Choose a policy from the list below.
File: CB
SCHOOL SUPERINTENDENT
A primary function of the RSU #11 School Board is to select a Superintendent of Schools. To select a Superintendent, a majority vote of all members of the RSU #11 Board shall be required. He/she may be appointed to a contract of up to five years in accordance with the laws of the state of Maine.
The Superintendent shall be executive officer of the RSU #11 Board. In addition, under Maine Statutes he/she shall serve as secretary ex officio to the RSU #11 Board. He/she shall attend all meetings and have the right to speak on all subjects, but shall have no vote.
The Superintendent shall administer and supervise the public educational system of the Unit. He/she shall have discretionary authority, subject to later approval by the RSU #11 Board, to act upon all emergency matters and those as to which his/her power and duties are not specifically set forth or limited.
The Superintendent shall devote his/her entire working time to the duties of the position. He/she may, without violation of the provisions of this section, perform educational functions outside the town with the approval of the Commissioner of Education and the RSU #11 Board.
Legal Reference: 20-A MRSA §§ 1001, 1053
Cross Reference: CBI - Evaluation of the Superintendent
Adopted: November 6, 2008
Reviewed: April 1, 2010
File: CB-R
SUPERINTENDENT OF SCHOOLS JOB DESCRIPTION
JOB GOAL
To provide leadership in developing and maintaining the best possible educational programs and services for the students of our school system. To lead, guide, and direct every member of the administrative, instructional, and support services teams in setting and achieving the highest standards of excellence in educational programs and operating systems. To be responsible for a system of supervision and evaluation for all staff designed to meet the goals of the school system. To oversee and administer the use of all facilities, property, and funds in the best interests of students and the school system.
MINIMUM JOB REQUIREMENTS
A. Superintendent Certification (010) Maine Department of Education (or certifiable).
B. Local Unit Insert:
Minimum of Certificate of Advanced Study
C. Local Unit Insert:
Minimum of Five Years of Administrative Experience
D. Such alternatives to the qualifications listed in B. and C. as the RSU #11 Board may find appropriate and acceptable.
REPORTS TO: RSU #11 School Board
SUPERVISES:
All administrative and supervisory personnel of the school system.
PERFORMANCE RESPONSIBILITIES AND CRITERIA
The criteria for performing the job responsibilities of the Superintendent include the ability to function effectively in the following categories: A) Communication; B) Community Relations; C) Curriculum; 4D) School/Community Involvement;
E) Leadership; F) Organizational Management; G) Personnel Management; H) School Facility Management; I) School Finance/Budgeting; J) School Improvement; K) Staff Development; L) Superintendent/Board Relations; and M) Supervision/ Evaluation.
A. Communication—Able to communicate clearly with staff, parents, students and community, both verbally and in writing.
1. Keeps the public informed of the status of the schools.
2. Conducts meetings of administrators, teachers and other staff members as necessary for the discussion of matters concerning the improvement and welfare of the schools.
3. Communicates to all staff members, directly or through delegation, actions of the RSU #11 Board relating to personnel matters and receives from employees communications to be made to the RSU #11 Board.
4. Confers as appropriate with professional and lay groups concerning the school program and transmits suggestions to the RSU #11 Board and others, as appropriate.
B. Community Relations—Recognizes the importance of both stimulating and reflecting community needs/wants regarding education. Demonstrates ability to involve the community in developing and implementing goals. Views the community/school relationship as a partnership.
1. Establishes and maintains a program of public relations to keep the public well informed of the activities and needs of the school
system, effecting a wholesome and cooperative working relationship between the schools and the community.
2. Communicates with and understands the needs and perspectives of various community groups.
3. Attends, or delegates a representative to attend, meetings of municipal agencies at which matters pertaining to the school system appear on the agenda or are expected to be raised.
4. Keeps the public informed about current educational practices, educational trends, and the policies, practices, successes and challenges of the schools.
C. Curriculum—Strong commitment to leading the effort to define and deliver an effective, consistent curriculum PK-12.
1. Administers the development and maintenance of educational programs designed to meet the needs of the community and to carry out the policies of the RSU #11 Board.
2. Conducts reviews of the total school program, and advises the RSU #11 Board on recommendations for the educational advancement of the schools.
3. Recommends to the RSU #11 Board, through the use of appropriate personnel, adoption of courses of study, curriculum, teaching materials, etc.
4. Oversees timely revisions of curriculum and courses of study.
D. School/Community Involvement—Visible in the schools, aware of current issues and activities in the schools, and shows an interest in community affairs.
1. Visits schools and classrooms as appropriate. Attends a reasonable number of student/staff events.
2. Seeks to stay informed about issues and activities in the schools.
3. Has a reasonable level of knowledge of administrators, staff, and students.
4. Has a reasonable level of knowledge about community events, concerns, accomplishments, and direction.
E. Leadership—Able to motivate, lead, guide and direct people. Committed to implementing the Mission and Vision Statement of the school system.
1. Facilitates the development of and implements a collaborative educational vision and assists the RSU #11 Board in setting priorities for the school unit.
2. Serves as the educational leader of the school unit. Performs job responsibilities using the Mission and Vision Statement as a guide.
3. Communicates the educational vision and priorities effectively to staff, students, and community.
4. Attend conventions and conferences to keep abreast of latest educational trends.
5. Ensures that policies, procedures and school rules promote a safe, respectful, and healthy school environment.
F. Organizational Management—Uses a systematic approach to managing and improving the schools. Excellent organizational skills, working knowledge of school law, and proven ability to resolve organizational conflicts.
1. Administers, as chief school executive, the development, maintenance, and improvement of the educational program.
2. Maintains, directly or through delegation, such personnel records, pupil accounting records, business records and other records as required by law and/or RSU #11 Board policy.
3. Files, or causes to be filed, all reports required by state or federal laws/regulations.
4. Advises the RSU #11 Board of the need for new and revised policies, and ensures that all policies of the RSU #11 Board are implemented.
5. Makes administrative decisions necessary for the effective and efficient operations of the schools. Acts on own discretion when emergency action is necessary in matters not covered by RSU #11 Board policy. Reports such emergency actions to the RSU #11 Board and recommends policy for future guidance.
6. Develops and implements rules and procedures for staff and students as necessary to comply with RSU #11 Board policies, and state and federal laws/regulations.
7. Delegates to other staff, at own discretion, the exercise of any powers and duties, with the knowledge that such delegation does not relieve the Superintendent of final responsibility for any actions taken.
8. Recommends attendance boundaries for all schools and the transfer of students from one building to another in the interest of good administration of the instructional program. Implements RSU #11 Board policies and state laws/regulations for the promotion, retention and acceleration of students.
9. Makes recommendations to the RSU #11 Board concerning the transportation of students in accordance with RSU #11 Board policies, state laws/regulations, and student safety considerations.
G. Personnel Management—Excellent people skills. Ability to recruit and retain high quality staff. Strong personnel management practices and understanding of collective bargaining issues.
1. Develops and implements a hiring process that complies with applicable state and federal laws and attracts the most qualified candidates.
2. Nominates to the RSU #11 Board for employment the most qualified and competent teachers and administrators.
3. Employs the most qualified and competent support staff.
4. Develops job descriptions for all staff, subject to RSU #11 Board review and approval.
5. Assigns and transfers employees as the interests of the school system require, and reports such actions to the RSU #11 Board for information and record.
6. Participates, as deemed appropriate by the RSU #11 Board, in negotiations with recognized employee bargaining units.
7. Handles employee grievances or problems in accordance with applicable RSU #11 Board policies, collective bargaining agreements, and/or state/federal laws and regulations.
8. Establishes and implements personnel policies and procedures for non-union staff.
9. Ensures that the RSU #11 Board complies with meet and consult requirements on educational policy issues.
10. Establishes personnel procedures that provide information that may be used to advance the quality of the school unit, such as exit interviews for departing employees, employee focus group discussions on specific aspects of job performance and duties, questionnaires and/or other means of eliciting staff member feedback.
H. School Facility Management—Good understanding of facilities management, including development of long-term maintenance plans, and budgeting/planning for future building needs.
1. Makes recommendations to the RSU #11 Board on the location and size of new school sites and additions to existing sites; the location and size of new buildings on sites; plans for new school buildings; appropriates for sites and buildings; and improvements, alterations and changes in buildings and equipment.
2. Develops and implements short and long-term maintenance plans for school buildings and grounds, delegating particular duties as the Superintendent deems appropriate.
3. Includes maintenance and other facilities/equipment needs in budget planning.
4. Develops and implements guidelines and procedures governing the use and care of school facilities and property.
5. Recommends to the RSU #11 Board sales of surplus property no longer needed and authorizes the proper execution of such sales.
I. School Finance/Budgeting—Strong working knowledge of school finance, including budget development and management. Ability to effectively communicate with the Board, staff, community and local municipal officials. Clear understanding of federal, state, and local funding issues.
1. Demonstrates the ability to perform effective financial forecasting and long and short-term financial planning.
2. Supervises the preparation and presentation of the annual budget and recommends it to the RSU #11 Board for approval.
3. Establishes and maintains efficient procedures and effective controls for all expenditures of school funds in accordance with the adopted budget.
4. Clearly explains proposed budgets, needs and priorities to the RSU #11 Board, community and local municipal officials.
5. Conducts all financial operations and purchasing within RSU #11 Board policies and applicable state/federal laws/regulations.
6. Maintains appropriate financial accounts and ensures that audits are performed on an annual basis.
7. Provides prior notice to the RSU #11 Board when there is a need to depart from RSU #11 Board policy in any financial matter.
J. School Improvement—Commitment to supervise and evaluate school programs in the spirit of continuous improvement; understanding of educational practices, research, and national/state/local initiatives,
including Maine’s Learning Results; and ability to frame issues for discussion, reach timely decisions, and implement change.
1. Develops, implements, and monitors the change process to improve the educational program.
2. Is familiar with current research and educational issues.
3. Involves the staff and community in plans to improve the educational program.
4. Ensures that there is a comprehensive system of student assessment in place.
5. Informs and advises the RSU #11 Board about educational programs and instructional practices in the schools.
6. Communicates effectively with staff, students and the community about educational trends, curriculum needs and instructional programs.
7. Ensures that the educational program complies with RSU #11 Board policies and applicable state and federal laws/regulations.
8. Ensures that administrators and teachers communicate student progress and school curricula to parents on a regular basis.
K. Staff Development—Committed to and fosters continuous staff improvement. Emphasizes both systemwide and individual development.
1. Fosters an environment that encourages continuous learning and improvement on the part of school staff.
2. Develops and implements an effective system of staff development focused on improving the educational and operational programs of the schools, with appropriate input from the RSU #11 Board, administration and staff.
3. Provides reasonable opportunities for staff to participate in conferences, visitations and coursework within the framework of the school unit’s budget.
4. Ensures that all staff are involved in the school unit’s staff development opportunities.
5. Informs the RSU #11 Board of staff development priorities, needs, and activities.
L. Superintendent/Board Relations—Understands that the Superintendent is responsible for management of the schools under the RSU #11 Board’s policies and is accountable to the RSU #11 Board. Supports and facilitates the work of the RSU #11 Board. Maintains open communication with the Board.
1. Supervises and ensures compliance with all laws, regulations and RSU #11 Board policies.
2. Keeps the RSU #11 Board informed about programs, activities, accomplishments, problems, and needs of the schools.
3. Presents information and recommendations necessary to assist the RSU #11 Board in performing its duties effectively, including the need for policy on particular subjects.
4. Schedules and attends meetings of the RSU #11 Board.
5. Serves as Secretary to the RSU #11 Board as required by law.
6. Serves as an ex officio member of all school unit/RSU #11 Board committees, attending meetings as specified by the RSU #11 Board.
7. Advises and recommends action by the RSU #11 Board as appropriate concerning student and staff disciplinary issues.
8. Assists the RSU #11 Board in developing annual and long-range goals for the school system.
9. Represents the school unit with the media and other groups as deemed appropriate by the RSU #11 Board.
10. Performs such other tasks as may be assigned by the RSU #11 Board.
M. Supervision/Evaluation—Understands the importance of accountability for staff and self. Uses an evaluation process that establishes clear performance standards and follows through to resolve performance issues.
1. Develops and implements an effective system of supervision and evaluation for all staff, based on RSU #11 Board policies and with appropriate input from administration and staff.
2. Oversees methods of teaching, supervision, evaluation and administration in the schools.
3. Disciplines employees as necessary and reports such actions to the RSU #11 Board as appropriate.
4. Recommends salary changes or dismissal/nonrenewal of administrators and teachers to the RSU #11 Board for final action.
TERMS OF EMPLOYMENT
Work year shall be twelve (12) months. Length of contract, salary, and benefits shall be determined by the RSU #11 Board and Superintendent under the Superintendent’s individual contract.
EVALUATION
Performance shall be evaluated in accordance with the provisions of the RSU #11 Board’s policy on evaluation of the Superintendent.
Cross Reference: CBI - Evaluation of Superintendent
Adopted: November 6, 2008
Reviewed: April 1, 2010
File: CBD
SUPERINTENDENT'S CONTRACT
The employment of the Superintendent shall be made formal by means of a contract entered into by the RSU #11 School Board and the Superintendent. As provided by law, the term of the contract shall not exceed five years and shall end on the 30th day of June, whatever the year of expiration. The contract will state the term of employment, compensation, benefits and other conditions of employment.
Whenever a new Superintendent is chosen, the RSU #11 Board Chair and Secretary will certify, on forms provided by the Commissioner, the required information related to the school Unit’s selection. Certification of employment will be made annually. In addition, certification of employment will be made whenever the incumbent Superintendent’s contract is extended or when changes are made to the Superintendent’s compensation.
Upon notification by the Commissioner, the RSU #11 School Board shall meet during December of the year preceding the expiration of the Superintendent’s contract for the purpose of determining continuance of employment. If the contract is not extended and the Superintendent’s position will become vacant, the RSU #11 Board will act expeditiously to fill the vacancy (or: to select a new Superintendent). If the Superintendent’s position should become vacant during the term of employment specified in the contract, the RSU #11 Board will meet as soon as possible for the purpose of filling the vacancy.
Legal Reference: 20-A MRSA §§ 1051, 1055
Adopted: November 6, 2008
Reviewed: April 1, 2010
File: CBI
EVALUATION OF THE SUPERINTENDENT
The RSU #11 School Board will evaluate the performance of the Superintendent as a regular and scheduled activity. The primary purposes of the evaluation will be to continually improve administrative leadership, to strengthen the working relationship of the RSU #11 School Board and Superintendent governance team, and to assist the RSU #11 School Board in reviewing issues associated with the Superintendent’s employment.
Guidelines
A. The Superintendent should be involved in developing the evaluation form and standards or reviewing the existing evaluation form and standards.
B. The evaluation(s) should be at a regularly scheduled time and place, in an executive session in which all RSU #11 School Board members are present.
C. The Superintendent should prepare for the evaluation by conducting a self-evaluation.
D. The RSU #11 School Board should prepare for the evaluation as follows:
1. RSU #11 School Board members will submit individual written assessments to the Chair, using the evaluation form and standards, with supporting comments giving specific examples related to conduct and/or performance.
2. The Chair will develop a composite evaluation from members’ written opinions.
3. The RSU #11 School Board will meet in executive session to review the composite evaluation and materials related to the Superintendent’s performance. The Superintendent may be invited to, or excluded from, this session at the RSU #11 School Board’s discretion.
[Note: The Superintendent must be present for any discussion that
may lead to or result in allegations, charges or investigation of misconduct.]
E. The RSU #11 School Board will meet with the Superintendent in executive session to review the evaluation:
1. The RSU #11 School Board as a whole will meet with the Superintendent to discuss the evaluation, which should include the composite (or: summary) of individual RSU #11 School Board members’ written assessments as agreed upon by the RSU #11 School Board.
2. The evaluation should include a discussion of strengths as well as areas identified for improvement.
3. As no form or set of guidelines can encompass the totality of the Superintendent’s responsibilities, the evaluation discussion may include items not described in the evaluation form.
4. The RSU #11 School Board’s evaluation should be supported by specific examples of the Superintendent’s conduct/performance, and should represent the perspective of the majority of the RSU #11 School Board.
5. The Superintendent shall be given the opportunity to provide feedback to the RSU #11 School Board regarding his/her perceptions of the working relationship between the Superintendent and the RSU #11 School Board and other issues the Superintendent identifies as relevant to his/her job responsibilities and performance.
F. The RSU #11 School Board will meet in executive session to discuss issues such as compensation, benefits, and extension of contract which are directly related to the Superintendent’s evaluation and employment. The Superintendent may be invited to, or excluded from, this session at the RSU #11 School Board’s discretion.
G. The RSU #11 School Board will meet with the Superintendent in executive session to discuss compensation, benefits, extension of contract and other matters relevant to the Superintendent’s employment.
H. Following the completed evaluation process, the RSU #11 School Board Chair
shall provide the Superintendent with a written summary of the key elements of
the evaluation review.
Performance Objectives
Using the Superintendent’s evaluation(s) for the year and the priorities established by the RSU #11 School Board, the RSU #11 School Board and the Superintendent will establish mutually agreed upon and clearly understood performance goals for the ensuing year. Progress toward these goals will be included as part of the next RSU #11 School Board evaluation of the Superintendent.
Cross Reference: BDD - Board-Superintendent Relationship
CB - School Superintendent
CB-R - Superintendent Job Description
Adopted: August 6, 1992
Revised: November 6, 2008; April 1, 2010
File: CHA
DEVELOPMENT OF ADMINISTRATIVE PROCEDURES
The MSAD #11 Board delegates to the Superintendent the responsibility for promulgating [OR: developing and disseminating] such administrative procedures as may be necessary to carry out the policies adopted by the MSAD #11 Board.
“Administrative procedures” include procedures, directives, specification of actions to be taken, rules/regulations, protocols, and other detailed arrangements for the operation of the school district and the schools.]
The Superintendent may issue such administrative procedures without prior MSAD #11 Board approval unless MSAD #11 Board action is required by state or federal law or regulations, or the MSAD #11 Board has asked that certain individual procedures or types of procedures be presented for its approval.
The Superintendent may recommend a proposed administrative procedure for MSAD #11 Board approval if he/she believes MSAD #11 Board consideration [OR: action] is necessary or desirable.
Cross Reference: CB – School Superintendent
CB-R – Superintendent Job Description
CHD – Administration in the Absence of Policy
Adopted: November 6, 2008
Revised: April 1, 2010; March 3, 2011
File: CHCAA
STUDENT/STAFF HANDBOOKS
Student Handbooks
In order to inform students, parents and staff members of pertinent RSU #11 Board policies, regulations, and school rules and procedures, the administration shall publish and annually revise student handbooks containing information about the school district as a whole and the individual schools. The contents of student handbooks must conform to RSU #11 School Board policies, administrative procedures, and state and federal laws and regulations. The RSU #11 Board shall conduct an annual review of the student handbooks. All first editions of handbooks and any substantive revisions are to be reviewed by legal counsel and approved by the RSU #11 Board prior to publication.
Handbooks shall be distributed to all students the first week of each school year and to new students when they enroll.
Staff Handbooks
To inform staff of RSU #11 Board policies and administrative regulations and Unit and departmental administrative procedures, the Superintendent may develop employee handbooks. The content of any such handbooks must conform with RSU #11 Board policies, administrative regulations, state and federal laws and regulations, and applicable collective bargaining agreements.
The RSU #11 Board shall conduct an annual review of employee handbooks. All first editions and any substantive revisions are to be reviewed by legal counsel and approved by the RSU #11 Board prior to publications.
Handbooks will be distributed to all Unit employees and to new employees after they are hired.
Adopted: June 5, 1986
Revised: October 1, 1992; November 6, 2008; April 1, 2010
File: CHD
ADMINISTRATION IN THE ABSENCE OF POLICY
In cases when action must be taken within the school system and the RSU #11 Board has provided no guidelines for administrative action through policy, the Superintendent shall have the power to act.
The Superintendent shall inform the RSU #11 Board of the need for policy on such topics.
Cross Reference: CB - School Superintendent
CB-R - Superintendent Job Description
Adopted: Prior to 1985
Revised: 6/5/86; 10/1/92; November 6, 2008; April 1, 2010