402 Certificated Personnel Employment
402.1 Original Contracts of Certificated Personnel
ORIGINAL CONTRACTS OF CERTIFICATED PERSONNEL
Contracts with certificated school personnel will be in writing, and will state the length of time the contract is in force, the total compensation for the contract period, and the schedule of periodic payments. All original contracts will be processed by the administration; approved by the Board of Directors; signed by the Board president; and filed with the school district secretary. All provisions of the law pertaining to the issuance of contracts will be observed.
Adopted: October 14, 1985
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
402.2 Licensed Employee Continuing Contracts
LICENSED EMPLOYEE CONTINUING CONTRACTS
Contracts entered into with licensed employees, other than an administrator, will continue from year to year unless the contract states otherwise, is modified by mutual agreement between the board and the employee, or the contract is terminated by the board.
The first three years of a new licensed employee’s contract shall be a probationary period unless the employee has already successfully completed the three year probationary period in an Iowa school district. New employees who have successfully completed a probationary period in a previous Iowa school district will serve a one year probationary period. For purposes of this policy, an employee will have met the requirements for successfully completing a probationary period in another Iowa school district if, at the teachers most recent performance evaluation, the teacher received at least a satisfactory or better evaluation and the individual has not engaged in conduct which would disqualify the teacher for a continuing contract.
Only the board, in its discretion, may waive the probationary period. The board may extend the probationary period for one additional year with the consent of the licensed employee. The board will make the decision to extend or waive a licensed employee’s probationary status based upon the superintendent’s recommendation. During this probationary period the board may terminate the licensed employee’s contract at year-end or discharge the employee in concert with corresponding board policies.
Licensed employees whose contracts will be recommended for termination by the board will receive notice prior to April 30. The superintendent shall make a recommendation to the board for the termination of the licensed employee contract.
Licensed employees who wish to resign, to be released from a contract, or to retire must comply with board policies in those areas.
Adopted: October 19, 1992
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
Revised: Jan. 17, 2000
402.3 Assignment and Transfer of Certificated Personnel
ASSIGNMENT AND TRANSFER OF CERTIFICATED PERSONNEL
Determining the assignment of each licensed employee is the responsibility of the superintendent and within the sole discretion of the board and the procedures of the current Master Contract.
Assignments will be based on the needs of the school district and the qualifications of staff members. Personnel will be assigned without regard to race, color, national origin, gender, disability, age, religion, creed, sexual orientation, and gender identity. The superintendent will report such assignments to the board.
Adopted: October 14, 1985
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
Revised: January 22, 2013
402.4 Salary Schedule for Certificated Personnel
SALARY SCHEDULE FOR CERTIFICATED PERSONNEL
For the various professional positions, the Board of Directors shall establish salary schedules and guides that will, in the opinion of the Board, (1) attract to this school district the best candidates available; (2) give stability to the professional staff; (3) stimulate employees’ professional growth while they are in the district’s service; and (4) reflect the wishes of the citizens of the school district.
Salary schedules and guides shall be subject to annual reviews and modification by the Board or through the collective bargaining process. Salary schedules and guides for employees or groups not covered by a collective agreement will be reviewed, and amended, at the discretion of the Board.
Adopted: October 14, 1995
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
402.5 Compensation for Extra Services of Certificated Personnel
COMPENSATION FOR EXTRA SERVICES OF CERTIFICATED PERSONNEL
The Board of Directors and the certified bargaining representative organization will establish a supplementary salary schedule and guide for specific extra duty assignments.
Adopted: October 14, 1985
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
402.6 Insurance for Certificated Personnel
INSURANCE FOR CERTIFICATED PERSONNEL
It is the policy of the Board that appropriate fringe benefits, such as various forms of insurance and unemployment benefits, be included in compensation provisions for certificated staff as authorized by law. The Board shall select the insurance company(ies) from which the insurance program is purchased.
Certificated employees covered by the current master contract between recognized bargaining unit and the Board will receive fringe benefits in accordance with the terms of the master contract.
The business office of the school district will administer such health and accident insurance plans as the Board may authorize and the law may prescribe.
Unemployment Insurance
Under federal and state law, public school districts are liable for unemployment benefits paid to former employees. The Board, upon recommendation by the Superintendent, will select a method for financing the unemployment liability; maintain such records as may be required; and communicate such information to state agencies as the law may require.
Adopted: October 14, 1985
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
402.7 Annuitites for Certificated Personnel
ANNUITIES FOR CERTIFICATED PERSONNEL
Premiums for payment of annuities may be deducted from the salaries of certified personnel according to the terms of the master contract.
Adopted: October 14, 1985
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
402.8 Vacations/Holidays of Certificated Personnel
VACATIONS/ HOLIDAYS OF CERTIFICATED PERSONNEL
The Superintendent of schools or his/her designee shall establish, through the collective bargaining process, a vacation schedule for certificated employees. For those employees not covered by a collective agreement, the Board of Directors will establish a vacation schedule.
Adopted: October 14, 1985
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
402.9 Evaluation of Certificated Personnel
EVALUATION OF CERTIFICATED PERSONNEL
Evaluation and supervision of certificated personnel (teachers) serves two purposes: (1) the continual improvement of the program of instruction that is provided for the district’s students and (2) the maintenance of staff that meet or exceed district standards of performance.
The Superintendent shall communicate the Board’s expectations for continual instructional improvement to the staff, and shall work to improve the process of teacher supervision and evaluation.
The Board of Directors will establish evaluation criteria. If a certificated employee organization exists, the Board of Directors shall negotiate with respect to evaluation procedures.
Adopted: October 14, 1985
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
402.9E Overview of the Staff Evaluation & Professional Growth Program
See attachment.
402.9R Iowa Teaching Standards and Criteria
Iowa Teaching Standards and Criteria
Standard 1
Demonstrates ability to enhance academic performance and support for implementation of the school district student achievement goals.
Criteria
The teacher:
a. Provides evidence of student learning to students, families, and staff.
b. Implements strategies supporting student, building, and district goals.
c. Uses student performance data as a guide for decision making.
d. Accepts and demonstrates responsibility for creating a classroom culture that supports the learning of every student.
e. Creates an environment of mutual respect, rapport, and fairness.
f. Participates in and contributes to a school culture that focuses on improved student learning.
g. Communicates with students, families, colleagues, and communities effectively and accurately.
Standard 2
Demonstrates competence in content knowledge appropriate to the teaching position.
Criteria
The teacher:
a. Understands and uses key concepts, underlying themes, relationships, and different perspectives related to the content area.
b. Uses knowledge of student development to make learning experiences in the content area meaningful and accessible for every student.
c. Relates ideas and information within and across content areas.
d. Understands and uses instructional strategies that are appropriate to the content area.
Standard 3
Demonstrates competence in planning and preparing for instruction.
Criteria
The teacher:
a. Utilizes student achievement data, local standards, and the district curriculum in planning for instruction.
b. Sets and communicates high expectations for social, behavioral, and academic success of all students.
c. Uses students’ developmental needs, background, and interests in planning for instruction.
d. Selects strategies to engage all students in learning.
e. Uses available resources, including technologies, in the development and sequencing of instruction.
Standard 4
Uses strategies to deliver instruction that meet the multiple learning needs of students.
Criteria
The teacher:
a. Aligns classroom instruction with local standards and district curriculum.
b. Uses research-based instructional strategies that address the full range of cognitive levels.
c. Demonstrates flexibility and responsiveness in adjusting instruction to meet student needs.
d. Engages students in varied experiences that meet diverse needs and promote social, emotional, and academic growth.
e. Connects students’ prior knowledge, life experiences, and interests in the instructional process.
f. Uses available resources, including technologies, in the delivery of instruction.
Standard 5
Uses a variety of methods to monitor student learning.
Criteria
a. Aligns classroom assessment with instruction.
b. Communicates assessment criteria and standards to all students and parents.
c. Understands and uses the results of multiple assessments to guide planning and instruction.
d. Guides students in goal setting and assessing their own learning.
e. Provides substantive, timely, and constructive feedback to students and parents.
f. Works with other staff and building and district leadership in analysis of student progress.
Standard 6
Demonstrates competence in classroom management.
Criteria
The teacher:
a. Creates a learning community that encourages positive social interaction, active engagement, and self-regulation for every student.
b. Establishes, communicates, models, and maintains standards of responsible student behavior.
c. Develops and implements classroom procedures and routines that support high expectations for learning.
d. Uses instructional time effectively to maximize student achievement.
e. Creates a safe and purposeful learning environment.
Standard 7
Engages in professional growth.
Criteria
The teacher:
a. Demonstrates habits and skills of continuous inquiry and learning.
b. Works collaboratively to improve professional practice and student learning.
c. Applies research, knowledge, and skills from professional development opportunities to improve practice.
d. Establishes and implements professional development plans based upon the teacher needs aligned to the Iowa Teaching Standards and district/building student achievement goals.
Standard 8
Fulfills professional responsibilities established by the school district.
Criteria
The teacher:
a. Adheres to board policies, district procedures, and contractual obligations.
b. Demonstrates professional and ethical conduct as defined by state law and individual district policy.
c. Contributes to efforts to achieve district and building goals.
d. Demonstrates an understanding of and respect for all learners and staff.
e. Collaborates with students, families, colleagues, and communities to enhance student learning.
402.11 Communicable Diseases - Employees
COMMUNICABLE DISEASES - EMPLOYEES
Employees with a communicable disease will be allowed to perform their customary employment duties provided they are able to perform the essential functions of their position and their presence does not create a substantial risk of illness or transmission to students or other employees. The term “communicable disease” shall mean an infectious or contagious disease spread from person to person, or animal to person, or as defined by law.
Prevention and control of communicable diseases shall be included in the school district’s bloodborne pathogens exposure control plan. The procedures shall include scope and application, definitions, exposure control, methods of compliance, universal precautions, vaccination, post-exposure evaluation, follow-up, communication of hazards to employees and record keeping. This plan shall be reviewed annually by the superintendent.
The health risk to immunodepressed employees shall be determined by their personal physician. The health risk to others in the school district environment from the presence of an employee with a communicable disease shall be determined on a case-by-case basis by the employee’s personal physician, a physician chosen by the school district or public health officials.
An employee shall notify the superintendent when the employee learns the employee has a communicable disease. It shall be the responsibility of the superintendent, when the superintendent, upon investigation, has knowledge that a reportable communicable disease is present, to notify the Iowa Department of Public Health.
An employee who is at work and who has a communicable disease which creates a substantial risk of harm to a student, coworkers, or others at the workplace shall report the condition to the superintendent any time the employee is aware that the disease actively creates such risk.
Health data of an employee is confidential and it shall not be disclosed to third parties. Employee medical records shall be kept in a file separate from their personal file.
It shall be the responsibility of the superintendent to develop administrative regulations stating the procedures for dealing with employees with a communicable disease.
Adopted: Jan. 9, 1989
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
Revised: November 16, 1998
402.11E Hepatitis B Vaccine Information & Record
HEPATITIS B VACCINE INFORMATION AND RECORD
The Disease
Hepatitis B is a viral infection caused by the Hepatitis B virus (HBV) which causes death in 1-2% of those infected. Most people with HBV recover completely, but approximately 5-10% become chronic carriers of the virus. Most of these people have no symptoms, but can continue to transmit the disease to others. Some may develop chronic active hepatitis and cirrhosis. HBV may be a causative factor in the development of liver cancer. Immunization against HBV can prevent acute hepatitis and its complications.
The Vaccine
The HBV vaccine is produced from yeast cells. It has been extensively tested for safety and effectiveness in large scale clinical trials. Approximately 90 percent of healthy people who receive two doses of the vaccine and a third dose as a booster achieve high levels of surface antibody (anti-HBs) and protection against the virus. The HBV vaccine is recommended for workers with potential for contact with blood or body fluids. Full immunization requires three doses of the vaccine over a six-month period, although some persons may not develop immunity even after three doses.
There is no evidence that the vaccine has ever caused Hepatitis B. However, persons who have been infected with HBV prior to receiving the vaccine may go on to develop clinical hepatitis in spite of immunization.
Dosage and Administration
The vaccine is given in three intramuscular doses in the deltoid muscle. Two initial doses are given one month apart and the third dose is given six months after the first.
Possible Vaccine Side Effects
The incidence of side effects is very low. No serious side effects have been reported with the vaccine. Ten to 20 percent of persons experience tenderness and redness at the site of injection and low grade fever. Rash, nausea, joint pain, and mild fatigue have also been reported. The possibility exists that other side effects may be identified with more extensive use.
See Attachment.
402.12 Bloodborne Pathogens - Employees
BLOODBORNE PATHOGENS - EMPLOYEES
This policy is written and implemented in response to OSHA standard concerning occupational exposure to bloodborne pathogens. The purpose of this standard is to minimize exposure to Hepatitis B virus; Human Immunodeficiency Virus (HIV), and other bloodborne pathogens. OSHA has concluded that exposure can be minimized by using a combination of engineering and work practice controls, personal protective clothing and equipment, training, medical surveillance, vaccination, signs and labels, and other provisions. For additional information and clarification the reader is referred to the OSHA standard, Federal Register, Volume 56, Number 235, Friday, December 6, 1991, pages 64004-64182.
The federal law applies to all occupational exposure to blood and other potentially infectious materials.
The HMS School District establishes this plan to minimize occupational exposure to bloodborne pathogens in compliance with OSHA regulations. The exposure control plan includes: exposure determination, schedule and method of compliance, provision for the plan to be accessible and available upon request, and procedures for reviewing and updating the plan.
EXPOSURE DETERMINATION
The school district has identified a team of persons in each building who by virtue of their job position and job functions might reasonably be expected to be in situations involving potential contact with blood or other potentially infectious body fluids. Individuals on these teams shall be the people primarily responsible to assure that universal precautions and appropriate work practices are maintained. Persons on these teams shall be provided the opportunity to receive the Hepatitis B Vaccination series at the school district expense. The teams shall include but not be limited to: building principals, building secretaries, custodians and physical education teachers. Due to the nature of their positions all coaches will be provided the opportunity to receive the vaccination series at school district expense.
POST-EXPOSURE EVALUATION AND FOLLOW UP
Following a report of an exposure incident, the district shall make immediately available to the exposed employee, a confidential medical evaluation as specified in the standard. The incident shall be investigated in an effort to determine and document route(s) of exposure, the circumstances surrounding exposure incidents, and possible failures of control at the time of the exposure incident.
PLAN REVIEW AND UPDATE
The bloodborne pathogen plan shall be reviewed at least annually and whenever necessary to reflect new or revised employee positions with occupational exposure.
Adopted: October 13, 1997
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016