Policy Title Statement of Guiding Principles Code No. 300
The Superintendent of Schools shall be the executive officer of the Board of Trustees, and the administrative head of all divisions and departments of the school system. He shall be directly responsible to the Board for the execution of its policies, for the faithful and efficient observance of its rules by all employees throughout the system, and for the enforcement of all provisions of the law relating to the operation of the schools.
In the absence of written Board Policy the Superintendent of Schools shall be authorized to make administrative decisions necessary to the efficient operation of the schools. Such administrative decisions shall serve as Board Policy until the Board of Trustees has established a policy.
Date of Adoption:
January 13. 1993f
Policy Title Selection of Superintendent of Schools Code No. 301
The Board of Trustees shall employ a Superintendent of Schools for a term of one, two, or three years. The person chosen must hold the Administrative Certificate which shall entitle him to administer the duties of the office.
Date of Adoption:
1979
Revised 3/9/92, 1/13/93
Policy Title Teacher Representation on Administrative/Supervisor Interview Committees Code No. 301.1
The Teacher Association will be responsible to organize and assign teacher representatives to initial interview committees for all supervisory, administrative and superintendent positions.
The representation will be selected from all certified teachers.
The representation will be as follows:
One (1) teacher representative to an interview committee for the hiring of bus, food service, and special education supervisors.
Two (2) teacher representatives to an interview committee for the hiring of a building administrator.
Three (3) teacher representatives (one from each building) to an interview committee for the hiring of a superintendent.
The Board of Trustees will designate the remaining committee members.
Date of Application: Legal Reference: (Code of Idaho)
May 14, 2001
Policy Title Duties of the Superintendent of Schools Code No. 302
The Superintendent is the official executive officer for this school district. The board of trustees shall function in policy formation for the district and shall hold the Superintendent of Schools and his or her administrative staff responsible for policy execution.
The Superintendent shall exercise general supervision over all the schools of this district and all employees. He/She shall make assignments and transfers necessary to obtain the highest efficiency of the entire staff. The Superintendent shall be charged with the responsibility for programs for in-service training and education of all employees, both professional and nonprofessional.
He/She shall make recommendations to the Board for the appointment and discharge of all employees.
The Superintendent shall recommend a schedule of salaries of all employees to the Board for consideration. The schedule shall show maximum and minimum salaries, annual increments, and other items such as extra compensation for coaching, music, dramatics, etc.
The Superintendent shall have full authority to employ part-time and temporary substitutes for the regular employees of the district.
The Superintendent is responsible for curriculum revision and development for the district. The courses of study shall be revised and kept up to date. This is the responsibility of the Superintendent in cooperation with the professional staff. Such recommendations will be submitted to the Board for final approval.
The Superintendent shall, from time to time, attend professional conferences and conventions. His/Her expenses shall be paid, by Board approval, when he/she is attending such conferences or when he/she is on official business for the district.
The Superintendent shall make rules and regulations in routine matters not provided for in Board policy. He/she shall propose new policies to the Board of Trustees for adoption when the necessity arises.
The Superintendent shall perform such duties as the Board may direct, and all duties required by law. In the absence of specified rules, he/she shall assume authority (in accordance with state law) and act as the situation requires. Emergency authority is subject to review by the Board.
It is the responsibility of the Superintendent to interpret the objectives of the school program to the public.
Date of Adoption:
1979
Revised 3/9/92, 1/13/93
Policy Title School Board-Superintendent Relationships Code No. 303
The Superintendent of Schools shall serve as the professional advisor to the Board of Trustees. He/She shall attend all meetings and take part in the discussions of the Board. He/She has no vote.
The Superintendent shall receive communications relative to school affairs and consult with individuals having business with the Board of Trustees.
Date of Adoption:
1979
Revised 3/9/92, 1/13/93
Policy Title School Board - Staff Relationships Code No. 304
The Superintendent shall transmit all communications from the Board of Trustees to the instructional staff, administrative staff, and non-instructional staff. He/She shall transmit communications from all staff members to the Board of Trustees.
Date of Adoption:
1979
Revised 3/9/92, 1/13/93
Policy Title Administrative Departments Code No. 305
Every person who serves as a Secondary, Middle School or Elementary Principal is required to hold an Administrative Certificate.
All Principals are directly responsible to the Superintendent in their roles as principals and in any other roles or titles held in the district. The Principal shall have the authority to act within the limitations of School Board policies and administrative procedures in the name of the Board of Trustees and the Superintendent with delegated authority to direct the activities of all employees assigned to his/her building. Employees will regard instructions coming from the Principal as carrying the full authority of the Superintendent and the Board of Trustees.
Principals shall keep accurate and complete records and supervise all academic and non-academic activities. He/She shall be tactful in relations with parents and the public. He/She shall aid and direct teachers, with the purpose of securing the best teaching possible. The Principals will be asked by the Superintendent or Board of Trustees to attend School Board Meetings.
Principals are responsible for all school property in their respective buildings. Principals shall hold teachers and other employees accountable for the proper care and use of school property.
The Principal shall be responsible for taking reasonable precautions to safeguard the general well-being of his/her staff and of all children in his/her school. In this connection he/she shall provide definite plans by which the staff may provide for the safety and care of children in case of fire, storm or other sudden danger to the school plant.
Each principal shall be responsible for carrying out rules providing proper maintenance and order in the building and on the grounds of his/her school.
The Principal shall observe and supervise all teachers in his or her building and make reports to the Superintendent upon request.
Date of Adoption:
1979
Revised 3/9/92, 1/13/93, 3/12/18
Policy Title Sick Leave Bank for Administrative Employees Code No. 306
Each administrative employee of this district may participate in the Administrative Sick Leave Bank. To participate, each employee shall contribute a prescribed number of his/her earned sick leave days as determined by the Administrative Sick Leave Bank Committee. Deposits to the Administrative Sick Leave Bank may be made from September 1st to October 15th. Deposits may be called for during the year if the bank falls below 20 days. Sick leave days thus contributed shall be deducted from the individual's sick leave entitlement.
The contributed sick leave days shall form a fund of sick leave days that will be available to all eligible participating administrative employees upon recommendations of the Administrative Sick Leave Bank Committee for the purpose of alleviating the hardship caused by absence from work necessitated by extended or recurring physical disability resulting from illness or injury extending beyond the administrative employee's accumulated sick leave.
Application for use of the Administrative Sick Leave Bank days from the bank shall be submitted to the Administrative Sick Leave Bank committee for its recommendation. The committee shall meet within 72 hours of the request and determine the eligibility of the employee. If the committee deems necessary, it shall require proof of illness at the time of application and, from time to time, after a grant has been made.
In order for an administrative employee to be eligible to apply for sick leave benefits from the Administrative Sick Leave Bank, the employee must first: (1) be a contributor to the bank, (2) have used all of his/her sick leave and paid personal days, and (3) have been absent from work due to illness or accident.
For the initial year of operation, each participating employee shall contribute one (1) day of his/her accumulated sick leave days to the Administrative Sick Leave Bank. Each subsequent year of the Bank's operation, the Administrative Sick Leave Bank Committee shall determine the number of sick leave days each participant must contribute in order to keep the bank solvent. Other Sick Leave Banks within the district may contribute to this bank. The number of accumulated sick leave days an employee may contribute to the bank shall be limited to 100% of that employee's sick leave days.
The maximum number of days that can be granted in any one fiscal year will be the remaining number of days an employee is scheduled to work under his/her current contract. In no case will the granting of leave cause an employee to receive more than his/her annual salary for that year.
Bank grants to individual employees will not be carried over from one fiscal year to another; all such grants will end at the termination of the school year. If an administrative employee does not use all the days granted by the bank, the unused sick leave days will be returned to the Bank.
The Administrative Sick Leave Bank Committee shall consist of two (2) members appointed by the administrative employees at a group meeting, and two (2) members appointed by the Board, excluding the superintendent. In case of a tie vote on a request, the superintendent will cast the deciding vote. The committee members shall develop and distribute rules and procedures for the orderly administration of the bank not inconsistent with the terms of this agreement. The committee shall be responsible for reporting to the district's accounting office the names of contributors and the number of days contributed. It shall report all days granted by the bank and all other information necessary for the employee's record.
SICK LEAVE BANK CONTRIBUTION FORM
ADMINISTRATIVE EMPLOYEES
I wish to contribute___________________ day/days to the Administrative Sick Leave Bank.
Name________________________________________________ Date_______________________________
Date of Adoption: Legal Reference: (Code of Idaho)
November 9, 1998
Policy Title: Emergency School Closure Code No. 307
The superintendent of schools is granted the power by the Board of Trustees to close schools or dismiss students early in the event of hazardous weather or other emergencies which threaten the safety or health of the students or staff.
When such emergency closure occurs, the superintendent will bring it to the attention of the Board at the next regular meeting for approval.
Upon approval of the Board, up to eleven (11) hours of emergency school closure due to adverse weather conditions, facilities failures, severe contagious or infectious diseases and/or other unforeseen circumstances may be reduces from the annual instructional hour requirements.
If appropriate, the Board will request exemption to the required instructional hours, or the reduction thereof, from the state superintendent of public instruction for any school in the district when closure of that school for unforeseen circumstances does not affect the attendance at other district schools.
Adopted:
9-14-09
Policy Title: Evaluation of Principals Code No. 308
PURPOSE OF EVALUATIONS
The purpose for conducting administrative evaluations is to assist in identifying employee strengths and weaknesses while providing direction and support for continued learning and professional development. Evaluations may also be used to document areas of improvement and to make decisions regarding personnel actions.
EVALUATOR
The superintendent or designee will be responsible for evaluating principals. All individuals responsible for appraising, observing, or evaluating certificated personnel performance will receive training in conducting observations and evaluating effective teacher performance. Such individuals will be required to demonstrate proficiency in conducting evaluations by passing an assessment approved by the Idaho State Department of Education (SDE) prior to September 1, 2018 or completing 3 credits in evaluation.
EVALUATION CRITERIA
Principal evaluations will be based upon the following domains and components:
1. Domain 1: School Climate
An educational leader 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. An educational leader articulates and promotes high expectations for teaching and learning while responding to diverse community interest and needs.
School Culture: Principal establishes a safe, collaborative, and supportive culture ensuring all students are successfully prepared to meet the requirements for tomorrow’s
careers and life endeavors.
Communication: Principal is proactive in communicating the vision and goals of the school or district, the plans for the future, and the successes and challenges to
all stakeholders.
Advocacy: Principal advocates for education, the district and school, teachers, parents, and students that engenders school support and involvement.
2. Domain 2: Collaborative Leadership
An educational leader promotes the success of all students by ensuring management of the organization, operations and resources for a safe, efficient and effective learning
environment. In collaboration with others, uses appropriate data to establish rigorous, concrete goals in the context of student achievement and instructional programs. He or
she uses research and/or best practices in improving the education program.
Shared Leadership: Principal fosters shared leadership that takes advantage of individual expertise, strengths, and talents, and cultivates professional growth.
Priority Management: Principal organizes time and delegates responsibilities to balance administrative/managerial, educational, and community leadership priorities.
Transparency: Principal seeks input from stakeholders and takes all perspectives into consideration when making decisions.
Leadership Renewal: Principal strives to continuously improve leadership skills through, professional development, self-reflection, and utilization of input from others.
Accountability: Principal establishes high standards for professional, legal, ethical, and fiscal accountability self and others.
3. Domain 3: Instructional Leadership
An educational leader promotes the success of all students by facilitating the development, articulation, implementation, and stewardship of a vision of learning that is
shared and supported by the school community. He or she provides leadership for major initiatives and change efforts and uses research and/or best practices in improving the
education program.
Innovation: Principal seeks and implements innovative and effective solutions that comply with general and special education law.
Instructional Vision: Principal insures that instruction is guided by a shared, research-based instructional vision that articulates what students do to effectively learn the subject.
High Expectations: Principal sets high expectation for all students academically, behaviorally, and in all aspects of student well-being.
Continuous Improvement of Instruction: Principal has proof of proficiency in assessing teacher performance based upon the Danielson Framework for
Teaching. Aligns resources, policies, and procedures toward continuous improvement of instructional practice guided by the instructional vision.
Evaluation: Principal uses teacher evaluation and other formative feedback mechanisms to continuously improve teacher effectiveness.
Recruitment and Retention: Principal recruits and maintains a high quality staff.
SOURCES OF DATA
At least sixty-seven percent (67%) of the evaluation results will be based on Professional Practice Standards. At least one of the following will be considered in the Professional Practice portion of all principal evaluations, as determined by the district:
Parent/guardian input;
Teacher input;
Student input; and/or
Portfolios.
A portion of evaluation results in the evaluation for all administrators will consist of evaluation results based on objective measures of growth in student achievement, as determined by the district. This portion of the evaluation may be calculated using current and/or immediate past year's data and may use one (1) or both years of data.
EVALUATION PROCEDURES
To ensure that all principals are evaluated on a fair and consistent basis, each principal will be evaluated at least once annually no later than June 1 of each year.
COMMUNICATION OF RESULTS
A copy of each written evaluation will be submitted to the principal within five (5) school days following the June 1st evaluation deadline. The principal will have the opportunity to attach a response to his or her evaluation within twenty-one (21) calendar days.
Administrator personnel evaluations will be considered permanent records and will be maintained in each administrator’s personnel file. All evaluation records will be kept confidential as required by state and federal law. The rankings of individual certificated personnel evaluations will be reported annually to the SDE as required for state and federal reporting purposes.
PERSONNEL ACTIONS
The following actions may result from the evaluation process:
A letter of reprimand;
Renewal of employment contract;
A period of probation;
Reassignment;
Immediate discharge;
Renewal of the employment contract under a continued probationary status; and/or
Non-renewal of employment contract.
A letter of reprimand may be issued at any time, with or without a formal evaluation, if an employee is found to be in violation of applicable legal, ethical, or professional standards. Any recommendation to place an employee on a period of probation, discharge the employee immediately, discharge the employee upon termination of the current contract, or reemploy the employee at the end of the contract term under a continued probationary status contract must be approved by the board of trustees.
APPEAL
When disagreement exists regarding the results of the evaluation, the affected employee is entitled to attach a rebuttal to his or her evaluation. An employee who is placed on probation, immediately discharged, or not reemployed is entitled to full due process rights as outlined in Idaho Code Sections 33-513 through 33-515.
REMEDIATION
Employees placed on probation will receive remediation designed to provide direction and support for improved employee performance. The evaluator will work with the employee to identify and address the areas of concern, the remediation objectives, the criterion that will be used to measure the progress sought, support resources, provisions for adequate supervision and evaluation of performance during the probationary period, and timelines. Removal from probation will depend on the successful achievement of the articulated goals. During the probationary period, the evaluator will conduct additional observations as needed to ensure the effectiveness of the remediation measures on the employee’s performance.
REVIEW OF EVALUATION PLAN
The superintendent or designee is responsible for ensuring that the evaluation process is in compliance with state requirements and implemented consistently. The superintendent or designee will continually review and develop the district’s personnel evaluation system, taking into account input from stake holders including trustees, administrators, teachers, and parents as needed. Any changes to the district’s evaluation model will be approved by the board of trustees and submitted to the SDE for approval.
PROFESSIONAL DEVELOPMENT
Additional training and professional development opportunities will be provided throughout the year on an as needed basis to provide principals with the tools necessary to be effective administrators.
COLLECTING AND USING DATA
The district will report the rankings of individual certificated personnel evaluations to the SDE annually for state and federal reporting purposes.
INDIVIDUALIZED PRINCIPAL EVALUATION RATING SYSTEM
Evaluations will be used to identify employee proficiency and record professional growth over time. Principal overall ratings will be one of four:
Unsatisfactory = 1
Basic = 2
Proficient = 3
Distinguished = 4
ADOPTED: Legal Reference:
1979
Revised:
3/92, 1/93
11/09, 12/11, 7/13/2015, 7/31/17, 11/15/17, 2/12/18