The Board of Education of the School District is an equal
opportunity employer. The Board is committed to providing equal opportunity for
all individuals in all areas of recruitment, selection, placement, training,
assignment, transfer, compensation, benefits, discipline, retention, and
promotion. The Board commits itself to the policy that there shall be no
unlawful discrimination or harassment against any person because of race,
color, religion, age, sex, national origin, ethnicity, disability, sex
orientation or perceived sex orientation. All decisions with regard to
employment shall be in compliance with applicable state and federal laws.
The Board is required by the Immigration Reform and Control Act to
employ only American citizens and aliens who are authorized to work in the
United States. The purpose of this law
is to preserve jobs for those individuals who are legally entitled to them.
Nov. 2010
The Board of Education, upon recommendation of the Superintendent, votes on the employment of all staff members. In approving applicants the Board will be guided by the desire to obtain individuals committed to providing the highest quality education for the District's students. For Title I staff qualifications and hiring, refer to Policy and Regulation 1621 – Title I.
No person will be employed by the Board until the District obtains a clear criminal records check and a clear check of the Child Abuse/Neglect Registry maintained by the Missouri Department of Social Services. Similarly, all persons employed by outside vendors/contractors who will have contact with students will be required to successfully undergo a criminal records and a clear check of the Child Abuse/Neglect Registry prior to contact with students. Such background checks will be performed at the vendors/contractors’ expense and will, upon request, be shared with the District. All finalists for an employment position will be required to sign a release of liability authorizing prior employers, including school districts, to furnish any information about the applicant and the applicant’s work performance, including but not limited to discipline records and performance evaluations. The administration may also conduct random background checks after employment. Failure to check references and prior employment for new hires prior to their start date may result in disciplinary action up to and including suspension without pay.
As part of the criminal records check, any person employed after January 1, 2005, shall submit two sets of fingerprints to be used by the Missouri Highway Patrol and the Federal Bureau of Investigation. The fingerprints shall be collected pursuant to standards determined by the Missouri Highway Patrol.
All vacancies should be posted for a minimum of ten (10) school days before the Superintendent may recommend a qualified applicant to the Board for employment. In an emergency situation the Superintendent may temporarily employ an applicant prior to the expiration of the posting. The temporary applicant may be considered along with other applicants for the position after the ten days. However, in order to hire a Board member's spouse, the position must have been advertised. (Refer to Policy 0342 – Nepotism, Conflict of Interest and Financial Disclosure.)
The Superintendent or his designee is the person who shall respond to requests from potential employers for information regarding a former District employee. The information the District should provide is title, position, length of employment, whether the employee was terminated or resigned, and whether the District would re-hire the employee.
Additionally, when requests for information regarding a former employee against whom allegations of sexual misconduct involving a student have resulted in the employee being terminated or resigning in lieu of termination, or allegations of sexual misconduct have been substantiated by Children’s Division, the Superintendent or his designee shall disclose the allegations of sexual misconduct and the findings of a CD investigation when responding to requests for information to a potential public school employer .
Any school district employee who is permitted to respond to requests for information, acting in good faith, who reports authorized information, as provided in this policy or, who, in good faith, reports alleged sexual misconduct on the part of a District employee, will not be disciplined or discriminated against because of such report.
This foregoing policy is intended to comply with the Amy Hestir Student Protection Act, Senate Bill 54, including section 162.068 RSMo. The District shall provide notice of this policy to all current employees and to all potential employers who contact the District regarding the possible employment of a District employee.
Dec. 2011
PERSONNEL SERVICES Policy
4125
Employment
Notice of Arrest,
Abuse Complaint, Traffic Citation
Every employee and volunteer who is arrested for a criminal act, felony, or misdemeanor must notify their supervisor in writing within three (3) work days of the arrest. Similarly, every employee/volunteer must notify their supervisor within the same time period of notice of a child abuse complaint against them. Traffic violations related to Driving Under the Influence will be treated as a criminal arrest. In addition to the preceding, transportation employees must notify their supervisors of any moving traffic violations whether or not on work time.
Whenever the District receives a finding of substantiated sexual or physical abuse from the Children’s Division against an employee, the employee will be immediately suspended with pay. The employee so affected may be returned to work if the allegation is unsubstantiated, revised or reversed on appeal.
Dec. 2011
PERSONNEL SERVICES Policy 4130
(Regulation 4130)
Employment (Form 4130)
Certificated Staff Contracts
Employment contracts will be in writing and will be signed by the employee, the Board president and the Board secretary. Contracts will include the amount of annual compensation and the days of service.
Certificated staff members under contract include probationary teachers, permanent teachers and administrative staff. The probationary period allows a teacher to demonstrate, and the District to assess the teacher's competence. Beginning after the initial one (1) year contract, teachers who have demonstrated their competence through performance may be offered additional contracts.
The Board may elect to employ certain certificated individuals on a part-time basis, as needed. Part-time certificated employees will be contracted on a class-by-class basis, not as a percentage of full-time employment. Part-time employees will not be provided the benefits provided to full-time employees. In addition, part-time certificated employees who do not teach at least four hours per day will not be eligible for pension benefits.
PERSONNEL SERVICES Policy 4131
(Form 4131)
Employment
Extra Duty and Extended Duty Contracts
Certificated employees may be contracted to provide sponsorship and coaching duties as recommended by the Superintendent and approved by the Board. Compensation for such positions will be provided in accordance with a Board approved extra duty salary schedule.
Certificated employees may be contracted for additional days beyond the regular contract period. Compensation for such extended duty will be calculated on the existing salary schedule. The Board may establish a separate salary schedule for summer school assignments.
Assignment to extra duty, extended duty and summer school is for one (1) year only and may be renewed or eliminated annually upon the recommendation of the Superintendent and at the discretion of the Board.
PERSONNEL SERVICES Policy 4140
Employment
Certificated Personnel Reemployment
The reemployment of teachers shall be considered not later than the regular March meeting of the Board. All employees shall be recommended by the Superintendent and the appropriate principal.
PERSONNEL SERVICES Policy 4150*
Employment
Substitute Teacher Employment
The Board of Education will employ qualified substitutes for all employee groups. The Superintendent will prepare and submit to the Board a procedure for reporting absences, assigning substitutes and developing a substitute compensation plan.
Substitute teachers shall meet all requirements as established by the State Board of Education. Rate of compensation shall be according to the annual school budget approved by the Board of Education.
Records shall be kept by the Superintendent concerning number of days taught by substitutes and the amount of funds expended. The Board shall be informed concerning this data at periodic intervals.
The compensation of substitute teachers is determined annually by the Board of Education of the district.
1. The Compensation for substitute teachers for the school year of 2007-2008 is $70.00 per day.
2. The Compensation for a substitute teacher shall increase to $75.00 per day if that substitute teacher has been teaching in the same classroom for more than twenty consecutive days. (Beginning on the twenty-first (21) consecutive day in the same classroom, the pay will increase to the $75.00 per day.)
Jul 07
PERSONNEL SERVICES Policy 4210
Personnel Assignment and Transfer
Transfer Request
Staff accepting employment with the District agree to accept the building assignment of the Superintendent of Schools. Staff will not be assigned where they would be under the direct supervision of a member of the employee’s immediate family (father, mother, son, daughter, sister, brother, or spouse).
Staff transfers may be initiated by administrative directive or by staff request. In order to facilitate awareness of opportunities, the Superintendent/designee will post vacancies on bulletin boards in each school. The decision concerning filling of the vacancy or new positions by transfer will be made by the Superintendent in consultation with the building principals affected.
An employee who desires a change in grade and/or subject assignment and/or a transfer to another building shall request the transfer on the prescribed form which will be available in the Personnel Office.
An employee must accept the transfer requested unless he/she has notified the administration in writing of a desire to withdraw the request and said notification is received by the principal and Superintendent/designee before the date on which notification of transfer is sent to the teacher.
PERSONNEL SERVICES Policy 4220
(Regulation 4220)
Personnel Assignment and Transfer
Certificated Staff Duties, Schedules, and Working Hours
The school year will be set annually by the Board of Education. The start date, end date, and number of contracted days will be contained in staff contracts. The length of the teaching day will also be set by the Board.
Certificated staff are required to be on duty during the teaching day. In addition to the teaching day, certificated staff are required to attend scheduled staff meetings, parent conference days, IEP meetings, and other meetings as may be determined by the administration and Board of Education.
PERSONNEL SERVICES Policy 4221
(Regulation 4221)
Personnel Assignment and Transfer
Support Staff Duties, Schedules and Working Hours
The school year and work calendars will be set annually by the Board of Education. Work hours may be changed by the administration as needed.
Regular attendance is essential in order to maintain a high quality of instruction. Support staff employees, with reasonable notice, will be subject to disciplinary action when their absenteeism is deemed to be excessive.
Overtime/Compensatory Time
Employees who work overtime must receive prior authorization from their immediate supervisors.
PERSONNEL SERVICES Policy 4310*
Absences, Leave and Vacation
General Attendance
1. Sick Leave – Professional and support staff employees whose assignments call for 12 months of full-time employment will be entitled to ten (10) days of sick leave. Professional and support staff employees whose assignments call for full-time employment only during the regular school term will be entitled to eight (8) days of sick leave. Unused sick leave will be cumulative to seventy-five (75) sick leave days. An absence of over one (1) through four (4) hours shall be counted as a half-day of sick leave.
Absences may be charged against sick leave for the following reasons:
a. Illness, temporary disability or permanent disability of the employee. The board reserves the right to require a physician’s certification attesting to the illness or disability of the claimant and/or inclusive dates of the employee’s incapacitation if the absence is for more than ten (10) consecutive days. FMLA health certification procedures apply to FMLA-qualifying absences, even if such absences are paid sick leave. The district need not wait ten (10) days before requesting an FMLA Certification of Health Care Provider form in conjunction with a preliminary designation that FMLA applies to an absence.
b. Illness or injury to a member of the immediate family. The Board defines “immediate family” to include spouse, parents, children, mother-in-law, father-in-law, grandparents, grandchildren, brothers and sister of an employee or employee’s spouse. (Note: “Family” for FMLA purposes is more limited.)
c. Illness or injury of other relatives, with permission granted by the superintendent.
A district employee shall not be entitled to use sick days during the period the employee receives Workers’ Compensation for time lost to work-related incidents.
Any certificated employee who is a member of a retirement system shall remain a member during any period of leave under sick leave provisions of the district or under Workers’ Compensation. The employee shall also receive creditable service credit for such leave time, if the employee makes contributions to the system equal to the amount of contributions that he or she would have made had he or she been on active service status.
Jun 03
PERSONNEL SERVICES Policy 4310a*
Absences, Leave and Vacation
Sick Leave Pay
The following applies to the sick leave pay for professional employees:
1. Professional staff employees who have reached the maximum number of accumulated sick leave days (75) shall have the option of annually “selling” back to the district any sick days which he/she may accumulate for that contract year above the maximum at the rate of $10.00 (ten dollars) per day. This “sell back” must be requested in writing by the employee no later than May 30 of the year in which the request is being made. The request must be made to the superintendent.
June 97
PERSONNEL SERVICES Policy 4320
(Regulation 4320)
Absences, Leave and Vacation
Personnel Leave
The Board of Education shall adopt regulations for the following types of leave for District employees:
1. Sick Leave
2. Personal Leave
3. Bereavement Leave
4. Leave for Jury Duty
5. Military Leave
6. Leave of Absence
7. Family and Medical Care Leave (See Policy and Regulation 4321)
Specific provisions of the various types of District leave are set out in Regulation 4320.
PERSONNEL
SERVICES Policy
4321
(Regulation
4321)
Absences, Leave
and Vacation (Form
4321)
The Board of Education recognizes that leaves of absence are occasionally
necessary due to family or medical reasons or in certain circumstances
associated with servicemembers’ service in the Armed
Forces. The District has adopted
detailed procedures to ensure compliance with the Family and Medical Leave Act
of 1993 (FMLA). As provided by District
regulations, eligible employees are entitled to use up to twelve (12) workweeks
of unpaid leave for family and medical reasons (up to 26 workweeks for covered
events related to those serving in the Armed Forces). The Board of Education has designated a
District administrator to act as FMLA Compliance Officer. As part of its compliance program, the
District will notify each employee of the name, address and telephone number of
the District's FMLA Compliance Officer and will provide a statement of
commitment to adhere to FMLA regulations.
The FMLA Compliance Officer will regularly evaluate the District's FMLA
compliance to ensure fair and equitable opportunities for all eligible employees.
October 2013
PERSONNEL SERVICES Policy 4330*
Absences, Leave and Vacation
Holidays and Vacation
The Board will annually adopt a calendar which will provide for the following holidays:
1. New Years Day
2. Third Monday in February
3. Memorial Day
4. July 4th
5. Labor Day
6. Thanksgiving Day
7. December 25th
Staff members will not receive additional compensation for holidays unless they are required to work on such holidays.
Administrators employed on a twelve (12) month contract shall have vacation as provided in their individual contracts. Vacation shall be scheduled in compliance with the Superintendent’s guidelines and is subject to Superintendent approval.
Jun 03
PERSONNEL SERVICES Policy 4410
Professional Activities, Training and Professional Growth
General Professional Development
The Board encourages all employees to be engaged in a continuous program of professional and technical growth in order that they may be qualified to provide quality educational programs and services for all students.
It is the policy of the Board of Education that a program of in service training be established to provide an opportunity for the continuous professional and technical growth for all employees. The in service training program for each year will be outlined in the proposed budget for that year with estimated costs to be approved by the Board of Education.
As a result of the operation of this policy, employees will become knowledgeable regarding new developments and changes in their specialized fields and will utilize new and improved methods in practice.
The administrative staff, employing administration and management techniques consistent with modern management development, will provide leadership which will assist each employee to make a maximum contribution to the District's effort to provide quality educational programs and services for all students.
PERSONNEL SERVICES Policy 4411
(Regulation 4411)
Professional Activities, Training and Professional Growth
Professional Development Program
The Board shall provide a Professional Development Program to be in compliance with State Statutes regarding assistance for beginning teachers. A committee will be elected by the teachers to develop a plan to carry out the goals of the Professional Development Program.
The Professional Development Program shall further be in compliance with the "Outstanding Schools Act" Section 7 of Senate Bill #380 of the 87th General Assembly.
The District will establish a Professional Development Committee to work with beginning teachers and experienced teachers in identifying instructional concerns and remedies; assist beginning teachers with implementation of their professional development plan; serve as a consultant upon a teacher's request; arrange training programs for mentors; assess faculty needs and develop in service opportunities for school staff; present faculty suggestions, ideas and recommendations pertaining to classroom instruction within the School District; and review and evaluate the District's staff development program.
PERSONNEL SERVICES Policy 4420
(Regulation 4420)
Professional Activities, Training and Professional Growth
Conferences and Travel
The Superintendent may authorize professional leave for attendance of personnel at state, regional, and national meetings without pay deduction. The number of absences allowable for professional leave is a judgment value on the part of the Superintendent and is subject to budget limitations for employing substitutes and reimbursement for travel, meals and lodging and registration.
PERSONNEL SERVICES Policy 4430
Professional Activities, Training and Professional Growth
District Committees
Guidelines for District wide Committees
A written description of each district wide committee established in the District will be posted in each building explaining the goals and objectives of the committee and the method used to select members to the committee.
Each committee will write a summary report of its findings and/or recommendations and present this to the appropriate administrator. The chairperson of said committee will present this report to the Board of Education at the appropriate scheduled Board meeting.
Guidelines for District wide Committees with Employee Representation
District-wide committees may be formed for the purpose of recommending policy changes to the administration and Board. Employees who are selected to serve on these committees should represent all buildings and/or interests of the employee group(s).
PERSONNEL SERVICES Policy 4505*
Compensation
Salary Schedules
The Superintendent, with input from staff members, will prepare salary schedules annually for all non-administrative employee groups. These schedules will be submitted to the Board of Education for approval. (See also Policy 4131 - Extra Duty and Extended Duty Contracts.) Salary recommendations for all administrators will be prepared and submitted to the Board annually. Administrative salaries will be based upon a variety of factors including, educational preparation, years of service within the District, and within public education, years of service as an administrator at each administrative level, years of service within the District, regional comparisons to similar districts, number of contracted days, administrative responsibilities, and salaries of other District administrators within category – building and central office. Consideration will be given to administrators’ previous salary for all newly hired administrators.
The following operational plan shall serve as implementing guidelines for the professional staff salary schedule adopted by the Board of Education:
1. The professional staff will be employed by the Board based on the recommendation of the superintendent.
2. Maintenance of the salary schedule is dependent on the local levy approvals and continued state financial support.
3. The minimum contract period for all full-time certificated personnel will be determined annually by the school district.
4. The professional salary schedule does not apply to extended contracts or extra-duty contracts.
5. Experienced teachers who are new to the school district may receive credit for previous experience. By Board Action, May 18, 1998, a motion was made and approved to allow for years of experience to be brought in to the district one (1) for one (1) up to five (5) years, one (1) for two (2) after that; career ladder may be brought in up to the second step. No one can advance more than one (1) step vertically and one (1) column horizontally per year. The salary a teacher will receive will be determined at the time the teacher contracts with the district, or by June 1 for tenured teachers. A teacher cannot progress on the salary schedule after entering into a contract for a school year, unless authorized under the contract.
6. In order to advance on the salary schedule for completion of additional college graduate hours, professional staff must receive approval by the administration prior to enrolling in the course.
7. Each teacher may be assigned one (1) or more activities to sponsor without an increase in salary.
8. The Board of Education may recognize certification and teaching in high need areas on the salary schedule when it deems it necessary to secure or retain qualified personnel in any area where there is a shortage of qualified staff.
The Adair County R-II School District will participate in a voluntary Career Ladder Program for its professional staff. By Board Action, May 19, 2003, a motion was made and approved that beginning with the 2003-2004 school year, teachers will be reimbursed for Career Ladder pay at the amount allowed for by state reimbursement to the district plus the district match.
Information concerning the Career Ladder plan is available upon request in the district’s office.
Dec 06
PERSONNEL SERVICES Policy 4510
Compensation
Benefits
The Board of Education provides fringe benefits to full-time staff members. The extent and nature of fringe benefits provided may vary by employee group and work schedule.
Insurance coverage for staff members includes:
1. Liability Insurance
2. Workers' Compensation Insurance
3. Unemployment Compensation Insurance
4. Medicare Coverage
5. Medical Insurance
PERSONNEL SERVICES Policy 4520
Compensation
Salary Deductions
A Federal withholding tax is retained for the Collector of Internal Revenue as payment on Federal Income Tax for the current year. The amount withheld is determined by salary and the number of dependents. No salary check will be issued until all withholding forms are submitted.
A State withholding tax is retained for the Missouri Department of Revenue. The amount withheld is determined in the same manner as the Federal Income Tax. Employees may authorize additional sums to be withheld by notifying the payroll department in writing and completing a new W-4 form indicating the additional amount to be withheld each pay period. No salary checks will be issued until all withholding forms are submitted.
All full-time teachers and part-time teachers who work seventeen (17) hours or more per week are members of PSRS. Support employees with a teaching certificate are also eligible for membership in PSRS.
Public Education Employees Retirement System (PEERS)
All support employees who work twenty (20) hours or more per week on a regular basis for thirty (30) calendar days are members of PEERS and are also covered by Social Security.
Medical
Medical insurance payments will be deducted for all employees on a twelve (12) month prorated basis each month.
Credit Union and Tax Sheltered Plans will be deducted under the terms of the respective contracts.
The School District provides for payroll deduction and processing for employees participating in tax-sheltered annuities..
Nov 05
Policy 4520
Additional Deductions
Any staff member may authorize additional voluntary deductions for payment of tax sheltered annuities, dues to professional organizations, credit union, and dependent coverage for medical benefits.
Nov 05
PERSONNEL SERVICES Policy 4530
Compensation
Workers’ Compensation Benefits
Employees who suffer an injury caused by an accident or occupational disease arising out of and in the course of employment ("work-related injury") will receive benefits paid by the District according to the Workers' Compensation Law of the State of Missouri ("the Law"). Employees driving District owned or subsidized vehicles are not covered by this policy when driving such District owned vehicles to or from the home or to or from the work station. Absence from duty resulting from a work-related injury will be compensated according to the Law. Employees who receive workers' compensation benefits for lost time from work due to a work-related injury are not eligible for additional sick leave or vacation benefits under this policy, except with respect to those employees whose average weekly wage as defined by the Law ("average weekly wage") exceeds the actual wage necessary to obtain the maximum total disability rate as defined by the Law ("maximum wage").
In addition to the benefits for temporary total disability allowed under the Law, an employee whose average weekly wage at the time of the work-related injury exceeds the maximum wage at the time of the work-related injury will receive in wages the difference between the employee's average weekly wage and the maximum wage during the time period such employee is entitled to temporary total disability benefits under the Law. This additional benefit provided herein does not affect an employee's wage rate for purposes of permanent disability benefits.
Jan 06
PERSONNEL SERVICES Policy 4540
(Regulation 4540)
Compensation
Group Insurance Benefits
The Board of Education directs that medical group insurance coverage for staff members will be provided. The Superintendent/designee will solicit proposals and make recommendations to the Board of Education for approval of the insurance provider.
Employees shall be given information regarding COBRA benefits at the times of employment and separation
The contract for medical insurance will be submitted for competitive bidding at least once every three (3) years.
For purposes of this policy competitive bidding means public notice of the request for medical insurance bids and the provision of information about district participants, claims history, and the details of the District’s existing health insurance policy and proposed modifications
Jan 06
PERSONNEL SERVICES Policy 4550*
Compensation
Retirement Compensation
Retirement provisions for all eligible employees will be in accordance with the provisions of the Missouri Public School Retirement System and the Non-Teacher Retirement System.
Full time certificated staff employed after April 15, 1986, are subject to the Medicare portion of Social Security.
At the time of initial employment an employee shall be given his/her first COBRA notification. Second notification and continuation of benefits are contingent upon the employee notifying the District of a qualifying event.
Any plan of group health insurance shall include a provision allowing persons who retire, or who have retired, to become members of the plan if they are eligible to receive benefits under the Retirement System, by paying premiums at the same rate as other members of the group.
Employees who retire or who have retired and who are eligible for retirement benefits from either the Teacher or Non-Teacher Retirement Plans are eligible to participate in District health benefit programs. In addition, the spouse and/or unmarried dependent children of any employee may also participate in District health benefit programs provided that these family members are receiving or are eligible to receive retirement benefits from either the Teacher or Non-Teacher Retirement Systems. The retiree must apply for insurance coverage within the first year he/she is eligible to receive retirement benefits.
Any person retired and currently receiving a retirement allowance other than for disability may be employed in any capacity on either a part-time or temporary-substitute basis not to exceed a total of 550 hours in any one (1) school year, and through such employment, may earn up to 50 percent of the annual compensation payable under the employing district’s salary schedule for the position or positions filled by the retiree, given such person’s level of experience and education, without a discontinuance of the person’s retirement allowance.
If the position in question is not subject to the district’s salary schedule, a retiree employed may earn up to 50 percent of the annual compensation paid to the person or persons who last held such position or positions. If the position or positions did not previously exist, the compensation limit shall be determined in accordance with rules of the board of trustees of the retirement system; provided that, it shall not exceed 50 percent of the annual compensation payable for the position in the school district that is most comparable to the position filled by the retiree.
Policy 4550*
In any case where a retiree fills more than one (1) position during the school year, the 50 percent limit on permitted earnings shall be based on the annual compensation of the highest paid position occupied by the retiree for at least one-fifth of the total hours worked during the year. Such a person shall not contribute to the retirement system or to the nonteacher school employee retirement system because of earnings during such period of employment. If such a person is employed in any capacity by such a district on a regular, full-time basis, he or she shall not be eligible to receive his or her retirement allowance for any month during which he or she is so employed and shall contribute to the retirement system.
Any person retired and currently receiving a retirement allowance from either PSRS or NTSERS, other than for disability, who elects to return to work in an employment capacity covered by either of the aforementioned retirement systems, shall undertake such service under a new membership in the applicable system.
Contributions shall be made to the retirement system for any covered employment under the new membership at the same time and in the same manner as contributions are made for covered employment generally.
May 03
PERSONNEL SERVICES Policy 4550a*
Compensation
Retirement Compensation – Unused Sick Leave
Professional staff members, upon retirement from the public school system, will be reimbursed for all unused sick days that the retiree has accumulated to the maximum of 75. The rate of reimbursement will be $10.00 (ten dollars) per day. This reimbursement will be paid in June of the school year in which the employee retired and will be subject to all taxes as assessed by law.
June 97
PERSONNEL SERVICES Policy
4610
(Form
4610)
Performance Evaluation
Certificated Personnel Performance Evaluation
The Board of Education's ultimate goal in education is to provide
the highest quality educational experience to all District students. The District's performance-based evaluation
system contributes to that goal by promoting the professional improvement of
each staff member and, when necessary, by providing data to remove an employee
whose employment is detrimental to students.
Performance-based evaluation is a process endorsed by the Board of
Education for performance improvement that includes identification of
performance expectations, documentation of performance, discussion of
performance, development of improvement plans, and making personnel decisions
based upon performance. The evaluation
process for every employee is an on-going process that takes place every
day. Formal, summative evaluations will
be prepared and reviewed with each tenured teacher at least every other
year. All other District employees will
receive summative evaluations annually.
The District’s performance evaluation system incorporates the
seven “Essential Principles of Effective Evaluation” adopted by the State Board
of Education and set out as follows:
Notwithstanding the State’s essential principles, the major focus
on the District’s evaluation system is on positive learning outcomes, cognitive
and affective, for District students.
Educators are responsible for the positive learning outcomes for their
students.
The Board recognizes the fundamental experience differences
between tenured and probationary teachers. Accordingly, District evaluators
will focus their attention, non-exclusively, on probationary teachers and on
tenured teachers whose practices adversely affect student learning.
District evaluators will be trained and assessed on their ability
to consistently evaluate educators under their discretion.
July 13
PERSONNEL SERVICES Policy 4620
(Form 4620)
Performance Evaluation
Support Staff
The development of a competent support staff is a major objective of the performance evaluation.
All supervisors and/or principals will complete an annual written evaluation on all support staff under their supervision. The following areas will be evaluated.
1. Job knowledge
2. Quality of work
3. Quantity of work
4. Dependability
5. Cooperation
6. Attendance
7. Punctuality
8. Other areas as appropriate for the specific job
This evaluation will be used to improve job proficiency and to determine eligibility for reemployment.
PERSONNEL SERVICES Policy
4650
(lite)
Performance
Evaluations
Communication with
Students by Electronic Media
Employee personal communication with students, in all forms including oral and nonverbal shall be appropriate and consistent with Board policy. Personal communication shall be deemed to be inappropriate if such communication is sexual in nature; is sexually suggestive; suggests romantic activity with student or students; or is otherwise inconsistent with Board policy. Violation of this provision will result in disciplinary action up to and including dismissal.
Communications between employees and students will be primarily direct, oral or written in nature. Employee’s communication with students and/or teacher’s electronic media must be made available to the student’s parents/guardians. While the employee need not notify their building principal of the content of the electronic communication, the employee must notify the principal, in writing, of the date and time of the communication and the identity of the student with whom communication occurred. Such notification is not required where the communication is between the teacher and his/her children or siblings.
The District does not have sufficient staff to monitor every communication between employees and students and does not, therefore, commit to monitoring such communication. Nonetheless, where there is reason to believe that an employee has inappropriately communicated with a student(s) they may require the teacher to provide access to the specific communication in question.
The District will provide official electronic media which may be utilized by employees for communication with students for dissemination of school related information (i.e. homework, practice schedules, supplemental instructional material.)
Dec. 2011
PERSONNEL SERVICES Policy 4710a
Separation
Resignation: Certificated Staff
The intent of this policy is to formulate a workable procedure to enable professional staff to withdraw from written contracts while at the same time ensuring that the school Board will be able to fulfill its responsibility to provide competent and qualified teachers for the students of the district.
Certificated employees who for any reason intend to retire or resign at the end of the current school year are encouraged to indicate their plans in writing to the Board as early as possible, but no later than June 1.
Resignations to become effective during the school year require a release by the Board and must be considered on an individual basis. Letters of resignation shall be submitted to the Superintendent/designee and the principal/supervisor. The letter should state reasons and an effective date for the resignation.
In accordance with Missouri law, a tenured teacher who desires to terminate his or her contract at the end of a school term shall give written notice of such intention to do so and the reasons therefore no later than June first of the year in which the term ends. After June 1, tenured teachers are bound by their indefinite contracts for the ensuing school year. Non-tenured, certificated employees are bound by their contracts for the next school year, as of the date on which the contracts are fully executed by the Board and the employee.
The Board recognizes that, on occasion, certificated employees of the Adair County R-II School District may wish to approach the Board requesting to be released from their contract. The Board discourages such request. However, the Board will entertain such a request and may, at its discretion, on a case-by-case basis, vote to release the certificated employee from the contract if the certificated employee agrees to pay to the School District the respective sum listed below as legal consideration for being released from the contract:
Request by any certificated employee received on or before July 1: $1000.00
Request by any certificated employee received on or before August 1: $2000.00
Request by any certificated employee received after August 1: $3000.00
Certificated employees who wish to be released from their contracts in accordance with this payment method should request such release in letter format as discussed above.
Dec 04
PERSONNEL SERVICES Policy 4711*
Separation
Resignation: Support Staff
Employees Not Under Contract
Support staff who wish to resign should address a letter of resignation to the Superintendent with copies to the personnel administrator and the principal/supervisor. The letter should state reasons and an effective date for the resignation.
Fourteen (14) days written notice is the minimum amount of time for resignation by a support staff member.
Employees Under Contract
The employee must submit a written letter of resignation to his or her immediate supervisor. If the contract contains a notice period, the resignation is final upon submission and effective at the end of the notice period.
If the contract does not include a notice provision, the resignation is final upon submission and effective at the end of the contract period. Resignations for employees under contract require Board approval only if the employee wishes the resignation to be effective prior to the end of the contract period. The district may pursue all legal remedies available to address a breach of an employment contract. A resignation is final upon submission and cannot be withdrawn unless authorized by the supervisor to whom it was submitted.
June 03
PERSONNEL SERVICES Policy 4720
Separation
Suspension or Termination: Support Staff
Non-Contractual Employees
Individuals employed without a contract are subject to suspension and dismissal at any time. The Superintendent is authorized to suspend such employees with pay subject to Board review. In addition, the Superintendent may recommend the suspension without pay or termination of non-contractual employees to the Board of Education.
Contractual Employees
During the term of the employment contract, a support staff employee may be suspended with pay pending review of the Board. Prior to suspension or termination, such support staff employees will be informed of the reason for discipline and will be given an opportunity to respond to those reasons. Upon request of the employee, a meeting with the Board of Education will be scheduled to review the recommendation for suspension or dismissal. Contractual employees, who are not offered a new contract, are not entitled to meet with the Board of Education. However, in such situations, the employee may review the nonrenewal with the Superintendent/designee.
PERSONNEL SERVICES Policy 4730
(Regulation 4730)
Separation (Form 4730)
Nonrenewal/Termination: Probationary Teacher
Pursuant to section 168.126.2, RSMo. (Supp. 1992), the Board of Education may choose to non-renew a probationary teacher's contract for the coming school year or may choose to terminate a probationary teacher's employment during the term of a contract in accordance with procedures outlined in Regulation 4730.
The Board of Education may terminate a probationary teacher's contract during the term of a contract for statutory causes as follows:
1. Physical or mental condition that renders the teacher unfit to instruct or associate with children.
2. Immoral conduct
3. Willful or persistent violation of, or failure to obey, the school laws of the state or the published regulations of the School District
4. Excessive or unreasonable absence from the performance of duties.
5. Conviction of a felony or a crime involving moral turpitude.
6. Incompetence, inefficiency, or insubordination.
Prior to mid-contract termination of a probationary teacher for causes 1-6, the teacher will be provided with written charges and will be provided with an opportunity for a due process hearing before the Board of Education as set forth in Regulation 4730. Prior to the mid-year termination for cause #6, the teacher will also be provided with a notice of deficiencies and probationary period as set forth in Regulation 4730
PERSONNEL SERVICES Policy 4731
(Regulation 4731)
Separation (Form 4731)
Termination of Contract: Permanent Teacher
Pursuant to sections 168.114 and 168.124, RSMo. 1986, the Board of Education may terminate a permanent teacher's indefinite contract for one or more of the following causes:
1. Physical or mental condition that renders the teacher unfit to instruct or associate with children.
2. Immoral conduct.
3. Incompetency, inefficiency, or insubordination
4. Willful or persistent violation of, or failure to obey, the school laws of the state or the published regulations of the School District.
5. Excessive or unreasonable absence from the performance of duties.
6. Conviction of a felony or a crime involving moral turpitude.
The indefinite contract of a permanent teacher may be terminated for the foregoing reasons only in accordance with the procedures prescribed by sections 168.116, 168.118, and 168.120, RSMo. 1986.
PERSONNEL SERVICES Policy 4732
(Regulation 4732)
Termination of Employment: Administrators
The terms and conditions of the Superintendent’s employment are governed by the employment contract between the Board of Education and the Superintendent. Employment and termination of the Superintendent are provided for in Policies 1720, 1722 and 1724. The employment of all other certificated teachers who are employed as administrators and who are not eligible for permanent status as a teacher are provided for in this policy
Such district administrators are not eligible for permanent status in their administrative position. However, as provided by law, administrators may be entitled to permanent status as a teacher should their administrative employment be voluntarily or involuntarily terminated. All such administrators may be assigned to other administrative positions or teaching positions as provided in the regulations enacted under this policy
Oct 03
PERSONNEL SERVICES Policy 4740
(Regulation 4740)
Separation
Reduction in Force: Certificated Staff
If it becomes necessary to reduce the number of teachers due to a decrease in enrollment, District reorganization or the financial condition of the District, the Board will act to retain the most qualified teachers while following all applicable statutory guidelines.
The Board may place a permanent teacher upon unrequested leave of absence without pay when the Board determines that such action is necessary because of a decrease in pupil enrollment, District reorganization or the financial condition of the District. In placing such a teacher on leave, the Board will be governed by the provisions of the Teacher Tenure Law and District policies and regulations.
PERSONNEL SERVICES Policy 4741
(Regulation 4741)
Separation
Reduction in Force: Support Staff
The Board of Education is authorized to reduce the number of support staff when in the Board's sole discretion factors including, but not limited to, decreases in student enrollment, District reorganization or financial reasons necessitate such reduction. In making such staff reductions, the Board will seek to retain those staff members best able to serve the needs of District’s students.
PERSONNEL SERVICES Policy 4810
(Regulation 4810)
Staff Welfare (Form 4810)
Sexual Harassment
Sexual harassment constitutes unlawful sex discrimination. It is the policy of the Board of Education to maintain a learning and working environment that is free from sexual harassment.
It shall be a violation for any employee of the School District to harass another staff member or student through conduct or communication of a sexual nature. It shall also be a violation of this policy for students to harass other students through conduct or comments of a sexual nature. Furthermore, it shall be a violation of this policy for any person who is not an employee or student of the District to harass a staff member or student of the District through conduct or comments of a sexual nature while such employee is engaged in the performance of duties for the District or while such student is under District supervision.
PERSONNEL SERVICES Policy 4820
(Regulation 4820)
Staff Welfare
Employees with Communicable Diseases
An employee may be excluded from work if the employee (1) has, or has been exposed to, an acute (short duration) or chronic (long duration) contagious or infectious disease, and (2) is likely to transmit the contagious or infectious disease, unless the Board of Education or its designee has determined, based upon medical evidence, that the employee:
1. No longer has the disease
2. Is not in the contagious or infectious stage of an acute disease.
3. Has a chronic infectious disease that poses little risk of transmission in the school environment with reasonable precautions.
School officials may require an employee suspected of having a contagious or infectious disease to be examined by a physician and may exclude the employee from work, in accordance with the procedures authorized by this policy, so long as there is a substantial risk of transmission of the disease in the school environment.
Employees with acute or chronic contagious or infectious diseases have a right to privacy and confidentiality. Only staff members who have a medical reason to know the identity and condition of such employees will be informed. Willful or negligent disclosure of confidential information about an employee’s medical condition by staff members will be cause for disciplinary action.
The District will implement reporting and disease outbreak control measures in accordance with the provisions of Missouri Department of Health publication PACH-16, “Prevention and Control of Communicable Diseases: A Guide for School Administrators, Nurses, Teachers and Day Care Operators,” a copy of which shall be on file in the office of the Supervisor of Health Services and in the office of each school nurse.
PERSONNEL SERVICES Policy 4830
(Regulation 4830)
Staff Welfare
Board/Staff Communications
While the primary line of communication between the staff and the Board of Education remains through the Superintendent, the Board expresses a desire to maintain open communication with the certificated and support staff. Open communication between Board and staff facilitates continuing improvement of education and the proper disposition of personnel matters that may arise.
PERSONNEL SERVICES Policy 4831
Staff Welfare
Staff Involvement in Decision Making
The Board of Education encourages the staff to provide input and participate in the development and implementation of District programs. However, the final decision on all policy matters will be made by the Board of Education.
PERSONNEL SERVICES Policy 4840
(Regulation 4840)
Staff Welfare
Conflict of Interest
District employees are prohibited from engaging in any activity which would conflict, or raise a reasonable question of conflict, with their responsibilities in the District.
PERSONNEL SERVICES Policy 4850
(Regulation 4850)
Staff Welfare
Staff Dispute Resolution
The Board of Education recognizes that in any workplace misunderstandings and disputes arise. If left unresolved, these disputes could undermine staff morale and can interfere with the educational mission of the District. The Board has adopted a formal process for dispute resolution that encourages specified employees to resolve concerns quickly and at the most immediate administrative level. This policy does not limit the right of any employee to file grievances under Policy and Regulation 4810 – Sexual Harassment, or Policy and Regulation 1310 – Civil Rights, Title IX, Section 504.
PERSONNEL SERVICES Policy 4860
Staff Welfare
Personnel Records
Personnel files on all employees will be maintained in the District's administrative offices. It is the intent of the Board of Education to maintain complete and current personnel files, including all information necessary to comply with the Fair Labor Standards Act, for all District employees
The District will maintain the following information in personnel files: applications, certification documents, performance evaluations, current transcripts, employment contracts and performance related documents. Medical records, including health insurance records, will be maintained separately. Files containing immigration records will be kept separate from personnel files.
The personnel file(s) of an individual employee will be considered confidential to the extent allowed by law. Access to personnel files will be on a strict need to know basis by appropriate District administrators, legal counsel, or state agencies with authority.
Upon request to and in the presence of the appropriate administrative official, any employee will have the right during regular working hours to inspect his/her own personnel file, with the exception of the ratings, reports and records obtained prior to the employment of the individual, including confidential placement papers.
Information of a critical nature will not be entered or filed in the employee's personnel folder until the employee is given notice, as well as an opportunity to review the information and comment thereon. The employee will have the right to append a reply to the statement, which will also be included in the folder.
PERSONNEL SERVICES Policy 4870
Staff Welfare
Drug Free Workplace
The unlawful possession, use or distribution of illicit drugs and alcohol on school premises or as a part of school activities is strictly prohibited.
Employees under the influence of alcohol, drugs, or controlled substances while on duty are a serious risk to themselves, to students and to other employees. Employees who display physical manifestations of drug or alcohol use while on duty, may be subject to drug testing. Any employee who violates this policy will be subject to disciplinary action up to and including termination and referral for prosecution. Employees may also be required to satisfactorily participate in rehabilitation programs.
As a condition of employment, all employees must abide by the terms of this policy. Employees who are convicted of a drug offense which occurred on school premises or while on duty must notify the Superintendent of their conviction. Notification must be made by the employee to the Superintendent within five (5) days of the conviction. Within ten (10) days, the Superintendent will provide notice of such violation to the Impact Aid Program, United States Department of Education, or other appropriate government agency.
The District will institute a drug free awareness program to inform employees of:
1. The dangers of drug and alcohol abuse in the workplace.
2. This policy of maintaining a drug free workplace.
3. Available counseling and rehabilitation.
4. The penalties that may be imposed upon employees for drug abuse violations occurring in the workplace.
On the basis of medical certification, employees with the illness of chemical dependency shall qualify for the employee benefits and group insurance coverages that are provided for under group health and medical insurance policies. The confidential nature of the medical records of employees with chemical dependency shall be preserved in the same manner as for all other medical records.
The District's responsibility for chemical dependency is limited to its effects on the employee's job performance. If the employee violates this policy, refuses to accept diagnosis and treatment, or fails to respond to treatment, and performance is adversely affected, the employee will be subject to employment action in proportion to the performance problem. Implementation of this policy will not require or result in any special regulations, privileges or exemptions from the standard administrative practice applicable to job performance requirements.
Upon the request of the Department of Elementary and Secondary Education or an agency of the United States, the District shall certify that it has adopted and implemented the drug prevention program described in this policy, in the form required by such agency. The District shall conduct a biennial review of this policy to determine its effectiveness, implement necessary changes, and to ensure that the disciplinary sanctions are consistently enforced
This policy shall be distributed in writing to all present and future employees.
PERSONNEL SERVICES Policy 4871
(Regulation 4871)
Staff Welfare (Form 4871)
Driver Drug Testing
The District recognizes that it shares the responsibility to prevent accidents and injuries resulting from the misuse of alcohol or the use of controlled substances by its employees who operate commercial motor vehicles. The District complies with the provisions of the Omnibus Transportation Employee Testing Act of 1991, which mandates that the District test its drivers who are required to hold commercial drivers licenses under specified conditions. The District will regularly evaluate its policies and procedures to ensure that it remains in compliance with federal regulations.
PERSONNEL SERVICES Policy 4872
(Form 4872)
STAFF WELFARE
ALCOHOL AND ILLICIT DRUGS
The District prohibits all employees from the possession, distribution, or presence under the influence of alcohol and non-prescribed controlled substances while on school premises. This prohibition is exemplified by Policy 1870 Drug-Free Workplace and Policy/Regulation 4871 Driver Drug Testing. Violation of this policy as well as Policies 4870 and 4871 will result in disciplinary action up to and including termination. In addition, such violation may result in substantially reduced or forfeiture of workers compensation benefits where the use of substances prohibited by this policy was in conjunction with or related to a work place injury.
Post Accident Drug / Alcohol Testing
Employees under the influence of alcohol, drugs, or controlled substances while on duty are a serious risk to themselves, to students, to other employees, and to District property. Where an employee holding a safety sensitive position is involved in an accident producing injury, the District will require the employee to submit to post injury alcohol/drug testing.
Post accident testing will be utilized after any accident
§ involving the loss of life;
§ resulting from a violation of Board Policy or Regulations, or municipal, state, or federal law;
§ which results in an injury to a person who receives medical treatment;
§ resulting in disabling damage to any motor vehicle or piece of District equipment;
§ resulting from a violation of a safety regulation or safety directive.
Refusal to submit to post injury testing will result in disciplinary action up to, and including termination, and may result in forfeiture of Workers Compensation benefits for injuries related to the request for testing.
Employees holding a non-safety sensitive position will be subject to post accident drug testing where a District administrator has sufficient cause to suspect the employee’s use of alcohol or non-prescribed controlled substance producing accident, in conjunction with or related to a work place testing. Such post accident testing will be utilized in the instance of the occurrence of any of the five instances set forth in this policy.
Safety Sensitive Positions:
The following list of positions are hereby classified as “safety sensitive” due to the serious risk of harm that can result from performing said job duties while impaired by drugs or alcohol; therefore, employees occupying such positions are subject to drug testing in accordance with published Board Policies and Regulations:
· Food service employees.
· Transportation employees.
· Custodial employees.
· Maintenance employees (HVAC, Electrical, Plumbing).
· Any district employee whose job duties involve the performance of supervising children, including, but not limited to teachers, teachers’ aides, lunchroom/playground monitors, etc.
Jan 06
PERSONNEL SERVICES Policy
4873
Staff Welfare
Staff Cell Phone Usage
The use of cell phones, iPads and similar personal electronic devices during work time presents a significant safety risk, as well as, adversely impacts work time. For safety and educational reasons, the instructional staff and support staff, except as provided in this policy for transportation employees, are not permitted to use such personal electronic devices during work time. Exceptions will be made for bonafide school related emergencies.
Bus drivers and other employees driving district vehicles and employees driving while on District business are prohibited from using cell phones, iPads, and related electronic devices while driving. If an emergency occurs, the vehicle should be parked and remain parked in a safe location during the use of the electronic device. Bus drivers and employees driving District vehicles should log those work time emergency calls with date, time, call duration and vehicle location with their supervisor as soon as is practicable.
PERSONNEL SERVICES Policy
4873
Staff Welfare
Staff Cell Phone Usage
The use of cell phones, iPads and similar personal electronic devices during work time presents a significant safety risk, as well as, adversely impacts work time. For safety and educational reasons, the instructional staff and support staff, except as provided in this policy for transportation employees, are not permitted to use such personal electronic devices during work time. Exceptions will be made for bonafide school related emergencies.
Bus drivers and other employees driving district vehicles and employees driving while on District business are prohibited from using cell phones, iPads, and related electronic devices while driving. If an emergency occurs, the vehicle should be parked and remain parked in a safe location during the use of the electronic device. Bus drivers and employees driving District vehicles should log those work time emergency calls with date, time, call duration and vehicle location with their supervisor as soon as is practicable.
August, 2012
PERSONNEL SERVICES Policy 4880
Use of District Property
Employees may be provided access to and use of District property including, but not limited to, desks, file cabinets, closets, storage areas and computers for classroom use. These items remain the property of the District and are subject to inspection by District administrators.
PERSONNEL SERVICES Policy 4890*
The Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district. In building a quality program, employees must meet certain expectations which include, but are not limited to, the following:
1. Become familiar with, enforce and follow all Board policies, regulations, administrative procedures, other directions given by district administrators and state and federal laws as they affect the performance of job duties.
2. Maintain courteous and professional relationships with pupils, parents/guardians, other employees of the district and all patrons of the district.
3. Take efforts to remain knowledgeable about the employee’s position and the developments in that position.
4. Transact all official business with the appropriate designated authority in the district in a timely manner
5. transmit constructive criticism of other staff members or of any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation.
6. Care for, properly use and protect school property.
7. Attend all required staff meetings called by district administration, unless excused.
8. Immediately report all dangerous building conditions to the building supervisor and take action to rectify the situation and/or protect the safety of students and others if necessary.
9. Properly supervise all students. The Board expects all students to be under assigned adult supervision at all times during school and during any school activity. Except in an emergency, no employee will leave an assigned group unsupervised.
10. Obey all safety rules, including rules protecting the safety and welfare of students.
11. Submit all required reports or paperwork at the time requested. Employees will not falsify records maintained by the school district.
12. Refrain from using profanity in the school setting.
13. Dress professionally and in a manner that will not interfere with the educational environment.
14. Come to work at the time specified by the employee handbook or by the employee’s supervisor. Employees who are frequently late to work or stop working before the scheduled time may be terminated for excessive absences.
15. State law prohibits from participating in the management of a campaign for the election or defeat of a member of the Board of Education which employs such teacher.
16. Employees will not use district funds to advocate, support or oppose any ballot measure or candidate for public office.
17. Employees will not use any time during the working day for campaigning purposes, unless allowed by law.
Dec 01