Section: School AdministrationTitle: Head of SchoolPolicy: 3.0Status: ActiveAdopted: January 24, 2005Revised: May 22, 2026 HEAD OF SCHOOLThe Board of Trustees will employ a Head of School who will serve as the Chief Executive Officer of the School and be responsible for effective and efficient day-to-day administration of the School, in accordance with Board policies and decisions. The Head of School is supported by a school-wide Leadership Team.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 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 Officers2.220 - Board of Trustees - Head of School Relationship3.000 - School Administration Structure3.110 - Powers and Duties of the Head of SchoolLegal References:By-laws of ASB Education Trust

Section: School AdministrationTitle: Responsibilities and Duties of the Head of SchoolPolicy: 3.1Status: ActiveAdopted: January 24, 2005Revised: December 12, 2023Reviewed: May 22, 2026RESPONSIBILITIES AND DUTIES OF THE HEAD OF SCHOOLGeneral Responsibilities:The Head of School shall be responsible for the overall administration of the School and shall discharge these duties in accordance with applicable laws in a manner consistent with the Trust Deed, By-laws and the Board Policy Manual of the ASB Education Trust. The Head of School shall maintain confidentiality of privileged information at all times. The duties and performance expectations of the Head of School shall be defined in the job description and referenced in the Head of School’s employment contract. The Head of School may delegate duties to the Leadership Team or other staff as appropriate; however, the Head of School retains accountability for execution of all delegated responsibilities. The LT shall be responsible to the Head of School or the Head of School’s designee.Powers and Duties: Consistent with Board policy and applicable law, the Head of School has the following powers and duties: 2.1 Board Relations: The Head of School carries out all duties as assigned by the Board and is accountable to the Board for the School’s operations. The Head of SchoolThey shall attend all Board meetings (except when excused), keep the Board regularly informed regarding School operations and performance, make recommendations on matters requiring Board action, and implement Board- approved policies and decisions.The Head of School shall facilitate effective communication between the Board and the School community. 2.2 Teaching and Learning: The Head of School shall establish and promote the School’s academic vision consistent with the School’s overall mission, Core Values, and strategic objectives.  The Head of School is responsible for the quality and effectiveness of the instructional program.2.3 Personnel: The Head of School shall develop staffing plans that support the School’s academic and operational needs and attract highly qualified staff The Head of School shall recruit, hire, manage, and when necessary,  terminate faculty and support staff in accordance with Board policies and applicable law. The Head of School shall ensure staff performance evaluation and development systems are implemented.  2.4 Students: The Head of School shall ensure the development and implementation of admissions and placement, assessment, grading, and student support  procedures, in alignment with Board policy. The Head of School shall ensure student supervision and enforcement of policies pertaining to student conduct. 2.5 Communication: The Head of School shall serve as the primary spokesperson for the School. The Head of School shall establish communications strategies to keep the School community informed of academic direction, regulations, and activities, and shall promote an inclusive environment. The Head of School shall represent the School in external engagements including with governmental and accrediting bodies. 2.6 Strategic and Business Planning: The Head of School, in collaboration with the Board, shall support the  development and implementation of the School’s strategic plan and ensure regular assessment of goals and objectives.  2.7 Fiscal Management: The Head of School shall ensure that systems are in place for efficient financial management, as well as adequate safeguards for School assets. The Head of School shall prepare an annual budget for Board approval, oversee financial operations in accordance with Board policy, and report on financial performance at intervals defined by regulation.  2.8 Assets and Facilities: The Head of School shall  ensure systems for effective management, maintenance, and operation of School  facilities. The Head of School shall inform the Board of routine facility upgrades and improvements and seek approval for major capital expenditures.   2.9 Operations: The Head of School shall be responsible for the daily operation of the School, including the health, safety, and security of Staff and students on campus.  The Head of School shall implement regulations and emergency plans, and report extraordinary incidents to the Board in a timely manner.  2.10 Policy Implementation: The Head of School shall execute Board policies and develop  regulations to support policy implementation. The Head of School shall recommend to the Board where policies need to be created, revised, or retired.,  2.11 School Fees: The Head of School shall ensure that processes are in place for the timely and efficient collection of School fees. as determined by Board Ppolicy. 2.12 Other: The Head of School shall perform any other duties as assigned by the Board that are consistent with the role of chief executive and educational leader.  3. Compliance: The Head of School shall ensure compliance with this policy and all applicable laws and Board policies.Cross References:2.010 - Powers and Duties of the Board of Trustees2.220 - Board of Trustees - Head of School Relationship3.100 - Head of School3.130 - Head of School's Recruitment3.160 - Head of School's Performance Evaluation3.190 - Interim Head of School3.200 - Leadership Team Legal References:By-laws of ASB Education Trust

Section: School AdministrationTitle: Head of School's RecruitmentPolicy: 3.2Status: ActiveAdopted: January 24, 2005Revised: May 22, 2026HEAD OF SCHOOL'S RECRUITMENTThe Board of Trustees will recruit and appoint the Head of School. The candidate should demonstrate a record of effective leadership, a commitment to professional excellence and integrity, and adaptability to the School's international and local context. The Board will evaluate candidates based on educational background, relevant experience, and moral character. The Board may engage a professional recruiting agency and/or establish a Search Committee, to support the recruitment, screening and interviewing process. The final appointment decision shall be made by the Board. The Head of School will be hired in compliance with Indian Laws and ASB’s safe recruiting practices. At the time of awarding a contract, the Head of School will be subject to a background check.The candidate will be of good moral character and must have the following qualifications:An advanced degrees, preferably in School Administration Educational Leadership, or a related field; Demonstrated leadership experience as an educational administrator, preferably in international schools with an American-based curriculum; A proven track record in:Curriculum planning and instructional leadership;;Staff development and instructional improvement;;Strategic leadership across academic and operational domains;Experience in management and teaching, preferably within an American-based curriculum;Oversight of School financial operations and budget management;Strategic planning and execution;Crisis preparedness and response leadership; Results-driven leadership and organizational management;Human resource planning, recruitment, and personnel evaluation;Building and maintaining positive relationships with faculty, administration, Board, and community stakeholders;Intercultural competence and the ability to lead in diverse cultural contextsEngaging with external partners, including business, diplomatic, and host government representatives;Strong verbal and written communication skillsThe ideal candidate should also have the following:US Citizenship;An administrator’s certificate or equivalent credential from an accredited and recognized body.Cross References:3.110 - Powers and Duties of the Head of School3.140 - Head of School's Employment Contract

Section: School AdministrationTitle: Head of School's Employee ContractPolicy: 3.3Status: ActiveAdopted: January 24, 2005Revised: May 22, 2026HEAD OF SCHOOL'S EMPLOYMENT CONTRACT The Head of School shall be appointed through a formal employment contract outlining the term, compensation, benefits, and other agreed-upon conditions of employment.The contract shall be consistent with current Board policy, comply with all applicable legal requirements, and protect the interests of both the Board of Trustees and the Head of School. The Board may appoint a subcommittee to negotiate and review contract terms, with input from relevant senior administrators, and to coordinate legal review as necessary.All Board Policies related to Head of School recruitment and contractCurrent norms and practices for Head of School recruitment andCurrent 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 contract shall include, but not be limited to, the following areas: Term of employment;Compensation and Benefits;Leave entitlements;Provisions regarding conflicts of iInterest and outside employment;Terms for renewal or termination. The initial contract term shall typically be for two or three years, 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

Policy: 3.4Section: School AdministrationTitle: Head of School's Annual Work ObjectivesPolicy: 3.4Status: ActiveAdopted: January 24, 2005Revised: May 22, 2026HEAD 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

Section: School AdministrationTitle: Head of School's Performance Management and EvaluationPolicy: 3.5Status: ActiveAdopted: January 24, 2005Revised: May 22, 2026HEAD OF SCHOOL PERFORMANCE MANAGEMENT AND EVALUATIONAs part of its commitment to the Head of School’s success and professional growth, the Board of Trustees shall evaluate the Head of School’s performance on a regular and systematic basis. Performance evaluation shall be viewed as one element of a year-round performance management and professional growth continuum, and the Board President shall 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 evaluation shall be administered by a committee (hereafter “Head of School Evaluation Committee” or HOSEC) appointed by the Board and consisting of the Board President, Vice President/Governance Chair, and one other Trustee. The Head of School’s performance shall be evaluated 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 shall send written surveys to the Board and 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. The evaluation process shall  include 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 shall meet with the Head of School to discuss the results, including commendations and recommendations. Following each of these meetings, the President shall summarize the discussion in a written report to the Board, to be presented in a working session at the May Board meetings. If the Head of School’s contract is due for renewal or extension, the Board shall take into account the mid-year appraisal when conducting the relevant discussion during its January working 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 filed in the Head of School’s file kept with the Board Manager, who keeps official records on behalf of the Board. The Board and the Head of School shall keep all discussions and written materials related to the Head of School’s performance confidential, consistent with Board policy and applicable law.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

Section: School AdministrationTitle: Renewal/Extension of Head of School's Employment ContractPolicy: 3.6Status: ActiveAdopted: January 24, 2005Revised: May 22, 2026RENEWAL/EXTENSION OF HEAD OF SCHOOL'S EMPLOYMENT CONTRACTThe Board shall have no obligation to renew or extend the Head of School’s employment contract beyond the specified termination date cited in the contract. The Board shall meet in the Working 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 shall 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 or renew the employment relationship at the end of the current contract. If the Board decides to extend/renew the contract, a letter of notification shall be provided to the Head of School. Following such notification, the Head of School shall 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 shall 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 shall be automatically extended by an additional one (1) year period, upon the same terms and conditions set forth therein, except that there shall be 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 shall 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

Section: School AdministrationTitle: Termination of Head of School's Employment ContractPolicy: 3.7Status: ActiveAdopted: January 24, 2005Revised: May 22, 2026TERMINATION OF HEAD OF SCHOOL'S EMPLOYMENT CONTRACTThe 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 shall be entitled to a hearing in a closed Working Session of the Board. The termination clause in the Head of School’s employment contract shall be consistent with Board policy, but in the event it differs, the employment contract shall prevail. Successful completion of contract: Upon successful completion of their contract, the Head of School shall 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 shall be entitled to the compensation agreed upon in the employment contract, including shipping and transportation allowances. The Board reserves 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 advance written notice to the Head of School. In the event of such termination, the Head of School shall 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 advance  written notice to the Board. The Head of School shall 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

Section: School AdministrationTitle: Interim Head of SchoolPolicy: 3.8Status: ActiveAdopted: January 24, 2005Revised: May 22, 2026INTERIM HEAD OF SCHOOLThe 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 current Head of School becomes incapacitated and unable to perform the duties of the position. The interim Head of School shall perform all the duties and functions of the Head of School, or those duties as determined by the Board. The interim Head of School shall 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 shall be considered to be on leave, and the benefits provided during that time will be consistent with the terms of their employment contract. This leave shall not extend beyond the term of the Head of School’s contract. The Board shall 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

Section: School AdministrationTitle: School OrganizationPolicy: 3.9Status: ActiveAdopted: October 13, 1998Revised: December 02, 2025SCHOOL ORGANIZATIONThe Head of School will implement policies established by the Board of Trustees and ensure the School achieves its Mission . The School will reflect democratic principles in its own organization and procedures, recognizing that the successful operation of the school is a shared responsibility.Employee of the school is responsible to the Head of School, who is responsible to the Board of Trustees. The school is organized as follows:The Board of Trustees establishes general policies governing the operation of the school.The Head of School makes recommendations to the Board of Trustees and implements the Board's policy decisions.The Principal of each school division and other designated administrators recommend effective means of implementing policy and coordinate school-wide procedures for ensuring and evaluating learning.Teachers implement school regulations, deliver the content of the curriculum to meet the needs of students, and ensure student progress in learning.The Support Staff implement school regulations and perform their duties. Lines of ResponsibilityThe following principles will apply:Most Employees will be responsible to only one supervisor. In some cases, an Employee may be responsible to two supervisors when their responsibilities cross divisions or departments. Each Employee will know who supervises themAll Employees should first approach their supervisor for matters requiring administrative actionCross References: 1.100 Philosophy, Mission Statement and Core Values 6.000 Personnel Definitions

Section: School AdministrationTitle: School Administration (Principalship)Policy: 3.10Status: ActiveAdopted: October 13, 1998Revised: December 02, 2025SCHOOL ADMINISTRATION (PRINCIPALSHIP)The Principal of each school (Elementary, Middle and High) will direct day-to-day operation in conformity with the principles established in the statutes of the American School of Bombay Education Trust, Board policy, and administrative regulations issued by the Head of School.Each Principal will:report directly to the Head of School;maintain proper records and reports;report to parents about student progress and school affairs;enforce school policies;participate in development of the annual budget;orient the instructional staff;supervise and evaluate the performance of instructional personnel;direct the improvement of instruction;promote a cooperative and productive working relationship among staff members, community members and students; oversee and provide appropriate co-curricular programs; implement and enforce safeguarding practices

Section: School AdministrationTitle: Policy ImplementationPolicy: 3.11Status: ActiveAdopted: October 13, 1998Revised: March 24, 2026POLICY IMPLEMENTATION The Head of School is responsible for implementing Board policies and enforcing the supporting regulations and operational procedures unless otherwise specified. All school employees, students, and Board members are expected to abide by Board policies. Administrators and supervisors are responsible for informing staff members and students of existing policies and regulations and for ensuring that they are implemented in the spirit intended. To do this, the Leadership Team shall issue staff and student handbooks, and an introduction to the Board Policy Manual shall be included during the New Trustee orientation.