WHITLEY COUNTY CONSOLIDATED SCHOOLS
EMPLOYEE HANDBOOK
CERTIFICATED STAFF
effective July 1, 1993
| *PLEASE NOTE: This document was last approved in 1993. Several of these procedures have been replaced by newly approved board policies, administrative guidelines, state & federal laws, etc. |
TABLE OF CONTENTS
FOREWORD
MISSION STATEMENT
VISIONS
BELIEFS
OBJECTIVES
TEACHING CONDITIONS
CLASS SIZE
INTERRUPTIONS
TELEPHONES
ASSIGNMENTS & TRANSFERS
JOB SHARING
PERFORMANCE APPRAISAL
JUST CAUSE
VACANCIES
CONTRACTED SERVICES
ABSENCE OF TEACHERS
RETURN FROM LEAVES
SUBSTANCE ABUSE RESOURCES
STUDENT REGULATIONS
DISMISSAL OF STUDENTS
STUDENT ACCIDENT
REPORTING OF CHILD ABUSE
INSTRUCTIONAL TRIPS
FUNDRAISING / SELLING - TEACHER / STUDENT ORGANIZATIONS
SELLING AND ADVERTISING - NON-SCHOOL GROUPS
MILEAGE CHART AND REIMBURSEMENT LIMITS
MEETINGS OF THE BOARD
This handbook has been created through the cooperative efforts of the School Board, Administration, and the Whitley County Teacher’s Association. It describes the practices and policies necessary to carry out the philosophy and aims of our school system.
This handbook is a companion to the Master Contract for Teacher and will be reviewed annually. Every effort will be made to keep the various sections up to date. Any changes that need to be made will be made only after discussion between the administration and WCTA. This handbook is subject to the grievance procedure contained in the Master Contract. Therefore, no changes will be made to the handbook concerning any matter under current grievance without mutual agreement between the administration and WCTA.
As school employees, teachers should feel free to make suggestions to the administration of WCTA pertaining to these policies and practices.
The Whitley County Consolidated Schools Board of School Trustees affirms that it is the policy of this corporation not to discriminate on the basis or race, color, sex, handicap, or national origin.
Whitley County Consolidated Schools will prepare its community of learners for the challenges and opportunities of today and tomorrow.
School Community
WE ENVISION:
- The school community includes students, teachers, administrators, staff, parents, and the community at-large.
- The community of parents, school, and patrons in a working partnership to create more dynamic and effective learning experiences for all.
- Schools that provide lifelong educational opportunities to all community members
- Accountability by the total school community for learning.
- Shared resources to benefit all.
- The school community in partnership with community leadership anticipating future community needs.
Equal Access
WE ENVISION:
- A school system that assures equal access to high quality school, community resources, and student support services.
- Schools cooperating with other community agencies to provide support and auxiliary services to students and families, such as but not limited to, parent support groups, parenting skills classes, and latch key programs.
WE ENVISION:
- Each of our students having a positive image as a result of the school experience.
- A performance-based curriculum emphasizing students’ ability to understand and solve problems using higher level thinking skills for lifelong learning.
- Students learning to learn.
- A curriculum which includes the use of technology, life-skills learning, and global and cultural understanding.
- A curriculum that is responsive to diverse and emerging needs.
- The total community is a vehicle for curriculum development and implementation.
- A variety of extra-curricular activities to allow each student to achieve personal satisfaction.
WE ENVISION:
- A high quality educational process that actively involves each student in his/her own learning, supports innovation in instruction, supports time restructuring for learning and recognizes the importance of everyone while encouraging student success within a positive environment.
WE ENVISION:
- An energetic, dedicated community of learners where there is an ongoing investment in staff development and an effective appraisal process that rewards quality performance.
WE ENVISION:
- Facilities that are conducive to excited learning, providing a caring and nurturing environment that ensures equitable opportunities for students and the community.
WE BELIEVE:
- A positive, self confident student who can learn from failures and successes will result from the quality relationship between teacher, student, parent, and community
- Schools must become valued and respected as an essential community resource.
- The primary purpose of education is to appropriately challenge each child.
- The educational process requires a professional staff which is competent, student-centered and is actively learning.
- All students must have the same opportunity to benefit from all available resources.
- Student needs and programming decisions must be established prior to making staff and facility decisions.
- Shared high expectations foster high levels of achievement.
- All students and staff can learn and grow, and must be responsible and accountable for their experiences and education.
- The school community must produce socially responsible citizens.
- A curriculum must be responsive, exciting, hands-on, and relevant; providing access to opportunities and knowledge for all students.
- National educational goals and Indiana 2000 goals are important and must be accomplished by WCCS.
- By September of 1992, an educational plan will be developed that enables equitable, efficient, and effective programming for all students from which a comprehensive facility plan will be developed.
- By November of 1992, WCCS will develop and support a plan for staff development that encourages joint responsibility for implementation of new curriculum, teaching techniques and ideas.
- By September of 1993, WCCS will develop school and parent partnerships that significantly increase participation, communication and focus on the individual welfare of all students in the schools.
- By September of 1993, WCCS will develop school and community partnerships that significantly increase participation, communication and focus on the individual welfare of all students in the schools.
- By January of 1994, WCCS will implement a continuing education curriculum to serve the needs or desires of adult learners.
- Beginning with the 1994-95 school year, each student will participate in a community service program as a school project at least one time each year.
- By August of 1996, WCCS will develop a performance-based curriculum that will emphasize student’s ability to solve problems using technology and higher level thinking skills.
- By August of 1996, a plan will be implemented to assess each student’s progress toward achieving individual goals based on competencies as prescribed by the performance-based curriculum.
Space will be made available in each school for a workroom / lounge area where teachers may do lesson planning, prepare instructional materials, eat lunch, conduct meetings, and engage in other professional activities. Each school should also have restroom and lavatory facilities available exclusively for adult use.
Teachers shall be given access to a telephone where they may conduct a private conversation. An area shall also be made available for confidential parent-teacher conferences.
Teachers may not be required to participate in extra-curricular activities or accept extra-curricular positions.
A teacher’s class shall not be observed by persons other than school personnel without prior approval by the building principal and the teacher.
Teacher’s of elementary students shall not be required to remain with their students while receiving regular instruction from a “special” teacher. However, teachers may be required to help supervise their students when preparing for or participating in special activities.
Instructional assistants assigned to classrooms will work on an established schedule. A teacher may expect an instructional assistant to provide services according to the established schedule unless the instructional assistant is not present for work or the teacher has been informed in advance of a change in schedule. An instructional assistant shall work under the supervision of the teacher during the time the assistant is assigned to that teacher’s class.
Class size is an important consideration in providing an effective learning environment for students. Generally, teacher are best able to determine the most appropriate class size for a particular grade, subject, or grouping of students.
A teacher should discuss the issue with the building administrator if
the teacher believes he / she has been assigned a class which will have
a negative effect on the educational process because of the number / nature
of student involved. If the teacher and building administrator are
not able to resolve the issue, then the following appeal procedure will
be available to the teacher.
A. The teacher shall make a written request to the building administrator outlining the problem.B. Within five (5) school days of receipt of the written request, the administrator shall notify the Curriculum Director, who shall convene a Class Size Appeal Committee.
C. The Class Size Appeal Committee shall meet within ten (10) days of the date of the request and hear the arguments in favor of reducing class size.
D. The Appeal Committee shall consist of the Curriculum Director and one (1) other administrator plus two (2) teachers appointed by the WCTA.
E. The Appeal Committee shall have the authority to recommend to the Superintendent:
- The transfer of students to another class in the same or different building.
- The assignment of additional help (i.e., instructional assistants)
- The procurement of additional material or curriculum resources.
- The provision of corporation paid training or in-service for the teacher.
- Any other relief as they deem appropriate.
F. The Superintendent will either implement the
recommendation as outlined by the Committee within five (5) days after
receiving the Committee’s recommendation or will explain in writing the
reason why the relief recommended cannot be granted.
Time on task is very important to the educational process. Therefore, interruptions to the teaching / learning process will be kept to a minimum. Students, visitors, and school personnel will be allowed to interrupt a classroom only when necessary. Use of the intercom system will be limited to emergency situations and to specific times each day for announcements.
Teachers are not to be called from the classroom to answer calls except in an emergency. Teachers may place long distance calls by charging them to their home number or credit card. All school groups shall pay for their toll calls.
Teachers in Whitley County Consolidated Schools are assigned duties and work locations by the administration. In all cases, decisions are made to serve the best interests of each building and the total corporation. Consideration is given to qualifications, licensing, experience, length of service, performance and preference of teachers.
Itinerant teachers will receive appropriate planning time in addition to the time needed to travel between schools. Itinerant teachers will have use of appropriate work and storage space in each building to which they are assigned. When available, these spaces will be reserved for exclusive use by the itinerant teachers.
A teacher who desires a change in assignment or a transfer to another building should inform the superintendent. Such requests will be honored provided an appropriate vacancy exists or a trade can be arranged within the limits of the considerations in the first paragraph of this section.
Notice will be given a month or more before any change in work assignment made by the administration, except in the case of an emergency. In such cases, a teacher will be informed at least five (5) work days before any change takes effect. The possibility of such short notice is primarily necessary because of potential changes needed at the beginning of a school year as a result of the Primetime program. Usually notice will be given before the end of a current school year for changes that will be in effect at the beginning of the following year.
If a teacher does not wish to accept a new assignment, the teacher may try to find someone willing to trade positions. If this option is not successful, the teacher must either accept the change, submit a resignation or request a leave of absence.
Any decisions concerning assignments and transfers may be appealed by following the complaint procedures in Policy 430. Details of the entire assignments and transfers process are contained in Policy 310.
There are times when full-time employment may not be in the best interest of an employee. In some of those cases, a part-time job may be desirable. It may be necessary to split a job in order to make part-time employment available. The following guidelines will be followed when such arrangement is possible and desirable.
- It shall be the responsibility of the employee initially interested in job sharing to inform the appropriate administrator. The provisions of Policy 310 – Assignments and Transfers will be followed in an attempt to secure a partner for the job sharing arrangement.
- All employees involved in a job sharing arrangement must be participating on a voluntary basis.
- The total Full Time Equivalent for a position being shared shall not exceed ninety-eight percent (98%) FTE.
- Employees working less than fifty percent (50%) of a position shall not receive benefits other than leave provisions.
- All participants in a job sharing arrangement which lasts longer than one hundred nineteen (119) days in a school year shall receive a full year credit for placement on salary schedules and seniority status.
- Each employee who agrees to participate in a job sharing arrangement must remain in said arrangement until another position for which the employee is qualified becomes available. At such time, the employee should follow the provision of Policy 310 -–Assignments and Transfers if a transfer is desired.
- Each job sharing situation will be evaluated annually by the administration to determine if it should be continued. If it is determined that a particular arrangement should be discontinued, the provisions of Policy 310 – Assignments & Transfers and / or Policy 311 – Reduction in Force will be followed to determine placement of the employees involved.
- Job sharing may not be initiated by the Board or administration for the purpose of reducing staff, reducing expenses, or disciplining a staff member.
The “Teacher Appraisal Process” field tested in 1991-92 shall be the process by which teachers are formally evaluated. Permanent teachers shall be formally evaluated only once every three years unless they agree to be involved more frequently, are on an intensive assistance program, or have declined to participate in an intensive assistance program.
The primary purpose of teacher performance appraisal is formative assistance. The administration is committed to provide a systematic and comprehensive plan of improvement for each teacher who is involved in an intensive assistance program. No permanent teacher will be dismissed at the end of their first year on an intensive assistance program for performance / competency related issues.
A teacher may be disciplined, reprimanded, or suspended without pay for a variety of reasons. A teacher may also be dismissed for “other good and just cause”. In each of these cases, the steps below will be followed.
- The teacher will be given advance written warning of the possible or probably consequences of his/her conduct with regard to the issue.
- Any rule or order must be reasonably related to the efficient and safe operation of the corporation.
- Before administering discipline, the administration will make an effort to discover whether the teacher did, in fact, violate a rule or order of the corporation.
- The administration will conduct the investigation fairly and objectively.
- The investigation must produce evidence or proof that the teacher was guilty as charged.
- The rules, orders, and penalties of the corporation will be applied without discrimination.
- The degree of discipline administered in each particular case will be reasonably related to the seriousness of the offense and the teacher’s record of work performance.
All vacancies and new positions will be advertised in all work locations. Advertisements will include a list of duties and qualifications and the procedures to follow to make application for positions.
Vacancies in positions for which compensation is provided according to the Additional Compensation Schedule (Article VII of the Master Contract for Teachers) shall be advertised to members of the regular teaching staff. Vacancies shall not be advertised outside the regular teaching staff until it is assured that all staff members have had the opportunity to express an interest in the positions available.
The Board will not sub-contract with any outside individual and / or firm for work that is regularly and routinely performed by teachers without prior approval of WCTA. This practice will not prohibit the addition of new services on a temporary basis. This practice is intended to discourage sub-contracting with an outside individual and / or firm for service previously performed by a teacher.
When a teacher will not be able to report for duty, the teacher must contact Rae McCay to arrange for a substitute. She may be contacted at the high school between 6:45 a.m. and 12:00 p.m. at 244-6136, extension 216. It is preferred that teachers contact Mrs. McCay during that time to arrange for a substitute when an absence has been planned. In emergency situations, teachers may contact Mrs. McCay at home (244-5026) in the evening or between 6:00 a.m. and 6:15 a.m. It will be helpful to contact her as soon as the need for a substitute is known. The teacher must file an Absence Report (Form B) when returning from any absence, whether or not prior notice was given. This form is necessary to efficiently keep accurate payroll and leave records.
A teacher granted an extended leave of absence will be guaranteed an assignment within the teacher'’ s licensed areas upon return from the leave. This practice will not be followed for a teacher who may be affected by a Reduction-in-Force.
It will be the intent of the administration to have a teacher returning from leave return to the same assignment held previous to taking the leave. When possible, the teacher will be informed a month in advance if he / she will not be returning to the same assignment. The specific reasons for the change in assignment will be shared with the teacher at that time. A teacher who does not wish to accept the new assignment may initiate the voluntary transfer procedures in Policy 310.
In compliance with Policy 305, all administrators have a list of community agencies that can provide assistance to employees experiencing problems with substance abuse. Any employee who has a problem with personal substance abuse will be given the option for rehabilitation prior to dismissal pursuant to Policy 305.
Staff members should become thoroughly familiar with all regulations and procedures relative to student discipline, grading, class placement, attendance, and other student personnel issues. Each staff member will receive copies of the student handbook and any other student regulation materials as may apply to the building(s) in which the staff member works.
Students ARE NOT to leave their respective buildings without a permit signed by the principal or a person designated by the principal. Students ARE NOT to be called or dismissed from classes except as authorized by a permit SIGNED by another staff member. Teachers SHOULD NOT ask permission for students to leave a building during school hours except in cases of absolute necessity.
Students may occasionally be asked to present special numbers or programs before clubs, societies, and other groups during the school day. These student absences should be kept to a minimum and in all instances receive the approval of the respective principal. Approval by the principal shall mean the absence is justifiable and the students involved should not be questioned nor penalized.
The supervising teacher should immediately report any student accident to the building administrator. The teacher should also complete the appropriate student accident report form.
Any employee of Whitley County Consolidated Schools who suspects that a child's physical or mental health or welfare may be adversely affected by abuse or neglect shall report such to the principal, who shall report such information as may be required to the Whitley County Welfare Department or a local law enforcement agency. (The principal will inform the employee in writing when the information has been referred to the next, appropriate level.) It is not the responsibility of the school employee to prove that the child has been abused or neglected, or to determine whether the child is in need of protective services. School employees shall not contact the child's family or any other persons to determine the cause of the suspected abuse or neglect.
Welfare personnel may need access to students to investigate child abuse or neglect cases while school is in session. School personnel shall not inform parents of nor hinder such investigations.
The use of community resources for instructional trips is to be encouraged. Such trips have more educational value if those in charge use proper preliminary and follow-up activities. All teachers are to secure approval from their building principal before any trip is planned. No trip should be discussed with students until the proposed trip has previously been approved by the principal. The principal shall be responsible for approving chaperones and making transportation arrangements through the central office. A parent permit slip is required for each student who makes a trip on school time.
Neither teachers nor organizations are permitted to sell any articles to the students for use in school work unless first approved by the principal.
Teachers, students, student groups, and other school employees shall not have the right to solicit funds nor sell merchandise in the school nor to the public for the school nor for any school activity without permission from the principal.
The taking of school pictures for sale to the children is permissible once each year. This does not include team or other group pictures.
There shall be no distribution through the schools of any material except educational material that has been approved by the superintendent. Such material shall be free from any interpretation of personal, political, religious, or commercial advantage to those who may desire to request such distribution. Material with unobjectionable advertising of national nature many be approved by the superintendent.
Solicitors and salespersons are not to visit teachers nor other school employees during working hours without the approval of the superintendent. Representatives of welfare agencies, publishers of school textbooks, and companies handling school supplies must first secure permission to see a teacher or other employee from the principal unless the teacher or other employee has been assigned the responsibility for purchasing.
There shall be not tickets sold in the schools except for school activities without the consent of the building principal.
Advertisements of any non-school activities are not to be posted or distributed in the schools, except by special permission of the building principal.
Staff members traveling on school business who have received proper
prior approval will be reimbursed for expenses according to the following
guidelines.
- Carpooling is to be used whenever possible. When more than four (4) persons are attending the same activity, a school vehicle should be used if available.
- Other appropriate travel expenses directly related to the approved activity will be reimbursed.
- Appropriate registration fees will be paid in full. Expenses for entertainment or other optional fees of a personal nature cannot be reimbursed.
Bloomington 170 Chicago 156
Churubusco 12 Fort Wayne 22.5
Franklin 150 French Lick 225
Huntington 20 Indianapolis 120
Lafayette 112.5 Muncie 75
South Bend 77.5 Terre Haute 180
Valparaiso 92 Warsaw 20
Coesse 7 Wash-Jeff West 9
Thorncreek 5 Columbia 3
Wash-Jeff East 13 Etna Troy 10
Marshall 1
Regular public meetings of the Board are held at 7:00 p.m. on the third
Tuesday of each month in the auditorium of Columbia City High School.
Most special meetings and Executive Session meetings of the Board are held
at the Ralph Bailey Administration Center. Proper legal notice will
be given of the time, date, location, and agenda of each meeting.
| *PLEASE NOTE: This document was last approved in 1993. Several of these procedures have been replaced by newly approved board policies, administrative guidelines, state & federal laws, etc. |
Created by: Teri Kruger, Director of Personnel
website updated: 02/23/2000
