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Liberty Preparatory Christian Academy

Head Administrator-Christian School

Liberty Preparatory Christian Academy
Mooresville, North Carolina, United States

Date Posted: 11/11/2015
Categories: Administrative - Christian Teacher - Education
Job Type: Full-Time

Job Description:

Head Administrator Job Profile



Title:               Head Administrator


Reports to:     School Board, hereinafter referred to as the “Board” via its Board Chairman


Evaluation:    Head Administrator performance will be evaluated in accordance with provisions of the Board’s policy on evaluation of professional personnel and this job description.


Status:            Full-time


Application:   Please send an email to for the link to our complete application.


Questions:       Please refer all questions to Amie Weir



Relationship with the Board


The Head Administrator is charged with the responsibility of interpreting and translating the policy guidelines set forth by the Board into operational procedures.  Authority is delegated to the Head Administrator by the Board for the day-to-day, month-to-month, and year-to-year operation of the school.  The Head Administrator should provide leadership to the school, report to the Board, represent the Board to the staff of the school and the staff to the Board, and provide status reports on the operations of the school.  A relationship of trust and respect must exist between the Head Administrator and the members of the Board as all seek God’s wisdom and direction for the school.


In addition to the individual members of the Board, the Board consists of committees established to bring recommendations to the Board for required action at scheduled or special meetings.  The Head Administrator and/or the appropriate designated administrative official are responsible for providing each committee with administrative recommendations required for the committee to formulate its recommendations to the Board.


The Head Administrator may also be required to participate in board level committees such as Finance, Budget, Fundraising, IT, Strategic Planning, Facilities, Marketing, etc.


The following areas of responsibility are delegated to the Head Administrator by the Board to be carried out in conjunction with administrative team members and appropriate Board committees.  These areas may form the basis for an administrative evaluation instrument.




  1. Over both upper school and lower school.  Dean of Students, Dean of Curriculum and Instruction, Athletic Director, Office Manager, Bookkeeper and Administrative Assistant to the Head Administrator are all direct reports to the Head Administrator.
  2. To provide oversight of marketing, bookkeeping, HR, technology and information management, fundraising, budget, recruiting, and community connections.
  3. To provide quality control over all employees and operations.
  4. To provide Christ-centered, Biblically directed, spiritual leadership to all aspects of the school.
  5. To provide visionary leadership for the future of the school and to motivate others to unite in pursuit of the school’s mission.
  6. To inspire, guide, direct, evaluate school personnel, and to give leadership to other people committed to the mission of the school.
  7. To provide administrative leadership for the systems and tasks required in accomplishing the mission of the school.
  8. To supervise members of the administrative team.


Personnel Management


  1. To recruit, hire and supervise administrative personnel.
  2. To assist department heads in recruiting, hiring and evaluating performance of faculty and staff.
  3. To oversee employee contracts and salary determinations.
  4. To hire/fire all direct reports and to be consulted on—and participate to varying degrees in—the hiring and firing of all other school personnel.  All prospective hires must be approved in advance by the Head Administrator.  The hiring and firing of Deans must be authorized in advance by the Board.  The Board may also reserve this privilege for other positions that directly report to the Head Administrator.
  5. To recommend benefits and working condition improvements.
  6. To develop and maintain programs for professional growth and development for all employee positions.
  7. To oversee a regular program of performance evaluation.
  8. To enforce the school’s By-laws, regulations, and policies with regard to all personnel.


   Institutional Advancement


  1. To oversee the planning, organization and promotion of God-honoring strategies and techniques to develop general financial support (annual fund, capital fund, endowment, deferred giving, grants, and special projects).
  2. To serve as chief spokesperson for the school and to oversee the planning, organization, and implementation of strategies to promote and market the school.
  3. To oversee programs designed for student retention and recruitment.
  4. To build strong relationships with businesses and corporations which will result in support for the school.
  5. To facilitate networking with education industry organizations, associations and accrediting bodies (e.g., NAUMS, AdvanceEd, ACSI, et al) and other classical and/or university-model schools.
  6. Grant writing.


Instructional Management


  1. To insure positive and productive spiritual and educational development of students.
  2. To provide oversight to formulation of school objectives and programs to achieve objectives.
  3. To provide oversight in developing strategies for keeping current with educational innovation and improvement in line with school’s mission.


Business Management


  1. To oversee annual budgeting of the school’s operational, restricted, and capital funds.
  2. To assure accountability for income and expenses in accordance with the budget.
  3. To analyze the needs and plan for the provision of facilities and equipment necessary to accomplish the school’s mission.
  4. To oversee programs for tuition assistance.


Property Management


  1. To maintain consistent communication with Lighthouse Church and Harbor Church in order to ensure a quality working relationship with regard to our use of the facilities, while applicable.
  2. To provide long-range plans for campus improvements and/or new facilities based on enrollment and school programs.
  3. To analyze the need and plan for the purchase of equipment to support the programs of the school.
  4. To represent the interests of the school in dealing with landlords, architects, contractors and other vendors related to facilities.
  5. To provide for the safeguarding and maintenance of facilities and equipment.
Required Personal Qualities


  1. Faith in Jesus Christ as his/her personal Savior.
  2. A belief that the Bible is God’s Word and is the standard for faith and daily living.
  3. Agrees whole-heartedly with Liberty Prep’s Statement of Faith, Mission Statement, and Guiding Principles.
  4. Is a Christian role model in attitude, speech, and actions toward others.  (Luke 6:40)  This includes being committed to God’s biblical standards for sexual conduct.
  5. Is a Christian who is an active member of a Christ-centered church, and will remain so during the period of employment, growing in his/her Christian relationship with God, and actively practicing and exhibiting Christian principles of the Christian faith; seeks to model in speech, actions, and attitude a consistent daily walk with Jesus Christ; sets an example of the importance of spiritual discipline; and encourages students in the importance of a personal relationship with Jesus Christ and growth of their faith.
  6. Recognizes the role of parents as primarily responsible before God for their children’s education and is prepared to assist them in that task.
  7. Demonstrates the character qualities of enthusiasm, courtesy, flexibility, integrity, gratitude, kindness, self-control, perseverance, and punctuality.
  8. Meets everyday stress with emotional stability, objectivity, and optimism.
  9. Maintains a personal appearance that is a Christian role model of cleanliness, modesty, good taste, and is in agreement with school policy.
  10. Uses acceptable English in written and oral communication.  Speaks with clear articulation.
  11. Respectfully submits and is loyal to constituted authority, including the Board.
  12. Willing to notify the Board of any policy he/she is unable to support.
  13. Possesses a passion for the University-Model School mission/vision.
  14. Possesses a clear knowledge, understanding, and heart for classically based Christian education.
  15. Is a spiritual leader.
  16. Has the ability to delegate and follow-up.
  17. Is willing to act as a filter for the Board.
  18. Is organized and multi-task oriented.
  19. Is willing to commit to the position for at least two years, understanding, however, that he/she and Liberty Prep are each free to terminate the relationship at any time for any reason.
  20. Possesses excellent people skills.
  21. Has a servant’s heart.
  22. Is able to diffuse difficult situations.
  23. Is a problem solver.
  24. Respects confidentiality.
  25. Possesses and demonstrates the fruits of the Spirit.
  26. Is willing to be visible on campus and in activities; recognizes the sensitive nature of his/her presence.
  27. Is able to come to Board meetings well prepared and organized.
  28. Acts objectively when distinguishing what is best for Liberty Prep when his/her own children are attending the school.
  29. Is exemplary in praying for the school, staff, students, and families.
  30. Models biblical principles of leadership in his/her relationships with and treatment of the faculty and staff.
  31. Is able to articulate a Christian (biblical) philosophy of education and implement this philosophy at all levels of the school.
  32. Is able to communicate openly and honestly with the Board. 
Liberty Prep does not discriminate against applicants and employees on the basis of race, color, gender or national or ethnic origin. The purpose of this job description is to describe the basic function, major responsibilities/tasks, and essential functions of each job so that employees can better know what is expected of them.  The descriptions also provide information useful for recruiting, training, and performance appraisal.  This document does not create an employment agreement, nor does it modify the at-will employment status of all employees.  This job description is not meant to inhibit employee creativity or innovation.  It may be revised when necessary.