Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Governance topic
No spam. Unsubscribe anytime.
Board members seek clearer job description and procedural guide for school-board office; consider moving position under superintendent
Summary
Board members asked for explicit duties, improved calendar and communications processes, and a procedural manual for the school-board office; discussion moved toward shifting the board office position into the superintendent's organization while staff drafts procedures and an evaluation instrument.
Polk County School Board members said on June 10 that the board office job description, office procedures and an evaluation instrument need clarification and requested a procedural manual and timeline for completion.
Board members raised repeated concerns about inconsistent calendar management, lack of timely scanning and distribution of board mail, the need for Outlook/Microsoft training for office staff, and whether the board office should process payroll or leave records for employees outside the board office. Board member Miller asked that any payroll activity be limited to "school board employees" and not include broader district staff.
Several board members suggested a formal procedural manual to document routines (mail handling, event RSVPs, meeting logistics, travel reporting), and asked for a draft by an explicit deadline. Miss Miller and Miss White said their expectation is that a procedural guide should include timelines for scanning mail, RSVPs reminders, and explicit handoffs for policy or contract questions to appropriate district offices.
Members debated whether the board-office staff position should remain administratively attached to the board or be moved back under the superintendent's office. The board leaned toward moving the position into the superintendent's organization so staff there could provide required HR and legal support and coordinate a procedural manual. Superintendent Hyde said he would accept responsibility for implementing the change and asked the board to direct him; Hyde recommended the board allow staff time to draft the procedural guide and related job-description edits and bring them back for review in July. Hyde suggested a target date for a draft procedural guide and evaluation instrument; the board and staff agreed a follow-up in July was appropriate.
Board attorney Crawford said changes that affect reporting lines and duties should be coordinated with legal and HR review before being finalized. Hyde told the board he would bring a draft procedural manual and revised job description for review; board members asked for the superintendent to provide a timeline and for the draft to be available for the July board packet.
Ending: The board signaled its preference to move the board-office post administratively to the superintendent's office and requested a draft procedural manual and updated job description and evaluation instrument be developed for review in July; staff will coordinate legal and HR review.
