposes of the school district must be democratically determined and clearly understood by those responsible for carrying out the purposes and achieving the goals.
  2. All administrative staff members should know what their responsibilities are and to whom they are responsible.
  3. When a responsibility is delegated to an individual, that person should also be given the necessary authority to carry out the responsibility.
  4. All individuals within the school district should be held accountable for the efficient execution of the responsibilities delegated to them.
  5. Decisions to resolve issues or problems should be made as close to the source of the issue or problem as is feasible.
  6. Personnel policies and practices should provide for the selection of competent people; in-service opportunities; and incentives for all employees.
  7. Organizational procedures should be developed that will ensure involvement and encourage cooperation among staff members.
  8. Maximum efficiency will result only if the functions, assignments, interests, and activities of the district are coordinated.
  9. District practices and programs should provide for consistency, equality, continuity, and flexibility.
  10. Members of the school district administrative team should be allowed to function in a framework that will provide each individual with a feeling of security as well as promote feelings of mutual faith and trust.
  11. Each administrative staff member should make every effort to understand and respect the role of others, including their right to exercise judgment on matters for which they are responsible.
  12. Channels of two-way communications must be provided that will facilitate the resolution of problems.
  13. Maximum effectiveness will result if all staff members operate in a climate of openness that fosters honesty and a free exchange of ideas.
  14. Staff members to be affected by decisions should be involved in the decision-making process whenever possible.
  15. Members of the administrative team will have direct input in any negotiations with bargaining units who may have to be supervised, directed, or evaluated by members of the team.
  16.  Administrative decisions must be guided by "what is best for kids."
 
 
 
Adoption    3-13-78  
                               
Review       7-17-89    3-14-94   1-11-99  8-13-12
                                                                
Revision
                                                                                                        
Cross References:
 
Legal References:
 

302.4 Administrative Team Rights


F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Administrative Team Rights                           Code No. 302.4
 
     Members of the administrative team shall have the right to:
 
  1. Have full information subject to statutory limitations with respect to public records, statistics, and finances relating to the school district.
  2. Be heard at any and all public meetings.
  3. Appear in a supportive counseling role in any situations involving its constituency, whether in aggrieving or defensive posture.
  4. Have a salary check-off for deductions its members voluntarily accept.
 
 
Adoption    3-13-78
                                   
Review       7-17-89      3-14-94    1-1-99   8-13-12
                                                              
Revision
                                                                                                        
Cross References:
       
Legal References:
 

303

303.1 Administrative Structure

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Administrative Structure                             Code No. 303.1
 
It is the superintendent's responsibility to organize, reorganize and arrange the administrative and supervisory staff of the district in a fashion, which in his/her judgment, best serves the interests of the district based upon board approval.
 
The organizational structure of the district shall be illustrated by a chart.  The chart represents the direction of responsibility.  The chart shall be regarded as a visual representation of responsibility of various groups.
 
 
Adoption   6-12-89
                                 
Review     7-17-89      1-11-99   9-10-12
                                                              
Revision    3-14-94
                                                                                      
Cross References:
 
Legal References:
 

303.1-E Organization Chart

EXHIBIT
 
Series 300 - Administration
 
Organization Chart                                    Code No. 303.1-E
 
 
Forest City 
School/Community
Communication
Model
 
The Forest City Community School District is committed to
 developing lifelong learners who are independent tinkers,
 value themselves and other, and have the knowledge and
 skills to become productive citizens.
 
Management Team                                                                                                             School/Community
Leadership Team
 
Board of Directors    Administrative Team     Elementary School      Middle School      High School
 
 
 
Parent                   Parent                     Parent
Advisory               Advisory                 Advisory
 
  1.  Building Level Teams
  2.  K-12 Curriculum Committees
  3.  Leadership Design Team
  4.  Curriculum Coordinating Council
 
All Other Task Forces
 

303.2 Superintendent of Schools

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Superintendent of Schools                             Code No. 303.2
 
The superintendent of schools shall be the chief executive officer of the Board of Directors, and shall be directly responsible for the execution of the board's policies, the faithful and efficient observance of the board's rules by all employees, and the enforcement of all provisions of the law relating to the operation of the schools.
 
     Reference should be made to the job description for a definition of specific duties.
 
 
 
Adoption    6-12-89
                               
Review      7-17-89    3-14-94   1-11-99  7-13-06 9-10-12
                                                  
Revision
                                                                                       
Cross References:
 
Legal References:  279.20; AC 3.4(9); 15.28
 

303.2-R Superintendent Professional Development

REGULATIONS
 
Series 300 - Administration
 
Superintendent Professional Development               Code No. 303.2-R
 
The Board encourages the superintendent to continue professional growth by being involved in professional organizations, attending conferences, continuing the superintendent's education, and participating in other professional activities.
 
It shall be the responsibility of the superintendent to arrange the schedule of events in order to enable superintendent's attendance at various conferences and events.  If a conference or event requires the superintendent to be absent from the office for more than 5 days, requires overnight travel, or involves unusual expense, the superintendent shall bring it to the attention of the board prior to attending the event.
 
The superintendent shall report to the board about each event attended.
 
 
 
Adoption    6-12-89
                                 
Review      7-17-89      3-14-94   1-11-99  7-13-06 9-10-12
                                                  
Revision
                                                                                                      
Cross References:
 
Legal References:  279.8 (1989); AC 670-14.12; 15.28; 17; AC 281-12.7                                          
 (new standards)
 

303.3 Superintendent Evaluation

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Superintendent Evaluation                             Code No. 303.3
 
The Board will conduct an ongoing evaluation of the superintendent on the superintendent's skills, abilities, and competence. Every two years the board will formally evaluate the superintendent, unless the superintendent is new.  A new superintendent will be evaluated annually the first two years.  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.
 
(Late Spring)
  1. Superintendent and board clarify vision, mission and update long range (5-year) plans for district.
  2. Board and superintendent review superintendent job description and evaluation process, forms, indicators, timelines and possible supporting documents/information/data to be used to measure performance.   

(Early Summer)  

  1. Superintendent creates up to five (5) Job Targets, based on district goals, which are measurable and doable in 12-months.  The Job Targets are mutually agreed to by the board/superintendent and shared with staff.
  2. A Professional Growth Plan is developed by the superintendent to support his/her learning goals and shared with the board

​​​(Fall)  

  1. Board President and superintendent review evaluation process and forms with new board members following election.
  2. Superintendent makes interim progress reports to the board on district goals and Job Targets as they relate to evaluation system.
(Early Spring)
  1. Superintendent completes a self-assessment of the evaluation form(s) including Job Targets.  Documents and data used to support the measurable outcomes are prepared and presented to the board.
  2. Each board member has an opportunity to meet individually or in small groups and dialog with the superintendent through out the year.
(Spring)  
  1. Board Members meet to develop the board’s official written evaluation document(s) that will be shared with the superintendent following the meeting.  The meeting must follow the provisions of Iowa’s open meetings law Ch 21.5(a) of 21.5(i) and advice of district’s legal counsel.
  2. The boards official evaluation document(s) is shared, clarified and discussed with the superintendent, following the open meetings/open records laws.  Changes to the evaluation may be made as a result of the discussions.  Remediation Targets (if any) will be included as a part of the final evaluation document(s) as a confidential, personnel record.
  3. A copy of the final written evaluation form is placed in the superintendent’s personnel folder.
(Late Spring)  Return to the beginning of the cycle.
This policy supports and does not preclude the ongoing informal evaluation of the superintendent’s skills, abilities, and competence.
 
Adoption    6-12-89
                                    
Review       7-17-89     1-11-99     7-13-06 9-10-12
                                                  
Revision     3-14-94    10-12-06   12-13-07   6-10-10
                 
Cross References:
 
Legal References:  279.8; 279.20, .23, .23A, .25 (1989); AC 281-12.3(4)   (new standards) 
 

303.4 Building Administrators

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Building Administrators Code No. 303.4
 
Elementary and secondary school administrators will be appointed by the Board of Directors upon the recommendation of the superintendent of schools for a one-year contract period.  After serving for at least nine months, an administrator may be employed for a term not to exceed two years, which term may be renewed annually.
 
Each building administrator will have charge of her/his building and grounds subject to the policies of the Board of Directors and to the directives issued by the superintendent.  Reference will be made to the job description for a definition of specific duties.
 
 
 
Adoption    4-14-86
                                 
Review       3-14-94    1-11-99    7-10-08   9-10-12
                                                         
Revision     7-10-08
                                                                                   
Cross References:
 
Legal References:  279.21
 

303.4-R Administrators Professional Development

REGULATIONS
 
Series 300 - Administration
 
Administrators Professional Development           Code No 303.4-R
 
The board 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 is the responsibility of the administrators to arrange their schedules in order to attend various conferences and events in which they are involved.  Prior to the 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 will bring it to the attention of the board prior to the administrator attending the event.
 
The building principal will report to the superintendent after an event.
 
 
Adoption    6-12-89
                                   
Review        3-14-94    1-11-99    7-10-08  9-10-12
                                                                    
Revision      7-10-08
                                 
Cross References   Code 803.9 Travel Allowance
 
Legal References: 279.8 (1989); AC 670-14.12, 15.4, .6, .8 - .9, 17 
  AC 281-12.7 (new standards) 
 

303.5 Administrator Evaluation

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Administrator Evaluation Code No. 303.5
 
The superintendent will conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence.  At a minimum the superintendent will do a summative evaluation annually.  The goal of the evaluation process is to ensure that the educational program for the students is carried out, ensure student learning goals of the school district are met, promote growth in effective administrative leadership for the school district, clarify the administrator’s role as defined by the board and the superintendent, ascertain areas in need of improvement, clarify the relationship between the superintendent and the administrator.
 
The superintendent is responsible for designing and administrating the evaluation instrument.  The evaluation will include written criteria related to the job description.  The superintendent, after receiving input from the administrators, will present the evaluation instrument to the board for approval.
 
The evaluation will 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 is completed by the superintendent, signed by the administrator and filed in the administrator’s personnel file.
 
It is the responsibility of the superintendent to conduct an evaluation of the probationary administrators and non-probationary administrators prior to July 1.
 
This policy supports and does not preclude the ongoing informal evaluation of the administrator’s skills, abilities and competence.
 
The steps outlined in exhibit 303.5-E will be utilized to facilitate the professional growth process for the administrators.
 
 
 
Adoption    6-12-89
                                   
Review       7-17-89     1-11-99      7-10-08   9-10-12
               
Revision     3-14-94    7-10-08        9-10-12
       
Cross References: Exhibit 303.5-E1 to 303.5-E3
 
Legal References:  279.8, .21 - .23A (1989); AC 281-12.3(4)   (new standards)
 

303.5-E1 Administrator Evaluation: A Systems Approach

EXHIBIT
 
Series 300 - Administration
 
Administrator Evaluation: A Systems Approach Exhibit 303.5-E1
 
Introduction
The process of evaluating an administrator is a very important tool in the entire improvement effort of a school district. It defines expectations, enhances communication, prioritizes district goals and encourages supervisors to focus their attention on the administrator ‘s role in improving achievement for all students.
 
A new approach to administrator evaluation that reflects a systems approach is particularly in order in these times of increased accountability. A process as important as this one should be guided by a set of ethics — values and beliefs — that support the work so both the administrator and supervisors can operate with integrity. The following principles are offered as an ethical compass to guide this important work.
 
An effective evaluation process is predicated on a spirit of providing feedback for growth, not on finding evidence of shortcomings. The purpose of this process is to improve performance, not prove incompetence. If a supervisor is considering evaluation for the purposes of termination, other processes should be employed.
 
Operating Principles
A comprehensive administrator evaluation process must:
  1. Align with the six Iowa Standards for School Leaders       Rationale: The Board of Educational Examiners, the State Board of Education, and the Iowa Department of Education have all endorsed the Iowa Standards for School Leaders as the framework for expectations for building principals.    
  2. Be intended to acknowledge strengths and improve performance. Rationale: An effective evaluation process is predicated on a spirit of providing feedback for growth. 
  3. Connect academic, social, emotional and developmental growth for all students in the building/system.                                     Rationale: Multiple indicators for all types of student growth must be included in the definition of accountability.
  4. Recognize the importance of an administrator’s role in improving the culture of the learning community.                                Rationale: Research is very clear that the quality of leadership in a building has a direct correlation to positive relationships and the achievement levels of all learners.    
  5. Have research-based criteria about effective administrator behaviors which are substantiated by measurable data from multiple sources, and are legal, feasible, accurate and useful. Rationale: Examples may include self-assessment, a portfolio compiled by the administrator, 360 degree feedback, the school improvement plan, artifacts that address previous goals, and meeting agendas.
  6. Provide opportunities for personal and professional growth as a facilitator/leader of learning.                                                 Rationale: Evaluation processes must consider the needs of the whole professional and be oriented toward continuous improvement.
  7. Be ongoing and connected to school improvement goals. Rationale: An evaluation is a process, not a once a year conversation, and must be connected to Comprehensive School Improvement plans.
  8. Align building and district goals with community members’ vision for education.                                                                         Rationale: Goals cannot be developed in isolation; district and building goals must reflect the community's highest hope for their public schools.  
 
Timelines for Administrator Evaluation
 
SUGGESTED TIMELINE ACTION
 

Late Spring

  1. Administrator and superintendent/designee clarify vision, mission and  district goals.
  2. Superintendent/designee and administrator will review job description and evaluation process, forms, indicators, timelines and possible supporting documents/information/data to be used to measure performance.
Early Summer
  1. Administrator creates one Action Plan per district goal, which is measurable and doable in 12-months. The Action Plans are mutually agreed to by the administrator and superintendent/designee and shared with staff. 
  2. A Professional Growth Plan is developed by the principal to support his/her learning goals and shared with the board.
Prior to the Start of School
  1. Review evaluation process and forms with new administrators.
Quarterly or Early Winter
  1. Principal makes interim reports regarding Action Plan progress.
Early Spring
  1. Administrator completes a self-assessment of the evaluation form(s) including Action Plans and/or Growth Plan. Documents and data used to support the measurable outcomes are prepared and presented to the superintendent/designee.
  2. The official evaluation document(s) is shared, clarified and discussed with the administrator. Changes to the evaluation may be made as a result of the discussions. Remediation Targets (if any) will be included as a part of the final evaluation document(s) as a confidential, personnel record.
  3. A copy of the final written evaluation form is placed in the administrator’s personnel folder.

303.5-E2

EXHIBIT
 
Series 300 - Administration
 
Administrator Evaluation Form Exhibit 303.5-E2
 
PART  I - JOB RESPONSIBILITIES
 
STANDARD #1: An administrator 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.
 
The administrator
  • In collaboration with others, uses appropriate data to establish rigorous, concrete goals in the context of student achievement and instructional programs.
  • Uses research and/or best practices in improving the education program.
  • Articulates and promotes high expectations for teaching and learning.
  • Aligns and implements the education programs, plans, action, and resources with the district’s vision and goals.
  • Provides leadership for major initiatives and change efforts.
  • Communicates effectively to various stakeholders regarding progress with school improvement plan goals.

    Supporting Evidence:

                                                                                                                  

     

    Summary Rating

    Meets Standard

    Doesen't Meet Standard

    Administrator Reflection:

     

     

     

     

     

    Superintendent comments:

     

     

     

     

     
 
STANDARD #2: An administrator 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.
 
The administrator
  • Provides leadership for assessing, developing and improving climate and culture.
  • Systematically and fairly recognizes and celebrates accomplishments of staff and students.
  • Provides leadership, encouragement, opportunities and structure for staff to continually design more effective teaching and learning experiences for all students.
  • Monitors and evaluates the effectiveness of curriculum, instruction and assessment.
  • Evaluates staff and provides ongoing coaching for improvement.
  • Ensures staff members have professional development that directly enhances their performance and improves student learning.
  • Uses current research and theory about effective schools and leadership to develop and revise his/her professional growth plan. Promotes collaboration with all stakeholders.
  • Is easily accessible and approachable to all stakeholders.
  • Is highly visible and engaged in the school community.
  • Articulates the desired school culture and shows evidence about how it is reinforced.
  • Promotes collaboration with all shareholders.
 

Supporting Evidence:  

 

 

                                                                           

Summary Rating

Meets Standard

Doesn't Meet Standard

Administrator Reflection:

 

 

 

 

 

Superintendent comments:

 

 

 

 

 

 

 
 
 
 
 
 
 
 
STANDARD #3: An administrator 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.
 
The administrator
  • Complies with state and federal mandates and local board policies.
  • Recruits, selects, inducts, and retains staff to support quality instruction.
  • Addresses current and potential issues in a timely manner.
  • Manages fiscal and physical resources responsibly, efficiently, and effectively.
  • Protects instructional time by designing and managing operational procedures to maximize learning.
  • Communicates effectively with both internal and external audiences about the operations of the school.
 

Supporting Evidence:

                                                                                                                

 

 

 

Summary Rating

Meets Standard

Doesen't Meet Standard

Administrator Reflection:

 

 

 

 

 

Superintendent Comments:

 

 

 

 

 
 
STANDARD #4: An administrator 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.
 
The administrator
  • Engages family and community by promoting shared responsibility for student learning and support of the education system.
  • Promotes and supports a structure for family and community involvement in the education system.
  • Facilitates the connections of students and families to the health and social services that support a focus on learning.
  • Collaboratively establishes a culture that welcomes and honors families and community and seeks ways to engage them in student learning.
 

Supporting Evidence:

                                                                                                                 

 

 

Summary Rating

Meets Standard

Doesen't Meet Standard

 

 

Administrator Reflection:

 

 

 

 

 

Superintendent Comments:

 

 

 

 

 
 
STANDARD #5: An administrator is an educational leader who promotes the success of all students by acting with integrity, fairness, and in an ethical manner.
 
The administrator
  • Demonstrates ethical and professional behavior.
  • Demonstrates values, beliefs, and attitudes that inspire others to higher levels of performance.
  • Fosters and maintains caring professional relationships with staff.
  • Demonstrates appreciation for and sensitivity to diversity in the school community.
  • Is respectful of divergent opinions.

Supporting Evidence:                                                                               

 

 

Summary Rating

Meets Standard

Doesn't Meet Standard

Administrator Reflection:

 

 

 

 

 

Superintendent Comments:

 

 

 

 

 
 
STANDARD #6:  An administrator 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.
 
The administrator
Collaborates with service providers and other decision-makers to improve teaching and learning.
Advocates for the welfare of all members of the learning community.
Designs and implements appropriate strategies to reach desired goals.
 

Supporting Evidence:                                                                                

 

 

 

Summary Rating

Meets Standard

Doesn't Meet Standard

Administrator Reflection:

 

 

 

 

 

Superintendent Comments:

 

 

 

 

 
 
 
Part II – ACTION PLANS
 
List up to five significant job targets and measurable outcomes (in the context of the district’s Comprehensive School Improvement Plan), to be accomplished by the principal, during the next twelve months.
  TARGET RELATES TO
ISSL

STANDARD(S)

BASELINE  
MEASURABLE
OUTCOME        
DATA SOURCE DATA POINTS
ACHIEVED/
NOT
ACHIEVED
1

 

 

           
2

 

 

           
3

 

 

           
4

 

 

           
5

 

 

           

Administrator Comments:

 
 
Superintendent or Designee Comments:
 
PART  III – OVERALL 
Significant Achievements:
 
 
 
 
Areas for Growth:
 
 
 
 
Administrator Comments:
 
 
 
 
 
Superintendent or Designee Comments:
 
 
 
 
 
Recommendation for Continuous Improvement (check one)
 
_____Professional Growth Plan
_____New Job Targets
_____Remediation Target
 


 

Administrator’s Signature:                                                    Date:                                     
Evaluation Period:                                     , 200____ to , 200____
 
Superintendent or Designee:                                                 Date:                 
 

303.5-E3 Sample Portfolio Artifacts

SAMPLE PORTFOLIO ARTIFACTS Exhibit 303.5-E3
 
The following suggestions about appropriate artifacts to include in a principal’s portfolio are grouped by the Iowa Standards for School Leaders.  They are included as a way to provide examples, and not intended to be an all-inclusive or proscriptive list.          
Standard 1 
A principal is an education 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. (Shared Vision) 
1 a.  Uses appropriate data to set priorities and establish high. concrete goals in the context of improving student achievement. 
Data Point Data Source
Building vision/mission statement administrator
New school year communication administrator/parents
Building committees staff bulletins
Staff communication to the administrator staff notes, email
Building "open house" administrator/parents
 
1 b.  Considers new and more effective ways to doing things based on research and/or best practices. 
Data Point Data Source
Student handbooks administrator
Parent communications/JMC administrator
Character education curriculum coordinator
Wartburg presentation administrator
Mentoring administrator 
Staff meetings staff/administrator
 
1 c.  Articulates and promotes high expectations for teaching and student learning. 
Data Point Data Source
Use of CSIP/District/Board Goals administrator
Staff in-service staff
Posters promoting district vision to students/parents/staff superintendent
Dissemination of goals to parents/staff administrator  
Preparing job descriptions administrator  
Student handbook administrator  
Parent handbook administrator  
District calendar administrator
 
1 d.  Aligns the educational programs, plans and actions to the district's vision and goals for student learning 
Data Point Data Source
Character education staff
Back to school nights administrator
Open houses administrator
Building mission statement building staff
Student activities administrator/staff/parents
Building "open house" administrator/parents
Student opening day assembly administrator
 
1 e. Acts as the driving force behind major initiatives.
Data Point Data Source
Parent communication administrator/parents
Staff meetings administrator/staff  
JMC emails administrator 
Parent Online Connection administrator/parents  
District Advisory Group participation administrator
 
Standard 2 
A principal 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 (Culture of Learning)
2 a.  Provides leadership for assessing, developing and improving school environment and culture. 
Data Point Data Source
Staff evaluations administrator/staff
Board presentations administrator/board
Building celebrations/activities administrator/parents  
Uses EASIER data to improved instruction administrator
Evidence of promotion of district vision administrator
Facility planning superintendent
 
2 b.  Systematically and fairly recognizes and celebrates accomplishments of teachers, staff and students. 
Data Point Data Source
 
2 c.  Provides leadership, encouragement, opportunities and structure for staff to continually design more effective teaching and learning experiences for all students. 
Data Point Data Source
Curriculum meetings administrator/curriculum coordinator
Federal Program participation administrator
Staff evaluations administrator/superintendent  
Parent newsletters administrator/parents 
AEA initiative participation AEA
 
2 d.  Monitors and evaluates the effectiveness of curriculum, instruction and assessment. 
Data Point Data Source
 
2 e.  Evaluates staff and provides ongoing coaching for improvement. 
Data Point Data Source
Use or district evaluation instrument administrator/staff
Staff bulletins/communication staff
Career Development Plan administrator
 
2 f.  Ensures that staff has necessary professional development opportunities that directly enhance their performance and improve student learning. 
Data Point Data Source
In-service presentations administrator
Staff meeting agenda administrator
Improvement strategies provided for staff administrator
Professional Development Committee attendance administrator
Presenter for staff development administrator
 
2 g.   Uses current research and theory about effective schools and leadership to develop and revise his/her professional growth plan. 
Data Point Data Source
Professional organization membership administrator
Professional leadership activities administrator
Advocacy examples administrator
News articles administrator  
Administrative Team meeting presentations administrator
 
2 h.  Promotes collaboration with all stakeholders. 
Data Point Data Source
Building newsletters administrator
Newspaper articles administrator
Parent emails administrator
Administrative software use administrator
Staff emails administrator
Staff meeting administrator 
 Parent Teacher Organization participation administrator
Committee membership administrator  
Community partnerships administrator  
Board of Education presentations administrator
 
2 i.  Is easily accessible and approachable to students, staff and community. 
Data Point Data Source
Community organization memberships administrator
Staff meetings administrator
Staff evaluation procedures administrator
Student meetings administrator
Attendance of student functions administrator
 
2 j.  Is highly visible and engaged in the school. 
Data Point Data Source
Walkabout logs administrator
Community participation administrator
News articles administrator
School event facilitation administrator
School event attendance administrator
School board meeting attendance administrator
 
 
2 k  Articulates the desired school culture and shows evidence about how it is reinforced. 
Data Point Data Source
In-service presentation administrator
In-service organization administrator
Professional development articulation administrator
 
Staff emails administrator
Parent emails administrator
District committee participation administrator
News articles administrator 
Student assemblies administrator
 
 
Standard 3 
A principal 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. (Management) 
3 a.  Complies with state and federal mandates and local board policies. 
Data Point Data Source
Demonstrates knowledge of board policies administrator
Staff/parent/students memos administrator
Board meeting attendance and participation administrator
 
3 b.  Interviews and recommends teachers and staff to support quality instruction. 
Data Point Data Source
Staff recruitment/interviewing/hiring practices administrator
Recommendation letters administrator  
Hiring feedback hires  
Board requests administrator
Perspective teacher c1ass presenter administrator
Building cabinet meeting agendas administrator
 
3 c.  Protects instructional time from unnecessary distractions and interruptions. 
Data Point Data Source
Teacher assist programs administrator
Building policy administrator
Staff emails administrator  
Parent emails administrator
 
3 d. Addresses current and potential problems in a timely manner. 
Data Point Data Source
Staff communication administrator
LSI involvement LSI  
Parent letters Parents  
Action on discipline Parents 
Bus referrals action Bus Drivers
 
3 e.  Manages fiscal and physical resources of the schools responsibility, efficiently and effectively. 
Data Point Data Source
Building budget building/use Business manager
Timely requisition of materials needed Business manager
Fundraising projects administrator  
Uses building budget appropriately Business manager
 
3 f  Designs and manages operational procedures to maximize opportunities for successful learning. 
Data Point Data Source
Building improvement requests summer projects requests
Newsletters, communication to parents administrator
Web page design/development administrator
Building schedules secretary
Student assistance chart administrator
Budget management records administrator/business manager
 
3 g.  Communicates effectively with both internal and external audiences about the operations of the school. 
Data Point Data Source
Parent meetings administrator minutes
Staff meetings Administrative Team
Newspaper articles/pictures Paper resources
City resources involvement meeting minutes
Pictures of students home to parents administrator
Television interviews administrator  
Mentoring activities administrator  
District Report Card submissions Curriculum Director/Superintendent
 
Standard 4 
A principal 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. (Family and Community) 
4 a.   Engages family and community by enhancing shared responsibility for student learning and support of the school. 
Data Point Data Source
Parent emails administrator
News articles administrator  
Budget development business manager
Community Builder projects city personnel
City Council attendance city council
School Board presentations Board president
 
4 b. Promotes and supports a governance structure for family and community involvement in the school. 
Data Point Data Source
PTA membership administrator/parents
District communications superintendent
News articles administrator
Service organization membership administrator
Citizen's Advisory Committee membership superintendent
 
4 c.  Facilitates the connections of students and families to the health and social services that are needed to stay focused on learning ..... 
Data Point Data Source
CHON school-based health participation administrator
Agency membership administrator
Health Center communications superintendent
ROOTS Mentoring administrator
School Nurse records for building school nurse
At-Risk program description. Curriculum Director
 
4 d.  Establishes with staff a school culture that welcomes and honors parents and seeks ways to engage them in their children's learning. 
Data Point Data Source
PTO participation administrator
Staff emails administrator  
Parent emails administrator  
Building policy administrator 
District policy administrator  
District committees administrator
Parent recognition activities administrator
Building traditions administrator
 
 
Standard 5 
A principal is an educational leader who promotes the success of all students by acting with integrity, fairness, and in an ethical manner. (Ethics)  5 a. Demonstrates ethical, trustworthy, and professional behavior. 
Data Point Data Source
TEAM meeting participation superintendent 
Character Education presentation administrator
Engages in community projects administrator
Participates in professional organizations administrator
 
5 b.  Adopts values, beliefs, and attitudes that inspire others to higher levels of performance. 
Data Point Data Source
Faculty meeting administrator
Staff emails administrator/superintendent
Committee membership superintendent  
Models best practices in teaching administrator/staff
Adjunct professorship college
 
5 c.  Maintains caring relationships with teachers and staff. 
Data Point Data Source
 
5 d.  Demonstrates appreciation for and sensitivity to diversity in the school community. 
Data Point Data Source
Building celebrations parents/staff
Parent communication administrator/superintendent
LSI student placement Lutheran Services of Iowa
Community participation patrons
Plans activities celebrating diversity administrator  
Engages in regional/state programs recognizing diversity administrator
In-service presentations staff
 
5 e.  Adopts leadership behavior to the needs of the current situation. 
Data Point Data Source
Discipline notices administrator
Bus referrals transportation  
Parent letters parents  
TEAM meetings TEAM
Community activities citizens
Student reporting students
 
5 f.  Is respectful of divergent opinions. 
Data Point Data Source
Building policy administrator
Staff emails administrator
Student recognition activities administrator
Input gathering administrator
Decision-making process administrator
 
 
Standard 6 
A principal is an educational leader who 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. (Societal Context)
6 a.  Collaborates with service providers and other decision-makers to improve teaching and learning. 
Data Point Data Source
TEAM meeting participation Team colleagues
Professional organization membership administrator
SAI administrator
AEA267 staff development meetings administrator
Conference/state administrative meetings administrator
FINE participation administrator
 
6 b.  Advocates for the welfare of all members of the learning community. 
Data Point Data Source
Newspaper articles superintendent
Community committee membership administrator
Radio superintendent
Staff in-service administrator
Curriculum development curriculum director
ROOTS administrator
Big Brothers/Sisters administrator  
Service learning activities administrator
Student/parent handbook administrator
Staff/student/parent communication administrator
JMC emails administrator  
Diversity projects administrator
 
6 c.  Respects the varied dynamics of decision-making and designs appropriate strategies to reach desired goals. 
Data Point Data Source
Delegation of responsibilities administrator
Staff emails administrator
Administrative TEAM participation administrator
Evaluation procedures administrator
PTO organization administrator  
Student committee attendance administrator  
Board of Education meeting attendance administrator
 

303.6 Associate Principal

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Associate Principal Code No. 303.6
 
The Associate Principal at the secondary level will serve as Activities Director for the high school and middle school.  Establishing and coordinating the K-12 activities calendar is included with this position.  Reference should be made to the job description for a definition of specific duties.
 
 
 
 
Adoption    8-6-81
                                   
Review      7-17-89    7-10-08  9-10-12
                                                                            
Revision    3-14-94     1-11-99  
                                                                  
Cross References:
 
Legal References:
 

304

304.1 Vacancies

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Vacancies                                             Code No. 304.1
 
In selecting personnel to fill administrative vacancies, the board will seek the best qualified applicants within or without the system.  Vacancies shall be filled on the basis of competency, experience and qualifications of the applicant, length of service, and other relevant factors.
 
It is the policy of the Board of Directors to extend equal opportunities to all employees, and to applicants for employment who meet the qualifications established for the position for which they apply.  No employee or applicant shall be discriminated against on the basis of sex, race, national origin, religion, age, marital status, economic status, sexual orientation, or physical disability.
 
 
 
 
Adoption    4-14-86
                                   
Review       7-17-89    3-14-94    1-11-99   10-8-12
                                                             
Revision   10-12-06
                                                                                     
Cross References: 
     
Legal References:  Civil Rights Act 601A; 601D; 729; 280.3
 

304.2 Conditions of Employment

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Conditions of Employment                             Code No. 304.2
 
The Board of Directors will meet with the administrative team to discuss salaries, fringe benefits and other conditions of employment.
 
  1. The purpose of these meetings shall be to meet and confer in good faith in order to freely exchange information, opinions, and proposals to endeavor to reach agreement on conditions of employment.
  2.  Review the annual salary of the administrative positions in accordance with the appropriate salary policies.  These should reflect the length of service, previous experience, numbers supervised (staff and students), professional involvement, extra expectations such as number of night activities required, direct involvement with curriculum development, and total proficiency of leadership responsibilities.
  3. Contracts for the administrative team, after the probationary period, should be multiple-year contracts, extended annually, if services are favorable.  Any termination proceedings by the Board for just and sufficient cause shall be pursuant to those procedures enumerated in the Code of Iowa.  The contracts may be terminated by the administrator by tendering a written resignation to the board on or before May 1 of any calendar year.
  4. Termination by mutual consent.  Upon mutual written agreement by the Board of Directors and the administrator and upon thirty days prior notice, the contract may be terminated without penalty or prejudice against either the Board or the administrator.  In this event, the board would pay the administrator all remuneration and benefits accrued but unpaid during the period of employment immediately prior to such termination.
  5. The Board and the administrative team shall each appoint a discussion team to act on its behalf.  In addition, the Board and administrative team mutually pledge that their representatives will have the necessary power and authority to make proposals, and make concessions during the course of discussions.  Both parties recognize that no final agreement shall be executed without ratification of the Board and the administrative team.
  6.  Either party to the discussions shall have the right to utilize outside consultants (non-spokesperson).
  7. All issues proposed for discussion shall be submitted by the administrative team to the Board's delegated representatives at the first discussion meeting.  The Board shall submit all additional items which it wishes to discuss no later than the second meeting.
 
Adoption:    3-13-78
                                 
Review:      7-17-89     3-14-94   1-11-99   10-8-12
                                                             
Revision:
                                                                                                     
Cross References:
 
Legal References:
 

304.3 Working Conditions

F. C. SCHOOL BOARD POLICIES

Series 300 - Administration
 
Working Conditions                                     Code No. 304.3
 
The provisions of the policy shall be applied without regard to sex, race, national origin, religion, age, marital status, economic status, sexual orientation, physical disability, or membership in or association with the activities of any professional organization.  No religious or political activity not specifically limited by law shall be grounds for any discipline or discrimination with respect to the professional employment or status of such administrator.
 
Administrators, individually and collectively, shall make recommendations to the Board regarding the program of the school, the conditions of the buildings, grounds, equipment and materials, and other factors important to the efficient management of a school plant or program.
 
The board agrees to involve administrative team representatives in an advisory capacity to the Board or board team in all negotiating or collective bargaining sessions with employees who are subject to their supervision or under their administration.  All principals shall specifically be involved in this process as members of the administrative team.
 
 
 
 
Adoption    3-13-78  
                                  
Review      7-17-89       3-14-94   1-11-99  10-8-12
                                                               
Revision   10-12-06
                                                                                     
Cross References:
 
Legal References:                                                                                                                                  
 

304.4 Benefits

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Benefits                                             Code No. 304.4
 
In-district, as well as out-of-district, travel will be reimbursed on the basis of actual expenses incurred.  Mileage will be paid at the state rate per mile and all other expenses must be appropriately documented.
 
One state and one national dues will be paid by the Board each year for the superintendent and each principal.
 
The board will also provide long-term disability (LTD) insurance, $50,000 term life insurance, family health & major medical insurance, and family dental insurance for each member of the administrative team including the school district business manager.  Also, administrators may participate in tax sheltered annuities (TSA) programs on a salary reduction basis.
 
The superintendent is required to be available 24 hours per day to attend to any school-related matter.  
 
 
 
 
Adoption    3-13-78  
                               
Review      7-17-89    1-11-99    10-8-12
                                                              
Revision    5-13-91     3-14-94    10-8-12
                                                                
Cross References:
 
Legal References: 
 

305

305.1 Administrative Contract and contract Non-renewal

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Administrator Contract and Contract Non-renewal Code No. 305.1
 
The length of the contract for employment between an administrator and the board shall be determined by the board and stated in the contract.  The contract shall also state the terms of the 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.  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 an administrator's contract is not being renewed by the board, the contract will be extended automatically for 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.
 
NOTE:  May 15 is the date established by law.  The board may select an earlier date but not a later date.
 
 
 
 
Adoption    6-12-89
                                 
Review       7-17-89      3-14-94    10-8-12
                                                              
Revision      1-11-99
                                                                                       
Cross References:
 
Legal Reference: Iowa Code §§ 279.20, .22-.25 (1995). 281 I.A.C. 12.4(4), .4(7).
 

305.2 Administrative Personnel Contract Termination-Resignation

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Administrative Personnel Contract Termination - Resignation       Code No. 305.2
 
An administrator who wishes to be released from a contract shall submit a written request to the superintendent at least thirty (30) days prior to the anticipated termination date.  Release from the contract shall be dependent on the circumstances involved, including the availability of a qualified replacement.
 
 
 
 
Adoption   6-12-89  
                               
Review      7-17-89   3-14-94   1-11-99   10-8-12  
                                                              
Revision  
                                                                                                
Cross References:
 
Legal References: 
 

305.4 Superintendent Contract and Contract Renewal

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Superintendent Contract and Contract Non-renewal Code No. 305.4
 
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 June 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 a superintendent's contract is not being renewed by the board, the contract will be extended automatically for 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.
 
NOTE:  May 15 is the date established by law.  The board may select an earlier date but not a later date.
 
 
 
Adoption   1-11-99
                               
Review     10-8-12
                                                                                              
Revision  
                                                                                             
Cross References:
 
Legal Reference: Iowa Code §§ 21.5(1)(i); 279.20, .22-.25 (1995). 281 I.A.C. 12.4(4).
 

305.5 Administrators Code of Ethics

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Administrator Code of Ethics Code No. 305.5
 
Administrators, as part of the educational leadership in the school district community, represent the views of the school district.  Their actions, verbal and nonverbal, reflect the attitude and the beliefs of the school district.  Therefore, administrators shall conduct themselves professionally and in a manner fitting to their position.
 
Each administrator shall follow the code of ethics stated in this policy.  Failure to act in accordance with this code of ethics or in a professional manner, in the judgment of the board, shall be grounds for discipline and, possibly, dismissal.
 
The professional school administrator:
Upholds the honor and dignity of the profession in actions and relations with students, colleagues, board members and the public;
 
Obeys local, state and national laws; holds to high ethical and moral standards; and gives loyalty to this country and to the cause of democracy and liberty;
 
Accepts the responsibility to master and contribute to the growing body of specialized knowledge, concepts, and skills which characterize school administration as a profession;
 
Strives to provide the finest possible educational experiences and opportunities to the members of the school district community;
 
Seeks to preserve and enhance the prestige and status of the profession when applying for a position or entering into contractual agreements;
 
Carries out in good faith the policies duly adopted by the local board and the regulations of state authorities and renders professional service;
 
Disallows consideration of private gain or personal economic interest to affect the discharge of professional responsibilities;
 
Recognizes public schools are the public's business and seeks to keep the public informed about their schools; and,
 
Supports and practices the management team concept.
 
Adoption:    1-11-99  
                             
Review:      10-8-12 1-11-16
                                                                                            
Revision:
                                                                                              
Cross References:
 
Legal References:    Iowa Code § 279.8 (1995). Iowa Code Chapter 25 
 

306

306.1 Participation in Policy Development

F. C. SCHOOL BOARD POLICIES

Series 300 - Administration
 
Participation in Policy Development                   Code No. 306.1
 
The superintendent shall schedule regular meetings for and with the administrative team to receive input into proposed policies and procedures for the district in order to provide additional avenues through which the administrative team may communicate leadership concerns and participate in policy development affecting the school district.
 
 
 
 
 
Adoption:    3-13-89
                               
Review:       7-17-89   3-14-94   1-11-99   10-8-12
                                                              
Revision:
                                                                                             
Cross References:
 
Legal References: 
 

306.2 Succession of Authority to the Superintendent

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Succession of Authority to the Superintendent Code No. 306.2
 
In the absence of the superintendent, it shall be the responsibility of the other administrators to assume the superintendent's duties.  The succession of authority to the superintendent shall be in this order:
a.  Principals in order of seniority
b.  Board Secretary
 
If the absence of the superintendent is temporary, the successor shall assume only those duties and responsibilities of the superintendent that require immediate action.  If the board determines the absence of the superintendent will be a lengthy one, the board shall appoint an acting superintendent to assume the responsibilities of the superintendent.  The successor shall assume the duties when the successor learns of the superintendent's absence or when assigned by the superintendent or the board.
 
References to "superintendent" in this policy manual shall mean the "superintendent or the superintendent's designee" unless otherwise stated in the board policy.
 
 
Adoption    3-13-78
                               
Review       7-17-89   10-8-12
                                                                                
Revision     3-14-94   1-11-99  
                                                                  
 Cross References:
 
Legal References:    Iowa Code § 279.8 (1995). 281 I.A.C. 12.4(4)
 

306.3 School Administrators and Law Enforcement officials

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
School Administrators and Law Enforcement Officials       Code No. 306.3
 
It shall be the policy of the Forest City School District that a reasonable cooperative effort be maintained between the school administration and law enforcement agencies.  Law enforcement officials may be summoned in order to conduct an investigation of alleged criminal conduct on the school premises or during a school-sponsored activity or to maintain the educational environment.  They may also be summoned for the purpose of maintaining or restoring order when the presence of such officers is necessary to prevent injury to persons or property.  Administrators have the responsibility and the authority to determine when the assistance of law enforcement officers is necessary within their respective jurisdictions.  The School District's administrators shall at all times act in a manner which protects and guarantees the rights of students and parents.
 
 
 
 
Adoption:    2-5-79
                                 
Review:       7-17-89   3-14-94   1-11-99  10-8-12  
                                                              
Revision:
                                                                                            
Cross References:
 
Legal References:
 

306.4 Hold Harmless

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Hold Harmless                                         Code No. 306.4
 
The Board shall defend, save harmless, and indemnify each member of the administrative team against all claims or demands, including but not limited to those involving administrative agencies, arising out of an alleged act or omission within the scope of his/her employment or duties while acting in good faith carrying out board policies.
 
 
 
Adoption:    3-13-78
                                 
Review:      7-17-89   3-14-94   1-11-99  10-8-12
                                                                
Revision: 
                                                                                                  
Cross References:
 
Legal References:  
 

307 Communication Channels

F. C. SCHOOL BOARD POLICIES
 
Series 300 - Administration
 
Communication Channels Code No. 307
 
Questions and problems shall be resolved at the lowest organizational level nearest to the complaint.  School employees shall be responsible for conferring with their immediate supervisor on questions and concerns.  Students and other members of the school district community shall confer with a licensed employee and then with the principal on questions and concerns.
 
If resolution is not possible by any of the above, individuals may bring it to the attention of the superintendent within 10 school days of their discussion with the principal.  If there is no resolution or plan for resolution by the superintendent within 5 school days of the individual's discussion with the superintendent, the individual may ask to have the question or problem placed on the board agenda.  The action of the board will be final.
 
It shall first be the responsibility of the administrators to resolve questions and problems raised by the employees and the students they supervise and by other members of the school district community.
 
 
 
 
Adoption:    1-11-99  
                             
Review:     10-8-12
                                                              
Revision:  
                                                                                          
Cross References:     Code No. 205.12
 
Legal References:     Iowa Code § 279.8 (1995).