The school district may have, in addition to the superintendent, the following administrative positions:

High School Principal
Assistant Principal
Activities Director
Middle School Principal
Elementary Principal
Early Childhood Principal
Special Education Director
Curriculum Director
Dean of Students
SAM
School Business Official

These administrators will work closely with the superintendent in the day-to-day operations of the school district.

It is the responsibility of these administrators to uphold board policy, to instill a positive, cooperative environment with employees, and to share their expertise with each other and the board under the management team concept.

Legal Reference:    
    Iowa Code §§ 279.8, .20, .21, .23-.24.
    281 I.A.C. 12.4.

Cross Reference:    
    301    Administrative Structure
    303    Administrative Employees

Approved April 18, 2022    Reviewed                        Revised                   

The board will employ building principals and other administrators, in addition to the superintendent, to assist in the daily operations of the school district.

The board will consider applicants who meet or exceed the standards set by the Iowa Department of Education and the qualifications established in the job description for the position.  In employing an administrator, the board will consider the qualifications, credentials and records of the applicants without regard to race, color, creed, religion, sex, national origin, age, sexual orientation, gender identity or disability.  In keeping with the law, however, the board will consider the veteran status of the applicants.  The board will look closely at the training, experience, skill and demonstrated competence of qualified applicants in making its final decision.

In choosing an administrator, the board will also consider the school district's educational philosophy, financial condition, organizational structure, education programs, and other factors deemed relevant by the board.

It is the responsibility of the superintendent to make a recommendation to the board for filling an administrative position, based on the requirements stated in this policy.  The board will act only on the superintendent's recommendation.

The board may contract for assistance in the search for administrators.

Legal Reference:    
    Iowa Code §§ 279.8, .21.
    281 I.A.C. 12.4.  

Cross Reference:    
    303    Administrative Employees

Approved April 18, 2022    Reviewed                        Revised                  

The length of the contract for employment between an administrator and the board will be determined by the board and stated in the contract.  The contract will also state the terms of the employment.

The first three consecutive years of a contract issued to a newly employed administrator will be considered a probationary 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 will afford the administrator appropriate due process, as required by law.  The administrator and board may mutually agree to terminate the administrator's contract.

It is the responsibility of the superintendent to create a contract for each administrative position.  The board may issue temporary and nonrenewable contracts in accordance with the law.

Administrators who wish to resign, to be released from a contract, or to retire, must comply with applicable law and board policies.

Legal Reference:    
    Martin v. Waterloo Community School District, 518 N.W. 2d 381 (Iowa 1994).
    Cook v Plainfield Community School District, 301 N.W. 2d 771 (Iowa App. 1980).
    Board of Education of Fort Madison Community School District v Youel, 282 N.W. 2d 677 (Iowa 1979).
    Briggs v Board of Education of Hinton Community School District, 282 N.W. 2d 740 (Iowa 1979).
    Iowa Code §§ 279
    281 I.A.C. 12.4.

Cross Reference:    
    303    Administrative Employees

Approved April 18, 2022    Reviewed                        Revised                  

The board has complete discretion to set the salary of the administrators.  It is the responsibility of the board to set the salary and benefits of the administrators at a level that will include consideration of, but not be limited to, the economic condition of the school district and the training, experience, skill, and demonstrated competence of the administrators.  The salary will be set at the beginning of each contract period.

In addition to the salary and benefits agreed upon, the administrator's actual and necessary expenses will be paid by the school district when the administrator is performing work-related duties.  The board will approve the payment of other benefits or compensation over and above the administrator's contract.  Approval of other benefits or items of an administrator's compensation will be included in the records of the board in accordance with board policy.

Legal Reference:    
    Iowa Code § 279.21.   

Cross Reference:    
    303    Administrative Employees

Approved April 18, 2022    Reviewed                        Revised                  

Administrators will be hired by the board to assist the superintendent in the day-to-day operations of the school district.

Each attendance center will have a building principal responsible for the administration and operation of the attendance center.  Each building principal, as chief administrator of the assigned attendance center, is responsible for the building and grounds, for the students and employees assigned to the attendance center, for school activities at the attendance center, for the education program offered in the attendance center, and the budget for the attendance center.  The principal is considered the professional advisor to the superintendent in matters pertaining to the attendance center supervised by the principal.  Although the principals serve under the direction of the superintendent, duties of the principal may include, but not be limited to the following:

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

This list of duties will not act to limit the board's authority and responsibility over the position of the administrators.  In executing these duties and others the board may delegate, the administrators will consider the school district's financial condition as well as the needs of the students in the school district.

Legal Reference:    
    Iowa Code §§ 279.8, .21, .23A.
    281 I.A.C. 12.4(5), .4(6), .4(7).

Cross Reference:    
    301    Administrative Structure
    303    Administrative Employees

Approved April 18, 2022    Reviewed           Revised   

The Creston Community School District will conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence.  At a minimum, the Superintendent will formally evaluate the administrators annually.  The goal of the formal evaluation process is to ensure that the educational program for the students is carried out, 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, assess administrator competence in the Iowa Standards for School leaders, ascertain areas in need of improvement, clarify the immediate priorities of the responsibilities listed in the job description, and develop a working relationship between the superintendent and the administrator. This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence.

The superintendent is responsible for designing an administrator evaluation instrument to assess, among other things, the administrator’s competence in meeting the Iowa Standards for School Leaders and the goals of the administrator’s individual professional development plan.  The formal evaluation will include written criteria related to the job description and the Iowa Standards for School Leaders.  The superintendent, after receiving input from the administrators, will present the formal evaluation instrument to the board for approval.

The formal 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.

The principal will be an educational leader who promotes the success of all students by:

• Mission, Vision and Core Values:  Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well-being of each student.
• Ethics and Professional Norms:  Act ethically and according to professional norms to promote each student’s academic success and well-being.
• Equity and Cultural Responsiveness:  Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.
• Curriculum, Instruction and Assessment:  Develop and support intellectually rigorous and coherent systems of curriculum, instruction and assessment to promote each student’s academic success and well-being.
• Community Care and Support for Students:  Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.
• Professional Capacity of School Personnel:  Develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.
• Professional community for Teachers and Staff:  Foster a professional community of teachers and professional staff to promote each student’s academic success and well-being.  
• Meaningful Engagement of Families and Community:  Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student’s academic success and well-being.
• Operations and Management:  Manage school operations and resources to promote each student’s academic success and well-being.
• School Improvement:  Act as an agent of continuous improvement to promote each student’s academic success and well-being.

It is the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and nonprobationary administrators prior to May 15.

Legal Reference:    
    Iowa Code §§ 279.8, .21-.23A.
    281 I.A.C. 12.3(3); ch 83.

Cross Reference:    
    303    Administrative Employees

Approved April 18, 2022    Reviewed                        Revised                   

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 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 administrator will report to the superintendent after an event.

Legal Reference:    
    Iowa Code § 279.8
    281 I.A.C. 12.7.

Cross Reference:    
    302.6    Superintendent Professional Development
    401.7    Employee Travel Compensation

Approved April 18, 2022    Reviewed                        Revised                  

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

It is the responsibility of the administrators to become involved in school district community activities and events.  It is within the discretion of the board to pay annual fees for professional organizations and activities.

Legal Reference:    
    Iowa Code § 279.8  

Cross Reference:    
    302.7    Superintendent Civic Activities

Approved April 18, 2022    Reviewed                        Revised                  

An administrative position is considered full-time employment.  The board expects administrators to give the responsibilities of their positions in the school district precedence over other employment.  An administrator may accept consulting or outside employment for pay as long as, in the judgment of the board and the superintendent, the work is conducted on the administrator's personal time and it does not interfere with the performance of the administrative duties contracted by the board.

The board reserves the right, however, to request the administrator cease the outside employment as a condition of continued employment.  The board will give the administrator thirty days notice to cease outside employment.

Legal Reference:    
    Iowa Code §§ 279.8, .21.

Cross Reference:    
    303.3    Administrator Contract and Contract Nonrenewal
    303.5    Administrator Duties

Approved April 18, 2022    Reviewed                        Revised