ADMINISTRATOR PARK COUNTY SCHOOL DISTRICT No. 6 BOARD OF EDUCATION POLICY

Transcription

PARK COUNTY SCHOOL DISTRICT No. 6
BOARD OF EDUCATION POLICY
ADMINISTRATOR
CERTIFIED PERSONNEL MANUAL
2013-2014
TABLE OF CONTENTS
Page
ADMINISTRATION
Building Administrator/Fed. Programs
Goals and Objectives
Eval of Admin
Admin Eval Form
Support Eval/Assign/Transfer/Handbook
Develop Regs/Policy Impletment/Policy Absence
Introduction to Policy Manual
Non-Discrimination
Compensation Plans/Lane Advancement
Compensation: Certified
Certification
Medical Insurance/Tax Sheltered Annuity: Cert.
Definition of Household
Leave: Family and Medical
Leave: Illness and Bereavement Certified
Leave: Personal
Leave: Professional Certified
Leave: Sabbatical Certified
Leave: Sabbatical Prepaid
Leave: Jury Duty Certified
Leave: Military
Leave: Unpaid Absence Certified
Leave: Sick Bank Certified
Sick Leave Bank Form
Political Activities: All Personnel
Involvement In Decision-Making
Professional Staff Schedules and Calendars
Reduction in Force Certified
Voluntary Transfers
Sexual Harassment
Staff Conduct
Staff Ethics
Grievance Procedures
Teacher Retirement - District
Wyoming Retirement
Worker's Compensation
SUMMATIVE EVALUATIONS
Evaluation System
Example Evaluation Form
DISTRICT SALARY SCHEDULES
CFA/CDG
CA
CFB/CDA
AC:PM
GCB-R-2:PM
GCBA:PM
GCA
GCBD:PM
GCCAAC:PM
GCCAB-R-PM
GCCAA:PM
GCCAAB:PM
GCI:PM
GCCAF:PM
GCCAFA:PM
GCCABB:PM
GCCAD:PM
GCC:PM
GCCAAA:PM
GCCAAA-R:PM
GBI:PM
GBB:PM
GCLA:PM
GCQA-R:PM
GCKA:PM
GBAA: PM
A-1
A-2
A-3
A-4
A-5
A-6
1
2
3-5
6
7
8
9
10 - 13
14
15
16
17
18
19
20 - 21
22
23
24
25
26
27
28 - 29
30
31 – 41
GBK-R:PM
GCQE:PM
GCQEA:PM
GCBG
42 - 45
46 - 47
48
48
CDO/CFC/CHCA
CHA/CH/CHD/BGG
GCOO:PM
GCOO-R:PM
PARK COUNTY SCHOOL DISTRICT #6
ADMINISTRATOR PERSONNEL MANUAL
INTRODUCTION
POLICIES, PROCEDURES AND REGULATIONS ARE NOT A CONTRACT
The Cody School District has identified negotiated and non-negotiated policies,
procedures and regulations, that generate numerous inquiries. This manual is
intended as a guide for the efficient and professional performance of this school
district. While policies, procedures, and regulations may be generated through a
consensual process, nothing herein contained shall be construed to be a contract
between the employer and the employee, or as containing binding terms and
conditions or employment. The Board of Trustees of this school District retains
the sole and exclusive right to add, delete, or amend the policies and regulations
contained in this manual, with or without notice, at such times as they deem it
necessary and in the manner they deem best for the school district.
Publish Date:
1
August 2013
CODE: CFA
SCHOOL PRINCIPAL/BUILDING ADMINISTRATOR
Within limits of the law, Board regulations, and instructions from the Superintendent and assistants, the
principal will be the administrative authority of assigned school. The principal is responsible for a thorough
knowledge of all laws, regulations, and instructions governing the position. The principal will coordinate all
administrative and supervisory activities which occur in the building. The principal will be responsible for
the coordination of the work of supervisors, custodians, officials of the business department, health officers,
and all others who work in relationship to the school and to the teachers. The principal will be responsible
for the administration of school policies in assigned school and for making available to building staff a
knowledge of such regulations as they are enacted by the Board of Trustees or formulated by the central
administration. The principal will keep superior officers fully advised as to the condition of the school. The
principal is responsible for the detailed organization of the school, the assignment of duties of staff members
within the school, and the administration of the instructional program.
The principal will handle all complaints from patrons or parents which affect the school, investigate the
same, and refer to the central administration all cases which cannot be adjusted satisfactorily.
The principal is responsible for the efficiency of teachers and other staff members within the building and
will evaluate them in accordance with established procedures as may be defined by the central
administration.
The principal will have the power to suspend students temporarily and make recommendations for
reassignment, long-term suspension or expulsion. The principal may assign this duty to the assistant
principal(s). In matters of attendance and suspension, the principal will work closely with the community
counselors in order to enforce the requirements of the compulsory attendance laws.
Adopted: 1/20/98
CODE: CGD
STATE AND FEDERAL PROGRAMS ADMINISTRATION
This district operates many specially funded programs which must be administered in
accordance with particular federal and/or state laws and conditions of the grants.
The Board of Trustees, through its approval of such programs and acceptance of funds, is
ultimately responsible for them even though many of the regulations which govern them
are established by another agency.
The district administrator assigned responsibility for federal and state programs is charged
with coordinating funded projects, for administration of grants, and for ensuring that the
2
various departments which operate these programs do so within the guidelines pertaining
to the particular program.
Adopted: 1/20/98
CODE: CA
ADMINISTRATION GOALS/PRIORITY OBJECTIVES
The major responsibility of the school administration in this district is to provide leadership
directed toward the implementation, facilitation, and improvement of the District's
instructional program. The administration must strive to create an environment which
encourages the cooperative efforts needed to support District philosophies and accomplish
District goals and objectives.
Administrators should be effective decision makers who give consideration to the input of
others when appropriate. They should facilitate the participation of appropriate persons and
groups (parents, community persons, superiors, subordinates and peers) in the school
improvement process on matters within the scope of their responsibility, expertise, and desire
to be involved.
Administration Goals:
The purpose of school administration is to help create and foster an environment in which
students may learn effectively. All administrative duties and functions should be appraised
in terms of the contribution they make to better instruction and to increase student
motivation and achievement.
The Board will rely on its chief executive officer, the Superintendent of Schools, to provide the
professional administrative leadership that such a goal demands.
The design of the administrative organization will be such that all departments of the district
and all schools are part of a single system subject to the policies of the Board and
implemented through a single chief administrator, the Superintendent.
The administrators and supervisors are expected to administer their units in accordance with
board policies and administrative regulations. However, the mere execution of directives
cannot and should not, by itself, be construed as good administration. Vision, initiative,
resourcefulness, and leadership are essential in effective administration of schools.
Within the scope of each administrator's responsibility, the administrator:
facilitates the development of an environment which fosters student learning
understands his/her responsibilities and authorities and organizes and manages to meet
the responsibilities
is knowledgeable about current trends in education, and available resources
is knowledgeable regarding effective teaching techniques and methodologies
acts in accordance with Board policies
delegates authority and responsibility when appropriate
contributes as a member of the administrative team and supports team decisions
3
supervises and evaluates the performance of personnel and programs using appropriate
District policies and procedures
encourages professional growth opportunities for staff and provides for them
treats others fairly, consistently, and honestly
maintains positive community/school relations
facilitates the development and implementation of district, building or program goals,
provides appropriate resources, monitors progress toward reaching goals, and evaluates
goal accomplishment
develops and administers budget
manages fiscal resources to support the school(s) and its programs
ensures the proper operation and maintenance of facilities, vehicles, equipment, and
services
assumes responsibility for personnel decisions and recommendations
serves as an advocate for assigned staff, programs, and students
accepts accountability for his/her area of responsibility, including teacher performance
and student achievement
demonstrates effective leadership and positive relationships with students individually
and in groups
is flexible in administrative style
participates in professional growth activities
demonstrates effective interpersonal skills
demonstrates respect for the dignity and worth of students, staff, parents, community
members, and other administrators
demonstrates professional, ethical behavior.
Adopted: 1/20/98
CODE: CFB
EVALUATION OF ADMINISTRATORS OTHER THAN SUPERINTENDENT
Each year prior to March 15, the superintendent shall have on file an evaluation for each administrator in the
district other than the superintendent. The evaluation shall be completed by the superintendent with input
from immediate supervisors.
The superintendent or other administrative supervisor will conduct an annual goals-planning conference
with each administrator at the beginning of each evaluation cycle. Additional informative conferences
should be conducted with each administrator prior to completion of the summative evaluation.
The administrator evaluation and superintendent's recommendation shall not constitute a contractual
obligation by the school district. The board of trustees remains as the final authority in approving the
contractual employment of each administrator. Prior to taking action on administrator's contract, the board
shall consider the recommendation of the superintendent. The board, however, shall be under no obligation
to renew an administrator's contract and may elect to not renew an administrator's contract regardless of the
evaluation of the administrator and without any obligation to give the administrator reasons for the decision
not to renew the contract or a hearing and opportunity to respond.
Adopted: 1/20/98
4
CODE: CDA
EVALUATION OF PROFESSIONAL STAFF - ADMINISTRATOR
OBJECTIVES:
A.
To provide an ongoing process between the Board, the superintendent, and the administrator being
evaluated which creates a cooperative effort to achieve mutual goals.
B.
To provide a structure that is diagnostic and prescriptive, and one that affords an opportunity for
evaluation to identify strengths and areas which need improvement.
C.
To assist each administrator in setting goals and objectives and improve personal performance in
areas where needed.
D.
To provide an informational tool for the Board and the superintendent when decisions regarding
promotions, salary advancement, transfers, staff reductions, and termination are
necessary.
Adopted 7/21/93
5
PARK COUNTY SCHOOL DISTRICT NO. 6
Administrator Evaluation
2013-2014
ADMINISTRATOR: ______________________________________________
ASSIGNMENT: __________________________________________________
MEETS DISTRICT NEEDS
YES
NO
1.
1.1
1.2
1.3
DEMONSTRATES LEADERSHIP, ADMINISTRATION, AND
Demonstrates effective leadership of the staff, students, parents and/or
patrons.
Demonstrates knowledge and ability to implement approved
Knows and applies principles of school finance.
2.
DEMONSTRATES THE ABILITY TO RECOGNIZE AND EVALUATE
GOOD PROFESSIONAL PERFORMANCE OF THE STAFF.
2.1
Acquires knowledge about staff performance through direct
2.2
Demonstrates skill in evaluating the performance of assigned staff
members.
3.
DEMONSTRATES AN INTEREST IN AND COMMITMENT TO
STUDENTS, EMPLOYEES, PATRONS, AND EDUCATIONAL
PROGRAMS
3.1
Provides an environment of trust that is responsive to the collective
needs of the students, staff, and patrons.
3.2
Promotes and nurtures a positive climate in the workplace.
3.3
Provides opportunities for the staff to experience professional growth
4.
DEMONSTRATES A COMMITMENT TO PROFESSIONAL
GROWTH AND MAKES EFFORTS TO IMPROVE PERFORMANCE.
4.1
Maintains an appropriate level of preparation and scholarship on
4.2
Participates in workshops, seminars, and graduate studies.
OTHER COMMENTS:
ADMINISTRATORS COMMENTS:
I understand that my signature means only that I have read this evaluation and not that I necessarily agree with
what has been written.
_________________________________
_______________________________
6
(Superintendent)
(Administrator)
_________________________________
(Date)
_______________________________
(Date)
CODE: CDO
SUPPORT STAFF EVALUATION
The development of a competent support staff is essential to the smooth operation of the school district. The
Board of Education expects all employees to make continuous efforts to improve their performance and
expects supervisors to assist them through the supervision and evaluation process. Therefore, the Board has
established the following as its policy for the evaluation of support personnel.
1.
2.
3.
4.
The evaluation shall be conducted in an objective manner with the primary purpose being the
improving of the employee’s performance.
An evaluation for all support staff members shall be made no less than once a year. The evaluation
shall be done no later than April 15th.
The evaluation system should make provision for the support employees to submit a written
rebuttal to the formal evaluation if so desired.
A satisfactory annual evaluation is needed for an employee to be eligible to move to the next step
on the salary schedule effective on July 11th.
Adopted: 12/19/95
CODE: CFC
ASSIGNMENT AND TRANSFER OF BUILDING ADMINISTRATORS
Appropriate placement transfer practices for school administrators should enhance effective utilization of
skills and abilities and the professional growth of individuals. These objectives can best be achieved
through the provision of some variety of school assignment over a period of years, and the best possible
matching of known administrator strengths to identify current needs of a particular school. The
superintendent shall recommend on an annual basis to the board of trustees the assignment of the individual
administrators. The board of trustees together with the superintendent may assign the building administrator
to any position in the district which the administrator is certified to fulfill.
Adopted: 1/20/98
CODE: CHCA
HANDBOOKS AND DIRECTIVES
In order that pertinent Board policies, District regulations, and departmental and/or school rules and
procedures may be known by District personnel and students affected by them, District administrators and
principals are granted authority to issue staff and student handbooks as found necessary and desirable.
It is essential that the contents of handbooks conform to District-wide policies and regulations. It is also
important that all handbooks bearing the name of the District or one of its schools be of a quality that
reflects credit on the District. Therefore, the Board expects handbooks to be approved by the Superintendent
prior to publication.
The Board shall review and approve, prior to publication, the District-wide personnel handbooks and school
student handbooks.
7
All handbooks are intended as a guide for the efficient and professional performance of this school district
and the employees and students of the district. Nothing in the handbook shall be construed to be a contract
between the employer and the employee. The handbook should not be construed by any employee as
containing binding terms and conditions of employment. The board of trustees of the school district retains
the sole and exclusive right to add, delete and amend the provisions contained in the handbooks at such time
as they deem it necessary and in the manner they deem best for the school district. Nothing in the handbook
shall be construed as altering the right of the school district to terminate any classified employee at any time
with or without good cause.
Adopted: 1/20/98
CODE: CHA
DEVELOPMENT OF REGULATIONS
Often the Board's policies will require developing regulations. The Superintendent shall develop these in
consultation with administrators and other staff and submit them to the Board for review when Board action
is necessary or advisable.
The Superintendent's regulations, along with those officially adopted by the Board, shall be included in the
Board's policies and regulations manual.
Within the policies and regulations of the Board and the regulations of the Superintendent, principals are
authorized to establish rules and procedures for the staff and student bodies of their schools.
Adopted: 1/20/98
CODE: CH
POLICY IMPLEMENTATION
The Superintendent has responsibility for carrying out, through administrative regulations, the policies
established by the Board. Other administrators and supervisors share in this responsibility.
The policies developed by the Board and the administrative regulations developed to implement policy are
designed to promote an effective and efficient school system.
There are many activities that are common to all schools, but procedures for conducting them may vary from
school to school. School principals will establish procedures for conducting activities within their individual
schools within the larger framework of administrative regulations and Board policies.
Adopted: 1/20/98
CODE: CHD/BGG
ADMINISTRATION IN THE ABSENCE OF POLICY
In instances when action must be taken within the school district where the Board has provided no districtwide policy guides for administrative action, or when an exception to policy may be appropriate, the
superintendent shall have the power to act.
8
It shall be the duty of the Superintendent to inform the Board promptly of such action and the need for a
policy at the next regular Board meeting.
Adopted: 1/20/98
CODE: CHA
DEVELOPMENT OF REGULATIONS
Often the Board's policies will require developing regulations. The Superintendent shall develop these in
consultation with administrators and other staff and submit them to the Board for review when Board action
is necessary or advisable.
The Superintendent's regulations, along with those officially adopted by the Board, shall be included in the
Board's policies and regulations manual.
Within the policies and regulations of the Board and the regulations of the Superintendent, principals are
authorized to establish rules and procedures for the staff and student bodies of their schools.
Adopted: 1/20/98
CODE: CH
POLICY IMPLEMENTATION
The Superintendent has responsibility for carrying out, through administrative regulations, the policies
established by the Board. Other administrators and supervisors share in this responsibility.
The policies developed by the Board and the administrative regulations developed to implement policy are
designed to promote an effective and efficient school system.
There are many activities that are common to all schools, but procedures for conducting them may vary from
school to school. School principals will establish procedures for conducting activities within their individual
schools within the larger framework of administrative regulations and Board policies.
Adopted: 1/20/98
CODE: CHD/BGG
ADMINISTRATION IN THE ABSENCE OF POLICY
In instances when action must be taken within the school district where the Board has provided no districtwide policy guides for administrative action, or when an exception to policy may be appropriate, the
superintendent shall have the power to act.
It shall be the duty of the Superintendent to inform the Board promptly of such action and the need for a
policy at the next regular Board meeting.
Adopted: 1/20/98
9
CODE: AC: PM
NON-DISCRIMINATION
Park County School District No. 6, State of Wyoming, is committed to a policy of
nondiscrimination relation to race, color, national origin, sex, age, handicap and religion.
This policy should prevail in all matters concerning staff, students, education programs,
amend services and individuals with whom the school district does business.
The school staff should establish and maintain an atmosphere in which students can develop
attitudes and skills for effective, cooperative living, including:
a)
b)
c)
d)
respect for the individual regardless of economic status, intellectual ability, race,
color, national origin, sex, age, handicap, or religion;
respect for cultural differences;
respect for economic, political, and social rights of others;
respect for the rights of others to seek and maintain their own identities.
The school district, in keeping with the requirements of state and federal law, will strive to
remove any vestige of prejudice and discrimination, in employment, assignment and
promotion of personnel; in location and use of facilities; in educational offerings and
instructional materials.
Adopted 12/16/97
10
CODE: GCB-R-2:PM
PROFESSIONAL STAFF CONTRACTS AND COMPENSATION PLANS
ADVANCED DEGREE/LANE ADVANCEMENT
Conditions Governing Eligibility for Salary Increment
Teachers applying salary increments for B.A.+ 15, +30, +45, M.A., M.A. + 15, +30, +45,
+75, must meet the following requirements:
1.
2.
3.
4.
5.
6.
7.
8.
9.
Certified personnel who plan to acquire enough hours to move on the salary schedule
must notify the superintendent by May 1 before the anticipated year. Evidence of
courses completed for advancement on the salary schedule must be submitted to the
superintendent’s office no later than September 10th of the following school year,
with transcripts or other official documents showing credits earned.
Credits earned will be measured in semester hours. One quarter hour will equal 2/3
of one semester hour.
All credits earned must be graduate credits*, and must be earned from an accredited
institution granting graduate credits. No more than one third (1/3) of the hours for
each horizontal advancement on the salary schedule may be workshops, coaching
clinics, and/or conferences.
All courses applied to lane advancement must be related to the current teaching
assignment or courses specifically oriented to improve instructional skills.
Graduate credit earned via television/internet may be used for salary increment
advancement. All requests for television credit classes must be submitted to the
superintendent, in writing, for approval before the class begins. Each request will be
evaluated for approval on a case by case basis by the superintendent or designee.
Generally, all courses approved must be rigorous in nature, designed to improve
instructional capabilities, and/or oriented to the content teaching assignment of the
teacher seeking approval for the television/internet course.
All persons taking graduate level course work for the purpose of lane advancement
should submit an Application For Prior Credit Approval For Lane Advancement to
secure pre-approval of coursework. (available at each building’s office)
Staff Academy Credits initiated and offered by Park County School District #6 will be
allowed for lane advancement.
Repeated courses may not be used for lane advancement.
State department credit cannot be applied toward lane advancement.
*Undergraduate courses may be considered for lane advancement, in rare cases. Staff seeking to take
undergraduate courses for the purpose of lane advancement must schedule a meeting with the
superintendent to determine lane advancement applicability.
11
Adopted:
Revised:
12/16/97
3/16/99
FORM A
APPLICATION FOR PRIOR CREDIT APPROVAL FOR LANE ADVANCEMENT
Please fill out this form and return it to the Superintendent/designee prior to registering for
the course.
Name
Date of Application ________________
Lane level for which these courses would apply:
BS +15
Masters
______ MS +45
BS + 30
MS +15
MS +75
BS +45
MS +30
NOTE: Credits to be applied for lane advancement must be part of an approved graduate level program
showing a letter grade on the transcript. Upon completion of sufficient credits to request a lane advancement
to the next salary lane, please submit official transcripts to the Human Resources Office.
Please list all course titles, semester hours, and institutions for all graduate level courses you
are seeking to use for lane advancement on the salary schedule.
Date
Course
Begins
Date
Course
Ends
Course
Number
Graduate
Level (Y/N)
Course
Title
College or
University
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
Briefly, describe how the course(s) you are requesting for approval apply to your assigned
area of teaching or how the course(s) will improve your instructional skills.
Courses for lane advancement are approved.
Approved pending receipt of final transcripts.
(Must be graduate level for a letter grade and apply to a graduate program.)
Not approved.
12
__________________________________
Superintendent or Designee Signature
____________________
Date
FORM B
APPLICATION FOR SALARY SCHEDULE LANE ADVANCEMENT
Name
Present Lane
Lane___________________
Requested
Application for credits being considered for lane or degree advancement.
Course
Semester
Institution
Number
Course
Year
Hours
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
Please group the credits that you believe apply directly to your field of teaching. Written data
supporting a course description will be helpful in considering your application.
Attach grade cards or transcripts of credits listed above.
13
Approved
Denied________
Approved pending receipt of final transcripts
__________________________________
Superintendent or Designee Signature
____________________
Date
CODE: GCBA: PM
COMPENSATION: CERTIFIED
The Board shall consider and adopt a salary schedule(s) for the certified staff on an annual
basis. Such staff shall be paid in accordance with such schedule(s), except that upon approval
of the Board, compensation in excess of the applicable schedule(s) may be paid a certified
employee whose salary would be reduced by the adoption of a new salary schedule.
All teachers hired by the District shall receive full credit in accordance with the District’s
salary schedule for all prior years of service obtained as a teacher, or as a teacher in the
regional development preschool system as defined by W.S. § 21-2-701 (a)(iii).
In the event of termination, leave of absence without pay, or other events resulting in certified
personnel being entitled to less than full annual salary, partial compensation shall be prorated
for certified personnel other than administrators on the basis that the number of days worked
bears to the number of contracted days, and for administrators on the basis that the number of
days employed bears to the total number of contract days plus any consideration approved by
the board for unused accrued vacation time.
In the event an applicable pay schedule provides for certain performed extra-assigned duties
to be compensated, such remuneration shall be paid in one (1) payment following completion
of the season or of the duty, or by other method as determined by the Board of Trustees.
Adopted: 6/15/82
Revised: 7/15/98
Revised: 1/18/00
Revised: 11/20/01
14
CODE: GCA
CERTIFICATION
Wyoming Statute stipulates that no persons shall teach or supervise in a public school in this
state and receive compensation therefore out of any public fund who at the time of rendering
such services is not a holder of, or a candidate and qualified for a certificate issued, or to be
issued, under the laws of this state and the rules and regulations of the State Board of
Education. Therefore, it is the responsibility of each teacher and certified employee to
maintain appropriate certification to fulfill their assigned responsibilities in the State of
Wyoming. Recertification should be applied for through the Professional Teaching Standards
Board sufficiently in advance of the expiration date of the current certificate to allow recertification to be completed prior to the expiration of the current certificate. Securing and
maintaining appropriate Wyoming certification is the responsibility of the individual teacher
or certified employee, not the responsibility of the District.
Employment is conditional upon certified personnel securing and maintaining appropriate
ratification from the Professional Teaching Standards Board for the position employed and
filing evidence thereof with the superintendent of schools.
Failure to secure and maintain appropriate certification shall be grounds for dismissal.
Adopted: 1/20/98
NOTE: As a further explanation of the above policy, you should know that the Professional
Teaching and Standards Board (PTSB) determines certification of an applicant and whether
or not the applicant is highly qualified to teach in a stipulated assignment. The Wyoming
Department of Education (WDE) has stated that highly qualified and certified designations
are required before a teacher may be paid a teacher’s salary with district funds. Therefore,
teachers hired by the district must be certified and highly qualified by the PTSB before the
district can pay a salary based on the district’s teacher pay schedule.
Those who are hired to teach in this district (or any other district in the state) who are not
highly qualified and certified at the time school starts, or their certificate expires during the
year, may begin or continue teaching responsibilities as a substitute teacher, subject to
substituting limitations, until they are able to gain their certification, or until such time that it
becomes known that certification cannot be gained for the position and courses they were
hired to teach.
15
It has been asked whether or not a teacher who has been receiving pay as a substitute while
awaiting certification can be paid a teacher’s salary retroactively to the date of initial
employment as a teacher when their certification is established. The answer to this question
from the WDE is: A teacher can only be paid a teaching salary effective on the date that
certification is established. Any district that fails to adhere to this directive is subject to
revocation of the district’s accreditation status.
GCBD: PM
MEDICAL INSURANCE/TAX SHELTERED ANNUITY: CERTIFIED
In order to be eligible for this benefit, the employee must be employed a minimum of 1,000
hours per fiscal year (July 1 to June 30) and must be eligible as required in the insurance
contract between the district and the insurance provider.
The district shall comply with all COBRA requirements for those employees who leave the
district. Employees who leave the district forfeit eligibility for inclusion in the district’s group
medical insurance program on the last day of the month of the termination of employment.
Certified staff members who are on an approved leave of absence shall continue to be eligible
for membership in the district’s approved group medical insurance program during the period
of approved leave. However, the district will not contribute financially, on behalf of the
employee, to the program: the employee shall be responsible for full payment of the insurance
premium during the period of approved leave except when an employee qualifies for family
medical leave, in which event, the District shall continue to pay the same portion of the
medical insurance the District was paying at the time of the commencement of the leave.
Certified staff members who do not fulfill the terms of their employment contract in a given
school year shall forfeit their eligibility for inclusion in the district’s group medical insurance
program on the last day of the month following the month in which employment is
terminated. The district’s financial contribution toward the employee’s month premium shall
cease on the same date the employee’s eligibility for membership in the group plan is
terminated.
The district will make available medical coverage for full-time certified employees and their
dependents in a board approved health/dental plan for the employee. The board of trustees
may elect to contribute to the cost of these plans. The amount to be contributed by the board
shall be set by the board.
Adopted: 7/21/93
Revised: 10/20/98
Revised: 5/21/13
16
CODE: GCCAAC
DEFINITION OF HOUSEHOLD
For the purposes of all short-term absences outlined in this policy, immediate
household shall be defined as those family members which reside within the physical
structure of the employee’s home and/or a bona fide dependent for IRS purposes.
Immediate family is defined as wife, husband, children, grandchildren, grandparents,
brother, sister, brother-in-law, sister-in-law, mother-in-law, father-in-law, daughter-inlaw, son-in-law, parents, foster parents, aunts, uncles, nephews, and nieces of the
employee. With the superintendent’s permission, such leaves as taken for immediate
family may also be taken for a “significant other.”
Adopted 1/20/98
17
CODE: GCCAB-R-PM
FAMILY AND MEDICAL LEAVE
Pursuant to the provisions of the Family and Medical Leave Act (P.L. 103-3), the District hereby
adopts the following policy relating to family and medical leave for eligible employees.
BENEFITS
Eligible employees are entitled to a total of twelve (12) weeks of unpaid leave per year (beginning July
1 of each year) for the following five leave situations:
1.
the birth and first-year care of a child;
2. the adoption or foster placement of a child;
3. The "serious health condition" of an employee's spouse, parent, or child; and
4. the employee's own "serious health condition".
5. A “qualifying exigency” as defined by the United States Secretary of Labor, in which the
employee’s spouse, son, daughter or parent is on covered active duty (or has been notified of an
impending call or order to covered active duty) in the Armed Forces.
For purposes of the benefits referred to above, a serious health condition means "an illness, injury,
impairment, or physical or mental condition that involves:
1.
inpatient care in a hospital, hospice, or residential medical care facility; or
2.
continuing treatment by a health care provider that results in a period of incapacity of more
than three (3) consecutive full calendar days and involves either:
a. two (2) or more treatments in person by a health care provider within 30 days of the first
day of incapacity, unless extenuating circumstances exist. The first treatment must take
place within 7 days of the first day of incapacity, and health care provider, not the
employee/patient, shall determine if the second visit is needed; or
b. treatment by a health care provider on at least one occasion followed by a regimen of
continuing treatment under the supervision of the health care provider. Over-the-counter
medications, bed rest, taking of fluids, exercise, and other activities that can be initiated
without a visit to a health care provider do not constitute continuing treatment. Serious
health condition does cover conditions such as asthma and diabetes even if the episode of
incapacity does not last more than three (3) days."
For purposes of the benefits referred to above which pertain to leave for the care of a child, the term
"child" shall mean a son or daughter which is either a biological, adopted, or foster child, a step-child, a
legal ward, or a child of a person standing in loco parentis, who is:
18
1. under eighteen (18) years of age; or
2.
eighteen (18) years of age or older and incapable of self-care because of a mental or physical
disability.
SERVICE MEMBER FAMILY LEAVE
Subject to the requirements of this policy and Federal law, an eligible employee who is the spouse, son,
daughter, parent, or next of kin of a covered service member shall be entitled to a total of 26
workweeks of leave during a 12-month period to care for the service member. During the 12-month
period described in this paragraph, an eligible employee shall be entitled to a combined total of 26
workweeks of leave for leave under this paragraph, and leave under the section entitled “Benefits.”
Definitions
1. “Covered Active Duty” means:
A. in the case of a member of a regular component of the Armed Forces, duty during the
deployment of the member with the Armed forces to a foreign country; and
B. in the case of a member of a reserve components of the Armed Forces, duty during the
deployment of the member with the Armed Forces to a foreign country under a call or order to
active duty under a provision of law referred to in section 101(a)(13)(B) of Title 10.
2.
“Covered service member” means:
A. a member of the Armed Forces, including a member of the National Guard or Reserves, who
is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or
is otherwise on the temporary disability retired list, for a serious injury or illness; or
B. a veteran who is undergoing medical treatment, recuperation, or therapy, for a serious injury
or illness and who was a member of the Armed Forces (including a member of the national
Guard or Reserves) at any time during the period of 5 years preceding the date on which the
veteran undergoes that medical treatment, recuperation or therapy.
3. The term “outpatient status,” with respect to a covered service member, means the status of a
member of the Armed Forces assigned to:
A. a military medical treatment facility as an outpatient; or
B. a unit established for the purpose of providing command and control of members of the
Armed Forces receiving medical care as outpatients.
4. The term “Next of Kin” means with respect to an individual, the nearest blood relative of that
individual.
5. The term “serious injury or illness” in the case of a member of the Armed Forces, including a
member of the National Guard or Reserves, means an injury or illness incurred by the member in line
of duty on active duty in the Armed Forces that may render the member medically unfit to perform the
duties of the member’s office, grade rank or rating.
19
ELIGIBLE EMPLOYEE
To be eligible for leave under this policy and to be considered an eligible employee, an employee must
have been employed:
1. for at least twelve (12) months (nonconsecutive); and
2.
for at least 1,250 hours of service within the previous twelve (12) month period. Time paid
(i.e., sick leave, vacation leave, etc.) will not be counted in calculating hours of service.
In the case of employees only employed for nine (9) months or one hundred eighty (180) working days
out of each twelve (12) month period, this will require that they be employed for at least 1,250 hours of
service during those one hundred eighty (180) working days, or whatever number of working days are
actually worked during the twelve (12) month period.
Any eligible employee who is entitled to the leave referred to above shall be entitled to continuation of
health benefits and all other insurance benefits, as well as accrual of sick leave and/or other leave
benefits during the period of leave, under the same terms and conditions as are provided to the
employee prior to taking the leave. Any increase in premiums or deductibles that apply to active
employees shall also apply to employees on FMLA leave. Any employee who fails to pay his required
share of premium may be dropped from coverage under the group health plan. The District shall
provide the employee a notice that coverage will be dropped at least fifteen (15) days before coverage
will cease.
Any employee who is eligible for this leave and takes the leave is entitled to an equivalent position with
equivalent pay, benefits, and conditions of employment upon return to employment so long as the
employee can continue to perform all the essential functions of the position.
This leave is not to be considered as leave in addition to other leave granted to the employee by School
District policy for which the employee is otherwise eligible, but is intended only to supplement that
leave to the extent it does not otherwise provide for twelve (12) weeks of leave. In other words, to the
extent that any eligible employee would be entitled to receive sick leave, maternity leave, or personal
leave pursuant to other applicable School District policies, then the eligible employee must use the
sick/personal leave benefits granted under other applicable District policies and only in the event that it
does not provide the eligible employee with twelve (12) weeks of leave would the employee be able to
use the leave granted under this policy. The leave for which the eligible employee may qualify under
the provisions of this policy will not exceed twelve (12) weeks inclusive of the leave utilized under
other District policies for any of the above described leave situations. (For example, if due to the
illness of an employee, an employee desires to take leave for a period up to twelve (12) weeks and the
employee has available six (6) weeks of sick leave which could be utilized for this leave, then the
employee would be required to use the six (6) weeks of available sick leave and thereafter would
qualify for six (6) weeks of unpaid leave pursuant to this policy. If the employee had available up to
twelve (12) weeks of personal/sick leave which could be utilized, then this policy would not apply).
LIMIT ON CHILD CARE BENEFIT
The family leave benefit applicable to the birth, adoption, and foster placement for child care ends after
(1) the child reaches age one; or (2) twelve months after adoption or placement.
When both spouses are employed by the School District, the combined amount of leave for birth,
adoption, and illness of a parent may be limited to a total of twelve (12) weeks. This limitation is not
applicable to leave for personal illness and illness of a spouse or child.
20
PLANNED MEDICAL LEAVE
In the event an eligible employee employed principally in an instructional capacity (teacher or teacher's
aide) requests leave due to a serious health condition or to care for someone with a serious health
condition, and the employee would be on leave for greater than twenty percent (20%) of the total
number of working days in the period during which the leave would extend, the District may require
that such employee elect either:
1.
to take leave for periods of a particular duration, not to exceed the duration of the planned
medical treatment; or
2.
transfer temporarily to an available alternative position offered by the School District for
which the employee is qualified and that (1) has equivalent pay and benefits; and (2) better
accommodates recurring periods of leave than the regular employment position of the
employee.
REQUEST FOR LEAVE NEAR THE CONCLUSION OF THE SEMESTER
1. In the case of an employee principally employed in an instructional capacity (teacher or
teacher's aide), if the eligible employee begins leave more than five (5) weeks prior to the end
of the academic term, the District may require the employee to continue taking leave until the
end of such term if:
A. the leave is of at least three (3) weeks duration; and
B. the return to employment would occur during the three (3) week period before the end of
such term.
2.
If the eligible employee begins leave, which leave is granted for any of the permissible reasons
other than the employee's own serious health condition, and the leave period would
commence within the last five (5) weeks prior to the end of a semester, the District may require
the employee to continue taking leave until the end of such term if:
A. the leave is of greater than two (2) weeks duration; and
B. the return to employment would occur during the two (2) week period before the end of
such term.
3.
If the eligible employee requests leave for any reason other than the employee's own serious
health condition, which period would commence during the three (3) weeks prior to the end of
a semester and the duration of the leave is greater than five (5) working days, the District may
require the employee to continue to take leave until the end of such term.
4.
Whenever a teacher is required to extend his/her leave as provided for in Sections 1, 2 or 3
above, the "extra" leave required by the District does not count against the employee's twelve
(12) workweek entitlement.
DUTIES OF EMPLOYEE
In any case in which the reason for leave is due to the necessity of the employee to care for the spouse,
son, daughter, or parent of the employee or because of the serious health condition that makes the
employee unable to perform the functions of his/her position, the employee:
21
1.
shall make a reasonable effort to schedule the treatment so as not to unduly disrupt the
operations of the District, subject to the approval of the health care provider; and
2.
shall provide the School District with timely oral or written notice, such notice to be not
less than thirty (30) days before the date the leave is to begin, of the employee's intention
to take leave under such provision, except that, if the date of the treatment requires the
leave to begin in less than thirty (30) days, the employee shall provide such notice as soon
as practicable. “As soon as practicable” means the day the employee learns of the need
for the leave or the next business day. If the employee does not give at least 30 days’
notice, the District may ask for an explanation, and the employee must respond. If an
employee fails to give proper notice, the District may delay or deny leave.
In any case in which the necessity for leave under the section entitled “Service Member Family Leave”
is foreseeable, whether because the spouse, or a son, daughter, or parent, of the employee is on covered
active duty, or because of notification of an impending call or order to covered active duty, the
employee shall provide such notice to the employer as is reasonable and practicable.
SCHOOL DISTRICT RESPONSE: ELIGIBILITY NOTICE AND RIGHTS AND
RESPONSIBILITY NOTICE
The District shall notify the employee of eligibility within 5 business days of the employee’s request or
of the District learning that leave may be covered by FMLA, unless there are extenuating
circumstances. The notice may be oral or written, and must inform the employee if he or she is eligible.
If the employee is not eligible for FMLA leave, the eligibility notice must specify at least one reason
why the employee is not eligible.
The District must also give notice to the employees of their rights and responsibilities. The District may
use a single form (including U.S. Department of Labor forms) for both the eligibility notice and the
rights and responsibility notice.
CERTIFICATION
The District may require that a request for leave to care for a relative with a serious health condition or
because of the employee's own serious health condition, or a request for service member family leave,
be supported by a certification issued by the health care provider of the eligible employee or of the son,
daughter, spouse, or parent of the employee, or in the case of service member family leave, of the next
of kin of an individual, as appropriate. The District must request the certification within 5 business
days after the employee requests leave. The District must give the employee at least 15 calendar days to
provide the certification. This may be done through the rights and responsibilities notice. It is the
employee’s responsibility to provide the District with a complete and sufficient certification. The
employee shall provide a copy of such certification to the Superintendent, or his or her designee. The
employee shall be responsible for the cost of such certification or re-certification.
If the certification is incomplete or insufficient, the District must notify the employee in writing of what
additional information is needed, and must give the employee at least 7 calendar days to cure any
deficiency in the certification. A certification is incomplete if an entry is blank, and is insufficient if
information is vague, ambiguous or non-responsive. The District may deny FMLA leave if the
deficiencies in the certification are not corrected, or there is no resubmitted certification.
The District may contact the health care provider for authentication (i.e., verifying that the health care
provider completed and signed the certification) or clarification (i.e., understanding the handwriting or
understanding the meaning of a response) but only after giving the employee a chance to clarify. The
District superintendent, business manager, human resources manager or leave administrator (but not
the employee’s direct supervisor) may contact the employee’s health care provider.
22
Certification provided under this section shall be sufficient if it states:
1.
the date on which the serious health condition commenced; and
2. the probable duration of the condition; and
3.
the appropriate medical facts within the knowledge of the health care provider regarding the
condition; and
4.
if applicable, a statement that the eligible employee is needed to care for the son, daughter,
spouse, or parent and an estimate of the amount of time that such employee is needed to care
for the son, daughter, spouse, or parent; and
5.
in the case of the employee's own serious health condition, a statement that the employee is
unable to perform the functions of the position of the employee; and
6.
in the case of certification for intermittent leave or leave on a reduced leave schedule for
planned medical treatment, the dates on which such treatment is expected to be given and the
duration of such treatment, and a statement of the medical necessity for the intermittent leave
or leave on a reduced leave schedule.
Second Opinion: In any case in which the District has reason to doubt the validity of the certification
provided by the employee for leave for medical care or for medical reasons, the District may require, at
the expense of the District, that the eligible employee obtain the opinion of a second health care
provider designated or approved by the District concerning any information certified under this section
for such medical leave.
In any case in which the second opinion described above differs from the opinion in the original
certification provided under this section, the District may require, at the expense of the District, that
the employee obtain the opinion of a third health care provider designated or approved jointly by the
District and the employee. The opinion of the third health care provider shall be considered to be final
and shall be binding on the District and the employee.
The District can ask for recertification once every 30 days in connection with the employee’s absence.
If the original certification indicated that the condition will last more than 30 days and the leave
involves the absence of the employee, the District will not ask for recertification during the period
specified in that original certification. The District may ask for recertification every six months,
regardless of the peri8od specified in the certification.
DESIGNATION OF LEAVE AS FAMILY MEDICAL LEAVE
Within five business days of when the District has enough information to know whether leave is for an
FMLA qualifying reason (e.g. after getting a sufficient medical certification) the District will give
written notification to the employee that the leave is designated as family medical leave. The notice
must state whether the employee has FMLA time available and whether leave does or does not qualify
as FMLA leave. If the employee is out for a FMLA qualifying reason and the District does not learn of
the reason until the employee returns, the employee must give notice within two (2) days of his return
and the District will give notice of any FMLA designation within two (2) days thereafter. The District
may also provisionally designate leave as FMLA qualifying leave while awaiting receipt of medical
certification or a second or third medical opinion.
PENALTY FOR FAILURE TO RETURN
The District may recover the premium that the District paid for maintaining coverage for the employee
under the District’s group health insurance plan during any period of leave under this policy if:
23
1.
2.
the employee fails to return from leave after the period of leave to which the employee is
entitled has expired; and
the employee fails to return to work for a reason other than (1) the continuation, recurrence, or
onset of a serious health condition that entitles the employee to leave either to care for an
individual or on account of the employee’s own serious health condition, or (2) other
circumstances beyond the control of the employee.
Adopted: 1/20/98
Revised: 11/16/1
CODE: GCCAA: PM
CERTIFIED STAFF ILLNESS, BEREAVEMENT LEAVE,
AND RETIREMENT INCENTIVE
Certified employees shall be granted twelve (12) leave days per year for personal illness,
family illness and bereavement leave, accumulative to 160 days. In order to qualify for
personal or family illness leave benefits under this policy, the Board and/or its designee
reserves the right to require the employee to submit a personal affidavit and/or a physician's
statement verifying that the employee or member of the immediate family or someone
substantially under the care of the employee as approved by the superintendent or his/her
designee, was ill on the days claimed.
In the event of a death in the family or a person established as a significant other, as defined
in policy GCCAAC, to the employee, the benefits under this policy may be used for
bereavement leave. The Board or its designee reserves the right to require the employee to
stipulate the circumstances of the requested bereavement leave and approve such leave for a
"significant other". The Board and/or its designee also reserves the right to stipulate length of
bereavement leave per occurrence.
In the event the employee's absence is due to a work-related illness or injury for which the
employee is receiving worker's compensation benefits, the employee will be entitled to receive
sick leave only in the amount equivalent to the difference between the worker's compensation
benefit received and the regular salary the employee would have received had he/she elected
to take sick leave. For purposes of calculating the amount of sick leave used, any payment
used to supplement the worker's compensation benefit which is less than one-half day's salary
shall count as one-half day's sick leave for each day the benefit is received. In the event of
payment of sick leave prior to a determination by Workers compensation that an individual is
entitled to an award of Workers Compensation to the employee for wages, which
determination is made retroactive, the employee will be given the option of repaying to the
District any overpayment received by the employee for sick leave or, alternatively, having the
district withhold future sick leave payments until the overpayment is made up.
Based upon an agreement between the certified staff and the Board of Trustees (IBPS),
certified instructional and certified non-instructional staff who have 15 years of continuous
employment with the district, who have accumulated at least 60 days of sick leave and who
tender their notice to retire from the district on or before the 15th day of February in any given
year, will receive an incentive payment of fifty dollars ($50.00) per day for all sick leave days
accumulated by the employee beyond the 60th day up to including the 160th day of
accumulated sick leave. For example, a retiree with 80 accumulated sick leave days will
receive an incentive payment for the 20 days accumulated beyond the 60th day through the
80th day. This benefit shall remain in place for a period of three years from the beginning of
24
the 2012-2013 school term until February 16th, 2016, unless the Board of Trustees takes
additional action to modify or extend this incentive beyond February 16th 2016.
Adopted: 12/16/97
Revised: 1/16/01
Revised: 1/15/13
CODE: GCCAAB: PM
PERSONAL LEAVE
Each certified employee shall be entitled to two (2) days of personal leave per year,
not accumulative. This leave shall be for personal reasons at no cost to the employee.
Personal leave immediately preceding or immediately following regularly scheduled
school vacations will be allowed only with permission of the Board and/or its
designee. Such permission may be granted when, in the Board’s and/or its designee’s
judgment, the request is justifiable and adequate staffing of the district’s classrooms
and activities will not be jeopardized.
Personal leave shall be computed in increments of not less than one-half (1/2) days.
At the close of each fiscal year, the unused portion of personal leave shall be
transferred to the employee’s sick leave allowance, provided the maximum 160 days
accumulation shall not be exceeded.
Each certified employee may also request five (5) personal leave days for which the
employee pays the substitute cost or the rate of pay of a daily substitute if a substitute
is not needed. These days shall be pre-arranged and pre-approved with the
superintendent or his/her designee. The intent is that the additional personal days be
used only for special and/or significant reasons.
Adopted: 12/16/97
** This district does not have a policy of additional leave without pay which extends beyond the
two (2) days of personal leave and the five (5) days of personal leave for which the employee pays
the cost of the substitute, whether or not a substitute is needed; however, the superintendent, as
designated by the board, may grant additional days of leave with a complete dock of pay for each
granted day in extreme extenuating circumstances. Each such request will be considered on a
25
case by case basis and the decision to grant or deny such a request shall rest with the
superintendent.
CODE: GCI: PM
PROFESSIONAL LEAVE: CERTIFIED
Certified personnel shall be allowed up to ten (10) days of professional leave within a
two year period for the purposes of conference attendance, school visitations or other
activities directly related to instructional improvement.
Professional leave shall be approved by the building administrator if it is for school
purposes and is an expense to the building account. Approved leave that is for district
purposes and is an expense to central accounts shall require the approval of the
superintendent and/or his designee as well.
District personnel are encouraged to become actively involved in state and national
associations. Officers elected to any such association who must be absent as a result
of their duties with the group shall receive those days plus the allotment of ten days
every two years for other professional leave.
Certified personnel involved with student related activities, for which compensation is
provided by an agency other than School District no. 6, may be granted, if requested,
a maximum of three (3) days leave per year for which the current daily rate of a
substitute teacher’s salary will be deducted from the employee’s salary for such
absence(s). A maximum of two (2) additional days leave may be granted, if
requested, for which the full amount of the employee’s daily salary rate will be
deducted. Application for leave under the terms of this section must be submitted to
the building principal or supervisor. The principal or supervisor will attach his/her
recommendation to the request and forward it to the superintendent for final
determination. Total maximum number of days professional leave under this
provision shall not exceed five (5) working days per school year.
26
Adopted: 12/20/94
CODE: GCCAF-R: PM
SABBATICAL LEAVE
The School Board, upon recommendation of the Professional Development Committee, may
grant a sabbatical leave to certified classroom teachers, librarians, guidance counselors, and
speech pathologists, hereinafter called “teachers,” for the purpose of study toward attaining a
higher degree in the area in which the teacher is employed, guidance and counseling, or
school administration.
REGULATIONS
The following conditions shall apply:
a.
b.
c.
d.
e.
f.
A teacher applying for such leave shall have completed seven years of service in the
School District.
The applicant, if accepted, will receive one-quarter (1/4) of the salary based on the
teacher’s current position on the salary schedule.
A teacher on sabbatical leave may continue with the group health insurance program
during the leave. District contribution will continue as per current procedure.
Additional premiums, if any, shall be paid by the teacher in accordance with
arrangements made with the Business Office. The teacher shall sign a note for the
amount of premium to be paid by the District and collectable unless the terms of
paragraph (f) are met.
If applying for sabbatical leave, the teacher shall fully outline the program of study to
be undertaken. Failure to complete the approved program shall constitute a forfeiture
of any monetary benefits originally granted under this policy. Applications for
sabbatical leave must be submitted on or before March 1.
The number of leaves granted by the District shall be up to, but not exceeding, two
per year.
A teacher receiving sabbatical leave shall agree to return to the service of the School
Board for a period of three years. Failure to complete said term of service shall result
in the repayment of salary and benefits paid to or paid on behalf of the teacher during
the sabbatical leave. The teacher shall sign a note for the amount of salary and
benefits accrued during the sabbatical leave to be paid by the teacher and collectable
unless said teacher completes the three years of service; however, in the event of death
or disability, this note will be forgiven.
27
g.
h.
The teacher, upon return from sabbatical leave, shall be restored his/her former
position.
Candidates for sabbatical leave will be evaluated and selected by a committee
consisting of the following: two members of the School Board, two administrators
selected by the School Board and two teachers selected by the Cody Education
Association.
Adopted: 6/16/98
CODE: MC: GCCAFA
LEAVE OF ABSENCE OR SABBATICAL: PREPAID
All certified personnel may elect to take a guaranteed year sabbatical/renewal leave to
be used in any way that the employee chooses. This will be paid for by the employee
investing 10% of his/her salary over a ten (10) year period or 20% of his/her salary
over a five year period. The employee will arrange for his/her own investment plan
but must show the district documentation that this is being done when announcing
their intent at the beginning of the ten or five year period.
The district will guarantee the employee this sabbatical during the requested year
except for extreme circumstances which would make this year a hardship on the
district. The district will explain, in writing, what the circumstances are. The
sabbatical will then be granted for the following year. One year ahead of the final
approval date, the employee must, again, announce his/her intent. The district and
employee will agree on the year.
If the employee has decided not to take a sabbatical, he/she will inform the district of
this change in plan. After the year of leave, the individual will be granted his/her
original position back. In the event that the employee does not wish to continue in
the same position, he/she must go through the district transfer policy. All district
benefits (retirement, insurance, etc.) will continue to be covered on a 100% of the
salary basis by the district.
Adopted 8/29/95
28
CODE: GCCABB: PM
JURY DUTY/SUBPOENA LEAVE: CERTIFIED
Jury Duty -- Leaves of absence, with full pay, are allowed for jury duty. District
employees may not receive compensation from the District and for jury duty at the
same time. Should an employee wish to accept District pay while serving on jury
duty, compensation received by the employee for jury duty performed on contract
days must be endorsed and signed over to the District through the Business Office.
An employee who is dismissed from jury duty prior to 12:00 noon must report back to
his/her assignment.
The Superintendent may request that an employee be excused from jury service or
that the service be delayed if the special nature of the employee's qualifications or
assignment would make it difficult to secure an adequate substitute or if the timing of
the proposed jury service seriously disrupts the educational program of the District.
Subpoena -- Leaves of absence, with pay, shall be granted for an employee who is
subpoenaed to testify in an official proceeding except as provided below:
If the proceeding involves the employee as a person being grieved against or being the
griever for a non-District issue, leave shall be considered as being either personal leave
or leave without pay (divorce, criminal, IRS, etc.)
Any compensation received by the employee for subpoena purposes will be endorsed
and signed over to the District through the Business Office if the employee is paid by
the District.
Adopted: 12/16/97
29
CODE: GCCAD
MILITARY LEAVE
Military Leave entitlement shall be as follows:
1.
Any member of the Wyoming National Guard or United States military forces reserve
who is an officer or employee of this school district shall be given a military leave of
absence with pay, at the regular salary or wage which the employee receives, for not
to exceed fifteen (15) calendar days in any one (1) calendar year, to attend duly
authorized encampments, training cruises and similar training programs, in addition
to any other leave or vacation time to which the person is otherwise entitled. The
employee is requested, to the extent possible, to participate in training during the
summer when school is not in session. In the event an employee requests military
leave during school session, the Superintendent may request a letter from the
commanding officer stating that this special training is necessary and required for the
applicant and that such training cannot be obtained at any other time.
2.
Subject to subparagraph (a) below, any employee of the school district who has been
employed for one (1) year and who is a member of the National Guard or any other
component of the military forces of the State, a member of the reserve forces of the
United States, or who is inducted into military service of the United States, is entitled
to leave of absence from his employment, without pay, but without loss of seniority,
status, efficiency rating, vacation, sick leave or other benefits, while he/she is engaged
in active military training or service ordered or authorized by proper authority
pursuant to law exceeding fifteen (15) days in any calendar year. Such leave is in
addition to any other military leave or vacation time to which the officer or employee
may be entitled by law if the required military service is satisfactorily performed,
which is presumed unless the contrary is established.
a.
Upon completion of the service described in this paragraph 2, the employee
shall be reinstated to the employment position held at the time of entry into service or
a position of like status and pay if available, subject to the following conditions:
(i)
The position has not been abolished or the term thereof, if limited, has not expired;
30
(ii)
He/she is not physically or mentally disabled from performing the duties of the
position;
(iii)
He/she makes written application for reinstatement to the appointing authority
within thirty (30) days following release from the military service or within ninety (90)
days after discharge from hospitalization or medical treatment which immediately
follows the termination and results from, the service, but not to exceed one (1) year
and ninety (90) days after termination of service notwithstanding hospitalization or
medical treatment;
(iv)
He/she submits an honorable discharge or other release by proper authority
indicating his/her military service was satisfactory; and
(v)
Military service does not exceed four (4) years plus any period of additional service
imposed by law.
3.
Upon reinstatement, the employee shall have the same rights with respect to accrued
and future seniority, status, vacation, sick leave and other benefits, as if he/she had
been employed during the time of the leave. During the absence the school district
may discontinue its shares of payments for Social Security, insurance of any type, and
State retirement, unless the employee elects to contribute to the State retirement plan
during his/her absence, in which case the school district will likewise contribute its
share.
4.
Any employee shall have the right to maintain any group life, health or accident
insurance which other employees are participating in by furnishing to the school
district such sum as would equal that which would have been deducted from his/her
compensation for such coverage had he/she not been placed on military leave. The
employee must notify the school district of his/her election to continue insurance or
plan coverage at the time he/she enters service in the uniformed services.
5.
The above-described military leave shall be requested through the immediate
supervisor and shall be granted by the Superintendent or his/her designee. The
request shall be accompanied by a copy of the official orders to active duty. The
vacancy created by this leave may be filled by a substitute provided by the district.
Adopted: 4/20/99
31
CODE: GCC: PM
UNPAID LEAVE OF ABSENCE: CERTIFIED
The Board may grant to any certified employee who has completed seven (7) years
continuous years of service in the district a leave of absence without pay or benefits
for a period not to exceed one (1) year for any purpose the Board believes to be in the
best interest of the district. The request for such leave must be submitted by the
employee by April 15 of the year prior to the planned absence. The request may be
submitted at a later date only in the case of an emergency situation.
Such employee granted such leave with an expiration date which occurs at the end of
the school year shall notify the Board, in writing, not later than April 15, of said
employee’s intention to return to employment for the ensuing year, or the position
will be declared open.
Such employee granted such leave with an expiration date which occurs during a
school year shall notify the Board, in writing, not after than a date established by the
Board when such leave is approved, of said employee’s intention to return to
employment the next ensuing duty day after expiration of the leave, or the position
will be declared open.
Adopted: 7/21/93
32
CODE: GCCAAA: PM
SICK LEAVE BANK - CERTIFIED PERSONNEL
A sick leave bank will be established and maintained for all district certified staff members.
Participation shall be on a voluntary basis with employees who wish to participate initially contributing
two days of unused sick leave to the bank. Employees may join during the first thirty (30) days of each
school year, by contributing two days of their sick leave. When days in the bank drop to a balance of
fifty (50) days, those members wishing to continue in the bank will be required to contribute one
additional day on the appropriate authorization form. The ending balance of sick days for the school
year will carry over to the following year.
PURPOSE: The Sick Leave Bank is established to provide paid sick leave days for Sick Leave Bank
members who have exhausted all other leave available to them, which includes sick leave, personal
leave, docked personal leave and vacation days. The provision of Sick Leave Bank days to a Sick Leave
Bank participant is intended to provide assistance to employees with emergency or catastrophic illness
leave needs. Therefore, the Participatory Management Council will consider requests for Sick Leave
Bank days within the following parameters: emergency surgeries or non-elective surgeries, emergency
bed rest, serious debilitating disease, terminal illnesses, severe accidents or extreme severe illness,
emergency, or severe injury of a family member when no other attending family member is available
for assistance. The Sick Leave Bank days are not intended to cover elective surgeries, normal illnesses
such as flu or respiratory issues, doctor visits, normal or caesarian childbirth, post-child birth, elective
post-operative recovery, or other common and ordinary uses for employee sick leave.
The following guidelines will be followed in administering this program:
1.
2.
3.
4.
5.
6.
7.
8.
Only employees contributing to the bank will be eligible to request use of days from the bank.
Days donated to sick bank will be deducted from the individual’s available sick days.
Days contributed to the sick leave bank cannot be subsequently refunded. An employee’s rights to the sick
leave bank are discontinued upon termination of employment. An employee who is rehired may rejoin the
sick leave bank, on a voluntary basis, by contributing two more days of their sick leave during the first thirty
(30) days of the re-employment.
The sick leave bank may be used for personal illness and/or illness or death in the family as outlined above in
the sick leave bank purpose.
The sick leave bank will be administered by the Certified Participatory Management Council.
The sick leave bank committee shall review each case independently. The committee shall make reasonable
rules for the implementation of the bank; provided, said rules shall not be contrary to, or in conflict with, this
article or district policies.
An employee wishing to request days from the sick leave bank shall submit an authorized written request
form to the Superintendent’s secretary. The request may be made by another member of the family and/or an
administrator. A doctor’s statement must be submitted, in the case of illness, to the committee, along with the
request for withdrawal of days from the sick leave bank. The committee has the right to require a second
doctor’s opinion, at district expense, in warranted cases.
The committee shall only accept applications for two (2) or more consecutive days with a maximum of
twenty (20) days per application, not to exceed one hundred (100) days per year.
33
9.
Requests will be approved or denied by committee majority rule.
In the event you are facing a long-term medical-related absence, please refer to Policy GCCAB-R – Family and
Medical Leave Act (FMLA).
Adopted: 8/29/95
Revised: 7/18/07
SICK LEAVE BANK REQUEST FORM
Name of person requesting Sick Leave Bank days _______________________________
Please Print
Number of years as an employee of the district __________________________________
Is this your first request for days from the Sick Leave Bank? ________ If “no,” please explain
your past request(s), their length and purpose.
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Please state a clear reason for your current request of Sick Leave Bank days.
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
How many total days do you anticipate requesting? ________
Do you have a note from a doctor in support of this request ______________________?
The Participatory Management Council may require you to authorize a PMC representative
(generally this means the superintendent) to contact your doctor to obtain further information
related to your illness or medical leave request. Your signature below will indicate that you
authorize the PMC representative to request information regarding your illness or medical
emergency in order to determine your eligibility to be considered for Sick Leave Bank days.
I hereby authorize the doctor to release information to the PMC representative regarding my
illness or medical issue related to my request for Sick Leave Bank days.
34
____________________________________________________
Employee Signature
Date of this request _________________________________
CODE: GBI: PM
POLITICAL ACTIVITIES: ALL PERSONNEL
The Board recognizes that employees of the district have the same fundamental civic
responsibilities and privileges as other citizens. Among these are campaigning for an
elective or appointed public office and holding an elective or appointive public office.
Any employee who intends to hold or campaign for an elective or appointive public
office shall give timely notice to the superintendent, in writing, of the office which he
or she intends to seek, and an indication as to whether he or she wishes to continue
employment with the school district.
Upon request, such employee will meet with the superintendent to discuss the matter
of continued employment. If necessary, the superintendent will present a proposed
solution to the Board for consideration regarding continued employment. The
essential element to be determined by the Board is whether the activities proposed by
the employee are consistent with his or her services to the district and the best
interests of education.
In conjunction with campaigning, no employee shall use school district facilities,
equipment, or supplies; nor shall the employee use any time during the working day
for campaigning purpose.
Employees shall be permitted to campaign, be candidates for and serve if elected to
the Wyoming Legislature. The employee shall continue to receive school salary and
benefits, but will return all legislative salary to the school system. The employee may
retain the per diem allowance to cover living costs while serving in the Legislature.
However, no federal funds shall be used to pay any part of the employee’s salary or
benefits.
Adopted: 9/19/89
35
CODE: GBB: PM
STAFF INVOLVEMENT IN DECISION-MAKING
The Board wishes to encourage employee participation in the process leading to
decision making for the school district. From time to time this participation may
include work on committees, as appropriate to areas, programs and schools, in such
areas as:
Policy and regulations development;
Development of programs goals and objective;
Budget planning;
Facilities planning.
In the development of regulations and arrangements for the operation of the school
district, the superintendent should generally include at the planning stage those
employees or their representative who will be affected by such provisions.
The certificated staff shall be given full opportunity and encouragement to contribute
to curriculum development, with particular arrangements made for determining
curricular goals and objectives and the development of policies and regulations
pertaining to the instructional program.
Each principal shall maintain channels for conferring with both the certificated and
support staffs in establishing building policies and regulations.
The superintendent shall evolve with employees channels for the communication of
ideas and feelings regarding the operation of the schools. He shall weigh with care
the counsel given, especially by groups designated to represent large segments of the
staff, and shall inform the Board of such counsel in presenting recommendation for
Board action.
36
Adopted 12/16/97
CODE: GCLA: PM
PROFESSIONAL STAFF SCHEDULES AND CALENDARS
Work Year
The working year for the teaching staff will be set forth on the school calendar adopted by the Board.
The number of teaching days will conform with, but not be limited to, state requirements for the
number of instructional days.
Working Hours
Working hours for certified instructional and certified non-instructional support staff shall include a
total of 60 minutes per day outside of the regular day for classes. The building principal may schedule
the 60 minutes as 30 minutes before classes start and 30 minutes after classes end, 15 minutes before
classes begin and 45 minutes after classes end, or any other reasonable equivalent of time before classes
begin and end. The normal hours of duty for elementary schools shall be 15 minutes before classes
begin and 45 minutes after regular classes end.
On the last day of the school week, certified instructional and certified non-instructional staff may
depart from school after students and buses have departed.
In general, the Board expects its certified staff, including both teachers and administrators, to observe
the established day.
Administrators and supervisory personnel are expected to observe a daily schedule consistent with the
hours that the central office is open, extending this by the time required to discharge the responsibilities
of their positions. Schedules during the summer may be shortened as deemed appropriate by the
superintendent of schools.
Adopted: 12/16/97
Revised: 4/21/08
37
CODE: GCQA-R: PM
REDUCTION IN FORCE: CERTIFIED
When the Board determines that a reduction in the number of positions, subject areas,
grade levels and/or assignments of certified employees shall be made, due to reduced
enrollment, financial needs, a program change or other events beyond the control of
the board, the following provisions shall serve as guidelines to the superintendent in
making any recommendations concerning such certified employee reduction:
1.
The superintendent shall first consider and determine the appropriateness of
reducing staff through elimination of positions which have become vacant
through attrition (e.g. resignations, retirement);
2.
Following the considerations set forth in Paragraph One (1) hereinabove, the
superintendent shall consider the following factors when recommending to the
Board, layoff of certified employee(s);
3.
a.
Needs of the school district with respect to curricular, extra-curricular,
co-curricular and coaching assignments, and other duty assignments,
b.
Demonstrated proficiency in teaching performance and other duty
assignments,
c.
Certified employee’s certification area(s),
d.
Length of teaching experience in the school district,
e.
Length of teaching experience in the assigned subject area(s);
The Board, prior to making a decision to reduce staff may conduct an
investigation, form and consult a committee, or do any other act that would
aid its determination. Before deciding, the Board shall review and consider
the superintendent’s report and recommendation. The Board will then
determine whether a reduction is desirable, and if so, will further determine
38
what positions, subject areas, grade levels, and/or assignments should be
subject to the reduction.
4.
The superintendent, upon being notified by the Board of a desire to reduce
staff, and of the positions, subject areas, grade levels and/or assignments
subject to reduction, shall determine the individual certified staff members to
be released according to the method set forth herein.
In each position, subject area, grade level and/or assignment to have the number of
certified staff members reduced, initial contract teachers will be non-renewed before
continuing contract teachers are reduced. No continuing contract teacher will be
released if there is a position for which that teacher is qualified which is currently
occupied by an initial contract teacher.
RECALL
Unless otherwise terminated, a continuing or initial contract teacher released because
of a reduction in the number of teachers will be placed on a recall list for a period of
two (2) years after the date of such teacher’s release. After this period, the teacher
shall have no recall privileges.
When a vacancy occurs, the appropriate teacher as determined above, will be notified
by certified mail at the last known address of said teacher as reflected in said teacher’s
personnel file. Failure to accept the offer within ten(10) calendar days of the
postmark date, or five (5) calendar days if the postmark date is after July 31, shall
result in the teacher’s name being removed from the recall list. A teacher employed
under a teaching contract with another school district after July 31 of the school year,
will not forfeit recall status in the event the teacher declines a particular position
offered to fill a vacancy arising during the school year. However, the teacher must
respond appropriately, in writing, to the recall notice. It shall be the duty and
responsibility of each teacher on the recall list to inform the superintendent, in
writing, of any change of address.
The school district may offer teachers on the recall list work as a substitute teacher.
Employment as a substitute teacher on a short term basis, or, for a longer period of
time as in the case of a temporary vacancy, shall not terminate, extend, or in any
other manner affect the length of the recall period as it applies to said teachers.
Teachers released under this policy have no contract rights, are dismissed without
pay, and will not be entitled to years of experience, benefits, or leaves of any kind. If
recalled to service during the recall period, said teachers shall have restored all
previously accumulated rights, benefits, and leaves as such existed at the time of
suspension.
39
AFFIRMATIVE ACTION
Federal and state affirmative action requirements and other employment
requirements of law shall take precedence over this policy when in conflict.
Adopted: 6/15/82
Revised: 7/15/98
Revised: 6/20/00
CODE: GCKA: PM
VOLUNTARY TRANSFERS
All certified, non-supervisory positions declared open by the Board of Education shall
be posted in each school for a ten (10) day period to allow for current employees to
apply for a transfer. At the end of the posting period, all qualified applicants for a
transfer shall receive consideration. Current employees are not guaranteed the
position for which they desire transfer.
During the summer months, when school is not in session, it is the responsibility of
staff interested in a transfer to contact the superintendent’s office to ascertain open
positions. These shall be announced, specifically, by position.
Adopted: 12/16/97
40
CODE: ACA
SEXUAL HARASSMENT
All students and employees must be able to learn and work in an environment free from unsolicited
and unwelcome sexual overtures. Sexual harassment is deemed unacceptable conduct in the
employment and educational environment and will not be tolerated. It shall be a violation of this
policy for any student or employee of the school district to harass a student or an employee through
conduct or communication of a sexual nature as defined by this policy. This policy is equally
applicable to sexual harassment between supervisors and workers, between co-workers, between
students, and between students and employees. This policy shall be in force on and off school district
property, i.e., at school activities and/or school sponsored events that may occur away from school,
and whenever school employees have jurisdiction over students. This district will act to investigate all
complaints, either formal or informal, verbal or written, of sexual harassment and to discipline any
students or employee who sexually harasses a student or employee of this district. It is no defense to a
claim of sexual harassment that the alleged harasser did not intend to harass.
I.
Sexual Harassment Defined
For purposes of this policy, the following definitions shall apply:
Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, sexually
motivated physical conduct or other verbal or physical conduct or communication of a sexual
nature, including inappropriate or adverse conduct or communication directed to an
individual because of that individual’s sexual orientation (i.e., lesbian, gay, bisexual) when:
1.
Submission to that conduct or communication is made a term or condition, either
explicitly or implicitly, of obtaining or retaining employment, or of obtaining an
education; or
2.
Submission to or rejection of that conduct or communication by an individual is used
as a factor in decisions affecting that individual’s employment or education; or
3.
That conduct or communication has the purpose or effect of substantially or
unreasonably interfering with an individual’s employment or education, or creating
an intimidating, hostile or offensive employment or education environment.
Any sexual harassment as defined in Section I, when perpetrated on any student or employee
by any student or employee, will be treated as sexual harassment under this policy.
41
Sexual harassment may include but is not limited to:
1.
2.
3.
4.
5.
6.
7.
8.
II.
verbal harassment or abuse;
any pressure to engage in sexual activity;
inappropriate patting, touching or pinching;
intentional brushing against a student’s or an employee’s body;
demanding sexual favors accompanied by implied or overt promises of preferential
treatment with regard to an individual’s employment or educational status;
demanding sexual favors accompanied by implied or overt threats concerning an
individual’s employment or educational status;
any sexually motivated unwelcome touching; or
sexual violence which is a physical act of aggression that includes sexual act or sexual
purpose.
Reporting Procedures Re: Allegations of Sexual Harassment
Any person who believes s(he) has been the victim of sexual harassment by a student or an employee of
the school district, or any third person with knowledge or belief of conduct which may constitute
sexual harassment shall immediately report the allegations to an appropriate school district official as
designated by this policy. The district encourages the reporting party or complainant to use the report
form available from the principal of each school building or available from the district office.
In each school building. The verbal or written report of sexual harassment at the building
level may be given to either the building principal or to the Assistant Superintendent, whose
office is located at 919 Cody Avenue. The person to whom the report is made shall conduct
an investigation to follow up the report or, alternatively, if the report is made to the building
principal, the building principal may request investigation of the report by the Assistant
Superintendent. Any person to whom a report is made shall notify the principal of the
employee alleged to have committed the harassment or, in the case of a student, the building
principal, and the Assistant Superintendent of schools immediately upon receiving the report.
If the report was given verbally, the person to whom the report is made shall reduce it to
written form within 24 hours and forward it to the principal and Assistant Superintendent.
Failure to do so will result in disciplinary action. If the complaint involves the building
principal, the complaint shall be filed directly with the Superintendent or, if the complaint
involves the Superintendent, the complaint shall be filed directly with the Chairman of the
Board of Trustees.
District-wide. The School Board hereby designates the Assistant Superintendent as the
District Human Rights Officer to receive reports or complaints of sexual harassment from any
individual, employee, or victim of sexual harassment and also from the building principals
and/or other persons to whom reports may be made as outlined above. If any person would
prefer to report to an individual other than the Assistant Superintendent, the report may be
made to the Superintendent. The person to whom the report is made shall conduct an
investigation or, in the event the report is made to the Superintendent, he may delegate the
investigation of the report to the Assistant Superintendent to conduct the investigation. In the
event of any complaint involving the Superintendent, the complaint shall be filed directly
with the Chairman of the Board of Trustees.
Freedom from retaliation. Submission of a complaint or report of sexual harassment or
sexual violence shall not effect the individual’s future employment, grades, work assignments,
or subject complainant to retaliation of any kind.
Reporting. Use of formal reporting forms is encouraged but not mandatory.
42
This District will respect the confidentiality of the complainant and the individual(s) against whom the
complaint is filed as much as possible consistent with the District’s legal obligations and the necessity
to investigate any/all allegations of sexual harassment. Both the complainant and the alleged harasser
are strongly encouraged to keep the matter confidential. The District cannot and will not prevent
either from gathering information to support the claim or defend against the claim, however, the
district would urge both parties to exercise the utmost care and caution in gathering information in
order to keep the matter as confidential as possible.
III.
Investigations of Allegations of Sexual Harassment
It is the goal of this policy to have a process in place that is sensitive to the needs of the students and/or
employees as well as the rights of those against whom allegations have been made. All complaints,
both formal and informal, must be taken seriously and investigated by means of an Administrative
Procedure as developed by the Superintendent. No retaliation will be taken against individual(s)
involved in the investigation process.
IV.
Recommendations and Action(s) Taken
Upon determination that a complaint is valid, the Principal or, in the case of a District complaint, the
Assistant Superintendent/Superintendent, will take such action as appropriate based on the results of
the investigation.
The results of the investigation of each complaint filed under these procedures will be reported, in
writing, to the complainant by either the principal, in the case of a building-level complaint, or
Assistant Superintendent/Superintendent, in the case of a district-level complaint. The report will
document whether or not disciplinary action was taken as a result of the complaint. A copy of this
report will be placed in either:
a.
b.
the student files of both the complainant and the accused or
the personnel files of both the complainant and the accused.
In inconclusive cases in which no harassment can be proven against the accused or malice established
against the accuser, the incident report will remain in the files referred to above in order to fully
document the complaint so that any future occurrences may be examined in light of a possible pattern.
In inconclusive cases where there are no subsequent reports of similar incidents within five (5) years
from the date of the original report, the report, at the sole discretion of the Superintendent, maybe
purged from the file.
V.
Disciplinary Action
A substantiated charge against an employee of the District shall subject such employee to disciplinary
actions which may result but not be limited to verbal warnings, letters of reprimand, suspension with or
without pay, and dismissal.
A substantiated charge against a student shall subject that student to disciplinary actions including
verbal warnings, reprimand, counseling, and suspension or expulsion, consistent with the Student
Disciplinary Code.
Adopted: 11/15/05
43
CODE: ACA-E-2
SEXUAL HARASSMENT COMPLAINT FORM
Name of complainant: ___________________________________________________________
Date of complaint: ______________________________________________________________
Name of alleged harasser: ________________________________________________________
Date and place of incident or incidents:______________________________________________
______________________________________________________________________________
______________________________________________________________________________
Description of misconduct: _______________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Name of witnesses (if any): _______________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Evidence of harassment, i.e., letters, photos, etc. (attach evidence if possible):____________
______________________________________________________________________________
______________________________________________________________________________
Any other information: ___________________________________________________________
44
______________________________________________________________________________
I agree that all of the information on this form is accurate and true to the best of my
knowledge.
Signature: ______________________________________
Date: ___________________
Adopted: 11/15/05
CODE: GBEB
STAFF CONDUCT
The board reaffirms one of the oldest beliefs in education: One of the best methods of instruction is
that of setting a good example. The board expects that the staff of the district will strive to set the kind
of example for students that will serve them well in their own conduct and behavior which will
contribute toward an appropriate school atmosphere.
To that end, in dress, conduct, and interpersonal relationships, all staff should recognize that they are
being continuously observed by students and that their actions and demeanor will be reflected in the
conduct of the students.
The relationship between the teacher and the students should be one of cooperation, understanding,
and mutual respect. The teacher has a responsibility to provide an atmosphere conducive to learning,
and to motivating each student to perform to his/her capacity.
The teacher will strive to secure individual and group discipline, and should be treated with respect by
the students. The teacher should extend to students the same respect and courtesy which they, as staff
members, have a right to demand.
Although it is desired that teachers have a sincere interest in students as individuals, partiality must be
avoided and teacher-pupil friendship must be on a teacher-pupil basis.
Adopted: 1/20/98
45
CODE: ACA-R
ADMINISTRATION PROCEDURES FOR SEXUAL HARASSMENT
INVESTIGATION
1.
At such time as a student, employee or other individual reports an incident of
sexual harassment or conduct which the reporting party believes constitutes
sexual harassment to either the building principal, Assistant Superintendent, or
the Superintendent, the person to whom the report is made shall, if a verbal
report, encourage the complaining party to fill out the sexual harassment
complaint form. If the report is made to someone other than the Superintendent,
the principal or the Assistant Superintendent, shall provide that person either the
written report or shall reduce the verbal report to written form and, within
twenty-four (24) hours, forward it to the Superintendent.
2.
Within twenty-four (24) hours after the report is made, the person to whom the
report is made, if the principal or the Superintendent shall determine whether or
not they will investigate the complaint or assign it to Assistant Superintendent to
be investigated.
3.
The person who is responsible for conducting the investigation shall, within five
(5) days, attempt to contact all witnesses whom the reporting party believes can
provide information and/or evidence to support the claim of harassment. The
investigator shall attempt to get the witnesses to fill out the Witness Disclosure
Form.
4.
Within ten (10) days after the report, the investigator shall contact the alleged
harasser and notify him/her of the sexual harassment that has been alleged and
provide an opportunity for that individual to provide a response to the allegation
of sexual harassment. The investigator shall notify the alleged harasser not only
of the specific conduct alleged by the reporting party and/or alleged victim but
also of any conduct which supports the claim for sexual harassment or which
may support any defense of the alleged harasser which has been reported by
witnesses interviewed by the investigator.
46
5.
Within fifteen (15) days after the original report is made, the individual against
whom the complaint is made shall provide to the investigator, a response to the
allegations and any information, including names of witnesses, whom the person
against whom the complaint is made believes are supportive of his/her position.
6.
The investigator shall, within twenty (20) days, conduct such further
investigation as the investigator determines is appropriate and/or conduct such
meetings or conferences between the complainant and the person against whom
the complaint is made as the investigator feels is appropriate.
7.
Within twenty-four (24) days after the original report, the investigator shall
prepare a written report containing the results of the investigation of the
complaint and provide a copy to the principal, Assistant Superintendent and/or
Superintendent if they are not the investigator.
8.
Within four (4) days after receipt of the report, the investigating administrator
(principal, Assistant Superintendent, Superintendent) shall report the results of
the investigation to the complainant and the person against whom the complaint
was made. The report shall document whether or not disciplinary action was
taken as a result of the complaint.
9.
A copy of the report will be placed in either the student files of both the
complainant and the accused or the personnel files of both the complainant and
the accused.
10. Reference in this administrative procedure to the word “day” shall mean business
days.
11. The investigator may consult with such other sources, including other personnel
in the District and/or the school’s legal counsel as the investigator deems
appropriate, keeping in mind the need to keep the matter as confidential as
reasonably possible.
Adopted: 11/15/05
47
CODE: ACA-E-1
WITNESS DISCLOSURE FORM
Name of Witness: _______________________________________________________________
Position/Grade of Witness:
________________________________________________________
Date of Testimony, Interview: _____________________________________________________
Description of Incident Witnessed: _________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Any other information: ___________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
48
I agree that all of the information on this form is accurate and true to the best of my
knowledge.
Signature: ________________________________________________
Date: _________________________
Adopted: 11/15/05
CODE: GBEA-R
STAFF ETHICS
I.
GENERAL OBLIGATIONS
High standards of professional, moral, and ethical practices commonly recognized in human
relationships are essential to the teaching profession and are an integral part of this code.
Therefore:
1. A teacher's conduct shall embrace the dignity and prestige of the teaching profession.
2.
A teacher shall resist pressure made by an individual, agency, or organization which tends to
control or exploit the teacher's professional duties or responsibilities.
3.
A teacher shall accept non-professional type extra employment only when such employment is
compatible with the high ideals of teaching.
4.
A teacher shall recognize his/her obligation as a member of a professional team working
toward the fulfillment of the total educational needs of each individual pupil. This depends
upon the close cooperation of all members of the staff.
II. STAFF RELATIONSHIPS
The members of the teaching profession have obligations with respect to professional practice. These
obligations are shared employer-employee responsibilities based upon mutual respect and good faith.
1.
Accept the responsibility of understanding the total educational program and the relationship
of one segment of the program to the other.
2.
Cooperate with other staff members in the development and implementation of the total
program.
3.
Understand and cooperate with proper channels of authority and procedure.
4.
Apply for or accept employment only on the basis of competence.
5.
Cooperate in the development of school policies and assume professional obligation in this
respect.
49
6.
Abide by all terms of his/her contract.
7.
Accept the professional responsibility of maintaining a high level of service.
8.
Respect the professional reputation of other teachers.
9.
Participate in the teacher-pupil or teacher-parent relationships of another teacher only upon
the request of the teacher concerned, or through established channels of administration.
10. Encourage and assist other teachers to uphold the standards of professional practice herein
enumerated.
11. Recognize the professional aspects of democratic procedure in relationships with other
members of the profession.
III. TEACHER-PUPIL RELATIONSHIPS
The primary obligation of the teaching profession is to guide children, youth, and adults in the pursuit
of knowledge and skills, to prepare them in the ways of democracy, and to help them to become happy,
useful, self-supporting citizens. The ultimate strength of the nation lies in the social responsibility,
economic competence, and moral strength of the individual American.
Therefore, the teacher shall:
1. Deal justly and impartially with students regardless of their physical, mental, emotional,
political, economic, social, racial, or religious characteristics.
2.
Recognize the difference among students and seek to meet their individual needs.
3.
Encourage students to formulate and work for high individual goals in the development of
their physical, intellectual, creative, and spiritual endowments.
4.
Aid students to develop an understanding and appreciation, not only of the opportunities and
benefits of American democracy, but also of their obligations to it.
5.
Respect the right of students to have confidential information about themselves withheld
except when such release is made to authorized individuals or agencies or as required by law.
6.
Keep teacher-pupil relationships on a professional basis.
IV. TEACHER-COMMUNITY RELATIONSHIPS
The teaching profession occupies a position of public trust involving not only the individual teacher's
personal conduct, but also the interaction of the school and the community. Education is most
effective when these many relationships operate in a friendly, cooperative, and constructive manner.
Therefore, a teacher shall:
1. Adhere to a reasonable pattern of behavior accepted by the community for professional
persons.
2.
Perform the duties of citizenship, and participate in community activities with due
consideration for obligations to students, family and self.
50
3.
Discuss controversial issues from an objective point of view, thereby keeping classes free from
partisan opinions.
4.
Recognize that the public schools belong to the people of the community, encourage lay
participation in shaping the purposes of the school, and strive to keep the public informed of
the education program which is being provided.
5.
Work to improve education in the community and to strengthen the community's moral,
spiritual, and intellectual life.
6.
Work to foster and maintain a public opinion that will discriminate between the ill-trained,
poorly prepared teacher and the properly trained, fully qualified practitioner who is a
professional teacher in every respect.
7.
Respect the community in which employed and be loyal to the school system, community,
state and nation.
Adopted: 1/20/98
51
CODE: GBK-R: PM
GRIEVANCE PROCEDURES
I.
Definitions
1. As used in the Grievance Procedure:
a. Grievance: A grievance is an assertion by an aggrieved party that there has been a violation,
a misinterpretation, or inequitable application of any provision of board policy, rule,
regulation or procedure, or an assertion of discrimination on the basis of race, color,
national origin, sex, age, disability, or religion. The term “grievance” shall not apply to
matters of employment, continued employment (termination, dismissal or suspension),
content of evaluations, or any matter defined as a contested case under the Wyoming
Administrative Procedure Act.
Neither party nor its agent shall in any way harass, intimidate, or otherwise take reprisals
against any other employee by reason of participation or nonparticipation in the processing
of a grievance. A grievance may be withdrawn at any level if it is recorded in writing as
being withdrawn, and copies of the withdrawal notice(s) are given to all parties involved.
Once a grievance is withdrawn, that same grievance cannot be reopened.
b. Aggrieved Party: An aggrieved party is any employee or group of employees acting
collectively on their behalf of the school district who assert a grievance.
c. Supervisor: A supervisor is any employee with immediate supervisory and rating
responsibility over other employees.
2. Dispute means a potential grievance.
Section 1. Purpose. As problems may arise, good morale will be maintained by the
expeditious and sincere efforts of all individually concerned to work toward constructive
solutions in an atmosphere of courtesy and cooperation.
The purpose of this procedure is to secure, at the lowest possible administrative level, an
equitable solution to any problem as defined in the above grievance definition. As
appropriate at all levels the proceeding will be kept informal, expeditious and confidential.
Section 2. Non-limiting. Nothing herein contained shall be construed as limiting the
presently existent right of any school employee having a grievance to discuss the matter
informally with the appropriate member of the administration.
Section 3. Stages of Grievance Procedure
52
a. Informal Level
1. The person asserting a grievance must meet informally with the immediate
supervisor in an effort to resolve the dispute or grievance concern. A neutral
person (one neutral participant mutually agreed upon by the person with the
grievance and the supervisor) may be present to witness the meeting and be an
observer and recorder.
b. Level I
1. Problem identification: The aggrieved party will notify, in writing, his
supervisor of his or her grievance in sufficient detail so that the problem can be
fully understood. This document will constitute the complaint of grievance for
subsequent stages subject to written amendment or supplement.
The written grievance should state the nature of the perceived unfairness or the
specific practice(s), policy or policies, and/or procedure or procedures that were
alleged to be violated including the person or persons involved and time and
date of the event or events related to the grievance. The aggrieved person(s)
should also indicate the specific relief they request in order for the grievance to
be resolved.
2. Meeting: The supervisor will schedule a meeting within 10 school calendar days
for discussion of the grievance. If the grievance involves other district
employees who may be parties in interest, notice will be given such person or
persons and an opportunity afforded to be present at all sessions concerning the
grievance. All participants shall have the right to freely express their opinions
in an effort to resolve the matter informally and to the satisfaction of everyone.
3. Written Decision: A written decision will be made and filed within five days by
the supervisor.
4.
Directly Involving a Supervisor: In the event that the grievance directly
involves the immediate supervisor of the aggrieved party, the superintendent
shall act as the supervisor for the purpose of the Level I grievance procedure,
and in the event an appeals is necessary, the Level III procedure will be
followed.
c. Level II
1. Appeal: An appeal from the supervisor’s decision may be taken by any party in
interest within 10 school calendar days after the date of the written filing form
Level I by submitting a written notice of appeal by the party of interest in the
Level I grievance.
2. Meeting: A meeting will be held within ten school calendar days after the
receipt of the written notice of appeal by the superintendent. Unless waived by
the party filing the appeal, the superintendent shall give forty-eight hours of
notice regarding the time, date and place of the meeting to hear the grievance
appeal. The appeal shall include a copy of all materials and evidence previously
submitted and may include new materials in response to Level One.
53
3. Decision: A written decision of the superintendent will be made and filed
within ten school calendar days after the conclusion of the appeal meeting held
by the superintendent.
d. Level III
1. Appeal. An appeal by any party of interest for a hearing before the Board of
Trustees may be taken by filing a written notice within 10 days after the written
decision has been issued by the superintendent.
II. Miscellaneous
1.
The aggrieved person has the right to be present and may be represented by any persons of
his/her own choosing at all levels of the Grievance Policy.
2.
The administrator/supervisor has the right to be present and may be represented by one other
person of his/her own choosing at all formal levels of the Grievance Procedure.
3.
The number of days indicated at each level of the Grievance Procedure should be considered
as maximum; however, the time limits specified may be extended by mutual agreement of the
party who filed the grievance and the superintendent.
4.
All documents, communications, and records dealing with the processing of a grievance shall
be filed in the Superintendent’s Office separate from employee personnel files. This file shall
remain closed, except to the parties involved in a specified grievance.
5.
If a class action grievance is filed by persons representing different buildings or groups, or by
any person who is an immediate supervisor, then the processing of such grievance may
commence at Level Two.
6.
Failure of a person to advance a grievance claim to the next level within the required time
allotment shall constitute a forfeiture of the right to appeal the grievance to the next level.
Failure of the supervisor or superintendent to provide resolution within the established time
frames shall not limit the person advancing the grievance from appealing to the next level.
7.
Anyone who believes that he/she has been discriminated against has the option to file
complaints with the Office for Civil Rights, Region VIII, United States Department of
Education, Federal Building, Suite 310, 1244 Spear Blvd., Denver, Colorado 80204-3582
Adopted:
1/16/90
Revised: 4/15/08
54
GRIEVANCE FORM
GBK-R1
A grievance is an assertion by an aggrieved party that there has been a violation, a misinterpretation, or
inequitable application of any provision of board policy, rule, regulation or procedure, or an assertion
of discrimination on the basis of race, color, national origin, sex, age, disability, or religion. The term
“grievance” shall not apply to matters of employment, continued employment (termination, dismissal
or suspension), content of evaluations, or any matter defined as a contested case under the Wyoming
Administrative Procedure Act.
I, _______________________________________, am filing a grievance according to the policy and
regulations of the Grievance Policy, GBK, GBK-R.
Check the appropriate blank:
Level One, immediate supervisor
Level Two, superintendent
Level Three, Board of Trustees
_____
_____
_____
Statement of reason for filing of a grievance (please provide a clearly stated reason for the filing
including a description of the incident or event that you believe is a cause for a grievance resolution. (If
this space is too restrictive, please attach additional comments.)
_______________________________________________________________________________________
_______________________________________________________________________________________
_______________________________________________________________________________________
_______________________________________________________________________________________
_____________________________________________________________________________________
___________________________________________
Employee Signature
Date Received ________________
Date of Conference _________________
Site of Conference _____________
Time of Conference _________________
Those present at the conference include the following:
__________________________________
__________________________________
__________________________________
__________________________________
__________________________________
__________________________________
__________________________________
__________________________________
55
Comments, as necessary______________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
Resolution, if appropriate at the time of this meeting:
________________________________________________________________________________________________
________________________________________________________________________________________________
_______________________________________
Signature of Employee or Representative
____________________________________
Signature of Supervisor or Boar
CODE: GCQEA: PM
WYOMING RETIREMENT BENEFIT: CERTIFIED
Retirement of certified personnel shall be in accordance with statutes and regulations
pertaining to the Wyoming Retirement Act.
The district shall contribute up to a maximum of 14.12% of the certified employee’s
gross salary into the State Retirement System in that employee’s behalf. This may be
subject to change at any time.
Eligible certified personnel may apply for the district’s paid retirement program.
Adopted: 1/23/96
CODE: GCBG
WORKMEN'S COMPENSATION
In accordance with Wyoming Statute, the District employees required to be covered
are covered under Wyoming Workmen's Compensation and are entitled to the
prescribed benefits of the plan should they become injured while at work or sustain a
work related injury. All work or work-related injuries must be reported and filed in
compliance with guidelines established under Wyoming Workmen's Compensation
laws. The District, at its option, may cover other employees under Wyoming
Worker's Compensation also.
56
Adopted: 1/20/98
Park County School District #6
Teacher Evaluation System
Established 2010- 2011
Philosophy of Instruction
Student performance is increased as a result of high quality instruction. High quality instruction is the
result of the work of high quality teachers. A teacher’s planning and preparation, classroom
environment, and level of professional responsibility affect instruction.
Philosophy of Performance Evaluation
PCSD #6 believes the primary objective of an evaluation system is to improve instruction through
teacher growth and development and to facilitate a positive learning environment in which both
students and educators experience success, growth, and achievement.
Evaluation is a collaborative, continual improvement process based on clear expectations, and
objective data, in which competence is verified, areas of needed growth are identified, strengths are
assessed, and excellence is acknowledged. The evaluation should emphasize professional growth
in which employees are empowered to be reflective and self-directed.
Supervision and evaluation in PCSD #6 support the belief that each person is a unique individual,
whose differences allow him/her to demonstrate proficiency in District Teaching Standards in a
variety of ways. Supervisors are encouraged to recognize and support these differences.
The PCSD #6 evaluation system is aligned with the Wyoming Professional Teaching Standards
Board professional teaching standards and is research based and in accord with Charlotte
Danielson’s work in Enhancing Professional Practice: A Framework for Teaching.
PCSD #6 Teacher Evaluation System
Description of Performance Evaluation Cycle
Date
Track 1
Non-tenured
Track 2
Tenured
57
Track 3
Tenured
Professional
Growth
Track 4
Plan of
Assistance*
September
30
Professional
Development
Goals written and
approved
November
11
First Summative
Evaluation
Report
Professional
Development
Goals written and
approved
Professional
Development
Goals written and
approved
Summative
Evaluation
Report
Mid Year Review
of Professional
Growth Plan
Professional
Growth Plan
Evaluation
Report
(Continuing
contract)
January 15
April 5
April 15
Second
Summative
Evaluation
Report
Notification of
renewal
(Continuing
contract)
Plan of
Assistance goals
and activities
written by
administrator for
teacher
First Summative
Evaluation
Report
Second
Summative
Evaluation
Report
Notification of
renewal
Track 1 f or Non–tenured teachers will have the Components of Professional Practice
phased in over three years.
Year One – Components 1c, 1e, 2b, 2c, 2d, 2e, 3c, 3d, 4c, 4e, 4f
Year Two – All of year one plus components 1b, 1d, 1f, 2a, 3a, 4b
Year Three – All of year two plus components 1a, 3b, 3e, 4a, 4d.
The deadline for notification of renewal is April 15.
Track 2 and Track 3 for Tenured Teachers
Track 2: In any given year one third of the certified staff (combination of non-tenured
and tenured) will be evaluated using the formal, Summative Evaluation Report based on
the Domains and Components of Professional Practice.
Track 3: The other two-thirds of the tenured staff will be evaluated using the Professional
Growth Plan Evaluation Report, which is based on the individual teacher’s Professional
Growth Plan.
*Track 4 Plan of Assistance:
A teacher may be placed on a Plan of Assistance at any time during the evaluation cycle.
When a teacher is placed on a Plan of Assistance their current Professional Growth Plan
is suspended. They work on the assigned activities specific to their Plan of Assistance.
It is required that a teacher on a Plan of Assistance receives a minimum of two
summative evaluations each year. These evaluations may or may not be completed
according to the timeline in the chart. The deadline for completion of both summative
evaluations is April 5.
The deadline for notification of renewal is April 15.
Description of Performance Evaluation Procedures
Evaluation
Track
Track 1
Procedures
Professional Growth Plan required
58
Non-tenured
Track 2
Tenured
Track 3
Tenured
Professional
Growth Plan
Track 4
Plan of
Assistance
Two Summative Evaluation Reports required
All teachers new to the district are placed in this track for three years
(two years with previous Wyoming tenure and uninterrupted service)
and until they are proficient in all Domains and Components
Teachers new to the profession have fewer Domains and
Components in which to demonstrate proficiency during the first
year, adding more the second year and all Domains and Components
the third year.
To be placed on the Tenured or Professional Growth track the
teacher must demonstrate proficiency in all Domains and
Components
Professional Growth Plan required
One Summative Evaluation Report required
Teachers with three years of experience (two years with previous
Wyoming tenure and uninterrupted service) and who demonstrate
proficiency in all Domains and Components may be evaluated using
this track
Approximately one-third of all certified staff (non-tenured and
tenured) are evaluated using this track, rotating with the Professional
Growth Track on the alternate three years
Teachers are required to identify, have approved, write and
implement an expanded Professional Growth Plan in lieu of
participating in the cycle of evidence gathering and formal
observations in the classroom
A mid year conference on the Professional Growth Plan is required to
monitor progress.
One Professional Growth Track Summative Evaluation Report is
required (evaluation is based on the individual teacher’s Professional
Growth Plan rather than the Domains and Components)
Teachers with three years of experience years (two years with
previous Wyoming tenure and uninterrupted service) and who
demonstrate proficiency in all Domains and Components may be
evaluated using this track
Approximately two-thirds of all tenured staff are evaluated using this
track, rotating with the Tenured Track in a three year rotation
Current evaluation track and current Professional Growth Plan is
suspended when teacher is placed on a Plan of Assistance
Plan of Assistance is given to the teacher by their evaluator and
details the required growth/improvement activities
Two Summative Evaluation Reports required
To be placed on the Tenured or Professional Growth track the
teacher must demonstrate proficiency in all Domains and
Components
A teacher may be on a Plan of Assistance for not more than two
consecutive years. They must show significant improvement or be
recommended for termination of employment.
Tenured or non-tenured teachers may be placed on a Plan of
Assistance.
59
60
PARK COSCHOOL DISTRICT #6
ADMINISTRATOR SALARY SCHEDULE
2013-2014
STEP
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
ELEM
EL ASST
MS
MS ASST
HS
HS ASST ASSISTANT
PRINCIPAL PRINCIPAL PRINCIPAL PRINCIPAL PRINCIPAL PRINCIPAL
SUPT.
SPEC ED
DIR
BUSINESS ACTIVITIES
MANAGER
COORD
TECH
Policy:
COORD
(200 Days)
(200 Days)
(215 Days)
(200 Days)
(215 Days)
(205 Days)
(260 Days)
(200 Days)
(260 Days)
(210 Days)
(260 days)
78,490
79,690
80,890
82,090
83,290
84,490
85,690
86,890
88,090
89,290
90,490
91,690
92,890
94,090
95,290
96,490
97,690
98,890
100,090
72,955
74,155
75,355
76,555
77,755
78,955
80,155
81,355
82,555
83,755
84,955
86,155
87,355
88,555
89,755
90,955
92,155
93,355
94,555
81,455
82,655
83,855
85,055
86,255
87,455
88,655
89,855
91,055
92,255
93,455
94,655
95,855
97,055
98,255
99,455
100,655
101,855
103,055
73,775
74,975
76,175
77,375
78,575
79,775
80,975
82,175
83,375
84,575
85,775
86,975
88,175
89,375
90,575
91,775
92,975
94,175
95,375
83,005
84,205
85,405
86,605
87,805
89,005
90,205
91,405
92,605
93,805
95,005
96,205
97,405
98,605
99,805
101,005
102,205
103,405
104,605
75,100
76,300
77,500
78,700
79,900
81,100
82,300
83,500
84,700
85,900
87,100
88,300
89,500
90,700
91,900
93,100
94,300
95,500
96,700
98,925
100,125
101,325
102,525
103,725
104,925
106,125
107,325
108,525
109,725
110,925
112,125
113,325
114,525
115,725
116,925
118,125
119,325
120,525
75,750
76,950
78,150
79,350
80,550
81,750
82,950
84,150
85,350
86,550
87,750
88,950
90,150
91,350
92,550
93,750
94,950
96,150
97,350
81,455
82,655
83,855
85,055
86,255
87,455
88,655
89,855
91,055
92,255
93,455
94,655
95,855
97,055
98,255
99,455
100,655
101,855
103,055
71,435
72,635
73,835
75,035
76,235
77,435
78,635
79,835
81,035
82,235
83,435
84,635
85,835
87,035
88,235
89,435
90,635
91,835
93,035
75,625
76,825
78,025
79,225
80,425
81,625
82,825
84,025
85,225
86,425
87,625
88,825
90,025
91,225
92,425
93,625
94,825
96,025
97,225
Benefits Package:
g
Medical Insurance - The district will pay (monthly) $480 for Employee (EE) only / $1,030 for EE + spouse / $825 for EE + Child(ren) /
$1,354 for EE + family
(Participation in the WELLNESS PROGRAM will lower the premium withheld.)
Tax Sheltered Annuity - The district will contribute $350.00 monthly to a qualified Tax Sheltered Annuity.
Wyoming Retirement - District contributes 12.94% of the 14.62% for all district employees to the Wyoming Retirement System.
Considerations: Administrators shall be placed upon the ranges according to education, merit (evaluation) and experience as recommended by the
Superintendent and approved by the Board of Trustees.
Life Insurance - The District will pay the full premium for life insurance (with a face value of up to 150% of annual salary) purchased by the administrator
through his/her professional organization.
Any administrator that earns a specialist degree after employment shall receive an additional $1000.00 per year to the schedule.
Any administrator that earns a doctorate degree after employment, shall receive an additional $2,000.00 per year to the schedule.
Adopted: 7/17/13
GCBB
STEP
1
2
3
4
5
6
7
8
9
10
11
12
13
14
STEP
1
2
3
4
5
6
7
8
9
10
11
12
13
14
CUSTOD
MAINT
13.30
13.80
14.30
14.80
15.30
15.80
16.30
16.80
17.30
17.80
18.30
18.80
19.30
19.80
15.05
15.55
16.05
16.55
17.05
17.55
18.05
18.55
19.05
19.55
20.05
20.55
21.05
21.55
TRUCK
DRIVER
12.05
12.55
13.05
13.55
14.05
14.55
15.05
15.55
15 55
16.05
16.55
17.05
17.55
18.05
BLDG
SUPT/BD
SECRET SECRET
12.80
13.30
13.80
14.30
14.80
15.30
15.80
16.30
16.80
17.30
17.80
18.30
18.80
19.30
13.80
14.30
14.80
15.30
15.80
16.30
16.80
17.30
17.80
18.30
18.80
19.30
19.80
20.30
CLASSIFIED SALARY SCHEDULE
2013-2014
BUS
BRONC
MECH
CLASS SPEC ED
DRIVER
PARA-ED PARA-ED
DRIVER
13.60
14.10
14.60
15.10
15.60
16.10
16.60
17.10
17.60
18.10
18.60
19.10
19.60
20.10
14.65
15.15
15.65
16.15
16.65
17.15
17.65
18.15
18.65
19.15
19.65
20.15
20.65
21.15
14.30
14.80
15.30
15.80
16.30
16.80
17.30
17.80
18.30
18.80
19.30
19.80
20.30
20.80
12.05
12.55
13.05
13.55
14.05
14.55
15.05
15.55
16.05
16.55
17.05
17.55
18.05
18.55
12.30
12.80
13.30
13.80
14.30
14.80
15.30
15.80
16.30
16.80
17.30
17.80
18.30
18.80
SIGN
INTER
13.80
14.30
14.80
15.30
15.80
16.30
16.80
17.30
17.80
18.30
18.80
19.30
19.80
20.30
CROSS PARA-PRODISTRICT ASST. DIST. O.T. ASST. MASTER HEAD
POWER
ASST
GUARD
ACCOUNT ACCOUNT
MECH. CUSTOD SCHOOL TECH DIR
10.95
11.45
11.95
12.45
12.95
13.45
13.95
14.45
14 45
14.95
15.05
15.55
16.05
16.55
17.05
17.55
18.05
18.55
18 55
19.05
19.55
20.05
20.55
21.05
21.55
15.65
16.15
16.65
17.15
17.65
18.15
18.65
19.15
19 15
19.65
20.15
20.65
21.15
21.65
22.15
13.30
13.80
14.30
14.80
15.30
15.80
16.30
16.80
16 80
17.30
17.80
18.30
18.80
19.30
19.80
21.00
21.50
22.00
22.50
23.00
23.50
24.00
24.50
24 50
25.00
25.50
26.00
26.50
27.00
27.50
19.05
19.55
20.05
20.55
21.05
21.55
22.05
22.55
22 55
23.05
23.55
24.05
24.55
25.05
25.55
14.30
14.80
15.30
15.80
16.30
16.80
17.30
17.80
17 80
18.30
18.80
19.30
19.80
20.30
20.80
65,080
66,120
67,160
68,200
69,240
70,280
71,320
72,360
72 360
73,400
74,440
75,480
76,520
77,560
78,600
61,049
62,089
63,129
64,169
65,209
66,249
67,289
68,329
68 329
69,369
70,409
71,449
72,489
73,529
74,569
ELL
PARA
12.80
13.30
13.80
14.30
14.80
15.30
15.80
16.30
16.80
17.30
17.80
18.30
18.80
19.30
MAINT
SUPER
54,362
55,402
56,442
57,482
58,522
59,562
60,602
61,642
61 642
62,682
63,722
64,762
65,802
66,842
67,882
TECH
ASST
Policy: GCBAD
FOOD
SERVICE
18.39
18.89
19.39
19.89
20.39
20.89
21.39
21.89
22.39
22.89
23.39
23.89
24.39
24.89
TRANS
SUPER
11.85
12.35
12.85
13.35
13.85
14.35
14.85
15.35
15.85
16.35
16.85
17.35
17.85
FOOD
SERVICE
DIRECTOR
53,327
54,367
55,407
56,447
57,487
58,527
59,567
60,607
60 607
61,647
62,687
63,727
64,767
65,807
66,847
55,728
56,768
57,808
58,848
59,888
60,928
61,968
63,008
63 008
64,048
65,088
66,128
67,168
68,208
69,248
Medical Insurance - For those who qualify, the district will pay (monthly) $480 for Employee (EE) only / $1,030 for EE + spouse / $825 for EE + Child(ren) / $1,354 for EE + f
Participation in the WELLNESS PROGRAM will lower the premium withheld.
Wyoming Retirement - District contributes 12.94% of the 14.62% for all district employees to Wyoming Retirement System.
Adopted: 7/17/13
Park County School District #6
OCCUPATIONAL THERAPIST
2013-2014
SALARY SCHEDULE NOT TEACHING CONTRACT
Bachelors
Masters
STEP 1
$49,722.00
$51,022.00
STEP 2
$50,697.00
$51,997.00
STEP 3
$51,672.00
$52,972.00
STEP 4
$52,647.00
$53,947.00
STEP 5
$53,622.00
$54,922.00
STEP 6
$54,597.00
$55,897.00
STEP 7
$55,572.00
$56,872.00
STEP 8
$56,547.00
$57,847.00
STEP 9
$57,522.00
$58,822.00
STEP 10
$58,497.00
$59,797.00
STEP 11
$59,472.00
$60,772.00
STEP 12
$60,447.00
$61,747.00
STEP 13
$61,422.00
$62,722.00
STEP 14
$62,397.00
$63,697.00
STEP 15
$63,372.00
$64,672.00
STEP 16
$64,347.00
$65,647.00
Benefits Package:
Medical Insurance - The district will pay (monthly) $480 for Employee (EE) only
$1,030 for EE + spouse / $825 for EE + child(ren) / $1,354 for EE + family
(Participation in the WELLNESS PROGRAM will lower premium withheld)
Wyoming Retirement - The District contributes 12.94% of the 14.62%
for all district employees to Wyoming Retirement System.
Adopted: 7/17/13
SCHOOL PSYCHOLOGIST
2013-2014
SPECIAL EDUCATION
CONTRACT (With Benefits) - Not to exceed 200 working days
SALARY SCHEDULE:
STEP 1
$67,284.00
STEP 2
$68,384.00
STEP 3
$69,484.00
STEP 4
$70,584.00
STEP 5
$71,684.00
STEP 6
$72,784.00
STEP 7
$73,884.00
STEP 8
$74,984.00
STEP 9
$76,084.00
STEP 10
$77,184.00
Benefits Package:
Medical Insurance - The district will pay (monthly) $480 for Employee (EE) onl
$1,030 for EE + spouse / $825 for EE + child(ren) / $1,354 for EE + family
(Paricipation in the WELLNESS PROGRAM will lower premiums withheld.)
Wyoming Retirement - The District contributes 12.94% of the 14.62%
for all district employees to Wyoming Retirement System.
Adopted: 7/17/13
TEACHER SALARY SCHEDULE
2013-2014
LANE
STEP
19
18
17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
A
BA
51,575
50,600
49,625
48,650
47,675
46,700
45,725
44,750
43 775
43,775
B
BA+15
54,625
53,650
52,675
51,700
50,725
49,750
48,775
47,800
46,825
45,850
44 875
44,875
C
BA+30
57,675
56,700
55,725
54,750
53,775
52,800
51,825
50,850
49,875
48,900
47,925
46,950
45 975
45,975
D
BA+45
59,750
58,775
57,800
56,825
55,850
54,875
53,900
52,925
51,950
50,975
50,000
49,025
48,050
47 075
47,075
E
MA
62,800
61,825
60,850
59,875
58,900
57,925
56,950
55,975
55,000
54,025
53,050
52,075
51,100
50,125
49,150
48 175
48,175
F
MA+15
63,900
62,925
61,950
60,975
60,000
59,025
58,050
57,075
56,100
55,125
54,150
53,175
52,200
51,225
50,250
49 275
49,275
Policy: GCBAB:PM-1
G
MA+30
H
MA+45
69,025
68,050
67,075
66,100
65,125
64,150
63,175
62,200
61,225
60,250
59,275
58,300
57,325
56,350
55,375
54,400
53,425
52,450
51 475
51,475
66,950
65,975
65,000
64,025
63,050
62,075
61,100
60,125
59,150
58,175
57,200
56,225
55,250
54,275
53,300
52,325
51,350
50 375
50,375
I
MA+75
70,125
69,150
68,175
67,200
66,225
65,250
64,275
63,300
62,325
61,350
60,375
59,400
58,425
57,450
56,475
55,500
54,525
53,550
52 575
52,575
Certified Benefit Package
Medical Insurance - The District will pay $480 for Empoyee (EE) only; $1,030 for EE + spouse; $825 for EE + child(ren); and $1,353 for EE + family
Wyoming Retirement - District contributes 12.94% of the 14.62% for all district employees to Wyoming Retirement System.
185 Teacher Days
Adopted: 7/17/13

ADMINISTRATOR PARK COUNTY SCHOOL DISTRICT No. 6 BOARD OF EDUCATION POLICY

Transcription

Similar documents

bad weather 2 - Tamaqua Area School District

Greece School Board to Fire Chief

Michael Pachelo

Math Tier 2

2010-2013

Superintendent

creating a vision for nebraska`s future

Hanna Interviews Harry Harutunian

Today Spring, 2016 - Northmont City Schools