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| Administration |
BP 2000
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CONCEPTS AND ROLES
The
School Board expects the administration to promote the creation
of the best possible educational program and to maintain an environment
conducive to learning. The Superintendent shall provide the vision
and educational leadership in this effort and shall give top priority
to meeting the needs of all students and actively helping teachers
raise academic achievement.
The
Board may employ administrative and supervisory personnel to assist
in the effective management of the district. The Board expects the
Superintendent to recognize, develop and use the leadership abilities
of staff.
The
Superintendent or designee shall develop decision‑making processes
which are responsive to the school community and to the specific
needs of individual students. He/she shall provide means by which
staff, students and parents/guardians at each school may participate
in decisions related to school improvement and matters which the
Board identifies as appropriately managed at the school site level.
The administration shall provide professional advice to the Board
and to citizen advisory committees.
(cf. 0420 ‑ School‑Based
Management/Site Councils)
(cf. 1220 ‑ Citizen Advisory
Committees)
(cf. 2230 ‑ Representative
and Deliberative Groups)
(cf. 8000 ‑ Advisory School Boards)
The
Board desires to give all administrators the authority they need
in order to carry out their assigned responsibilities. The Board
shall clearly state what it expects of the Superintendent and shall
evaluate him/her on how well those expectations have been met. In
turn, the Superintendent or designee shall clearly state what is
expected of all other administrators and shall evaluate how well
those expectations have been met.
(cf. 4300 – Management, Supervisory
and Confidential Personnel)
(cf. 4315 – Evaluation/Supervision)
(cf. 4319.3 ‑ Duties of Personnel)
Legal References:
ALASKA STATUTES
14.08.111 Duties (Regional School
Boards)
14.14.110 Cooperation with other
districts
14.14.130 Chief School Administrator
| Unalaska City School District |
| 4/93 |
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| Administration |
BP 2100
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ADMINISTRATIVE
STAFF ORGANIZATION
Authority
originates with the publicly elected School Board and State laws
and regulations. The Superintendent or designee may delegate authority
and responsibility to the administrators and staff in accordance
with law and Board policy.
The Superintendent shall organize the administrative
staff in a manner which best enables the district to provide an
effective program of instruction. He/she may adjust staff responsibilities
to accommodate the district needs and/or individual capabilities.
The Organizational Chart will be kept current by the Superintendent,
who will submit it annually to the Board for information. The Board may review and require
revision of the Chart, if it is found to be inconsistent with
Board policy. The
Chart will be considered a visual representation of policy.
(cf. 2230 ‑ Representative
and Deliberative Groups)
(cf. 4119.3 ‑ Duties of Personnel)
Legal References:
ALASKA STATUTES
14.08.111 Duties (Regional School
Boards)
14.14.130 Chief school administrator
ALASKA ADMINISTRATIVE CODE
4 ACC 18.025 Principal
| Unalaska City School District |
| 3/2001 |
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| Administration |
BP 2110
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ORGANIZATION CHART/LINES
OF RESPONSIBILITY
All schools and
departments shall form a single administrative system organized so that appropriate
decision-making may take place at various levels in accordance with
Board policy and administrative regulations. The Superintendent or designee
shall maintain a current district organization chart, approved by
the Board, which identifies lines of primary responsibility and
the relationships between district positions.
The organization
chart should clarify working relationships and functions. It is not intended to indicate
all the lines of communication and cooperation which must exist
to create successful and effective schools. The Superintendent or designee
shall insure that all personnel understand to whom they are responsible
and for what functions. Lines of responsibility should
in no way prevent staff members at all levels from cooperating to
develop the best possible school programs and services.
(cf. 2120 – Superintendent of Schools)
(cf. 2210 – Administrative Leeway in Absence
of Board Policy)
(cf. 4119.3 – Duties of Personnel)
| Unalaska City School District |
| 3/2001 |
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| Administration
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BP 2120
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SUPERINTENDENT
OF SCHOOLS
The
Superintendent is the chief executive officer and educational leader
of the district. He/she executes all School Board decisions and
is accountable to the Board for managing the schools in accordance
with the Board's policies. He/she informs the Board about school
programs, practices and problems and provides professional advice
on items requiring Board action.
The
Board delegates to the Superintendent the power to make decisions
concerning internal operations of the district. The Superintendent
may delegate to other school staff any duties imposed upon him/her
by the policies or vote of the Board, as far as the law permits.
This delegation of power or duty shall not relieve the Superintendent
of responsibility for actions taken by his/her designees.
The
Superintendent shall have general supervision of all personnel and
shall develop and execute consistent, fair, and fiscally sound personnel
procedures and practices, including an
evaluation program for all district employees. He/she shall oversee
all financial operations of the district and actively seek out new
funding sources for the schools.
The
Superintendent shall take an active leadership role in the development
and improvement of the instructional program. He/she is expected
to create a feeling of unity and enthusiasm among students and staff
for the accomplishment of district goals.
The
Superintendent shall articulate educational issues and values before
the community and other governmental agencies. He/she shall be accessible
to community members and shall work with them to further the district's
goals and build a strong, positive community attitude toward the
school system.
The
Board expects the Superintendent to remain current on educational
thought and practices by reading educational publications, attending
educational conferences, and visiting other school systems in the
interest of improving the district's instructional program and overall
operation. The Superintendent shall inform the Board and staff of
new developments and significant events in the field of education.
(cf. 2122 - Superintendent of Schools:
Job Description)
Legal References:
ALASKA STATUTES
14.08.111 Duties (Regional School
Boards)
14.14.130 Chief school administrator
| Unalaska City School District |
| 4/93 |
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| Administration |
BP 2121
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SUPERINTENDENT'S
CONTRACT
The
School Board shall employ a Superintendent to serve as its chief
administrative officer for a contract term of not more than three
years. Prior to entering into an employment contract with the Superintendent,
the Board shall have the contract reviewed by legal counsel.
The
Board shall notify the Superintendent of its intention not to renew
his/her contract early enough to ensure compliance with any notice
requirements of the existing contract. Any extension of the life
of the contract shall be contingent upon a satisfactory evaluation
of the Superintendent's performance.
(cf. 2123 ‑ Evaluation of the
Superintendent)
Legal References:
ALASKA STATUTES
14.14.130 Chief School Administrator
14.20.130 Employment of teachers
and administrators
| Unalaska City School District |
| 4/93 |
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| Administration |
BP 2122
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SUPERINTENDENT OF SCHOOLS: JOB
DESCRIPTION
The
job of Superintendent entails many complex duties, some specified
in law and some assigned by the Board. The Board shall provide the
Superintendent with a job description that indicates his/her major
responsibilities. The Board shall further define the Superintendent's
responsibilities and duties through the adoption of Board policies.
(cf. 2000 ‑ Concepts and
Roles)
(cf. 2120 ‑ Superintendent
of Schools)
(cf. 2123 ‑ Evaluation of
the Superintendent)
Legal Reference:
ALASKA STATUTES
14.14.130 Chief School Administrator
| Unalaska City School District |
| 4/93 |
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| Administration |
BP 2123
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EVALUATION OF
THE SUPERINTENDENT
The
Board believes that an annual evaluation of the Superintendent's
performance strengthens working relationships between the Superintendent
and the Board. The evaluation process should clarify the Superintendent's
role and give the Board and Superintendent an opportunity to jointly
identify immediate priorities among the Superintendent's many responsibilities.
Evaluations also should help the Board to monitor progress toward
established goals and to set reasonable criteria for salary increases
and/or contract extension.
The
Board shall meet with the Superintendent to discuss the evaluation,
including commendations in areas of strength and recommendations
for improving effectiveness. The Superintendent and Board members
shall agree upon and sign an evaluation summary. Additional evaluations
may be arranged at any time during the school year at the request
of either the Board or the Superintendent.
(cf. 2121 - Superintendent's Contract)
The
evaluation process shall be reviewed annually to determine whether
any of the following steps need improvement:
1.
<![endif]> Developing
or reviewing/ revising the superintendent's job description.
2.
<![endif]> Adopting
or reviewing/revising evaluation policy.
3.
<![endif]> Establishing
clear criteria to include progress on district goals.
4.
<![endif]> Establishing
or reviewing/revising, the evaluation process.
5.
<![endif]> Carrying
out the evaluation.
6.
<![endif]> Summarizing
the results
7.
<![endif]> Discussing
the results with the Superintendent.
8.
Developing a plan for growth and improvement.
(cf. 9321 - Executive Sessions)
| Unalaska City School District |
| 4/93 |
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BP 2124
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DEVELOPMENT OPPORTUNITIES
The
Board encourages the District Superintendent to attend educational
conferences, seminars, workshops and other professional meetings,
visit other school systems and use other means to keep abreast of
current educational thought and practices.
Adoption Date: Prior to June 1980
| Unalaska City School District |
| 4/93 |
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| Administration |
BP 2210
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ADMINISTRATIVE
LEEWAY IN ABSENCE OF BOARD POLICY
The
Superintendent or designee shall have the power to act, within the
parameters of law,
in cases where action must be taken and where the School Board has
not provided guidelines for administrative action. If the action
necessitates the addition or revision of policies, the Superintendent
or designee shall make the necessary recommendations to the Board.
It
shall be the duty of the Superintendent or designee to keep the
Board president apprised of any action taken in emergency situations
as soon as practicable after its occurrence. The president shall
use his/her discretion in informing the Board before it's next regular
meeting.
(cf. 9314 ‑ Suspension of
Policies, Bylaws, Administrative Regulations)
(cf. 9320 ‑ Meetings)
| Unalaska City School District |
| 4/93 |
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BP 2230
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REPRESENTATIVE
AND DELIBERATIVE GROUPS
The
Superintendent or designee may establish a management team, administrative
councils, task forces, cabinets, or committees as needed to properly
administer Board policies, improve the educational program and
assist in district communication. The membership, composition,
and responsibilities of these advisory groups shall
be defined by the Superintendent or designee and may be changed
at his/her discretion. Advisory groups shall channel their advice
and recommendations through the Superintendent to the Board.
Expenses
incurred for consulting services, materials and travel
may be paid from the district's general operating funds only when
within budgetary allotments and approved by the Superintendent
or designee.
(cf. 0420 ‑ School‑Based
Management/Site Councils)
(cf. 1220 ‑ Citizen Advisory
Committees)
(cf. 8000 ‑ Advisory School
Boards)
| Unalaska City School District |
| 4/93 |
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| Administration |
BP 2240
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BOARD‑STAFF
COMMUNICATION
The
success of any school system requires effective communication between
the Board and the school staff. Such communication is necessary
for facilitating proposals for the continuing improvement of the
educational program and for the proper disposition of personnel
problems which may arise.
The
main goal of both the Board and the staff is to provide the best
possible educational opportunities for the entire community. To
achieve this end, good Board‑staff relations must be maintained
in a climate of mutual trust and respect. At the same time, the
Board, in exercising its public trust to provide thorough and efficient
public education, cannot dissipate or transfer its responsibilities.
The Superintendent, as professional leader of the staff and the
chief executive of the Board, will establish the avenues for Board‑staff
communication.
In
accordance with good personnel practice, staff‑participation
in the development of educational and personnel policies will be
encouraged and facilitated. The Board believes that an educational
institution functions best when all staff members are aware of its
major activities and concerns and take part in decision‑making
processes.
All
official communications or reports to the Board from staff members
and staff organizations will be submitted to the Board through the
Superintendent. Conversely, all official communications, policies,
and directives of staff interest and concern will be communicated
to staff members through the Superintendent. The Superintendent
will develop appropriate methods to keep staff fully informed of
the Board's concerns, problems, and actions.
All
effective means of facilitating channels of communications between
the board and staff will be explored in order to promote close cooperative
action for the continuing improvement of the educational program
and the mutual benefit of the school system and the community.
Individual
Board members interested in visiting the school or classrooms will
inform the Superintendent of such visits and make arrangements for
visitations through the Principal of the school. Such visits will
be regarded as informal expressions of interest in school affairs
and not as "inspections" or visits for supervisory or administrative
purposes. Board members will not give directions, or make suggestions
to personnel during their visit.
| Unalaska City School District |
| 1/96 |
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| Administration
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BP 2300
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CONFLICT OF INTEREST
The
School Board recognizes that certain positions may involve an employee's
participation in decisions affecting his/her financial interests.
Employees shall refrain from participating in official district
financial decisions in which they have a substantial financial interest.
(cf. 3315 ‑ Relations with
Vendors)
(cf. 4112.8 ‑ Employment
of Relatives)
(cf. 9270 ‑ Conflict of Interest
Code)
Legal References:
ALASKA STATUTES
29.20.010 Conflict of Interest
14.12.090 Oath
| Unalaska City School District |
| 4/93 |
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