Administration Goals
District Administration Priority Objectives

School Superintendent
Qualifications and Duties of the Superintendent
Incapacity of the Superintendent
Incapacity of the Superintendent
Recruitment and Appointment of the Superintendent
Superintendent’s Contract
Superintendent’s Compensation and Benefits
Superintendent’s Development Opportunities
Superintendent’s Consulting Activities
Evaluation of the Superintendent (Also AFB)
Evaluation of the Superintendent (Also AFB-R)
Superintendent’s Termination of Employment
Superintendent’s Retirement
Board-Superintendent Relationship (Also BCD)

Administrative Organizational Plan
Organization Chart
Staff Relations and Lines of Authority

Management Team

Administrative Councils, Cabinets and Committees

School Building Administration

Special Programs Administration
Summer Program Administration
Adult Education Program Administration
State and Federal Programs Administration

Policy Implementation
Development of Regulations
Board Review of Regulations (Also BFCA)
Regulations Dissemination
Approval of Handbooks and Directives
Administration in Policy Absence (Also BFE)

Temporary Administrative Arrangements

Administrative Intern Program

Program Consultants

Administrative Reports

School District Annual Report

*These topics are not currently covered by Board policy.

Back To Top

File:  CA


The District’s administrative organization is designed so that all divisions and departments of the central office and all schools are part of a single system guided by Board policies implemented through the Superintendent.  The Board is responsible for specifying its requirements and expectations of the Superintendent and for holding the Superintendent accountable by evaluating how well those requirements and expectations have been met.  In turn, the Superintendent is responsible for clearly specifying the Board’s requirements and expectations for all other administrators and for holding each accountable by evaluating how well requirements and expectations are met.

Major goals of administration in the District are to:

    1.    manage the District’s various departments and programs effectively;

    2.    provide professional advice and counsel to the Board and to advisory groups
           established by Board actions, generally through reviewing alternatives,
           analyzing the advantages and disadvantages of each and recommending a
           selection from among the alternatives;

    3.    implement the management function so as to ensure the best and most
           effective learning programs through achieving such other goals as to:

    A.    provide leadership in keeping abreast of current education developments;

    B.    arrange for the staff development necessary to the establishment and operation
            of learning programs which better meet student needs;

    C.    coordinate cooperative efforts for the improvement of learning programs,
            facilities, equipment and materials and

    D.    provide access to the decision-making process for the ideas of staff, students,
            parents and others;

    4.    develop an effective program of evaluation which includes every position,
            program and facility in the District and

    5.    develop and use a team management approach.

[Adoption date:  October 21, 2004]

CROSS REFS.:    AF, Commitment to Accomplishment
                                GCL, Certificated Staff Development Opportunities
                                GDL, Classified Staff Development Opportunities

Back To Top

File:  CBA


Title:                             Superintendent

Department:                Administration

Building/Facility:         Central Office

Reports to:                   Board of Education

Employment Status:    Regular/Full-time

FLSA Status:               Exempt

General Description:    Serve as District’s chief executive officer; administer, supervise, direct and evaluate District’s educational system

Essential Functions:

    1.    ensure safety of students
    2.    perform personnel-related functions, e.g., make recommendations for
           appointment, promotion, demotion, discharge, assignment and transfer,
           communicate personnel matters to employees, evaluate staff, provide in-service
           education to staff and maintain personnel files on current employees
    3.    direct staff negotiations
    4.    file state and local required reports
    5.    assist in preparation of annual budget and appropriations resolution for Board
            to consider
    6.    establish and maintain public relations program to inform public of District’s
           activities and needs
    7.    recommend courses of study, curriculum guides and changes in texts and time
           schedules to Board
    8.    supervise teaching, supervision and administration methods
    9.    propose new policies to Board
  10.    continually evaluate District’s progress and needs
  11.    conduct regular District administrative hearings
  12.    prepare annual school calendar for Board adoption
  13.    delegate duties to other staff members
  14.    prescribe rules for classification and advancement of students
  15.    make Board recommendations about student transportation in accordance with
            law and safety requirements
  16.    recommend location and size of new school sites and additions to existing
  17.    represent Board as liaison between District and community
  18.    inform Board about educational system as well as local, state and national
            issues affecting education
  19.    take immediate action in cases of calamity, acts of nature, or other
  20.    maintain respect at all times for confidential information, e.g., employee
           discipline/dismissals/contract issues, negotiations, Board executive sessions,

1 of 3

Back To Top

File:  CBA

  21.    make contacts with public with tact and diplomacy
  22.    interact in positive manner with staff, students and parents
  23.    attend meetings and in-services as required

Other Duties and Responsibilities:

    1.    act as liaison between employees and Board
    2.    attend local, state and national conferences
    3.    approve vacation schedules for salaried District employees
    4.    supervise the purchase and distribution of textbooks, workbooks and other
           educational materials
    5.    serve as role model for students in how to conduct themselves as citizens and
           as responsible, intelligent human beings
    6.    instill in students belief in and practice of ethical principles and democratic
    7.    respond to routine questions and requests in appropriate manner
    8.    perform other duties as assigned


    1.    valid superintendent’s certificate issued by state of Ohio
    2.    master's degree with major in educational administration, preferably with
           completion of one year of graduate work beyond master's degree
    3.    experience in teaching and administration totaling at least five years
    4.    valid driver's license
    5.    alternatives to above qualifications as Board may find appropriate

Required Knowledge, Skills and Abilities:

    1.    communicate ideas and directives clearly and effectively, both orally and in
    2.    effective, active listening skills
    3.    work effectively with others
    4.    organizational and problem-solving skills
    5.    organize and compile data for various state and federal reports
    6.    extensive knowledge of school finance
    7.    recommend additions and/or changes to curriculum appropriate to students'
    8.    handle multitude of tasks simultaneously and in timely manner
    9.    handle constant pressure and substantial amounts of stress
  10.    supervise variety of jobs and positions
  11.    strong visionary and leadership skills
  12.    confidence to make decisions based on the best interest of students

Equipment Operated:

    1.    computer/printer
    2.    calculator
    3.    copy machine
    4.    fax machine
    5.    telephone

2 of 3

Back To Top

File:  CBA

Additional Working Conditions:

    1.    frequent travel
    2.    frequent evening and/or weekend work
    3.    requirement to lift, carry, push and pull various items
    4.    repetitive hand motion, e.g., computer keyboard, calculator, typewriter
    5.    occasional exposure to blood, bodily fluids and tissue
    6.    occasional interaction among unruly children
    7.    regular requirement to sit, stand, walk, talk, hear, see, read, speak, reach,
           stretch with hands and arms, crouch, climb, kneel and stoop

NOTE: The above lists are not ranked in order of importance.

This job description is subject to change and in no manner states or implies that these are the only duties and responsibilities to be performed by the incumbent.  The incumbent will be required to follow the instructions and perform the duties required by the incumbent's supervisor/appointing authority.

__________________________________________             __________________
Board President                                                                                          Date

My signature below signifies that I have reviewed the contents of my job description and that I am aware of the requirements of my position.

__________________________________________             __________________
Signature                                                                                                       Date

[Adoption date:  October 21, 2004]

LEGAL REF.:    ORC    3319.01

CROSS REFS.:    CBAA, Incapacity of the Superintendent
                                CBG, Evaluation of the Superintendent (Also AFB)
                                CCA, Organizational Chart
                                CCB, Staff Relations and Lines of Authority

3 of 3

Back To Top

File:  CBAA


As the executive officer of the District, the Superintendent has a major responsibility in managing the operation of the schools.

Should the Superintendent become incapacitated, the Board appoints a superintendent pro tempore who shall meet the certificate requirement as established by law.  The appointment is made by a majority vote of the Board and only after the conditions relating to incapacity are met in accordance with State law and the Family and Medical Leave Act of 1993.

The Superintendent Pro Tempore performs all the duties and functions of the Superintendent and may be removed at any time by a two-thirds majority vote of the members of the Board or upon return to full-time active service of the Superintendent.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3319.01; 3319.011; 3319.13; 3319.16
                               Family and Medical Leave Act; 29 USC 2601 et seq.

CROSS REFS.:  CBA, Qualifications and Duties of the Superintendent
                              GBR, Family and Medical Leave

Back To Top

File:  CBAA-R


A superintendent pro tempore is appointed by a majority of the members of the Board upon determining that the Superintendent is incapacitated in such a manner that he/she is unable to perform the duties of that office.  Such incapacity is determined:

    1.    by request of the Superintendent, if the Superintendent is absent with pay for
           reasons of personal illness, injury or exposure to contagious disease which
           could be communicated to others;

    2.    upon certification of the attending physician that the Superintendent is unable to
           perform the duties of the office of Superintendent;

    3.    upon the determination of a referee that the Superintendent is unable to perform
           the duties of the office of Superintendent;

    4.    upon the granting of a leave of absence without pay requested by the
           Superintendent for reasons of illness, injury or other disability or

    5.    upon the placing of the Superintendent upon an unrequested leave of absence
           without pay for reasons of illness or other disability.

During the period of incapacity, the Superintendent may:

    1.    at his/her request, be placed on sick leave, with pay, not to exceed the extent of
           his/her accumulated, but unused, sick leave and any advancement of such sick
           leave which may be authorized by Board policy;

    2.    at his/her request, or without such request, pursuant to the Family and Medical
            Leave Act, be placed on unpaid FMLA leave for up to 12 weeks per year and

    3.    at his/her request, or without his/her request, the Superintendent may be placed
           on a leave of absence without pay.

The leave provided during the period of incapacity (described above) will not extend beyond the contract or term of office.

The Superintendent may, upon request to the Board, be returned to active-duty status, unless the Board denies the request within 10 days of receipt of the request.  The Board may require the Superintendent to establish to its satisfaction that he/she is capable of resuming such duties and that the duties be resumed on a full-time basis.

The Board may demand that the Superintendent return to active service; upon the determination that he/she is able to resume his/her duties, the Superintendent will return to active service.

1 of 2

Back To Top

File:  CBAA-R

The Superintendent may request a hearing before the Board on any action taken under this policy and has the same rights as are granted under State law.

The Board fixes the compensation of the Superintendent Pro Tempore in accordance with State law.  He/She serves until the Superintendent’s incapacity is removed or until the expiration of the Superintendent’s contract or term of office, whichever is earlier

(Approval date:  October 21, 2004)

2 of 2

Back To Top

File:  CBC


The appointment of the Superintendent is secured through a written agreement stating the terms of the contract.  The contract meets all State requirements and protects the rights of both the Board and the Superintendent.

The Superintendent is appointed for a term not to exceed five years.  The term commences on August 1 and continues through July 31 of the year in which the contract expires.  The period of time in which a Superintendent’s contract may be renewed begins on January 1 of the year prior to the contract’s expiration and ends on March 1 of the year in which the contract expires.

Salary and benefits are determined by the Board at the time of the appointment and are reviewed by the Board each year.

If at any time, in the opinion of the majority of Board members, the Superintendent’s services are considered unsatisfactory, he/she may be notified and may be given an opportunity to correct the deficiencies.  Nothing in this policy shall prevent the Board from making the final determination regarding the renewal or nonrenewal of the Superintendent’s contract.

If the Board intends to nonrenew the Superintendent’s contract, notice in writing of the intended nonrenewal will be given to the Superintendent on or before March 1 of the year in which the contract expires.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3319.01; 3319.12

CROSS REFS.:    CBA, Qualifications and Duties of the Superintendent
                                CBAA, Incapacity of the Superintendent
                                CBG, Evaluation of the Superintendent (Also AFB)
                                CBI, Board-Superintendent Relationship (Also BCD)

Back To Top

File:  CBG (Also AFB)


The Board evaluates the performance of the Superintendent in order to assist both the Board and the Superintendent in the proper discharge of their responsibilities and to enable the Board to provide the District with the best possible leadership.

Through evaluation of the Superintendent, the Board strives to:

    1.    clarify the role of the Superintendent as seen by the Board;

    2.    develop harmonious working relationships between the Board and

    3.    provide administrative leadership for the District and

    4.    identify strengths and weaknesses of the Superintendent’s performance.

Criteria for the evaluation of the Superintendent are based upon the Superintendent’s job description and relate directly to each of the tasks described.  The job description and any revisions thereto are developed in consultation with the Superintendent and adopted by the Board.

The Board evaluates the abilities and services of the Superintendent at least once a year in August.

The evaluation of the Superintendent’s abilities and performance is written and made available to and discussed with the Superintendent in conference.  The Board must consider the evaluation of the Superintendent in acting to renew or nonrenew his/her contract.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    121.22

CROSS REFS.:    BDC, Executive Sessions
                                CBA, Qualifications and Duties of the Superintendent
                                CBC, Superintendent’s Contract

Back To Top

File:  CBG-R (Also AFB-R)


Annually, the Board meets in executive session to formally evaluate the Superintendent's abilities and performance. This report is put in writing and made available and discussed with the Superintendent in conference.  The Board must consider the evaluation of the Superintendent in acting to renew or nonrenew his/her contract in accordance with the following guidelines:

    1.    Annually, the Board meets with the Superintendent to establish performance
           objectives for the year.

    2.    The Board completes the evaluation of the Superintendent by the end of the
            fourth quarter of the calendar.

    3.    By the end of the first quarter of the calendar, the Board meets in executive
           session to evaluate the Superintendent. The Board then considers the
           evaluation in acting to renew or nonrenew the Superintendent’s contract. 

    4.    The Board evaluates the Superintendent in the following areas:

            A.    Board relations

            B.    community public relations

            C.    staff/personnel management

            D.    business, fiscal and facilities management

            E.    curriculum and planning

            F.    planning

            G.    professional and personal development

(Approval date:  October 21, 2004)

Back To Top

File:  CBI (Also BCD)


The enactment of policies, consistent with long-term goals, is the most important function of a board and the execution of the policies should be the function of the Superintendent and staff.

Delegation by the Board of its executive powers to the Superintendent provides freedom for the Superintendent to manage the District within the Board’s policies and frees the Board to devote its time to policy-making and appraisal functions.

The Board holds the Superintendent responsible for the administration of its policies, the execution of Board decisions, the operation of the internal machinery designed to serve the District program and keeping the Board informed about District operations and problems.

The Board strives to procure the best professional leader available as its Superintendent.  The Board, as a whole and as individual members:

    1.    gives the Superintendent full administrative authority for properly discharging
            his/her professional duties, holding him/her responsible for acceptable results;

    2.    acts in matters of employment or dismissal of personnel after receiving the
           recommendations of the Superintendent;

    3.    refers all complaints to the Superintendent for appropriate investigation and

    4.    strives to provide adequate safeguards for the Superintendent and other staff
           members so that they can discharge their duties on a thoroughly professional
           basis and

    5.    presents personal criticisms of any employee directly to the Superintendent

[Adoption date:  October 21, 2004]

CROSS REFS.:    BDC, Executive Sessions
                                CBC, Superintendent’s Contract


File:  CCA

Revised Date: May 15, 2008
Revised: June 27, 2013


Back To Top

File:  CCB


The Superintendent establishes clear understandings on the part of all personnel of the working relationships in the District.

Lines of direct authority are those approved by the Board and are shown on the District’s organizational chart.

Personnel are expected to refer matters requiring administrative action to the administrator to whom they are responsible.  The administrator refers such matters to the next higher administrative authority when necessary.  All personnel are expected to keep the person to whom they are immediately responsible informed of their activities by whatever means the person in charge deems appropriate.

Lines of authority do not restrict in any way the cooperative, sensible working together of all staff members at all levels in order to develop the best possible school programs and services.  The established lines of authority represent direction of authority and responsibility.  When the staff is working together, the lines represent avenues for a two-way flow of ideas to improve the program and operations of the District.

[Adoption date:  October 21, 2004]

CROSS REFS.:    ABB, Staff Involvement in Decision Making (Also GBB)
                                ACAA, Sexual Harassment
                                BG, Board-Staff Communications (Also GBD)
                                CCA, Organizational Chart
                                KL, Public Complaints
                                KLB, Public Complaints About the Curriculum or Instructional Materials

Back To Top

File:  CE


The Superintendent may establish such permanent or temporary councils, cabinets and committees as are necessary for proper administration of the Board policies and for the improvement of the total educational program.

All councils, cabinets and committees created by the Superintendent are for the purposes of obtaining the advice and counsel of administrative and supervisory personnel of the District and aiding in District communication.  Functioning in an advisory capacity, such groups may make recommendations for submission to the Board through the Superintendent.  Authority for establishing policy remains with the Board.  Authority and responsibility for implementing policy remain with the Superintendent.

The membership composition and responsibilities of administrative councils, cabinets and committees are defined by the Superintendent and may be changed at his/her discretion.

Such councils, cabinets and committees need not meet the requirements of the Sunshine Law.

[Adoption date:  October 21, 2004]

CROSS REF.:    BF, Board Policy Development and Adoption

Back To Top

File:  CH


The Superintendent is responsible for carrying out, through regulations, the policies established by the Board.  It is expected that all Board employees and students follow all Board policies and regulations.

There are many activities which are common to all schools, but procedures for conducting them may vary from building to building.  Principals establish procedures for conducting activities in their individual schools within the larger framework of District regulations and Board policies.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3313.17; 3313.20; 3313.33; 3313.47

CROSS REFS.:    CHA, Development of Regulations
                                CHB, Board Review of Regulations (Also BFCA)
                                CHC, Regulations Dissemination

Back To Top

File:  CHA


The Board delegates to the Superintendent the function of specifying required actions and designing the regulations and detailed arrangements under which the schools operate.  They must be consistent with the policies adopted by the Board.

The Board itself formulates and adopts regulations only when required by law, or when the Superintendent recommends Board adoption in light of strong community attitudes and/or potential staff reaction.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3313.17; 3313.33; 3313.47

CROSS REF.:    CH, Policy Implementation

Back To Top

File:  CHB (Also BFCA)


The Board reviews regulations developed by the administration to implement policy.  The Board revises or nullifies such regulations only when they are inconsistent with policies adopted by the Board or when they are not in the best interest of the District.

Before issuance, Board regulations are properly titled and coded as appropriate to subject and in conformance with the codification system selected by the Board.  Those officially approved by the Board are so marked.  All others appearing in the manual are considered approved, provided that they are in accordance with the accompanying Board policy.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3313.17; 3313.20; 3313.33; 3313.47

CROSS REFS.:    CH, Policy Implementation
                                CHC, Regulations Dissemination

Back To Top

File:  CHC


District wide regulations are appropriately coded and included in the policy manual, which is available in the Board offices and in each school building.

The Superintendent devises a means for disseminating particular regulations, prior to their effective dates, to the staff members, students and/or members of the public who are directly affected by them.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3313.17; 3313.33; 3313.47

CROSS REF.:    CH, Policy Implementation

Back To Top

File:  CHCA


In order that pertinent Board policies, regulations and school rules are known by all staff members and students affected by them, administrators are granted authority to issue staff and student handbooks as necessary.  Handbooks are distributed to students at the beginning of each school year and it is the responsibility of the students to review and become familiar with all policies and rules contained in the handbook.

It is essential that the contents of all handbooks conform with District wide policies and regulations and that all handbooks bearing the name of the District be of a quality that reflects credit on the District.  Student handbooks should be consistent by both grade and building level.  Administrators at all levels should review handbooks for consistency.  The Board approves all handbooks prior to publication.

The Board reviews and approves the handbooks in order that the contents are accorded the legal status of Board-approved policy and regulations.  The Superintendent uses his/her judgment as to whether other specific handbooks need Board approval.  All handbooks published are to be made available to the Board for informational purposes.

[Adoption date:  October 21, 2004]
[Revised: August 18, 2005]

LEGAL REF.:    ORC    3313.20

CROSS REFS.:    Staff Handbooks
                                Student Handbooks

Back To Top

File:  CHD (Also BFE)


In the absence of Board policy, the Superintendent may take temporary action that would be in accordance with the overall policy of the Board.  The Superintendent is not free to act when the action involves a duty of the Board that by law cannot be delegated.

In each case, the Superintendent shall present the matter to the Board for its consideration at its next meeting.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3313.18; 3313.20

Back To Top

File:  CM


The Board shall issue a District annual report.

The format of the report is designed by the administrative staff.

The content of the report conforms to state guidelines.  The report is made available to all District residents.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3313.94
                                            3319.04; 3319.32; 3319.33
                               OAC    3301-38-09

CROSS REF.:    District Report Card

Back To Top