LaSalle/Putnam
County EducationAL Alliance for
Special Education (L.E.A.S.E.) Policy Manual
TABLE OF CONTENTS
SECTION
3 - ADMINISTRATION
3:10 Long Range
Planning
3:20 OPEN
3:30 Line and Staff Relations
3:30 E1 Exhibit Organizational Chart
3:40 Director
3:40 AP1 Administrative Procedure Executive Director
Duties
3:40 AP2 Administrative Proecure Executive Director
Evaluation Process Procedures
3:40 AP3 Administrative Procedure Executive Director
Consulting Activities
3:40 AP 4 Administrative Procedure Executive Director
Fringe Benefit Package
3:50 Administrative Personnel Other Than the Director
3:60 Administrative Responsibility of the Building
Principal
3.60 AP1 Administrative
Procedure - Circuit Breaker School Principal
3:70 Succession of Authority
Administration
Long Range Planning
The Director directs the administration in order to manage the
Alliance and to
facilitate the implementation of a quality educational program in alignment
with Executive Committee policy 1:30, L.E.A.S.E. Mission, Goals and
Administrative Philosophy. Specific
goals and objectives are to:
1. Effectively
and efficiently manage the Alliances
programs and buildings
2. Provide
educational expertise
3. Develop
and maintain channels for communication between the school and community
4. Develop
an administrative procedures manual implementing Executive Committee policy
5. Skillfully
manage the Alliances
fiscal and business activities
6. Plan,
organize, implement, and evaluate educational programs, and
7. Meet
or exceed student performance and academic improvement goals established by the
Executive Committee.
Long-range, as well as short-term goals, are necessary for the continuation and growth of the L.E.A.S.E.
educational program for children with disabilities. These goals will be influenced by:
·
an evaluation of the present educational and
financial status of the Cooperative.
·
projection of future educational and financial
needs;
·
identification of State-wide priorities
promulgated by the Illinois State Board of Education;
·
consideration of current research and its
implications for future educational programming.
To address this need for long and short term planning, the Executive
Director shall annually conduct a needs assessment relative to programs and
services for students with disabilities between the ages of 3 through 21.
In order to provide instructional services for the students with
disabilities of the Cooperative, the Director and L.E.A.S.E. staff shall
annually formulate a Comprehensive Cooperative-Wide Needs Assessment
Report. It shall recommend educationally
sound programming that justifies itself in substantial benefits to the students
served. Included in the Cooperative-Wide
Needs Assessment Report may be:
1.
an assessment of projected needs;
2.
proposed objectives to assure that L.E.A.S.E. goals
continue to be met;
3.
proposed class sites;
4.
proposed staffing plans necessary and appropriate to
implement any needed new programs.
L.E.A.S.E. will use an assessment tool as a partial basis for determining
needs within our Cooperative. Such
assessment will include a request for districts to identify any unserved and/or
underserved students with disabilities.
Final determination of the priority programmatic need eligible for flow
through funding to meet the highest need of the entire Cooperative will be the
function of the L.E.A.S.E. Executive Committee and the Director.
LEG. REF.: 105
ILCS 5/10-16.7, 5/10-21.4, and 5/10-21.4a.
Executive
Committee Minutes December 6, 1979, Revised January, 1992
CROSS REF.: 1:30
(L.E.A.S.E. Mission, Goal and Administrative Philosophy), 2:20 (Powers and
Duties of the Governing Bodies), 2:130 (Board Director Relationship), 3:40
(Director), 3:50 (Administrative Personnel Other Than the Director), 3:60
(Administrative Responsibility of the Building Principal), 6:10 (Educational
Philosophy and Objectives)
ADOPTED: September
11, 2008
Administration
Line and Staff Relations
The Director shall develop an organizational chart indicating the
channels of authority and reporting relationships for school personnel. These channels should be followed, and no
level should be by-passed except by Executive Committee approval.
All local district personnel shall refer matters requiring
administrative action to the responsible L.E.A.S.E. Coordinator. If necessary, local district personnel may
refer a matter through the appropriate successive administrative steps on the
L.E.A.S.E. organizational chart (3:30P1).
The Director shall be authorized to establish staff committees
which the Director deems appropriate in order to obtain staff advice and
suggestions in decision-making.
All personnel should refer matters requiring administrative
action to the responsible administrator, and may appeal a decision to a higher
administrative officer. Whenever
possible, each employee should be responsible to only one immediate
supervisor. Where this is not possible,
the division of responsibility must be clear.
LEGAL REF.:
CROSS REF.: 2:140
(Communications To and From the Governing Bodies), 8:110 (Public Complaints)
ADOPTED: September
11, 2008
Administration
Director
Duties and
Authority
The Director is the Alliance's
executive officer and is responsible for the administration and management of
the Alliance programs in accordance with the Governing Bodies policies and
directives, and takes other action as needed to implement Executive Committee
policy and otherwise fulfill his or her responsibilities. The Director is authorized to develop
administrative procedures to implement policy.
The Director may delegate to other Alliance staff members the exercise of any powers and the
discharge of any duties imposed upon the Director by policy or by vote of the
Governing Bodies. The delegation of power or duty, however, shall not relieve
the Director of responsibility for the action that was delegated.
Qualifications
The Director must be of good character and of
unquestionable morals and integrity. The
Director shall have the experience and the skills necessary to work effectively
with the Executive Committee, Alliance Council, Alliance employees, students, and the community. The Director shall hold proper State
certification/approval.
When the office of the Director becomes vacant, the
Chairperson of the Executive Committee and the Chairperson of the Alliance
Council shall appoint a search committee.
The search committee may utilize the services of outside consultants in
securing candidates and in the initial screening. Qualified staff members who
apply for the position will be considered for the vacancy. The membership of the search committee shall
include the Alliance Council chairman and L.E.A.S.E. Executive Committee
members. The responsibility for recommending a candidate to the Alliance
Council shall rest with the Executive Committee, and the responsibility for
final employment is the responsibility of the Alliance Council.
Evaluation
The Executive Committee will evaluate, at least annually, the
Directors performance, and effectiveness, using standards and objectives
developed by the Director and the Executive Committee that are consistent with
the Executive Committees
policies and the Directors contract. A
specific time should be designated for a formal evaluation session with all
Executive Committee members present. The
evaluation should include a discussion of professional strengths as well as
performance areas needing improvement.
The Director shall annually present evidence of
professional growth through attendance at educational conferences, in-service training,
or similar continuing education pursuits.
Compensation and
Benefits
The Administrative Agent and the Director, after approval by
the Executive Committee, shall enter into an employment agreement that conforms
to Executive Committee policy and State law.
This contract shall govern the employment relationship between
L.E.A.S.E. and the Director. The terms
of the Directors employment agreement, when in conflict with the policy, will
control.
In the Cooperative, there is only one recognized State-Approved
Director of Special Education which is the L.E.A.S.E. Executive Director of
Special Education.
LEGAL REF.: 105
ILCS 5/10-16.7, 5/10-21.4, 5/10-23.8, 5/21-7.1, 5/24-11, and 5/24A-3.
23
Ill.Admin.Code §§1.310 and 29.130.
CROSS REF: 2:20
(Powers and Duties of the Governing Board), 2:130 (Board-Director
Relationship), 2:240 (Policy Development), 3:10 (Long Range
Planning)
ADOPTED: September
11, 2008
Administration
Administrative Procedure Executive Director-Duties
Executive Director - Job
Description
Qualifications Type 75 General Administrative Certificate
with Director of Special Education Endorsement.
Type 10 Special Education
certificate and at least two years of teaching experience in at least one area
of special education.
Responsible to: L.E.A.S.E. Executive Committee
The
Director shall be the chief executive and administrative officer of
L.E.A.S.E. The Director may delegate
responsibility for the various segments of the program, but the management of
L.E.A.S.E. is the Director's responsibility.
The
Director may delegate to other staff the exercise of any powers and the
discharge of any duties imposed upon the Director by these policies or by vote
of the Executive Committee. The
delegation of power or duty, however, shall not relieve the Director of
responsibility for the action taken under such delegation.
In
addition to the administrative duties, the Director shall make recommendations
to the Executive Committee and to the Alliance Council concerning the budget,
selection of administrative office staff, teaching staff, support staff and
special education instructional materials and equipment for children with
disabilities. The Director shall assist
in the keeping of the records and accounts as directed and required by the
Executive Committee, aid in making reports required of the Executive Committee
and perform such other duties as the Executive Committee may delegate to the
Director as prescribed by the general provisions to the L.E.A.S.E.
Constitution.
The
Director shall be present whenever possible at all meetings of the Alliance
Council and Executive Committee. The
Director or the Director's designee shall attend all L.E.A.S.E. committee or ad
hoc committee meetings and assist the committees in reaching sound
judgments. The Director shall make
available to committees such information and reports which may assist the
committees and L.E.A.S.E.
The
Director shall be responsible, through the central office supervisory team, for
the following functions:
1. The Director shall be responsible for
interpreting, communicating and implementing the policies established by the
L.E.A.S.E. Executive Committee to the staff and other appropriate persons. The L.E.A.S.E. Executive Committee may give
consideration to the recommendations and reactions of those persons who shall
be affected by these policies.
2 The L.E.A.S.E. Executive Committee delegates to the
Director the function of specifying required actions and designing the detailed
arrangements or administrative procedures under which L.E.A.S.E. will be
operated in accordance with Executive Committee policy and the L.E.A.S.E.
Constitution. These administrative procedures
shall be in compliance with Title 23, Illinois
Administrative Code 226 as well as all other State and federal statutes.
In the development of administrative procedures,
the Director shall give consideration to the recommendations and reactions of those
who shall be affected.
The Executive Committee may approve
administrative procedures when such approval is required by law or otherwise
advisable.
3. The day-to-day operations of the
services and programs of L.E.A.S.E.
4. Recommendation
of staffing patterns for L.E.A.S.E.'s instructional programs and services.
5. Conducting research and recommending
plans for the short-range goals, long-range goals, services and programs of
L.E.A.S.E.
6. Evaluation of all operations, programs,
services and personnel of L.E.A.S.E. on a regularly scheduled basis as
determined by the Executive Committee.
7. Formulation of plans to facilitate and
implement the requirements for special education as set forth in federal, State
and local guidelines as well as by any other laws found in the Illinois Revised
Statutes.
8. The
preparation and administration of the L.E.A.S.E. annual budget.
9. Any
or all other duties so prescribed in the job description of the Director.
The
L.E.A.S.E. Director of special education shall perform the following duties and
responsibilities under the direct line relationship to the L.E.A.S.E Executive
committee although he is indirectly responsible to all boards of education and
superintendents of participating districts with membership in the Alliance.
1. Direct
the establishment and operation of all special education programs and services
in compliance with Section 226.140, Illinois Administrative Code, Title 23,
Subtitle A, by:
a. consulting with superintendents,
principals and psychologists regarding the identification of needs for special
programs and services in compliance with Section 226.50 of the Illinois
Administrative Code, Title 23, Subtitle A;
b. initiating and proposing programs for needed
County, inter-district and local programs, including long range programs, and
refer these to proper school officials for study and action;
c. making arrangements with the
superintendent(s) of the district(s) concerned to establish classes and services
that have been jointly deemed necessary; and
d. assisting, where required, the
superintendent of the district concerned in locating and establishing suitable
facilities.
2. Direct
the supervision of all special education programs and services in compliance
with Section 226.145 and 226.850 of the Illinois Administrative Code,
Title 23, Subtitle A, by:
a. proposing where needed the employment
of qualified and state approved L.E.A.S.E. supervisory personnel for programs
of a specific nature;
b. distributing the services of the
L.E.A.S.E. staff according to the requests of superintendents, principals and
teachers;
c. providing supplementary technical
assistance supervision of local district teachers through L.E.A.S.E. staff,
local superintendents, principals, and teachers or, as deemed necessary by the
Director in accordance with Section 226.245, 226.150 and 226.850 of the
Illinois Administrative Code. Title 23, Subtitle A;
d. consulting with superintendents and
principals concerning strengths and weaknesses of programs and services.
3. Be responsible for establishing a
referral and identification system including forms for establishing local
staffing patterns, for cooperative wide special education planning and for
placement of children with disabilities in special education programs (see
referral and placement procedures), etc..
4. Serve as a member of each
superintendent's staff, and as such, be available as a resource person to the superintendent,
principal, faculty, parents and board of education.
5. Assist
local principals where requested in providing resources to evaluate the
performance of special education personnel.
6. Serve as a consultant to local
principals in matters concerning the integration of children with disabilities
into the total school program.
7. Provide for the coordination and
supplementary inservice training of all special education personnel.
8. Participate in student conferences in
compliance with Section 226.550 of the Illinois Administrative Code, Title 23,
Subtitle A ...by:
a. attending personally or
b. sending a L.E.A.S.E. staff member as
his representative or;
c. designating a local district
representative with the approval of the local school district when
"a" and "b" above
are unavailable.
d. directing the follow-up activities
necessary to fulfill the recommendations of staff conferences by:
1. referring cases to outside agencies;
2. assisting in finding needed special
programs or services; and
3. checking to see that staff assignments
are carried out.
9. Assume
responsibility for the direction and supervision of the professional staff of
the L.E.A.S.E. office and their performance as defined in their job descriptions
as developed by the Director.
10. Direct the fiscal management of the
L.E.A.S.E. Cooperative by:
a. proposing as per the L.E.A.S.E.
Constitution a comprehensive budget to the Executive Committee by March for the
ensuing fiscal year;
b. pro-rating the cost of the adopted
budget to the individual school districts in L.E.A.S.E. according to Article
9.3 of the L.E.A.S.E. Constitution;
c. making necessary expenditures and
purchases for the operation of
L.E.A.S.E. within the limits of the adopted budget; and
11 Attend and participate in, as an
ex-officio member, all meetings of the Executive Committee, except those
meetings where the Director's employment is under consideration.
12. Assume
the responsibility for the direction and supervision of the secretarial staff
and their performance.
13. Serve
as the representative of the Cooperative to the:
a. Illinois
Alliance of
Administrators of Special Education
(IAASE);
b. Council for Exceptional Children
(National and State);
c. Other programs and conferences
concerning special education.
14. Serve on County committees of which the
interests and purposes pertain or relate to children with disabilities or the
benefit thereof.
15. Assist local districts in preparing
reports for the Illinois State Board of Education.
16. Direct the compilation of an annual
Cooperative needs assessment and status report to be distributed to individual
districts each school year.
17. Establish and maintain for the
Cooperative open and effective lines of communication with both private and
allied agencies in the Cooperative, including those activities deemed as
educational and public relations.
18. Represent the local school districts and
the Alliance in
meetings with related agencies which have a direct relationship to the schools
served by the Cooperative.
19. Plan for appropriate inservice training
for the L.E.A.S.E. staff including himself / herself.
20. Attend
local board meetings at the invitation of the local superintendent and/or local
board of education and participate in them for the purpose of inservice
education, clarification of educational recommendations, budget or any other
matter pertaining to the operation of the Cooperative or the local district
program.
21. Interpret the special education program
to the professional staff, parent and the general public.
22. Recommend and seek pecuniary grants or
other funding, the purpose of which is to benefit children with disabilities.
23. Recommend amendments to the L.E.A.S.E. Constitution
as needed in order to improve the operation and functions of the Cooperative.
24. Propose needed legislation which will
benefit children with disabilities and communicate with local representatives
to the General Assembly regarding the interest of L.E.A.S.E. in proposed
legislation.
25. Delegate for review vision/hearing
screening reports which are forwarded to the L.E.A.S.E. office in accordance
with the Child Hearing Test Act (Chapter 23, paragraphs 2331-2337, Illinois
Revise Statutes, 1971).
26. Advise local district personnel
regarding homebound and hospital instruction.
27. Assist local districts in directing a
public relations and information program which will make known to the public
the educational rights of children with
disabilities and the availability of special education programs and services in
accordance with Section 226.505 of the Illinois Administrative Code, Title 23,
Subtitle A.
28. Direct research studies which are deemed
useful to the Cooperative.
29. Assist, at the request of local
districts, in recruiting candidates for special education vacancies by:
a. announcing positions to universities;
b. reviewing the certification of
candidates;
c. screening applicants;
d. participating in the interviewing of
candidates.
30. To serve as the Legal Secretary to the
L.E.A.S.E Executive Committee.
31. Conduct, participate in, or direct any
other activities required for maintaining the effective and economical operation of the L.E.A.S.E.
Cooperative.
32. Coordinate the submission of personnel
approvals to the Illinois State Board of Education.
33. It shall be the responsibility of the
Director to provide to new Executive Committee members who have never served
before on the Committee, immediately upon their election, an orientation
program. Materials regarding L.E.A.S.E.
previous year operations, the current annual budget, policies and other
pertinent information may be provided to acquaint new members with the powers
and duties of the Executive Committee and the operation of L.E.A.S.E.
34. The Director or his designee shall have
the responsibility for the establishment of evaluation procedures to be
conducted by L.E.A.S.E. staff for the purpose of
determining a childs eligibility as being
disabled according to L.E.A.S.E., State and federal criteria.
Also, the Director or his designee shall assist
in securing such evaluations when requested by the member districts of the
Cooperative. The non-discriminatory
evaluation program for each child shall include, but not be limited to,
specialized tests, evaluative instruments and observations by professionals.
LEG. REF.: Executive
Committee Minutes November 7, 1983
Title
23: Chapter 1: Subchapter 1:
Part 226, Special Education, Section 226.480
Title
23 Illinois
Administrative Code, Subtitle A, Part226, Special Education, Section
226-840
L.E.A.S.E.
Constitution, Article 4.1, 6.6.
CROSS REF.:
ADOPTED:
Administration
Administrative Procedure Executive Director Evaluation Process
Procedures
1. The chairperson of the Executive
Committee shall act as chairperson of the "Director's Evaluation
Committee."
2. Standards for the Director's evaluation
shall reflect mutually agreed upon performance criteria enumerated in the
Director's job description and reflected in the evaluation instrument selected
by the Executive Committee.
3. Evaluation requires preparation and
self-examination by the Director, as well as the collection and review data by
the evaluation committee which relates to the Director's performance.
4. A Director's evaluation document shall
be available for use by the Executive Committee in sufficient time to provide
for an adequate review of the performance items.
5. The evaluation committee shall meet as
needed with the Director to discuss L.E.A.S.E. expectations and the Director's
attainment of those expectations.
6. Each evaluation judgment made by the
Executive Committee members shall be supported by as much rational and
objective evidence as possible.
7. The Executive Committee shall submit to
the Director, a written summary report no later than by the Committee's April
meeting, regarding the performance evaluation of the Director.
8. The Director shall have the
opportunity, prior to the April meeting of the Executive Committee, to review
the findings and clarify or respond to areas of dubious control or concern.
FORMS REF.: F:\Marty\Exec.Director\Director evaluation
form.doc
Administration
Administrative Procedure Executive Director -
Consulting Activities
The Director may serve educationally as a
speaker, consultant or resource person for compensation outside of L.E.A.S.E.
with the approval of the Executive Committee.
Approval from the Executive Committee is
contingent upon:
1. the Director's consulting activities not
interfering with the Director's responsibilities to L.E.A.S.E.
2. the Director's consulting activities
being accomplished outside of the Director's
time responsibilities to L.E.A.S.E.
Administration
Administrative Procedure Executive Director Fringe
Benefit Package
1.
Paid
comprehensive major medical health package (single or family plan);
2.
Paid
life insurance $50,000.00;
3.
Car
provided for business use only with all expenses paid - mileage reimbursement
per policy when car is unavailable for use;
4.
Paid
vacation - Four weeks (non-accumulative unless changed by specific Executive
Committee action). The L.E.A.S.E.
Director is employed on a twelve month contract commencing July 1st of each
year and ending June 30th unless longer term contracts are agreed to
by the Executive Committee. The
L.E.A.S.E. Director is granted one month vacation (20 days) unless a different
number is specifically granted by the L.E.A.S.E. Executive Committee.
5.
Dues
- all paid;
6.
Conferences
and Conventions - paid;
7.
Meals
- out-of-County paid - in-County not paid unless Director is out with
non-L.E.A.S.E. personnel on school business (receipts required);
8.
Sick
leave - 17 days per year unlimited accumulation
9.
Personal
leave - 2 days per year cumulative as sick days if not used;
10.
Moving
expense - up to $1,500 with receipts;
11.
Holidays
- all legal and school holidays paid;
12.
Director's
T.R.S. contribution including the T.R.S. insurance contribution is fully paid
by the Board on behalf of the Director;
13.
Additional
fringe benefits may be made available as approved specifically by the
L.E.A.S.E. Executive Committee for the Executive Director.
LEGAL REF.: L.E.A.S.E.
Executive Committee Meeting minutes November 14, 1991
L.E.A.S.E.
Executive Committee Meeting minutes March 9, 2004
CROSS REF.: 5.270AP2
(Insurance)
ADOPTED: September
11, 2008
Administration
Administrative
Personnel Other Than the Director
Duties and
Authority
Alliance
administrative and supervisory positions are established by the Executive
Committee in accordance with State law and regulations. The general duties and authority of each
administrative or supervisory position are approved by the Executive Committee,
upon the Director's recommendation, and contained in the respective position's
job description.
Qualifications
All administrative personnel shall have a valid administrative
certificate and appropriate endorsements issued by the State Certification
Board and such other qualifications as specified in the position's job
descriptions.
Evaluation
The performance of all administrative personnel will be
evaluated by the Director or designee; the Director shall make employment and
salary recommendations to the Executive Committee.
Administrators shall annually present evidence to the Director
of professional growth through attendance at educational conferences,
additional schooling, in-service training and through participation in the
general development and improvement of the program.
Administrative
Work Year
The administrators work year shall be the same as the Alliance's fiscal year,
July 1 through June 30, unless otherwise stated in the employment
agreement. In addition to legal
holidays, the administrators shall have vacation periods as approved by the
Director. All administrators shall be
available for work when their services are necessary.
Compensation and Benefits
The Executive
Committee will consider the Director's recommendations when setting
compensation for individual administrators.
Unless stated otherwise
in individual employment contracts, all benefits and leaves of absence
available to teaching personnel are available to administrative personnel.
LEGAL REF: 105
ILCS 5/10-21.4a, 5/24A-1, 5/24A-3, and 5/24A-4.
23 Ill. Admin. Code §
1.310.
CROSS REF: 3:60
(Administrative Responsibility of the Building Principal), 5:30 (Hiring Process
and Criteria), 5:250 (Leaves of Absence)
ADOPTED: September 11, 2008
Administration
Administrative
Responsibility of the Building Principal
The Executive Committee, upon the recommendation of the
Director or designee, employs Building Principals as the chief administrators
and instructional leaders of their assigned schools. The primary responsibility of a Building
Principal is the improvement of instruction.
Each Building Principal shall perform all duties as described in The
School Code as well as such other duties as specified in his or her
employment agreement or as agreed upon by the Building Principal and Director
or designee.
The Director or designee shall develop and maintain a
principal evaluation plan that complies with Section 24A-15 of The School
Code. Using
that plan, the Director or designee shall evaluate each Building
Principal. The Director or
designee may conduct additional evaluations.
The Executive Committee and each Building Principal shall
enter into an employment agreement that conforms to Executive Committee policy
and State law. The
terms of an individual employment contract, when in conflict with the
evaluation plan or this policy, will control.
LEGAL REF.: 10
ILCS 5/4-6.2.
105
ILCS 5/2-3.53a, 5/10-20.14, 5/10-21.4a, and 5/24A-15.
105
ILCS 127/1 et seq.
CROSS REF.: 3:50 (Administrative Personnel Other
Than the Director), 5:250 (Leave of Absence)
ADOPTED: September
11, 2008
Administration
Administrative Procedure
- Circuit Breaker School
Principal
The principal holds a
key position of educational leadership.
The principal is responsible for the total education of students in the
C.B.S. program. The authority of the
principal is delegated to him by the Director of L.E.A.S.E. who, in turn, has
received his authority from the L.E.A.S.E. Executive Committee. The primary function of the principal is to
provide leadership to others so that the job of teaching can be most
successfully accomplished. The overall
responsibility is to provide leadership and coordination which will encourage
the staff, the community and the pupils to work together toward the best school
program which they can achieve within the existing organization of the school
system.
In all important matters
including curriculum, instruction and teacher evaluation, the principal shall
secure the counsel of the Director or designee in formulating his
recommendations.
The principal has the
administrative responsibility to plan, operate and evaluate the educational
program of the attendance center to which he is assigned subject to and under
the supervision of the Director or designee and in accordance with reasonable
rules and regulations authorized by the L.E.A.S.E. Executive Committee. The principal is given the responsibility of
submitting recommendations to the Director of Special Education or designee
concerning the appointment, retention and promotion and assignment of all
personnel employed at the attendance center.
LEGAL REF.: Section
10-21.4a of School Code
CROSS REF.:
ADOPTED: September
11, 2008
Administration
Succession of Authority
In the case of extended temporary absence or extended
temporary incapacity of the Director, temporary authority shall pass to an
individual appointed by the Director with approval of the L.E.A.S.E. Executive
Committee. This succession shall be as
follows unless otherwise designated by the Executive Committee.
If the, Building Principal, or other
administrator is temporarily absent, the succession of authority and
responsibility of the respective office shall follow a succession plan,
developed by the Director and approved by the Executive Committee. This plan shall usually be congruent with the
succession of authority indicated within the L.E.A.S.E. organizational chart
(3:30-E1).
LEGAL REF.:
CROSS REF.:
ADOPTED: September
11, 2008
