Filling Licensed Personnel Vacancies. In filling personnel vacancies, interested and qualified teachers in the system will be considered before employing someone from outside the District; however, District needs will be met before considering personal interests. (Cross reference Policy 4115.) There shall be no discrimination in the hiring process on the basis of race, color, creed, sex, sexual orientation, genetic information, religion, national origin, ancestry, age, marital status or disability. Prior to hiring any person, in accordance with state law, the District shall conduct background checks with the Colorado Department of Education and previous employers regarding an applicant’s eligibility for employment. In all cases where credit reports are used in the hiring process, the District shall comply with the Fair Credit Reporting Act. LEGAL REFS.: 15 U.S.C. 1681 et. seq. (Fair Credit Reporting Act) C.R.S. 00-00-000 (1) (discriminatory and unfair employment practices) CROSS REFS.: AC, Nondiscrimination/Equal Employment Opportunity Revised: June 25, 2013 Adopted: September 9, 2013 Effective: July 1, 2013 21st Century Partnership, Memorandum of Understanding During the 2018-2019 school year, schools will have the opportunity to develop progressive approaches for improvements to operational effectiveness and efficiencies. In order to meet the District’s overall goals to maximize and increase student achievement and wellbeing, schools will have the opportunity to apply for a 21st Century Partnership. This partnership allows for a school to waive specific policy language for a specific period of time. All partnerships will be subject to review and evaluation. A waiver, which may be initiated by any staff member, must be submitted to the 21st Century Partnership Committee in writing as outlined below: All waiver requests will be reviewed, approved and jointly submitted by a building principal and AR to the 21st Century Partnership Committee – Attn: CCEA and CCSE at Educational Service Center. A copy should be sent to both CCEA and CCSD. A statement must be submitted specifically explaining the policy provisions for which the waiver is being requested such as, but not limited to, program implementation, after school tutorials, after school PLCs, etc. A written rationale for the waiver must explain why it is necessary and how it is linked to increasing student achievement and serving the whole child. The proposal must include a timeline for implementation and evaluation. The completed proposal must be available for review to all affected parties for at least 10 working days prior to an anonymous voting process. Evidence of support for the requested waiver must have 100% of the impacted employees in agreement for the 2018-2019 school year. For the purposes of the 2019 negotiations, both parties agree to assess the effectiveness of this approach. Applicants must re-submit the proposal annually to be evaluated by the committee. No multi-year proposals will be accepted during the 2018-2019 school year; however, multi-year proposals may be considered during the 2019 negotiations. All approved proposals will be published on the HR website. 21st Century Waivers cannot be utilized for the following: Salary Benefits Status – probationary and non-probationary New policy language within its first year of implementation The 21st Century Partnership Committee will consist of the following: Three (3) members from the CCEA Leadership Team, Three (3) members from the District which would include: o Two from Human Resources o One from Educational Operations directly responsible for overseeing the school or department Approval of any proposal must have 100% support of the 21st Century Partnership Committee. The 21st Century Partnership Committee will meet as needed and decisions will be made by consensus and are final with no recourse for appeal. Decisions will be communicated no later than 15 working days. Adopted: August 13, 2018 Effective: July 1, 2018
Appears in 3 contracts
Samples: Negotiated Agreement, Negotiated Agreement, Negotiated Agreement
Filling Licensed Personnel Vacancies. In filling personnel vacancies, interested and qualified teachers in the system will be considered before employing someone from outside the District; however, District needs will be met before considering personal interests. (Cross reference Policy 4115.) There shall be no discrimination in the hiring process on the basis of race, color, creed, sex, sexual orientation, genetic information, religion, national origin, ancestry, age, marital status or disability. Prior to hiring any person, in accordance with state law, the District shall conduct background checks with the Colorado Department of Education and previous employers regarding an applicant’s eligibility for employment. In all cases where credit reports are used in the hiring process, the District shall comply with the Fair Credit Reporting Act. LEGAL REFS.: 15 U.S.C. 1681 et. seq. (Fair Credit Reporting Act) C.R.S. 00-00-000 (1) (discriminatory and unfair employment practices) CROSS REFS.: AC, Nondiscrimination/Equal Employment Opportunity Revised: June 25, 2013 Adopted: September 9, 2013 Effective: July 1, 2013 21st Century Partnership, Memorandum of Understanding During the 2018-2019 school year, schools will have the opportunity to develop progressive approaches for improvements to operational effectiveness and efficiencies. In order to meet the District’s overall goals to maximize and increase student achievement and wellbeing, schools will have the opportunity to apply for a 21st Century Partnership. This partnership allows for a school to waive specific policy language for a specific period of time. All partnerships will be subject to review and evaluation. A waiver, which may be initiated by any staff member, must be submitted to the 21st Century Partnership Committee in writing as outlined below: • All waiver requests will be reviewed, approved and jointly submitted by a building principal and AR to the 21st Century Partnership Committee – Attn: CCEA and CCSE at Educational Service Center. A copy should be sent to both CCEA and CCSD. • A statement must be submitted specifically explaining the policy provisions for which the waiver is being requested such as, but not limited to, program implementation, after school tutorials, after school PLCs, etc. • A written rationale for the waiver must explain why it is necessary and how it is linked to increasing student achievement and serving the whole child. • The proposal must include a timeline for implementation and evaluation. • The completed proposal must be available for review to all affected parties for at least 10 working days prior to an anonymous voting process. • Evidence of support for the requested waiver must have 100% of the impacted employees in agreement for the 2018-2019 school year. For the purposes of the 2019 negotiations, both parties agree to assess the effectiveness of this approach. • Applicants must re-submit the proposal annually to be evaluated by the committee. • No multi-year proposals will be accepted during the 2018-2019 school year; however, multi-year proposals may be considered during the 2019 negotiations. • All approved proposals will be published on the HR website. 21st Century Waivers cannot be utilized for the following: • Salary • Benefits • Status – probationary and non-probationary • New policy language within its first year of implementation The 21st Century Partnership Committee will consist of the followingthefollowing: • Three (3) members from the CCEA Leadership Team, Three (3) members from the District which would include: o Two from Human Resources o One from Educational Operations directly responsible for overseeing the school or department Approval of any proposal must have 100% support of the 21st Century Partnership Committee. The 21st Century Partnership Committee will meet as needed and decisions will be made by consensus and are final with no recourse for appeal. Decisions will be communicated no later than 15 working days. Adopted: August 13, 2018 Effective: July 1, 20182018 Career and Technical Education, Memorandum of Understanding Cherry Creek School District (CCSD) and the Cherry Creek Education Association (CCEA) agree to continue the committee for the 2020-2021 school year to address Career and Technical Education. The Career and Technical Education (CTE) committee is charged with reviewing current policy language, exploring other comparable districts’ policies/policy language, and proposing solutions to hire and/or retain CTE teachers. The committee will seek guidance from a variety of CTE specialists, CTE programs, CDE, and any CTE-related research on compensation and equity of job requirements. The committee will create a thoughtful proposal with recommended options. The committee will be comprised of no more than eight (8) members. The District will appoint up to four
Appears in 2 contracts
Samples: Negotiated Agreement, Negotiated Agreement
Filling Licensed Personnel Vacancies. In filling personnel vacancies, interested and qualified teachers in the system will be considered before employing someone from outside the District; however, District needs will be met before considering personal interests. (Cross reference Policy 4115.) There shall be no discrimination in the hiring process on the basis of race, color, creed, sex, sexual orientation, genetic information, religion, national origin, ancestry, age, marital status or disability. Prior to hiring any person, in accordance with state law, the District shall conduct background checks with the Colorado Department of Education and previous employers regarding an applicant’s eligibility for employment. In all cases where credit reports are used in the hiring process, the District shall comply with the Fair Credit Reporting Act. LEGAL REFS.: 15 U.S.C. 1681 et. seq. (Fair Credit Reporting Act) C.R.S. 00-00-000 (1) (discriminatory and unfair employment practices) CROSS REFS.: AC, Nondiscrimination/Equal Employment Opportunity Revised: June 25, 2013 Adopted: September 9, 2013 Effective: July 1, 2013 Educators of Color, Memorandum of Understanding The District and the Association have a shared interest in attracting and retaining educators of color so all our students work with a racially and ethnically diverse faculty and staff. Both parties agree that in order for the District to ensure equitable opportunities for all students and to achieve Inclusive Excellence, they must collaborate to hire more educators of color and to retain them. The Office of Human Resources and Association leadership will meet regularly and collaborate to examine the district’s initiatives for attracting and retaining educators of color. In addition, Human Resources will share its efforts towards achieving Workforce Excellence as a part of the district’s Strategic Plan. These efforts could include, but are not limited to, the following: • Supporting and engaging in district affinity groups • Examining the results from “stay” surveys and/or exit interviews • Training hiring committee members to recognize implicit bias • Exploring new pathways and/or private-public partnerships to “grow our own” educators of color • Supporting buildings to set their own goals for hiring educators of color An update and any recommendation, if necessary, will be provided to the negotiations teams by March 2022. Proposed: May 6, 2021 Adopted: June 23, 2021 Effective: July 1, 2021 21st Century Partnership, Memorandum of Understanding During the 2018-2019 school year, schools will have the opportunity to develop progressive approaches for improvements to operational effectiveness and efficiencies. In order to meet the District’s overall goals to maximize and increase student achievement and wellbeing, schools will have the opportunity to apply for a 21st Century Partnership. This partnership allows for a school to waive specific policy language for a specific period of time. All partnerships will be subject to review and evaluation. A waiver, which may be initiated by any staff member, must be submitted to the 21st Century Partnership Committee in writing as outlined below: • All waiver requests will be reviewed, approved and jointly submitted by a building principal and AR to the 21st Century Partnership Committee – Attn: CCEA and CCSE at Educational Service Center. A copy should be sent to both CCEA and CCSD. • A statement must be submitted specifically explaining the policy provisions for which the waiver is being requested such as, but not limited to, program implementation, after school tutorials, after school PLCs, etc. • A written rationale for the waiver must explain why it is necessary and how it is linked to increasing student achievement and serving the whole child. • The proposal must include a timeline for implementation and evaluation. • The completed proposal must be available for review to all affected parties for at least 10 working days prior to an anonymous voting process. • Evidence of support for the requested waiver must have 100% of the impacted employees in agreement for the 2018-2019 school year. For the purposes of the 2019 negotiations, both parties agree to assess the effectiveness of this approach. • Applicants must re-submit the proposal annually to be evaluated by the committee. • No multi-year proposals will be accepted during the 2018-2019 school year; however, multi-year proposals may be considered during the 2019 negotiations. • All approved proposals will be published on the HR website. 21st Century Waivers cannot be utilized for the following: • Salary • Benefits • Status – probationary and non-probationary • New policy language within its first year of implementation The 21st Century Partnership Committee will consist of the followingthefollowing: • Three (3) members from the CCEA Leadership Team, • Three (3) members from the District which would include: o Two from Human Resources o One from Educational Operations directly responsible for overseeing the school or department Approval of any proposal must have 100% support of the 21st Century Partnership Committee. The 21st Century Partnership Committee will meet as needed and decisions will be made by consensus and are final with no recourse for appeal. Decisions will be communicated no later than 15 working days. Adopted: August 13, 2018 Effective: July 1, 20182018 Term of Employment, Policy 4111 As provided in the "Teacher Employment, Compensation, and Dismissal Act," any teacher employed for three full consecutive years, and elected for the fourth year attains a status of teacher and thereafter may be dismissed only for cause upon charges filed and acted upon by the Board. Teacher status likewise protects the teacher against salary reductions other than a general salary reduction applicable to at least 50 percent of all teachers of the district. Revised: December 10, 1990 Adopted: December 10, 1990 Effective: July 1, 1990 Renewal of Contracts of Probationary Teachers, Policy 4173 It is the belief of the Board of Education that it must have the complete freedom and latitude in determining whether or not to renew the contracts of probationary teachers. This belief is derived from the recognition by the Board of Education that it has a most serious obligation to secure the best teachers possible for Cherry Creek School District and in a realization that only by careful selection and screening can this obligation be carried out. Therefore, it is the policy of the Board of Education to maintain complete freedom in the selection and retention of probationary teachers. However, the Board of Education and administration will, subject to such exceptions as the Board of Education in its sole discretion may determine are necessary or advisable, look to the performance evaluation of teachers by the Superintendent and principals with regard to whether or not to renew contracts and determination will then be made as follows:
Appears in 1 contract
Samples: Negotiated Agreement
Filling Licensed Personnel Vacancies. In filling personnel vacancies, interested and qualified teachers in the system will be considered before employing someone from outside the District; however, District needs will be met before considering personal interests. (Cross reference Policy 4115.) There shall be no discrimination in the hiring process on the basis of race, color, creed, sex, sexual orientation, genetic information, religion, national origin, ancestry, age, marital status or disability. Prior to hiring any person, in accordance with state law, the District shall conduct background checks with the Colorado Department of Education and previous employers regarding an applicant’s eligibility for employment. In all cases where credit reports are used in the hiring process, the District shall comply with the Fair Credit Reporting Act. Cherry Creek School District Xx. 0, Xxxxxxxxx Xxxxxxx, XX 00000 Page 1 of 2 LEGAL REFS.: 15 U.S.C. 1681 et. seq. (Fair Credit Reporting Act) C.R.S. 00-00-000 (1) (discriminatory and unfair employment practices) CROSS REFS.: AC, Nondiscrimination/Equal Employment Opportunity Revised: June 25, 2013 Adopted: September 9, 2013 Effective: July 1, 2013 21st Century PartnershipCherry Creek School District Xx. 0, Memorandum Xxxxxxxxx Xxxxxxx, XX 00000 Page 2 of Understanding During 2 Term of Employment As provided in the 2018-2019 school year"Teacher Employment, schools will have Compensation, and Dismissal Act," any teacher employed for three full consecutive years, and elected for the opportunity to develop progressive approaches for improvements to operational effectiveness fourth year attains a status of teacher and efficiencies. In order to meet the District’s overall goals to maximize and increase student achievement and wellbeing, schools will have the opportunity to apply for a 21st Century Partnership. This partnership allows for a school to waive specific policy language for a specific period of time. All partnerships will be subject to review and evaluation. A waiver, which thereafter may be initiated dismissed only for cause upon charges filed and acted upon by any staff member, must be submitted the Board. Teacher status likewise protects the teacher against salary reductions other than a general salary reduction applicable to the 21st Century Partnership Committee in writing as outlined below: All waiver requests will be reviewed, approved and jointly submitted by a building principal and AR to the 21st Century Partnership Committee – Attn: CCEA and CCSE at Educational Service Center. A copy should be sent to both CCEA and CCSD. A statement must be submitted specifically explaining the policy provisions for which the waiver is being requested such as, but not limited to, program implementation, after school tutorials, after school PLCs, etc. A written rationale for the waiver must explain why it is necessary and how it is linked to increasing student achievement and serving the whole child. The proposal must include a timeline for implementation and evaluation. The completed proposal must be available for review to all affected parties for at least 10 working days prior to an anonymous voting process. Evidence 50 percent of support for the requested waiver must have 100% all teachers of the impacted employees in agreement for the 2018-2019 school yeardistrict. For the purposes of the 2019 negotiationsRevised: December 10, both parties agree to assess the effectiveness of this approach. Applicants must re-submit the proposal annually to be evaluated by the committee. No multi-year proposals will be accepted during the 2018-2019 school year; however, multi-year proposals may be considered during the 2019 negotiations. All approved proposals will be published on the HR website. 21st Century Waivers cannot be utilized for the following: Salary Benefits Status – probationary and non-probationary New policy language within its first year of implementation The 21st Century Partnership Committee will consist of the following: Three (3) members from the CCEA Leadership Team, Three (3) members from the District which would include: o Two from Human Resources o One from Educational Operations directly responsible for overseeing the school or department Approval of any proposal must have 100% support of the 21st Century Partnership Committee. The 21st Century Partnership Committee will meet as needed and decisions will be made by consensus and are final with no recourse for appeal. Decisions will be communicated no later than 15 working days. 1990 Adopted: August 13December 10, 2018 1990 Effective: July 1, 20181990 Individual Records It will be the personal responsibility of each teacher to have on file in the Office of Human Resources a copy of a valid State credential, appropriate to the type of service to be rendered. The minimum record on file in the Office of Human Resources will include an accurate record of professional training and experience, including a transcript of college and/or university credits. Each teacher will be responsible for supplying the Office of Human Resources with all other information necessary to keep records current, official transcripts of credits and license renewals. The teacher has the right and responsibility to review his/her personnel file and has the opportunity to prepare written comments on material contained therein. Revised: November 14, 1988 Adopted: December 12, 1988 Acceptance to a Different Position/Transfer/Displacement/Exchange Acceptance to a Different Position To meet staff desires, any teacher may request s/he be accepted into a different position for the ensuing year. Every effort will be made to honor such requests when it is in the best interests of the individual and the total school program. Acceptance into different positions will be approved by the Superintendent, or designee, if it does not involve a change in position classification, and by the Board upon the recommendation of the Superintendent in those cases involving a change in position classification. In all cases, the desires of those affected by such changes will be considered. When the change made involves movement from one school to another, the affected teacher will be notified as soon as possible. Such notification will become a part of the employee's personnel record. Nothing contained here should be interpreted to affect the ability of a building principal to move a teacher from one grade level or subject to another from year to year so long as the teacher is qualified for such a move.
Appears in 1 contract
Samples: www.nctq.org
Filling Licensed Personnel Vacancies. In filling personnel vacancies, interested and qualified teachers in the system will be considered before employing someone from outside the District; however, District needs will be met before considering personal interests. (Cross reference Policy 4115.) There shall be no discrimination in the hiring process on the basis of race, color, creed, sex, sexual orientation, genetic information, religion, national origin, ancestry, age, marital status or disability. Prior to hiring any person, in accordance with state law, the District shall conduct background checks with the Colorado Department of Education and previous employers regarding an applicant’s eligibility for employment. In all cases where credit reports are used in the hiring process, the District shall comply with the Fair Credit Reporting Act. LEGAL REFS.: 15 U.S.C. 1681 et. seq. (Fair Credit Reporting Act) C.R.S. 00-00-000 (1) (discriminatory and unfair employment practices) CROSS REFS.: AC, Nondiscrimination/Equal Employment Opportunity Revised: June 25, 2013 Adopted: September 9, 2013 Effective: July 1, 2013 Educators of Color, Memorandum of Understanding The District and the Association have a shared interest in attracting and retaining educators of color so all our students work with a racially and ethnically diverse faculty and staff. Both parties agree that in order for the District to ensure equitable opportunities for all students and to achieve Inclusive Excellence, they must collaborate to hire more educators of color and to retain them. The Office of Human Resources and Association leadership will meet regularly and collaborate to examine the district’s initiatives for attracting and retaining educators of color. In addition, Human Resources will share its efforts towards achieving Workforce Excellence as a part of the district’s Strategic Plan. These efforts could include, but are not limited to, the following: Supporting and engaging in district affinity groups Examining the results from “stay” surveys and/or exit interviews Training hiring committee members to recognize implicit bias Exploring new pathways and/or private-public partnerships to “grow our own” educators of color Supporting buildings to set their own goals for hiring educators of color An update and any recommendation, if necessary, will be provided to the negotiations teams by March 2022. Proposed: May 6, 2021 Adopted: June 23, 2021 Effective: July 1, 2021 21st Century Partnership, Memorandum of Understanding During the 2018-2019 school year, schools will have the opportunity to develop progressive approaches for improvements to operational effectiveness and efficiencies. In order to meet the District’s overall goals to maximize and increase student achievement and wellbeing, schools will have the opportunity to apply for a 21st Century Partnership. This partnership allows for a school to waive specific policy language for a specific period of time. All partnerships will be subject to review and evaluation. A waiver, which may be initiated by any staff member, must be submitted to the 21st Century Partnership Committee in writing as outlined below: All waiver requests will be reviewed, approved and jointly submitted by a building principal and AR to the 21st Century Partnership Committee – Attn: CCEA and CCSE at Educational Service Center. A copy should be sent to both CCEA and CCSD. A statement must be submitted specifically explaining the policy provisions for which the waiver is being requested such as, but not limited to, program implementation, after school tutorials, after school PLCs, etc. A written rationale for the waiver must explain why it is necessary and how it is linked to increasing student achievement and serving the whole child. The proposal must include a timeline for implementation and evaluation. The completed proposal must be available for review to all affected parties for at least 10 working days prior to an anonymous voting process. Evidence of support for the requested waiver must have 100% of the impacted employees in agreement for the 2018-2019 school year. For the purposes of the 2019 negotiations, both parties agree to assess the effectiveness of this approach. Applicants must re-submit the proposal annually to be evaluated by the committee. No multi-year proposals will be accepted during the 2018-2019 school year; however, multi-year proposals may be considered during the 2019 negotiations. All approved proposals will be published on the HR website. 21st Century Waivers cannot be utilized for the following: Salary Benefits Status – probationary and non-probationary New policy language within its first year of implementation The 21st Century Partnership Committee will consist of the followingthefollowing: Three (3) members from the CCEA Leadership Team, Three (3) members from the District which would include: o Two from Human Resources o One from Educational Operations directly responsible for overseeing the school or department Approval of any proposal must have 100% support of the 21st Century Partnership Committee. The 21st Century Partnership Committee will meet as needed and decisions will be made by consensus and are final with no recourse for appeal. Decisions will be communicated no later than 15 working days. Adopted: August 13, 2018 Effective: July 1, 20182018 Term of Employment, Policy 4111 As provided in the "Teacher Employment, Compensation, and Dismissal Act," any teacher employed for three full consecutive years, and elected for the fourth year attains a status of teacher and thereafter may be dismissed only for cause upon charges filed and acted upon by the Board. Teacher status likewise protects the teacher against salary reductions other than a general salary reduction applicable to at least 50 percent of all teachers of the district. Revised: December 10, 1990 Adopted: December 10, 1990 Effective: July 1, 1990 Renewal of Contracts of Probationary Teachers, Policy 4173 It is the belief of the Board of Education that it must have the complete freedom and latitude in determining whether or not to renew the contracts of probationary teachers. This belief is derived from the recognition by the Board of Education that it has a most serious obligation to secure the best teachers possible for Cherry Creek School District and in a realization that only by careful selection and screening can this obligation be carried out. Therefore, it is the policy of the Board of Education to maintain complete freedom in the selection and retention of probationary teachers. However, the Board of Education and administration will, subject to such exceptions as the Board of Education in its sole discretion may determine are necessary or advisable, look to the performance evaluation of teachers by the Superintendent and principals with regard to whether or not to renew contracts and determination will then be made as follows:
Appears in 1 contract
Samples: Negotiated Agreement
Filling Licensed Personnel Vacancies. In filling personnel vacancies, interested and qualified teachers in the system will be considered before employing someone from outside the District; however, District needs will be met before considering personal interests. (Cross reference Policy 4115.) There shall be no discrimination in the hiring process on the basis of race, color, creed, sex, sexual orientation, genetic information, religion, national origin, ancestry, age, marital status or disability. Prior to hiring any person, in accordance with state law, the District shall conduct background checks with the Colorado Department of Education and previous employers regarding an applicant’s eligibility for employment. In all cases where credit reports are used in the hiring process, the District shall comply with the Fair Credit Reporting Act. LEGAL REFS.: 15 U.S.C. 1681 et. seq. (Fair Credit Reporting Act) C.R.S. 00-00-000 (1) (discriminatory and unfair employment practices) CROSS REFS.: AC, Nondiscrimination/Equal Employment Opportunity Revised: June 25, 2013 Adopted: September 9, 2013 Effective: July 1, 2013 21st Century Partnership, Partnership – Memorandum of Understanding During the 2018-2019 school year, schools will have the opportunity to develop progressive approaches for improvements to operational effectiveness and efficiencies. In order to meet the District’s overall goals to maximize and increase student achievement and wellbeing, schools will have the opportunity to apply for a 21st Century Partnership. This partnership allows for a school to waive specific policy language for a specific period of time. All partnerships will be subject to review and evaluation. A waiver, which may be initiated by any staff member, must be submitted to the 21st Century Partnership Committee in writing as outlined below: • All waiver requests will be reviewed, approved and jointly submitted by a building principal and AR to the 21st Century Partnership Committee – Attn: CCEA and CCSE at Educational Service Center. A copy should be sent to both CCEA and CCSD. • A statement must be submitted specifically explaining the policy provisions for which the waiver is being requested such as, but not limited to, program implementation, after school tutorials, after school PLCs, etc. • A written rationale for the waiver must explain why it is necessary and how it is linked to increasing student achievement and serving the whole child. • The proposal must include a timeline for implementation and evaluation. • The completed proposal must be available for review to all affected parties for at least 10 working days prior to an anonymous voting process. • Evidence of support for the requested waiver must have 100% of the impacted employees in agreement for the 2018-2019 school year. For the purposes of the 2019 negotiations, both parties agree to assess the effectiveness of this approach. • Applicants must re-submit the proposal annually to be evaluated by the committee. • No multi-year proposals will be accepted during the 2018-2019 school year; however, multi-year proposals may be considered during the 2019 negotiations. • All approved proposals will be published on the HR website. 21st Century Waivers cannot be utilized for the following: • Salary • Benefits • Status – probationary and non-probationary • New policy language within its first year of implementation The 21st Century Partnership Committee will consist of the following: • Three (3) members from the CCEA Leadership Team, • Three (3) members from the District which would include: o Two from Human Resources o One from Educational Operations directly responsible for overseeing the school or department Approval of any proposal must have 100% support of the 21st Century Partnership Committee. The 21st Century Partnership Committee will meet as needed and decisions will be made by consensus and are final with no recourse for appeal. Decisions will be communicated no later than 15 working days. Adopted: August 13, 2018 Effective: July 1, 20182018 Term of Employment, Policy 4111 As provided in the "Teacher Employment, Compensation, and Dismissal Act," any teacher employed for three full consecutive years, and elected for the fourth year attains a status of teacher and thereafter may be dismissed only for cause upon charges filed and acted upon by the Board. Teacher status likewise protects the teacher against salary reductions other than a general salary reduction applicable to at least 50 percent of all teachers of the district. Revised: December 10, 1990 Adopted: December 10, 1990 Effective: July 1, 1990
Appears in 1 contract
Samples: Negotiated Agreement
Filling Licensed Personnel Vacancies. In filling personnel vacancies, interested and qualified teachers in the system will be considered before employing someone from outside the District; however, District needs will be met before considering personal interests. (Cross reference Policy 4115.) There shall be no discrimination in the hiring process on the basis of race, color, creed, sex, sexual orientation, genetic information, religion, national origin, ancestry, age, marital status or disability. Prior to hiring any person, in accordance with state law, the District shall conduct background checks with the Colorado Department of Education and previous employers regarding an applicant’s eligibility for employment. In all cases where credit reports are used in the hiring process, the District shall comply with the Fair Credit Reporting Act. LEGAL REFS.: 15 U.S.C. 1681 et. seq. (Fair Credit Reporting Act) C.R.S. 00-00-000 (1) (discriminatory and unfair employment practices) CROSS REFS.: AC, Nondiscrimination/Equal Employment Opportunity Revised: June 25, 2013 Adopted: September 9, 2013 Effective: July 1, 2013 21st Century PartnershipEducators of Color, Memorandum of Understanding During Understanding The District and the 2018-2019 school yearAssociation have a shared interest in attracting and retaining educators of color so all our students work with a racially and ethnically diverse faculty and staff. Both parties agree that in order for the District to ensure equitable opportunities for all students and to achieve Inclusive Excellence, schools they must collaborate to hire and retain more educators of color. The Office of Human Resources and Association leadership will have continue to meet regularly and collaborate to examine the opportunity to develop progressive approaches district’s initiatives for improvements to operational effectiveness attracting and efficienciesretaining educators of color. In order to meet addition, Human Resources will share its efforts towards achieving workforce excellence as a part of the District’s overall goals to maximize and increase student achievement and wellbeing, schools will have the opportunity to apply for a 21st Century PartnershipStrategic Plan. This partnership allows for a school to waive specific policy language for a specific period of time. All partnerships will be subject to review and evaluation. A waiver, which may be initiated by any staff member, must be submitted to the 21st Century Partnership Committee in writing as outlined below: All waiver requests will be reviewed, approved and jointly submitted by a building principal and AR to the 21st Century Partnership Committee – Attn: CCEA and CCSE at Educational Service Center. A copy should be sent to both CCEA and CCSD. A statement must be submitted specifically explaining the policy provisions for which the waiver is being requested such asThese efforts could include, but are not limited to, program implementation, after school tutorials, after school PLCs, etc. A written rationale for the waiver must explain why it is necessary and how it is linked to increasing student achievement and serving the whole child. The proposal must include a timeline for implementation and evaluation. The completed proposal must be available for review to all affected parties for at least 10 working days prior to an anonymous voting process. Evidence of support for the requested waiver must have 100% of the impacted employees in agreement for the 2018-2019 school year. For the purposes of the 2019 negotiations, both parties agree to assess the effectiveness of this approach. Applicants must re-submit the proposal annually to be evaluated by the committee. No multi-year proposals will be accepted during the 2018-2019 school year; however, multi-year proposals may be considered during the 2019 negotiations. All approved proposals will be published on the HR website. 21st Century Waivers cannot be utilized for the following: Salary Benefits Status – probationary • Supporting and nonengaging in district affinity groups • Examining the results from the “stay” survey and/or exit interviews ▪ CCEA partnership in the district’s collaborative work with external agencies, with targeted focus groups and strategic planning, monitoring, measuring, and adjusting efforts to increase the retention of educators of color • Examining the structure of interviews, and training hiring committee members to recognize implicit bias • Continuing the district’s “grow our own” pathways: ▪ Current students ▪ Classified staff • Exploring additional pathways and/or private-probationary New policy language within its first year public partnerships to increase recruitment and subsequent hiring of implementation The 21st Century Partnership Committee will consist educators of color • Supporting buildings in their goals for hiring educators of color • Utilizing available survey data to capture experiential data from educators of color as well as white educators in an effort to analyze and compare the experiences of both groups • Examining the membership of building leadership teams, hiring committees, and other committees to work towards and build racially diverse and conscious teams • Collaborate with CCEA, the office of Equity, Culture, and Community Engagement and the office of Professional Learning to continue to engage in professional development specific to diversity, equity, and inclusion A report of the following: Three (3) members from the CCEA Leadership Team, Three (3) members from the District which would include: o Two from Human Resources o One from Educational Operations directly responsible for overseeing the school or department Approval of any proposal must have 100% support progress and/or outcomes of the 21st Century Partnership Committeeabove efforts shall be provided to the negotiations teams subsequent to any presentations to the Board of Education but no less than once a year. The 21st Century Partnership Committee will meet as needed and decisions will be made by consensus and are final with no recourse for appeal. Decisions will be communicated no later than 15 working days. Revised: April 14, 2022 Adopted: August June 13, 2018 2022 Effective: July 1, 20182022 Educator Burnout Task Force, Memorandum of Understanding The District and the Association agree to convene a task force for the purpose of understanding the nature and extent of educator burnout experienced in the District. The task force shall be a collaborative committee made up of leaders from Educational Operations, Performance Improvement, Special Populations, Human Resources, and the Association. In order to address concerns associated with educator burnout, the following will happen:
Appears in 1 contract
Samples: Negotiated Agreement
Filling Licensed Personnel Vacancies. In filling personnel vacancies, interested and qualified teachers in the system will be considered before employing someone from outside the District; however, District needs will be met before considering personal interests. (Cross reference Policy 4115.) There shall be no discrimination in the hiring process on the basis of race, color, creed, sex, sexual orientation, genetic information, religion, national origin, ancestry, age, marital status or disability. Prior to hiring any person, in accordance with state law, the District shall conduct background checks with the Colorado Department of Education and previous employers regarding an applicant’s eligibility for employment. In all cases where credit reports are used in the hiring process, the District shall comply with the Fair Credit Reporting Act. LEGAL REFS.: 15 U.S.C. 1681 et. seq. (Fair Credit Reporting Act) C.R.S. 00-00-000 (1) (discriminatory and unfair employment practices) CROSS REFS.: AC, Nondiscrimination/Equal Employment Opportunity Revised: June 25, 2013 Adopted: September 9, 2013 Effective: July 1, 2013 21st Century Partnership, Memorandum of Understanding During the 2018-2019 school year, schools will have the opportunity to develop progressive approaches for improvements to operational effectiveness and efficiencies. In order to meet the District’s overall goals to maximize and increase student achievement and wellbeing, schools will have the opportunity to apply for a 21st Century Partnership. This partnership allows for a school to waive specific policy language for a specific period of time. All partnerships will be subject to review and evaluation. A waiver, which may be initiated by any staff member, must be submitted to the 21st Century Partnership Committee in writing as outlined below: All waiver requests will be reviewed, approved and jointly submitted by a building principal and AR to the 21st Century Partnership Committee – Attn: CCEA and CCSE at Educational Service Center. A copy should be sent to both CCEA and CCSD. A statement must be submitted specifically explaining the policy provisions for which the waiver is being requested such as, but not limited to, program implementation, after school tutorials, after school PLCs, etc. A written rationale for the waiver must explain why it is necessary and how it is linked to increasing student achievement and serving the whole child. The proposal must include a timeline for implementation and evaluation. The completed proposal must be available for review to all affected parties for at least 10 working days prior to an anonymous voting process. Evidence of support for the requested waiver must have 100% of the impacted employees in agreement for the 2018-2019 school year. For the purposes of the 2019 negotiations, both parties agree to assess the effectiveness of this approach. Applicants must re-submit the proposal annually to be evaluated by the committee. No multi-year proposals will be accepted during the 2018-2019 school year; however, multi-year proposals may be considered during the 2019 negotiations. All approved proposals will be published on the HR website. 21st Century Waivers cannot be utilized for the following: Salary Benefits Status – probationary and non-probationary New policy language within its first year of implementation The 21st Century Partnership Committee will consist of the followingthefollowing: Three (3) members from the CCEA Leadership Team, Three (3) members from the District which would include: o Two from Human Resources o One from Educational Operations directly responsible for overseeing the school or department Approval of any proposal must have 100% support of the 21st Century Partnership Committee. The 21st Century Partnership Committee will meet as needed and decisions will be made by consensus and are final with no recourse for appeal. Decisions will be communicated no later than 15 working days. Adopted: August 13, 2018 Effective: July 1, 2018
Appears in 1 contract
Samples: Negotiated Agreement
