Financial Impact. Westgate Community School anticipates that the requested waiver will have no financial impact upon Xxxxx 12 Five Star School District or Westgate Community School. How the Impact of the Waiver will be evaluated: The impact of this waiver will be measured by the success of Westgate to submit the new calendars to the district by their deadlines. Expected Outcomes: Westgate Community School expects that as a result of this waiver, we will be able to continue to provide appropriate education to our students while maintaining the state’s guidelines for instructional hours and days for our students. Rationale and Replacement Plan for Waiver from State Statute and Rules School Name: Westgate Community School School Address: 00000 Xxxxxxxxxx Xxxxxx, Xxxxxxxx, XX 00000 Prepared by: Xxxxxx Xxxxxxx Preparer’s Phone Number: 000-000-0000 Preparer’s Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx Charter School Contact: Xxxxxx Xxxxxxx Charter School Contact Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx District Contact: Xxx Xxxxx District Contact Email Address: xxx.xxxxx@xxxxx00.xxx STATUTE DESCRIPTION AND RATIONALE 00-00-000, C.R.S. Teacher Employment Act – Requirements for probationary teacher, renewal and non-renewal Westgate Community School requests waivers from this statute to allow the school to select its own personnel, renew and non-renew in accordance with personnel evaluation and determine their compensation. Westgate Employees are at will be notified of renewal/nonrenewal status. All staff at Westgate are at-will employees. Rationale: Teacher skills, qualifications and retention are key determinants of student academic success. Westgate Community School will hire the most qualified candidates available and, to bolster retention, compensate teachers for additional performance, hours of work year, hours of work days, and additional duties. The school will have the authority to hire its own personnel and to issue its own employment offer letters to newly hired teachers. The school will follow district application processes including background checks, fingerprinting, and equal employment policies. Westgate Community School will have a compensation structure for additional work, incentives, and performance pay. Compensation will be agreed upon and communicated in advance. The teacher agreement will be developed in collaboration with the school board. In addition, the school has the authority to establish its own additional compensation system for all employees. A letter will outline the terms of employment, including at-will employment. Hours of work day, duties, and lunch duty will be determined by the planning team and contained in the Personnel Staff Handbook. The school year will meet or exceed minimum statutory requirements. Plan: Westgate Community School local board and administration will determine the expectations, duties, and calendar and publish them for all employees. Employees out of alignment with the expectation will be notified, coached and counseled. Should the school deem necessary, it has the right to dismiss any teacher/staff member at any time during the year. Duration of the Waiver: Westgate Community School request that the waiver be for the duration of its contract with Xxxxx 12 Five Star School District. Therefore, the waiver is requested until July 1, 2023.
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Samples: www.adams12.org
Financial Impact. Westgate Community School anticipates that the requested waiver will have no financial impact upon Xxxxx 12 Five Star School District or Westgate Community School. How the Impact of the Waiver will be evaluated: The impact of this waiver will be measured by the success of Westgate to submit the new calendars to the district by their deadlines. Expected Outcomes: Westgate Community School expects that as a result of this waiver, we will be able to continue to provide appropriate education to our students while maintaining the state’s and district’s guidelines for instructional hours and days for our students. Rationale and Replacement Plan for Waiver from State Statute and Rules School Name: Westgate Community School School Address: 00000 Xxxxxxxxxx Xxxxxx, Xxxxxxxx, XX 00000 Prepared by: Xxxxxx Xxxxxxx Preparer’s Phone Number: 000-000-0000 Preparer’s Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx Charter School Contact: Xxxxxx Xxxxxxx Charter School Contact Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx District Contact: Xxx Xxxxx District Contact Email Address: xxx.xxxxx@xxxxx00.xxx STATUTE DESCRIPTION AND RATIONALE 00-00-000, C.R.S. Teacher Employment Act – Requirements for probationary teacher, renewal Compensation and non-renewal Dismissal Act – Requirement to hold a certificate Westgate Community School requests waivers from this statute to allow the school to select its own personnel, renew and non-renew in accordance with personnel evaluation and determine their compensation. Westgate Employees are at will be notified of renewal/nonrenewal status. All staff at Westgate are at-will employees. Rationale: Teacher skills, qualifications and retention are key determinants of student academic success. Westgate Community School will hire the most qualified candidates available and, to bolster retention, compensate teachers for additional performance, hours of work year, hours of work days, and additional duties. The school will have has the authority to hire its own personnel and to issue its own employment offer letters to newly hired teachers. The school will follow district application processes including background checks, fingerprinting, and equal employment policies. Westgate Community School will have a compensation structure for additional work, incentives, and performance pay. Compensation will be agreed upon and communicated in advance. The teacher agreement will be developed in collaboration with the school board. In addition, the school has the authority to establish its own additional compensation system for all employees. A letter will outline the terms of employment, including at-will employment. Hours of work day, duties, and lunch duty will be determined by the planning team and contained in the Personnel Staff Handbook. The school year will meet or exceed minimum statutory requirements. Plan: Westgate Community School local board and administration will determine the expectations, duties, and calendar and publish them for all employees. Employees out These expectations will capture the essence of alignment with the expectation will be notified, coached and counseled. Should state’s guidelines while meeting the school deem necessary, it has the right to dismiss any teacher/staff member at any time during the yearunique needs of our charter school. Duration of the Waiver: Westgate Community School request that the waiver be for the duration of its contract with Xxxxx 12 Five Star School District. Therefore, the waiver is requested until July 1, 2023.
Appears in 1 contract
Samples: www.adams12.org
Financial Impact. Westgate Community School anticipates that the requested waiver will have no financial impact upon Xxxxx 12 Five Star School District or Westgate Community School. How the Impact of the Waiver will be evaluated: The impact of this waiver will be measured by the success of Westgate to submit the new calendars to the district by their deadlines. Expected Outcomes: Westgate Community School expects that as a result of this waiver, we will be able to continue to provide appropriate education to our students while maintaining the state’s and district’s guidelines for instructional hours and days for our students. Rationale and Replacement Plan for Waiver from State Statute and Rules School Name: Westgate Community School School Address: 00000 Xxxxxxxxxx Xxxxxx, Xxxxxxxx, XX 00000 Prepared by: Xxxxxx Xxxxxxx Preparer’s Phone Number: 000-000-0000 Preparer’s Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx Charter School Contact: Xxxxxx Xxxxxxx Charter School Contact Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx District Contact: Xxx Xxxxx District Contact Email Address: xxx.xxxxx@xxxxx00.xxx STATUTE DESCRIPTION AND RATIONALE 00-00-000000 (1)(n) (II) (B), C.R.S. Teacher Employment Act – Requirements for probationary teacher, renewal and non-renewal Adopt district calendar Rationale: Westgate Community School requests waivers from this statute to allow the school to select its own personnel, renew and non-renew in accordance with personnel evaluation and determine their compensation. Westgate Employees are at will be notified of renewal/nonrenewal status. All staff at Westgate are at-will employees. Rationale: Teacher skills, qualifications and retention are key determinants of student academic success. Westgate Community School will hire the most qualified candidates available and, to bolster retention, compensate teachers for additional performance, hours of work year, hours of work days, and additional duties. The school will should have the authority to hire its own personnel and to issue its own employment offer letters to newly hired teachers. The school will follow district application processes including background checks, fingerprinting, and equal employment policies. Westgate Community School will have implement a compensation structure calendar that works for additional work, incentives, and performance pay. Compensation will be agreed upon and communicated in advance. The teacher agreement will be developed in collaboration with the school board. In addition, programming and for the school has the authority to establish its own additional compensation system for all employees. A letter will outline the terms students and families of employment, including at-will employment. Hours of work day, duties, and lunch duty will be determined by the planning team and contained in the Personnel Staff Handbook. The school year will meet or exceed minimum statutory requirementsWestgate. Plan: Westgate Community School local board and has a calendar approval system in place that captures the essence of the Xxxxx 12 Five Star School guidelines while meeting the unique needs of our charter school. Westgate administration will determine submit the expectations, duties, and new year’s calendar and publish them to the local board for all employeesits approval prior to the district submission deadline. Employees out of alignment with the expectation This calendar will be notified, coached and counseledsent to Xxxxx 12 Five Star School District before their posted deadlines for charter school calendar. Should The school will post the school deem necessary, new year’s calendar on the website after it has submitted to the right to dismiss any teacher/staff member at any time during the yeardistrict. Duration of the Waiver: Westgate Community School request that the waiver be for the duration of its contract with Xxxxx 12 Five Star School District. Therefore, the waiver is requested until July 1, 2023.
Appears in 1 contract
Samples: www.adams12.org
Financial Impact. Westgate Community School anticipates that the requested waiver will have no financial impact upon Xxxxx 12 Five Star School District or Westgate Community School. How the Impact of the Waiver will be evaluated: The impact of this waiver will be measured by the success performance of Westgate to submit the new calendars to the district by their deadlines. licensed professionals and completion of all licensed staff evaluations Expected Outcomes: Westgate Community School expects that as a result of this waiver, we will be able to continue to provide appropriate education to our students evaluation of teacher effectiveness and provide feedback for growth in all licensed professionals while maintaining the state’s guidelines documentation of all evaluations for instructional hours and days for our students. teacher, school, district, state use Rationale and Replacement Plan for Waiver from State Statute and Rules School Name: Westgate Community School School Address: 00000 Xxxxxxxxxx Xxxxxx, Xxxxxxxx, XX 00000 Prepared by: Xxxxxx Xxxxxxx Preparer’s Phone Number: 000-000-0000 Preparer’s Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx Charter School Contact: Xxxxxx Xxxxxxx Charter School Contact Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx District Contact: Xxx Xxxxx District Contact Email Address: xxx.xxxxx@xxxxx00.xxx STATUTE DESCRIPTION AND RATIONALE 0022-009-000106, C.R.S. Teacher Employment Act – Requirements for probationary teacher, renewal and nonLocal board Duties concerning performance evaluations22-renewal 9-107. School district personnel performance evaluation councils Rationale: Westgate Community School requests waivers from this statute to allow the school to select its own personnel, renew and non-renew in accordance with personnel evaluation and determine their compensation. Westgate Employees are at will be notified of renewal/nonrenewal status. All staff at Westgate are at-will employees. Rationale: Teacher skills, qualifications and retention are key determinants of student academic success. Westgate Community School will hire the most qualified candidates available and, to bolster retention, compensate teachers for additional performance, hours of work year, hours of work days, and additional duties. The school will should have the authority to hire implement relevant evaluation systems for its own personnel and to issue its own employment offer letters to newly hired teachers. The school will follow district application processes including background checks, fingerprinting, and equal employment policies. Westgate Community School will have a compensation structure for additional work, incentives, and performance pay. Compensation will be agreed upon and communicated in advance. The teacher agreement will be developed in collaboration with the school board. In addition, the school has the authority to establish its own additional compensation system for all employees. A letter will outline the terms of employment, including at-will employment. Hours of work day, duties, and lunch duty will be determined by the planning team and contained in the Personnel Staff Handbook. The school year will meet or exceed minimum statutory requirementslicensed professionals. Plan: Westgate Community School local board and administration will determine the expectations, duties, and has an evaluation calendar and publish them system in place that captures the essence of the CDE teacher effectiveness tools while meeting the unique needs of our charter school. All licensed professionals at Westgate Community School will be: ● Trained on the evaluation system during staff training before the school year begins ● Expected to do a self-evaluation by September 15 ● Expected to write (2) SMART goals for the year that will be discussed with their primary evaluator by September 30 ● Observed and/or evaluated by at least one member of the administration team, a team leader and peer member of the staff (ongoing) ● Will have administration staff conducting walk-through observations through-out the school year (ongoing) ● Will receive feedback at least twice a year from their coach ● Will have at least two meetings with their evaluator ● Will be given their rating before the end of the school year • Westgate Community School is choosing NOT to report the evaluation ratings for teachers and/or principals: We will use code 00 for Not Applicable for all employees. Employees out of alignment with the expectation evaluation ratings fields (including overall performance and quality standard ratings).This will be notified, coached and counseled. Should not cause an error if the school deem necessary, it has the right appropriate waivers. Westgate Community Schools Evaluation Process will: • have consistent and documented teacher and principal evaluation processes • ensure that both teachers and leaders are trained so they understand the processes • determine final ratings on a consistent scale for teachers • keep record of those final scores • make long-term documentation of those scores available to dismiss any teacher/staff member at any time during the year. teachers upon their request, so they may take them into their next Duration of the Waiver: Westgate Community School request that the waiver be for the duration of its contract with Xxxxx 12 Five Star School District. Therefore, the waiver is requested until July 1, 2023.
Appears in 1 contract
Samples: www.adams12.org
Financial Impact. Westgate Community School anticipates that the requested waiver will have no financial impact upon Xxxxx 12 Five Star School District or Westgate Community School. How the Impact of the Waiver will be evaluated: The impact of this waiver will be measured by the success of Westgate to submit the new calendars to the district by their deadlines. Expected Outcomes: Westgate Community School expects that as a result of this waiver, we will be able to continue to provide appropriate education to our students while maintaining the state’s guidelines for instructional hours and days for our students. Rationale and Replacement Plan for Waiver from State Statute and Rules School Name: Westgate Community School School Address: 00000 Xxxxxxxxxx Xxxxxx, Xxxxxxxx, XX 00000 Prepared by: Xxxxxx Xxxxxxx Preparer’s Phone Number: 000-000-0000 Preparer’s Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx Charter School Contact: Xxxxxx Xxxxxxx Charter School Contact Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx District Contact: Xxx Xxxxx District Contact Email Address: xxx.xxxxx@xxxxx00.xxx STATUTE DESCRIPTION AND RATIONALE 00-00-000000 (1)(n) (II) (B), C.R.S. Teacher Employment Act – Requirements for probationary teacher, renewal and non-renewal Adopt district calendar Rationale: Westgate Community School requests waivers from this statute to allow the school to select its own personnel, renew and non-renew in accordance with personnel evaluation and determine their compensation. Westgate Employees are at will be notified of renewal/nonrenewal status. All staff at Westgate are at-will employees. Rationale: Teacher skills, qualifications and retention are key determinants of student academic success. Westgate Community School will hire the most qualified candidates available and, to bolster retention, compensate teachers for additional performance, hours of work year, hours of work days, and additional duties. The school will should have the authority to hire its own personnel and to issue its own employment offer letters to newly hired teachers. The school will follow district application processes including background checks, fingerprinting, and equal employment policies. Westgate Community School will have implement a compensation structure calendar that works for additional work, incentives, and performance pay. Compensation will be agreed upon and communicated in advance. The teacher agreement will be developed in collaboration with the school board. In addition, programming and for the school has the authority to establish its own additional compensation system for all employees. A letter will outline the terms students and families of employment, including at-will employment. Hours of work day, duties, and lunch duty will be determined by the planning team and contained in the Personnel Staff Handbook. The school year will meet or exceed minimum statutory requirementsWestgate. Plan: Westgate Community School local board and has a calendar approval system in place that captures the essence of the Xxxxx 12 Five Star School guidelines while meeting the unique needs of our charter school. Westgate administration will determine submit the expectations, duties, and new year’s calendar and publish them to the local board for all employeesits approval prior to the district submission deadline. Employees out of alignment with the expectation This calendar will be notified, coached and counseledsent to Xxxxx 12 Five Star School District before their posted deadlines for charter school calendar. Should The school will post the school deem necessary, new year’s calendar on the website after it has submitted to the right to dismiss any teacher/staff member at any time during the yeardistrict. Duration of the Waiver: Westgate Community School request that the waiver be for the duration of its contract with Xxxxx 12 Five Star School District. Therefore, the waiver is requested until July 1, 2023.
Appears in 1 contract
Samples: www.adams12.org
Financial Impact. Westgate Community School anticipates that the requested waiver will have no financial impact upon Xxxxx 12 Five Star School District or Westgate Community School. How the Impact of the Waiver will be evaluated: The impact of this waiver will be measured by the success performance of Westgate to submit the new calendars to the district by their deadlines. licensed professionals and completion of all licensed staff evaluations Expected Outcomes: Westgate Community School expects that as a result of this waiver, we will be able to continue to provide appropriate education to our students evaluation of teacher, administration and staff effectiveness and provide feedback for growth in all licensed professionals while maintaining the state’s guidelines documentation of all evaluations for instructional hours and days for our students. teacher, school, district, state use Rationale and Replacement Plan for Waiver from State Statute and Rules School Name: Westgate Community School School Address: 00000 Xxxxxxxxxx Xxxxxx, Xxxxxxxx, XX 00000 Prepared by: Xxxxxx Xxxxxxx Preparer’s Phone Number: 000-000-0000 Preparer’s Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx Charter School Contact: Xxxxxx Xxxxxxx Charter School Contact Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx District Contact: Xxx Xxxxx District Contact Email Address: xxx.xxxxx@xxxxx00.xxx STATUTE DESCRIPTION AND RATIONALE 00-00-000000 (1)(n) (I), C.R.S. Teacher Employment Act – Requirements for probationary teacher, renewal and non-renewal Adopt district calendar Rationale: Westgate Community School requests waivers from this statute to allow the school to select its own personnel, renew and non-renew in accordance with personnel evaluation and determine their compensation. Westgate Employees are at will be notified of renewal/nonrenewal status. All staff at Westgate are at-will employees. Rationale: Teacher skills, qualifications and retention are key determinants of student academic success. Westgate Community School will hire the most qualified candidates available and, to bolster retention, compensate teachers for additional performance, hours of work year, hours of work days, and additional duties. The school will should have the authority to hire its own personnel and to issue its own employment offer letters to newly hired teachers. The school will follow district application processes including background checks, fingerprinting, and equal employment policies. Westgate Community School will have implement a compensation structure calendar that works for additional work, incentives, and performance pay. Compensation will be agreed upon and communicated in advance. The teacher agreement will be developed in collaboration with the school board. In addition, programming and for the school has the authority to establish its own additional compensation system for all employees. A letter will outline the terms students and families of employment, including at-will employment. Hours of work day, duties, and lunch duty will be determined by the planning team and contained in the Personnel Staff Handbook. The school year will meet or exceed minimum statutory requirementsWestgate. Plan: Westgate Community School local board and has a calendar approval system in place that captures the essence of the state’s guidelines while meeting the unique needs of our charter school. Westgate administration will determine submit the expectations, duties, and new year’s calendar and publish them to the local board for all employeesits approval prior to the district submission deadline. Employees out of alignment with the expectation This calendar will be notified, coached and counseledsent to Xxxxx 12 Five Star School District before their posted deadlines for charter school calendar. Should The school will post the school deem necessary, new year’s calendar on the website after it has submitted to the right to dismiss any teacher/staff member at any time during the yeardistrict. Duration of the Waiver: Westgate Community School request that the waiver be for the duration of its contract with Xxxxx 12 Five Star School District. Therefore, the waiver is requested until July 1, 2023.
Appears in 1 contract
Samples: www.adams12.org
Financial Impact. Westgate Community School anticipates that the requested waiver will have no financial impact upon Xxxxx 12 Five Star School District or Westgate Community School. How the Impact of the Waiver will be evaluated: The impact of this waiver will be measured by the success of Westgate to submit the new calendars to the district by their deadlines. Expected Outcomes: Westgate Community School expects that as a result of this waiver, we will be able to continue to provide appropriate education to our students while maintaining the state’s guidelines for instructional hours and days for our students. Rationale and Replacement Plan for Waiver from State Statute and Rules School Name: Westgate Community School School Address: 00000 Xxxxxxxxxx Xxxxxx, Xxxxxxxx, XX 00000 Prepared by: Xxxxxx Xxxxxxx Preparer’s Phone Number: 000-000-0000 Preparer’s Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx Charter School Contact: Xxxxxx Xxxxxxx Charter School Contact Email Address: Xxxxxx.xxxxxxx@xxxxxxxxxxxxxx.xxx District Contact: Xxx Xxxxx District Contact Email Address: xxx.xxxxx@xxxxx00.xxx STATUTE DESCRIPTION AND RATIONALE 00-00-000, C.R.S. Teacher Employment Act – Requirements for probationary teacherCompensation and Dismissal Act – Contracts in writing, renewal and non-renewal damage provision Westgate Community School requests waivers from this statute to allow the school to select its own personnel, renew and non-renew in accordance with personnel evaluation and determine their compensation. Westgate Employees are at will be notified and given a written offer letter prior to the beginning of renewal/nonrenewal status. All staff at Westgate are at-will employeesthe year. Rationale: Teacher skills, qualifications and retention are key determinants of student academic success. Westgate Community School will hire the most qualified candidates available and, to bolster retention, compensate teachers for additional performance, hours of work year, hours of work days, and additional duties. The school will have has the authority to hire its own personnel and to issue its own employment offer letters to newly hired teachers. The school will follow district application processes including background checks, fingerprinting, and equal employment policies. Westgate Community School will have a compensation structure for additional work, incentives, and performance pay. Compensation will be agreed upon and communicated in advance. The teacher agreement will be developed in collaboration with the school board. In addition, the school has the authority to establish its own additional compensation system for all employees. A letter will outline the terms of employment, including at-will employment. Hours of work day, duties, and lunch duty will be determined by the planning team and contained in the Personnel Staff Handbook. The school year will meet or exceed minimum statutory requirements. Plan: Westgate Community School local board and administration will determine the expectations, duties, and calendar and publish them for all employees. Employees out These expectations will capture the essence of alignment with the expectation will be notified, coached and counseled. Should state’s guidelines while meeting the school deem necessary, it has the right to dismiss any teacher/staff member at any time during the yearunique needs of our charter school. Duration of the Waiver: Westgate Community School request that the waiver be for the duration of its contract with Xxxxx 12 Five Star School District. Therefore, the waiver is requested until July 1, 2023.
Appears in 1 contract
Samples: www.adams12.org
