401 Selection and Employment of Personnel

401.1 Recruitment of Personnel

Code No. 401.1

RECRUITMENT OF PERSONNEL

The Superintendent shall be responsible for recruiting personnel for the various positions within the District.  The Superintendent shall take affirmative action to encourage persons to apply in accordance with the District's affirmative action plan.  The Superintendent may make such use of other employees as the Superintendent may so determine.  The Superintendent shall use such methods, advertising media or other sources as may be appropriate to recruit personnel.  Job openings at the District shall be posted on the Iowa Department of Education’s online state job postings system as required by Iowa law. 

All applicants shall be required to complete a written application form provided by the District.  The District will perform criminal, child abuse, elder abuse, and sexual offender background checks on all persons offered employment in the District and/or as otherwise required by law.  Applicants shall not be charged for background checks except as permitted by Iowa law.  All offers of employment shall be subject to the District receiving, reviewing and finding satisfactory these background checks.  Employment of all personnel shall also be subject to Board approval.

This policy does not prevent the hiring or transfer of employees without advertising or posting when appropriate or required by a collective bargaining agreement or by law.

 

 

Date of Last Review: 
August 12, 2019

 

Date of Revision:
August 12, 2019

 

Legal References:

 

279.8, 280.14, 280.15, Code of Iowa; 281 I.A.C. Chapter 95

 

00973185

DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS

401.2 Qualifications

Code No. 401.2

QUALIFICATIONS

Selection of personnel shall be based upon the following qualifications:

  1. All professional employees shall be properly certified, authorized, or licensed as required by statute, the Iowa Department of Education and Iowa Board of Educational Examiners, or other appropriate licensing body, and as required by the District's job descriptions.
  2. All classified employees shall be properly licensed by the State if a license is required by law or by the District's job description.
  3. Educational and other training where such training is necessary or appropriate for the position.
  4. Needs of the District.
  5. Demonstrated ability to fulfill all aspects and essential duties of the position.
  6. Demonstrated rapport with children, fellow workers, and others.
  7. Ability to exercise discretion and good judgment.
  8. Diligence and dependability.
  9. Ability to follow instructions and suggestions of supervisors.
  10. Compatibility with the District's philosophy and programs.
  11. Adherence to professional ethics.
  12. History of past successful job experiences.
  13. Other qualities as may be determined from time to time by the administrative staff.

Applicants shall be considered without regard to their race, color, creed, gender, religion, marital status, parental status, sexual orientation, gender identity, national origin, ethnic identity, genetic information, age or disability.

All applicants shall undergo background checks as required by Iowa law and Board Policy 401.1.  After hire, the District shall also conduct or ensure the requisite follow-up background checks are conducted of employees at least every five (5) years or as otherwise required by Iowa law.  An employee shall not be charged for background checks, except as permitted by law.

 

Date of Last Review:                 August 12, 2019

Date of Revision:
August 12, 2019

 

Legal References:

Chapter 272, 279.8, 279.13, 279.19B, 279.21, 279.23, 280.14, 294.1, Code of Iowa; 281 I.A.C. 12.4,   43.12-.24; 282 I.A.C. Chapters 14-22

 

00972105

DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS

401.3 Licensure and Transcripts

Code No. 401.3

LICENSURE AND TRANSCRIPTS

All employees, including temporary employees, required to hold a certificate, license, statement of professional recognition, or authorization from the Iowa Board of Educational Examiners or other appropriate licensing body are required to have a certificate, license or statement valid for the position for which they have been employed on file in the personnel office prior to commencing duties.  It shall be the financial responsibility of each employee to maintain current licensure or certification.

All licensed employees, including temporary employees, are required to have an official copy of their college transcripts on file in the personnel office prior to commencing duties. Employees earning additional credits shall file an official copy of their college transcripts in the personnel office.

Date of Last Review:
August 12, 2019

Date of Revision:
August 12, 2019

00972108

 

 

Legal References:

Chapter 272, 279.8, 279.13, 279.19B, 279.21, 279.23, 280.14, 294.1, Code of Iowa; 281 I.A.C. 12.4, 43.12-.24; 282 I.A.C. Chapters 14-22

 

 

 

DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS

401.4 Individual Contracts

Code No. 401.4

INDIVIDUAL CONTRACTS

Contracts with Administrators:

 The length of the contract for employment between an administrator and the Board will be determined by the Board and stated in the contract.  The contract will also state the terms of the employment.  A contract is invalid if the administrator is under contract with another board of directors in Iowa covering the same period of time until such contract shall have been released or terminated.

It is the responsibility of the superintendent to create a contract for each administrative position.  The Board may issue temporary and nonrenewable contracts in accordance with law.

The first three consecutive years of a contract issued to a newly employed administrator will be considered a probationary period.  The probationary period may be extended for an additional year upon the consent of the administrator.  In the event of termination of a probationary or nonprobationary contract, the Board will afford the administrator appropriate due process, as required by law.  The Board reserves the right to dismiss an administrator during the contract term for just cause in accordance with law.  The administrator and Board may mutually agree to terminate the administrator’s contract. 

A contract shall not be tendered to a continuing administrator prior to March 15th.  The administrator shall sign and return the contract to the Board by the date specified by the Board, which shall be at least twenty-one days after it is tendered.

The contract shall be signed by the President of the Board and by the administrator and shall be filed with the Board Secretary before the administrator enters upon performance of the contract.

Administrators who wish to resign, be released from a contract, or retire, must comply with applicable law and Board policies and regulations.

Contracts With Licensed Employees Other Than Administrators:

Contracts with licensed employees in the District, other than with administrators or with temporary employees, shall be in writing and shall state the number of contract days, the compensation to be paid, and such other matters mutually agreed upon.  A contract, with a licensed employee, is invalid if the employee is under a contract with another board of directors during the same time period until a release is obtained, unless pursuant to a sharing arrangement.  Contracts entered into with licensed employees, other than an administrator, will continue from year to year except as modified or terminated as provided by law.  The Board may issue temporary and nonrenewable contracts in accordance with law.

A contract shall not be tendered to a continuing licensed employee prior to March 15th.  The licensed employee shall sign and return the contract to the Board by the date specified by the Board, which shall be at least twenty-one days after it is tendered.

The contract shall be signed by the President of the Board when tendered, and after it is signed by the licensed employee, the contract shall be filed with the Board Secretary before the employee enters into performance under the contract.

Contracts With Classified Employees:

Contracts with classified employees shall be in writing and shall state the term of employment, the compensation to be paid, and such other matters as may be agreed upon.  The contract shall provide that the employment of the employee may be immediately terminated for cause and may also be terminated upon fourteen (14) calendar days’ notice for any reason.  Classified employees are considered "at will" employees, are not on continuing contracts, and are not automatically re-employed.  The Superintendent has the authority to hire classified employees, other than supervisors, without advance Board approval.  The Superintendent also has authority to discipline and discharge classified employees without advance Board approval, subject to the right of the employee to appeal such decision to the Board under the complaint procedure.

Contracts for Coaches or Extracurricular Activity Sponsors:  All coaching and extracurricular sponsor contracts shall be in writing and include the annual compensation to be paid, length of service and other matters mutually agreed upon.  The contracts shall be for the length of time as indicated in the regularly scheduled season for the assigned sport or activity, along with any other days/times as may be assigned for post-season tournaments or other related duties for that sport or activity.  The contract shall not exceed a single school year.  The contract shall provide that the employment of the employee may be immediately terminated for cause and may also be terminated upon fourteen (14) calendar days’ notice for any reason.  Coaches and extracurricular sponsors are considered “at will” employees, are not on continuing contracts, and are not automatically re-employed.

Contracts for coaching or sponsoring extracurricular activities shall be issued separately from teaching contracts. A resignation or termination from a coaching or sponsor contract shall not affect the teaching contract. However, a resignation or termination from a teaching contract shall automatically be a resignation or termination from all coaching and/or sponsor contracts held by the employee.

 

Date of Last Review:

August 12, 2019

 

Date of Last Revision:

September 18, 2017                

 

01406937

 

Legal References:

 

 Iowa Code Chapters 272 and 279; 281 I.A.C. 12.4 

 

 

 

401.5 Employee Probationary Status

Code No. 401.5

LICENSED EMPLOYEE PROBATIONARY STATUS

 

The first three consecutive years of employment as an in the Decorah Community School District shall be a probationary period.  Said probationary period may not be waived by the Board even if the administrator has previously served a probationary period at another school district.

The first three consecutive years of employment as a licensed employee in the Decorah Community School District shall be a probationary period, unless the employee has already successfully completed the probationary period as a licensed employee in another Iowa school district.  Licensed employees (other than administrators) who have previously successfully completed a probationary period in another Iowa school district shall serve a two year probationary period in the Decorah Community School District.  For purposes of this policy, a licensed employee shall be deemed to have met the requirements for successfully completing a probationary period in another Iowa school district if the licensed employee was employed in the prior district for the requisite number of years, received a satisfactory or better evaluation for the most recent formal evaluation, and the licensed employee has not engaged in conduct which would disqualify the licensed employee from receiving a continuing contract from the prior district.

Only the Board, in its discretion, may waive the probationary period.  The Board may extend the probationary period for one additional year with the consent of the licensed employee.  The Board will make the decision to extend or waive a licensed employee's probationary status based upon the Superintendent's recommendation.  During the probationary period the Board may terminate the licensed employee’s (other than administrator) contract at the end of the year without cause or immediately discharge the employee for cause consistent with applicable law and Board policies and regulations.   

 

Date of Review:

August 12, 2019

 

Date of Adoption: 

September 18, 2017                

 

 

Legal References:

 

 Iowa Code Chapters 279 and 284                            

 

01406940

DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS

401.6 Resignations

Code No. 401.6

RESIGNATIONS

Form.

Resignations shall be submitted in writing, signed and dated by the resigning party and directed to the Secretary of the Board of Directors.

Regular Time for Submitting Resignations.

Administrators shall submit their written resignations to the Secretary of the Board in the last year of the term of their employment on or before May 1, or on or before the date specified by the Board for return of the contract, whichever date occurs first.

Licensed employees, other than administrators, shall submit their written resignations to the Secretary of the Board on or before the last day of the school year or on or before the date specified by the Board for return of the contract, whichever date occurs first.    The Board may require a continuing employee who has resigned from an interscholastic coaching contract to accept the contract for one additional year if a good faith effort to find a suitable replacement has been made but the position is not filled by June 1.

Classified employees shall submit their written resignations to the Secretary of the Board at least fourteen (14) calendar days prior to their departure dates.

Early Release Requests by Licensed Employees.

The Board recognizes that there are some circumstances which force a licensed employee to request a release from a contract before the expiration date of the contract.  The Board also recognizes that the District suffers difficulties and expenses in finding a suitable replacement, fewer applicants may be available during a contract term, and that a late resignation causes disruption to the District's programs.  The Board believes that any employee who signs a contract should fulfill the contract to the best of the employee's ability.

A licensed employee who wishes to resign a contract before the expiration date of the contract (including after accepting a contract for the following contract year), shall submit to the Secretary of the Board a signed written request setting out the reasons for the requested release and the date of the requested release.

The licensed employee shall be released from the contract only if the Board determines that a valid reason exists for release from the contract and a suitable replacement is found.  The licensed employee shall be expected to continue performing services under the contract until a suitable replacement can be secured and a release is obtained from the Board.

A licensed employee may seek a waiver from the Board of any of the conditions set forth for requesting a release prior to the expiration date of the contract.  The Board may, on its own or following a request, in its discretion, waive any of the conditions.

In the event a licensed employee terminates employment without proper release, the Superintendent may be directed by the Board to advise the Board of Educational Examiners, and the Superintendent may pursue any other remedies under the law.

Date of Last Review:

August 12, 2019

 

Date of Revision:

August 12, 2019

00972123

 

Legal References:

279.8, 279.13, 279.19A, 279.23, 279.24, Code of Iowa;

DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS 

401.7 Reserved.

Code No. 401.7

 

RESERVED

 

 

DECORAH COMMUNITY SCHOOL DISTRICT BOARD OF DIRECTORS

 

 

543133

401.8 Discipline and Discharge

Code No. 401.8

DISCIPLINE AND DISCHARGE

Expected Behavior.  All employees shall perform their assigned duties cooperatively and competently and in accordance with District policies, rules, regulations and directives.  All employees are also expected to obey the laws, to adhere to professional ethics, and to abstain from behavior which adversely affects their job performance.

Sanctions.  The Superintendent of Schools may impose the following disciplinary sanctions for breach of expected behavior: verbal or written warnings or reprimands, disciplinary probation, and disciplinary suspensions not to exceed ten (10) work days (with or without pay).  The nature and duration of the disciplinary sanction shall depend upon the seriousness of the offense, extenuating or exacerbating circumstances, and the employee's prior work record.  The sanctions listed in this policy are not intended to provide a rank ordering of sanctions, and probation or suspension may be imposed without first imposing a warning, or an employee may be discharged without first applying any of these sanctions.

Procedures.  Prior to imposing a disciplinary sanction, the employee shall be told orally or in writing of the charges and given a summary of the evidence supporting the charges.  The employee shall be given an opportunity to respond to the charges.  No delay need be given between notice of the charges and the chance to respond.  Written notice of the terms of the disciplinary action shall be given to the employee other than for oral warnings or reprimands.  If the employee believes that the disciplinary sanction is unwarranted, the employee may file a complaint utilizing the employee complaint procedures of Code No. 400.4.  At any step of the complaint procedure, the person hearing the complaint may impose a less severe or more severe disciplinary sanction.

Suspensions Pending Action.  An employee may be suspended by the Superintendent with or without pay, pending an investigation into charges against an employee or pending the commencement of discharge proceedings.  This shall not be deemed a disciplinary suspension and shall not be covered by the procedures set forth in this policy.

Discharge.  The Board of Directors may terminate the contract of a licensed employee in accordance with applicable provisions of Chapter 279 of the Code of Iowa.  Other sanctions specified in this policy need not be first utilized.  The Board of Directors may terminate the employment of an individual who holds an interscholastic coaching contract with the District or who is authorized but not licensed to coach at any time or in accordance with the terms of the contract.

The Superintendent may terminate the employment of a classified employee or of an employee with an extra-curricular contract (other than for coaching interscholastic athletics) immediately for cause or upon fourteen (14) calendar days notice for any reason.  The employee may appeal the action utilizing the procedures of Code No. 400.4.

 

Date of Revenue:
August 12, 2019

 

Date of Revision:
August 12, 2019

 

Legal References:

 

20.7, 279.13, 279.15-.19B, 279.23, 279.24, 279.25,                                                                 

279.27, Chapter 284, 285.5, Code of Iowa         

 

565392

DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS