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ADMINISTRATION
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TABLE
OF CONTENTS
(SECTION
3000)
SUBJECT
NUMBER
District
Superintendent
3000
Administrative,
Managerial and Confidential Employees
3100
Evaluation
of Administrative and Management Personnel
3200
Job
Descriptions
3300
Adopted: January 9, 2002
3000
SUBJECT:
DISTRICT SUPERINTENDENT
The District Superintendent shall act as the chief
executive officer for the Board and an ex-officio member.
He/she shall possess the powers and discharges
the duties defined in Education Law and is responsible for
executing all policies, decisions and orders of the Board.
The District Superintendent shall report to the board
upon the operation of the policies adopted by the Board and
may present for consideration such changes and amendments as
he/she believes to be desirable or necessary. In the absence of a Board Policy, the District
Superintendent shall have the power to take administrative
action.
The general administration of all programs shall be
under the District Superintendent's direction and
supervision. His/her
designee shall attend all meetings of the Board and shall
act in an advisory capacity on all matters authorized by
law. In all
emergency situations not specifically designated herein, the
District Superintendent shall have the power to act in
accordance with his/her best judgment.
In addition, the District Superintendent (or
designee) is authorized to:
a. approve attendance of school personnel at conferences
within the budget;
b. approve employment of non-instructional and
instructional per diem substitutes;
c. employ adult education and temporary staff;
d. sign education consultant contracts, applications for
grants, federal funds, special funds, grants from
foundations and other private sources.
Establishment
of Annual Goals and Priority Objectives
The District Superintendent is charged with the
responsibility of involving representatives of advisory
committees, administration, teaching staff and students, as
appropriate in the development of annual goals and priority
objectives. The annual goals and priority objectives (planning areas)
will
be consistent with the BOCES mission and will be presented
to the Board annually.
Further, the District Superintendent is responsible
for the establishment and implementation of procedures for
the evaluation of progress in obtaining the objectives and
goals established. The
Board will be given reports throughout the school year on
the progress of or the need for modification of the goals
and objectives.
Adopted: January 9, 2002
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3100
SUBJECT:
ADMINISTRATIVE, MANAGERIAL AND CONFIDENTIAL
EMPLOYEES
General
The BOCES has the responsibility for
the employment of administrative, managerial, and
confidential personnel in the BOCES. No such
person shall be employed unless recommended by the
District Superintendent and approved by the Board
of Education.
Definitions:
Administrative: Staff represented by the
Washington-Saratoga-Warren-Hamilton-Essex BOCES
Administrators' Association
Managerial: Members
of the administrative staff not represented by an
employee union
Confidential: Staff
not eligible for representation by an employee
union
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MANAGERIAL AND CONFIDENTIAL GROUPS
The following groups of employees are managerial
and confidential. The District Superintendent
shall designate the specific position titles to be
included in each group.
GROUP
NAME OF GROUP
1
Confidential Support Staff
2
SRP Supervisory Staff
3 Central Office
Supervisory Staff
4 Central Office
Administrative Staff
5 Other
Professional Staff
6 Adult and
Continuing Education
7 Miscellaneous
The
above groups of employees are included in the
BOCES paid group $100,000 term life insurance plan:
The
above groups of employees are included in the
Split Dollar Life Insurance Plan.
The Central Office Administrative Staff (Group 4)
members formerly included in the
Washington-Warren-Hamilton-Essex BOCES Split
Dollar Life Insurance Plan or the Life Insurance
Premium Reimbursement Plan are allowed to continue
in that plan and are
eligible for a total of ten years
premium paid by the BOCES.
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VOLUNTARY SICK LEAVE BANK
(Groups 1, 2, 3, 4, 5)
Staff included in the above groups are eligible to
participate in a voluntary sick leave bank
pursuant to Article VI D of the Administrators’
Agreement.
Managerial staff (both certified and civil
service) shall receive benefits according to
provisions of the collective bargaining agreement
with the Administrators’ Association.
Article 6 Leave for
Administrators
Article 7 Holidays
Article 8 Vacation
Schedule
Article 9 Sabbatical Leave
Article 10 Insurance
Article 11 Sick Leave
Payment Plan
Article 12 Medical
Examination
Article 14 Longevity
Payments
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CONFIDENTIAL AND SUPERVISORY STAFF BENEFITS
(Groups 1, 2)
Staff shall receive benefits according to
provisions of the collective bargaining agreement
with the Saratoga Adirondack BOCES Employees
Association, School Related Professional Unit.
Certified staff shall receive benefits according
to provisions of the collective bargaining
agreement with the Saratoga Adirondack BOCES
Employees Association, Faculty Unit. Civil
Service staff shall receive benefits according to
provisions of the collective bargaining agreement
with the Saratoga Adirondack BOCES Employees
Association, School Related Professional Unit.
Adopted: January 9, 2002
Revised: June 11, 2003
Revised: October 13, 2004
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3200
SUBJECT:
EVALUATION OF ADMINISTRATIVE AND MANAGEMENT
PERSONNEL
Evaluation of the performance of
all administrators and management personnel is an
integral part of the total system of accountability
instituted by the Board. The primary purpose of evaluation is the improvement
of the services provided by this BOCES.
The Board, in conference with the District
Superintendent, shall review the District Superintendent's
performance each year.
All other administrative personnel shall be evaluated
by the District Superintendent or other administrator to
whom they report.
Adopted:
January 9, 2002
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3300
SUBJECT:
JOB DESCRIPTIONS
A written job description shall be on file in the
Human
Resource Services Office
for
every position in the BOCES. These descriptions shall generally detail the job
responsibilities for each position.
Adopted:
January 9, 2002
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