I. Authority
	II. Appointment and Qualifications
	III. Job Description
	IV. Evaluation

I. Authority
The Board of Trustees charges the Superintendent of Schools with the responsibility for managing the school corporation in accordance with established Board Policy as set forth in this manual. To fulfill this charge, the board delegates to the superintendent full administrative authority over all employees, programs and finances. The Superintendent of Schools shall be responsible directly to the board for the performance of his duties.

II. Appointment and Qualifications
The Board of Trustees shall employ only the highest caliber professionals for the position of Superintendent of Schools. Candidates shall be considered in terms of their academic training, previous experience, both as teachers and administrators, positive and constructive personality and character traits. A condition of employment shall be that the candidate selected shall hold, on or before the effective date of the contract term, a valid Indiana license or certificate applicable to the position for which he shall be employed.

Candidates shall be recruited, screened, and interviewed by the Board of Trustees. The final selection shall be made by the Board, utilizing such techniques and procedures as it may deem appropriate to the situation. The successful candidate must meet the Employment Conditions of Article VII of Board Policy.

III. Job Description
The Superintendent of Schools is accountable to the Board for the following responsibilities:

Students:

a) Keep the needs of children paramount in the performance of all other duties.

 b) Serve as the curricular leader of the Hobart Schools, maintaining at all times the highest possible standards for the instructional programs of the school district.

a) Develop an Organizational Chart showing clearly the lines of authority and responsibility of all employees within the School district, such chart to be inserted as Appendix B to this policy.

b) Develop job descriptions for all positions of employment, such descriptions to be inserted as Appendix C to this policy.

c) Establish a procedure for the written annual evaluation of each full time employee. Such procedure shall delineate, in accordance with the Organizational Chart, the supervisor responsible for each evaluation.

d) Establish, with the approval of the board, a procedure for encouraging the professional growth of all employees.

e) Develop a system of collaborative management that includes both board and administration in development of goals and procedures for improvement.

a) Represent the School District to the community.

b) Encourage community participation in their schools.

c) Assist in development of action plans to assure the community of continued improvement of the Hobart Schools.

d) Maintain the highest standards for all school facilities.

a) Implement Board Policy by developing administrative regulations which reflect the will of the board. Such administrative regulations shall be inserted as Appendix A to the Board Policy Manual.

b) Monitor the effectiveness of Board Policy and assist the board in investigating changes which benefit the operation of the School district.

c) Recommend to the board all candidates for employment, and for certificated staff, include in the recommendation a report of their academic credentials. In the case of administrative employees, meet with the board prior to posting of any opening to discuss the procedures to be used in the selection process.

d) Accept, on behalf of the board, all employee resignations except his own. Once the superintendent has accepted a resignation, it may not be rescinded without board approval.

e) Submit to the board, in a timely manner, the annual budget of the School Corporation.

f) Account to the Board, in accordance with Article V of this policy, for all funds of the school corporation.

g) Meet with the Board President in a timely fashion to set the formal agenda for all board meetings.

h) Keep the board informed of significant changes occurring within the School District.

i) Perform such other duties as the board may from time to time delegate.

IV. Evaluation
The board shall annually provide the superintendent with a written evaluation of his or her performance. The following procedure shall be followed:

Summer: Board and Superintendent review:
a) School Profiles, due July 1;
b) Administrative evaluations, due July 1;
c) Superintendent self-evaluation; due August 1;
d) School Report Card, due August 1.
August 1: Superintendent presents to board goals for current cycle.

February 1: Board and Superintendent meet for mid-term review.

August 15: Board meets to complete evaluation.

Sept 1: Board delivers written evaluation to superintendent, based on:

a) Superintendent self-evaluation;
b) Superintendent goals;
c) Superintendent job description per this article;
d) Budgeting and finance procedures;
e) Board members' comments.