POLICY STATEMENT
The Board believes
that a line-staff arrangement of administrative organization best suits the
needs of the Division. An
Organizational Chart is the most effective means of depicting organizational
structure and reporting relationships within the school system.
This arrangement
describes the relationships of administrators and school personnel to one
another, with regard to lines of communication, cooperation and responsibility.
1. Line
Administrators
a. Line
positions in the system include the Superintendent, Chief Deputy Superintendent, Directors, Principals, Secretary-Treasurer, and Department Supervisors.
b. Line officers are those responsible for the operation of the major units of this system. The line function exercises command over the resources of the organization in order to help it attain its goals. Line is whatever an organization must do if it is going to operate at all.
c. Line
officers are assigned authority, i.e.
they have the formal power to make decisions which guide the actions of
others. They must also assume
responsibility for the exercise of their authority.
d. Authority can be delegated; responsibility cannot. This means that delegating does not diminish in any way the responsibility of the delegating line officer.
2. Staff
Positions
a. The role of staff officers is to furnish specialized advice and assistance so as to facilitate the work of the line officers. They collect information and provide knowledge that can be used by line officers in making decisions.
b. Staff
officers do not have authority over line officers. However, certain staff officers may exercise authority over other
staff personnel.
3. General
Organization Chart
a. The general organization chart depicts the organizational structure and reporting relationships in Aspen View Regional Division No.19.
b. The purpose
of the organizational chart is to:
i. depict the total management structure, including line and staff relationships,
ii. display the
levels of authority and chain of command,
i.e. define how authority is distributed from its ultimate source (the
Board of Trustees) to positions which have a successively narrower scope of
authority, and
c. When the administrative structure of the system changes to meet new needs, the organization chart should also be changed, subject to Board approval.
4. Line of
Authority
a. Lines of authority shall be those approved by the Board. The lines of authority are shown on the organization chart by the lines joining the position boxes in the organization chart. A solid line connecting two boxes represents direct authority of the supervisor over the position or group in the lower box.
b. The chain of command must be observed in situations involving, directions, approvals or vetoes. No one other than an employee’s direct supervisor should normally have the authority to set objectives or allocate resources for him/her, or to direct, veto or evaluate his/her performance.
c. If a line officer elects to perform any of these functions in relation to an employee over whom he has indirect authority, he/she must also assume a corresponding degree of responsibility for the results of such actions. If and when he/she exercises indirect authority, he/she shall consult with the immediate supervisor about the intervention.
d. All personnel are expected to keep the person to whom they are immediately responsible, informed of their activities by whatever means the person in charge deems appropriate.
e. If an employee is dissatisfied with the actions of his/her supervisor or conditions at his /her place of work and wishes to lodge a complaint, he/she shall be expected to follow these procedures:
i. discuss the
concerns with his/her supervisor,
ii. if not satisfied with the outcome, express the concern to the supervisor in written form,
iii. if still
not satisfied with the results, contact the supervisor’s immediate supervisor
and at the same time, notify his/her own supervisor of such action,
iv. continue up
the chain of command in similar fashion.
5. Channels of
Communication
Communication within the organization should be as free and open as possible. Any person in any part and at any level of the organization should be encouraged to go directly to any other part or person in the organization for information or assistance needed to perform his/her job. Employees are thus not restricted to the chain of command for communications involving requests for information, advice, guidance or assistance.
DATE OF ADOPTION: February 16, 2000
DATE
OF AMENDMENT: August 15, 2001
REVIEW
DATE: August 2004
LEGAL
REFERENCE: Section 44 (3) (d) School Act
CROSS
REFERENCE: