GENERAL
ADMINISTRATION Regulation
1110 (Form
1110)
Religion
Religious Expression
In order to ensure clarity in application of the District’s religious expression policy, the
following guidelines have been developed and implemented.
Prayer During Noninstructional
Time
Students are permitted to engage in religious expression during
noninstructional time, i.e., before school, after school, during lunch and
recess and while not engaged in school activities. Religious expressions
permitted include Bible reading, prayer, scripture reading, saying grace before
meals. However, the exercise of constitutional rights of religious expression
may not be engaged in when the expression disrupts educational activities or
school-sponsored activities. The decision to participate or not participate in
religious expression is a matter of individual choice. No student will be
permitted to harass or intimidate other students to participate or refrain from
participating in religious expression.
Access of Student Religious
Groups to School Media
Religious related student groups will be given the same access to
school facilities and school communications as are given to other noncurricular
student groups. For example, and to the extent that noncurricular student
groups are permitted to advertise in school media, participate in school
announcements, make use of student activity bulletin boards and hand out
leaflets announcing group activities, religious related groups will be given
the same privileges. In all instances, the District maintains the right to
control the means and timing of such activities. In all such matters, the
District neither favors nor disfavors religious related student groups or the
activities sponsored by such groups.
Release Time for Religious
Activities
Upon written parental request, students may be released from school to
participate in off-premises religious instruction or to satisfy religious
obligations. Students who are released from class for religious activities will
not be penalized for missing school. However, such students will be responsible
for all assignments and for the content of lessons missed. The District will
not provide transportation to or from off-premises for religious observances
and will not be responsible for the safety or welfare of students while away
from school.
Religious Expression in Class
Assignments
Students are free to express their personal beliefs
about religion in homework assignments, artwork or other written or oral
assignments. Such assignments will be evaluated by teachers based upon
academic standards of substance, quality and relevance. Students will
neither be rewarded nor penalized because of the religious content or lack of
religious content in their assignments.
Student Assemblies and
Extracurricular Activities
Generally,
school administrators will determine or substantially control the content of
what is expressed at student assemblies and at extracurricular activities. In
such cases religious expression will not be permitted as the religious expression
may be attributed to the school or seen as an endorsement of a particular
religious belief or expression. However, in instances where students are
selected to speak at assemblies based upon neutral selection criteria and where
the student speaker has primary control over the content of his/her oral
presentation, the school will not restrict the student speech because of its
religious or anti-religious content. In such cases, school authorities will
publicly clarify that the content of the student’s speech is the speaker’s and
not the school’s.
Prayer at
Graduation/Baccalaureate Ceremonies
Where
students or other graduation speakers are selected on the basis of neutral
criteria and retain control over the content of their speech, the content of
the speech will not be restricted because of the religious or anti-religious
content of the speech. The school disclaims responsibility for such speech –
neither encouraging nor discouraging its content. However, neither District nor
school officials may direct or encourage prayer at graduation or select
speakers because of the expectation that such speakers will include religious
expressions in their speech.
To
the extent that the District makes its facilities and related services
available to private groups, the District will provide similar access and on
similar terms to private groups for a baccalaureate ceremony. The District and
the school will not mandate student attendance nor participate in the
organization of the ceremony. School employees are free to attend but will not
be required to attend the private baccalaureate ceremony.
Religious
Activities of School Employees
When
not engaging in work-related activities, i.e., before school or during lunch,
school employees may take part in religious activities such as prayer or Bible
study. Such activities should be conducted in private in order to avoid the
appearance that the employees are acting in their employment responsibilities.
School employees are prohibited from encouraging or discouraging religious expression
and from actively participating in religious expression with students.
Religious Emblems or Garments
School personnel shall not require
students to remove religious emblems or garments if they are worn in a
non-disruptive manner.
The District will provide annual written
certification of compliance that the District does not maintain any policy that
prevents or denies participation in constitutionally protected prayer in public
elementary and secondary schools. This
certification will be provided to the Missouri Department of Elementary and
Secondary Education on or by October 1 annually. A copy of the certification will be
maintained in the District's administration office and will be available for
public review.
Nov 04
GENERAL
ADMINISTRATION Regulation
1210
School Year and School Day
Alternative Methods of
Instruction
Beginning in school year
2020-21, the District may use a DESE approved alternative method of instruction
to compensate for certain hours lost due to exceptional and/or emergency
circumstances. “Exceptional or emergency circumstances” include,
inclement weather, a utility outage or an outbreak of a contagious disease.
Notification of Parents
and Students
If the District utilizes such
DESE approved alternative method of instruction plan, the District will notify
students and parents on each day of the closure. In these circumstances,
the District will ensure that each student receives assignments for that day in
hard copy or receives instruction through virtual learning or another form of
instruction.
Limitation on Utilization
of Instruction Method
Alternative methods of
instruction can be utilized for a maximum of thirty-six (36) hours during a
school year. Days lost or cancelled beyond thirty-six (36) hours, will be
made up in the scheduling of replacement days.
Application for Use of
Alternative Methods of Instruction
The District’s application to
DESE will describe:
Adoption of a Four-Day
School Week
Effective for the 2026-27
school year, if the District is located wholly or partially in a charter county
or in cities with more than 30,000 inhabitants, adoption of a four-day school
week requires a majority vote of the qualified voters of the District.
The District may adopt a
four-day school week, by a majority vote of the Board of Education.
If the District adopts a
four-day school week, the District will file a calendar with DESE. This
calendar will include but not be limited to:
Adoption of a Five-Day
School Week Incentive
For fiscal years 2026 and 2027,
DESE will remit to the District, which provided at least 169 school days, an
amount calculated by increasing the District’s preceding year’s annual state
aid entitlement as calculated in June by 1%. For fiscal year 2028 and
thereafter, the increase percentage will be 2%.
Funds received under this
incentive will be used exclusively to increase teacher salaries.
Sept. 2024
Equal
Opportunity
Prohibition Against Harassment,
Discrimination and Retaliation
Harassment or
discrimination because of an individual’s race, color, national origin,
ancestry, religion, sex, sexual orientation, gender identity, disability, age, genetic
information, or any other characteristic protected by law is prohibited in this
District. The District also prohibits retaliation against a person who files a
complaint of discrimination or harassment or participates in an investigation
of allegations of harassment or discrimination.
This Regulation governs and outlines the procedure for
filing a complaint by students,
employees, parents, and patrons of the District alleging harassment, discrimination,
or related retaliation based on a protected classification under the laws
identified in Policy 1300 (outside of Title IX). A complaint regarding sexual harassment or related retaliation of a
student or employee under Title IX and that is alleged to have occurred on or
after August 14, 2020, should be filed in accordance with the procedures
outlined in Regulation 1301. A complaint regarding the identification,
evaluation, educational program, or placement of a child with a disability
under Section 504 of the Rehabilitation Act of 1973 should be filed in
accordance with the procedures outlined in Regulation 2110.
DISTRICT’S COMPLIANCE OFFICER
The following
person has been designated as the District’s Compliance Officer to handle
inquiries or complaints regarding the District’s non-discrimination policies:
Name:
Cody Moore
Title: Superintendent
Address: 205 W. Dewey Street,
Brashear, MO 63533
Telephone Number: 660.323.5272
The District
has designated the Compliance Officer with the responsibility to identify,
prevent, and remedy unlawful discrimination and harassment in the District. The
Compliance Officer is in charge of assuring District compliance with this
Policy and Regulation, Title VII of the Civil Rights Act of 1964; Section 504
of the Rehabilitation Act of 1973; as well as other state and federal
nondiscrimination laws. See Regulation 1301 for the individual(s) designated by
the District to be the Title IX Coordinator with the responsibility to
identify, prevent, and remedy unlawful harassment and related retaliation in
accordance with Title IX of the Education Amendments of 1972.
The
Compliance Officer will:
*If any
complaint involves allegations against the Compliance Officer, the Complaint
shall be filed directly with the Superintendent, unless the Superintendent is
the Compliance Officer, or President of the Board of Education.
DEFINITIONS
For the
purpose of this Regulation, the following terms are defined:
Compliance Officer: The District employee(s) designated
by the Board of Education to coordinate the District’s compliance with District
policy, Missouri statutes, and federal laws regarding discrimination,
harassment and retaliation based on an individual’s race, color, national
origin, ancestry, religion, sex, sexual orientation, gender identity, disability,
age, genetic information, or any other characteristic or any other
characteristic that is protected by law.
Day: A calendar day. All timeframes and deadlines
may be extended by the District for good cause, including but not limited to
Board-approved holiday breaks and building closures.
Disability:
A physical or mental impairment that substantially limits a major life
activity.
Discrimination: Adverse conduct directed at an
individual or group based on race, color, national origin, ancestry, religion,
sex, sexual orientation, gender identity, disability, age, genetic information,
or any other characteristic that is protected by law. The encouragement,
cooperation, coercing, or support of adverse conduct that is based on race,
color, national origin, ancestry, religion, sex, sexual orientation, gender
identity, disability, age, genetic information, or any other characteristic
that is protected by law is discrimination.
Harassment: Harassment is conduct, including
but not limited to, intimidation, ridicule or insult, toward an individual or
group because of race, color, national origin, ancestry, religion, sex, sexual
orientation, gender identity, disability, age, genetic information, or any
other characteristic that is protected by law and is so severe or pervasive
that it:
For the
purposes of this Regulation, sexual harassment is defined as unwelcome conduct
of a sexual nature or based upon sex when a) benefits or decisions are
implicitly or explicitly conditioned upon submission to, or consequence is
applied for refusing to comply with, unwelcome sexual advances, requests for
sexual favors or conduct of a sexual nature; or b) the school or work
environment becomes permeated with intimidation, ridicule or insult that is
based on sex or is sexual in nature and that is sufficiently severe or
pervasive enough to alter the conditions of participation in the district’s
programs and activities or the conditions of employment.
A student
regardless of age cannot consent to behavior of a sexual nature with an adult
irrespective of the circumstances.
Retaliation: Adverse conduct including, but not
limited to, conduct of a coercive, intimidating, threatening, discriminatory,
or harassing nature because of an individual’s good faith complaint,
participation in the investigation, testifying, or resolution of discriminatory
or harassing conduct based on an individual’s race, color, national origin,
ancestry, religion, sex, sexual orientation, gender identity, disability, age,
genetic information, or any other characteristic that is protected by law.
Student: An individual that is currently
enrolled as a student of the District.
Illustrations and Examples of
Prohibited Harassment
For the
purpose of this Regulation, the determination if conduct as unwelcome is a
fact-intensive question that shall be considered on a case-by-case basis.
Examples of Sexual Harassment
Sexual
harassment may include a range of subtle and not-so-subtle behaviors and may
involve individuals of the same or different gender. Legitimate, non-sexual
physical conduct necessary to avoid physical harm to persons or property, to
console an individual, or spontaneous movement during a sporting activity is
not sexual harassment.
Depending on
the circumstances and application of the definitions immediately above in this
Regulation, examples of conduct which may or may not constitute sexual
harassment, include, but are not limited to:
Examples of Race, Color, Nation
Origin, Ancestry, Religion, Disability, Age or Genetic Information Harassment
As defined in
this Regulation, examples of conduct that may be considered harassment based on
an individual’s race, color, national origin, ancestry, religion, disability,
age, or genetic information, or any other characteristic that is protected by
law include, but are not limited to:
OBLIGATION TO REPORT
The District
is steadfastly committed to providing an inclusive environment that is free
from discrimination and harassment for all of its students and staff. Unless a
concern is informally resolved, staff and students shall report all incidents
of discrimination, harassment and retaliation to the Compliance Officer as set
forth in this Regulation. When a formal complaint is filed with the Compliance
Officer, the investigation and complaint process detailed below will be used,
including a possible determination by the Compliance Officer that the incident
has been appropriately addressed through the informal process. Reports of
discrimination, harassment and/or related retaliation must contain as much
specific information as possible to allow for proper assessment of the nature,
extent and urgency of preliminary investigative procedures.
INTERIM MEASURES
The District
will take action to protect a complainant or persons
subjected to discrimination, harassment, or retaliation as necessary during the
course of an investigation. Appropriate interim measures will be offered and
may include, but are not limited to, physical separation, contact limitations,
reassignment, alternative work or assignments, altering class or bus seating
assignments, additional supervision, counseling, training, warning,
conferences, exclusion and employee suspension pending an investigation as
permitted by the District’s policies and law. Additional interim measures to
prevent retaliation may include, but are not limited to, notification of the
retaliation prohibition, confirming the individual knows how to report
retaliation, and follow-up contact.
INVESTIGATION AND RESPONSE
The District
will investigate allegations of harassment, discrimination, and/or retaliation
and take appropriate steps reasonably calculated to resolve the situation,
eliminate the misconduct, prevent its recurrence and as appropriate, remedy its
effects. The District will take equitable and remedial action within its
authority on complaints that come to the attention of the District, either
formally or informally.
Allegations
of criminal misconduct will be reported to law enforcement and suspected child
abuse will be reported to law enforcement and/or the Children’s Division.
Regardless of whether the misconduct is reported to law enforcement and/or the
Children’s Division, school staff will investigate to determine what occurred
and take appropriate steps to resolve the situation, to the extent that such
investigation does not interfere with an ongoing criminal investigation.
Engaging in
harassment, discrimination, and/or retaliation will result in appropriate
discipline or other appropriate sanctions against offending students, staff or
other third parties involved in District activities. Anyone else who engages in
harassment, discrimination, and retaliation on school property or at school
activities will have their access to school property and activities restricted,
as appropriate.
Employees and
students should fully cooperate with investigation process.
Informal Process for Resolution
The District
takes seriously the obligation to investigate complaints of discrimination,
harassment, or retaliation and to take appropriate remedial measures when
necessary. The District recognizes that the obligation to investigate and
remedy may be accomplished through an informal process, depending on the
circumstances.
Anyone may
use informal procedures to report and resolve complaints of harassment,
discrimination, and retaliation. If a staff member receives an informal
complaint of harassment, discrimination, and/or retaliation and the complaint
cannot be resolved informally, the staff member shall inform their relevant
building administrator or supervisor. The administrator/supervisor may attempt
to resolve the matter informally and should inform complainants of this Regulation.
Building
administrators/supervisors shall provide information to the Compliance Officer
on a regular basis about complaints reported and resolved through the informal
process.
Informal
complaints may become formal complaints at the request of the complainant,
parent/guardian, or the District.
During the
course of the informal complaint process, the District will take prompt and
effective steps reasonably calculated to end the harassment, discrimination,
and retaliation and to correct any effects on the complainant.
Informal
remedies may include, but are not limited to:
•
If the
complainant so desires, an opportunity for the complainant to explain to the
alleged harasser that his or her conduct is unwelcome, offensive or
inappropriate, either in writing or face-to-face;
•
A statement
from a staff member to the alleged harasser that the alleged conduct is not
appropriate and could lead to discipline if proven or repeated;
•
Developing a
safety plan;
•
Separating
students; or
•
Providing
staff and/or student training.
The District
will inform the complainant (and their parent/guardian when applicable) how to
report any subsequent problems. Additionally, the District may conduct
follow-up inquiries to see if there have been any new incidents or instances of
retaliation, and to promptly respond and appropriately address continuing or
new problems.
Formal Process for Resolution
Step One –
Complaint to District
Anyone may
initiate a formal complaint of harassment, discrimination, or retaliation by
filing a written complaint with the District’s Compliance Officer. At any step
in the formal resolution process, where appropriate, the District will take
interim measures to protect the complainant or alleged victim before the final
outcome of the District’s investigation. Additionally, the District may appoint
an outside investigator at any step of the informal or formal resolution
process. A subordinate shall not investigate his/her supervisor.
The following
process will be followed at Step One:
Filing of
Complaint
•
All formal
complaints will be in writing and will set forth the specific acts, conditions
or circumstances alleged to have occurred and to constitute harassment,
discrimination or retaliation. The Compliance Officer may draft the complaint
based on the report of the complainant for the complainant to review and
approve. The Compliance Officer may also conclude that the District needs to conduct an investigation based on information in his or her
possession, regardless of the complainant’s interest in filing a formal
complaint.
•
Formal
complaints must be submitted to the Compliance Officer.
•
A charge or
complaint of discrimination, harassment, or retaliation filed with an outside
agency does not constitute a formal complaint or trigger an obligation to
follow the formal complaint investigation procedures as contemplated under this
Regulation.
Investigation
of Complaint
•
The
Compliance Officer will receive and investigate all formal, written complaints
of harassment, discrimination or retaliation or will investigate if information
in the Officer’s possession leads them to believe further investigation is
required. The Compliance Officer will delegate his or her authority to
participate in this process if such action is necessary to avoid any potential
conflicts of interest. Upon receipt of a complaint, the Compliance Officer will
provide the complainant a copy of this Regulation.
•
Investigations
will be carried out in a manner that is adequate in scope, reliability and
impartiality. During the investigation process, the complainant and accused
party or parties, if the complainant has identified an accused party, will have
an opportunity to identify witnesses and present relevant evidence. The
District and complainant may also agree to resolve the complaint in lieu of an
investigation.
•
When the
investigation is completed, the Compliance Officer will compile a written
report of the investigation. The report may include a recommendation of
appropriate action to remedy the allegations included in the complaint. The
Compliance Officer will forward the report and recommendations to the Superintendent.
If the Superintendent is the subject of the complaint, the report and
recommendations will be forwarded to the Board President.
Response to
Complaint
•
The Superintendent
will review the report completed by the Compliance Officer.
•
The Superintendent
will respond in writing with a Letter of Outcome to the complainant and the
accused party within thirty (30)
calendar days of the Compliance Officer’s receipt of the written complaint,
unless otherwise agreed to by the complainant or if circumstances related to
the complaint require an extension of the time limit. In the event an extension
is needed, the District will notify the complainant in writing of the reason
for the extension and the anticipated response date.
•
The Letter of
Outcome will include: 1) a statement of the outcome of the investigation
including whether a preponderance of the evidence establishes that harassment,
discrimination, and/or retaliation occurred in violation of Policy 1300; 2) if violation
of Policy 1300 is found to have occurred, the assurance that the District will
take steps to prevent recurrence and remedy its effects on the complainant and
others, if appropriate; and 3) notice of the right to appeal to the school
board and the necessary filing information.
•
Any
corrective measures deemed necessary will be instituted as promptly as
reasonable.
•
The District
will inform the complainant (and their parent/guardian if the complainant is a
student) how to report any subsequent problems. Additionally, where appropriate
the District will conduct follow-up inquiries to see if there have been any new
incidents or instances of retaliation, and to respond and appropriately address
continuing or new problems.
•
If the
Superintendent is the subject of the complaint, the actions set forth herein to
be completed by the Superintendent will be completed by the Board President.
Step Two –
Appeal to Board of Education
Notice of
Appeal
•
The
complainant or accused party may appeal to the Board of Education by filing a
written notice of appeal with the secretary of the Board within ten (10) calendar days following receipt
of the Letter of Outcome.
•
On receipt of
the written appeal, the matter shall be placed on the agenda of the Board for
consideration not later than their next regularly scheduled meeting, unless
otherwise agreed to by the complainant and the superintendent or for good
cause.
•
Parties will
be allowed to provide comment and information as the Board deems relevant and
material.
Board
Decision
•
Unless
otherwise agreed to by the appealing party, the Board will provide written
notice of its determination within thirty
(30) calendar days following the filing of the notice of appeal and provide
the appealing party with a copy of the determination.
RETALIATION
The District
prohibits retaliation against a person who files a complaint of discrimination
or harassment, and further prohibits retaliation against a person who
participates in related proceedings or investigations.
Notwithstanding
this provision, employees or students found to have intentionally made false or
materially misleading allegations of suspected discrimination, harassment
and/or related retaliation under this Regulation may be disciplined, up to and
including dismissal or expulsion.
CONFIDENTIALITY
The District
will respect the privacy of the complainant, the individuals against whom the
complaint is filed, and the witnesses to the extent possible, consistent with
applicable law, the District’s legal obligations to investigate, to take
appropriate action, and to conform with any discovery or disclosure
obligations. However, pursuant to the District’s discretion, information may be
disclosed, if necessary, to aid in the investigation, resolution, or appeal of
the complaint.
CONSEQUENCES AND REMEDIES
The District
will take prompt, effective and appropriate action to address substantiated
discrimination, harassment or retaliation, prevent its recurrence and remedy
its effects.
Consequences
Consequences
for violations of this Policy and Regulation may have educational, restorative,
rehabilitative and/or punitive components.
Conduct
constituting harassment, discrimination or retaliation as defined in this
Regulation will be subject to discipline including, but not limited to, written
warning or reprimand, conference, required training, “no contact” order,
reassignment, probation, suspension or termination for employees, suspension or
expulsion for students, or exclusion from District property.
In the event
that the evidence suggests that the conduct at issue is also a crime in
violation of a Missouri criminal statute, the District Compliance Officer shall
report the conduct to the appropriate law enforcement agency charged with
responsibility for handling such crimes.
As required
by and in compliance with law and District policy, a report will be made to the
Missouri Children’s Division if there is reasonable cause to suspect abuse or
neglect of a child.
Students,
employees and others will not be disciplined for speech in circumstances where
it is protected by law.
Remedies
The District
will consider remedies for the victim as appropriate including, but are not
limited to, providing additional resources such as counseling, moving or reassignment
of the perpetrator, or allowing the victim to retake or withdraw from a class.
An allegation
of discrimination, harassment and/or related retaliation complaint may not
necessarily stop, delay or affect pending personnel actions. This includes, but
is not limited to, performance evaluations or disciplinary actions related to a
reporter who is not performing at acceptable levels or standards or who has
violated district policies or regulations.
TRAINING & PUBLICATION OF POLICY
The District
will train its employees on this Policy and Regulation. The training will
include the requirements of nondiscrimination and the appropriate responses to
discrimination, harassment, and retaliation. The District will notify its
employees to report complaints of discrimination, harassment or retaliation in
accordance with this Policy. This training will be provided to employees on an
annual basis, and at such other times as the Superintendent, in consultation
with the District’s Compliance Officer, determines is necessary or appropriate.
Additionally, the District will provide additional training to the District
Compliance Officer on identifying, investigating, and reporting on acts that
may constitute discrimination, harassment or retaliation. District students
will be notified regarding this Policy. This Policy will be posted on the
District’s website and available in Central Office.
*****
August 2020,
Copyright © 2020 Missouri Consultants for Education, LLC
•
GENERAL
ADMINISTRATION Regulation
1301
Equal Opportunity
Prohibition
Against Sexual Harassment and Retaliation under Title IX
This Policy governs a complaint of sexual harassment
or retaliation of a student or employee, as such conduct is defined and
regulated under Title IX of the Education Amendments of 1972, and that is alleged
to have occurred on or after August 14, 2020. If any provision of
Title IX or its regulations is held invalid or unenforceable by a court,
agency, or department with legal jurisdiction over the District, the
corresponding provisions in this Policy shall likewise be rendered invalid and
not enforced.
A complaint by students,
employees, parents, and patrons of the District alleging harassment, discrimination,
or related retaliation based on a protected classification under the laws
identified in Policy 1300 (outside of Title IX) should be
filed in accordance with the procedures outlined in Regulation 1300. A complaint
regarding the identification, evaluation, educational program, or placement of
a child with a disability under Section 504 of the Rehabilitation Act of 1973
should be filed in accordance with the procedures outlined in Regulation 2110.
DISTRICT’S TITLE IX COORDINATOR
The following person has been designated as the District’s Title
IX Coordinator:
Name:
Cody Moore
Title: Superintendent
Address: 205 W. Dewey Street,
Brashear, MO 63533
Telephone Number: 660.323.5272
The District has designated the Title
IX Coordinator with the responsibility to identify, prevent, and remedy
unlawful harassment and retaliation under Title IX in the District. The Title
IX Coordinator is in charge of assuring District compliance with Regulation
1301 and Title IX of the Education Amendments of 1972. See Policy and Regulation
1300 for the individual(s) designated by the District to be the Compliance
Officer with the responsibility to identify, prevent, and remedy unlawful
discrimination and harassment in accordance with Title VII of the Civil Rights
Act of 1964; Section 504 of the Rehabilitation Act of 1973; as well as other
state and federal nondiscrimination laws.
DEFINITIONS
For
the purpose of this Regulation, the following terms are defined:
Actual Knowledge: Notice of sexual harassment or allegations
of sexual harassment to any employee (other than the respondent) in an
education program or activity of the District against a person in the United States.
Actual knowledge does not include constructive notice.
Complainant: An individual who is alleged to be the
victim of conduct that could constitute sexual harassment.
Day: A calendar day. All timeframes and
deadlines may be extended by the District for good cause, including but not
limited to Board-approved holiday breaks and building closures.
Education program or activity: Locations, events, or circumstances over
which the District exercised substantial control over both the respondent and
the context in which the sexual harassment occurs.
Formal complaint: A
document filed by a complainant, or a parent or legal guardian of a student
complainant, alleging sexual harassment against a respondent and requesting
that the District investigate the allegation of sexual harassment. Additionally,
a formal complaint can be completed and signed by the Title IX Coordinator, if , in their sole discretion, they conclude that the
District needs to conduct an investigation based on information in their possession,
regardless of the complainant’s interest in filing a formal complaint. At the
time of filing a formal complaint, a complainant must be participating in or
attempting to participate in the education program or activity of the District.
The complainant must physically or digitally sign the formal complaint, or
otherwise indicate that the complainant is the person filing the formal
complaint. If the Title IX Coordinator signs a formal complaint, the Title IX
Coordinator is not a complainant.
Respondent:
An individual who is reported to be the perpetrator of conduct that could
constitute sexual harassment.
Retaliation: Intimidation, threats, coercion, or
discrimination of an individual for the purpose of interfering with any right
or privilege secured by Title IX or because the individual has made a report of
complaint, testified, assisted, or participated or refused to participate in
any manner in an investigation or proceeding under this Regulation.
Sexual harassment: Conduct on the basis of sex that satisfies
one or more of the following:
Supportive measures: Non-disciplinary, non-punitive,
individualized services. Appropriate supportive measures shall be offered to
the complainant and may be offered the respondent, as appropriate and depending
on the individual circumstances of the situation. Supportive measures may
include, but are not limited to, physical separation, contact limitations,
reassignment, alternative work or assignments, altering class or bus seating
assignments, additional supervision, counseling, training, and conferences.
Illustrations and Examples of Prohibited Sexual
Harassment
For
the purpose of this Regulation, the determination if conduct is prohibited
under Title IX is a fact-intensive question that shall be considered on a
case-by-case basis. Legitimate, non-sexual physical conduct
necessary to avoid physical harm to persons or property, to console an
individual, or spontaneous movement during a sporting activity is not sexual
harassment.
Depending
on the circumstances and application of the definitions immediately above in
this Regulation, examples of conduct which may or may not constitute sexual
harassment, include, but are not limited to:
OBLIGATION TO REPORT
The
District is steadfastly committed to providing an inclusive environment that is
free from sexual discrimination and harassment for all of its students and
staff. Staff with actual knowledge of behaviors that may constitute sexual harassment
and related retaliation as defined in this Regulation shall report it to the Title
IX Coordinator. When a formal complaint is filed with the Title IX Coordinator,
the grievance process detailed below will be used. Reports of sexual harassment
and/or related retaliation must contain as much specific information as
possible to allow for proper assessment of the nature and extent of the investigative
procedures.
Response to Actual
Knowledge of Sexual Harassment or Related Retaliation
When
the District has actual knowledge of sexual harassment or related retaliation
under Title IX, the Title IX Coordinator shall:
1. Promptly contact the complainant to discuss
the availability of supportive measures;
2. Consider the complainant’s wishes with
respect to supportive measures;
3. Explain the process for filing a formal
complaint under this Regulation; and
4. Inform the complainant of the availability
of supportive measures regardless of whether a formal complaint is filed under
this Regulation.
The
respondent is presumed not responsible for the alleged conduct until a
determination regarding responsibility is made at the conclusion of the grievance
process outlined in this Regulation. The District will only impose disciplinary
consequences against a respondent for violations of this Regulation after the
grievance process has been completed; however, the District may impose
disciplinary consequences against a respondent for other violations of the
District’s Board of Education Policies prior to the conclusion of the grievance
process outlined in this Regulation. If there is an immediate threat to the
physical health or safety of any student arising from the allegation of sexual
harassment that justifies removal, the respondent’s placement shall be changed,
including removal from the District. Immediately following the removal, the respondent
shall be given notice and an opportunity to challenge the decision to the
Superintendent in writing. The Superintendent shall issue a written decision on
the respondent’s challenge and such decision shall be final. If the respondent
is an employee, the employee may be placed on administrative leave during the
pendency of the grievance process.
Grievance Process
for Formal Complaint
During
the grievance process for a formal complaint, the District shall treat the
complainant and the respondent equitably. The District will ensure that
relevant evidence is objectively evaluated, including both inculpatory and
exculpatory evidence, and that credibility determinations are not based on a
person’s status as a complainant, respondent, or witness. Additionally, the
Title IX Coordinator, the investigator, all decision-makers, and any
facilitator of the informal resolution process shall not have a conflict of
interest or bias for or against complainants or respondents generally or
individually. Furthermore, the District shall not require, allow, rely upon, or
otherwise use questions or evidence that constitute, or seek disclosure of,
information protected under a legally recognized privilege, unless the person
holding such privilege has waived the privilege.
Formal
Complaint
Formal
complaints of sexual harassment under this Regulation must be submitted to the Title
IX Coordinator.
A
charge or complaint of sexual harassment or retaliation filed with an outside
agency does not constitute a formal complaint with the District or trigger the
District’s obligation to follow the formal complaint grievance process as
contemplated under this Regulation.
If
a formal complaint involves allegations against the Title IX Coordinator, the formal
complaint shall be filed directly with the Superintendent, unless the
Superintendent is the Title IX Coordinator, or President of the Board of
Education.
Upon
receipt of a formal complaint, the Title IX Coordinator shall promptly:
1. Provide written notice of the allegations,
the grievance process, and any informal resolution process to the complainant
and the respondent to give both parties the proper time to prepare a response
before an interview;
2. Inform the complainant and the respondent of
the prohibition against making false statement or knowingly submitting false
information;
3. Inform the complainant and the respondent that
they may have an advisor (who may be but who is not required to be an attorney)
present during any of their own subsequent meetings; and
4. Offer supportive measures in an equitable
manner to the complainant and the respondent, when appropriate.
The
Title IX Coordinator, at their discretion, may consolidate formal complaints if
they arise out of the same facts or circumstances. If, in the course of the
investigation process as outlined below in this Regulation, the investigator
decides to investigate new allegations about the complainant or the respondent
that are not included in a written notice previously provided to the
complainant and respondent, the Title IX Coordinator will provide another
written notice of the additional allegations to the complainant and the
respondent.
The
Title IX Coordinator must dismiss a formal complaint for any of the following
reasons:
1. The conduct alleged in the formal complaint
would not constitute sexual harassment even if proved.
2. The conduct alleged in the formal complaint
did not occur in the District’s education program or activity.
3. The conduct alleged in the formal complaint
did not occur within the United States.
The
Title IX Coordinator may dismiss a formal complaint for any of the following
reasons:
1. The complainant has notified the District in
writing that the complainant would like to withdraw the formal complaint or any
allegations.
2. The respondent is no longer enrolled or
employed by the District.
3. Specific circumstances prevent the District
from gathering evidence sufficient to reach a determination as to the formal
complaint.
If
the Title IX Coordinator dismisses a formal complaint, written notice of the
dismissal, including the reasons for dismissal, shall be provided to the
complainant and the respondent. If a complainant or respondent wishes to appeal
a dismissal of a formal complaint, they should follow the appeal process
outlined in this Regulation. Dismissal of a formal complaint does not preclude
the District from investigating, taking action, or
imposing discipline outside of this Regulation related to the alleged conduct
and in accordance with any other Board policy or regulation.
Investigation
The
Title IX Coordinator, or a designee, shall serve as the investigator and be
responsible for investigating formal complaints in an equitable manner that
involves an objective evaluation of all relevant evidence. The District may
appoint an outside investigator when appropriate. A subordinate shall not
investigate his or her supervisor.
The
burden for obtaining evidence sufficient to reach a determination regarding
responsibility rests on the District and not the complainant or respondent.
The
investigator shall initiate an investigation within five (5) days of the
receipt of the formal complaint by the Title IX Coordinator, unless good cause
exists to extend this timeframe. All investigations shall:
1. Provide an equal opportunity for the complainant
and the respondent to present witnesses and evidence;
2. Not restrict the ability of either the complainant
or the respondent to discuss the allegations under investigation or to gather
and present relevant evidence;
3. Refrain from requiring, allowing, relying
upon, or otherwise using questions or evidence that seek disclosure of
information protected under a legally recognized privilege unless such
privilege has been waived;
4. Provide the complainant and the respondent with
the same opportunities to have an advisor present during any grievance
proceeding;
5. Provide to the complainant and the
respondent whose participation is requested written notice of the date, time,
location, participants, and purpose of all investigative interviews, or other
meetings, with sufficient time for the individual to prepare to participate;
6. Provide the complainant and the respondent an
equal opportunity to inspect and review any evidence directly related to the
allegations in the formal complaint; and
7. Result in the creation of an investigative
report that fairly summarizes relevant evidence.
Employees
and students should fully cooperate with the investigation process under this
Regulation.
Prior
to the completion of the investigative report, the investigator shall send to
the complainant and the respondent the evidence related to the investigation to
inspect and review. The complainant and the respondent shall have ten (10) days
to submit a written response which the investigator shall take into
consideration in creating the final investigative report.
At
the close of the investigation, a written final investigative report will be
delivered to the complainant and the respondent. The final investigative report
should be completed within thirty (30) days of the initiation of the
investigation, unless good cause exists to extend this timeframe.
Upon
receipt of the final investigative report, the complainant and the respondent
shall have ten (10) days to submit a written response to the report to the
investigator and to submit written, relevant questions to be asked of any party
or witness prior to the determination of responsibility.
Determination
of Responsibility
For
the purposes of a determination of responsibility, the decision-maker shall be
the Superintendent or their designee; however, the decision-maker shall not be
the Title IX Coordinator or the investigator. The decision-maker shall receive
the final investigative report as well as any written responses and additional
questions to be asked that were timely submitted by the complainant and the
respondent. Upon a determination of relevance, the decision-maker will facilitate
the exchange of written questions as submitted by the complainant and the
respondent, provide the complainant and the respondent with submitted answers
(if any), and allow for additional, limited follow-up questions from the
complainant and respondent.
Within
a reasonably prompt time frame, the decision-maker shall make
a determination of responsibility based on the final investigative
report, the evidence, and all written responses timely submitted by the
complainant and the respondent, and without any live testimony or hearing.
The
decision-maker shall provide the written determination to the complainant and
the respondent, along with information regarding the procedures and allowable
bases to appeal the decision. The written determination shall include:
1. The allegations potentially constituting
sexual harassment;
2. A description of the procedural steps taken
from the receipt of the formal complaint through the determination, including
any notifications to the parties, interviews with parties and witnesses, site
visits, and methods used to gather other evidence;
3. Findings of fact supporting the
determination;
4. Conclusions regarding the application of the
District’s code of conduct to the facts; and
5. A statement of, and rationale for, the
result as to each allegation, including a determination regarding
responsibility, any disciplinary sanctions the District imposes on the
respondent, and whether remedies designed to restore or preserve equal access
to the District’s education program or activity will be provided by the
recipient to the complainant.
The
preponderance of the evidence standard shall be used in making
a determination of responsibility.
If
a determination of responsibility against a respondent is made, the District
shall impose consequences as described below in this Regulation. After a
determination of responsibility is made, the Title IX Coordinator shall work
with the complainant to determine if further supportive measures are necessary.
The Title IX Coordinator shall also determine whether any other actions are
necessary to prevent reoccurrence of the harassment and to restore equal access
to the education program or activity.
Appeal
Either
the complainant or the respondent may appeal from a determination of
responsibility or a dismissal of a formal complaint (or any allegations
therein) for any of the following reasons:
1. A procedural irregularity that affected the
outcome of the investigation;
2. New evidence that was not reasonably
available at the time of the determination and that could affect the outcome of
the investigation; or
3. A conflict of interest on the part of the
Title IX Coordinator, investigator, or decision-maker.
Appeals
shall be submitted to the Title IX Coordinator within five (5) days of a
determination of responsibility or dismissal of a formal complaint (or any
allegation therein). If an appeal is not timely submitted, the determination of
responsibility or the dismissal of a formal complaint (or any allegation
therein) becomes final.
Upon
receipt of an appeal, the Title IX Coordinator shall provide written notice of
the appeal to the complainant and the respondent. During the appeal process,
the complainant and the respondent shall have a reasonable, equal opportunity
to submit written statements in support of or in challenge of the appeal to the
designated decision-maker on appeal; however, both the complainant and the
respondent are limited on appeal to submission of only written statements.
There will be no live or oral testimony.
After
review of the appeal, investigative report, and any written statement submitted
by the complainant and the respondent, the designated decision-maker on appeal,
who shall not be the Title IX Coordinator, investigator, or the decision-maker
of a dismissal or determination of responsibility, shall issue a written
decision describing the result of the appeal and the rationale for the result.
The written decision shall be provided to the complainant and the respondent.
This decision shall be final.
Informal
Resolution
At
any time after a formal complaint is filed and prior to reaching a determination
regarding responsibility, the District may facilitate an informal resolution
process to address the allegations made in the formal complaint. The informal
resolution process is voluntary and does not involve a full investigation and
adjudication under the grievance process in this Regulation. If the complainant
and respondent both elect to engage in the informal resolution process, their
voluntary consent shall be made in writing and all timeframes and deadlines in
this Regulation shall be suspended.
An
informal resolution may include, but is not limited to the following:
•
If the
complainant so desires, an opportunity for the complainant to explain to the respondent
that his or her conduct is unwelcome, offensive or inappropriate, either in
writing or face-to-face;
•
A
statement from a staff member to the respondent that the alleged conduct is not
appropriate and could lead to discipline if proven or repeated;
•
Developing
a safety plan;
•
Separating
students; or
•
Providing
staff and/or student training.
The
informal resolution process shall not be made available to formal complaints
alleging sexual harassment under this Regulation of a student by an employee.
RETALIATION
The District prohibits retaliation against a
person who files a formal complaint of sexual harassment under this Regulation,
and further prohibits retaliation against a person who participates in related
investigations.
Notwithstanding this provision, employees or
students found to have intentionally made knowingly false or materially misleading
allegations of suspected harassment and/or related retaliation under this
Regulation may be disciplined, up to and including dismissal or expulsion.
CONFIDENTIALITY
The District will respect the privacy of the
complainant, the respondent, and the witnesses to the extent possible,
consistent with applicable law as well as the District’s legal obligations to
investigate, to take appropriate action, and to conform with disclosure
obligations as identified in this Regulation.
The
complainant and the respondent shall not disclose any information obtained
during the grievance process in violation of the Family
Educational Rights and Privacy Act or for
any purpose outside of participation in the grievance process.
CONSEQUENCES
Where
a determination of responsibility for sexual harassment or related retaliation
as defined in this Regulation has been made, the District will provide remedies
to the complainant designed to restore or preserve equal access to the
District’s education program or activity.
Consequences
for violations of this Regulation may have educational, restorative,
rehabilitative and/or punitive components.
Conduct constituting sexual harassment or related retaliation as
defined in this Regulation will be subject to discipline including, but not
limited to, written warning or reprimand, conference, required training, “no
contact” order, reassignment, probation, suspension or termination for
employees, suspension or expulsion for students, or exclusion from District
property.
In the event that the evidence suggests that the conduct at issue
is also a crime in violation of a Missouri criminal statute, the Title IX
Coordinator shall report the conduct to the appropriate law enforcement agency
charged with responsibility for handling such crimes.
As required by and in compliance with law and District policy, a
report will be made to the Missouri Children’s Division if there is reasonable
cause to suspect abuse or neglect of a child.
RECORD KEEPING
The District shall maintain for a period of
seven (7) years records of the following:
TRAINING & PUBLICATION OF POLICY
The District will train its employees on the
definition of sexual harassment and retaliation under this Regulation and the
duty to report when they have actual knowledge of sexual harassment. This
training will be provided to employees on an annual basis, and at such other
times as the Superintendent, in consultation with the District’s Title IX
Coordinator, determines is necessary or appropriate. Additionally, the District
will provide training to the Title IX Coordinator, investigator,
decision-makers, and facilitators of the informal resolution process on
identifying, investigating, and reporting on acts that may constitute sexual harassment
or related retaliation under Title IX, and such training materials will be
posted on the District’s website. District students will be notified regarding
this Regulation. This Regulation will be posted on the District’s website and
available in Central Office.
*****
August 2020, Copyright © 2020
Missouri Consultants for Education, LLC
GENERAL
ADMINISTRATION Regulation
1405
School/Community
Relations
Parent/Family
Involvement in Education
In order to implement the Board’s
commitment to parent/family involvement in students’ education, the District has
implemented an educational involvement plan with the following features:
1.
Regular
two way communication between school and parents/families. Such communication
will include but not be limited to scheduled parent visits to school,
electronic communication, use of translators, parent volunteers, and other
programs recommended by the Parent/Family Involvement Committee.
2.
Assist
parents in developing positive, productive parenting skills, as well as
positive productive means of interacting with District administrators and
staff.
3.
Provide
professional development opportunities for District staff to facilitate
productive parent/school involvement in promoting education of District
students.
4.
Involve
parents in meaningful activities to enhance student learning.
5.
Enhance
opportunities for parents/families to visit schools in a safe and open
atmosphere. Such opportunities will
include, but are not limited to, identifying roles for parent volunteers,
providing training for volunteers and provision of family activities at school.
6.
Affirmatively
involve parents in school decisions which affect their children.
7.
Utilize
community resources to promote and strengthen school programs, family
practices, and student learning.
8.
The
Plan will be reviewed annually with input from parents and staff. Meeting agenda sign-in sheets and meeting
minutes will be prepared and maintained by the District.
9.
Full
opportunity for parent participation will be provided to all parents including,
but not limited to, parents with limited English proficiency, parents with
disabilities, and parents of migratory children.
10.
Conduct
an annual evaluation of the policy to identify and resolve any barriers that
would limit the involvement of parents.
(Examples of barriers include, but are not limited to, economically
disadvantaged, limited English proficiency, limited literacy, disabled or are
of any racial or minority background).
July 2014
GENERAL ADMINISTRATION Regulation
1420
School/Community
Relations
Community Use of
School Facilities
Use of Buildings
In accordance with the law, buildings may be used for free discussion
of public questions and subjects of general public interest, for the meeting of
organizations of citizens and for such other civic, social and educational
purposes as will not interfere with the use of the building for school
purposes. No part of the building is to
be used without permission being granted by the Superintendent/designee.
Applications for Use
Applications for the use of the premises shall be made in writing and
shall state the date and purpose of the use, and, if an admission charge is to
be made, the purpose of raising said funds and such other information as the
Board or the Superintendent may require.
Parent organizations, Scout, educational and other school activity
organizations which may be granted use of certain rooms for regular meeting
purposes shall not use other rooms in the building to hold meetings or
entertainment on other than the regular meeting night unless written
application is made for the use of same as provided above.
Any cancellation of reserved dates must be made in writing at least
twenty-four hours before the date on which meetings are scheduled. The Board reserves the right to cancel any
arrangements for use of buildings upon due notice in advance.
Rental Charges
No charge will be made for any “strictly school” activities or for
regular meetings of parent organizations.
No charge will be made to Scouts and similar organizations so long as no
additional cost is incurred in custodial support who would not normally be on
duty and if no extra work is incurred in setting up chairs, equipment, etc.
All rental charges for use of buildings are due and payable at least
twenty-four hours before the date on which the building is to be used. When the buildings are rented on Saturday or
Sunday, an additional charge over and above the minimum charge may be
required. Other payment arrangements may
be made with the Superintendent/designee.
Prohibitions
1. Special permission must
be received to serve meals.
2. The sale, consumption or possession of
alcoholic beverages shall not be permitted on School District premises at anytime. Nor shall any person who is in a drunken or
intoxicated condition, or who is under the influence of liquor, be permitted on
School District premises. The person in charge of the meeting will be held
responsible for the enforcement of this rule.
3. Damage
or breakage occurring in any building or grounds on account of the activities
of an organization using it as a meeting place shall be paid for by the
organization.
4. No use of equipment
shall be granted unless an instructor or attendant, approved by the
Board, is in charge of
the rooms or equipment.
5. Smoking is not
permitted in any school building.
6. The use of profane language or
gambling in any form is not permitted in any school building.
Jan. 2003
GENERAL
ADMINISTRATION Regulation
1431
School/Community
Relations
Code of Conduct –
Adults
In order to ensure a safe and orderly environment in which our students
can maximize their educational and social development, the following
regulations are enacted with respect to the conduct of adult visitors:
1 Verbally
aggressive behavior, which would include, but not be limited to, threats,
intimidation,
and profanity, will result in limited access to school premises and school
activities
for up to one (1) year. The length of
the restriction will be determined by the
Superintendent
of Schools.
2. Physical
or violent behavior will result in a ban by the Board of Education from school
premises
and activities and will be referred to law enforcement.
3. Failure
to comply with the restricted access provided in these regulations will result
in the
filing
of civil and/or criminal charges.
Jan. 2003
GENERAL
ADMINISTRATION Regulation
1440 (Form
1440)
School/Community
Relations
Research Requests
The following steps must be taken by the researcher:
1. Obtain a copy of the
District's policy statement on research requests.
2. Present a letter of
introduction and authentication from the responsible official, i.e.,
department chairman or above, of the institution of higher education or
the professional
organization.
3. Submit a copy of the
research proposal to include an outline of the research design, copies
of the instruments to be used, and an outline or summary of techniques
and procedures to
be used in the study, including an anticipated date the District can
expect a report of the
findings.
4. Obtain approval by the
Superintendent/designee.
5. Obtain approval from the
principal(s) of the school (s) to be involved so that the District
will be assured that
data collecting will not in any way disrupt ongoing school programs.
6. Obtain written
permission from parents of children to be directly involved.
7. Sign an agreement using
the form provided by the Superintendent's office. Jan. 2003
GENERAL
ADMINISTRATION Regulation
1450 (Form
1450)
School/Community
Relations
Public Access to
District Documents
The following regulations are intended to ensure full and open disclosure
of the District’s public records.
Public Records
As defined by state statute and provided in Board policy, public
records include but are not limited to reports, surveys, memoranda,
documents/studies prepared and presented to the Board by consultants or other
professional service paid for in any part by public funds, provided that such
“records” are retained by the District.
The phrase “public records” does not include:
1. Creation of a document not retained or
creation of a summary/compilation of District data where such compilation or
summary is not an existing, retained record.
2. Internal
memoranda or correspondence received by or prepared by or on behalf of the
Board where such documents involve advice, opinions, or recommendations related
to the Board’s decision making process.
However, if such memoranda or correspondence is retained by the District
or are presented at a public meeting, they will be deemed public records
subject to public access.
3. District
records closed to public access by the Board including but not limited to
appropriate legal actions, real estate matters, information related to the
performance or merit of individual employees, academic discipline and testing
records of personally identifiable students, testing and examination materials,
software codes, preparation for employee negotiations, specifications for
competitive bidding, personnel records, and sealed bidding.
Request for Inspection and/or Duplication
1. Requests for access or duplication of
the District’s public records must be made to the District’s designated
custodian of records.
2. Upon
receipt, the custodian/designee will provide or deny access within three (3)
business days of the request. The date
of request will not be counted as one of the three (3) business days provided
for response. Where reasonable cause
exists the three day response period may be exceeded.
3. If access is not immediately provided,
the custodian/designee will provide the person requesting access with a
detailed explanation of the reason for the delay. The custodian/designee will advise of the
earliest date, time, and place when access will be provided.
4. If access is denied, the
custodian/designee will provide the person requesting access with a written
explanation of the reason for denial of access.
The written explanation will provide the specific provision of law
relied upon in denying access and will be provided within three (3) days of the
date when access was denied.
5.
Fees for duplication of the District's public records must be
received prior to copying unless the fee has been waived by the Board. Upon request of the person requesting
duplication, the custodian/designee will certify that the actual cost of
document search and duplication does not exceed the allowable charges for
public records set out in state law.
Unauthorized Removal of Public Records
No person is permitted to remove original public records from District
facilities without written permission of the custodian of
records/designee. Employees who violate
this provision are subject to discipline up to and including termination. Violators may be referred to law enforcement
officials.
Commercial Use of District
Records
No person or business entity will be provided with the exclusive right
to have access to, control over, duplication of, and dissemination of the
public records of the District. Jan.
2003
GENERAL
ADMINISTRATION Regulation
1460
School/Community
Relations
Community
Involvement in Decision Making
As elected officials, members of the Board of Education will be open to
input from members of the community.
While accountable to the Electorate of the District, Board members will
act in what they believe is in the best interest of District students given
existing finances and circumstances of the District.
As required by State or Federal Law or Regulations the Superintendent
or designated representative shall:
1. Solicit parents'
suggestions in the planning, development, and operation of programs.
2. Consult
with parents about how the school can work with parents to achieve the
program's objectives.
3. Provide to parents
timely information concerning program evaluations.
4. Facilitate willing
participation by parents in program activities.
5. Provide timely
responses to parents' recommendations.
6.
Establish parent advisory councils as needed.
7. Inform parents concerning the selection of students for programs,
objectives for the child, the child's progress, advice on ways parents may help
the child, and provide when possible materials to help parents assist their
children in special programs. Jan. 2003
The
Board of Education will annually issue a report to each household with a
student enrolled in the District. Copies
of the School Accountability Report Card shall be available at all school or
administrative buildings and shall also be distributed to all media outlets
serving the District. The School Accountability
Report Card for each school building will include the following information:
1.
Accreditation Status
2.
Preschool Enrollment
3.
K-12 Enrollment
4.
Rates of Pupil Attendance
5.
High School Dropout Rate
6.
High School Graduation Rate
7.
Number of Suspensions of Ten (10) Days or
Longer
8.
Rate of Suspensions of Ten (10) Days or
Longer
9.
District Ratio of Students to
Administrators
10.
District Ratio of Students to Teachers
11.
Average Years of Experience of the
Professional Staff
12.
Number of Advanced Degrees Earned by the
Professional Staff
13.
Student Achievement Measured the District
Assessment System
14.
Student Scores of ACT
15.
Percentage of District Graduates Taking
the ACT
16.
Average Teachers’ Salaries Compared to
State Average
17.
Average Administrators’ Salaries Compared
to State Average
18.
Average Per Pupil Expenditures for the
District
19.
Average Per Pupil Expenditures by
Attendance Center
20.
Adjusted Tax Rate of the District
21.
District’s Assessed Valuation
22.
Percentage of District’s Operating Budget
Derived from State, Federal and Local Sources.
23.
Percentage of Students Eligible for Free
or Reduced-Price Lunch
24.
Percentage of Students Continuing their
Education in Post-Secondary Programs
25.
Placement Rate for Students who Complete
District Vocational Education Programs
26.
Existence of a State-Approved Gifted
Education Program
27.
If a District Gifted Program exists, the
Number of Students Currently Being Served in Such Program
School Report Card
The District Report Card will permit
disclosure of data on a school-by-school basis.
However, school reporting will not be personally identifiable to any
student or professional staff member.
GENERAL
ADMINISTRATION Regulation 1620
Private, State and
Federal Programs Administration
Private, State and
Federal Funding
Steps to be followed in securing grants are:
1. Identify
a significant District problem or need for program improvement that may be
helped through outside funds.
2. Match the need or problem
with a funding source that subscribes to a relevant purpose.
3. Study the background,
resources, and funding prospects of the agency.
4. Clear with the
Superintendent the general idea for a proposal.
5. Involve prospective
participants in planning for a proposal. Secure parents’ written permission if children are to be involved in
experimental types of instruction.
6. Prepare
the application, using the format and following the timeline prescribed by the
funding agency.
7. Discuss the funding of
personnel, including the project director, with the Personnel
Director, making sure
to apply for full outside funding of all fringe benefits, including
unemployment
insurance.
8. Submit
copies as required to the Superintendent for recommendation to the Board for
approval.
9. If
approved, complete the process of submission to the funding agency and its
subsidiaries as required, with copies provided to participants. Jan. 2003
The
responsibility for implementation of the Title I policy is shared between the
Title I Director and each building principal. The designation of these duties
is described below.
1.
Development of the District’s Plan will
include input from parents of eligible students, teachers, administrators and
related personnel.
2.
Provide letters to parents regarding Title
I programs and curriculum, how their children were selected for Title I, how
their progress will be measured, how much progress they are expected to make
during the school year, and how their performance compares to that of their
schoolmates.
3.
Provide an orientation meeting for parents
each school year before the end of the first quarter.
4.
Provide parents of each school with the
results of the annual review. This review is to include the individual school
performance profiles.
5.
Provide timely notification to parents, in
the form of letters and flyers, regarding Title I meetings and workshops.
6.
Offer professional development
opportunities for teachers on increasing their effectiveness in teaching all
students eligible for Title I services and on addressing the needs of Title I
parents.
7.
Offer workshops for parents on how to help
assist in the instruction of their children.
8.
The District will conduct an annual review
meeting of Title I activities which will include, but not be limited to, parent
evaluations and the school-parent compact.
Meeting agenda sign-in sheets for parents and staff, as well as, meeting
minutes will be maintained by the District.
9.
Send data regarding year-end Title I
program evaluation results to all parents.
10.
Invite parents to and include parents in
Title I program review team meetings.
11.
Notify parents regarding the professional
qualifications of their student's classroom teachers.
Title I Staff
Qualifications
Title
I teachers hired after the first day of school for 2002-2003 must meet the
following qualifications:
1.
Have obtained full state certification as
a teacher.
2.
Hold at least a bachelor's degree.
3.
Elementary teachers - have demonstrated
subject knowledge and teaching skills in reading, writing, mathematics and
other areas of the basic elementary school curriculum.
4.
Secondary teachers - have demonstrated a
high level of competency in each of the academic subjects that they teach.
Title
I teachers hired prior to 2002-2003 must meet the same qualifications by the
end of 2005-2006.
Title
I paraprofessionals hired after January 8, 2002, must have a secondary school
diploma or a GED and meet one of the following qualifications:
1.
Completed at least two (2) years of study
at an institution of higher education, or
2.
Obtained an associate's (or higher)
degree, or
3.
Have demonstrated knowledge of, and the
ability to assist in instructing reading readiness, writing readiness and
mathematics readiness, as appropriate.
Title
I paraprofessionals hired prior to January 8, 2002, must meet the above qualifications
by January 8, 2006. Exceptions to these qualifications would apply to those
Title I paraprofessionals who primarily serve as translators or whose duties
consist solely of conducting parental involvement activities.
Each
Title I building administrator will invite all parents to attend their school's
program planning meetings, school review and improvement meetings.
Title
I teachers will provide parents with quarterly written reports on the progress
of their children, so that parents can know the extent to which they are
learning. Teachers will be available for individual conferences at the
regularly scheduled District Parent/Teacher Conference dates and at other times
by appointment through each building office. Meeting times will take into
account the need to accommodate a variety of parent work schedules.
Through
these reports and conferences, Title I teachers will provide parents with the
results of evaluations of student progress. These evaluations will include, but
will not be limited to, test results, measurements of homework turned in,
homework completed, student attitudes and student behavior.
Each Title I school will:
1.
Design and sponsor activities to address
the needs of children which are unmet due to the absence of one parent.
2.
Design types of parent involvement that do
not involve being at school, such as helping teachers by assembling materials
at home for use in classroom activities.
3.
Offer opportunities and materials for
parents to participate in classroom activities.
At the
beginning of each school year, the District will notify the parents of each
student attending any school receiving Title I funds that they may request
information regarding the professional qualifications of the student's
classroom teachers, including, at a minimum, the following:
1.
Whether the teacher has met state
qualification and licensing criteria for the grade levels and subject areas in
which the teacher provides instruction;
2.
Whether the teacher is teaching under
emergency or other provisional status through which state qualification or
licensing criteria have been waived;
3.
Whether the child is provided services by
paraprofessionals and, if so, their qualifications; and
4.
What baccalaureate degree major and any
other graduate certification or degree is held by the teacher, and the field of
discipline of the certification or degree.
In
addition to the information that parents may request, the District will provide
to each individual parent:
1.
Information on achievement level of the
parent's child in each of the state academic assessments as required under this
part; and
2.
Timely notice that the parent's child has
been assigned, or has been taught for four or more consecutive weeks by, a
teacher who is not highly qualified.
Requests
by parents for this information must be provided in a timely manner.
This
grievance procedure applies to all complaints regarding District operations
under all programs authorized under the Federal Every Student Succeeds Act
including Title I, Title II, Title III, Title IV (Part A), Title V, Title VI,
Title VII and Title IX (Part C).
A
formal complaint may be filed by parents, member of the public, teachers, or
other District employees. Complaints
must be in writing; must be signed by the complainant; and must include facts,
including documentary evidence that supports the complaint and the specific requirement, statute,
or regulation alleged to have been violated.
All
complaints must be filed with the Superintendent or Superintendent’s designee
and will be addressed in a prompt and courteous manner.
3.
The complaint findings and resolutions
will be disseminated to all parties and to the Board of Education.
4.
If dissatisfied with the District’s
determination, complainant may appeal to DESE within fifteen (15) days of
receipt of the District’s determination.
GENERAL
ADMINISTRATION Regulation
1720
Administrative
Organization and Roles
Superintendent of
Schools
1. Attend
and participate in all meetings of the Board, except when his/her own
employment status is being considered.
2. Formulate and present
for Board action policies, plans, programs and proposals for
curriculum revision with full information which will assist the Board
in making fully
informed decisions. Short and long term educational goals shall be
presented along with
regular population studies.
3. Enforce all provisions
of applicable municipal, state and federal laws, policies and
regulations of the Board of Education, make recommendations for any
changes of policy
or regulation which may be needed.
4. Make recommendations
for the employment, promotion, assignment, transfer, or
dismissal, of any school employee in accordance with school policy.
5. Prepare, or direct the
preparation of, the annual School District budget for the Board's
consideration and
action.
6. Administer the budget
as approved by the Board and interpret it to the community.
7. Conduct a program of
public relations which will keep the community fully informed of
the activities,
successes and needs of the School District. The Superintendent shall
maintain a cooperative working relationship between the School District
and the
community by regularly attending community and school activities.
8. Initiate citizen committees
which includes professional consultants to act in an advisory capacity in areas such as curriculum, government
programs, school projects, research,
school finance and evaluations subject to the Board's approval.
9. Respond to situations
requiring discretion because they are not covered by Board existing
policies, reporting
the action to the Board as soon as possible thereafter.
10. Assist the Board in
fulfilling its legislative function for the schools in an efficient and just manner.
11. Assume direct
operational responsibility for all duties and responsibilities not specifically
assigned to an assistant
Superintendent, director, or others.
12. Maintain
accurate up‑to‑date records and reports as required by law, the
Missouri Department of Elementary and Secondary Education,
and/or the Board.
13. Provide an orientation
program for new Board members and inform Board members of conferences, workshops and other meetings
that will assist them in their duties and responsibilities.
14. Provide an agenda to
Board members prior to all regular Board meetings, with appropriate background information.
15. Provide leadership for
all School District personnel which encourages team effort to
provide quality
education and services.
16. Supervise and evaluate
central office administrative personnel and all principals, making
annual recommendations
to the Board for administrative employment and compensation.
17. Resolve student
disciplinary problems resulting from principals’ referrals.
18. Serve as spokesperson
for the Board team in discussions with the representative teacher organization.
19. Perform other duties as
may be assigned by the Board of Education or as may be required
to implement the
policies and regulations of the Board of Education.