ADMINISTRATIVE ORGANIZATION AND OPERATION
The basic principles of Administrative Organization and Operation are:
a) The working relationships will involve two types of officers: line and staff. Line organization involves a direct flow of authority upward and downward from Superintendent to building principal. A line officer has power and authority over subordinates. Staff officers do not stand in the direct line of authority; they serve as coordinators or consultants.
b) The Board will formulate and legislate educational policy.
c) Administrative regulations will be developed by the Superintendent in cooperation with affected or interested staff members or lay persons.
d) The Central Office staff will provide overall leadership and assistance in planning and research.
e) A reasonable limit will be placed upon the number of persons with whom an administrator will be expected to work effectively.
f) Areas of responsibility for each individual will be clearly defined.
g) There will be full opportunity for complete freedom of communication between all levels in the school staff.
All employees of the District will be under the general direction of the Superintendent. Teachers will be immediately responsible to the principal of the building in which they work. Other employees will be immediately responsible to the administrative personnel under whom they work directly.
The lines of responsibility/reporting will be as depicted on the organizational chart.
During the Absence of the Superintendent
The Superintendent will 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 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 will act in a manner consistent with the existing policies of the District and will alert the Superintendent to the possible need for additional policy development.
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, 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 will report. The composition of each committee will reflect its purpose and each committee will have a clear assignment.
EVALUATION OF THE SUPERINTENDENT AND OTHER ADMINISTRATIVE STAFF
The Board will conduct annually a formal performance evaluation of the Superintendent. The formal procedures used to complete the evaluation are to be filed in the District Office, and to be made available for review by any individual, no later than September 10 of each year.
The formal performance procedures will include written criteria, a description of the review procedures, provisions for post-conferencing, and methods used to record results of the evaluation. The Superintendent will be granted the opportunity to respond to the evaluation in writing.
Evaluation of Administrative Staff
The Board will direct the Superintendent to conduct an evaluation of all administrative personnel.
The purposes of this evaluation are:
a) To determine the adequacy of administrative staffing;
b) To improve administrative effectiveness;
c) To encourage and promote self-evaluation by administrative personnel;
d) To provide a basis for evaluative judgments by the Superintendent and the Board;
e) To make decisions about continued employment with the District.
8 New York Code of Rules and Regulations (NYCRR) Section 100.2(o)(2)(v)