OPS-C

File: CBA

QUALIFICATIONS AND DUTIES OF THE SUPERINTENDENT

Title: Superintendent

Department: Administration

Building/Facility: Central Office

Reports to: Board of Education

Employment Status: Regular/Full-time

FLSA Status: Exempt

General Description: Serve as District’s chief executive officer; administer, supervise, direct and evaluate District’s educational system

Essential Functions:

1. ensure safety of students

2. perform personnel-related functions, e.g., make recommendations for appointment, promotion, demotion, discharge, assignment and transfer, communicate personnel matters to employees, evaluate staff, provide in-service education to staff and maintain personnel files on current employees

3. direct staff negotiations

4. file state and local required reports

5. assist in preparation of annual budget and appropriations resolution for Board to consider

6. act as District’s purchasing agent

7. establish and maintain public relations program to inform public of District’s activities and needs

8. recommend courses of study, curriculum guides and changes in texts and time schedules to Board

9. supervise teaching, supervision and administration methods

10. propose new policies to Board

11. continually evaluate District’s progress and needs

12. conduct regular District administrative hearings

13. prepare annual school calendar for Board adoption

14. delegate duties to other staff members

15. prescribe rules for classification and advancement of students

16. make Board recommendations about student transportation in accordance with law and safety requirements

17. recommend location and size of new school sites and additions to existing sites

18. represent Board as liaison between District and community

19.inform Board about educational system as well as local, state and national issues affecting education

20. prepare and distribute agenda to Board members prior to each regular meeting

21. take immediate action in cases of calamity, acts of nature, or other emergencies

22. maintain respect at all times for confidential information, e.g., employee discipline/dismissals/contract issues, negotiations, Board executive sessions, etc.

23. make contacts with public with tact and diplomacy

24. interact in positive manner with staff, students and parents

25. attend meetings and in-services as required

Other Duties and Responsibilities:

1. act as liaison between employees and Board

2. attend local, state and national conferences

3. approve vacation schedules for salaried District employees

4. supervise the purchase and distribution of textbooks, workbooks and other educational materials

5. serve as role model for students in how to conduct themselves as citizens and as responsible, intelligent human beings

6. instill in students belief in and practice of ethical principles and democratic values

7. respond to routine questions and requests in appropriate manner

8. perform other duties as assigned

Qualifications:

1. valid superintendent’s certificate issued by state of Ohio

2. master's degree with major in educational administration, preferably with completion of one year of graduate work beyond master's degree

3. experience in teaching and administration totaling at least five years

4. valid driver's license

5. alternatives to above qualifications as Board may find appropriate

Required Knowledge, Skills and Abilities:

1. communicate ideas and directives clearly and effectively both orally and in writing

2. effective, active listening skills

3. work effectively with others

4. organizational and problem-solving skills

5. organize and compile data for various state and federal reports

6. extensive knowledge of school finance

7. recommend additions and/or changes to curriculum appropriate to students' needs

8. handle multitude of tasks simultaneously and in timely manner

9. handle constant pressure and substantial amounts of stress

10. supervise variety of jobs and positions

11. strong visionary and leadership skills

12. confidence to make decisions based on the best interest of students

Equipment Operated:

1. computer/printer

2. calculator

3. copy machine

4. fax machine

5. telephone

Additional Working Conditions:

1. frequent travel

2. frequent evening and/or weekend work

3. requirement to lift, carry, push and pull various items

4. repetitive hand motion, e.g., computer keyboard, calculator, typewriter

5. occasional exposure to blood, bodily fluids and tissue

6. occasional interaction among unruly children

7. regular requirement to sit, stand, walk, talk, hear, see, read, speak, reach, stretch with hands and arms, crouch, climb, kneel and stoop

NOTE: The above lists are not ranked in order of importance.

This job description is subject to change and in no manner states or implies that these are the only duties and responsibilities to be performed by the incumbent. The incumbent will be required to follow the instructions and perform the duties required by the incumbent's supervisor/appointing authority.

___________________________________________________ ____________________

Board President Date

My signature below signifies that I have reviewed the contents of my job description and that I am aware of the requirements of my position.

___________________________________________________ ____________________

Signature Date

[Adoption date: January 20, 2004]

LEGAL REF.: ORC 3319.01

CROSS REFS.: CBAA, Incapacity of the Superintendent

CBG, Evaluation of the Superintendent (Also AFB)

CCA, Organizational Chart

CCB, Staff Relations and Lines of Authority

File: CBAA

INCAPACITY OF THE SUPERINTENDENT

As the executive officer of the District, the Superintendent has a major responsibility in managing the operation of the schools.

Should the Superintendent become incapacitated, the Board appoints a superintendent pro tempore who shall meet the certificate requirement as established by law. The appointment is made by a majority vote of the Board and only after the conditions relating to incapacity are met in accordance with State law and the Family and Medical Leave Act of 1993.

The Superintendent Pro Tempore performs all the duties and functions of the Superintendent and may be removed at any time by a two-thirds majority vote of the members of the Board or upon return to full-time active service of the Superintendent.

[Adoption date: January 20, 2004]

LEGAL REFS.: ORC 3319.01; 3319.011; 3319.13; 3319.16

Family and Medical Leave Act; 29 USC 2601 et seq.

CROSS REFS.: CBA, Qualifications and Duties of the Superintendent

GBR, Family and Medical Leave

File: CBAA-R

INCAPACITY OF THE SUPERINTENDENT

A superintendent pro tempore is appointed by a majority of the members of the Board upon determining that the Superintendent is incapacitated in such a manner that he/she is unable to perform the duties of that office. Such incapacity is determined:

1. by request of the Superintendent, if the Superintendent is absent with pay for reasons of personal illness, injury or exposure to contagious disease which could be communicated to others;

2. upon certification of the attending physician that the Superintendent is unable to perform the duties of the office of Superintendent;

3. upon the determination of a referee that the Superintendent is unable to perform the duties of the office of Superintendent;

4. upon the granting of a leave of absence without pay requested by the Superintendent for reasons of illness, injury or other disability or

5. upon the placing of the Superintendent upon an unrequested leave of absence without pay for reasons of illness or other disability.

During the period of incapacity, the Superintendent may:

1. at his/her request, be placed on sick leave, with pay, not to exceed the extent of his/her accumulated, but unused, sick leave and any advancement of such sick leave which may be authorized by Board policy;

2. at his/her request, or without such request, pursuant to the Family and Medical Leave Act, be placed on unpaid FMLA leave for up to 12 weeks per year and

3. at his/her request, or without his/her request, the Superintendent may be placed on a leave of absence without pay.

The leave provided during the period of incapacity (described above) will not extend beyond the contract or term of office.

The Superintendent may, upon request to the Board, be returned to active-duty status, unless the Board denies the request within 10 days of receipt of the request. The Board may require the Superintendent to establish to its satisfaction that he/she is capable of resuming such duties and that the duties be resumed on a full-time basis.

The Board may demand that the Superintendent return to active service; upon the determination that he/she is able to resume his/her duties, the Superintendent will return to active service.

The Superintendent may request a hearing before the Board on any action taken under this policy and has the same rights as are granted under State law.

The Board fixes the compensation of the Superintendent Pro Tempore in accordance with State law. He/She serves until the Superintendent’s incapacity is removed or until the expiration of the Superintendent’s contract or term of office, whichever is earlier.

(Approval date: January 20, 2004)

File: CBC

SUPERINTENDENT’S CONTRACT

The appointment of the Superintendent is secured through a written agreement stating the terms of the contract. The contract meets all state requirements and protects the rights of both the Board and the Superintendent.

The Superintendent is appointed for a term not to exceed five years. The term commences on August 1 and continues through July 31 of the year in which the contract expires. The period of time in which a Superintendent’s contract may be renewed begins on January 1 of the year prior to the contract’s expiration and ends on March 1 of the year in which the contract expires.

Salary and benefits are determined by the Board at the time of the appointment and are reviewed by the Board each year.

If at any time, in the opinion of the majority of Board members, the Superintendent’s services are considered unsatisfactory, he/she may be notified and may be given an opportunity to correct the deficiencies. Nothing in this policy shall prevent the Board from making the final determination regarding the renewal or nonrenewal of the Superintendent’s contract.

If the Board intends to nonrenew the Superintendent’s contract, notice in writing of the intended nonrenewal will be given to the Superintendent on or before March 1 of the year in which the contract expires.

[Adoption date: January 20, 2004]

LEGAL REFS.: ORC 3319.01; 3319.12

CROSS REFS.: BCD, Board Superintendent Relationship (Also CBI)

CBA, Qualifications and Duties of the Superintendent

CBAA, Incapacity of the Superintendent

CBG, Evaluation of the Superintendent (Also AFB)

CBI, Board-Superintendent Relationship (Also BCD)

File: CBG (Also AFB)

EVALUATION OF THE SUPERINTENDENT

The Board evaluates the performance of the Superintendent in order to assist both the Board and the Superintendent in the proper discharge of their responsibilities and to enable the Board to provide the District with the best possible leadership.

Through evaluation of the Superintendent, the Board strives to:

1. clarify the role of the Superintendent as seen by the Board;

2. develop harmonious working relationships between the Board and Superintendent;

3. provide administrative leadership for the District;

4. identify strengths and weaknesses of the Superintendent’s performance and

5. obtain a list of objectives and goals of the Superintendent and the school system for the next 12-month period.

Criteria for the evaluation of the Superintendent are based upon the Superintendent’s job description and relate directly to each of the tasks described. The job description and any revisions thereto are developed in consultation with the Superintendent and adopted by the Board.

The Board evaluates the abilities and services of the Superintendent at least once a year.

The evaluation of the Superintendent’s abilities and performance is written and made available to and discussed with the Superintendent in conference. The Board must consider the evaluation of the Superintendent in acting to renew or nonrenew his/her contract.

[Adoption date: January 20, 2004]

LEGAL REFS.: ORC 121.22

3319.01

CROSS REFS.: BDC, Executive Sessions

CBA, Qualifications and Duties of the Superintendent

CBC, Superintendent’s Contract

File: CBI (Also BCD)

BOARD-SUPERINTENDENT RELATIONSHIP

The enactment of policies consistent with long-term goals is the most important function of a board and the 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 District 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 District program and keeping the Board informed about District operations and problems.

The Board strives to procure the best professional leader available as its Superintendent. The Board, as a whole and as individual members:

1. gives the Superintendent full administrative authority for properly discharging his/her professional duties, holding him/her responsible for acceptable results;

2. acts in matters of employment or dismissal of personnel after receiving the recommendations of the Superintendent;

3. refers all complaints to the Superintendent for appropriate investigation and action;

4. strives to provide adequate safeguards for the Superintendent and other staff members so that they can discharge their duties on a thoroughly professional basis and

5. presents personal criticisms of any employee directly to the Superintendent.

[Adoption date: January 20, 2004]

CROSS REFS.: BDC, Executive Sessions

CBC, Superintendent’s Contract

File: CC

ADMINISTRATIVE ORGANIZATION PLAN

Leadership and Effective Organization

The accomplishments of the public schools are dependent upon strong educational leadership and effective administrative organization. The District believes in securing the finest educational leadership and in providing an administrative organization which furthers democratic procedures and wholesome human relations among students, parents and other citizens, and staff.

[Adoption date: January 20, 2004]

File: CCB

STAFF RELATIONS AND LINES OF AUTHORITY

The Superintendent establishes clear understandings on the part of all personnel of the working relationships in the District.

Lines of direct authority are those approved by the Board and are shown on the District’s organizational chart.

Personnel are expected to refer matters requiring administrative action to the administrator to whom they are responsible. The administrator refers such matters to the next higher administrative authority when necessary. All personnel are expected to keep the person to whom they are immediately responsible informed of their activities by whatever means the person in charge deems appropriate.

Lines of authority do not restrict in any way the cooperative, sensible working together of all staff members at all levels in order to develop the best possible school programs and services. The established lines of authority represent direction of authority and responsibility. When the staff is working together, the lines represent avenues for a two-way flow of ideas to improve the program and operations of the District.

[Adoption date: January 20, 2004]

CROSS REFS.: ABB, Staff Involvement in Decision Making (Also GBB)

ACAA, Sexual Harassment

BG, Board-Staff Communications (Also GBD)

CCA, Organizational Chart

CD, Management Team

KL, Public Complaints

KLB, Public Complaints About the Curriculum or Instructional Materials

File: CD

MANAGEMENT TEAM

The Board endorses the management team concept for the District.

The management team of the District consists of two groups.

Policy Team

The Board, Superintendent and CFO/Treasurer comprise the team. The Board President serves as team leader. Primary responsibilities of this team are to establish policies to guide the District and to ensure that the policies are carried out.

Administrative Team

All administrators within the District comprise this team. The Superintendent serves as team leader. This team is responsible for carrying out the functions of planning, organizing, staffing, implementing and evaluating guided by the policies established by the policy team and adopted by the Board.

The team approach to management represents an attempt to provide close cooperation and effective working relationships among administrative personnel. It is an effort to make the best use of the talents and expertise available by establishing open lines of communication and by providing a supportive environment in which collaborative problem solving and decision making can take place.

Guidelines for implementing this policy are a primary management team concern. These guidelines include procedures for:

1. convening the team;

2. implementing in-service management team training;

3. establishing team evaluation and

4. implementing goals and objectives of the District.

[Adoption date: January 20, 2004]

CROSS REFS.: CCA, Organizational Chart

CCB, Staff Relations and Lines of Authority

CE, Administrative Councils, Cabinets and Committees

File: CE

ADMINISTRATIVE COUNCILS, CABINETS AND COMMITTEES

The Superintendent may establish such permanent or temporary councils, cabinets and committees as are necessary for proper administration of the Board policies and for the improvement of the total educational program.

All councils, cabinets and committees created by the Superintendent are for the purposes of obtaining the advice and counsel of administrative and supervisory personnel of the District and aiding in District communication. Functioning in an advisory capacity, such groups may make recommendations for submission to the Board through the Superintendent. Authority for establishing policy remains with the Board. Authority and responsibility for implementing policy remain with the Superintendent.

The membership composition and responsibilities of administrative councils, cabinets and committees are defined by the Superintendent and may be changed at his/her discretion.

Expenses incurred by such groups for consultative services, materials and any investigative travel will be paid from the general operating funds of the District, but only when within budgetary allotments and approved by the Superintendent in advance.

Such councils, cabinets and committees need not meet the requirements of the Sunshine Law.

[Adoption date: January 20, 2004]

CROSS REFS.: BF, Board Policy Development and Adoption

CD, Management Team

File: CFA

SUSPENSION OF ADMINISTRATIVE CONTRACTS

The Board of Education recognizes that no contract entered into with a member of the administrative staff may be suspended in the manner provided herein. Accordingly, this policy was developed with input from the District’s administrative staff.

The reasons for which the Board will consider suspending an administrator’s contract are:

· A decrease in the District’s enrollment

· A return to duty of an administrator after a leave of absence

· The suspension of schools or territorial changes affecting the District

· Financial conditions affecting the District

· Reorganization and/or consolidation of administrative functions

The following procedure will be followed in the event that the Board determines it is necessary to reduce its administrative staff through a suspension of contracts.

If it is necessary to achieve a reduction in the administrative staff, the Board may proceed to suspend contracts in accordance with the recommendation of the Superintendent. In making his/her recommendation, the Superintendent will give consideration to administrators who have the greater seniority of service with the District among those who are properly certificated/licensed for a particular position. However, the Board recognizes that administrative positions are not interchangeable, and that the primary factor in any reduction of administrators will be in the best interest of the District.

Any administrator whose contract is to be suspended as the result of a reduction in the administrative staff shall be notified, in writing, of his/her intended suspension at least fifteen (15) calendar days prior to the Board meeting at which the action is to be taken.

The suspension shall not become effective sooner than thirty (30) days after said action.

Administrators who had a continuing contract as a teacher prior to being employed by the District as an administrator shall be offered a position in the District as a classroom teacher in his/her area of certification/licensure, provided he/she possesses more seniority of service than the teacher with the least seniority of service who is currently employed.

Administrators whose contracts are suspended shall be on the administrative recall list for a period of two (2) years from the last day of active employment by the District, unless the administrator has accepted, prior to such time, other employment.

Administrators who are on the administrative recall list shall have the right of recall only to their prior position (i.e. “Assistant Principal at the Middle School”) and only if the Board re-institutes that position. However, the Board will consider such administrators for openings occurring in

any other administrative position for which the administrator is qualified and holds the appropriate certification/licensure. The primary factor in filling administrative positions will be the best interested of the District.

An administrator shall be notified of a recall by certified mail and must accept, in writing, the employment within fifteen (15) days of service of the recall notice. It is the administrator’s responsibility to maintain a current mailing address with the Board. Failure to accept recall within fifteen (15) days shall be interpreted as an indication that the administrator does not wish to return to active employment in the District and shall result in the removal of the administrator from the recall list. If the recall occurs after August 1^st, the administrator must respond in writing within five (5) days or he/she will be removed from the recall list.

[Adoption Date: January 20, 2004]

File: CH

POLICY IMPLEMENTATION

The Superintendent is responsible for carrying out, through regulations, the policies established by the Board. It is expected that all Board employees and students follow all Board policies and regulations.

There are many activities which are common to all schools, but procedures for conducting them may vary from building to building. Principals establish procedures for conducting activities in their individual schools within the larger framework of District regulations and Board policies.

[Adoption date: January 20, 2004]

LEGAL REFS.: ORC 3313.17; 3313.20; 3313.33; 3313.47

CROSS REFS.: CHA, Development of Regulations

CHB, Board Review of Regulations (Also BFCA)

CHC, Regulations Dissemination

File: CHA

DEVELOPMENT OF REGULATIONS

The Board delegates to the Superintendent the function of specifying required actions and designing the regulations and detailed arrangements under which the schools operate. They must be consistent with the policies adopted by the Board.

The Board itself formulates and adopts regulations only when required by law, or when the Superintendent recommends Board adoption in light of strong community attitudes and/or potential staff reaction.

[Adoption date: January 20, 2004]

LEGAL REFS.: ORC 3313.17; 3313.33; 3313.47

CROSS REF.: CH, Policy Implementation

File: CHB (Also BFCA)

BOARD REVIEW OF REGULATIONS

The Board reviews regulations developed by the administration to implement policy. The Board revises or nullifies such regulations only when they are inconsistent with policies adopted by the Board or when they are not in the best interest of the District.

Before issuance, Board regulations are properly titled and coded as appropriate to subject and in conformance with the codification system selected by the Board. Those officially approved by the Board are so marked. All others appearing in the manual are considered approved, provided that they are in accordance with the accompanying Board policy.

[Adoption date: January 20, 2004]

LEGAL REFS.: ORC 3313.17; 3313.20; 3313.33; 3313.47

CROSS REFS.: CH, Policy Implementation

CHC, Regulations Dissemination

File: CHC

REGULATIONS DISSEMINATION

Districtwide regulations are appropriately coded and included in the policy manual, which is available in the Board offices and in each school building.

The Superintendent devises a means for disseminating particular regulations, prior to their effective dates, to the staff members, students and/or members of the public who are directly affected by them.

[Adoption date: January 20, 2004]

LEGAL REFS.: ORC 3313.17; 3313.33; 3313.47

CROSS REF.: CH, Policy Implementation

File: CHCA

APPROVAL OF HANDBOOKS AND DIRECTIVES

In order that pertinent Board policies, regulations and school rules are known by all staff members and students affected by them, administrators are granted authority to issue staff and student handbooks as necessary. Handbooks are distributed to students at the beginning of each school year and it is the responsibility of the students to review and become familiar with all policies and rules contained in the handbook.

It is essential that the contents of all handbooks conform with Districtwide policies and regulations and that all handbooks bearing the name of the District be of a quality that reflects credit on the District. Student handbooks should be consistent by both grade and building level. Administrators at all levels should review handbooks for consistency. The Board approves all handbooks prior to publication.

The Board reviews and approves the handbooks in order that the contents are accorded the legal status of Board-approved policy and regulations. The Superintendent uses his/her judgment as to whether other specific handbooks need Board approval. All handbooks published are to be made available to the Board for informational purposes.

[Adoption date: January 20, 2004]

LEGAL REF.: ORC 3313.20

CROSS REFS.: Staff Handbooks

Student Handbooks

File: CHD (Also BFE)

ADMINISTRATION IN POLICY ABSENCE

In the absence of Board policy, the Superintendent may take temporary action that would be in accordance with the overall policy of the Board. The Superintendent is not free to act when the action involves a duty of the Board that by law cannot be delegated.

In each case, the Superintendent shall present the matter to the Board for its consideration at its next meeting.

[Adoption date: January 20, 2004]

LEGAL REFS.: ORC 3313.18; 3313.20

File CHEA

ASSISTANT PRINCIPAL TO SERVE AS ACTING PRINCIPAL

WHENEVER THE BUILDING PRINCIPAL IS ABSENT

FROM THE BUILDING

It is recognized that the principal cannot be present at all times that curricular or extra-curricular activities are taking place in his/her building. The district employs assistant principals not only to perform certain administrative duties, i.e. suspend students, but also to perform the duties of the principal whenever he/she is absent. It is the policy of this Board of Education to grant to the assistant principals in each building the full authority to act as building principal whenever the principal is absent for any reason.

Depending on the circumstances, reasonable efforts to contact the principal may be appropriate, but it is the intent of this policy to grant to the assistant principal the complete authority to act as, and on the behalf of, the principal in all matters whenever the principal is absent from the building.

[Adoption Date: September 17, 2002]

File: CI

TEMPORARY ADMINISTRATIVE ARRANGEMENTS

Policy Authorizing A Building Principal To Serve As Acting Superintendent Whenever The Superintendent Is Absent:

The District employs an assistant superintendent not only to perform certain administrative duties, but also to perform the duties of the Superintendent whenever he/she is absent. It is the policy of this Board to grant to the assistant superintendent the full authority to act as Superintendent whenever the Superintendent is absent from the District for any reason. Depending on the circumstances, reasonable efforts to contact the Superintendent may be appropriate, but it is the intent of this policy to grant to the assistant superintendent the complete authority to act as, and on the behalf of, the Superintendent in all matters whenever the Superintendent is absent from the District.

If the Board chooses not to employ an assistant superintendent, the Superintendent in his/her absence will appoint a building principal to serve as acting Superintendent.

Policy Authorizing The Assistant Principal To Serve As Acting Principal Whenever The Building Principal Is Absent From The Building:

It is recognized that the principal cannot be present at all times that curricular or extracurricular activities are taking place in his/her building. The District employs assistant principals not only to perform certain administrative duties, i.e., suspend students, but also to perform the duties of the principal whenever he/she is absent. It is the policy of this Board to grant to the assistant principals in each building the full authority to act as building principal whenever the principal is absent from the District for any reason.

[Adoption date: January 20, 2004]

File: CM

SCHOOL DISTRICT ANNUAL REPORT

The Board shall issue a District annual report and an annual report for each building within the District as required by state regulations.

The format of the report is designed by the administrative staff.

The content of the report conforms to state guidelines. The report is made available to all District residents.

[Adoption date: January 20, 2004]

LEGAL REFS.: ORC 3313.94

3315.07

3319.04; 3319.32; 3319.33

OAC 3301-38-09

CROSS REF.: District Report Card