Date Adopted: April 27, 1981
Date Revised: June 27, 1994
The Board places the primary responsibility and authority for the administration
of the School District of Philadelphia in the Superintendent. Selection
of a Superintendent is, therefore, critical to the effective leadership
of the District.
The Superintendent Shall be the chief administrative and instructional
officer of the Board of Education and of the School District and shall
be responsible for the implementation of all actions of the Board, the
administration and operation of the public school system subject to the
policies of the Board, and the supervision of all matters pertaining to
instruction in all programs under the direction of the Board.
When the position of Superintendent shall be vacant, the Board shall elect
a Superintendent by a majority vote of all Members of the Board and shall
fix the beginning salary and the term of office. Such term of office for
the Superintendent shall not be more than six (6) years, renewable at the
discretion of the Board.
The Board will actively seek the best qualified and most capable candidate
for the position of Superintendent. It will be aided in this task by a
committee of Board Members. Recruitment procedures shall be prepared in
advance of the search and shall include the following:
preparation of a position description
No person may be employed as Superintendent of this District unless that
person has signed an employment contract with the Board or has been employed
by Board resolution, either of which shall include the term for which employment
is contracted including beginning and ending dates, the salary which the
Superintendent shall be paid and the intervals at which it shall be paid,
a statement as to procedures to be followed and the consequences of termination
or modification, a provision for extending the term of the agreement, procedures
for the resolution of misunderstandings or disagreements, and a statement
of agreed upon evaluation procedures.
preparation of written specifications of qualification in addition to
the State requirements for all applicants
preparation of informative material describing the School District and
its educational goals
solicitation of applications from a large enough geographical area to
ensure a range of applicant backgrounds and experience
where feasible, the opportunity for applicants to visit the schools
of the District
a screening process that enables the Board to interview a sufficient
number of applicants so that an adequate range of choices is available
for final selection
recruitment and consideration of candidates in accordance with Board
policy, state and federal law.
Any applicant's misstatement of fact material to qualification for employment
or the determination of salary shall be considered by this Board to constitute
grounds for dismissal.
Each applicant for the position of Superintendent shall be required to
pass a physical examination by a qualified physician mutually agreeable
to the parties. Such examination shall be reasonably related to the required
position responsibilities, the cost of which shall be borne by the District
if the candidate is so employed.
The Board shall evaluate periodically the service of the Superintendent.
Prior to the beginning of the period under evaluation, the Board and the
Superintendent shall agree upon the evaluation criteria. Such criteria
may include but is not limited to:
Attainment of objectives agreed upon annually by the Board and Superintendent
Superintendent's relationships with staff, students, and community
Superintendent's personal growth including his/her self-analysis
As a result of the evaluation, the Board should recognize strengths and
weaknesses in the District's program and assist the Superintendent in establishing
specific objectives which advance the District toward its goals and take
any action regarding the employment of the Superintendent in accordance
with the law.
State School Code, SS 1001, 1003, 3705-P.G. 104,
Home Rule Charter, 12-400, 12-301
P. L. 88-352, Title VI
P. L. 93-318, Title IX