CHAPTER C – HUMAN RESOURCES

C-1.1 STAFF ACCEPTANCE OF POLICY

Chapter C – Human Resources

Part 1.0 Staff Acceptance of Policy

Section 1.1 Staff Acceptance Statements

Policy Statement:

At-Will Employment Statement

Employment by American Prep remains at-will. Any procedure or practice, whether set forth herein, or not, is employed at the discretion of the Governing Board and its designee(s). Either party may terminate employment at any time, with or without cause, warning, or notice. Nothing contained herein creates any expectation of continued employment.

I have read and understand the foregoing statement titled “At Will Employment” and have received a copy of the American Prep 2017-2018 Staff Handbook. I acknowledge that the School retains its status as an at-will employer at all times.

Expectation of Privacy Statement

I understand that security cameras and audio recording equipment may be present in classrooms and common areas throughout the school. I have no expectation of privacy on any APA property, including but not limited to vehicles, buildings, classrooms, lockers, desks, mailboxes, computers, or other furniture, equipment, or fixtures.

By signing below, I acknowledge that I have received, read, and agreed to abide by the American Prep 2017-2018 Staff Handbook, At-Will Employment Statement, and Expectation of Privacy Statement. I recognize that nothing contained in the Staff Handbook is intended to create, or can create, any contractual or other legal rights.

____________________________________________________ __________________

Signed Date

Policy Cross-reference I-4.1 Security Cameras

C-1.2 EMPLOYEE AGREEMENTS AND ACKNOWLEDGEMENT

Chapter C – Human Resources

Part 1.0 Staff Acceptance of Policy

Section 1.1 Employee Agreements and Acknowledgement

Policy Statement:

The talents, skills and services of staff are important to the American Preparatory Academy (the school) in accomplishing its Mission. The purpose of this policy section is to:
1. Establish standards and guidelines for staff so that both the employee and the school understand the parameters of the employment relationship and the acceptable relationship between adults and minors.
2. Reduce the risk of unwanted legal exposure to both staff and the school.
3. To provide a safe, nurturing and secure environment for students, volunteers and staff.

Non-Disclosure Agreement
Employment at the school requires access to information that is confidential or otherwise considered by the federal government, state government, school, community, parents, guardians or students to be privileged and confidential. Confidential information may be received and maintained by staff under a promise of confidentiality to perform many
job duties while employed at the school. Maintaining the confidentiality of such information is primarily the responsibility of the user of the information. Staff members who access confidential information undertake this responsibility as a condition of employment. This Agreement shall govern the conditions of disclosure by the school of certain “Confidential Information” including but not limited to student names, student information, Individualized Education Plans (IEP’s), school records, staff information, staff records, financial information, data, trade secrets and any and all intellectual property relating to the school, its operations, staff and student body. With regard to Confidential Information, I agree:

1. To safeguard the confidential information against disclosure to others with the same degree of care as I would with my own information of a similar nature.
2. Not to disclose confidential information to others, without the express written permission of the school.
3. That the secrecy obligations with respect to the confidential information shall continue indefinitely.

Work Product Agreement
I acknowledge that I neither gain nor retain ownership rights to the work product of the material provided to me, used, or created by me in conjunction with any school project. I understand that the school has sole ownership of the work product and may use the results of my efforts in any manner appropriate including licensing such work product to others. I agree to return all materials provided to me during my employment.

Safe School Environment and Code of Conduct Acknowledgement
The school strives to provide a safe and nurturing learning environment for students and staff. With regard to providing a safe school environment:
1. I understand that I am expected to maintain a high ethical and professional standard in their interaction with both adults and minors.
2. I understand that I am prohibited from using physical discipline (including corporal punishment) in any way for the behavior management of students, except insofar as restraint may be necessary to prevent a student from inflicting harm on themselves or others, in which case a detailed written record of the incident is to be made. I understand that clear professional boundaries must exist between minors and adults.

3. I understand that I must schedule one-on-one counseling sessions or meetings with minors at times and locations that promote accountability, in an open room setting without closed doors, and only if readily observable by others who may be in the room or hallway, and meet accepted standards of propriety.

4. I agree that I shall not engage in any form of unlawful, unacceptable or offensive behavior with students, parents/legal guardians, staff or visitors to the school which may include, but is not limited to:

(a) verbal harassment, such as derogatory comments, jokes, or slurs;

(b) visual harassment, such as derogatory or sexually explicit printed material, books, magazines, posters, cards, calendars, cartoons, graffiti, drawings, notes, or gestures;

(d) physical harassment, such as inappropriate touching, hitting, kicking, grabbing or any other form of aggressive, abrasive or harassing physical contact;

(e) other behavior deemed offensive or inappropriate by school administration.

5. I understand that unless the school has a parent or legal guardian’s knowledge and consent in the form of a written permission slip, I am never to drive students in my vehicle, before, during or after school unless there is a medical emergency requiring immediate medical care. When authorized to do so, I will operate my vehicle in accordance with the law.
6. I understand that extra-curricular activities, school programs, or special instruction sessions shall not be conducted by only one adult without additional adult presence and/or must be conducted at times and
locations that promote accountability, in an open room setting without closed doors, and only if readily observable by others who may be in the room or hallway, and meet accepted standards of propriety.
7. I understand that I should not be alone in locker rooms or other dressing rooms with a single or small group of students without another adult present. I understand that I must avoid these areas while students are changing unless student behavioral issues warrant the presence of adults. I understand that at least 2 (two) staff members must be present during these times.

I acknowledge receipt of the Non-Disclosure agreement, Work Product Agreement and Safe School Environment Code of Conduct. I affirm that I understand the policies and procedures contained in these documents. I agree, as a condition of employment and/or service at American Preparatory Academy, to abide by these policies and procedures and that my failure to follow them may result in disciplinary actions, including termination of employment.

C-1.3 DRUG-FREE WORKPLACE

Chapter C – Human Resources

Part 1.0 Staff Acceptance of Policy

Section 1.3 DRUG-FREE WORKPLACE

Policy Statement:

American Preparatory Academy’s Drug-Free Workplace Policy & Testing Program began September 1, 2003. This policy applies to all employees. If you have questions about the policy statement or the testing program, please contact the APA Human Resource Department.

Policy Statement

The problem of drug and alcohol abuse has received recent attention because of its magnitude and its potential for harm to individuals and our society. We strongly believe that our working environment must be free of illegal drugs, alcohol, and the threat of theft for reasons of safety, health, quality service, and productivity.

The cooperation of all employees is required in order for our illegal drug and alcohol policy to be successful. American Preparatory Academy requires that all employees follow these rules:

Employees are prohibited to illegally use, manufacture, possess, distribute or sell drugs in the workplace.
Possession or storage of alcohol or illegal drugs in company vehicles or on school premises (including parking lots, and entry roads) is strictly prohibited. An employee will be considered in possession of illegal drugs or alcohol if illegal drugs or alcohol are discovered on the employee’s person, in the employee’s locker, desk, office, toolbox, personal workplace equipment, lunch box, personal vehicle while on school property, or company vehicle or equipment which is in their custody.
Employees are prohibited from being at work or operating company-provided vehicles or equipment under the influence of drugs or alcohol.
Violation of this policy may subject an employee to termination.

Definitions

Alcohol
Includes Ethyl Alcohol or Ethanol. Alcohol is not limited to popularly recognized alcoholic beverages such as beer, wine, or liquor.
Illegal Drugs
A controlled substance included in schedule II, as defined by section 802 (6) of title 21 of the United States Code, the possession of which is unlawful under chapter 13 of the title. The term “illegal drugs” does not mean the use of a controlled substance pursuant to a valid prescription or other use authorized by law.
Employee
Any person in the service of APA for compensation of any kind.
Verified Positive Result
Any result above confirmation levels for drugs or alcohol.
Drug Test
“Drug Test” means analysis of urine, blood, and/or breath sample for the presence of “illegal drugs”.

The screening and confirmation cutoff levels are listed below:

Screening Thresholds

Drugs Cutoff

1. Marijuana 50ng/ml

2. Cocaine 300ng/ml

3. Opiates 300ng/ml

4. Amphetamines 1000ng/ml

5. Phencyclidine 25ng/ml

Confirmation Thresholds

Drugs/Metabolite Cutoff

1. Marijuana Metabolite 15ng/ml

2. Cocaine Metabolite 150ng/ml

3. Opiates:

Codeine 300ng/ml

Morphine 300ng/ml

4. Amphetamines:

Amphetamine 500ng/ml

Methamphetamine 500ng/ml

5. Phencyclidine 25ng/ml

6. Urine alcohol level .05%

Standards

American Preparatory Academy has established standards in the following areas.

Tests
Reasonable Cause – APA may require testing of any employee during their employment period when there is a reasonable cause (see ”Reasonable Cause” below) or other overt reason to believe that the employee is under the influence of drugs or alcohol.

Random Testing – APA reserves the right to implement a random testing procedure at any time.

Post-Accident – Any accident that occurs on company time or while operating any equipment owned by APA may require that the injured employee submit to a “post-accident” drug test.

B. Reasonable Cause

Reasonable cause for testing employees includes, but is not limited to, any accident involving an employee who was driving a company-provided vehicle or operating company-provided equipment; any appearance and/or behavior indicating the influence of drugs or alcohol; or anytime employees are injured or violate a safety rule that could lead to significant injury to themselves or others.

If an employee is sent to be tested for drugs or alcohol for “reasonable cause” the employee will be placed on administrative leave until American Preparatory Academy receives the test results. If the results come back negative, the employee will be paid for the time off and be allowed to return to work immediately. If the results come back positive, the employee will not be compensated for the time off and he/she may be subject to termination. In either case, the employee is not to return to American Prep until the Human Resources Director notifies them.

Refusal to take a drug or alcohol test under the conditions of this policy is sufficient grounds for termination.

Inspection Policy

When there is credible reason to believe that an employee is in possession of a controlled substance or alcohol (i.e., first hand or eye witness reports of the violation), American Preparatory Academy reserves the right to request an inspection of any item(s) the employee has brought onto APA premises, including employee vehicles parked on school premises. American Preparatory Academy also reserves the right to search any company-owned property at any time.

Any employee who refuses to comply with the request for inspection of their personal property or vehicle may be subject to termination.

C. Notice

Each employee will receive a copy of American Preparatory Academy’s drug testing policy and procedure prior to the date of implementation or at the time they are hired, whichever occurs first.
Each employee must sign an acknowledgement that they have received a copy of American Preparatory Academy’s drug and alcohol policy and testing program and agree to comply with the provisions of the policy.
A copy of American Preparatory Academy’s drug and alcohol policy and testing program will be made available to all prospective employees for their review at the time of application if so requested. Each prospective employee will be informed of the policy and their right to review the policy.
D. Prescription Drugs

Employees are solely responsible and expected to inform their supervisor of any prescription drugs they are taking which may alter their ability to perform their jobs. Supervisors have the responsibility to deny an employee access to company-provided vehicles and equipment if the effects of prescription drugs will render the employee unsafe in the operation of the vehicle or equipment.

For your safety, if you are taking prescription medication or have a medical condition that may affect your ability to perform the tasks required in your job description or that may require first aid, please notify your supervisor. Examples of medical conditions that may require first aid could include but are not limited to:

Asthma
Allergies (severe – bee/wasp, food, etc.)
Diabetes
Taking blood thinners
Chronic or Acute Pain

If your medical condition is treated by prescription aids, such as epinephrine for bee stings, please tell your supervisor where you normally keep your aids in case assistance is needed. Possession or use of prescription medications that are not in the employee’s name may subject the employee to discipline.

E. Counseling

American Preparatory Academy encourages voluntary participation in appropriate counseling and treatment for drug and alcohol-related problems. However, participation will not prevent or lessen the extent of disciplinary action for violation of this and associated policies.

Employee Assistance Plan

The APA Employee Assistance Program provides short-term, confidential counseling for you and anyone living in your household regardless of whether you and/or they are covered under your health insurance plan at no out-of-pocket expense to you.

For information on APA health insurance coverage of counseling and treatment, please see your company-provided benefits documents or contact the Human Resources department.

F. Confidentiality

APA recognizes the importance of confidentiality of testing information. It will take all reasonable steps to assure the confidentiality of information obtained by APA as a result of this policy. No information will be released to anyone without the employee or applicant’s signed authorization, except when necessary to implement the provisions of this and related policies or to comply with legal requirements.

G. Reporting of Arrests

A licensed or non-licensed educator who is arrested, cited, or charged with an alcohol or drug offense must report the arrest, citation, or charge within 48 hours or as soon as possible to the licensed educator’s supervisor and Executive Director. The Executive Director or designee shall report conviction, arrest, or offense information received from a licensed educator to the State Superintendent within 48 hours of receipt of information from the educator.

For more information, see Policy C-10.2.1 Personal Reporting of Arrests.

References

41 U.S.C. §701 et seq., Drug Free Workplace Act of 1988

Utah Code Ann. §34-41-101 et seq., Local Governmental Entity Drug-Free Workplace Policies

Utah Code Ann. §53-10-211, Notice Required of Arrest of School Employee for Controlled Substance or Sex Offense

Utah Code Ann. §53G-8-602, Possession or Consumption of Alcoholic Beverages at School or School-Sponsored Activities

Utah Code Ann. §58-37-8, Controlled Substances, Prohibited Acts

Utah Code Ann. §58-37a-5, Utah Drug Paraphernalia Act

Utah Admin. Code R277-515, Utah Educator Standards

Utah Admin. Code R477-14, Substance Abuse and Drug-Free Workplace

C-2.0 TRAINING AND MEETINGS

Chapter C – Human Resources

Part 2.0 Training and Meetings

Section 2.1 Professional Development

Policy Statement:

Required Training

American Prep offers two weeks of training prior to the start of every school year: Teaching Institute and Pre-service.

All of the teaching staff at American Prep Academy or any American Prep School is required to be certified each year in the following areas:

Direct Instruction programs
Spalding Spelling
CHAMPS classroom management
APA Transitions and Procedures
Data Collection and Reporting

Classroom teachers must also be certified in the following areas:

Core Knowledge subjects (elementary levels)
APA Writing programs
Shurley English
Direct Instruction methods
State and National testing ethics
State required trainings (compliance)

American Prep Teaching Institute

Every year, the teaching staff at American Prep Academy or any American Prep school will be invited (at no cost to the employee) to the American Prep Teaching Institute where certification in the above areas is available.

It is the teacher’s responsibility to ensure they are at all sessions of these trainings so they can qualify for the appropriate certifications to fulfill their job duties throughout the year.

At the conclusion of the American Prep Teaching Institute week, certifications will be emailed to each participant. Those certifications should be kept by the employee to ensure they have the information available to submit to the state for re-licensure points.

A. Alternative Certification

Any teaching employee (teacher or instructor) who is unable to receive a certification for an area they will be teaching during American Prep Teaching Institute may attend certification trainings held by other organizations. These trainings must be approved by the District Academic Director in advance of attendance. These trainings may include (but are not limited to) the following:

Direct Instruction training in Eugene, Oregon
Spalding trainings held at other venues or other charter schools
Core Knowledge training held at the National or State level
Shurley English training held by the Shurley English representative
CHAMPS training held at a national or state level

Teaching staff that are unable to attend the certification trainings held at American Prep Academy or at other venues will be placed in a substitute teaching position until their training is complete.

B. Make-up Trainings for New Hires

Make-up trainings will be held at different times throughout the school year to provide new employees the opportunity to become certified to teach at an American Prep School. Employees who are hired after the training weeks will be responsible for ensuring they are certified as close to their hire date as possible. Some of the training for new employees will occur on the job. APA teaching coaches will certify these employees as they see they have developed the skills needed to be effective in the classroom.

C. Waivers

Teaching staff that have been certified in previous years may apply for a certification waiver if conflicts occur that prohibit them from attending the yearly certification training during the Teacher Institute in August. All waivers must be approved by the District Academic Director in advance of the Teacher Institute Training week. It is up to the discretion of the Director whether to grant the waiver for all subjects or to require the staff member to seek training in certain areas before school begins (or at the beginning of the year).

Pre-Service Training Week

A separate pre-service training occurs usually during the 3rd week of August. All APA staff is invited to attend. Important topics specific to American Prep’s mission, philosophy, and staff policies are covered. Staff photos are taken and campus-specific information is also shared during this week.

The state of Utah has required that all staff receive annual or periodic training in areas essential to student and staff safety. These required trainings occur during collective pre-service meetings as well as through online modules completed independently by each staff member. Online training modules generally include a Powerpoint presentation followed by a short quiz. Every staff member must demonstrate understanding of the material with a score of 100% in order to be recertified annually on these training modules. Because these are state-mandated requirements, failure to complete the certification in a timely fashion may jeopardize employment status.

C-2.1 PROFESSIONAL DEVELOPMENT

Chapter C – Human Resources

Part 2.0 Training and Meetings

Section 2.1 Professional Development

Policy Statement:

Required Training

American Prep offers two weeks of training prior to the start of every school year: Teaching Institute and Pre-service.

All of the teaching staff at American Prep Academy or any American Prep School is required to be certified each year in the following areas:

Direct Instruction programs
Spalding Spelling
CHAMPS classroom management
APA Transitions and Procedures
Data Collection and Reporting

Classroom teachers must also be certified in the following areas:

Core Knowledge subjects (elementary levels)
APA Writing programs
Shurley English
Direct Instruction methods
State and National testing ethics
State required trainings (compliance)

American Prep Teaching Institute

It is the teacher’s responsibility to ensure they are at all sessions of these trainings so they can qualify for the appropriate certifications to fulfill their job duties throughout the year.

A. Alternative Certification

Direct Instruction training in Eugene, Oregon
Spalding trainings held at other venues or other charter schools
Core Knowledge training held at the National or State level
Shurley English training held by the Shurley English representative
CHAMPS training held at a national or state level

B. Make-up Trainings for New Hires

C. Waivers

Pre-Service Training Week

C-2.2 STAFF MEETINGS

Chapter C – Human Resources

Part 2.0 Training and Meetings

Section 2.2 Staff Meetings

Policy Statement:

Staff Meetings

Each Wednesday school will dismiss at 1:25/1:50 p.m. to allow the American Prep staff to meet. Staff should be prepared to attend full staff meetings and team meetings each Wednesday.

Periodically there will be full staff meetings/trainings held on Wednesday afternoons. In the event that a full staff meeting is not held, team leaders will notify of the start time for their team meeting. Teachers and Instructors should be prepared to meet each Wednesday.

Staff should arrive at meetings on time and prepared to participate. It is unprofessional to be working on other things while staff meeting is progressing, such as entering grades, grading papers, preparing lessons, et cetera.

Instructors are expected to attend campus team meetings. Staff of grades 1-6 will be reviewing the Lesson Progress Chart Summary (LPCS) each week. Teachers and Instructors of students listed on the LPCS as not achieving mastery should bring data and information that will allow for a fruitful discussion of student progress. Group placement recommendations will be discussed at team meetings.

District Team Meetings (DTM) will be held monthly at the APS Office for each grade level in K-6 and for each subject in Jr. High/Secondary as follows:

Elementary (K-6) will meet the 1^st Wednesday of each month at 2:30 pm
Jr. High/Secondary will meet the 2^nd Wednesday of each month at 2:30 pm

Each meeting will be led by an Administrator or Department Chair.

The primary goal of the meetings is to coordinate academics so that best practices are being utilized across all campuses. This includes synchronizing the use of 180-day plans in each grade, replicating all materials, sharing bulletin board displays, test prep activities, SWYKs, and creating minimum requirements for history and science classroom boards. The meetings should also include updating Grade Level Guides and subject unit binders.

C-2.2 STAFF MEETINGS

Chapter C – Human Resources

Part 2.0 Training and Meetings

Section 2.2 Staff Meetings

Policy Statement:

Staff Meetings

Each Wednesday school will dismiss at 1:25/1:50 p.m. to allow the American Prep staff to meet. Staff should be prepared to attend full staff meetings and team meetings each Wednesday.

District Team Meetings (DTM) will be held monthly at the APS Office for each grade level in K-6 and for each subject in Jr. High/Secondary as follows:

Elementary (K-6) will meet the 1^st Wednesday of each month at 2:30 pm
Jr. High/Secondary will meet the 2^nd Wednesday of each month at 2:30 pm

Each meeting will be led by an Administrator or Department Chair.

C-2.3 EMERGENCY RESPONSE PLAN REVIEW

Chapter C – Human Resources

Part 2.0 Training and Meetings

Section 2.3 Emergency Response Plan Review

Policy Statement:

Emergency Response Plan Review

Each staff member has in their Staff Binder the APA Emergency Response Plan. Each staff member is required to read the Plan annually and be prepared to carry it out.

Policy Cross-Reference: J-1.7 Emergency Response Plan Review

C-3.0 PROFESSIONALISM

Chapter C – Human Resources

Part 3.0 Professionalism

Section 3.1 Staff Code of Conduct

Policy Statement:

Staff Code of Conduct

One of the chief components of American Prep’s mission statement articulates that our students will develop positive character traits based on concrete measurements. Our students will develop good character to the extent that they see it modeled daily by the important role models in their lives. Thus it is vital that the American Prep staff demonstrate good character in word and in deed at all times. Staff will impart to students principles of good citizenship and societal responsibility, both by direct teaching and by personal example.

Staff members should strive to be perfectly honest and utterly reliable. Students should develop confidence in the staff as they witness the staff of American Prep treating others with respect, dignity, kindness and fairness.

Students will learn positive methods of conflict resolution and problem solving as they observe the American Prep staff utilizing positive, cooperative, democratic methods to work through every-day challenges. Staff member behavior should always reflect these high standards.

Specifically, staff should refrain from using a raised voice and should follow the communication model outlined in the Staff Manual.

Staff members should likewise refrain from physical contact with students. Most physical contact is inappropriate for staff members with regard to students. Exceptions are handshakes, high fives, and “side” hugs (an arm across a shoulder). Staff should never attempt to restrain or redirect a student by utilizing physical force. Exceptions may exist when 1) the safety of the student or of another student(s) is in jeopardy and it is clear to the staff member that physical intervention is necessary to prevent injury to the student or others or 2) in the rare instance when an administrator is conducting a Search/Seizure in accordance with Policy I-4.5 Searches and Seizures.

Staff members should maintain confidentiality, consistent with the law, regarding students and colleagues.

Staff members should not speak to students regarding topics such as human sexuality (with the exception of specified classes and utilizing approved curriculum). Staff members should not discuss topics that may be considered crude or offensive to students or others. Staff members should not violate generally accepted community standards of decency. Staff members should take care to refrain from using slang that may be offensive to students’ religious beliefs.

Staff should never direct students to keep information from their parents regarding what happens in a classroom, at the school or regarding something the teacher has said. Doing so is justification for immediate removal.

Behavior that does not meet the high standards outlined above will result in an administrative conference, and possible loss of employment.

The reasons for termination or discipline listed in this manual are not all-inclusive. The Board retains the right to terminate employment with or without cause, and to determine whether cause for termination or discipline exists, regardless of whether such cause is included in this list.

At its discretion, the School, operating through its Board of Directors and the School Director, may establish policies, guidelines, and regulations for the operation of the School. When the School, at its discretion, determines that progressive disciplinary steps or warnings, or evaluations of staff are in its best interest, it will employ those tools. However, no policy, guideline, regulation, or practice relating to the training and discipline of staff shall create any expectation of continued employment or any expectation of any particular process or disciplinary procedure.

C-3.1 STAFF CODE OF CONDUCT

Chapter C – Human Resources

Part 3.0 Professionalism

Section 3.1 Staff Code of Conduct

Policy Statement:

Virtuous Character: One of the chief components of American Prep’s mission statement articulates that our students will develop positive character traits based on concrete measurements. Our students will develop good character largely to the extent that they see it modeled daily by the important role models in their lives. Thus, it is vital that the American Prep staff demonstrate good character in word and deed at all times, including in the community and on social media platforms. Staff will impart to students the principles of good citizenship and societal responsibility, both by direct teaching and by personal example.

Humility and Honesty: Staff members should strive to be humble. Humility is the gateway to scholarship. Staff members should also work to be perfectly honest and utterly reliable. Students will develop confidence in the staff as they witness the staff of American Prep treating others with respect, dignity, kindness and fairness. As human nature dictates, we are not perfect and staff will consistently employ humility by acknowledging when they are wrong and quickly making amends. Students will follow this example and their lives will be changed.

Mentoring: Students will learn positive methods of conflict resolution and problem solving as they observe the American Prep staff utilize positive, cooperative, democratic methods to work through every-day challenges. Staff members should strive to live these high standards and when they fall short, should employ humility.

Specifically, staff should refrain from using a raised voice, and the communication model outlined in this manual should be followed.

Physical contact guidelines: Staff members should refrain from physical contact with students. Most physical contact is inappropriate for staff members with regard to students. Exceptions are handshakes, high fives, fist bumps and “side” hugs (an arm across a shoulder). Staff should never attempt to restrain or redirect a student utilizing physical force. The only exception is in the case where the safety of the student or of another student(s) is in jeopardy and it is clear to the staff member that an intervention is necessary to prevent injury to the student or others.

Limitations on sexual discourse: Staff members are not to speak to students regarding sexual topics, with the exception of specified classes and utilizing approved curriculum. If a student approaches a teacher and wishes to discuss topics related to human sexuality, the staff member should include an administrator in the discussion, or refer the student to a school counselor.

Decency: Staff members are not to discuss topics that may be considered crude or offensive to students or others. Staff members may not violate generally accepted community standards of decency. Staff members should take care to refrain from using slang that may be offensive to students’ religious beliefs.

Transparency: Staff should never direct students to keep information from their parents regarding what happens in a classroom, at the school or regarding something the teacher has said or done in any setting. Doing so is justification for immediate suspension and potential termination.

Violation of Standards: Behavior that does not meet the high standards outlined above will result in an administrative conference, and possible loss of employment.

APA values its teachers and staff members and has instituted many policies and programs to make APA a great place for employment. Care is taken to treat employees with respect and gratitude, and to honor the great contribution our staff makes to our school and specifically, to our students. Thus, termination is reserved for incidents of gross violation of school policy, or in situations where no other way forward is deemed feasible in light of the school’s responsibility to its mission. The reasons for termination or discipline listed in this manual are not all-inclusive. The Board retains the right to terminate employment with or without cause, and to determine whether cause for termination or discipline exists, regardless of whether such cause is included in this list.

At its discretion, the School, operating through its Board of Directors and the Administrators, may establish policies, guidelines, and regulations for the operation of the School. When the School, at its discretion, determines that progressive disciplinary steps or warnings, or evaluations of staff are in its best interest, it will employ those tools. However, no policy, guideline, regulation, or practice relating to the training and discipline of staff shall create any expectation of continued employment or any expectation of any particular process or disciplinary procedure.

Because all boundaries and/or interactions cannot be addressed in a single policy, it is each staff member’s obligation to avoid situations that could prompt suspicion of inappropriate interactions by parents, students, colleagues, or school leaders. Trespassing the boundaries of acceptable professional behavior is deemed an abuse of power and a betrayal of public trust. If you have questions regarding what constitutes “professional behavior” please see your supervisor.

Definitions

Student: A “student” shall refer to a person under the age of 18 or who attends or has attended APA, or who has participated in an APA program.

Indoctrination and Politicizing of the School Environment: American Prep maintains a professional and politically neutral environment, free from indoctrination. Indoctrination in this policy is defined as teaching, expressing, or otherwise presenting an uncritical or single point of view, absent a holistic and relevant presentation of a topic as prescribed by APA’s course curriculum. APA supports appropriate class discussion of curricular topics. Current events are part of the curriculum in certain classes at APA, and teachers should seek confirmation of their understanding of this policy when teaching courses where current events are part of the course curriculum. Discussion of historical topics in appropriate classes is vital to classical education and a requirement of Utah K-12 schools (see code citation below). Historical topics should be presented utilizing primary sources whenever possible, and align with the course objectives and school vision. Examples of indoctrination include inappropriate or irrelevant sharing of one’s political or religious personal views on historical events outside the school curriculum and vision, or in contradiction of Utah Code.

According to Utah Code 53G-10-204, Civic and Character Education, teaching students regarding our constitutional republic and principles of representative democracy in Utah and the United States, including information related to democratic values and institutions with the purpose of encouraging students to become deeply attached to such values is an obligation of K-12 public schools; specifically:

teaching students the values of honesty, integrity, morality, civility, duty, honor, service, and and obedience to law;
teaching respect for and an understanding of the Declaration of Independence and the constitutions of the United States and of the state of Utah;
teaching the essentials and benefits of the free enterprise system;
teaching respect for parents, home, and family;
teaching the dignity and necessity of honest labor;
teaching other skills, habits, and qualities of character which will promote an upright and desirable citizenry and better prepare students to recognize and accept responsibility for preserving and defending the blessings of liberty inherited from prior generations and secured by the constitution

These principles should be taught throughout the grade levels, are not subject to political neutrality as current events may be, and shall not be deemed indoctrination at APA.

TRESPASS: These interactions trespass acceptable professional boundaries and are NOT allowed:

Giving gifts to students that are of a personal or intimate nature
Any type of unnecessary physical contact with a student beyond the APA side-hug, high five, fist bump or handshake
Inappropriate conversations, jokes, comments, personal stories, etc. (Sexual topics, even innuendo, are inappropriate outside of approved Health curriculum.)
Discussing personal or intimate issues with a student in an attempt to gain their support and understanding, or for any reason
Communication with students on social networking sites
Indoctrination of students (see definition above)
Electronic communication outside of the acceptable standards detailed in APA’s Staff/Student Electronic Communication Policy

WARNING: The following activities are ONLY acceptable with parent permission and administrative notification. In situations where a staff member’s family socializes outside of the school setting with a student’s family, such as at a church activity, community activity, or children’s play-date, a staff member may

Engage in a social activity with a student that is not school-sponsored and approved
Transport a student to/from a non-school related activity

CAUTION: Staff should exercise caution and inform their supervisor of any circumstance if they are aware of the following interactions at the school:

Being alone with a single student behind a closed door (see General Supervision Policy)
Giving a student (or students) a ride to/from school or school activities without permission from administrator and written parent permission
Excessive attention toward or from a particular student
Social activity with a staff member or “student” who is under the age of 21.

When any employee becomes aware of another staff member interacting outside of these professional boundaries, it is the duty of the employee to immediately report the interaction to their administrator. All reports will be confidential insofar as this policy allows.

Based on the urgency of the report, it is the duty of the administrator to a) safeguard the student(s), b) investigate the allegation, and c) report the situation to the Executive Director.

Criminal Arrest or Charge of Misconduct

If you are an education license holder from the state of Utah, and if you are arrested or charged with a crime, it is your responsibility to contact your direct supervisor and let them know of the arrest or charges as soon as possible and within 48 hours of the arrest or citation. (see USBE board rule R277-217) and see Policy C-10.2.1 Personal Reporting of Arrests.

State License Revocation Notification

The State of Utah requires that we inform licensed staff that the State Board of Education is required to permanently revoke the license of an educator who commits a sexual offense against a minor or engages in sexually explicit conduct with a student.

Child Abuse or Neglect

Any staff member who witnesses or suspects child abuse or neglect is responsible to report such abuse or neglect to the proper legal authority. The staff member is encouraged to bring this information to the School Director, who may also make a report. However, regardless of the action or inaction of the school, it is the responsibility of any adult in the state of Utah who witnesses or suspects abuse or neglect to report this information to Law Enforcement and/or the Division of Child and Family Services (DCFS) Child Protective Services Hotline, 1-855-323-3237. This is a 24/7 intake line.

Child Protection Training

Staff members are trained annually on Suicide Awareness and Prevention, Child Abuse Awareness and Reporting, Head Injury Recognition and Response, and other topics relevant to protecting the physical and emotional safety of students. Some situations require notification to law enforcement or child protective service agencies. If a staff member has a concern related to student safety and is unsure how to respond, he/she is expected to promptly consult a school administrator. Consulting a school administrator alone may not absolve a staff member from legal reporting requirements. Staff are expected to follow the procedures outlined in annual trainings. PowerPoint modules are available for additional review.

C-3.1.1 STAFF DRESS CODE

Chapter C – Human Resources

Part 3.0 Professionalism

Section 3.1 Staff Code of Conduct

Paragraph 3.1.1 Staff Dress Code

Policy Statement:

Staff Dress Code

It is not the intent of the American Prep administration to outline a specific uniform for staff members, however, the following guidelines should be considered. The student dress code at APA is one that helps to create an environment of respect and dignity. Student dress exemplifies student respect for themselves, their classmates, and for learning. Staff dress should meet these same goals regarding exemplifying respect for themselves, their colleagues and for learning. In addition, we often have visitors to the school and we hope to reflect the importance of our work in our professional appearance.

A well-groomed appearance and good personal hygiene are important and give confidence in your overall effectiveness. Staff should consider the level of formality of the student uniform, and ensure that their dress rises to at least the same level of formality. This is quite simple for male staff members, and is more challenging for female staff members. This section is intended to provide guidance, and additional information can be sought from the staff member’s supervisor.

Male staff members (with the exception of Operations, IT, Lunch, PE staff members)
- Dress slacks, khaki slacks
- Collared dress shirt and necktie
- Professional shoes – no flip-flops or casual tennis shoes, et cetera
- Male staff should maintain well-groomed facial hair, or be clean-shaven.
Female staff members (with the exception of Operations, IT, Lunch, and PE staff members)
- dresses, skirts, or dress slacks that are not tight-fitting, no outside pockets, “pinch an inch” of fabric on the sides/front/back
- no leggings or yoga pants unless they are under a dress that goes to the knee
- blouses, shirts with collars, jackets, blazers, cardigans – no t-shirts
- Professional shoes – no flip flops or casual tennis shoes

Modesty should be an important consideration when determining appropriate dress for staff members. Shirts with sleeves and dresses or skirts at least to the knees are appropriate.

All staff members:
- No facial ornaments such as jewelry in piercings should be worn by staff members.
- It is preferred that tattoos are not visible.
- Hair should be well-groomed and non-distracting.
- Hair colors must be natural.
Operations/IT/Lunch Staff/PE: Dress must meet “Friday Dress” dress standards as outlined below.
Designated Friday Dress: Staff may wear a collared shirt (blouse, button-up, or polo) with slacks/skirts that are not tight fitting. No tie is required for men.
Jeans are NEVER allowed as part of the daily dress code Monday-Thursday or Friday Dress. There are “Jeans Days” from time to time to mark a special occasion/goal achieved, and the appropriate attire for Jeans Days is modest jeans without holes.

C-3.1.2 GUIDANCE FOR STAFF WITH APA CHILDREN

Chapter C – Human Resources

Part 3.0 Professionalism

Section 3.1 Staff Code of Conduct

Paragraph 3.1.2 Guidance for Staff with APA Children

Policy Statement:

Guidance for Staff with APA Children

It is viewed as a positive aspect of American Prep that many staff members have their own children enrolled in the school. We appreciate the family culture this creates at our school. There are a few guidelines we would like to bring to the attention of staff members whose children are enrolled at American Prep:

Staff must never give their keys to their children.
Staff children should not be in the teacher lounge or workroom.
Staff children should not use school computers, including teacher laptops.
Children of staff members must be supervised by their parents before and after school. Children of staff members should stay in the classroom with their parents until 7:50 a.m., at which time they may line up in the gym (grades K-6). Jr. High students of staff members should remain with their parent until 8:00 a.m., at which time they may proceed to the Jr. High. At 7:55 a.m. students in grades K-6 will be led to their classrooms by the classroom teacher and students in grade 6 at Draper will proceed to their classroom on their own.
Children of staff members MAY NOT remain in the school unsupervised after school. American Preparatory Academy or its agents, subcontractors or assignees are not responsible for your student’s safety or security outside of the regular school day in-session time. We encourage staff to enroll their child in after-school care.

Additionally, parents are often highly sensitive and sometimes emotional when it comes to situations involving their children. Therefore, we wish to implement a communication flow that will assist parents in their dual roles as parents and professionals. In order to ensure that staff members are properly respected, the following communication policy is in effect for parents of staff children:

If there are conflicts between staff children, the issue should be brought to the Elementary Director, Jr. High/Secondary Director, or Academic Director for resolution.
If teachers of staff children encounter issues that are not easily resolved through American Prep’s communication policy, the teacher should bring the issue to the attention of the Elementary Director, Jr. High/Secondary Director, or Academic Director.
If parents of staff children are dissatisfied with a teacher or staff member they should bring their concern to the Elementary Director, Jr. High/Secondary Director, or Academic Director for resolution. BEFORE speaking with the teacher. Administration will determine if it is best to have a presence at the meeting where the concern is discussed. This applies to concerns regarding grades, classroom practices, et cetera.

C-3.1.3 PROFESSIONAL STAFF INTERACTION

Chapter C – Human Resources

Part 3.0 Professionalism

Section 3.1 Staff Code of Conduct

Paragraph 3.1.3 Professional Staff Interaction

Policy Statement:

Definitions: For the purposes of this policy, “student” shall refer to a person under the age of 18 who attends or has attended APA, or who has participated in an APA program.

TRESPASS–These interactions trespass acceptable professional boundaries and are NOT allowed:

Giving gifts that are of a personal and intimate nature
Any type of unnecessary physical contact with a student beyond the APA side-hug, high five, or handshake
Inappropriate conversations, jokes, comments, personal stories, etc. (Sexual topics are inappropriate outside of approved Health curriculum.)
Discussing personal troubles or intimate issues with a student in an attempt to gain their support and understanding
Communication with students on social networking sites
Electronic communication outside of the acceptable standards detailed in APA’s Staff/Student Electronic Communication Policy (1.2.3)

WARNING–This activity is ONLY acceptable with parent permission in situations where the families socialize outside of the school setting such as a church activity or children’s play-date:

Social activity with a student that is not school-sponsored and approved
Transporting a student to/from a non-school related activity

CAUTION–Staff should exercise caution and inform their supervisor of any circumstance involving this interaction:

Being alone with a single student behind a closed door (see General Supervision Policy 4.3.1)
Giving a student (or students) a ride to/from school or school activities without written parent permission
Excessive attention toward a particular student
Social activity with a staff member or “student” who is under the age of 21.

Based on the urgency of the report, it is the duty of the administrator to a) safeguard the student(s), b) investigate the allegation, and c) report the situation to Carolyn Sharette.

C-3.2 STATE LICENSE REVOCATION NOTIFICATION

Chapter C – Human Resources

Part 3.0 Professionalism

Section 3.2 State License Revocation Notification

Policy Statement:

State License Revocation Notification

C-3.3 STAFF EVALUATION

Chapter C – Human Resources

Part 3.0 Professionalism

Section 3.3 Staff Evaluation

Policy Statement:

Staff Evaluation

Most teachers will receive coaching several times throughout the year, which may include written and/or verbal feedback from the coach. This may occur at any time during the year with or without notice.

Teachers at American Prep will be evaluated annually using the American Prep Teacher Evaluation for their corresponding level. These evaluations will generally occur during the last quarter of the school year and will be performed by the School Director or his/her designee. The following scores will be combined to establish the final score:

APA Teacher Evaluation: An overall score between 1-5 based upon the teacher evaluation document will be assigned to each employee by the School Director.
Academic Achievement: Each teacher will earn a score related to student academic achievement. Student achievement data including CRT results, Core Knowledge Assessment scores (grades 2-5), and SAT (gain scores) will be used to calculate an overall student achievement score. The score will be between 2-5, with 5 representing outstanding student gains of more than 1 year’s progress in 1 year’s time for 50% of students or more, 4 representing excellent student gains of 1 year’s progress in 1 year’s time for 90% of students of more, 3 representing satisfactory student gains of 1 year’s progress in 1 year’s time for 80% of students, 2 representing any other level of student achievement.
Administrative Director/Business Manager Score: All teachers will be given a score related to compliance with school policies and procedures. Attendance and punctuality will be considered in this score. Scores will be between 3-5 with 5 representing outstanding professional conduct meaning attendance which meets or exceeds school goals, 95+% on-time arrivals to school, copies and other expenses within budget, and general compliance with staff policies and procedures. A score of 3 will be given to all staff members who do not fit in either of the preceding categories (4 or 5).
Parent Satisfaction: Each teacher will be given a score based upon the parent satisfaction survey. Score will range from 3-5, with 5 representing teachers whose average score for overall satisfaction was 90-100%, 4 representing teachers whose average score for overall satisfaction was 80-89%, and 3 representing teachers whose average score for overall satisfaction was 70-79%

The school director will calculate a Merit Pay Score for each teacher based on these scores.

C-3.4 ADMINISTRATOR EVALUATION

Chapter C – Human Resources

Part 3.0 Professionalism

Section 3.4 Administrator Evaluation

Policy Statement:

Administrator Evaluation

Supplemental Materials:

Office Forms: OF C-3.4 Administrator Evaluation

C-4.0 STAFF ATTENDANCE

Chapter C – Human Resources

Part 4.0 Staff Attendance

Section 4.1 General Staff Attendance

Policy Statement:

General Staff Attendance

School employees enjoy days off and vacations according to the school calendar throughout the school year. American Prep Employment Agreements outline 180 instructional days per year during which staff need to be in attendance at school. If American Prep is to reach its goals and achieve its mission, it is critically important that our staff consistently attend school on scheduled school days. Vacations and days off for recreational purposes should be scheduled during school holidays. We believe that as a rule, educators should attend school every day school is in session unless sickness prohibits attendance.

C-4.1 GENERAL STAFF ATTENDANCE

Chapter C – Human Resources

Part 4.0 Staff Attendance

Section 4.1 General Staff Attendance

Policy Statement:

General Staff Attendance

C-4.2 WORK SCHEDULE

Chapter C – Human Resources

Part 4.0 Staff Attendance

Section 4.2 Work Schedule

Policy Statement:

Teacher hours are 7:45 a.m.-4:15 p.m. Monday-Friday for Draper employees and 8:00 a.m. to 4:30 p.m. for SNA and TAS employees. Administrative hours differ and are assigned on an individual basis.

Instructor hours are 8:15 a.m.-3:45 p.m. Monday, Tuesday, Thursday, Friday and 8:15 a.m.-2:45 on Wednesdays for part-time instructors and 8:00-4:00 for full-time instructors. Part-time instructors are paid 34 hours per week, and full-time instructors are paid for 37.5 hours per week. Individual employees may have different hours depending upon their assignment, and this is outlined in their LOU.

In addition, there are occasions when staff members will need to be at school, or involved in school activities outside of school hours as follows:

Jr. High/Secondary Teachers – required attendance events

Student Orientation (the Friday morning before school begins) 9-12 a.m.
Back-to-School Night
Parent Teacher Conferences
Student Progress Conferences (grades 7-8)
SEOP Conferences (grades 9)
Social Leadership events (2 per year)
Any event pertaining to your subject area, such as:
- Music concerts
- Science Fair
- Math competitions
- Drama performances
- IEP meetings upon invitation

Jr. High/Secondary Teachers – optional activities:

Sports events
Classic Skating
Social Leadership—Jr. High/Secondary teachers are required to attend two social leadership events and two other events, including sporting events and music concerts, throughout the school year. These events are held outside of school hours.

The Junior High/Secondary Ambassador Program

The Ambassador Program is a major component of our character development program at APA. Each junior high and secondary staff member will have an assignment directly related to the Ambassador Program.

Elementary Teachers – required attendance events

Back-to-School Night
Parent Teacher Conferences
Any event pertaining to your subject area or grade, such as:
- Music concerts
- Science Fair
- Culminating activities
- Drama performances
- Maturation Night (5^th grade)

Teachers are expected to co-chair one of the following events:

Spelling Bee
Geography Bee
Science Fair
Speech Competition
Talent Show

C-4.3 STAFF LEAVE

Chapter C – Human Resources

Part 4.0 Staff Attendance

Section 4.3 Staff Leave

Policy Statement:

General

School employees enjoy days off and vacations according to the school calendar throughout the school year. American Prep Employment Agreements outline 180 instructional days per year during which staff need to be in attendance at school. If American Prep is to reach its goals and achieve its mission, it is critically important that our staff consistently attend school on all scheduled school days. Vacations and days off for recreational purposes should be scheduled during school holidays. We believe that educators should attend school every day school is in session unless sickness prohibits attendance.

Staff Leave

If a contracted employee is ill or must be absent on a student attendance day, it will not impact their contracted pay for days 1-5. Absences in excess of five days will be deducted from the staff member’s pay, as well as the cost of the substitute at a rate of $10 per hour or $75 per day. An administrative conference may be held with the employee to discuss work attendance if staff members exceed the allowable 5-day limit. The substitute charge may be waived by administration due to extenuating circumstances. Excessive absenteeism or failure to properly notify school administration in advance of an absence is considered cause for dismissal from American Prep.

To request leave, staff members should fill out a Staff Leave Request form and give it to your Administrative Director at your campus. They will send it to Cathie Adamison, who will process the request. The School Administrator will most likely deny requests made for days off unless they are due to circumstances beyond the employees’ control, such as funerals, non-elective surgery, sickness, etc. However, we understand that employees may still choose to request a day off and the form still needs to be filled out if the employee plans to miss work so that suitable arrangements for a substitute may be made.

Supplemental Materials: OF C-4.3 Staff Leave Request

C-4.3.1 SICK LEAVE

Chapter C – Human Resources

Part 4.0 Staff Attendance

Section 4.3 Staff Leave

Paragraph 4.3.1 Sick Leave

Policy Statement:

Sick Leave

American Prep full-time employees are allowed 5 total paid days per year, regardless of the reason for the absence, be it sick leave or personal leave. In the case of illness, staff members should call the following numbers as soon as they recognize they will not be attending school, (often is the night before) and at least by 6:00 a.m. of the day of absence to report their absence. To protect the dignity and respect of APA staff, it is not necessary that you give details regarding your illness. You may simply leave a message stating the date and that you are ill and will not be attending school. We will assume you will be absent the entire day unless you leave more detailed information (such as – “I’m going to the doctor’s at 9:00 and I may be in by noon – I’ll call in later”).

Staff: Contact Cathie Adamson – 801-674-7455

C-4.3.2 PERSONAL LEAVE

Chapter C – Human Resources

Part 4.0 Staff Attendance

Section 4.3 Staff Leave

Paragraph 4.3.2 Personal Leave

Policy Statement:

Personal Leave

Paid leave may be taken for appointments and other personal reasons. For appointments or other personal leave, requests should be made two weeks in advance. Any paid leave taken, whether for sickness or personal leave will accrue to the 5 allotted paid days.

Leave taken in connection with a holiday time off, meaning the day/s just before or just after a school holiday, will nullify paid holiday leave.

C-5.0 EMPLOYEE COMPENSATION

Chapter C – Human Resources

Part 5.0 Employee Compensation

Section 5.1 Employee Pay

Policy Statement:

Employee Pay

Employees will be paid according to the information outlined in the Letter of Understanding (LOU). Pay days are every other Friday. Instructors are paid through June 15. Teachers are paid year-round. Benefits for full-time, continuing employees extend year-round.

C-5.1 EMPLOYEE PAY

Chapter C – Human Resources

Part 5.0 Employee Compensation

Section 5.1 Employee Pay

Policy Statement:

Employee Pay

C-5.1.1 MERIT PAY

Chapter C – Human Resources

Part 5.0 Employee Compensation

Section 5.1 Employee Pay

Paragraph 5.1.1 Merit Pay

Policy Statement:

Merit Pay

No merit pay has been promised or budgeted for the 2016-2017 school year. However, if funds become available and the Governing Board determines merit pay will be instituted, the Board will determine the MP Policy.

All full-time instructional staff members are eligible to receive merit pay.
Part-time teachers may receive merit pay as the Governing Board directs.
The amount of merit pay each employee receives will be calculated and included in the October payroll check.
Employees will be eligible for merit pay based upon the performance of their work during the prior school year.
The amount of merit pay each employee receives will be kept confidential.
The factors considered in determining merit pay are: APA Teacher Evaluation, student achievement, business office score, and parent satisfaction survey results.
Any staff member who does not return to their position, or another full-time position at APA the following fall may not receive merit pay, subject to the discretion of the Governing Board.
Support staff and administration may receive bonus pay annually, as determined by the Governing Board. The support staff bonus schedule will be recommend by the School Director and approved by the Governing Board.

Merit Pay Scores are based on end-of-year evaluations. Scores will be weighted as follows:

APA Teacher Evaluation—40%
Academic Achievement of Students—30%
Business Office Score—10%
Parent Satisfaction Survey—20%

The School Director and Business Manager will determine the Merit Pay dollar levels/Merit Pay Score correspondence, with at least three levels established. Additional tiers within levels may be established.
Each teacher will receive merit pay based upon his/her tier and level. Because there is a set pool of funds that are utilized for Merit Pay, there are several variables that will determine the exact amount of Merit Pay teachers will receive, including the number of eligible teachers who qualify each year and the amounts of the Administrative and Support Staff bonuses, which are drawn from the same pool. Merit Pay amounts cannot be set until the scoring is completed and the administration knows which teachers will be returning for the following year. Although the exact amounts are not set until that time, Merit Pay for teachers will not be less than $1500 for the lowest tier/level.

Procedure – Merit Pay for Instructors

Instructors who are eligible will receive merit pay as determined by the Board of Directors annually.

C-5.2 REIMBURSEMENT

Chapter C – Human Resources

Part 5.0 Employee Compensation

Section 5.2 Reimbursement

Paragraph 5.2.1 Tuition Reimbursement

Policy Statement:

Praxis Exam

Teachers who are required for licensure to take a Praxis exam may be reimbursed for the exam. Teachers need to present a passing score report to the Business Manager to be reimbursed.

ARL Program

Teachers who complete the ARL program and remain employed at American Prep may receive reimbursement for a portion of their expenses. The Business Manager has information regarding this reimbursement.

C-5.2.1 TUITION REIMBURSEMENT

Chapter C – Human Resources

Part 5.0 Employee Compensation

Section 5.2 Reimbursement

Paragraph 5.2.1 Tuition Reimbursement

Policy Statement:

Praxis Exam

Teachers who are required for licensure to take a Praxis exam may be reimbursed for the exam. Teachers need to present a passing score report to the Business Manager to be reimbursed.

ARL Program

C-5.2.2 MILEAGE REIMBURSEMENT

Chapter C – Human Resources

Part 5.0 Employee Compensation

Section 5.2 Reimbursement

Paragraph 5.2.2 Mileage Reimbursement

Policy Statement:

Mileage Reimbursement

Staff members who attend training or conferences, or drive their personal vehicles on school business at the request of the APA administration may apply for a mileage reimbursement. Forms may be obtained from the Business Manager.

*We could create an OF for this.

C-5.2.3 CLASSROOM SUPPLIES

Chapter C – Human Resources

Part 5.0 Employee Compensation

Section 5.2 Reimbursement

Paragraph 5.2.3 Classroom Supplies

Policy Statement:

Teachers

Teachers will be allotted a budget of $350 to be used for the purchase of items needed and used in the classroom. $100 may be used for incidental classroom supplies such as stickers, plan book, dry-erase markers, correcting pens, et cetera. The remaining $250 is to be used to purchase items that support the curricular program in the classroom – books, reference books, maps, et cetera. An Expense Report must be filled out clarifying which category the purchase falls into (incidental or curriculum expense) and submitted to the Academic Director. She will initial the Expense Report to signify the items have been inventoried before reimbursement can be made and will forward the Expense Report to the Business Manager.

Teachers may wish to discuss with the Academic Director which items they are looking for and would like to purchase so that the administration can assist the teacher in finding the items at the best price possible. Curricular items purchased must be checked in by the administration (stamped with the American Prep stamp and entered into the American Prep Inventory).

Instructors

Instructors will be allotted a budget of $175 to be used for the purchase of consumable items for student motivation such as stickers, et cetera. Instructors will fill out an Expense Report form, attach their receipts and submit them to the Business Manager for reimbursement.

C-5.2.4 OTHER EXPENSES

Chapter C – Human Resources

Part 5.0 Employee Compensation

Section 5.2 Reimbursement

Paragraph 5.2.4 Other Expenses

Policy Statement:

Praxis Exam

Teachers who are required for licensure to take a Praxis exam may be reimbursed for the exam. Teachers need to present a passing score report to the Business Manager to be reimbursed.

ARL Program

C-6.0 USE OF SCHOOL PROPERTY

Chapter C – Human Resources

Part 6.0 Use of School Property

Section 6.1 Facility Usage Outside of School Hours

Policy Statement:

Facility Usage Outside of School Hours

The American Prep facility is available for use outside of school hours by staff members upon prior written approval of the Business Manager. The Business Manager will make available a form to fill out requesting use of the facility, including the date, time, et cetera. Any costs will be communicated in writing by American Prep and an agreement will be signed before usage can occur.

Policy Cross-reference: B-10.2 Non-school Usage of Facilities

C-6.1 FACILITY USAGE OUTSIDE OF SCHOOL HOURS

Chapter C – Human Resources

Part 6.0 Use of School Property

Section 6.1 Facility Usage Outside of School Hours

Policy Statement:

Facility Usage Outside of School Hours

Policy Cross-reference: B-10.2 Non-school Usage of Facilities

C-6.2 SCHOOL MATERIALS AND EQUIPMENT

Chapter C – Human Resources

Part 6.0 Use of School Property

Section 6.2 School Materials and Equipment

Paragraph 6.2.1 Ownership of Curricular Materials

Policy Statement:

Items purchased by Staff Members using their class budget or school monies are the property of American Prep. Each classroom will be inventoried from time to time to ensure American Prep property remains in the school.

The goal of American Prep is to own all curricular materials needed to provide the highest quality academic program. Therefore, we ask teachers to utilize their budgets fully and purchase curricular items for American Prep. For example, if a teacher owns a particular resource (book, CD, map, poster, visual aid etc.) that they use to teach a particular unit, the teacher should purchase a copy of the resource utilizing American Prep’s funds, and ensure it is placed into the school inventory.

C-6.2.1 OWNERSHIP OF CURRICULAR MATERIALS

Chapter C – Human Resources

Part 6.0 Use of School Property

Section 6.2 School Materials and Equipment

Paragraph 6.2.1 Ownership of Curricular Materials

Policy Statement:

C-6.2.2 COPIER AND SCHOOL EQUIPMENT USAGE

Chapter C – Human Resources

Part 6.0 Use of School Property

Section 6.2 School Materials and Equipment

Paragraph 6.2.2 Copier and School Equipment Usage

Policy Statement:

Copier and School Equipment Usage

All staff members will be given an access code for the copy machines. Staff members are required to use this code to use the copy machines. Codes should be kept confidential. Staff may make personal copies on the honor system for .05 cents per copy. Staff may have personal items laminated (within the school’s lamination schedule) for $1.00 per foot.

C-6.2.3 TECHNOLOGY USAGE POLICY

Chapter C – Human Resources

Part 6.0 Use of School Property

Section 6.2 School Materials and Equipment

Paragraph 6.2.3 Technology Usage Policy

Policy Statement:

Technology Usage Policy

The Governing Board recognizes the need for a policy governing the use of the electronic information resources by students and staff. Responsibility is delegated to School Administration for implementing the policy according to established guidelines.

Internet Safety and Acceptable Use references the use of electronic information software and hardware resources made available to staff and students by the American Preparatory, and includes student or staff members’ personal electronic devices accessing the school’s network. These resources include, but are not limited to, voice mail, electronic mail, the Internet, wireless transmission and other network files or accounts provided to staff or students, computer hardware, including computers, computer processors, computing devices, wireless hardware and software, printers, scanners, copiers and all other peripheral and computer networking equipment. Staff and student use of electronic information resources must be in support of education and/or research and must be consistent with the educational objectives of American Prep. While access to all materials on a worldwide network cannot be controlled, Internet access in the school is filtered and monitored on an ongoing basis.

Introduction

It is the policy of American Preparatory Academy to:

1. prevent users from accessing or transmitting inappropriate material over its network via the Internet, electronic mail, or other forms of direct electronic communications;

2. prevent unauthorized access and other unlawful online activity;

3. prevent unauthorized online disclosure, use, or dissemination of personal identification information of minors; and

4. comply with the Children’s Internet Protection Act [Pub. L. No. 106-554 and 47 USC 254(h)].

Access to Inappropriate Material

To the extent practical, technology protection measures including Internet filters shall be used to block or filter the Internet or other forms of electronic communications and access to inappropriate information. All filtering technology and software will be certified as compliant with the Children’s Internet Protection Act (CIPA).

Specifically, as required by the Children’s Internet Protection Act (CIPA), blocking shall be applied to visual depictions of material deemed obscene or to child pornography or to any material deemed harmful to minors. Additional categories may be limited or blocked as deemed necessary by the Technology Director.

Technology protection measures may not be disabled on any student devices but may be temporarily disabled on a staff computer only for bona fide research or other lawful purposes.

Inappropriate Network Usage

To the extent practical, steps shall be taken to promote the safety and security of users of the American Preparatory Academy’s online computer network when using electronic mail, chat rooms, instant messaging, and other forms of direct electronic communications.

Specifically, as required by the Children’s Internet Protection Act prevention of inappropriate network usage includes:

1. unauthorized access, including so-called hacking, and other unlawful activities; and

2. unauthorized disclosure, use, and dissemination of personal identification information regarding minors.

Any person found to be using a device to access inappropriate material or attempting to bypass the protective systems outlined in this policy will be subject to limited use. All appropriate parties will be notified of any inappropriate use, including parents and administrators. If deemed necessary by the school’s administration the offender will have their access to school network and technology resources discontinued.

Education, Supervision and Monitoring

It shall be the responsibility of all members of the American Preparatory Academy’s staff to educate, supervise and monitor student usage of the online computer network and access to the Internet in accordance with this policy and the Children’s Internet Protection Act. Monitoring computer usage requires the American Preparatory Academy staff member or authorized volunteer to be present and actively observing usage at all times in which a student has access to the computer. The assigned staff member may not be engaged in other activities that would prohibit them from observing the usage of the computers.

Students are only permitted to access the network resources through school owned devices. Personal devices and staff owned devices should not be used by students except to contact help in emergency situations. Exceptions may be granted to students using devices in compliance with an IEP or as a temporary aid. Exceptions may only be granted by the Technology Director. Any device used outside this policy may be confiscated by a school administrator.

Procedures for the disabling or otherwise modifying any technology protection measures shall be the responsibility of the Technology Directory or designated representatives.

The administration or designated representatives will provide age appropriate training for students who use American Preparatory Academy’s Internet facilities. The training provided will be designed to promote American Preparatory Academy’s commitment to:

1. The standards and acceptable use of Internet services as set forth in the Internet Safety Policy;

2. Student safety with regard to:

a. safety on the Internet;

b. appropriate behavior while on online, on social networking Web sites, and in chat rooms; and

c. cyberbullying awareness and response.

3. Compliance with the E-rate requirements of the Children’s Internet Protection Act (“CIPA”).

In accordance with UT 53A-15-1302, a seminar will be provided annually to educate parents on internet safety and other relevant student safety topics.

Following receipt of this training, the student will acknowledge that he/she received the training and understood it. Each student and their parent or guardian will be given a copy of the Internet Safety Policy and Network Acceptable Use Policy and will sign them indicating that they will abide by the rules and usage requirements therein prior to that student being given access to network and technology resources at American Preparatory Academy.

Public Review

The Internet Safety and Acceptable Use policy was developed in collaboration with the school community at public land trust and governing board meetings. Revisions to this policy will be on an as-needed basis under the direction of the Technology Director.

Terms and Conditions of This Policy

1. Acceptable Network Use

a. Staff and students will use the Internet and other electronic information resources in an appropriate manner, abiding by the rules and regulations described in this policy.

b. Staff and students who formally publish school related information on the Internet must have proper approvals and abide by school publishing guidelines and procedures.

c. Staff and students are expected to abide by generally accepted rules of network etiquette. These rules include, but are not limited to, being polite, never sending or encouraging others to send abusive messages, and always using appropriate language.

2. Unacceptable Network Use

a. Staff and students may not intentionally transmit or receive material in violation of law or school policy. This includes, but is not limited to, pornographic, indecent or sexually suggestive materials, weapons, controlled substances or alcohol, or incendiary devices. Users are prohibited from posting or sending content that contains threats or is hatefully or racially, ethically or otherwise objectionable.

b. Staff and students may not participate in or promote any illegal or inappropriate activities, disruptive use of the network, including disruptive or unauthorized wired, BlueTooth, wireless transmissions, or activities of any kind that do not conform to the rules, regulations and policies of American Prep.

c. Staff and students may not use the network for product advertisement or political lobbying.

d. Staff and students may not reveal personal information such as names, addresses, telephone numbers, passwords, credit card numbers or social security numbers. Releasing personal information of others or that of organizations associated with the school is prohibited.

e. Staff and students may not intentionally harm or destroy school data, the network, or network performance. This includes, but is not limited to, creation and introduction of computer viruses, unauthorized access to restricted systems or programs, or using the school network to illegally access other systems.

f. Staff and students may not post or transmit photographs, videos or other works of students or staff on the Internet or through communication channels (photographed or recorded at the school, in association with the school, or at school events of any kind) or other electronic files of any kind without the permission of the staff member’s direct supervisor or student’s academic administrator, and those person(s), parent(s)/ legal guardians or staff members who are the subject, or are incidental participants, involved or contained in electronic file(s).

3. Expectation of Privacy

a. Staff and student files, disks, documents, etc., which have been used or created with school electronic resources are not considered private. Staff and students have no expectation of privacy in hardware or software, files, disks, documents, websites, blogs or any other electronic medium that are created, stored, downloaded, accessed and/or used in any form on the American Prep network, servers, Internet connections or other computer components owned or on the premises of American Prep.

b. Likewise, staff and students shall have no expectation of privacy regarding electronic mail transmissions which have been created, received, or sent with school resources.

4. Discussion/Submission

a. A parent or legal guardian will participate in a discussion with his/her student regarding proper behavior and use of the network as outlined in this policy.

b. Staff and students may be required to submit a new Staff/Student Signature of Agreement Form each year or upon special request.

5. Disciplinary Action

a. Signatures indicate that the staff member or student (and parent/legal guardian) has carefully read, understood, and agreed to abide by these terms and conditions regarding proper behavior and use of the network. Signatures on the Staff/Student Signature of Agreement Form are legally binding.

b. Students who violate the terms and conditions of this policy will be subject to disciplinary action, including the possibility of suspension or expulsion from school and appropriate legal action. Access to electronic information may be limited, suspended or revoked.

c. Staff who violate the terms and conditions of this policy will be subject to disciplinary action, including the possibility of suspension or termination of employment with the school and appropriate legal action. Access to electronic information may be limited, suspended or revoked.

d. Staff members are required to return all school supplies and equipment, including technology equipment, issued to them or in their possession in the event their employment is terminated by either party, for any reason, before the former staff member’s final check will be issued.

American Preparatory Academy makes no warranties of any kind, either expressed or implied, for the electronic information resources it is providing. The school will not be responsible for any damages a staff member or student suffers while using these resources. These damages may include, but are not limited to, loss of data as a result of delays, employee errors or omissions, or non-deliveries or service interruptions caused by a network system. Use of information obtained by the network system is at the employee’s own risk. The American Preparatory Academy specifically denies any responsibility for the accuracy of information obtained through the electronic information resources.

Office Forms: OF C-6.2.3 HEAD INJURY AND SCHOOL NETWORK ACCEPTANCE FORM

C-6.2.4 KEYS AND KEYCARDS

Chapter C – Human Resources

Part 6.0 Use of School Property

Section 6.2 School Materials and Equipment

Paragraph 6.2.4 Keys and Keycards

Policy Statement:

Keys and Keycards

Keys may be issued at the school’s discretion to staff members, board members, significant volunteers, vendors and others as necessary. Keys must be surrendered upon termination of employment or at the end of events requiring keys, or as requested by school administration. The school reserves the right to revoke key and/or access privileges at any time. School Operations staff shall maintain a Key Distribution List and shall provide for periodic re-keying of the building. Persons issued keys are required to report lost or stolen keys as soon as the loss or theft is discovered. The school may charge a $5.00 fee for lost, stolen or damaged keys.

C-7.0 STAFF PARKING

C-7.1 DRAPER CAMPUS PARKING

Chapter C – Human Resources

Part 7.0 Staff Parking

Section 7.1 Draper Campus Parking

Policy Statement:

Draper Campus Parking

At the Draper campus, staff must park on the south side of the school building. If the slots are full, there are a few slots on the east side that may be utilized.

C-8.0 PRIVACY

C-8.1 EXPECTATION OF PRIVACY

Chapter C – Human Resources

Part 8.0 Privacy

Section 8.1 Expectation of Privacy

Policy Statement:

Expectation of Privacy

In order to increase security for our students and staff, and to facilitate staff development activities, security cameras may be present in classrooms throughout the school recording both audio and video. Staff members need to sign a release form stating their understanding that these cameras are present in their work environment.

Staff Members shall have no expectation of privacy on any School property, including but not limited to vehicles, buildings, classrooms, lockers, desks, mailboxes, computers, or other furniture, equipment, or fixtures.

Office Forms: OF C-8.1 Expectation of Privacy Form

C-8.2 TEACHER VALUABLES

Chapter C – Human Resources

Part 8.0 Privacy

Section 8.2 Teacher Valuables

Policy Statement:

Teacher Valuables

Valuable items belonging to teachers or staff members should not be kept at school. American Prep assumes no responsibility for loss or damage to personal items while on school property.

C-8.3 NURSING MOTHERS

Chapter C – Human Resources

Part 8.0 Privacy

Section 8.1 Nursing Mothers

Policy Statement:

American Preparatory Academy shall ensure that individuals who are nursing mothers are provided reasonable accommodations and protected from discrimination in accordance with state law. Each campus will reasonably accommodate a nursing mother’s request by providing reasonable breaks and a private room for her to breastfeed or express milk, and access to a refrigerator or freezer for the temporary storage of her breast milk. Nursing mothers should contact their school administrator or the district’s human resource services department to discuss such accommodations.

C-9.0 VOLUNTEERS

C-9.1 VOLUNTEER GUIDELINES

Chapter C – Human Resources

Part 9.0 Volunteers

Section 9.1 Volunteer Guidelines

Policy Statement:

Volunteer Guidelines

American Prep asks families to provide volunteer service at the school. We consistently log impressive volunteer hours every year, thanks to our INCREDIBLE families and their generous gift of time and talents. This extraordinary service makes it possible for our students to have an outstanding educational experience, which would not be possible without our volunteers’ assistance. THANK YOU parents!!

It is important that volunteers work together as team members with American Prep staff members. The following guidelines are helpful in ensuring that volunteer service is a positive experience for parents and is effective for our students.

Volunteers must sign in and out at the front office, get a Volunteer badge and wear it during the time you are in the building volunteering.
Volunteer Dress & Behavior – please dress appropriately. The more we show respect for our school, the more respect the students will feel toward the school. American Prep’s dress code is reflective of a high level of respect. We encourage volunteers to reflect this same level of respect in their own appearance when they volunteer at the school.
Volunteers work under the supervision of staff.
As a matter of professional ethics, and personal privacy, volunteers do not discuss teacher, student or school affairs with other people. It is extremely important that confidentiality be upheld at all times. Administrators have the same expectations of confidentiality from volunteers as they do from the American Prep staff.
Volunteers may be asked to grade student papers, and it is imperative that student work is ONLY discussed with the teacher or student, if directed by the teacher, and no one else.
For your own protection, avoid being alone with one or two students. If this is unavoidable, be sure and keep the door open or move to a hallway to work.
Student Discipline: Volunteers have a responsibility to inform staff if there is a problem with student behavior. Volunteers should not discipline a child unless they are expressly instructed to do so by the supervising staff member.
If you are scheduled to work in the classroom with students, bringing young children is not recommended as they may become a distraction in the classroom. If you are coming to a meeting or a group work activity, bringing younger siblings may be acceptable. Volunteers are responsible for the safety and supervision of their own children who may be younger siblings, or any children that they bring with them, on APA campuses at all times.
Volunteers have no claim to intellectual property created during their volunteer service at American Prep.

Policy Cross-Reference: E-7.3, F-7.2, and I-6.1 Volunteer Guidelines

C-9.2, E-7.4, F-7.3 and I-6.2 Volunteer Agreement

C-9.2 VOLUNTEER AGREEMENT

Chapter C – Human Resources

Part 9.0 Volunteers

Section 9.2 Volunteer Agreement

Policy Statement:

Volunteer Agreement (Signed by every parent/guardian volunteer.)

The talents and services of volunteers are important to American Preparatory Academy (the school) in accomplishing its Mission. The purpose of this document is to:

Establish standards and guidelines for volunteer services so that both the volunteer and the school understand the parameters of the volunteer relationship.
Reduce the risk of unwanted legal exposure of volunteers and the school.
Promote safety for volunteers, students, and employees.

Non-Disclosure Agreement

Volunteering activities may require access to information that is confidential or otherwise considered by the federal government, state government, school, community, parents, guardians or students to be privileged and confidential. Such information is identified by the school and must be determined to be confidential within the definitions of the law. If these criteria are met, such information may be received and maintained by staff or volunteers under a promise of confidentiality for a prescribed period of time to perform a specific task.

Maintaining the confidentiality of such information is primarily the responsibility of school administration. However, faculty, staff and volunteers with access to confidential information undertake this responsibility as part of their employment or volunteering activities.

This Agreement shall govern the conditions of disclosure by the school of certain “Confidential Information” including but not limited to student information, school records, staff information, staff records, financial information, data, trade secrets and intellectual property relating to the school and its staff and student body. With regard to the Confidential Information, I agree:

To safeguard the information against disclosure to others with the same degree of care as I would exercise with my own information of a similar nature.
Not to disclose the information to others, without the express written permission of the American Preparatory Academy of Draper.
That the secrecy obligations with respect to the confidential information shall continue indefinitely.

Acknowledgements and Work Product Agreement

I release the school and its officers, employees, representatives and contracted affiliates from any responsibility or liability for personal injury, including death, and damage to or loss of property that I may incur while volunteering at the school or in connection with school activities or events.
I acknowledge that I neither gain nor retain ownership rights to the work product of the material provided to me, used, or created by me in conjunction with any school project. I understand that the school has sole ownership of the work product and may use the results of my efforts in any manner appropriate including licensing such work product to others. I agree to return school materials provided to me in connection with volunteering activities.
The school accepts the lawful service of all volunteers with the understanding that such service is at the sole discretion of the school. I understand that the school may at any time, for whatever reason, revoke volunteering privileges.
As a volunteer, I understand that I may not speak or make statements on behalf of the school, indebt the school, nor may I speak to the media or make public statements about the school or its facility, operations, staff, students, visitors or volunteers.
I understand that while volunteering, I must follow the policies and procedures of the school under the direction of school staff. I understand that I will not be compensated for my services.

Safe School Environment and Code of Conduct Acknowledgement

The school strives to provide a safe and nurturing learning environment for students and staff. With regard to providing a safe school environment:

I understand that I am expected to maintain a high ethical and professional standard in their interaction with both adults and minors.
I understand that I am prohibited from using physical discipline (including corporal punishment) in any way for the behavior management of students. I understand that clear professional boundaries must exist between minors and adults.
I agree that I shall not engage in any form of unlawful, unacceptable or offensive behavior with students, parents/legal guardians, staff or visitors to the school which may include, but is not limited to:
1. verbal harassment, such as derogatory comments, jokes, or slurs
2. visual harassment, such as derogatory or sexually explicit printed material, books, magazines, posters, cards, calendars, cartoons, graffiti, drawings, notes, or gestures
3. sexual advances or other physical conduct or contact of a sexual nature
4. physical harassment, such as inappropriate touching, hitting, kicking, grabbing or any other form of aggressive, abrasive or harassing physical contact
5. other behavior deemed offensive or inappropriate by school administration
I agree to promptly report any activity to school administration that I observe that places a student in distress or danger, and I agree to take appropriate steps to immediately intervene and to provide a safe environment for the student.
I understand that unless the school has a parent or legal guardian’s knowledge and consent in the form of a written permission slip, I am never to drive students in my vehicle, before, during or after school unless there is a medical emergency requiring immediate medical care. When authorized to do so, I will operate my vehicle in accordance with the law.
I understand that school programs, extra-curricular activities or special instruction sessions shall not be conducted by only one adult without additional adult presence and/or must be conducted at times and locations that promote accountability, in an open room or hallway setting without closed doors, and only if readily observable by others who may be in the room or hallway, and meet accepted standards of propriety.
I understand that I may not be alone in locker rooms or other dressing rooms with a single or small group of students without another adult present. I understand that I am prohibited from these areas while students are changing.

As a volunteer at the school, I acknowledge receipt of the Volunteer Agreement. I understand the policies and procedures contained in these documents.

I agree, as a condition of service at the American Preparatory Academy to abide by these policies and procedures. I understand that the school reserves the right to withdraw my volunteering privileges at any time with or without cause, with or without notice.

Policy Cross-references: E-7.4, F-7.3, and I-6.2 Volunteer Agreement

B-7.4, D-6.4, and F-4.2 Student Privacy

D-3.1 Staff to Student Guidelines

Office Forms: OF E-7.4 Volunteer Agreement Form

C-10.1 HIRING OR FINANCIAL INTEREST OF RELATIVES

Chapter C – Human Resources

Part 10.0 Hiring

Section 10.1 Hiring or Financial Interest of Relatives

Policy Statement:

Definitions

Charter school: American Preparatory Academy

American Preparatory Academy school officer: a member of the charter school’s governing board, a member of a board or an officer of a nonprofit corporation under which a charter school is organized and managed; or the chief administrative officer of a charter school.

Employment: a position in which a person’s salary, wages, pay, or compensation, whether as an employee or contractor, is paid from American Preparatory Academy school funds.

Relative: a father, mother, husband, wife, son, daughter, sister, brother, uncle, aunt, nephew, niece, first cousin, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, or daughter-in-law.

Hiring Policy

A relative of a charter school officer may be employed at the charter school provided that the charter school officer:

discloses the relationship, in writing, to the other charter school officers;
submits the employment decision to the charter school’s governing board for the approval, by majority vote, of the charter school’s governing board;
abstains from voting on the issue; and
is absent from any meeting when the employment is being considered and determined.

Financial Interest Policy

In addition to the chief administrative officer or a relative employed under the above hiring policy, a charter school officer or relative of a charter school officer may have a financial interest in a contract or other transaction involving the charter school provided the charter school officer:

submits the contract or transaction decision to the charter school’s governing board for the approval, by majority vote, of the charter school’s governing board;
abstains from voting on the issue; and
is absent from any meeting when the contract or transaction is being considered and determined.

Legal References: Utah Code 53G-5-409 (previously 53A-1a-518) Regulated transactions and relationships

C-10.1.1 NEPOTISM

Chapter C – Human Resources

Part 10.0 Hiring

Section 10.1 Hiring or Financial Interest of Relatives

Paragraph 10.1.1 Nepotism

Policy Statement:

Definitions

American Preparatory Academy school officer: a member of the governing board, a member of a board or an officer of a nonprofit corporation under which a charter school is organized and managed; or the chief administrative officer of a charter school.

Employment: a position in which a person’s salary, wages, pay, or compensation, whether as an employee or contractor, is paid from American Preparatory Academy school funds.

Prohibiting Nepotism

American Preparatory Schools prohibits nepotism in employment matters and shall avoid creating circumstances in which the actuality or appearance of favoritism, conflicts of interest, or management disruptions exist.

In the interest of fair hiring practices and to avoid workplace nepotism within American Preparatory Academy, the following will be adhered to in matters directly involving employment, assignment, promotion, compensation, discipline, suspension or dismissal of relatives. A relative of an American Preparatory Academy employee may be employed at the charter school provided the following:

following a fair and impartial recruitment process, it is determined that the candidate is the only or best person available, qualified, or eligible for the position;
the district’s employment application provides a space for the disclosure of a relation to an APA school officer;
no employee shall be placed in a position in which he/she would be in direct supervisory relationship with a relative or immediate family member.

An American Preparatory Academy school officer is authorized to reassign employees for the purpose of administering this policy.

A relative of a charter school officer may be employed at the charter school provided the above, and that the charter school officer:

discloses the relationship, in writing, to the other charter school officers;
submits the employment decision to the charter school’s governing board for the approval, by majority vote, of the charter school’s governing board;
abstains from voting on the issue; and
is absent from any meeting when the employment is being considered and determined.

An annual review will be conducted by the Human Resources Director to ensure all employee relationships are compliant with state nepotism laws.

Legal Reference: Utah Code Title 52, Chapter 3, Prohibiting Employment of Relatives

Supportive Research: Salt Lake City School District Board Policy P-3, Nepotism Prohibited

C-10.2 BACKGROUND CHECKS

Chapter C – Human Resources

Part 10.0 Hiring

Section 10.2 Background Checks

Policy Statement:

Employees who are not currently certified as teachers are required to provide their fingerprints electronically within two (2) weeks of employment for a criminal background check. The Utah State Board of Education requires a background check for all school employees when they begin employment with the school. Depending on which campus you will be working at, fingerprints are taken at an authorized LiveScan site. The HR Department will give you directions on where you will need to go to complete this. The APS Office location is an official LiveScan site.

Personal information and fingerprints may be retained for ongoing monitoring and comparison against future submissions to the state, regional or federal database and latent fingerprint inquiries. American Preparatory Academy/Schools will establish procedures to ensure removal of fingerprints from applicable state and federal databases when an employee is no longer under their purview.

Applicants are asked in the employment application to disclose any criminal history they have. Employees will provide

An employee may request to review any results of this inquiry, however, UCA 53-10-108 does not allow American Preparatory Academy/Schools to provide a copy of those results. Before a determination is made, an employee will be afforded a reasonable amount of time to challenge the completeness and accuracy of the record through the procedures established by American Preparatory Academy/Schools as well as contacting the Utah Bureau of Criminal Identification (Utah Criminal History Results), the State Identification Bureau (SIB) associated with any results that are outside of Utah, or the Federal Bureau of Investigation (Nationwide Criminal History Response Information).

Until the completion of the background check, employees will be denied unsupervised access to children. Employees will provide a list of all criminal convictions which contains a description of the crimes and the particulars of the convictions.

C-10.2.1 PERSONAL REPORTING OF ARRESTS

Chapter C – Human Resources

Part 10.0 Hiring, Section 10.2 Background Checks

Section 10.2.1 Personal Reporting of Arrests

Policy Statement:

A licensed or non-licensed educator who is arrested, cited or charged with any of the below offenses must report the arrest, citation, or charge within 48 hours or as soon as possible to the licensed educator’s supervisor and Executive Director. The Executive Director or designee shall report conviction, arrest or offense information received from a licensed educator to the state Superintendent within 48 hours of receipt of information from the educator.

Offenses that must be reported:

any pleas in abeyance or diversion agreements;

any matters involving an alleged sex offense;

any matters involving an alleged drug-related offense;

any matters involving an alleged alcohol-related offense;

any matters involving an alleged offense against the person under Title 76, Chapter 5, Offenses Against the Person;

any matters involving an alleged felony offense under Title 76, Chapter 6, Offenses Against Property;

any matters involving an alleged crime of domestic violence under Title 77, Chapter 36, Cohabitant Abuse Procedures Act; and

any matters involving an alleged crime under federal law or the laws of another state comparable to the violations listed above.

Legal Reference: USBE Utah Professional Practices Advisory Committee (includes link to forms to report misconduct/arrests)

R277-516: Professional Standards and Training for Non-licensed Employees and Volunteers

C-10.3 LEA-SPECIFIC LICENSES

Chapter C – Human Resources

Part 10.0 Hiring

Section 10.3 LEA-Specific Licenses

Definitions

Associate Educator License (USBE): A license issued to an individual completing the requirements to receive a Professional Educator License. Individuals may be working as an intern, enrolled in a university program, enrolled in a career and technical education (CTE), or an Alternate Pathway to Professional Educator License (APPEL). The requirements of an associate educator license are outlined in R277-301-4. An associate educator license, license area, or endorsement is valid for two years.

The general requirements include:

completion of a criminal background check;
completion of an ethics review within one calendar year of application; and
one of the following:
- a bachelor’s degree or higher from a regionally accredited institution;
- current enrollment in a university Board-approved educator program that will result in a bachelor’s degree or higher from a regionally accredited institution; or
- skill certification in a specific CTE area.

An educator with an associate educator license may upgrade to a professional educator license at any time prior to the expiration of the associate educator license if the educator meets all the requirements of R277-301-5.

Professional Educator License (USBE): A license issued to an individual who has demonstrated all of the State established competencies to be an educator. The requirements for a professional educator license are outlined in R277-301-5. A professional educator license, license area, or endorsement is valid for five (5) years.

The general requirements for a professional educator license include:

all general requirements for an associate educator license under R277-301-4.
completion of a bachelor’s degree or higher from a regionally accredited institution; or
skill certification in a specific CTE area; and
one of the following:
- a recommendation from a USBE Board-approved educator preparation program; or
- a standard educator license in the area issued by a licensing jurisdiction outside of Utah that is currently valid or is renewable consistent with Section 53E-6-307.

Local Education Agency (LEA)-specific Educator Licensee: An individual, approved by the governing board, who has met locally defined competencies to be an educator, and approved by LEA application to USBE.

License Areas of Concentration: A designation on a license of the specific educational setting or role for which the individual is qualified.

Endorsement: A designation on a License Area of Concentration earned through demonstrating required competencies established by the State Superintendent of Public Instruction that qualifies the individual to:

provide instruction in a specific content area; or
apply a specific set of skills in an education setting.

Mentor: A trained educator who holds a professional educator license, and shall where possible:

perform substantially the same duties as the mentored educator with release time work as a mentor; or
be assigned as an instructional coach or equivalent position.

Policy Statement

Local Education Agency (LEA)-specific Educator License

The general requirements for an LEA-specific Educator License include:

completion of a criminal background check and clearance in accordance with R277-214;
completion of an educator ethics review as described in R277-500 within one calendar year of the application;
completion of a bachelor’s degree or higher from a regionally accredited college or university; and/or demonstrated content knowledge and pedagogical requirements by:
- successfully passing an assessment; or
- by demonstrated experience.

Approval

An application for an LEA-specific Educator License at American Preparatory Academy must receive approval by the UCA governing board in a public meeting no more than 60 days prior to the application to USBE. The request for approval must include the rationale for the appointment of an LEA-Specific license. LEA-specific licenses have the same weight and merit within APA as other licenses granted by the State of Utah.

License and Endorsement Areas

An LEA-specific Endorsement includes all USBE Endorsement areas.
An LEA-specific Educator License/Endorsement is valid for one, two, or three years in accordance with the LEA application to the USBE.
In accordance with R277-301 (7) an LEA-specific Educator License is valid only within American Preparatory Academy and expires immediately upon employment separation.

LEA-specific Educator Training, Mentoring, and Support

Within the first year of employment, the educator must complete the following training modules:

educator ethics;
classroom management and instruction;
basic special education law and instruction; and
Utah Effective Teaching Standards described in R277-530.

The educator must participate in the American Preparatory Academy’s Mentoring Program. American Prep shall provide at least a three-year mentoring program by a trained mentor educator who:

holds a professional educator license and where possible;
performs substantially the same duties as the educator with release time
to work as a mentor; or
is assigned as an instructional coach or equivalent position.

The assigned mentor shall assist the educator to meet the Utah Effective Educator Standards established in Rule R277-530, but may not serve as an evaluator of the educator.

The mentoring program shall include:

A formal Professional Learning Plan and support in meeting the requirements of a professional license area; and
On-going training on educator ethics and special education.

Notification

American Preparatory Academy shall post LEA-specific Educator Licenses, license areas, or endorsements on each school’s website. The post shall include:

A disclosure of the fact that the school employs LEA-specific educator licenses, license areas, or endorsements;
The percentage of the types of licenses, licenses areas, and endorsements held by educators employed in the school based on the employees’ FTE in the Comprehensive Administration of Credentials for Teachers in Utah Schools (CACTUS); and
A link to the Utah Educator Look-up tool.

REFERENCES

Utah Admin. Code R277-301. Educator Licensing.

C-11.0 STAFF SURVEYS

Chapter C – Human Resources

C-11.0 Employee Surveys

Educator Exit and Engagement Surveys

Purpose

Surveys may provide objective and subjective data for use by the American Preparatory Academy (APA) governing board, as well as the Utah State Board of Education (USBE) and other relevant, authorized parties.

Scope

American Preparatory Academy governing board members and staff, as well as any and all authorized third-party providers and/or administrators of surveys.

Policy

The American Preparatory Academy governing board and staff shall administer public educator exit and engagement surveys to educators (i.e. classroom teacher, preschool teacher, special education teacher, or school-based specialist) as required by Utah state statute, USBE administrative rule, and APA governing board policy. APA shall utilize the USBE recommended platform for survey questions in order to assure data quality and uniformity. APA recognizes the responsibility of its Board and staff to protect Personally Identifiable Information (PII), which may be sensitive, private, or protected under Utah’s Government Records Access Management Act (GRAMA). To properly administer surveys, and in order to protect PII, APA will use only secure methods of survey administration, data collection, and transfer. The intervals for the administration of surveys will be in accordance with USBE rules. All required data shall be transferred to the State Superintendent of Public Education by June 30 of each calendar year.
Consistent with the USBE rule, surveys:

Shall allow each Educator to remain anonymous
May NOT request the Educator’s CACTUS ID number
Shall ask each Educator to identify the Educator’s Local Education Agency (LEA)
May ask each Educator to voluntarily identify the Educator’s school
May ask each Educator to provide basic non-identifying demographic data as requested by the State Superintendent

C-12.0 ETHICS AND WHISTLEBLOWING

Chapter C – Human Resources

C-12.0 Ethics and Whistleblowing

C-12.1 Ethical Conduct

Ethical Conduct

The Utah Charter Academies Governing Board, American Preparatory Schools, and American Preparatory Academy are expected to undertake their responsibilities with diligence and professionalism and to comply with the highest standards of honesty, integrity, and fairness. This includes, but is not limited to, being respectful of the rights of others and forthright in all dealings with members of the school community as well as third parties; protecting the privacy of confidential information; and compliance with all applicable laws, rules, and regulations. Board representatives should not place their personal interests above the best interests of the school; even the appearance of impropriety must be avoided.

A. Scope.

The Ethical Conduct policy applies to all Utah Charter Academies board members, American Preparatory Academy employees, and American Preparatory School employees who are associated with the UCA contract. (collectively, the “Covered Parties”). It is not intended to replace and may be supplemented by specific policies that have been adopted in the past and that may be adopted in the future. This policy may be amended or supplemented from time to time by the Audit Committee of the Board.

B. Purpose.

American Preparatory Academy has upheld and will continue to uphold the highest levels of ethics and integrity in all its affairs. To this end, the Ethical Conduct policy serves:

(1) to emphasize the school’s commitment to ethical conduct and compliance with the law;

(2) to set forth basic standards of ethical and legal behavior;

(3) to provide reporting mechanisms for known or suspected ethical or legal violations; and

(4) to help prevent and detect wrongdoing.

Given the variety and complexity of ethical questions that may arise in the course of carrying out the school’s business, this policy can serve only as a general guide. Confronted with ethically ambiguous situations, Covered Parties should keep in mind the school’s commitment to the highest ethical standards and seek advice from appropriate sources so as to ensure that this commitment is honored at all times.

C. Ethical Standards.

1. Conflicts of Interest.

Utah Charter Academies Board Members, APS employees assigned to the UCA contract and APA employees serve the public trust and are required to fulfill their responsibilities with care and loyalty. All decisions and actions of the board and the administration are to be made for the sole purpose of advancing the best interests of the institution and the public good. The integrity of the school must be protected at all times, and the fiduciary relationship of trustees, officers, and employees to American Preparatory Academy must be honored in both actuality and appearance. A conflict of interest exists when a school representative’s direct or indirect personal interests are inconsistent with or interfere with the best interests of the school. The UCA Governing Board’s Conflict of Interest statement sets forth in detail the standards and procedures to be followed when dealing with situations that may present a conflict of interest.

2. Corporate Opportunities.

Covered Parties owe a duty to the school to advance its legitimate interests whenever possible, and they are prohibited from taking for themselves opportunities that are discovered through the use of school property, information, or position without the prior written consent of American Prep. No Covered Party may use school property, information, or position for improper personal gain, and no employee may directly or indirectly compete with American Preparatory Academy.

3. Fair Dealing.

Whenever they act on the school’s behalf, and regardless of whether they are dealing with colleagues or third parties, Covered Parties are required to act honestly, in good faith, and with professionalism. No Covered Party may take unfair advantage of another person through harassment, manipulation, abuse of privileged information, misrepresentation of material facts, or any other unfair practice. Stealing proprietary information, possessing trade secret information that was obtained without the owner’s consent, or wrongfully inducing such disclosures by past or present employees of other organizations is prohibited.

4. Confidentiality.

Covered Parties must maintain the confidentiality of confidential information entrusted to them, except when disclosure is authorized by an appropriate officer of the school or required by law. Confidential information includes all non-public information that might be of use to competitors or other third parties or harmful to the school or its constituencies if disclosed; it also includes information that third parties have entrusted to the school. The obligation to preserve confidential information continues even after employment ends.

5. Protection and Proper Use of School Assets.

Covered Parties should protect the school’s assets and ensure their proper and efficient use. Theft, carelessness, and waste have a direct impact on the school’s operations. Any suspected incident of fraud or theft should be immediately reported for investigation. School facilities and equipment should not be used for non-school business, although incidental personal use may be permitted.

The obligation of Covered Parties to protect the school’s assets includes, but is not limited to, its proprietary information. Proprietary information includes intellectual property such as patents, trademarks, and copyrights, as well as business plans, databases, records, employment information, and any unpublished financial data and reports. Unauthorized use or distribution of this information violates American Preparatory Academy policy and may also be illegal and result in criminal and/or civil liability.

6. Compliance with Laws, Rules, and Regulations.

Obeying the law, both in letter and in spirit, is the foundation on which the school’s ethical standards are built. In conducting the affairs of American Preparatory Academy, Covered Parties must comply with applicable laws, rules, and regulations at all levels of government in the United States and in any other jurisdiction in which the school does business. Although not all Covered Parties are expected to know the details of these laws, it is important to know enough about applicable federal, state, and local laws to determine when to seek advice from supervisors or other appropriate personnel.

7. Timely and Truthful Public Disclosures.

Covered Parties involved in the preparation of financial and other reports and documents (and information included therein) filed with or submitted to federal, state, and local authorities by the school are required to make disclosures that are full, fair, accurate, timely, and understandable. They may not knowingly conceal or falsify information, misrepresent material facts, or omit material facts necessary to avoid misleading the authorities or the school’s independent auditors. The same standards apply to other public communications made by American Preparatory Academy.

8. Significant Accounting Deficiencies.

The Executive Director, CFO, accounting and executive staff should promptly bring to the attention of the Audit Committee any information he or she may have concerning:

significant deficiencies in the design or operation of internal controls over financial reporting which could adversely affect the school’s ability to record, process, summarize, and report financial data; or
any fraud, whether or not material, that involves management or other employees who have a significant role in the school’s financial reporting, disclosures, or internal control over financial reporting.

D. Administration.

1. In General.

The Ethical Conduct policy has been adopted by the UCA Governing Board and is to be administered by or at the direction of the Audit Committee of the Board. In general, matters arising under this policy related to Board Members are subject to the review of the Audit Committee. Matters involving other Covered Parties are subject to the review by Human Resources, Executive Director, and/or an individual’s direct supervisor.

2. Reporting Known or Suspected Violations.

UCA Governing Board members are required to report promptly any known or suspected violations of this policy to the Audit Committee. All other Covered Parties should bring any known or suspected violations of this policy or of any law or school policy to the attention of their supervisors, department head, or the director responsible for the area in question. Anyone who is uncertain whether or how to report a concern should contact the Compliance department. Reports may also be made anonymously and confidentially to the Utah State Board of Education Internal Audit Department at (801) 538-7813 or on their website.

3. Non-Retaliation and Whistleblower Protection.

No retaliatory action of any kind will be permitted against anyone for reporting or inquiring in good faith about potential violations of law or school policy, or for seeking guidance with respect to suspected violations. The Compliance department and the school’s Audit Committee will strictly enforce this prohibition. Retaliation includes, but is not limited to, adverse action against an employee regarding the terms and conditions of employment (such as termination, demotion, or suspension), as well as related threats of such actions. An employee who has engaged in conduct or performance that warrants disciplinary action or other employment consequences will not be insulated from the consequences of those actions because he or she has made a report of wrongdoing, as long as such disciplinary action is not taken because of the allegation of wrongdoing. Reports that are knowingly false or are made with reckless disregard for or in willful ignorance of facts that would tend to disprove the allegation are not good-faith reports, are prohibited by this policy, and may subject the reporter to disciplinary action.

4. Accountability for Violations.

If the Audit Committee or the Compliance department (or a designee) determines that this policy has been violated, including by failure to report a violation or by withholding information relating to a violation, the offending Covered Party may be disciplined, with penalties up to and including removal from the board or termination of employment. Violations of this policy may also constitute violations of law and may result in criminal and/or civil liability for the offending Covered Party and American Preparatory Academy. All Covered Parties are required to cooperate in internal investigations of possible misconduct.

E. Guidance.

All American Preparatory Academy employees must work together to ensure prompt and consistent enforcement of the Ethical Conduct policy. In some situations, it may be difficult to know if a violation has occurred. Because it is impossible to anticipate every situation that will arise, it is important to be able to approach a new question or problem with confidence. Employees and board members having questions about their obligations under this policy or any other school policy should consult the Audit Committee; all others should consult their supervisors or the Compliance department.

C-12.2 WHISTLEBLOWING

Chapter C – Human Resources

C-12.0 Ethics and Whistleblowing

C-12.2 Whistleblowing

Scope

Purpose

American Preparatory Academy has upheld and will continue to uphold the highest levels of ethics and integrity in all its affairs. To this end, the Ethical Conduct policy serves:

(1) to emphasize the school’s commitment to ethical conduct and compliance with the law;

(2) to set forth basic standards of ethical and legal behavior;

(3) to provide reporting mechanisms for known or suspected ethical or legal violations; and

(4) to help prevent and detect wrongdoing.

Ethical Standards

1. Conflicts of Interest

2. Corporate Opportunities

3. Fair Dealing

4. Confidentiality

5. Protection and Proper Use of School Assets

6. Compliance with Laws, Rules, and Regulations

7. Timely and Truthful Public Disclosures

8. Significant Accounting Deficiencies

The Executive Director, CFO, accounting and executive staff should promptly bring to the attention of the Audit Committee any information he or she may have concerning:

significant deficiencies in the design or operation of internal controls over financial reporting which could adversely affect the school’s ability to record, process, summarize, and report financial data; or
any fraud, whether or not material, that involves management or other employees who have a significant role in the school’s financial reporting, disclosures, or internal control over financial reporting.

Administration

1. In General

2. Reporting Known or Suspected Violations

3. Non-Retaliation and Whistleblower Protection

4. Accountability for Violations

Guidance

Whistleblowing

This policy provides avenues for an employee of American Preparatory Academy, or its agents, to report misuse of assets, funds or resources, non-compliance with regulations, policies or rules, fraud, waste, abuse, or unethical behavior. A whistleblower as defined by this policy is an employee who reports an activity that he/she considers to be illegal or unethical to one or more of the parties specified in this Policy.

The whistleblower is not responsible for investigating the activity or for determining fault or corrective measures; appropriate management officials are charged with these responsibilities.

An employee may report such things as Civil Rights violations, misuse of assets, funds or resources, non-compliance with regulations, policies or rules, fraud, waste, abuse, or unethical behavior. Examples of illegal or unethical activities are violations of federal, state, or local laws; billing for services not performed or for goods not delivered; and other fraudulent financial reporting.

An employee is encouraged to consider the type and scope of the suspected activity when determining the appropriate reporting entity. The employee must exercise sound judgment to avoid baseless allegations and unless there is a compelling potential conflict, should report to the first person on the lists below.

Personnel and/or Civil Rights Violations:

The employee’s immediate supervisor;

APA’s Civil Rights Officer, Lisa Brunson lbrunson@apamail.org

APA’s Human Resources Director, Jeremiah Brennan jbrennan@apamail.org

APA’s Executive Director, Carolyn Sharette csharette@apamail.org

A member of APA’s governing board on the internal audit committee:

Thomas Young youngceltic@live.com

Ted Heap castlegate1001@gmail.com

The State Charter School Board (SCSB), Jennifer Lambert Jennifer.Lambert@schools.utah.gov

Regional Office of Civil Rights for Utah:

Denver Office

U.S. Department of Education

Cesar E. Chavez Memorial Building

1244 Speer Boulevard, Suite 310

Denver, CO 80204-3582

Telephone: (303) 844-5695

The USBE Internal Audit Department (801) 538-7813

Noncompliance with Regulations, Policies, or Rules:

The employee’s immediate supervisor
APA’s Compliance Director, Lisa Brunson lbrunson@apamail.org
APA’s Executive Director, Carolyn Sharette csharette@apamail.org
A member of APA’s governing board on the internal audit committee:
1. Thomas Young youngceltic@live.com
2. Ted Heap castlegate1001@gmail.com
The State Charter School Board (SCSB), Jennifer Lambert Jennifer.Lambert@schools.utah.gov
The USBE Internal Audit Department (801) 538-7813

Fraud, Waste, or Other Financial Abuse:

The employee’s immediate supervisor
APA’s Financial Controller, Casey Crellin ccrellin@apamail.org
APA’s Executive Director, Carolyn Sharette csharette@apamail.org
A member of APA’s governing board on the internal audit committee:
1. Thomas Young youngceltic@live.com
2. Ted Heap castlegate1001@gmail.com
The State Charter School Board (SCSB), Jennifer Lambert Jennifer.Lambert@schools.utah.gov
The USBE Internal Audit Department (801) 538-7813

Whistleblower Protections

Whistleblower protections are provided in two important areas — confidentiality and against retaliation.

Confidentiality. Insofar as possible, the confidentiality of the whistleblower will be maintained.

Limitations. Identity may have to be disclosed in order to:

conduct a thorough investigation,
comply with the law, and/or
provide accused individuals their legal rights of defense.

Retaliation. American Preparatory Academy, or their agents, will not retaliate against a whistleblower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or poor work assignments and threats of physical harm. Any whistleblower who believes he/she is being retaliated against must contact the Human Resources Director immediately.

Limitations.

The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated.

An employee who intentionally files a false report of wrongdoing will be subject to discipline up to and including termination.

C-SUPPLEMENTAL MATERIALS

C-OFFICE FORMS

OF C-3.4 ADMINISTRATOR EVALUATION

Name:
Position:
Date:
Evaluator:


Evaluation Code: 0 = Ineffective 1 = In Need of Improvement 2 = Effective 3 = Highly Effective

DESCRIPTION	Observation	Parent Surveys	Comprehensive Needs Analysis	Total Points	Notes
Desk/Office Space
Computer/Desk Files
Notes/Paperwork
ORGANIZATION
Staff Members
Administrators
Parents
Timely Communication
COMMUNICATION
Safe School
Student Discipline
Staff Discipline
Positive motivation
Student Responsiveness
SCHOOL CLIMATE
Accessibility
Dependablility/Reliability
Public Relations
Teamwork
Dress Standards
Student Mentoring
Staff Mentoring
Knowledge/Expertise
PROFESSIONALISM
Attendance
English/Language Arts
Mathematics
Science
Writing Analysis
ELL Students
IEP Students
Economically Disadv. Students
STUDENT PERFORMANCE
COMMENTS:

C-OFFICE FORMS

OF C-3.4 ADMINISTRATOR EVALUATION

Name:
Position:
Date:
Evaluator:


Evaluation Code: 0 = Ineffective 1 = In Need of Improvement 2 = Effective 3 = Highly Effective

DESCRIPTION	Observation	Parent Surveys	Comprehensive Needs Analysis	Total Points	Notes
Desk/Office Space
Computer/Desk Files
Notes/Paperwork
ORGANIZATION
Staff Members
Administrators
Parents
Timely Communication
COMMUNICATION
Safe School
Student Discipline
Staff Discipline
Positive motivation
Student Responsiveness
SCHOOL CLIMATE
Accessibility
Dependablility/Reliability
Public Relations
Teamwork
Dress Standards
Student Mentoring
Staff Mentoring
Knowledge/Expertise
PROFESSIONALISM
Attendance
English/Language Arts
Mathematics
Science
Writing Analysis
ELL Students
IEP Students
Economically Disadv. Students
STUDENT PERFORMANCE
COMMENTS:

OF C-3.4 ADMINISTRATOR EVALUATION

Name:
Position:
Date:
Evaluator:


Evaluation Code: 0 = Ineffective 1 = In Need of Improvement 2 = Effective 3 = Highly Effective

DESCRIPTION	Observation	Parent Surveys	Comprehensive Needs Analysis	Total Points	Notes
Desk/Office Space
Computer/Desk Files
Notes/Paperwork
ORGANIZATION
Staff Members
Administrators
Parents
Timely Communication
COMMUNICATION
Safe School
Student Discipline
Staff Discipline
Positive motivation
Student Responsiveness
SCHOOL CLIMATE
Accessibility
Dependablility/Reliability
Public Relations
Teamwork
Dress Standards
Student Mentoring
Staff Mentoring
Knowledge/Expertise
PROFESSIONALISM
Attendance
English/Language Arts
Mathematics
Science
Writing Analysis
ELL Students
IEP Students
Economically Disadv. Students
STUDENT PERFORMANCE
COMMENTS: