New SCSBC Employment Contracts

Transcription

Charles De Jager and Peter Van Huizen
November 3, 2012

SCSBC Vision for HR
Our Christian schools ought to model how a biblical community of employees (staff) and employers (board‐principal) work together.
{ Note the preface to the new contract.

ABC Christian School (“ABCCS”) is a Christian independent school that provides quality, faith based education to children from pre‐school to grade _____ in accordance with its constitution, bylaws, statement of faith, foundational values and educational vision and mission. ABCCS strives to be a safe, positive and unified Christian community of children, parents, teachers, administrators, support staff, board members and supporters that show servant leadership, model Christian values and treat each other with justice, compassion, fairness and equity. The board, administration, teachers and support staff of ABCCS embrace this description of ABCCS and commit to make it a day to day reality at ABCCS.

In Partnership For Service: Employment Contracts for Christian School Boards and Their Employees (2001) revised (2002‐03)

Currently about 100 administrators and 900 teachers and support staff are using some version of an employment contract designed from a SCSBC Contract Template

Current contract prepared in 2001

New and updated policies:
Teacher Qualifications and Standards, Professional

Development, Teacher Performance and Evaluation Community Standards Facilitation Staff Reduction and Recall
Privacy
Schools making changes to current contract

Need the language to be teacher and principal friendly

Ensure board and administration understand their role in issuing and monitoring contracts

Make a clear connection between policy, practice and contract

Brevity on language, efficiency on details, and clarity in presentation

Accountability in the teacher / administrator role built into the contract

SCSBC Policy Development Committee
SCSBC Representatives (School Boards, Parents)
CTABC Representatives (Teachers)
CPABC Representatives (Principals)

Approval by SCSBC Board (September 2012)

Recommended to member schools (November 2012)

Adopted by individual schools (December – March 2013)

Teacher Indefinite (Continuous)
Teacher Probationary

Support Staff Indefinite
Support Staff Probationary

Principal Indefinite
Principal Probationary

Employee Term Contracts
It is a legal document that provides ongoing employment and assumes the employee has met all the performance criteria set out by the School and has the trust and confidence of the Society to continue supporting its mission and vision.

An indefinite contract assumes greater job security than a probationary contract provided the employee lives up to their obligations.

It is a legal document that provides employment for one year for an entry level employee.
A second one year probationary contract is provided if the employee meets the performance criteria set in the contract.
Expectation: All teachers and support staff are eligible for an indefinite contract after completing two years if they meet the performance criteria set for an indefinite contract.
It is a legal document that provides employment for a fixed period of time.
A term contract can be used for an employee covering a maternity leave or a staff member on short or long term disability.
There is no expectation given that suggests a long term employment commitment to the employee.

The Teacher and Educational Support Staff
agrees to…
Provide quality instruction to students, model ethical Christian
Leadership, be a team player and promote the mission and vision of the School Society
Carry out all assigned curricular, extra‐curricular, and societal duties and responsibilities as directed by Administration and school policy
Assume responsibility for on‐going professional development
The School Society agrees to…
Establish and adhere to clearly understood staffing policies in which each teacher is treated with good faith, fairness, justice, and compassion
Provide professional administration and clearly understood administrative protocols and policies so the teacher’s employment contract responsibilities are understood
Provide adequate compensation (salaries, benefits and professional development)
The Administration agrees to…
Maintain timely verbal and written communication with the teacher in the event the contract is compromised, in need of revision or requires termination
Provides formal written performance evaluations a minimum of every three years
Ensures the teacher is aware of his or her duties and responsibilities
1. Employed to carry our duties: References Staff Handbook: A‐1
2. Dates employment commences and range.
3. Maintain Professional Qualifications: A‐2
4. Maintain Community Standards etc: A‐3
5. Takes Professional Development: A‐4
6. Proof of Medical Fitness
7. Privacy requirement
8. Compensation Salary: A‐5a
9. Compensation Benefits: A‐5b
10. Performance Criteria and Process: A‐6
11. Disclosure of other employment
12. Confidentiality of proprietary and confidential information.
13. Intellectual property belongs to school.
14. Termination of employment at anytime “for cause.” Reference paragraph. 1,3,4,5,6,7,10,11,12,13
15. Substantial decline in enrolment: Staff reduction and re‐call provisions. A‐7
16. Termination for any reason other than for cause. Protocols provided.
17. “Good faith and fairness in terminating employment under paragraph 15 and 16.
18. Notice protocols for staff. 120 days for teachers. 19. Dispute Resolution Protocols: In‐ school and Facilita‐
tion. Appendix A‐7. Mediation and/or Arbitration.
20. Implications for amending the contract
21. Notice shall be written and delivered in person.
22. A part invalid, remaining is still valid.
23. Consent and waiver provisions.
24. Acknowledge reading and understanding the contract.
25. “Rights and obligations binding on heirs, successors 26. Laws of BC govern this agreement.
27. Signatures
Allows Board to amend policies over time. Hope this contract will serve schools for the next ten years.
Provides opportunities to tailor to specific job descriptions: Teacher, Principal, Educational support staff, administrative support staff, other…

Incumbent on schools to have informative Staff Handbooks that clearly outline the duties and responsibilities of all of its employees

Schools must ensure that employees fully understand the contents and implications of policies and protocols outlined in the Staff Handbook

Ministry of Education Requirements‐Statutory
BC Professional Certification as issued by the Teacher Regulation Branch Independent School Certification
▪ Letter of Permission

School Society Expectations
Christian Perspective courses
“The following particular standards of conduct of ABC Christian School are important non‐exhaustive examples of how teachers, administrative staff, board and committee members are to live within the school community.”
Example:
involvement in a Christian church
Enrolment of Children (PreK‐12) in Christian School, Christian DL School or Home School
respect for heterosexual marriage
respect for the sanctity of life
refrain from sexual misconduct such as adultery, sexual relationships outside of heterosexual marriage, the use of pornography or other sexually explicit material and the like
refrain from the abuse of alcohol, drugs and the like
refrain from criminal activity or serious civil wrongdoing
Policy sets out process for dealing with breaches

Expectations about ProD

Expectations for full and part‐time teachers

Expectations for principals and school boards
Level
0
1
2
3
4
5
6
7
8
9
10
Category A
Category B
2.0%
Category C
Con't Courses
2.0%
Cat. D
Masters
2.0%
2.0%
40,820
42,948
45,080
47,222
49,372
51,529
53,697
55,869
58,052
60,244
62,442
42,377
44,522
46,674
48,837
51,006
53,183
55,368
57,562
59,763
61,973
64,192
44,074
46,242
48,416
50,599
52,791
54,992
57,200
59,416
61,641
63,873
66,116
45,891
48,088
50,292
52,507
54,727
56,955
59,194
61,439
63,695
65,957
68,230

Category A:
Minimum 4 year degree, including Teacher Education training

Category B
Minimum 5 year degree, including Teacher Education training
or 4 year degree from Christian College and BCCT
certification

Category C
Meet all criteria for Category B plus 30 credit hours towards a
Masters in Education degree

Category D
Meets all criteria for Category B plus a relevant Masters
Degree at a recognized university

BC Medical
Extended Medical (Individual or Family)
Sickness Benefits
Extended Illness / Disability Insurance
Personal Leave
Life Insurance
Teacher Certification
CPABC /CPABC dues
Pension Plan – CSI ‐8.05 %
Annual Professional Leave
Voluntary Early Retirement
Leave of Absence – Deferred salary or unpaid leave
Criteria for Evaluation:
Commitment to Mission, Vision and Goals
Pedagogical Skills
Curricular Understanding and Skills
Professional Development
Other

Written notice to staff to include:
Reasonable documentation to show reduction

required
Criteria used to select staff for reduction
Invitation for other options to assist in reduction
Voluntary early retirement options
Termination date
Explanation of recall provisions
The date by which a final decision will be made regarding termination of employment
The following steps are built within SCSBC Employment Contracts…
Facilitation (occurs occasionally)
First step – Use of facilitator to bring about a resolution Mediation (occurs rarely)
Second step – Use of mediator to bring about resolution
Arbitration (never been used in 36 years )
Final step – Decision of arbitrator is binding
I Cor. 6:1‐8 Biblical mandate to avoid courts if possible
Reaction to new employment contract
Contract issues within your own school