Vientiane International School

4. The Director

4.1       Appointment and Responsibilities

- The Director is appointed by the Board.

- The Board shall appoint a qualified acting Director for a negotiated term.

- The Director's duties and responsibilities shall be clearly defined by the Board in his/her contract. The Director shall be responsible only to the Board, and shall not be responsible to any individual Board Member or Board committee.

- The Director is responsible for the general administration of all instructional, business or other operations of the School in accordance with his/her job description as annexed to his/her contract. This includes the regular recruiting and dismissing of teaching and support staff. For “irregular” recruiting and dismissing the Director shall seek the agreement of the Board.

- The Director shall institutionalize monthly meetings with Staff representatives and report the results of those meetings to the Board at monthly Board meetings.

- The Director also advises and makes recommendations to the Board regarding the necessity of the formulation of new policy or consistency with existing policy.

4.2       Qualifications of the Director

The Director shall have earned at least a Master's Degree (or equivalent), preferably in educational administration. The Director shall preferably have had at least five years' experience in teaching and an additional five years of experience in school administration.  It is preferred that the candidate has prior international experience and a demonstrated executive ability. The Board may adjust these qualification requirements as appropriate.

4.3   The Director shall be the chief executive officer and educational leader of the School to whom the Board delegates certain responsibilities for administration, staff selection and development, as well as curriculum development and implementation thereof. The Director is responsible for the day-to-day operations of the School.

4.4       Evaluation of the Director

The evaluation of the Director should be seen as a co-operative effort between the Director and the Board which results in improved leadership and management of the educational programs, and fiscal and operational procedures of the school. In addition, the evaluation process should assist the Director in developing and achieving career goals.

All written documents compiled by the Board relative to the evaluation of the Director are to be treated as strictly confidential and are not to be made available to other parties without the written consent of the Director.

The evaluation shall be considered during review of the Director's salary and benefits for contract renewal and mid contract salary adjustments. The Board will periodically review the contract salary and benefits for the Director as necessary.

 4.5 The Board may authorize the Director (and/or the Business Manager or any other agent) to enter into an approved legal contract or execute and deliver any instrument in the name of and on behalf of the School, and such authority may be general or confined to specific instances. Financial and legal limitations shall be well defined and reviewed by the Board or its committees on a regular basis.