Midvale School District #433 - Policy Manual

412.1 - Employee Insurance

412.2 - Employee Work Schedules

412.3 - Drug Free Workplace

413.1 - Evaluations

415.1 - Sick Leave

415.3 - Illness in Immediate Family

415.4 - Bereavement Leave

415.5 - Personal or Professional Leave

415.6 - Maternity Leave

415.7 - Leave covered by Workmen’s Compensation

415.8 - Jury Duty

415.9 - Leave for Military Service

415.10 - Absences without Pay

416.1 - Sexual Harassment

416.2 - Employee Conflict of Interest

420 - PERSONNEL - CERTIFIED

421.1 - Recruitment and Hiring

421.2 - Qualifications for Employment

421.3 - Professional Certification

422.1 - Professional Employee Assignments

422.2 - Salary Schedules

422.4 - Reduction in Force for Certified Professional Employees

422.5 - Extra Duty Assignments

423.2 - Probation - Annual Contract Teacher

423.3 - Probation - Renewable Contract Teacher

424.1 - Definitions

424.2 - Reasons for not Issuing Annual Contract

424.3 - Reasons for Suspending, Granting Leave of Absence, Placing on Probation or Discharging Certificated Personnel

424.4 - Teacher Suspension

424.5 - Teacher Discharge during Contract Term

424.6 - Discharge of Renewable Contract Teacher at Contract Renewal

424.7 - Decision not to Re-employ Annual Contract Teacher

424.8 - Salary Reduction for Renewable Contract Teacher

426.1 - School Day

426.2 - Tutoring

426.3 - Professional Code of Ethics

426.4 - Release from Contract - Certificated Professional Personnel

427.1 - Professional Development Plan

428.1 - Job Description - Athletic Director

429.1 - Job Description - Certified Staff

430 - PERSONNEL - CLASSIFIED

431.1 - Recruitment and Selection

432.1 - Qualifications

432.2 - Physical Exams

432.3 - Retirement

432.4 - Resignation

432.5 - Replacements

432.6 - Overtime

432.7 - Vacations

434.1 - Definitions of Non-Certified Personnel

436.1 - Relations to Professional Staff

436.2 - Relations to Pupils and Public

439.1 - Job Description - Title I Aide

439.2 - Job Description - Cook/Manager

439.3 - Job Description - Custodian

439.4 - Job Description - Library Aide

439.5 - Job Description - Mechanic

439.6 - Job Description - Business Manager/Clerk/Treasurer

439.7 - Job Description - Pre-School Aide

439.9 - Job Description – School Secretary/Assistant Treasurer

439.10 - Transportation Supervisor

440 - PERSONNEL - SEASONAL

442.1 - Youth Employment under Grant Programs

442.2 - Substitute Teachers

442.3 - Substitutes for Classified Personnel

Group Accident and Health Insurance Premiums. The Midvale School District shall pay the health and accident insurance premium (including dental and vision) for the employee and/or his family as follows:

Full-time employees- All full-time employees hired prior to July 1, 1996 will have $358.42 per month paid per their family needs.

Part-time employees hired prior to July 1, 1996 - All part-time employees that work at least twenty (20) hours per week will have premiums paid at the same rate as Full-time employees as stated above.

Part-time employees hired after July 1, 1996 - All part-time employees hired after July 1, 1996 will have the employee’s premiums paid at a percentage rate consistent with the percentage of employment. For example, an employee hired on a half-time (50%) contract will have 50% of the premiums paid. Employees may pay the difference (as well as additional coverage for family members) by using the District’s Cafeteria Plan (premiums will be deducted monthly on a pre-tax basis).

Eligibility for Coverage - To be eligible for coverage, an employee must work for a minimum of twenty (20) hours per week.

Coverage - Coverage under the District Insurance policy will begin on the 1^st of the month following the 1^st day of work, as per the Premium section listed above.

Employees working less than twenty (20) hours per week are not eligible for District paid insurance coverage.

Liability Insurance - The Midvale School District shall provide court liability insurance for all employees.

Workmen’s Compensation Insurance - The Midvale School District shall provide Workmen’s Compensation Insurance for all employees and volunteers.

Last Updated: 20 July 2009

General

The district will comply with the provisions of the Fair Labor Standards Act (FLSA) by following the guidelines established in this policy, the Code of Federal Regulations, Title 29, and the United States Code, Title 29.

Certificated employees, practicing their profession as an employee of the district, are generally exempt from the provisions of the FLSA, provided no more than twenty (20) percent of their time is spent on duties not related to their profession.

All other employees of the district, both full-time and part-time, who are not qualified for exempt status are covered employees. This includes custodial, clerical, food service and transportation personnel, and teacher aides.

Covered employees work schedules normally will not exceed forty (40) hours per week and will be established each year during the budget process, by contract or by job description.

Hours of work in excess of that authorized in the budget, by contract or by job description, shall not be authorized except in emergencies or when, in the opinion of the superintendent, such overtime is in the best interest of the school district. In such cases, the superintendent may authorize overtime to be repaid in time off at the rate of time and on-half.

In order to be exempt, work performed by teacher must be:

Detailed work records will be kept for all employees. The record shall include wages or salaries paid and hours worked.

For full-time certificated employees, the beginning work time is 8:00 a.m. with the ending time set at 4:00 p.m.

For full-time classified employees, the beginning work time is 8:00 a.m. with the ending time set at 4:00 p.m.

For part-time employees, the times will be set on an individual basis, depending on the position and job responsibilities.

Last Updated: 21 April 2003

Drug and alcohol use is highly detrimental to the workplace and to the efficiency and productivity the District desires to promote.

The use, possession, distribution, manufacture or sale of drugs or alcohol is strictly prohibited while on duty, while on the District’s premises or while operating a vehicle of the District.

Violation of this policy will result in disciplinary action, and possible discharge.

Last Updated: 19 April 1993

Policy 413.1 - Evaluation

Introduction

Last Updated: 16 November 2009

General

District employees shall be granted one (1) day of sick leave for each month of service, or major portion of a month of service, for illness or injury not covered by Workmen’s Compensation Insurance. Said sick leave is to be accrued to the employee’s sick leave account at the beginning of the school year.

The Superintendent is authorized and directed to require proof of illness or injury adequate to protect the district against malingering and false claims of illness. Said proof shall include, but not be limited to, a signed statement by the employee giving the reason for his or her absence.

Unused sick leave will be accumulated from year to year, as long as the employee remains continuously employed.

New certificated employees coming from another school district, without a break in employment, will be credited with accumulated sick leave earned in the previous district .

Classified employees are not entitled to a transfer of sick leave from a previous school district nor are they able to transfer any accumulated sick leave to another school district.

Last Updated: 17 July 2000

Definition

Immediate family is defined as spouse, children, brother, sister, mother or father by birth or marriage.

Employees will be granted sick leave for serious illness of a member of the immediate family and for taking a member of the immediate family, residing within the home, to doctor’s appointments when there is no one else to accompany them. Said leave shall not exceed ten (10) days per year and must be charged against the employee’s accumulated sick leave earned under Policy #$415.1.

All leave under this policy must have prior approval by the Superintendent.

Last Updated: 13 January 1992

Immediate Family

With the approval of the Superintendent, employees will be granted leave of absence, with pay, to attend funerals of:

Said leave shall not exceed three (3) days for funerals in state or five (5) days for funerals out of state. Extensions may be granted by the Superintendent in extenuating circumstances and must be asked for and allotted within the first three (3) days.

At the employee’s discretion, personal leave or up to 2 days of sick leave may be used to attend funerals of other relatives or friends, not immediate family. If all leave has been used, the employee’s salary will be reduced in an amount sufficient to pay for a substitute.

Last Updated: 17 July 2000

Personal leave shall be granted for any reason deemed necessary by the employee at the rate of two (2) days per year. Employees will have an additional personal leave day added after their fifth year of continuous service with the district (maximum of 3 personal days per year). Personal leave days may be taken as full or half days at the discretion of the employee. A maximum of five (5) personal leave days can be used in one year.

Personal leave can be accumulated and the days accumulated will be reimbursed if/when the employee retires from the district. The rate of reimbursement will be 1.5 times the certified substitute daily rate at the time of retirement.

Employees who leave the district prior to retirement will be compensated at the daily rate for certified substitutes for each day of accumulated personal leave.

Personal leave can not be used during the first two (2) weeks of school, the last two (2) weeks of school or the day before or the day after school holidays or vacations. Exceptions may be made by the Superintendent for emergencies such as funerals or sickness.

Professional leave shall be granted at the discretion of the Superintendent. Some examples are, but not limited to, curriculum development or research, professional meetings, workshops and those items listed in Idaho Code 33-513(1).

Last Updated: 18 July 2005

Whenever an employee becomes pregnant, she shall notify the Superintendent as soon as is convenient after the pregnancy has been determined. She shall include in the notification whether she wishes to terminate her employment or apply for maternity leave.

A pregnant employee may work as long as her physician recommends. She may begin her sick leave, under Policy #415.1 at a time consistent with the regulations listed in the Family Medical Leave Act. Any extension of leave beyond that allowed by the Family Medical Leave Act must be approved by the Board of Trustees and must be taken without pay.

Last Updated: 13 January 1992

Employees who must be absent during a period when they are paid by Workmen’s Compensation are not eligible to receive sick leave pay.

Last Updated: 13 January 1992

Employees summoned for jury duty shall be entitled to serve without penalty. If the pay received for jury duty is less than their regular salary, the district will pay the employee an amount sufficient to bring the combined pay up to the level of the employee’s regular salary.

Last Updated: 13 January 1992

No employee shall be denied the opportunity of serving in the National Guard or reserve components of the armed services. The following shall apply:

1. A maximum of fifteen (15) days may be authorized by the Superintendent. Additional leave must be approved by the Board of Trustees.

2. Requests for military leave shall be made at least two (2) weeks in advance.

3. Pay for substitutes shall be deducted from any salary.

Last Updated: 13 January 1992

Absences, not exceeding two (2) weeks, not covered by other leave policies, and without pay may be authorized by the Superintendent for purposes which he considers urgent and necessary.

Any certificated employee on continuing contract may petition the Board of Trustees for extended leave, without pay, of up to one contract year for reasons considered to be urgent and necessary.

Upon return to work, an employee granted such leave shall be credited with all fringe benefits earned prior to the beginning of said leave. In addition, the employee may pay the district an amount equal to the current insurance rate and maintain their membership in the district’s insurance program during the period of approved leave.

Last Updated: 13 January 1992

Policy 416.1 -- Sexual Harassment

The sexual harassment of any employee or recipient of the services of Midvale School District is absolutely forbidden. The Board of Trustees has designated the Superintendent as the official who is responsible for receiving and investigating complaints of sexual harassment. Any employee who is made aware of an alleged incident of sexual harassment will take action to bring the matter to the attention of the most appropriate administrative authority who will, in turn, take immediate action pursuant to this policy.

According to the Equal Employment Opportunity Commission, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when

1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment,

2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or

3) such conduct has the purpose of effect of unreasonable interference with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Additionally, the Equal Employment Opportunity Commission states that a person who is qualified for but denied an employment benefit because of another's submission to sexual harassment may be protected by Title VII of the 1964 Civil Rights Act.

Because prevention is the best tool for the elimination of sexual harassment, this policy will be distributed to all employees of Midvale School District.

Filing - Employees who believe they are being subjected to illegal sexual harassment are encouraged to file complaints through the District's grievance procedure. Due to the sensitivities associated with this subject, any person or step normally part of the grievance procedure may be bypassed if the complainant feels it is necessary to do so. If an employee so chooses, she/he may bypass the procedure entirely and file a sex discrimination claim directly with the Idaho Human Rights Commission and/or the Equal Employment Opportunity Commission (EEOC).

Applicants for employment and service recipients may file sexual harassment charges in letter form with the designated official or may file with the Idaho Human Rights Commission and/or EEOC.

Due to damage that could result to the career and reputation of any person falsely or in bad faith accused of sexual harassment, all investigations and hearings surrounding such matters will be designed to the maximum extent possible to protect the privacy of, and minimize suspicion toward, the accused as well as the complainant. Only those persons responsible for investigating and enforcing civil rights matters will have access to confidential communication.

Any employee aggrieved by the occurrence of sexual harassment will be expected to report the matter through the most confidential and direct means possible to preserve morals and discipline in the work unit.

Steps include:

1) Making a statement of known facts in writing to the designated official, and

2) Avoiding discussing the matter with co-workers and persons not directly responsible for investigating the matter.

When an allegation of sexual harassment is made of any employee, the designated official will take immediate steps to:

1) Obtain a statement of grievance from the complainant regarding the times, dates, places, and circumstances surrounding the allegations,

2) Discuss the matter with the accused,

3) Obtain statements of witnesses or possible witnesses, if any,

4) Prepare a report of the investigation and submit it to the highest authority in the organization.

Based on the report, the administration shall take immediate and appropriate corrective action. In determining whether conduct constitutes sexual harassment, the administration will look at the record as a whole and at the totality of the circumstances, such as the nature of the alleged sexual advances and the context in which they occurred. The determination of the legality of a particular action will be made from the facts, on a case-by-case basis.

If there appears to be no foundation to the allegation:

1) No record shall be made of the allegation in either the accused or accuser's personnel records;

2) A reiteration of the policy against sexual harassment may be appropriate;

3) Bad faith allegations or use of this policy for unintended purposes may result in disciplinary action against the accuser.

If a foundation for the allegation exists, disciplinary action against the offending employee will follow. The disciplinary action will be commensurate with the scope and severity of the occurrence, and may include, but is not limited to, demotion, suspension, dismissal, warnings or reprimands. Additionally, every effort shall be made to provide appropriate relief for the victim.

Last Updated: 9 October 1995

The purpose of this conflict of interest policy is to insure that district employees spend their time on affairs of the district without undue influence from outside sources or without using their position to enhance their private businesses.

No employee shall accept gifts or other gratuities from individuals, groups or businesses for performing work in connection with their school district employment.

Outside employment is prohibited only when, in the opinion of the Superintendent, such employment interferes with the employee’s performance or when the outside employment will have a negative educational or moral impact on the district.

Outside business interests are considered to be a conflict of interest only when such business interest effects the employee’s performance, or when it will have a negative impact on the educational or moral climate of the school, or when the employee uses his or her school time to transact business or otherwise further his or her business interests.

The Superintendent has the authority and responsibility to enforce this policy and to use such administrative guidelines as he deems necessary to insure the implementation of its intent.

Last Updated: 13 January 1992

General

Recruitment of certificated staff members of the district shall be the responsibility of the Superintendent. However, the Board of Trustees must approve and enter into a contractual arrangement with the successful applicant. As part of the hiring process, the applicant will be required to be fingerprinted for a full background check, as mandated by Idaho Code 33-130 and 33-512(15).

The Superintendent shall develop procedures for recruiting and hiring as necessary.

Position vacancy notification shall be announced locally and with such other placement agencies as the Superintendent may choose.

Employment procedures and practices shall not discriminate against any person on the basis of race, color, creed, national origin, ancestry, sex, age, marital status, or place of residence.

Last Updated: 12 July 1993

General

Selection of certificated personnel shall be based on the following qualifications:

Qualifications of certificated applicants shall be evaluated upon their merits, without regard to race, color, creed, national origin, age, sex, marital status, or place of residence.

Last Updated: 13 January 1991

All professional employees shall have certification or authorization, valid for the service they render, prior to the beginning of the contract year.

Last Updated: 13 January 1992

The Superintendent shall make appropriate assignments to all employees working on the secondary level.

The Board of Trustees shall assign elementary teachers to an appropriate grade level after receiving input from the Superintendent.

Last Updated: 13 January 1992

The Board of Trustees shall establish salary schedules for the Midvale School District. The Board may consider the following criteria when establishing the salary schedule:

The Board of Trustees shall allow the Midvale Education Association to make a presentation concerning salary recommendations. Should the Board, at some later date, enter into a master contract with the professional staff that conflicts with this policy then the provisions of the agreement would be used in place of this policy as a basis for establishing the salary schedule.

In order to advance horizontally on the salary schedule, from range to range (A to B to C, etc.), teachers shall submit transcripts by September 15^th. Advancement horizontally shall depend on the following:

The salary schedule shall include any compensation to be given for extra service. (See Form 422.2)

Last Updated: 21 August 2006

Determination of Need

Before the Board will authorize a reduction in force, the Board, in its discretion, consistent with its powers and duties, must determine if a need for reduction in force exists.

The following procedures shall be used to make such a determination:

1.  The Superintendent or any Trustee shall report to the Board of Trustees that the District is facing funding and/or other problems that may require a reduction in force and recommend that the best alternative is a reduction in force and a related modification of curriculum.

2.  If the Board is satisfied that a prima facie case for reduction in force exists, it shall schedule the matter for discussion and decision at an open meeting of the Board of Trustees.

3.  Notice of the meeting and agenda must be posted as required by applicable statutes, and such notice should include:

The normal requirements of notice such as time, place, etc.;

A statement that the purpose of the meeting is to consider a recommendation that there be a reduction in force;

A statement that the Board will hear oral reports or position statements limited in time, except by permission of the Board, to 5-10 minutes per person and in addition, that the Board may receive written reports and position statements at the meeting and for a period of one week following the meeting.

4.  At the meeting, the Board will receive evidence related to existence of the problem and whether a reduction in force is the most desirable of the possible alternatives. Interested persons may present written and/or oral reports on position statements for consideration by the Board.

5.  The Board may then adjourn into executive session which may be continued from time to time so that it may deliberate and analyze the evidence as it related to the proposed reduction in force.

6.  The Board will reconvene in open session at a pre-announced time to make a final determination and approve, disapprove or approve with modification the institution of reduction in force procedures.

The procedures for implementing the reduction in force shall be as follows:

1.  The Superintendent will determine what employees shall be subject to the reduction in force procedures. Consultants may be used in reaching this determination.

2.  The Superintendent shall recommend to the Board in executive session that certain named certificated professional employees of the district be issued notices of intent not to renew their contracts. Said notice shall be issued prior to April 1.

3.  The Board, in open session, decides to issue notices of intent not to renew for reduction in force reasons and such notice should contain those provisions required by Idaho Code, including notice of hearing, etc., and be delivered to the effected employees. The Board may, in its discretion, consolidate hearings for all employees affected by reduction in force.

4.  The hearing shall be conducted in accordance with the applicable statutes and due process requirements and the Superintendent or his counsel should present its recommendations and reasons in support thereof. The affected certificated professional employees or their representatives shall have the same rights.

5.  At the conclusion of the presentation of evidence, the Board may adjourn into executive session to deliberate.

6.  After deliberation, the Board shall return to open session and make its final decision.

The general standards governing selection of employees subject to nonrenewal shall be as follows:

1.  That such standards shall not discriminate illegally;

2.  That such standards provide for the highest quality instruction to the students within the available means;

3.  That there be ascertainable, definite standards for implementation of said selection procedures;

4.  That the procedures to be implemented under such circumstances provide to employees of the district their rights of procedural and substantive due process;

5.  That the procedures be in conformity with statutes of the State of Idaho; and, the Superintendent, after receiving direction from the Board of Trustees on the number of positions that must be reduced, shall determine which certificated professional employees shall not be re-employed or shall not have their contracts renewed. The following standards, when applicable, shall be used in making the determination;

Should any provision of these standards and procedures be in conflict with other policies of this district, this statement of policy shall govern.

In any provision of these standards and procedures be in conflict with the law of the State of Idaho, rules and regulations of the State Board of Education or any law applicable to these matters within this jurisdiction, the provisions affected shall be void and the remainder of this policy shall remain in full force and effect as though such affected provision had been deleted ab initio.

Last Updated: 13 January 1992

Policy #422.5 - Extra-Duty Assignments

The Board may enter into a Supplemental Contract with a Certificated Professional Employee (CPE) to provide for an extra duty assignment. An "extra-duty assignment" is defined as any assignment which is not part of a CPE’s regular teaching duties. A contract ("Supplemental Contract") for an extra-duty assignment shall be separate and apart from a CPE’s regular teaching contract, irrespective of whether a CPE is employed as an annual contract teacher, a renewable contract teacher or employed pursuant to a limited one (1) year contract.

A CPE shall have no property rights in an extra-duty assignment regardless of the period of employment or the descriptions and terms set forth therein and such extra-duty assignment shall be considered in all respects "employment at will" subject to termination by the Board at any time with or without cause.

If the Board determines to terminate the CPE’s extra-duty assignment during the contract period or not to reissue a Supplemental Contract for an extra-duty assignment for the ensuing school year, the Board or its designee, shall provide the CPE with written notice of such action setting set forth the reasons for such action.

The CPE may within five (5) days of receipt of said Notice request, in writing, an Informal Review before the Board. The Board shall hold the Informal Review no more than thirty (30) days after receipt of such request and shall inform the CPE of the date, time and place of the Informal Review.

The procedures for said informal review shall be as follows:

Last Updated: 19 July 1999

Definitions

The following definition shall apply:

Annual Contract Teacher A teacher who has not completed three (3) continuous years of teaching in the Midvale School District and signed a legal contract for a fourth year.

When an evaluation of an annual contract teacher has been completed and the Superintendent has determined that the teacher is not meeting the minimum acceptable requirements of the District and has determined that the deficiencies are such that, if not corrected, they could lead to a recommendation of dismissal or not to re-employ, the Superintendent shall recommend to the Board of Trustees that the employee be placed on probation.

The recommendation to place a teacher on probation shall be considered by the Board, in an executive session, and any subsequent action by the Board to place the teacher on probation shall be made in executive session to protect the teacher from any adverse publicity. The teacher placed on probation shall not be named in the minutes of the meeting. A record of the decision shall be placed in the teacher’s file.

1.     The Superintendent, following an unsatisfactory evaluation of a teacher, shall recommend to the Board that the teacher be placed on probation. The recommendation shall contain, but not necessarily be limited to:

        a.     A statement of deficiencies.

        b.     A statement of improvement desired.

        c.     A statement of possible alternative actions to be taken by the teacher and district to improve deficiencies.

        d.     A stated time to be allowed for improvement of deficiencies which shall extend until the Board notifies the teacher that the district will or will not offer employment for the next school year. Said notification shall be made prior to May 15 of the school year.

        e.     A statement that the Superintendent will supervise the probation.

        f.     A statement of the consequences if deficiencies are not improved

        g.     A statement of other conditions of probation if there are to be any.

2.     The Board shall consider the recommendation for probation in executive session.

3.     The Board shall reach their decision in executive session.

4.     If the decision is reached to place the teacher on probation, the Board shall notify the teacher of that decision by personal service handled by the Superintendent or Clerk of the Board. Delivery shall be verified by signature of the teacher, upon receipt of the notice, and by the person who delivered the notice. Should the teacher refuse to sign indicating receipt of the notice a second party shall be asked to witness the delivery and so indicate by signature.

5.     The notice of probation shall include the recommendation of the Superintendent listed under Procedures - Item No. 1.

6.     Prior to the end of the probationary period, the Superintendent shall recommend to the Board that the teacher be re-employed or not be re-employed. The recommendation is to be considered in executive session, however, the final action is to be made in an open session of the Board.

7.     If the recommendation is made not to re-employ the teacher then the following shall apply:

        a.     The Board shall notify the teacher as indicated in Item No. 4.

        b.     The notice shall include a statement of reasons why the teacher will not be re-employed and a statement that the teacher is entitled to an informal review of the decision if requested.

        c.     If the teacher requests an informal review, the Board shall grant the request, set the date and notify the teacher as in Item No. 4.

        d.     The informal review shall be public unless requested to be in executive session by the teacher.

        e.     Any decision on the informal review shall be made in open session, recorded in the minutes an delivered to the teacher as in Item No. 4.

Last Updated: 13 January 1992

The following definitions shall apply:

Renewable Contract Teacher a teacher who has completed three (3) continuous years of teaching in the Midvale School District and signed a legal contract for the fourth year.

Minimum Standards Generally accepted educational standards for teachers as interpreted by the Superintendent or evaluator.

When an evaluation of a renewable contract teacher has been completed and the Superintendent has determined that the teacher is not meeting the minimum accepted requirements of the District and has determined that the deficiencies are such that, if not corrected, they could lead to a recommendation of dismissal or non-renewal of contract, the Superintendent shall recommend to the Board of Trustees that the employee be placed on probation.

1.     The Superintendent, following an unsatisfactory evaluation of a teacher, shall recommend to the Board that the teacher be placed on probation. The written recommendation shall contain, but not necessarily be limited to:

        a.     A statement of deficiencies

        b.     A statement of improvements desired.

        c.     A statement of possible alternative actions to be taken by the teacher and district to improve deficiencies.

        d.     A stated time to be allowed for improvement of deficiencies which shall extend until the Board notifies the teacher of the decision on contract renewal or possible non-renewal.

        e.     A statement setting forth provisions or conditions for supervision and evaluation during the recommended period of probation.

        f.     A statement that all evaluations during the probationary period will contain information on whether the teacher is improving and whether or not such improvement, if any, is progressing satisfactorily.

        g.     A statement that a conference, between the evaluator and teacher, will be held within a reasonable time after the evaluation to discuss the evaluation and the teacher’s progress or lack of progress.

        h.     A statement that the purpose of the probation is to assist the teacher in remediation of the deficiencies.

        i.     A statement of consequences if deficiencies are not improved to an acceptable level.

2.     The Board shall consider the recommendation for probation in executive session.

3.     The Board shall reach their decision in executive session.

4.     A decision to place the teacher on probation shall be by Board action. A written notice of that action shall contain the name of the probationary supervisor and shall be delivered to the teacher, with the Superintendent’s recommendations on probation attached, as an official, Board approved, part of the notice. Additional copies shall be filed as set forth in Policy 423.1 under documentation. The decision shall be recorded in the minutes of the executive session, but not in the minutes of the public portion of the meeting.

5.     The written notice shall be delivered by personal service handled by the Superintendent or Clerk of the Board. Delivery shall be verified by signature of the teacher, upon receipt of the notice, and by the person who delivered the notice. Should the teacher refuse to sign, indicating receipt of the notice, a second party shall be asked to witness the delivery and so indicate by signature.

6.     Evaluations conducted during the probationary period shall be in compliance with Policy 423.1, except that the evaluator need only address those items listed as deficient in the notice of probation. The evaluations may include, secondary sources, other items of evaluation and references to any acts by the teachers in defiance of probation, supervision or evaluation.

7.     If the probationary supervisor is not the Superintendent, the following shall also apply:

        a.     An additional copy of each evaluation shall be filed with the Superintendent.

        b.     Prior to the end of the probationary period the probation supervisor shall submit his final evaluation to the Superintendent, with recommendations for renewal or non-renewal of the teacher’s contract.

        c.     The Superintendent shall prepare a final document summarizing briefly the evaluations submitted by the probation supervisor.

        d.     If the probation supervisor recommends non-renewal of the teacher’s contract, and the Superintendent agrees, then the procedure found in Policy 424.2 shall be followed.

8.     If the probationary supervisor is the Superintendent, the following shall also apply:

        a.     The Superintendent shall prepare a final evaluation summarizing all probationary evaluations and shall recommend to the Board that the teacher should be renewed or non-renewed.

        b.     If the recommendation is to non-renew then the procedures set forth in Policy 424.2 shall be followed.

Last Updated: 13 January 1992

Throughout Section 420 the terms, "teacher", "certificated personnel", or "classroom teacher", are interchangeable. These terms mean any certificated person serving as a classroom teacher, librarian, counselor or teacher of students requiring special help.

Last Updated: 13 January 1992

Teachers who are not employed on a renewable contract as provided by Idaho Code are not automatically entitled to a contract for the next school year. The Board of Trustees may choose not to re-employ any annual contract teacher provided Idaho Code 33-514 and any applicable district policies are adhered to.

Last Updated: 13 January 1992

Idaho Code empowers the local Board of Trustees with the authority to suspend, grant leave of absence, place on probation or discharge certificated professional personnel for a material violation of any lawful rules or regulations of the Board of Trustees or of the State Board of Education, or for any conduct which would constitute grounds for revocation of a teaching certificate.

The following reasons for suspension, granting leave of absences, imposing probation or discharging certificated professional personnel shall be subject to state and federal law and State Board of Education regulations and are not intended to be all inclusive:

1.    Grounds for revocation of certificate:

        a.     Gross neglect of duty;

        b.     Incompetency;

        c.     Breach of the teaching contract;

        d.     Making any material statement of fact in the application for a certificate, which the applicant knows to be false;

        e.     Revocation, suspension, denial or surrender of a certificate in another state for any reason constituting grounds for revocation in this state;

        f.     Conviction, withheld judgment or suspended sentence, in this or any other state of a crime involving moral turpitude;

        g.     Any disqualification which would have been sufficient grounds for refusing to issue or authorize a certificate, if the disqualification existed or had been known at the time of its issuance or authorization;

        h.     Willful violation of any professional code or standard of ethics or conduct, adopted by the State Board of Education.

2.     Lack of a valid teaching certificate.

3.     Reduction in force.

4.     Insubordination.

5.     Actions or comments that cause deterioration in staff relationships or school community relationships and are therefore disruptive to the educational processes of the District.

6.     Material violation of lawful rules or regulations of the Board of Trustees or of the State Board of Education.

Last Updated: 13 January 1992

Any teacher in violation of District policy 424.3 or Idaho Code 33-513(5) may be suspended from their duties, for up to five (5) school days, by the Superintendent. While under administrative suspension the teacher is entitled to full pay.

Before the Superintendent suspends any teacher he shall determine that it is in the best interest of the District’s students to remove the teacher from his or her duties for a period of time.

If the Superintendent suspends a teacher he shall notify the Board members of his action and a meeting of the Board shall be called within five (5) school days to review the Superintendent’s action. The Board may elect to lift the suspension, extend the suspension with pay or implement the provisions of Idaho Code 33-513(5), 33-514 or 33-515.

Last Updated: 13 January 1992

Any certificated classroom teacher may be discharged during a contract term for any reason covered by Idaho Code or policy 424.3, provided the procedures of Idaho Code 33-513(5) are followed.

Last Updated: 13 January 1992

A renewable contract teacher may be discharged at the time of contract renewal for any reason covered by policy 424.3 or Idaho Code, provided the provisions of Idaho Code 33-515 and, when applicable, Idaho Code 33-513 (5) are followed.

Last Updated: 13 January 1992

The Board of Trustees may choose not to re-employ any teacher on annual contract provided the provisions of Idaho Code 33-514 and any applicable district policies are adhered to.

Last Updated: 13 January 1992

The Board of Trustees may reduce the salary of any teacher on renewable contract by following the provisions of Idaho Code 33-515 and any applicable District policies.

Last Updated: 13 January 1992

Certificated employees shall be in their place of assignment at least thirty (30) minutes prior to the beginning of classes and a minimum of thirty (30) minutes after the conclusion of classes, or until 3:55 pm daily, Monday through Friday. The Superintendent may release certificated employees at the end of classes on Fridays and days prior to holidays and vacations if it does not conflict with school business.

Should it be necessary for an employee to be absent for any part of the school day, arrangements must be made with the Superintendent.

Last Updated: 17 July 2000

Members of the professional staff are expected to fulfill the responsibility of their professional assignments prior to involving themselves in other activities such as private tutoring, teaching in other institutions, and other activities for remuneration. A professional staff member shall not tutor for remuneration students assigned to the professional staff member’s classes or area of professional responsibility, unless no other qualified person is reasonably available and acceptable to the student’s parents.

The following guidelines shall be adhered to:

1.     Professional staff members shall not solicit or recruit students enrolled in their classes or area of responsibility for tutoring for remuneration, unless no other qualified person is reasonably available who is acceptable to the students and their parents.

2.     Professional staff members who tutor students enrolled in their classes or with whom they work for remuneration shall report the names of these students to the Superintendent. This information shall become a matter of record to be used in the event of public inquiry.

3.     Professional staff members who tutor students for remuneration shall do so at a time other than that prescribed for their school assignment and in compliance with policies on facility use.

4.     The fact that a student is being tutored for remuneration by a professional staff member is whose class or activity the student is enrolled, shall not influence the student’s standing or grade in that class or activity in any manner other than that which would be the result of private tutoring from a person not so involved.

5.     Professional staff members who are teaching or providing professional service at another institution shall do so on their own time and report this activity to the Superintendent, indicating the specific hours that the professional staff member will teach or provide a professional service and the span of time for which the professional staff member will be engaged in this activity.

Last Updated: 13 January 1992

The educator believes in the worth and dignity of man. He/she recognizes the supreme importance of the pursuit of truth, devotion to excellence, and the nurture of democratic citizenship. He/she regards as essential to these goals the protection of freedom to learn and to teach and the guarantee of equal educational opportunity for all. The educator accepts his/her responsibility to practice his/her profession according to the highest ethical standards.

The educator recognizes the magnitude of the responsibility he/she has accepted in choosing a career in education and engages himself/herself, individually and collectively with other educators, to judge his/her colleagues, and to be judged by them in accordance with the provisions of this Code.

The educator measures his/her success by the progress of each student toward realization of his/her potential as a worthy and effective citizen. The educator therefore works to stimulate the spirit of inquiry, the acquisition of knowledge and understanding, and the thoughtful formulation of worthy goals.

In fulfilling his/her obligation to the student, the educator:

1.     Shall permit the student independent action in his/her pursuit of learning, and shall not, without just cause, deny the student access to varying points of view.

2.     Shall submit matter for which he/she bears responsibility, without suppression or distortion.

3.     Shall make reasonable effort to protect the student from conditions harmful to learning or to health and safety and shall not procure, distribute or in any way make available any of the substances recognized as harmful to learning or to health and safety of the students, or to advocate the use of any such substances.

4.     Shall conduct business in such a way that he/she does not expose the student to unnecessary embarrassment or disparagement.

5.     Shall not exclude any student on the grounds of race, color, creed, or national origin from participating in or deny him/her benefits under program, nor grant any discriminatory consideration or advantage.

6.     Shall refrain from using professional relationships with students for personal or private advantage.

7.     Shall keep in confidence information that has been obtained in the course of professional service, unless disclosure serves professional purposes or is required by law.

8.     Shall not tutor students assigned to his/her classes for remuneration, except when specifically approved by the Board of Trustees.

9.    Shall not knowingly interfere with the constitutional rights of students.

The educator believes that patriotism in its highest form requires dedication to the principles of our democratic heritage. He/She shares with all other citizens the responsibility for the development of sound public policy and assumes full political and citizenship responsibilities. 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 his/her obligation to the public, the educator:

1.     Shall take adequate precautions to distinguish between personal views and the view of the Midvale School District.

2.     Shall not, in direct or indirect public expression, knowingly distort or misrepresent the facts concerning educational matters.

3.     Shall not interfere in recognizing a colleague’s exercise of political and citizenship rights and responsibilities.

4.     Shall not use the privileges of the Midvale School District for private gain or to promote political candidates or partisan political activities.

5.     Shall accept no gratuities, gifts or favors that might impair or appear to impair professional judgment, nor offer any favor, service or thing of value to obtain special advantage.

The educator believes that the quality of the services of the education profession directly influences the nation and its citizens. He/She therefore exerts every effort to raise professional standards, to improve his/her service, to promote a climate in which the exercise of professional judgment is encouraged, and to achieve conditions which attract persons worthy of the trust to careers in education and to cooperate with the Professional Standards Commission in hearings and inquiries.

In fulfilling his/her obligation to the profession, the educator:

1.     Shall not discriminate on the grounds of race, color, creed, or national origin for membership in professional organizations, nor interfere with the free participation of colleagues in the affairs of their association.

2.     Shall accord just and equitable treatment to all members of the profession in the exercise of their professional rights and responsibilities.

3.     Shall use no coercive means or promise special treatment in order to influence professional decisions of colleagues.

4.     Shall withhold and safeguard information acquired about colleagues in the course of employment, unless disclosure serves professional purposes or is required by law.

5.     Shall provide, upon request of the 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.     Shall present his/her professional qualifications accurately, truthfully and completely.

7.     Shall present evaluations of colleagues based only on facts.

8.     Shall not engage in conduct which is offensive to the ordinary dignity, decency and morality of man.

The educator regards the employment agreement as a pledge to be executed, both in spirit and in fact, in a manner consistent with the highest ideals of professional service. He/She believes that sound professional personnel relationships with the Board of Education are built upon personal integrity, dignity and mutual respect. The educator discourages the practice of his/her profession by unqualified persons.

In fulfilling his/her obligations to professional employment practices, the educator:

1.     Shall apply for, accept, offer or assign a position or responsibility on the basis of professional preparation and legal qualifications.

2.     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.

3.     Shall present only factual information regarding the assignment or conditions of employment to an applicant.

4.     Shall give prompt notice to the Midvale School District of any change in availability of service. The Midvale School District shall give prompt notice to the educator of change in availability or nature of a position.

5.     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 Midvale School District.

6.     Shall conduct professional business through channels that have been approved by the Midvale School District Board of Trustees.

7.     Shall not delegate assigned tasks to unqualified personnel.

8.     Shall permit no commercial exploitation of his professional position.

9.     Shall use time granted for the purpose for which it is intended.

1.     Assesses student achievement and ability

2.     Prescribes accepted procedures which result in desirable learning.

3.     Provides a positive environment for learning.

4.     Adheres to school policies

5.     Operates within the educational philosophy of the District.

Last Updated: 13 January 1992

Idaho Code authorizes and directs the Board of Trustees to contract with certificated professional personnel. In addition, Idaho Code defines the contractual obligations of the Board of Trustees and the certificated professional personnel.

Certificated Professional Personnel or Employee as used in this policy, shall include all certificated professional personnel employed by the District, on written contract in form approved by the State Superintendent of Public Instruction or State Board of Education.

Contract as used in this policy, shall mean a contract in form approved by the State Superintendent of Public Instruction or State Board of Education.

Release from Contract as used in this policy, shall mean a request from a certificated professional employee to be released from contract prior to their completion of the obligations specified in the contract.

Resignation as used in this policy, shall mean that a certificated professional employee chooses not to accept the offer of a new contract for the next school year.

Breach of Contract as used in this policy, shall mean that a party to a contract has willfully failed to comply with the provisions of the contract.

The Superintendent and Clerk are both authorized to receive requests for release from contract, submitted by certificated professional personnel, and to convey the requests to the Board of Trustees for consideration. Receipt of such a request by the Superintendent or Clerk does not constitute approval of the request. Such approval can only be made by the Board of Trustees during a legally constituted meeting of the Board.

The Board of Trustees reserves the right to make all decisions concerning requests for release from contract made by certificated professional personnel, including acceptance or rejection of any or all such requests.

The Board’s decision on such requests shall be based on the interests of the District. In reaching its decision the Board will consider factors including, but not necessarily limited to, the following:

1.     The reasons given for the request

2.     The timelines of the request

3.     The difficulties that may be expected in finding a satisfactory replacement

4.     The extent to which the acceptance or denial of the request for release from contract will be in the best interest of the District.

Resignations are not subject to the provisions of this policy.

Should the Board of Trustees find a certificated professional employee to be in breach of contract, the Board, may, at its discretion, seek appropriate legal remedies.

1.     The request must be in writing.

2.     It must state the reason for the request for release from contract.

3.     It must be addressed to the Chairman of the Board of Trustees of Midvale School District No. 433, Midvale, Idaho 83645

4.     It must be mailed to the above address or hand delivered to the District Superintendent or Clerk at the Midvale School.

5.     It must be considered by the Board of Trustees in a legally constituted meeting.

6.     The Board of Trustees’ decision must be in writing and delivered to the certificated professional employee by certified, return receipt, mail or delivered in person and receipt of such decision acknowledged by signature of the certificated professional employee to whom the decision was delivered.

Last Updated: 13 January 1992

Philosophy

It is the philosophy of the Board of Trustees that individuals involved in the education of our youth can and should continue to learn and acquire better skills in order to keep current with advances in the field of education. It is further believed that the best way to acquire these improved skills is through a well planned professional growth program.

In keeping with the philosophy of the District, the goal of the professional development program is to assist staff to achieve the greatest knowledge and skills in keeping with their responsibilities within the District in order to achieve a higher level of student performance.

In approving this plan, the Board of Trustees recognizes that professional development is essential for the District and is committed to providing necessary support in time and funding to teachers and staff within the resources available.

The Superintendent shall be responsible for the development and administration of the District’s professional development plan.

Staff professional development requests may be included by the superintendent in the annual budget and approved by the Board of Trustees. Requests that are not approved in the annual budget can be submitted to the professional development committee, which will be established annually by the superintendent.

Committee members will include:

Priority criteria for review of professional development requests are the following:

1. It must be tied to the identified needs of the District.

2. It must support classes to complete an endorsement which the District needs for accreditation.

3. It must support conferences and training directly tied to the individual’s role in the District.

4. It must be tied to training which the District is requiring or requesting of a staff member.

5. It must meet allowable use for funds.

Evaluation and Reporting

1. If the inservice is for an individual, the report will be given to the most appropriate person within the administration.

2. If the inservice is of general interest, those attending will arrange a time to present a summary to the entire group.

3. If the inservice is for the entire staff, a group evaluation will be done.

4. A summary report of professional development for the District will be presented to the Board of Trustees at the June meeting.

Last Updated: 18 August 2008

1.     Complete, send, receive and file all contracts needed for interscholastic sports activities.

2.     Collect and maintain necessary documents for student physical exams and insurance coverage.

3.     Submit all eligibility reports and necessary documents to the Idaho High School Activities Association, including transfers, hardship, etc.

4.     Prepare athletic schedules and submit to the Commissioners for each sport. Provide copies for Superintendent, Coach, Clerk and news media.

5.     Arrange for all officials, not assigned by the commissioners, for athletic events, including timers, scorers, chain crew, and any others necessary.

6.     Keep an inventory of all athletic equipment and be responsible for the proper storage of this equipment.

7.     Notify bus supervisor of date, time, destination, and number of buses needed for events requiring travel.

8.     Attend home athletic events.

9.     Check with opposing teams prior to competition to make certain the teams are outfitted in correct uniform color.

10.     Provide for the typing and distribution of programs for the athletic competitions needing them.

11.     Prepare game schedules and player rosters for all sports events and send to member schools of the Long Pin and to local patrons and businesses.

12.     Perform other athletic related assignments as requested by the school administrator.

The primary mission for the Midvale School District is to promote student achievement and success. We believe student success is contingent upon our support of competent teachers and effective instruction. The following, although incomplete, gives a brief description of what we believe are the most important aspects of effective instruction.

We expect the teacher will:

1.     Have high expectations for students.

        a.     Sets standards for learning and lets students know they are expected to meet those standards.

        b.     Expects and requires students to pay attention, to work persistently toward completion of assignments, to exhibit cooperative attitudes, and, in general, to concentrate on academic activities rather than inappropriate socializing.

        c.     Communicates attainable mastery expectations for students regardless of their entering ability levels.

2.     Makes the goals and objectives of instruction explicit.

        a.     Develops and prioritizes long and short term learning goals and objectives according to district curriculum.

        b.     Communicates expected behaviors and attitudes explicitly to students.

        c.     Sequences learning goals and objectives to facilitate student learning as reflected in lesson plans.

3.     Frequently monitors student progress with assessment tools closely related to the objectives being pursued.

        a.     Uses criterion referenced tests as assessment instruments in the class which match learning objectives.

        b.     Uses assessment results and evaluation activities for instructional diagnosis and prescription.

4.     Spends time on task.

        a.     Has activities, materials, equipment, and assignments ready.

        b.     Plans class sessions so that class time is spent on learning and very little time is spent on non-learning activities.

5.     Establishes a favorable climate for learning.

        a.     Maintains a task-oriented classroom atmosphere.

        b.     Maintains an orderly classroom that allows for appropriate student interaction.

        c.     Carries out quickly, discipline procedures that are clearly linked to inappropriate student behavior, taking care to avoid disrupting the whole class.

        d.     Responds constructively to student needs and concerns.

6.     Teacher demonstrates knowledge and comprehension of the elements on the instructional act.

        a.     Each lesson has an objective which is posted or stated and is referred to throughout the lesson.

7.     Professionalism.

        a.     Is a positive role model for students.

        b.     Works cooperatively with students, administrators, para-professionals, community members, parents, and teachers.

        c.     Follows Board of Trustees, district and building guidelines and procedures.

Last Updated: 16 April 2001

Recruitment and selection of non-certified personnel shall be the responsibility of the administration. The Superintendent of schools shall have the authority to delegate recruitment and selection responsibilities to staff members. Job descriptions and pay scales will be approved by the Board before recruitment and selection of non-certified personnel. Final candidates will be taken to the Board for hire.

Selection shall be based upon the merits of the candidates without regard to race, religion, sex, or marital status.

Last Updated: 21 September 1992

Selection of staff personnel shall be determined on the following criteria:

1.     Training, experience and skill

2.     Demonstrated competency

3.     Suitability for the position

4.     Personal characteristics

5.     Compatibility with educational philosophy

6.     Qualifications for state license, as required.

Last Updated: 21 September 1992

All full-time and regular part-time employees are to present evidence of good physical health prior to their initial employment. The administration may request any employee to have a physical examination at district expense, if, in the judgment of the administration, it appears necessary.

Non-certified personnel shall be free of tuberculosis or other contagious disease in accordance with existing statutes.

Bus drivers must have a physical exam and a valid chauffeurs license before operating District #433 buses.

Last Updated: 21 September 1992

Non-certified employees who reach age seventy (70) on or before June 1 of the school year are automatically retired; however, a person who has reached the retirement age may, upon application, continue on a year-to-year basis upon the recommendation of the Superintendent and approval of the Board.

Last Updated: 21 September 1992

Termination of employment by a non-certified school employee must be given in writing two (2) weeks prior to the final day of intended employment. Early termination may be granted by the Board upon request, provided that suitable replacement can be secured.

Resignations effective prior to the completion of the contract year will result in the forfeiture of vacation privileges unless the reason for resignation is ill health or other matters beyond the control of the employee.

Last Updated: 21 September 1992

Personnel serving as replacements shall meet the requirements of full-time employees. Every effort shall be made to fill all vacancies with personnel who have preparation equal to that of the regular personnel.

Last Updated: 21 September 1992

Employees who work in excess of forty (40) hours per week at the request of their supervisor will be paid overtime at time and a half their normal rate. All overtime must be approved by the Superintendent before overtime is used.

The work week is defined as beginning at 12:01 am Sunday and ending at 12:00 midnight on Saturday.

Work schedules may be changed by supervisors for the convenience of the District.

Some employees work a shortened or split schedule when school is in session. When school is not in session, these employees will work eight (8) hours a day.

Last Updated: 21 September 1992

The Superintendent of Schools shall establish a vacation schedule for full-time certificated and non-certified employees of the District.

All vacations shall be taken during the school vacation months, except by special arrangement with the Superintendent.

Full-time regular employees who have served a full year (12 months) are entitled to ten (10) vacation days with pay. After five (5) consecutive years of employment with the District, full-time regular employees will be entitled to fifteen (15) vacation days with pay.

Except in cases of emergency, and upon Board approval, employees may not be employed for extra wages during vacation periods.

With this policy in mind, the following points should be followed:

1.     The year refers to the calendar year. All vacation time due is taken within that year. Example: January 1, 1989 to January 1, 1990. Vacation time is non-cumulative each year.

2.     Vacation requests should be given to the Superintendent at least two (2) weeks in advance of the beginning of the vacation. Approval will follow the request unless too many ask for the same period.

3.     Even though the policy states that all vacations must be taken in the summer, it also says that extenuating circumstances to this may be discussed with the Superintendent. Example: a person hired late in the year (October, November, or December, etc.) may discuss a prorated leave of days for summer based on the days earned since employment.

4.     If an employee is requested, by the Superintendent or Board of Trustees, to work and is not able to use their vacation leave, the employee will be compensated at the end of the calendar year for their unused vacation days at their regular daily rate of pay.

Last Updated: 19 June 2000

The term non-certified personnel shall include those persons employed by the school district who are not required by law to have a teaching certificate for qualification. These shall include, but not be limited to, the following:

1.     Custodial and maintenance employees;

2.     Clerical employees;

3.     Lunchroom employees;

4.     Bus drivers;

5.     Teacher’s aides;

6.     Extra help for summer maintenance

Last Updated: 21 September 1992

The relationship of certificated and non-certificated employees should be that of partners working together to provide the best possible learning situation for the students of this school district.

Last Updated: 21 September 1992

In general, students are the responsibility of the professional staff. Except as noted below, non-certificated personnel should assume no authority on this matter:

1.     Bus drivers are responsible for students on their bus when they are in charge of the students.

2.     Certain clerks and secretaries are designated to deal with students in attendance and related matters.

3.     A custodian is in charge of a building during ‘off’ hours when he or she is present.

4.     When students are being destructive of public property and no professional staff member is immediately present.

Last Updated: 21 September 1992

Demonstrated interest in and aptitude for the work to be performed; such alternatives to the above qualifications as the district may find appropriate.

Superintendent and Title 1 Director

In order to assist principals, Title 1 Director, teachers and students in providing individualized instruction and encouragement in achieving in the ‘educational basics’, the Title 1 Aide shall carry out the following performance tasks:

1.     Perform clerical work and have understanding of standard clerical equipment.

2.     Work with the classroom teacher to develop specific programs to help with the instruction of below-grade level students.

3.     Work individually and with small groups of students in an instructional capacity in the ‘basics’ – language arts, reading and math.

4.     Administer and score tests to establish criteria for helping individual students when called upon.

5.     Maintain necessary records to comply with regulations and evaluate student progress.

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 will be required by the District so long as employment continues.

Performance of this position will be evaluated periodically by the teacher, Principal and Title 1 Director

The salary shall be determined by the Board of Trustees.

Last Updated: 21 September 1992

Demonstrated ability to successfully accomplish the performance tasks listed below.

Superintendent

In order to serve the students attractive and nutritious meals in an atmosphere of efficiency and cleanliness in harmony with state and federal guidelines, the cook manager shall carry out the following performance tasks:

1.     Supervise and instruct kitchen personnel in the safe, proper, and efficient use of all kitchen equipment.

2.     Maintain the highest standard of safety and cleanliness in the kitchen.

3.     Check food shipments into the school, signing invoices only after each order has been verified.

4.     Determine the quantities of each food to be prepared daily, with assistance from the Hot Lunch Director.

5.     Determine the size of servings to meet the necessary age requirements with the assistance of the Principal.

6.     Prepare food according to a planned menu and tested, uniform recipes, and determine if the finished product is of best quality both in flavor and appearance before it is served. Supervise and assist in the serving of food.

7.     Oversee the locking of the storeroom and maintaining of a correct monthly inventory.

8.     Order all necessary supplies on a weekly basis.

9.     Report immediately any problem in the cafeteria area.

10.     Confer with the Principal regarding any personnel problems.

11.     Report to the Principal any faulty or inferior quality food which is received. Also report equipment in need of repair or replacement.

12.     Supervise and assist with the daily cleaning of all cafeteria equipment and washing and sterilizing of all dishes, silverware, and utensils.

13.     Prepare all reports as directed by the Principal.

14.     Perform such other duties as may be assigned.

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 of when and what type of services will be required by the District so long as employment continues.

Performance of this position will be evaluated periodically by the Principal.

The salary shall be determined by the Board of Trustees.

Last Updated: 21 September 1992

Demonstrated ability to successfully accomplish the performance tasks listed below. Such alternatives to the above qualifications as the administration may find appropriate and acceptable.

Superintendent

In order to provide students and staff with a safe, attractive, comfortable and clean environment in the facilities and grounds, the custodian shall carry out the following performance tasks or supervise the performance of these tasks:

1.     Daily

        a.     Clean and disinfect all bathrooms.

        b.     Clean and disinfect all porcelain fixtures.

        c.     Sweep or vacuum classrooms, hallways and offices.

        d.     Mop classrooms, hallways and office areas when needed.

        e.     Empty wastebaskets, clean mirrors, check dispensers and vending machine.

        f.     Clean and mop entrance ways every night.

        g.     Dust lock tops when needed.

        h.     Spot walls as time allows.

        i.     Dust office.

        j.     Clean gymnasium and multipurpose room.

        k.     Dust student and teachers’ desks and clean blackboards.

2.     Weekly

        a.     Clean and disinfect dressing rooms and shower rooms once a week or more often if needed.

        b.     Wash entrance windows weekly.

3.     As Needed

        a.     Keep grounds free of litter.

        b.     Wash windows in building.

        c.     Fertilize, cut and water lawn.

        d.     Replace bulbs as they burn out.

        e.     Keep sidewalks and steps free of ice and snow.

        f.     Mop and wax floors as needed.

4.     Be alert to duties or jobs that need to be done to maintain facilities in good order.

5.     Make general repairs on equipment and facilities.

6.     Report need for major repairs and professional attention to the Principal or Head Teacher.

7.     Make request for supplies through the administration.

8.     Assume responsibility for the opening and closing of the building each school day and for determining before leaving after work shift that all doors and windows are secured, and all lights, except security lights, are turned off.

9.     Keep an inventory of supplies and equipment.

10.     Supervise student helpers.

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 of when and what type of services will be required by the District so long as employment continues.

Performance of this position will be evaluated periodically by the Principal or Head Teacher.

The salary and vacation time is set by the Board of Trustees. Work schedule is to be arranged with the supervisor (usually the Principal or Head Teacher).

Last Updated: 21 September 1992

Demonstrated interest in and aptitude for the work to be performed; such alternatives to the above qualifications as the District may find appropriate.

Librarian

Superintendent

In order to assist the librarian in the operation of the school library, the library aide shall carry out the following performance tasks:

1.     Be familiar with all library rules, regulations, and procedures.

2.     Catalog or classify and place all books in appropriate places in the library.

3.     Prepare shelf and catalog cards.

4.     Maintain vertical file.

5.     Conduct orientation for student aides in library procedures.

6.     Assist in supervision of student aides.

7.     Mend and repair books and other library materials; supervise work of aides in this respect.

8.     Check books, audio-visual materials and other equipment in and out of the library.

9.     Assist in the supervision of students when library is in use.

10.     Perform such other duties as may be assigned.

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 of when and what type of services will be required by the District so long as employment continues.

Performance of this position will be evaluated periodically by the librarian and Principal.

The salary shall be determined by the Board of Trustees.

Last Updated: 21 September 1992

Demonstrated ability to accomplish the performance tasks listed below.

Building Principal

In order to provide safe and efficient transportation for everyone who uses school district vehicles, the mechanic shall carry out the following performance tasks:

1.     Meet any and all regulations in state and local transportation safety requirements.

2.     Be knowledgeable in auto and truck mechanics.

3.     Do repair work on equipment as reported and/or observed.

4.     Maintain inventory of equipment, supplies, parts, keys, etc.

5.     Oversee the use of consumable auto products such as gas, oil.

6.     Prepare vehicles for seasonal travel.

7.     Promote high standards of safety and good housekeeping methods in all work-connected areas.

8.     Work with Superintendent, Director of Transportation and bus drivers for efficient and safe use of equipment.

9.     Mechanic will be responsible for own hand tools.

10.     Perform such other duties as may be assigned.

11.     Bus drivers must notify the mechanic about a mechanical problem. The problem should be checked out that day or a substitute bus put on that run.

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 of when and what type of services will be required by the District so long as employment continues.

Performance of this position will be evaluated periodically by the Director of Transportation and the Superintendent.

The salary shall be determined by the Board of Trustees.

Last Updated: 21 September 1992

Demonstrated ability to accomplish the performance tasks listed below; such other requirements as the administration may find appropriate and acceptable.

Superintendent of Schools / Board of Trustees

In order to assist the central office administration in the overall operation of the district, the Business Manager shall carry out the following performance tasks:

1.     Keep Superintendent informed concerning the Business operations of the District.

2.     Appraise, review, recommend and implement practices and procedures approved by the Superintendent.

3.     Serve as chief fiscal officer establishing policies and procedures necessary for reporting the financial operations of the District.

4.     Supervise purchasing in accordance with Board policy and direct the preparation, advertising, dissemination and evaluation of all bid documents.

5.     Prepare and issue, under the direction of the Superintendent, articles and news releases covering District activities.

In order to assist the central office administration in the overall operation of the district, the District Clerk shall carry out the following performance tasks:

1.     Keep the records of the proceedings of the Board of Trustees and shall enter in said records all matters required by law, and said records shall be open to inspection by any person, at all reasonable times.

2.     Shall attend all meetings of the Board.

3.     Maintain and update the District policy and procedures manual.

4.     Assist with the pre-meeting material assembly, agenda matters and notification of meetings.

In order to assist the central office administration in the overall operation of the district, the treasurer shall carry out the following performance tasks:

1.     Accounts for the deposit of all district monies in accordance with provisions of the Public Depository law.

2.     Supervises the processing of purchase orders and accounts payable for the District.

3.     Balances books and prepares budget reports as required.

4.     Monitors Investment Pool to insure adequate cash flow.

5.     Prepares District payroll and maintains personnel files.

6.     Prepares District, State, and Federal financial reports as required.

7.     Maintains school lunch records and handles billing processes for lunch charges.

8.     Shall be placed under a fidelity bond issued by a surety company authorized to do business in the State of Idaho.

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 of when and what type of services will be required by the District so long as employment continues.

An 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 administrative office.

Performance of this position will be evaluated periodically by the Superintendent of Schools.

The salary shall be determined by the Board of Trustees.

Last Updated:  17 July 2000

Demonstrated interest in and aptitude for the work to be performed. Such alternatives to the above qualifications as the district may find appropriate.

Superintendent of Schools and/or Principal

To provide social interaction for 3-5 year old students especially those identified as having special needs. Identification process is the use of State Health and Welfare plus school administered tests. This position requires a close working relationship with parents and keen interest in small children. Some but not all the performance tasks are as follows:

1.     Conduct orientation for students and parents in the program.

2.     Maintain close contact with the parents.

3.     Understanding the problems of behavior, learning and emotions experienced by ADHD children in the classroom.

4.     Enhance the curriculum of the existing kindergarten program.

5.     With the Special Education Director, write up I.E.P. goals.

6.     Helping by nurturing the whole child, helping children learn through play. Enrichment-oriented or developmental.

7.     Maintain necessary records to comply with regulations and evaluate student’s progress.

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 of when and what type of services will be required by the District so long as employment continues.

Performance of this position will be evaluated periodically by the Superintendent of Schools.

The salary shall be determined by the Board of Trustees.

Last Updated: 21 September 1992

Demonstrated ability to accomplish the performance tasks listed below; such other requirements as the administration may find appropriate and acceptable.

Superintendent of Schools /District Clerk/Treasurer/ Building Principal / Curriculum and Testing Coordinator

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 of when and what type of services will be required by the District so long as employment continues.

Performance of this position will be evaluated periodically by the Superintendent principal or a designee in conformance with district policy relating to evaluation of classified employees.

The salary shall be determined by the Board of Trustees.

Last Updated: 18 August 2008

Policy 439.10 - Job Description - Transportation Supervisor

Qualifications:

PRIMARY RESPONSIBILITY TO: Superintendent

JOB SUMMARY: Acts as the operations director for the pupil transportation system.

MAJOR DUTIES AND RESPONSIBILITIES:

TERMS OF EMPLOYMENT:

This position shall be considered in all respects "employment at will". This "employment period" and other descriptions and terms set forth in this job description shall not create a property right in the employee. These are set forth only to advise the employee of when and what type of services will be requested by the District so long as the employment continues.

Last Updated: 19 November 2007

Youth employment, under state or federally funded programs, is authorized under the provisions of this policy.

Applicants for employment, under the provisions of this policy, must meet all requirements of the funding agency.

In addition, successful applicants must be high school students, except that other eligible youth may be employed if high school students are not available or when required by law or regulation.

Eligible youth may be employed during the summer months only.

Student employment shall be confined to a maximum of eighty (80) hours per week with no more than two (2) employees working at the same time.

Youth employment programs are primarily used to make students aware of good work habits. With this as a goal of the District, the following shall apply:

1.     The Superintendent shall prepare a list of the conditions of employment. Said list shall include, but not be limited to, the following:

        a.     Work schedule shall be established and followed;

        b.     Hours of work shall be strictly observed;

        c.    Working conditions shall simulate conditions of regular employment as closely as possible.

Last Updated: 13 January 1992

Whenever possible substitute teachers will have certification or state authorization in the subject area and at the appropriate grade level for which they are substituting.

Substitutes will be assigned on the basis of certification, experience and ability. Teachers not properly certified or in possession of proper state authorization may be used only when properly certified or authorized personnel are not available at the time of need or when the administrator has determined that it is in the best interest of the school and not in conflict with state laws or regulations.

Teachers may request substitutes by name, however, they are not to make contact or commit the District to specific substitutes without the administrator’s approval.

Substitute pay will be established yearly when regular teacher salaries are set. Premium pay will be given only for substitutes who are properly certified.

Last Updated: 13 January 1992

Personnel serving on a substitute or temporary basis in the school district shall meet the requirements of the particular position. Every effort shall be made to fill temporary positions with substitutes who have preparation equal to that of the regular personnel.

Last Updated: 21 September 1992