Article 2 Administration 2000 Administrative Staff Organization 2005 Line and Staff Relationships 2100 Employment of the Superintendent of Schools 2105 Superintendent Responsibilities 2110 Superintendent Evaluation Procedures 2111 Superintendent Evaluation Procedures – informal 2115 Superintendent Evaluation Procedures - formal 2200 Employment of Administrators other than Superintendent of Schools 2205 Building Principals 2210 Activities Director 2220 Employment of School Health Nurse 2230 Employment of Other Administrative Staff 2300 Professional Development 2305 Attending Professional Development Activities 2400 Emergencies Article 2 ADMINISTRATION ADMINISTRATIVE STAFF ORGANIZATION Administrative Organization, Authority, and Responsibility The Wynot Board of Education advocates an administrative organization that emphasizes a single executive type of school organization and places all school district functions and programs under the direction of the superintendent of schools. The superintendent of schools and administrative staff are authorized to, and are responsible for, designing, implementing, managing, and evaluating programs and activities that culminate in an effective educational environment which stresses successful experiences for the students within the district. The board of education anticipates that all administrators will work within established board policies and procedures, be appropriately trained and certified, and be skilled in communication, community relations, and problem solving. The salary range for all administrative positions shall be sufficiently broad to permit adequate compensation on the basis of responsibility and certification. Legal Reference Bylaw Adopted 2/7/06 ADMINISTRATIVE STAFF ORGANIZATION Line and Staff Relationships In endorsing the concept of line and staff relationships, the Wynot Board of Education intends to provide normal and open communications among the school district’s employees. The framework is provided to address major problems and/or resolving disputes that may arise in day-to-day school operations. Each employee of this school district except the school board attorney shall be responsible to the board of education through the superintendent of schools. The school board attorney shall be directly responsible to the board of education. All personnel shall refer matters requiring administrative action or attention to the administrator immediately in charge of the building or area in which the problem arises. If a problem is not resolved at the first administrative level, it may be forwarded to the superintendent’s office for review. Any significant communications or directives to staff from the superintendent of school’s office will be channeled through the appropriate administrator. To seek a board audience for a complaint, or problem, certified staff members are encouraged to utilize the formal grievance procedure in the negotiated agreement. Generally, formal complaints of non-certified staff will not be carried beyond the level of the superintendent of school, unless the issue involves a recommendation for dismissal or job reassignment. The superintendent of schools shall keep the board of education informed on any major disputes, or problems, and attempted resolutions. Complaints must be signed. The board will not give value or merit to unsigned letters. Legal Reference Bylaw Adopted 2/7/06 ADMINISTRATION Employment of the Superintendent of Schools The superintendent of schools is the chief executive officer of the public schools; as such, the superintendent shall be responsible, either directly or by delegated authority from the board of education, for the general operation and administration of the school district. The board of education is responsible for employing, working with, and evaluating the performance of the superintendent of schools. In the absence of board policy, the superintendent of schools is authorized to use administrative discretion. Subsequently, the board of education is to be advised of the particular circumstances prompting such action and of the merits of drafting policy to address similar situations. The superintendent of schools shall be properly certified in accordance with the legal requirements established by the Nebraska State Board of Education and the accreditation standards of the State of Nebraska. In addition, the superintendent of schools shall have such other educational and experiential training and skills deemed appropriate by the board of education. The superintendent of schools shall be employed for not less than twelve months nor more than 36 months, with the annual term of employment running from July 1 to June 30. An exception to this would be if the position of superintendent of schools would become vacant at a time other than July 1. If this would occur the position shall be filled for the remainder of the current year and include up to an additional 24 months beyond the end of the current year. In accord with state statutes, the superintendent of schools is regarded as a probationary employee and cannot accrue tenure in the district. The superintendent of schools shall hold an earned Educational Specialist Degree, or higher, from an accredited college or university. The superintendent of schools shall hold or show evidence of being able to qualify for a Nebraska Professional Supervisory and Administrative Certificate. The salary and benefits shall be established annually by the board of education. The superintendent of schools shall be on a twelve month contract. Legal Reference Bylaw Adopted 2/7/06 ADMINISTRATION Superintendent Evaluation Procedures - INFORMAL The superintendent of schools shall be evaluated using the procedures outlined. 1. The superintendent will submit in writing a response to the following questions: What is the current state of the school district: student population, teaching staff, support staff, physical plant, and finances? What problems do you anticipate for the forthcoming year? What issues do you have with your current employment? During a special board of education meeting, the board will review each of the items with the superintendent. Following a discussion with the superintendent of the above questions at the regular November board of education meeting in closed session, the evaluation results will be shared with the superintendent of schools. a decision to renew / not to renew the superintendent’s contract will be issued at that time. Legal Reference Bylaw Adopted 2/7/06 Superintendent Evaluation Procedures - FORMAL 2115 The superintendent of schools shall be evaluated using the procedures outlined. 1. the superintendent will prepare in writing a response to each of the sections of the Evaluation of The superintendent will discuss each of the responses with the Wynot Board of Education During a special board of education meeting, the board will review each of the items with the superintendent. Following a discussion with the superintendent of the above questions at the regular November board of education meeting in closed session, the evaluation results will be shared with the superintendent of schools. A decision to renew / not to renew the superintendent’s contract will be issued at that time. Bylaw Adopted 2/7/06 WYNOT PUBLIC SCHOOLS ___________________________ _________________ ___________________ INSTRUCTIONS: 3 - CONSISTENTLY 2 - USUALLY 1 - RARELY 0 - UNAWARE - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 1. Attends all meetings of the board of education. ___________ 2. Attends all committee meetings of the board of education. ___________ 3. Prepares agendas, reports and notices of board meetings ___________ 4. Directs the purchases and expenditures within the limits ___________ 5. Reports monthly on the condition of the school, school ___________ 6. Prepares the annual budget showing the appropriations ___________ 7. Nominates all supervisors, principals, teachers and ___________ 8. Assigns all school employees to their tasks after they ___________ page 2 9. Recommends for discharge or retirement any employee ___________ 10. Recommends textbooks, instructional supplies and ___________ 11. Has general charge of the operation and maintenance ___________ 12. Recommends, when appropriate, and changes in the ___________ 13. Directs the supervision of the entire school program. ___________ 14. Keeps the board informed concerning important new ___________ 15. Keeps an efficiency record of all principals, supervisors, ___________ 16. Establishes and maintains communication with the school ___________ 17. Reports to the board from time to time concerning the ___________ 18. Regularly reports to the board on the conditions within ___________ 19. Prepares all necessary annual reports and makes all ___________ 20. Demonstrates the ability to make decisions, accept ___________ 21. Works with the board and staff to improve the district ___________ 22. Administers the school in accordance with the laws of the ___________ SUPERINTENDENT EVALUATION page 3 What specific positive recommendations do you have for the superintendent to improve his performance? [the following are EXAMPLES - ] 1. Continue to be open As indicated by this evaluation, what should be the superintendent’s priorities for next year? [the following are EXAMPLES - ] 1. Quality education, on all levels, under all conditions, in all circumstances As indicated by this evaluation, do you have any additional comments regarding the superintendent’s performance, either things that impress you or major concerns you have? ______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ How can this evaluation process be improved? 1. Adjust evaluation scale to a 5 point Likert Scale -------------------------------------------------------------------------------------------------------------------
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