1500 - ADMINISTRATION - PRINCIPALS
The Board only upon the recommendation of the Superintendent will appoint all administrators of the district. Should the Board reject a person nominated by the Superintendent it shall be the Superintendent's duty to make another nomination.
QUALIFICATIONS
Written criteria are developed which is related to the position requirements. The selection process shall be uniform in application to all applicants. All applicants shall be fully informed of the criteria and procedures associated with the selection process prior to an interview or at the beginning of the interview.
All personnel selected must be appropriately certified or have the necessary provisional certification from the State Board of Education before they can receive any salary from the district.
RESPONSIBILITIES
- Have primary responsibility for educational leadership in the school to which assigned. As chief administrative officer of the school and supervisor of its instructional program, the Principal shall provide the leadership in creating an environment conducive to skillful creative teaching and optimum learning. In recognition of the value of the team approach, supervision should be identified through encouragement and support of the instructional program allowing opportunity for teacher growth and development.
- Be the administrative authority in the school within the limits of the law, board regulations and instructions from the superintendent.
- Inform the staff of school regulations as they are enacted by the Board of Education.
- Keep the Superintendent, appropriate assistant administrators and other administrative officers fully advised as to the conditions and needs of the school.
- Make regular and thorough inspections accounting for school properties, and shall be responsible to the Superintendent for these properties.
- Be responsible for assisting the administrative assistants and curriculum personnel in appraising, developing and evaluating the school curriculum and in planning, adapting and scheduling the courses of study for the students.
- Be responsible for taking all reasonable precautions to safeguard the staff and the students in the school during school hours. Shall provide for the safety and care of children in case of fire, storm, or other sudden danger to the school plant and shall see that the students and teachers are adequately trained to carry out such plans during these occurrences.
- Be responsible for organizing the resources of the school to provide supervision of playground activities 30 minutes prior to school, during school, and after the last bus leaves after school. Shall be responsible for supervision of the lunch room program and the noon hour, in the best interests of the students and the staff.
- Be responsible for discipline procedures used and report to the Superintendent or the delegated authority any irregular types of punishment disapproved by board policy.
- Make recommendations for teacher dismissal within the school.
- As required, evaluate and report the efficiency of each member of the instructional staff in the school in accordance with an established plan of teacher evaluation.
- Assist in the development of the school budget and keep such business records and execute such business forms as may be required.
- Be responsible for ordering approved supplies, textbooks, equipment, and all materials necessary to the operation of the school.
- Be responsible for the administration of a system of accounting of all monies from student activities, student fees or fines, entertainment, gifts and from any student group within the school. This accounting shall be in accord with a central plan of accounts and carried out under the supervision of the Superintendent or the delegated authority.
- Report immediately, in full and in writing, to the administrative offices any infringement of district property rights within the school or any injury to any pupil or member of the staff that may occur at a time or place wherein the rights or responsibilities of the schools may be involved.
- Process complaints concerning the school, investigate these complaints and refer to the Superintendent cases that the Principal cannot adjust satisfactorily.
- Be responsible for the direction and supervision of the professional, classified and hourly staff working within the school building and is to provide evaluations for each member.
- Be responsible for good public relations with community groups, including the parent-teacher organization and other professional organizations and for utilizing fully the community and professional resources to enrich the learning program.
- Report to the Superintendent any need for extended absence from school and the name of the person appointed to act in the absence of the Principal.
- Perform other duties as may be assigned by the Superintendent of Schools.
- In accordance with policies, rules and regulations adopted by the Board, be responsible for the detailed organization of the program of the school, for the assignment of duties to staff members and for the administration of the instructional program for the regular school year and during any extended summer program(s).
- Shall be responsible for the maintenance and repair of the school building.
a. Shall report all emergencies to the Superintendent and/or Building Maintenance Supervisor.
b. Shall be responsible for the safety of the physical facilities.
c. Shall provide all new employees with sufficient information for them to complete their jobs.
Adopted: 3-17-93; Revised: 1-19-00 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah
1510 - ADMINISTRATION - EVALUATION OF PRINCIPAL
The Superintendent shall annually make a written evaluation of administrative personnel. This evaluation should integrate feed back from involved parties such as teachers, parents and others as appropriate. In the Superintendent's sole discretion, evaluations may be made on a more frequent basis. A copy of the evaluation instrument shall be provided to the administrator.
Adopted: 3-17-93 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah
1520 - ADMINISTRATION - TERMINATION OF PRINCIPAL
GROUNDS FOR DISMISSAL
Any administrator may be dismissed for good cause before the completion of the term fixed in the contract. The following list of actions may result in dismissal:
- deficiencies pointed out as part of the appraisal or evaluation process or any other communications; or
- failure to fulfill duties or responsibilities; or
- incompetence or inefficiency in the performance of required or assigned duties; or
- insubordination or failure to comply with board directives; or
- neglect of duties; or
- conducting personal business during school hours; 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 alcoholic beverages, drugs or controlled substances while on school property, working in the scope of the employee's duties, or attending any school sponsored activity; or
- conviction of a felony or any crime involving moral turpitude; 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
- reasons specified in the individual employment contract reflecting special conditions of employment; or
- assault on district employee or student; or
- falsification of records or other documents related to the District's activities; or
- misrepresentation of facts to a supervisor or other district official in the conduct of district business; or
- failure to fulfill or maintain requirements for certification; or
- any other reason justifying termination of employment for cause.
Before any administrator is dismissed, the administrator shall be given reasonable notice in writing of the proposed action and the grounds, set out in sufficient detail to fairly enable him/her to show any error that may exist. This is to occur no less than 15 days prior to the proposed date of termination. The administrator shall be advised of the names of adverse witnesses and the nature of their testimony.
HEARING
If the administrator desires a hearing, the administrator shall notify the Board in writing within 10 days of receiving the notice of anticipated termination or non-renewal. Upon such request, the Board or its designees shall within 10 days hold a hearing at which the administrator shall be given a fair opportunity to refute the reasons given for the anticipated termination or non-renewal. The Board or its designee may, but is not required to, modify its decision with respect to the status of the employee's contract.
The Board may conduct the hearing in open session or in closed session unless the administrator requests a public hearing, in which case the hearing shall be open to the public.
At the hearing before the Board, the administrator may employ counsel. The administrator 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 dismissal, the Board shall determine the existence of good cause for termination. Such determination shall be based solely on the evidence presented in the hearing. The Board shall notify the administrator of its decision in writing within 10 days after the hearing.
SUSPENSION
The administrator may be suspended with or without pay pending the outcome of the dismissal hearing.
PROBATIONARY STATUS
The Board may decide not to renew the contract of any administrator serving a probationary period.
REGULAR STATUS
The Board, after receiving the recommendation of the Superintendent, may choose not to renew the employment of any administrative personnel.
REASONS FOR NON-RENEWAL
The reasons for non-renewal may include, but are not limited to, the reasons set forth in this section.
In the event the employment of a regular status administrator is in question, the administrator shall be notified in writing one month prior to being issued a termination notice that continued employment is in question and the reasons therefore and given an opportunity to improve.
NOTICE
The Superintendent shall, upon receipt of a recommendation for non-renewal, after consideration of the reasons for the recommendation, in the Superintendent's sole discretion, either reject the recommendation or give the administrator written notice of the proposed non-renewal two months prior to the end of the employment term fixed in the contract. The notice of proposed non-renewal shall contain a statement of all the reasons for such proposed action.
In the event of failure to give notice of proposed non-renewal within the specified time, the administrator shall be considered employed in the same professional capacity for the succeeding school year except that termination for cause may be initiated for improper conduct occurring at any time during the contract period.
HEARING
If the administrator desires a hearing after receiving notice of the proposed non-renewal, the employee shall notify the Board in writing within 10 days after receiving the notice of non-renewal. The Board shall provide for a hearing to be held within 15 days after receiving written notice from the employee requesting a hearing. Such hearing shall be closed unless an open hearing is requested by the employee and shall be conducted in accordance with rules promulgated by the District.
BOARD DECISION
If the administrator requests a hearing, the Board shall take such action as it deems lawful and appropriate and shall notify the employee in writing of that action within 15 days following the conclusion of the hearing.
If the administrator fails to request a hearing, the Board shall take such action as it deems lawful and appropriate and shall notify the administrator in writing of that action within 15 days of the expiration of the ten-day period for requesting a hearing.
PROVISIONAL EMPLOYEES
Persons employed by the District less than three consecutive years are provisional employees without expectation of continued employment beyond the end of the current contract term. A provisional employee is not employed for a succeeding contract term unless otherwise notified in writing by the Board of Education or its authorized agent. Not having an expectation of continued employment in a subsequent contract term, a provisional employee does not have a right to a hearing before the Board to complain of the failure of the Board to offer a subsequent contract.
Adopted: 3-17-93; Revised 5-19-04 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah
1530 - ADMINISTRATION - ASSISTANT PRINCIPALS
DUTIES
Assistant Principals shall be responsible to their respective principals. The respective principals subject to the approval of the Superintendent of Schools will specify duties of Assistant Principals.
The Assistant Principal will serve as principal during his/her absence.
Adopted: 3-17-93; Revised: 1-19-00 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah
1540 - ADMINISTRATION - PRINCIPAL'S ADMINISTRATIVE STAFF
The principal of each school is to select a teacher to act as his/her agent during his/her absence. If the teacher selected has any questions concerning policy, while acting in the principal's behalf, he/she is to confer with the Superintendent or one of the other school administrators before selecting a course of action.
Adopted: 3-17-93 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah
1550 - ADMINISTRATION - DEPARTMENT/GRADE LEVEL CHAIR OR BLOCK LEADERS
Department, grade level chairpersons or block leaders shall be responsible for improving or coordinating educational activities and opportunities either generally or as specifically assigned by their respective principals.
Adopted: 3-17-93 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah
1560 - ADMINISTRATION - INTERNSHIPS
The school system permits a limited number of qualified persons who are candidates in a post graduate program of an accredited institution to participate in a paid internship in the school system, but only in accordance with State certification and duty requirements.
Persons participating in such a program shall be paid a salary commensurate with the services they are rendering, and be recommended to the Board on an individual basis.
Adopted: 3-17-93 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah