ADMINISTRATION
SERIES 300
300
Administrative Philosophy
30l
Administrative Team
302
Superintendent
302.1 Superintendent Qualifications, Recruitment, Appointment
302.2 Superintendent Contract and Contract Non-renewal
302.3 Superintendent Salary and Other Compensation
302.4 Position Description for Superintendent of Schools
302.5 Superintendent Evaluation
302.6 Superintendent Professional Development
302.7 Superintendent Civic Activities
302.8 Superintendent Consulting/Outside Employment
303
Administrative Employees
303.1 Organization of Administration Services
303.2 Administrator Qualifications, Recruitment, Appointment
303.3 Administrator Contract and Contract Non-renewal
303.4 Administrator Salary and Other Compensation
303.5 Administrative Duties and Additional Assignments
303.6 Administrator Evaluation
303.7 Administrators Professional Development
303.8 Administrator Civic Activities
303.9 Administrator Consulting/Outside Employment
303.10 Reduction in Administrative Personnel
304
Policy Implementation
304.1 Development and Enforcement of Administrative Regulations
304.2 Monitoring of Administrative Regulations
305
Administrator Code of Ethics
306
Succession of Authority to the Superintendent
306.l Succession of Authority for Principal
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
ADMINISTRATIVE TEAM
NO. 301
It is the policy of the board that the administrative team
management concept be applied in administering the school
system.
The superintendent is responsible for guiding the
administrative team process.
All persons having administrative
title shall be a functional component of the administrative
team.
The administrative team involves each administrator in
determining
the
direction
of
educational
or
management
procedures and programs, recommendations for policy or program
changes, determination of philosophy, the preparation of the
annual budget, and the coordination of the school district's
total services.
The administrative team serves as a resource
to each administrator for obtaining problem solving assistance
and support concerning the administration of their respective
areas of responsibility.
The administrative team philosophy encourages administrators to
actively contribute their talents to the administrative team so
as to enhance the effective management of the school system and
the attainment of school district objectives.
Approved:
12/16/82
Reviewed:
7/92
3/25/97
2/9/09
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
9/21/89
SUPERINTENDENT QUALIFICATIONS, RECRUITMENT, APPOINTMENT NO. 302.1
The board shall employ a superintendent to serve as the chief
executive officer of the board, to conduct the daily operations
of the school district, and to implement board policy with the
power and duties prescribed by the board and the law.
The board shall consider applicants that meet or exceed the
standards set by the Iowa Department of Education and the
qualifications established in the job description for the
superintendent position.
In employing a superintendent, the
board shall consider the qualifications, credentials, and
records of the applicants without regard to race, color,
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 a superintendent, the board shall also consider the
school district's educational philosophy, financial situation,
organizational
structure,
educational
programs,
and
other
factors deemed relevant by the board.
The board may contract
superintendent.
Approved:
12/16/82
for
Reviewed:
assistance
9/21/89
7/92
in
the
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
search
for
3/3/94
3/25/97
2/9/09
a
SUPERINTENDENT CONTRACT AND CONTRACT NONRENEWAL
NO. 302.2
The length of the contract for employment between the
superintendent and the board shall be determined by the board.
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
contract for the position of superintendent.
to
provide
the
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.
Approved: 3/25/97
Reviewed: 2/9/09
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
SUPERINTENDENT SALARY AND OTHER COMPENSATION
NO. 302.3
The board has complete discretion to set the salary of the
superintendent. It shall be the responsibility of the board to
set the salary and benefits of the superintendent 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
superintendent.
The salary shall be set at the beginning of
each contract term.
In addition to the salary and benefits, the superintendent's
actual and necessary expenses shall be paid by the school
district when the superintendent is performing work-related
duties. It shall be within the discretion of the board to pay
dues to professional organizations for the superintendent.
The board may approve the payment of dues and other benefits or
compensation over and above the superintendent's contract.
Approval of dues and other benefits or compensation shall be
included in the records of the board in accordance with board
policy.
Approved: 3/25/97
Reviewed: 2/9/09
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
POSITION DESCRIPTION FOR SUPERINTENDENT OF SCHOOLS
NO. 302.4
BURLINGTON COMMUNITY SCHOOL DISTRICT
POSITION DESCRIPTION AND SPECIFICATIONS
Job Title: Superintendent of Schools
Incumbent:
Reports to: Board of Education
FLSA Status: Exempt
QUALIFICATIONS
Requires the following (or equivalent qualifications):
 State of Iowa Professional Certificate with administrative endorsement for the superintendent of schools
 State of Iowa “New” Evaluator Approval
 Earned doctorate in educational administration preferred
 Minimum of five years experience as a school superintendent or central office school management
 Demonstrated ability in personnel relations, including collective bargaining and contract management
 Demonstrated ability in providing effective board leadership
 Demonstrated ability in school community relations
 Demonstrated ability in conducting educational needs assessment, identifying goals, and establishing means
of reaching goals
 Demonstrated ability in managing a school system with an administrative team philosophy
POSITION PURPOSE
To provide leadership in developing and maintaining the best possible educational programs and services to
and for the school community.
SUPERVISION
Supervises members of the administrative team, Executive Assistant, and all other staff.
PERFORMANCE ACCOUNTABILITIES
Maintains strict confidentiality.
Organizes the administration of the school district with the management team concept.
Prepares and submits to the board the agenda for monthly and special meetings. The superintendent shall
provide the board with necessary and helpful facts, background information, and reports, which will assist the
board in making decisions. Attends and participates in all regular and special meetings.
Leads the board in understanding the school system operation, school management, and the role of the board
in performing its responsibilities.
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY Page 1 of 3
POSITION DESCRIPTION FOR SUPERINTENDENT OF SCHOOLS
NO. 302.4
PERFORMANCE ACCOUNTABILITIES (Superintendent continued)
Supervises the effective implementation of all constitutional or statutory laws, state regulations, and board
policies.
Supervises the process of fiscal planning, budget development, and budget control.
Makes decisions with counsel and advice of the administrative team on matters covered by board policy and
recommends policy revisions and additions to reflect current needs.
Defines educational needs and formulates short and long term goals for recommendation to the board.
Supervises the personnel function of the district to establish and maintain effective personnel policies and
relations.
Acts as the agent of the board in hearing and attending to public and personnel complaints.
Provides an annual report of the total school program and advises the board on the progress of educational
goals of the schools.
Advises the board on personnel matters involving contract negotiations and contract management.
Directs the recommendations from the administrative team to the board for its adoption, all courses of study,
curriculum guides, and major changes in texts and time schedules to be used by the schools.
Assigns administrative functions to each administrator through job descriptions. Guides, facilitates, and
counsels administrative team through appropriate in-service and skill development activities for team
members.
Recommends requirements for graduation, certificates, and other documents certifying completion of required
courses of study.
Makes recommendations to the board concerning the transportation of pupils in accordance with the law and
the requirements of safety.
Attends such conventions and conferences as are necessary to keep abreast of matters directly affecting the
school system or topics which will enhance professional skills.
Attends or delegates a representative to attend meetings of agencies at which matters directly involving the
school district are being considered.
Supervises the school district public relations activities designed to keep the public informed of the progress
and needs of the district and to maintain public support for the public schools.
Conducts an annual performance evaluation of the administrative staff.
Shows an interest in school and community activities through personal involvement and participation.
Performs other tasks and assumes responsibilities as may from time to time be assigned by the board.
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY Page 2 of 3
POSITION DESCRIPTION FOR SUPERINTENDENT OF SCHOOLS
NO. 302.4
PERFORMANCE ACCOUNTABILITIES (Superintendent continued)
This list of responsibilities shall not act to limit the board's authority and responsibility over the
superintendent. The superintendent shall consider the school district's financial condition as well as the needs
of the students when executing these duties.
SKILLS AND ABILITIES
Excellent human relations, verbal, and written communication skills. Excellent organizational, analytical, and
problem-solving skills. Proven managerial skills. Ability to relate positively with staff, parents, and the
public. Demonstrated ability to produce results through previous assignments. Ability to effectively monitor,
evaluate and develop subordinates. Demonstrated leadership skills and a desire to lead. Ability to establish
and maintain a favorable working and learning atmosphere. Knowledge of curriculum, business procedures,
and state and federal statutes. Knowledge of public school finance and business management. Ability to
develop and administer public school budgets.
PHYSICAL, MENTAL. AND VISUAL EFFORT (Superintendent continued)
Continuous sitting, speaking, hearing and visual effort. Frequent reaching, stooping, kneeling, sitting,
walking, standing, and repetitive hand motions. Occasional lifting and carrying up to 25 lbs. Close mental
and visual attention. Work involves numerous irregularities. Continuous general concentration necessary.
WORKING CONDITIONS
Work is primarily performed in a normal office setting. Occasionally exposed to dust noise, odors, and other
irritants. Stress associated with work pace and pressure. Work involves irregular hours and days. Some travel
required. Exposed to hazards when traveling.
DISCLAIMER CLAUSE
I have read and understand the information contained in the Position Description and Specifications. I further
understand that this Position Description and Specifications is not intended and should not be construed as an
exhaustive list of all the responsibilities, skills, efforts, or working conditions associated with this position. I may be
required to perform additional tasks necessary to meet District objectives. This Position Description is intended to be
an accurate reflection of the principal job elements essential for making fair decisions.
Terms of Employment: One to three-year contract as determined by the board.
Approved:
12/16/82
7/92
Reviewed:
9/21/89
3/25/97
Revised:
3/3/94
2/9/09
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY Page 3 of 3
SUPERINTENDENT EVALUATION
NO. 302.5
The board will conduct an ongoing evaluation of the
superintendent's skills, abilities, and competence. At a
minimum, the board will formally evaluate the superintendent on
an annual basis. 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.
The formal evaluation will be based upon the following
principles:






The evaluation criteria will be in writing, clearly stated
and mutually agreed upon by the board and the
superintendent. The criteria will be related to the job
description and the school district's goals;
At a minimum, the evaluation process will be conducted
annually at a time agreed upon;
Each board member will have an opportunity to individually
evaluate the superintendent, and these individual
evaluations will be compiled into an overall evaluation by
the entire board;
The superintendent will conduct a self-evaluation prior to
discussing the board's evaluation, and the board as a whole
will discuss its evaluation with the superintendent;
The board may discuss its evaluation of the superintendent
in closed session upon a request from the superintendent
and if the board determines its discussion in open session
will needlessly and irreparably injure the superintendent's
reputation; and,
The individual evaluation by each board member, if
individual board members so desire, will not be reviewed by
the superintendent. Board members are encouraged to
communicate their criticisms and concerns to the
superintendent in the closed session. The board president
will develop a written summary of the individual
evaluations, including both the strengths and the
weaknesses of the superintendent, and place it in the
superintendent's personnel file to be incorporated into the
next cycle of evaluations.
This policy supports and does not preclude the ongoing, informal
evaluation of the superintendent's skills, abilities and
competence.
Approved:
7/19/90
Reviewed:
Revised:
7/93
3/25/97
2/09/09
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
SUPERINTENDENT PROFESSIONAL DEVELOPMENT
NO. 302.6
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 two (2) days, the superintendent shall advise the
board president prior to attending the event.
The board may request a report from the superintendent about each
event attended.
CROSS REF:
Position Description for Superintendent of
Schools, Policy 302.4
LEGAL REF:
Iowa Code 279.8(1995)
281 Iowa Admin. Code 12.7 (new standards)
Approved:
9/2l/89
Reviewed:
7/92
2/9/09
Revised: 3/25/97
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
SUPERINTENDENT CIVIC ACTIVITIES
NO. 302.7
The board encourages the superintendent to be involved in the
school district community by belonging to school district
community organizations and attending and participating in school
district community activities.
It shall be the responsibility of the superintendent to become
involved in school district community activities and events. The
board may include a lump sum amount as part of the
superintendent's compensation to be used specifically for paying
the annual fees of the superintendent for school district
community activities and events if, in the board's judgment, the
superintendent's participation will further the public purpose of
promoting and deriving support for the school district and public
education in general. It shall be within the discretion of the
board to pay annual fees for professional organizations and
activities.
Approved: 3/25/97
Reviewed: 2/9/09
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
SUPERINTENDENT CONSULTING/OUTSIDE EMPLOYMENT
NO. 302.8
The superintendent's position is considered full-time employment.
The board expects the superintendent to give the responsibilities
of the position precedence over other employment.
The
superintendent may accept consulting or outside employment for
pay as long as, in the judgment of the board, the work is
conducted on the superintendent's personal time and it does not
interfere with the performance of the superintendent's duties
contracted by the board.
The board reserves the right, however, to request that the
superintendent cease the outside employment as a condition of
continued employment.
The board will give the superintendent
thirty days notice to cease outside employment.
Approved: 7/19/90
Reviewed:
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
7/93
3/25/97
2/9/09
ORGANIZATION OF ADMINISTRATIVE SERVICES
NO. 303.1
The superintendent shall be responsible for recommending to the
board the administrative structure of the district and a
definition
of
the
administrative
job
description,
responsibilities, and qualifications for each position.
The
administrative structure and definition of job descriptions
recommended by the superintendent is subject to board approval.
Position descriptions for each administrative position of the
district are reviewed at least annually by the superintendent.
The position descriptions are on file and available at the
superintendent's office.
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 the share their expertise with each other and the
board under the management team concept.
Approved:
12/16/82
Reviewed:
7/92
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
9/21/89
2/9/09
ADMINISTRATOR QUALIFICATIONS, RECRUITMENT, APPOINTMENT
NO. 303.2
The
board
shall
employ
building
principals
and
other
administrators, in addition to the superintendent, to assist in
the daily operations of the school district.
The board shall 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 shall
consider the qualifications, credentials, and records of the
applicants without regard to race, color, 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 shall also consider the
school district's educational philosophy, financial condition,
organizational structure, education programs, and other factors
deemed relevant by the board.
It shall be 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 shall act only on the superintendent's recommendation.
The board may
administrators.
Approved: 3/25/97
contract
for
Reviewed:
assistance
in
the
search
Revised: 2/9/09
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
for
ADMINISTRATOR CONTRACT AND CONTRACT NONRENEWAL
NO. 303.3
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 oneyear 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. Terms of employment
and benefits for Burlington Community School administrators shall
be as specified by the board through the adoptions of the
administrative staff policy handbook which will be provided
annually to all members of the administrative staff.
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.
Approved:
12/16/82
Reviewed:
2/9/09
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
9/21/89
7/92
3/25/97
ADMINISTRATOR SALARY AND OTHER COMPENSATION
NO. 303.4
The board has discretion to set the salary of the administrators,
consulting
with
the
superintendent.
It
shall
be
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 shall 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 shall be paid by
the school district when the administrator is performing workrelated duties.
The board shall 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 shall be included in the records of
the board in accordance with board policy.
Approved: 3/25/97
Reviewed:
2/9/09
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
ADMINISTRATIVE DUTIES AND ADDITIONAL ASSIGNMENTS
NO. 303.5
Position descriptions for each administrative position of the
district are reviewed regularly by the superintendent.
The
position descriptions are on file and available at the
superintendent's office.
Administrators
may
be
assigned
additional
specific
job
responsibilities
as
a
part
of
their
total
contractual
responsibilities to the district when it is determined that an
individual administrator can assume additional tasks within the
context of their full time employment with the district.
Assignments are made with the individual skills and/or interests
of the respective administrators as criteria.
CROSS REF.:
304
Organization of Administrative Services
LEGAL REF.:
Approved:
7/20/89
Reviewed: 2-9-09
Revised: 7/92
3/25/97
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
ADMINISTRATOR EVALUATION
NO. 303.6
The Superintendent 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, 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.
The superintendent is responsible for designing an administrator
evaluation instrument. The formal evaluation will include
written criteria related to the job description. 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.
It is the responsibility of the superintendent to conduct a
formal evaluation of the probationary administrators and nonprobationary administrators prior to May 15.
This policy supports and does not preclude the ongoing informal
evaluation of the administrator's skills, abilities and
competence.
Approved:
12/16/82
Reviewed:
9/21/89
7/92
2/9/09
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
3/25/97
11/12/2001
ADMINISTRATORS PROFESSIONAL DEVELOPMENT
NO. 303.7
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.
Prior to the attendance at such events the administrators must
have received approval from the superintendent or designee. It
shall be the responsibility of the administrators to arrange
their schedules in order to attend various conferences and
events.
The superintendent may request a report from each event attended.
Approved:
9/2l/89
Reviewed:
7/92
2/9/09
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
3/25/97
ADMINISTRATOR CIVIC ACTIVITIES
NO. 303.8
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 shall be the responsibility of the administrators to become
involved in school district community activities and events. The
board may include a lump sum amount as part of the
administrator's compensation to be used specifically for paying
the annual fees of the administrator for school district
community activities and events if, in the board's judgment, the
administrator's participation will further the public purpose of
promoting and deriving support for the school district and public
education in general. It shall be within the discretion of the
board to pay annual fees for professional organizations and
activities.
Approved: 3/25/97
Reviewed: 2/9/09
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
ADMINISTRATOR CONSULTING/OUTSIDE EMPLOYMENT
NO. 303.9
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.
Approved:
7/19/90
Reviewed:
7/93
Revised: 3/25/97
2/9/09
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
REDUCTION IN ADMINISTRATIVE PERSONNEL
NO. 303.10
The board shall have the discretion to determine the appropriate
number of administrative personnel.
When considering a reduction in administrative personnel, the
board shall consider the number of students to be enrolled, the
condition of the facilities, the economic condition of the school
district, the reassignment of duties among other administrative
personnel, and other factors deemed relevant by the board.
The board shall consider the skills, ability, competence,
experience,
effectiveness,
and
qualifications
of
the
administrators as well as other factors deemed relevant by the
board in making reductions of administrative personnel.
Approved:
9/21/89
Reviewed:
7/92
2/9/09
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
3/25/97
DEVELOPMENT AND ENFORCEMENT OF ADMINISTRATIVE
REGULATIONS
NO. 304.1
Administrative regulations may be necessary to implement board
policy. It shall be the responsibility of the superintendent to
develop administrative regulations.
In developing the administrative regulations, the superintendent
may consult with administrators or others likely to be affected
by the regulations.
Once the regulations are developed,
employees, students and other members of the school district
community shall be informed in a manner determined by the
superintendent.
The board shall be kept informed of the administrative
regulations utilized and their revisions. The board may review
and recommend change of administrative regulations prior to their
use in the school district if they are contrary to the intent of
board policy.
It shall be the responsibility of the superintendent to enforce
administrative regulations.
Approved: 3/25/97
Reviewed: 2/09/09
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
MONITORING OF ADMINISTRATIVE REGULATIONS
NO. 304.2
The administrative regulations shall be monitored and revised
when necessary.
It shall be the responsibility of the
superintendent
or
designee
to
monitor
and
revise
the
administrative regulations.
The superintendent may rely on the board, administrators,
employees, students, and other members of the school district
community to inform the superintendent about the effect of and
possible changes in the administrative regulations.
Approved: 3/25/97
Reviewed:
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
2/09/09
ADMINISTRATOR CODE OF ETHICS
NO. 305
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, while executing their duties.
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;
Seeks to preserve and enhance the prestige and status
the profession;
of
Carries out in good faith the policies duly adopted by
the local board and the regulations of state
authorities;
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 administrative team concept.
The professional school administrator shall uphold the “Code of
Professional Conduct and Ethics” as listed in Chapters 25 and 26
of the current Code of Iowa.
Approved:
9/21/89
Reviewed:
7/92
Revised: 3/25/97
2/09/09
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
SUCCESSION OF AUTHORITY TO THE SUPERINTENDENT
NO. 306
The superintendent will annually designate the administrative
chain of command to act in the superintendent's absence or
unavailability. The designee will have the authority to resolve
any difficulties according to the district policies.
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.
Approved:
7/19/90
Reviewed:
2/09/09
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
7/93
3/25/97
SUCCESSION OF AUTHORITY FOR PRINCIPAL
NO. 306.1
Each building principal will designate an administrative team
member to act when the building principal is unavailable.
The
designee, in cooperation with a building staff member, will have
the authority of the principal to resolve any difficulties
according to district policy and building procedures.
If
assistance
is
needed,
the
designee
will
contact
the
superintendent.
Approved:
7/19/90
Reviewed:
2/09/09
Revised:
BURLINGTON COMMUNITY SCHOOL DISTRICT - BOARD POLICY
7/93
3/25/97