JOINT SCHOOL DISTRICT #252 POLICY MANUAL
SECTION A THE DISTRICT - ITS MISSION 1 AA School District Legal Status 2 AB The People and Their School District 5 AC Non Discrimination 6 AD Educational Philosophy 7 AE Philosophy of District #252 8 AE.A Ririe School District Curriculum Alignment & Accountability 8.1
SECTION B SCHOOL BOARD GOVERNANCE AND OPERATIONS 9 BA Board of Trustees Legal Status 10 BB School Board Elections 13 BC Organization of the Board 14 BD Conduct of Trustees 15 BE Limitations of Authority of Trustees 16 BF Meetings of the Board of Trustees 17 BG Board/Superintendent Relationship 21 BH School Attorney 22 BI Policy Adoption 23 BJ Policy Dissemination 24
SECTION C ADMINISTRATION 25 CA Administration Goals 26 CB School Superintendent 27 CC Administrative Organizational Plan 30 CD Administrative Staff 31 CE Policy Implementation 35 CF Temporary Administrative Arrangements 36 CG Certified Staff Evaluations 37 CH Probation for Certified Staff 39 CI Administrators Time Commitment 40 |
SECTION D PERSONNEL 41 DA Personnel Policies Goals 43 DB Code of Ethics of the Idaho Teaching Profession 44 DC Performance Responsibilities of Certified Personnel 48 DD Recruitment, Selection and Appointment of 54 Certified Personnel DE Assignment, Reassignment or Transfer of Certified Personnel 56 DF Staff Conflicts of Interest 57 DG Performance Evaluations Procedure for Certified Personnel 58 DH Continuing Contract Status 59 DI Probation of Certified Personnel 60 DJ Records for Certified Personnel 61 DK Professional Growth 62 DL Staff Meetings for Certified Personnel 63 DM Reduction in Force 64 DN Salary Schedule Placement for Certified Personnel 65 DO Benefits 66 DP Travel Reimbursement 69 DQ Leaves and Absences for Certified Personnel 70 DR Staff Participation in Political Activities 71 DS Staff Participation in Community Activities 72 DT Staff conduct and Protection 73 DU Sexual Harassment 75 DV Drug Free Work Place 79 DW Employee Alcohol and Controlled Substance 82 Testing Procedures DX Communicable Disease 84 DY Support Staff 87 DYA Performance Responsibilities of District Secretary 87.1 DYB Performance Responsibilities of Elementary School Secretary 87.3 DYC Performance Responsibilities of Computer Lab Aide 87.5 DZ Classifications and Status of Classified Personnel 88 DAA Hiring Procedures for Classified Personnel 89 DAB Personnel Files of Classified Personnel 90 DAC Vacations and Holidays for Classified Personnel 91 DAD Compensation for Extra Services 92 DAE Sick Leave Bank Guidelines 93 DAF Resignation 96 DAF.A Teacher Checkout 96 DAG Jury Duty 97 DAH Absence Without Pay 98 DAI Workday 99 DAJ Bereavement Leave 99 DAK Elementary Discipline 100 DAL Disciplinary Action Procedures for Middle School and 103 High School DAM Teacher Evaluation Forms 104 DAN Employees Grievance Policy & Procedures 110 |
SECTION E STUDENTS 113 EA 90% Attendance Policy Ririe School District #252 114 EA.1 Attendance 115 EA.A Dual Enrollment 119 EA.B Out-of-District Policy 122 EA.C Homeless Students Policy 123.1 EB Education and Discipline 124 EC Searches, Seizures and Interviews 133 ED Student Dress Code 136 EE Student/Staff Relations 137 EF Student Sexual Harassment Policy 138 EF.A Hazing, Harassment, Intimidation, Bullying Policy 140.1 EG Student Drug and Alcohol Policy 141 EH Student Welfare 144 EI Management of Student Records 148 EJ School Sponsored Publications 151 EK Student Conduct on District School Buses 153 EL Student Activities 155 EM Athletics, Cheerleading and Drill Team 160 EN Promotion & Retention of Students 164 EO Weapons Policy 166 EP Gang Activity Policy 167 EQ Release Time Program for Religious Instruction 168 ER Student Cars 170
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SECTION F INSTRUCTION AND EDUCATION 171 FA Academic Achievement 172 FA.A Special Education 174 FB Testing and Measurement Program 175 FC Curriculum Review, Development and Selection 176 FC.A Internet Policy-Rules & Acceptable Use 176.1 FD Instructional Materials 177 FD.A Student Promotion and Retention Policy 178 FE Graduation 179 FF Field Trips 181 FG Advanced Placement Courses 182 FG.A IDLA - Idaho Digital Learning Academy Courses 182.1 FH Academic Awards and Recognition 183
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SECTION G FISCAL MANAGEMENT 184 GA The Goal of Fiscal Management 185 GB Annual Budget 186 GC Budget Implementation 189 GD Accounting and Reporting System 190 GE Inventories 192 GF Purchasing 193 GG Payment Claims 195 GH Payroll 196 GI Rental Fees and Service Charges 197 GJ Fund Security 198 GK School Properties Disposal Procedure 199
SECTION H SUPPORT SERVICES 200 HA Support Services 201 HB Emergency Precautions 202 HC Buildings and Grounds Management 205 HD Computer Services and Operations 206 HE Transportation 207 HF Food Services Management 209 SECTION I CHARTER SCHOOLS 210
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SECTION A
THE DISTRICT - ITS MISSION
AA SCHOOL DISTRICT LEGAL STATUS
AB THE PEOPLE AND THEIR SCHOOL DISTRICT
AC NON-DISCRIMINATION
AD EDUCATIONAL PHILOSOPHY
AE PHILOSOPHY OF DISTRICT #252 1
AA POLICY TITLE: SCHOOL DISTRICT LEGAL STATUS Public Education as a State Function
In the United States the basic control of public education is the responsibility of each state. In Idaho, the ultimate control of schools rests with the people of the whole state.
Following this principle of basic state control of education, the people of the State of Idaho have declared in the state constitution the fundamental educational policy of Idaho in the following words: "The stability of a republican form of government depending mainly upon the intelligence of the people, it shall be the duty of the legislature of Idaho, to establish and maintain a general, uniform and thorough system of public, free, common schools."
Idaho's Method of Exercising State Educational Authority
Although basic educational control rests with the people of the state, the people obviously cannot conduct the operation of the state school system directly and personally. They must act by designating agencies to act in their stead and by setting up the rules for the agencies to follow.
In the state of Idaho this has been done in the following ways:
•1. The people, acting through representatives in the constitutional convention, or by direct vote on constitutional amendments, have laid down the basic educational policy for the state constitution.
•2. Through the state constitution the people have required the legislature to establish a statewide public school system and authorized the legislature to make laws governing the system.
•3. Through the state constitution the people have established a State Board of Education to which they have given extensive powers to supervise the public school system under regulations prescribed by the legislature.
•4. Also through the state constitution the people have provided for a state educational administrative officer, the State Superintendent of Public Instruction, elected by the people on a partisan ballot.
•5. Through the state constitution, the people have directly prescribed powers concerning the control of students and teachers and the nature of what is to be taught. The public schools, it has been declared, shall be free. Admission or exclusion shall not be on the basis of religion. The teachers shall not be selected or rejected on the basis of religion. No distinction or classification shall be made among pupils on the basis of race or color. Sectarian, religious doctrines shall not be taught, and political and sectarian materials shall not be used.
•6. Finally, through the state constitution, the people have provided for a system of courts and law enforcement agencies and have required of the courts that they interpret the educational laws, and that the enforcement agencies carry out the court orders. 2
Relation of the School District to the State
The Chief agencies of the state responsible for the operation of the educational programs at the elementary and secondary education level and the implementation of the constitutional and statutory educational requirements are the local school districts with their boards of trustees. The statutes spell out the methods by which these districts shall be established and how they may subsequently be changed.
The school district, then, is the arm of the state, created by the legislature to act as a local agent for all of the people of the state in carrying out the state's educational business.
The members of the board of trustees of school districts are representatives both of the people, of the local community and of the state.
The school trustees, as a body, constitute the board of directors of the school corporation and hold very much the same place as the board of directors of any other corporation.
The Corporate Nature of the School District
Public school districts in Idaho have been made corporations by the state legislature. "Each school district, now or hereafter established, when validly organized and existing, is declared to be a body corporate and politic, and in its corporate capacity may sue and be sued and may acquire, hold and convey real and personal property necessary to its establishment, extension and existence. It shall have authority to issue negotiable coupon bonds and incur such other debt, in the amount and manner, as provided by law."
Legal Reference: Idaho Code, Section 33-301
As a corporation the school district has certain characteristics and is able to carry out certain functions in its own corporate name without involving legally the individual members of the board of trustees. The life of the district as a corporation is continuous; it lives on through the people of the community, although the membership of the board of trustees changes. As a corporation the district can make contracts without financially involving members of the board of trustees in individual fiscal responsibility.
GEOGRAPHICAL DISCRIPTION RIRIE JOINT SCHOOL DISTRICT #252
BEGINNING at the southeast corner of Sec. 33, Twp. 4 N., R. 41 EBM; thence east 8 miles to the northeast corner of Sec. 2, Twp. 3 N., r. 42 EBM; thence south 3 miles to the northwest corner of Sec. 24, Twp. 3 N., R. 42 EBM; which is at an approximate point where the section line intersects the Snake River; thence east approximately 1 mile along the Snake river to the West bank of the South Fork of the Snake River, which point is approximately to the northeast corner of Sec. 24, Twp., 3 N., R. 42 EBM; thence south in a meandering line along the west bank of the South Fork of the Snake River approximately 6 miles to a point where the river intersects the east section line of Sec. 18, Twp. 2 N., R. 43 EBM; thence south ½ mile, more-or-less to the southeast corner of Sec. 18, Twp. 2 N., R. 43 EBM; thence west 3 miles, more-or-less, to the northwest corner of Sec. 23, Twp. 2 N., R. 42 EBM; thence south 2 miles to the southeast corner of Sec. 27; Twp. 2 N., R. 42 EBM; Thence west 4 miles to the southwest corner of Sec. 30, Twp. 2 N, R. 42 3 EBM; thence north 7 miles to the northwest corner of Sec. 30, Twp. 3 N., R. 42 EBM; thence west 5 miles to the northwest corner of Sec. 29. Twp. 3 N., R. 41 EBM; thence south 1 mile, more-or-less, to the southwest corner of Sec. 29, Twp. 3 N., R. 41 EBM; thence east ¼ miles, more-or-less, to northeast corner of the northwest quarter of the northwest quarter (N W ¼ N W ¼) of section 32, Twp. 3 N., R. 41 EBM; thence south one mile to the southeast corner of the southwest quarter of the southwest quarter (S W ¼ S W ¼) of section 32, Twp. 3 N., R. 41 EBM; thence west ¼ mile to the southwest corner of section 32, Twp. 3 N., R. 41 EBM; thence north ½ mile, more-or-less, to the southeast corner of the northeast quarter (N E ¼) of section 31, Twp. 3 N., R. 41 EBM; thence west ½ mile to the center of section 31, Twp. 3 N., R. 41 EBM; thence north ½ miles to the north quarter corner of section 30, Twp. 3 N., R. 41 EBM, thence west 7 1//2 miles to the southwest corner of Sec. 24, Twp. 3 N., R. 39 EBM; thence north 1 mile to the northwest corner of Sec. 24, Twp. 3 N., R. 39 EBM; thence west ½ mile to the center line of Sec. 14, Twp. 3 N., R. 39 EBM; thence north 3 miles to the county line between Jefferson and Bonneville Counties; thence east 1 mile to the southeast corner of the southwest quarter of Sec. 36, Twp. 4 N., R. 39 EBM; thence north 2 miles to the northwest corner of the northeast quarter of Sec. 25, Twp. 4 N., R. 39 EBM; thence east ½ mile to the northeast corner of the northeast quarter of Sec. 25, Twp. 4 N., R. 39 EBM; thence south ½ mile to the southwest corner of the northwest quarter of Sec. 30, Twp. 4 N., R. 40 EBM; thence east ½ mile to the southeast corner of the northwest quarter of Sec. 30, Twp. 4., R. 4 N., R. 40 EBM; thence north 1 mile to the southeast corner of the northwest quarter of Sec. 19, Twp. 4., R. 40 EBM; thence east ¼ mile to the southeast corner of the southwest quarter of the northeast quarter of Sec. 19, Twp, 4 N., R. 40 EBM; thence north ½ mile to the northeast corner of the northwest quarter of the northeast quarter of Sec. 19, Twp. 4 N., R. 40 EBM; thence west ½ mile to the northeast corner of the northwest quarter of the northwest quarter of Sec. 19 Twp. 4., R. 40 EBM; thence south ¼ mile to the southeast corner of the northwest quarter of the northwest quarter of Sec. 19, Twp. 4 N., R. 40 EBM; thence west ¼ mile to the southwest corner of the northwest quarter of the northwest quarter of Sec. 19, Twp. 4 N., R. 40 EBM; thence north ½ mile to the northwest corner of the southwest quarter of the southwest quarter of Sec. 18, Twp. 4 N., R. 40 EBM; thence east 1 mile to the northeast corner of the southeast quarter of the southeast quarter of Sec. 18, Twp 4 N., R. 40 RBM; thence north on the east boundary line of Sec. 18, Twp. 4., R. 40 EBM; to where the same intersects the southwesterly bank of the South Fork of the Snake River in Sec. 18, Twp. 4 N., R. 40 EBM; thence following south and west bank of the South Fork of the Snake River in a generally southeasterly direction to a point where the Snake River intersects the section line common to Sections 26 and 23, Twp. 4 N., R. 40 EBM; thence east 5 miles, more-or-less, to the northeast corner of Sec. 28, Twp. 4 N., R. 41 EBM; thence south 2 miles to the point of beginning.
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AB POLICY TITLE: THE PEOPLE AND THEIR SCHOOL DISTRICT
A Board of Trustees is the legal entity for conducting a system of public education within the geographic area of a school district. The system was created by, and is governed by, state statutes. Members of the Board are, therefore, state officers chosen by citizens of the district to represent them and the state in the legislative management of public schools.
The Board of Trustees has the dual responsibility for implementing statutory requirements pertaining to public education and local citizens' desires for educating the community's youth. While the Board has an obligation to determine and assess citizens' desires, it is understood that when citizens elect delegates to represent them in the conduct of public education, they, at the same time, endow their representative with the authority to exercise their best judgment in determining policies, making decisions, and assuring procedures for carrying out the responsibility.
The Board, therefore, reaffirms and declares its intent to:
•1. Maintain two-way communications with citizens of the District.
•2. Establish policies and make decisions on the basis of declared educational philosophy and goals.
•3. Act as a truly representative body for citizens of the District in matters involving public educations.
Date of Adoption: July 1, 1995 Reviewed: November 2005
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AC
POLICY TITLE: NONDISCRIMINATION
The Board is committed to a policy of nondiscrimination in relation to race, religion, sex, age, national origin, and handicap. This policy will prevail in all matters concerning staff, students, the public, educational programs and services, and individuals with whom the Board does business.
In keeping with the requirements of federal and state law, this school district will strive toward nondiscrimination in any employment assignment and promotion of personnel, in educational opportunities and services offered students, in their assignment to schools and classes, in their discipline, in location and use of facilities, and in educational offerings and materials.
The Board encourages its staff to continually assess and work to improve human relations within the schools and to establish channels through which citizens can communicate their human relations concerns to the administration and the Board.
Date of Adoption: July 1, 1995 Reviewed: November 2005
Legal References:
TITLE VI, Civil Rights Act of 1964. TITLE VII, Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972. Executive Order 11246, as amended by E.O. 11375. Equal Pay Act, as amended by the Educational Amendments of 1972. TITLE IX, Educational Amendments of 1972. Rehabilitation Act of 1973. Education for All Handicapped Children Act of 1975.
6 AD POLICY TITLE: EDUCATION PHILOSOPHY
MISSION OF RIRIE JOINT SCHOOL DISTRICT #252
The Mission of Ririe Joint School District #252 is to provide a safe environment where students gain knowledge and skills, develop confidence, value lifelong learning, and become contributing members of our changing world.
Date of Adoption: July 1, 1995 Revised: October 7, 2008
VISION OF RIRIE JOINT SCHOOL DISTRICT #252
The Vision of Ririe Joint School District #252 is to provide positive collaborative partnerships between schools, families, and our community. Open and responsive communication channels will enable us to reach our educational objectives/goals.
Date of Adoption: July 1, 1995 Revised: October 7, 2008 7 AE
PHILOSOPHY OF DISTRICT #252
In this age of exploding knowledge, we recognize that we are merely starting students on a life-long journey of learning. We anticipate that our students will be adapting to ideas and roles that have not yet been articulated or invented. The focus of our teaching will need to reflect this fact: we must teach students how to think and how to seek answers. Enthusiasm for learning, a broad integrated knowledge base, critical thinking skills, and tools for problem solving are the essentials we envision each student needing to carry into the world of the future.
We also recognize that a year in the life of a student is a long time: enough to mold or break a self-image and a life-long attitude towards learning. Using a one-year time frame as our most important measurement, the Ririe School District accepts the responsibility of providing a consistently positive, nurturing, and challenging environment for each student in our district from pre-kindergarten to graduation. We will continually cultivate label-free opportunities for a student to become who he can be...to learn what he can learn.
With this basic underlying philosophy, the Ririe School District commits itself to an expectation of excellence. We will provide a learning community in which:
EACH STUDENT IS VALUED AND RESPECTED AS AN INDIVIDUAL and will have the opportunity to develop Self-esteem through success experiences Self-reliance and self-discipline An ability to cooperate as well as to compete Care and concern for others Respect for and acceptance of diversity Skills for responsible involvement and accountability in school and community EACH STUDENT IS CHALLENGED AND NURTURED AS A LEARNER and will have the opportunity to develop: A base of critical skills in all subject areas Basic information-gathering techniques Meaningful problem-solving techniques Understanding of concepts underlying events/facts An integration of knowledge of separate subjects Individual creative, expressive potential An ability to communicate effective/listen actively A base for success in further education or job training
We believe that each of these expectations is essential and achievable every year in every grade level of our school system. A varied enriched educational experience consistently given to Ririe School District students will become thinking, caring individuals who are prepared to assume responsible roles in a complex society.
This vision of the Ririe School District environment presumes a delicate partnership between schools, individual families, and our communities. The more open and responsive our communication channels are, the more realizable this educational philosophy will be.
Date of Adoption: July 1, 1995 Reviewed: March 2006 8 AE.A POLICY TITLE: RIRIE SCHOOL DISTRICT CURRICULUM ALIGNMENT AND ACCOUNTABILITY
Goals and Objectives:
•1. To improve the quality of administration, teaching and learning in the Ririe School District. •2. To use student achievement data for the ongoing improvement of the District's public education system such that students will meet or exceed Idaho's Achievement Standards. •3. To improve student preparation for postsecondary education and the workforce.
Curriculum and Instruction:
The overall structure for curriculum development in the district will be as follows:
Board of Trustees Superintendent Principals Teachers and Support Staff
1. The Board delegates to the Superintendent and his/her professional staff the responsibility for curriculum development, implementation, and evaluation. •a. The School Board has the legal responsibility for making final decisions within the framework of the state laws and State Board of Education regulations on curriculum. "The Board of Trustees...shall have the power to adopt and carry on, and provide for the financing of, a total educational program for the district..." (I.C. 33-512).
2. The Superintendent as executive officer of the Board is recognized as the educational leader with the responsibility for all phases of the school program. Specific responsibilities include, but are not limited to: Curriculum organization and development •a. Identify representatives from all stakeholder groups and invite them to participate in the implementation process. •b. Create and review a strategic plan for this district and determine whether it includes the implementation of standards for all students. Amend the strategic plan as necessary. •c. Coordinate the district's implementation process to ensure the district complies with the state requirements. 3. The building principals have the delegated responsibility for the implementation, monitoring and evaluation of the curriculum at the building level. Building principals also have responsibility for continuous instructional improvement. The Principals are responsible for: •a. Implementing the state standards and holding teachers accountable for their development into accountable for their development intro instruction. •b. Communicating with Grade Levels. •c. Grade level to grade level coordination across the school district. •d. Assisting in the implementation of state and district designed assessment measures. •e. Working with subcommittees to implement the curriculum and select appropriate instructional materials. •f. Using the result from the district or state adopted assessments to adjust, improve or terminate ineffective practices. 8.1 •g. Making recommendation for resource allocations based on the available data and curriculum priorities. 4. Grade Level Department Teams composed of certified staff will meet for the purpose of evaluating the district's curricula, developing objectives/strategies, and assessing student achievement. The teams; responsibilities will include, but may not be limited to the following: •a. Implement state standards into individual teaching strategies. •b. Follow administrators' recommendations for implementing state standards and assessments. •c. Define the roles and responsibilities and timelines for accomplishment of goals concerning state standards and assessments; reassess responsibilities and timelines, as appropriate. •d. Review the grade level or department curriculum to determine whether there exists a consistency in the curricula in five core content areas (as appropriate), as it is written, taught, tested, graded, and reported. •e. Review the grade level or department curriculum, as written, and the curricular materials and resources, and determine whether they are consistent. •f. Collect data from a variety of sources, including test results, and analyze and interpret the data to determine the current status of the district's alignment of curriculum and assessment. •g. Act on information accumulated and if necessary make needed changes.
Date of Adoption: January 10, 2007 8.2
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SECTION B
SCHOOL BOARD GOVERNANCE AND OPERATIONS
BA BOARD OF TRUSTEES LEGAL STATUS
BB SCHOOL BOARD ELECTIONS
BC ORGANIZATION OF THE BOARD
BD CONDUCT OF TRUSTEES
BE LIMITATIONS OF AUTHORITY OF TRUSTEES
BF MEETINGS OF THE BOARD OF TRUSTEES
BG BOARD/SUPERINTENDENT RELATIONSHIP
BH SCHOOL ATTORNEY
BI POLICY ADOPTION
BJ POLICY DISSEMINATION 9 BA POLICY TITILE: BOARD OF TRUSTEES LEGAL STATUS
The General Laws of the State of Idaho created a State Board of Education for the general purposes of supervision, control and government of the public school districts of the State further provide that local public school districts under the supervision of the State Board of Education shall be under the supervision of the State Board of Education shall be maintained, developed and operated by locally elected boards of trustees. Local boards of trustees derive their authority from the Idaho constitution, the General Laws of Idaho, and the regulations of the State Board of Education. In the absence of statutes or regulations, the local board of trustees has the authority to establish policy and direction.
Legal Reference: Idaho Code, Sections 33-101, 33-307, 33-501
POWERS AND DUTIES The Board shall make policy for the operation of the District consistent with the laws of the State of Idaho and the rules and regulations of the State Board of Education, and it shall oversee and exercise its best efforts to insure the proper conduct and management of the schools of the district.
Since the Board of Trustees is the governing body of the school district with full control over all the many phases of the school program, its attention is necessarily directed to planning, evaluating, and policy-making.
The following tasks are included among its major duties:
Administrative Direction Employ a superintendent, whose primary function is the execution of policies legislated by the Board, for a contracted term not to exceed three (3) years and who shall be the executive officer of the Board.
Delegate the interpretation of policy and the administration of regulations.
Require frequent, thorough reports from the Superintendent on the management and operation of the schools. The superintendent's report will include the following items: travel outside the district, expenses incurred, training, meetings and activities or events attended.
Revision adopted: July 9, 2001 Reviewed: December 14, 2005
Personnel
Adopt pay schedules.
Elect or reject new certificated employees recommended by the Superintendent.
Negotiate with staff on salary and benefits.
Adopt such policies as leave provisions, promotional provisions, etc. 10 Retain or terminate present certificated employees.
Retain an attorney-at-law for legal counsel and services in the affairs of the District.
Retain professional consultants, when such consultative services will be helpful in the improvement of the total program for School District #252.
Curriculum
Decide the general scope and nature of educational offerings.
Enforce the rules and regulations of the State Board of Education with respect to the instructional program.
Financial
Approve and adopt an annual budget.
Approve current expenditures.
Adopt regulations concerning accounting for school funds.
Decide the time, size, and sale of bonds.
Delegate responsibility for the investment of money.
Prepare policies for the purchasing and distribution of supplies and equipment.
Plant
Decide where, what, and how to build.
Employ architects.
Purchase, hold, and sell sites.
Employ contractors and or construction manager.
Provide custodial and maintenance services.
Provide adequate furnishings for buildings.
Approve access to buildings and facilities to community groups, and establish a policy of charges thereof. 11 |
Facility Expansion
Authorize the construction or remodeling of school buildings to meet the demands of the present and anticipated future student enrollments.
Provide the highest type of educational environment for students through the responsible expenditure of tax dollars.
Formulate long range plans for school facilities based on future enrollment projections.
Public Relations
Represent the school to the community and the community to the school.
Work for adequate financial support from all sources.
Establish policy that allows change to meet the needs of diverse population.
Communicate standards of learning for education all students.
Students
Determine policies concerning requirements for graduation, extra-curricular activities, health and personnel services, school lunches, and discipline.
General
Establish school calendar.
Determine instructional schedule.
Review handbooks.
Date of Adoption: July 1, 1995 Reviewed: December 14, 2005
12 BB POLICY TITLE: SCHOOL BOARD ELECTIONS
Number
The Board of Trustee shall consist of five (5) members.
Terms of Office
Each trustee shall be elected for a term of three (3) years or until the next annual meeting of school district trustees following such appointment. At the annual election a trustee shall be elected to complete the unexpired term of an office, which was declared vacant and filled by appointment.
Trustee Zones
The District is divided into five (5) Trustee zones. In elections for the District's Board of Trustees, the candidate receiving the greatest number of votes cast within the zone shall be declared by the Board as trustee elected from that zone.
Legal Reference: Idaho Code Sections 33-501 through 33-503
Orientation
The Board Chairman, or his designee, and the Superintendent of Schools shall assist each new member-elect to understand the Board's functions, policies and procedures.
Installation of New Members
Newly elected Board members assume office at the annual meting in July. An oath of office shall be administered to each trustee whether elected, re-elected or appointed. Said oath may be administered by the Clerk or by a trustee of the district and the records of the district shall show such oath of office to have been taken and indicated the person who administered the oath.
Oath of Office
"I do hereby solemnly swear (or affirm) that I will support the Constitution of the United States, and the Constitution and the laws of the State of Idaho; that I will faithfully discharge all the duties of the office of Trustee of School District #252, Jefferson/Bonneville Counties, State of Idaho, according to the best of my ability, so help me God."
Date of Adoption: July 1, 1995 Reviewed: December 14, 2005
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BC POLICY TITLE: ORGANIZATION OF THE BOARD
Organization
At its annual meeting, the Board of Trustees shall elect its officers from among its members. A chairman, vice-chairman, and a treasurer will be elected. Duties
•1. Chairperson: The Chairperson of the Board shall preside at all meetings of the Board, appoint special committees as directed by the Board, and perform such other duties as are imposed upon him/her by the Board and by statute. He/she may vote in any and all cases, and in the event of a tie vote, the motion fails. He/she shall appoint all committees of the Board and shall be an ex-officio member of all such committees. •2. Vice-Chairperson: The Vice-Chairperson shall preside in the absence of the Chairperson, and shall perform such other duties as may be assigned by the Board. •3. Treasurer: The treasurer may or may not be a member of the Board and shall have such duties as prescribed by law and the Board. •4. Clerk: The clerk may or may not be a member of the Board and shall have duties as prescribed by law and the Board. He/she shall attend all board meetings, shall keep the records of the proceedings, and shall enter in the record all matters required by law or by the Board. •5. Assistant Board-Clerk: The clerk may or may not be a member of the Board and shall have duties as prescribed by law and the Board. He/She shall attend all board meetings, shall keep the records of the proceedings, and shall enter in the record all matters required by law or by the Board.
Date of Adoption: July 1, 1995 Revised: December 14, 2005
14 BD POLICY TITLE: CONDUCT OF TRUSTEES
The following code of conduct shall govern the general conduct of all individual members of the Board:
Commitments. Each Trustee shall:
•1. Represent all school district constituents honestly and equally and refuse to surrender said Trustee's responsibilities to special interest or partisan political groups. •2. Avoid any conflict of interest or the appearance of impropriety, which could result from the position, and shall not use said Trustee's board membership for personal gain or publicity. •3. Recognize that a board member has no legal authority as an individual and that decisions can be made only by a majority vote at board meeting. •4. Take no private action that might compromise the board or administration and shall respect the confidentiality of privileged information, including, but not limited to, that information derived during executive sessions of the Board. •5. Abide by majority decisions of the Board, while retaining the right to seek changes in such decisions through ethical and constructive channels. •6. Encourage and respect the free expression of opinion by fellow board members and others who seek a hearing before the Board. •7. Be involved and knowledgeable about local educational concerns. •8. Abide by the rules, regulations and policies promulgated by the Board for its own government. •9. Commit no act which would constitute an illegal discrimination or harassment based on race, creed, color, age, sex, religion or handicap and neither create or maintain any situation of "hostile environment" designed to further any such discrimination or harassment. •10. Advocate honest and accurate evaluation of all past employees when such information is requested by another school district.
Goals. Each Trustee shall assist the Board in pursuit of:
•1. The development of educational programs, which meet the individual, needs of every student, regardless of ability, race, sex, creed. •2. The development of procedures for the regular and systematic evaluation of programs, staff performance, and board operations to ensure progress toward educational and fiscal goals. •3. The development of effective school board policies which provide direction for the operation of the schools and which delegate authority to the Superintendent for their administration. •4. The development of systematic communications, which ensure that the school board, administration, staff, students, and community are fully informed and are responsive to each other. •5. The development of sound business practices, which ensure that every dollar spent, produces maximum benefits. Date of Adoption: July 1, 1995 Reviewed: December 14, 2005
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BE POLICY TITLE: LIMITATIONS ON AUTHORITY OF TRUSTEES Official Meetings
The Board of Trustees shall act as a board as a whole and must exercise its powers and duties only in properly called meetings where a quorum is present to transact business.
Individual Members
Individual members cannot make commitments binding on the entire board. A single Board member may, however, execute an assignment requested by Board action.
Personal Gain
It is unlawful for any trustee to: •1. Have any pecuniary interest directly or indirectly in any contract or other transaction pertaining to the maintenance or conduct of the School District;
•2. Accept any compensation for services rendered as a trustee.
Contracts with Spouse
It is also unlawful for a school board to: "Enter into or execute any contract with a spouse, family member, or any person(s) in the same household of any member of the board, the terms of which said contract requires, or will require, the payment or delivery of any school district funds, money or property to such person(s)."
Compensation and Reimbursement
No compensation shall be allowed any person who is a member of the Board. However, trustees may be fully reimbursed for any travel expenses incurred while traveling on the business of the Board.
Legal Reference: Idaho Code: Sections 33-510, 33-507, 33-701
Date of Adoption: July 1, 1995 Revised: December 14, 2005
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POLICY TITLE: MEETINGS OF THE BOARD OF TRUSTEES
Basic Policy It is the intent of the Board of Trustees that members shall act as a unit, that meetings shall be conducted so as to facilitate the efficient transaction of business and to provide for the orderly communication to the public.
Annual Meeting
The annual meeting of the Board of Trustees shall be held on the date of the regular monthly meeting in July each year. (IC 33-150)
Regular Meetings
The Board of Trustees shall meet in regular session at least monthly. All meetings of the Board, both regular and special, are open to the public. Meetings shall be held at the date, time and place determined in the annual meeting by the Board of Trustees.
Special Meetings
Special meetings of the Board of Trustees may be held on call of the Chairperson, or upon request of three or more Board members. No business may be transacted at a special meeting except that set forth in the Notice of Meeting. Each member shall receive proper prior notice twenty-four (24) hours in advance of a special meeting. The Board also may call for public hearings at which Board action may or may not be taken.
Adjourned Meetings A trustee and the approval of the Board may adjourn regular and special meeting of the Board of Trustees to a specific time and place upon a motion.
Executive Sessions Executive Sessions are closed to the public and may be held by the Board of Trustees to consider matters authorized by statutes to be considered in such sessions. They are as follows:
•a. To consider hiring a public officer, employee, staff member or individual agent. This paragraph does not apply to filling a vacancy in an elective office;
•b. To consider the evaluation, dismissal or disciplining of, or to hear complaints or charges brought against, a public officer, employee, staff member or individual agent, or public school student;
•c. To conduct deliberations concerning labor negotiations or to acquire an interest in real property which is not owned by a public agency;
•d. To consider records that are exempt by law from public inspection; 17 •e. To consider preliminary negotiations involving matters of trade or commerce in which the governing body is in competition with governing bodies in other states or nations;
•f. To consider and advise its legal representatives in pending litigation or where there is a general public awareness of probable litigation.
Any decision of the Board of Trustees concerning any matter considered at an executive session shall be made in open session and the action taken shall become public record of the school district as recorded in the minutes of said meetings except where prohibited by law.
Agenda The Superintendent, or his designee, shall prepare and give to each Board member a copy of the agenda for all Board meetings.
•a. The agenda for regular meetings, when possible, should be delivered not later than 48 hours preceding the date of the meeting.
•b. The agenda for special meetings shall be delivered as soon as possible before the date of the meeting.
•c. Any item to be considered for a vote should appear where possible on the published and distributed agenda. Other items will be added to the agenda for action at a meeting only if approved by a majority of the trustees present.
Parliamentary Procedure
Robert's Rules of Order shall be the general guide for the conduct of Board of Trustees business.
Quorum
A majority of the Board, three (3) members, shall constitute a quorum. All motions shall be passed by a majority vote of those trustees present unless otherwise specified by law.
Voting
A copy of all motions shall be recorded, and voting results specified. This record is to include the names of those who make motions, those who second motions, and unless unanimous, the ayes and nays and abstentions are to be recorded.
Voting Disqualification
When any relative of a Trustee or of a Trustee's spouse is considered for employment in the School District, such trustee shall abstain from voting in the selection of such relative and shall absent himself/herself from the meeting while such employment is being considered and determined. A trustee's spouse cannot be a District employee.
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Order of Business
Unless altered by the presiding officer, with consent of the Board of Trustees, the order of business at regular meetings shall be as follows:
•1. Executive Session •2. Call to Order •3. Roll Call •4. Scheduled Delegations •5. Recognize Unscheduled Delegations •6. Communications •7. Unfinished Business •8. Reports
The report of the building principals and the superintendent will include the following items: Travel outside the district, expenses incurred, training, meetings and activities or events attended.
•a. Elementary School •b. Middle School •c. High School •d. Superintendent
•9. Consent Agenda •a. Minutes •b. Bills Payable •c. Financial Reports
•10. New Business •11. Announcements for the good of the order •12. Adjournment
Minutes
The Clerk of the Board or the Assistant Clerk shall record and preserve in a permanent file a non-verbatim record of all official acts of the Board of Trustees. Said record is to be open to inspection by the public.
Audio or Video Tape Recording
An audio or video tape recording of any Board of Trustees meeting or hearing may be only when such a procedure is approved by a majority of the Board of Trustees. Only the person appointed by the Board of Trustees shall make a recording and it shall be kept for five years.
Attendance by Visitors
Interested citizens are encouraged to attend meetings of the Board of Trustees. Copies of the agenda shall be made available.
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Patron Grievance
Any person interested in any matter connected with the schools may apply to the teacher or principal of a school or to the office of the superintendent of schools for information and/or relief. It is the position of the Board of Trustees that in most cases the process should start (and hopefully be solved) at the lowest possible level. If the teacher, principal or the superintendent is unable to adjust the matter to the satisfaction of the grievant, the person making the grievance may request that the item come before the Board of Trustees for consideration. To permit community members to be heard, and at the same time to conduct its meetings properly and efficiently, the Board of Trustees establishes the following procedures:
•1. The person should inform the Superintendent at least three (3) working days before the meeting of his/her desire to appear before the Board of Trustees, stating the topic, and any group he/she represents.
•2. The individual will be allowed five (5) minutes for the presentation, although the Board Chairman may grant an extension of time.
•3. Speakers may offer objective criticisms of school operations and program, but the Board of Trustees will not hear complaints about school personnel or other persons at the public session. Personnel problems must be discussed in executive session.
The Chairman has authority to terminate the remarks of any individual who does not adhere to the above rules. Persons appearing before the Board of Trustees are reminded that although requests may be directed to the Board of Trustees, action - and the answers to any questions - may be deferred pending Board of Trustees consideration.
Date of Adoption: July 1, 1995 Revised: July 9, 2001 Reviewed: Sept. 10, 2003 Reviewed: December 14, 2005
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BG POLICY TITLE: BOARD / SUPERINTENDENT RELATIONSHIP
The Board believes that the legislation of policies is the most important function of a school board and that the execution of the policies should be the function of the Superintendent.
Delegation by the Board of its executive powers to the Superintendent provides freedom for the Superintendent to manage the schools within the Board's policies and frees the Board to devote its time to policy-making and appraisal functions.
The Board holds the Superintendent responsible for the administration of its policies, the execution of Board decisions, the operation of the internal machinery designed to serve the school program, and for keeping the Board informed about school operations and problems.
The Board will strive to procure, when a vacancy exists, the best professional leader available for the head administrative post. Then the Board as a whole, and individual member will:
•1. Give the Superintendent full administrative authority for properly discharging all professional duties, and will hold the Superintendent responsible for acceptable results.
•2. Act only upon the recommendation of the Superintendent in matters of employment or dismissal of school personnel.
•3. Hold all meetings of the Board in the presence of the Superintendent except when the Superintendent's contract and salary are under consideration.
•4. Refer all complaints to the Superintendent for appropriate investigation and action.
•5. Adequately support the Superintendent and other staff members to the end that they can discharge their educational functions on a thoroughly professional basis.
•6. Present personal criticisms of any employee directly to the Superintendent.
Date of Adoption: July 1, 1995 Reviewed: December 14, 2005
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BH POLICY TITLE: SCHOOL ATTORNEY
The Board will appoint an attorney to advise and represent the District.
The School Attorney will be the chief legal advisor for the District. His/Her responsibilities shall include but not be limited to:
•1. Be present as requested at meetings of the Board and its committees.
•2. Advise the Board and its officials when requested to do so on legal matters.
•3. Advise the Board and Superintendent on points of law where the rights and liabilities of the District may be affected.
•4. Upon request, prepare and /or approve all contracts, agreements, and legal instruments required in the ordinary course of District affairs.
•5. Upon request, prepare and/or approve all legislation sought to be enacted by and expressly for the Districts.
•6. Handle legal actions brought by the Board and defend legal actions brought against the Board, the District, and/or its employees for causes related to their employment.
•7. Investigate and report on accident claims and other claims made against the District.
•8. Serve as negotiator for the Board, and as advisor to the Board, on negotiations and enforcement of existing employee contracts.
•9. Represent the Board in contract matters affecting the Superintendent of Schools.
Date of Adoption: July 1, 1995 Reviewed: December 14, 2005
22 BI POLICY TITLE: POLICY ADOPTION
Policies will be adopted and/or amended only by the affirmative vote of a majority of the members of the Board when such action has been scheduled on the agenda of a regular or special meeting.
To permit time for study of all new policies or amendments to policies and to provide an opportunity for interested parties to react, proposed policies or amendments will be presented at three separate meetings as agenda a items to the Board in the following sequence:
•1. Information Item: distribution with agenda. (This may be an announcement that a policy is being developed in a particular area and that interested persons my submit suggestions.)
•2. Discussion Item: first reading of proposed policy or policies; response from superintendent; report from any Board or advisory committee assigned responsibility in the area; Board discussion and directions for any redrafting.
•3. Action Item: discussion, second reading, adoption/rejection.
Amendments to the policy at the action stage will not require repetition of the sequence, unless the Board so directs.
The Board may dispense with the above sequence only to meet emergency conditions.
Policies will be effective upon the date set by the Board if other than the date of adoption. The date will ensure that affected person have an opportunity to become familiar with the requirements of the new policy prior to its implementation.
Date of Adoption: July 1, 1995 Reviewed: December 14, 2005
23 BJ POLICY TITLE: POLICY DISSEMINATION The Superintendent is directed to establish and maintain an orderly plan for preserving, circulating, and posting the policies adopted by the Board.
Accessibility is to extend at least to all employees of the district, to members of the Board, and, insofar as conveniently possible, to all persons in the district.
All policy manuals distributed to anyone will remain the property of the district and will be considered as "on loan" to anyone, or any organization, in whose possession they might be. They are subject to recall at any time.
The Board's policy manual will be considered a public record and will be open for inspection at the district office and school buildings.
Date of Adoption: July 1, 1995 Reviewed: December 14, 2005
24 SECTION C
ADMINISTRATION GOALS
CA ADMINISTRATION GOALS
CB SCHOOL SUPERINTENDENT
CC ADMINISTRATIVE ORGANIZATIONAL PLAN
CD ADMINISTRATIVE STAFF
CE POLICY IMPLEMENTATION
CF TEMPORARY ADMINISTRATIVE ARRANGEMENTS
CG CERTIFIED STAFF EVALUATIONS
CH PROBATION FOR CERTIFIED STAFF
CI ADMINISTRATORS' TIME COMMITMENT
25 CA POLICY TITLE: ADMINISTRATION GOALS
The purpose of school administration is to help create and foster an environment in which the pupils can learn most effectively. All administrative duties and functions will be appraised in terms of the contributions that they make to improve instructions and to increase student motivation and achievement.
The proper administration of the schools is most vital to the success of the educational program. Although the superintendent bears most of the responsibility within the policies set forth by the Board, neither the superintendent nor the Board can make all important decisions in individual schools. The principal and the school staff are in direct, daily contact with students. Therefore, they are most directly responsible for educational results. In keeping with this responsibility, school administrators must have commensurate authority.
The design of the administrative organization will be such that all schools are part of a single system subject to the policies set forth by the Board and implemented through a single chief administrator, the superintendent. Within district policies and regulations, principals will be responsible and accountable for the administration of their schools.
Major goals of administration in the District will be:
•1. To act as an educational leadership team which will ensure the best and most effective learning programs by: •a. providing leadership in keeping abreast of current educational developments; •b. arranging for the staff development necessary for the establishment and operation of instructional programs that satisfy students; needs; •c. coordinating cooperative efforts for improvement of learning programs, facilities, equipment, and materials; •d. provide opportunities for input of ideas from staff, students, parents and others.
•2. To manage the District's various units and programs effectively.
•3. To provide professional advice and counsel to the Board and to any advisory groups established by Board action.
•4. To develop and maintain close working relationships and open channels of communication within the school system and community.
•5. To facilitate the assessment of education priorities and the development of annual administrative/board objectives.
•6. To encourage a positive problem solving approach within the school district and to maintain positive relationships with the Board of Trustees, school administration and district employees.
Date of Adoption: July 1, 1995 Reviewed: January 2006
26 CB POLICY TITLE: SCHOOL SUPERINTENDENT
The superintendent is the chief executive officer of the school system and has, under the direction of the Board, general supervisory responsibilities of the district's schools and personnel. The superintendent is responsible for management of the schools under the District's policies and is accountable to the Board.
The superintendent, at his or her discretion, may delegate to other school personnel the exercise of any powers and the discharge of any duties imposed upon the superintendent by these policies. The delegation of power or duty, however, will not relieve the superintendent of responsibility for the action taken under such delegation.
Where the Board has provided no guidelines for administrative action, the administration shall have the power to act. However, such actions may be subject to review by the Board in an effort to determine the necessity of new policy.
The Board shall be responsible for specifying the duties of the superintendent and holding the superintendent accountable by evaluating how well these duties have been performed. The superintendent shall be responsible for specifying the duties of all other administrators and holding each accountable by evaluating how well these duties have been performed.
Performance Responsibilities:
•1. Coordinates the total educational program and provides leadership in its development and improvement.
•2. Attends and participates in all meetings of the Board and its committees, except when his/her employment or salary is under consideration.
•3. Advises the Board on the need for new and/or revised policies and exercises power to make such rules and gives such instructions to school employees and students as may be necessary to implement District policy.
•4. Supervises the preparation of the annual operating budget recommendations and implements the Board approved budget. Approves and directs, in accordance with law and regulations of the Board, purchases and expenditures within the limits of the budget.
•5. Submits to the Board a clear and detailed explanation of any proposed procedure, which would involve either departure from established policy, or the expenditure of substantial sums.
•6. Maintains adequate records for the schools, including a system of financial accounts, business and property records, personnel, school population, and scholastic records. Acts as custodian of such records and of all contracts, securities, documents, title papers, books of records, and other papers belonging to the Board.
•7. Prepares and submits to the Board recommendations relative to all matters requiring Board action, placing before the Board such necessary and helpful facts, information, and reports as are needed to insure the making of informed decision. 27 •8. Coordinates the supervision and evaluation of all employees and recommends the appointment, assignment, transfer, promotion, demotion, discharge, and/or suspension of the District. Full disclosure on hiring, including extra salary or spouse employment.
•9. Holds such meetings of teachers and other employees as necessary for the discussion of matters concerning the improvement and welfare of the schools.
•10. Represents the district in dealing with other school systems, social institutions, business firms, government agencies, and the general public.
•11. Keeps the public informed about modern educational practices, educational trends, and the policies, practices, and problems in the District.
•12. Delegates at own discretion to other employees of the District the exercise of any powers or the discharge of any duties with the knowledge that the delegation of power or duty does not relieve the superintendent of final responsibility for the action taken under such delegation.
•13. Keeps informed of changes, developments, research in education by advanced study, by visiting school systems elsewhere, by attending educational conferences, and by other appropriate means, and keeps the Board informed of trends in education.
•14. Studies and revises, together with the staff, all curriculum guides and courses of study, on a continuing basis.
•15. Recommends to the Board for its adoption all courses of study, curriculum guides, and major changes in texts and time schedules to be used in the schools.
•16. Makes recommendation with reference to the location and size of new school sites and of additions to existing sites; the location and size of new buildings on school sties; the plans for new school buildings and equipment of the District.
•17. Makes recommendations to the Board concerning the transportation of pupils in accordance with the law and the requirements of safety.
•18. Provides suitable instructions and regulations to govern the use and care of school properties for school purposes.
Recruitment and Appointment of the Superintendent The appointment of a superintendent is a function of the Board. The Board will conduct an active search to find the person it believes can most effectively translate into action the policies of the Board and the aspirations of the community and the professional staff.
The Board may seek the advice and counsel of interested individuals or of an advisory committee, or it may employ a consultant to assist in the selection. However, final selection will rest with the Board.
A vote of the majority of Board membership present at a Board meeting for which due notice has been given of the intended action will be required for the appointment of the superintendent. 28 Evaluation of the Superintendent Through an annual evaluation of the superintendent, the Board will strive to accomplish the following:
•1. Specify and clarity for the superintendent priorities in the school system as seen by the Board
•2. Clarify for all board members the role of the superintendent in the light of his/her job description and the immediate priorities among his/her responsibilities as agreed upon by the board and the superintendent.
•3. Develop harmonious working relationships between the Board and the superintendent.
•4. Provide effective administrative and educational leadership for the school system.
The Board has prerogative to evaluate the superintendent at any time such evaluation is deemed necessary. Official evaluation will take place at the February regular board meeting.
Based upon the collective input of board members, the chairman of the Board, or his/her designee, will write the annual evaluation of the superintendent. At the regular January meeting, this written evaluation will be reviewed by the full board then given to the superintendent and signed by both the superintendent and the Board chairman. The superintendent may attach, if desired, a response to the written evaluation.
Based upon the evaluation, board members will vote to either extend the superintendent's contract or to inform the superintendent that no contract extension will be offered.
Date of Adoption: July 1, 1995 Reviewed: January 2006
29 CC POLICY TITLE: ADMINISTRATIVE ORGANIZATIONAL PLAN
The legal authority of the board is transmitted through the superintendent. Subject to Board approval, the superintendent will have authority to organize, reorganize, and arrange the administrative and supervisory staff, including instructional and business affairs, in a manner, which in his/her judgment best serves the Ririe School District schools. The Board shall vest the responsibility for selection, placement, and transfer of personnel in the superintendent subject to approval. The superintendent will present a full disclosure of contract.
Line and Staff Relations Each employee of the Board, except the auditor and school attorney, will be responsible to the Board through the superintendent.
All personnel will refer matters requiring action to the administrative officer immediately in charge of the area in which the problem arises. The officers will refer such matters to the next higher authority when necessary.
All personnel will have the right to appeal any decision made by an administrative officer to the next higher authority and through appropriate successive steps to the superintendent of schools.
Date of Adoption: July 1, 1995 Reviewed: January 11, 2006
30 CD POLICY TITLE: ADMINISTRATIVE STAFF
The superintendent's administrative staff is organized on the premise that the multiple responsibilities of the superintendent can be better served by establishing a means, which will permit the best thinking of all staff members to be brought to bear on school problems. Although the Board and the superintendent cannot absolve themselves from legally constituted responsibilities, the team provides for a two-way flow of information and unified action on the part of team members.
The members of the staff also act in an advisory capacity. Their mission is to gather ideas, to present reactions of district personnel, to express opinions, and to interpret school policy to other staff members in the light of detailed information they received through discussions in meetings.
The Board authorizes the superintendent to establish such permanent or temporary staff and committees as he/she finds necessary for proper administration of Board policies and for the improvement of the total education program.
All staff and committees created by the superintendent will be for the purpose of obtaining to a maximum degree the advice and counsel of administrative and supervisory personnel of the District and to aid in district communication. Functioning in an advisory capacity, such groups may make recommendations for submission to the Board through the superintendent. However, such groups will exercise no inherent authority. Authority for establishing the policy remains with the Board, and authority for implementing policy remains with the superintendent.
The membership, composition, and responsibilities of administrative staff and committees will be defined by the superintendent and may be changed at his/her discretion.
The members of the administrative staff include the positions designated as leadership / management positions including principals, vice principals, and administrators with district-wide responsibilities.
DIRECTOR OF BUSINESS AND OPERATIONS
Performance Responsibilities:
•1. Coordinates activities and services of the business department with other supervisory personnel to ensure continuity and uniform application of approved business procedures.
•2. Supervises and evaluates all personnel who work in the division of business affairs.
•3. Ensures the reflection and communication of a positive image and attitude toward business decisions and functions of the district as they relate to contracts with the public, staff and students.
•4. Makes frequent status reports to the superintendent and Board of Trustees concerning the management and distribution of the educational resources available to the District.
•5. Attends all meetings of the Board of Trustees unless excused by the superintendent.
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•6. Provides leadership and gives assistance to all programs and schools in the preparation of the annual budget.
•7. Prepares bids and specifications for all supplies, equipment, and property to be purchased by the District.
•8. Establishes and maintains a comprehensive and complete accounting system to cover all record keeping functions of the District.
•9. Develops and maintains an adequate inventory control system for all supplies and equipment that becomes the property of the District.
•10. Coordinates the preparation and completion of yearly and long-range maintenance and construction projects.
•11. Establishes a schedule for orderly replacement of buses and other vehicles.
•12. Directs the maintenance program for the District including the construction and repair of facilities, custodial activities and the care of buildings and grounds.
•13. Ensures that a quality food service program is organized and operated on a self-sustaining basis.
•14. Provides for adequate insurance coverage to protect the District from losses due to fire, theft, vandalism and public liability.
PRINCIPAL Performance Responsibilities:
•1. Supervises monitors, and evaluates the schools' educational/instructional program; establishes and maintains a safe and orderly environment and positive, effective learning climate.
•2. Assumes responsibility for the implementation and observance of all District policies and administrative regulations.
•3. Approves the master schedule and teacher/staff assignments.
•4. Assists in the development, revision, and evaluation of the curriculum.
•5. Participates in the recruiting, screening, hiring, training, assigning, supervising, and evaluating of all school personnel including substitutes.
•6. Assumes responsibility for the safety and administration of the school plant.
•7. Budgets school time to provide for the efficient conduct of school instruction and business.
•8. Plans and supervises fire drills and an emergency preparedness program. 32 •9. Establishes a school-wide discipline plan, maintains high standards of student conduct, and enforces discipline consistent with the district-wide plans.
•10. Supervises and evaluates the school's extracurricular program.
•11. Assists in the in-service orientation and training of teachers and other personnel.
•12. Supervises the accurate preparation and maintenance of all required reports, records, lists, and documents.
•13. Assists in the management and preparation of the school budget, monitors expenditures of funds, and maintains and controls and various local funds generated by student activities.
•14. Keeps informed of changes, developments and research in education by study and by attending professional meetings and conferences.
•15. Participates actively in school-related community groups and organizations and acts as liaison between them, interpreting activities and policies of the school and encouraging community participation in school life.
•16. Attends meetings, activities, and events as required. Works with the central office staff in a cooperative manner; keeps the superintendent informed of the school's activities, needs, problems, and successes and makes appropriate recommendations.
•17. Plans and conducts meetings of the staff addressing educational topics and management concerns.
•18. Requisitions supplies, textbooks, and equipment conducting inventories, maintaining records, and checking on receipts for such material.
•19. Assumes responsibility for coordinating transportation, custodial, cafeteria, and other support services.
•20. Supervises the reporting and monitoring of student attendance and investigates follow-up actions.
•21. Administers the students insurance program as required.
DIRECTOR OF SPECIAL SERVICES Performance Responsibilities: •1. Establishes priorities for program development including objectives and strategies for implementing the program.
•2. Plans and develops instructional services including the Individual Education Programs.
•3. Assists teachers in selecting and securing materials and equipment for instruction.
•4. Establishes procedures for identifying exceptional students in the district, including the development of eligibility criteria for placement. 33
•5. Coordinates with district administrators in order to assure integration of the special education program with the total school program, including assignment of appropriate instructional facilities.
•6. Assists in the development and operation of an appropriate special education budget bases on receipts as provided by various federal, state, and local funding sources.
•7. Assists building principals and other appropriate school personnel in the scheduling of classes and programs for exceptional students.
•8. Establishes channels of communication within the school organization and the community concerning exceptional children.
•9. Organizes Child Study Teams
•10. Develops in uniform procedures of student referral, comprehensive evaluation, placement, change of placement, and annual review of student progress.
•11. Evaluates the curricular approaches and assistance to teachers in developing methods of measuring student progress.
•12. Arranges conferences, workshops, courses, etc., which will promote the growth of staff members toward more efficient and effective performance.
•13. Organizes necessary transportation needs of exceptional children.
•14. Participates in the recruiting, screening, hiring, training, assigning, supervising, and evaluating of all special education personnel. •15. Submits reports and forms to the State Department of Education as necessary for the operation of an approved special education program. The specific listing of the duties of the administrative staff detailed above will not act to limit their broad authority and responsibilities.
Administrator Evaluation
It shall be the responsibility of the superintendent to evaluate all school district administrators. Such evaluation shall be based on the appropriate administrative position job description. The superintendent shall report to the Board annually, at the regular February meeting, regarding the performance of administrative personnel. Prior to the Superintendent making his evaluation he will inform the board regarding the criteria for the administrator evaluation and incorporate board approved suggestions. The principal may attach, if desired, a response to the written evaluation.
Date of Adopted Revision: July 9, 2001 Reviewed: January 2006
34 CE
POLICY TITLE: POLICY IMPLEMENTATION
The superintendent has responsibility for carrying out, through supplementary regulations and directives, the policies and regulations established by the Board.
The policies developed by the Board and the regulations and directives developed to implement policy are designed to achieve an effective and efficient school system. All district employees and students are expected to abide by them.
Administrators and supervisors are responsible for informing staff members in their schools, departments, or units of existing policies and regulations and for seeing that they are implemented in the spirit intended. Continuous disregard for policy and district regulations may be interpreted as insubordination and/or willful neglect of duty.
Development of Regulations
The Board delegates to the superintendent the function of specifying required actions and designing the detailed arrangements under which the District will be operated. These detailed arrangements constitute the regulations governing the District.
The Board will consider and adopt regulations when state laws so require. It will also consider, and may adopt, regulations recommended by the superintendent.
Board Review of Regulations
The Board will approve regulations when such approval is required by law or otherwise advisable. The superintendent and other administrators will have full freedom, however, to issue additional regulations, rules, and procedures provided they are in harmony with District policies.
The Board may review and take official action on school or district-wide regulations in the following areas: admissions, special placement, transportation, suspension or expulsion of students, staff employment, benefits, evaluation, dismissal, public use of school facilities, matters that affect relationships with community groups and other public governmental bodies.
Date of Adoption: July 1, 1995 Reviewed: January 2006
35 CF POLICY TITLE: TEMPORARY ADMINISTRATIVE ARRANGEMENTS
The superintendent is authorized to appoint an acting superintendent to serve for specified periods of time during his/her temporary absence from the District.
A temporary absence is defined as a vacation period, attendance at national conventions, and/or any other periods when the superintendent would be out of immediate contact or presence in the District for over twenty-four hours.
When so appointed, the acting superintendent will assume all duties, which are the responsibility of the superintendent of schools, with particular emphasis on emergency and day-to-day decision-making. The acting superintendent will not be expected to deal with matters requiring long term planning or preparation unless specifically so assigned by the superintendent.
The acting superintendent will take special care to keep the Board informed as to any departure from normal routing.
In the event of a vacancy in the office of superintendent of schools, or in the event of incapacitation of the superintendent, the responsibility for the temporary appointment of an interim superintendent rests with the Board.
Date of Adoption: July 1, 1995 Reviewed: January 2006
36 CG POLICY TITLE: CERTIFIED STAFF EVALUATIONS
One of the essentials for ensuring a quality educational program within District #252 is an on-going evaluation of personnel. Ultimately the "quality control" is the responsibility of the Board and the Superintendent. Realistically, however, the burden of responsibility for teacher evaluation rests with building principals. It is they who have the closest intimate knowledge of what is happening within each building.
This evaluation responsibility requires both commitment and heavy investment of time of each principal. Expectations underlying the responsibility include:
•1. Evaluation is a constructive process, which should involve a dialogue between teacher and administrator. It is an opportunity for complimenting strengths and problem solving weaknesses.
•2. Evaluation must be an objective process. Information put on record should be specific, based on observation (formal and informal), and current to the to the present year.
•3. Evaluation means providing documentation to the District, which is accurate, objective, and thorough. The written evaluation and any other documentation may be used as evidence for court hearings (by both teacher and administration).
•4. Evaluation means keeping written (dated) records or journals, which include information on specific unprofessional occurrences involving a teacher (repeated unpreparedness, curriculum indiscretions, verbal/physical abuse of a student, temper outbursts, etc). The purpose is to become aware of the emergency of any patterns of behavior, which are detrimental to the welfare of students individually, and/or the District as a whole.
FORMAL EVALUATION PROCEDURE shall be:
•1. All non-renewable and probationary teachers shall receive a minimum of two written evaluations during the school year. The first of these shall be completed by the end of the first semester.
•2. All continuing contract teachers shall receive a written evaluation annually before the regular April meeting of the Board.
•3. All evaluations shall be based on formal and informal observations made during the evaluation period, may include examination of course outlined or unit plans, and shall be completed on district forms. (These forms include both a specific criteria rating sheet and an individual written narrative).
•4. Evaluations shall include a minimum of one personal conference in which the teacher and administrator discuss the specific contents of the written evaluation. At this time, the teacher will be asked to sign the evaluation, indicating that he/she has read the document. He/she has the right to submit a written statement regarding the contents, if he/she so desires.
37 EVALUATING FOR CONTINUING CONTRACT STATUS Administrators are expected to work very closely with all certified personnel who are new to their staff. In addition to providing support and mentoring, they are expected to be especially conscientious and thorough in their evaluations of these professionals.
Critical evaluation of all new candidates occur at four stages:
•1. At the time of the interview and selection.
•2. During the first year (semester evaluations) when emphasis is on self-evaluation and helping the professional determine if he/she commands the necessary skill to continue in the profession.
•3. During the second year (semester evaluations) when emphasis is on building on the first year's success; sustaining and developing sharper skills in teaching strategies and classroom management.
•4. During the third year (semester evaluations) when emphasis is on versatility, creativity and depth of the candidate. Is he/she likely to be an asset not only now but also in the long run? Should he/she be recommended for continuing contract status? The answer has far-reaching implications for students and for program as much as for the individual. If the administrator's evaluation process has been objective, up front with the individual, and thorough, there should be no surprises at this point. The District would recommend non-renewal for a candidate whose performance is still questionable after three years.
Administrators need to clarify with staff that continuing contract status guarantees the opportunity to continue serving so long as satisfactory performance continues. The status should not be construed to mean an absolute guarantee of contract. Should unsatisfactory performance and/or unprofessional incidents occur, these will be noted in the staff's evaluations, become a part of his/her personnel file, and could become cause for non-renewal of contract. Employees are guaranteed due process in this event.
PROFESSIONAL GROWTH MODEL:
Administrators have the option of an alternative evaluation procedure (professional growth model) for teachers who have proven excellence. This procedure includes formal conferencing on an individual project at least twice in the year, and a written narrative of the project submitted by the teacher/corroborated by the principal to satisfy the evaluation requirement. This should be done no more than two years in a row.
Date of Adoption: July 1, 1995 Reviewed: January 2006
38 CH POLICY TITLE: PROBATION FOR CERTIFIED STAFF
Placement on probation in District #252 is viewed as one part of the evaluation process intended to improve the individual performance of a single employee and the overall excellence of our education program. Reasons for placing a certified employee on probation may include: any violation of the code of ethics of the Idaho Teaching Profession; unsatisfactory performance in any area of the district criteria for the individual's position; any action which threatens the security, well-being or progress of students.
Successful completion of probation-acceptable performance-will depend upon carefully articulated goals established by the administrator and an earnest effort in assuming responsibility for meeting those goals by the staff. According to Idaho Code, probation must be initiated by the Board and will occur at the recommendation of the building principals and superintendent.
A WRITTEN RECOMMENDATION TO THE BOARD SHOULD: •1. Include specific reasons for the probation, deficiencies or unacceptable actions, which have been noted.
•2. State specific goals and conditions/terms to be accomplished by the staff during the probation period.
•3. Allow for a reasonable duration of time for the probation.
•4. State that on the end date a written recommendation would be made for (a) removal from probation, (b) continued probation, or (c) non-renewal of contract.
•5. Successful completion of probation does not bind the Board to offer renewal of contract.
The Board will become the hearing body in the case of dismissal proceedings; for this reason, it needs to maintain neutrality. All information conveyed to the Board in recommending probation, therefore, must be objectively stated, specific, and relatively brief. The Board will not be free to discuss specifics of the probation with either the administrative or certified staff involved outside of the formal proceedings.
Upon accepting the administrators' recommendation for probation, the Board will:
•1. Send written notice to the staff that he/she is being placed on probation pursuant to the recommendation of the principal and superintendent.
•2. Include in the notice a copy of the letter from the principal (and /or superintendent), which outlines both the reasons for probation, and the terms of the probation.
•3. State the duration of the probation period and the possible end result-continued probation, removal from probation, or non-renewal of contract.
Date of Adoption: July 1, 1995 Reviewed: January 2006
39 CI POLICY TITLE: ADMINISTRATORS' TIME COMMITMENT Building administrators are expected to place first priority on their role as educational leader within their buildings. They carry a critical responsibility for the on-going evaluation, improvement, and management of personnel, of program, and of building needs. In addition they are key figures in the establishment of positive relations with the public and of positive group dynamics among their staff.
These responsibilities are time-consuming and demanding. Administrators are expected to put forth the effort and the time necessary to fulfill all of their roles with an attitude of excellence and commitment. Administrators should be in their buildings-engaged and visible; they should be available to the public and to their teachers before and after school hours (on a daily basis) for conferencing, giving support, and whatever other feedback or guidance becomes necessary. They, in fact, set the standard for the work ethic within a building.
Administrators will be asked to sacrifice some other roles, which they may wish to play in the school/community (coaching, counseling, etc.) in order to maintain highest standards of performance.
Date of Adoption: July 1, 1995 Reviewed: January 2006
40
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PERSONNEL
DA PERSONNEL POLICIES GOALS
DB CODE OF ETHICS OF THE IDAHO TEACHING PROFESSION
DC PERFORMANCE RESPONSIBILITIES OF CERTIFIED PERSONNEL
DD RECRUITMENT, SELECTION AND APPOINTMENT OF CERTIFIED PERSONNEL
DE ASSIGNMENT, REASSIGNMENT OR TRANSFER OF CERTIFIES PERSONNEL
DF STAFF CONFLICTS OF INTEREST
DG PERFORMANCE EVALUATIONS PROCEDURE FOR CERTIFIED PERSONNEL
DH CONTINUING CONTRACT STATUS
DI PROBATION OF CERTIFIED PERSONNEL
DJ RECORDS FOR CERTIFIED PERSONNEL
DK PROFESSIONAL GROWTH
DL STAFF MEETINGS FOR CERTIFIED PERSONNEL
DM REDUCTION IN FORCE
DN SALARY SCHEDULE PLACEMENT FOR CERTIFIED PERSONNEL
DO BENEFITS
DP TRAVEL REIMBURSEMENT
DQ LEAVES AND ABSENCES FOR CERTIFIED PERSONNEL
DR STAFF PARTICIPATION IN POLITICAL ACTIVITIES
DS STAFF PARTICIPATION IN COMMUNITY ACTIVITIES
DT STAFF CONDUCT AND PROTECTION
DU SEXUAL HARASSMENT
DV DRUG FREE WORKPLACE
41 DW EMPLOYEE ALCOHOL AND CONTROLLED SUBSTANCE TESTING PROCEDURES
DX COMMUNICABLE DISEASES
DY SUPPORT STAFF
DYA PERFORMANCE RESPONSIBILITIES OF DISTRICT SECRETARY
DYB PERFORMANCE RESPONSIBILITIES OF ELEMENTARY SCHOOL SECRETARY
DYC PERFORMANCE RESPONSIBILITIES OF COMPUTER LAB AIDE
DZ CLASSIFICATIONS AND STATUS OF CLASSIFIED PERSONNEL
DAA HIRING PROCEDURE FOR CLASSIFIED PERSONNEL
DAB PERSONNEL FILES OF CLASSIFIED PERSONNEL
DAC VACATIONS AND HOLIDAYS FOR CLASSIFIED PERSONNEL
DAD COMPENSATION FOR EXTRA SERVICES
DAE SICK LEAVE BANK GUIDELINES
DAF RESIGNATION
DAF.A TEACHER CHECKOUT
DAG JURY DUTY
DAH ABSENCE WITHOUT PAY
DAI WORKDAY
DAJ BEREAVEMENT LEAVE
DAK ELEMENTARY DISCIPLINE
DAL DISCIPLINEARY ACTION PROCEDURES FOR MIDDLE SCHOOL AND HIGH SCHOOL
DAM TEACHER EVALUATION FORMS
DAN EMPLOYEES GRIEVANCE POLICY & PROCEDURES
42 DA POLICY TITLE: PERSONNEL POLICIES GOALS
The personnel employed by the District constitute the most important resource for effectively conducting a quality-learning program. All staff members make important contributions to a successful education program. The District's program will function best when it employs highly qualified personnel, conducts appropriate staff development activities, and establishes policies and working conditions which are conducive to high morale and which enable each staff member to make the fullest contribution to District programs and services.
The goals of the District's Personnel Program shall include the following:
To develop and implement those strategies and procedures for personnel recruitment, screening, and selection, which will result in employing the best available candidates, i.e., those with highest capabilities, strongest commitment to quality education, and greatest probability of effectively implementing the District's learning program. ·1.
To develop general deployment strategy for greatest contribution to the learning program, and to utilize it as the primary basis for determining staff assignments. ·2.
To develop a climate in which optimum staff performance, morale, and satisfaction are produced. ·3.
To provide positive programs of staff development designed to contribute both to improvement of the learning program and to each staff member's career development aspirations. ·4.
To provide for a genuine team approach to education, including staff involvement in planning, decision-making, and evaluation. ·5.
To provide attractive compensation and benefits as well as other provisions for staff welfare. ·6.
To develop a personnel evaluation process which will contribute to performance improvement and an improvement in the learning program. ·7.
To develop a positive working partnership between the staff, students, parents and community. ·8.
Date of Adoption: July 1, 1995 Revised: September 10, 2003 Reviewed: March 2006
43 DB POLICY TITLE: CODE OF ETHICS OF THE IDAHO TEACHING PROFESSION
The Board adopts the Code of Ethics of the Idaho Teaching Profession adopted by the Professional Standards Commission and approved by the State Board of Education. As a code of ethics and rule of conduct required of all district teachers. A violation of the code of ethics or rule of conduct compromising the effective ability of the teacher to perform his/her professional duties in the District will be grounds for the termination of the contract.
Preamble
Believing in the worth and dignity of each human being, the educator recognizes the supreme importance of pursuing truth, striving toward excellence, nurturing democratic citizenship and safeguarding the freedom to learn and to teach, while guaranteeing equal education opportunity for all. The educator accepts the responsibility to practice the profession according to the highest ethical standards.
The educator recognizes the magnitude of the responsibility inherent in the teaching process. The desire for the respect and confidence of one's colleagues, of students, of parents, and of the members of the community provides the incentive to attain and maintain the highest possible degree of ethical conduct. The Code of Ethics of the Idaho Teaching profession symbolizes the commitment of all Idaho educators and provides standards by which to judge conduct.
Principle I - Commitment to the Student
The educator measures success by the progress each student makes toward the realization of his/her potential as a worthy and effective citizen. The educator, therefore, works to stimulate the spirit of inquiry, acquisition knowledge and understanding, and thoughtful formulation of worthy goals.
In fulfilling these obligations to the student, the Idaho educator:
Shall not, without just cause, deny the student access to varying points of view. ·1.
Shall make reasonable effort to protect the student from conditions detrimental to learning or physiological or psychological well being and shall not procure, distribute, or in any way make available any of the substances recognized as harmful to learning, or to advocate the use of any such substances. ·2.
Shall refrain from subjecting the student to unnecessary embarrassment or disparagement. ·3.
Shall respect the constitutional rights of the students. ·4.
Shall provide professional educational services in a nondiscriminatory manner. ·5.
Shall refrain from using professional relationships with students for personal advantage. ·6.
44 Shall keep in confidence information that has been obtained in the course of educational service, unless disclosure serves professional purposes or in required by law. ·7.
Shall not tutor students assigned to one's classes for remuneration, except when specifically approved by the Board. ·8.
Shall assess and report student achievement and ability as required by the employing educational agency. ·9.
Shall provide a positive environment for learning, while prescribing accepted pedagogical procedures. ·10.
Principle II - Commitment to the Public
The educator believes that education shall preserve and promote the principles of our democratic heritage. Thus, the educator shares with all other citizens, the responsibility for the development of sound educational policy and assumes the responsibilities of citizenship. The educator bears particular responsibility for the development of policy relating to the extension of educational opportunities for all and for interpreting educational programs and policies to the public.
In fulfilling these obligations to the public, the Idaho educator:
Shall distinguish between personal views and the views of the employing educational agency. ·1.
Shall not distort or misrepresent the facts concerning educational matters. ·2.
Shall not interfere in the exercise of political and citizenship rights and responsibilities of others. ·3.
Shall not use institutional privileges for private gain, for the promotion of political candidates, or for partisan political activities. ·4.
Shall accept no gratuities, gifts, or favors that might impair or appear to impair professional judgment, nor offer any such to obtain advantage. ·5.
Principle III - Commitment to the Profession
The educator believes that the quality of services of the education profession directly influences the nation and its citizens. Therefore, the educator exerts every effort to establish and maintain professional standards, to improve service, to promote a climate in which the exercise of professional judgment is encouraged, and to achieve conditions, which attract highly qualified person to the profession.
In fulfilling these obligations to the profession, the Idaho educator:
Shall provide professional educational services in nondiscriminatory manner and not interfere with the free participation of colleagues in their professional association. ·1.
45 Shall accord just and equitable treatment to all members of the profession in the exercise of their professional rights and responsibilities. ·2.
Shall use no coercive means nor give special treatment in order to influence professional decisions of colleagues. ·3.
Shall withhold and safeguard information acquired about colleagues in the course of employment, unless disclosure serves professional purposes or in required by law. ·4.
Shall present one's professional qualifications accurately and completely. ·5.
Shall present evaluations of and recommendations for colleagues fairly, accurately, and professionally. ·6.
Shall cooperate with the Professional Standards Commission in inquires and hearings. ·7.
Shall not engage in conduct, which is offensive to the ordinary dignity, decency, and morality of others. ·8.
Shall not engage in language that is offensive while representing the school. ·9.
Principle IV - Commitment to Professional Employment Practices
The educator regards the employment agreement as a pledge to be executed in a manner consistent with the highest ideals of professional service. The educator believes that sound professional personnel relationships with governing boards are built upon personal integrity, dignity, and mutual respect. The educator discourages the practice of the profession by unqualified persons.
In fulfilling these obligations to professional employment practices, the Idaho educator:
Shall apply for, accept, offer, or assign a position or responsibility on the basis of professional preparation and legal qualifications. ·1.
Shall apply for a specific position only when it is known to the educator to be vacant and shall refrain from underbidding or commenting adversely about other candidates. ·2.
Shall present only factual information regarding the assignment or conditions of employment to an applicant. ·3.
Shall adhere to the terms of a contract or appointment, unless these terms have been legally terminated, falsely represented, or substantially altered by unilateral action of the employment agency. ·4.
Shall conduct professional business through appropriate channels. ·5.
Shall provide, upon the request of an aggrieved party, a written statement of specific reasons for recommendations that lead to the denial of increments, significant changes in employment, or termination of employment. ·6.
46 Shall use time granted to the purpose for which it is intended. ·7.
Shall not delegate assigned tasks to unqualified personnel. ·8.
Violation of the Code of Ethics of the Idaho Teaching Profession
Under Idaho Code, 33-1208, a violation of the Code of Ethics is a ground for revocation or suspension of one's teaching certificate. An allegation of ethical misconduct may be brought by an Idaho local board of trustees, or by any individual - other than a student of an Idaho public school - who has substantial interest in the matter.
Upon receipt of an allegation, the Executive Committee of the Professional Standards Commission reviews the circumstances of the case and determines whether probable cause exists to warrant filing a complaint against the individual accused of misconduct. If a probable cause is found to exist, the chief certification officer files a formal complaint against the accused. Upon a request for a hearing by the accused, the State Superintendent of Public Instruction authorizes the Professional Standards Commission to name a three-member panel to hear the charges and to recommend disposition to the State Board of Education. Such hearings are held in compliance with Idaho Code, 33-1209.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 6, 2006
47 DC POLICY TITLE: PERFROMANCE RESPONSIBILITIES OF CERTIFIED PERSONNEL
The district philosophy states "a year in the life of a student is a long time; enough to mold or break a self-image and a life-long attitude towards learning." This reality challenges all staff to a level of excellence in their own timely performance of duties and to care and respect for the individual experience of young people. The teamwork, which will create the most positive environment for quality learning will come from the following minimum performance expectations:
CLASSROOM TEACHER
Performance Responsibilities:
Creates a positive classroom environment, which is conducive to learning and in which students grow in their capacity for self-discipline. ·1.
Understands and accepts students as individuals with dignity and worth; creates an atmosphere which encourages them to express their views and to respect the contributions of others. ·2.
Provides students with opportunities for responsible involvement in the classroom/school. ·3.
Plans for cooperative as well as competitive and individual learning experiences for students. ·4.
Stimulates/motivates students to work toward maximum potential; does not give up on a student. ·5.
Uses a variety of instructional approaches (hands-on, discussion, discover, audio-visual, lecture, small group) to present relevant information/concepts. ·6.
Plans effectively by establishing teaching strategies, which are goal-oriented, purposeful, and in line with State/District curriculum guidelines. ·7.
Demonstrates knowledge of subject matter; recognizes and stresses inter-relationships of knowledge and integrated learning whenever possible. ·8.
Helps develop students' ability to think critically, to seek/acquire knowledge independently, and to work with underlying concepts, in addition to helping them to acquire specific skills/knowledge. ·9.
Recognizes the range of needs, abilities, learning styles, and interests among students and adjusts instruction to meet student's differences. ·10.
Utilizes student testing information; identifies strengths/weaknesses for instructional purposes, recognizes learning disabilities; and, when necessary, seeks assistance of District resources to address individual student instructional needs. ·11.
48 Maintains accurate, appropriate student records and submits required reports within designated time frames. ·12.
Provides prompt and appropriate feedback for all stages of student interaction with subject matter; keeps students (and parents) appraised of overall progress. ·13.
Makes provisions for being available to students and parents for education related purposes outside of the instructional day when requested or required to do so. ·14.
Establishes two-way communication with students, parents, and fellow staff members in an open, positive, and constructive manner. ·15.
Maintains a professional level of discussion with other staff members regarding student performance or behavior. ·16.
Evaluates and constantly tries to improve his/her own course offerings/classroom approaches. ·17.
Contributes to the strengthening of the educational program by serving on, attending, and contributing to professional committees within the District or within own building. ·18.
Fulfills such supervisory tasks as may be assigned to provide a safe, orderly environment for students. ·19.
Creates a stimulating environment for learning through displays, learning centers, and bulletin boards. ·20.
COUNSELOR
Performance Responsibilities:
Works with students on an individual (or small group) basis in the resolution of personal problems related to peer/family relations, social/emotional adjustment, health or legal issues. ·1.
Works closely with parents in the problem solving process whenever possible. ·2.
Works to discover and develop special abilities in students, and to resolve individual educational handicaps. ·3.
Advises administrators and faculty on matters of relevance to individual student discipline. ·4.
Maintains student records and protects their confidentiality. ·5.
Registers students new to the school and orients them to school procedures and the school's varied opportunities. ·6.
49 Aids teachers/students in setting up peer tutoring, study table, or other appropriate assistance for those experiencing difficulty in classes. ·7.
Works to prevent students from dropping out of school; informs students about Alternative School choices when appropriate. ·8.
Works actively on district/school problem-solving teams designed to assist students. ·9.
Assists students in evaluating their aptitudes and abilities through interpretation of individualized standardized test scores and other pertinent data, and works with students in evolving education and occupation plans in terms of such evaluation. ·10.
Aids students in course selection; advises students/parents of post-secondary program entrance requirements early enough that proper course selection occurs. ·11.
Maintains a file of catalogs, school profiles, and scholarship aid information related to colleges/universities, and to institutions offering vocational training, and/or employment applications. ·12.
Assists students in the preparation and recommendation to institutions for admissions and scholarships for students. ·13.
Writes individual letters of recommendation to institutions for admissions and scholarships for students. ·14.
Organizes an annual "Career Day" to stimulate student thought and planning. ·15.
Takes an active role in interpreting the school's objectives to students, parents, and the community at large. ·16.
Facilitates the transition period from elementary school to junior high school or junior high school to high school by providing positive information day/activities. ·17.
MEDIA SPECIALIST
Performance Responsibilities:
Selects, with staff and student input, appropriate books, audio-visual material, periodicals and other materials. ·1.
Maintains library resources (books, periodicals, audio-visual equipment, AV materials, and other library materials) within the scope of budget limitations. ·2.
Organizes and arranges library resources for ready access. ·3.
Maintains a comprehensive and efficient system for cataloging all library materials, and instructs staff/students in its use. ·4.
50 Assists and instructs staff/students in the effective utilization of all library resources, equipment, and services (i.e. library reference skills). ·5.
Makes available to staff materials from outside the school's media center; e.g. the public library, college and university libraries, the local PBS station. ·6.
Acquaints school staff with media center materials/resources, which would enrich specific curriculum units. ·7.
Arranges exhibits/displays reflecting changing school and classroom themes to stimulate interest and deeper understanding. ·8.
Encourages increased use of library resources (i.e. through exhibits and displays of student work). ·9.
Uses flexible scheduling to meet the needs of students and school staff. ·10.
Maintains circulation procedures, which result in a high rate of return of materials. ·11.
Supervises library aides in the performance of their duties; may use parents or volunteers from the community in providing media center services. ·12.
SPECIAL EDUCATION TEACHER
Performance Responsibilities:
Implements instructional techniques, materials, and developmentally appropriate programs that best meet the needs of disabled students. ·1.
Assists other multi-disciplinary team members and classroom teachers as they implement programs that best meet the needs of disabled students. ·2.
Participates in the identification, classification, placement, I.E.P. development and implementation, service delivery, and re-evaluation activities for disabled students. ·3.
Maintains appropriate records on students receiving services. ·4.
Assists in collecting and reporting statistical information required by the district, state or federal agencies on special education programs. ·5.
Assists and supports classroom teachers in their efforts to identify and meet the needs of exceptional students. ·6.
51 SCHOOL PSYCHOLOGIST
Performance Responsibilities:
Assesses difficulties or referred students through appropriate testing and diagnostic practices. ·1.
Administers test and recommends service options for all exceptional and new students ·2.
Maintain case records on all referred students. ·3.
Recommends corrective procedures. ·4.
Conducts individual, group, or facilitative therapy for children whose diagnosed problems would benefit from behavior modification. ·5.
Confers with teachers and parents whenever necessary. ·6.
Consults on special educational needs of disabled students. ·7.
Attends multi-disciplinary team meetings on placement of individual students. ·8.
Serves as a consultant on mental health topics for District in-service programs. ·9.
Interprets the school psychological services to teachers and parents. ·10.
Prepares and submits required reports on disabled children and special education programs. ·11.
Adheres to the ethics of the psychology and education professions. ·12.
Cooperates with personnel of community health and social welfare agencies. ·13.
Attends staff, professional, and interagency meetings. ·14.
Assists with in-service training of school personnel and provides parent training programs. ·15.
Conducts appropriate research. ·16.
Keeps abreast of new developments in there field and continues own growth in the psychology profession. ·17.
52 SPEECH LANGUAGE PATHOLOGIST
Performance Responsibilities:
Provides evaluation and assessment of potential speech, language, or hearing disabilities. ·1.
Provides instruction and special services to students with speech, language, and hearing disorders. ·2.
Programs so as to facilitate participation of such students in their regular classroom instruction and activities. ·3.
Establishes and maintains appropriate compliance records required by state and federal guidelines. ·4.
Attends child study team meetings as necessary. ·5.
Provides training and consultation to teachers, aides, and parents regarding the education and development of identified disabled students. ·6.
Participates in professional development activities. ·7.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
53 |
DD POLICY TITLE: RECRUITMENT, SELECTION AND APPOINTMENT OF CERTIFIED PERSONNEL
Recruitment An outstanding educational program is dependent upon the employment and retention of the best-qualified professional personnel. This will be accomplished by giving careful consideration to qualifications and by providing attractive salary schedules, adequate facilities, and good working conditions.
Overall recruitment and selection is the responsibility of the superintendent, or designee.
Factors, which influence selection of professional personnel, are as follows:
•a. Training and certification including technology and literacy endorsement. •b. Professional competence and experience •c. Personality and compatibility •d. Suitability for the position •e. Professional attitude
Employment is subject to Board approval.
Principles of Selection The following principles of selection will be maintained:
•1. A job description will be developed stating the qualification for and the duties and responsibilities of the position.
•2. A thorough search for capable personnel will be conducted.
•3. Persons already on staff will be given consideration in filling any vacancy for which they are qualified.
Selection Procedure The following procedures will be used in selection certified personnel:
•1. The District will give notice of the fact that an opening or vacancy has occurred.
•2. The District will receive applications until the date described in the notice.
•3. All applicants must send a confidential folder and transcript of credit from appropriate placement offices.
•4. Applications will be reviewed to determine which candidates will be invited to interview.
54 •5. The interview process will take place within a reasonable time after applications are reviewed.
•6. Upon completion of the interviews, the responsible person(s) will make a selection of a candidate and will notify the candidate of his/her selection.
•7. The selected candidate must provide a current certificate, properly endorsed, for the position to which he/she is assigned.
Appointment Procedure The superintendent shall recommend and the Board shall consider for approval all personnel on the basis of the qualifications.
Contracts Contracts will be awarded in compliance with the procedures of the State Board of Education and Idaho State Law.
Teaching Year The teacher's contract will encompass a total of 190 days as identified on the school calendar.
Certification of Professional Personnel All professional staff members shall hold a valid certificate as required by Idaho Code. The certificate must be on file in the District administration building. It is the responsibility of each certified employee to obtain and maintain a valid certificate. Since it is unlawful to pay a professional employee who has not secured the proper state certificate, paycheck(s) may be withheld at the discretion of the superintendent.
Affirmative Action Policy Statement The Board of Trustees of School District #252 commits itself to an Affirmative Action Program that will provide for equal opportunity in educational programs, delivery of services and employment practices. The intent of the program is to insure equal educational opportunity to all students within the district and to insure equal treatment of employees in recruitment, employment, training, promotion, and other personnel practices.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
55 DE POLICY TITLE: ASSIGNMENT, REASSIGNMENT OR TRANSFER OF CERTIFIED PERSONNEL
Assignment The basic considerations in the assignment of professional personnel are the demands and responsibilities of the program of instruction. It is the policy that instructional personnel are assigned on the basis of their qualifications and the needs of the District.
The superintendent has the responsibility for the assignment of all personnel in the schools.
Reassignment or Transfer A notice of professional vacancies within the District will be posted in each building as they occur.
Faculty members may be reassigned or transferred when, in the judgment of the superintendent or designee, the move will result in increased effectiveness in the classroom. Reassignment can be initiated by a teacher seeking transfer, by the principal of the teacher, or by the district administration.
A written request for reassignment shall be submitted to the superintendent. The request will be studied and evaluated by the superintendent and any other administrative personnel who would be involved in the transfer. The superintendent or designee will approve or disapprove the request in writing to the applicant at the earliest possible date.
Transfer or reassignment may be made at any time because of extenuating circumstances or emergencies.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
56 DF POLICY TITLE: STAFF CONFLICTS OF INTEREST
No employee of the District shall engage in or have a financial interest, directly or indirectly, in any activity that conflicts or raises a reasonable question or conflict with his duties and responsibilities in the school system. Nor shall any staff member engage in any type of private business during school time or on school property.
Moreover, as there should be no conflict of interest in the supervision and evaluation of employees, at no time may any administrator responsible for the supervision and/or evaluation of an employee be directly related to him.
For the purpose of this policy, "directly related" shall be defined as including the mother, father, grandmother, grandfather, or grandchild of the employee or of the spouse of the employee, and the spouse, son, son-in-law, daughter, daughter-in-law, brother or sister of the employee, or any relative living in the immediate household of the employee.
The superintendent may waive the provisions of this policy when the assignment or placement of both relatives is of such a nature that no reasonable alternatives are available.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
57 DG POLICY TITLE: PERFORMANCE EVALUATIONS PROCEDURE FOR CERTIFIED PERSONNEL Excellence in education is the goal of the teachers, administrators, and Board of District #252. In seeking to attain this goal, we share a responsibility to continually and constructively evaluate the teaching-learning process and to make recommendations on how that process might be improved or enhanced.
An essential part of this evaluation process is the focus on individual teaching performance. The process should be seen as on going, as a dialogue between principal and staff focused on professional growth, which will be beneficial to the teacher as well as the students with whom he/she works.
Grasping an accurate picture of what happens in the classrooms from outside the classroom is difficult at best, therefore, teachers will be observed (both formally and informally) by the building principal; they may be asked to submit course outlines or unit procedures and philosophy of grading; and they may be asked to describe special projects. Ideally, if a dialogue atmosphere is successfully implemented, much of this sharing of information will be spontaneous.
The FORMAL EVALUATION PATTERN, which will be used for all certified staff, will be:
•1. All certified employees who are new to the District will received a written evaluation each semester during the first year of employment.
•2. All non-renewable status employees will receive a minimum of two written evaluations during the school year. The first of these shall be completed by the end of the first semester.
•3. All continuing contract staff will receive one written evaluation and at least one informal evaluation annually before the regular April meeting of the Board.
•4. All evaluations will be completed on District forms.
•5. All evaluations shall include a minimum of one personal conference in which the staff and principal discuss the specific contents of the written evaluations. At this time the staff will be asked to sign the evaluation, indicating that he/she has read the document. He/she has the right to submit a written statement regarding the contents, if he/she so desires.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
58 DH POLICY TITLE: CONTINUING CONTRACT STATUS
"Continuing contract status" shall be granted to certified personnel who have successfully completed three continuous years of satisfactory performance within the District and received the recommendation of the building administrator. This status guarantees certified staff the opportunity to continue serving in the District so long as satisfactory performance continues. It should not be construed to be an absolute guarantee of contract. Should unsatisfactory performance or unprofessional incidents occur, these will be noted in administrative evaluations, become a part of the employee's personnel file, and could become cause for non-renewal of contract. Employees are guaranteed due process in this event.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
59 DI POLICY TITLE: PROBATION OF CERTIFIED PERSONNEL
Placement on probation in District #252 is viewed as one part of the evaluation process intended to improve the individual performance of a single employee and the overall excellence of the education program. Reasons for being placed on probation may include a violation of the "Code of Ethics of the Idaho Teaching Profession" (Police DB); unsatisfactory performance in any area of the District criteria for staff responsibility; any action which threatens the security, progress or well-being of students; any violation of the District conduct expectations.
Successful completion of probation-acceptable performance-will depend upon the certified employee's effort to meet the goals and terms established by his/her building principal. A failure to do so could, of course, lead to non-renewal of contract.
The specific procedure established for formal probation is:
•1. The Board of Trustees will inform the employee in writing that he/she is being placed on probation.
•2. The employee will receive in writing the reasons for the probation and the terms/conditions to be met during the probation. This will be prepared by the superintendent or building principal.
•3. The time frame of the probation period will be clarified in writing.
•4. The probation period may be concluded by a recommendation to (a) discontinue probation, (b) continue probation, (c) not renew the individual's contract.
In the case of recommendation for non-renewal of contract, the certified person has the right to a hearing before the Board. (State code specifies time frames to be observed in this process.) Because of its role as a hearing body, the Board will be unavailable for discussion of the specifics of the probation with either the administrative staff or the certified staff involved outside of the formal proceedings. Probation is considered a confidential matter.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
60
DJ POLICY TITLE: RECORDS FOR CERTIFIED PERSONNEL
Information about staff is required for the daily administration of the school district, for implementing salary and other personnel policies, for budget and financial planning, for responding to appropriate inquiries about employees, and for meeting the Board's educational reporting requirements. To these ends, the Board authorizes and directs the superintendent to develop and implement a comprehensive and efficient system of personnel records maintenance and control under the guidelines which follow.
•1. A personnel file shall be accurately maintained in the central administrative office for each present and former employee. These files shall contain applications for employment; references; and records relative to compensation, payroll deductions, evaluations, and such other matters as may be considered pertinent to the purposes of this policy cited above.
•2. The superintendent shall be the records manager for personnel files and shall have the overall responsibility for maintaining and preserving the confidentiality of the files. The superintendent may, however, designate another official to perform the duties of records management on the understanding that this official is to be held responsible for granting or denying access to records on the basis of these guidelines.
•3. All personnel records shall be considered confidential and not open to public inspection, and access to files shall be limited to persons authorized by the superintendent to use the files for purposes of this policy as cited above. No other persons or agencies may have access to information in a staff member's file except (a) when the staff member has given written consent for the release of specific information to a specific person or agency or (b) when such information is subpoenaed or ordered for release by a court of law.
•4. A staff member may have access to his own personnel file at all reasonable times (i.e., during regular school hours) but with the exception that access will not be granted to references provided to the District on a confidential basis prior to employment. The right of access includes the right to make written objections to any information contained in the file. The staff member must sign any written objection, and it shall become part of the staff member's file.
•5. No negative comment shall be placed in the staff member's file unless the person making the comment signs it and the staff member is informed of the comment and afforded the opportunity to include his written response in his file.
•6. Lists of employees' names and home addresses shall be released only to governmental agencies as required for official reports.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
61 DK POLICY TITLE: PROFESSIONAL GROWTH
Teachers shall be expected to continue their educational development during their service in the District. To aid and encourage them in this growth, a program of in-service development will be maintained.
District Sponsored In-service On occasion the District will totally or partially sponsor, supervise, or conduct in-service workshops in which staff members can participate. A Professional Development Committee, under the supervision of the Superintendent, will help to assists needs and interests of the staff and implement an appropriate in-service program each year.
Teacher Responsibility It will be the responsibility of each certified staff member to take classes or participate in workshops or other self-improvement activities sufficient to keep current and maintain the skills required for the professional position. Each individual will need to keep track of his/her in-service workshops on approved district forms, which can then be submitted to the State Department of Education for certification purposes.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
62 DL POLICY TITLE: STAFF MEETINGS FOR CERTIFIED PERSONNEL
The Board considers it part of a certified employee's professional responsibilities to attend such staff meetings as may be required for the proper functioning of a school, to serve on committees involved in curriculum development and textbook selections, and to participate in parent-teacher organizations and functions.
District school administrators shall seek to give sufficient notice of staff meetings, hold them to reasonable frequency and length, and make committee assignments equitably.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
63 DM POLICY TITLE: REDUCTION IN FORCE
The Board of Trustees understands its primary concern to be providing a quality educational program for the students of this District. In the event of tightened financial capabilities, however, the Board has an obligation and responsibility to provide quality within a more limited scope.
The Board intends to carefully review its revenue sources and spending priorities before making recommendations for change. Because the major expense of any budget is for staff and program, these are two areas, which will need to be considered. Should reductions in either of these categories be deemed necessary, final approval will be made by the Board based on recommendations of the Superintendent and the administrative staff.
In a relatively small district such as ours, any staff or program change may have a major impact. With the potential scope of this impact in mind, the Board will maintain the option of weighing each situation individually rather than prescribing a definite order of dismissal or discontinuation in advance.
In the event of necessary reduction of staff, the following criteria shall be weighed out carefully in determining who shall be retained when qualified staff members outnumber available position:
•1. Excellence of teaching performance (based on annual evaluations and other relevant data).
•2. Specific preparation in the subject area to be taught, total number of college credits in that field.
•3. Total teaching experience in the subject area.
•4. Highest degree or highest number of college or university credits beyond the B.A. degree.
•5. Seniority within the department or specialty.
•6. Number and/or combination of additional certified areas of instruction.
In the event of necessary discontinuation of program, the following criteria shall be considered carefully:
•1. The number of students enrolled in the program.
•2. The cost factor of different programs offered.
•3. The necessity of the program for meeting state guidelines or for college entrance requirements.
•4. The investment factor already in place (equipment, building space, etc.).
•5. Availability of qualified, certified personnel to provide the program.
Date of Adoption: July 1, 1995 Reviewed: March 8, 2006 64 DN POLICY TITLE: SALARY SCHEDULE PLACEMENT OF CERTIFIED PERSONNEL
Placement of the District's salary schedule is based on training and experience. The salary schedule is adopted annually by the Board and lists criteria that are used in determining placement. To receive credit for an actual year of experience, a teacher must have taught seven (7) months on a full time assignment or at least 50 percent of a school day for 2 full years.
For new hires, prior experience in the United States or its territories, in grades K-12 in public, parochial, or private schools, may be accepted.
Extra pay will be allowed for recognized special services not included in base contracts according to the approved schedules.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
65 DO POLICY TITLE: BENEFITS
Definitions
Benefits Benefits are defined to be the accumulation of sick leave; other special leaves as listed in this section, paid holidays, voluntary or involuntary payroll deductions, and insurance coverage offered by the District.
Benefit Criteria All certified and classified employees will receive benefits as defined above and described below in proportion to number of hours employed. A full time certified and classified employee filling an additional part-time assignment would not receive increased benefits due to the part-time assignment.
Payroll Deductions
Open Enrollment All voluntary deductions except Credit Union are subject to an open enrollment period September 1 through October 15. Enrollment in voluntary deductions must be done during this period.
Federal and State Income Taxes Federal and State income taxes will be withheld from all compensation received by employees at the established rates and in accordance with the W-4 form completed by the employee. Certain tax-sheltered benefits as provided for by the law as the District will be allowed.
Social Security
Social Security will be withheld from all compensation received by employees at the established rate. Employee's contributions are matched by the State of Idaho. Again, certain tax-sheltered benefits as provided for by law and the District will be allowed.
Public Employee's Retirement System All certified eligible employees who work half time or more for 5 or more consecutive months and classified employees who normally work 20 hours or more per week for 5 or more consecutive months must contribute to the Idaho Public Retirement System. Amounts will be withheld from all compensation received at the established rate.
Credit Union The services of a credit union are available to all employees of the school district. Payroll deduction is available upon request.
66 Tax Sheltered Annuities Tax sheltered annuities, offered and sold by companies recognized and licensed by the State Tax Commission of Idaho and meeting the criteria as established by the superintendent or his/her designee for payroll deductions, are available to employees desiring to shelter their regular income from State and federal income taxes. Enrollment in these programs and adjustment to existing premiums may be made during the open enrollment period.
Cafeteria Plan Its purpose is to provide benefits for those employees who shall quality hereunder and their dependents and beneficiaries. The concept of this plan is to allow employees to choose among different types of benefits based on their own particular goals, desires and needs.
The intention of the employer is that the plan qualify as a "Cafeteria Plan" within the meaning of Section 125 of the Internal Revenue Code of 1986, as amended, and that the benefits which an employee elects to receive under the plan be includable or excludable from the employee's income under Section 125 (a) and other applicable sections of the Internal Revenue Code of 1986, as amended.
Other Deductions Other payroll deductions are available for various association dues, insurance programs, and approved education foundations. Certain criteria set by the superintendent or his/her designee must be met by programs and/or companies in order to qualify for payroll deduction.
Insurance Coverage
Workman's Compensation As required by law, School District #252 is covered for injuries received by employees during the course of their work for both medical costs and time lost because of industrial related accidents.
An employee who is unable to work due to an industrial accident will not receive salary compensation from the District for those days he/she is unable to work. Such compensation will come from the State Insurance Fund paid directly to the injured employee. In cases where the sums paid amount is less than what the employee would otherwise have earned, that employee may elect to use his/her normally accumulated sick leave to compensate for the difference. For certified employees, Sick Leave Bank applications cannot be granted during the period of payment from the State Insurance Fund.
The combination of amounts paid to an injured employee from both State Insurance Fund and from sick leave accumulation are not to exceed the amount paid should the employee never have been in absence because of injury.
All evidence of amounts paid from State Insurance Fund must be submitted for review to the payroll office prior to approval for the use of sick leave compensation.
67 Medical and Life Insurance The District will provide health and life insurance to insurable certified and classified employees.
New eligible employees have thirty (30) days from date of employment in which to enroll in these programs. If an employee desires coverage under this program, it is his/her responsibility to be sure that he/she is enrolled. After the initial enrollment period, any employee desiring to enroll or desiring changes in coverage will be subject to an extended waiting period and/or proof of insurability. New arrivals are not subject to these conditions. An employee may cancel coverage at any time.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Revised: June 10, 2008
68 DP POLICY TITLE: TRAVEL REIMBURSEMENT
The superintendent, or his/her authorized representative must approve all travel for official District #252 business in advance.
•1. District credit cards may be issued through the business office or official use only.
•2. The Superintendent must approve mileage reimbursement for use of private cars. The mileage rate is set by the State of Idaho and the employee will be paid at the prevailing rate at the time of travel. Per Diem is the same as the State of Idaho.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2008
69 DQ POLICY TITLE: LEAVES AND ABSENCES FOR CERTIFIED PERSONNEL
The Board believes that the provision of leaves helps to attract and retain staff members who will continue to grow professionally, maintain their physical health, and have a feeling of security. This can be done by leave schedules which (1) encourage employees to take the necessary time to recuperate from illness, (2) provide income in event of illness or accident, (3) provide a way for employees to arrange for absence in the event of family emergency or imperative personal business that cannot be accomplished on a non-school day, (4) provide for professional leaves of various types.
Considerations For Leave Without Pay There may be occasions during the school year when a teacher will request leave for personal reasons beyond the number of days allowed. Such leave is considered as leave without pay. Unless the appropriate administrative authority approves it, it could represent a breach of contract.
Appreciating the importance of the physical presence of the teacher in the classroom, and recognizing the loss to student achievement when the teacher is absent, it is most difficult to justify a teacher's absence for extended personal reasons unless the request has an overriding need that cannot be met otherwise.
When such leave is considered to be of the utmost importance on the part of the individual, a request must be submitted in writing through the appropriate administrative channels. To be approved, the event that would prompt such a request must be truly unique in nature, relating to something that could not be accomplished outside the scheduled school year, and be a rare occurrence in the tenure of the staff member. Additionally, the timing and duration of the absence must be such that it does not unduly present activities or obligations that cannot be adequately covered or delegated to someone else.
These guidelines will influence the evaluation of any request and will be used to establish consistency in the decision-making process.
The superintendent may approve temporary leaves and absences in accordance with established Board policy. Recipients of a one-year leave of absence must notify the superintendent of his/her intent to return. This must be in writing and submitted by April 1 of the leave year.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
70
DR POLICY TITLE: STAFF PARTICIPATION IN POLITICAL ACTIVITIES
The individual and personal rights and freedoms of district employees are no less than other citizens who are expected to assume the full responsibilities of citizens living in a democracy. These rights include voting or refraining from voting; discussing the social, political, and economic issues of the day in public meetings; participating actively in the political party of their choice by attending party functions, contributing to the support of the party, campaigning in the community for its candidates, serving as an official in the party, and subject to the conditions set forth in #3 below, becoming a candidate for public office and holding such office if elected or appointed.
The political activity of a staff member, however, must not compromise his professional integrity. He must not misuse his school position in the interests of his own political ambitions or those of a political group.
A school employee shall be free to act as he desires in the discharge of his political responsibilities unless it can be shown that his behavior is negatively affecting his professional performance or is in violation of District policies and regulations. Therefore:
•1. A school employee engaging in political activity shall make it clear that he/she is speaking and acting as an individual and that he/she does not represent the District nor the views of the Board.
•2. A school employee shall not engage in political activity on school premises during school hours. Regulations for the use of school buildings or grounds are the same for employees as they are for other citizens.
•3. A school employee seeking an extended leave of absence for campaigning, holding office, or other time-consuming responsibilities connected with government, shall apply in writing for such leave well in advance of the activity. Leave for political activity may very widely in time required, consequently, each shall be treated by the Board on an individual basis.
•4. A school employee's job performance may be jeopardized by added responsibilities involved in the choice to hold a political office. When/if negative impact becomes evident, the employee's evaluation will reflect such observations.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
71 DS POLICY TITLE: STAFF PARTICIPATION IN COMMUNITY ACTIVITIES
The Board urges the staff to participate constructively in activities of the community, which have as their objectives the improvement of the general welfare of the community, state, and nation.
In their relationships with community groups, a conscientious effort should be made by staff members to make school life a part of community life, and to bring the community close to the schools. Teachers should endeavor to know the community and its influence and opportunities for students.
It is desired that staff members will recognize their responsibilities to the community and will take active roles in the various cultural, civic, and charitable projects.
Date of Adoption: Reviewed: September 10, 2003 Reviewed: March 8, 2006
72 DT POLICY TITLE: STAFF CONDUCT AND PROTECTION
All school personnel are charged with the individual responsibility of establishing and maintaining an open, well-disciplined, positive atmosphere within the schools. Trust and pride in the educational system of Ririe School District are directly related to how students, parents, and community patrons actually experience the day-to-day happenings of the schools. Each and every interaction either builds or breaks down that trust.
Staff/Student relations: Staff members are significant adults in the lives of impressionable young people. Because students learn and absorb the behavior they see modeled, staff shall be expected to conduct themselves in a mature, and self-disciplined manner (especially when disciplining students).
Staff members shall treat students as individuals deserving courtesy and respect. Humiliation, insults, sarcasm, threats of /or use of physical coercion or retaliation to force compliance with a staff member's expectations shall all be considered harmful interaction with students. (Properly conducted physical restraint may be used in an exceptional incident where injury to person or destruction of property is likely to result from student misconduct.)
Staff members shall consider even informal conversation regarding student's part of their professional commitment. Content, tone, and attitudes expressed should reflect that commitment, as should a respect for confidentiality issues.
Staff /Community Relations: Staff members shall be expected to view themselves as part of a partnership; working together with parents and the community in educating our youth. They shall be expected to treat these partners with courtesy and respect.
Staff members shall share information with parents on student progress/concerns in a professional, timely manner; they shall listen actively and open-mindedly to concerns expressed by patrons.
Staff members shall conduct themselves in a mature and self-disciplined manner in communications with patrons who may be upset, angry, or hostile. Intimidations, condescension, insults, sarcasm toward patrons shall be considered unacceptable staff responses.
Students, parents, patrons, or colleagues who have experienced or observed a disregard for these staff conduct expectations should try to discuss the incident with the individual involved first.
However, if this is not possible or does not lead to an acceptable resolution, the specifics of the incident should be reported to the building administrator as soon as possible. If concerns remain unresolved at this level, the superintendent should be contacted. Staff evaluations shall clearly reflect such negative instances, and disciplinary action may result.
73 STAFF PROTECTION
Staff members shall be viewed as part of a partnership: working together with students, parents and the community in an educational process. This process will not always run smoothly, no matter how well thought out intentions is in any part of the partnership. While students and patrons need to be given respect and fair hearing by staff, it is equally true that staff deserve the same opportunities.
Staff /Patron Relations: Staff members shall be viewed as basically concerned with the well being of students. With this in mind, patrons will be encouraged to avoid emotionally charged situations from developing by communicating as co-advocates of students rather than as adversaries, and by communicating their concerns early.
Staff members shall be treated with courtesy and respect. They shall have a right to expect patrons to discuss concerns with them free from sarcasm, insults, intimidation, or physical aggression. Any employee who is threatened with harm is to notify his/her building administrator or supervisor immediately. Steps will be taken at once to protect the employee's safety.
Staff /Student Relations: Staff members shall have the right to freedom from verbal and/or physical abuse by students.
Staff Liability: Employees and Volunteers will be additional insured under the District's liability insurance policy so long as they are acting solely within the scope of their duties or employment for the district. This coverage will provide defense for claims for damages and payment of judgments in behalf of the employees and volunteers subject to the terms and conditions of the policy.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: March 8, 2006
74 DU POLICY TITLE: SEXUAL HARASSMENT
Policy Statement Each individual has the right to work in a professional atmosphere, which promotes equal opportunities and prohibits discriminatory practices, including sexual harassment. Sexual harassment whether verbal or physical, is unacceptable and will not be tolerated.
Definition of Sexual Harassment For purposes of this policy, sexual harassment is defined as any type of unwelcome or unwanted conduct of a sexual nature when: (1) submission to or rejection of this conduct by an individual is used as a factor in decisions affecting hiring, evaluation, promotion or other aspects of employment; or (2) this conduct substantially interferes with an individual's employment or creates an intimidating, hostile or offensive work environment.
Examples of sexual harassment include, but are not limited to:
•1. Demanding sexual favors in exchange for favorable reviews, assignments, promotions, continued employment or promises of the same;
•2. Continued or repeated sexual jokes, language, flirtations, advances or propositions;
•3. Verbal abuse of a sexual nature;
•4. Graphic verbal commentary about an individual's body, sexual prowess or sexual deficiencies;
•5. Leering, whistling, touching, pinching, brushing the body, assault, coerced sexual acts, or suggestive, insulting or obscene comments or gestures;
•6. The display in the work place of sexually suggestive objects, pictures, posters or cartoons;
•7. Name calling, relating stories, gossip, comments or jokes that may be derogatory toward a particular sex;
•8. The display of sexually suggestive graffiti;
•9. Asking questions about sexual conduct or sexual orientation or preferences;
•10. Harassment constantly targeted at only one sex, even if the content of the verbal abuse is not sexual;
•11. Retaliation against employees for complaining about such behaviors.
Conduct of this nature is unacceptable in the work place; at any school activity, function, or event or in any other work related setting.
75 Individuals Covered Under the Policy This policy covers all employees of the District. The Board will not tolerate, condone or allow sexual harassment, whether engaged in by employees of the district or by non-employees who conduct business with the district. The Board encourages reporting of all incidents of sexual harassment, regardless of who the offender may be.
Reporting a Complaint The Board encourages individuals who believe they are being harassed to firmly and promptly notify the offender that his/her behavior is unwelcome. However, the Board recognizes that such a direct communication may not be feasible or effective. Thus, the following steps should be followed in reporting a harassment complaint.
While not required to do so, an individual may choose to report the complaint to his/her supervisor. If the supervisor successfully resolves the complaint in an informal manner, the supervisor shall make a confidential report to the superintendent about the complaint and resolution so that the District will be aware of any pattern of harassment by a particular individual. If the supervisor is unable to resolve the complaint, the complaint should be referred to the superintendent.
If the individual chooses not to report the complaint to his/her supervisor, the individual should report the incident directly to the superintendent. If the complaint in any manner involves the District superintendent, the individual should report the complaint to any member of the District's Board.
An accurate record of objectionable behavior or misconduct is needed to resolve a complaint of sexual harassment; therefore, verbal reports of sexual harassment should be reduced to writing by either the complainant or the person receiving the complaint, and signed by the complainant. Individuals who believe they have been or currently are being harassed are encouraged to maintain a record of the objectionable conduct in order to effectively corroborate their allegations. However, the district hereby notifies employees that, in the event a lawsuit develops from the reported incident, the complainant's written notes may not be considered privileged information and, therefore, confidential, unless such notes were originally made in anticipation of litigation.
The Board encourages individuals who believe they have been subjected to sexual harassment to report the incident promptly so that a rapid response and appropriate action may be taken. However, because of the sensitivity of these matters, no time limit will be instituted for reporting sexual harassment complaints. Late reporting of complaints will not in and of itself preclude the district form taking remedial action.
Protection Against Retaliation The District will not in any way retaliate against an individual who makes a report of sexual harassment nor, to the extent possible, will it permit any employee to do so. Retaliation will be considered to be a violation of this sexual harassment policy and should be reported immediately. Any person found to have retaliated against another individual for reporting an incident of sexual
76 harassment may be subject to the same disciplinary action provided for sexual harassment offenders. Individuals who are not complainants but who assist individuals who believe they have been subjected to sexual harassment or who assist or participate in a sexual harassment investigation also are protected from retaliation under this policy.
Investigation of the Complaint Any allegation of sexual harassment will be promptly investigated in a confidential manner so as to protect the privacy of all persons involved. Confidentiality will be maintained throughout the investigation process to the extent practicable and appropriate under the circumstances.
The District's superintendent or his/her designee will investigate complaints. If the complaint in any manner involves the superintendent, the board will designate the person to conduct the investigation.
In pursuing the investigation, the investigator should thoroughly investigate the matter and in so doing, attempt to ascertain al of the facts that explain what has occurred. In conducting the investigation, the complainant, as well as the alleged harasser, will be questioned as well all employees or other persons who may have knowledge of either the incident in question or similar problems. The investigative steps and findings should be documented as thoroughly as possible. Any investigator from the complainant may seek the following information:
The name and position of the complainant.
The identity of the alleged harasser.
The frequency/type of alleged harassment and, if possible, the dates and locations where the alleged harassment occurred.
The identity of any witnesses who may have observed the alleged harassment.
The manner in which the complainant responded to the alleged harassment.
Whether the complainant consulted anyone else about the alleged harassment and who may know of the complaint and their response thereto.
The professional relationship, degree of control and amount of interaction between the alleged harasser and the complainant.
Whether the alleged harasser has carried out any threats or promises directed at the complainant.
Whether the complainant knows of or suspects there are other individuals who have been harassed by the alleged harasser.
Whether the complainant has informed other persons of the situation and, if so, what response the complainant received from these individuals.
77 The nature of the action the complainant would like the District to take as a consequence of the alleged harassment.
Upon completion of the investigation of a sexual harassment complaint, the investigator shall communicate his/her findings to the superintendent. If the complaint in any manner involves the superintendent, the investigator's findings will be submitted directly to the chairperson of the Board of Trustees.
Resolving the Complaint Upon completion of the investigation, the District will communicate in an appropriately sensitive manner its findings and intended action, if any, to the complainant and alleged harasser. If it is found that harassment occurred, the harasser will be subject to appropriate disciplinary procedures as determined by the principal, the superintendent or if necessary, the Board. Individuals found to have engaged in misconduct constituting sexual harassment may be disciplined up to and including discharge.
In addressing incidents of sexual harassment, the District's response may at a minimum include reprimanding the offender and preparing a written record for inclusion in the employee's personnel file. Additional action may include referral to counseling, with holding of a promotion, reassignment, and temporary suspension without pay, financial penalties or termination. Any such disciplinary action will be taken pursuant to District policies and procedures.
Although the district's ability to discipline a non-employee harasser is limited by the degree of control, if any, that the district has over the alleged harasser, any employee who has been subjected to sexual harassment is encouraged to file a complaint and to the extent harassment has occurred, appropriate action will be taken.
If the District determines that no sexual harassment has occurred, this finding will be communicated to both the complainant and the alleged harasser in an appropriately sensitive manner. Further, if the investigation results in a finding that the complainant falsely accused another of sexual harassment knowingly or in a malicious manner, the complainant may be subject to appropriate sanctions, including the possibility of termination.
The District will maintain a complete written record of each complaint, the manner in which it was investigated, and the manner in which it was resolved. Written records, to the extent appropriate, will be maintained in a confidential manner but may be included in any affected employee's personnel file.
Conclusion The Board of Trustees has developed this policy to ensure that all of the employees of the District can work in an environment free from sexual harassment. The Board will make every effort to ensure that all of its personnel are familiar with the policy and know that any complaint received will be thoroughly investigated and appropriately resolved.
Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: May 10, 2006
78 DV POLICY TITLE: DRUG FREE WORKPLACE GENERAL Ririe Joint School District recognizes that the possession, use and abuse of alcohol or illegal drugs are a very serious problem with physical, emotional, social and legal implications. Of primary concerns is the effect of alcohol or substance abuse on job performance, school safety, and productivity in the work environment committed to maintain a work place free from alcohol and drug abuse. It shall be the policy of the Jefferson/Bonneville School District that use, possession or distribution of alcohol or illegal drugs is prohibited on any school premises or at any school activity. It is a condition of employment with the Ririe Joint School District that employees comply with this policy.
DEFINITIONS Alcohol: Alcoholic beverage (including beer, wine and alcoholic liquor as defined by Sections 23-105 and 23-1002, Idaho Code).
Alcohol Use: The use, possession or distribution of alcohol on any school premises or at any school activity.
Illegal Drug Use: The use, possession or distribution of illegal drugs and/or the abusive use of other drugs and/or alcohol on any school premises or at any school activity.
Illegal Drugs: Any controlled substance as defined by Section 37-2701, Idaho Code, any other substance, which is used to alter or change the mood of an individual, and/or anabolic steroids. This would not include over-the-counter drugs or proscriptions prescribed by a doctor or dentist specifically for the person in possessions.
Reasonable Suspicion: Otherwise unexplained behavior, which, based on specific objective facts and reasonable inferences drawn from these facts in the light of experience, or any substantive evidence pointing to use, possession or distribution, may constitute "Reasonable Suspicion".
Reasonable Suspicion may arise:
•1. from direct observation of an individual;
•2. from a pattern of abnormal conduct or erratic behavior;
•3. when the individual has been arrested for, convicted of, or identified as the target of a criminal investigation into, a drug-related offense;
•4. based on information provided either by reliable and credible sources or independently corroborated; and
•5. when newly discovered evidence discloses that the employee tampered with a prior drug or alcohol test. 79 Although reasonable suspicion testing does not require absolute certain, mere hunches are not sufficient to meet this standard.
Violations: The commission of an act of illegal drug use or alcohol use by an employee; or failure by an employee to notify the District of any conviction of said employee under any criminal drug statue within five (5) calendar days of such conviction; or failure by an employee to promptly report any incident, event or condition of which said employee has knowledge which constitutes a violation of this Policy.
DISTRICT GOALS •1. To endeavor to provide a public information program for all employees concerning the restrictions on use, possession, and distribution of illegal drugs and alcohol prevention and treatment. This public information program may be conducted during in-service programs pursuant to the terms of Section 33-1220, Idaho Code. Nothing herein shall obligate the District to provide monetary assistance to any employee to participate in drug or alcohol treatment programs.
•2. To inform employees that the use, possession, and distribution of illegal drugs and alcohol is illegal, wrong and harmful, and that disciplinary sanctions will follow any confirmed Policy violations.
•3. To cause to be distributed to all District employees a copy of this Policy including a statement of disciplinary sanctions for Policy violations. Due process assurances will be included therein.
ADMINISTRATIVE DIRECTIVES •1. The superintendent or his designee will take reasonable steps to cause each employee to receive a statement prohibiting the use, possession, and distribution of illegal drugs and alcohol on school premises or at any school function, and a statement of the disciplinary sanctions to be imposed for Policy violations.
•2. The Superintendent or his designee will investigate all instances where there is reasonable suspicion of a violation of this Policy and will provide each person charged with a violation of this Policy with all applicable due process protection during all investigations, hearings, etc.
•3. Where there is a particularized suspicion that an employee has committed a violation of this Policy (use) the employee may be required by the superintendent or his designee to submit to appropriate drug or alcohol testing and refusal of an employee to promptly submit upon request will be deemed ground for discipline and/or discharge.
80 |
SANCTIONS
The following disciplinary sanctions may be imposed upon an employee who violates this Policy: •1. A certified employee who violates the terms of the school's Policy may be non-reemployed according to the terms of Section 33-514, Idaho Code; or non-renewed pursuant to the terms of Section 33-515, Idaho Code; or terminated according to the terms of Section 33-513, Idaho Code; placed on probation (with such conditions as the Board determines to be appropriate); etc. at the discretion of the Board. Likewise, non-certified employees violating the Policy may be discharged, non-reemployed, placed on probation, etc. at the discretion of the Board. •2. Notwithstanding the above, upon reasonable suspicion, a District bus driver will be suspended from all duties pending further investigation. If, after conclusion of an informal hearing, the Board finds a violation of this Policy occurred, the bus driver will be immediately terminated from district employment and the incident reported to the State Department of Education. A recommendation for license revocation will be made. •3. In all instances where federal, state or local laws appear to have been violated the District will notify the appropriate law enforcement agencies. Date of Adoption: July 1, 1995 Reviewed: September 10, 2003 Reviewed: May 10, 2006
81 DW POLICY TITLE: EMPLOYEE ALCOHOL AND CONTROLLED SUBSTANCE TESTING PROCEDURES
Enhanced productivity, employee safety, and decreased health and accident costs are some of the intended products of a drug free work place policy. Moreover, because School District employees supervise and act as role models for the students of this District, this policy is also intended to promote and protect students health and safety. The superintendent or designee may require an employee to undergo a blood or urinalysis test to determine the presence of alcohol, drugs, or controlled substances in an employee's system under the following circumstances: •1. When the giving of such test is bases on a reasonable suspicion supported by specific objective facts (and reasonable inference drawn from those facts) that the employee has been under the influence of drugs, controlled substances, or alcohol on school property, during the work day, or at school functions; or •2. when such test is administered in connection with a required pre-employment test to an applicant for employment by the District; •3. When such test is administered to those who operate school buses or are otherwise engaged in the transportation of school students'. The employee shall submit to an examination under these circumstances, and a refusal to submit shall constitute insubordination and may result in disciplinary action. The physician or other person conducting the examination shall release the result of such examination directly to the District. The District will pay for the cost of the examination. The test will be administered by a person of the District's choice ("testing facility"), which person shall be qualified to perform the examination using accepted testing methods. These procedures will provide for the following: •1. Proper collection and storage of the sample and documentation of the chain of custody of a sample; •2. Application of the same or an alternative testing method to confirm results that show "positive" initially; and •3. The preservation of a specimen sample by the testing facility for use by the employee and district. When the District as a basis for disciplinary action utilizes a positive test, due process procedures required by District policies and state and federal law shall apply and the employee shall be given an opportunity to rebut or explain the results of the test.
82 Test results and other personally identifiable medical information received by the District as a result of the application of this procedure shall be treated as confidential and will only be disclosed in connection with proceedings contemplated by this policy or subsequent related proceedings. Date of Adoption: July 1, 1995 Reviewed: October 8, 2003 Reviewed: May 10, 2006
83 DX POLICY TITLE: COMMUNICABLE DISEASES
Concern that employees and children be able to attend the schools of the District without being infected with serious communicable diseases required that the Board adopt procedures effectively responding to such health concerns while respecting the rights of all students and employees, including those who are so infected. In this regard, the protection of the health of all employees and students will be of first priority. To assure adequate protection of all involved, the employee identified as having a serious infectious disease may be suspended from work with pay until the following steps are taken: •1. The individual has provided a complete Infectious Disease Questionnaire appropriately signed and dated by his/her physician. •2. A special advisory committee will be convened by the superintendent consisting of the superintendent, public health personnel, the District's legal counsel, the school physician/consultant, a principal, and the employee's physician. The superintendent may add additional educational, medical and legal expertise to the committee. The committee, in closed session(s), will investigate the individual circumstances of the infected employee. The employee's identity shall not be divulged to the committee. The committee will attempt to reach a consensus on four (4) issues: •a. Should the employee be permanently or temporarily excluded from work, will payment of salary be governed by the sick leave policy and other applicable consideration? •b. If the employee is excluded, what criteria should be used to determine eligibility for future readmission? •c. If the employee is not excluded, what criteria should be used to determine eligibility for future readmission? •d. What steps for follow-up or monitoring should be taken as a condition for continued employment? •3. The committee will report its findings to the Board in a closed meeting without disclosing the name of the employee. •4. Any employee who wishes to appeal the decision of the Board may do so by following the procedures outlined in Idaho law including but not limited to S33-513-of the Idaho Code, or the district's policy manual. These steps will be taken in less than ten (10) working days.
84 PROTECTION OF PRIVACY RIGHTS
Federal law makes it incumbent upon school employees to protect the personal privacy of other employees and students. Information concerning the employee's health, medical treatment, and/or personal records is strictly confidential and is not to be released. Intimidation of affected individuals, either direct or indirect, is against District policy. Breach of this responsibility will be treated as a serious infraction of District policy. The identity of an infectious individual or an individual who there is a reasonable cause to believe is an infected individual shall be revealed only to those who have a need to know. However, it shall continue to be the policy of the District to advise public health personnel of the incidence of a serious infectious disease in the district and the circumstances surrounding such disease (Idaho Code 02.10010). HYGIENE PRACTICES IN SCHOOL
Good hygiene practices as recommended by local, county and state health authorities are to be followed at all times when handling blood or other bodily fluids of all children or employees. Employees shall be provided training that advises and directs the procedures for hygiene practices and safety precautions. Teachers and other employees who may be expected to have contact with a student or employee under circumstances giving rise to a risk of transmission of a serious illness will be informed about the condition of the child or fellow employee, instructed regarding the possible modes of transmission of the disease and provided any special supplies such as disposable gloves, which medical advisors deem to be appropriate. Caution must continue to be taken to protect the identity of the infected individual. UNIVERSAL PRECAUTIONS
Because individuals cannot always be reliably identified as soon as they are infected and/or infectious, blood/body fluid precautions will be consistently used for all individuals in the school setting. All school employees will routinely use appropriate barrier precautions to prevent skin and mucous membrane exposure when contact with indicated body fluids of any person is anticipated. Universal precautions apply to blood, body fluids containing visible blood, semen, vaginal secretions, tissues, cerebrospinal fluid, synovial fluid, pleural fluid, peritoneal fluid, pericardial fluid, and amniotic fluid. Universal precautions do not apply to feces, nasal secretions, sputum, sweat, tears, saliva, urine and vomits unless they contain visible blood. •1. Gloves will be worn only when in contact with or anticipating contact with blood, body fluid containing visible blood, semen, mucous membranes, or non-intact skin of all individuals, for handling items or surfaces soiled with blood or body fluid containing visible blood. Gloves will be changed after contact with each person. Disposable gloves must not be cleaned and reused.
Gloves (disposable, non-sterile) will be available in the schools' offices, physical education departments, shops, and maintenance and kitchen areas. Gloves for use in case of an emergency in a classroom will be made available to the teachers. 85 •2. Hands and other skin surfaces must be washed immediately and thoroughly if contaminated with blood and other body fluids. •3. Extraordinary care must be taken to avoid accidental wounds with materials that may be contaminated with blood. Wearing gloves to avoid being cut by contaminated sharp objects when cleaning the site may minimize the risk of exposure. •4. Needles and lancets must be placed in puncture-resistant containers after being used. Used needles are not to be recapped. Under no circumstances should faculty sanction activities or exercise which involve students having direct contact with blood from another student. •5. Linen soiled with blood or body fluid containing visible blood will be handled with gloved hands and as little as possible. Place soiled linen into plastic bag. •6. Disposable mouthpieces will be available for emergency use for cardiopulmonary resuscitation. The mannequins used in the classroom for CPR instruction will be cleaned with alcohol or alcohol swabs after each student and with bleach solution (1 part bleach: 10 parts water) at the end of the day. •7. The custodial staff according to their approved guidelines should decontaminate surfaces that become contaminated with blood. Sufficient time should be allowed to ensure surfaces are adequately disinfected. •8. If exposure to copious amounts of blood occurs, an incident report must be made. The person who has been exposed should seek medical advice within six (6) hours regarding any recommended testing and evaluation. •9. Athletic departments will adhere to the above precautions. Date of Adoption: July 1, 1995 Revised: March 17, 2003 Reviewed: May 10, 2006 86 DY POLICY TITLE: SUPPORT STAFF The Board recognizes that good work done by secretaries, clerks, cafeteria and maintenance workers, technicians, aids, bus drivers, and other support staff members contributes greatly to the smooth and effective operations of this school district. The Board seeks to attract and keep concerned and capable men and women to carry on relationships between the instructional and support services staff be that of partners working together for better schools. And the Board will strive, within budgetary limits, to provide a working environment for all staff that will contribute to efficient job performance and pride in and rewards for work well done. Date of Adoption: July 1, 2003 Reviewed: October 8, 2003 Reviewed: May 10, 2006
87 DYA Procedure
POLICY TITLE: PERFORMANCE RESPONSIBILITIES OF DISTRICT SECRETARY
Qualifications: Demonstrated ability to accomplish the performance tasks listed below, such alternatives to the above qualifications as the administration may find appropriate and acceptable. Primary Responsibility To: Superintendent of Schools Secondary Responsibility To: Business Manager Job Goal: To assist the central office administration in the overall operation of the District, the District Secretary shall carry out the following performance tasks: •A. Take and transcribe dictation of various types, including correspondence reports, notices, recommendations and the like. •B. Obtain, gather and organize pertinent data as needed and put it into usable form. •C. Maintain confidentiality of employees, students, and parents. •D. Maintain a regular filing system for applications for employment, correspondence, reports, documents, board minutes, publications, sources of data, and the like. •E. Place and receive telephone calls and record messages. •F. Perform any bookkeeping tasks associated with the position. This may include accounts payable for the school district. •G. Distribute postal mail and inter-school mail. •H. Maintain a schedule of appointments and make arrangements for interviews and conferences. This includes employment interviews and hiring. •I. Welcome visitors and arrange for their comfort. •J. Attend all regular and special meetings of the Board of Directors. Takes minutes of Board Meetings. Type and disseminates minutes of all meetings. •K. Type and disseminate board and staff newsletters. •L. Develops personnel forms and job descriptions. Maintain job description master file; insure that job descriptions are included in the master file for each job within the District. 87.1 •M. Maintain up to date files on employees both past and present. •N. Enter data for personnel forms required by the State Department of Education and send before deadline date each fall. •O. Performs such other tasks and assumes such other responsibilities as the administration may assign. Terms of Employment: This position shall be considered in all respects "employment at will" and the employee is subject to discharge by the District at any time without cause. The "employment period" and other descriptions shall not create a property right in the employee and such are set forth only to advise the employee of when and what type of services the District will require so long as the employment continues. The employee working in this position shall at all times be subject to the direction of the person to whom said employee has primary responsibility or said person's designee(s) and at all times shall be subject to the rules, regulations and policies of the district as promulgated by the Board of Trustees. Each employee shall be held responsible for having knowledge of said school district rules, regulations and policies which have been reduced to writing and made available to the employee at the building principal's office and the district-wide administration office. The employment period shall be for twelve (12) months with vacations as specified in district policy. The salary shall be commensurate with the employee's appropriate place on the approved wage scale. Evaluations: Performance of this position will be evaluated periodically by the Superintendent of Schools or a designee in conformance with District policy relating to evaluations of classified employees. Date of Adoption: January 11, 1999 Reviewed: 2002-2003 school year Reviewed: May 10, 2006 87.2 DYB Procedure POLICY TITLE: PERFORMANCE RESPONSIBILITIES ELEMENTARY SCHOOL SECRETARY Qualifications: Demonstrated ability to accomplish the performance tasks listed below, such alternatives to the above qualifications as the administration may find appropriate and acceptable. Primary Responsibility To: Principal Job Goal: To assist the Principal in the efficient operation of the school so that the maximum positive impact can be made upon the children, the Elementary Secretary shall carry out the following tasks: •A. Encourage feelings of ease and confidence in students and parents and be positive when dealing with students, staff and parents. •B. Serve in a public relations capacity when dealing with parents, students and all school visitors. •C. Maintain confidentiality. •D. Complete routine clerical duties: type correspondence, reports, memorandums, job requisitions; pickup and distribute daily mail; process telephone calls and district communications; etc. •E. Assist teachers as appropriate. Operate and troubleshoot various office machines, such as copiers, calculators, laminators, etc. •F. Record daily time/attendance of staff and substitutes. Compile and submit monthly payroll. •G. Collect, receipt and prepare deposits for monies from school activities and functions. Compile, reconcile and submit monthly financial statement showing all funds. •H. Schedule appointments, meetings and conferences as appropriate. Prepare special education records, receive parent permission forms, set up staffing, annual reviews, etc., as required. •I. Assist the Principal with in service for staff and volunteers when needed. •J. Order, receive and appropriately dispense supplies •K. Complete necessary purchase orders using proper budget numbers. •L. Prepare inventories of supplies and equipment. •M. Supervise office assistants and volunteers. 87.3 •N. Complete administrative reports as requested. •O. Complete registration procedures; assist in the placement of students in classes, process enrollment forms and request previous records. •P. Record student attendance and prepare reports as needed. •Q. Maintain student permanent records. •R. Receive monies for lunches and kindergarten milk, maintain records of such, and prepare daily deposit. •S. Maintain student drop file and distribute records as requested. •T. Provide student care as necessary, including dispensing of medication as required, caring for ill or injured students, and/or contacting parents. •U. Supervise students as necessary. •V. Performs other duties as assigned. Terms of employment: This position shall be considered in all respects "employment at will" and the employee is subject to discharge by the District at any time without cause. The "employment period" and other descriptions and terms set forth in this job description shall not create a property right in the employee and such are set forth only to advise the employee and what type of services will be required by the District so long as the employment continues. An employee working in this position shall at all times be subject to the direction of the Principal and at all times shall be subject to the rules, regulations and policies of the board of Trustees. The employee shall be held responsible for having knowledge of said school district rules and regulations. The employment period for this position shall be for two hundred ten (210) days with vacations as specified in district policy. The Elementary Principal or a designee in conformance will evaluate performance of this position with District policy relating to evaluations of classified employees. Date of Adoption: January 11, 1999 Reviewed: 2003-2004 School Year Reviewed: May 10, 2006
87.4 DYC Procedure POLICY TITLE: PERFORMANCE RESPONSIBILITIES OF COMPUTER LAB AID
Qualifications: Ability to accomplish the performance tasks listed below; such alternatives to the above qualifications as the administration may find appropriate and acceptable. Primary Responsibility to: Principal Job Goal: To assist in providing maximum student and teacher use of educational technology and software, and to support methods for integrating computer applications into the curriculum. Under direction of the Principal the Computer Lab Aide shall carry out the following tasks: •A. Maintain the computer lab to maximize student and teacher use before, during and after school hours. •B. Organize and maintain manuals and software for computer lab use to support district curriculum. •C. Become familiar with the existing building licenses/lab packs. •D. Supervise the checkout of special titles. •E. Identify, verify and recommend to the Principal, job requisitions for equipment repair. •F. Attend appropriate meeting and training. •G. Assist staff in running software and in developing methods for integrating new computer application into the curriculum. •H. Keep current with changing technology. •I. Assist the Principal with in-service for staff and volunteers when needed. •J. Assist with the review and sharing of appropriate literature among staff at he building level. •K. Performs other duties as assigned. Terms of Employment: This position shall be considered in all respects "employment at will" and the employee is subject to discharge by the district at any time without cause. The "employment period" and other descriptions and terms set forth in this job description shall not create a property right in the employee and such are set forth only to advise the employee and what type of services will be required by the District so long as the employment continues. An employee working in this position shall at all times be subject to the direction of the Principal and at all times shall be subject to the rules, regulations and policies of the Board of Trustees. The employee shall be held responsible for having knowledge of said school district rules. The Principal will evaluate performance of this position periodically. Date of Adoption: January 11, 1999 Reviewed: October 8, 2003 Reviewed: May 10, 2006 87.5
DZ POLICY TITLE: CLASSIFICATIONS AND STATUS OF CLASSIFIED PERSONNEL
Classifications
Positions not requiring professional certification through the Idaho State Department of Education will be considered as classified. Thus persons filling these positions will be known as classified personnel. These positions will manifest themselves through the following functions or services: (These are to be considered typical and not all inclusive). Office Personnel (Clerical) Maintenance Custodial Services Food Services Pupil Transportation Business Services At-Will Status
Classified positions shall be considered in all respects "employment-at-will" and the employee is subject to discharge by the district at any time without cause. The "employment period" and other descriptions and terms set forth in job descriptions shall not create a property right in the employee and such are set forth only to advise the employee of when and what type of services will be required by the district so long as employment continues. Date of Adoption: July 1, 1995 Reviewed: October 8, 2003 Reviewed: May 10, 2006
88 DAA POLICY TITLE: HIRING PROCDURE FOR CLASSIFIED PERSONNEL The hiring procedure for School District #252 with respect to classified employees shall be as follows: •1. At such time as an opening occurs, the District will give notice of the fact that it is accepting applications for employment by posting a notice at the district office or school building or by advertising in the newspaper. •2. The District will receive application until the date described in the notice. •3. The person primarily responsible for the supervision of the position being applied for and/or such other person(s) as the superintendent shall review the applications or his designee may direct. Such review shall determine which employees meet the criteria for the position and, in the case of receipt of numerous applications, which applicants appear to be most qualified and therefore entitled to attend the interviewing step of the hiring procedure. During this review step the persons responsible for reviewing shall check any references and/or make any background checks deemed appropriate. •4. The interview process shall take place within a reasonable period of time after the last day for receiving applications. •5. Upon completion of the interviews the responsible person(s) shall make a selection of a candidate for employment and shall notify the candidate of his or her selection and give instructions to the employee for reporting to the business or other administrative department of the District for purposes of being processed for employment. Date of Adoption: July 1, 1995 Reviewed: October 8, 2003 Reviewed: May 10, 2006
89 DAB POLICY TITLE: PERSONNEL FILES OF CLASSIFIED PERSONNEL The following shall be the policy of the District for the inspection and copying of personnel file(s) by classified employees: •1. All personnel files relating to classified employees shall be available for inspection by the employee or by his/her employee's designee, during non-duty hours or during the normal business hours of the District's administrative offices, upon reasonable notice. Said inspection may be monitored and observed by administrative personnel of the District. •2. Should the employee desire copies of documents contained in or entries made in his/her file(s), the District shall prepare such copies as he/she requests within a reasonable time (not to exceed two business days after request received) and for a reasonable charge to be set by the administration. •3. A classified employee of the District may at any time request removal of any documents, materials or entries from his/her personnel file. •a. Such request shall be directed to the building principal or supervisor with respect to material in the building file and to the superintendent, or his designee, in the case of the District file. •b. The request shall be made in writing, shall be dated, shall specifically identify the material sought to be removed, shall set forth the reason why such request is being made and shall contain the signature of the requesting employee. •c. The responsible administrator shall respond to the request no later than ten (10) working days after receipt of said request and may indicate the removal or non-removal of any of the items requested by way of notation and initialing on the original and a copy of the employee's request. The copy shall be delivered to the employee and the original shall be placed in the employee's personnel file. •d. Should the requested deletions or removal be disallowed by the responsible administrator or should no responses be received within ten (10) working days, the classified employee so affected shall have the right to prepare in writing a Statement of Rebuttal, containing not more than one hundred (100) words which shall be dated and executed by the employee and upon presentment in a manner consistent with a request for removals described above said Statement of Rebuttal shall be lodged in the personnel file of said employee. Date of Adoption: July 1, 1995 Reviewed: October 8, 2003 Reviewed: May 10, 2006
90 DAC POLICY TITLE: VACATIONS & HOLIDAYS FOR ALL FULL-TIME/12 MONTH CLASSIFIED PERSONNEL
Vacation is provided for the physical and mental well-being of the employees and may be taken as earned. Full-time employees who work year round (12 months) are eligible for vacation. Vacation can be taken after ninety (90) days of continuous employment. Vacation time for eligible employees begins to accrue monthly from the date of employment at the rate specified below. Calculations will be made to the nearest one-half day. Vacation shall accumulate as follows: Years of Service Rate Maximum Time
1 - 5 years .833 or 5/6 day/mo. 10 days 6 - 10 years 1 day per month 12 days 11 - 15 years 1.167 or 1/16 day/mo. 14 days 16 - 20 years 1.333 or 1/3 day/mo. 16 days 21 or more years 1.667 or 1 2/3 day/mo. 20 days Time taken from the job and charged as vacation time may be scheduled and used in large or small increments. The smallest increment shall not be less than one-half day at any one time. Classified 12-month employees are expected to plan and schedule their use of vacation time and submit the request in writing to the Director of Business and Operations for approval. Vacation time is to be noted on the monthly time card. Full time twelve-month employees can designate other annual leaves for the year of vacation in writing in July. Full time twelve-month employees will receive one (1) day of vacation for each year of continuous service. No more than ten (20) vacation days can carry over to the next years. Payments in lieu of vacation time off the job will not be made to employees without the permission of the superintendent or his designee. Upon termination, pay will be granted for up to twenty (20) days of unused vacation. Vacation time will not be granted prior to being earned without the permission of the superintendent or his designee. Full time classified personnel who work year round (12 months) will be granted paid holidays for not less than the following: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. Date of adoption: July 1, 1995 Reviewed: October 8, 2003 Revised: December 13, 2006 Reviewed: May 10, 2007 91 DAD POLICY TITLE: COMPENSATION FOR EXTRA SERVICES
The Board of Trustees, as a result of professional negotiations, shall establish a supplementary salary schedule and guide for special assignments carried on outside of regular hours. The supplementary schedule shall be reviewed annually. Stipends will be paid according to the schedule. Date of Adoption of Revised Policy: March 13, 2000 Reviewed: October 8, 2003 Reviewed: July 19, 2006
92 DAE POLICY TITLE: SICK LEAVE BANK
The purpose of the Sick Leave Bank is to make available to each participating certificated/classified employees of the Ririe School District a fund of sick leave days to assist in alleviating hardship caused by absence from work necessitated by extended or recurring illness extending beyond the employee's accumulated sick leave. POLICY
•1. Each participant must authorize the district to contribute two days of earned sick leave to the bank during its first year of operation. Sick leave days thus contributed will be deducted from the employee's sick leave entitlement. Each employee who enters the bank after the first year of its operation will donate two sick leave days as an initial contribution. Each subsequent year the Sick Leave Bank Committee shall determine the minimum number of sick leave days each participant must contribute to maintain bank membership and to keep the bank operational. Subsequent assessments must equally apply to each member of the Sick Leave Bank. •2. The Sick Leave Bank Committee shall consist of two members appointed by the Ririe Education Association and two members appointed by the Ririe School District. The committee shall develop and distribute rules and procedures for the orderly administration of the bank consistent with the terms of this board policy. •3. New members may sign up at the time their contract is issued or no later than September 1 of each school year. Exceptions to this policy require approval by the Board of Trustees. Such exception may include the Board granting certificated employees who are members of the Sick Leave Bank the opportunity to donate additional sick leave days at a time other then the normal sign up time. Continuing membership in the Sick Leave Bank is automatic unless a written and signed request for withdrawal is submitted. •4. Application for us of the Bank shall be submitted to the Sick Leave Bank Committee prior to the employee's medical leave and on the application form available from the School District Office. The Committee will review the request and determine the eligibility for benefits. The Committee may require proof of illness at the time of application and every fifteen days after the grant has been authorized. •5. To be eligible for sick leave bank benefits, the applicant must: •A. Be a Sick Leave Bank contributor. •B. Have used all of his/her accumulated sick leave benefits by being absent from work due to illness or accident. •C. Have lost four days pay as a result of the illness. The employee may use up to four personal leave days in lieu of the four days loss of pay. 93 •6. A subsequent recurring illness will be treated as a new illness. •7. The maximum number of days that may be granted to an employee in any given year will be equal to the remaining number of sick leave days an employee has accumulated prior to the extended illness, or twenty days, whichever is greater. In no case will the grant exceed a total of ninety days from all illnesses or accidents during a current school year. •8. The maximum number of days granted from the Sick Bank will not exceed the number of days absent from work due to the illness or accident. Grants will not carry from one school year to the next since all grants terminate at the end of each school year. Unused days from a grant automatically revert back to the Sick Leave Bank. Date of Revision Adoption: April 10, 2000 Reviewed: October 8, 2003 Reviewed: July 19, 2006
94
SICK LEAVE BANK APPLICATION
Joint School District #252
Date: _____________________ I ___________________________, an employee of Joint School District #252 do hereby apply to become a member and contributor of the District Sick Leave Bank. I authorize the District to deduct two (2) days of my earned sick leave from my sick leave allotment to be contributed to the District Sick Leave Bank. ____________________________________ Signature Please give this application to the administrative office.
95 DAF POLICY TITLE: RESIGNATION
Termination of a contract by a certificated school employee must be given in writing thirty (30) days prior to the final day of intended employment. The Board recognizes that there are circumstances, which dictate an employee to request a release from a contract before the expiration date of the contract; therefore, personnel may be released from their contracts by agreement of the Board provided that suitable replacements can be secured. Date of Adoption: July 1, 1995 Reviewed: July 19, 2006 95.1 DAF.A POLICY TITLE: TEACHER CHECKOUT
It is the duty and responsibility of the Board of Trustees and Administration of Ririe School District #252 to protect and account for school district property, school district finances and school district facilities. It is the policy of the district that when a teacher's employment with the district terminates, either voluntarily or involuntarily, the teacher will make a full accounting with his/her building administrator, for all classroom materials, building keys, equipment, books and financial accounts, including grants, prior to vacating the building. The district may withhold a teacher's final paycheck until such time as the full accounting is made. Date of Adoption: March 13, 2000 Reviewed: October 8, 2003 Reviewed: July 19, 2006
96 DAG POLICY TITLE: JURY DUTY
In the absence of extraordinary circumstances teachers in the school system may be excused for jury duty. While on jury duty, an employee is to receive full pay from the School District; however, the pay received from jury duty is to be turned in to the District. Date of Adoption: July 1, 1995 Reviewed: October 8, 2003 Reviewed: July 19, 2006
97 DAH POLICY TITLE: ABSENCE WITHOUT PAY
The Superintendent may authorize absence without pay for purposes, which he considers urgent and necessary but not covered by paid, leave policies. For such absences, deductions from the employee's salary will be made in accordance with the School District's pay deduction regulations. The employee shall make application for authorization at least ten days in advance of the occurrence or, if advance application is not made, not later than ten days after the occurrence. Length of service, previous record of absence, other than that for personal illness, and the purpose of the absence shall be factors in the decision as to authorization. The Superintendent may excuse involuntary absence not heretofore provided for. The employee shall make application to the Superintendent immediately for excuse for such absence, and deductions in salary shall be made unless the Superintendent specifically waives such deductions. Other absences than those herein provided for, or failure to follow the foregoing regulations, may be deemed to be neglect of duty and may be sufficient grounds for dismissal. Date of Adoption: July 1, 1995 Reviewed: October 8, 2003 Reviewed: July 19, 2006
98 DAI POLICY TITLE: WORKDAY
Teachers are required to be at their workstations at least 30 minutes before the time of beginning classes in the morning and remain at least 30 minutes after the close of school in the afternoon. All school personnel shall make arrangements through their building principal when deviations from the regular day are needed. Date of Adoption: July 1, 1995 Revised: 2002-2003 school year. Reviewed: July 19, 2006 99 DAJ POLICY TITLE: BEREAVEMENT LEAVE
Employees shall be allowed bereavement leave for close family members, which shall include the spouse, children, parents, brothers, sisters, grandparents and in-laws (parents, brothers, sisters). Such leave will be assessed against his/her sick leave. Permission to attend funerals of persons not included in the above category shall be at the discretion of the building administrator. Such leave will be assessed against his/her sick leave. Date of Adoption: July 1, 1995 Reviewed: October 8, 2003 Reviewed: July 19, 2006
99.1 DAK Procedure POLICY TITLE: ELEMENTARY DISCIPLINE POLICY Our program includes: •1. Emphasis on recognition of appropriate behavior. •2. Detailed classroom management plans for all children. •3. Clearly defined expectations. •4. Fair and consistent use of consequences. •5. Communication with students and parents regarding •a. Behavior successes •b. Behavior problems and consequences •6. Record keeping of all behavior infractions for review. •7. Discipline is a responsibility that needs to be shared between school and home. It is to our collective advantage to develop self-disciplined people. It is a life-long skill that we owe the children. Today's children are tomorrow's adults. •8. The goal of discipline is the development of positive self-discipline, which in turn, leads to a greater sense of self-esteem.
DEFINITION OF DISCIPLINE
Discipline is training that enables children to make appropriate choices in a climate of warmth and support, which includes limitations with both positive and negative consequences. ELEMENTARY SCHOOL RULES
•1. Keep hands, feet, and objects to self. •2. All students are to remain in assigned areas. •3. Complete all work assigned. •4. Use only kind words towards others •5. Use "common sense". If you think there is a chance you might get hurt or hurt someone else, "don't do it." RESPONSIBILITIES IN THE BUILDING •1. Safety, kindness, honesty to ALL at ALL times. •2. I always walk in the building. •3. When I talk in the building, I will use a soft voice. •4. I will treat other people with respect. •5. I will be honest with other people's things. •6. I help keep my class/assigned area cleaned up. •7. Food and gum are not allowed at school except in designated eating areas.
100 ON THE PLAYGROUND
•1. Remember safety. Kindness, honest to ALL at ALL times. •2. I will stay inside the playground boundaries. •3. The "Four Big No's" •a. No throwing (rocks, sand, snow, sticks) •b. No fighting •c. No swearing •d. No spitting •4. "Big Toy Talk" - We slide down the slide ... We do not skip the bars. •5. Games •a. I do not walk through someone else's game. •b. I will not kick any ball against the school building walls. •c. I will not bounce any ball against a wall that has windows. (I pay for broken windows) •d. We can use nerf balls, rubber balls, basketballs, softballs, and cloth balls. No hard balls. •e. The tennis courts may be used for playing tennis only. •f. Tackle football is prohibited. •g. We do not play in the parking lot. •6. I help to keep the schoolyard cleaned up. •7. We do not bring toys to school (except balls, tennis rackets, etc.). IN THE LUNCHROOM
•1. I use a soft voice when visiting. •2. I eat all of my food in the cafeteria. •3. I pick up all of my scraps and put them in the trash. BATHROOM CODE
•1. Flush after use. •2. Leave the sink clean. •3. Show the custodian we care. "DOORKNOB TO DOORKNOB"
I won't go to anyone's house or to the store before, during or after school. I will always check in at home first. ALL SCHOOL PLAN
In accordance with the district discipline handbook, we at the Ririe Elementary recognize two serious discipline problems - minor offenses and major offenses. 101 MINOR OFFENSES INCLUDE: •1. Safety Violation •a. Throwing Objects •b. Pushing/Shoving •c. Profanity/Verbal Abuse MAJOR OFFENSES INCLUDE:
•1. Physical assault •2. Possession of weapons or drugs •3. Vandalism to school property/stealing (restitution required) •4. Willful Disobedience CONSEQUENCES: The student and teacher, or student and principal can decide consequences. The following list consists of possible consequences that could be instituted. The consequence should be something that helps the students learn from the mistakes they have made. •1. Warning •2. Lost recesses •3. Time out •4. Notify the parent •5. Assigned consequence •6. Involvement of the principal •7. In-school suspension •8. Detention •9. Cleaning up if mess was made •10. Loss of privilege or "fun" activity •11. Conference with parent •12. Helping teacher with specific chores at recess •13. Behavior plan . . . contracting with student . . . making a commitment to a consequence if the behavior occurs again •14. Out-of-school suspension Date of Adoption: July 1, 1995 Reviewed: October 8, 2003 Reviewed: July 19, 2006
102 DAL POLICY TITLE: DISCIPLINARY ACTION & PROCEDURES FOR MIDDLE SCHOOL & HIGH SCHOOL
INCORRIGIBLE STUDENTS
A student who is not capable of being corrected or managed or reformed by the person in charge is considered incorrigible. A student in this situation distorts school discipline and instructional effectiveness. •1. When a student becomes incorrigible, as defined above, the teacher or person in charge will send the student to the principal's office followed by a written explanation of the charges, which constitute the incorrigibleness of the student. The principal will notify the parents or guardian of the student on the matter, counsel the student, and notify him that another offense will cause him to be suspended from school until his parents appear with him at the principal's office for reinstatement. •2. The second time a student becomes incorrigible, the principal will suspend the student until a meeting with the parents or guardian can be arranged. At this meeting, the parent, principal, superintendent, teacher and student shall attend. The charges against the student will be read and explained. Counsel should be given to the student and parents. The parents and student shall be notified that a third offense will constitute suspension and school board review. •3. The third time a student becomes incorrigible, the teacher will submit to the principal a written record on the student's conduct. The principal will note any remarks and recommendations; then refer the matter to the superintendent of schools. The superintendent will suspend the student with notification immediately sent to the parents. The matter will be referred to the School Board for review. If a student is under sixteen years of age and suspended by the Board, the matter will be referred to the probate court authorities. The right to expel a student from class or school is a responsibility reserved by the School Board. Under the Idaho Code the Board has this right if a student is a habitual truant, is incorrigible, or whose conduct in the judgment of the Board is such as to be continually disruptive of school discipline, or of the instructional effectiveness of the school. Date of Adoption: July 1, 1995 Reviewed: October 8, 2003 Reviewed: August 9, 2006
103 RIRIE SCHOOL DISTRICT #252
TEACHER EVALUATION
NAME: ____________________ SCHOOL: ______________DATE: __________YEAR: ___
GRADE: ___________________SUBJECT: _______________________PERIOD: _________
A = ACCEPTABLE UN = UNACCEPTABLE
INSTRUCTIONAL COMMENTS
CLASSROOM/STUDENT MANAGEMENT
PROFESSIONAL
EVALUATOR'S SIGNATURE :________________________________DATE:___________
TEACHER'S SIGNATURE: ___________________________________DATE:____________ Teacher signature does not imply agreement but indicates the teacher has reviewed the evaluation report. Space below for optional teacher comments.
Initials_________________ Evaluator
106 OBSERVATION REPORT
Name ____________________Subject____________Grade____Date_________Period______
I SAW THESE INDICATORS OF EFFECTIVE TEACHING:
I OFFER THESE CONSTRUCTIVE SUGGESTIONS FOR IMPROVEMENT:
Need to Conference: ( ) Yes ( ) No
Principal/Evaluator's Signature:____________________________________
Staff Member's Signature: _________________________________________
107
FAST-TRAC OBSERVATION
Teacher: ____________________________________________Date: _____________________ Not Yes No Obs. Comments
Continue your use of ____________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
( ) Conference requested in next two days.
Principal's Signature: ________________________________________
108
TEACHER IMPORVEMENT PLAN
Teacher ______________________________________________Date _____________________ School _______________________________________________Number of Years Taught_____ •A. Goals for Improvement and Improvement Activities (Must be Measurable.) •1. What: __________________________________________________________________ •a. How: ____________________________________________________________ •b. When: ___________________________________________________________ •2. What: __________________________________________________________________ •a. How: ____________________________________________________________ •b. When: ___________________________________________________________ •3. What: __________________________________________________________________ •a. How: ____________________________________________________________ •b. When: ___________________________________________________________ STATEMENT OF CONTRACT RECOMMENDATIONS:
________Recommended for Contract Renewal ________Not recommended for Contract Renewal ________Recommended for Probationary Status Signature of Building Principal _____________________________________Date____________
109 DAN POLICY TITLE: EMPLOYEES GRIEVANCE POLICY & PROCEDURE
•A. Definition: •1. A grievance shall be defined as any dispute, controversy, or complaint concerning the interpretation and administration of policy and procedures, salaries, fringe benefits, or terms of employment of a teacher, group of teachers, or other employees. •2. A "grievant" may be a teacher, a group of teachers, or other employees. •3. The term "days" when used in this policy, except where otherwise indicated, shall mean working school days. •4. The "lowest possible administrative level" is building principal for certified employees, secretaries, and instructional aides, and your immediate supervisor for all other employees. •B. Purpose:
The purpose of the procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems, which may arise affecting the well being of teachers or other employees. •C. General Procedures:
Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered maximum. Therefore, every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement. •D. Initiation and Processing:
•1. Informal Resolution: It is expected that all parties to a disagreement, complaint, or problem will initially attempt to solve such problems at the lowest possible administrative level before filing a formal grievance. •2. Formal Resolution: District employees shall be bound by the procedures established below if a formal grievance is filed. Level 1: If the grievant is not satisfied with the informal disposition of the grievance, or if no decision has been rendered within five (5) school days after presentation of the grievance, the grievant will file a formal grievance in writhing at the lowest administrative level. a. Within five (5) school days after receipt of the written grievance, the principal or supervisor will meet with the grievant in an effort to resolve the grievance. 110 Level 2: If the grievant is not satisfied with the disposition of the grievance at level one, or if no decision has been rendered with five (5) school days after presentation of the grievance, the grievant will file the grievance in writing with the Superintendent. a. Within five (5) school days after receipt of the written grievance by the Superintendent, the Superintendent will meet with the grievant in an effort to resolve the grievance. b. If the written grievance is not forwarded to the Superintendent within thirty (30) days after the facts upon which the grievance is based occurred, then the grievance will be considered as waived. Level 3: If the grievant is not satisfied with the disposition of the grievance at level two, or if no decision has been rendered within ten (10) days after the grievance has met with the Superintendent, the grievance may be referred to the Board. The Superintendent may also refer the grievance to the Board within five (5) days after receiving the written grievance, or at the next regular meeting of the Board (whichever is sooner), the Board will meet with the grievant for the purpose of resolving the grievance. •E. Rights to Representation: •1. A person, or persons, of his own choosing, may represent any party in interest at any level of the grievance procedure. No employee shall be required to discuss any grievance if this provision is not met. •F. Miscellaneous Provisions: •1. Cooperation: The Board and the administration shall cooperate with the Association in its investigation of any grievance where an employee has requested their assistance. •2. Non-reprisal: No reprisals of any kind shall be taken by the Board or the administration against any employee because of the employee's participation in this grievance procedure. •3. Procedure By-Pass: Grievances involving one (1) or more employees and an administrator above the lowest administrative level may be initially filed at level 2. •4. Release Time: Should the investigation or processing of any grievance requires that an employee or a representative be released from his/her regular assignment, said employee shall be released without loss of pay and/or benefits.
111 •5. Separate File: All documents, communications, and records dealing with the processing of a grievance shall be filed separately from the personnel files of the participants.
•6. Grievance Withdrawal: A grievance may be withdrawn at any level without establishing precedent. •7. Forms: Adequate supplies of the Grievance Procedure and the appropriate grievance forms shall be available at each work site. Date of Adoption: August 14, 1995 Reviewed: October 8, 2003 Reviewed: August 9, 2006
112 |
SECTION E STUDENTS
EA 90% ATTENDANCE POLICY RIRIE SCHOOL DISTRICT #252
EA.1 ATTENDANCE
EA.A DUAL ENROLLMENT
EA.B OUT-OF-DISTRICT POLICY
EB EDUCATION AND DISCIPLINE
EC SEARCHES, SEIZURES AND INTERVIEWS
ED STUDENT DRESS CODE
EE STUDENT - STAFF RELATIONS
EF STUDENT SEXUAL HARASSMENT POLICY
EF.A HAZING, HARRASSMENT, INTIMIDATION, BULLYING & MENACING
EG STUDENT DRUG AND ALCOHOL POLICY
EH STUDENT WELFARE
EI MANAGEMENT OF STUDENT RECORDS
EJ SCHOOL - SPONSORED PUBLICATIONS
EK STUDENT CONDUCT ON DISTRICT SCHOOL BUSES
EL STUDENT ACTIVITIES
EM ATHLETICS, CHEERLEADING AND DRILL TEAM
EN HOMEWORK
EO WEAPONS POLICY
EP GANG ACTIVITY POLICY
EQ RELEASED TIME PROGRAM FOR RELIGIOUS INSTRUCTION
ER STUDENT CARS
113 EA POLICY TITLE: 90% ATTENDANCE POLICY RIRIE SCHOOL DISTRICT #252
"Each school shall keep accurate attendance records. Except in extraordinary cases, as determined by the local Board of Trustees, credit will not be given to any student in a subject when the student was not in attendance at least 90% of the time that subject was being taught." With the exception of school-sponsored activities that directly involve the student, absence from any class for any reason including illness or family convenience shall be counted when the percentage of attendance and consequent eligibility for credit is calculated.
Philosophy The Board of Trustees of Ririe Joint School District #252 fully concurs that attendance at school must be regular and punctual. Make-up work granted a student after an absence, at the very best is a poor replacement for the actual class experience. A student's absence requires additional work for everyone; the student and the instructor. Additionally, absences cost your school money. Students are to plan to attend classes every day the classes are scheduled. Each school shall keep accurate attendance records. With the exception of school-sponsored activities that "directly" involve the student, absence from any class for any reason shall be counted when the percentage of attendance and consequent eligibility for credit is calculated.
Requirements For the purpose of meeting the 90% attendance requirement as formerly defined by the State Board, there is no difference excused and unexcused absences. Therefore, any student who exceeds 9 (nine) absences per semester in any class shall be denied credit for that class.
Criteria for Appeal The following criteria will be used to evaluate the extraordinary circumstances of those who fail to meet the 90% attendance requirement: •1. Doctor's notes that verify extended illness or injury. •2. Bereavement leave (usually pre-arranged). •3. Court subpoenas or other legal obligations.
Appeal Procedure Students who fail to meet the 90% attendance requirement and who believe that all or part of their absences is the result of extraordinary circumstances may, with their parents, make a formal appeal to the District Attendance Committee* through the building principal to have denied credit reinstated. Only those absences beyond the control of the student, the parent, and/or the school may be considered as qualifying under the purview of the Extraordinary Provision of this policy. In most instances, such absences will be on a non-recurring nature.
The number of misses days deemed extraordinary circumstances by the Committee will not be counted in the computation of a student's 90% attendance requirement.
*The attendance committee will consist of district administrators, school counselors, and other personnel as needed to make appropriate recommendations concerning reinstatement of credit.
Date of Adoption: June 14, 1999 Revised: May 2006
114 EA.1 POLICY TITLE: ATTENDANCE
Right to Attend All students have a basic right to attend public school. Idaho Code states that the services of public schools are extended to any person, resident of the state, between the ages of five (5) and twenty-one (21). All persons residing within the District in this age grouping may attend public school in School District#252. The age of five (5) is defined as when the fifth anniversary of birth occurs on or before the first day of September. Pre-school programs will be made available to those children who are eligible for such services.
Required Attendance Every child of compulsory school age, at the commencement of school in District #252, (Idaho Code 33-202) 7 to 16 years of age, must be in attendance in an approved school unless otherwise exempted as provided in Section 33-204 of the Idaho Code. Marriage removed a minor from parental control and imposes family obligations. Marriage exempts minors from the compulsory school law.
Physically and Neurologically Handicapped For reasons of accident, illness, or other extraordinary circumstances related to health, it might from time to time be in the best interest of a student, or the District, to interrupt the student's school attendance. In order to bridge this gap in the student's educational experience and facilitate the student's return to class, a home teaching program coinciding with the school year will be maintained by the District.
Homebound instruction is available for students who are unable to attend school due to temporary illness, accident, or an unusual handicapping condition. A student must be absent from school ten (10) consecutive days or a physician's statement must certify in advance that the absence will exceed this period of time.
Physical Disabilities Students having physical disabilities such as epilepsy, heart trouble, etc., which would restrict or prohibit the student's normal activities in a class, are required to have a written notice from the student's physician stating the physical problem, any limitations on the student's activities, and the length of time the student's activities are restricted. A recommendation from the physician must be presented before a student can assume normal activities.
It is the responsibility of the student and the student's parents to work with the appropriate school personnel to ensure that a student who has a physical disability restricts activities in class and upon the school grounds. The District will assist in class scheduling.
Students with physical handicaps may attend schools within the District that are the least restrictive to their movement.
Exemptions From Health Procedures Due to Religious Beliefs When special requests based on religious beliefs are made for exemptions from health programs, health activities and procedures, the requests are to be attached to the pupil's health record, and the staff is to be informed. These people are to be excused from the activities and procedures as requested.
115 Parents of these pupils should be informed when first aid is needed. If immediate care is necessary to preserve life, the administration may proceed as for other pupils.
Class Assignments All students, grades K-12, are required to follow the daily schedule established by the principal of the school to which they are assigned.
Requests for exceptions must be submitted to the building principal in writing. The principal will determine the terms and conditions and extent that isolated classes will be made available.
Responsibility For Attendance Regular classroom attendance is essential to the positive learning experience of a student. The main responsibility for attendance lies with the student and the parent or guardian. Whenever the student is absent from the classroom for reasons other than school activities, it is the responsibility of the parent to verify and acknowledge the absence.
It is the responsibility of the Board to adopt an attendance policy and direct its enforcement. (Idaho Code: 33-202)
It is the responsibility of the teacher to maintain attendance records. The responsibility to administer and enforce the attendance policy is that of each school's staff including teachers and administrators.
Absences All absences from class shall be recorded. District #252 charges the following types of absences: Excused Absences Unexcused Absences Truancies
Excused Absences An excused absence allows for make-up privileges and is defined as being in one of the following categories:
A. Participation in School Service or Activities The following types of absences shall be provided without any absence being charged, or loss of credit. Verification of such absences must be filed with the attendance officer upon return. Satisfactory verification is essential to the loss of credit exemption. •4. Testing services provided by school officials •5. Conferences conducted by school administrators, counselors, and ancillary personnel when scheduled by school personnel •6. Disciplinary conferences or investigations that are initiated by school personnel •7. Emergency situations authorized by a school official such as a late bus or an early dismissal •8. School security actions •9. School activities
Students who are not in their regularly assigned classes because of participation in school activities will be marked as a "school" absence. A "school" absence is noted in the teacher's role 116
book but will not count against the student's attendance record. The student will be responsible for meeting all previously assigned work deadlines and will have make-up privileges for work missed while attending the school activity.
Students who are not in school because weather or mechanical failure prevents their bus from operating on a day when school is in session will be marked as a "school" absence. See paragraph above for definition of "school" absence.
A. Illness or other medical reason. Such absence may require a physician's verifying Statement. B. Family emergency such as death in the family or other unavoidable circumstances. . Interferences such as car problems are not considered emergencies. •a. College visitation, applicable for senior students only as approved in advance by the principal. •b. Legal obligation if the circumstances are judged by the administration to warrant such consideration. •c. Religious holidays are arranged. •d. Work absences approved by the principal.
Examples of absences not allowed under this heading are: A. Shopping trips B. Haircut / hairdresser appointments C. Routine family business D. Recreation activities: family vacations, hunting, fishing, skiing spectator sports, etc. Parents are urged to adhere to the school calendar and keep their children in school during the days school is in session. Work and experience missed during an absence are never adequately made up. Vacations or family trips during school time are strongly discouraged.
Verification of Excused Absences The following steps will be taken to verify excused absences: A. It is the parent's responsibility to contact the school either by phone on the day of the absence and/or provide a written excuse when the student returns to school. B. Medical verification may be required for prolonged absences for medical appointments. C. It is the responsibility of the parents to provide the school with home and work telephone numbers, including emergency numbers. D. The school will contact parents regarding attendance problems either by telephone or by letter. E. Forgery of notes or fake phone calls may result in a school suspension for up to five (5) days.
Unexcused Absences An unexcused absence occurs when a student is not in the assigned class for causes other than those listed under excused absences. Grades make-up is not allowed. A. An unexcused absence is one that occurs when the parent did not present just cause or arrange the absences with the school as prescribed. B. A suspension is an unexcused absence and is defined as a temporary removal from class or school by an administrator for a period of one (1) to five (5) days.
117 •C. An administrator may deem that unexcused absences constitute truancy.
Truancies A truant is defined as a student who is absent from school without proper authorization from the school or the parents.
An administrator deems absence to be truancy. A student who is deemed to be truant will not be allowed to make up privileges. The school administrator and/or teachers will take the following steps with each subsequent truancy:
First Truancy: Student and parent notified by a school official. In-school suspension.
Second Truancy: Student and parent notified. Student suspended up to five (5) days.
Third Truancy The principal will refer student to the School And Beyond: Board for expulsion procedures.
Note: A truancy that occurs at any one of the above steps may be of such a duration Or severity to cause an immediate recommendation of expulsion by the administrator.
At any time in the disciplinary process, and with the approval of the principal and Parent, professional evaluations and/or help may be substituted in lieu of negative Consequences. (Example: Psychological, psychiatric, drug-alcohol and/or other Evaluations.)
Date of Adoption: July 1, 1995 Revised: March 2003 Revised: May 2006
118 EA.A POLICY TITLE: DUAL ENROLLMENT STATUTE
The Board of Trustees, after review of communications of explanation from the State Superintendent of Public Instruction, the State Department of Education and the Deputy Attorney General assigned thereto and other affected parties and advisors, has promulgated the following policies to attempt to comply with and to assist in the administration and implementation of the provisions of Idaho Code, 33-203, (Dual Enrollment Statutes) consistent with other state statutes, this School Board's policies and State Board of Education Rules and Regulations. Because of the complex nature of this statute and the vague and ambiguous language contained therein, it is contemplated that these policies may have to be amended from time to time as experience dictates.
DEFINITIONS:
"Dual Enrollment" - A nonpublic student residing within the boundaries of this District who is legitimately enrolled in a private, parochial, or home school or at a post secondary institution and has not graduated from high school who is also dual enrolled in this District's schools by meeting the criteria outlined herein.
"Nonpublic Student" - Any student who receives educational instruction outside a public school classroom and such instruction can include, but is not limited to, a private school or a home school.
"Primary Education Provider" - That person or entity providing the majority of the nonpublic student's educational instruction outside the public school Programs or Activities.
"Program and Activity" - The terms "program" and "activity" as used in I.C. 33-203 shall include any regularly scheduled course of study or any regularly scheduled interscholastic activity recognized or sanctioned by the Idaho High School Activities Association.
ENROLLMENT:
Any nonpublic student wishing to enroll in a school in this District must provide evidence of residence in this District, acceptable evidence of date and place of birth, evidence of immunizations required by the State of Idaho (or suitable waiver) and must comply with the registration procedures required by the District which includes providing complete records of the student's academic history.
REGISTRATION AND PROCEDURES:
Before entering a program or activity a nonpublic student must complete registration and gain admission to a school in this District. Registration shall include in addition to routine procedures, the providing of all student records and testing information (where necessary) to qualify for admission as a student. Such registration and admission procedures are required even if a student is requesting dual enrollment status only for participation in an interscholastic or nonacademic activity.
119 TRANSPORTATION:
A nonpublic student, upon admission to a school in this District, may ride a school bus on regularly scheduled routes (including activity bus routes) and use regularly established bus stops or stops, which would require no deviation from the regularly established bus route. No alteration of routes will be made to specially accommodate a nonpublic student. If a nonpublic student attends only part time, the District may furnish transportation at the regularly scheduled time closest to the time period for which a student is enrolled (i.e., morning busing for a.m. classes or afternoon busing for p.m. classes). The District will not provide such transportation if there is no available space, if the furnishing of such transportation would cause a deviation or alternation of the regularly established bus routes or stops or if the furnishing of such transportation would require the purchase of additional or substitute equipment.
INTERIM PERIODS:
If a nonpublic student is dual enrolled in classes or activities which are not contiguous in time, (i.e., a first period and a forth period class), the student shall not be on the school premises other than when the program or activity for which the student is enrolled is taking place. The District shall not be responsible for the care or supervision of the student in any form for periods before, in between or after the programs or activities for which the student is properly enrolled. Any transportation needs for such students not provided for other wise under this policy during the school day shall be the sole responsibility of the student and his/her parents or guardian.
EXTRACURRICULAR NONACADEMIC ACTIVITIES:
Any non-public student involved in an extracurricular activity shall be subject to all the same eligibility standards as a regular full time student.
The parents or guardian of a nonpublic student are responsible for testing for their child at their expense in accordance with I.C. 33-203 and State Board of Education rules. Test results from the Iowa Test of Basic Skills (I.T.B.S.) or the Test of Academic Proficiency (T.A.P.) must be provided to the school principal as a condition of enrollment. The student must achieve a minimum composite score of the fifth stanine or higher to be eligible for dual enrollment of each year admission is requested in nonacademic programs. Test results from a given year shall be used to determine academic eligibility for the following year and are only valid for a period of twelve (12) months from the date the test results are released.
As an alternative to providing test results, until January 21, 1996, a nonpublic student who has not taken the Iowa Test of Basic Skills, may provide an affidavit to the principal of the public school that said student is attending. Said affidavit shall be signed by the student's Primary Education Provider indicating that that provider believes the student would have received a test score that would meet the standard required by law if said test had been administered.
CLASS SIZE/DISENROLLMENT:
Pursuant to I.C. 33-203 (1), if enrollment in a specific class or program reaches the maximum for the program, priority for enrollment shall be given to a student who is enrolled full time in the public school. If a class or program is full and includes a part time nonpublic student when a
120
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regular full time student transfers into the school during the semester, the District's normal enrollment procedure shall remain the same and the nonpublic student may not be disenrolled to provide space for the full time student. Regular full time students will be given priority for enrollment at the start of each semester.
SCHOOL RULES, REGULATIONS AND POLICIES:
A nonpublic student shall be subject to all the same policies, regulations and school rules as any regularly enrolled student during the times that the nonpublic student is present at school. Such policies, regulations and rules will include but not be limited to, those relating to attendance, grades, prerequisites, classroom conduct and discipline.
PREREQUISITES:
A nonpublic student must meet all prerequisites for enrollment for a program or activity, which is required of public school students. However, the District may prepare and administer tests (testing for equivalency of the prerequisites) the successful completion of which may be substituted as a prerequisite in lieu of attending other courses.
MIXED CURRICULUM:
If a nonpublic student wished to attend activities or programs in a particular discipline, in a class or grade where the curriculum is merged or integrated, such request shall be made in writing particularizing the subject matter presentment which the student desires to attend (i.e., art instruction in a third grade class). The teacher and principal of that school shall, upon request, provide scheduling information to the nonpublic student. It shall be the nonpublic student's responsibility to contact the District and ascertain when such subject matter will be presented. Where certain subject matter is integrated into a mixed curriculum, no change in the presentation need be made because of a nonpublic student's request for attendance. It is also the intent of this policy to insure that the teacher's right to integrate disciplines and be flexible in planning and modifying the daily classroom presentation shall not be hindered or restricted in any way.
GRADUATION:
A nonpublic student must meet all grade and other graduation requirements of this District in order to graduate and obtain a diploma from the schools of this District.
IDEA/ADA/SECTION 504 STUDENTS:
Parents who wish nonpublic students to be enrolled in special programs must comply with the requirements of the Individuals With Disabilities Act (IDEA) and the Americans With Disabilities Act (ADA) or Section 504 of the Rehabilitation Act of 1973 (Section 504). If a request for referral is made by said parents and if the evaluation of the student by the multidisciplinary or child study team determines that special services are appropriate for the student, then such programs will be provided when possible. Until such determination is made, such special education services or accommodations will not be provided.
Date of Adoption: August 14, 1995 Revised: May 14, 2006
121 EA.B POLICY TITLE: OUT-OF-DISTRICT STUDENT ENROLLMENT
Board Policy
Ririe Joint School District #252, in compliance with Section 33-1402 and 1404, Idaho Code will accept students from other districts if it is established that doing so will not interfere with the quality of the educational environment for its own residents. Specific provisions and guidelines for this policy will be followed and may be reviewed annually.
Guidelines
The following guidelines are established to provide administrative direction and procedures for the implementation of the policy:
•1. All applications for enrollment for a given school year must be submitted on or before February 1, of the school year preceding enrollment. No application received following February 1 will be given consideration for enrollment, unless the Superintendent determines there are extraordinary circumstances in his/her professional judgment that would be worthy of further consideration.
•2. Not later than the last working day of March of each year those individuals whose applications have been received will be notified as to whether or not they have been accepted or rejected for enrollment in the district schools.
•3. Students applications may be rejected for out-of-district pupils if it is determined by the Superintendent in consultation with the building principal that:
•a. A given program is at eighty-five percent (85%) or more of capacity. •b. A class or grade level is at eighty-five percent (85%) or more of capacity as may be determined by accreditation or other standards. •c. A school building is at capacity.
•4. Notification to the parent will contain the provision that the student would be permitted to enroll, but that the enrollment would be subject to final determination within five (5) school days after the commencement of the requested school year. If it were determined that an increase in students in a given class, grade, school or program occurred, the request for enrollment would be denied (even though initially approved), subject to available space.
•5. Applications for enrollment must be received annually, and reviewed in relationship to the specific guidelines of this policy. A commitment to enroll a student a given year shall not be construed as a commitment by the district to continue that enrollment beyond a given year. A student once admitted or enrolled in the program, will receive preferential consideration to continue his/her education in that environment as it is generally in the interest of the student and the school.
122 •6. A parent making a request to transfer a student into the District will automatically trigger a review of the student's attendance and discipline with the administration of the sending school. Should that review indicate that the student might be attempting to transfer due to prior inappropriate attendance or behavior, it may be a basis for denying a request to transfer into the District.
•7. Administrators may not use the following factors as a basis for denying out-of-district enrollment: family, social status, economic status, race, religious background, gender, age, academic achievement, athletic or extracurricular ability, or proficiency in the English language.
•8. The granting of transfer into the Ririe School District #252 of students residing outside the school district boundaries will be subject to the parents or guardians providing appropriate transportation to the District schools.
•9. Any student admitted to Ririe School District #252 will be subject to all rules, requirements and disciplinary procedures expected of the District's students, including graduation requirements. Exceptions will not be made to those requirements simply because an out-of-district student is accepted into District #252. All policies and provisions, as well as exceptions, will be made consistent with those applicable to the regular in-district students.
•10. The children of families who have had a child/children attending Ririe Schools prior to August 1996 shall not be subject to the annual out-of-district application requirements and shall have the right to remain in school as long as academic and behavioral standards are maintained.
•11. Exceptions to this policy may be made only upon receiving written recommendations of the Principal, the Superintendent, and upon approval of the Board of Trustees.
Date of Adoption: January 13, 1997 Reviewed: August 9, 2006
123 EA.C POLICY TITLE: HOMELESS STUDENTS
The board of trustees of this district recognizes the rights of all students residing within the district boundaries, including those who are homeless, immediately enroll in, and participate in, the district's educational and support programs.
DEFINITIONS
"Child" and "youth" mean those persons, including preschool-age children who, were the children of residents of the state, would be entitled to a free, appropriate public education.
"Free, appropriate public education" means the educational programs and services that are provided to the children of a resident of a state and that are consistent with state school attendance laws. States and LEA' serving homeless children and youth must ensure such children and youth have access to appropriate educational performance standards to which all children are held.
"Educational services" for homeless students may include Title I Part A of the ESEA, educational programs for individuals with disabilities and for the gifted and talented
"Homeless" or "homeless individual" means an individual who lacks a fixed, regular, and adequate nighttime residence.
"Homeless" or "homeless individual" does not include any individual imprisoned or otherwise detained pursuant to an Act of the Congress or a State law.
"School of Origin" means the school that the student attended when permanently housed or the school in which the student was last enrolled.
IDENTIFYING A STUDENT AS A HOMELESS INDIVIDUAL
The district will make a determination as to whether a student is homeless on a
STUDENT RIGHTS
Homeless students who are enrolled in this district have the right to: 1.Equal access to all educational program and services, including transportation and school nutrition programs. 2. Receive all educational services for which they are eligible ( i.e., special education, gifted and talented, etc...)
123.1 DISPUTE RESOLUTION PROCESS
In compliance with the McKinney-Vento Homeless Assistance act, Title VII, Subtitle B, the No Child Left Behind Act, and Idaho Code Section 33-1404, the following procedures are established to promptly resolve disputes regarding the education of homeless students: •1. If there is a dispute regarding the denial of a student homeless status, a written notice of explanation of such decision shall be promptly provided to the parent /guardian, or unaccompanied student. Such notice will be in language the parent/guardian or unaccompanied student can understand, and include a description of how to dispute the decision and a summary of the dispute resolution process. •2. The district will promptly refer the parent /guardian, or unaccompanied student to the district 's homeless liaison, who shall carry out the dispute resolution process as expeditiously as possible. The homeless liaison shall advise the parent/ guardian of the student's rights, and assist in the dispute resolution process. With respect to unaccompanied students, the homeless liaison shall ensure that the dispute resolution process is followed. •3. During the dispute resolution process, the student will receive all educational services for which the student is eligible.
•4.
If the parties cannot reach an agreement regarding the educational placement of the student, then the district will promptly seek further assistance and review from •5. The written findings, conclusion, and recommendation of the reviewer will be considered by the board of trustees at their next regularly scheduled meeting. The board may accept or reject the recommendation. The board's determination will constitute the final resolution of the dispute.
PROVISION OF COMPARABLE SERVICES
Then district must, at all time, provide services to each homeless student that are comparable to services offered to other students in the school. Such services must include any program for which the student is eligible, including preschool, special education, gifted and talented programs, vocational education, school nutrition, and transportation.
DISTRICT RESPONSIBILITIES
The schools in this district will develop strategies for meeting the needs of homeless students and elimination barriers to their attendance at school, including identification, and the provision of appropriate support services.
LOCAL LIAISON
The superintendent will appoint a local liaison to be one of the district's primary contacts between families, district personnel, and other services providers. The
123.2 TRANSPORTATION
The district shall provide homeless student with transportation services comparable
Date of Adoption: September 17, 2008
123.3 EB POLICY TITLE: EDUCATION AND DISCIPLINE
The school is a community, and the rules and regulations of a school are the laws of the community. All those enjoying the rights of citizenship in the school community must also accept the responsibility of citizenship. A basic responsibility of those who enjoy the rights of citizenship is to respect the laws of the community.
Education is not only a right but also a privilege and must be guarded by appropriate behavior. The teacher is required by law to maintain a suitable environment for learning and administrators have the responsibility for maintaining and facilitating the educational program.
The following rules, regulations, and due process procedures are designed to protect all members of the educational community in the exercise of their rights and duties.
STUDENT RIGHTS
All students have the right to:
•1.
Student's rights of freedom of speech in the school setting must be exercised consistent with Board policy
•2. Due process, which means that a student has the right to give his/her side of the situation.
•3. Equality of educational opportunity regardless of race, creed, sex, or handicap.
STUDENT RESPONSIBILITIES
•1. Students must have respect for themselves and others.
•2. Students will behave so as to benefit from instruction and to allow others to do so.
•3. Students will respect school property, materials and equipment so they may be used in the learning process.
•4.
Students will take no actions, intentionally or unintentionally, which will cause harm or injury to themselves
•5. Attend school daily and be on time for all classes.
•6. Report to class with all necessary materials and complete all in-class homework assignments on time.
124 DISCIPLINE
In order to provide a calm, safe, secure environment for education, all teachers will have a Classroom Discipline Plan. This plan will be approved by the principal and will be posted in the classroom. Principals will have a Principal's Discipline Plan establishing general school rules for student conduct on school grounds and in school buildings. The plan will be approved by the Superintendent. Both plans will contain the following:
•1. Rules •2. Disciplinary Consequences
Teachers will inform students of the classroom rules and general school rules on the first day of class and
At any time in the disciplinary process, and with the approval of the principal, professional evaluations and/or
References to the principal in this policy shall also include any designated person designated to act for and on behalf of or in the absence of the principal.
DISRUPTIVE ACTIONS
The Board considers the following actions as some examples of disruptive actions:
1. COMPUTER Unauthorized use of school computers or intrusion into INTRUSION personnel files or records within any computer system. OR MISUSE
2. CONTROLLED Use of tobacco or possession of any controlled substances SUBSTANCE by students is not permitted on school property.
3. FIGHTING Fighting, aggressive behavior, or violence of any kind directed toward another person in a threatening manner.
4. GAMBLING Gambling or possessing gambling devices on school premises or during school activities.
5. HAZING Requiring another student to perform humiliating or unnecessary tasks by using coercion of any type. (Initiations are prohibited.)
6. INCORRIGI- Unmanageable or unruly behavior. BILITY
7. INSUBORDI- Failing to comply with reasonable directions of teachers, NATION administrators, or supervisory personnel.
125 8. LASCIVIOUS Possession or distributing lascivious literature or materials on LITERATURE school premises or during school activities.
9. PROFANITY Cursing, using profane or vulgar language.
10. SCHOLASTIC Completion of homework, tests, and/or other grade assignments DISHONESTY in a manner that misrepresents the student's understanding and (Cheating) mastery of the subject matter.
11. TARDINESS Habitual tardiness to classes.
12. UNSAFE Not observing rules of good conduct and safety. Actions which may BEHAVIOR be potentially dangerous include: failure to observe good rules of conduct on school buses, school grounds, in lunchrooms, and at school activities.
CRIMINAL ACTS DEFINED
The following activities are among those defined as "criminal" under the laws of the State of Idaho. In
Any perpetrator of a criminal act will be referred to the appropriate legal authority. The list is partial only, and "criminal acts" are not necessarily limited to the following:
1. ARSON The intentional setting of fire.
2. ASSAULT Physical threats or violence directed at any student or school employee.
3. BURGLARY OR Stealing of school or personal property. THEFT
4. EXPLOSIVES Explosive including firecrackers. POSSESSION OF
5. EXTORTION, Obtaining money or property by violence or threat of violence, or BLACKMAIL forcing someone to do something against his/her will be force, or OR COERCION threat of force.
6. FALSE ALARMS Instigating or taking part in false alarms or a bomb threat. OR BOMB THREAT
7. FIREARMS Firearms are prohibited on school property or at school sponsored POSSESSION OF events.
8. ILLEGAL Sales, use or possession of alcoholic beverages or illegal drugs. DRUGS
126 9. LARCENY Theft
10. LOITERING A person who disrupts the educational process, or whose presence is detrimental to the morals, health, safety, academic learning, or discipline of the pupils, or who loiters in schoolhouses or on school grounds are guilty of a misdemeanor.
11. MALICIOUS Property damage. MISCHIEF
12. RAPE Sex crimes defined in Title 18, Chapter 61 of the Idaho Code.
13. RECKLESS Driving cars in a dangerous manner near or on school grounds during DRIVING school or school activities.
14. RIOTING Disruptive behavior on the part of groups of students.
15. ROBBERY Stealing from an individual by force or threat of force.
16. TRESPASS Being present in an unauthorized place or refusing to leave when ordered to do so.
17. TRUANCY Truancy from school or from class.
18. UNLAWFUL Interference with school personnel by force, or by violence. INTERFERENCE WITH SCHOOL AUTHORITIES
19. WEAPON Possessing, handling, or transmitting any object which may be POSSESSION OF reasonably considered a weapon at any educational function or school event is prohibited.
Willful disregard of School Rules
Any student who purposely breaks school rules or is incorrigible or is continually disruptive to the school
Examples of Disciplinary Action
This list of disciplinary actions, which may be taken by the principal or his/her designee or under his/her
127
Level I
Conference: A meeting with the student's parent(s) or legal guardian and school personnel to discuss the student's behavior or learning process. The school will seek the assistance of the student's parent(s) or legal guardian(s) in helping the student.
Contract: In which student and/or parents agree to comply with required behavior management.
Detention: Requiring that a student remain in a closely supervised area during lunch, recess, before or after school for a period of time. The student is obligated to bring materials to the detention area to work on to improve his/her academic achievement at school.
Guidance: A conversation between the student and the school personnel. The purpose of this form of meeting
Restriction of Extra-Curricular Activities: Informing a student that he/she cannot participate in certain activities because of his/her past or present behavior.
School Clean up: Requiring a student to clean up certain areas of the school.
Level II
Suspension: Students who cannot abide by school regulations and policies of the District, and who disrupt the educational atmosphere or interfere with the educational processes of the school, may be suspended for a temporary period of time. One purpose of suspension is to allow time for the student, parents/guardian, and
In-School Suspension:
•1. Removal of student from class or classes and temporary placement in a more restrictive in-house suspension classification.
•2.
The classroom teacher may initiate suspension from a class with concurrence of the principal. The principal
•3.
Suspension from one or more classes may be initiated by the building principal provided that verbal and
•4. Students will be given credit for assignments completed during supervised in-school suspension.
128 Out-of-School Suspension:
•1.
District administrators may suspend students for up to five (5) days, and the Board may suspend students
•2.
Students may not be allowed makeup privileges for assignments missed as a result of being suspended
Level III
Expulsion: Any student who is an habitual truant, or who is incorrigible or whose conduct is continually
STUDENT SUSPENSION PROCEDURE
REPORTING VIOLATIONS
Any teacher or other school personnel who believes a student has committed a violation of the school
WHO MAY IMPOSE TEMPORARY SUSPENSION
Only a principal or his/her designee of the school or the superintendent shall have the power to initially
LENGTH OF TEMPORARY SUSPENSION PERIOD
Temporary suspension of a student shall not exceed five (5) school days. The suspension period may be shortened.
PROLONGED SUSPENSION
Upon application to the Board and a finding that readmission of the suspended student would be
CONDITIONAL READMISSION
The suspended student may be readmitted prior to the expiration of the five (5) day period either
129 The superintendent or principal may prepare a written statement of the condition of readmission to be
DUE PROCESS REQUIREMENTS PRIOR TO TEMPORARY SUSPENSION
A student who is alleged to have violated a District regulation is entitled to notice of the alleged violation
PROCEDURE FOR SUSPENSION PROCESS
A. Referral to Principal or Superintendent
If a student is reported to be in violation of District regulation, he/she shall be referred to the office of the
B. Informal Hearing
The principal or superintendent shall advise the student of the allegations made against him/her, the
C. Decision by Principal or Superintendent
If the principal or superintendent determines that disciplinary action is required, he shall prescribe the
D. Continued Attendance on Condition
The student may be allowed to remain in school subject to reasonable conditions or, if evidence exists to
E. Verbal Notice to Parents
If it is determined that suspension is to be imposed, the student's parents should be contacted by phone and advised of the action taken and the reasons therefore. Under no circumstances should the student be allowed
If the parents cannot be contacted prior to the end of the school day, the principal or superintendent should continue efforts to contact them by phone or in person to insure that they are fully advised of the suspension
130 |
F. Written Notice to Parents
Written notice describing the allegations, the action taken and the reasons therefore, should be given to the student to be delivered to the parents and also mailed.
G. Notice to Board
The principal or superintendent shall advise the Board of its action and reasons therefore, the responses, if any, there to, and any further proceedings which may be required upon parental request.
Challenge of Temporary Suspension Action
The written notice to the parents of temporary suspension, in addition to stating the alleged misbehavior, the rules violated, the action taken shall also advise the parents of their right to challenge the action and to request a conference with the principal and/or a conference for review by the superintendent whose decision will be final.
Conference
If a conference with the principal or superintendent is requested by the parent, it should be held within three (3) school days after receipt of the request by the superintendent or principal.
Recommendation
Should the superintendent or principal determine that in their opinion the student should be suspended for a longer period than a temporary, or should be expelled, a written recommendation should be made to the Board and a hearing noticed as set forth below.
If the hearing is one in Re-expulsion or Continued Suspension the Board should adopt Findings, Conclusion and issue its decision consistent therewith.
EXPULSION PROCEDURE
Referral to Principal or Superintendent
Any teacher or other school personnel who believes a student has committed a violation of the school regulations, which constitutes grounds for expulsion, shall notify the building principal or his/her designee or superintendent of such violation.
Notice of Hearing
No student shall be expelled without the Board having first given written notice to the parent or guardian of the student. The notice shall state the grounds for the proposed expulsion and the time and place where such parent or guardian may appear to contest the action. The notice shall also state the rights of the student to be represented by counsel, to produce witnesses and submit evidence on its own behalf, and to cross-examine any adult witnesses. Within a reasonable period of time following such notification, the Board shall grant the student and his parents or guardian a full and fair hearing on the proposed expulsion.
131 Referral Under Youth Rehabilitation Law
Any student who is within the age of compulsory attendance, who is expelled shall come under the purview of the youth rehabilitation law, which required the superintendent or his/her designee to file a petition with the magistrate division of the district court.
Date of Adoption: July 1, 1995 Reviewed: August 9, 2006
132
EC POLICY TITLE: SEARCHES, SEIZURES AND INTERVIEWS
Rationale for Searches
The preservation of order in the classroom and of a safe school environment conducive to education is essential in order for the academic process to be successful. The conflicting tensions between students' rights and administrators' responsibilities can be resolved by balancing the student's legitimate expectations of privacy and the schools equally legitimate need to maintain an environment in which learning can take place. Because of this school district's need to provide a school environment favorable to education, certain school personnel may conduct reasonable searches of students, students' property or school property both in school and during school-sponsored activities such as field trips. These reasonable searches are based on the following propositions:
•1. Education is an important state and local function and requires an atmosphere, which is free from danger and undue disorder.
•2. The need of search is based on the right and responsibility that school officials have to maintain discipline and to ensure the proper functioning of the educational process.
•3. Students have reduced expectation of privacy at school and during school sponsored activities than at their home.
•4. The District retains the right of random inspection with or without notice and student lockers are rented to students with that specific understanding.
•5. Some activities, which result in the seizure by, school personnel of contraband items or items whose presence at school violates school rules are not searches. They include, but are not limited to, objects lawfully exposed to plain view, either in school or in student's automobiles; objects not within the exclusive possession of the student and items found or activities observed in school areas normally under the control and supervision of teachers and administration such as classrooms, school yards and open areas of washrooms and locker rooms.
Guideline for Searches
The following criteria and standards will be used in the decision by school officials to conduct a reasonable search of a student.
•1. There must be reasonable grounds for suspecting that the search will turn up evidence that the student has violated or is violating either the law or the rules of the school.
•2. The scope of the search will be reasonable after consideration and evaluation of the student's age, sex, school record and the nature of the infraction.
•3. Urgent circumstances and information received by school officials will be considered.
133 •4. The school principal or assistant principal in the principal's absence will determine if a search of a student is necessary to protect the health of the particular student, or other students or the educational atmosphere. Such a determination will be related to the removal of a dangerous or illegal item or items or substance and will be based upon reliable information or observation by school personnel indicating that a student is in violation of school rules or Idaho or federal law.
•5. The school principal or assistant principal will conduct the search, unless circumstances necessitate the search being conducted by another school official such as a counselor or a teacher. In all cases there should be two adults present in the search.
•6. A student will be asked to consent to the search; however, failure of the student to consent will not necessarily halt the search by the school official.
Locker and Desk Searches
Student lockers and desks are the property of the school. The school administration and its staff retain the right to inspect lockers or desks regularly or on a random basis, announced or unannounced. School authorities may conduct an inspection for any reason related to school administration. A locker or desk may also be inspected when reason exists to suspect that the locker or desk is being used for illegal purposes, for purposes against school rules or for storage space for pilfered property or harmful substances.
Student Interviews By Police or Other Law Enforcement Officials
•1. When law enforcement authorities want to interview a student, the law enforcement authority will explain the situation fully and completely to the principal or the assistant principal in the privacy of the school office and that school official will determine the appropriateness of the interview.
•2. When law enforcement authorities want to question a student at school, and the school principal or assistant principal has determined the interview is appropriate, the principal will try to contact the student's parent(s) or guardian to give the authorities permission to do so.
•3. A parent or guardian may refuse permission for the student to be interviewed; request the interview be conducted only in his or her presence, or request that the principal or assistant principal be present during the interview in place of the parent(s) or guardian.
•4. The principal or assistant principal will take reasonable steps to protect the student, to provide a safe and natural atmosphere and attempt to ensure the student is comfortable.
134
Interviews Of Students On School Premises By Persons Other Than Law Enforcement Officials Or School Personnel
When a student interview is requested during the school hours on school premises by persons other than law enforcement officials or school personnel the following procedure will be used. Interviews include solicitation of any information from a student.
•1. A person or persons desiring an interview with a student will contact the school principal or the school which the student attends and submit a written request for the interview, stating the relevant information including the name of the student, the identity of the interested agency, the general purpose of the interview, and the person conducting the interview.
•2. The principal will notify the parent(s) or guardian of the student of the request for the interview and facts in the written request. The student will be made available only after the parent or guardian's approval or under the conditions requested by the parent(s) or guardian. The parent(s) or guardian has the right to refuse to allow the interview or may place conditions or restrictions upon the interview.
•3. If a representative of an agency of the State of Idaho states in writing that the student may be a victim of child abuse and that it is the best interest of the student that the parent(s) or guardian not be advised prior to the interview, the principal shall accede to such written request.
Release Of A Student To Law Enforcement Officers
In the absence of parental or guardian consent, which will be sought prior to a student's release from school, the principal will release a student to law enforcement officials only if a warrant is issued, or if the officer is arresting the student without a warrant.
Date of Adoption: July 1, 1995 Reviewed: August 9, 2006
135
ED POLICY TITLE: STUDENT DRESS CODE
The Board of Trustees of Ririe Joint School District #252 recognizes the individual right of the students to choose their style of dress. The Board takes pride in the fact that the majority of this district's students have elected to wear clothing and observe grooming habits, which represent the pride students have in their school.
Since it is the duty of the Board to provide an educational atmosphere conducive to learning and to protect the health, safety, and morals of students the following guidelines apply:
•1. Clothing or grooming habits that are disruptive of the educational process, have a detrimental effect of the safety and morals of students, or that depicts illegal or immoral acts are prohibited.
•2. Clothing which depicts by word or picture, items or acts that are obscene, lewd, indecent or offensive are also prohibited, as is clothing with any depiction or words describing or advertising any alcohol, or tobacco products or any legal or illegal drug or substance.
•3. The body shall be covered, no bare midriffs.
•4. Tank tops, unlined sheer material, and fishnet tops are prohibited.
•5. Shorts or skirts shall be no shorter than 3 inches above the top of the kneecap.
If the superintendent or his/her designee determines that a student's attire or grooming habits is violating this code, that student will be required to return to his or her home and change into suitable clothing before coming back to school. Parents or guardians will be notified each time a student is asked to leave school because of inappropriate attire. If a grooming habit is determined to violate this policy, the students and his or her parents or guardians will be required to meet with the superintendent or his/her designee to discuss and resolve the matter. All time missed from classes for failure to adhere to this policy will be deemed unexcused absences. Repeated failure to follow this policy may result in further discipline.
Date of Adoption: November 9, 1998 Reviewed: November 15, 2006
136 EE POLICY TITLE: STUDENT - STAFF RELATIONS
Students are urged to regard staff members as people with specific knowledge and capabilities, which can be well utilized to advance students' knowledge and development.
Students shall be expected to regard staff members as individuals, employed to provide direct or indirect contributions to learning. While students are to have considerable latitude in making choices for themselves, they shall be required to respect the right of staff members (and other students, as well) and interference with those rights shall not be condoned. No student shall have the right to interfere with the efforts of instructional information for purposes of learning, nor shall a student have the right to interfere with the motivation to learn or the learning activities and efforts of other students. Students eighteen (18) years of age and older who assault or abuse a teacher in the presence of other students may be subject to criminal misdemeanor sanctions.
Date of Adoption: July 1, 1995 Reviewed: November 15, 2006
137 EF POLICY TITLE: STUDENT SEXUAL HARASSMENT POLICY
The board believes that students of the Ririe School District #252 have the right to learn in an atmosphere, which is the most conductive to the achievement of their fullest potential. Consequently, sexual harassment of students whether verbal or physical and whether engaged in by employees of the District or other students, is unacceptable and will not be tolerated.
Definition Of Sexual Harassment
For purposes of this policy, sexual harassment is defined as any type of unwelcome or unwanted conduct of a sexual nature committed by any employee or student of the District. Sexual harassment may constitute the independent crime of child abuse.
Examples of sexual harassment include, but are not limited to: •1. Demanding of sexual favors in exchange for favorable grades, assignments, other education benefits or benefits related to extracurricular activities, or promises, or promises of the same;
•2. Continued or repeated sexual jokes, language, flirtations, advances or propositions;
•3. Verbal abuse of a sexual nature;
•4. Graphic verbal commentary about an individual's body, sexual prowess or sexual deficiencies;
•5. Leering, whistling, touching, pinching, brushing the body, assault, coerced sexual acts, or suggestive, insulting or obscene comments or gestures;
•6. Name calling, relating stories, gossip, comments or jokes that may be derogatory toward a particular sex;
•7. The display of sexually suggestive graffiti;
•8. The display of sexually suggestive objects, pictures, posters or cartoons. This applies to lockers.
•9. Asking questions about sexual conduct or sexual orientation or preferences.
Conduct of this nature is unacceptable on school grounds, during regular or special school sessions, or at any school activity, function or event.
Individuals Covered Under The Policy
This policy covers all employees and students of the District. The Board will not tolerate, condone or allow sexual harassment of its students, or any trustee, administrator, teacher, aide, or employee of the district, whether engaged in by fellow students, teachers, administrators, or any other employee of the District. The Board encourages the reporting of all incidence of sexual harassment, regardless of who the offender may be.
138 Reporting A Complaint
The Board encourages students who believe they are being harassed to firmly and promptly notify the offender that his/her behavior is unwelcome. However, the Board recognizes that such a direct communication often time is not feasible. If a student wishes to report a harassment complaint, the following steps should be followed.
While not required to do so, a student may choose to report the complaint to any teacher or counselor. If the student chooses not to report the complaint to a teacher or counselor, the student should report the incident to the building principal or his/her designee. If the complaint in any manner involved the building principal, the student should report the complaint to the superintendent of the District or his/her designee.
Any student or employee should understand, however, that in reporting the complaint, any such communication may not be considered privileged information, and the person to whom the communication is made may have a duty to report the incident either to his/her superiors or to other authorities, including the Idaho State Department of Health & Welfare or a proper law enforcement agency.
An accurate record of objectionable behavior or misconduct is needed to resolve a complaint of sexual harassment. Therefore, verbal reports of sexual harassment should be reduced to writing by either the student or the person receiving the complaint, and be signed by the student. The District encourages students who believe they have been subjected to sexual harassment to report the incident promptly so that a rapid response and appropriate action many be taken. However, because often sensitivity of these matters, no time frame will be instituted for reporting sexual harassment and the late reporting of sexual harassment will not in and of itself preclude the District from taking remedial action.
Investigation Of The Complaint
Any allegation of sexual harassment of a student brought to the attention of any District employee should be referred to the building principal, and if appropriate pursuant to District policy, the school resource officer. The building principal will promptly notify the District superintendent or his/her designee of the complaint. If the complaint in any manner involved the school's principal, the complaint should be referred to the District superintendent or his/her designee. Any allegation of sexual harassment will be promptly investigated in a confidential manner so as to protect the privacy of all persons involved. Confidentiality will be maintained throughout the investigation process to the extent practicable and appropriate under the circumstances.
The school's principal or his/her designee will investigate complaints. If the complaint in any manner involves the school's principal, the District's superintendent or his/her designee will conduct the investigation.
The investigator should thoroughly attempt to ascertain all o the facts that explain what has occurred. In conducting the investigation, the student, as well as the alleged harasser, will be questioned as well as all employees or students who may have knowledge of either the incident in question or similar problems. The investigative steps and findings should be documented as thoroughly as possible.
139 Upon completion of the investigation, the District will communicate in an appropriately sensitive manner its findings and intended actions if any to the student, the student's parents if the student is under the age of eighteen (18), the harasser, and the harasser's parents if the harasser is a student under the age of eighteen (18). If it is found that harassment has occurred, the harasser will be subject to appropriate disciplinary procedures as determined by the school's principal, the District superintendent or if necessary the District's Board of Trustees. Employees found to have engaged in misconduct constituting sexual harassment may be disciplined up to and including discharge. Students found to have engaged in misconduct constituting sexual harassment may be disciplined up to and including expulsion. Any such disciplinary action will be taken pursuant to the policies and procedures of the school district.
If the District determines that no sexual harassment has occurred, and if the investigation results in a finding that the student has falsely accused another of sexual harassment knowingly or in a malicious manner, the student may be subject to appropriate discipline, including the possibility of suspension or expulsion.
The District will maintain a complete written record of each complaint, the manner in which it was investigated, and the manner in which it was resolved. Written records, to the extent appropriate, will be maintained in a confidential manner but may be included in any affected employee's personnel file.
Protection Against Retaliation
The District will not in any way retaliate against a student who makes a report of sexual harassment on or, to the extent possible, will it permit any employee or student to do so.
Retaliation will be considered to be a violation of this policy and should be reported immediately. Any person found to have retaliated against another individual for reporting an incident of sexual harassment may be subject to the same disciplinary action provided for sexual harassment offenders. Those persons who assist students who believe they have been subjected to sexual harassment or who assist or participate in an investigation of sexual harassment also are protected from retaliation under this policy.
Conclusion
The Board has developed this policy to insure that all of its students and employees can operate in an atmosphere that is conducive to the provision of a meaningful educational program. The District will make every effort to insure that all of its students and personnel are familiar with this policy and that its students know that any complaint received will be thoroughly investigated and appropriately resolved.
Date of Adoption: July 1, 1995 Reviewed: November 15, 2006
140 |
EF.A POLICY TITLE:
HAZING, HARASSMENT, INTIMIDATION, BULLYING
The Board is committed to providing a positive and productive learning and working environment. Hazing, harassment, intimidation, menacing or bullying by students, staff or third parties is strictly prohibited and shall not be tolerated in the district.
Students whose behavior is found to be in violation of this policy will be subject to discipline, up to and including expulsion. Staff whose behavior is found to be in violation of this policy will be subject to discipline, up to and including dismissal. Third parties whose behavior is found to be in violation of this policy shall be subject to appropriate sanctions as determined and imposed by the superintendent or Board.
Individuals may also be referred to law enforcement officials. Staff will be reported to Teacher Standards and Practices Commission.
The superintendent is directed to develop administrative procedures to implement this policy. Procedures shall include descriptions of prohibited conduct, reporting and investigative procedures, as needed, and provisions to ensure notice of this policy is provided to students, staff and third parties.
Date of Adoption: Reviewed:
140.1
EG POLICY TITLE:
STUDENT DRUG, ALCOLHOL AND TOBACCO
General
The District recognizes the seriousness of drug and alcohol use and abuse, especially on school premises or at any school function. It strongly supports local, state, and federal efforts to establish a "zero tolerance" policy concerning their use. To conform to federal and state law and to meet the above objectives the District has promulgated and adopted this Student Drug and Alcohol Policy prohibiting the use, possession or distribution of illicit drugs and unlawful alcohol on any school premises or at any school activity.
Definitions
Extra-Curricular Activity: Any school activity that occurs out of the regular classroom setting or is not related directly to classroom activity. Examples of extra-curricular activities include, but are not limited to, athletics, student government, school dances, school sponsored parties and trips.
Illicit Drug Use: The use, possession or distribution of illicit drugs and/or the abusive use of other drugs and/or alcohol.
Tobacco Use: The use, possession or distribution of tobacco, drugs and/or the abusive use of other drugs and/or alcohol.
Illicit Drugs: Any controlled substance as defined by Section 37-2701, Idaho Code (not including over-the-counter drugs or prescription drugs which have been prescribed by a doctor or a dentist) and/or any other substance, which is used to alter or change a person's mood and/or anabolic steroids.
Participation: "Participation" in an activity, as used in this policy, shall include both attendance at, and active participation in, any given activity.
Reasonable Suspicion: Otherwise unexplained behavior, which, based on specific objective facts and reasonable inferences drawn from these facts in the light of experience, or any substantive evidence pointing to either use, possession or distribution of illicit drugs or unlawful alcohol or tobacco, any constitute "Reasonable Suspicion".
Reasonable Suspicion may arise:
•1. From direct observation of an individual;
•2. From a pattern of abnormal conduct or erratic behavior;
•3. When the individual has been arrested for, convicted of, or identified as the target of a criminal investigation into, a drug related offense;
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•4. Based on information provided either by reliable and credible sources or independently corroborated; and
•5. When newly discovered evidence discloses that the individual tampered with a prior drug or alcohol test.
Although reasonable suspicion testing does not require certainty, mere hunches are not sufficient to meet this standard.
Unlawful Alcohol: Any alcoholic beverage (including beer, wine and alcoholic liquor as defined by Sections 23-1002, Idaho Code).
Unlawful Alcohol Use: The use, possession or distribution by a person of unlawful alcohol on any school premises or during any school activity.
Violations: The commission of an act of "Unlawful Alcohol Use" of "Illicit Drug Use" by a student.
District Goals:
•1. To endeavor to provide age appropriate, developmentally based drug and alcohol education and prevention programs to all students, grades K-12, each year.
•2. To attempt to make students and parents aware that the use, possession, and distribution of illicit drugs and unlawful alcohol is illegal, wrong and harmful, and that certain disciplinary sanctions will be imposed for any violation of this policy.
•3. To make available to all parents, students and District employees a copy of the District's Policy of disciplinary sanctions for Policy violations. Due process assurances will be included therein.
Sanctions:
Disciplinary sanctions, which may be imposed for violations of the Policy, are as follows:
•1. If local, state, or federal laws appear to have been violated, law officials will be notified of the apparent crime.
•2. If further investigation by the administration confirms the violation, the following procedure will be followed:
•a. First offence in a School Year: The student will remain suspended according to the terms of Section 33-205, Idaho Code, and the parents or guardians notified of the date, place and time for an informal hearing. Upon conclusion of an informal hearing (with a resulting decision that the student has committed the alleged violation) the student will be given a two (2) week suspension from all extracurricular activity.
142 •b. Second offenses in a School Year: The student will remain immediately temporarily suspended according to the terms of Section 33-205, Idaho Code, and the parents or guardians will be notified of a date, place and time for an informal hearing. Upon conclusion of an informal hearing (with a resulting decision that the student has committed the alleged violation) the student will be suspended from all extra-curricular activity for the remainder of the season or term, or for a period of not less than sixty (60) days (whichever is greater), and mandatory follow-up sessions with the substance abuse counselor will be required. Reinstatement of the student in extra-curricular activities following the sixty (60) days or remainder of season suspension will be contingent upon the student complying with all written recommendations and approval of the superintendent, principal, and the substance abuse counselor.
•c. Third Offense in a School Year: The student will remain suspended according to the terms of Section 33-205, Idaho Code, and the superintendent will recommend to the Board that the student be expelled according to the terms of Section 33-205, Idaho Code. The Board may expel the student, or he or she may be suspended from all extra-curricular activities for the remainder of the school year in addition to any other sanctions, which may be prescribed by the Board.
Date of Adoption: July 1, 1995 Reviewed: November 15, 2006
143 EH POLICY TITLE: STUDENT WELFARE HEALTH SERVICES
PUPIL ILLNESS AND INJURY
School personnel shall only give emergency care to students who become ill or are injured on school property, on buses, or in areas adjacent to the school premises. Any further treatment shall be the responsibility of the parent. Parents shall be notified in case of illness or injury to a pupil. In case the parent or persons listed on the enrollment form cannot be reached, the family physician on the student's enrollment form shall be notified.
"BATTERING" OF A STUDENT
In the event a child shows evidence of being "battered or excessively abused, the proper authorities shall be notified within 24 hours.
MEDICATIONS TO STUDENTS
This policy is intended to provide safe uniform administration of medication at school, as well as to provide for the safety of other students. The purpose of administering medications in school is to help each child maintain an optimal state of health that may enhance his/her education plan. The medications shall be those required during school hours that allow the student to fully participate in the educational setting. The parent or guardian will provide all needed medication and supplies. The parent and family physician are encouraged to work out a schedule of giving medication outside school hours. These recommendations apply to all prescribed and over-the-counter medications.
•1. Authorization of Medication:
If a student requires prescription medication to be given during school hours, the school shall provide the student's parent or legal guardian with a copy of the forms entitled "Prescription Medication" and/or Physician Order/Authorization for "Special Health Care Services To Be Performed At School." The form must be completed and signed by the physician and parent or legal guardian prior to administration of the medication. Forms must be renewed with each dosage change. Forms must be renewed annually.
•2. Medication Labeling, Storage, and Disposal:
All medication must be received at school in its original prescription container. Medications must be brought to school by the parent or legal guardian. A note will be sent home with the student when more medication is needed.
Medications administered by school personnel will be kept in a locked container. Access to the medication will be under the authority of the school nurse, principal or designee.
All medications in the elementary school (K-4) will be kept at all times in the nurse's office in a locked cabinet. On field trips, if the school nurse is unable to go, a parent will be invited to accompany student and take responsibility for the inhaler. If parent is unable to attend, the principal & teacher will make suitable arrangements with the counsel and permission of the parent. (Exceptions according to Idaho Code) 144 At the end of the school year, parent or guardian will be notified and asked to pick up unused medication. All unused medications left at school will be destroyed by the school nurse and witnessed by another school employee.
3. Administration of Medication:
All personnel designated to administer medications will be required to complete an in-service on techniques for the safe administration and monitoring of medications. The parent, guardian, or physician's office must give the first dose of any new medication. A separate record will be maintained on every student receiving medication. The record will include the student's name, date, time of administration, dosage, mode of administration and signature of person administering the medication. Students on inhalers or who are diabetic need immediate access to their inhalers/or glucometer and insulin. The form "Blood Glucose and Insulin Procedures," must be filled out, signed by parent and school nurse if the child is a diabetic, tests his/her own blood sugars, and gives his/her own insulin. The school nurse and/or school officials will follow the standing orders to administer glucagons in case of a diabetic emergency. Under Idaho Code 33-520 students with asthmas will be allowed to self-administer asthma medication. Under the following conditions: •1. The form "Physician and Parental / Guardian Consent for student Self-Administration of Asthma Medication is filled out and properly signed and on file. •2. The student is in the fifth grade or higher. •3. The school nurse is notified whenever the inhaler has been used. The school nurse and/or school officials will follow the standing orders to administer epinephrine in the case of a respiratory emergency.
4. Administration of Over The Counter Medication
Acetaminophen, Ibuprofen and other over the counter medications may be given to a student in elementary, middle or high school with a physician's standing order and parental signed consent. The physician's order and parental permission must be renewed each year. A request form "Over The Counter Medication" must be completed, listing the medication, frequency, dosage, and signed by parent/guardian.
STUDENT WELLNESS
Students should be able to attend the schools of the District without being infected with a serious communicable disease. The District procedures effectively respond to such health concerns while respecting the rights and privacy of all students. A student that is known to have an infectious illness should not be in school. Infectious illnesses are delineated by vomiting, diarrhea, a productive cough, an open wound, fever of 100 degrees or higher, or a fever of 99 degrees accompanied by colored nasal discharge.
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Physician and Parental/Guardian Consent Form for Student Self-Administration of Asthma Medication
PHYSICIAN SECTION __________________________________________
Name of Student Birth date City Zip Telephone Number
To: Principal/School Nurse: _______________________________ School: _______________
Name of Medication Type of Medication (Tablet, liquid, capsule, canister, or inhaler)
______________________________________________________ Dosage Time(s) to be given
______________________________________________________ Possible side affects
I certify that ___________________________________ has been instructed in the use and Name of Student self-administration of the above medications. He/She understands the need for the medication, and the necessity to report to school personnel any unusual side effects. He/She is capable of using this medication independently. I may be reached at the following phone number in the event of a reaction to the medication or in an emergency:
___________________________
Phone Number of Physician
-----------------------------------------------------------------------
PARENT/GUARDIAN SECTION I give permission for my child to self-administer the medication described above, I give my permission to the school to call 911 in the event that my child does not have his/her medication and an emergency situation does arise. I shall indemnify and hold harmless the district and its employees or agents for legal fees, costs and any potential damages concerning self-administration of this medication arising out of any claims brought by the above named child or anyone else.
________________________________________________ ________________________________________________ Print Parent/Guardian Name 145.1
Attendance of Students with Infectious Diseases
The protection of the health of all students will be of first priority. To insure adequate protection of all involved, the individual identified as having a serious infectious disease may be suspended from school by action of the superintendent until the following steps are taken.
•1. The individual has provided a written statement from his/her personal physician which certifies that attendance at school will jeopardize neither the health of the infected person nor the students or employees. •2. A special advisory committee has been convened by the superintendent consisting of the central office administrator, the school physician/consultant, a principal, a teacher, a school nurse, and an individual representing the student who is chosen by the student's parent(s) or by the student if he/she is age eighteen (18) or older. Additional educational, medical and legal expertise may be added to the chairperson of the committee, in closed session(s), will review the evidence provided in the questionnaire and will investigate the individual circumstances of the ill student. The student's identity shall not be divulged to the committee. The committee will attempt to reach a consensus on four issues: •a. Should the student be permanently or temporarily excluded from school? •b. If the student is excluded, what criteria should be used to determine eligibility for future readmission and what educational services should be provided? •c. If the student is not excluded, what special precautions should be taken to deal with the student in the school setting? •d. What steps for follow-up or monitoring should be taken as a condition for continued attendance? •3. The committee will report its findings to the superintendent and the Board in a closed meeting of the Board without disclosing the name of the student. The Board will make any necessary decisions in the matter as promptly as possible. •4. Any individual who wishes to appeal the decision of the board may do so by following the procedures available under Idaho law in instances of involuntary removal from school. These steps will be taken in less than ten (10) working days.
Protection of Educational Rights The Board believes that every student eligible for educational services under state or federal law is entitled to receive those services unless a compelling reason dictates otherwise. Such reason must be based on the best available facts and expert opinions. Generalized public concern, emotion and political considerations are insufficient reasons to deny a student the right to an education.
Should a student be deemed by the Board to pose too high a risk in regard to transmission of a serious infectious disease to others, the student will be temporarily or permanently excluded under the auspice of the District.
Protection of Privacy Rights
Federal law makes it incumbent upon school employees to protect the personal privacy of students enrolled in the schools. Information concerning a student's health, medical treatment, school records, and/or family matters is strictly confidential and is not to be released without the permission of the parents, legal guardians of the student or of the student if age eighteen (18) or over. Intimidation of affected individuals, either direct or indirect, is against 146 district policy. Violation of this provision will be considered to be a serious infraction of Board policy. The identity of an infectious student shall be revealed only to those who have a need to know. However, it shall continue to be the practice of the District to advise public health personnel of the incidence of serious infectious disease in the District and the circumstances surrounding such disease.
Student Education The Board recognizes that responsible health education appropriate for students at various grade levels may help minimize the spread of infectious disease. In this regard, appropriate instruction materials about communicable diseases will be adopted by the Board for inclusion in the District's health curriculum.
Date of Adoption: July 1, 1995 Reviewed: November 15, 2006
Head Lice Head Lice is a condition caused by insects that live on the human scalp and feed on blood. Head lice do not transmit diseases under natural conditions. Anyone can get head lice, but they are most commonly found on school-aged children. Head lice are not related to personal cleanliness. Infection generally occurs with direct contact with another infected person. Head lice can generally be controlled by use of an insecticide and some simple procedures. The school nurse should check students privately so the student is not humiliated because of the infection. If several cases are identified, all students, including those that are uninfected, will get a letter to take home that describes identification, prevention, and treatment of head lice. If a student is found to have head lice, the nurse or district designee will contact the parents by telephone to request them to pick up their child. Parents will be given information outlining proper treatment. Prior to the student being readmitted, parents will complete a certificate, which indicates the steps, which have been taken at home to treat the student and other household items. A seven-day follow up re-treatment form must also be completed. Students will be rechecked by the school nurse or designee following re-treatment. Parents may return their child to school upon completion and proof of the initial treatment. Before re-admission, the child must be inspected by the school nurse or other school personnel and be declared nit free.
Date of Adoption: July 1, 1995 Revised: December 11, 2000 Revised: March 17, 2003 Reviewed: November 15, 2006
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EI POLICY TITLE: MANAGEMENT OF STUDENT RECORDS
General
It is the policy of this District to conform to the provisions of the Family Educational Rights and Privacy Act of 1974 by allowing parents and eligible students access to the appropriate education records and maintaining procedures to accommodate the rights of access, amendment and challenge while protecting the privacy of students enrolled in the District and their parents from unauthorized disclosures of such information.
Rights of Access
Parents of the student or the student if he/she is eighteen (18) years of age ("eligible student") shall have the right of access at reasonable times and places to the education records of the student maintained by the District. This right of access includes the opportunity to inspect and review the records upon request; the right, upon reasonable request, to an explanation and interpretation of the record; and the right to obtain copies of the records for a reasonable fee, or if failure to receive a copy would effectively prohibit the exercise of the right to inspection and review then such copies will be produced at no cost.
A student's natural parents, guardian, or an individual holding the proper power of attorney acting on behalf of the parents or guardian, in their absence, shall be given access to a student's Education Record for the purpose of inspection and review. Until withdrawal of rights, the school will afford the right of access to both parents.
Procedure For Inspection and Review
The parents or eligible student may inspect and review the student's educational record by filing a written request to inspect and review. While oral requests by the parents or eligible student to inspect and review may be honored by the District, a written request procedure may be required. All requests for access or disclosure, whether written or oral, will be noted and maintained in the student's permanent education record.
Limitation To Access
The parent of a student or eligible student will be given access only to the record of that student. If information pertaining to any student other than the one making the request appears in the requested record, such information will be removed from the record before disclosure.
This student will not be allowed access to information concerning his/her parents' financial status.
Letters of recommendation will generally be available to the student for inspection and review unless:
•1. the letters or statements were placed in the record prior to January 1, 1975; •2. the student has waived the student's rights to such access. •3. the recommender has specifically requested confidentiality 148 Obtaining Copy of Record
A copy of the student's education record may be obtained by the parents or eligible student by requesting the same from the office of the superintendent. The regulations provide that the District may deny the request for a copy of the record if it has a legitimate reason for doing so. At this time the District can foresee no circumstances in which denial would be necessary.
Cost
A copy of the record will be furnished at a per page cost commensurate with the actual cost of reproduction incurred by the District.
A copy of the record will be furnished at no cost to the parents or eligible student if necessary to protect and provide the right to inspect and review the record.
Disclosure Of Personally Identifiable Information
The District will not disclose to anyone other than the parents, student or designated employees and officers of the District, personally identifiable information without the prior written consent of the parents or eligible student, unless the disclosure of such information is specifically authorized by the Act of the Regulations.
The District will disclose personally identifiable information to and allow inspection of the student's record by the employees and officers of the District who have a legitimate educational interest for having access to the records.
The regulations provide that "directory information" may be disclosed without the prior written consent of the parents or eligible student. "Directory Information" includes the following or similar information relating to a student:
•1. student name, address and telephone number;
•2. date and place of birth;
•3. major field of study;
•4. participation in officially recognized activities and sports;
•5. weight and height of members of athletic teams;
•6. dates of attendance;
•7. degrees and awards received;
•8. most recent previous education institution attended by the student.
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Records Of Request And Disclosures
The District will maintain a list of any requests for or disclosures of the education record or of personally identifiable information therefrom. This list will be available for inspection and review by the parents or student upon request.
Right To Seek Amendment Of The Education Record
If the parents or eligible student believes that information contained in the student's education record is inaccurate, misleading or otherwise in violation of the privacy or other rights of the student, the parents or eligible student may request, in writing, that the record be amended by the District. The District will furnish a form for such request for amendment, the superintendent will decide whether to grant or deny the request and inform the parents or student of his/her decision.
If the request is granted in whole or in part, the District will amend the education record consistent with the decision as soon as possible and destroy all non-conforming information.
Transfer Of Students
It is the policy of the District to honor request for transfer of records to school in which the student seeks or intends to enroll or is contemporaneously enrolled.
Date of Adoption: July 1, 1995 Reviewed: November 15, 2006
150 EJ POLICY TITLE: SCHOOL-SPONSORED PUBLICATIONS
Journalistic experience in a school setting should be calculated to develop the background of skills and understanding, which will equip a student for the responsibilities of the free press in our society. Students must recognize, however, that a school-sponsored newspaper is unique and different from other newspapers in at least four ways:
•1. It is an instructive tool in addition to a means of self-expressions.
•2. It is read not just by the intended audience of fellow students, but by parents and many citizens outside the school.
•3. It is supported by tax funds.
•4. It is an influence on the public relations of the entire district since content is read by many not simply as expressions of individual students, but as expressions representative of the entire student body and approved by the administration.
The concept of "freedom of the press" under the First Amendment has application with regard to school-sponsored publications. However, the United States Supreme Court has established that school districts may exercise editorial control over the style and content of school-sponsored newspapers without violating the First Amendment. The District recognizes there are valid and necessary reasons to exercise such restrictions on student speech in school-sponsored publications. This, the following guidelines apply to all school-sponsored student publications:
•1. School-sponsored publications are those publications, including, but not limited to, school newspapers, yearbooks and athletic programs, which may fairly be characterized as part of the District's curriculum, whether or not they occur in a traditional classroom setting. Generally they include student publications, which are supervised by a faculty member and are designed to impart particular knowledge or skills to student participants and audiences. However, they also may include publications, which students, parents and members of the public reasonably perceive to be sponsored or approved by the District.
•2. The District will not restrict student freedom of expression when such expression is within the rules of responsible journalism and is consistent with the four factors outlined below. The principal of each school shall meet with the student publication advisor, student editors and student writers to establish guidelines for achieving a maximum of student freedom of expression subject to the limitations set forth in this policy.
•3. All publications must be reviewed and approved by the building principal prior to publication. The building principal shall have the authority to determine the appropriateness of any particular item for publication. In exercising such authority, material will not be considered suitable for publication that is ungrammatical, inadequately researched, obscene, defamatory, advocated racial or religious prejudice, invades the privacy rights of others, is unsuitable for the audiences for which the publication is intended, contributes to the process or the operation of the school or otherwise is contrary to District policy or applicable federal or state law. The school principal may also exclude material, which may serve to associate the school or District with any position other than neutrality on matters or political controversy. 151 •4. The principal of each secondary school shall have the authority to determine whether advertising will be accepted for inclusion is school-sponsored student publications. The District has an important interest in avoiding the impression that it has endorsed a viewpoint at variance with its educational mission. Consequently, if advertising is accepted, each school principal shall have authority to exclude certain categories of advertising. For example, drug, drug paraphernalia, or alcoholic beverage advertisements or any other advertisements, which may be viewed as encouraging action, which might endanger the health and welfare of students may be excluded. Similarly, advertisements, which are factually inaccurate, defamatory, obscene, advocate racial or religious prejudice, contain either explicit or implicit sexual content of overtones, or are of poor production quality may be excluded. The school principal may also exclude advertising, which may serve to associate the school or the District with any position other than neutrality on matters of political controversy.
Date of Adoption: July 1, 1995 Reviewed: November 15, 2006
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EK POLICY TITLE: STUDENT CONDUCT ON DISTRICT SCHOOL BUSES
Idaho law provides that riding a school bus is a privilege available to students who exercise good conduct while on the school bus. All students' parents and guardians should become familiar with District bus rules and regulations and follow them carefully.
Bus Riding Rules
•1. The driver is in full charge of the bus and students. Students must obey requests of the driver promptly and willingly. Such requests may include:
•a. Assignment of students to specific seats. •b. Requiring that students assist in keeping the bus clean. •c. Requiring permission to open windows on the bus. •d. Requesting students to keep all items out of the aisles. •e. Following front seat loading procedures.
•2. Students are expected to comply with state regulations which require all riders to: •a. Load and unload the bus in a safe, courteous manner at designated locations only. •b. Find a seat immediately and remain seated until the bus stops for deboarding. •c. Refrain from bringing pets or animals on the bus. •d. Refrain from eating or drinking on the bus or bringing any glass container on the bus. •e. Refrain from bring any form of weapon on the bus, including but not limited to guns, knives or explosives. •f. Refrain from any conduct, which would harass or distract the bus driver or other students, including making loud noises or obscene gestures or using profane or obscene language. •g. Refrain from engaging in, participating in or encouraging any form of fighting.
•3. In assembling and awaiting the arrival of the bus, students are expected to obey all school rules providing for student standards of conduct and are not to cross the street until given consent by the driver. Students must cross the highway only in front of the bus, in full view of the driver, and not stand or play in the roadway while waiting for a bus.
•4. Students must keep arms and hands inside the bus at all times.
•5. Students are expected to be on time at loading points so buses can run on schedule. Buses cannot be expected to wait for late boarders.
•6. The student shall not leave or board the bus at locations other than the assigned home stop or assigned home stop or assigned school unless such arrangements have been approved by the transportation supervisor and/or the building principal.
Our Philosophy
We believe all students can behave appropriately and safely while riding on school buses. We will tolerate no student preventing drivers from carrying out their responsibilities or preventing other students from having safe transportation. 153 Bus Discipline Policy and Procedures
In order to guarantee all children riding district buses the safe transportation they deserve, the following discipline policy and procedure will be in immediate effect.
Bus Rules:
•1. Follow the direction of the driver. •2. Stay quietly seated, facing forward. •3. No eating, drinking; no glass containers. (#3, 4, & 5 also apply to the bus drivers). •4. No tobacco, alcohol, drugs or vandalism. •5. No inappropriate language or gestures. •6. No pushing, shoving, cutting line or fighting. •7. No weapons or explosives. •8. When traveling with groups on field trips, competitions etc...The Bus Driver and Advisor will discuss allowing food/drink on the bus. The Advisor and Group shall be held responsible for keeping the bus clean and safe when this situation occurs.
If a Student Chooses to Break a Bus Regulation:
Depending on the nature and severity of the violation, a first offense could result in immediate suspension of transportation privileges.
1st Incident: Driver issues first Conduct Report. The parent's signature will be required on the student's copy or the parent's mailed copy must be returned signed, for the student to continue riding the bus. Student will also be responsible to present his/her ticket to their principal for a signature.
2nd Incident: Driver issues second Conduct Report. Student is suspended from riding the bus for ten (10) school days. Parent conference with transportation supervisor required for student to ride again.
3rd Incident: Driver issues third Conduct Report. Transportation privileges suspended for the remainder of the school year.
Appeal Process:
Any appeals related to the above disciplinary procedure will follow the prescribed steps:
Step 1: Director of Transportation Step 2: Superintendent Step 3: Board of Trustees
It is in the children's best interest that we work together in a relationship that provides safe transportation.
Date of Adoption: July 1, 1995 Revised: March 14, 2007 154
EL POLICY TITLE: STUDENT ACTIVITIES
It is the policy of the Board of Trustees of the Ririe Joint School District #252 to encourage an effective, efficient program of activities.
All prior absences must be considered in light of the District's attendance requirement before granting a student permission to participate in activities.
Privilege Status of Activities
According to Section 33-512, Idaho Code, those extra-curricular activities which are by definition outside of or in addition to the regular academic courses or curriculum shall not be considered to be a property, liberty or contract right of any student, and such extra-curricular activities shall not be deemed a necessary element of a public school education, but shall be considered to be a privilege.
Senior High Activities
The provisions of the Idaho High School Activities Association and School Conferences apply to all senior high school athletics. Procedures and regulations will be developed in cooperation with the athletic directors, principals and coaches in line with District policy and State and conference provision.
Middle School Athletics
When applicable, the provisions of the Idaho High School Activities Association and the Junior High conference will govern junior high school athletics. Procedures, regulations, and other policies will be set forth in cooperation with the building principals and the athletic directors.
Social Events
Social activities are an important part of any student's life and of the school. This type of activity often reflects the educational quality of a school and can be easily observed. It is the desire of the Board to sanction such activities insofar as they fall in line with overall District policy. Such events are the responsibility of the school principal.
Student Trips
All school-sponsored trips must have the recommendation of the building principal and be approved by the superintendent prior to the trip.
Specific details and plans relative to departure, destination, overnight lodging, food services, purpose of trip, number of students involved, chaperons appropriate to the age level, high school activities, and return time must accompany all requests.
Parents and/or legal guardians of those students going on the trip will be notified of the trip schedule and will sign consent slips for their students and when appropriate indemnifying releases will be required releasing the District from liability. 155 Student travel, which is administered with the school, to in state and Board approved out of state travel will be limited by the radius of the distance to and from the activity and follow the most direct and safest route.
Student travel consists of travel that can be authorized by the administration and travel that should be authorized by the Board. In either event the Board will establish the overall travel policy of the district.
•a. The superintendent shall have the authority to allow and approve necessary and normal travel arising out of the school-sponsored curriculum and school approved activities.
•b. Travel requests not involving established curriculum or unusual activity travel will be at the discretion of the superintendent and require Board approval.
Activities sponsored by the school, which require transportation, must meet the following requirements:
•a. Requests for school-sponsored travel are to be submitted to the building principal and to the superintendent for approval. Such requests are to be submitted prior to any fund-raising or in-depth planning.
•b. For certain activities designated by the principal, it will be necessary to obtain release forms, signed by parents. These must be in the hands of the principals prior to departure. Students who are bused to a school functions shall return on the same bus. Special exception to this policy to release a student from returning may be granted if requested by the parent or guardian. The chaperon or coach on the bus must know this arrangement.
School Closure
In the event that the school is closed for any reason on the day of a scheduled club, class, or interscholastic activity, the decision as to whether the activity will be allowed will be made only after consultation with any other school(s) involved, and the appropriate administrative authorities.
In all such decisions such things as safety for those involved will take precedence. Other conditions that may be considered are expended costs, contracts, etc.
Practices For School Activities
The following policies for school activities are suggested:
•1. Each student should purchase an activity card (non-transferable) for his/her identification.
•2. Parents and teachers are encouraged to be in attendance at all school functions.
•3. Any student or guest whose conduct is contrary to school regulations should be asked to leave and his/her activity card may be revoked.
156 •4. Conduct which violates common decency or morality will not be permitted on school property or at school activities not held on the school property. Violators may be suspended or expelled.
•5. Students engaged in extracurricular activities are not only in position of student leadership but students participating in extra-curricular activities will be expected to conduct themselves both on and off school property and during the school year and outside of the school year in a manner showing common decency and morality. If a student off school property and outside of school hours is found guilty of conduct which in the sole judgment of the administration is inconsistent with the participation in such extracurricular activity, the administration may cause such student and/or parents to appear before the administration and to show cause why participation in such extracurricular activity should not be denied based upon a particular conduct. For example, a student body officer would be required to show cause why participation should not be denied to such student if found guilty of criminal conduct evidencing moral turpitude whether on school property or off and whether during the school year or summer recess.
Non-School Sponsored Activities
It is the policy of the Board of Trustees of Ririe School District #252 that only recognized and approved school activities be conducted during school Hours.
The Board suggests that those who seek public expression or forum for their ideas do so in public facilities, which are available for such purposes after school hours.
Class Parties
Class parties are not to be held during school time unless approved by the principal. No food or drink in class is allowed by the students or teachers without the approval of the principal.
SCHOOL CLUBS AND ORGANIZATIONS
Fraternities and Sororities
It shall be unlawful for any person, group, or organization to establish a fraternity, sorority or other secret society whose membership is compromised in whole or in part of students enrolled in the elementary or secondary schools of the state, or to solicit a student in any such school to become a member, or pledge himself to become a member of any such organization. Idaho Code, 33-1901
Memberships
No school club shall be allowed to choose its new members by the decision of its present members. No student shall be denied membership in any school club if he or she can meet the rules and regulations for membership set up by the school.
157 SCHOOL SPONSORED CLUBS AND ORGANIZATIONS
Each club and organization shall operate according to a constitution that has been approved by the school administrator.
School sponsored clubs and organizations shall include in their aims and objectives services beneficial to the following:
•1. Members
•2. School
•3. Community
Clubs and organizations failing to adhere to and promote the aims and objectives set forth in their application and/or bring ridicule to itself or the school shall be disenfranchised and discontinued. All club and organization members must meet eligibility requirements set forth in this policy manual.
Elections
All class, club and student body officers shall be elected according to good election procedures, including nomination, balloting, counting and verification.
Advisors
Advisors or designee shall be present at all meetings or functions of any club and organization or arrange for other faculty members to take their place. If the groups take a trip, the advisor may act as one of the chaperons.
Funds
The advisor will keep a close check on the club and organization funds to assure that good business practices prevail. Requisition slips for all purchases shall be signed by the advisor and principal and or his/her designee and all bills must be paid prior to the end of the school year. Club and organization books shall be kept in accordance with approved District No. 252 accounting practices and will be available at all times for examination by the district personnel.
Public Performance and Exhibitions
It shall be the responsibility of the individual schools, with the approval of the principal, to set up dates for public presentations of activities within the school. All presentations must be under the supervision of building faculty members and must be complimentary to high standards of performance.
158
Eligibility at the Middle School and High School Level
For students to participate in government, club, or organization, interscholastic, etc. competition, he/she must meet State or IHSAA rules along with the following:
•a. The student at the Middle School or High School level must meet the District minimum attendance requirements. In addition students must be in attendance three out of seven semester periods in order to participate in an activity or practice that day. Exceptions to this policy will be at the discretion of the principal. •b. The student must maintain a 2.0 GPA at the High School and Middle School level in the grading period prior to the term of the activity. This is to be interpreted as whichever grade (meaning semester or quarter), is closest to the activity in question. •c. Once it is determined that a student is failing in a class while a member of a team or club, or if it is obvious that the student's GPA is falling short of a 2.0, a program may be initiated to remedy the problem. A suspension from the activity, or any action that would remedy the failing situation will be taken. •d. Special education and resource students will be governed by rules applying to them and Individual Education Programs. •e. Notwithstanding the minimum requirements of this policy, individual clubs and organizations may adopt more stringent eligibility requirements subject to the approval of the building administration. •f. Notwithstanding the minimum grade requirements for participation, it is the District's belief that participation in student activities often results in greater grade achievement and students may be allowed to initially participate in activities without consideration of grade eligibility and would thereafter become subject to the grade provisions of this policy for continued participation. Any such exceptions will require the approval of the principal.
Other Activities
District-wide activities or activities outside the district such as spelling bees, math contests, science fairs, jump rope contest, library tours, arts assemblies, etc. will be encouraged, and scheduled under the direction of the building principal and with the approval of the principal and superintendent. Travel to those activities will be governed by those same policies, which affect other student groups within the district.
Date of Adoption: July 1, 1995 Reviewed: March 14, 2007 159
EM POLICY TITLE: ATHLETICS, CHEERLEADING AND DRILL TEAM
Philosophy
The underlying purposes of the athletic, cheerleading, and drill team programs for Ririe School District #252 are to guide the total development of the individual, utilize the inner resources of the student, and provide opportunity for productive involvement. These activities will be carried out in light of the district overall educational philosophy.
Privilege Status of Athletics, cheerleading and Drill Team
According to Section 33-512, Idaho Code, those extra-curricular activities which are by definition outside of or in addition to the regular academic courses or curriculum shall not be considered to be a property, liberty or contract right of any student, and such extra-curricular activities shall not be deemed a necessary element of a public school education, but shall be considered to be a privilege.
•1. By stressing the mental, social, physical, and emotional development of the student, the athletic, cheerleading, and drill team programs should provide for total development.
•2. By emphasizing the traits of compassion, humility, pride, self-respect, and self-reliance, the athletic and cheerleading programs should utilize the development the strength and determination of the student.
•3. By developing the attributes of cooperation, leadership, responsibility, sportsmanship, and competitiveness, the athletic and cheerleading programs should provide the opportunity for full and productive involvement of the student in the world today.
•4. By developing athletic and cheerleading programs that will ensure equal opportunities for student participation in athletic events, and by incurring equal opportunities for students to receive adequate and satisfactory coaching instructions.
•5. By encouraging a professional program of physical education instruction and participation in a regular schedule of physical education at the elementary level (grades K-6), students participating in interscholastic activities will be given an equal opportunity to compete successfully with students from other school districts.
Rules and Regulations
The District will abide by the rules and regulations of the Idaho High School Activities Association and the rules of conferences affecting school.
Parent or Guardian Permission
Any boy or girl must have the parent or guardian's permission to participate in athletics. This will be indicated on the Health Examination Form.
160
Physical Examination
Athletes, cheerleaders, and drill team participants must have a physical examination as a minimum requirement together with such interim physical or statements as are required by the IHSSA. An examination is encouraged annually, but not required. If there has been a serious injury or illness during the year, a physical may be required for the next year.
Training Rules and Standards for Participation
The coach may set rules for training and standards for participation as long as they do not conflict with school policy.
Athletes, cheerleaders and drill team members are, because of their exposure to the public, ambassadors of the District. The schools are often judged by the members of the community and in other communities by the actions of young people who represent them. This is a weighty, but nonetheless real responsibility that we place on the shoulders of our young people.
Because of the representative role that our athletes, cheerleaders and drill team members must naturally assume, because athletic, cheerleading and drill teams programs are optional, it is expected that all athletes, cheerleaders, and drill team members, both boys and girls, will adhere to certain minimum standards of behavior and scholarship as established by the Board, the building administration and the coach.
Students engaged in extracurricular activities are not only in position of student leadership but students participating in extracurricular activities will be expected to conduct themselves both on and off school property and during the school year and outside of the school year in a manner showing common decency and morality. If a student off school property and outside of school hours is found guilty of conduct, which in the sole judgment of the administration is inconsistent with the participation in such extracurricular activity, the administration may cause such student and/or parents to appear before the administration and to show cause why participation should not be denied to such student if found guilty of criminal conduct evidencing moral turpitude whether on school property or off and whether during the school year or summer recess.
Violation of these standards at any time during the sport season in question shall be considered in two categories to be defined as:
•I. Major Offenses: •a. Sale, or possession of drugs, alcohol, or tobacco; •b. Felon Offenses; •c. Petty theft; •d. Other serious disruptive acts or repeated minor offenses;
•II. Minor Offenses: All disruptive actions not listed above to include but not limited to: a. Unsportsmanlike actions; b. Insubordination; c. Violations of other rules and regulations as established by the coach and/or the building administration.
161 Those individuals found to be guilty of violating the behavior standards shall be dealt with in the following manner with penalties to be assessed immediately.
Minor offenses should be handled by the coach and or the building principal.
Major offenses are to be reviewed by the coach and principal. In the instance of major offenses the circumstances involving the offense will be investigated by the administration and appropriate actions imposed. Sanctions may consist of discipline action including expulsion and/or suspension from activity participation. In determining the appropriate sanction the administration will consider the seriousness of the offense, prior conduct of the student, the health and safety of other students, etc.
It shall be the responsibility of the principal or his/her designee, to see that every athlete has on file in the individual's school office a letter signed by him/her and the parents indicating knowledge of these regulations.
Eligibility
To participate in athletics, cheerleading and drill team, students must meet the state and IHSAA rules along with the following:
•b. The student must meet the district minimum attendance requirements. In addition students must be in attendance three out of seven semester periods in order to participate in an activity or practice that day. Exceptions to this policy will be at the discretion of the principal.
•c. The student must maintain a 2.0 GPA at the high school and junior high level in the grading period prior to the season of the sports activity. This is to be interpreted as whichever grade, final, (meaning semester or quarter), is closest to the activity in question.
•d. Once it is determined that a student is failing a class while in drill team or cheerleading, or if it is obvious that the student's GPA is falling short of a 2.0, the situation may be reviewed by the principal. At that point a program may be initiated to remedy the problem. The program could include weekly monitoring, suspension from activity, or any action that would remedy the failing situation.
•e. Notwithstanding the minimum requirements of this policy, individual teams and groups may adopt more stringent eligibility requirements subject to the approval of the building administration.
•f. Notwithstanding the minimum grade requirements for participation, it is the District's belief that participation in student activities often results in greater grade achievement and students may be allowed to initially participate in activities without consideration of grade eligibility and would thereafter become subject to the grade provisions of this policy for continued participation. Any such exceptions will require the approval of the principal.
162 Travel and Participation
Drill Team: See Section Policy Title: Student Activities
Cheerleaders: See Section Policy Title: Student Activities
Athletic Teams:
The number and amount of travel for games and meets will follow the guidelines established by the IHSAA and in the league in which each Jr. High and High School participates.
Date of Adoption: July 1, 1995 Reviewed: March 14, 2007
163
EN POLICY TITLE: STUDENT RETENTION POLICY
164
165
EO
POLICY TITLE: WEAPONS POLICY
Board policy prohibits students from possessing a weapon of any kind on school property or at school sponsored activities. Instruments considered weapons are knives of all types, guns, chains, chuck-sticks, throwing stars, darts, metal knuckles, blackjacks or clubs, explosives, chemicals such as mace, or any item intended to inflict injury on another individual.
Possession, use, or any attempt to use any such weapon will constitute violation of this policy. Students found in violation of this policy will be referred to police authorities for legal action; students found in violation will be suspended pending a disciplinary hearing with Board of Trustees.
The Gun-Free School Act of 1994 requires the expulsion from school for a period of not less than one year for any student who brings a firearm to school.
Ririe School District #252 will not admit a student who has been expelled from another district for violating the Gun-Free School Act until that student has completed the expulsion period of not less than one year. The timing should be based on written confirmation from the district that initially expelled the student.
Date of Adoption: July 1, 1995 Reviewed: January 10, 2007
166
EP POLICY TITLE: GANG ACTIVITY POLICY
Gangs, hate groups, and similar organizations or groups which advocate hatred or discrimination on the basis of race, color, religion, sex, ancestry national origin, or handicap are inconsistent with the fundamental values and educational environment of the Ririe School District #252. The activities of such groups and their members are prohibited on school property and at all school functions.
Such prohibited activities include, but are not limited to: the congregation of members, the solicitation or recruitment of members, the possession of group paraphernalia and materials, the verbal or written intimidation of others, the advocacy of discrimination, and any other behavior, such as the wearing of gang colors, head bands, or insignia and the use or language, codes or gestures that provoke violence or seek to advocate the purpose and objectives of such groups.
Disciplinary action may include suspension or expulsion.
Date of Adoption: July 1, 1995 Reviewed: January 10, 2007
167
EQ POLICY TITLE: RELEASED TIME PROGRAM FOR RELIGIOUS INSTRUCTION
In view of the State Board of Education, public elementary and secondary school programs which permit the practice of releasing students from school for the purpose of attending classes in religious education or for other purposes should observe certain practices which are in keeping with the present state of the law. These practices are designed to insure that the public school operation is not adversely affected and that public funds and property are not used for sectarian religious instruction in a way, which violates the United States Constitution, the Idaho State Constitution or state law (section 33-519, Idaho Code). These practices should include the following:
•1. The local school board shall have reasonable discretion over the scheduling and timing of the release program. Released time programs may not interfere with the scheduling of classes, activities and programs of the public schools.
•2. The decision of a school district to permit released time programs for grades K-8, as well as the decision of individual students to participate, must be purely voluntary.
•3. Released time shall be scheduled upon the application of a parent or guardian of a student in grades 9-12, not to exceed five periods per week.
•4. Released time programs shall be conducted away from public buildings and public school property.
•5. No student shall be permitted to leave the school grounds during the school day to attend released time programs except upon written request of a parent or guardian and filed with the school administration. Such written request by the parent will become a part of the student's permanent record.
•6. When a student, upon written request of his parent or guardian, is given permission to leave the school grounds to attend a released time program, the public school shall not be responsible for maintaining records of attendance in such programs. The school district shall maintain a record of each student's daily schedule that indicates when a student is released for classes in religious education or for other purposes.
•7. It is the responsibility of the school district to insure that no public school property, public funds or other public resources are used in any way in the operation of these programs, nor shall the school district be liable for any injury, act or event occurring while the student participates in such programs.
•8. No credit shall be awarded by the school or district for satisfactory completion by a student of a course or courses in released time for religious instruction. Credit may be granted for other purposes, at the discretion of the local school board.
168
•9. Public schools shall not include schedules of classes for released time programs in school catalogs, registration forms or any other regularly printed public school material. Registration for released time programs must occur off school premises, and must be done on forms and supplies furnished by the group or institution offering the program. Teachers of released time programs are not to be considered members of any public school faculty and should not be asked to participate as faculty members in any school functions or to assume responsibilities for operation of any part of the public school program.
•10. Public schools and school districts shall assume no obligation or responsibility for the health, safety and welfare of students while they are being transported to and from and participating in released time programs.
Date of Adoption: July 1, 1995 Revised: January 10, 2007
169
ER POLICY TITLE: STUDENT CARS
Students driving cars or motorcycles to school are required to park in the student parking lot. No cars or motorcycles are to be driven during the noon hour. If it is necessary for a student to drive during school hours, written permission from authorized personnel is required. Passes will not include any riders with the driver. Students are not to be riding or driving in private vehicles or be in or around vehicles during school hours.
Do not park in handicapped parking places. Vehicles may be towed and the owner would then be responsible for any costs associated with this offense.
Date of Adoption: July 1, 1995 Revised: March 14, 2007
170
SECTION F
INSTRUCTION AND EDUCATION
FA ACADEMIC ACHIEVEMENT
FA-1 SPECIAL EDUCATION
FB TESTING AND MEASUREMENT PROGRAMS
FC CURRICULUM REVIEW, DEVELOPMENT AND SELECTION
FC.A INTERNET POLICY-RULES & ACCEPTABLE USE AGREEMENT
FD INSTRUCTIONAL MATERIALS
FE GRADUATION
FF FIELD TRIPS
FG ADVANCED PLACEMENT COURSES
FG.A IDAHO DIGITAL LEARNING ACADEMY CLASSES
FH ACADEMIC AWARDS AND RECOGNITION
171
FA POLICY TITLE: ACADEMIC ACHIEVEMENT
The philosophy of the Board concerning academic achievement, as well as children's social growth and development, is based on the premises that children have diverse capabilities and individual patterns of growth and learning.
Therefore, the Board believes it important that teachers have as much and as accurate knowledge of each student as possible in order to assess his/her needs and growth, and to make instructional plans for him/her. Thus a sharing of information among parent, teacher, and student is essential.
The Board supports staff efforts in finding better ways to measure and report student progress. It desires that:
•1. Parents will be informed regularly, and at least four times a year, as to the progress their children are making in school.
•2. Parents will be alerted and conferred with as soon as possible when a child's performance or attitude becomes unsatisfactory or shows marked or sudden deterioration by teachers and/or the counselors.
•3. Insofar as possible, distinctions will be made between a student's attitude and his/her academic performance.
•4. At comparable levels, the school system will strive for consistency in grading and reporting.
•5. Students in grades 9-12 whose behavior and performance disrupts the learning atmosphere in school will be referred to the Alternative School.
•6. When grades are given, the school staff will take particular care to explain the meaning of marks and symbols to parents. Parents are encouraged to participate in parent teacher conferences.
Student Progress Reports to Parents
The Board believes it is essential that parents be regularly and fully informed of their children's progress in school. Each school will report a student's progress to the student and to his/her parent or guardian. The report will be clear, concise, and accurate and will provide a basis of understanding among teachers, parents and students for the benefit of the individual student. The Board directs the administration to develop progress report forms or cards in accordance with this policy.
All students who have met all of the graduation requirements will be issued a diploma from their graduating high school at the time of graduation.
172
Time Allotments
Time allotments for subject areas at the different levels of education will be in accordance with State Board of Education requirements and the accreditation standards of the Northwest Accreditation of Secondary and High Schools.
Homework
In classes where homework is appropriate, teachers will assign student reasonable homework assignments that are conductive to the learning habits of the students and compatible with the unit's objective. Such homework should be held to a minimum and shall vary according to the grade and maturity of students. Teachers should be mindful of the fact that certain homes within the school district are without adequate study settings.
Wherever possible teachers will cooperate in providing work for students involved in drug and alcohol rehabilitation centers or court ordered programs.
Make-up Work:
Teachers shall allow and encourage students to make up assignments missed during excused absences. Completion of make-up work is the responsibility of the student. Specific assignments and time frames will need to be arranged with the teacher with the approval of the principal. Students will be allowed one day for each day excused.
Grades Grades should be an accurate picture of a student's ability and effort in an individual course. Grades will tell the students the truth about their performance rather than withhold the truth over concerns for damaging their ego. The district understands that students realize that not all perform on the same level and that they can learn to deal with it. All students will be valued simply because of who they are. Because grades become a permanent record, which will affect future possibilities for students, effort should be made to impress our youth with their importance. Early intervention can prevent students from sliding into a poor grade performance.
Discipline policies and classroom rules should impact academic points earned only through natural consequences: loss for lack of participation, poor quality work, lack of knowledge in the subject area, failure to do the work. Points from grades already earned shall not be deducted as a disciplinary action.
Students should be informed of grades/performance evaluations as soon as possible after assignments have been completed.
Date of Adoption: July 1, 1995
173 FA-A POLICY TITLE: SPECIAL EDUCATION The schools will comply with the State of Idaho Special Education guidelines.
Date of Adoption: July 1, 1995 Adopted: October 12, 2005 Reviewed: February 6, 2007
174
FB POLICY TITLE: TESTING AND MEASUREMENT PROGRAMS
Ririe Joint School District #252 supports the use of standardized tests as one indication of the success and quality of the educational program. In the case of individual students, standardized tests, in combination with other criteria, can provide an indication of student achievement.
Therefore, Ririe Joint School District #252 Schools will:
•1. Provide for an ongoing and District-wide standardized testing program, which will be subject to annual review and evaluation.
•2. Require careful evaluation of all proposed testing instruments.
•3. Provide mandatory testing for students according to State guidelines.
District multi-disciplinary teams will determine if other testing is necessary to meet student needs. Such evaluation will be conducted according to the policies and procedures found in the Idaho Special Education Implementation manual.
Standardized achievement tests will be administered to students primarily to provide the staff with data to indicate instructional needs for groups and individuals and to facilitate program planning.
Achievement test results of individual students are confidential data; results will be communicated to parents.
The superintendent or his/her designee shall have designated responsibility for coordination of the District's standardized testing program.
Date of Adoption: July 1, 1995 Reviewed: February 6, 2007
175
FC POLICY TITLE: CURRICULUM REVIEW, DEVELOPMENT AND SELECTION
The superintendent has the primary responsibility for overseeing the curriculum development process in the District. The superintendent may assign a district administrator as the Curriculum Development Coordinator. It will be the responsibility of the coordinator to oversee and implement the process of review, development and coordination of district curriculum, as well as the textbook selection process. The coordinator reports to the superintendent.
Curriculum review and development is normally carried out with the help of district-wide committees made up of teachers from grade levels or departments responsible for teaching the curriculum.
The Board shall appoint a textbook adoption committee to advise the selection of textbooks from the adoption list approved by the State Board of Education. The committee shall contain at least one forth of its members who are not public educators or board members. The committee will make textbook recommendations to other teachers within the department or grade level. Teachers within the department or grade level will normally be consulted, and may be asked to serve on the committee. Committee meetings shall be open to the public and any member of the public shall be allowed to file an objection to any book being considered.
Textbooks will be selected upon the recommendation of the committees with the final approval and textbook selection vested in the Board. They shall hear the committee's recommendation before textbooks are selected.
It is the policy of the District that once curriculum has been selected, teachers within the District must use the curriculum and curriculum materials selected.
Teachers may supplement the District selected materials with other materials. However, teachers may not replace District selected materials with other materials of their own selection or creation. The primary responsibility for assuring that District approved curriculum and materials are being used in the classrooms of the District rests with the superintendent and principals.
No teaching methods will be used in the district which de-emphasizes proficiency in traditional subjects such as math, science, English and literature in favor of such things as effective communications, appreciating others, and social skills.
The District recognizes that competition is part of life. Students will be encouraged to compete with themselves in that, they strive to improve upon their past performance, as they are involved in a curriculum which includes opportunities for cooperation and competition.
Date of Adoption: July 1, 1995 Reviewed: February 6, 2007
176 |
FD POLICY TITLE: INSTRUCTIONAL MATERIALS
As the governing body of the district, the Board is responsible for the selection of instructional materials. Since the board is a policy-making body, it delegates to professional personnel of the District the authority for the selection of instructional and library materials in accordance with the policy below.
Instructional material shall be non-discriminatory in nature and will be selected in accordance with the State Department of Education policies and guidelines. Materials for school classrooms and school libraries will be selected by the appropriate professional personnel in consultation with the administration and faculty. Final decision on purchase will rest with the superintendent, or designee, subject to official adoption by the Board in the case of basic textbooks.
The Board believes that it is the responsibility of the District:
•1. To provide materials that will enrich and support the curriculum, taking into consideration the varied interest, abilities, and maturity levels of the pupils served;
•2. To provide materials that will stimulate growth in factual knowledge, literary appreciation, aesthetic values, and ethical standards;
•3. To provide a background of information which will enable students to make intelligent judgments in their daily lives;
Textbook Selection and Adoption
The Board shall appoint a textbook adoption committee upon the recommendation of the principals, to advise in the selection of textbooks from the adoption list approved by the State Board of Education. The committee shall contain at least one forth of its members who are not public educators or board members. The committee will make textbook recommendations to the teachers within the department or grade level. Teachers within the department or grade level will be consulted to serve on the committee. Committee meetings shall be open to the public and any member of the public shall be allowed to file an objection to any book being considered.
Textbooks will be selected upon the recommendation of the committee with the final approval and textbook selection vested in the Board.
The district has limited funds available for textbooks and instructional materials. Selection of textbooks and instructional materials will be made to enhance the academic curriculum and for universal use by students. In the event of disagreement concerning the most appropriate expenditure of available funds for textbooks and instructional materials, the final decision shall rest with the Board following a review of available materials.
Library Materials Selection and Adoption
The primary objectives of school media centers are to enrich and support the educational program of the schools.
177 The Administration shall appoint a committee and present a list to the school Board of Trustees for approval, to advise in the selection of library books and instructional materials. The committee shall contain members who are not public educators or board members. Committee meetings shall be open to the public and any book or instructional material being considered.
The District has limited funds available for the maintenance of the library and media center. Selection of books and materials will be made to enhance the academic curriculum and for universal use by students. In the event of disagreement concerning the most appropriate expenditure of available funds for books and instructional materials, the final decision shall rest with the Board following a review of available materials.
Public Complaints About the Curriculum or Instructional Materials
Occasional objections to the selection of an instruction material may be made by the public despite the care taken to select those materials considered most valuable for the student and the teacher and within financial constraints. The complainant will be asked to complete a signed and dated statement, which describes the material and concerns. Upon receipt of a request for reconsideration, the teacher and the committee responsible for selection instructional materials will review the work in question and report their findings to the complainant. Copies of the request form and the report will be sent to the principal and the superintendent. If the complainant is not satisfied with the decision contained in the report, he/she may appeal the decision the principal, with the board being the final authority.
Date of Adoption: July 1, 1995 Reviewed: March 14, 2007
177.1 FD.A POLICY TITLE: PROMOTION AND RETENTION OF STUDENTS
As a general rule, most students should move from one grade level to the next with their age group. Individual consideration and specific help should be given to slow and/handicapped learners so that they can progress with the class.
When a child is not making adequate academic progress for any reason, a thorough investigation of the possible causes should be undertaken under the direction of the building principal. Steps should include:
•1. A parent conference to discuss the situation and receive permission to proceed with the next steps; •2. A written summary by the classroom teacher(s) of her/his concerns to include precise descriptions of behavior, records of lack of achievement, and the steps that have been taken to give individual help; •3. The following health related screenings should be made to rule out possible physical reasons for poor student production: •a. Vision exam and health appraisal by a School Nurse. •b. Hearing exam and possibly a speech evaluation by the Speech Specialist. •4. Classroom observation of the child by the principal, or someone assigned by the principal such as resource teacher, social worker, psychologist, or Title I teacher. •5. Diagnostic testing by the resource teacher and/or psychologist to gain further information as to ability and achievement levels and to observe the child's adjustment and ability to perform academic tests out of the classroom. •6. A staff meeting under the direction of the principal, (MDT) Multi Disciplinary Team, to share findings and determine the best solution(s) to serve the interests of the student. •7. A parent conference to review the findings of the school staff and discuss the recommendation of the school. •8. Semester meeting for parents and students •9. That there be no more than one retention for any child during the elementary grades K-4 and no more that one at the middle school level, grades 6-8. •10. There may be exceptions with the administrator's recommendation and the final approval of the school board. •11. That copies of the retention form are to be filed with the appropriate administrator and placed in the student's permanent folder.
In considering retention the following steps are suggested:
1. Summer school and students pass the classes. 2. That children entering this District who are older than their classmates be placed no more than one level below their chronological age.
The policy is to help all students move on and receive the necessary help to make that promotion possible. Emphasis is placed on early communication with parents. Teachers and administration.
Date of Adoption: July 2006
178 FE POLICY TITLE: GRADUATION
Graduating Requirements
Credits earned in grades 9, 10, 11, 12 count toward high school graduation. Credits and classes required to earn a diploma in Ririe School District #252 are listed as follows:
In earning the required 48 credits, students must receive a passing grade in all core (required) classes and meet proficiency on the state ISAT. (Beginning with the class of 2013, students must take one of the following college entrance exams in their junior year; COMPASS, ACT or SAT) Special needs students must meet requirements established in the student's individual education plan.
Graduation Exercises
Because the Board believes that completion of the requirements for a diploma from the public schools is an achievement that improves the community, as well as the individual, the Board wishes to recognize that achievement in a publicly celebrated graduation exercise.
This exercise should be a dignified, formal ceremony, which recognizes the academic achievement of the entire graduating class. Valedictorians, salutatorians, 4.0 students and other outstanding examples should be recognized at this ceremony. Audiences and graduating students should behave appropriately until completion of the ceremony.
Participation in graduation exercises is a privilege accorded to students who have successfully completed all state and/or district requirements for a senior high school diploma and are in good standing at the time of graduation exercises. 179
Students and parents are expected to dress and act in a fashion that is commensurate with the dignity of the ceremony. Use of alcohol, tobacco, or drugs during or immediately preceding the service is not acceptable and may be ground of removal from the premises. Boys are expected to dress conservatively with long pants and a dress shirt. Girls are expected to wear dresses or other dressy clothing. (Sweatshirts or pants, shorts of any kind, shirts with slogans, bare feet, mini skirts, blue jeans, or other casual attire are unacceptable.)
The privilege of participation in graduation exercises may be revoked by the principal of the school in the instances of any student unwilling to comply with regulations of dress and behavior. Students are not required to attend graduation ceremonies but may opt to pick up his/her diploma at the high school office following the graduation ceremony, providing all the requirements are met.
Students will be provided an opportunity to participate in the planning of graduation ceremonies. However, final plans such as outside speakers, and when, where, and in what manner the graduation ceremonies will be held, will be subject to the approval of the school administrator.
All student speeches will be reviewed by the school principal prior to the ceremonies and will be consistent with the District's educational mission.
Baccalaureate
The senior class will sponsor baccalaureate ceremonies.
Date of Adoption: July 1, 1995 Reviewed: March 14,2007 Revised: July 16, 2007
180
FF POLICY TITLE: FIELD TRIPS
Field trips are an invaluable learning experience when properly tied to curriculum. The District encourages their use for educational - not recreational - purposes. All trips will be considered an extension of the classroom and, therefore, should be carefully planned and executed with specific learning objectives and with both pre-and post-trip class discussion/activities.
The superintendent will establish administrative guidelines, procedures, and appropriate approval and release forms to be used in the arranging and conducting of field trips.
Date of Adoption: July 1, 1995 Reviewed: March 14, 2007
181 FG POLICY TITLE: ADVANCED PLACEMENT COURSES
Ririe School District will continue a task force of parents and educators to implement IDLA as an Advanced Placement program for the Ririe School District.
Date of Adoption: July 1, 1995 Reviewed: March 14, 2007
182 FG.A POLICY TITLE: (IDLA) Idaho Digital Learning Academy Classes
The Idaho Digital Learning Academy (IDLA) is a statewide, web-based, educational program set up to provide Idaho students with greater access to a diverse assortment of courses.
Online learning is not for every student. Characteristics that aid in the success of a distance-learning student are: •a. reading competency •b. time management skills •c. intrinsic motivation •d. self-discipline
Guidance services will be provided by the student's school of record (RHS) in the form of: •a. assistance in registration •b. information sharing between institutions •c. transcript processing
Ririe Joint School District No. 252 will use IDLA classes for credit recovery and for AP classes to supplement the curriculum. District teachers, counselors, and administrators will identify those students who will benefit from IDLA classes and recommend those who will meet the additional demand of on-line classes accordingly. The District may deny students the privilege of having financial support for IDLA courses if their behavioral record does not indicate the self-discipline needed to succeed in on-line classes.
All students shall pay a $50.00 one-time registration fee. In the case of credit recovery they student will be responsible for all course fees. AP course fees shall be paid for by the student up front and upon successful completion of the course the fee will be refunded to the student. The District will provide books necessary for AP courses only.
If a student failed his/her last IDLA class, then no district funding will be provided and the student must pay all fees until he/she has successfully completed an IDLA class.
A student may take a maximum of 2 credits per semester for a total of 8 IDLA credits accepted towards graduation. Credits cannot be used for the purpose of early graduation, as early graduation is not available at Ririe High School. A total of 2 credits per semester can be counted towards full-time enrollment status at RHS.
All IDLA class enrollments require approval from the counselor and administrator. The IDLA is a fully accredited institution. Therefore, credits earned for taking IDLA classes transfer like credits from any other accredited high school.
All coursework is based on the Idaho State Achievement Standards.
Policy History: Adopted on: Revised on: 182.1
FH POLICY TITLE: ACADEMIC AWARDS AND RECOGNITION
Ririe School District will develop academic awards, and recognition programs for the purpose of establishing a culture of high expectations. Teacher recognition, assemblies, and other methods to promote academic achievement will be implemented.
Date of Adoption: July 1, 1995 Reviewed: March 14, 2007
183
SECTION G
FISCAL MANAGEMENT
GA THE GOAL OF FISCAL MANAGEMENT
GB ANNUAL BUDGET
GC BUDGET IMPLEMENTATION
GD ACCOUNTING AND REPORTING SYSTEM
GE INVENTORIES
GF PURCHASING
GG PAYMENT CLAIMS
GH PAYROLL
GI EXPENSE REIMBURSEMENT
GJ RENTAL FEES AND SERVICE CHARGES
GK FUND SECURITY
GL SCHOOL PROPERTIES DISPOSAL PROCEDURE
184
GA POLICY TITLE: THE GOAL OF FISCAL MANAGEMENT
One of the primary responsibilities of the Board is to secure adequate funds to carry out a high level program of education. The quantity and quality of learning programs are directly dependent on the funding provided and the effective, efficient management of those funds.
A goal of the Board is to provide each student with the most effective and efficient educational program possible within the financial means available. It is imperative that all personnel of the District establish and practice sound fiscal management procedures, which guarantee the maximum utility from each dollar extended.
Date of Adoption: July 1, 1995 Reviewed: April 11, 2007
185
GB POLICY TITLE: ANNUAL BUDGET
The annual school budget is the financial outline of the District's educational program; it is the legal basis for the establishment of tax rates. The annual school budget process is an important function of school district operations and should serve as a means to improve communications within the school organization and with the residents of the community.
In Idaho, public school budgeting is controlled by statute and state regulations. A budget is required for every fund that a school system uses in its yearly operation.
Legal Reference: Idaho Code, Section 33-801.
Fiscal Year
The fiscal year is defined as beginning on the first day of July and ending on the thirtieth day of June the following year.
Budget Planning, Preparation, and Management
Budget preparation and control shall be through the Office of Business and Operations. Leadership and the solicitation of budget input will be arranged and sought as needed by the Superintendent and the Director of Business and Operations.
The Superintendent and Director of Business and Operations will be responsible for preparing and presenting to the board for adoption the annual school budget. By law, the adoption of the budget by the Board must take place no later than thirty (30) days prior to the Board's annual meeting.
Budget planning shall be an integral part of curriculum program planning so that the budget may effectively express and implement all programs and activities of the school system. This participation is by administrators, supervisors, teachers, and other personnel within the school system.
Sources of Funding
Funds legitimately available and useful to the public schools through local taxation, state support, and federal programs will be sought in accordance with the provisions of the law that controls the distribution of such funds.
Idaho statutes provide a number of avenues whereby funds are made available to the school districts. Annual tax levies, special assessments, and the like will be reviewed annually.
Dedicated funds are provided through the State Department of Education to support programs for students with special needs. These sources and the requirements for eligibility will be under constant review to ensure full district participation in the use of these funds.
186 It is the intent of the Board, and it so directs the administration, to study legislation and recommend to the Board those particular parts of the legislation which may potentially help the Board provide better educational opportunities, a better educational environment, and better physical and mental growth for each pupil. The board will seek and utilize all federal, state and foundation grants available, which are consistent with the advancement of the educational program of the District and consistent with the policies of the Board. The preparation of proposals will be consistent with the budgetary practices of the District.
From time to time philanthropic individuals or groups may offer to make funds available to the district. These funds will, when accepted, be used to promote the educational activities. Where necessary, the Board will review the terms and conditions of the grants or gifts to ensure they are in line with the District's policy and goals.
Investment of School Funds
The Board authorizes the Director of Business and Operations to invest such school district monies determined not immediately needed for the operation of the school district.
Investments may be made only in those instruments approved by, and in a method conforming to, state law.
Borrowing Authority/Limitations
The Board is permitted, by law, to barrow money in anticipation of collection of taxes for the purpose of securing funds for school operations or for the payment of previous loans.
Budget Publication, Review Hearings, etc.
•1. Publication: The tentative budget document as approved by the Board shall be published and made available to all interested parties.
•2. Public Hearings: At least one (1) public hearing on the proposed budget shall be held prior to the adoption of the budget. A notice stating the location, date, and hour of the budget hearing shall be placed in the local newspaper fourteen (14) days prior to the date of the public hearing. Public notices shall also be displayed in not less than three (3) places within the community.
•3. Budget Amendments: Fund transfers between major sections of the budget may be made only upon approval of the board. Minor adjustments within specific categories to accommodate changes in curriculum or other minor operational problems may be made upon approval of the Superintendent.
•4. Updates and Revisions: The budgeted revenues and expenditures of the District will be reviewed formally by the board no less often than once each year after formal adoption. Actual revisions will be made according to Idaho Code when anticipated expenditures will exceed their projected levels.
•5. After the budget has been adopted by the Board, a copy will be sent to the State Department of Education.
187 Budget Adoption
Following consideration of the budget proposal presented by the Director of Business and Operations, the Board will approve a proposed budget and so notify the public.
The proposed budget will be available for inspection in the office of the Superintendent, and public notices will be published to that effect.
Legal References: Idaho Code - Sections 33-801 through 33-1120 and 33-701.
Date of Adoption: July 1, 1995 Reviewed: April 11, 2007
188
GC POLICY TITLE: BUDGET IMPLEMENTATION
The District budget serves as the control to direct and limit expenditures. Overall responsibility for this control is vested with the Director of Business and Operations who will establish the procedures for budget control and reporting throughout the District.
The total amounts which may be expended during the fiscal year for the operation of the school system are set forth in the budget. The total amount budgeted as the expenditure for each program is the maximum amount, which may be expended for that classification of expenditures during the school year, except as a transfer of funds is authorized by the Board.
The superintendent and his staff are authorized to make commitments in accordance with the approved budget, policies of the Board, and administrative plans approved by the board.
Date of Adoption: July 1, 1995 Reviewed; April 11, 2007
189 GD POLICY TITLE: ACCOUNTING AND REPORTING SYSTEM
Accounting System
To ensure reliable and valid management information, a uniform system of accounting will be used by all departments and schools within the district. Where practical, this system of accounting will embrace the principles, practices, and concepts embodied within an accrued encumbered method of accounting.
The following purposes must be satisfied by the accounting system:
•1. Administrative Control: The financial records must be adequate to guide the making or deferring of purchases, the expanding or curtailing of programs, and the controlling of expenses. Current data should be immediately available and in such form the periodic summaries may be readily made from the data.
•2. Budget Preparation: The financial records must be adequate to serve as a guide to budget estimates of subsequent years and to hold expenditures to the amounts appropriated. Accounts are to be kept for each item for which separate budget estimates must be made. An adequate code of expenditure accounts will be used.
•3. Accounting for Stewardship: The financial records of the District must be adequate to show that those in charge have handled funds within the framework of law and in accordance with Board Policy.
The District's financial records will provide the following information.
•1. For each account in the District's budget: The appropriation and revenues, transfers, current and accumulative expenditures, unencumbered balances, and un-receipted revenues.
•2. For each purchase order: The name of vendor, description of the items involved, the amounts, the call for bids if required, and an abstract of the bids received. Purchase order sets will be numbered.
•3. For each purchase: The purchase order information above, plus the record of receipt and condition of goods, the invoice and the record of payment.
System Design
The system shall be multi-dimensional in nature and be able to cross reference data to curriculum program elements, school activities, business functions and departments, school locations and such other features as are necessary in the effective and efficient management of the District's business. Federal and state regulations must be accommodated in this design.
190 This system of accounts shall be used for all business transactions and budget documentation to establish uniformity of systems and procedures.
A complete and current chart of accounts will be maintained and distributed to all divisions and departments. Updating of this document and the training of personnel will be the responsibility of the Business Department.
The annual fiscal audit of all books and accounts of the school district and student activities will be conducted by an independent certified public accountant. Such audit shall be prepared consistent with generally accepted principles of accounting and will satisfy any and all legal requirements for the same.
The financial audit shall be completed and all reports compiled and presented to the Board and administrative staff. Copies of the audit will be filed in the district office and state agencies in accordance with the Idaho Code.
In addition to the quantitative audit, a separate management report shall be prepared by the independent audit firm for purposes of providing a qualitative review of district financial operations. Said report will be given to the Board and the administration at the time of the annual audit report.
School Accounts
Special accounts for student activities, faculty groups, or special projects may be maintained by the respective schools, but the management, accounting, and auditing will be controlled through established procedures set by the Director of Business and Operations.
Financial Reporting
A list of all District expenditures shall be prepared no less often than once each month. This summary shall be presented to the board on the regular meeting of each month for review and approval. Reports showing the financial condition of the condition of the District budget versus actual revenues and expenditures shall be presented to the Board on a quarterly basis.
Date of Adoption: July 1, 1995 Reviewed: April 11, 2007
191 GE POLICY TITLE: INVENTORIES
A continuing inventory will be kept of the district's capital equipment. Each school will maintain a complete inventory. A duplicate record containing all school inventories will be maintained by the Business Office. Supplies, small tools, and consumable materials will be inventoried annually.
The Director of business and Operations is assigned the responsibility for developing procedures for maintaining district inventories. A copy of the complete inventory will be on file in the director's office. Building administrators will implement the procedures, providing reports as requested on the contents of their buildings.
Each teacher is responsible for maintaining an inventory of equipment, materials, and supplies in his or her shop, laboratory, or classroom. Such records shall be updated no less than once per year during the last month of school.
Date of Adoption: July 1, 1995 Reviewed: April 11, 2007
192
GF POLICY TITLE: PURCHASING
The function of purchasing is to serve the educational program by providing the necessary supplies, equipment, and services. The Board declares its intention to purchase competitively without prejudice and to seek maximum educational value for every dollar expended.
The acquisition of supplies, equipment, and services will be centralized in the business office, which functions under the supervision of the Director of Business and Operations and through whose office all purchasing transactions are conducted.
The Director of Business and Operations has responsibility for the quality and quantity of purchases made. The prime guidelines governing this responsibility are that all purchases fall within the framework of budgetary limitations and that they be consistent with the approved educational goals and programs of the District.
All goods, services, equipment, and supplies for the district will be purchased in accordance with the provisions of the Idaho Code and good purchasing practices.
Annual Purchases
Where possible, it will be the practice of the District to group like materials, equipment, and supplies and bid them on a bulk basis.
Bids and Quotations
A purchase equal to, or in excess of, $25,000 must be submitted for bid and approved by the Board (except for professional services.)
Where time permits, and the vendors will comply, it is the intention of the board and the administration to obtain two (2) quotations for those items of less than $15,000 value.
Quality Control and Standardization
All purchases, whether by competitive bid or quotation, shall consider the quality of the articles to be supplied and their conformity to pre-determined specifications. Items commonly used in specific schools or on a district-wide basis, shall be standardized whenever possible, consistent with educational goals and in the interest of efficiency and /or economy.
Where specific products and/or services have historically proven favorable on a quality rather than a price basis, and where long run economic justification exists, purchases of such items will be made when the individual order does not exceed the statutory amount of $25,000.
Local Purchasing
It is the Board's intention to purchase locally whenever goods and services of equal quality at competitive prices are available.
193 Goods and services will not be purchased locally if they can be secured elsewhere at a savings to the District, or if a non-local source can provide a better quality of product, or service, or more efficient delivery. Local suppliers and contractors shall be given preference only as other conditions are equal.
Reservation of the Board
The Board reserves the right to reject any or all bids and to accept the bid or quotation which appears to be in the best interest of the District. Furthermore, the Board also reserves the right to waive any informality in any bid, or to reject and/or accept any part of any bid. Any bid may be withdrawn prior to the scheduled time for bid opening. Bids received after the time and date specified shall not be considered.
Purchase Orders and Contracts
Any purchase of goods, services, equipment, and/or supplies for which the district will be responsible for payment, except purchases made from petty cash, must be made on an official purchase order(s). These purchase orders must be properly executed and approved by the director of Business and Operations. Purchase orders must have two separate signatures, one being the building administrator or assigned designee.
Vendor Lists
Opportunity shall be provided to all responsible suppliers to do business with this District. To this end, the Director of Business and Operations shall develop and maintain lists of potential bidders. Such bidders' lists shall be used in the development of a mailing list for distribution of specifications and/or invitations to bid. Any supplies may be included in the list upon request, provided a public works license is procured by the vendor for any labor or service requirement.
The District will seek business and bids from all eligible vendors, regardless of race, creed, color, sex, national origin, age, or handicap.
Cooperative Purchasing
The District will join in cooperative purchasing with other school districts or organizations to take advantage of lower prices for bulk purchasing and to reduce the administrative costs involved in bidding.
Selection of Professional Services
Professional services such as legal, architectural, insurance, consulting, and accounting services frequently may exceed $15,000, the amount at which the purchase of services must be let for bid. However, these services are classified as professional, and the law does not apply to them. The District will comply with the intent of Section 59-514 of the Idaho Code by publishing the firms or individuals contracted to provide professional services and the estimated cost of the contract. The selection of persons to perform these services will be made by the Board after full consideration of District needs and of what prospective contractors can offer.
Date of Adoption: July 1, 1995 Reviewed: May 15, 2007 194 GG POLICY TITLE: PAYMENT CLAIMS
All claims for payment from school department funds will be processed by the Director of Business and Operations or his/her designees. Payment will be authorized against invoices properly supported by approved purchase orders, with properly submitted vouchers, or in accordance with salaries and salary schedules approved by the board.
As an operating policy, the Board will receive each month the list of expenditures for payment from school funds. The lists will be reviewed and approved for payment by the board. Invoices, statements, and vouchers will be available for inspection by the board upon request.
The Director of Business and Operations will be responsible for assuring that budget allocations are observed and that total expenditures do not exceed the amount allocated in the budget for all items.
Date of Adoption: July 1, 1995 Reviewed: May 15, 2007
195
GH POLICY TITLE: PAYROLL
School District # 252 shall contract the services of professional staff by virtue of approved contracts and shall cause payments for those services to be prorated over a period of twelve (12) months.
Classified personnel shall be paid for services by virtue of proper documentation and supervisory sign-off (time cards, etc.) and will be paid for the period of employment on a current basis dependent upon the stipulated duration of service.
All salaries and supplements paid regular staff members, substitute or part-time personnel, and student workers will be paid through the business office. Compensation records kept by the business office will reflect an accurate history of the compensation and related benefits accorded each employee.
Payroll Procedures
Proper payroll procedures are dependent on staff attendance accounting and on the signing-in and signing-out of part-time and hourly workers. The necessary procedures for this will be established by the director of Business and Operations and carried out by the administrative personnel.
Payroll Schedules
Payroll payments will be made monthly, with actual disbursements coming on the 20th day of each month or if the 20th falls on a weekend or holiday, disbursements will be the preceding day. Personnel reporting services on time cards (hourly) will use the 15th day of each month as a cut-off date.
Payroll Deductions
The following deductions are permitted by the board.
•1. Deductions for employee contributions to the District's group hospitalization and life insurance programs;
•2. Tax sheltered annuities approved by the Board;
•3. Credit Union Payments for loan retirement or share deposit;
•4. School District cafeteria plan within the meaning of Section 125 Internal Revenue Code.
Date of Adoption: 1995 Reviewed: May 15, 2007
196
GI POLICY TITLE: RENTAL FEES AND SERVICES CHARGES
District Facilities
District facilities may be made available for community use on a rental basis when such is not in conflict with District needs and when the activity is compatible with the facility being requested.
The Board reserves the right to reject any and all groups from building use.
Rental fees and any fees collected for temporary use of school facilities will be deposited in the operating fund of the District and used for general purposes, except as the Board authorizes a particular use of the rental fee in a specific instance.
Rental fees will be reviewed and approved by the Board prior to the beginning of each school year.
District Equipment
District equipment will not be made available for the personal use of individuals either by loan or by rental. It is the policy of the district to keep its equipment secured and maintained for the purposes for which it was purchased.
The use of District equipment in Community Education classes, or by patrons participating in other school programs, is permissible.
Date of Adoption: July 1, 1995 Reviewed: May 15, 2007
197
GJ POLICY TITLE: FUND SECURITY
Local Depositories
All funds belonging to the District shall be deposited in banks, or in state accounts such as state building funds and or state treasury, (wherever the district can get the best returns), and secured by FDIC insurance plus the banks have collateral securing the balance in excess of the insurance amount, in accordance with a repurchase agreement with the District.
Cash in School Building
No substantial amount of money will be kept overnight in school buildings but will be deposited with the designated school depository.
Date of Adoption: July 1, 1995 Reviewed: May 15, 2007
198 GK POLICY TITLE: SCHOOL PROPERTIES DISPOSAL PRODEDURE
When equipment, books, and materials become worn out, obsolete, surplus, or otherwise unusable in the schools, the superintendent may authorize their disposal in a manner to the District's best advantage, provided that the unit value of the item/items is not more than $500. If values are in excess of those amounts, formal authorization for negotiated sale, or for putting the items to bid will be obtained from the Board.
If reasonable attempts to dispose of surplus properties fail to produce a monetary return to the District, the superintendent is authorized to dispose of them in some other way that would be acceptable to good management practices.
Date of Adoption: July 1, 1995 Reviewed: May 15, 2007
199 SECTION H
SUPPORT SERVICES
HA SUPPORT SERVICES
HB EMERGENCY PRECAUTIONS
HC BUILDING AND GROUND MANAGEMENT
HD COMPUTER SERVICES AND OPERATIONS
HE TRANSPORTATION
HF FOOD SERVICES MANAGEMENT
SECTION I CHARTER SCHOOLS
200 HA POLICY TITLE: SUPPORT SERVICES
The Board looks upon the non-instructional operations of the school as essential to their central function, which is education. School business and support operations will be designed to support a good education program. Support services are responsible for:
•1. Ensuring the proper operation and maintenance of school buildings, vehicles, equipment; and to set high standards of safety; to promote the health of pupils and staff; to reflect the aspirations of the community and to support environmentally the efforts of the staff to provide good instruction;
•2. Establishing through the superintendent and staff efficient and businesslike procedures for the management of buildings and grounds, offices, vehicles, equipment, supplies, and the food program;
•3. The establishment of a thorough, effective, and economical maintenance program, including preventive maintenance that will ensure a useful life of school property; vehicles, buildings, and equipment.
•4. Adherence to generally accepted management principles and applicable laws and regulations when establishing policies and regulations in these areas.
Date of Adoption: July 1, 1995 Reviewed: July 12, 2007
201 HB POLICY TITLE: EMERGENCY PRECAUTIONS
Emergency procedures shall be established which would ensure the safest possible atmosphere for students in any crisis situation. Because of severe local weather patterns, snow and ice are the most obvious situations likely to require response. The District will, however, develop and maintain plans to address other possible crises.
The Superintendent will have the authority to close school whenever the safety of students is threatened.
Closure Before School Starts
Whenever hazardous condition exist which can be anticipated accurately, a school closure will be announced before students start out for school. Notification of school closure will be made by the Superintendent or designee to local radio and TV stations.
Closure After School Begins
In the event the hazardous situation occurs while school is in session, the earliest possible warning of the conditions shall be relayed to all school personnel.
The Superintendent shall determine (1) if an attempt should be made to get all students transported home, or (2) if students should be kept at school because greater danger exists in having them in-route to their homes due to storm conditions or other crisis situations.
After School Activities - Closure
In the event of an emergency closure(s), all after school activities for that day or days will be cancelled.
Emergency Preparedness Plan
The following emergency preparedness plan has been developed to outline emergency procedures for Ririe School District #252 in the event of the following emergencies:
•a. Flood f. Power Outage •b. Earthquake g. Tornado •c. Hostage h. Bomb Threat •d. Gunman i. Fire or Explosion •e. Blizzard (All of these areas are covered individually in the "Emergency Plan" booklet - copies available in every building, including the District Office for your reference.)
Purpose: To provide students and district personnel with the necessary training to ensure maximum safety in the event of the above mentioned emergencies and to develop a coordinate effort between school, parents, and civil authorities.
202
•B. Superintendent:
•1. The Superintendent shall initiate the warning system.
•2. Control and direct all appropriate contracts with the outside organizations such as media, law enforcement, county civil defense, church organizations, red cross, etc.
•C. High School Principal:
•1. Assumes the responsibilities of the superintendent in his absence.
•2. Is responsible for implementing emergency procedures in the high school.
•3. Reports to the superintendent when emergency procedures are complete.
•D. Transportation Supervisor:
•1. Train all bus drivers in emergency procedures.
•2. Be prepared to contact all drivers and alternate drivers.
•E. Elementary Principal:
•1. Is responsible for implementing emergency procedures in the elementary school.
•2. Reports to the superintendent when emergency procedures are complete.
•F. Middle School Principal:
•1. Is responsible for implementing emergency procedures in the middle school.
•2. Reports to the superintendent when emergency procedures are complete.
•G. Teachers and Staff:
•1. Be responsible for all class members at the time the emergency plan is implemented.
I-FLOOD
•A. Palisade Dam
•1. The town of Ririe would have approximately six (6) hours after a dam break before water would reach town.
•2. Because Idaho Falls and surrounding areas will be affected by the flooding, students will be transported by bus to the Manwaring Center at BYU-I in Rexburg, Parents may pick them up there. 203 •3. In the event of an extremely late warning, buses will proceed to the Bud Johnson Hill.
II-EARTHQUAKE
•1. Staff and students should stay where they are. If outdoors, stay outdoors. If indoors, stay indoors. Most injuries occur as people are entering and leaving buildings.
•2. If indoors take cover under a desk, table, bench or against inside walls or doorways. Stay away from glass, windows, ceiling fixtures and outside doors.
•3. Don't use candles, matches or other open flames either during or after the tremor. Put out all fires.
•4. If outdoors move away from buildings and utility wires. Once in the open, stay there until the shaking stops.
•5. Don't run through or near buildings. The greatest danger from falling debris is just outside doorways and close to outer walls.
•6. Teachers and staff will remain with the students they are responsible for until help arrives.
III-NUCLEAR DISASTER
When a nuclear bomb or missile explodes, the main effects produces are intense light, heat, blast and radiation. The strength of these effects depends on the size and type of the explosion; how far away the explosion is; the weather conditions (sunny or rainy, windy or still), the terrain and the height of the explosion.
All nuclear explosions cause light, heat, blast and initial nuclear radiation, which occur immediately. In addition, explosions that are on or close to the ground would create large quantities of dangerous radioactive fallout particles, most of which fall to earth during the first 24 hours.
•1. In the event of a nuclear explosion children should be directed to lie down under a desk, table or bench, away from windows.
•2. After the initial blast, teachers shall remain with students and wait for instructions as to where students will be evacuated to for protection from radiation. This will come through the superintendent who will be in contact with civil defense authorities.
Refer to the "District Emergency Plan Booklet" for additional information.
Date of Adoption: July 1, 1995 Reviewed: July 12, 2007
204 HC POLICY TITLE: BUILDING AND GROUNDS MANAGEMENT
The superintendent, or his/her designee will have the general responsibility for the care, custody, and safe-keeping of all school property, establishing such procedures and employing such means as may be necessary to discharge this responsibility.
At the building level, the building administrator will be directly responsible for overseeing the school plant facility and for the proper care of school property by the staff and students.
Operation of Plant (Housekeeping)
The overall normal housekeeping and operational duties of the schools or buildings operated by the District are the responsibility of the superintendent or designee. Plant security shall be directed by the Director of Business and Operations, or his/her designee.
Grounds
Grounds maintenance such as watering, lawn care, and grooming, fencing, landscaping and cleaning of the grounds is of major concern and will be under the supervision of the Director of Business and Operations.
Date of Adoption: July 1, 1995 Reviewed: July 12, 2007
205 HD POLICY TITLE: COMPUTER SERVICES AND OPERATIONS
Computer hardware has been provided for the purpose of enriching the educational program and accomplishing myriads of business tasks not previously possible within the District. With this premise goes the responsibility of constant vigilance and liaison with all organizational levels associated with the District to ensure proper and equitable use of these services. Primary control and management of these services within these guidelines rests with the Administrative Team and the Director of Business and Operations.
Date of Adoption: July 1, 1995 Reviewed: July 12, 2007
206
HE POLICY TITLE: TRANSPORTATION
Transportation to and from school for students living one and on-half (1/2) miles from their designated school, or approved exceptions, shall be provided at district expense as allowed by the Idaho Code, court rulings, and directives from the State Board of Education.
School Bus Scheduling and Routing
Bus routes, scheduling, and stops will be developed to achieve maximum service with an optimum fleet of buses.
Bus routes will follow the most direct roads practicable to serve those students entitled to transportation services. Where an alternate route may be selected without sacrifice of efficiency or economy, preference will be given to the route serving the largest number of students more directly.
Routes will be designated to eliminate as many turn around points as possible and to employ as nearly as practicable the full carrying capacity for each bus trip. No bus will be overloaded.
Authorized bus stops will be located at convenient intervals in places where pupils may board and get off, cross highways, and await arrival of buses with the utmost safety permitted by highway conditions.
Insofar as educational requirements permit, school schedules will be adjusted to allow maximum utilization of each bus in the system by alternating or coordinating elementary and secondary trips with the same fleet of buses.
School Bus Safety
The safety and welfare of student riders will be the first consideration in all matters pertaining to transportation. While transporting students, video camera may be used to monitor student behavior.
The District will comply with all state laws and regulations pertaining to the operation of school buses and will make these requirements known to bus drivers. It will also cooperate with local safety officials in formulating and accomplishing its school bus safety program.
Special Use of School Buses SCHOOL ACTIVITIES
Buses used for field trips, athletic events, and other school related activities are to be requested on the District's transportation request form well in advance of the activity date. The requests are to be submitted to the Transportation Supervisor for approval.
207 Community Groups
The policy of the Board is that transportation equipment purchased by the District is to be used primarily for school purposes. Requests from private or non-school groups to use district transportation equipment are to be directed to agencies available in the private sector.
Passenger Control
While transporting students to and from school, the driver is in charge of the bus and the passengers. Passengers must take direction from the driver and cause no disruption or distraction that could interfere with the responsibilities of the driver or jeopardize the safety of the passengers.
Students who ride buses on field trips or to other activities must be accompanied by an adult staff member, or chaperon, whose role will be to supervise students on the bus and at the activity.
Bus drivers must ensure that appropriate safety checks are made prior to operating the bus; that all laws of the road are observed; that the bus route is followed as established; and that proper control of the bus is maintained at all times.
The Transportation Supervisor and the Bus Maintenance Supervisor will ensure that buses are maintained in a safe condition; that all requirements for equipment and safety as prescribed by State Board Policy are met; that drivers are properly licensed and trained, and that all necessary records are maintained.
Activity Buses and Student Discipline
Policy regarding activity buses and student conduct on school buses is covered in Section E of this Policy Manual.
Date of Adoption: July 1, 1995 Reviewed: September 13, 2006
208 HF POLICY TITLE: FOOD SERVICES MANAGEMENT
The Director of Business and Operations is authorized and directed to develop and implement a sufficient food services system for the students of the District.
School District #252 participates in the National School Lunch Program as administered through the Idaho State Department of Education.
The school food service program will provide free or reduced price meals to all eligible economically disadvantaged students in accordance with USDA regulations.
Date of Adoption: July 1, 1995 Reviewed: July 12, 2007
209 SECTION I POLICY TITLE: CHARTER SCHOOLS
In the interest of continuing to make available the best over all education for all school age children and young adults in our school district, the following application process has been provided for people wanting to start a charter school.
Pre-application
•2. Pick-up and complete a legal sufficiency review form as provided by Idaho Code Chapter 52, Title 33. The form is available at the Ririe Joint School District #252 Office at 455 Main Street in Ririe, Idaho.
•3. Return completed form to the District Office prior to May 1st of the year prior to planned starting date of the Charter School.
•4. The Ririe Joint School District #252 Board of Trustees at its regularly scheduled Board Meeting will review the pre application legal sufficiency review form in public session in the month of May.
•5. The School Board of Trustees will render a decision to conditionally approve or disapprove the pre application legal sufficiency review form at the next regular scheduled School Board meeting in June.
•6. If disapproved, applicant will be notified of the reason(s) why.
•7. Applicant will be allowed to reapply if deficiencies are addressed prior to the regularly scheduled July School Board of Trustees meeting.
•8. If deficiencies are not met prior to the regularly scheduled July School Board of Trustees meeting, reapplication will have to be reviewed at a regularly scheduled School Board of Trustees meeting in May of the following year.
Application
•2. If the School Board has given a conditional approval of the pre application petition, an application petition can be obtained from the Ririe Joint School District #252 District Office.
•3. Applicants must return the completed application and all supporting documents to the School District Office prior to August 1st of the year prior to the tentative starting date of the charter school.
•4. The application will be review by the Ririe Joint School District #252 School Board of Trustees at the regularly scheduled August meeting during public session.
•5. The Ririe Joint School District #252 School Board of Trustees will render a conditional decision at its regularly scheduled September meeting.
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•6. If disapproved, applicant will be notified of the reason(s) why.
•7. Applicant will be allowed to reapply if deficiencies are addressed prior to the regularly scheduled October School Board of Trustees meeting.
•8. If deficiencies are not met prior to October 1st, reapplication will have to be reviewed at a regularly scheduled School Board of Trustees meeting in May of the following year.
Approval
•1. Applicant will be notified of approval of application. Applicants must meet all conditions outlined in the pre application and application petitions as the Charter School becomes established.
•2. Applicant will provide a written, monthly progress report until the Charter School is established.
•3. A representative of the Charter School will meet with the Ririe Joint School District #252 School Board of Trustees at its regularly scheduled meetings to provide an on-going progress and development report.
•4. If the Charter School is found to be out of compliance at any point in its development, the charter school will have 30 days to address deficiencies.
•5. If deficiencies are not addressed, the Charter School application will be rescinded.
Reviewed: July 12, 2007
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