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1-2 Duties
1-2 DUTIES
Table of Contents
Operation of Public Schools
| 1-2.1 | |
Superintendent of Schools | 1-2.2 | |
Official Action | 1-2.3 | |
Election and Employment of School Personnel | 1-2.4
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Performance, Assessment and Accountability | 1-2.5 | |
School Improvement | 1-2.6 | |
Curriculum Development and Evaluation Schools | 1-2.7 | |
Staff Development Schools | 1-2.8 | |
Professional Growth | 1-2.9 |
Please scroll down to inspect any of the policies listed above.
1-2.1 Operation of Public Schools
The Board of Education is a
legislative body so elected to determine policies and programs for the
operation of the school district and shall carry out the duties imposed
on it, or authorized by law. It shall also determine such
policies and programs to provide the best schools and educational
programs possible for the district.
Policy Approved May 9, 2005
1-2.2 Superintendent of Schools
The Board shall employ a
Superintendent of Schools who shall serve as the executive officer of
the District, reporting to the Board and as head of the school
system. The Superintendent shall attend all Board meetings,
unless excused upon an approved request, or except during those
portions of a closed session when the Superintendent’s performance or
employment is under consideration. All administrative business of
the school district shall be conducted through the Superintendent’s
office.
- The
school district financial books, the School Office Fund Account, the
High School Activities Account, School Lunch Account, and a record of
all such accounts shall be kept in the Superintendent’s Office.
Employees in the Superintendent’s Office shall be bonded under a
$10,000.00 Public Employee Honest Blanket Bond to be paid by the school
district.
- The Superintendent is accountable to the Board of Education, and is a discussing member of the Board, but not a voting member.
- The Superintendent shall obtain Board of Education approval prior to the implementation of policies and curricular changes.
- The
Superintendent shall, in conference with the Finance Committee of the
board, prepare an annual budget, showing in detail the appropriations
necessary to meet the estimated needs of the ensuing year, and shall
submit this budget to the entire Board for approval.
- The
Superintendent will make periodic inspections of the buildings and
grounds. Necessary, immediate corrections should be reported to
the Maintenance Supervisor.
- It
shall be the duty of the Superintendent to determine the boundaries of
school attendance areas, subject to the approval of the Board.
- The
Superintendent shall keep accurate records of enrollments, pupil
transfers and drops, curriculum materials purchased and used, reference
materials, movable equipment including audio-visual equipment,
typewriters, music equipment, athletic equipment, computers, uniforms,
etc. The Superintendent shall require the administrative and
professional staff to aid in maintaining such inventory. The loss
of any major equipment or supplies not consumed in the process of use
shall be reported to the Board.
- At
least 30 days prior to the opening of school, the Superintendent shall
present a proposed calendar to the Board for adoption, showing the
opening and closing dates of school, vacation periods, etc.
School shall not be dismissed except on dates shown on this calendar
except by action of the Board or in cases of extreme emergency by the
Superintendent when the Superintendent considers it unwise to hold
school.
- The
Superintendent of Schools shall be responsible for dismissals of
Classified Employees based upon the recommendations of their immediate
supervisors.
Policy Approved May 9, 2005
1-2.3 Official Action
Official action may be taken at
regular or special meetings of the Board. In cases of
emergency, the Superintendent or the Board President may poll members
individually on actions to be taken, complete minutes shall specify the
nature of the emergency and any formal action taken shall be made
available to the public by no later than the end of the next regular
business day (SS84-1411).
A board member, or a group of
board members, as individuals may not make a decision on matters
affecting the school when not in regular or special meeting of the
board, unless authorized by a vote of the board to do so.
Whenever an individual or group
believes that they have a valid concern or issue requiring action on
the part of school officials or the board, that individual or group
should direct their initial attention to the Superintendent’s
Office for resolution of the issue.
Policy Approved May 9, 2005
1-2.4 Election and Employment of School Personnel
All certified employees shall be
employed by the Board of Education through official action taken at a
regular or special meeting of the Board of Education. The Board
of Education shall not appoint or hire any person to a regular
certified position until it has first received the recommendation of
the Superintendent of Schools for the person to fill the position, with
the exception of the Superintendent’s position.
Recommendations to the
Superintendent for the hiring of certified employees shall be done by a
team of 3 to 5 members made up of the hiring administrator, teachers
and staff members who have specific qualifications pertinent to the
position. The hiring process will include the use of a matrix
that weighs criteria established by the hiring committee. This
criteria shall further be defined into categories of mandatory and
desirable. If the administrator chooses to recommend a person
other than the one recommended by the team the administrator is
required to justify that decision in writing, obtaining the
Superintendent’s concurrence, prior to offering the contract to the
individual.
Policy Approved May 9, 2005
1 - 2.5 Performance, Assessment, and Accountability
The Superintendent will annually
prepare and distribute to the Board of Education and the
residents of the district, a written report which includes at
least information regarding student academic performance,
school system demographics, and financial information.
The report will include a summary of
results of the following assessments or studies required by Rule 10,
Regulations and Procedures for the Accreditation of Schools:
- a
standardized norm-referenced assessment instrument will be given
annually in at least one grade in each of the following three
levels: grades 4-6; grades 7-9; and grades 10-12.
- criterion
referenced assessments will be used to determine acquisition of
competencies in reading, writing, and mathematics beginning at least in
the fifth grade. The criterion referenced assessment is based
upon local checklists or benchmarks or progress, portfolio collections
showing student progress, or other criterion referenced materials.
- follow up of high school graduates every three years.
- a
written plan for assessing learning climate is implemented and
reported at least once every two years to determine areas of
satisfaction and areas that need change and growth. This
information is generally collected through the use of school and
community surveys
The Superintendent assures that individual test scores will be kept confidential.
Policy Approved May 9, 2005
1-2.6 School Improvement
The district will develop and
implement a school improvement plan to promote quality learning for all
students. Improvement plans contain the district’s improvement
objectives and address quality learning, equity, and
accountability. The plan is developed through one of the
following:
- A
comprehensive school evaluation at least once every seven years using
guidelines approved by the Nebraska Department of Education.
- A
continuous improvement process emphasizing quality learning that uses
procedures approved by the Nebraska Department of Education.
The school improvement procedures include visitations by a team of external representatives at least once every seven years.
Policy Approved May 9, 2005
1-2.7 Curriculum Development and Evaluation
The Nebraska City Public Schools
Board of Education shall provide a comprehensive curricular,
instructional, and assessment program to serve the educational needs of
the district’s students. The Board has the responsibility for
establishing what students should learn. Therefore the Board
shall adopt a district curriculum which, to the extent possible,
reflects the mission of the district, the desires of the community, the
needs of society, and the requirements of law.
The district curriculum shall be an
integrated curriculum that enhances learning by promoting continuity
and cumulative acquisition of skills and knowledge from grade to grade
and from school to school. The district curriculum shall be
designed to provide teachers and students with the District’s
expectations of what children and young people are to learn.
Teachers are to align their teaching to these district standards.
Curriculum development and improvement is of primary importance and as such will be part of an ongoing process in this district.
The Superintendent or designee shall
have general coordinating authority over the development of the
curriculum. The Superintendent or designee shall develop a
process for curriculum review and development which includes the
participation of the Board, teachers, administrators, students,
parents/guardians, and representatives from higher education and
business and industry.
The Superintendent or designee shall
keep the Board informed regarding current district curriculum efforts
and student achievement. The Superintendent or designee shall
provide all necessary assistance to the Board in reviewing reports,
information and data on each curriculum area for evaluation and
adoption by the Board. Prior to implementing major changes to
district wide curriculum, the Board shall discuss the changes with the
staff, community and students.
The Superintendent will establish a
curriculum review and evaluation cycle for each area of the curriculum
which shall serve as the timeline for district wide curriculum
development.
The Board recognizes that effective
curriculum development requires the planned allocation of resources,
staff time, and staff development.
Policy Approved May 9, 2005
1-2.8 Staff Development
The Nebraska City Public Schools shall provide a system of staff development for all employees.
Staff development is important to
the continuing improvement of the District services, and as such will
be part of an ongoing school improvement process.
The Superintendent shall have
coordinating authority over the development, approval and review of the
staff development plan, and shall identify budgetary considerations
necessary to implement the plan for the Board’s approval.
Policy Approved May 9, 2005
1-2.9 Professional Growth
The Nebraska City Public Schools
shall develop and implement a system of professional growth activities
and plans for all certificated employees.
Professional growth activities and
plans shall be congruent with, and support the District’s Improvement
of Instruction process and school improvement goals.
The development, approval and review
of professional growth plans shall be a structural part of the
administrative oversight of certified staff, and shall be integrated
with the Improvement of Instruction process.
The Superintendent shall have
coordinating authority over the development, approval and review of the
professional growth process, and shall identify budgetary
considerations necessary to implement the process for the Board’s
approval.
The Professional Growth Process shall be considered a Condition of Employment, and shall be structured such that:
- Within the second and third years of initial employment, a certified employee must receive
one professional growth credit (15 clock hours)
for participation on an Administration approved Learning Team.
- A certified employee must complete at least 15 clock hours of
Administration approved learning team participation
during every two years of employment.
- Certified employees, beginning with their second year of employment
will be eligible for a stipend as currently approved by the Board of
Education for successful completion of a Learning Team. A
certified employee can only qualify for this stipend
once in every two year period of employment beginning with their second year of employment in the District.
- A certified employee may receive a maximum of three of the required six
professional growth credits in a six year period for workshops or activity area (as defined in
Administrative Regulation 1-2.9A) with the exception of coaching clinics when a maximum of one
professional growth credit in a six year period is allowed.
Policy Approved August 4, 2006
Nebraska City
Public Schools
and
Educational Service Unit #4, Auburn, Nebraska
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