WELCOME Welcome to Richland Elementary. I hope your years in this building will be enjoyable and that you will develop many friendships and bonds that will last a lifetime. I hope you realize how much power you have over the future of many children. One word, look, or action from you can make or break a student – it is your choice.
A hundred years from now it will not matter what my bank account was, The sort of house I lived in, or the kind of car I drove, But the world may be different because I was important in the life of a child.
BOARD OF EDUCATION Jerry Pemberton President Richard Latham Vice President Warren Powell Treasurer Lisa York Secretary Shad Hilton Member Michael Williams Member Kasie Lercher Member Carol Schmidt Member
DISTRICT ADMINISTRATIVE OFFICES Mr. Doug Smith Superintendent ext 146
Dr. Pamela Dawson High School Principal ext 142 Dr.. Tina Turner Elementary Principal ext 202 Mrs. Kimberly Latham Special Ed Processor ext 122 Mr. Charlie Fritts Transportation Director ext 150
MISSION
● All students can learn given enough time and opportunity. ● To ensure that all students master the skills of reading, mathematics, and written communication. ● To provide a comprehensive, quality education to all students enrolled in district schools. ● To promote excellence in education in all schools in every appropriate way.
FACULTY
Preschool Alissa Rigsby Special Areas Michelle Reid Mark Schneider Aspen Daniel Kindergarten Ashley McGuire Title One Sheila Crewse Darlena Poynter Twajana Moss Loretta Williams 1st Grade Shantel Special Education Julie Stotler Baranowski Chasity Bopp Jacklyn Christie Charlotte Waters 2nd Grade Maggie Brock Speech Morgan Hilton Paula Looney 3rd Grade Rhonda Waters Instructional Gina Lemus Ashley Braithwait Technology 4th Grade Rosie Peterson Library Etta Pickney Susan Hand 5th Grade Stacie Smith Counselor Ruth Ponce-Batts Ryan Neal 6th Grade Brandy Caffey Nurse Melissa Douglas Martin Pickney PAT Secretary Amy Fisher Maintenance Rex Wall Custodians Steven Wheatly Tammy Kelley Tracy Davenport Cooks Sue Pentecost Bus Drivers Dale Case Shirley Junior Starnes Zeigenbein Martin Pickney Martha Becker
SCHOOL HOURS
Grades K-6 Monday – Friday Doors unlocked 7:30 Buses arrive 7:55 Teachers are required to be in classrooms 7:30 Classes start 8:15 Classes end 3:00 Teachers may leave 3:15
Teachers are required to be on premises during the school day unless permission is granted by school administration.
CLASSROOM UPKEEP Teachers are expected to keep their classrooms clean and orderly. ● Excess materials should be neatly boxed. ● Teachers are not to tape anything to the wooden part of their doors. Only clear tape can be applied to windows, not masking tape. ● Teachers should not hang anything from the blinds in their classrooms. ● Teachers should close their windows and lock their doors when leaving for the day. ● Everyone needs to make sure that all exterior doors are pulled to in order to keep doors locked. ● Teachers will complete a monthly checklist on the cleanliness of their classrooms. ● Teachers are responsible for turning off computers and monitors each night, turning off lights when the class is not in the room and keeping the thermostat on a reasonable temperature.
COMPLAINTS/GRIEVANCES PROCEDURE It is the intent of the Board of Education to address staff complaints and grievances at the earliest possible time and at the lowest level of supervision. Complaints will be processed according to the step-by-step procedures outlined below.
1. Working Site Level (Step 1) 1. A compliant will be presented orally and informally to the immediate supervisor. If the complaint is not promptly resolved, it will be reduced to writing and submitted to the immediate supervisor. 2. Within five workdays of receiving the written complaint, the immediate supervisor will render a decision in writing to the complainant and the person or persons originally involved in the complaint. B. District Level (Step 2) 1. Within five workdays after receiving the decision at Step 2, the complainant may appeal the decision in writing to the superintendent. 2. The superintendent, within ten workdays of receipt of the appeal, investigate and render a decision in writing to the complainant, the principal and to the person or persons originally involved in the complaint. C. Governing Board Level (Step 3) 1. Within five workdays after receiving the decision at Step 3, the complainant may appeal the decision to the Board of Education. An employee’s entitlement to a hearing before the Board, and the details for how that hearing will be conducted, will be determined by Board policy.
STAFF COMPLAINTS/GRIEVANCES INITIATION FORM
This form provides the opportunity for an employee to question the application of a Board policy, regulation or procedure, or of an employee handbook, employee contract or existing law and to secure at the lowest administrative level an equitable, prompt and satisfactory solution. Complaints relating to discrimination or harassment will be resolved in accordance with school policy.
Grievant’s Information Employee name: ______Date: ______
Home address: ______
Work location: ______Title: ____ Grievance
Identify the Board policy, regulation or procedure, or employee handbook, employee contract or existing law for which application is at issue. Use full names, dates, exact location and specific occurrence, if appropriate. Use additional sheet if necessary.
______
What results are you seeking from this grievance initiation? Use additional sheet if necessary.
______
______Signature of Grievant Date
STAFF COMPLAINTS/GRIEVANCES APPEAL
______Grievant’s Name
This is an appeal of the findings and conclusions at the following level:
● Level One – Immediate Supervisor ● Level Two – Superintendent
The reason for the appeal is:
______
Attach copies of grievance and all lower-level findings and conclusions.
______Signature of Grievant Date
CONFLICT OF INTEREST (P 0342) An employee will not receive compensation, other than the compensation received from the district, for tutoring students currently enrolled in a class the employee teaches unless authorized by the Board of Education. Any private tutoring of students for a fee on district property is subject to facility usage policies and procedures.
CORPORAL PUNISHMENT (P 2670) Corporal punishment, as a measure of correction or of maintaining discipline and order in schools, is permitted. However, it shall be used only when all other alternative means of discipline have failed and then only in reasonable form and upon the recommendation of the Superintendent. If found necessary, it should be administered by the principal in the presence of a staff member. It will never be inflicted in the presence of other pupils or without a witness. Parent/guardian contact will be made prior to punishment.
DISTRICT PROFESSIONAL GROWTH CREDIT
The following criteria have been established, based on a Professional Point Credit System, to encourage individual educational development and improvement:
● A teacher may obtain Professional Growth Credit for the purpose of horizontal movement on the salary schedule by attending graduate level college classes, in-service workshops, education seminars, study groups, and other related professional meetings.
● Professional growth activities shall be related to the curriculum and instructional process of each school site and shall be approved by the principal and the superintendent of schools, or his/her designee, before the date of the activity. Professional growth activities not approved before the date of the activity shall not be granted points for Professional Growth Credit.
● Documented evidence of attending the activity shall be attached to the Professional Growth Credit Form.
● It is the responsibility of the teacher to submit the Professional Growth Credit Form, which is the official document certifying professional growth, no later than September 1 of each school year to receive credit toward horizontal movement on the salary schedule.
● PDC funds may be used to pay for college tuition and college courses acquired in such a manner shall be counted for the purpose of horizontal movement on the salary schedule.
● PDC funds may be used to pay for in-service workshops, education seminars, and other related professional meetings. If the workshop is attended during non-contracted hours and follows the guidelines as stated in rule #2, the workshop, seminar, study group or meeting may be approved for professional growth credit.
● Professional growth points shall not be applied to in-service workshops, education seminars, study groups, and other related professional meetings held during the school day for which the teacher has received release time from the school district. Professional growth credit for activities acquired with district funds shall not be approved for the purpose of horizontal movement on the salary schedule.
● Each clock hour of approved professional growth activity equals one point. Points will be allowed only in hourly increments.
● A total of sixteen points equal one hour of Board credit, which may be applied toward horizontal movement on the salary schedule.
● A limit of eight professional development credits may be earned by teachers below the Master’s Degree level and sixteen professional development credits may be earned by teachers above the Master’s degree level during their teaching career in the Richland R-IV district.
DRESS CODE Richland R-IV Schools recognizes the importance of an educator’s personal appearance as a part of a positive professional image. To emphasize this position, the school system has established the following guidelines: All certified employees are required to present a clean, neat, and well-groomed appearance. A. For ladies, dress slacks, skirts, blouses, and dresses are acceptable. Examples of inappropriate dress include footwear in poor repair, halter-tops, low cut blouses, inappropriate T-Shirts, shorts, sweatpants, cut-offs, coveralls,and skirts of extreme short length. Denim blue jeans can be worn on Friday only. B. For men, dress slacks, and dress/sport shirts are acceptable. Examples of improper dress include flip-flops, footwear in poor repair, shorts, sweatpants, overalls, coveralls, military apparel, and inappropriate T-Shirts. Denim blue jeans can be worn on Friday only. C. Teachers should not wear clothing, which advertises or promotes any business that is not appropriate in an educational setting. D. These guidelines shall be interpreted and enforced by the administration; individual exceptions may be considered on the basis of job description or school activity.
DRUG-FREE WORKPLACE (P 4870) Student and employee safety is of paramount concern to the Board of Education. Employees under the influence of alcohol, drugs, or controlled substances are a serious risk to themselves, to students and to other employees. Therefore, the Board of Education shall not tolerate the manufacture, use, possession, sale, distribution or being under the influence of controlled substances or alcoholic beverages on any school property or on any school-approved vehicle used to transport students to and from school or school activities; off school property at any school-sponsored or school-approved activity, event or function, such as a field trip or athletic event, where students are under the jurisdiction of the school district; or during any period of time such employee is supervising students on behalf of the school district or is otherwise engaged in school district business. Any employee who violates this policy will be subject to disciplinary action, which may include employment suspension, termination, and referral for prosecution. Employees may be required to satisfactorily participate in rehabilitation programs. Each employee of this school district is hereby notified that, as a condition of employment, the employee must abide by the terms of this policy, and will notify the superintendent of any criminal drug statute conviction for a violation occurring in or on the premises of this school district, or while engaged in regular employment. The employee must make such notification to the superintendent in writing no later than calendar days after conviction. The superintendent will provide notice in writing of such violation to the United States Department of Education, or other appropriate federal agency within 10 calendar days after the superintendent receives such notification, if the district receives any federal grants directly from such agency, as opposed to federal grants received through the Department of Elementary and Secondary Education. The district will take appropriate disciplinary action within 30 days. The district will institute a drug-free awareness program, to inform employees of the dangerous and harmful nature of drug and alcohol abuse in the workplace, of this policy of maintaining a drug-free workplace, of available counseling and rehabilitation, and of the penalties that may be imposed upon employees for drug abuse violations occurring in the workplace. The Board of Education recognizes that employees who have a drug abuse problem should be encouraged to seek professional assistance. An employee who requests assistance shall be referred to a treatment facility or agency in the community if such facility or agency is available. When it is evident that a staff member has consumed alcoholic beverages or controlled substances off school property during and/or before a school activity, the staff member will not be allowed on school property, or to participate in school activities. Staff members who violate this regulation will be subject to the same penalties as for possession or consumption on school property. The Board of Education hereby commits itself to a continuing good-faith effort to maintain a drug-free workplace.
DRUG-FREE WORKPLACE ACKNOWLEDGMENT FORM
Employees are hereby notified it is a violation of the Drug-Free Workplace policy for an employee to unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of, in the workplace, any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance or alcohol, as defined in Schedules I through V of Section 202 of the Controlled Substances Act and Chapter 195 of the Missouri Revised Statutes.
“Workplace” is defined as all school district property or facilities, other school premises or school district vehicles. Workplace also includes nonschool property if the employee is at any school-sponsored, school-approved or school-related activity, event or function, such as field trips or athletic events where students are under the control of the school district or where the employee is engaged in school business.
The superintendent retains the discretion to discipline an employee for violation of the Drug-Free Workplace policy. Employees who violate the terms of the Drug-Free Workplace policy may be required to successfully participate in a substance abuse treatment program approved by the Board. If the employee fails to successfully participate in such a program, the employee shall be subject to discipline up to and including termination.
Employees are further notified it is a condition of their continued employment that they comply with the above policy of the school district and will notify their supervisor of their conviction of any criminal drug statute for a violation committed in the workplace, no later than five days after the conviction.
I, ______, have read and understand the Drug-Free Workplace policy. I understand that if I violate the Drug-Free Workplace policy, I will be subject to discipline up to and including termination or I may be required to participate in a substance abuse treatment program. If I fail to successfully participate in a substance abuse treatment program, I understand I may be subject to discipline up to and including termination. I understand that if I am required to participate in a substance abuse treatment program and I refuse to participate, I may be subject to discipline up to and including termination. I also understand that if I am convicted of a criminal drug offense committed in the workplace, I must report that conviction to my supervisor within five days of the conviction.
______Signature of Employee Date
DUTIES
Classroom teachers are required to walk students to the cafeteria for lunch. Lunchroom duty teachers will walk around the lunchroom during your grade levels lunchtime assisting students, monitoring students and lining the class up for recess. Recess duty teachers will walk students from the cafeteria to the playground and back to class after recess. Duty teachers need to show up on time. If a teacher knows ahead of time that he/she will not be at school on a day with a duty, it is that teacher’s responsibility to switch with another teacher. Classroom teachers are required to walk students to the bus each day. EMERGENCY PROCEDURES (R 5240)
It is essential for teachers to become acquainted with the procedures to be followed in case of an emergency such as fire, tornado, lockdown, etc. District emergency procedures posters should be displayed in every classroom. Each teacher should have a copy of the multi-colored emergency procedure handbook. There will be a drill every month and the dates are set on the calendar of events for the elementary. EQUAL OPPORTUNITY EMPLOYMENT (P 4110) The Richland R-IV School District shall not be discriminatory in any matter concerning any person involving race, color, creed, national origin, sex, religion or handicapping condition. No person shall be denied participation in the benefits of or subjected to discrimination in programs and activities because of the aforementioned grounds. Hiring and promotion of personnel shall be non-discriminatory in so far as the aforementioned conditions are concerned.
GRADE CARDS At the end of each nine weeks a report of student progress is sent to parents. This report includes student attendance and progress in academic subjects, in personal and social characteristics, and in work and study habits. In addition to the quarterly grade card, mid-quarter deficiencies are sent home to parents whose children need improvement in certain academic subjects. Kindergarten isn’t given letter grades. Instead student progress is indicated by mastery of grade level objectives. Grades 1, 2, 3, 4, 5, and 6 issue grade cards using the following system: “A” – excellent, “B” – superior, “C” – average, “D” – improvement needed, “F” – failure.
INTERNET USAGE (P 6320)
Access to the World Wide Web/Internet must be in support of education and research. The use of the Internet Access Network is a privilege, not a right. Everyone is responsible for what he/she says and does on the network. Because communication with thousands of others is so quick and easy, it is important to think before communicating and to show respect for other people and their ideas.
Network administrators will make reasonable efforts to maintain reliable service and user privacy, but they cannot absolutely guarantee that the system will always be available or that files will always be saved, nor can privacy be completely guaranteed.
The smooth operation of the network relies upon the proper conduct of the end users who must abide to the following guidelines.
● Transmission of any material in violation of any US or state regulation is prohibited. This includes, but is not limited to: copyrighted material, threatening, harassing, obscene or pornographic material, or material protected by trade secret. ● Do not access non-educational sites. (Examples include Face book, my space and you tube) ● Do not access another individual’s materials, information, or files ● Do not access any “free” internet e-mail account on school computers ● Do not transmit chain letters (either creating or passing on) ● Please do not access “chat rooms”. ● Personal devices brought from home are not the responsibility of the school district. Cell Phones, Laptops, Tablets, Etc are … included in this list. It will be at the discretion of the school district whether your personal device will be allowed to access the internet within the district.
Since the computers are school property, administration reserves the right to inspect computer files at any time.
SCHOOL EMAIL Some of the conditions that require us to use district managed email systems for work-related email:
1) eDiscovery regulation requires the district to preserve electronically stored information, such as email, as we may be requested to produce messages for a lawsuit or investigation. This regulation compels us to archive all work-related email. We cannot archive work-related email unless it is stored on a district managed system.
2) FERPA and HIPAA are also federal regulations that apply to student records and privacy. An email about a student may become a record, and subject to FERPA regulations. Even though the district probably isn’t a HIPAA covered entity--an email that involves a student’s health or well being, may also become subject to HIPAA. For instance, if the message is about a student that presents a danger to self or others, it becomes regulated by HIPAA. The use of third-party email systems by district personnel, such as Gmail, for work-related email, is not compliant with these regulations.
3) We perform backups of our email. At least monthly we have a district user that accidentally deleted a messages or folders, only to discover they need it restored. Successful restoration is not guaranteed, but is only possible if a staff member uses district managed email.
From the Board approved Acceptable Use Policy: Users shall receive or transmit communications using only district-approved and district- managed communication systems. For example, users may not use web-based e-mail, messaging, videoconferencing or chat services, except in special cases where arrangements have been made in advance and approved by the district.
District Policy Doesn’t Allow for-Profit Email and Mass Announcements
Please review prohibitions regarding for-profit emails in the Board approved Acceptable Use Policy:
Use of district technology for soliciting, advertising, fundraising, commercial purposes or for financial gain is prohibited, unless authorized by the district. Users are prohibited from sending unsolicited electronic mail to more than 5 addresses per message, per day, unless the communication is a necessary, employment-related function or an authorized publication.
Please ask your principal for permission for school-wide announcements, and Central Office for multi-school or District-wide announcements.
LESSON PLANS All teachers are expected to keep daily lesson plans. Your completed week of daily lesson plans need to be entered into the lesson plan portion of our student record system. ( Teacher Ease). Teachers must update lesson plans on a weekly basis and not be more than one week behind at any time during the school year.
Have objectives, in mind, as each lesson is begun. Communicate lesson objectives to the students of all classes daily. Often, making out the test establishes the process of teaching the lesson. Effective teaching is established with the help of clear objectives and desired results. Make plans!
MEAL PRICES Breakfast Adult $1.85
Lunch Adult $2.60
Extra Milk $.30
MEDICAL EXAMINATIONS
As required by regulations of the Missouri Department of Elementary and Secondary Education, all school bus drivers and food service workers, and first year employees employed by the district are required to submit a health certificate completed by a physician for each current school term. In addition to the required health certificate, the Board may require evidence of continued good health from individual employees at any time it deems necessary.
OPEN HOUSE All teachers are required to attend Open House before the start of the school year. Classroom teachers should provide the following to the students/parents: ● Student handbook ● Lunch menu ● Additional insurance information (if provided) ● Free/reduced meal plan paperwork ● Personal information sheet about each student – provided by the office – to be corrected by the parent at Open House ● Any pertinent classroom information ● Military dependent paperwork
Teachers should post a list of students outside their classrooms.
Teachers may also want to have parents sign up for conferences, carnival help (provided by PTSO), parties, etc.
PERSONAL TELEPHONE CALLS Teachers can make personal telephone calls during planning times only. All long distance calls need to be charged back to the employee’s phone number. Cell phones should be TURNED OFF OR ON VIBRATE during class time. Please be a good role model about cell phone usage.
SUB FILE Each teacher is to have a substitute file prepared. The file shall contain:
● Class Rosters ● Class lesson/assignments ● Phone use procedures ● Special Ed schedule ● Emergency Procedures ● Lunchtime procedures ● Restroom rules & procedures ● Building maps ● Attendance procedures
SEXUAL HARASSMENT (R 4810) Sexual harassment is strictly prohibited in the Richland R-IV School District. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature. Employees who witness, or are the victims of sexual harassment, shall immediately notify their immediate supervisor, or the next level administrator who is not the subject of the complaint, as may be appropriate under the circumstances. The supervisor or administrator receiving such a complaint shall immediately notify the superintendent and transmit a full written report to the superintendent as soon as possible. The superintendent shall provide for an investigation of the incident and take disciplinary action where appropriate; in order to ensure that further sexual harassment does not occur. Employees who believe that their complaint has not been satisfactorily resolved may utilize the normal grievance procedure.
STAFF ETHICS/CONDUCT (P 4630)
The Board of Education requires all staff members to serve as positive role models for District students. District schools exist to provide quality, cognitive, and affective education for District students in a safe and appropriate setting. In achieving these objectives, staff are required to meet certain performance criteria including, but not limited to: 1. Review and comply with Board policies, regulations, and procedures as well as related building rules and practices. 2. Properly prepare for student instruction. 3. Fully utilize instructional time for learning activities. 4. Maintain students under active supervision at all times. 5. Assess student performance in a regular and accurate manner. 6. Modify instructional goals to meet the needs of each student. 7. Comply with administrative directives. 8. Communicate with students in a professional and respectful manner. 9. Communicate with colleagues, parents and District citizens in a professional manner. 10.Properly operate and maintain district property. 11.Utilize district technology solely for school district business. 12.Maintain required records and submit requested reports in a timely manner. 13.Comply with all safety guidelines and directives. 14.Refrain from the use of profane and obscene language. 15.Dress in a professional manner. 16.Attend to all duties in a punctual manner. 17.Maintain student confidentiality pursuant to state and federal law. 18.Follow and implement student Individual Education Programs (IEP) under the Individuals with Disabilities Education Act (IDEA) or plans under Section 504 of the Rehabilitation Act. 19.Maintain and account for District funds in the staff member’s possession and control. 20.Maintain professional relationships with students. With the exception of students who are immediate family with the staff member, this requirement also includes avoiding situations that could lead to allegations of inappropriate relationships with students, including, but not limited to: 1. Being present in any setting where students are provided or are consuming alcohol or illegal drugs. 2. Inviting students to be alone with a staff member at a staff member’s residence, on staff member’s private property, or in a staff member’s motor vehicle without the prior consent of the building principal. 3. Communicating with students, electronically or in person, about the student’s sexual activity or concerning the staff member’s sexual or romantic conduct. 4. Being present on District premises alone with a student in a room where the door is closed, the door is locked, or the lights are off, unless required temporarily due to emergency circumstances. Counselors and administrators are exempted from this prohibition in performance of professional duties. 5. Covering the interior window(s) of instructional space and offices with any material that blocks or obscures outside vision into the space, unless required temporarily due to emergency circumstances. 6. Communicating with students about sexual topics outside approved District curriculum, unless done as part of a District investigation into sexual abuse or harassment. 7. Utilizing students to attend to personal errands for the staff member. 8. Allowing students to drive a staff member’s vehicle.
STAFF CONFLICT OF INTEREST (P 0342) It shall be deemed unethical for any staff member to attempt to influence a Board Member outside of an official Board Meeting in regard to teaching assignments, purchase of equipment and supplies, selection of textbooks or like matter which are ultimately decisions delegated to the Superintendent and Building Administration. Employees will not participate for financial remuneration in outside activities wherein their position on the staff is used to sell goods or services to students or their parents/guardians. Employees shall not act as agents or accept commissions or other rewards for books or other school materials, the selection or purchase of which they may influence. The school district will not purchase products distributed directly or indirectly by employees of the district.
STAFF/STUDENT RELATIONS The relationship between professional staff members and students in the school district should be one of cooperation, understanding and mutual respect. All employees have the responsibility to provide an atmosphere conducive to learning, which should be accomplished through effective individual and group discipline. All students and staff will treat each other with respect. Differences and problems that arise between an employee and student are typically best worked out by conferences between these two persons or between the employee and the parent of the student. However, employees and students should immediately report a violation or perceived violation of the district’s nondiscrimination and anti-harassment policy, regardless of whether a conference has been held. No employee may use his or her status as an employee to adversely influence a student of the district. No employee may date, make advances toward, or engage in any sexual relationship with a district student, regardless of the student’s age, the perceived consensual nature of the relationship, where the advances are made or whether the employee directly supervises the student. Further, no employee may discuss or plan a future romantic or sexual relationship with a student. All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the district’s administration immediately. All employees or school officials who know or have reasonable cause to suspect child abuse shall immediately report the suspected abuse to the principal or to the Division of Family Services hotline, pursuant to state law.
SODA/SNACK MACHINES The soda machine is provided in the workroom for employees only. Teachers should not send students to the machine to purchase something for the teacher. Teachers should NOT drink soda from a can or bottle or eat snacks in front of students.
PROFESSIONAL STAFF CONTRACTS
Every contract and modification shall be in duplicate, the original to be filed with district, and a copy provided to the employee
Probationary Contract All teachers new to the district will be employed on a probationary contract for one year, and will continue on one-year probationary contracts until qualified for and awarded indefinite contract status. On or before April 15, the Board shall notify in writing probationary teachers whose contracts will not be renewed. Upon request the notice shall include a concise statement of the reason or reasons for nonrenewal. Probationary teachers not notified before April 15 shall be employed for the next school year under the terms of the contract for the preceding year. Probationary teachers who are informed of re-election by written notice shall be tendered a contract on or before May 15, and shall provide written notices of acceptance or rejection within 15 days of receiving the contract. Failure to provide notice within this period is a rejection of the Board’s offer. Any teacher employed under a part-time contract by the district shall accrue credit toward permanent status on a prorated basis.
Indefinite Contract Permanent teachers will receive any modifications of the indefinite contracts, on or before May 15 of each year. These modifications may include determination of the date of beginning and length of the next school year and fixing the amount of annual compensation. All affect teachers will be furnished written copies of the modifications within 30 days after their adoption by the Board.
RELEASE FROM CONTRACT Any contract may be terminated at any time by mutual consent. A teacher will not be released from contract unless a suitable replacement is available, and then only on conditions set forth in the Missouri Teacher Tenure Act. The Board may consider a release of contract for the following reasons: health, transfer of spouse, or other.
Recognizing that the teacher’s contract is a legal document, which binds both the teacher and the Board, the Board’s attitude shall generally be one of disapproval for requests of release of contract for reasons other than health or transfer of spouse. The Board will at all times hold the welfare of the students paramount during the consideration and deliberation of requests for release. If a teacher asks to be released from his/her contract the Board may apply the following penalties:
A release from contract would be automatic upon written request on or before th st May 15 for non-tenured staff and June 1 for tenured staff. After those dates, the Board of Education may release the teacher, However the staff member must pay all penalties before a written request will be taken to the Board of Education for consideration. Non-Tenured Staff: th th May 16 – June 15 $1,000 th th June 16 – June 30 $2,000 After June 30th $3,000 Tenured Staff: nd th June 2 – June 15 $1,000 th th June 16 – June 30 $2,000 After June 30th $3,000
PROFESSIONAL STAFF SALARY SCHEDULES
● Maintenance of the salary schedule is dependent on the local levy approvals and continued state financial support. ● No one can advance more than one step vertically and one column horizontally per year. ● In order to advance on the salary schedule for completion of additional college graduate hours, professional staff must receive approval by the administration prior to enrolling in the course. ● Each teacher may be assigned one or more activities to sponsor without an increase in salary. ● Hours used to advance must be in the area in which one is teaching, in the field of education, in the individual’s areas of certification or in an area approved by the superintendent. ● A contract salary must be supported by a college transcript showing full credit and be on file in the office of the superintendent by September 1. ● Full credit for a maximum of four years of teaching service in other school systems will be accepted. Credit will be given at a rate of 2 years = 1 year on the salary schedule, for each two years over the first four years of teaching experience. All experience must be a full time, full year teaching experience in an accredited public school.
SICK/PERSONAL LEAVE (P 4320) SICK LEAVE Full-time employees are entitled to 9 days of sick leave per school year. An absence of over one through four hours shall be counted as half-day of sick leave. Unused sick leave will be cumulative to 50 sick leave days. Accumulated sick leave shall be paid at 75% of substitute pay. Professional staff employed for longer than 20 years will receive accumulated sick pay at 100% of substitute pay upon leaving the district. Professional staff members may be terminated for excessive absences or tardiness. Unless authorized by the Board, superintendent or otherwise authorized by law, an employee’s absence or tardiness is considered excessive if it: Is for a reason not granted as paid or protected leave under Board policy Exceeds the number of days allotted by the Board for that particular leave Is for a reason authorized by the Board policy but exceed five (5) days a month, (20) days in a semester, or (40) days per school year. The district may require an employee to present a certificate of fitness to return to work whenever the employee is absent from work due to the employee’s health.
PERSONAL LEAVE A maximum of 2 days of personal leave will be available per school year. Absences may be charged against personal leave for the following reasons: ● Conduct of personal business of such a nature that it cannot be performed on a Saturday, Sunday, or before or after school hours. ● Court subpoena – If the subpoena is directly related to his or her school duties, the employee will be released for court appearance without loss of personal leave. Other court appearances will be deducted from personal leave. ● Jury duty – The employee will be paid regular pay after the jury duty pay vouchers are assigned to the school district. ● Tax investigation ● Wedding, graduation or funeral for a member of the immediate family. The Board defines “immediate family” to include spouse, parents, children, mother-in-law, father-in-law, grandparents, grandchildren, brothers and sisters of an employee or employee’s spouse. One day for immediate family funeral will be granted with full pay. ● Observance of a religious holiday which is normally observed by persons of the employee’s faith. ● Teachers will need to use one of their personal days if they want to go on a field trip with their own children. Please think carefully on what field trip you want to attend.
Whenever possible, it is expected that requests for leave will be made at least 48 hours in advance of the time leave is requested. All requests for leave will be made directly to the building principal.
Call Tina Turner at 573-512-0446 after school hours if a substitute will be needed the next day. Please DO NOT call before 6:00 a.m.
PREGNANCY AND CHILDBIRTH LEAVE A pregnant employee shall continue in the performance of her duties as long as she is able to do so, and as long as her ability to perform crucial duties is not impaired, based on medical opinion. However, the employee shall notify her supervisor as soon as she knows she is pregnant. The employee shall be granted sick leave during periods of pregnancy related disability, and if necessary any unpaid leave of absence, to begin at the time recommended by her physician. The employee shall return to duty when she is physically able based on medical opinion, except that this paragraph creates no rights extending beyond the contracted period of employment. BEREAVEMENT LEAVE Bereavement Leave – will be paid as follows in addition to sick leave: a. Immediate Family--- (Spouse, Children, Parents, In-Laws, Brothers, Sisters, Grandparents, Grandchildren) -- 3 days
b. For other extended members paid leave of up to 3 days may be used to be subtracted from the employee’s accumulated sick leave.
SICK LEAVE POOL The purpose of the sick leave pool is to furnish a continuing income for all Richland R-IV employees who are granted annual sick leave and who are faced with an extended illness or accident or with extended illness or accident of an immediate family member (spouse or child only) and may have used all but five of their sick leave days. The pool excludes intermittent illness, uncomplicated pregnancy, elective surgery, maternity leave, and/or business.
● Each employee may contribute one day of sick leave to the pool for 1997-98 and one additional day when the pool falls below 50 days at the end of any school year. ● Each new employee after July 1, 1998 shall contribute one day of sick leave to the pool. RETIRED SUBSTITUTE TEACHERS Any person retired and currently receiving a retirement allowance other than for disability may be employed in any capacity on either a part-time or temporary substitute basis not to exceed a total of 550 hours in any one school year, and, through such employment, may earn up to 50% of the annual compensation payable under the employing district’s salary schedule for the position or positions filled by the retiree, given such person’s level of experience and education, without a discontinuance of the person’s retirement allowance.
PROFESSIONAL DEVELOPMENT PLAN
All teachers employed in the Richland Elementary School will have a completed Professional Development Plan on file using the NEE (Network for Educator Effectiveness) System. This plan will be reviewed twice throughout the year. In order to help beginning teachers polish their skills, improve their chances for success and encourage them to stay in the profession, the school district will provide a professional development plan for each faculty member who has no teaching experience. The plan will address the teacher’s first two years in the classroom, and the goals identified in the plan will relate to the evaluation criteria used by the district. Copies of the initial plan and all subsequent revisions shall be filed in the new teacher’s building to be readily available to the teacher and mentor for review and updating.
Beginning teachers will participate in an entry-year mentor program and will be assigned a mentor who will initiate preparation of the beginning teacher’s professional development plan and will help the teacher tailor the plan to his or her needs as soon as appropriate.
PROFESSIONAL STAFF ASSIGNMENTS Instructional personnel will be assigned on the basis of their qualifications, the needs of the district, and employee’s expressed desires. When it is not possible to meet all three conditions, personnel will be assigned first in accordance with the needs of the district; second, where the administration feels the employee is most qualified to serve; and third, as to the expressed preference of the employees in order of seniority in the district, all other considerations being equal. In the case of vacancies in new or existing positions, favorable consideration will be given to qualified applicants among current employees.
TEACHER EVALUATIONS (P 4610) To assure high quality professional staff performance and to advance the instructional programs of the district, the Board will require a program of comprehensive, performance based evaluations for each professional staff member it employs. The evaluation shall be on-going and of sufficient specificity and frequency to provide for demonstrated standards of competency and academic ability.
The principal shall by the March meeting present to the Board an evaluation and recommendation on continued employment for each professional staff person under his supervision. Richland School District follows the Network for Educators Effectiveness for classroom observation. Each teacher is evaluated 6-10 times yearly.
DISMISSAL OF PROFESSIONAL STAFF An indefinite contract with a permanent teacher shall not be terminated by the Board of Education, except for one or more of the following causes: ● Physical or mental condition unfitting him/her to instruct or associate with children. ● Immoral conduct. ● Incompetency, inefficiency, or insubordination in line of duty. ● Willful or persistent violation of or failure to obey the school laws of the state, or the published regulations of the Board of Education. ● Excessive or unreasonable absence from performance of duties. ● Conviction of a felony or crime involving moral turpitude.
RELIGION (P 6242) According to the laws of the State of Missouri, no sectarian doctrine shall be taught or inculcated in any of the public schools. The Holy Scriptures, without note or comment, may be used as reference. Sectarian beliefs may be described and discussed in classrooms at all grade levels, but the purpose of the public schools is to encourage recognition and respect, not to instill belief.
AT-RISK STUDENT IDENTIFICATION Each teacher will review student files during August or September to identify any student who may have difficulty. Criteria used for identification will include: standardized test scores, previous grades, attendance, and previous teacher recommendation. The classroom teacher will monitor any student identified as a potential at-risk student with assistance from the special service staff, and the principal. The classroom teacher will implement alternative intervention strategies with the assistance of the Building Principal and Counselor. Those students who do not make significant improvement through alternative intervention strategies will be referred for evaluation to determine the possible handicapping condition.
STUDENT DISCIPLINE Teachers will be responsible for the conduct of the students. Teachers will use the Student Expectations poster to maintain a school-wide discipline program and will fairly and consistently hold students to these expectations. Teachers will keep accurate and detailed records of discipline problems in the classroom. When it is deemed necessary by the teacher to send a student to the office, a completed discipline form will be sent with the student (unless in an emergency situation).
SMOKE-FREE DISTRICT The Richland R-IV School District is smoke free. There is no smoking allowed in any school buildings, school buses or contracted transportation. Staff members should refrain from smoking in front of students, and should not smoke at any school sponsored activity.
SCHOOL DISMISSAL In case of inclement weather or situations in which school cannot be held, radio stations KJPW (102.3), KFBD (97.9), KJEL (103.7), KRMS (1150 AM), KFLW (98.9), and KTTR (99.7)and television stations KYTV Channel 3, KOLR Channel 10, KDEB Channel 27 and KSPR Channel 33 will announce school dismissal before 7:00 a.m. Teachers will be notified through the use of the Care Tree. Teachers need to follow the directions on the Care Tree in contacting others.
TECHNOLOGY USAGE The Richland R-IV School District recognizes the educational and professional value of electronics-based information technology, both as a means of access to enriching information and as a tool to develop skills that students need. Unless authorized by the superintendent, all users must have an appropriately signed User Agreement on file with the district before they are allowed access to district technology resources. All users must agree to follow the district’s policies, regulations and procedures. A user does not have a legal expectation of privacy in the user’s electronic mail or other activities involving the district’s technology resources. The district will monitor the on-line activities and operate a technology protection measure (“filtering/blocking device”) on all computers with Internet access, as required by law.
Authorized employees may use the district’s technology resources for reasonable, incidental personal purposes as long as the use does not violate any provision of district policy, regulation or procedure, hinder the use of the district’s technology for the benefit of its students or waste district resources. Any use which jeopardizes the safety, security or usefulness of the district’s technology is considered unreasonable. Any use, which interferes with the effective and professional performance of the employee’s job, is considered unreasonable.
All employees must model the behavior expected of students, exhibit the same judgment as expected of students and serve as role models for students. Because computers are shared resources, it is not appropriate for an employee to access, view, display, store, print or disseminate information via district resources, including e-mail or Internet access, which students or other users could not access, view, display, store, print or disseminate, unless authorized by the district. Employees may be disciplined or terminated for violating the district’s policies, regulations and procedures.
STUDENT RECORDS Student permanent records are for the purpose of providing student data and school history information. Teachers are encouraged to become fully acquainted with each of their students. File utilization is restricted as follows: ● Files may not be taken home. ● Files used in the classroom must be returned to the vault at the end of each day. ● Teachers must sign the “Access to Records” form found in each file. ● Student records are confidential and information may not be shared with others.
TEACHER MAILBOXES Each employee has a mailbox in the workroom. These mailboxes need to be checked and cleaned out daily. Each employee will be given an electronic mailbox (e-mail) which also needs to be checked daily.
STUDENT REFERRAL It is the responsibility of the classroom teacher to be sensitive to individual student progress or needs. Students failing to show progress consistent with their abilities should be brought to the attention of the Teacher Support Committee. A classroom observation referral form can be obtained from the school counselor and should be filled out and given to any member of the Teacher Support Team. Please refer to the Procedures for Referral.
PROCEDURES FOR REFERRAL Teacher or parent expresses a concern for a student.
Proceeds to the Teacher Support Team – (30 days to complete the process stated below and meet with the parent) 1. Alternative interventions begin or submit documentation of interventions already tried. 2. Review of existing data – This should include an interview with the parent to discuss concerns noted and find out about any parent concerns. This may be done by phone or in person. 3. Teacher Support Team meets a second time to review alternative interventions and existing data – discuss results and team makes recommendations. 4. Meeting with parent is schedules to review results. Team should include: Parent/guardian Building principal Teacher Support Team chair or representative Referring classroom teacher Special education coordinator and/or designated special education teacher School counselor or nurse if appropriate
TECHNOLOGY PROBLEMS
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