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Section 4000: Administration

Table of Content

ADMINISTRATION

ADMINISTRATIVE OPERATIONS

CENTRAL OFFICE AND BUILDING ADMINISTRATION

COMPENSATION AND RELATED BENEFITS


Policy 4110 Administrative Personnel

Administrative and supervisory personnel shall be considered to be those District employees officially designated by Board of Education action as responsible for the administrative and supervisory tasks required to carry out Board of Education policy, programs, decisions, and actions.

These employees shall meet all certification and/or Civil Service requirements as outlined in New York State Civil Service Law, and the Rules and Regulations promulgated by the Commissioner of Education of New York State. The administrative and supervisory staff must be eligible to meet these requirements at the time of employment.

Education Law Sections 1709 and 2503(5)Back to Top

Policy 4210 Administrative Organization and Operation

All employees of the District shall be under the general direction of the Superintendent. Teachers shall be immediately responsible to the principal in the building in which they work. Other employees shall be immediately responsible to the administrative and supervisory personnel under whom they work directly.

The lines of responsibility/reporting shall be as depicted on a district organizational chart.

The basic principles of Administrative Organization and Operation are:

a)Working relationships shall involve three (3) types of officers: administrators, supervisors, and chairpersons/team leaders. Administrators and supervisors shall have authority over subordinates. Chairpersons do not stand in the direct line of authority; they serve as coordinators or consultants.

b)The Board of Education shall formulate and legislate educational policy.

c)Administrative regulations shall be developed by the chief school officer in cooperation with affected or interested staff members or lay persons.

d)The central office staff shall provide overall leadership and assistance in planning and research.

e)A reasonable limit shall be placed upon the number of persons with whom an administrator shall be expected to work effectively.

f)Areas of responsibility for each individual shall be clearly defined.

g)There shall be full opportunity for freedom of communication between all levels in the school staff.

Adopted: 11/16/05

Amended: 03/04/15

Amended: 04/08/15

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Policy 4220 Abolishing an Administrative Position

Existing administrative positions shall not be abolished by the Board of Education without previous written notification of the impending abolition. Such written notification is to be served to the individual currently holding that position. In all cases the individual currently holding the position should receive as much advance notice as possible.

Education Law Section 3013Back to Top

Policy 4230 Administrative Authority During Absence of the Superintendent of Schools

The Superintendent of Schools shall delegate to another administrator the authority and responsibility for making decisions and taking such actions as may be required during the absence of the Superintendent. In the event that there is no superintendent, the Board President shall request the BOCES Superintendent fill this position as a temporary, interim appointment until the next Board of Education meeting. 

Adopted: 11/16/05

Amended: 05/22/19.Back to Top

Policy 4240 Administrative Latitude in the Absence of Board Policy

From time to time problems and new questions arise for which no specific policy has been prepared. Members of the administrative staff shall act in a manner consistent with the existing policies of the School District and shall alert the Superintendent of Schools to the possible need for additional policy development.Back to Top

Policy 4250 Use of Committees

Standing and/or ad hoc committees may be appointed to study and to recommend courses of action in response to department, building or District needs. These committees may be appointed by the Board of Education, the Superintendent or other administrators, with the knowledge of the Superintendent, and in accordance with the range of responsibilities of the appointing body or administrator to whom the committee shall report. The composition of each committee shall reflect its purpose and each committee shall have a clear assignment.

Adopted: 11/16/05Back to Top

Policy 4260 Evaluation of the Superintendent

Superintendent

The Board of Education shall complete annually a formal performance evaluation of the Superintendent, no later than June 30. The formal procedures used to complete the evaluation are to be filed in the District Office, and available for review by any individual, no later than August 1 of each year.

The formal performance procedures shall include written criteria, a description of the review procedures, provisions for post-conferencing, and methods used to record results of the evaluation. The Superintendent shall be granted the opportunity to respond to the evaluation in writing.

8 New York Code of Rules and Regulations

(NYCRR) Section 100.2(o)(2)

Adopted: 11/16/05

Amended: 07/13/16 Back to Top

Policy 4310 Superintendent of Schools

  1. As chief executive officer of the Board of Education, he/she shall attend all regular, special, and work meetings of the Board except that the Superintendent may be excluded when his/her employment contract or performance is discussed in executive session.
  2. He/she shall administer all policies and enforce all rules and regulations of the Board.
  3. He/she shall constantly review the local school situation and recommend to the Board areas in which new policies seem to be needed.
  4. He/she shall be responsible for organizing, administering, evaluating, and supervising the programs and personnel of all school departments, instructional and non-instructional.
  5. He/she shall recommend to the Board the appointment of all instructional and support personnel.
  6. He/she shall be responsible for the preparation and recommendation to the Board of the annual School District budget in accordance with the format and development plan specified by the Board.
  7. He/she shall acquaint the public with the activities and needs of the schools through his/her written and spoken statements, and shall be responsible for all news releases emanating from the local schools.
  8. He/she shall be responsible for the construction of all salary scales and for the administration of the salary plan approved by the Board. Some of these salary scales will be developed within staff contracts negotiated under the provisions of the Taylor Law.
  9. He/she shall determine the need and make plans for plant expansion and renovation.
  10. He/she shall be responsible for recommending for hire, evaluating, promoting, and dismissing all professional and non-professional staff personnel.
  11. He/she shall prepare or supervise the preparation of the teacher’s handbook, staff bulletins, and all other District-wide staff materials.
  12. He/she shall plan and coordinate the recruitment of teachers and other staff to assure the District of the best available personnel.
  13. He/she shall plan and conduct a program of supervision of teaching staff that will have as its goal the improvement of instruction, and, at the same time, will assure that only the teachers found to have a high degree of competence will be recommended for tenure.
  14. He/she shall continually strive to distinguish for all concerned between the areas of policy decisions appropriate to the Board and management decisions appropriate to the District’s administrative personnel.
  15. He/she shall, when necessary and/or desirable, transfer such personnel as he/she anticipates will function more effectively in other positions. These transfers shall be made within the guidelines of state laws, District policies and negotiated contracts.
  16. He/she shall submit the data from the School Report Card and/or other such reports of student/District performance as prescribed by and in accordance with requirements of the Commissioner of Education.

Education Law Sections 1711, 2508 and 3003

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Policy 4320 Superintendent-Board of Education Relations

The Board of Education is accountable for all pursuits, achievements and duties of the School District. The Board’s specific role is to deliberate and to establish policies for the organization. The Board delegates the necessary authority to the Superintendent who, acting as chief executive officer, is held accountable to the Board for compliance with its policies.

  1. With respect to School District goals and objectives, the Board will establish broad guidelines to be observed in the development of further policy and action. The Board reserves the right to issue either restrictive or general policy statements.
  2. Generally, the Superintendent will be empowered to assign and use resources; employ, promote, discipline and deploy staff; to translate policies of the Board into action; to speak as agent of the Board; to organize and delegate administrative responsibilities; and to exercise such other powers as are customary for chief executives.
  3. The Superintendent may not perform, cause, or allow to be performed any act that is unlawful, in violation of commonly accepted business and professional ethics; in violation of any contract into which the Board has entered; or, in violation of policies adopted by the Board that limit the Superintendent’s authority.
  4. Should the Superintendent or his/her designee consider it unwise or impractical to comply with an explicit Board policy, the Superintendent will inform the Board of that determination. The Board will decide whether such judgment was warranted.

Education Law Sections 1711, 2503 and 2508Back to Top

Policy 4330 Management Team

Business Administrator

The Business Administrator, under the Superintendent's supervision, has general charge of planning, organizing, coordinating, and directing all business operations of the District in order to provide the best possible education services within the financial resources available. In addition, him /her:

a)Supervises all accounting operations;

b)Supervises the operation of support services, including plant operation, transportation, purchasing, and food service;

c)Attends all regular meetings of the Board;

d)Assists the Superintendent;

e)Acts as an advisor to the Superintendent; and

f)Assumes such other duties as assigned by the Superintendent.

This position is classified in the administrative tenure area. In accordance with Part 80 of the Commissioners Regulations, the person holding this position shall possess certification in administration.

Director of Curriculum Development and Assessment

The Director of Curriculum Director and Assessment is housed in the Cooperstown Elementary School building and, as a District-level, administrative position serves K-12. The contract for this position is individual and not subject to the collective bargaining agreement of the Cooperstown Administrative Association.

The primary responsibility of the Director of Curriculum Development and Assessment is to provide educational leadership and oversight in the development and improvement of the District’s curriculum, instruction, and assessment program. The Director of Curriculum Director and Assessment works under the direction of the Superintendent and in collaboration with building principals to ensure K-12 establishment, quality, and continuity of curriculum, instruction and assessment.

The Director of Curriculum Development and Assessment is directly responsible to the Superintendent, and will regularly and routinely be an integral part of discussions with the Superintendent and Principals around the District’s focus and progress on continuous improvement. She will support all staff through research, implementation of District initiatives, and keep the instructional cabinet informed of the conditions and needs of the district. The Superintendent delegates all authority and responsibilities to the Director of Curriculum Development and Assessment. These responsibilities include:

a) Support and assist teachers and Principals in the creation and implementation of guaranteed and viable curriculum and its components/related initiatives. With the Superintendent, informs the Board of Education Curriculum & Assessment Committee.

(Continued)

b) Coordinates the State and District Local Interim Assessment program and oversees NYS testing arrangements in support of each building principal.

c) Provides a reporting system to the Board of Education, staff, and community that clearly outlines the strengths, weaknesses, and areas in need of improvement.

d) Develops with the Superintendent, Principals, and staff a District-wide, cohesive, coherent, and consistent plan to address areas of need.

e) While it is the responsibility of Principals to deliver curriculum, instruction, and assessment information and evaluation to their staff the Director of Curriculum Development and Assessment provides District-wide direction in support of principals to strengthen instruction.

f) Evaluates teaching staff in accordance with the Annual Professional Performance Review Plan (10% APPR third party), and is instrumental in helping principals to provide teachers and staff with professional development.

g) Appropriately plans and implements professional development for faculty and staff to accomplish District initiatives, supported by Board of Education goals.

h) Coordinates District endeavors that involve shared responsibilities, such as purchase of instructional materials, Federal, State and local Title grants and other applications, Comprehensive System for Professional Development, PCEN set-aside, Local Assistance Plans, Educational Technology, Academic Intervention Services and other similar areas.

i) Develops with the Superintendent, a budget that appropriately supports targeted professional development opportunities for faculty and staff.

j) Takes a lead role in evaluating academic course work with regard to relative rigor, relevance, and makes comparative decisions in relation to program and graduation requirements.

k) Works with guidance counselors and principals to seek-out and evaluate collaborative and/or articulating agreements with post-secondary institutions.

l) Works with guidance counselors and principals to seek-out and evaluate collaborative and/or articulating agreements with business and industry.

m) Supports the Superintendent in his role of Inquiry Team leader. The Superintendent may need to delegate Inquiry Leadership chair leadership responsibilities to the Director of Curriculum Development and Assessment on occasion, including leadership, with Principals, in sub-committee work.

n) Attends all regular meetings of the Board of Education.

o) Keeps informed of modern education thought and practice.

p) Advises the Superintendent for policy need, and carries out all established Board policies.

q) Seeks out grant opportunities appropriate for district initiatives and writes/applies for same after consultation with the Superintendent.

r) The Director of Curriculum Development and Assessment is not directly or primarily responsible for student or staff management in terms of discipline. The building Principals take full responsibility for such management – and will take advisement with the Superintendent on such management when necessary.

s) Assumes other duties as assigned by the Superintendent.

Building Principal(s)

The primary responsibility of the principal is to administer and supervise the school program in order to improve instruction, in accordance with Board policies and administrative procedures. The principal is the educational leader of the school building in which he/she works.

The principal is directly responsible to the Superintendent of Schools, and will keep him/her informed of the conditions and needs of his/her school. The Superintendent delegates all authority and responsibilities to the principal. These responsibilities include:

a) Assist with development of Implements of curriculum and implements curriculum as approved by the Board;

b) Maintains an atmosphere conducive to learning;

c) Supervises students;

d) Supervises and evaluates teachers and other staff in accordance with the Annual Professional Performance Review Plan.

e) Advises the Superintendent for policy need, and carries out all established Board policies;

f) Keeps the Superintendent informed about all aspects of the school's operation; and

g) Assumes other such duties as assigned by the Superintendent.

This position is classified in the administrative tenure area. In accordance with Part 80 of the Commissioners Regulations, the person holding this position shall possess certification in administration..Back to Top

Policy 4410 Professional Development Opportunities

The Board of Education shall encourage administrators to keep informed of current educational theory and practice by study, by visiting other school systems, by attendance at educational conferences, and by such other means as are appropriate.

The approval of the Superintendent shall be required for any conference attendance or visitations requested by administrators.

Participation shall be limited by available resources and reimbursement guidelines.

General Municipal Law Sections 77-b and 77-cBack to Top

Policy 4420 Compensation and Related Benefits

The salaries and related benefits of administrators shall be set annually by the Board of Education upon the recommendation of the Superintendent.

Adopted: 11/16/05

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