[{"data":1,"prerenderedAt":515},["ShallowReactive",2],{"document-school-principal-job-description-D11709":3},{"document":4,"label":23,"preview":11,"thumb":24,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":25,"breadcrumb":29,"related":33,"customDescModule":173,"customdescription":6,"mdFm":174,"mdProseHtml":514},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"JOB DESCRIPTION SCHOOL PRINCIPAL Brief description The position of school principal consists of planning, directing, or coordinating the academic, clerical, or auxiliary activities of public or private schools. Tasks",null,"School Principal Job Description","2",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/school-principal-job-description-D11709.png","https://templates.business-in-a-box.com/imgs/250px/11709.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#11709.xml",{"title":15,"description":6},"school principal job description",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Job Descriptions","/templates/job-descriptions/","School Principal Job Description Template","https://templates.business-in-a-box.com/imgs/400px/11709.png",[26,17,20],{"label":27,"url":28},"Templates","/templates/",[30,31,32],{"label":27,"url":28},{"label":18,"url":19},{"label":21,"url":22},[34,38,42,46,50,54,58,62,66,70,74,78,82,101,114,127,142,157],{"label":35,"url":36,"thumb":37,"extension":10},"Elementary School Teacher Job Description","/template/elementary-school-teacher-job-description-D11652","https://templates.business-in-a-box.com/imgs/250px/11652.png",{"label":39,"url":40,"thumb":41,"extension":10},"High School Teacher Job Description","/template/high-school-teacher-job-description-D11661","https://templates.business-in-a-box.com/imgs/250px/11661.png",{"label":43,"url":44,"thumb":45,"extension":10},"Barista Job Description","/template/barista-job-description-D13535","https://templates.business-in-a-box.com/imgs/250px/13535.png",{"label":47,"url":48,"thumb":49,"extension":10},"CEO Job Description","/template/ceo-job-description-D13536","https://templates.business-in-a-box.com/imgs/250px/13536.png",{"label":51,"url":52,"thumb":53,"extension":10},"Housekeeper Job Description","/template/housekeeper-job-description-D13548","https://templates.business-in-a-box.com/imgs/250px/13548.png",{"label":55,"url":56,"thumb":57,"extension":10},"Recruiter Job Description","/template/recruiter-job-description-D13572","https://templates.business-in-a-box.com/imgs/250px/13572.png",{"label":59,"url":60,"thumb":61,"extension":10},"Paralegal Job Description","/template/paralegal-job-description-D13562","https://templates.business-in-a-box.com/imgs/250px/13562.png",{"label":63,"url":64,"thumb":65,"extension":10},"Server Job Description","/template/server-job-description-D13574","https://templates.business-in-a-box.com/imgs/250px/13574.png",{"label":67,"url":68,"thumb":69,"extension":10},"Underwriter Job Description","/template/underwriter-job-description-D13578","https://templates.business-in-a-box.com/imgs/250px/13578.png",{"label":71,"url":72,"thumb":73,"extension":10},"Videographer Job Description","/template/videographer-job-description-D13579","https://templates.business-in-a-box.com/imgs/250px/13579.png",{"label":75,"url":76,"thumb":77,"extension":10},"Webmaster Job Description","/template/webmaster-job-description-D13582","https://templates.business-in-a-box.com/imgs/250px/13582.png",{"label":79,"url":80,"thumb":81,"extension":10},"Account Manager Job Description","/template/account-manager-job-description-D13506","https://templates.business-in-a-box.com/imgs/250px/13506.png",{"description":83,"descriptionCustom":6,"label":84,"pages":85,"size":9,"extension":10,"preview":86,"thumb":87,"svgFrame":88,"seoMetadata":89,"parents":91,"keywords":90,"url":100},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":90,"description":6},"employment agreement_at will employee",[92,94,97],{"label":18,"url":93},"human-resources",{"label":95,"url":96},"Hire an Employee","hire-employee",{"label":98,"url":99},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":102,"descriptionCustom":6,"label":103,"pages":104,"size":9,"extension":10,"preview":105,"thumb":106,"svgFrame":107,"seoMetadata":108,"parents":110,"keywords":109,"url":113},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":109,"description":6},"job offer letter long",[111,112],{"label":18,"url":93},{"label":95,"url":96},"/template/job-offer-letter-long-D12769",{"description":115,"descriptionCustom":6,"label":116,"pages":117,"size":9,"extension":10,"preview":118,"thumb":119,"svgFrame":120,"seoMetadata":121,"parents":123,"keywords":122,"url":126},"FIXED-TERM AGREEMENT This Fixed-Term Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [COMPANY NAME], (the \"Company\") a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE] with its head office located at: [YOUR COMPLETE ADDRESS] AND: [EMPLOYEE NAME], (the \"Employee\") an individual with his main address located at: [YOUR COMPLETE ADDRESS] Collectively, the Company and Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has offered employment to the Employee in the capacity of [SPECIFY CAPACITY OF EMPLOYEE] in the Company; WHEREAS, the Employee is desirous of and is willing to be employed by the Company in such capacity; NOW, THEREFORE, the Parties agree as follows: DEFINITIONS \"Agreement\" and \"this Agreement\" shall mean this Fixed-Term Agreement and all attached annexures and instruments supplemental to or amending, modifying or confirming this Agreement, in accordance with the provisions of this Agreement. \"Company\" shall have the meaning given to such expression in paragraph 1 of the introduction of the Parties. \"Confidential Information\" includes any trade/business secret, technical knowledge or know-how, financial information, plans, customer lists, pricing policies and procedures, marketing data, research and development data, product data, any formula pattern or compilation of information used in the business of the Company or any clients thereof or their affairs. \"Intellectual Property\" means all intellectual and industrial property and all rights therein, including, without limiting the generality of the foregoing, all inventions (whether patentable or not, and whether or not patent protection has been applied for or granted), improvements, developments, discoveries, proprietary information, trademarks, trademark applications, trade names, websites, Internet domain names, logos, slogans, know-how, trade secrets, processes, designs (whether or not registerable and whether or not design rights subsist in them), works in which copyright may subsist (including computer software and preparatory and design materials therefor). \"Month\" means a calendar month. \"Working Day\" means any day excluding Saturdays, Sundays, and statutory holidays. \"Customer(s)\"/\"Clients\" shall mean any individual, corporation, partnership, business, or other entity, whether for-profit or not-for-profit, whose existence and business is known to the Employee as a result of the Employee's access to the Company's business information, Confidential Information, customer lists, customer account information or any other source of information the Employee has access to during its employment. TERM This is a Fixed-Term Agreement. This Agreement will commence on [SPECIFY DATE] and will end on [SPECIFY DATE]. FIXED-TERM APPOINTMENT The Company hereby offers appointment to the Employee for a Fixed Term to serve the Company in the capacity of [CAPACITY OF EMPLOYEE], with effect from [SPECIFY DATE] (the \"Effective Date\") until [SPECIFY DATE]. The Company may conduct a background and a medical check on the Employee, who hereby agrees and assents to the aforesaid offer being made subject to the satisfactory completion of the same. The Employee shall perform their duties at [SPECIFY ADDRESS]. The Employee warrants that, by entering into this Agreement and performing obligations hereunder, the Employee will not be in breach of any terms or obligations under any subsisting agreement, written or oral, with any third party. Notice Period. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company's services. In the event of the Employee having any incomplete assignment, the Company will have the discretion to relieve the Employee only at the end of the [NUMBER OF MONTHS] months' notice period. Similarly, the Company can terminate the Employee's services by giving the Employee [NUMBER OF MONTHS] months' notice or salary thereof. The Company may terminate the Employee's services immediately on disciplinary grounds. Standard Office Hours. The Company's core hours of operation are from [OFFICE HOURS]. DUTIES AND POWERS The Employee's job description and general responsibilities shall be as set forth in \"Annexure A\" and shall include such further duties and responsibilities as the Company may delegate from time to time. The roles and duties of the Employee are not limited to the ones listed in Annexure A, and the same can be modified or altered as per the decision of the Company. The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Officers of the Company and/or his/her nominated deputies may from time to time assign or give to the Employee. The Employee shall, during the Term of this Agreement (unless prevented by ill health or accident or as otherwise agreed by the Company in writing), devote his time and attention and abilities to the employment with the Company and shall use best endeavours to promote and protect the Company's general interests and welfare. The Parties shall fulfill all their obligations by being compliant with the applicable laws. REMUNERATION The Employee shall be paid [SPECIFY MONTHLY SALARY] on a monthly basis. The said salary shall be paid on [DAY] day of each month to the Employee by the Company. The Employee's salary shall be paid through [MODE OF TRANSFER]. The Employee's salary and other benefits shall be subject to compulsory statutory and other deductions, including tax and other contributions that are to be held by the Employee in STATE/PROVINCE]. LEAVE AND HOLIDAYS The Employee shall be entitled to leave in a year as per the leave policy of the Company, which is annexed as Annexure B to the present Agreement. NON-DISCLOSURE, NON-SOLICITATION AND CONFIDENTIALITY As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement (on which the Employee has had the opportunity to take independent legal advice) are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during the Employee's employment with the Company, nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects in the course of his employment, for the purpose of the Company's administration and management of its employees, its business, and to comply with applicable procedures, laws and regulations. The Employee agrees that he will not at any time during the continuance of employment or on expiry or on termination/cessation of employment with the Company or thereafter, issue any statements to the press (whether oral or written) which have not directly been authorised by the Company. The obligations under this clause shall survive the termination or expiration of this Agreement, and any disclosure of the Confidential Information by the Employee intentionally or unintentionally shall constitute a material breach of the present Agreement, thereby making the Employee liable for the legal action that may be taken by the Company in this regard.","Fixed Term Contract","9","https://templates.business-in-a-box.com/imgs/1000px/fixed-term-contract-D13225.png","https://templates.business-in-a-box.com/imgs/250px/13225.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13225.xml",{"title":122,"description":6},"fixed term contract",[124,125],{"label":98,"url":99},{"label":98,"url":99},"/template/fixed-term-contract-D13225",{"description":128,"descriptionCustom":6,"label":129,"pages":130,"size":131,"extension":10,"preview":132,"thumb":133,"svgFrame":134,"seoMetadata":135,"parents":136,"keywords":140,"url":141},"EMPLOYMENT AGREEMENT FOR AN EXECUTIVE This Employment Agreement for an Executive (the \"Agreement\") is made and effective this [Date], BETWEEN: [EXECUTIVE NAME] (the \"Executive\"), an individual with his main address at: AND: [COMPANY NAME] (the \"Company\"), an entity organized and existing under the laws of the [STATE/PROVINCE], with its head office located at: Recitals In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Company hereby employs the Executive and the Executive hereby agrees to perform services as an Executive of the Company, upon the following terms and conditions: TERM The Company hereby employs Executive to serve as [position] and to serve in such additional or different position or positions as the Company may determine in its sole discretion. The term of employment shall be for a period of [NUMBER] years (\"Employment Period\") to commence on [DATE], unless earlier terminated as set forth herein. The effective date of this Agreement shall be the date first set forth above, and it shall continue in effect until the earlier of: The effective date of any subsequent employment agreement between the Company and the Executive; The effective date of any termination of employment as provided elsewhere herein; or [NUMBER] year(s) from the effective date hereof, provided, that this Employment Agreement shall automatically renew for successive periods of [NUMBER] years each unless either party gives written notice to other that it does not wish to automatically renew this Agreement, which written notice must be received by the other party no less than [NUMBER] days and no more than [NUMBER] days prior to the expiration of the applicable term. Duties and Responsibilities Executive will be reporting to [IDENTIFY]. Within the limitations established by the By-laws of the Company, the Executive shall have each and all of the duties and responsibilities of that position and such other or different duties on behalf of the Company, as may be assigned from time to time by [identify what person or body may assign additional responsibilities]. Location The initial principal location at which Executive shall perform services for the Company shall be [location]. Acceptance of Employment Executive accepts employment with the Company upon the terms set forth above and agrees to devote all Executive's time, energy and ability to the interests of the Company, and to perform Executive's duties in an efficient, trustworthy and business-like manner. Devotion of Time to Employment The Executive shall devote the Executive's best efforts and substantially all of the Executive's working time to performing the duties on behalf of the Company. The Executive shall provide services during the normal business hours of the Company as determined by the Company. Reasonable amounts of time may be allotted to personal or outside business, charitable and professional activities and shall not constitute a violation of this Agreement provided such activities do not materially interfere with the services required to be rendered hereunder. QUALIFICATIONS The Executive shall, as a condition of this Agreement, satisfy all of the qualification that are reasonably and in good faith established by the Board of Directors. Compensation Base Salary Executive shall be paid a base salary (\"Base Salary\") at the annual rate of [salary], payable in bi-weekly installments consistent with Company's payroll practices. The annual Base Salary shall be reviewed on or before [DATE] of each year, unless Executive's employment hereunder shall have been terminated earlier pursuant to this Agreement, starting on [agreed upon date] by the Board of Directors of the Company to determine if such Base Salary should be increased for the following year in recognition of services to the Company. In consideration of the services under this Agreement, Executive shall be paid the aggregate of basic compensation, bonus and benefits as hereinafter set forth. Payment Payment of all compensation to Executive hereunder shall be made in accordance with the relevant Company policies in effect from time to time, including normal payroll practices. Bonus From time to time, the Company may pay to Executive a bonus out of net revenues of the Company. Payment of any bonus compensation shall be at the sole discretion of the Board of Directors or the Executive committee of the Board of Directors and the Executive shall have no entitlement to such amount absent a decision by the Company as aforesaid to make such bonus compensation. Executive shall also be entitled to a bonus determined as follows: [DESCRIBE] Benefits The Company shall provide Executive with such benefits as are provided to other senior management Of the Company. Benefits shall include at a minimum (i) paid vacation of [NUMBER] days per year, at such times as approved by the Board of Directors, (ii) health insurance coverage under the same terms as offered to other Executives of the Company, (iii) retirement and profit sharing programs as offered to other Executives of the Company, (iv) paid holidays as per the Company's policies, and (v) such other benefits and perquisites as are approved by the Board of Directors. The Company has the right to modify conditions of participation, terminate any benefit, or change insurance plans and other providers of such benefits in its sole discretion. The Executive shall be reimbursed for out of pocket expenses that are pre-approved by the Company, subject to the Company's policies and procedures therefore, and only for such items that are a necessary and integral part of the Executive's job functions. NonDeductible Compensation In the event a deduction shall be disallowed by the Internal Revenue Service or a court of competent jurisdiction for federal income tax purposes for all or any part of the payment made to Executive by the Company or any other shareholder or Executive of the Company, shall be required by the Internal Revenue Service to pay a deficiency on account of such disallowance, then Executive shall repay to the Company or such other individual required to make such payment, an amount equal to the tax imposed on the disallowed portion of such payment, plus any and all interest and penalties paid with respect thereto. The Company or other party required to make payment shall not be required to defend any proposed disallowance or other action by the Internal Revenue Service or any other state, federal, or local taxing authorities. Withholding All sums payable to Executive under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. Other Employment Benefits Business Expenses Upon submission of itemized expense statements in the manner specified by the Company, Executive shall be entitled to reimbursement for reasonable travel and other reasonable business expenses duly incurred by Executive in the performance of his duties under this Agreement. Benefit Plans Executive shall be entitled to participate in the Company's medical and dental plans, life and disability insurance plans and retirement plans pursuant to their terms and conditions. Executive shall be entitled to participate in any other benefit plan offered by the Company to its Executives during the term of this Agreement (other than stock option or stock incentive plans, which are governed by Section 3(d) below). Nothing in this Agreement shall preclude the Company or any affiliate of the Company from terminating or amending any Executive benefit plan or program from time to time. Vacation Executive shall be entitled to [agreed upon number of time] weeks of vacation each year of full employment, exclusive of legal holidays, as long as the scheduling of Executive's vacation does not interfere with the Company's normal business operations.","Employment Agreement Executive","12",97,"https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_executive-D543.png","https://templates.business-in-a-box.com/imgs/250px/543.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#543.xml",{"title":6,"description":6},[137,138,139],{"label":18,"url":93},{"label":95,"url":96},{"label":98,"url":99},"employment agreement executive","/template/employment-agreement-executive-D543",{"description":143,"descriptionCustom":6,"label":144,"pages":145,"size":9,"extension":10,"preview":146,"thumb":147,"svgFrame":148,"seoMetadata":149,"parents":151,"keywords":150,"url":156},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":150,"description":6},"non disclosure agreement nda",[152,153],{"label":98,"url":99},{"label":154,"url":155},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":158,"descriptionCustom":6,"label":159,"pages":160,"size":161,"extension":10,"preview":162,"thumb":163,"svgFrame":164,"seoMetadata":165,"parents":166,"keywords":171,"url":172},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[167,168],{"label":18,"url":93},{"label":169,"url":170},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",false,{"seo":175,"reviewer":187,"quick_facts":191,"at_a_glance":194,"personas":198,"variants":223,"glossary":248,"clauses":282,"how_to_fill":332,"common_mistakes":373,"faqs":398,"industries":426,"comparisons":443,"diy_vs_lawyer":457,"jurisdictions":470,"related_template_ids_curated":491,"schema":501,"classification":502},{"meta_title":176,"meta_description":177,"primary_keyword":15,"secondary_keywords":178},"School Principal Job Description Template | BIB","Free school principal job description template covering duties, qualifications, reporting structure, and compensation.",[179,180,181,182,183,184,185,186],"school principal job description template","principal job description template word","school principal duties and responsibilities","principal job description free download","school administrator job description","head teacher job description","educational leadership job description","school principal qualifications",{"name":188,"credential":189,"reviewed_date":190},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":192,"legal_review_recommended":193,"signature_required":193},"medium",true,{"what_it_is":195,"when_you_need_it":196,"whats_inside":197},"A School Principal Job Description is a formal document that defines the scope of the principal role, including core duties, reporting structure, required qualifications, performance expectations, and compensation terms. This free Word download can be edited online and exported as PDF — giving school boards, private school operators, and education authorities a legally grounded and professionally structured hiring document ready to attach to an employment contract.\n","Use it when posting a vacancy for a school principal, formalizing an internal appointment, or replacing an outdated role description that no longer reflects current legal or operational requirements. It is also essential when onboarding a new principal to establish clear expectations before the first day of service.\n","The template covers position title and reporting line, school overview, core responsibilities and leadership duties, required and preferred qualifications, key performance indicators, compensation and benefits summary, equal opportunity statement, and acknowledgement signature block.\n",[199,203,207,211,215,219],{"title":200,"use_case":201,"icon_asset_id":202},"School board members","Standardizing principal hiring across multiple schools in a district","persona-board-member",{"title":204,"use_case":205,"icon_asset_id":206},"Private school owners","Defining the principal role before posting a vacancy or making an offer","persona-small-business-owner",{"title":208,"use_case":209,"icon_asset_id":210},"HR directors in education","Aligning the job description with employment law and compensation bands","persona-hr-manager",{"title":212,"use_case":213,"icon_asset_id":214},"Charter school operators","Documenting leadership duties required by authorizer oversight agreements","persona-startup-founder",{"title":216,"use_case":217,"icon_asset_id":218},"Diocesan or faith-based school administrators","Incorporating mission alignment and values criteria into the role definition","persona-operations-director",{"title":220,"use_case":221,"icon_asset_id":222},"Regional education authorities","Issuing a compliant description for principal appointments across government schools","persona-international-employer",[224,228,231,234,238,242,245],{"situation":225,"recommended_template":226,"slug":227},"Hiring a principal for a public K–12 district school","School Principal Job Description (Public District)","school-principal-job-description-D11709",{"situation":229,"recommended_template":230,"slug":227},"Appointing a principal for a private or independent school","School Principal Job Description (Private School)",{"situation":232,"recommended_template":233,"slug":227},"Defining a vice-principal or deputy head role","Vice Principal Job Description",{"situation":235,"recommended_template":236,"slug":237},"Hiring a head of a single early childhood or pre-K center","Early Childhood Center Director Job Description","director-of-operations-job-description-D13485",{"situation":239,"recommended_template":240,"slug":241},"Formalizing the full employment terms once the candidate accepts","Employment Contract","employment-agreement_at-will-employee-D541",{"situation":243,"recommended_template":244,"slug":227},"Recruiting a superintendent to oversee multiple principals","School Superintendent Job Description",{"situation":246,"recommended_template":247,"slug":227},"Hiring a principal for a charter school with authorizer requirements","Charter School Principal Job Description",[249,252,255,258,261,264,267,270,273,276,279],{"term":250,"definition":251},"Job Description","A formal document that defines a position's title, duties, reporting structure, qualifications, and expectations — used in hiring, performance management, and employment law compliance.",{"term":253,"definition":254},"Reporting Line","The management hierarchy specifying to whom the principal is directly accountable — typically the superintendent, school board, or board of governors.",{"term":256,"definition":257},"Essential Functions","The core duties that define the job and cannot be removed without fundamentally changing the role — legally significant in ADA and disability accommodation assessments in the US.",{"term":259,"definition":260},"Minimum Qualifications","The non-negotiable credentials, certifications, or experience an applicant must hold to be considered for the position.",{"term":262,"definition":263},"Preferred Qualifications","Additional credentials or experience that strengthen a candidate's application but are not required — used to differentiate among qualified applicants.",{"term":265,"definition":266},"Principal Licensure","A state-, province-, or country-issued credential authorizing the holder to serve as a school principal — requirements vary significantly by jurisdiction.",{"term":268,"definition":269},"Key Performance Indicators (KPIs)","Measurable targets used to evaluate the principal's performance, such as student achievement scores, staff retention rates, or budget variance.",{"term":271,"definition":272},"At-Will Employment","An employment arrangement in most US states allowing either party to end the relationship at any time for any lawful reason — relevant to how the job description frames tenure.",{"term":274,"definition":275},"Collective Bargaining Agreement (CBA)","A negotiated contract between an employer and a union that governs wages, hours, and conditions — in unionized districts, principal roles may be partially governed by a CBA.",{"term":277,"definition":278},"Equal Opportunity Statement","A required declaration affirming that the employer does not discriminate on the basis of race, gender, religion, disability, or other protected characteristics.",{"term":280,"definition":281},"Acknowledgement Block","A signature section at the end of the job description where the appointed principal confirms they have read, understood, and accepted the role's terms.",[283,288,293,298,303,307,312,317,322,327],{"name":284,"plain_english":285,"sample_language":286,"common_mistake":287},"Position Title and Reporting Structure","States the official job title, the school or campus to which the principal is assigned, and the chain of command above the role.","Position: School Principal — [SCHOOL NAME]. Reports to: [SUPERINTENDENT / BOARD OF GOVERNORS / EXECUTIVE DIRECTOR]. Effective Date: [DATE].","Listing the reporting line as a person's name rather than a title. When leadership turns over, the document becomes immediately inaccurate and must be reissued.",{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"School Overview and Context","A brief description of the school's type, size, grade levels, student population, and any distinguishing characteristics such as faith affiliation, charter status, or magnet designation.","[SCHOOL NAME] is a [PUBLIC / PRIVATE / CHARTER] [K–8 / 6–12 / K–12] school serving approximately [NUMBER] students in [CITY, STATE]. The school holds [ACCREDITATION STATUS] and is committed to [MISSION STATEMENT].","Omitting enrollment size and grade span. These details directly affect the complexity of the role and are used by candidates to self-screen — leaving them out increases unqualified applications.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Core Responsibilities and Leadership Duties","An enumerated list of the principal's primary obligations — academic leadership, staff supervision, community relations, budget oversight, and regulatory compliance.","The Principal shall: (a) provide instructional leadership to achieve student performance goals; (b) supervise, evaluate, and develop all instructional and non-instructional staff; (c) maintain a safe and inclusive school environment in accordance with [APPLICABLE POLICY]; (d) manage the school's annual operating budget of approximately $[AMOUNT]; and (e) serve as the primary liaison to parents, community stakeholders, and the governing board.","Writing responsibilities so broadly that they cover everything and constrain nothing. Vague duties make performance evaluation subjective and disciplinary proceedings harder to defend.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Required Qualifications","The mandatory education, licensure, certification, and experience thresholds that a candidate must meet to be eligible for the role.","Minimum requirements: (a) Master's degree in Educational Leadership, Administration, or a related field; (b) valid [STATE / PROVINCE] principal licensure or eligibility for licensure within [90] days of appointment; (c) minimum [5] years of certified teaching experience; (d) minimum [2] years of school administration or leadership experience.","Setting required qualifications below what the role actually demands to widen the applicant pool. This exposes the school to discrimination claims when a minimally qualified candidate is rejected in favor of a more experienced one.",{"name":262,"plain_english":304,"sample_language":305,"common_mistake":306},"Additional experience, skills, or credentials that distinguish stronger candidates but are not eliminatory — used to rank among eligible applicants.","Preferred: (a) Doctorate in Education or a related field; (b) demonstrated experience improving [SPECIFIC METRIC, e.g., standardized test scores] in a comparable school setting; (c) bilingual proficiency in [LANGUAGE]; (d) experience managing Title I or federally funded programs.","Blending preferred qualifications with required ones, creating ambiguity about who is actually eligible — this undermines the legal defensibility of hiring decisions.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Key Performance Indicators and Evaluation Criteria","Quantified or observable targets against which the principal's performance will be formally assessed, typically in annual or biannual reviews.","Annual performance will be evaluated against: (a) student proficiency rates in [SUBJECT] meeting or exceeding [X]% on [ASSESSMENT]; (b) staff retention rate of [X]% or greater; (c) budget variance within [+/- X]% of approved allocation; (d) parent satisfaction survey scores averaging [X] or above on a [SCALE] scale.","Omitting KPIs from the job description entirely and deferring them to a separate evaluation tool. Without documented targets, principals and boards disagree on what constitutes satisfactory performance.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Compensation, Benefits, and Contract Term","States the salary range or band, any performance bonus eligibility, key benefits, and the initial contract term — typically one, two, or three years for a principal appointment.","Compensation: Salary range $[MIN]–$[MAX] per year, commensurate with qualifications and experience, payable bi-weekly. Eligible for annual performance bonus of up to [X]% of base salary. Benefits: [HEALTH / DENTAL / VISION / RETIREMENT PLAN]. Initial contract term: [1 / 2 / 3] year(s), subject to annual renewal based on performance review.","Stating only a single fixed salary rather than a range. A fixed figure eliminates negotiating flexibility and makes it difficult to attract candidates with above-minimum experience without issuing a revised document.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Working Conditions and Physical Requirements","Describes the environment in which the principal works, expected hours, travel requirements, and any physical demands relevant to the role.","The Principal works primarily on-site at [SCHOOL NAME]. The role requires regular attendance at evening events, weekend activities, and district meetings. Occasional travel to [DISTRICT OFFICE / CONFERENCES] is expected. The position requires the ability to [STAND / WALK THROUGH CAMPUS / LIFT UP TO X LBS] as part of normal duties.","Skipping physical requirements entirely. In the US, omitting this section creates ADA compliance gaps — if a candidate later requests an accommodation, there is no documented baseline to assess reasonableness.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Equal Opportunity and Non-Discrimination Statement","A legally required affirmation that the employer does not discriminate on the basis of race, color, religion, sex, national origin, disability, age, or other protected classes.","[SCHOOL / DISTRICT NAME] is an Equal Opportunity Employer. All qualified applicants will receive consideration without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other characteristic protected by applicable federal, state, or local law.","Using a generic EEO boilerplate that omits protected classes added by recent state or provincial legislation — e.g., gender identity and expression, which are now protected in most US states and all Canadian provinces.",{"name":328,"plain_english":329,"sample_language":330,"common_mistake":331},"Acknowledgement and Signature Block","A section where the appointed principal signs to confirm they have received, read, and understood the job description — creating a documented baseline for performance management.","I acknowledge that I have received and reviewed this job description and understand the duties and expectations of the School Principal role at [SCHOOL NAME]. Signature: _________________________ Date: _______________ Printed Name: _________________________","Treating the acknowledgement as optional or collecting it months after hire. An unsigned job description cannot be referenced in a performance improvement plan or termination proceeding without the principal disputing whether they ever agreed to the terms.",[333,338,343,348,353,358,363,368],{"step":334,"title":335,"description":336,"tip":337},1,"Enter the school's legal name and position details","Replace all [PLACEHOLDERS] in the position title and school overview sections with the registered name of the school or district, the campus assignment, and the official start date.","Use the school's full registered legal name — not a brand name or common abbreviation — to ensure the document matches payroll and licensing records.",{"step":339,"title":340,"description":341,"tip":342},2,"Define the reporting structure by title, not by name","Identify the role title the principal reports to — Superintendent, Board Chair, Executive Director — and enter it in the reporting line clause. Do not use an individual's name.","Linking the reporting line to a title rather than a person means the document remains valid through leadership transitions without requiring a reissue.",{"step":344,"title":345,"description":346,"tip":347},3,"Customize the core responsibilities to the school's context","Review the enumerated duties list and add, remove, or modify items to reflect your school's actual operating model — including budget authority, grade span, and any federal program responsibilities.","Keep the list to 8–12 specific, action-verb-led duties. Longer lists dilute accountability and make performance evaluation harder.",{"step":349,"title":350,"description":351,"tip":352},4,"Set legally defensible minimum and preferred qualifications","Enter the specific degree, licensure, and experience thresholds that reflect what the role genuinely requires. Separate required and preferred qualifications clearly.","Check your jurisdiction's principal licensure requirements before finalizing — some states require licensure before appointment; others allow a provisional period.",{"step":354,"title":355,"description":356,"tip":357},5,"Populate the KPI and evaluation criteria section","Enter at least three measurable performance targets with specific thresholds — student achievement percentages, staff retention rates, or budget variance limits — that will govern the first annual review.","Align KPIs with existing district or school improvement plan goals so the principal's targets connect directly to broader institutional accountability.",{"step":359,"title":360,"description":361,"tip":362},6,"Complete the compensation and contract term fields","Enter the salary range, payment frequency, bonus eligibility percentage, benefits summary, and initial contract term. Confirm the salary range complies with any applicable collective bargaining agreement or pay equity requirements.","In jurisdictions with pay transparency laws — California, Colorado, New York — including the salary range in the job description is legally required for any externally posted vacancy.",{"step":364,"title":365,"description":366,"tip":367},7,"Verify the equal opportunity statement covers all required classes","Review the EEO clause against the most current federal, state or provincial, and local non-discrimination requirements. Add any protected classes mandated by recent legislation in your jurisdiction.","Many US states and all Canadian provinces now explicitly protect gender identity and expression — confirm these classes are included before posting.",{"step":369,"title":370,"description":371,"tip":372},8,"Obtain a signed acknowledgement before or on the first day","Present the completed job description to the appointed principal before or on their start date and collect a dated signature on the acknowledgement block. File the signed copy with HR records.","Store the signed original in the principal's personnel file and provide them with a copy — a document they haven't received cannot be cited in a subsequent performance or disciplinary process.",[374,378,382,386,390,394],{"mistake":375,"why_it_matters":376,"fix":377},"Using a generic administrator job description instead of a principal-specific one","A generic description fails to capture the instructional leadership, regulatory compliance, and community accountability dimensions unique to the principal role — weakening its use in performance management.","Tailor every section — duties, KPIs, qualifications — to the specific grade span, school type, and jurisdiction before posting or presenting to a candidate.",{"mistake":379,"why_it_matters":380,"fix":381},"Omitting licensure requirements or stating them incorrectly","Hiring a principal without valid licensure violates state or provincial education regulations, can trigger accreditation issues, and may void the employment contract.","Verify current principal licensure requirements in your jurisdiction before drafting the qualifications section, and specify any provisional or grace-period provisions that apply.",{"mistake":383,"why_it_matters":384,"fix":385},"Leaving the salary field blank or vague","In jurisdictions with pay transparency legislation, omitting the salary range from a posted description is a legal violation. Even where not required, vague compensation language prolongs negotiation and attracts misaligned candidates.","Enter a specific salary range based on district pay scales, collective bargaining agreements, or market benchmarks — and confirm it meets applicable pay equity and transparency requirements.",{"mistake":387,"why_it_matters":388,"fix":389},"Failing to collect a signed acknowledgement","Without a signed acknowledgement, a principal can credibly argue they were never formally informed of specific duties or performance expectations — undermining disciplinary or non-renewal proceedings.","Make signed acknowledgement of the job description a condition of completing onboarding, and store the signed copy in the personnel file before the first day of duties.",{"mistake":391,"why_it_matters":392,"fix":393},"Setting KPIs in the job description that conflict with the collective bargaining agreement","In unionized districts, individual performance targets that contradict CBA evaluation frameworks can be grieved and invalidated, leaving the school without an enforceable performance baseline.","Review the applicable CBA before finalizing the KPI section and align individual targets with the evaluation framework the agreement requires.",{"mistake":395,"why_it_matters":396,"fix":397},"Mixing required and preferred qualifications in a single list","Blurred qualification tiers make hiring decisions legally indefensible — if a candidate who meets all listed qualifications is rejected, the school cannot clearly show they fell short of a required threshold.","Use two clearly labeled, separate sections — 'Required Qualifications' and 'Preferred Qualifications' — and ensure every item in the required list is genuinely non-negotiable for the role.",[399,402,405,408,411,414,417,420,423],{"question":400,"answer":401},"What is a school principal job description?","A school principal job description is a formal document that defines the scope, duties, qualifications, reporting structure, performance expectations, and compensation terms for a school principal role. It is used in the hiring process, embedded in or attached to the employment contract, and referenced throughout the principal's tenure for performance management and accountability purposes. A well-drafted description protects both the school and the principal by establishing clear, agreed expectations from day one.\n",{"question":403,"answer":404},"What should a school principal job description include?","At minimum: position title and reporting line, school overview, core responsibilities and leadership duties, required and preferred qualifications (including licensure), key performance indicators, compensation and contract term, working conditions, an equal opportunity statement, and a signed acknowledgement block. Missing any of these elements creates gaps that complicate hiring decisions, performance reviews, and potential termination proceedings.\n",{"question":406,"answer":407},"Is a school principal required to be licensed?","In most US states, Canada, and the UK, a principal must hold a current government-issued administrative credential or licensure to serve in the role. Requirements vary significantly by jurisdiction — some states allow a provisional appointment pending licensure completion, while others require the credential before the first day of service. Always verify the current requirements in your jurisdiction before finalizing the qualifications section.\n",{"question":409,"answer":410},"Can a job description serve as a binding employment document?","A job description alone is generally not a substitute for a full employment contract. However, when signed by both parties and attached to or referenced in an employment agreement, it becomes an incorporated term of that contract. Courts and arbitration panels regularly reference signed job descriptions in disputes over duties, performance expectations, and termination grounds.\n",{"question":412,"answer":413},"How often should a school principal job description be updated?","Review it at least every two to three years, or whenever the role changes materially — for example, when a school adds grade levels, gains or loses federal program funding, or undergoes significant enrollment growth. An outdated description that no longer reflects actual duties weakens its value in performance management and may not satisfy current regulatory or accreditation requirements.\n",{"question":415,"answer":416},"What is the difference between a job description and a job posting?","A job description is an internal governance document that defines the full scope of the role, including performance expectations and compensation — it travels with the employment contract. A job posting is the external advertisement distilled from the description, written to attract applicants. The posting is typically shorter and more promotional; the description is the authoritative, legally referenced version.\n",{"question":418,"answer":419},"Do I need a lawyer to create a school principal job description?","For most private and charter schools, a well-structured template is sufficient for a standard appointment. Legal review is advisable when the school is in a heavily regulated jurisdiction, when the role intersects with a collective bargaining agreement, when the position carries significant budget or legal authority, or when a previous hiring process was legally challenged. A brief review by an education employment attorney typically costs $200–$500 and is worthwhile for any externally posted senior leadership role.\n",{"question":421,"answer":422},"How does a principal job description interact with a collective bargaining agreement?","In unionized public school districts, principal positions may be covered by a CBA that governs evaluation criteria, notice periods, and grievance rights. The job description must align with — not contradict — the CBA's evaluation framework. Any performance KPIs or duties that conflict with CBA terms can be grieved by the principal or their union representative. Review the applicable agreement before finalizing the description.\n",{"question":424,"answer":425},"What performance indicators should be included for a school principal?","Common KPIs include student proficiency rates on standardized assessments, year-over-year improvement in identified subject areas, staff retention and satisfaction scores, budget variance within a defined percentage of approved allocation, parent and community engagement metrics, and compliance with accreditation or regulatory audit requirements. Select indicators that are measurable, tied to existing school improvement plan goals, and reviewed at least annually in a documented evaluation process.\n",[427,431,435,439],{"industry":428,"icon_asset_id":429,"specifics":430},"Public K–12 Education","industry-professional-services","Principal descriptions must align with state licensure mandates, Title I requirements, and — in unionized districts — applicable collective bargaining agreements governing evaluation criteria.",{"industry":432,"icon_asset_id":433,"specifics":434},"Private and Independent Schools","industry-retail","Private school descriptions often incorporate mission alignment and values criteria, board governance relationships, and fundraising responsibilities not present in public school roles.",{"industry":436,"icon_asset_id":437,"specifics":438},"Charter Schools","industry-saas","Charter authorizer oversight agreements frequently mandate specific accountability metrics and reporting duties that must be reflected in the principal's job description to meet compliance requirements.",{"industry":440,"icon_asset_id":441,"specifics":442},"Faith-Based and Parochial Schools","industry-healthtech","Denominational schools typically include explicit mission and values alignment requirements, religious education oversight duties, and — where applicable — canonical or diocesan governance obligations.",[444,446,450,454],{"vs":240,"vs_template_id":241,"summary":445},"An employment contract is the binding legal agreement that governs the entire working relationship — compensation, termination, IP, and confidentiality. A job description defines the scope and expectations of the role and is typically attached to or incorporated into the contract. You need both: the description establishes what the principal is accountable for; the contract establishes the legal terms under which they are employed.",{"vs":447,"vs_template_id":448,"summary":449},"Job Offer Letter","job-offer-letter-long-D12769","A job offer letter summarizes key terms to secure acceptance — salary, start date, and reporting line. It is not a complete governance document. A job description provides the full scope of duties, qualifications, KPIs, and working conditions that the offer letter references but does not detail. Both are required for a complete and defensible hiring process.",{"vs":451,"vs_template_id":452,"summary":453},"Employee Performance Review","D{EMPLOYEE_PERFORMANCE_REVIEW_ID}","A performance review evaluates how well the principal fulfilled their role during a defined period. The job description is the baseline document the review measures against — without a clear, signed description, the review has no agreed reference point. Write the description first; the review scores performance against it.",{"vs":244,"vs_template_id":455,"summary":456},"D{SUPERINTENDENT_JOB_DESCRIPTION_ID}","A superintendent job description covers district-wide strategic leadership, board relations, multi-school oversight, and policy development — functions that operate above the school campus level. A principal description focuses on campus-level instructional leadership, staff management, and community accountability. Use the superintendent description when the role spans multiple schools or the full district.",{"use_template":458,"template_plus_review":462,"custom_drafted":466},{"best_for":459,"cost":460,"time":461},"Private schools, small charter schools, and faith-based institutions making a standard principal appointment in a single jurisdiction","Free","30–60 minutes",{"best_for":463,"cost":464,"time":465},"Public district schools, unionized environments, or any role subject to a collective bargaining agreement or state-specific licensure requirements","$200–$500 (education employment attorney review)","2–5 business days",{"best_for":467,"cost":468,"time":469},"Multi-campus charter networks, heavily regulated jurisdictions, or schools with a prior hiring dispute that established legal precedent","$800–$2,500","1–2 weeks",[471,476,481,486],{"code":472,"name":473,"flag_asset_id":474,"note":475},"us","United States","flag-us","Principal licensure requirements are set at the state level and vary significantly — most states require an administrative credential, but provisional appointment windows range from 90 days to two years. The ADA requires that job descriptions include physical requirements to serve as the baseline for accommodation assessments. In states with pay transparency laws — California, Colorado, New York, and others — salary ranges must be disclosed in any externally posted description.",{"code":477,"name":478,"flag_asset_id":479,"note":480},"ca","Canada","flag-ca","Each province regulates principal certification independently through its College of Teachers or equivalent body. Ontario requires Ontario Qualified Status and Supervisory Officer qualifications for public school principals. Quebec descriptions must be issued in French for provincially regulated schools. All provinces' Human Rights Codes require the EEO statement to include gender identity and expression as explicitly protected classes.",{"code":482,"name":483,"flag_asset_id":484,"note":485},"uk","United Kingdom","flag-uk","Headteacher (the UK equivalent of school principal) appointments in maintained schools must comply with the School Teachers' Pay and Conditions Document and the Headteachers' Standards issued by the Department for Education. Independent schools have more flexibility but must still meet Equality Act 2010 requirements in the EEO statement. Safer recruitment obligations — including DBS check requirements — should be referenced in the qualifications section.",{"code":487,"name":488,"flag_asset_id":489,"note":490},"eu","European Union","flag-eu","EU member states regulate school leadership appointments under national education law, with significant variation between countries. GDPR requires that any personal data collected during the hiring process — including application materials referencing the job description — be processed under a lawful basis and disclosed in a privacy notice. France, Germany, and the Netherlands each impose distinct civil service or collective agreement frameworks for public school leadership that must be reflected in the description.",[241,448,492,493,494,495,496,497,498,499,500,495],"fixed-term-contract-D13225","employment-agreement-executive-D543","non-disclosure-agreement-nda-D12692","employee-handbook-D712","employee-dismissal-letter-D508","independent-contractor-agreement-D160","remote-work-agreement-D13282","temporary-employment-contract-D12734","strategic-planning-template-D13857",{"emit_how_to":193,"emit_defined_term":193},{"primary_folder":93,"secondary_folder":503,"document_type":504,"industry":505,"business_stage":506,"tags":507,"confidence":513},"job-descriptions","form","schools-and-education","all-stages",[508,509,510,511,512],"hiring","education","hr","job-description","school-administration",0.95,"\u003Ch2>What is a School Principal Job Description?\u003C/h2>\n\u003Cp>A \u003Cstrong>School Principal Job Description\u003C/strong> is a formal document that defines the full scope of the principal role — covering position title, reporting structure, core instructional and administrative duties, required licensure and qualifications, performance expectations, and compensation terms. It functions as both a hiring instrument and a governance baseline, establishing the agreed foundation against which the principal's performance is assessed throughout their tenure. When signed by both parties and incorporated into or attached to an employment contract, it carries legal weight in performance management, disciplinary proceedings, and non-renewal decisions.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a clear, signed job description, schools lose the documented baseline that performance reviews, improvement plans, and termination proceedings depend on. A principal who was never given a formal description of their duties can credibly dispute whether specific responsibilities were ever part of their role — and arbitration panels and employment tribunals regularly side with employees when that documentation is absent. In the US, an incomplete description that omits physical requirements creates ADA compliance gaps; in jurisdictions with pay transparency laws, failing to include a salary range in a posted vacancy is a direct legal violation. Beyond legal exposure, an underdefined principal role produces misaligned expectations between the school board, the principal, and the community — the most common source of leadership turnover in education. This template gives school boards, private school operators, and education authorities a professionally structured, legally grounded document they can adapt, sign, and file in under an hour.\u003C/p>\n",1778696245406]