The Board delegates the execution of its policies to an employed professional administrator, the Superintendent, and his/her staff. The Board employs all district personnel upon the recommendation of the Superintendent.
Adopted: 3-17-93 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah
1410 - ADMINISTRATION - SUPERINTENDENT OF SCHOOLS
QUALIFICATIONS
The Superintendent shall hold an administrative/supervisory certificate issued by the State Board of Education.
OATH
The Superintendent shall take the Constitutional Oath of Office:
The Superintendent's appointment shall occur at the Board's first meeting in June. The Superintendent's term of office begins July 1, and is for two years or until a successor is appointed and qualified.
DUTIES
The Superintendent shall be responsible for the general supervision and direction of all employees of the district. He/she shall act as executive officer of the district for the Board of Education and shall see that policies as adopted by the Board are executed.
Adopted: 3-17-93 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah
1420 - ADMINISTRATION - EVALUATION OF SUPERINTENDENT
During the first year of service of the Superintendent, the Board in writing in December and July shall evaluate him. In its sole discretion, the Board may make written evaluations of the Superintendent on a more frequent basis. The Board shall furnish the Superintendent with a copy of the contemplated evaluation and may in its sole discretion, discuss its conclusions with the Superintendent in executive session.
Thereafter the Superintendent shall be evaluated in December for possible extension of his/her contract.
Adopted: 3-17-93; Revised: 1-19-00 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah
1430 - ADMINISTRATION - TERMINATION OF SUPERINTENDENT
The Superintendent may be terminated during the term of his/her appointment upon a majority vote of the Board.
GROUNDS FOR DISMISSAL
The Board's decision to terminate or dismiss the Superintendent shall not be based on the superintendent's exercise of rights guaranteed by the Constitution, or based unlawfully on race, color, religion, sex, national origin, handicap, or age. Causes for the termination of the Superintendent may include but are not limited to:
- deficiencies pointed out in evaluations, supplemental memoranda, or other communications; or
- failure to fulfill duties or responsibilities or the conduct of personal business during school hours; or
- incompetence or inefficiency in the performance of required or assigned duties; or
- insubordination or failure to comply with Board directives, policies or administrative regulations; or
- neglect of duties; or
- drunkenness or excessive use of alcoholic beverages; illegal use of drugs, hallucinogens, or other controlled substances, or the possession, use, or being under the influence of alcohol, alcoholic beverages, drugs or controlled substances while on school property, acting within the scope of the superintendent's duties, or attending any school or district-sponsored activity; or
- conviction of a felony or any crime involving moral turpitude; or
- failure to meet the District's standards of professional conduct; or
- disability, not otherwise protected by law, that impairs performance of required duties; or
- immorality, which is conduct the Board determines is not in conformity with the accepted moral standards of the community encompassed by the district; or
- any activity, school-connected or otherwise, that, because of publicity given it or knowledge of it among students, faculty, or community, impairs or diminishes the superintendent's effectiveness in the district; or
- reasons specified in the individual employment contract reflecting special conditions of employment, or failure to maintain a valid supervisory certificate; or
- failure to maintain an effective working relationship, or maintain good rapport with parents, the community, staff, or the board; or
- assault on an employee or student; or
- falsification of records or other documents related to the District's activities; or
- misrepresentation of facts to the Board or other district officials in the conduct of district business; or
- mismanagement of district property; or
- mismanagement of district financial resources; or
- failure to adequately provide for the safety of students.
LEAVE WITH PAY
The Board may, by majority vote, for any cause enumerated or for no cause, place the superintendent on leave with pay or place him/her in another position with equivalent pay and such action shall not constitute termination.
NOTICE
Before the Superintendent is terminated, the Superintendent shall be given reasonable notice of the proposed action and the grounds set out in sufficient detail to fairly enable him/her to show any error that may exist. The Superintendent shall be advised of the names of adverse witnesses and the nature of their testimony.
HEARING
If, upon written notification, the Superintendent desires to be heard and contest the proposed action of the Board, the Superintendent shall make a written request for a hearing before the Board within 15 days of receiving the notification. The hearing shall be set on a date that affords the Superintendent reasonable time to prepare an adequate defense but not more than 30 days from the Board's receipt of the written request, unless postponed by mutual consent.
The Board may conduct the hearing in open session or in closed session unless the Superintendent requests a public hearing, in which case the hearing shall be open to the public.
At the hearing before the Board, the Superintendent may employ counsel. The Superintendent also has the right to hear the evidence upon which the charges are based, to cross-examine all adverse witnesses, and to present evidence of innocence or extenuating circumstances. Prior to termination, the Board shall determine the existence of good cause for termination. Such determination shall be based solely on the evidence presented in the hearing. Termination may only be by a majority vote of the Board. The Board shall notify the Superintendent of its decision, within 15 days after the hearing.
SUSPENSION
At the discretion of the Board by majority vote, the Superintendent may be placed on leave with pay pending the outcome of the termination hearing.
NOTICE TO THE COMMISSION
The president of the Board shall notify the Utah State Board of Education whenever the Superintendent is terminated by action of the Board and the termination is due to a final judicial determination or determination by the Board of immorality, unprofessional conduct, or professional incompetence.
RELIEF OF DUTIES
A majority of the Board may vote to place the Superintendent on leave without reduction in salary or other employment-related benefits and such action shall not constitute termination.
Adopted: 3-17-93; Revised: 1-19-00 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah
1440 - ADMINISTRATION - NONRENEWAL OF SUPERINTENDENT
The Board may, by majority vote, in its sole discretion, choose not to renew the Superintendent's appointment at the end of the appointment period. No notice need be provided prior to the vote of the Board.
Adopted: 3-17-93 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah
1450 - ADMINISTRATION - ADMINISTRATIVE LEEWAY
In cases where emergency action must be taken within the school system and where the Board has provided no guides for administrative action, the Superintendent shall have power to act, but his/her decisions 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.
Adopted: 3-17-93 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah