ASB Board Policies
Policy: 3.000
Section: SECTION 3: SCHOOL ADMINISTRATION
School Administration Structure
SCHOOL ADMINISTRATION STRUCTURE
In accordance with the By-Laws of the ASB Education Trust (Section VIII), the Board of Trustees employs the Head of School as the individual responsible for the overall administration of the school and execution of Board policies and decisions. The Head of School is supported by a Leadership Team.
Cross References:2.010 - Powers and Duties of the Board of Trustees 3.100 - Head of School 3.110 - Powers and Duties of the Head of School 3.130 - Head of School's Recruitment 3.200 - Leadership Team
Legal References:By-laws of ASB Education Trust
Adoption Date: January 24, 2005 Last Revised: December 12, 2023
Policy: 3.100
Section: SECTION 3: SCHOOL ADMINISTRATION
Head of School
HEAD OF SCHOOL
The Board of Trustees will employ a Head of School who will serve as the Chief Executive Officer of the School and will be responsible for effective and efficient day-to-day administration of the School, in accordance with Board policies and decisions.
The Head of School will be responsible to the Board for all aspects of the School’s operations.
The Head of School will report directly to the Board as an official convened body. They are not responsible to any individual member of the Board or committee designated by the Board.
The Head of School will attend all meetings of the Board (except meetings pertaining to their own performance, or when otherwise excused by the Board and/or Board policy.
Cross References:2.200 - Board Officers 2.220 - Board of Trustees - Head of School Relationship 3.000 - School Administration Structure 3.110 - Powers and Duties of the Head of School
Legal References:By-laws of ASB Education Trust
Adoption Date: January 24, 2005 Last Revised: December 07, 2021
Policy: 3.110
Section: SECTION 3: SCHOOL ADMINISTRATION
Responsibilities and Duties of the Head of School
RESPONSIBILITIES AND DUTIES OF THE HEAD OF SCHOOL
The Head of School is responsible for the overall administration of the School and carries out their administrative functions in accordance with applicable laws and regulations in a manner consistent with the Trust Deed, By-laws and the Board Policy Manual of ASB Education Trust The Head of School must maintain confidentiality of privileged information at all times.
The duties are clearly defined in the job description and as referenced by the Head of School’s employment contract. When appropriate or necessary, the Head of School may delegate duties to the Leadership Team or other members of the school staff, but the Head of School remains responsible and accountable for their successful execution.
Consistent with Board policy and applicable law, the Head of School has the following powers and duties:
Board: The Head of School carries out all duties as assigned by the Board and is accountable to the Board for the School’s operations. They attend all meetings of the Board (except when excused), keep the Board regularly informed regarding the School’s operations and performance, make sound recommendations on matters requiring Board action, and implement policy and other decisions approved by the Board. They also serve as a conduit to ensure effective communication between the Board and the School community.
Teaching and Learning: The Head of School sets the academic vision for the School, in keeping with the School’s overall mission, Core Values, and strategic objectives and is responsible for all aspects of the instructional program.
Personnel: The Head of School develops staffing plans that support and build the School’s academic programs and attract the most qualified Staff to the School. They recruit, hire, manage and terminate faculty and Support Staff in accordance with Board policy, develop Staff performance plans, conduct timely performance evaluations, and promote an ongoing Staff development program. The Head of School will ensure that exit interviews are conducted at the completion of all Employee contracts.
Students: The Head of School ensures the development of admissions and placement procedures, formal assessment and grading procedures, and student programs. The Head of School is also responsible for student supervision and enforcing policies pertaining to students.
Communication: The Head of School is the key spokesperson of the School. They establish and maintain a communications program to keep all members of the School community informed of School academic direction, regulations, and activities, and facilitate an inclusive and cooperative working relationship within the School community. They also represent the School in dealings with external organizations and agencies, both local and international, including governmental bodies.
Business Management and Development: In conjunction with the Board, the Head of School develops a strategic plan for the School. They are responsible for its implementation, including the development and regular assessment of goals and objectives consistent with the plan.
Fiscal Management: The Head of School is responsible for establishing and maintaining systems and methods for efficient financial management, including budgeting, expenditure of funds, and safekeeping of assets. They also oversee development of the annual budget for Board approval, ensure sound fiscal practices are followed, monitor ongoing income and expenditures against the budget, and track School assets. At each quarterly Board meeting, they or a designee presents the School’s financial position and any variances.
Assets and Facilities: The Head of School will ensure that systems are in place for the proper management, operation, and maintenance of the School’s assets and facilities. They will inform the Board of routine facilities upgrades and improvements and will seek approval for any major capital expenditures or construction efforts.
Operations: The Head of School will have responsibility for the daily operation of the School, including the supervision of all services and will take necessary steps to ensure the health, safety, and security of all Staff and students on campus. They will implement regulations and emergency plans, and report to the Board any extraordinary incidents at the soonest possible opportunity.
School Policy: The Head of School will be responsible for the execution of Board policies as well as the development and implementation of regulations in support of those policies. They will identify areas where policies need to be added, revised, or deleted, and will develop recommendations for the Board’s approval.
School Fees: The Head of School is responsible for ensuring the timely and efficient collection of School fees. All fees are due as determined by Board Policy.
Other: The Head of School will perform any other duties as set forth elsewhere in this Board Policy manual, or as may be assigned by the Board from time to time, so long as those additional responsibilities are consistent with those normally associated with the position of a Head of School.
Cross References:2.010 - Powers and Duties of the Board of Trustees 2.220 - Board of Trustees - Head of School Relationship 3.100 - Head of School 3.130 - Head of School's Recruitment 3.160 - Head of School's Performance Evaluation 3.190 - Interim Head of School 3.200 - Leadership Team
Legal References:By-laws of ASB Education Trust
Adoption Date: January 24, 2005 Last Revised: December 12, 2023 Last Reviewed Dates: May 24, 2025
Policy: 3.130
Section: SECTION 3: SCHOOL ADMINISTRATION
Head of School's Recruitment
HEAD OF SCHOOL'S RECRUITMENT
The Board of Trustees will recruit and appoint the Head of School. The Head of School should have a history of successful management performance, a proven commitment to standards of professional excellence and personal integrity and be adaptable and resourceful in the local environment.
The Board may seek guidance and assistance from a professional recruiting agency and/or establish a search committee, to help in the recruiting, screening and interviewing process. The search Committee will review this policy at the start of the Head of School recruitment process, to ensure it is up-to-date and relevant. The final appointment decision is made by the Board.
The candidate will be of good moral character and must have the following qualifications:
Relevant advanced degrees, preferably in School Administration and Supervision;
Experience as an educational administrator, preferably in international schools, including schools with an American-based curriculum;
A proven track record in:
Curriculum planning;
Instruction and staff development;
Providing direction to the management team in all areas;
Management and teaching, preferably in an American-based curriculum program;
School financial management;
Strategic Planning;
Crisis management;
Goal-oriented management and organization;
Identifying resources, recruiting staff, and evaluating personnel;
Fostering positive relationships with the faculty, the administration, the Board and the community;
Intercultural competency with a desire to understand and adapt to other cultures;
Working closely with various businesses, host government and diplomatic communities;
Strong verbal and written communication skills;
Is of sound health, as certified by a medical authority;
The ideal candidate should also have the following:
US Citizenship;
An administrator's certificate or relevant equivalent from an accredited and recognized organization.
Cross References:3.110 - Powers and Duties of the Head of School 3.140 - Head of School's Employment Contract
Adoption Date: January 24, 2005 Last Revised: May 18, 2024
Policy: 3.140
Section: SECTION 3: SCHOOL ADMINISTRATION
Head of School's Employment Contract
HEAD OF SCHOOL'S EMPLOYMENT CONTRACT
The appointment of the Head of School will be secured through an employment contract, which will state the contract term, compensation, benefits, and other conditions of employment. The employment contract will follow current Board policy, meet all legal requirements and will protect the rights of both the Board of Trustees and the Head of School.
At the start of the recruitment process, the Board or its appointed subcommittee, must review the following:
All Board Policies related to Head of School recruitment and contract
Current norms and practices for Head of School recruitment and
Current Head of School contract template
Prior to offering a contract, the Board will appoint a sub-committee to review the terms of, negotiate, and oversee the legal review of the contract in coordination with the Director of Operations and Finance and Director of Human Resources.
The Head of School’s employment contract covers, but is not limited to, the following:
Period of Service;
Compensation;
Benefits;
Leave;
Conflicts of Interest and Outside Employment;
Renewal/termination of Employment Contract.
The Head of School’s initial term of employment will be for a two- or three-year period, as determined by the Board.
Cross References:2.030 - Trustee Responsibilities 3.110 - Powers and Duties of the Head of School 3.130 - Head of School's Recruitment 3.160 - Head of School's Performance Evaluation 3.170 - Renewal/Extension of Head of School's Employment Contract 3.180 - Termination of Head of School's Employment Contract
Adoption Date: January 24, 2005 Last Revised: December 12, 2023
Policy: 3.150
Section: SECTION 3: SCHOOL ADMINISTRATION
Head of School's Annual Work Objectives
HEAD OF SCHOOL'S ANNUAL WORK OBJECTIVES
At the beginning of each school year, the Head of School and Board President shall collaboratively develop a set of annual goals to form the basis for evaluating the Head of School’s performance as described in Board policy. These annual goals should be informed by, and align with, the Strategic Plan, and should be accompanied by specific, measurable, and realistic performance indicators by which the Head of School’s performance can be objectively assessed at the mid-point and end of the year. For a returning Head of School these may include professional development goals based on performance feedback from the prior years.
The Head of School’s proposed annual goals and performance indicators shall be presented to the Board at the first Board meeting, and after discussion and any revisions, shall be approved by majority vote of the Board no later than the end of October.
Cross References:1.300 - School Year and Calendar 2.060 - Board of Trustees Annual Goals and Objectives 3.110 - Powers and Duties of the Head of School 3.120 - Head of School Responsibilities 3.160 - Head of School's Performance Evaluation
Adoption Date: January 24, 2005 Last Revised: December 12, 2023
Policy: 3.160
Section: SECTION 3: SCHOOL ADMINISTRATION
Head of School Performance Management and Evaluation
HEAD OF SCHOOL PERFORMANCE MANAGEMENT AND EVALUATION
As part of its commitment to the Head of School’s success and professional growth, the Board of Trustees will evaluate the Head of School’s performance at the mid-point and end of each school year. Performance evaluation will be approached as one element of a year-round performance management and professional growth continuum, and the Board President should meet regularly with the Head of School to provide constructive feedback and guidance to help the Head of School successfully meet established goals and Board expectations.
The Head of School performance evaluation process will be administered by a committee (hereafter “Head of School Evaluation Committee” or HOSEC) comprising the Board President, Vice President/Governance Chair, and one other Trustee. The Head of School’s performance will be assessed based on their effectiveness in meeting the annual goals and performance indicators described in Board Policy, along with a standardized set of core competencies derived from the Head of School’s employment contract and job description.
Prior to the mid-year and end-of-year evaluations, the HOSEC will send written surveys to the Board and to the Leadership Team, soliciting quantitative and qualitative feedback on the Head of School’s effectiveness in meeting established annual goals and fulfilling core competencies.Staff and parents will be included in the end of the year evaluation process. In parallel to these surveys, the Head of School will send a self-assessment to the Board President. After reviewing the Board and Leadership Team survey responses and the Head of School’s self-assessment, the Board President should meet with the Head of School to discuss the results, including commendations and recommendations. Following each of these meetings, the President will summarize the discussion in a written report to the Board, to be presented in executive session at the January and May Board meetings. If the Head of School’s contract is due for renewal or extension, the Board should consider the mid-year appraisal for the relevant discussion during its January executive session. The President’s final written end-of year report, incorporating any Board edits, along with an optional written response from the Head of School, will be placed in the Head of School’s file in the School’s Human Resources Office.
The Board and the Head of School will keep all discussions and written materials related to the Head of School’s performance strictly confidential.
Cross References:2.220 - Board of Trustees - Head of School Relationship 3.110 - Powers and Duties of the Head of School 3.150 - Head of School's Long-Range Goals and Annual Work Objectives
Adoption Date: January 24, 2005 Last Revised: December 12, 2023
Policy: 3.170
Section: SECTION 3: SCHOOL ADMINISTRATION
Renewal/Extension of Head of School's Employment Contract
RENEWAL/EXTENSION OF HEAD OF SCHOOL'S EMPLOYMENT CONTRACT
The Board is not obligated to renew/extend the Head of School’s employment contract beyond the specified termination date cited in the contract.
The board will meet in Executive Session to consider extending the term of the Head of School’s employment contract no later than January 30th of the year preceding the last year of the Head of School’s employment contract. Following this meeting, and within five (5) days, the Board President will formally notify the Head of School of the Board’s intention to either: (1) extend or renew the existing contract for a one year or multiple year term; or (2) not extend/renew its relationship at the end of the current contract.
If the Board decides to extend/renew the contract, a letter of notification will be provided to the Head of School. Following such notification, the Head of School must accept or reject the Board’s offer within ten (10) days of receipt of the offer of extension. If the Head of School fails to accept the Board's offer of extension within ten (10) days of receipt, the offer becomes null and void and the Head of School’s contract will terminate on the specified termination date cited in the contract.
Should the Board not formally notify the Head of School of the Board’s intention as set forth above, the term of the Head of School’s contract will be automatically extended by an additional one (1) year period, upon the same terms and conditions set forth therein, except with no further automatic extension of the agreement.
Any extension or renewal of the term of the Head of School’s employment contract will be in the form of an amendment to the current employment contract with the same terms and conditions as defined therein, unless otherwise agreed to in writing by both parties. The renewal or extension of an existing contract must be stated in writing and signed by the Board President and Head of School to be considered valid.
Cross References:2.010 - Powers and Duties of the Board of Trustees 3.110 - Powers and Duties of the Head of School 3.160 - Head of School's Performance Evaluation 3.180 - Termination of Head of School's Employment Contract
Adoption Date: January 24, 2005 Last Revised: December 12, 2023
Policy: 3.180
Section: SECTION 3: SCHOOL ADMINISTRATION
Termination of Head of School's Employment Contract
TERMINATION OF HEAD OF SCHOOL'S EMPLOYMENT CONTRACT
The Board of Trustees reserves the right to terminate the employment of the Head of School at the end of their employment contract or at any earlier time as outlined below. In the event that the Head of School disagrees with the termination, they will be entitled to a hearing in a closed Executive Session of the Board. The termination clause in the Head of School’s employment contract should be consistent with Board policy, but in the event it differs, the employment contract will prevail.
Successful completion of contract: Upon successful completion of their contract, the Head of School will be granted all benefits outlined in their contract.
Termination by Board for inability to perform duties: The Head of School’s contract may be terminated by the Board if the Head of School is unable, by reason of sickness or other disability, to discharge the duties and responsibilities specified in their employment contract for a period of six (6) consecutive months beyond exhaustion of the Head of School’s accumulated sick leave entitlement or beyond the period of any extended leave granted by the Board, with or without compensation. In the event of such termination, the Head of School will be entitled to the compensation agreed upon in the employment contract, including shipping and transportation allowances. The Board has the right to determine the eligibility for any future compensation should the contract provisions not adequately reflect the intentions of the Board.
Termination by Board for misconduct: The Board may terminate the Head of School’s contract, with immediate effect, if the Head of School is determined to be guilty of insubordination, immoral character, inefficiency, incompetency, or neglect of duty. The Board may offer severance at its discretion.
Termination by Board for other reasons: The Board may propose to terminate the Head of School’s contract upon eighteen months written notice to the Head of School. In the event of such termination, the Head of School will be entitled to the compensation agreed upon in the employment contract, including shipping and transportation allowances. The Board may offer additional severance at its discretion.
Termination by Head of School: The Head of School may propose to terminate their contract upon eighteen months written notice to the Board. The Head of School will be entitled to compensation as per the terms of the employment contract.
If, for any reason, the Head of School is unable to complete their contract, the Board may appoint an interim Head of School.
Cross References:2.010 - Powers and Duties of the Board of Trustees 3.110 - Powers and Duties of the Head of School 3.140 - Head of School's Employment Contract 3.160 - Head of School's Performance Evaluation 3.170 - Renewal/Extension of Head of School's Employment Contract 3.190 - Interim Head of School
Adoption Date: January 24, 2005 Last Revised: December 07, 2021
Policy: 3.190
Section: SECTION 3: SCHOOL ADMINISTRATION
Interim Head of School
INTERIM HEAD OF SCHOOL
The Board of Trustees reserves the right to appoint an interim Head of School if the Head of School’s position becomes vacant for any reason or the presiding Head of School is incapacitated and unable to perform the duties of the position.
The interim Head of School will perform all the duties and functions of the Head of School, or those duties as determined by the Board. The interim Head of School will remain in place until the Head of School is able to resume their duties or a new Head of School is appointed and has assumed their duties.
The determination of incapacity may be made at the request of the Head of School or if the Board deems necessary, by a qualified medical examiner approved by the Board. During the period of incapacity, the Head of School will be placed on leave, and the benefits provided during that time will be consistent with the terms of their employment contract. This leave cannot extend beyond the term of the Head of School’s contract.
The Board will make the final determination regarding the Head of School’s return to active duty. That decision may involve input from a Board approved medical examiner or other evidence that the Head of School is capable of resuming their duties on a full-time basis.
Cross References:2.200 - Board Officers 2.220 - Board of Trustees - Head of School Relationship 3.100 - Head of School 3.140 - Head of School's Employment Contract 3.180 - Termination of Head of School's Employment Contract
Adoption Date: January 24, 2005 Last Revised: December 12, 2023
Policy: 3.200
Section: SECTION 3: SCHOOL ADMINISTRATION
Leadership Team
LEADERSHIP TEAM
Leadership Team (LT) positions are established to assist the Head of School in overseeing the administration of the school and providing the necessary leadership to achieve the educational mission and goals of the School. The LT will be responsible to the Head of School or the Head of School’s designee. Generally the LT consists of the Head of School, Deputy Head of School, Divisional Principals and Director of Operations and Finance. The Head of School will inform the Board of changes to the existing LT positions.
The Head of School will have full responsibility for recruitment, selection, and contract negotiation, within approved School policy and procedural guidelines. Hiring processes will be guided in alignment with the School’s Mission and Core Values. However, the Head of School may seek guidance and assistance from a professional recruiting agency and/or establish a search committee to assist in the recruiting, screening, and interviewing process.
To ensure that the best candidate is selected for an open position, candidates will be assessed in accordance with the requirements of the specific position and selection will be guided by the following criteria:
Professional Competence – Education and Certification/Licenses (where applicable)
Work experience
References and background checks from past and present supervisors
Commitment to professional development and growth
Enthusiasm for learning
Complete Background verification/check
Proficiency in English
A High level of intercultural competence
All employees will be hired in compliance with Indian Laws and ASB’s safe recruiting practices. At the time of awarding a contract, all employees will be subject to a background check.
The School is an equal opportunity employer. It is the intention of the Board and Head of School to recruit the best-qualified people for all positions based on the highest standard of preparation and successful experience in line with Board Policy.
Cross References:3.000 - School Administration Structure 3.110 - Powers and Duties of the Head of School 6.160 - Equal Employment Opportunity 6.241 - Background Checks for Child Safeguarding 6.240 - Staff Recruitment, Qualifications and Selection 6.830 - School Closure: Continuation of Salary and Benefit
Adoption Date: January 24, 2005 Last Revised: May 24, 2025