C - GENERAL SCHOOL ADMINISTRATION

CA General School Administration Goals and Objectives

CB Ethics

CBG Administrative and Supervisory Positions

CC Organization Charts

CD Line and Staff Relations

CE School Superintendent – Selection/Qualifications (Cf. ABD)

CEB Board/Staff Relations – School Superintendent Duties

CEC Appointed Superintendent – Recruitment

CED Appointed Superintendent – Appointment

CEE Superintendent’s Compensation and Benefits

CEF Superintendent Expenses (Cf. DJD)

CEG Superintendent Professional Development Opportunities

CEH Superintendent Consulting

CEI Superintendent Evaluation

CEJ Appointed Superintendent Separation

CEL Superintendent Retirement

CEM Superintendent Bond

CG Administrative Personnel (Cf. GA, GB)

CGA Administrative Personnel Compensation Guides and Contracts (Cf. EGA)

CGB Administrative and Supervisory Personnel Positions

CGC Fair Labor Standards Act

CGD Administrative Personnel Hiring

CGE Administrative Personnel Assignment (See GAMA)

CGI Administrative Personnel Evaluation

CGJ Administrative Personnel Promotions

CGL Administrative Personnel Reassignment

CGM Administrative Personnel Separation

CGN Administrative Personnel Resignation

CGO Administrative Personnel Retirement

CGPB Administrative Personnel Time Schedules

CGPF Administrative Personnel Professional Leaves and Absences

CGPH Administrative Personnel Vacations

CI Administrative Personnel Intern Program

CK Administrative Personnel Professional Development Opportunities (Cf. GADI)

CL Administrative Personnel Councils, Cabinets, and Committees

CMA Administrative Rules

CN Administrative Records (Cf. BE)

CO Administrative Reports (Cf. BF) (Also see DIB.)

COO School District Annual Report

The Board of Trustees assigns all executive and administrative duties to the Superintendent,who is properly licensed and chosen in the manner prescribed by law. Section §37-63 (3-4); Section §37-97- 13, 14); Section §37-19-1 (d); and Section §37-61-9

The Superintendent and other Central Office administrators take active leadership roles in theimplementation of educational policies and programs.

Active leadership on the part of the administration ensures successful implementation of thepolicies of the Board of Trustees and continual improvement of the Picayune School District.

The Picayune School District’s administrative organization shall be designed so that alldivisions and departments of the Central Office and all schools are part of a single systemguided by the policies of the Board of Trustees which are implemented through theSuperintendent. Principals and Central Office administrators are expected to administer theirunits in accordance with the policies of the Board of Trustees and the Superintendent’s rules andprocedures. In addition, vision, initiative, resourcefulness, and wise leadership are essential foreffective administration.

The Board of Trustees shall be responsible for clearly specifying requirements and expectationsof the Superintendent, holding the Superintendent accountable by evaluating how well thoserequirements and expectations have been met. The Superintendent shall be responsible forclearly specifying requirements and expectations for all other administrators and holding each ofthem accountable.

ADMINISTRATIVE OPERATIONS

The Board of Trustees delegates to the Superintendent responsibility for the administration ofthe schools. His/her authority to administer stems not only from this action but also frompowers conferred upon him/her by the Mississippi School Laws and the regulations of the StateBoard of Education.

To guide the Superintendent in determining the pattern of his/her administrative operations, theBoard of Trustees offers the following statements of intent:

1. The Board of Trustees will devote its major effort to clarifying and establishing goals forthe Picayune School District, to weighing and adopting policies to guide the professionalstaff, to appraising results achieved in relation to the goals, and to performing suchministerial functions as required by law and State regulations.

2. The Board of Trustees does not wish unnecessary barriers erected between itself andmembers of the professional staff, or between and among residents and parents of theCity, students of the schools, and members of the professional staff. The Board of

GENERAL SCHOOL ADMINISTRATION GOALS AND OBJECTIVES CA

Trustees values the most free interchange of ideas as preeminently desirable. Nothingshould be allowed to interrupt the free and open flow of ideas and assistance amongpersonnel at every level.

3. The Board of Trustees encourages the Superintendent to keep abreast of and to apply thebest known administrative concepts and procedures designed to harness the total talentsof the Picayune School District’s personnel in enthusiastic pursuit of the goals of thePicayune School District.

LINE OF RESPONSIBILITY

Each employee of the Picayune School District, except the Board Attorney, shall be responsibleto the Board of Trustees through the Superintendent.

From students, responsibility flows directly through teachers, principals, assistantsuperintendent, Superintendent, to the Board of Trustees.

Whenever possible, each member of the staff shall be made responsible to only one immediatesuperior for any one function.

Each member of the staff shall be told to whom he/she is responsible, and for what functions.

All personnel shall refer matters requiring administrative action to the administrative officerimmediately in charge of the area in which the problem arises. Administrative officers shallrefer such matters to the next higher authority when necessary.

LINE AND STAFF RELATIONSHIPS

The Central Office administrative staff is responsible for over-all system-wide educationalleadership and for coordinating the educational program within policy established by the Boardof Trustees. All system-wide services emanate from the Central Office. All official system-wide committees, councils, and coordinating groups shall be based in the Central Office.

The principal of each school is the responsible administrator in the building. All personnel,both professional and non-instructional, who work in the school either on a full-time or part-time basis, are responsible administratively to the principal. All contacts with personnel,instructional and non-instructional, are made through the principal’s office.

Major goals of administration in the Picayune School District shall be to:

1. Manage the various departments, units, and programs effectively;

2. Provide professional advice and counsel to the Board of Trustees and to advisory groupsestablished by action of the Board of Trustees. Preferably, where feasible, this will bedone through reviewing alternatives, analyzing the advantages and disadvantages of

each, and recommending a selection from among the alternatives;

3. Implement the management function so as to assure the best and most effective learningprograms, through achieving such sub-goals as:

(a) providing leadership in keeping abreast of current educational developments;

(b) arranging for the professional development necessary to the establishment andoperation of learning programs that better meet more learner needs;

(c) coordinating cooperative efforts at improvement of leaning programs, facilities,equipment, and materials; and

(d) providing access to the decision making process for improvement ideas of staff,students, parents, and others.

LEGAL REFERENCE: Section §37-63 (3-4)Section §37-97-13, 14Section §37-19-1 (d)Section §37-61-9

CROSS REFERENCE: Board Policy ABB – BOARD POWERS AND DUTIESBoard Policy BA – BOARD OPERATIONS, GOALS ANDOBJECTIVES, MISSION STATEMENTBoard Policy CEB – DUTIES OF SUPERINTENDENTBoard Policy CC – ORGANIZATION CHARTS

An educational administrator’s professional behavior must conform to an ethical code. Thecode must be idealistic and at the same time practical, so that it can apply reasonably to alladministrators. The administrator acknowledges that the schools belong to the public he/sheserves for the purpose of providing educational opportunities to all. However, the administratorassumes responsibility for providing professional leadership in the school community. Theresponsibility requires the administrator to maintain standards of exemplary professionalconduct. It must be recognized that the administrator’s actions will be viewed and appraised bythe community, professional associates, and students. To these ends, the administratorsubscribes to the following statements of standards:

The educational administrator:

• Makes the well-being of students the fundamental value of all decision-making andactions,

• Fulfills professional responsibilities with honesty and integrity,

• Supports the principle of due process and protects the civil and human rights of allindividuals,

• Obeys local, State, and national laws and does not knowingly join or supportorganizations that advocate, directly or indirectly, the overthrow of the government,

• Implements the policies and administrative rules and regulations of the Board ofTrustees,

• Pursues appropriate measures to correct those laws, policies, and regulations that are notconsistent with sound educational goals,

• Avoids using positions for personal gain through political, social, religious, economic, orother influence,

• Accepts academic degrees or professional licensure only from duly accreditedinstitutions,

• Maintains the standards and seeks to improve the effectiveness of the profession throughresearch and continuing professional development, and

• Honors all contracts until fulfillment, release, or dissolution mutually agreed upon by allparties to contract.

Statement of Ethics for School Administrators, American Association of School Administrators,

ETHICS CB

1981.

CODE OF ETHICS

The educators of the Picayune School District acknowledge the challenges of the profession wehave chosen and engage ourselves, individually and collectively, to assess our colleagues and tobe assessed by them in accordance with the applicable provisions of this code.

PRINCIPAL I Commitment to the Student

We affirm our belief in the worth and dignity of humanity. We recognize the supremeimportance of the pursuit of truth, the encouragement of scholarship, and the promotion ofdemocratic citizenship. We regard as essential to these goals the protection of freedom to learnand to teach and the guarantee of equal educational opportunity for all. We affirm and acceptour responsibility to practice our profession according to the highest ethical standards.

In fulfilling our obligations to the student we:

1. Deal justly and considerately with each student,

2. Encourage the student to study varying points of view and respect his/her right to formhis/her own judgment,

3. Withhold confidential information about a student regarding his/her home unless wedeem its release serves professional purposes, benefits the student, or is required by law,

4. Make discreet use of available information about a student,

5. Conduct conferences with or concerning students in an appropriate place and manner,

6. Refrain from commenting unprofessionally about a student or his/her home,

7. Avoid exploiting our professional relationship with any student,

8. Tutor only in accordance with officially approved policies,

9. Inform appropriate individuals and agencies of the student’s educational needs and assistin providing an understanding of his/her educational experiences, and

10. Seek constantly to improve learning facilities and opportunities,

PRINCIPAL II Commitment to the Community

We believe that patriotism in its highest form requires dedication to principles of our democraticheritage. We share with other citizens the responsibility for the development of sound pubicpolicy. As educators, we are particularly accountable for participating in the development of

educational programs and policies and for interpreting them to the public.

In fulfilling our obligations to the community, we:

1. Share the responsibility for improving the educational opportunities for all,

2. Recognize that each educational institution may have a person authorized to interpret itsofficial policies,

3. Acknowledge the right and responsibility of the public to participate in the formulationof educational policy,

4. Use educational facilities for intended purposes consistent with applicable policy, law,and regulations,

5. Assume full potential and citizenship responsibilities, but refrain from exploiting theinstitutional privileges or professional positions to promote political candidates orpartisan activities, and

6. Protect the educational program against undesirable infringement.

PRINCIPLE III Commitment to the Profession

We believe that the quality of the services of the educational profession directly influences thefuture of the nation and its citizens. We therefore exert every effort to raise educationalstandards, to improve our services, to promote a climate in which the exercise of professionaljudgment is encouraged, and to achieve conditions which attract persons worthy of the trust tocareers in education. Aware of the value of united effort, we contribute actively to supportplanning and programs of our profession.

In fulfilling our obligations to the profession, we:

1. Recognize that a profession must accept responsibility for the conduct of its membersand understand that our conduct may be representative,

2. Participate and conduct ourselves in a responsible manner in the development andimplementation of policies affecting education,

3. Cooperate in the orientation of student teachers, interns, and those colleagues new totheir positions,

4. Refrain from assigning professional duties to non-professional personnel when suchassignment is not in the best interest of the student,

5. Keep the trust under which confidential information is exchanged,

6. Interpret and use the writing of others and the findings of educational research withintellectual honesty,

7. Maintain our integrity when dissenting by basing our public criticism of education onvalid assumptions as established by careful evaluation of facts,

8. Represent honestly our professional qualifications and identify ourselves only withreputable educational institutions,

9. Respond accurately to requests for evaluations of colleagues seeking professionalpositions, and

10. Provide applicants seeking information about a position with an honest description ofthe assignment, the conditions of work, and related matters.

PRINCIPAL IV Commitment to Professional Employment Practices

We regard the employment agreement as a solemn pledge to be executed both in the spirit andin fact in a manner consistent with the highest ideals of professional service. Soundprofessional personnel relationships with a governing board are built upon personal integrity,dignity, and mutual respect.

In fulfilling our obligations to professional employment practices, we:

1. Apply for or offer a position on the basis of professional and legal qualifications,

2. Apply for a specific position only when it is known to be vacant and refrain from suchpractices as underbidding or commenting adversely about other candidates,

3. Fill no vacancy except where the terms, conditions, policies, and practices permit theexercise of our professional judgment and skill, and where a climate conducive toprofessional service exists,

4. Adhere to the conditions of a contract or to the terms of an appointment until either hasbeen terminated legally or by mutual consent,

5. Give prompt notice of any change in availability of service, in status of application, orchange of position,

6. Conduct professional business through the recognized educational and professionalchannels,

7. Accept no gratuities or gifts of significance that might influence our judgment in theexercise of our professional duties, and

8. Engage in no outside employment that will impair the effectiveness of our professionalservice and permit no commercial exploitation of our professional position.

All administrative and supervisory positions in the Picayune School District are establishedinitially by the Board of Trustees, or by Mississippi School Laws, or by regulation of the StateBoard of Education, or by a combination thereof.

It is the intent of the Board of Trustees to activate such positions sufficient to promote theattainment of the goals of the Picayune School District.

In each case, the Board of Trustees will approve the purpose and function of the position inharmony with State laws and regulation, approve a statement of job requirements asrecommended by the Superintendent, and delegate to the Superintendent the task of writing, orcausing to be written, a job description for the position.

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

Although positions may remain temporarily unfilled, only the Board of Trustees may abolish aposition.

LEGAL REFERENCE: Section §37-3-01

ADMINISTRATIVE AND SUPERVISORY PERSONNEL POSITIONS CBG

The legal authority of the Board of Trustees is to be conveyed through the Superintendent by theorganization charts for the Picayune School District.

The Board of Trustees assigns all executive and administrative duties to the Superintendent whois properly certified and chosen in the manner prescribed by law. The term Superintendentrefers to the Chief Administrative Officer of the Picayune School District.

The effective operation of the schools in the Picayune School District requires an organizationstructure, effective administrative leadership at every level of responsibility, decision-making atthe point in the structure where the decision can most effectively be made, and thecommunication between individuals affected by decisions made. It is the function of leadershipat every level to examine relevant facts and alternatives and to involve appropriate individualsin the process of reaching a decision. It is the responsibility of leadership to develop ways andmeasures that provide effective communication. Once a decision has been made, it is thefunction of administration and of persons affected by such decisions, not only to follow throughto assure implementation but also to evaluate continuously these decisions and to recommendrevisions they think should be made.

ORGANIZATION CHARTS CC

The Board of Trustees directs the Superintendent to inform all personnel regarding the workingrelationships in the Picayune School District.

Lines of direct authority shall be those approved by the Board of Trustees and shown on thePicayune School District organization charts.

Personnel shall refer matters requiring administrative action to the administrator to whom theyare responsible. That administrator shall refer such matters to the next higher administratorwhen necessary. All personnel shall keep the immediate administrator informed of theiractivities.

Personnel shall have the right to appeal any decision made by an administrative officer throughgrievance procedures established through policy approved by the Board of Trustees.

The established lines of authority represent direction of authority and responsibility. When thestaff is working together, the lines represent avenues for a two-way flow of ideas to improve theprogram and operations of the Picayune School District.

LINE AND STAFF RELATIONS CD

The Picayune School District shall have a Superintendent selected in the manner provided bylaw.

The Board of Trustees assigns all executive and administrative duties to the Superintendent whois properly licensured and chosen in the manner prescribed by law. The term “Superintendent”refers to the Chief Administrative Officer of the Picayune School District.

The Superintendent must hold, at a minimum, a valid Class AA administrator’s license issuedby the Mississippi State Department of Education and shall have had not less than four (4) yearsof classroom or administrative experience.

QUALIFICATIONS: Class AA Mississippi license in administration in accordance withthe statutes of the State of Mississippi

Not less than four years of classroom or administrative experience

REPORTS TO: Board of Trustees

SUPERVISES: Directly or indirectly, every District employee

JOB GOAL: To direct every member of the administrative, instructional, andsupportive services teams in setting and achieving the higheststandard of achievement for each student

To oversee and administer the use of all Picayune School Districtfacilities, property, and funds with a maximum of efficiency andconcern for their impact on the achievement of each student

TERMS OF EMPLOYMENT: LENGTH (Arranged by the Board of Trustees not toexceed four (4) years per contract)

Salary (Arranged by the Board of Trustees)

EVALUATION: An annul evaluation shall be completed in January of each year inaccordance with provisions of the Board of Trustees’ policy onevaluation of the Superintendent.

CROSS REFERENCE: Board Policy ABD – SCHOOL SUPERINTENDENT – LEGALSTATUS

SCHOOL SUPERINTENDENT - SELECTION/QUALIFICATIONS CE

The Board of Trustees assigns all executive and administrative duties to the Superintendent,who is properly licensed and chosen in the manner prescribed by law. Section §37-6-3 (3-4); Section §37-9-7, Section §37-9-13, Section §37-9-14; Section §37-61-9

(1) It shall be the duty of the Superintendent to administer the schools within the PicayuneSchool District and to implement the decisions of the Board of Trustees. TheSuperintendent shall include as part of his/her duties all process and performancestandards found in Mississippi Public School Accountability Standards as well as thoseimposed by law and local district policies.

(2) In addition to all other powers, authority and duties imposed or granted by law, theSuperintendent shall have the following powers, authority and duties:

(a) To enter into contracts in the manner provided by law with each assistantsuperintendent, principal, and teacher of the schools under his/her supervision,after such assistant superintendent, principal, and teachers have been selected andapproved in the manner provided by law,

(b) To enforce in the schools of the Picayune School District the courses of studyprovided by law or the rules and regulations of the State Board of Education, andto comply with the law with reference to the use and distribution of freetextbooks,

(c) To administer oaths in all cases to persons testifying before him/her relative todisputes relating to the schools submitted to him for determination, and to taketestimony in such cases as provided by law,

(d) To examine the monthly and annual reports submitted to him/her by principalsand teachers for the purpose of determining and verifying the accuracy thereof,

(e) To preserve all reports of Superintendents, principals, teachers, and other schoolofficers, and to deliver to his/her successor or clerk of the Board of Supervisorsall money, property, books, effects, and papers,

(f) To prepare and keep in his/her office a map or maps showing the territoryembraced in the Picayune School District, to furnish the County Assessor with acopy of such map or maps, and to revise and correct same from time to time aschanges in or alterations of the Picayune School District may necessitate,

(g) To keep an accurate record of the names of all the members of the Board ofTrustees showing the districts for which each was elected or appointed, the post

BOARD/STAFF RELATIONS – SCHOOL SUPERINTENDENT DUTIES CEB

office address of each, and the date of expiration of his/her term of office. Allofficial correspondence shall be addressed to the Board of Trustees and notice tosuch members shall be regarded as notice to the residents of the Picayune SchoolDistrict and it shall be the duty of the members to notify such residents,

(h) To deliver in proper time to the assistant superintendent, principals, teachers, andBoard of Trustees such forms, records and other supplies which will be neededduring the school year as by law or any applicable rules and regulations, and togive to such individuals such information with regard to their duties as may berequired,

(i) To make reports to the Board of Trustees for each scholastic month in such formas the Board of Trustees may require,

(j) To distribute promptly all reports, letters, forms, circulars, and instructions whichhe/she may receive for the use of school officials,

(k) To keep on file and preserve in his/her office all appropriate informationconcerning the affairs of the Picayune School District,

(l) To visit the schools of the Picayune School District in his/her discretion, and torequire the assistant superintendent, principals, and teachers thereof to performtheir duties as prescribed by law,

(m) To observe such instructions and regulations as the Board of Trustees and otherpublic officials may prescribe, and to make special reports to these officerswhenever required,

(n) To keep his/her office open for the transaction of business upon the days andduring the hours to be designated by the Board of Trustees,

(o) To make such reports as are required by the State Board of Education,

(p) To make an enumeration of educable children in the Picayune School District asprescribed by law,

(q) To keep in his/her office and carefully preserve the public school recordprovided, to enter therein the proceedings of the Board of Trustees and his/herdecision upon cases and his/her other official acts, to record therein the datarequired from the monthly and term reports of principals and teachers, and fromthe summaries of records thus kept,

(r) To delegate student disciplinary matters to appropriate school personnel,

(s) To make assignments to the various schools in the Picayune School District of all

non-instructional and non-licensed employees and all licensed employees, asprovided in Section §37-9-15 and Section §37-9-17, and to make reassignmentsof such employees from time to time; however, a reassignment of a licensedemployee may only be to an area in which the employee has a valid licenseissued by the State Department of Education. Upon request from any employeetransferred, such assignment shall be subject to review by the Board of Trustees,

(t) To employ substitutes for licensed employees, regardless of whether or not suchsubstitute holds the proper license, subject to such reasonable rules andregulations as may be adopted by the State Board of Education,

(u) To comply in a timely manner with the compulsory education reportingrequirements prescribed in Section §37-13-91 (6),

(v) To perform such other duties as may be required of him/her by law,

(w) To notify, in writing, the parent, guardian, or custodian, the Youth Court, andlocal law enforcement of any expulsion of a student for criminal activity,

(x) To notify the Youth Court and local law enforcement agencies, by affidavit, ofthe occurrence of any crime committed by a student or students upon schoolproperty or during any school-related activity, regardless of location and theidentity of the student or students committing the crime, and

(y) To employ and dismiss non-instructional and non-licensed employees asprovided by law.

(3) All funds to the credit of the Picayune School District shall be paid out on paycertificates issued by the Superintendent upon order of the Board of Trustees of thePicayune School District properly entered upon the minutes thereof, and all such ordersshall be supported by properly itemized invoices from the vendors covering the materialsand supplies purchased. All such orders and the itemized invoices supporting same shallbe filed as a public record in the Office of the Superintendent for a period of five (5)years. The Superintendent shall be liable upon his/her official bond for the amount ofany pay certificate issued in violation of the provisions of this section. The Board ofTrustees shall have the power and authority to direct and cause warrants to be issuedagainst such Picayune School District funds for the purpose of refunding any amount oftaxes erroneously or illegally paid into such fund when such refund has been approved inthe manner provided by law.

(4) The Superintendent shall be special Accounting Officer and Treasurer with respect toany and all Picayune School District funds. He/she or his/her designee shall issue allwarrants without the necessity of registration thereof by the Chancery Clerk. Transactions with the depositories and with the various tax collecting agencies whichinvolve Picayune School District shall be with the Superintendent or his/her designee.

(5) The Superintendent will have no responsibility with regard to Agricultural High Schooland Junior College funds. All Agricultural High School and Junior College funds shallbe handled and expended in the manner provided for in Sections §37-29-31 through Section §37-29-39.

(6) It shall be the duty of the Superintendent to keep and preserve the minutes of theproceedings of the Board of Trustees.

(7) The Superintendent shall maintain as a record in his/her office a book or a computerprintout in which he/she shall enter all demands, claims, and accounts paid from anyfunds of the Picayune School District. The record shall be in a form to be prescribed bythe State Auditor. All demands, claims, and accounts filed shall be preserved by theSuperintendent as a public record for a period of five (5) years. All claims found by theBoard of Trustees to be illegal shall be rejected and disallowed. All claims which arefound to be legal and proper shall be allowed and ratified as paid by the Superintendent. All claims as to which a continuance is requested by the claimant and those found to bedefective but which may be perfected by an amendment shall be continued. TheSuperintendent shall issue a pay certificate against any legal and proper fund of thePicayune School District in favor of the claimant in payment of claims. The provisionsof this section, however, shall not be applicable to the payment of teachers’ salaries,salaries of drivers of publicly owned school buses, travel advances, amounts due privatecontractors, or other obligations where the amount thereof has been previously approvedby a contract or by an order of the Board of Trustees entered upon its minutes, or byinclusion in the current fiscal year budget, and all such amounts may be paid by theSuperintendent by pay certificates issued by him/her against the legal and proper fundwithout allowance of a specific claim therefor as provided in this section, provided thatthe payment thereof is otherwise in conformity with law.

(8) The County Superintendent of Education shall also be a special Accounting Officer andTreasurer with respect to any and all County District School funds for (a) anyConsolidated School District situated within such County prior to July 1, 1987, and (b)any Line Consolidated School District for which such County is the home County priorto July 1, 1987. He/she or his/her designee shall issue all warrants for such ConsolidatedSchool District without the necessity of registration thereof by the Chancery Clerk. Transactions with the depositories and with the various tax collecting agencies whichinvolve school funds for such Consolidated School District shall be with the CountySuperintendent of Education, or his/her designee. The County Superintendent ofEducation shall maintain as a record in his/her office a book or a computer printout inwhich he/she shall enter all demands, claims, and accounts paid from any funds of suchConsolidated School District. Said record shall be in a form to be prescribed by theState Auditor, and all legal claims shall be allowed and pay certificates issued for suchConsolidated District in the manner prescribed in this section. Section §37-9-14 (1999)

LEGAL REFERENCE: Section §37-6-3 (3-4)Section §37-9-7Section §37-9-13Section §37-9-14Section §37-61-9Section §37-9-15Section §37-9-17Section §37-13-91 (6)Section §37-29-31 through Section §37-29-39

CROSS REFERENCE: Board Policy – ABB – BOARD POWERS AND DUTIESBoard Policy – ABBA – GENERAL HOME RULE

AUTHORITYBoard Policy – CA – GENERAL SCHOOL ADMINISTRATIONGOALS AND OBJECTIVES

When an opening in the Superintendency occurs, the Board of Trustees shall make every effortto fill the position with the most capable person available. The Board of Trustees shall consideronly those candidates who meet both State and local qualifications and who display the abilityto successfully carry out the duties of the Superintendent.

The Board of Trustees shall solicit applications from qualified members of the staff and may listthe vacancy with placement offices at selected educational institutions in Mississippi and inneighboring states, and with other educational placement agencies at its discretion.

Applications for the Superintendency shall be screened and those candidates who appear to bemost promising shall be interviewed. The Board of Trustees shall endeavor to conductinterviews on a school day so that applicants may visit the schools of the Picayune SchoolDistrict while they are in session. The Board of Trustees may, at its option, utilize the servicesof the departing Superintendent and/or an outside consultant in both recruiting and interviewingcandidates for the Superintendency.

APPOINTED SUPERINTENDENT – RECRUITMENT CEC

The Board of Trustees has the power and authority to select a Superintendent in the mannerprovided by law. Section §37-7-301 (p)

The Board of Trustees assigns all executive and administrative duties to the Superintendent,who is properly licensed and chosen in the manner prescribed by law. Section §37-6-3 (304) Section §37-97-13, -14; Section §37-1-91 (d); and Section §37-61-9

It shall be illegal for the Superintendent to be elected by the Board of Trustees if saidSuperintendent is related within the third degree by blood or marriage according to common lawto a majority of the members of the Board of Trustees. No member of the Board of Trusteesshall vote for any person as Superintendent who is related to him/her within the third degree byblood or marriage or who is dependent upon him/her in a financial way. Any contract enteredinto in violation of the provisions of this section shall be null and void. Section §37-9-21

The Board of Trustees has the power and authority, in its discretion, to employ theSuperintendent, unless such Superintendent is elected, for not exceeding four (4) scholasticyears. In such case a contract shall be entered into with such Superintendent for the number ofyears for which he/she has been employed. Section §37-9-25

The Superintendent of the Picayune School District, before entering upon the duties of his/heroffice, shall furnish a good and sufficient surety bond in the penal sum of One HundredThousand Dollars ($100,000.00), with sufficient surety. Such bond shall be filed and recordedin the Office of the Clerk of the Chancery Court in which the Picayune School District islocated, and shall be payable, conditioned and approved in the manner provided by law. Thepremium on said bond shall be paid out of the Picayune School District District MaintenanceFund. Section §37-9-27

NOTE: In order to assure compliance with statutes related to Nepotism and to Conflict ofInterest, please ensure compliance with MS Code statutes cited above and withSection §25-4-25 through Section §25-4-29; Section §25-4-105; Section §37-11-25; & Section §37-11-27; and with Article 4, Section 109 of theMS Constitution.

LEGAL REFERENCE: Section §37-7-301 (p)Section §37-6-3 (304)Section §37-97-13, -14Section §37-1-91 (d)Section §37-61-9Section §37-9-21Section §37-9-25Section §37-9-27

APPOINTED SUPERINTENDENT – APPOINTMENT CED

Section §25-4-25 through Section §25-4-29Section §25-4-105Section §37-11-25Section §37-11-27Article 4, Section 109 of the Mississippi Constitution

CROSS REFERENCE: Board Policy – CEA – SUPERINTENDENTQUALIFICATIONS

If any Superintendent, other than those elected, who has been elected and approved shall notexecute and return the contract within ten (10) days after same has been tendered to him/her forexecution, then, at the option of the Board of Trustees the election of the Superintendent and thecontract tendered to him/her shall be void and of no effect. Section §37-0-23

In employing and contracting with appointed Superintendents, the Board of Trustees shall in allcases determine whether the amount of salary to be paid such Superintendent, is in compliancewith the provisions of Chapter 19 of Title 37. No contract shall be entered into where the salaryof the Superintendent is to be paid in whole or in part from Mississippi Adequate Education Program funds except where the requirements of said chapter as to the amount of such salary arefully met. Nothing herein shall be construed, however, to prohibit any Picayune School Districtfrom increasing the salaries of appointed Superintendents, above the amount fixed by saidChapter, provided that the amount of such increase is paid from funds available to such Districtother than Mississippi Adequate Education Program funds. Section §37-9-33

The amount of the salary to be paid any appointed Superintendent shall be fixed by the Board ofTrustees provided that the requirements of Chapter 19 of Title 37 are met as to Superintendentspaid in whole or in part from Mississippi Adequate Education Program funds. In employingsuch Superintendents and in fixing their salaries, the Board of Trustees shall take intoconsideration the character, professional training, experience, executive ability, and teachingcapacity of the Superintendent. It is the intent of the Legislature that whenever the salary of theSchool District Superintendent is set by a Board of Trustees, the Board of Trustees shall takeinto consideration the amount of money that the District spends per pupil, and shall attempt toinsure that the administrative cost of the District and the amount of the salary of theSuperintendent are not excessive in comparison to the per pupil expenditure of the District. Section §37-9-37

The annual salaries so fixed shall be made payable in equal monthly or, within the discretion ofthe Board of Trustees, in equal semi-monthly installments for the number of scholastic monthsfor which the school is to be operated. An appointed Superintendent who completes the entirescholastic year shall be entitled to payment for the full number of monthly payments providedby the contract without regard to his/her activity at the time when his/her services are notrequired by the school. If an appointed Superintendent is released during the school term byagreement between the Board of Trustees and such Superintendent, then such Superintendentshall be entitled to such proportion of the annual salary as the time which he/she shall havetaught shall bear to the total school term, and any balance which may be due him/her shall bepaid at such time as the Board of Trustees may determine, but not later than the close of thecurrent scholastic year. Provided further, that upon written request when entering into anemployment contract, a Superintendent may within the discretion of the Board of Trustees, bepaid twice a month on the 15th of the month or the last working day prior to the 15th and on the

SUPERINTENDENT’S COMPENSATION AND BENEFITS CEE

last regular school day of each month except for the month of December. Section §37-9-39

The salaries of Superintendents shall be paid by pay certificates issued by the School DistrictSuperintendent. Such pay certificates may be issued without additional authorization of theBoard of Trustees where the amount of salary has been fixed and a contract entered into as isprovided in this chapter. All pay certificates shall be preserved by him/her as part of the officialrecords of his/her office for the same time and in the same manner as other records arepreserved. Except as is herein provided, the said warrants shall be governed in all respects bythe same laws regulating the issuance of other warrants for other purposes. All pay certificatesand warrants issued shall show the gross amount of the salary and all authorized deductionstherefrom for income taxes, social security, retirement contributions, and other lawful purposes. Section §37-9-41

It shall be unlawful for any appointed Superintendent to be paid for any services as such until awritten contract has been executed as is provided and required by this chapter. If any PicayuneSchool District Superintendent or administrative superintendent shall make any such paymentprior to the execution of the contract he/she shall be civilly liable for the amount thereof, and, inaddition, shall be liable upon his/her bond. If any appointed Superintendent shall willfully andwithout just cause breach his/her contract and abandon his/her employment he/she shall not beentitled to any further salary payments either for services rendered prior to such breach or forservices which were thereafter to have been rendered. Nothing in this section, however, shallprevent the employment and payment of substitute teachers without a written contract. Section§37-9-43

It shall be unlawful for the Superintendent to deduct or permit to be deducted from the salary ofany Superintendent any dues, fines, or penalties payable or alleged to be payable because of themembership of such Superintendent in any organization or association. However, dues orpremiums in health associations or corporations and tax sheltered annuity deductions authorizedby the United States Internal Revenue Code may be deducted upon written authorization fromthe Superintendent involved. Any Superintendent who shall make any such deduction orpermit any such deduction to be made, except those herein provided, shall be guilty of amisdemeanor and upon conviction shall be punished by a fine of not more than Twenty FiveDollars ($25.00) for each such deduction. Section §37-9-49

LEGAL REFERENCE: Section §37-0-23Section §37-9-33Section §37-9-37Section §37-9-39Section §37-9-41Section §37-9-43Section §37-9-49

CROSS REFERENCE: Board Policy DJC – PAYROLL PROCEDUREBoard Policy DJCA – PAY DAY SCHEDULE

The Superintendent shall keep and maintain an office as necessary for the discharge of his/herduties and responsibilities in office. The cost of operation of said office shall be paid out ofsuch funds as may be available to the Board of Trustees from all sources as provided by law.

NOTICE REGARDING THE EXPENDITURE BY THE

SUPERINTENDENT OF TRAVEL EXPENSE FUNDS AND

FUNDS FOR OTHER EXPENSES.

The State Audit Department requires that authorization for such expenditures be spread uponthe minutes of the Picayune School District at least annually even though such funds arebudgeted. Such authorization may include the following language:

Pursuant to the direction of the State Department of Audit, the Board of Trustees herebyauthorizes the Superintendent to expend budgeted travel expense funds and other expense fundsprovided for in said budget in the manner provided by law.

The Superintendent and all Central Office administrators will be allowed out-of-district travelwithin the state and up to 200 miles out-of-state without prior Board of Trustees approval.

All travel exceeding the 200 mile out-of-state limit must receive prior approval by the Board ofTrustees.

.

SUPERINTENDENT EXPENSES CEF

The Board of Trustees shall encourage the Superintendent to pursue his/her own professionaldevelopment.

To allow him/her to keep the Board of Trustees and professional staff informed of new andpromising educational developments, the Superintendent is urged to attend educationalconferences, seminars, and workshops, and other professional meetings, visit other schooldistricts, and use other means to be informed about modern educational thought and practices. The Superintendent shall give prior notice to the Board President of any professional meetingswhich will cause him/her to be absent from the Picayune District for more than three (3) days. Expenses incurred in such service, when authorized by the Board of Trustees, shall be paid fromPicayune School District funds as an expense of school administration.

The Superintendent and other Central Office administrators shall have attended SchoolExecutive Management Institutes as required by the State Department of Education.

SUPERINTENDENT PROFESSIONAL DEVELOPMENT CEG

OPPORTUNITIES

The Superintendent shall devote his/her time to the supervision of the Picayune School District. Only by prior agreement with the Board of Trustees may the Superintendent undertake forremuneration consulting work, speaking engagements, or other professional obligations.

CAUTION IS ADVISED: The Superintendent should review ethics laws. Offers forconsulting work, speaking engagements, etc., which come due tohis/her position as Superintendent may violate ethics laws.

SUPERINTENDENT CONSULTING CEH

The Picayune School District Board of Trustees shall evaluate the Superintendent annually inJanuary.

The Board of Trustees shall adopt and implement a formal personnel appraisal system forcertified staff which includes assessment of employees’ on-the-job performance.

The Board of Trustees will conduct an annual comprehensive evaluation of the Superintendentof Schools consistent with the assessment benchmarks established by the Mississippi SchoolBoard Association to evaluate the success the Superintendent has attained in meeting districtgoals and objectives, the Superintendent’s leadership skill and whether or not theSuperintendent has established appropriate standards for performance, is monitoring success andis using data for improvement.

LEGAL REFERENCE: House Bill No. 447, Regular Session 2012

SUPERINTENDENT EVALUATION CEI

It shall be the policy of the Picayune School District Board of Trustees to provide the highestpossible quality of education for the students enrolled in the Picayune School District. In orderto achieve this goal, it is recognized that it may be necessary to release the Superintendent fromfuture employment when his/her performance fails to meet the standards established by the StateBoard of Education and/or the Board of Trustees of the Picayune School District.

DEFINITION

The word “employee” shall include:

(A) Any teacher, principal, Superintendent or other professional personnel employed by thePicayune School District for a continuous period of two (2) years with the District andrequired to have a valid license issued by the State Department of Education as aprerequisite of employment; or

(B) Any teacher, principal, Superintendent or other professional personnel who hascompleted a continuous period of two (2) years of employment in a Mississippi publicschool district and one (1) full year of employment with the school district of currentemployment, and who is required to have a valid license issued by the State Departmentof Education as a prerequisite of employment.

(C) Any teacher, principal, Superintendent or other professional personnel who is required tohave a valid license issued by the State Department of Education as a prerequisite ofemployment must be an employee as defined above to be covered by the “EducationEmployment Law of 2001.”

PLAN OF IMPROVEMENT

Implementation of a Plan of Improvement is not required for nonrenewal of any teacher,principal, Superintendent or other professional personnel covered by the definition.

NONRENEWAL PROCEDURES

If the Board of Trustees makes a preliminary determination not to offer the school districtSuperintendent a renewal contract for a successive year, written notice of the preliminarynonreemployment determination must be given to the Superintendent before February 1. However, an interim conservator appointed pursuant to Section §37-17-6 (14) (a) or a schoolboard acting on the recommendation of a school district financial advisor appointed pursuant toSection §37-9-18 is not required to comply with the time limitations prescribed in this section

APPOINTED SUPERINTENDENT SEPARATION CEJ

for recommending the reemployment of superintendents.

An interim conservator appointed pursuant to the provisions of Section §37-17-6 (14) (a) or aschool board acting on the recommendation of a school district financial advisor appointedpursuant to the provisions of Section §37-9-18 shall not be required to comply with the timelimitations in this section for recommending the reemployment of principals, teachers,administrators or other professional educators.

THE HEARING

An employee who has received notice under Section §37-9-105, upon written request from theemployee received by the district within ten (10) days of receipt of the notice by the employee,shall be entitled to:

(A) Written notice of the specific reasons for nonreemployment, together with a summary ofthe factual basis therefor, a list of witnesses and a copy of documentary evidencesubstantiating the reasons intended to be presented at the hearing, which notice shall begiven a least fourteen (14) days prior to any hearing; if the district fails to provide thisinformation to the employee, then the recommendation for nonreemployment shall benull and void, and the Board shall order the execution of a contract with the employeefor an additional period of one (1) year;

(B) An opportunity for a hearing at which to present matters relevant to the reasons given forthe proposed nonreemployment, including any reasons alleged by the employee to be thereasons for nonreemployment;

(C) Receive a fair and impartial hearing before the Board of Trustees or Hearing Officer;

(D) Be represented by legal counsel, at his/her own expense.

Any employee requesting a hearing shall provide the district, not less than five (5) days beforethe scheduled date for the hearing, a response to the specific reasons for nonreemployment, a listof witnesses and a copy of documentary evidence in support of the response intended to bepresented at the hearing. If the employee fails to provide this information, then therecommendation of nonreemployment shall be final without the necessity of a hearing.

If the employee does not request a hearing, the recommendation regarding the nonreemploymentof the employee shall be final.

(1) The Board of Trustees, or its designee, upon request for a hearing from an employeeunder the terms of Section §37-9-101 through Section §37-9-113, shall set the time,place and date of such hearing and notify the employee in writing of same. The dateshall be set not sooner than five (5) days and not later than thirty (30) days from the date

of the request, unless otherwise agreed. The hearing may be held before the Board ofTrustees or before a Hearing Officer appointed for such purpose by the Board ofTrustees, either from among its own membership, from the staff of the school district orsome other qualified and impartial person, but in no event shall the Hearing Officer bethe staff member responsible for the initial recommendation for nonreemployment. NoHearing Officer may have an interest in the outcome of a hearing, nor may a HearingOfficer be related to a board member, any administrator making the recommendationsfor nonreemployment or the employee. Once a Hearing Officer is appointed, no ex partecommunications may be made regarding any substantive provisions of the hearing.

(2) The hearing must be held in Executive Session unless the employee elects to have apublic hearing. If an employee makes this election, however, the Board of Trustees orthe Hearing Officer, as the case may by, may order any part of the hearing to be held inExecutive Session, if, in the opinion of the Board of Trustees or the Hearing Officer, thetestimony to be elicited deals with matters involving the reputation or character ofanother person. Notwithstanding the election by an employee for a public hearing, anytestimony by minor witnesses must be held in Executive Session and consideredconfidential personnel records and confidential student records, subject to an expectationof reasonable privacy and confidentiality. Public disclosure of these records may be bycourt order only.

(3) The District shall present evidence, either in written or oral form, at the hearing insupport of its recommendation for nonreemployment. The employee shall be affordedan opportunity to present matters at the hearing relevant to the reasons given for theproposed nonreemployment determination and to the reasons the employee alleges to bethe reasons for nonreemployment and to be represented by counsel at such a hearing. Such hearing shall be conducted in such a manner as to afford the parties a fair andreasonable opportunity to present witnesses and other evidence pertinent to the issuesand to cross-examine witnesses presented at the hearing. The Board of Trustees orHearing Officer may require any portion of the evidence to be submitted in the form ofdepositions of affidavits, and in case affidavits are received, an opportunity to presentcounter-affidavits shall be provided.

(4) The Board of Trustees shall cause to be made stenographic notes of the proceedings. Inthe event of a judicial appeal of the decision of the Board of Trustees, the entire expenseof the transcript and notes shall be assessed as court costs.

(5) The Board of Trustees shall review the matters presented before it, or, if the hearing isconducted by a Hearing Officer, the report of the Hearing Officer, if any, the record ofthe proceedings and, based solely thereon, conclude whether the proposednonreemployment is a proper employment decision, is based upon a valid educationalreason or noncompliance with school district personnel policies and is based solely uponthe evidence presented at the hearing, and shall notify the employee in writing of its finaldecision and reasons therefor. Such notification shall be within thirty (30) days of theconclusion of the hearing if the hearing is conducted by a Hearing Officer and within ten

(10) days of the conclusion of the hearing if the hearing is initially conducted by theBoard of Trustees. If the matter is heard before a Hearing Officer, the Board of Trusteesshall also grant the employee the opportunity to appear before the Board of Trustees to

present a statement in his behalf, either in person or by his attorney, prior to a finaldecision by the Board of Trustees.

(6) In conducting a hearing, the Board of Trustees or Hearing Officer shall not be bound bycommon law or by statutory rules of evidence or by technical or formal rules orprocedure except as provided in Section §37-9-101 through Section §37-9-113, but mayconduct such hearing in such manner as best to ascertain the rights of the parties;however, hearsay evidence, if admitted, shall not be the sole basis for the determinationof facts by the Board of Trustees or Hearing Officer.

(7) In the event the decision of the Board of Trustees is in favor of the employee, the Boardof Trustees shall have the authority to order the execution of a contract with theemployee for an additional period of one (1) year.

(8) For purposes of conducting hearings under Section §37-9-101 through Section §37-9-113, the Board of Trustees or Hearing Officer shall have the authority to issuedsubpoenas for witnesses and to compel their attendance and the giving of evidence. Anyexpenses connected therewith shall be borne by the party requesting the subpoenas,which shall include an appearance fee for each witness so subpoenaed not inconsistentwith State laws governing payments to witnesses. In the event it is necessary to enforceor to quash a subpoena issued to compel the attendance of a witness, application shall bemade to the Chancery Court of the county where the Board of Trustees is located.

LEGAL REFERENCE: Education Employment Law of 2001Section §37-17-6 (14) (a)Section §37-9-19Section §37-9-105Section §37-9-101 through Section §37-9-113

CROSS REFERENCE: Board Policy GBN – NONRENEWAL OF LICENSEDEMPLOYEES – EMPLOYMENT PROCEDURES LAW OF2001

It shall be the policy of the Picayune School District Board of Trustees to provide the highestpossible quality of education for the students enrolled in the Picayune School District. In orderto achieve this goal, it is recognized that it may be necessary to release the Superintendent fromfuture employment when his/her performance fails to meet the standards established by the StateBoard of Education and/or this Board of Trustees.

In the event that a determination is made by the Board of Trustees not to offer theSuperintendent a renewal contract for a successive year, written notice of non-renewal shall begiven the Superintendent on or before February 1.

Any non-re-employment decision of the Board of Trustees shall be rationally related to alegitimate educational interest and not arbitrary or capricious or based upon someconstitutionally impermissible reason such as race, sex, religion, handicap, or exercise of FirstAmendment rights.

A Superintendent receiving written notice of non-re-employment under the provisions of thispolicy shall, upon written request, be entitled to:

(a) Written notice of the reasons for non-re-employment, together with a summary of thefactual basis therefor. The Board of Trustees shall give the notice to the Superintendentat least five (5) days prior to any hearing;

(b) An opportunity for a hearing at which to present matters relevant to the reasons given forthe non-re-employment decision including any reasons alleged by the Superintendent tobe the reason for non-re-employment if a written request for such a hearing is receivedby the Board of Trustees within seven (7) days of the date the Superintendent receivedhis/her written notice of non-renewal.

(c) Receive a fair and impartial hearing before the Board of Trustees or a Hearing Officerselected by the Board of Trustees;

(d) Be represented by legal counsel, at his/her own expense. If the Superintendent does notrequest a hearing, the decision of the Board of Trustees with regard to re-employment ofthe Superintendent shall be final.

It is the intent of the Picayune School District to establish procedures for providing theSuperintendent with notice of the reasons for not offering him/her a renewal of his/her contract,

APPOINTED SUPERINTENDENT SEPARATION CEJ

to provide an opportunity for the Superintendent to present matters in extenuation ofexculpation to enable the Board of Trustees to determine whether the non-re-employment of theSuperintendent is a proper employment decision and not contrary to law, and not a violation ofsome statutory or constitutional right, and not to establish a system of tenure, expressed or

implied or require that all decisions to non-re-employ a Superintendent be based upon causewith respect to employment in the Picayune School District.

Any and all hearings shall be conducted pursuant to the “Rules of Procedure Under the SchoolEmployment Procedures Law of 1977" adopted by the Board of Trustees. All proceedingsunder this policy are and shall be governed by the “School Employment Procedures Law of1977,” where applicable. Section §37-9-101 et seq.

If any appointed Superintendent in any public school of this State shall arbitrarily or wilfullybreach his or her contract and abandon his or her employment without being released therefromas provided in Section §37-9-55, the contract of such Superintendent shall be null and void. Inaddition thereto the license or certificate of such Superintendent may be suspended by the StateBoard of Education for a period of one (1) school year as provided in Section §37-3-2 (8) uponwritten recommendation of the majority of the members of the Board of Trustees of the SchoolDistrict involved. Section §37-9-57

The Board of Trustees of every District in this State is hereby prohibited from denyingemployment or re-employment to any person as a Superintendent, as defined in Section §37-1-91, for the single reason that any eligible child of such person does not attend the school systemin which such Superintendent is employed. Section §37-9-59

Failure of the Board of Trustees to notify a Superintendent of non-re-employment on or beforeFebruary 1 constitutes an automatic renewal of his/her outstanding contract for the ensuing year.Jackson v. Board of Education (MISS) 349 So 2d 550.

NOTE: Please refer to the School Employment Procedures Handbook, published byMSBA.

LEGAL REFERENCE: School Employment Procedures Law of 1977Section §37-9-101 et seq.

Section §37-9-55Section §37-3-2 (8)Section §37–9-57Section §37-1-91Section §37-9-59Southern Reporter as cited

CROSS REFERENCE: Board Policy CEI – SUPERINTENDENT EVALUATIONBoard Policy GBN – RULES OF PROCEDURE UNDER THE

SCHOOL EMPLOYMENT PROCEDURES ACT

As a condition of employment, a Superintendent with no prior service shall become a memberof the retirement system (PERS) provided he/she is under the age of sixty (60) years at the timeof his/her employment.

The Superintendent shall be retired from public employment under such conditions andprovisions established by the Public Employees Retirement System (PERS).

SUPERINTENDENT RETIREMENT CEL

The Superintendent or administrative superintendent of the Picayune School District, beforeentering upon the duties of his/her office, shall furnish a good and sufficient surety bond in thepenal sum of One Hundred Thousand Dollars ($100,000.00), with sufficient surety. Such bondshall be filed and recorded in the Office of the Clerk of the Chancery Court in which thePicayune School District is located, and shall be payable, conditioned and approved in themanner provided by law. The premium on said bond shall be paid out of the Picayune SchoolDistrict District Maintenance fund.

SUPERINTENDENT BOND CEM

NOTE:

Polices in all subcategories of CG ADMINISTRATIVE PERSONNEL are those that apply onlyto full-time administrative and supervisory personnel.

Policies relating to all other professional personnel, as well as, all non-certified employees of thePicayune School District, will be found in subcategories of SECTION G – PERSONNELSECTION.

ADMINISTRATIVE PERSONNEL CG

It is the policy of the Picayune School District Board of Trustees that the following salaryschedule factors will be considered in determining administrative salaries.

Base Salary

All administrative salaries in the Picayune School District will be computed by beginning with abase salary. The base amount for this scale is as follows:

District Directors/Principals – Thirty-five (35) years experience on the Class AA (Master’sDegree) teacher salary schedule. The Assistant Superintendent and the Finance Director areconsidered district directors.

Department Directors/Assistant Principals – Twenty-five (25) years experience on the Class AA(Master’s Degree) teacher salary schedule. The vocational, special education, support services,and alternative directors are considered department directors.

Added Length of Contract Factor

The daily rate for this schedule is figured on the base salary divided by 187 days. The length ofcontract factor is computed by multiplying the daily rate by the number of contracted days tocompute the extended base salary.

Responsibility/Duty Factor

The total responsibility/duty factor is derived by considering the nature of the duty and theresponsibility with the demands of the position in relation to other administrative positions. Thespecific factors to consider are:

! Added duty factor – determined by the time spent and the nature of supervising studentsor staff after normal administrative work day.

! Instructional supervisory factor

! Budget and building factor

! Large school vs. small school factor

ADMINISTRATIVE PERSONNEL COMPENSATION GUIDES CGA

AND CONTRACTS

The extended base salary is multiplied by this percent to obtain the responsibility/duty portion ofthe salary.

Years Experience Factor

The years experience factor is computed by using the factor ½ percent for each year ofadministrative experience up to a maximum of ten years. The extended base salary is multipliedby this percent to obtain the experience portion of the salary.

Degree Supplement Factor

The degree supplement factor will be a set supplement amount based on degrees above aMaster’s degree as follows:

! $1000 Supplement for AAA

! $2000 Supplement for AAAA

! $1000 Reduction from total salary if lacking a Master’s Degree

Other

The District reserves the right to modify or rescind this policy for any school year due to anycircumstances, but especially for any economic declines sustained by the Picayune SchoolDistrict.

ADMINISTRATIVE PERSONNEL COMPENSATION GUIDES AND CONTRACTS

It is the policy of the Board of Trustees to attempt to pay its administrators at a level which willattract and hold people with administrative ability who can exercise professional leadership inthe Picayune School District.

If, at the commencement of the scholastic year, any licensed employee shall present theSuperintendent a license of a higher grade than that specified in such individual’s contract, suchindividual may, if funds are available from Mississippi Adequate Education Program funds ofthe District, or from District funds, be paid from such funds the amount to which such highergrade license would have entitled the individual, had the license been held at the time thecontract was executed. Section §37-9-17 (1997)

The Superintendent shall enter into a contract with each assistant superintendent, principal,licensed employee, and person anticipating gradation from an approved teacher educationprogram or the issuance of a proper license before October 15 or February 15, as the case maybe, who is elected and approved for employment by the Board of Trustees. Such contracts shallbe in such form as shall be prescribed by the State Board of Education and shall be executed in a

duplicate with one (1) copy to be retained by the appropriate Superintendent and one (1) copy tobe retained by the principal, licensed employee, or person recommended for a licensed positioncontracted with. The contract shall show the name of the Picayune School District, the length ofthe school term, the position held, whether an assistant superintendent, principal, or licensedemployee, the scholastic year(s) which it covers, the total amount of the annual salary and howsame is payable. The amount of salary to be shown in such contract shall be the amount whichshall have been fixed and determined by the Board of Trustees, but as to the licensed employeespaid in whole or in part with Mississippi Adequate Education Program funds, such salary shallnot be less than that required under the provisions of Chapter 19 of this title. The contractentered into with any person recommended for a licensed position who is anticipating eithergraduation from an approved teacher education program before September 1 or December 31, asthe case may be, or the issuance of a proper license before October 15 or February 15, as thecase may be, shall be a conditional contract and shall include a provision stating that thecontract will be null and void, if as specified in the contract, the contingency upon which thecontract is conditioned has not occurred. If any principal, licensed employee, or other personrecommended for a licensed position who has been elected and approved shall not execute andreturn the contract within ten (10) days after the same has been tendered to him/her forexecution, then, at the option of the Board of Trustees, the election of the licensed employee andthe contract tendered to him/her shall be null and void and of no effect. Section §37-9-23(1998)

The Board of Trustees shall have the power and authority, in its discretion to employ principalsor licensed employees for not exceeding three (3) scholastic years. In such case, contracts shallbe entered into with such principals and licensed employees for the number of years for whichthey have been employed. All such contracts with licensed employees shall for the years afterthe first year thereof be subject to the contingency that the licensed employee may be released if,during the life of the contract, the average daily attendance should decrease from that existingduring the previous year and thus necessitate a reduction in the number of licensed employeesduring any year after the first year of the contract. However, in all such cases the licensedemployee must be released before July 1 or at least thirty (30) days prior to the beginning of theschool term, whichever date should occur earlier. The salary to be paid for the years after thefirst year of such contract shall be subject to revision, either upward or downward, in the eventof an increase or decrease in the funds available for payment thereof, but, unless such salary isrevised prior to the beginning of a school year, it shall remain for such school year at the amountfixed in such contract. However, where Picayune School District funds, other than MississippiAdequate Education Program funds, are available during the school year in excess of theamount anticipated at the beginning of the school year the salary to be paid for such year may beincreased to the extend that such additional funds are available and nothing herein shall beconstrued to prohibit same. Section §37-9-25 (1997)

In employing and contracting with principals and licensed employees, the Board of Trusteesshall in all cases determine whether the amount of salary to be paid such principal and licensedemployee is in compliance with the provisions of Chapter 19 of this title. No contract shall beentered into where the salary of a principal or licensed employee is to be paid in whole or in partfrom Mississippi Adequate Education Program funds except where the requirements of said

chapter as to the amount of such salary are fully met. Nothing herein shall be construed,however, to prohibit the Picayune School District from increasing the salaries of principals andlicensed employees above the amounts fixed by said chapter, provided that the amount of suchincrease is paid from funds available to the Picayune School District other than MississippiAdequate Education Program funds. Section §37-9-33 (1997)

The amount of the salary to be paid any principal or licensed employee shall be fixed by theBoard of Trustees, provided that the requirements of Chapter 19 of this title are met as toprincipals and licensed employees paid in whole or in part from Mississippi Adequate EducationProgram funds. In employing such principals or licensed employees and in fixing their salariesthe Board of Trustees shall take into consideration the character, professional training,experience, executive ability, and teaching capacity of the licensed employee or principal. Section §37-9-37 (1997)

The annual salaries so fixed shall be made payable in equal monthly or, within the discretion ofthis Board of Trustees, in equal semimonthly installments for the number of scholastic monthsfor which the school is to be operated. However, the Superintendent, at the request of theprincipal or licensed employee being contracted with, shall make such salary payable in equalmonthly or semimonthly installments for a period of months in excess of the number of monthsfor which the school is to be operated, but not exceeding twelve (12) months. If the contract isbased on the number of scholastic months for which the school is operated, the monthlypayments shall be made on the last regular school day of each calendar month or semimonthlypayments shall be made on the 15th of the month or the last working day prior to the 15th exceptfor the month of December, provided, however, that the last monthly payment may, at thediscretion of the Board of Trustees, be made on the last day of the scholastic term when suchprincipal or licensed employee has completed his/her assigned responsibilities. If the contract isbased on a period of months in excess of the number of months for which the school is to beoperated, the first such payment shall be made on the last regular school day of the calendarmonth in which the school opens and the remaining payments shall be made on the last regularschool day of each calendar month thereafter for the number of months provided by the contact,provided, however, if the last scholastic month ends during the calendar month or in monthswhen school is not in session, payments shall be made on what would have been the last regularschool day of the month if school were in session. A licensed employee who completes theentire scholastic year shall be entitled to payment for the full number of monthly paymentsprovided by the contract without regard to his/her activity at the time when his/her services arenot required by the school. If an appointed Superintendent, principal, or licensed employee isreleased during the school term by agreement between the Board of Trustees and suchSuperintendent, principal, or licensed employee, then such Superintendent, principal, or licensedemployee shall be entitled to such portion of the annual salary as the time which he/she shallhave taught shall bear to the total school term, and any balance which may be due him/her shallbe paid at such time as the Board of Trustees may determine, but not later than the close of thethen current scholastic year. Provided further, that upon written request when entering into anemployment contract, a Superintendent, principal, or any licensed personnel may, within thediscretion of the Board of Trustees, be paid twice a month on the 15th of the month or the lastworking day prior to the 15th and on the last regular school day of each month except for the

month of December. Section §37-9-39 (1997)

The salaries of principals and licensed employees shall be paid by pay certificates issued by thePicayune School District Superintendent. Such pay certificates may be issued withoutadditional authorization of the Board of Trustees where the amount of salary has been fixed anda contract entered into as is provided in this chapter. All pay certificates shall be preserved byhim/her as part of the official records of his/her office for the same time and in the same manneras other records are preserved. Except as is herein provided, the said warrants shall be governedin all respects by the same laws regulating the issuance of other warrants for other purposes. Allpay certificates and warrants issued shall show the gross amount of the salary and all authorizeddeductions therefrom for income taxes, social security, retirement contributions, and otherlawful purposes. Section §37-9-41 (1997)

It shall be unlawful for any principal or licensed employee to be paid for any services as suchuntil a written contract has been executed as is provided and required by this chapter. If anyPicayune School District Superintendent shall make any such payment prior to the execution ofthe contract he/she shall be civilly liable for the amount thereof, and, in addition, shall be liableupon his/her bond. If any licensed employee, or principal shall willfully and without just causebreach his/her contract and abandon his/her employment he/she shall not be entitled to anyfurther salary payments either for services rendered prior to such breach or for services whichwere thereafter to have been rendered. Nothing in this section, however, shall prevent theemployment and payment of substitute teachers without a written contract. Section §37-9-43(1997)

It shall be unlawful for the Superintendent to deduct or permit to be deducted from the salary ofany principal or licensed employee any dues, fines or penalties payable or alleged to be payablebecause of the membership of such principal or licensed employee in any organization orassociation. However, dues or premiums in health associations or corporations and taxsheltered annuity deductions authorized by the United States Internal Revenue Code may bededucted upon written authorization from the licensed employee involved. Any Superintendentwho shall make any such deduction or permit any such deduction to be made, except thoseherein provided, shall be guilty of a misdemeanor and upon conviction shall be punished by afine of not more than Twenty-five Dollars ($25.00) for each such deduction. Section §37-9-49(1997)

Any principal or licensed employee in any public school who is under contract to teach orperform other duties and who desires to be released from such contract shall make application inwriting to the Board of Trustees of the Picayune School District for release therefrom, in whichapplication the reasons for such release shall be clearly stated. If the Board of Trustees actsfavorably upon such application for release, such principal or licensed employee shall bereleased from his/her contract, and said contract shall be null and void on the date specified inthe Board of Trustees’ order. Section §37-9-55 (1997)

If any principal or licensed employee in the Picayune School District shall arbitrarily or willfullybreach his/her contract and abandon his/her employment without being released therefrom as

provided by Section §37-9-55, the contract of such principal or licensed employee shall be nulland void. In addition thereto the license or certificate of such principal or licensed employeemay be suspended by the State Board of Education for a period of one (1) school year asprovided in Section §37-3-2 (8) upon the written recommendation of the majority of themembers of the Board of Trustees of the Picayune School District. Section §37-9-57 (1997)

The Board of Trustees is hereby prohibited from denying employment or re-employment to anyperson as principal or licensed employee, as defined in Section §37-9-1, or as a non-instructional personnel, as defined in Section §37-9-1, for the single reason that any child ofeach person does not attend the school district in which such Superintendent, principal, licensedemployee or non-instructional personnel is employed. Section §37-9-59 (1997)

LEGAL REFERENCE: Section §37-9-17 (1997)Section §37-9-23 (1998)Section §37-9-33 (1997)Section §37-9-37 (1997)Section §37-9-39 (1997)Section §37-9-41 (1997)Section §37-9-43 (1997)Section §37-9-49 (1997)Section §37-9-55 (1997)Section §37-3-2 (8)Section 37-9-57 (1997)Section §37-9-1Section §37-9-59 (1997)

In addition to the above provisions, it shall be the policy of the Picayune School District that theSuperintendent be the highest monthly and annually paid Board of Trustees’ employee. Further,each school principal shall be the highest monthly and annually paid school employee in eachschool.

All administrative and supervisory positions in the Picayune School District are establishedinitially by the Board of Trustees or by Mississippi School laws, or by regulations of the StateBoard of Education, or by a combination thereof.

It is the intend of the Board of Trustees to activate such positions sufficient to promote theattainment of the goals of the Picayune School District.

In each case, the Board of Trustees will approve the purpose and function of the position inharmony with State laws and regulations, approve a statement of job requirements asrecommended by the Superintendent, and delegate to the Superintendent the task of writing, orcausing to be written, a job description for the position.

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

Although positions may remain temporarily unfilled, only the Board of Trustees may abolish aposition.

The Board of Trustees selects all Picayune School District personnel in the manner provided bylaw.

ADMINISTRATIVE AND SUPERVISORY PERSONNEL POSITIONS CGB

Each Picayune School District employee responsible for the supervision of employees subject tothe Fair Labor Standards Act shall, prior to permitting any overtime work, receive authorizationfrom the Superintendent or his/her designee.

FAIR LABOR STANDARDS ACT CGC

The Board of Trustees shall have the power and authority to select all Picayune School Districtpersonnel in the manner provided by law, and to provide for such employee fringe benefitprograms, including accident reimbursement plans, as may be deemed necessary and appropriateby the Board of Trustees. Section §37-7-301 (p) (1993)

Not later than February 15 of each year, the Superintendent of the Picayune School District orsuch other person designated or authorized by the Board of Trustees, shall recommend to theBoard of Trustees the assistant superintendent and principals who have been previouslyemployed and who have a contract valid for the ensuing scholastic year. Unless good reason tothe contrary exists, the Board of Trustees shall approve and authorize the employment of theassistant superintendent and principals so recommended. If, for any reason, the Board ofTrustees shall decline to approve an assistant superintendent or principal so recommended, theSuperintendent shall make additional recommendations for the place or places to be filled.

When the assistant superintendent and principals of the schools have been recommended andapproved as provided in the preceding paragraph, the Superintendent of the Picayune SchoolDistrict shall enter into proper contracts with them. At a subsequent meeting he/she shall reportsame to this Board of Trustees and such shall be entered in the minutes. Section §37-9-15(1993)

NOTE: In order to assure compliance with statutes related to Nepotism and to Conflict ofInterest, please ensure compliance with MS Code statutes cited above and withSection §25-4-25 through Section §25-4-29; Section §25-4-105; Section §37-11-25; & Section §37-11-27; and with Article 4, Section 109 of theMS Constitution.

LEGAL REFERENCE: Section §37-7-301 (p) (1993)Section §37-9-15 (1993)Section §25-4-25 through Section §25-4-29Section §25-4-105Section §37-11-25Section §37-11-27Article 4, Section 109 of the Mississippi Constitution

CROSS REFERENCE: Board Policy GBD – PROFESSIONAL PERSONNEL HIRING

ADMINISTRATIVE PERSONNEL HIRING CGD

The Superintendent of the Picayune School District shall have the power and authority to makeassignments to the various schools in the Picayune School District of all non-instructional andnon-licensed employees and all licensed employees, as provided in Section §37-9-15 and Section §37-9-17, and to make reassignments of such employees from time to time; however, areassignment of a licensed employee may only be to an area in which the employee has a validlicense issued by the State Department of Education. Upon request from any employeetransferred, such assignment shall be subject to review by the Board of Trustees. Section §37-9-14 (2) (s) (1999)

LEGAL REFERENCE: Section §37-9-15Section §37-9-17Section §37-9-14 (2) (s) (1999)Mississippi Public School Accountability Standards

CROSS REFERENCE: Board Policy CC – ORGANIZATION CHARTSBoard Policy CEB – DUTIES OF SUPERINTENDENT

Board Policy CG – ADMINISTRATIVE PERSONNELBoard Policy CGD – ADMINISTRATIVE PERSONNEL

HIRING

ADMINISTRATIVE PERSONNEL ASSIGNMENT CGE

Administrative personnel shall be evaluated annually.

The Board of Trustees shall adopt and implement a formal personnel appraisal system forcertified staff which includes assessment of employees’ on-the-job performance.

ADMINISTRATIVE PERSONNEL EVALUATION CGI

Administrative personnel shall be promoted on their own merit by the Superintendent.

If, at the commencement of the scholastic year, any licensed employee, other thanadministrative, shall present to the Superintendent a license of a higher grade than that specifiedin such individual’s contract, such individual may, if funds are available from MississippiAdequate Education Program funds of the Picayune School District, or from DistrictMaintenance funds, be paid from such funds the amount to which such higher license wouldhave entitled the individual, had the license been held at the time the contract was executed.

Race, creed, color, national ancestry, age, religion, handicap, marital status, or sex shall not beconsidered in promotion. The process of administrative promotion shall be free from pressuresconsidered detrimental to the best conduct of the schools.

ADMINISTRATIVE PERSONNEL PROMOTIONS CGJ

Personnel shall be reassigned on the basis of qualifications, the needs of the Picayune School District, and personal desires. When it is not possible to meet all three conditions,administrators shall be assigned (1) in accordance with the needs of the Picayune SchoolDistrict, (2) where the Superintendent feels the employee is most qualified to serve, and (3) as tothe expressed preference of employees.

The Superintendent shall have the power and authority to make assignments to the variousschools in the Picayune School District of all non-instructional and non-licensed employees andall licensed employees, as provided in Section §37-9-15 and Section §37-9-17, and to makereassignments of such employees from time to time; however, a reassignment of a licensedemployee may only be to an area in which the employee has a valid license issued by the StateDepartment of Education. Upon request from any employee transferred, such assignment shallbe subject to review by the Board of Trustees. Section §37-9-14 (2) (s) (1999)

LEGAL REFERENCE: Section §37-9-15Section §37-9-17Section §37-9-14 (2) (s) (1999)

CROSS REFERENCE: Board Policy CEB – DUTIES OF SUPERINTENDENTBoard Policy CGE – ADMINISTRATIVE PERSONNEL

ASSIGNMENT

ADMINISTRATIVE PERSONNEL REASSIGNMENT CGL

It shall be the policy of the Picayune School District to provide the highest possible quality ofeducation for the students enrolled in the schools of the Picayune School District. In order toachieve this goal, it is recognized that it is necessary from time to time, to release from futureemployment principals and other administrative personnel where their performance fails to meetthe standards established by the State Department of Education and/or the Board of Trustees orwhere their services are no longer needed.

In the event that a determination is made by the Picayune School District not to offer anemployee a renewal contract for a successive year, written notice of non-renewal shall be givento a principal on or before March 1 and written notice shall be given to other professionaleducators on or before April 8.

Any non-re-employment decision of the Picayune School District shall not be arbitrary andcapricious or based upon some constitutionally impermissible reason such as race, sex, religion,handicap or exercise of First Amendment rights.

A principal or other professional educator receiving written notice under the provisions of thispolicy shall, upon written request, be entitled to:

a. Written notice of the reasons for non-re-employment together with a summary of thefactual basis therefor. The Picayune School District shall give notice to the principal orother professional educator at least five (5) days prior to any hearing.

b. An opportunity for a hearing at which to present matters relevant to the reasons given forthe non-re-employment decision including any reasons alleged by the principal or otherprofessional educator to be the reason for non-re-employment if a request for such ahearing is received by the Picayune School District within seven (7) days of the date theprincipal or other professional educator received his/her written notice of non-renewal.

c. Receive a fair and impartial hearing before the Board of Trustees or Hearing Officerselected by the Board of Trustees.

d. Be represented by legal counsel, at his/her expense.

If the employee does not request a hearing, the decision of the Board of Trustees with regard tothe re-employment of the employee shall be final.

ADMINISTRATIVE PERSONNEL SEPARATION CGM

It is the intent of the Picayune School District to establish procedures for providing principalsand other professional educators with notice of the reasons for not offering him/her a renewal ofhis/her contract, to provide an opportunity for principals and other professional educators topresent matters in extenuation and exculpation to enable the Board of Trustees to determinewhether the recommendation of non-re-employment is a proper employment decision and notcontrary to law and not a violation of some statutory or constitutional right and not to establish asystem of tenure expressed or implied or require that all decisions of non-re-employment bebased upon cause with respect to employment with the Picayune School District.

Any and all hearings shall be conducted pursuant to the rules of procedure adopted by the Boardof Trustees.

The Board of Trustees is hereby prohibited from denying employment or re-employment to anyperson as a principal or licensed employee, as defined in law, for the single reason that anyeligible child of such person does not attend the Picayune School District in which suchprincipal or licensed employee is employed.

Failure of the Board of Trustees to notify a principal of non-re-employment on or before March1 and other professional educators on or before April 8 constitutes an automatic renewal ofhis/her outstanding contract for the ensuing year.

The Board of Trustees is not required to justify its decision not to rehire a principal or otherprofessional educator where the principal or other professional educator failed to show anyimpermissible reason for the Board of Trustees’ decision.

Where a Board of Trustees has acted in a manner which is arbitrary and capricious and where itsactions are not supported by substantial evidence, the Chancery Court and ultimately theSupreme Court have the responsibility to intervene.

Any principal or licensed employee in the Picayune School District who is under contract toteach or perform other duties and who desires to be released from such contract shall makeapplication in writing to the Board of Trustees of the Picayune School District for releasetherefrom, in which application the reasons for such release shall be clearly stated. If the Boardof Trustees acts favorably upon such application for release, such principal or licensed employeeshall be released from his/her contract, and said contract shall be null and void on the datespecified in the Board of Trustees’ order.

ADMINISTRATIVE PERSONNEL RESIGNATION CGN

As a condition of employment principals and other professional educators shall becomemembers of the retirement system provided such persons are under the age of sixty (60) years atthe time of their employment.

Principals and other professional educators shall be retired from public employment under suchconditions and provisions established by the Public Retirement System (PERS).

ADMINISTRATIVE PERSONNEL RETIREMENT CGO

Principals and other professional employees shall be on duty the number of days shown on theface of their current employment contract less and except those days granted by the Board ofTrustees for illness, personal business, earned vacation, and emergencies.

CROSS REFERENCE: Board Policy GAM – STAFF RIGHTS ANDRESPONSIBILITIES – LEAVING SCHOOLGROUNDS

Board Policy GBBAAE – LEAVING GROUNDS ON DUTYPOSTS

ADMINISTRATIVE PERSONNEL TIME SCHEDULES CGPB

The Board of Trustees recognizes the importance of developing, improving, and extendingadministrative skills. The Superintendent will assist the administration to gain opportunities asDistrict funds allow to remain abreast of emerging information and technical knowledge.

Professional growth shall be provided through such means as:

1. Attendance at School Executive Management Institute,

2. Planned professional development within the Picayune School District from time totime,

3. Visits to other schools and attendance at conferences, workshops, and other professionalmeetings, and

4. Leaves of absence for advanced educational training.

The Superintendent shall have authority to approve release time for conferences and invitationsand reimbursements for expenses within budget limitations.

Administrative personnel shall attend School Executive Management Institutes as directed bythe State Department of Education.

ADMINISTRATIVE PERSONNEL PROFESSIONAL LEAVES CGPF

AND ABSENCES

Administrators employed on a 12-month basis shall receive a two-week paid vacation annually.

ADMINISTRATIVE PERSONNEL VACATIONS CGPH

An administrative intern program may be established and maintained to provide the PicayuneSchool District with a group of well-trained personnel eligible for service as administrators andto provide a means through which personnel who desire to become school administrators mayachieve training and experience which will prepare them to perform that function either withinor outside the Picayune School District. The Picayune School District will follow all proceduresestablished for this program by the State Department of Education.

ADMINISTRATIVE PERSONNEL INTERN PROGRAM CI

The Board of Trustees recognizes its particular responsibility to provide the opportunity for thecontinual professional growth of its administrative staff. To this end, principals and otheradministrators may be granted leave by the Superintendent, within budget considerations, totake part in such opportunities all professional development opportunities for the administrationshall be at least equal to those granted to other members of the professional staff.

The State Board of Education shall develop and implement through the School ExecutiveManagement Institute a program for the development of administrative and management skillsof local school administrators under which all local school administrators shall be required toparticipate. Subject to the extent of appropriations available for such purpose, the SchoolExecutive Management Institute or the Mississippi School Boards Association shall be requiredto offer courses at least twice a year on the uses of technology to principals, Superintendents andother administrative personnel. These courses shall relate to the application of technology tolearning, as well as administrative problems.

All administrators shall attend School Executive Management Institutes as directed by the StateDepartment of Education.

ADMINISTRATIVE PERSONNEL PROFESSIONAL CK

DEVELOPMENT OPPORTUNITIES

The Board of Trustees authorizes the Superintendent to establish permanent or temporarycouncils, cabinets, and committees as he/she deems necessary for the proper administration ofpolicies of the Board of Trustees, compliance with State Accreditation Standards, and theimprovement of the total educational program.

Functioning in an advisory capacity, such groups may take recommendations for submission tothe Board of Trustees through the Superintendent. However, such groups shall have no inherentauthority.

The membership and responsibilities of councils, cabinets, and committees shall be defined bythe Superintendent and may be changed at his/her discretion.

Expenses incurred by such groups for consultative services, materials and investigative travelshall be paid from the general operating funds of the Picayune School District, but only whenthe expenses are within budgetary allotments and approved by the Superintendent in advance.

ADMINISTRATIVE PERSONNEL COUNCILS, CABINETS, CL

COMMITTEES

It shall be the duty of the Superintendent to administer the schools within the Picayune SchoolDistrict and to implement the decisions of the Board of Trustees.

The Board of Trustees hereby delegates to the Superintendent the function of specifyingrequired actions and designing the detailed arrangement under which the schools will beoperated except when specific State or federal laws or rules require the Board of Trustees toadopt such rules or when the Board of Trustees or Superintendent considers such adoptionsdesirable.

In the development of administrative rules, the Superintendent shall involve at the planningstage those who would be affected by such rules, including staff members, students, parents, andthe public when it is practical and appropriate to do so.

ADMINISTRATIVE RULES CMA

The Board of Trustees, as created and empowered by law, shall keep and preserve permanently acopy of all district-wide reports required by the State Board of Education to be filed on anannual basis.

Copies of those district-wide reports required by the State Board of Education on less than anannual basis may be destroyed after five (5) years upon approval of the Board of Trustees of thePicayune School District.

All supporting documents necessary to compile such district-wide reports, except as delineatedin Section §37-15-8 may be destroyed after three (3) years following the academic year forwhich the report was made upon approval of the Board of Trustees of the Picayune SchoolDistrict. Section §37-15-4 (1987)

The Superintendent or the administrative superintendent of the Picayune School District shallhave the authority, with the approval of the Board of Trustees of the Picayune School Districtspread upon its minutes, to dispose of the following records:

(a) After five (5) years:(1) Bank statements,(2) Canceled warrants and pay certificates,(3) Board of Trustees’ paid bills,(4) Bids received, either accepted or rejected, for supplies, materials,

equipment and construction,(5) Depository receipt warrants,(6) Board of Trustees’ Claims Dockets, where claims are recorded on the

minutes of the Board of Trustees,(7) Original of Board of Trustees’ orders after such orders have been

recorded in the minute book,(8) Canceled bonds and coupons,(9) Tax collector’s reports of tax collection to Superintendent or the

administrative superintendent, and(10) Transportation records,

(b) After three (3) years:(1) Bus purchase documents, and(2) Teachers’ registers, principals’ reports and other evidence necessary to

prepare the reports to the State Board of Education.

(c) After a period to be set by the State Board of Education, such other documents ofa temporary or transitory nature as the State Board of Education by regulationshall designate.

ADMINISTRATIVE RECORDS CN

Notwithstanding any of the provisions of Section §37-15-1 through Section §37-15-4, Section §37-15-8 and Section §37-15-10 to the contrary, no records which are in the process ofbeing audited by the State Department of Audit, or which are the basis of litigation, shall bedestroyed until at least twelve (12) months after final completion of said audits and litigation. Section §37-15-8 (1987)

At no time may a permanent record of a student be destroyed, but cumulative folders may bedestroyed by order of the Board of Trustees in not less than five (5) years after the permanentrecord of the pupil has become inactive and has been transferred to the Central Depository of theDistrict. However, where a School District makes complete copies of inactive permanentrecords on photographic film or microfilm which may be reproduced as needed, the permanentrecords may be destroyed after the photographic film or microfilm copy has been stored in theCentral Depository of the District. Section §37-15-3 (1995)

ACCESS TO PUBLIC RECORDS

PICAYUNE SCHOOL DISTRICTPUBLIC RECORDS ACCESS PROCEDURES

The following policies and procedures are adopted in order to comply with the requirements ofthe Mississippi Public Records Act of 1983 (hereinafter the “Act”).

RECORDS ACCESSIBLE

All “public records” maintained by the Picayune School District, as defined by the Act, shall bemade available for access and duplication, subject to the exceptions and requirements of thesepolicies, and other State and federal laws.

REQUESTS FOR ACCESS

Requests for access to public records shall be filed in writing, on forms provided, with theSuperintendent of the Picayune School District. This request must state with sufficientspecificity the nature, location, and description of the public record sought to enable theappropriate official(s) of the district to obtain the records for review and/or duplication. In theevent that the request lacks sufficient clarity or is otherwise unduly burdensome, it will bereturned to the originator for clarification or correction. All requests to inspect or duplicatepublic records must be filed between the hours of 8:00 A.M. and 4:00 P.M. on any working dayin the Office of the Superintendent. Requests for inspection and/or duplication of records shallbe honored at such time during the day as the documents are not being used by the appropriateofficials of the Picayune School District. After the records are located and made available forinspection and/or duplication, the originator of the request will be notified of a time, place, anddate, not later than fourteen (14) days from the date of the receipt of the request, to allowinspection and/or duplication.

FEES CHARGED

As allowed by statute, the Picayune School District shall charge and collect fees to reimburse itfor the actual costs of searching, reviewing, duplicating, and mailing copies of public records. All applicable charges shall be paid to the Picayune School District in advance of complyingwith any requests, pursuant to the following schedule:

# Photocopying: 50 cents ($ .50) per page.

# Searching & Reviewing: An hourly charge of $15.00 per hour based on actual timerequired.

# Postage: Actual cost of postage shall be assessed for all recordsmailed.

Any request which will require considerable assistance of school personnel for searching andreviewing shall be subject to a minimum deposit of $25.00. In the event that the actual cost isfound to be less than $25.00, the balance shall be refunded to the originator of the request at theappointed time for the inspection and/or duplication.

EXEMPT RECORDS

The following records are exempt from the Act and from this policy and shall not be subject todisclosure, except under other authority and under appropriate circumstances:

1. Records furnished to public bodies by third parties which contain trade secrets orconfidential, commercial, or financial information, as provided by the Act,

2. Records which are confidential or privileged, as provided by constitutional, statutory ofcase law of this State or of the United States,

3. Records which are developed among judges, judges and their aides, and juries,

4. Personnel records, including but not limited to applications for employment, testquestions and answers used in employment examinations, and letters ofrecommendation,

5. Test questions and answers in the possession of a public body which are to be used infuture academic examinations,

6. Records which represent and constitute the work product of an attorney representing thePicayune School District, records which are related to litigation by or against thePicayune School District, or in anticipation of prospective litigation, andcommunications between the Picayune School District and the attorney in the course ofan attorney/client relationship,

7. Records which would disclose information about a person’s individual tax payment orstatus,

8. Records concerning the sale or purchase of property for public purposes prior to theannouncement of the purchase or sale where the release of the record would have adetrimental effect on the sale and purchase,

9. All educational records of students and former students, as defined by Policy JR –STUDENT RECORDS and by the Federal Privacy Act; such exemption shall also applyto letters of recommendation respecting admission to any educational agency orinstitution,

10. Records that are maintained regarding the process of detection and investigation ofunlawful activity, in addition to such records as defined in Section §45-29-1 of theMississippi Code of 1972, and

11. Commercial and financial information of a proprietary nature required to be submitted tothe Picayune School District.

DENIAL ACCESS

In the event that the Picayune School District denies a request for access to or copies of publicrecords, the denial will be in writing and contain a statement of the reasons for the denial. ThePicayune School District will maintain a record of all denials for a period of three (3) years.

LEGAL REFERENCE.: Section §25-6-11 et seq.Section §37-11-51 (1983)Section §37-15-8Section §37-15-4 (1987)Section §37-15-1 through Section §37-15-4Section §37-15-8Section §37-15-10Section §37-15-8 (1987)Section §37-15-3 (1995)Mississippi Public Records Act of 1983Section §45-29-1

CROSS REFERENCE: Board Policy BE – SCHOOL BOARD RECORDSBoard Policy CN – ADMINISTRATIVE RECORDSBoard Policy JR – STUDENT RECORDSBoard Policy KL – PUBLIC USE OF SCHOOL RECORDS

It shall be the power, authority and duty of the Superintendent:

• To preserve all reports of Superintendents, principals, teachers and other school officers,and to deliver to his/her successor or clerk of the Board of Supervisors all money,property, books, effects and papers, Section §37-9-14 (2) (e)

• To make reports to the Board of Trustees for each scholastic month in such form as theBoard of Trustees may require, Section §37-9-14 (2) (i)

• To distribute promptly all reports, letters, forms, circulars, and instructions which he/shemay receive for the use of officials, Section §37-9-14 (2) (j)

• To observe such instructions and regulations as the Board of Trustees and other publicofficials may prescribe, and to make special reports to these officers whenever required, Section §37-9-14 (2) (m)

• To make such reports as are required by the State Board of Education, Section §37-9-14 (2) (o) and

• To comply in a timely manner with compulsory education reporting requirementsprescribed in Section §37-13-91 (6) and Section §37-9-14 (2) (u),

LEGAL REFERENCE: Section §37-9-14 (2) (e)Section §37-9-14 (2) (i)Section §37-9-14 (2) (j)Section §37-9-14 (2) (m)Section §37-9-14 (2) (o)Section §37-13-91 (6)Section §37-9-14 (2) (u)

CROSS REFERENCE: Board Policy CEB – DUTIES OF SUPERINTENDENT

ADMINISTRATIVE REPORTS CO

Each school district shall be required to develop and publish an annual report as prescribed bythe State Board of Education. By November 1 of each year, as prescribed by the State Board ofEducation, the report shall be published in a newspaper having general circulation in the countyand posted on the school district’s Web site in a printable format. The public notice shallinclude information on the report’s availability on the district’s Web site, with the Web siteaddress, and the location(s) at the school district which a copy of the report can be obtained.

SCHOOL DISTRICT ANNUAL REPORT COO