Philosophy and Purpose. (a) The purpose of the grievance procedure is to secure a decision at the lowest level by the Administrator having the authority to resolve it.
(b) Every effort should be made to resolve the issue when it arises on an informal basis rather than enter into formal proceedings.
(c) This procedure will be available to all faculty with the guarantee that no reprisals of any kind will be taken against any employee initiating or participating in the grievance procedure. Any reprisals would also be subject to the grievance procedure.
Philosophy and Purpose. 1. Evaluation of personnel is a vital process in the improvement of instruction. The evaluation program is designed to facilitate individual performance and xxxxxx self-development so that all professional staff members shall perform effectively the services for which they have been hired in a competent manner.
2. The primary purpose of the evaluation program is to establish a system for accurately appraising individual performance, assist each staff member toward self-improvement, and promote growth in personal effectiveness so that there is maximum contribution by all staff members toward attainment of the educational goals of the school district.
Philosophy and Purpose. A. The purpose of the SLB will be to provide paid leave to members of the bank from the time their accumulated sick leave days are exhausted until their return to work or L.T.D. goes into effect, whichever should occur first (ninety (90) calendar days).
B. A teacher’s accumulated sick leave days must be exhausted before applying for SLB days.
C. While drawing sick leave benefits, a teacher cannot be receiving any other pay from Clarkston Community Schools.
D. The first fifteen (15) to eighteen (18) work days, depending on the 2012-2013 audit, of illness or disability will not be covered by the SLB, but must be covered by the person’s accumulated sick leave or absence of pay.
Philosophy and Purpose. The District strongly discourages students from bringing and/or using electronic devices at school. The use of electronic devices can be disruptive to the educational process and are items that are frequently lost or stolen. In order to maintain a secure and orderly learning environment, and to promote respect and courtesy regarding the use of electronic devices, the District hereby establishes the following rules and regulations governing student use of electronic devices, and procedures to address student misuse of electronic devices.
Philosophy and Purpose. A. Substance abuse is a concern because of its relationship to and adverse effects upon job performance, productivity, sickness, accidents and injuries in the workplace. The illegal use of drugs or the use of alcohol during working time tends to make the affected employee less productive, less reliable, prone to greater absenteeism and threatens the Muncie Fire Department’s ability to function properly. The Department cannot tolerate any use of alcohol or any illegal use of drugs, which might impair the health, and well-being of its employees. All Department employees have the right to work in a drug-free environment and to work with persons free from the effects of substance abuse.
B. The CITY and IAFF Local No. 1348 agree that the illegal use of drugs and the use of alcohol during working time is prohibited. Further, the parties hereto agree that being under the influence of alcohol or illegal drugs during working time is prohibited.
Philosophy and Purpose. A strategic objective of the Department is to create a nimble organization by transforming its business platform and developing its human capital to best leverage an era of rapid change in the energy industry. The purpose of the career ladder system is to empower employees to better their education and skills and embrace lifelong learning as part of their professional growth, which benefits both the employee and the Department. The career ladder system creates tiered job descriptions to allow employees to advance with additional experience, training, professional development, continuing education, and/or professional licensure. Unlike a longevity-based pay system, the career ladder approach rewards employees who focus on improving education and skills.
Philosophy and Purpose. The purpose of the L.E.A.D. system shall be to improve the educational leadership by promoting individual excellence, growth and development in leadership skills and by encouraging productive dialogue among professional staff. The L.E.A.D. system shall improve the effectiveness of all individuals involved in educational leadership. The process will identify and commend effective leadership as well as define mutually agreed upon areas for professional growth. It is a cooperative effort on the part of the administrator and evaluator and should be conducted in an atmosphere of mutual respect and trust. The evaluator shall see that necessary materials and supplies are available, and shall provide a strong support system for the administrator, including assistance in leadership techniques when necessary. Every administrator will be evaluated annually. The L.E.A.D. procedure shall be goal-setting. The superintendent will meet with each administrator at the beginning of the school year to identify the goal and assist in the development of an action plan. The administrator may also decide if he/she would like a colleague(s) to assist him/her in accomplishing the set goal. If so, the administrator may select “team” members to sit-in or consult with the administrator and Superintendent during planning sessions and/or visit and informally critique the administrator’s progress toward the goal. (Team members must voluntarily agree to participate.) Some form of data gathering will be required, and may include observations. After data has been gathered, the administrator and Superintendent (1-2 others, if the administrator desires) will meet to assess the goal’s progress. Following the conference, a summary of the discussion will be written and signed by both parties. Some of the discussion may include modification of goals, action plan or support necessary.
Philosophy and Purpose. 1. The Resident Educator Program is designed to meet the unique needs of a Resident Educator in the first 4 years of employment under a teaching certificate/license who is on a four year Resident Educator License or an alternative Resident Educator License of any type or a one-year out-of-state educator license from the Ohio Department of Education.
Philosophy and Purpose. We believe that all children can learn, and that our main purpose is to educate students to the maximum of their potential. We also recognize that teachers are life-long learners who thrive in a collegial, supportive and trusting atmosphere. Teachers and teaching are the heart and soul of the educational process, and teacher performance makes a difference in the achievement of our students. The dynamics of what teachers do and how they do it are central to the success of any educational environment. Through the evaluation process, the Board of Trustees of the Essex Agricultural and Technical High School (the Board of Trustees) undertakes a level of commitment to Teachers in terms of direction, support and professional development which is requisite if we are to ensure the continued success of our students. To that end this Educator Evaluation System is instituted to assess the effectiveness of education at Essex Agricultural and Technical High School. The process will be continuous, constructive, and cooperative – one stressing the need for interaction and communication between Educators and Administrators. The goal of evaluation is to ensure that students are provided with the best instruction. The intended outcomes of the process are several: to xxxxxx continuous self-examination of professional skills; to xxxxxx professional growth; to provide a rationale and reliable basis for making recommendations for the improvement of professional practice and instruction; to commend professional achievement; to identify and attempt to improve unacceptable performance, and, to provide a basis for ensuring due process in making personnel and employment decisions.
Philosophy and Purpose. The purpose of this procedure is to provide a fair method of transfer and reassignment within the District for all certificated personnel. It shall be the policy of the District to transfer all certificated personnel, so that the best interests of the students are served, a positive school climate is fostered, and the abilities and desires of personnel are coordinated with District needs. The District recognizes the importance of balance when staffing schools.
1. The filing of a request for transfer or reassignment is without prejudice to the employee concerned. It shall not jeopardize his/her present assignment.
2. The transfer/reassignment of personnel shall be the responsibility of the Superintendent or his/her designee who shall see that all laws and regulations are met. Employees are employees of the District at large and there may be times when the Superintendent has to make staff transfers/reassignments.
3. Employees reassigned or transferred while school is in session shall be given not less than two (2) school days of non-classroom assignment. Upon request of the person being transferred during the school year, transportation shall be provided by the District for moving personal materials from the previous site to the new site.
