Article 300 – Goals and Objectives

General School Administration
Goals and Objectives

The Superintendent directs the administration in order to manage the School District and to facilitate the implementation of a quality educational program in alignment with Board policy. Specific goals and objectives are to:

  1. Provide educational expertise.
  2. Plan, organize, implement, and evaluate educational programs that will provide for students’ mastery of the Illinois Learning Standards.
  3. Meet or exceed student performance and academic improvement goals established by the Board.
  4. Develop and maintain channels for communication between the school and community.
  5. Develop an administrative procedures manual and handbooks for personnel and students that are in alignment with Board policy.
  6. Manage the District’s fiscal and business activities to ensure financial health, cost-effectiveness, and protection of the District’s assets.
  7. Provide for the proper use, reasonable care, and appropriate maintenance of the District’s real and personal property, including buildings, equipment, and supplies.

LEGAL REF.:  105 ILCS 5/10-16.7, 5/10-21.4, and 5/10-21.4a.

POLICY AMENDED: September 15, 2005
POLICY AMENDED: October 20, 2011

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Article 310 – Chain of Command

General School Administration
Chain of Command

The Superintendent shall develop an organizational chart indicating the channels of authority and reporting relationships for school personnel. These channels should be followed, and no level should be bypassed except in unusual situations.
All personnel should refer matters requiring administrative action to the responsible administrator, and may appeal a decision to a higher administrative officer. Whenever possible, each employee should be responsible to only one immediate supervisor. When this is not possible, the division of responsibility must be clear.

POLICY AMENDED: September 15, 2005
POLICY AMENDED: October 20, 2011

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Article 310-E – Chain of Command

General School Administration
Chain of Command

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Article 315 – Superintendent

General School Administration
Superintendent

Duties and Authority
The Superintendent is the District’s executive officer and is responsible for the administration and management of the District schools in accordance with School Board policies and directives, and State and federal law. District management duties include, without limitation, preparing, submitting, publishing, and posting reports and notifications as required by State and federal law. The Superintendent is authorized to develop administrative procedures and take other action as needed to implement Board policy and otherwise fulfill his or her responsibilities.

The Superintendent may delegate to other District staff members the exercise of any powers and the discharge of any duties imposed upon the Superintendent by Board policies or by Board vote. The delegation of power or duty, however, shall not relieve the Superintendent of responsibility for the action that was delegated.

Qualifications and Appointment
The Superintendent must be of good character and of unquestionable morals and integrity. The Superintendent shall have the experience and the skills necessary to work effectively with the Board, District employees, students, and the community. The Superintendent shall have a valid administrative certificate with the superintendent endorsement issued by the State Certification Board.

When the office of the Superintendent becomes vacant, the School Board will conduct a search to find the most capable person for the position. Qualified staff members who apply for the position will be considered for the vacancy.

Evaluation
The Board will evaluate, at least annually, the Superintendent’s performance and effectiveness and effectiveness, using standards and objectives developed by the Superintendent and Board that are consistent with the Board’s policies and the Superintendent’s contract. A specific time should be designated for a formal evaluation session with all Board members present. The evaluation should include a discussion of professional strengths as well as performance areas needing improvement.

The Superintendent shall annually present evidence of professional growth through attendance at educational conferences, inservice training, or similar continuing education pursuits.

Compensation and Benefits
The Board and the Superintendent shall enter into an employment agreement that conforms to Board policy and State law. This contract shall govern the employment relationship between the Board and the Superintendent. The terms of the Superintendent’s employment agreement, when in conflict with this policy, will control.

LEGAL REF.:  105 ILCS 5/10-16.7, 5/10-20.47, 5/10-20.50, 5/10-21.4, 5/10-23.8, 5/21-7.1, 5/24-11, and 5/24A-3. 23 Ill.Admin.Code §§1.310, 1.705, and 29.130.

POLICY AMENDED: September 15, 2005
POLICY AMENDED: October 20, 2011

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Article 315.01 – Superintendent – Consulting Activities

General School Administration
Superintendent – Consulting Activities

The Superintendent has a professional obligation to serve as a speaker, consultant, or resource person outside the District. Benefits may accrue to the District through such participation.

When a commitment of this nature will require the Superintendent to be absent from the District for more than one working day, the Board shall be informed in advance of the proposed absence, whenever possible.

Participation in activities of this nature which require the Superintendent to be absent from the District for more than three working days or are of a continuing nature shall be subject to the advanced approval of the Board.

POLICY ADOPTED: June 30, 1986
POLICY AMENDED: September 15, 2005
POLICY AMENDED: October 20, 2011

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Article 315.02 – Superintendent – Professional and Civic Activities

General School Administration
Superintendent – Professional and Civic Activities

The Superintendent is encouraged to participate in those activities which will maintain, improve, or broaden the skills and/or perspective necessary to be effective in his/her position. Consequently, involvement with professional organizations is encouraged.

Teaching at a university or college can be productive and stimulating to a Superintendent. If the Superintendent should desire to be involved in such activities, the Board should be so informed.

The expenses for the Superintendent’s attendance at appropriate professional meetings at the local, state, and national level, as well as expenses incurred by him/her in his capacity as chief executive officer of the District, shall be incurred by the District. Such expenses shall include, but not be limited to, business luncheons, expenses incurred on behalf of the Board members or employees, and civic activities including those of a public relations nature. The Superintendent shall delineate such expenses for which reimbursement is sought and submit such records to the Board prior to approval of the reimbursement.

POLICY ADOPTED: June 30, 1986
POLICY AMENDED: September 15, 2005

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Article 315.03 – Superintendent – Contract

General School Administration
Superintendent – Contract

Superintendent – Contract (With Previous Experience)

CategoryLength of ContractPerformance-BasedRenewal OptionTermination Options
Superintendent with previous experience in Illinois1-5 years1) Any multi-year employment contract must be a performance-based contract.Extend for 1-5 years at the end of the first year of service1) Intent not to renew must be given by board or superintendent by April 1 of year in which contract expires or unless the contract specifically provides otherwise.
2) A portion of the contract must link the superintendent's continued employment to student performance and academic improvement within the district.2) Contract may be discontinued at any time by mutual agreement of contracting parties.
3) Performance-based contracts must include goals and indicators of student performance and academic improvement as determined by the Board to measure the performance and effectiveness of the administrator.3) Contract May be discontinued at any time by Board for just cause, subject to due process requirement.

Superintendent – Contract (No Experience)

CategoryLength of ContractPerformance-BasedRenewal OptionTermination Options
Superintendent appointed in Illinois for the first time1-2 year1) Any multi-year employment contract must be a performance-based contract.Extend for 1-5 years at the end of the final year of service1) Intent not to renew must be given by board or superintendent by April 1 of year in which contract expires or unless the contract specifically provides otherwise.
2) A portion of the contract must link the superintendent's continued employment to student performance and academic improvement within the district.2) Contract may be discontinued at any time by mutual agreement of contracting parties.
3) Performance-based contracts must include goals and indicators of student performance and academic improvement as determined by the Board to measure the performance and effectiveness of the administrator.3) Contract may be discontinued at any time by Board for just cause, subject to due process requirement.

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Article 315.04 – Superintendent – Contract Non-Renewal

General School Administration
Superintendent – Contract Non-Renewal

If the Board elects not to re-employ the Superintendent, it shall notify the Superintendent in writing of such a decision no later than April 1 of the year of expiration of his/her contract, unless otherwise specified in the contract. The specific reason(s) for the non-renewal of the contract shall be stated in writing. Within ten (10) days of receiving a dismissal notice, the Superintendent may request a closed hearing with the Board on dismissal. At the hearing, the Superintendent has the privilege of presenting evidence, witnesses and defenses on the grounds for dismissal.

If the Board fails to act on a contract extension or non-renewal before April 1 prior to the expiration date of the contract, the contract will automatically be extended for one year.

The Superintendent’s contract may be discontinued at any time by mutual agreement of the contracting parties or by the Board at any time for just cause.

LEGAL REF.: 105 ILCS 5/10-21.4
105 ILCS 5/10-23.8

POLICY ADOPTED: June 30, 1986
POLICY AMENDED: September 15, 2005
POLICY AMENDED: October 20, 2011

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Article 315.05 – Superintendent – Evaluation

General School Administration
Superintendent – Evaluation

The Board shall evaluate the Superintendent’s performance annually, no later than February 1st of each year, and shall subsequently devote a portion or all of one meeting to a discussion of the working relationships between the Superintendent and the Board. If the Board has any substantial concerns regarding the performance of the Superintendent, such concerns shall be placed in writing by the Board President and sent to the Superintendent. The Superintendent shall have the right to respond in writing to the Board’s written concerns. At the request of the Superintendent or Board, the evaluation meeting shall be in closed session.

LEGAL REF.: PA 97-0008

POLICY ADOPTED: June 30, 1986
POLICY AMENDED: May 19, 2003
POLICY AMENDED: October 20, 2011

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Article 315.08 – Superintendent – Compensation & Benefits

General School Administration
Superintendent – Compensation & Benefits

In addition to his/her contracted salary, the Superintendent shall receive such benefits as are mutually agreed upon and which are made a part of the contract. The Superintendent shall also be allowed such other privileges, leaves, and fringe benefits as the Board of Education may decide and as are commonly extended to all other certified and/or administrative personnel.

POLICY ADOPTED: June 30, 1986
POLICY AMENDED: May 19, 2003

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Article 320 – Administrative Personnel Other Than the Superintendent

General School Administration
Administrative Personnel Other Than the Superintendent

Duties and Authority
The School Board establishes District administrative and supervisory positions in accordance with the District’s needs and State law. The general duties and authority of each administrative or supervisory position are approved by the Board, upon the Superintendent’s recommendation, and contained in the respective position’s job description.  In the event of a conflict, State law and/or the administrator’s employment agreement shall control.

Qualifications
All administrative personnel shall be appropriately certificated and shall meet all applicable requirements contained in State law and Illinois State Board of Education rule.

Evaluation
The Superintendent or designee shall evaluate all administrative personnel and make employment and salary recommendations to the Board. Administrators shall annually present evidence to the Superintendent of professional growth through attendance at educational conferences, additional schooling, in-service training, and Illinois Administrators’ Academy courses, or through other means as approved by the Superintendent.

Administrative Work Year
The work year for administrators shall be the same as the District’s fiscal year, July 1 through June 30, unless otherwise stated in the employment agreement. In addition to legal holidays, administrators shall have vacation periods, when a specific contract allows, as approved by the Superintendent. All administrators shall be available for work when their services are necessary.

Compensation and Benefits
The Board will consider the Superintendent’s recommendations when setting compensation for individual administrators. These recommendations should be presented to the Board no later than the March Board meeting or at such earlier time that will allow the Board to consider contract renewal and non-renewal issues.
Unless stated otherwise in individual employment contracts, all benefits and leaves of absence available to teaching personnel are available to administrative personnel.

LEGAL REF:   105 ILCS 5/10-21.4a, 5/21-7.1, 5/24A-1, 5/24A-3, 5/24A-4, and 5/24A-20.
23 Ill.Admin.Code §§1.310 and 1.705.

POLICY ADOPTED: September 15, 2005
POLICY AMENDED: October 20, 2011

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Article 320.01 – Administrative Personnel – Positions

General School Administration
Administrative Personnel – Positions

All administrative and supervisory positions in the school system are established initially by the Board, or by state law, or both.

It is the intent of the Board to activate a sufficient number of such positions to promote the attainment of the Board’s goals.

In each case, the Board will approve the broad purpose and function of the position in harmony with state laws and regulations, approve a statement of job requirements as recommended by the Superintendent, and delegate to the Superintendent the task of writing, or causing to be written, a job description for the position.

The Board wishes the Superintendent to maintain continuously a comprehensive, coordinated set of job descriptions for all such positions so as to promote efficiency and economy in the staff’s operations.

The Board recognizes the need for the following administrative positions:

Superintendent of Schools (District)
Principal – Chatsworth Elementary School (PreK-4)
Principal – Chenoa Elementary School (PreK-4)
Principal – Meadowbrook Elementary School (PreK-4)
Principal – Westview Elementary School (PreK-4)
Principal – Prairie Central Upper Elementary School (5-6)
Principal – Prairie Central Junior High School (7-8)
Principal – Prairie Central High School (9-12)
Director of Special Education (District)
Dean of Students – Prairie Central Junior High School and High School (Grades 7-12)
Athletic Director – Prairie Central Junior High School and High School (Grades 7-12)

POLICY ADOPTED: September 15, 2005
POLICY AMENDED: October 20, 2011

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Article 320.01-E – Exhibit – Committee Structure & Administrative Assignments

General School Administration
Exhibit – Committee Structure & Administrative Assignments

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Article 320.02 – Administrative Personnel – Recruitment and Hiring

General School Administration
Administrative Personnel – Recruitment and Hiring

The Superintendent shall submit nominations to the Board for administrative and supervisory personnel appointments. The principal shall select and recommend, to the Superintendent, nominees for dean of students and athletic director. The Superintendent shall be prepared to make additional nominations in the event a nomination is rejected by the Board.

POLICY ADOPTED: January 24, 1994
POLICY AMENDED: October 20, 2011

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Article 320.03 – Administrative Responsibility of the Building Principal

General School Administration
Administrative Responsibility of the Building Principal

The School Board, upon the recommendation of the Superintendent, employs Building Principals as the chief administrators and instructional leaders of their assigned schools. The primary responsibility of a Building Principal is the improvement of instruction. Each Building Principal shall perform all duties as described in the School Code as well as such other duties as specified in his or her employment agreement or as the Superintendent may assign, that are consistent with the Building Principal’s education and training.
The Superintendent or designee shall develop and maintain a principal evaluation plan that complies with Section 24A-15 of the School Code. Using that plan, the Superintendent or designee shall evaluate each Building Principal before February 1 of each year of employment. The Superintendent or designee may conduct additional evaluations.
The Board and each Building Principal shall enter into an employment agreement that conforms to Board policy and State law. The terms of an individual employment contract, when in conflict with this policy, will control.

LEGAL REF.: 10 ILCS 5/4-6.2.
105 ILCS 5/2-3.53a, 5/10-20.14, 5/10-21.4a, and 5/24A-15.
105 ILCS 127/.
23 Ill.Admin.Code Part 35.
PA 97-0008.

POLICY AMENDED: September 15, 2005
POLICY AMENDED: October 20, 2011

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Article 320.06 – Administrative Personnel – Compensation

General School Administration
Administrative Personnel – Compensation

Members of the administrative and supervisory staff shall be compensated by the Board following recommendations from the Superintendent. The Superintendent is responsible for developing an administrative evaluation system whereby performance-based criteria is utilized to determine the value of each member of the administrative staff relative to his/her contribution toward meeting the goals and objectives of the District.

Evaluations must be completed before February 1 of each year of employment.

The Board will consider the performance rating when setting individual compensation. If possible, the Superintendent’s recommendations should be made to the Board no later than the March Board meeting so that salary adjustments can be determined by the May meeting.

The Superintendent’s compensation will be determined prior to April1 in accordance with the policy on evaluation of the Superintendent.

LEGAL REF.: PA 97-0008

POLICY ADOPTED: June 30, 1986
POLICY AMENDED: May 19, 2003

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Article 320.08 – Administrative Personnel – Personnel Records

General School Administration
Administrative Personnel – Personnel Records

The District will maintain a complete personnel record for every administrator employed by the District on a regular basis. Each employee’s personnel records will be maintained in the District’s administrative office, under the direct supervision of the Superintendent.

The personnel file will include the following sections:

  1. General information section:
    1. Application form
    2. Health reports
    3. Service record (assignments, salary, etc.)
    4. Transcripts of college credits and state certificate (certified personnel only)
  2. Evaluation section:
    1. Pre-employment recommendations
    2. Supervisory evaluations signed by the evaluator and the employee
    3. Other signed, written commendations/complaints, a copy of which has been furnished to the employee, along with the employee’s response, if he or she so chooses

Each administrative employee will have the right to inspect and copy records in his/her personnel file – during regular working hours in the presence of the Superintendent or the Superintendent’s designee. The District may charge a reasonable fee for copying records in an employee’s personnel file.

An employee may review all materials in his/her file – including confidential letters of recommendation or credentials from placement agencies – unless the employee has waived the right to inspect such letters of recommendation and/or credentials. An employee may also give written consent to permit the review of his/her file by a third party. The right to access by an employee or his/her designee includes the right to submit written objection(s) to any information contained in the file, with such objection(s) becoming part of the personnel file.

All personnel records will be confidential and will not be made available for public use and/or inspection by the public. The Superintendent will have the overall responsibility for maintaining personnel files and for preserving their confidentiality. The Superintendent may, however, designate others to assist him/her in carrying out this responsibility.

LEGAL REF.: Family Educational Rights and Privacy Act, 20 U.S.C. 1232(g) 1974; Illinois Personnel Record Review Act (820 ILCS 40/0.01, et. seq.); and Immigration Reform and Control Act of 1986; P.L. 99-643

ADOPTED:      May 19, 2003

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Article 325 – Administrative Code of Ethics

General School Administration
Administrative Code of Ethics

The following is a set of ethical expectations Prairie Central Community Unit School District No. 8 has of its administrators. Such expectations are not intended as inflexible rules or unchangeable laws. They serve to measure the propriety of an administrator’s behavior in his/her working relationships. They encourage and emphasize those positive attributes of professional conduct that characterize strong and effective administrative leadership.

The professional school administrator at Prairie Central Community Unit School
District No. 8 . . .

  • Exercises allegiance to the United States of America and the State of Illinois.
  • Affords leadership to the educational community.
  • Demonstrates effective and efficient administration and management of schools.
  • Honors the public trust.
  • Is of high moral character in all matters public and private.
  • Practices the highest standards of responsibility.
  • Respects and protects the dignity and worth of all people.
  • Provides the best possible educational opportunities and experiences for all students.
  • Contributes to the achievement of all students at their maximum potential.
  • Fosters communication with the public.
  • Increases community involvement in the schools.
  • Recognizes parents as partners in a child’s education.
  • Supports the recruitment and retention of quality teaching and support personnel.
  • Adds to the body of specialized knowledge of school administration.
  • Works within School Board policy; and local, state, and federal laws.
  • Advises the Board of Education on educational matters.
  • Administers Board policy and decisions effectively.

REF.: Code of Ethics, Illinois Association of School Administrators

POLICY AMENDED: May 19, 2003

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Article 335 – Administrative Work Year

General School Administration
Administrative Work Year

The number of months each administrator is employed in a calendar year shall be determined by individual contract. Administrators on twelve (12)-month contracts are hereby granted twenty (20) working days per year of vacation with full pay. Administrators shall be encouraged to take vacation time when school is not in session; however, the Superintendent may grant vacation during the school term. This vacation is in addition to all legal holidays and other holidays which are or may be authorized by the Board of Education, subject to the further understanding that should the administrator’s contract of employment be terminated at any time for any reason, the administrator shall be paid for all earned and accumulated, but unused, vacation days of the current year at the rate of current salary at the time of termination.

A pro-rated number of vacation days may be carried for 18 months (maximum of 10). The maximum number of days, which may be paid out at termination of a contract, will be twenty (20) days.

POLICY AMENDED: May 19, 2003
POLICY AMENDED: October 20, 2011

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Article 345 – Administrative Procedures

General School Administration
Administrative Procedures

The Superintendent shall be charged with the responsibility for developing appropriate administrative procedures to implement Board policies in the operation of the District. These administrative procedures shall be submitted to the Board for its consideration.

POLICY ADOPTED: June 30, 1986

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Article 350 – Policy Implementation

General School Administration
Policy Implementation

The Superintendent has the responsibility for carrying out policies established by the Board of Education. He/she will also interpret reactions of school personnel and the public to the policies back to the Board.

The administrative staff of the Prairie Central Community Unit School District No. 8 has responsibility for supporting the policies established by the Board and those recommended by the Superintendent.

POLICY ADOPTED: June 30, 1986

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Article 350.01 – Policy Implementation – Development of Administrative Rules

General School Administration
Policy Implementation – Development of Administrative Rules

The Board shall delegate to the Superintendent the function of specifying required rules and designing detailed regulations under which the schools shall operate.

These detailed arrangements shall constitute the administrative regulations governing the District.

POLICY ADOPTED: June 30, 1986

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Article 351 – Administration in Policy Absence

General School Administration
Administration in Policy Absence

Where the Board of Education has provided no policy for administrative action, the Superintendent shall have the power to act. His/her decisions shall be subject to review by the Board at its next meeting.

The Superintendent shall promptly inform the Board of his/her actions in the absence of policy and recommend needed policy.

POLICY ADOPTED: June 30, 1986

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Article 370 – Succession of Authority

General School Administration
Succession of Authority

If the Superintendent, Building Principal, or other administrator is temporarily unavailable, the succession of authority and responsibility of the respective office shall follow a succession plan, developed by the Superintendent and approved by the Board.

POLICY ADOPTED: October 20, 2011

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Article 370-E – Exhibit – Succession of Authority

General School Administration
Exhibit – Succession of Authority

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