SECTION 3—CERTIFIED PERSONNEL
3.1—CERTIFIED PERSONNEL SALARY SCHEDULE
3.2—CERTIFIED PERSONNEL EVALUATIONS
3.3—EVALUATION OF CERTIFIED PERSONNEL BY RELATIVES4
3.4—CERTIFIED PERSONNEL REDUCTION IN FORCE
3.5—CERTIFIED PERSONNEL CONTRACT — RETURN
3.6—CERTIFIED PERSONNEL EMPLOYEE TRAINING
3.7—CERTIFIED PERSONNEL DRUG TESTING
3.8—CERTIFIED PERSONNEL SICK LEAVE
3.9—CERTIFIED PERSONNEL SICK LEAVE BANK
3.10—CERTIFIED PERSONNEL PLANNING TIME
3.11—CERTIFIED PERSONNEL PERSONAL LEAVE
3.12—CERTIFIED PERSONNEL PROFESSIONAL LEAVE
3.13—CERTIFIED PERSONNEL PUBLIC OFFICE
3.14—CERTIFIED PERSONNEL JURY DUTY
3.15—CERTIFIED PERSONNEL LEAVE — INJURY FROM ASSAULT
3.16 - CERTIFIED PERSONNEL REIMBURSEMENT FOR PURCHASE OF SUPPLIES
3.17—INSULT OR ABUSE OF CERTIFIED PERSONNEL
3.18—CERTIFIED PERSONNEL OUTSIDE EMPLOYMENT
3.19—CERTIFIED PERSONNEL EMPLOYMENT
3.20—CERTIFIED PERSONNEL REIMBURSEMENT OF TRAVEL EXPENSES
3.21—CERTIFIED PERSONNEL TOBACCO USE
3.22—DRESS OF CERTIFIED EMPLOYEES
3.23—CERTIFIED PERSONNEL POLITICAL ACTIVITY
3.24—CERTIFIED PERSONNEL DEBTS
3.25—CERTIFIED PERSONNEL GRIEVANCES
3.25F—CERTIFIED PERSONNEL LEVEL TWO GRIEVANCE FORM
3.26—CERTIFIED PERSONNEL SEXUAL HARASSMENT
3.27—CERTIFIED PERSONNEL SUPERVISION OF STUDENTS
3.28—CERTIFIED PERSONNEL COMPUTER USE POLICY
3.28F—CERTIFIED PERSONNEL EMPLOYEE INTERNET USE AGREEMENT
3.29—CERTIFIED PERSONNEL SCHOOL CALENDAR
3.30—PARENT-TEACHER COMMUNICATION
3,31--DRUG FREE WORKPLACE - CERTIFIED PERSONNEL
3.32—CERTIFIED PERSONNEL FAMILY MEDICAL LEAVE
3.33—ASSIGNMENT OF EXTRA DUTIES FOR CERTIFIED PERSONNEL
3.34—CERTIFIED PERSONNEL CELL PHONE USE
3.35—CERTIFIED PERSONNEL BENEFITS
3.36—CERTIFIED PERSONNEL DISMISSAL AND NON-RENEWAL
3.37—ASSIGNMENT OF TEACHER AIDES
3.38—CERTIFIED PERSONNEL RESPONSIBILITES GOVERNING BULLYING
3.39—CERTIFIED PERSONNEL RECORDS AND REPORTS
3.1—CERTIFIED PERSONNEL
SALARY SCHEDULE
State law requires each District to include
its teacher salary schedule in its written personnel policies unless the
District recognizes a teachers’ union in its policies for, among other things,
the negotiation of salaries. For
the purposes of the salary schedule, a
teacher will have worked a “year” if he/she works at least 190 days.
2007-2008 SALARY SCHEDULE
YRS. OF EXP. BA
DEGREE SALARY MA DEGREE SALARY
0 $28,897 $33,231
1 $29,347 $33,731
2 $29,797 $34,231
3 $30,247 $34,731
4 $30,697 $35,231
5 $31,147 $35,731
6 $31,597 $36,231
7 $32,047 $36,731
8 $32,497 $37,231
9 $32,947 $37,731
10 $33,397 $38,231
11 $33,847 $38,731
12 $34,297 $39,231
13 $34,747 $39,731
14 $35,197 $40,231
15 $35,647 $40,731
Legal References: A.C.A. § 6-17-201, 202, 1001, 1002
A.C.A.
§ 6-20-319 (4)
Date Adopted:
04/16/2007
Last Revised:
3.2--CERTIFIED PERSONNEL EVALUATIONS
Evaluations of certified personnel shall be
undertaken at least annually (one informal evaluaton, one formal evaluation).
Evaluations shall be based on a combination
of scheduled and informal observations. Additional and more frequent informal
observations will be done should it be determined by the administration that
the observations would be helpful in
addressing performance problems.
Legal Reference: A.C.A. §
Date Adopted:
Last Revised:
3.3—EVALUATION OF CERTIFIED
PERSONNEL BY RELATIVES
Any person employed in, or assigned to, a
position which would require that he be evaluated by any relative, by blood or
marriage, including spouse, parent, child, grandparent, grandchild, sibling,
aunt, uncle, niece, nephew, or first cousin shall be evaluated by another
administrator in the district that is not related to such person.
Date Adopted:
Last Revised:
3.4-CERTIFIED PERSONNEL
REDUCTION IN FORCE
The School Board acknowledges
its authority to conduct a reduction in force (
In effecting a reduction in
force, the primary goals of the school district shall be: what is in the best interests of the
students; to maintain accreditation in compliance with the Standards of Accreditation
for
Efforts will be made to accomplish the reduction through attrition and re-assignment
before using any other method of staff reduction.
If a reduction in force becomes
necessary, the
with the fewest points will be laid off
first.
Written notification to affected staff
members will be provided as early as possible.
Points:
A.
Years of service in the district - .25 point
per year
A fully certified position years in the
cumulative years of service earned in any
district now a part of the
any position not requiring teacher licensure
does not count toward years in
service.
“FULLY CERTIFIED” means holding a standard teaching certificate issued by the State of
B.
Points will be awarded for Graduate degree(s)
in the area of licensure. Points will
be awarded for the highest earned degree only.
1 point – Master’s degree (in licensure area)
2 points – Master’s degree plus thirty
additional hours (in licensure area)
3 points – Educational specialist degree (in
licensure area)
4 points – Doctoral degree (in licensure area)
C.
Experience in all fully certified position
years, outside of the
D.
Provisional/Initial Licensure Years - .15
Point Per Year
E.
All areas of academic content or endorsement as identified
by the state board/multiple areas and/or grade levels of licensure as
identified by the state board
-
1 point per additional area or grade level as
applicable
F.
National Board of Professional Teaching
Standards certification -. 25 point
All points awarded must be verified by
documentation on file by the end of the day on the first day of the second
semester with the District of the current school year. Each teacher’s points shall be totaled with
teachers ranked by the total points from highest to lowest in the licensure
areas. All teachers shall receive a
listing of licensed personnel with corresponding point totals. Upon receipt of the list, each teacher has
ten (10) working days within which to appeal his or her assignment of points
with the superintendent whose decision shall be final.
In the event of a tie among certified
personnel, the employee with the most accumulated points shall be
retained. The above point criterion in
sections A., B., C., D., E., and F. will
be applied again in that order to determine the ranking order difference in the
individual’s points. If there is a
difference of points in category “A”, the teacher having the most points shall
be retained. If there remains a tie,
category “B” will be applied and so on until a distinction in points shall be
determined. The teacher with the most
points at that point will be retained based upon the needs of the District in
areas of content and licensure.
If a teacher is non-renewed under this
policy, he or she shall be offered an opportunity to fill a vacancy for which he
or she is qualified for a period of up to two (2) years. The non-renewed teacher shall be recalled
for a period of up to two (2) years in reverse order of the layoff to any
position for which he or she is qualified.
Notice of recall shall be sent by certified mail, and the teacher who
has been made an offer of recall shall have ten (10) working days from the date
that the notification is first sent from the district in which to accept the
offer of a position. The district shall
also attempt to contact the recalled teacher by phone call on the same day
notification by mail is initiated. A
lack of response or a teacher’s refusal of a position shall end the District’s
obligation to replace the laid-off teacher.
It is the obligation of the
teacher to provide and maintain with the district any and all current and up to
date contact information.
There is no implied right to “bump” or
displace another employee of the district.
Assignment of duties shall be made according to the needs of the
district and for the best needs of the students being served.
If a teacher is recalled, s/he will be placed
on the most current salary schedule according to where s/he would have been
placed prior to layoff; i.e. if a teacher with two years was laid off, upon returning
that teacher would fall on step two of the salary schedule. Any accrued sick or personal leave upon
layoff will be forfeited by the teacher in the event s/he leaves the teaching
profession and secures employment elsewhere otherwise it will be retained
according to provisions of state law for the transfer of said leave between
districts.
Legal reference : A.C.A. / 6-17-2407
Date Adopted:
Last Revised: 05/21/07
3.5—CERTIFIED PERSONNEL CONTRACT —
RETURN
An employee shall have thirty (30) days from
the date of the receipt of his contract for the following school year in which
to return the contract, signed, to the office of the Superintendent. The date
of receipt of the contract shall be presumed to be the date of a cover memo
which will be signed when contract is received.
Failure of an employee to return the signed
contract to the office of the Superintendent within thirty (30) days of the
receipt of the contract shall operate as a resignation by the employee. No
further action on the part of the employee, the Superintendent, or the School
Board shall be required in order to make the employee’s resignation final.
Legal Reference: A.C.A. § 6-17-1506 (c) (1)
Date Adopted:
Last Revised:
3.6 - CERTIFIED PERSONNEL
EMPLOYEE TRAINING
All employees shall attend all local
professional development training sessions as directed by a supervisor.
The District shall develop and implement a
plan for the professional development of its certified employees. The district’s plan shall, in part, align
district resources to address the professional development activities
identified in each school’s ACSIP. Each
certified employee shall receive a minimum of sixty (60) hours of professional
development annually to be fulfilled between June 1 and May 31. Professional development hours earned in
excess of sixty (60) in the designated year cannot be carried over to the next
year. The goal of all professional
activities shall be improved student achievement and academic performance that
results in individual, school-wide, and system-wide improvement designed to
ensure that all students demonstrate proficiency on the state
criterion-referenced assessments. The
district’s professional development plan shall demonstrate scientifically
research-based best practice, and shall be based on student achievement data
and in alignment with applicable ADE Rules and /or
Teachers and administrators shall be involved
in the design, implementation, and evaluation of the plan for their own
professional development. The results
of the evaluation made by the participants in each program shall be used to
continuously improve the district’s professional development offerings and to
revise the school improvement plan.
Flexible professional development hours (flex
hours) are those hours which an employee is allowed to substitute professional
development activities, different than those offered by the district, but which
still meet criteria of either the employee’s Individual Improvement Plan or the
school’s ACSIP, or both. The district
shall determine on an annual basis how many, if any, flex hours of professional
development it will allow to be substituted for district scheduled professional
development offerings. The
determination may be made at an
individual building, a grade, or by subject basis. The district administration and the building
principal have the authority to require attendance at specific professional
development activities. Employees must
receive advance approval from the building principal for activities they wish
to have qualify for flex professional development hours. To the fullest extent possible, professional
development activities are to be scheduled and attended such that teachers do
not miss their regular teaching assignments.
Six (6) approved flex hours credited toward fulfilling the sixty (60)
hour requirement shall equal one contract day.
Hours of professional development earned by an employee that is not at
the request of the district and is in excess of sixty (60) or not pre-approved
by the building principal shall not be credited toward fulfilling the required
number of contract days for that employee.
Hours earned that count toward the required sixty (60) also count toward
the required number of contract days for that employee. Employees shall be paid their daily rate of
pay for professional development hours earned at the request of the district
that necessitate the employee work more than the number of days required by
their contract.
Teachers
and administrators who, for any reason, miss part or all of any
scheduled professional development activity they were required to attend, must
make up the required hours in comparable activities which are to be
pre-approved by the building principal.
To receive credit for his/her professional development activity each
employee is responsible for obtaining and submitting documents of attendance
for each professional development activity he/she attends. Documentation is to be submitted to the
building principal or designee.
Teachers and administrators are required to
obtain sixty (60) hours of approved professional development annually over a
five-year period as part of licensure renewal requirements. At least six (6) of the sixty (60) annual
hours shall be in the area of educational technology.
Teachers are required to receive at least two
hours annually of their sixty (60) required hours of professional development
designed to enhance their understanding of effective parental involvement
strategies.
Teachers who provide instruction in
In addition teachers will be allowed to
receive the following professional development hours: a three (3) hour college course in their area of teaching will be equivalent to fifteen (15)
professional development hours; up to thirty (30) hours for advanced placement
training; and up to twelve (12) hours used to plan and prepare curriculum or
develop other instructional materials.
Administrators are required to receive at
least three hours annually of their sixty (60) required hours of professional
development designed to enhance their understanding of effective parental
involvement strategies and the importance of administrative leadership in setting
expectations and creating a climate conducive to parental participation. Each administrator’s professional
development is required to also include training in data disaggregation,
instructional leadership and fiscal management.
Teachers required by the
superintendent, building principal, or their designee to take approved training
related to teaching an advance placement class for a subject covered by the
College Board and Educational Testing Service shall receive up to thirty (30)
hours of credit toward the sixty (60) hours of professional development
required annually.
Certified personnel may earn up to
twelve (12) hours of professional development for time they are required to
spend in their instructional classroom, office or media center prior to the
first day of student/teacher interaction provided
the time is spent in accordance with the state law and current ADE rules that
deal with professional development.3
Teachers are eligible to receive
fifteen (15) professional development hours for a college course that meets the
criteria identified in law and the applicable ADE rules. The board shall
determine if the hours earned apply toward the required sixty (60). A maximum
of thirty (30) hours may be applied toward the sixty (60) hours of professional
development required annually.
Employees who do not receive or furnish
documentation of the required annual professional development jeopardize the
accreditation of their school and academic achievement of their students. Failure of an employee to receive sixty (60)
hours of professional development in any given year shall be grounds for
disciplinary action up to and including termination.
Approved professional development activities
may include conferences, workshops, institutes, individual learning, mentoring,
peer coaching, study groups, National Board for Professional Teaching Standards
Certification, distance learning, internships, district/school programs, and
approved college/university course work.
Professional development activities should be consistent with the
objectives developed by the National Staff Development Council Standards.
Professional development activities shall
relate to the following areas: content
(K-12); instructional strategies; assessment; advocacy/leadership; systemic
change process; standards, frameworks, and curriculum alignment; supervision;
mentoring/coaching; educational technology; principles of
learning/developmental stages; cognitive research; and building a collaborative
learning community.
Cross-Reference: Policy 5.4 – STAFF DEVELOPMENT PROGRAM
Legal References:
ADE Rules Governing Professional Development
A.C.A. 6-15-404 (F)(2)
A.C.A. 6-17-703
A.C.A. 6-17-704
A.C.A. 6-17-705
A.C.A. 6-15-1004(c)
A.C.A. 6-15-1703
A.C.A. 6-20-2303(14)
Date Adopted:
Last Revised: 05/21/07