QUALIFICATIONS OF SUPERINTENDENT
The Superintendent of Schools shall be duly certified as required by the Commissioner's Regulations. To be certified, a Superintendent must hold a baccalaureate and a Master's degree, and at least 60 hours of graduate study, including 24 hours in school administration and supervision, and an approved administrative/supervisory internship. The internship may be substituted with a one year full time experience in a school administrative or supervisory position. In addition, the Superintendent on or after January 1, 1991, must have completed two hours of coursework or training regarding the identification and reporting of child abuse and maltreatment. The Commissioner of Education may grant special certification to an exceptionally qualified person who fails to meet all the graduate course or school teaching requirements.
In addition to possessing at least the minimum of requirements specifically set forth above, the Superintendent shall possess the following qualifications:
1. good character and unquestionable morals and integrity;
2. good judgement and common sense along with the ability to think clearly and independently, relying on facts
instead of prejudices;
3. high business and educational ability and leadership;
4. ability and willingness to accept responsibility;
5. strong personality and a capacity for maintaining the respect of educational leaders in the area and the state;
6. successful experience as an administrator.
When it is known that a vacancy is to occur in the superintendency, the Board of Education will immediately begin steps to seek candidates for the position, and to select that candidate who to the greatest degree, possesses the qualifications listed above.
1. The Board will decide whether it will seek candidates itself, through notification to universities, agencies, or by
other means, or whether it will employ a consultant or professional placement agency such as ASCUS to
secure as many qualified candidates as possible.
2. The Board will decide whether it will screen the candidates, reducing the number under consideration to a
workable group (2-6), or whether it will assign this duty to a consultant or professional placement agency.
3. The Board of Education will interview the final candidates and, if possible, make a final selection. If none of the
candidates is considered suitable, steps 1 and 2 will be repeated. In arriving at its decision, the Board may
seek the advice of an interviewing committee, chosen by the Board, consisting of school employees and/or lay
citizens, but the responsibility for the final decision will rest with the Board of Education.
Out-of-pocket expenses of candidates invited by the Board to interviews will be paid by the Board of Education, unless the candidate is specifically notified to the contrary prior to the interview.
The Board recognizes that it is important for the candidate to feel that he/she is making a wise decision in considering the acceptance of an appointment to the superintendency. Therefore, the Board will seek ways to make information about the community and the school system available.
The superintendency is becoming more demanding as the Superintendent's responsibilities become more complex. The Board realizes that it is therefore increasingly important to attract able persons to the superintendency by making the rewards of the position commensurate with its challenges. The Board further realizes that it is increasingly important to free the Superintendent from the pressures of groups in the community by ensuring security from the threat of sudden and unjustified dismissal.
The Board, upon the selection of a candidate or upon reappointment of the incumbent Superintendent, shall endeavor to secure the dignity of position and freedom of leadership appropriate to the responsibilities of the Superintendent through an explicit contractual agreement. Such contract shall meet the requirements of the Education Law and the Commissioner's Regulations and shall protect the rights of both the Board and the Superintendent.
The Board believes that the Superintendent's Contract must be mutually acceptable to, and binding upon, both parties. Its terms should be negotiated to mutual acceptability, and should include at least the following provisions:
- Effective date and termination date or duration of contract;
- Initial annual salary and provision for annual adjustments;
- Provisions for annual evaluation of Superintendent;
- Provisions for contract renewal or non-renewal;
- Separation procedures;
- Sick leave and benefits available to other employees;
- Vacation; and
- Travel expense reimbursement
Ref: Education Law §3003(4)
8 NYCRR §80.4
Adoption date: January 1, 1993