Minutes - Xenia Community Schools

THE MINUTES OF THE REGULAR SESSION OF THE
XENIA COMMUNITY SCHOOLS BOARD OF EDUCATION
July 14, 2014
Roll Call
The Xenia Community Schools Board of Education met in regular session
on the fourteenth day of July, 2014 at 6:30 p.m. at the Xenia Community
Schools Board of Education, 819 Colorado Drive, Xenia, Ohio. The
meeting was called to order by President Cheryl Marcus and the roll was
answered as follows: Mrs. Cheryl Marcus, present; Dr. R. P. Dillaplain,
absent; Mr. Arch Grieve, present; and Mr. William Spahr, absent, Dr. Nodie
Washington, present.
Pledge of
Allegiance
Mrs. Marcus led the audience in the Pledge of Allegiance.
PRESENTATION OF PRIDE CERTIFICATES
Presentation of
Pride Certificates
Mrs. Marcus presented Pride Certificates for the following:
A.
Buckeye Boys and Girls State Participants
Taninique Bottom, State Party Finalist for State Treasurer;
Rachel Claus; Reed Ellison; Kelton Gray; Charity Hamilton;
Alston Newell; Carlos Walker II; Lauren White, Lt. Governor
of 2014 Buckeye Girls State; Mr. Vermon Dillon, Coordinator
for Buckeye Boys State; Phyllis Nickoson, Coordinator for
Buckeye Girls State
B.
Kroger Stores
The Kroger Co. – certificate to be received by Mr. Paul Fullenkamp
Kroger Technology – certificate to be received by Mr. Andy Johnson
PRESENTATIONS
Mr. Nate Warner gave a presentation of the Local Report Card.
CITIZENS ADDRESS THE BOARD
Public Participation
No citizens addressed the Board.
BOARD BUSINESS
A.
Second reading of the Workforce Diversity Plan.
THE MINUTES OF THE REGULAR SESSION OF THE
XENIA COMMUNITY SCHOOLS BOARD OF EDUCATION
July 14, 2014
A.
228-14
Approval of
Workforce Diversity
Plan
Mr. Grieve moved, seconded by Dr. Washington to approve the Workforce
Diversity Plan by Dr. Washington, as attached.
B.
Second reading of the Superintendent Evaluation Tool
B.
229-14
Approval of
Superintendent
Evaluation Tool
Mrs. Marcus moved, seconded by Dr. Washington to approve the
Superintendent Evaluation Tool, as attached.
C.
First reading of New and Revised NEOLA Policies
Vote: Grieve Aye, Washington Aye, Marcus Aye.
The President declared the motion passed.
Vote: Marcus Aye, Washington Aye, Grieve Aye.
The President declared the motion passed.
* 0150 - Appointment to Joint Vocational School District Board
*0160 - Executive Session
*1422/3122/4122 - Nondiscrimination and Equal Employment Opportunity
*1619.01/3419.01/4419.01 - Privacy Protections of Self-funded Group
Health Plans
*1619.02/3419.02/4419.02 - Privacy Protections of Fully Insured Group
Health Plans
*1623/3123/4123 - Section 504/ADA Prohibition against Disability
Discrimination in Employment
*2260 - Nondiscrimination and Access to Equal Educational Opportunity
*2260.01- Section 504/ADA Prohibition against Discrimination Based on
Disability
*5330 – Use of Medications
*6800 – System of Accounting.
THE MINUTES OF THE REGULAR SESSION OF THE
XENIA COMMUNITY SCHOOLS BOARD OF EDUCATION
July 14, 2014
APPROVAL OF MINUTES
A.
230-14
Approve June 9,
2014 Regular
Meeting Minutes
Upon recommendation of the Treasurer, Mr. Grieve moved, seconded by
Dr. Washington to approve the minutes of the regular meeting and
executive session held on June 9, 2014, as attached.
Vote: Grieve Aye, Washington Aye, Marcus Aye.
The President declared the motion passed.
FINANCIAL REPORTS/REQUESTS
A.
231-14
Approve
Treasurer’s
Financial Report
Upon recommendation of the Treasurer, Dr. Washington moved, seconded
by Mr. Grieve to approve the financial statements for June 30, 2014, as
attached.
B.
232-14
Approve Donations
Mrs. Marcus moved, seconded by Dr. Washington to approve the following
donations:
Vote: Washington Aye, Grieve Aye, Marcus Aye.
The President declared the motion passed.
- Xenia All Sports Athletic Boosters donation of $1,000.00 to the Xenia
Athletic Department which will be used for the purchase of 2013 – 2014
awards
- Kroger Company donation of 30 Lenovo T400 laptops, 30 Lenovo R61
laptops, 60 AC power supplies, and 5 laptop carrying cases (estimated at
$8,250.00)
- Donations for the district picnic:
Charlene Landis – purchase of hamburgers (estimated cost $24.00)
Stephanie Johnston – purchase of dessert items (estimated cost
$45.00)
Kroger Company (various stores) – donation of dessert items
(estimated cost $60.00)
Gordon Food Service – donation of hot dogs and hamburgers
(estimated cost $75.00)
W.R. Hackett – donation of lettuce, tomatoes, onions (estimated cost
$35.00)
Aunt Millie’s Bakery – donation of buns (estimated cost $60.00)
Vote: Marcus Aye, Washington Aye, Grieve Aye.
The President declared the motion passed.
THE MINUTES OF THE REGULAR SESSION OF THE
XENIA COMMUNITY SCHOOLS BOARD OF EDUCATION
July 14, 2014
C.
233-14
Rescind Resolution
- Underwriter
Upon recommendation of the Treasurer, Mr. Grieve moved, seconded by
Dr. Washington to rescind resolution number 95-13, Section 3, regarding
RBC Capital Markets as the underwriter for future debt by the District, as
attached.
Vote: Grieve Aye, Washington Aye, Marcus Aye.
The President declared the motion passed.
NEW BUSINESS
A.
234-14
Approve
Certificated
Personnel Changes
Mr. Grieve moved, seconded by Dr. Washington to approve the
employment, resignation, unpaid leave and service retirement for
certificated personnel, as attached.
B.
235-14
Delegation of
Authority
Mrs. Marcus moved, seconded by Dr. Washington, to approve the
delegation of authority by the Board of Education to an elementary principal
to make an employment nomination in the event that the Superintendent’s
nomination would be a violation of Section 2921.42 of the Revised Code.
Vote: Grieve Aye, Washington Aye, Marcus Aye.
The President declared the motion passed.
Vote: Marcus Aye, Washington Aye, Grieve Aye.
The President declared the motion passed.
C.
236-14
Employment
Nomination
Mrs. Marcus moved, seconded by Dr. Washington, to approve the
employment nomination by an elementary principal for Certified personnel,
as attached.
Vote: Marcus Aye, Washington Aye, Grieve Aye.
The President declared the motion passed.
D.
237-14
Approve Classified
Personnel Changes
Mr. Grieve moved, seconded by Dr. Washington to approve the
employment, resignation and unpaid leave for classified personnel, as
attached.
Vote: Grieve Aye, Washington Aye, Marcus Aye.
The President declared the motion passed.
E.
238-14
Approve Student
Code of Conduct
Mr. Grieve moved, seconded by Dr. Washington to approve the Student
Code of Conduct with changes, as attached.
Vote: Grieve Aye, Washington Aye, Marcus Aye.
The President declared the motion passed.
THE MINUTES OF THE REGULAR SESSION OF THE
XENIA COMMUNITY SCHOOLS BOARD OF EDUCATION
July 14, 2014
F.
239-14
Approve Substitute
Teacher Pay Scale
Dr. Washington moved, seconded by Mr. Grieve to approve the substitute
teacher pay scale, as attached.
G.
240-14
NWOCA Staffing
Contract Renewal
Dr. Washington moved, seconded by Mr. Grieve to approve the NWOCA
staffing contract renewal, as attached.
H.
241-14
Alternative Makeup of Calamity
Days Resolution
Mrs. Marcus moved, seconded by Dr. Washington to approve an Alternative
Make-up of Calamity Days resolution with changes, as attached.
Vote: Washington Aye, Grieve Aye, Marcus Aye.
The President declared the motion passed.
Vote: Washington Aye, Grieve Aye, Marcus Aye.
The President declared the motion passed.
Vote: Marcus Aye, Washington Aye, Grieve Aye.
The President declared the motion passed.
SUPERINTENDENT’S REPORTS
A.
Summer School
B.
STEM Designation
C.
New Graduation Requirements, as attached.
D.
School District Newsletter, as attached.
E.
Teacher Evaluation Changes, as attached.
F.
Thorough and Efficient Language in Ohio Constitution, as attached.
ANNOUNCEMENTS
A.
Board of Education Meeting – August 11, 2014 – 6:30 p.m.
B.
New Teacher Orientation Day – August 12, 2014 – 8:30 a.m. – Central
Office
C.
Warner Middle School Open House – August 12, 2014 – 6:00 p.m.-7:30
p.m.
D.
Welcome Back Meeting for Staff – August 13, 2014 – 10:30 a.m. – XHS
Auditorium
THE MINUTES OF THE REGULAR SESSION OF THE
XENIA COMMUNITY SCHOOLS BOARD OF EDUCATION
July 14, 2014
E.
Xenia High School and Central Middle School Open House – August 13,
2014
High School - 4:00 p.m.-7:30 p.m. Middle School 6:00 pm – 7:30 p.m.
F.
All Elementary Schools Open House – August 13, 2014
Arrowood
6:00 p.m.-7:00 p.m.
Cox
5:30 p.m.-6:00 p.m. Kindergarten Orientation
6:00 p.m.-7:00 p.m. Grades 1 – 5
McKinley
6:00 p.m.-6:30 p.m.; 6:30 p.m. – Back to School Bash
Shawnee
5:00 p.m.-6:00 p.m.
Tecumseh
6:00 p.m.-7:30 p.m.
G.
First day of classes for students – August 18, 2014.
H.
Good of the Order
Board Member Comments/Good of the Order:
 Mrs. Fielding reported on several projects going on this summer
including getting prepared for the new programs such as the Central
Middle School One to One, Project Lead the Way, Virtual Academy
and digital learning, as well as maintenance and repairs to the
buildings while the students are gone.
 Mrs. Jarvis announced that she has chosen the inventory company,
American Appraisal Company, to get everything inventoried and
tagged before school starts.
 Dr. Washington commented that she was pleased that Xenia
Community Schools now has a Workforce Diversity Plan and that it
needs to be put in action; and she also commented on the board
goals in regard to the upcoming professional development for the
staff at the Welcome Back Meeting on August 13th and that it will be
an opportunity for the board to see what the Superintendent
communicates to the staff; and on a final note, jokingly remarked
how quickly the board meeting was progressing without two of the
other board members not in attendance and that it was their fault
that the meetings go so long.
 Mr. Grieve reported that he was excited about the newsletters going
out to the community, Project Lead the Way and a lot of the STEM
opportunities for the district. He said he would like to see more
student involvement in working with the Board regarding what they
would like to see with Xenia Community Schools.
 Mrs. Marcus read an email from Fred Compton, former attorney for
the district. In it he stated that it was a pleasure and a privilege to
represent the interests of the Board and that he met many fine and
hard working people within the district and wished them the best for
the future. He also stated that he appreciated the opportunity to work
for the Board, staff and citizens. She also reported that the Xenia
THE MINUTES OF THE REGULAR SESSION OF THE
XENIA COMMUNITY SCHOOLS BOARD OF EDUCATION
July 14, 2014
H.
Good of the Order
(Continued)
242-14
Adjourn
Community Schools Foundation will share at the staff meeting in
August the grants that were funded and she congratulated all of
those who submitted proposals. Regarding the Workforce Diversity
Plan and gearing up for the upcoming academic school year, Mrs.
Marcus expressed her appreciation to the community who gave their
time, talents and resources to support the advancement of Xenia
Community Schools and that there were lots of people doing a lot for
the district and that she wanted to be sure that they were thanked for
doing what they do so that the district can continue to expand a
strong community engagement of networks to advance the
excellence in public schools and the Xenia Community Schools
graduates. She also announced that there would be a special
meeting with State Senator Chris Widener, John Kerry, Chancellor of
OBR and Dr. Robert Fyffe, Deacon of Research and Graduate
Studies at WSU, on July 16, 2014 at 4 p.m. at WSU to discuss
transferring military training to college credits with industry
credentials and that individuals in K-12 and higher education were
invited to attend.
Dr. Washington moved, seconded by Mr. Grieve that the regular meeting be
adjourned.
Vote: Washington Aye, Grieve Aye, Marcus Aye.
The President declared the meeting adjourned.
Meeting adjourned at 8:16 p.m.
Attest:
Signed:
___________________
Treasurer/CFO
_______________________
President
Xenia Community School’s
Workforce Diversity Plan
2014 – 2017
Presented by the Xenia School’s Workforce Diversity Committee
Dr. Willie Houston
Janet Kindred
Mark Manley
Denny Morrison
Kathleen Napper
Dr. Nodie Washington
1
TABLE OF CONTENTS
Section A.
Overview
Section B.
Workforce Analysis
Section C.
Goals and Action Steps for Recruitment
Section D.
Staff Responsibilities for Implementation, Monitoring
and Evaluation of Progress
Section E.
Internal Monitoring and Reporting Process
Section F.
Summary
2
Section A: Overview
Consistent with all application Federal and State laws and regulations it is the purpose of this
Workforce Diversity Plan to advance, monitor, and maintain the Xenia Community School
District’s Equal Employment Opportunity Policy (Board of Education Policy 3122) providing
equal employment opportunities for all employees and applicants in all aspects of employment
including recruitment, hiring, retention, assignment, transfer, promotion, and training.
These opportunities will be provided without regard to race, color, religion, gender, age,
national origin, veteran status, disability, genetic information or testing, family and medical
leave, sexual orientation and gender identity or expression, in its programs and activities
including employment opportunities.
It is also the purpose of the District’s Workforce Diversity Plan to promote diversity in the
District’s workforce by identifying and addressing, where reasonably possible, the factors that
may be causing unexpected underutilization of protected groups. This plan is designed to
promote outreach, recruitment, training and educational efforts to expand the pool of qualified
applicants and to promote diversity, consistent with the District’s standard of excellence.
This plan advances equal employment opportunity with preferential treatment on the basis of
race, gender, ethnicity, or national origin. This plan is also designed to ensure the District
policies are properly implemented without unlawful discrimination on the basis of race, color,
religion, gender, age, national origin, veteran status, disability, genetic information or testing,
family and medical leave, sexual orientation, and gender identity or expression.
3
Section B: Workforce Analysis
This section of the Workforce Diversity Plan reflects a numerical analysis of the school District’s
workforce demographics.
The demographic information was expanded to include the student population in the region. It
is essential that the diversity of the student population being served is considered.
Male
Female
Certificated Licensed Xenia Employees
Asian
African American
Mixed
1
5
18
1
Caucasian
89
211
65%
4
Asian
Male
Female
Classified Xenia Employees
African American
2
Mixed
Caucasian
4
112
95%
5
Total Students
in Xenia 4492
Total Students
in Greene
County 22438
Total Students
in Clark County
21417
Total Students in
Montgomery County
78786
American Indian
3
53
32
117
Asian
19
670
160
1561
African American
589
1456
2201
22065
Caucasian
3339
18317
17251
49129
Hispanic
111
322
503
1500
Multiracial
429
Hawaiian/Pacific Island
2
6
7
8
Special Note: Data on other projected classes is not readily available. We will continue to
seek and utilize the data on all protected classes whenever possible.
9
Section C: Goals and Action Steps for Recruitment
The major goals of the Xenia Community School District’s Workforce Diversity Plan are to
promote equal employment opportunities in the District; to increase the pool of diverse and
qualified applicants for employment in the District consistent with the District’s standard of
excellence; and to encourage upward mobility of all persons, including members of protected
groups, once employed.
Goal 1: Job Analysis, Recruitment and Selection
Actively seek a diverse pool of qualified applicants for all protected groups, as well as, nonprotected groups, for certificated/licensed positions and classified positions at all levels so that
more members of under-represented groups are available for consideration as District
employees.
Action Programs
1.1
Analyze job descriptions and the hiring process to make sure the qualification
requirements and screening criteria are based on specific job functions and do not have
the effect of screening out protected group applicants, who have the ability to perform
District jobs.
1.2
Ensure that recruitment efforts include and actually reach all protected groups, as well
as non-protected groups. Focus recruitment out-reach to ensure that protected groups
identified as statistically underutilized in this Workforce Diversity Plan are reached.
1.3
Increase the efficiency of the applicant flow data collection system through
computerization so that flow data will be more readily available to assist in
recruitment efforts.
1.4
Increase the awareness of equal employment opportunity among all personnel involved
in hiring, and have the Superintendent, and Affirmative Action Officer monitor all
hiring.
Goal 2: Education and Training
Promote a culture of respect and diversity in the workplace, and ensure that employees are
aware of the Workforce Diversity Plan and their roles and responsibilities in enforcing the
District’s equal opportunity policies.
Action Programs
2.1
Continue the emphasis on developing annual objectives and strategies at each building
to increase gender equity, multi-cultural and mainstreaming opportunities in both the
instructional and activities programs. Each staff member has a responsibility for
10
carrying out the equal employment strategies as outlined in the Workplace Diversity
Plan adopted by the District.
2.2
Provide support for schools to develop and carry out multi-cultural and
training programs and special projects.
gender equity
2.3
Provide multi-cultural training and awareness for personnel at all levels, in
conjunction with incorporating gender equity concepts.
2.4
Other means of promotion and information dissemination will be utilized as
necessary to ensure that the community and District staff and students are
informed of the goals and objectives of equal education and employment
opportunities.
2.5
Workforce Diversity and equal employment opportunity are key to creating an inclusive
work environment. The District should develop a recruiting and hiring plan that
welcomes individuals without regard to race, color, religion, gender, age, national origin,
veteran status, disability, sexual orientation and gender identity or expression.
Goal 3: Preventing Employment Discrimination
Ensure that the District does not unlawfully discriminate against any person on the basis of any
protected status in employment, recruitment, promotion or advancement.
Action Programs
3.1
Maintain credential requirements for all personnel.
3.2
Make no differentiation in pay scale on the basis of any protected status.
3.3
Make no differentiation in the assignment of school duties on the basis of any protected
status, except where there is a compelling need for a lawful, bona fide occupational
qualification based on the nature of the duties (e.g. a gender based qualification for an
assignment that involves supervising students in areas or situations where students
might be disrobed).
3.4
Provide the same opportunities for advancement without regard to a protected status.
3.5
Make no differentiation in conditions of employment, including, but not limited to,
hiring practices, leaves of absence, hours of employment, and assignment of, or pay for,
instructional and non-instructional duties on the basis of any protected status.
3.6
One important tool in examining the fairness and inclusiveness of the District’s
recruitment efforts is applicant flow data (statistical and record keeping purposes
only). By reviewing the yield of the District’s effort, the District can reassess and
improve its effort to reach all segments of our population.
11
On November 30th of each year, a Workforce Diversity update report will be submitted
electronically to the Xenia Board of Education for review and recommendations. The report
includes an overall workforce profile as of August 31st and answers the following four questions
and includes tables:
1.
What happened as a result of the workforce diversity action strategies detailed in the
last approved Workforce Diversity Plan or update?
2.
What current demographic data, including applicant flow data was collected as an
integral part of the barrier identification process data, which was kept separate from an
application, as an applicant proceeds through the hiring process?
3.
What are the key workforce diversity issues that the District intends to address moving
forward?
4.
What are the District’s primary strategies to address these key issues?
12
Section D: Staff Responsibilities for Implementation, Monitoring and Evaluation of Progress
Internal Audit and Reporting
The Personnel Department maintains a confidential employee and applicant tracking system
separate from the pre-employment application process which records the sex, race/ethnicity,
veteran status, disability status, and age of applicants. Frequent monitoring of this data will
help ensure that all applicants are receiving equal treatment in the hiring process and that the
District’s recruiting efforts are reaching all protected and non-protected groups. However, all
pre-employment application forms will exclude unlawful inquiries that unnecessarily elicit the
race, gender or membership of the applicant in other protected groups.
A careful review of all job descriptions and job postings will be made to ensure nondiscrimination.
All screening interview questions will be checked and monitored to ensure non-discrimination.
The personnel office will prepare and submit required reports to state and federal agencies
concerning employment and educational practices.
Perceived, apparent or reported inequities will be formally noted and included in the annual
report to the Board of Education. The Superintendent or designee will provide written reports
each year to the Board of Education on the results of any utilization analysis performed in
connection with this Workforce Diversity Plan and the status of any efforts taken by the District
to promote its Equal Employment Opportunity Policies.
Dissemination of Policies
It is the responsibility of the Superintendent or the Superintendent’s designee to inform all
applicants for employment, all current employees, all persons responsible for hiring within the
District, all employee associations, and all District contractors and subcontractors of the
District’s commitment to equal opportunity employment.
Communication of the Xenia Community School Workforce Diversity Plan will be accomplished
as follows:
1.
The 2014-2017 Workforce Diversity Plan will be posted on the district official website
as well as the district’s policy on non-discrimination.
2.
At least annually, the District will remind employees of these policies and the Workforce
Diversity Plan and their location on the website via training or email communication.
These policies will also be discussed in new employee orientation meetings.
3.
The District will publish an annual notice to its community the non-discrimination policy
as contained in the Workforce Diversity Plan at least annually prior to the beginning of
13
the school year. Such publication will include the name, address, and a telephone
number of the District’s Affirmative Action Officer.
4.
A statement of the District’s commitment to equal employment opportunity is to be
included in all District publications, employment announcements, vendor contracts, and
other related District documents. All appropriate and interested recruiting sources are
to be informed of the District’s policies regarding non-discrimination.
5.
An equal employment opportunity statement will be included on all District job posting
and newspaper advertisements.
Responsibility for Implementation and Evaluation
The Superintendent/Designee has the overall responsibility for the development,
implementation, coordination, evaluation, and monitoring of the Workforce Diversity Plan.
He/She will provide leadership and guidance to all administrators, supervisors, and personnel in
the conduct of their employment practices to assure conformity with relevant federal and state
laws and regulations and board of education policy.
The Superintendent/Designee is selected as the Affirmative Action Officer and is responsible for
District compliance with the principles set forth in the Workforce Diversity Plan. The
responsibilities of the Affirmative Action Officer include:
1.
Issuing all statement concerning the District’s Workforce Diversity Plan
2.
Identifying problem areas.
3.
Formulating recommendations or directives for solving identified problems.
The personnel office will be responsible for documenting compliance with the Workforce
Diversity Plan, which includes maintaining bi-annual statistical analysis and updating
employment data to measure the effectiveness of the Workforce Diversity Plan and to highlight
any areas of imbalance, if present.
Implementation of the equal employment opportunity policies of the District will be the
responsibility of the Superintendent of designee.
The Superintendent or designee also has the responsibility of making known the District’s
desire and commitment to employ members of protected as well as non-protected groups
through regular and frequent contacts with community groups and employment agencies and
through identifying, to the extent reasonably possible, persons with requisite skills and talents
for projected openings throughout the District. The Superintendent/Designee shall ensure that
recruitment efforts are reaching protected groups, as well as non-protected groups, in all
categories where underutilization exists.
14
Recruitment and Employment Plan
The Superintendent, designee and all those responsible for hiring decisions consider all
applicants and employees on the basis of job-related qualifications. The district selects
employees as needed on the basis of merit, training, and experience with no discrimination
against any employee or applicant because of race, creed, religion, color, national origin,
veteran or military status, sexual orientation including gender expression or identity, the
presence of any sensory, mental or physical disability, or the use of a trained guide dog or
service animal by a person with a disability. In addition, The District selects employees without
preferential treatment on the basis or race, gender, ethnicity or national origin. A continuing
review of hiring criteria is made to ensure the relevance of the job qualifications to the tasks to
be performed and the needs of the position.
In addition, the District promotes continued relationships with organizations that are a
recruitment source for individuals from protected groups, including those groups which may
currently be underutilized in the work force. These organizations include such agencies as the
state job agencies and college and university placement offices.
The District has a distribution list containing names and addresses of those agencies where job
announcements are mailed. Job announcements are distributed to each building in the District,
posted on the District’s website; and with the regional consortium for job in education.
Specific emphasis will be placed on the outreach and recruitment of members of protected
groups along with the efforts made to reach non-protected groups. Recipient listings for job
announcements will be reviewed and expanded to include agencies serving minority
communities, in addition to those serving the majority community. District public
relations/recruitment brochures used for teacher recruiting will picture both minority and nonminority men and women.
Training
The Xenia Community School District recognizes the importance of on-going training for
employees both to assist in upgrading skills and to assist in personal growth. The District will
continue to provide staff development opportunities and to assist individual employees with
career counseling through the employee assistance program, if needed.
15
Section E: Internal Monitoring and Reporting Progress
To ensure fairness and consistency, the following informal and formal review procedures will be
used the regard to problems covered by state and federal equal employment opportunity laws
and/or the District’s Workforce Diversity Plan. No employee’s status with the District shall be
adversely affected in any way because the employee utilized these procedures.
Informal Review Procedures
If an employee has an employment problem regarding equal employment opportunity, the
employee is encouraged to discuss the problem, as soon as the problem develops, with his or
her immediate supervisor. If the employee feels he or she cannot approach his or her
immediate supervisor with the complaint or if the employee feels that the response received
from the supervisor does not resolve the complaint, then the employee is encouraged to
discuss the problem with the Superintendent or the Superintendent’s designee before pursuing
formal procedures. However, the employee should be informed that he or she may at any time
pursue formal procedures.
Formal Review Procedures
Formal review procedures will be used to investigate specific complaints regarding equal
employment opportunity which remain unresolved after informal review has been pursued or
after an employee chooses to forego informal review. The procedures may not be used for
discharge or discipline cases and may only be used in connection with alleged complaints
regarding equal employment opportunity concerning race, creed, religion, color, national
origin, veteran or military status, sexual orientation including gender expression or identity, the
presence of any sensory, mental, or physical disability, or the use of a trained guide dog or
service animal by a person with a disability.
Complaints shall be made to the supervisor, or the Affirmative Action Officer, within fourteen
(14) days of the alleged incident. The Affirmative Action Officer, along with advice and
assistance as deemed necessary, shall investigate the complaint. Depending upon the
circumstances, this investigation may include a meeting between the employee and the
supervisor involved. A written response to the complaint shall be provided to the employee by
the Affirmative Action Officer within two weeks after receipt of the complaint and comments.
If the employee is not satisfied with the results of the review by the Affirmative Action Officer,
the employee may then submit a written request for further review to the
Superintendent/Designee. Such request shall be submitted within one week after the
employee’s receipt of the written response from the Affirmative Action Officer. The
Superintendent/Designee shall arrange for a hearing to be conducted by a three-member
hearing panel to be chaired by the Superintendent, with the second member selected by the
employee and the third by the Superintendent. Both of these members of the panel shall be
from the Xenia School District Community.
16
Nothing contained in this procedure shall be constructed to deny employees their rights under
the law. Nor does procedure prohibit the processing of grievances by an employee bargaining
representative and/or a member of a bargaining unit pursuant to grievance procedures
established in the local collective bargaining agreements.
17
Section F: Summary
The Xenia Community School District has a firm commitment to equal employment opportunity
and to its Workforce Diversity Plan. The District is committed to increasing the diversity of its
workforce without preferential treatment on the basis of race, creed, religion, color, national
origin, honorably discharged veteran or military status, sexual orientation including gender
expression or identity, the presence of any sensory, mental, or physical disability, or the use of
a trained guide dog or service animal by a person with a disability.
Affirmative action is an on-going process. This Workforce Diversity Plan provides for periodic
reviews and updates to ensure that the District’s equal opportunity employment policies are
effective.
The Xenia Community School District recognizes that by assuring equality of employment
opportunity, the District also assures the quality of the education it provides to its students.
18
The Workforce Diversity Plan approved by the Xenia Community Schools Board of Education on
July 14, 2014.
The Workforce Diversity Plan was reviewed by William M. Deters on June 24, 2014 and on July
8, 2014
19
Standard #1 – Vision/Continuous Improvement Superintendent Name: Denny Morrison School District: Xenia Community Schools
Academic Year: 2014­2015 Monitoring Process Evaluation Criteria Board Members will discuss progress during monthly sessions Board, Superintendent, and staff will collect evidence throughout the school year (e.g. written reports, news clippings, etc.). A digital document can be provided that allows with Superintendent. Board and Superintendent to file and edit evidence throughout the year. Goal: With community, develop a 21st century vision for Xenia Community Schools specifically targeted to the needs and opportunities for the District’s students. * Highlight denotes a top five priority area Activity Timing * Improve Community outreach by making schools more inviting to parents and volunteers. Ongoing Bring together a diverse set of District stakeholders to develop, work towards, and realize a shared vision. Ongoing Provide monthly updates on progress towards achievement of Goals. Improve the culture and climate of the schools throughout the district. Monthly Ongoing 1 Board Member(s) Responsible for Collecting Evidence ­ ­ ­ Cheryl Marcus and others as appropriate Superintendent’s Evidence Staff Evidence via Survey 2 Standard #2 – Communication and Collaboration Goal: Develop and establish effective and accessible two­way communication channels with District stakeholders across a wide variety of mediums, including (but not limited to): Print, TV, Website, Social Media, Email, and News Outlets. * Highlight denotes a top five priority area Activity * Develop overall plan for Improved Communication Continue Board Updates. Continue with Weekly Bulletins. Timing September­October 2014 Ongoing August 2014­May 2015 Utilize social media (Facebook in particular) to consistently advertise “Good News” stories about the district. Ongoing Continuously improve the structure for how “Good News” is shared and who is responsible for getting news out to various stakeholders through all the means available to us. Ongoing Continue to be a presence at school and community events throughout the District. Ongoing 3 Board Member(s) Responsible for Collecting Evidence ­ ­ ­ Arch Grieve and others as appropriate Superintendent’s Evidence Staff Evidence via Survey 4 Standard #3 – Policies and Governance Superintendent Name: Denny Morrison School District: Xenia Community Schools
Academic Year: 2014­2015 Goal: Effectively lead and manage the day­to­day operations of the District and proactively work with the Board to appropriately update and create policies to address current and emerging needs within the District. * Highlight denotes a top five priority area Activity * Continuously improve safety and security in all school buildings and update safety plan. Timing Safety plan –Annually Others ­ Ongoing Recommend to the Board policies concerning the organization, finance, school buildings, instruction, and other functions of the District’s programs, including (but not limited to): Insurance, Student transportation, Building repair, Assignment of students to various buildings, Construction of Buildings, Cafeteria, Disposition of property in accordance with plans adopted by the Board. Ongoing Prepare reports and maintain such records as required by law, regulations, and/or by the Board. Ongoing Maintain a current personnel file of all employees and report to the Board on the staff evaluation process. Annually 5 Board Member(s) Responsible for Collecting Evidence ­ ­ ­ William Spahr and others as appropriate Superintendent’s Evidence Staff Evidence via Survey 6 Standard #4 – Instruction Superintendent Name: Denny Morrison School District: Xenia Community Schools
Academic Year: 2014­2015 Goal: Identify and initiate curricular modifications to ensure students are successful as individual learners to close the learning gap and raise performance levels for all students in the District. * Highlight denotes a top five priority area Activity Timing * Improve classroom instruction. Ongoing Work towards meeting or exceeding state standards on the report card or demonstrating a year’s
growth in a year’s time in all subject areas. Ongoing Increase curricular options to enhance student learning while retaining and growing students in the
District. Ongoing Diversify the District’s workforce. Ongoing Encourage continuance of professional growth of all employees through training, workshops, seminars, and professional meetings (professional development). Ongoing Promote use of effective technologies to enhance teaching and learning. Ongoing Employ additional teachers and staff to address current curricula issues. Ongoing 7 Board Members Responsible for Collecting Evidence ­ ­ ­ Nodie Washington and others as appropriate Superintendent’s Evidence Staff Evidence via Survey 8 Standard #5 – Resources Superintendent Name: Denny Morrison School District: Xenia Community Schools
Academic Year: 2014­2015 Goal: Work with the Treasurer to determine how to best maximize our District’s resources while staying within our means as a District. Activity * Give teachers needed resources for success in the classroom while being fiscally prudent. Help the Board determine the most appropriate time to do the following: a) place upcoming levy renewals on the ballot, b) (potentially) seek an upgrade on the District’s bond rating, and c) (potentially) explore the option of OFCC funding for possible building improvements. Ensure timely and appropriate professional development opportunities are provided to staff on how
to utilize district technology to best effect. Work with the Treasurer to create a transparent budgeting process. Timing Ongoing August­December 2014 Beginning in August 2014, then ongoing June 2015 9 Board Members Responsible for Collecting Evidence ­ ­ ­ Robert Dillaplain and others as appropriate Superintendent’s Evidence Staff Evidence via Survey 10 Standard #6 – Special Projects and Initiatives Superintendent Name: Denny Morrison School District: Xenia Community Schools
Academic Year: 2014­2015 Goal: Work to stabilize District enrollment through a combination of new course offerings/learning styles (such as PLTW courses and the digital classroom initiative at XHS) and by identifying and addressing “push factors” that cause students to leave the District, such as bullying. Activity Implement new Project Lead The Way elective courses in 6th and 7th grades. Prepare for additional 8th grade and high school PLTW courses for 2015­2016 school year. Timing 6th & 7th ­August 2014 8th / HS – May 2015 Implement new digital classroom at Xenia High School to help keep at risk students from leaving
the District. August 2014 Seek out and obtain S.T.E.M. designation for the District from the Ohio Department of Education.
January 2015 Implement a comprehensive district strategy to eradicate bullying in Xenia and help make Xenia Community Schools a “WEB District” (Where Everyone Belongs). June 2015 11 Board Members Responsible for Collecting Evidence ­ ­ ­ All Superintendent’s Evidence Staff Evidence via Survey 12 Personnel – Certificated Staff
After evaluation of credentials, interviews and reference checks, the following certificated
personnel are recommended by the superintendent for employment, changes in
assignment, and resignation.
I.
Employment 2013-2014 Contingent upon favorable criminal background checks through
BCI and FBI as required under H.B. 190.
A.
Summer School 2014
Secondary Teachers
Stephanie Blackbern - Health
Jodi Granger – Algebra
Katherine Patterson – Middle School
B.
Extended Service Days 2013-2014
(due to summer assessments; to be paid on time sheets)
Paula Fleming – Preschool Intervention Specialist – 2 days
(correction – 05/12/14 agenda showed Heather Fleming)
Kaitlyn Hiltibran – Preschool Intervention Specialist – additional ½ day
Jennifer Oppenheimer – Speech Pathologist – 4 days
(correction – 05/12/14 agenda showed Jodi Newcomer – Speech Pathologist – 4
days)
Brittany Phipps – Preschool Intervention Specialist – additional ½ day
II.
Employment 2014-2015 Contingent upon favorable criminal background checks through
BCI and FBI as required under H.B. 190.
A.
One year contracts [2014-2015]
Stacy Barnett
Central Middle School
Intervention Specialist
Masters/7
Gina Baumgartner
Shawnee Elementary School
Third grade teacher
Masters/Step 7
Jennifer Benton
Central Preschool
Preschool teacher
Masters+15/Step 7
Elyse Berndt
Warner Middle School
8th grade Language Arts teacher
Bachelors+150/Step 0
B.
Kelly Burke
McKinley Elementary School
Third grade teacher
Masters/Step7
Colleen Burkhart
Shawnee Elementary School
Kindergarten teacher
Bachelors/Step 0
Timothy Carey
McKinley Elementary School
Third grade teacher
Masters+15/7
Heather Combs
Shawnee Elementary School
Third grade teacher
Bachelors/Step 5
Heather DeLucia
Central Preschool
Preschool teacher
B+150/7
Matthew Deters
Xenia High School
Social Studies teacher
Masters+30/Step 4
Steven Holliday
Arrowood Elementary School
Fourth grade teacher
Bachelors+150/Step 6
Melissa Lemmon
Xenia High School
Intervention Specialist
Masters/Step 4
Lisa Reinmuller
Tecumseh Elementary School
Intervention Specialist
Masters+15/Step 2
Jessica Sommer
Xenia High School
Family & Consumer Science teacher
Bachelors/Step 1
Susan Stouder
MVJRC
Literacy teacher
Masters/Step 7
Patrick Toscani
Arrowood Elementary School
Third grade teacher
Bachelors/Step 0
Substitute teachers 2014-2015
Jonathan Hairston
Linda Sommers
C.
Home Instruction 2014-2015
Nena Reck
Linda Sommers
Supplemental Contracts 2014-2015
Warner Middle School
Steve Cukovecki – 7th grade Football Coach
Brian Mathes – Cross Country Coach
Benjamin Moore – Assistant Football Coach
DeVaughn Richardson – Assistant Football Coach
Joe Steward – 8th grade Football Coach
Xenia High School
Matthew Bartley – Assistant Football Coach
Corey Burnette – Assistant Football Coach
William Dawson – Assistant Football Coach
Robert DeLong – Varsity Football Coach
Rebecca Gagliano – Assistant Cross Country Coach
Anthony Greer – Assistant Football Coach
James Lamb – Assistant Girls’ Soccer Coach
Keenan Mikal – Varsity Boys’ Soccer Coach
David Oldiges – Varsity Cross Country Coach
Rex Plymale – Assistant Football Coach
Robert Rose – Varsity Golf Coach
Kramer Sell – Music/Assistant Band A
Sean Schooley – Assistant Football Coach
Joseph Swanson – Assistant Football Coach
Cedric Tolbert, Sr. – Assistant Football Coach
Shawn Woods – Assistant Girls’ Soccer Coach
David Wright – Assistant Boys’ Soccer Coach
D.
Changes in Assignment
Jenny Allex – from seventh grade science teacher/Warner Middle School to
Project Lead the Way Teacher/Warner Middle School, effective 08/13/14
Lynnette Kammer – from kindergarten teacher/Shawnee Elementary School to
Literacy Specialist/Shawnee Elementary School (Title 1 funded), effective
08/13/14
William Ryan – from sixth grade social studies teacher/Central Middle School to
Project Lead the Way Teacher/Central Middle School, effective 08/13/14
Kelly Strickland – from guidance counselor/Warner Middle to guidance
counselor/Elementary Buildings (to be determined), effective 08/13/14
III.
Resignations
Paul Dean
Warner Middle School
Intervention Specialist
Effective end of 2013-2014 school year
Jennifer Georgakas
Xenia High School
M.D. Intervention Specialist
Effective 06/09/14 (never worked)
Jackie Stone
Arrowood Elementary School
Third grade teacher
Effective end of 2013-2014 school year
Rosie Turner
Warner Middle School
7th grade Volleyball Coach
Effective end of 2013-2014 season
July 14, 2014
Jean Brady, Tecumseh Elementary Principal, does hereby nominate Marisa Morrison
for the position of Elementary Guidance Counselor.
Personnel – Classified Staff
The following classified personnel are recommended by the superintendent for
employment, unpaid leave and revised retirement date.
I. Employment 2013-2014 Contingent upon favorable criminal background checks through
BCI and FBI as required under H.B. 190.
A.
Summer School 2014
Brenda Donahue – 4 hours daily (8:00 a.m.–12:00 noon; 06/09/14-06/27/14)
Special Needs Assistant (one-on-one with student in wheelchair); to be paid on
time sheets
II. Unpaid Leave
Lynne Simmons – Cook/Warner Middle School – 1 day (01/23/14)
III. Employment 2014-2015 Contingent upon favorable criminal background checks through
BCI and FBI as required under H.B. 190.
A.
Substitutes 2014-2015
Assistant (Classroom)
Laura Russell
Assistant (Clinic)
Laura Russell
Assistant (Library)
Laura Russell
Assistant (Office)
Laura Russell
Assistant (Preschool)
Laura Russell
Assistant (Security)
Laura Russell
Assistant (Special Education)
Laura Russell
Receptionist
Laura Russell
A.
Changes in assignments, buildings, and/or daily hours for 2014-2015 contract
year
Merita Adams – from 7 hours daily, Special Education Assistant/Xenia High
School to 6.5 hours daily, Special Education Assistant/Xenia High School
Judy Allex – from 6.5 hours daily, Special Education Assistant
(one-on-one)/Shawnee Elementary School to 6.5 hours daily, Special Education
Assistant (floater)/Xenia High School
Betty Frances Crider – from 7 hours daily, open Special Education Assistant
position to 6.5 hours daily, Special Education Assistant/McKinley Elementary
School
Brenda Donahue – from 7 hours daily, Special Education Assistant/Xenia High
School to 6.5 hours daily, Special Education Assistant/Xenia High School
Kellie Fleckenstein – from 6.5 hours daily, Special Education Assistant
(floater)/Xenia High School to 6.5 hours daily, Special Education Assistant
(classroom)/Xenia High School
Heather Horsley – from 6.5 hours daily, Special Education Assistant
(floater)/Warner Middle School to 6.5 hours daily, Special Education Assistant
(classroom)/Warner Middle School
Lisa A. Howard – from 6.5 hours daily, Special Education Assistant (one-on-one)
Warner Middle School to 6.5 hours daily, Special Education Assistant
(one-on-one)/Xenia High School
Barbara Jervis – from 7 hours daily, Special Education Assistant/Xenia High
School to 6.5 hours daily, Special Education Assistant/Xenia High School
Douglas Knee – from 5 hours daily, Interpreter/Xenia High School to 6.5 hours
daily, Interpreter/Cox Elementary School
Linda Long – from 7 hours daily, Special Education Assistant/McKinley
Elementary School to 6.5 hours daily, Special Education Assistant/McKinley
Elementary School
Jill Miller – from 6.5 hours daily, Special Education Assistant (floater)/McKinley
Elementary School to 6.5 hours daily, Special Education Assistant
(classroom)/McKinley Elementary School
Deborah Noble – from 7 hours daily, Special Education Assistant/Tecumseh
Elementary School to 6.5 hours daily, Special Education Assistant/Tecumseh
Elementary School
Karen Owen – from 6.5 hours daily, Special Education Assistant (floater)/Cox
Elementary School to 6.5 hours daily, Special Education Assistant
(classroom)/Cox Elementary School
Robin Russell – from 7 hours daily, Special Education Assistant/McKinley
Elementary School to 6.5 hours daily, Special Education Assistant/McKinley
Elementary School
Rhonda Thomas – from 7 hours daily, Special Education Assistant/Warner
Middle School to 6.5 hours daily, Special Education Assistant/Warner Middle
School
Twila Williams – from 6.75 hours daily, Special Education Assistant/Cox
Elementary School to 6.5 hours daily, Special Education Assistant/Cox
Elementary School
IV. Resignation
Victoria Howard
Warner Middle School
2.5 hr. Cook
Effective end of 2013-2014 school year
Xenia Community School District
Substitute Teacher Pay Scale
Daily Rate:
$85.00
Salary Regulations:
Substitute teachers will be paid on the single salary
basis of $85.00 per day ($42.50 per half day).
Effective: July 14, 2014
RESOLUTION ADOPTING A CALAMITY DAY ALTERNATIVE MAKE-UP PLAN
(R.C. §3313.88)
WHEREAS, the Xenia Community City School District Board of Education desires that
students have learning opportunities even when schools are closed for any of the reasons
specified in Section 3317.01 of the Ohio Revised Code and in excess of the number of days
authorized in Section 3313.48, Ohio Revised Code; and
WHEREAS, Section 3313.88, Ohio Revised Code, authorizes a board of education to
file an annual plan with the Ohio Department of Education to provide online learning
opportunities for students in lieu of attendance on such excess days;
NOW THEREFORE BE IT, AND IT IS, HEREBY RESOLVED that the Xenia
Community City School District Board of Education hereby approves the following plan and
authorizes its filing with the Ohio Department of Education.
PLAN FOR ALTERNATIVE MAKE-UP OF CALAMITY DAYS
Pursuant to Ohio Revised Code Section 3313.88, the Xenia Community City School
District Board of Education hereby adopts the following plan to allow students of the District
access to and complete classroom lessons in order to complete up to three days of instruction in
excess of the number of days permitted under Section 3313.48, Ohio Revised Code, because of
the closing of schools for any of the reasons specified in Section 3317.01, Ohio Revised Code.
1.
This plan includes the written consent of the teachers’ employee representative as
designated under Division (B) of Section 4117.04, Ohio Revised Code. The written consent is
hereby included as a component of this plan and incorporated in this resolution as if fully
rewritten.
2.
Not later than February 1, 2015, each classroom teacher shall develop a sufficient number
of lessons for each course taught by that teacher with such lessons requiring, in the judgment of
the teacher, an amount of time equal to the amount of instructional time the student would
receive for three school days in such teacher’s class.
3.
The teacher shall designate the order in which the lessons are to be posted on the
district’s web portal or web site.
4.
Teachers will need to develop these lessons at a time when they are not planning for or
implementing lessons for the remainder of the 2014-2015 school year. In other words, teachers
will need to plan the lessons on time outside the work day.
5.
Each student enrolled in a course for which a lesson is posted on the portal or site shall be
granted a two-week period from the date of posting to complete the lesson. The student's
classroom teacher shall grade the lesson in the same manner as other lessons. The student may
receive an incomplete or failing grade if the lesson is not completed on time.
6.
Teachers will plan lessons of sufficient rigor and content as to adequately replace missed
instructional time. The Superintendent shall establish guidelines to ensure that quality lessons are
implemented.
7.
An additional component of the plan is the creation and distribution of “Blizzard Bags,”
which are paper copies of the lessons posted online.
8.
Teachers shall prepare paper copies in conjunction with the lessons to be posted online
and update the paper copies whenever the teacher updates the online lesson plans.
9.
The Blizzard Bags shall be distributed at the direction of the Superintendent or designee
when it is reasonably anticipated that schools may be closed for a public calamity. If schools
were closed and Blizzard Bags were not distributed in advance, the students shall be given
Blizzard Bags on the first day the student returns to school.
10.
Students shall turn in completed lessons in accordance with paragraph 5 of this plan.
WRITTEN CONSENT
The Xenia Education Association (“XEA”) is the exclusive bargaining representative for
the licensed teaching staff of the Xenia Community City School District.
The XEA has reviewed the “Plan for Alternative Make-Up of Calamity Days” developed
by the Board of Education and consents to the plan.
XENIA EDUCATION ASSOCIATION
By:
Date: