C – General Administration

 

 

 

CA

GOALS AND OBJECTIVES

P.2

CB

ETHICS

P.2

CDBG

COMPREHENSIVE NEEDS ASSESSMENT

P.3

CEA

SUPERINTENDENT QUALIFICATIONS

P.4

CEE

COMPENSATION AND BENIFITES

P.4

CEH

CONSULTING

P.4

CEI

EVALUATION

P.4

CEJ

SEPERATION

P.5

CF

BOARD-SCHOOL DIRECTOR RELATIONS

P.5

CG

ADMINISTRATIVE PERSONEL

P.5

CGA

COMPENSTION GUIDES AND CONTRACTS

P.5

CGB

POSITIONS

P.5

CGBA

QUALIFICATIONS AND DUTIES

P.6

CGC

RECRUITMENT

P.6

CGD

HIRING

P.6

CGF

ASSIGNMENT

P.6

CGI

EVALUATION

P.6

CGM

SEPERATION

P.6

CGN

RESIGNATION

P.6

CGPA

HEALTH ESAMINATIONS

P.6

CGPD

EXPENSES

P.6

CGPE

NON-SCHOOL EMPLOYMENT

P.7

CGPF

LEAVES AND ABSENCE

P.7

CMB

ADMINISTRATIVE IN POLICY ABSENCE

P.7

CN

RECORDS

P.7

CO

REPORTS

P.7

CP

DEPARTMENT DESCRIPTIONS

P.7

 

 

 

 

 

 

Adopted 9-05
GOAL AND OBJECTIVES                                                                      CA

 

The overall administration goal and objectives established by the School Board incorporates a system of on-going, consultative management with results in:

 

1.      The implementation of a program of instruction and interaction which promotes the school mission and philosophy;

2.      The incorporation of traditional, cultural leadership styles which reflect and support the concepts of wisdom, generosity, respect, volunteerism, courage, and significance of the Tiospaye;

3.      Methods of planning, consultation, and fund-raising which continually increase the capacity of the institution to meet student needs;

4.      Accurate sharing of information and ideas with the total school community, as well as enabling the total school community to evaluate the progress of the school;

5.      A system of leadership which promotes, supports, and structures continual skill development and professionalism within staff;

6.      Methods for implementing a cost-effective total school operation;

7.      The ability and capacity to address real issues and difficulties which pose a barrier to student learning and development;

8.      An on going reporting, data gathering and assessment (self-study) process to effectively and continually evaluate program progress.

 

ADMINISTRATIVE PERSONNEL ETHICS                                             CB

 

All administrative/supervisory personnel are required to function from the Code of Ethics items as addressed in Section GBU.  Every member of a profession carries a responsibility to act in a manner becoming of a professional person.  This implies that each school administrator has an inescapable obligation to abide by the ethical standards of the profession.

 

The school administrator constantly upholds the honor and dignity of the profession in all actions and relations with students, colleagues, school board members and the public.  The school administrator carries out in good faith all policies duly adopted by the school board.

 

COMPREHENSIVE NEEDS ASSESSMENT                                         CDBG

 

A comprehensive needs assessment will be conducted annually.  The assessment will include, but not be limited to: data on school climate, academic achievement, parent involvement, school improvement, school effectiveness, communication, and youth risk behaviors.  All stakeholders will be asked to participate.

 

SUPERINTENDENT QUALIFICATIONS                                             CEA

 

The Superintendent shall meet all requirements established by the School Board.  Additional qualifications for a P.L. 100-297 Tribal School, shall include:

 

1.      Prior experience in developing and administering a grant/contract school.

2.      Knowledge of federal and state regulation regarding educational and support programs.

3.      Technical skills in policy development, long-range planning, program and personnel evaluation, curriculum development, fiscal management, program planning and writing and related skill.

4.      Sensitivity to, and knowledge of, the special and unique educational and other needs of Native American students.

5.      Specific skills in employee supervision processes and procedures.

6.      Reporting and dissemination processed to enhance reporting to and consulting with the school, community, staff, and funding agency representatives.

7.      Ability to assist the facilitation of task groups.

 

ADMINSTRATION COMPENSATION AND BENFITS                      CEE

 

The administration compensation and fringe benefits will be established by the Board.

 

ADMINSTRATION CONSULTING                                                        CEH

 

The School Board will be informed of any consultative work, speaking engagements, or other professional obligations that are undertaken.

 

EVALUATION OF THE SUPERINTENDENT                                     CEI

 

The school board shall be responsible for the evaluation of the Superintendent.

 

SEPARATION OF ADMINISTRATION                                                 CEJ

 

Throughout the term of the contract with the Board, the Administration shall be subjected to discharge or suspension for good and just cause.  Provided, however, that the Board does not arbitrarily or impulsively call for dismissal.  The Administration shall have the right to service of written charges, notice of hearing, and a fair hearing before the Board in accordance with tribal law.  Reference Policy GBKB.

 

 

BOARD-SUPERINTENDENT RELATIONS                                         CF

 

Refer:  BBD BOARD-SUPERINTENDENT RELATIONS

 

The legislation of policies is the most important function of a school board and the execution of the policies should be the function of the Superintendent.  Delegation by the Board of its executive powers to the Superintendent provided freedom for the Superintendent to manage the school within the Board’s policies, and frees the Board to devote its time to policy making and assessment of the school operations.  The Board holds the Superintendent responsible for carrying out its policies within established guidelines and for keeping the Board informed about school operations.

 

 

 

ADMINISTRATIVE PERSONNEL                                                         CG

 

Administrative personnel are the Superintendent, Principal and the Business Manager.

 

COMPENSATION GUIDES AND CONTRACTS                                 CGA

 

The salary shall be established by the Board, within established budget limitations.

 

LENGTH OF WORK YEAR AND OTHER CONTRACT PROVISIONS:

1.      The contract work year for administrative personnel is set by the school calendar as approved by the school board.

2.      Leave will be provided according to established leave policy.

3.      All administrative personnel are considered exempt from overtime;

4.      Administrative staff shall not provide for the implementation of discretionary or competitive grant-writing activities with any other K-12 educational institution while under contract with the Board.

5.      Any consulting leave for administrators must be approved by the Board.

 

 

ADMINISTRATIVE PERSONNEL POSITIONS                                   CGB

 

The Board establishes all positions in the school system. 

 

QUALIFICATIONS AND DUTIES                                                          CGBA

 

Administrative personnel shall meet all requirements as established by the School Board.  The basic duties of administrative personnel are outlined in job descriptions.

 

ADMINISTRATIVE PERSONNEL RECRUITMENT                         CGC

 

The Board will actively recruit for administrative positions.  The Board will identify and train potential administrators for future duties.

 

ADMINISTRATIVE PERSONNEL HIRING                                         CGD

 

The Board shall contract with the administrators in the school. 

 

ADMINISTRATIVE PERSONNEL ASSIGNMENT                             CGF

 

The Superintendent and Principal, subject to approval by the Board, shall make administrative personnel assignments.

 

ADMINISTRATIVE PERSONNEL EVALUATION                             CGI

 

The Superintendent shall implement and supervise an evaluation system for all administrative personnel.  The Superintendent shall report to the Board annually on the performance of all administrators and make recommendations regarding their employment and/or salary status.  Formal evaluations shall be made in accordance to the evaluation process set by the Board.

 

ADMINISTRATIVE PERSONNEL SEPARATION (TERMINATION)  CGM

 

Administrative Personnel are subject to separation (termination) procedures as indicated in the Personnel Policies.

 

ADMINISTRATIVE PERSONNEL RESIGNATIONS                         CGN

 

Administrative personnel are subject to resignation procedures as indicated in the Personnel Policies.

 

ADMINISTRATIVE PERSONNEL HEALTH EXAMINATIONS      CGPA

 

Administrative personnel are required to have a health examination as a pre-condition of employment.

 

ADMINISTRATIVE PERSONNEL EXPENSES                                               CGPD

 

Administrative personnel shall be reimbursed for travel expenses incurred while on official school business at the rate set by the School Board.

 

ADMINISTRATIVE PERSONNEL LEAVE AND ABSENCES         CGPF

 

The administrative personnel will follow the personnel policy Section G for leave and absences.

 

ADMINISTRATION IN POLICY ABSENCE                                        CMB

 

In cases where action must be taken within the school system and the Board has provided no guides for administrative action, the Superintendent shall have the power to act.  Such decisions, however, shall be subject to review by action of the Board at its regular meeting.  It shall be the duty of the Superintendent to inform the Board promptly of such action and of the need for policy.

 

ADMINISTRATIVE RECORDS                                                              CN

 

Administrative records shall be maintained and stored consistent with those requirements of the appropriate Tribal and Federal provision.

 

ADMINISTRATIVE REPORTS                                                               CO

 

All administrators shall be required to submit a monthly narrative report to the School Board.

 

 

 

DEPARTMENTAL DESCRIPTIONS-BUSINESS OFFICE                CP

 

Organization:  The Business Office is organized and maintained in a manner to assist and provide the Superintendent with information necessary to create a solid financial basis on which the school system can operate.

 

Functions:

1.      To assist the Superintendent in preparing a budget for the operation of the entire school system and provide current status reports on this budget.

2.      To prepare all necessary reports to Tribal, state and federal departments concerning the financial operation of the school system.

3.      To prepare payroll for all personnel employed.

4.      To monitor and assist the school food service program.

5.      To assume and carry out other responsibilities as may be assigned by the Superintendent.