SECTION GC-GE: PERSONNEL

GC*
GCA
GCB-1
GCB-2-R
GCBA
GCBA-R
GCBA-2
GCBAA*
GCBB
GCBC
GCBD
GCBD-E
GCBDA*
GCBE
GCC
GCCA*
GCD
GCE
GCEA*
GCF*
GCG*
GCH*
GCI
GCIA
GCJ   
GCK*
GCKA*
GCKB*
GCL
GCLA*
GCM
GCN-1
GCN-1-R
GCNT-2-R
GCN-2

GCO*
GCP*
GCPA
GCPB
GCPC*
GCPCA
GCPD
GCQ*
GCQA*
GCQAA*
GCQAB*
GCQB*
GCQC*
GCQD*

Certificated Staff
         Certificated Staff Positions
         Certificated Staff Contracts and Compensation Plans
         Certificated Staff Contracts and Compensation Plans (Administrators)
                 Certificated Staff Salary Schedules
                 Certificated Staff Salary Schedules
                         Certificated Staff Merit System
                 Certificated Staff Supplemental Contracts
                 Certificated Staff Salary Schedules
                 Certificated Staff Fringe Benefits
                 Certificated Staff Leaves and Absences
                 Request For Time Off Work Without Pay
                         Certificated Staff Assault Leave
                 Certificated Staff Vacations and Holidays
        Certificated Staff Recruiting
                 Posting of Certificated Staff Vacancies
        Certificated Staff Hiring
         Part-Time and Substitute Certificated Staff Employment
                 Arrangements for Certificated Staff Substitutes
        Certificated Staff Orientation
        Certificated Staff Probation and Tenure
        Certificated Staff Seniority
        Staff Assignments and Transfers
        School Personnel Duties During ADM Count Week
        Certificated Staff Time Schedules
        Certificated Staff Work Load
                Certificated Staff Extra Duty
                Certificated Staff Meetings
        Certificated Staff Development Opportunities
                Certificated Staff Visitations and Conferences
        Supervision of Certificated Staff
        Evaluation of Certificated Staff (Teachers) (Also AFC-1)
        Evaluation of Certificated Staff (Teachers) (Also AFC-1-R)
        Evaluation of Certificated Staff (Also AFC-2-R)
        Evaluation of Administrative Staff
        (Both Certificated and Classified Non-Bargaining Unit)
        Certificated Staff Promotions
        Certificated Staff Termination of Employment
                Reduction in Certificated Staff Work Force
                Resignation of Certificated Staff Members
                Retirement of Certificated Staff Members
                        Severance Pay
                Suspension and Termination of Certificated Staff Members
        Miscellaneous Certificated Staff Policies
                Nonschool Employment by Certificated Staff Members
                        Certificated Staff Consulting Activities
                        Tutoring for Pay
               Certificated Research and Publishing
               Exchange Teaching
               Professional Organizations
GD*
GDA
GDB
GDBA
GDBAA*
GDBB
GDBC
GDBD
GDBD-E  
GDBE
GDC
GDCA*
GDD
GDE
GDEA*
GDF
GDG*
GDH*
GDI
GDJ*
GDK*
GDKA
GDKA-R
GDKB*
GDL
GDLA*
GDM*
GDN
GDO*
GDP*
GDPA
GDPB
GDPC*
GDPCA*
GDPD
GDQ*
GDQA*
Classified Staff (Bargaining Unit)
         Classified Staff Positions
         Classified Staff Contracts and Compensation Plans
                   Classified Staff Salary Schedules
                            Classified Staff Merit System
                   Classified Staff Supplemental Contracts
                   Classified Staff Fringe Benefits
                   Classified Staff Leaves and Absences
                   Request For Time Off Work Without Pay
                   Classified Staff Vacations and Holidays
         Classified Staff Recruiting
                   Posting of Classified Staff Vacancies
         Classified Staff Hiring
          Part-Time, Temporary and Substitute Classified Staff Employment
                  Arrangements for Classified Staff Substitutes
          Classified Staff Orientation
          Classified Staff Probation and Tenure
          Classified Staff Seniority
          Classified Staff Assignments and Transfers
          Classified Staff Time Schedules
          Classified Staff Work Load
                   Classified Staff Extra Duty
                   Classified Staff Extra Duty
                   Classified Staff Meetings
          Classified Staff Development Opportunities
                   Classified Staff Visitations and Conferences
          Supervision of Classified Staff
          Evaluation of Classified Staff (Also AFD)
          Classified Staff Promotions
          Classified Staff Termination of Employment
                   Reduction in Classified Staff Work Force
                   Resignation of Classified Staff Members
                   Retirement of Classified Staff Members
                            Severance Pay
           Suspension, Demotion and Termination of Classified Staff Members
           Miscellaneous Classified Staff Policies
                             Nonschool Employment by Classified Staff Members

GE*
GEA
GEB-1
GEB-2
GEB-3
GEB-R-1
GEB-R-2
GEBA
GEBA-R
GEBA-2-R
GEBAA*
GEBB
GEBC
GEBD
GEBD-R
GEBD-E
GEBE
GEC
GECA*
GED
GED-1-R
GED-2-R
GEE
GEEA*
GEF
GEG*
GEH*
GEI
GEJ*
GEK*
GEKA
GEKA-R
GEKB*
GEL
GELA*
GEM-1
GEM-2
GEN
GENA
GEO

GEO-B
GEP
GEPA
GEPAB

GEPB
GEPC*
GEPCA
GEPD
GEQ*
GEQA*
GER
GES

GET

Classified Staff (Non-Bargaining Unit)
          Classified Staff Positions (Non-Bargaining Unit )
          Classified Staff Contracts and Compensation Plans (Non-Bargaining Unit)
          Administrative Staff Contracts and Compensation Plans (Non-Bargaining Unit)
          Administrative Staff Salary Schedules (Non-Bargaining Unit)
          2008-09 Administrative Salary Schedule Level 1 through Level 5
          2008-09 Administrative Salary Schedule Level 6 through Level 11
                     Classified Staff Salary Schedules
                     General Office Personnel Salary Index (Non-Bargaining Unit Members)
                     Classified Staff Salary Schedules (Non-Bargaining Unit)
                               Classified Staff Merit System
                     Classified Staff Supplemental Contracts
                     Classified Staff Fringe Benefits
                     Classified Staff Leaves and Absences
                     Classified Staff Leaves and Absences (Non-Bargaining Unit)
                     Request For Time Off Work Without Pay
                     Classified Staff Vacations and Holidays
           Classified Staff Recruiting
                     Posting of Classified Staff Vacancies
           Classified Staff Hiring
           Certificated Staff Hiring (Administrators Both Certificated and Classified)
           Certificated Staff Hiring (Retired Administrators)
            Part-Time, Temporary and Substitute Classified Staff Employment
                    Arrangements for Classified Staff Substitutes
           Classified Staff Orientation
           Classified Staff Probation and Tenure
           Classified Staff Seniority
           Classified Staff Assignments and Transfers
           Classified Staff Time Schedules
           Classified Staff Work Load
                    Classified Staff Extra Duty
                    Classified Staff Extra Duty (Non-Bargaining Unit)
                    Classified Staff Meetings
           Classified Staff Development Opportunities
                    Classified Staff Visitations and Conferences
           Classified Staff Tuition Reimbursement (Non-Bargaining Unit)
           Administrative Tuition Reimbursement (Non-Bargaining Unit)
           Evaluation of Classified Staff (Also AFD)
           Evaluation Criteria of Classified Staff (Non-Bargaining Unit)
           Evaluation of Administrative Staff (Central Office Administrators Non-
           Bargaining Unit)
           Evaluation of Administrative Staff (Building Administrators Non-Bargaining Unit)
                    Reduction of Administrative Work Force Policy
                    Reduction in Classified Staff Work Force
                    Classification Plan for Administrative/Clerical Personnel Excluded
                    From Collective Bargaining Units
                    Resignation of Classified Staff Members
                    Retirement of Classified Staff Members
                               Severance Pay
                    Suspension, Demotion and Termination of Classified Staff Members
                    Miscellaneous Classified Staff Policies
                               Nonschool Employment by Classified Staff Members
                    Daily Computation Rate
                    Severance and Retirement Incentive Plans For Certificated and Non-
                    Certificated Administrators and All Other Non-Bargaining Unit Members
                    Attendance Incentive (All Non-Bargaining Unit Members)

 *These topics are not currently covered by Board policy.

 

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File:  GCA

CERTIFICATED STAFF POSITIONS

All certificated staff positions are created only with the approval of the Board.  It is the Board’s intent to maintain a sufficient number of positions to accomplish its goals and objectives.

Before any new position is established, the Superintendent presents for the Board’s approval a job description for the position.

Although a position may remain temporarily vacant or the number of persons holding the same type of position may be reduced in the event of staff reductions, only the Board may abolish a position which it has created.

The Superintendent keeps all job descriptions current and presents recommended changes to the Board for approval.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3319.02; 3319.03; 3319.09; 3319.10; 3319.22
                                            4117.01
                               OAC    3301-35-01; 3301-35-03

 

 

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File:  GCB-1

CERTIFICATED STAFF CONTRACTS AND COMPENSATION PLANS
(Teachers)

The Board believes that a fair teacher compensation plan, which includes an adequate base salary, increments and employee benefits, is necessary to attract and hold highly qualified men and women to provide the quality educational program it desires in its schools.

As required by law, notice of annual salary is given to each certificated/licensed employee by
July 1.

Teacher Contracts

Written contracts of employment shall be issued to all professional teaching personnel in accordance with the Negotiated Agreement.  Contracts are by and between the staff member and the Board.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3313.53
                                            3317.13; 3317.14
                                            3319.07; 3319.08; 3319.09; 3319.10; 3319.11; 3319.111; 3319.12;
                                            3319.22; 3319.24; 3319.25; 3319.26

CROSS REF.:    GCB, all subcodes

CONTRACT REF.:    Teachers’ Negotiated Agreement

 

 

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File:  GCB-2-R

CERTIFICATED STAFF CONTRACTS AND COMPENSATION PLANS
(Administrators)

The Board may request the State Board of Education to issue a one-year temporary educator license valid for employing a superintendent or any other administrator as specified by the Board.

The State Board of Education may issue the temporary educator license if the Board has determined that the individual:

    1.     is of good moral character and

    2.    holds at least a baccalaureate degree from an accredited institution of higher
           education in a field related to finance or administration or has five years of
           recent work experience in education, management or administration.

A one-year temporary educator license is valid only in this District.  The State Board of Education may renew the license annually upon request of the Board.

(Approval date:  October 21, 2004)

 

 

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File:  GCBA

CERTIFICATED STAFF SALARY SCHEDULES

The Board adopts a salary schedule for its regular teaching personnel and places each teacher on the salary schedule in accordance with training and experience.

Placement on the salary schedule is in accordance with regulations developed by the administration and approved by the Board and the placement is in compliance with the Negotiated Agreement.

Retired administrators, who are subsequently employed by the Board, are granted credit on the salary schedule as determined by the Board on a case-by-case basis.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3317.13; 3317.14
                                           3319.12

CONTRACT REF.:    Teachers’ Negotiated Agreement

 

 

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File:  GCBA-R

CERTIFICATED STAFF SALARY SCHEDULES

Placement on Certificated Salary Schedules and Earning of Credits (Nonsupervisory)

    1.    Placement of new certificated employees (nonsupervisory) on salary schedule.

           A.    The maximum credit for prior experience shall be 10 years.  However, in
                   special cases, credit beyond 10 years may be approved by the Board.

           B.    For purposes of determining years of experience and placement on the
                  current salary schedule, a minimum of 120 days of actual teaching under
                  District contract shall constitute one year.

           C.    A maximum of five years experience credit shall be granted for active duty
                   in the armed forces of the United States.

    2.    Earning of college or university credit and placement on salary schedule
           (nonsupervisory).

           A.    Employees are placed on the currently adopted salary schedule in
                   accordance with degrees awarded and number of earned credit hours.

           B.    Employees who have completed enough credit hours, or who have been
                   awarded an advanced degree and qualify for higher salary placement, shall
                   submit official transcripts, or official grade reports, if grades have not yet
                   been processed, to the office of the Superintendent by September 15, or
                   January 15, of any contract year.

          C.    Credit hours for salary placement shall be earned from a state, regional or
                  national accredited college or university.

           D.    Credit hours from a community college, or two year institution, shall not
                   qualify an employee-after the bachelor’s degree has been awarded-for
                   advancement on the salary schedule unless the employee can reasonably
                   show a direct relationship between the proposed courses or degree and
                   his/her teaching assignment or certification.  Prior approval must be
                   obtained in writing from the division supervisor.

           E.    Credit hours or degrees earned in a field unrelated to the employee’s
                   teaching assignment or certification—i.e. theology, law—shall not qualify an
                   employee for advancement on the salary schedule unless the employee
                   can reasonably show a direct relationship between the proposed courses
                   or degree and his/her teaching assignment or certification.

(Approval date:  October 21, 2004)

 

 

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File:  GCBA-2
 

CERTIFICATED STAFF SALARY SCHEDULES - SCHOOL PSCHOLOGIST INTERN
 

The Board adopts a salary schedule for its school psychologist intern and places each intern on the state minimum teacher's salary schedule as outlined by the Stae of Ohio for each academic school year in accordance with training and experience.
 

Placement on the salary schedule is in accordance with regulations developed by the administration and approved by the Board and the placment is in compliance with the cooperating higher educational institute that is providing the intern's educational program.
 

[Adoption date: August 20, 2009]
 

LEGAL REFS.:     ORC  3317.13; 3317.14
                                     3319.12

 

OTHER REF.: State of Ohio Minimum Teacher's Salary Schedule for Academic Year of Employment
 

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File:  GCBB

CERTIFICATED STAFF SUPPLEMENTAL CONTRACTS

Certain positions assigned to individuals may require extra responsibility or extra time beyond that required of all certificated staff members.  When the Board and administration determine the need, personnel assigned to such positions are provided supplemental contracts and supplemental compensation.

A teacher who is offered and undertakes a supplemental assignment, including but not limited to a coaching duty, enters into a one-year limited contract with the Board, which automatically terminates upon the expiration date.

All assignments accorded extra compensation are designated by the Board, as is the compensation for such assignments.  Contracts for such assignments are awarded by the Board upon the recommendation of the Superintendent.

Pay for supplemental assignments is based upon work performed beyond regular duties and beyond the regular workday.

The Board directs the Superintendent/designee to identify supplemental contract positions that supervise, direct or coach a student activity program which involves athletic, routine/regular physical activity or health and safety considerations.  Upon the identification of the position, the individual must complete the requirements established by the Ohio Department of Education, Ohio law and the Ohio Administrative Code.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3313.53; 3319.08; 3319.11

CROSS REFS.:    GCB, Certificated Staff Contracts and Compensation Plans
                                 IGD, Cocurricular and Extracurricular Activities

CONTRACT REF.:    Teachers’ Negotiated Agreement

 

 

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File:  GCBC

CERTIFICATED STAFF FRINGE BENEFITS

In addition to basic salary, benefits are recognized by the Board as an integral part of the total compensation plan for staff members.  The benefits extended to staff members are designed to promote their present and future economic security.

The Board will pick up the percentage of the employee’s share of mandatory STRS contributions for certificated/licensed employees as specified in previously approved individual employment contracts and collective bargaining agreements, in addition to the Board’s share of such contributions.  These pick-ups may be provided to future employees or in future employment contracts and/or collective bargaining agreements provided said pick-ups comply with the terms of this policy, Internal Revenue Service rulings and Chapter 3307 of the Ohio Revised Code.

Such contributions, if provided as a salary reduction pick-up, although designated as employee contributions, will be treated as paid by the Board and that the contributions on behalf of the employees in the groups that are subject to this action, although designated as employee contributions, will be paid by the Board in lieu of employee contributions through the salary reduction method.

Such contributions, if provided as a fringe benefit pick-up, although designated as employee contributions, will be paid by the Board and that the contributions on behalf of the employees in the groups that are subject to this action, although designated as employee contributions, will be paid by the Board in lieu of employee contributions.  The individual employment contracts shall specify whether these contributions will be treated as additional compensation for retirement purposes.

In addition, employees in the groups that are subject to this action are not permitted from and after the date of the pick-up to have any cash or deferred election right with respect to designated employee contributions and that such employees are not permitted to opt out of the pick-up or to receive the contributed amounts directly instead of having them paid by the Board to STRS.

This action shall apply with respect to all further such contributions for the certificated/licensed employees.

[Adoption date:  October 21, 2004]
[Revision date:   December 18, 2008---IRS Ruling 2006-43]

LEGAL REFS.:    ORC    9.83; 9.90
                                            3307, 3313.20—3313.203; 3313.38
                                            3319.141, 3917.04
                                            Chapter 4117, 4123.01,
                                            Chapter 4141
                                            IRS Ruling 2006-43

CROSS REF.:        EI, Insurance Management

CONTRACT REF.:    Teachers’ Negotiated Agreement

 

 

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File:  GCBD

CERTIFICATED STAFF LEAVES AND ABSENCES

A leave of absence is a period of extended absence from duty by a staff member for which written request has been made and formal approval has been granted by the Board.  The Board provides a plan for considering leaves and absences for its staff members in accordance with Ohio and Federal laws and Board policies. 

Compensation, if any, during leaves of absence depends upon the type of leave.  Deductions are made in salaries for absence in accordance with regulations developed by the administration and approved by the Board.

Depending on the type of leave and when the group insurance policy permits, an employee may continue to participate in Board-approved insurance programs, provided that the employee pays the entire premium for these benefits.

A staff member terminates his/her affiliation with the Board if, at the expiration of the specified period of leave, he/she declines the position that is offered to him/her.  Assuming his/her contract has not expired during a leave of absence, an employee holds the same contract status upon returning to duty as was held on the date on which the leave began.

Unauthorized Absence

Absence from work is governed by Board policy, Negotiated Agreement and/or state statutes.  Employees who are absent from work because of sickness, personal leave or other leave provisions should comply with the procedures covering these categories.

Any absence that falls outside of the categories contained in the Negotiated Agreement or Board policies must receive approval of the Superintendent before the absence.  Without prior approval, the absence is considered unauthorized.

Military Leave

The District shall follow the provisions of the Ohio Revised Code 5903.02 for military leave.

Military Leave: Active Duty, Reserve Training

Any teacher who leaves to enter the armed services of the United States, and returns to his/her position after discharge (except dishonorable discharge), must be reemployed under the same type of contract he/she held when he/she left.  For public employees in general, such reemployment rights also exist irrespective of whether the employee voluntarily or involuntarily entered active duty.  Application for reemployment must be made within 90 days of discharge.  If a teacher’s application is received not less than 30 days prior to the first day of a semester, the teacher must be reemployed the next semester, and years of absence (Ohio law requires four and one-half years) in the armed services must be counted as though teaching service had been performed during that time.

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File:  GCBD

ORC 5903.02 entitles a public employee to a leave of absence to be inducted or to enlist in military duty, during which leave he/she is “for all purposes, . . . considered as having rendered service and as having received his/her regular rate of pay.”  All employees who are members of the Ohio National Guard, the Ohio Military Reserve, the Ohio Naval Militia, or other reserve components of U.S. armed forces must be given leave without loss of pay for the time they are in military service, on field training or active duty, for periods not exceeding 31 days in any one calendar year.

Local Procedure

Health Insurance:  If called to active duty, any member of the Ohio National Guard, the Ohio Military Reserve, the Ohio Naval Militia, or other reserve components of the U.S. armed forces will be maintained on the health insurance roster of the Miamisburg City Schools (at current status) for a period of six months.

Life Insurance:  Coverage will be maintained as provided by the Miamisburg City Schools’ life insurance policy for its current employees.  However, it should be noted that the life insurance policy does not provide benefits for any loss resulting from or caused by a declared or undeclared act of war or military duty.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    Family and Medical Leave Act; 29 USC 2611 et seq.
                               ORC    124.38
                                            3313.20; 3313.211
                                            3319.08; 3319.09; 3319.13; 3319.131; 3319.14; 3319.141; 3319.143

CROSS REF.:    GBR, Family and Medical Leave

CONTRACT REF.:    Teachers’ Negotiated Agreement

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File:  GCBD-E

REQUEST FOR TIME OFF WORK WITHOUT PAY

Name _________________________        Date of Request ___________________

Position _______________________        Building _________________________

I hereby request time off work without pay from ____________ to _____________ in
                                                                                          Date                        Date
accordance with all administrative procedures.  I understand that permission must be granted prior to any unpaid leave being taken. 

This will amount to a total of _______ days/hours off work.

The reason(s) for my request:
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

____________________________
Signature of employee

________________________   _____________________  Approved/Disapproved
Signature of Supervisor/Principal      Date Received                      Circle One

Comments: ____________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

_______________________       ____________________  Approved/Disapproved
Signature of Superintendent/Designee             Date                        Circle One


All requests must have prior approval by the Superintendent/designee.

 

 

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File:  GCBE

CERTIFICATED STAFF VACATIONS AND HOLIDAYS

Vacations

Administrative personnel employed on a 12-month basis will receive five weeks vacation during the contract year.

A written request for vacation will be submitted to the Superintendent for approval.  Vacations will be allowed provided they do not hinder the operation of the schools.

Holidays

The school calendar, as adopted by the Board, will establish the school recess periods and holidays for all administrators employed on a school-year basis.

Except for those holidays that have been declared for the District or vacation days that have been scheduled, all certificated staff members employed on a 12-month basis (260 or more workdays per year) will be expected to work during the recess periods of the school year.

Unused Vacation Leave

Employees of the District who are eligible for vacation days, either by Board-approved policies or by District/association agreements, shall use all vacation days for which they are eligible during the contractual year (August 1 – July 31) in which such vacation days accrue or by September 1 of the next contractual year or later as approved by the Superintendent, but not beyond December 31 of that year.

Employees will be compensated for his/her unused vacation leave only under the following conditions:

       1.     The employee’s resignation or separation from employment occurs too near the end of the contract year or September 1 to permit accrued vacation days to be used.

       2.     Death of the employee occurs prior to the use of accumulated vacation leave, with payment for such accumulated, unused vacation leave to be paid to the surviving spouse, or in the event there is no surviving spouse, the heir(s) as designated by will or by probate.

[Adoption date:  October 21, 2004]
[Revised: May 28, 2015]

LEGAL REFS.:    ORC   3313.20; 3313.63

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File:  GCC

CERTIFICATED STAFF RECRUITING

Because the quality of the staff hired by the Board is the major component of an effective, productive educational program, the Board and the administration of the District make efforts to attract and retain qualified personnel.

The Board expects the Superintendent, with the assistance of the administrative staff, to determine the personnel needs of the District and the individual schools and to recruit the best qualified candidates to recommend for employment.

Recruitment procedures include posting all openings so that the talents and potential of individuals already employed by the school system are not overlooked.  Any current employee may apply for any position for which he/she has certification and meets other stated requirements.  All candidates shall be considered on the basis of their merits, qualifications and the needs of the District.

The appropriate building administrator is expected to be involved in recruiting and interviewing.  The Superintendent’s recommendation reflects, although not necessarily concurs with, that administrator’s appraisal of the candidate’s qualifications.

[Adoption date:  October 21, 2004]

LEGAL REF.:    OAC    3301-35-03

CROSS REFS.:    AC, Nondiscrimination
                                ACA, Nondiscrimination on the Basis of Sex
                                ACB, Nondiscrimination on the Basis of Disability
                                GBA, Equal Opportunity Employment

 

 

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File:  GCD

CERTIFICATED STAFF HIRING

The Superintendent determines the District's personnel needs and recommends to the Board suitable candidates for employment.  Through recruiting and evaluation procedures, the Superintendent recruits and recommends to the Board the employment and retention of personnel.

It is the duty of the Superintendent to see that persons nominated for employment in the schools meet all certification/licensure requirements and the requirements of the Board for the type of position for which the nomination is made.

The following guidelines are used in the selection of personnel.

    1.    There is no unlawful discrimination in the hiring process.

    2.    The quality of instruction is enhanced by a staff with widely varied backgrounds,
            educational preparation and previous experience.  Concerted efforts are made
            to maintain a variation in the staff.

    3.    Interviewing and selection procedures ensure that the administrator who is
           directly responsible for the work of a staff member has an opportunity to aid in
           the selection process.  The final recommendation to the Board is made by the
           Superintendent.

    4.    No candidate is hired without an interview and a criminal record check.

    5.    All candidates are considered on the basis of their merits, qualifications and the
           needs of the District.  In each instance, the Superintendent and others having a
           role in the selection process seek to recommend the best qualified applicant for
           the job.

While the Board may accept or reject a nomination, an appointment is valid only if made with the recommendation of the Superintendent.  In the case of a rejection, it is the duty of the Superintendent to make another nomination.

Notice must be given 60 days prior to the date of employment of any person who is or will be retired prior to reemployment with the District.  The notice must state the name of the person to be reemployed and must include the time, date and location of a public meeting which must take place 15 to 30 days prior to employment.

For purposes of this policy, a “retired administrator” is an individual who has retired pursuant to STRS or SERS rules and regulations.

The Board authorizes and directs the Superintendent to develop administrative regulations to implement this policy at the soonest practicable time.

[Adoption date:  October 21, 2004]

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File:  GCD

LEGAL REFS.:    Fair Credit Reporting Act; 15 USC 1681 et seq.
                               ORC    3313.53
                                            3319.02; 3319.07; 3319.11; 3319.21; 3319.22-3319.31; 3319.39
                                            3323.06
                               OAC    3301-35-03(A)

CROSS REFS.:    AC, Nondiscrimination
                                ACA, Nondiscrimination on the Basis of Sex
                                ACB, Nondiscrimination on the Basis of Disability
                                GBA, Equal Opportunity Employment
                                GBQ, Criminal Record Check

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File:  GCE

PART-TIME AND SUBSTITUTE CERTIFICATED STAFF EMPLOYMENT

All certificated personnel serving as substitute teachers or in part-time positions will be recommended by the Superintendent for appointment by the Miamisburg City School District Board of Education.  The rules of pay for such employment will be recommended by the Superintendent and established by the Board.

The employment of substitute teachers will be centralized for the district in the office of Human Resources.  Candidates selected will be recommended to the Board for placement on the list of approved substitutes.  Principals will assume responsibility for the scheduling of substitutes from the approved list as needed. 

Building principals will develop regulations for substitute teachers to guide them in the performance of their duties.  The regulations will be approved by the Superintendent.

Substitute Pay for Certificated Personnel

Substitute pay for Certificated Personnel shall be determined as outlined in Administrative procedures and Board resolutions.

Teachers Employed as REPLACEMENT TEACHERS for a Certificated Staff Member on an Extended Leave of Absence for a Specified Amount of Time (One Year or More).

Such replacement teachers shall be placed immediately on the salary schedule at the appropriate degree and hours step.  They will accumulate sick leave and personal leave in a manner identical to a regularly employed teacher.  Such Replacement Teacher shall be granted health and dental insurance and all other local privileges granted a regularly employed teacher.

[Adoption date:  September 20, 2007]

LEGAL REFS:  ORC 3317.13
                                     3319.08; 3319.10; 3319.13

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File:  GCI

CERTIFICATED STAFF ASSIGNMENTS AND TRANSFERS

The assignment and transfer of teachers is the responsibility of the Superintendent.  Each teacher is assigned to a specific area and may be transferred to any other position for which he/she is qualified.  Transfers may be requested by administrators, supervisors or teachers.  The Superintendent may initiate a transfer whenever he/she believes it is in the best interest of the District.

A request for transfer does not guarantee that such a transfer will be made.  Teachers are encouraged to discuss transfers or their intention to request transfer with the principal or other appropriate supervisor.

Assignment to Nonpublic Schools

Teachers employed by the Board and assigned to nonpublic schools are considered as employees in all respects.

Such teachers will fulfill all requirements established for any other teacher assigned to serve within the District.  Such teachers may be re-assigned to serve in any other assignment, either in the public schools or in nonpublic schools, as long as they are qualified to perform such duties.

Supervision of the performance of teachers assigned to nonpublic schools is the responsibility of the Superintendent.

Administrators

An administrator cannot be transferred during the term of his/her contract to a position of lesser responsibility unless he/she agrees to such a transfer.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3319.01; 3319.02; 3319.12
                               OAC    3301-35-03(A)

CONTRACT REF.:    Teachers’ Negotiated Agreement

 

 

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File:  GCIA

SCHOOL PERSONNEL DUTIES DURING ADM COUNT WEEK

It will be the policy of the District to assign additional duties to personnel during the first full week of October of each year, which is the official ADM count week.

The purpose of this policy is to assure consistent and uniform action on the part of the school employees to determine an accurate ADM count.

Superintendent:  The Superintendent shall communicate laws, expectations, policies and philosophies in a clear and concise manner, insuring that all school employees involved in the ADM count know what is expected of them, how it is to be done and why it is being done.  The Superintendent shall be responsible for additional school policies as needed to complete the ADM count in an efficient and accurate manner.

Principals:  Building principals shall insure that teachers and secretaries on their staff have a thorough understanding of the purposes of the ADM count and are oriented on procedures and policies for securing an accurate ADM count.  The principals should also address the importance of an accurate ADM count for the building, as compared to the EMIS report for the building to ensure accurate funding for the District.

Secretaries:  Building secretaries shall insure that information sent to the school office is complete, with each teacher’s list accounted for.  All paper excuses sent to the school by parents during the first week in October should be retained for five years.  A phone log should be retained for parents who have reported a student’s absence by phone.  The log should contain date of absence, date of call, name of person making call, name and relationship of person contacted and the reason for absence.  All paper excuses written by parents and phone logs originating in the school office should be separated and retained in the school office by homeroom.  The building secretary should also insure that each student excuse is a valid note written by an authorized parent or guardian.

EMIS Coordinator:  The EMIS Coordinator shall establish checks to insure that information on absent students is coded according to the six non-attending reasons as listed in the EMIS booklet.  If the student’s parent/guardian has furnished a proper excuse for the student, then the student should be coded as authorized absence.

Teachers:  Teachers should have a thorough understanding of the importance of the ADM count and understanding of the local procedures so that each teacher is conducting the count in a consistent and uniform manner.  Each teacher should follow ADM count procedures during the first full week in October as directed by the building principal.  If the building procedure is to return absence notes to the homeroom teacher, then those notes should be retained and sent to the building principal’s office for filing.

[Adoption date:  October 21, 2004]
LEGAL REFS.:    ORC    3319.01; 3319.02; 3319.12
                               OAC    3301-35-03(A)
CONTRACT REF.:    Teachers’ Negotiated Agreement

 

 

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File:  GCJ

CERTIFICATED STAFF TIME SCHEDULES

Administrators

The nature of the duties and responsibilities of administrators and supervisors requires their hours of work to vary and extend as necessary to fulfill the requirements of their positions.  The work year for administrators is established individually through their contracts.

Teachers

Efforts are made by the administration to provide a uniform workday for teachers.  The workday for teachers shall be established by the Board.

The work year for teachers is established by the Board’s adoption of the school calendar.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3313.48; 3313.481; 3313.483
                                            3319.111
                               OAC    3301-35-02(B)(11)-(13); 3301-35-03(A)(12)

CROSS REF.:    ICA, School Calendar

CONTRACT REF.:    Teachers' Negotiated Agreement

 

 

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File:  GCL

CERTIFICATED STAFF DEVELOPMENT OPPORTUNITIES

Certificated staff members are encouraged to pursue and are provided with opportunities for the development of increased competencies beyond those which they may attain through the performance of their assigned duties and assistance from supervisors.

Opportunities for professional growth are provided through such means as:

    1.    planned in-service programs and workshops offered within the District from
           time to time;

    2.    released time for visits to other classrooms and schools and for attendance at
           conferences, workshops and other professional meetings and

    3.    leaves of absence for advanced educational training.

The Superintendent has the authority to approve released time for conferences and visitations and reimbursements for expenses, provided that such activities are within budget allocations for that purpose.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3313.20
                                           3315.07
                                           3319.131
                              OAC    3301-35-03

CROSS REFS.:    GCBC, Certificated Staff Fringe Benefits
                                GCBD, Certificated Staff Leaves and Absences

CONTRACT REF.:    Teachers’ Negotiated Agreement

 

 

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File:  GCM

SUPERVISION OF CERTIFICATED STAFF

Lesson preparation is essential to effective teaching.  A teacher must have a clear idea of what is to be taught and how it is to be taught.  Lessons must be planned and organized before a class begins.

Of course, not all plans can be written.  The written lesson plan serves as a skeletal structure to give direction to the teacher’s memory, to help keep the class on schedule and to communicate progress toward the objectives of the courses of study.

Daily lesson plans must reflect the courses of study they are designed to implement as mandated in Section 3301-35-02 (B) (3) of the Ohio Elementary and Secondary Schools Minimum Standards:  “Daily lesson plans shall give direction for instruction and implementation of courses of study.”

The daily lesson plan shall include:

    1.    Name of the subject

    2.    Objective of the lesson (usually indicating activity)

            Briefly stated using such words as “introduce, review, reteach for, compute....”

            Related clearly to course of study by:

            A.    specific reference to course of study or content standards (e.g., Obj. 3, I-A)
                    or

           B.    statement of student objective or apparent subject matter and activities that
                  can be shown to relate to the course objectives or content standards.

    3.    Materials (e.g., study sheet #2, text, pp 2-10, film, problems)

    4.    Evaluation (e.g., homework assignment, study sheet, quiz, student report).

Administrative procedures as checks on written plans:

    1.    Principals will check lesson plans at least twice per year.

    2.    Principals may ask that written daily/weekly plans be turned in for comment or principals will meet with teachers to discuss the plans.

    3.    Principals will review, in particular, that the written plans reflect the objectives of the course of study and show progress toward those objectives.

[Adoption date:  October 21, 2004]

 

 

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File:  GCN-1 (Also AFC-1)

EVALUATION OF CERTIFICATED STAFF
(Ohio Teacher Evaluation System)

A determination of the efficiency and effectiveness of the teaching staff is a critical factor in the overall operation of the District.  The Board evaluates teachers in accordance with State law and the standards-based statewide teacher evaluation framework adopted by the State Board of Education.

The Board directs the Superintendent/designee to implement this policy in accordance with State law.

Notwithstanding Ohio Revised Code section 3319.09, this policy applies to any person employed under a teacher license issued under Ohio Revised Code chapter 3319, or under a professional or permanent teacher’s certificate issued under former section 3319.222, and who spends at least 50% of the time employed providing content-related student instruction.  This teacher evaluation policy does not apply to substitute teachers.

Credentialed Evaluators

Evaluations carried out under this policy are conducted by district administrators holding evaluator credentials established by the Ohio Department of Education (ODE).  Evaluators must complete State-sponsored evaluation training and pass the online credentialing assessment.  The Board adopts a list of district approved credentialed evaluators chosen from the Ohio Department of Education’s list.

Effectiveness Rating

Teachers are assigned an effectiveness rating according to the State framework.  This rating will be determined based on a combination of teacher performance and student growth measures as determined by law.

Teacher Performance Calculation

Teachers are evaluated via formal observations and periodic informal observations.  The teacher performance measure is based on the Ohio Standards for the Teaching Profession.  The rubric used is the “Teacher Performance Evaluation Rubric” created by ODE.

Student Growth Calculation

For the purpose of this policy, student growth means the change in student achievement for an individual student between two or more points in time.  Student growth is evaluated by: (1) value-added data; (2) ODE approved assessments; or (3) locally determined measures.  Some students shall be excluded per state law and regulation when calculating student academic growth.

Professional Growth and Improvement Plans

The Board is committed to the allocation of appropriate financial resources to support teacher professional development.

All teachers will be required to develop a professional growth plan which includes two SMART Goals.  An improvement plan will be put into place when deemed necessary by the credentialing evaluator.

Evaluation Timeline

District credentialed administrators evaluate teachers annually.  Annual evaluations include two formal observations at least 30 minutes each and periodic informal observations.  Teachers, who are on limited or extended limited contracts pursuant to State law and under consideration for nonrenewal, receive at least three formal observations during the evaluation cycle.

The Board elects to evaluate a teacher receiving an effectiveness rating of “accomplished” on the teacher’s most recent evaluation conducted pursuant to this policy once every two years.  Any biennial evaluation conducted under this provision must be conducted and completed by May 1, and the teacher shall be provided with a written copy of the evaluation results by May 10.

All teacher evaluations are completed by May 1.  Teachers evaluated under this policy are provided with a written copy of their evaluation results by May 10.

Retention and Promotion

The Board will use evaluation results for retention and promotion decisions.  Seniority shall not be the basis for making retention decisions, except when making a decision between teachers who have comparable evaluations.

Poorly Performing Teachers

The Board will use evaluation results for removing poorly performing teachers in accordance with state law and any applicable bargaining agreements.

Note:  “Informal Observation” in this policy refers to “walk-throughs” as referred to in state law and OTES framework.

[Adoption date:  June 27, 2013]

LEGAL REFS.:  ORC  3319.11; 3319.111; 3319.112; 3319.16; 3319.58

                            Chapter 4117

                            OAC  3301-35-05

CROSS REFS.:   AF, Commitment to Accomplishment

                            GBL, Personnel Records

                            GCB, Professional Staff Contracts and Compensation Plans

CONTRACT REF.:  Teachers’ Negotiated Agreement

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File:  GCN-1-R (Also AFC-1-R)

EVALUATION OF CERTIFICATED STAFF
(Teachers)

Criteria of Expected Job Performance

The Board adopts the following criteria of expected job performance in the area of responsibility assigned to the teacher being evaluated:

    1.    fulfills teaching responsibilities;

    2.    relates positively to students, teachers and staff;

    3.    relates positively to supervision;

    4.    helps each student to develop a realistic, positive self-image;

    5.    shows evidence of professional growth;

    6.    adheres to written administrative policies;

    7.    demonstrates skill in preparation and presentation of subject matter;

    8.    identifies and attempts to satisfy individual needs of students;

    9.    involves students in the planning and carrying out of activities;

  10.    establishes and maintains reasonable classroom control and

  11.    implements approved curriculum for grade or school.

Criteria of expected job performance for nonteaching and administrative staff is that identified on the adopted appraisal form.

(Approval date:  October 21, 2004)

 

 

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File:  GCNT-2-R (Also AFC-2-R)

EVALUATION OF CERTIFICATED STAFF

Purpose of Evaluation
Evaluation is a cooperative and continuing process which has as its base the improvement and maintenance of quality educational programs in the Miamisburg City Schools.  The process shall recognize exemplary levels of performance and shall encourage involvement in specific, identifiable areas through systematic assessment.

PURPOSE/BELIEF STATEMENTS:

Together, teachers and administrators unite to enhance the teacher evaluation process. Through engaging in constrictive dialogue, the following beliefs statements were generated regarding the staff assessment process:

1.    The primary purpose of a evaluation model is to improve the instructional process
        and facilitate professional growth of our teaching staff.
2.    The improvement of the teaching process is best achieved through a process of
        developing professional relationships built trust, the data/information obtained
        and purposeful efforts to improve.
3.    The evaluation process is a collaborative process cognizant of the needs,
        performance level and interest of the teacher at different levels of their
        professional career.
4.    The evaluation should provide quality feedback and assistance based on
        researched best instructional practices.
5.    The evaluation process is one that is understood and respected by both the
        administration and teachers being evaluated.

Annual or Cycle Evaluation
Certificated classroom teachers and certificated support personnel (collectively referred to as “teachers” herein) shall be evaluated in accordance with the procedures and criteria set forth herein.

Phase I:     Comprehensive Model – based on PathWise & Ohio Teaching Standards
                    Teachers new to the District
                    Veteran teachers on last year of limited multi-year contracts (See Phase IV)

Phase II:    Portfolio – Performance Target/Goal Setting – Based on PathWise model
                   and Ohio Teaching Standards.
                   Veteran teachers on limited or tenure contracts

                   Unannounced Observation – based on PathWise model and Ohio Teaching Standards
                   Veteran teachers on limited or tenure contracts

Phase III    Peer Evaluation Model – Based on PathWise Model and Ohio Teaching Standards
                  Veteran tenured teachers  

Phase IV   Ohio Department of Education Master Teacher Program
             Veteran teachers on limited or tenure contracts
             Veteran teachers on last year of limited muti-year contracts
                    Seven (7) years teaching
                                                            
 

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File:  GCN-2-R (Also AFC-2-R)

Responsibility for Evaluation                                                      
The principal or designated aministrator shall be responsible for the evaluation of teachers assigned to his/her administrative unit.  At the secondary level, the principal or designated administrator, whenever possible, will assume responsibility for evaluating teachers in areas for which he/she is certificated.  For purposes of this section, the term secondary refers to grades 7 through 12.  Teachers who are assigned to more than one school shall be evaluated by the principal in which building they spend the most time.  If the time of the teacher is equivalent in each building, the appropriate division supervisor shall assign responsibility for such evaluation to a specific building administrator or administration at both sites, or may, at his/her discretion, assume responsibility for the evaluation.

Evaluation Criteria
Each teacher shall be evaluated in accordance with the criteria set forth in the job description. PathWise, and The Ohio Teaching Standards.  All instruments/forms are based on the four domains of effective teaching adapted from the PathWise Model, the Ohio Teaching Standards and/or “Best Practices” research.  The Comprehensive Evaluation Model includes the “Analysis of Teacher Behavior,” “Instructional Planning and Reflection” and “Pre-observation Reflection” forms.  Required written evaluations will be documented on the “Comprehensive Evaluation Summary Report” (Form A) for Comprehensives and/or on the “Portfolio Evaluation Summary” form for Portfolio Evaluations (Form B). The Portfolio Evaluation Model includes the Performance Target Planning Form and the Portfolio Evaluation Summary Form. The Unannounced Evaluation Model includes the Unannounced Teacher Observation Form and the Unannounced Teacher Observation Reflection form. The Peer Observation Model includes the Peer Observation Summative Evaluation form. The Master Teacher evaluation method requires the use of the forms and rubric set forth by the Ohio Department of Education.

Required Evaluations

    1.    Teachers new to the District and teachers in the last year of a limited contract shall be evaluated using the
           Comprehensive Evaluation Model. Please note that veteran teachers in the last year of a multi-year contract may use
           The Master Teacher Program as his or her evaluation tool as long as they meet the ODE requirements for the
           program. Administration has final decision in which method is most appropriate for the candidate.
            A.    The designated evaluator shall complete two 30 minute classroom
                    observations during the first four months of the school year, with the first
                    observation to be completed by October 15 and the second by December
                    15.  One written evaluation (Form A) will be completed by January 15.
            B.    The designated evaluator shall complete at least two additional 30 minute
                    observations between February 10 and March 15 (if recommending for
                    non-renewal), otherwise between February 10 and March 25.
            C.    The evaluator will submit written evaluations (Form A) to the
                    Superintendent before March 25 (if recommending for non-renewal),
                    otherwise June 15.

    2.     Teachers on their first multi-year limited contract that does not expire (year one of a two year limited contract) shall
             be evaluated by the Unannounced Observation Model.  The evaluator has the option of using the Comprehensive
            Evaluation Model in combination with or instead of the Unannounced Observation Model. In addition, cadidates that
            meet the ODE requirements may use the Master Teacher as their evaluation tool. Administration has the final
            decision on which evaluation too will be used.

             A. The designated evaluator shall complete one 30 minute classroom
                  observation during the first four months of the school year, with the
                  observation to be completed by December 15. One written evaluation
                  (FormA2) will be completed by January 15.

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File:  GCN-2-R (Also AFC-2-R)

           B.    The designated evaluator shall complete at least one additional 30 minute
                   observation prior to May 15. The evaluator will submit written evaluation
                    (Form A2) before June 15.

    3.    Teachers with limited contracts that do not expire (i.e, teachers on the first or second year of a three year limited
           contract) shall be evaluated by selecting a Performance Target and completing a Portfolio or the Unannounced
           Observation Model. In addtion, candidates that meet the ODE requirements may use the Master Teacher Program
           as their evaluation tool. The evaluator has the option of using the comprehensive Evaluation Model. Administration
           has the final discretion on which evaluation tool will be used.

    4.    Teachers on continuing contract shall have a Comprehensive Performance Target Portfolio or Unannounced
           evaluation at least three out of every four-year cycle. In addition, candidates that meet the ODE requirements may
           use the Master Teacher Program as their evaluation tool. The evaluator has the option of using the Comprehensive
           Evaluation Model. Administration has the final discretion on which evaluation tool will be used.

    5.    Teachers applying for continuing contract will be evaluated using the Comprehensive Evaluation Model.

Evaluation Procedures - Comprehensive/Performance Target Portfolio
In September of each school year, the building administrator(s) or evaluators shall meet with all certificated staff scheduled to be evaluated that year and shall review the timelines, criteria, type of evaluation model appropriate for each staff member and procedures for evaluation.

Comprehensive Evaluation Procedure

    1.    Prior to conducting a required observation, the evaluator and teacher shall meet
           to set up the observation time and date.

    2.    Prior to the observation the teacher will complete the appropriate sections of
           the “Instructional Planning and Reflection” form and return it to the evaluator.

    3.    Prior to the observation the evaluator collects data for Domain A and records it
           on the “Analysis of Teacher Behaviors” form.

    4.    Before the observation the teacher completes the “Pre-observation Reflection”
           form and has it available for the evaluator’s use during the observation.

    5.    The evaluator completes Domain A data collection and conducts the
            observation.  After the observation the evaluator analyzes the data gathered
            during the observation.

    6.    The teacher completes the reflection sections of the “Instructional Planning and
            Reflection” form and submits it to the evaluator.

    7.    The evaluator summarizes the data for Domain D on the appropriate section of
            the “Analysis of Teacher Behaviors” form and completes the “Comprehensive
            Evaluation Summary Report” form.

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File:  GCN-2-R (Also AFC-2-R)

  8.    The evaluator and teacher shall meet for the post-observation conference within
          five working days following the observation to discuss the data collected from
          the appropriate forms and the observation.  The post-conference shall include
          positive reinforcement of the teacher’s strengths, specific listings for areas
          needing improvement, suggestions for insuring improvement and specific
          recommendations regarding the “means” by which the teacher may obtain
          assistance in making improvements in the areas designated either by the
          evaluator and/or teacher.  Teacher and evaluator shall sign the “Comprehensive
          Evaluation Summary Report.”  Teachers who disagree with the contents of the
          “Comprehensive Evaluation Summary Report” shall have the right to attach their
          written explanation of the content.

          A copy of each teacher’s annual written evaluation (Form A) shall be forwarded
          to the appropriate Division Supervisor by March 25 if recommending
          nonrenewal, otherwise June 15 for review by the Division Supervisor before
          filing in the teacher’s personnel file.

Evaluation Procedures – Unannounced Evaluation Model
In September of each school year, the building administrator(s) or evaluators shall meet with all certificated staff scheduled to be evaluated that year and shall review the timelines, criteria, type of evaluation model appropriate for each staff member and procedures for evaluation.

Unannounced Evaluation Procedure

    1.    The evaluator completes the required observations by the required deadlines.

    2.    Following the observation, the teacher will complete the appropriate sections of
           the “Unannounced Teacher Observation and Reflection” form and return it to the
           evaluator.

    3.    The evaluator summarizes the observation and reflection data on the
           “Unannounced Teacher Observation Report” Form C.

    4.    The evaluator and teacher shall meet for the post-observation conference
           following the observation to discuss the data collected from the appropriate
           forms and the observation. The post-conference shall include positive
           reinforcement of the teacher’s strengths, specific listings for areas needing
           improvement, suggestions for insuring improvement and specific
           recommendations regarding the “means” by which the teacher may obtain
           assistance in making improvements in the areas designated either by the
           evaluator and/or teacher. Teacher and evaluator shall sign the “Unannounced
           Teacher Observation Form.” Teachers who disagree with the contents of the
           report shall have the right to attach their written explanation of the content.

Portfolio Performance Target Procedure

    1.    In September of each school year, the building administrator or evaluator shall
           meet with the teacher and complete the “Performance Target Planning” form. 
           Performance target(s) shall be selected to reflect the four domains listed in the
           Comprehensive Evaluation Model and/or “Best Practice” research.  This
           meeting should be documented on the “Portfolio Evaluation Summary” (Form
            B).

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File:  GCN-2-R (Also AFC-2-R)

    2.    By the end of the first semester the evaluator and teacher will meet and review
           progress toward the Performance Target(s) and artifacts in the portfolio.  This
           meeting shall be documented on the “Portfolio Evaluation Summary” (Form B).

    3.    The teacher and evaluator will meet by June 1 to complete and sign the
            “Evaluation Summary” (Form B) and review the completed portfolio.  Teachers
            who disagree with the contents of the “Portfolio Evaluation Summary” shall have
            the right to attach thereto their written explanation of the content.

    4.    The signed “Portfolio Evaluation Summary” (Form B) will be sent to the
           Superintendent by June 30.

Teachers applying Continuing Contract Procedures:

           A.    A teacher must submit a letter requesting a continuing contract to the
                  Superintendent between August 1 and September 15.

           B.    The designated evaluator shall complete two 30 minute classroom
                  observations during the first four months of the school year, with the first
                  observations to be completed by October 15 and the second by December
                  15. One written evaluation will be completed by January 15.

          C.    The designated evaluator shall complete at least two additional 30 minute
                  observations between February 10 and February 24. A written evaluation
                  (Form A) will be completed by March 1.

           D.    If the evaluator determines on the basis of the teacher’s final evaluation for
                   the two previous years and by the results of the current evaluation process
                   that the teacher should be recommended to the Superintendent for                  
                   continuing contract, the evaluator shall forward copies of the written
                  evaluations (Comprehensive and Performance Target Portfolio) to the
                  Superintendent along with a memorandum delineating the specific reasons
                   for the recommendation.

          E.    If the evaluator determines on the basis of the teacher’s final evaluation for
                  the two previous years and by the results of the current evaluation process
                  that the teacher should not be recommended to the Superintendent for
                  continuing contract, the evaluator shall forward copies of the evaluations
                  (Comprehensive and Performance Target Portfolio) to the Superintendent
                  along with a memorandum delineating the specific reasons for not
                  recommending continuing contract.

          F.    Upon review of the recommendation and accompanying analysis, the
                 Superintendent, or his/her designee, may choose other unannounced
                 observations prior to April 15. In all cases where the evaluator has
                 recommended that the teacher not be awarded continuing contract, at least
                 one such unannounced observation shall be conducted during the period of
                  March 1 – April 15.

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File:  GCN-2-R (Also AFC-2-R)

Peer Observation and Evaluation Option Procedure (Pilot 2007-08)

     1.       In September of each school year, the building administrator or evaluator
               shall meet with the teachers and review the “Peer Observation and
               Evaluation” planning form. Teachers shall focus on the four domains of
               PathWise and the Ohio Standards for Teaching. This meeting should be
               documented on the “Peer Observation & Evaluation Summary” (Form D).

     2.        By the end of the first semester the teachers shall observe each for no less
                than 30 minutes each followed by a post conference. The evaluator and
                teachers will then meet and review progress. This meeting shall be
                documented on the “Peer Observation & Evaluation Form” (Form D).

     3.        The teachers and evaluator will repeat the above process in the second
                semester and meet by June 1 to compete and sign the evaluation form
                (Form B2). Teachers who disagree with the contents of the evaluation shall
                 have the right to attach their written explanation of the content.

4.        The signed “Form D” will be sent to the Superintendent by June 30.

The Master Teacher Program ----Ohio Department of Education
A master teacher demonstrates excellence inside and outside the classroom through consistent leadership and focused collaboration to maximize student learning. A master teacher strives for distinguished teaching and continued professional growth as specified by the Ohio Standards for the Teaching Profession.

To be designated as a Master Teacher in Ohio, eligible educators must clearly demonstrate each of the following criteria as described in the Ohio Standards for the Teaching Profession. Master Teacher will achieve exemplary scores in four out of five areas on the scoring guide.

A. Consistent Leadership
B. Foucused Collaboration
C. Distinguished Teaching----Focus on Students and Environment
D. Distinguished Teaching----Focus on Content, Instruction and Assessment
E. Continued Professional Growth

Interested candidates need to submit the Ohio Department of Education application and letters of recommendation to the district Master Teacher Committee by September 15th. Candidates need to follow the requirements set forth by the Ohio Department of Education and the District Master Teacher Committee. All scoring for the Master Teacher will be done by members of the district Master Teacher Committee using the set scoring rubric designed by the State of Ohio Master Teacher Committee. Final Master Teacher projects are due by June 1st each year. Building principals will receive the final scoring rubric sheet to verify the completion of the program.

Forms

Analysis of Teacher Behaviors
Instructional Planning and Reflection
Pre-observation Reflection
Comprehensive Evaluation Summary Report (Form A)
Performance Target Planning
Portfolio Contents
Portfolio Evaluation Summary (Form B)
Unannounced Observations (Form C)
Unannounced Teacher Observation Reflection
Peer Observation and Evaluation Option
Peer Observation Summative Evaluation (Form D)

Other Forms

Counselor Appraisal Form (Form G)
Speech, Hearing and Language Therapist Appraisal Form (Form H)
Secondary Media Specialist Appraisal Form (Form J)
School Psychologist Appraisal Form (Form K)
Ohio Department of Education Master Teacher Application
Ohio Department of Education Master Teacher Recommendation Letter Form
Ohio Department of Education Master Teacher Scoring Rubric

(Approval date:  June 21, 2007)
[Revised:  July 19, 2007]

[Revised: October 15, 2009] (Addition of Master Teacher)

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File:  GCN-2

EVALUATION OF ADMINISTRATIVE STAFF
(Both Certificated and Classified Non-Bargaining Unit)

A.    This policy shall govern the evaluation of any administrator in a position, other
        than Superintendent and Treasurer, for which the Board requires an
        administrative license from the Ohio Department of Education, including a
        business manager, assistant superintendent, principal, assistant principal, a
        professional pupil services employee or administrative specialist or an equivalent
        of either one who is not employed as a school counselor and spends less than
        fifty percent of the time employed teaching or working with students. 

This policy also shall govern the evaluation of any nonlicensed administrator in a position with job duties that enable the person to be considered as either a "supervisor" or a "management level employee," as defined in state collective bargaining law.

B.    The Board shall consider evaluations based upon this policy in deciding whether
        to renew the contract of employment of an administrator.  The Superintendent or
        designee shall conduct evaluations.

C.    Evaluations shall measure the administrator’s effectiveness in performing the
        duties included in the administrator’s job description, and the evaluation process
        set forth in this policy is intended to provide time to show progress in correcting
        the deficiencies identified in the process. 

D.    All administrators shall be evaluated according to the following schedule.   In any
        school year that the administrator’s contract of employment is not due to expire, at
        least one evaluation (“yearly evaluation”) shall be completed in that year.  A written
        copy of the yearly evaluation shall be provided to the employee no later than the
        end of the administrator's contract year.

         The Superintendent/ designee also may conduct additional evaluations at any
         time before an administrator’s yearly evaluation if the Superintendent/ designee
         determines that the administrator’s performance is unsatisfactory based on the
         duties included in the administrator’s job description and any performance
         objectives established by the Superintendent/ designee.

         In the school year that the administrator's contract of employment is due to
         expire, a preliminary evaluation and a final evaluation shall be completed in that
          year.  A written copy of the preliminary evaluation shall be provided to the
         administrator at least 60 days prior to any action by the Board on the
         administrator's contract of employment.  The final evaluation shall indicate the
         Superintendent's intended recommendation to the Board regarding a contract of
         employment for the administrator.  A written copy of the final evaluation shall be
         provided to the administrator at least 5 days prior to the Board's acting to renew
         or not renew the contract.

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File:  GCN-2

E.    The evaluation procedures in this policy shall not create an expectancy of
        continued employment.  Nothing in this policy shall prevent the Board from making
         the final determination regarding the renewal or nonrenewal of the contract of any
         administrator.

F.    The results of the evaluations will be kept in personnel records maintained in the
        central office.  An administrator may attach a response memorandum to a written
        evaluation given to that administrator. 

[Adoption date:  October 21, 2004]
[Revised:  January 18, 2007]

LEGAL REFS.:    ORC    3319.02; 3319.22; 3319.27
                               OAC    3301-24-11; 3301-24-12; 3301-35-03(A)(8)

CROSS REF.:    GBL, Personnel Records

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File:  GCPA

REDUCTION IN CERTIFICATED STAFF WORK FORCE

The Board may reduce the number of teachers upon the return to duty of regular teachers after leaves of absence, suspension of schools, territorial changes affecting the District or decreased enrollment of students in the District.

The Board may reduce the number of administrators upon the return to duty of administrators after leaves of absence, suspension of schools, territorial changes affecting the District, decreased enrollment of students in the District or for financial reasons.

[Adoption date:  October 21, 2004]

LEGAL REF.:    ORC    3319.17

CONTRACT REF.:    Teachers’ Negotiated Agreement

 

 

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RESIGNATION OF CERTIFICATED STAFF MEMBERS

Any certificated staff member who has a contract effective for the next school year is permitted to resign prior to July 10, preceding that year.  After that time, the consent of the Board must be given before a staff member may resign his/her position.  A teacher who resigns after July 10 is subject to certification sanctions imposed by the State Board of Education.  Resignations are submitted to the Superintendent for presentation to the Board.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3319.02; 3319.15

 

 

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File:  GCPCA

SEVERANCE PAY

At the time of retirement from the District, a severance amount calculated by a prescribed formula applied to the employee’s unused sick leave and daily rate of pay at the time of retirement from the District is granted to certificated staff employees in compliance with the Negotiated Agreement and State law.  Upon payment of severance pay, the retiring employee’s sick leave accumulation is reduced to zero.

Administrators who have retired under the rules of the State Teachers Retirement System are not eligible for severance pay based upon a subsequent retirement.

[Adoption date:  October 21, 2004]

[Revised: June 25, 2015]

LEGAL REFS.:    ORC   9.90
                                         124.39

CONTRACT REF.:         Teachers’ Negotiated Agreement

 

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File:  GCPD

SUSPENSION AND TERMINATION OF CERTIFICATED STAFF MEMBERS

Suspension

The Board may suspend a certificated staff member pending final action to terminate his/her contract if, in its judgment, the character of the charges warrants such action.

Termination

The contract of a certificated staff member may be terminated for gross inefficiency or immorality, for willful and persistent violations of reasonable regulations of the Board or for other good and just cause.  Before terminating any contract, the Board furnishes the certificated staff member a written notice signed by the Treasurer of its intention to consider termination of his/her contract and specification of the grounds for such consideration.  The Board informs the certificated staff member of his/her right to request a hearing by the Board or by an independent referee.  At such a hearing, both parties may be represented by counsel and present and cross-examine witnesses.  A stenographic record of the proceedings is made.  After the hearing, the Board makes its determination by majority vote.  Any order of termination of a contract states the grounds for termination.

If the suspension or termination is based in whole or in part on the results of a consumer report (as that term is used in the Fair Credit Reporting Act), the Board furnishes the certificated staff member with pre-adverse action and adverse action notices required by the Fair Credit Reporting Act.

Teachers may only be suspended or terminated under the terms of the collective bargaining agreement and/or State law.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    Fair Credit Reporting Act; 15 USC 1681 et seq.
                              ORC    124.36
                                           3319.02; 3319.11; 3319.16; 3319.161; 3319.17

CROSS REF.:    GBQ, Criminal Record Check

CONTRACT REF.:    Teachers’ Negotiated Agreement

 

 

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File:  GDA

CLASSIFIED STAFF POSITIONS

All classified staff positions are created only with the approval of the Board.  It is the Board’s intent to maintain a sufficient number of positions to accomplish its goals and objectives.

Before any new position is established, the Superintendent presents for the Board’s approval a job description for the position.

Although positions may remain temporarily vacant, or the number of persons holding the same type of position may be reduced in the event of required staff reduction, only the Board abolishes a position which it has created.

The Superintendent/designee keeps all job descriptions current and presents recommended changes to the Board for approval.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    124.11; 124.18; 124.34
                                            3319.081
                               OAC    3301-35-03

 

 

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File:  GDB

CLASSIFIED STAFF CONTRACTS AND COMPENSATION PLANS

Contracts

All newly hired, regular classified staff employees, including regular hourly rate and per diem employees, serve a probationary period of not less than 90 workdays nor more than one year.  If such employees successfully complete this probationary period, they are considered as permanent employees.

Compensation Plans

In determining and developing salary schedules for classified staff other than administrators, the Board considers the responsibilities of the position, the qualifications needed, past experience of the individual and years of service credit.

Salaries for classified staff are reviewed and established annually by the Board upon the recommendation of the Superintendent.

In compliance with State law, employees are notified in writing by July 1 of their salary for the following school year.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    Chapter 124
                                            3317.12
                                            3319.081-3319.083; 3319.088

CROSS REF.:    GDB, all subcodes (relating to compensation)

CONTRACT REF.:    Classified Staff Negotiated Agreement

 

 

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File:  GDBA

CLASSIFIED STAFF SALARY SCHEDULES

The Board develops salary schedules which:

    1.    adequately provide for the retention of those classified staff employees who are
           rendering satisfactory and efficient service in the school system and

    2.    provide employees with a financial projection by indicating the salary which may
           be provided by a salary schedule.

Such schedules take into account the qualifications required, the responsibilities of the position and work experience.  Initial placement on the schedule may take into consideration the employee’s previous experience.

An employee must work the number of days as stipulated in the Negotiated Agreement in their contractual work year in order to qualify for the yearly increment on the salary schedule.

In compliance with law, employees are notified in writing by July 1 of their salaries for the ensuing year.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3317.12
                                           3319.081; 3319.082; 3319.083; 3319.088

CONTRACT REF.:    Classified Staff Negotiated Agreement

 

 

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File:  GDBC

CLASSIFIED STAFF FRINGE BENEFITS

In addition to basic salary, benefits are recognized by the Board as an integral part of the total compensation plan for staff members.

The benefits extended to eligible classified staff employees are designed to promote their present and future economic security and to provide the financial incentives for skill development that benefit the District.

The Board will pick up the percentage of the employee’s share of mandatory SERS contributions for non-certificated/non-licensed employees as specified in previously approved individual employment contracts and collective bargaining agreements, in addition to the Board’s share of such contributions.  These pick-ups may be provided to future employees or in future employment contracts and/or collective bargaining agreements provided said pick-ups comply with the terms of this policy, Internal Revenue Service rulings and Chapter 3309 of the Ohio Revised Code.

Such contributions, if provided as a salary reduction pick-up, although designated as employee contributions, will be treated as paid by the Board and that the contributions on behalf of the employees in the groups that are subject to this action, although designated as employee contributions, will be paid by the Board in lieu of employee contributions through the salary reduction method.

Such contributions, if provided as a fringe benefit pick-up, although designated as employee contributions, will be paid by the Board and that the contributions on behalf of the employees in the groups that are subject to this action, although designated as employee contributions, will be paid by the Board in lieu of employee contributions.  The individual employment contracts shall specify whether these contributions will be treated as additional compensation for retirement purposes.

In addition, employees in the groups that are subject to this action are not permitted from and after the date of the pick-up to have any cash or deferred election right with respect to designated employee contributions and that such employees are not permitted to opt out of the pick-up or to receive the contributed amounts directly instead of having them paid by the Board to SERS.

This action shall apply with respect to all further such contributions for the certificated/licensed employees.

[Adoption date:  October 21, 2004]
[Revision date:   December 18, 2008---IRS Ruling 2006-43]

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File:  GDBC

LEGAL REFS.:    ORC    9.83; 9.90
                                           3309
                                           3313.20-3313.211
                                           3319.084-3319.087; 3319.141; 3319.142
                                           3917.04
                                           4123.01
                                           4141.29; 4141.291
                                           IRS Ruling 2006-43   

CROSS REF.:    EI, Insurance Management

CONTRACT REF.:    Classified Staff Negotiated Agreement

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File:  GDBD

CLASSIFIED STAFF LEAVES AND ABSENCES

Leaves and absences granted to the classified staff are for the purposes of helping them maintain their physical health, taking care of family and other personal emergencies and discharging important and necessary obligations.

All requests for long-term leaves of absence are submitted by the Superintendent, together with his/her recommendations, to the Board for its action.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    Family and Medical Leave Act; 29 USC 2611 et seq.
                              ORC    124.38-124.39
                                            3313.20; 3313.211
                                            3319.13; 3319.141; 3319.143

CROSS REF.:    GBR, Family and Medical Leave


CONTRACT REF.:    Classified Staff Negotiated Agreement

 

 

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File:  GDBD-E

REQUEST FOR TIME OFF WORK
WITHOUT PAY

Name _________________________        Date of Request ___________________

Position _______________________        Building _________________________


I hereby request time off work without pay from ___________ to ______________ in
                                                                                         Date                       Date
accordance with all administrative procedures.  I understand that permission must be granted prior to any unpaid leave being taken. 

This will amount to a total of _______ days/hours off work.

The reason(s) for my request:

______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

____________________________
Signature of employee



______________________   _____________________      Approved/Disapproved
Signature of Supervisor/Principal      Date Received                      Circle One

Comments: ____________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

______________________________________________________________________________

______________________   _____________________  Approved/Disapproved
Signature of Supervisor/Designee             Date                     Circle One
All requests must have prior approval by the Superintendent/designee.

 

 

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File:  GDBE

CLASSIFIED STAFF VACATIONS AND HOLIDAYS

Vacations

Certain classified staff personnel are eligible for vacation after the first full year of employment.  Those employed for 11 or 12 months receive vacation with pay in compliance with State law or the Negotiated Agreement.

The Superintendent gives final approval of vacation schedules for the classified staff.  It is his/her responsibility to see that vacations are scheduled so that the least interference with the operation of the schools results.

Holidays

The following holidays have been established by law as paid holidays:  New Year’s Day, Martin Luther King Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day.  If Independence Day, Christmas Day or New Year’s Day falls on a Saturday, employees will not be required to work on the preceding Friday.  When any of these days falls on a Sunday, employees are not required to work on the following Monday.  Employees are eligible for paid holidays only if they accrue earnings the day before and the day after the holiday.

Because various classifications of personnel are scheduled to work a different number of months during the calendar year, the Superintendent informs all employees of the specific holidays to which their particular job classification is entitled.

Unused Vacation Leave

Employees of the District who are eligible for vacation days by Board-approved policies shall use all vacation days for which they are eligible during the contractual year (July 1 - June 30) in which such vacation days accrue or by December 31 of the next contractual year.  The Superintendent may extend the deadline past December 31 at his/her discretion.  Any such request must be submitted in writing to the Superintendent.

Employees will be compensated for his/her unused vacation leave only under the following conditions:

       1.     The employee’s resignation or separation from employment occurs too near the end of the contract year to permit accrued vacation days to be used.

  1.      Death of the employee occurs prior to the use of accumulated vacation leave with payment for such accumulated, unused vacation leave to be paid to the surviving spouse, or in the event there is no surviving spouse, the heir(s) as designated by will or by probate.

[Adoption date:  October 21, 2004]
[Revised: May 28, 2015]

LEGAL REFS.:    ORC   1.14
                                           3319.084; 3319.086; 3319.087
CONTRACT REF.:         Classified Staff Negotiated Agreement

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File:  GDC/GDD

CLASSIFIED STAFF RECRUITING/HIRING

The recruitment and selection of suitable candidates for positions is the responsibility of the Superintendent, who confers with principals and other supervisors before making a selection.  An employee may apply for any vacancy for which he/she is qualified.

All appointments to the classified staff are made by the Superintendent, subject to confirmation by the Board.  In making these appointments, the Superintendent carefully observes all pertinent laws as well as any regulations which may be approved from time to time by the Board.

Notice must be given 60 days prior to the date of employment of any person who is or will be retired prior to reemployment with the District.  The notice must state the name of the person to be reemployed and must include the time, date and location of a public meeting which must take place 15 to 30 days prior to employment.

The Board fixes conditions of employment as well as wages, hours and other benefits for classified staff members upon the recommendation of the Superintendent or as determined by the Negotiated Agreement.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    Fair Credit Reporting Act; 15 USC 1681 et seq.
                              ORC    Chapter 124
                                           3319.04; 3319.081 et seq.
                                           3327.10
                                           4141.29
                              OAC    3301-35-03(A)

CROSS REFS.:    AC, Nondiscrimination
                                GBA, Equal Opportunity Employment
                                GBQ, Criminal Record Check
                                GCC, Certificated Staff Recruiting

CONTRACT REF.:    Classified Staff Negotiated Agreement

 

 

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File:  GDE

PART-TIME, TEMPORARY AND SUBSTITUTE CLASSIFIED STAFF EMPLOYMENT

Part-time, temporary and substitute classified staff are employed as necessary for the efficient operation of the District.

The District maintains lists of persons qualified to serve in various support positions so that substitutes and temporary help may be obtained as needed.  The Board approves such persons for substitute and temporary employment on the recommendation of the Superintendent.

Part-time, temporary and substitute classified staff employees are paid in accordance with hourly rates established by the Board.  Substitute and temporary employees are entitled to sick leave at the rate established by law.  Regularly employed, part-time employees are entitled to sick leave on a prorated basis, based on a full-time schedule.  Other privileges and benefits may be provided to regularly employed part-time employees.

Substitute Pay for Certificated Personnel

    1.    Teachers employed as substitutes for casual or day-to-day service.  A teacher
           who is employed as a substitute who works on a casual, day-to-day (up to and
           including 20 consecutive days in a specific position) basis shall be paid on a
           per diem rate as established each school year.  However, no substitute shall
           receive less than one-half of the daily rate for each substitute day.

          Sick leave, personal leave and health insurance shall not accrue to substitutes
           working on a casual basis except in accordance with Section 3319.10 ORC.

    2.    Teachers employed as substitutes for and assigned to one specific teaching
            position for more than 20 workdays.  As permitted by ORC 3319.10, a teacher
            employed as a substitute and assigned to one specific teaching position,
            having completed 20 workdays in that position, shall be paid on a premium per
            diem rate of 150% of the established casual, day-to-day substitute rate for
            workdays numbered 21-60 in that same specific teaching position.

    3.    Teachers employed as substitutes for and assigned to one specific teaching
            position for more than 60 workdays.  In accordance with ORC 3319-10, a
            teacher employed as a substitute for and assigned to one specific teaching
            position shall, after 60 days of service, be placed on and paid according to the
            approved salary schedule at a salary level determined by the Superintendent
            not to exceed 10 years of experience and not less than the Bachelor Degree,
            Experience Level 0.  Beginning the 61 day of assignment to one specific
            teaching position, such payment shall be prorated on a daily basis
            (salary/regular teacher contract days).

            The substitute shall also be granted sick, personal and other leaves, health
             insurance and other local privileges granted to regular teachers.  Such leave
            shall be prorated based on the number of service days remaining in the
            specific teaching position.

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File:  GDE

    4.    Teachers employed as replacement teachers for a certificated staff member on
            an extended leave of absence for a specified amount of time (one year or
            more).  Such replacement teachers shall be placed immediately on the salary
            schedule at the appropriate degree and hours step.  They will accumulate sick
            leave and personal leave in a manner identical to a regularly employed
            teacher.  Such replacement teacher shall be granted health insurance and all
            other local privileges granted a regularly employed teacher.

    5.    Long-term substitutes

            A.    When it is known in advance that a substitute will be assigned to a specific
                    position for 61 days or longer, such substitute may be placed immediately
                    on the appropriate degree and hours step (not to exceed 10 years) on the
                    salary schedule and may begin to accumulate sick leave and personal
                    leave on a prorated basis.  Such substitutes shall not, however, be granted
                    five days advance sick leave as it accrues.  Days of sick or personal leave
                    taken beyond the accrued amount shall result in a payroll deduction at the
                    per diem rate.

            B.    At the conclusion of the assignment to the specific teaching position, the
                   substitute shall revert to a casual substitute status and all accrued sick
                   leave, personal leave and health benefits shall terminate.  However, health
                   benefits may continue to the end of the month and the substitute may make
                   arrangements with the Treasurer for personal payment of the health
                   premium for the remaining months of the teacher contract year until June
                   30.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    124.27
                                            3319.081; 3319.141

CONTRACT REF.:    Classified Staff Negotiated Agreement

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File:  GDF

CLASSIFIED STAFF ORIENTATION

Administrators of the District are responsible for the orientation of new classified staff personnel so that they may clearly understand:

    1.    the responsibilities of the position to which they have been assigned;

    2.    the person or persons to whom they are directly responsible;

    3.    the objectives of the department to which they are assigned and

    4.    how to acquire professional and technical assistance when needed.

[Adoption date:  October 21, 2004]

CONTRACT REF.:    Classified Staff Negotiated Agreement

 

 

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File:  GDI

CLASSIFIED STAFF ASSIGNMENTS AND TRANSFERS

The assignment and transfer of all classified staff are the responsibility of the Superintendent. Promotional transfers are made only by the Board upon the recommendation of the Superintendent.  A request for transfer may be made in writing to the Superintendent.

Assignments to Nonpublic Schools

Persons employed by the District and assigned to nonpublic schools are considered employees of the District in all respects.

Such persons fulfill and meet all regulations as are required for any other classified staff employees in the District.  An employee may be re-assigned to serve in any location, either in the public schools or nonpublic schools, as long as the person is qualified to perform such duties.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    Fair Credit Reporting Act; 15 USC 1681 et seq.
                               ORC    124.32
                                             3319.01
                               OAC    3301-35-03(A)

CROSS REF.:    GBQ, Criminal Record Check

CONTRACT REF.:    Classified Staff Negotiated Agreement

 

 

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File:  GDKA

CLASSIFIED STAFF EXTRA DUTY

The Board recognizes that it may be necessary for classified staff employees to work more than 40 hours during a given work week.  The Superintendent/designee establishes regulations governing overtime provisions.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    Fair Labor Standards Act; 29 USC 201 et seq.
                               ORC    124.18
                                            3319.086

CROSS REFS.:    GCBB, Certificated Staff Supplemental Contracts
                                 KG, Community Use of School Facilities (Equal Access)

CONTRACT REF.:    Classified Staff Negotiated Agreement

 

 

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File:  GDKA-R

CLASSIFIED STAFF EXTRA DUTY

    1.    Hours worked means all hours during which the individual is required to be on
           duty.  This is generally from the required starting time to normal quitting time.

            A.    Meal periods do not count as hours worked unless the individual is
                    required to perform work duties during the meal period.

            B.    Break periods of 20 minutes or less count as work time.

           C.    Hours for which an employee is compensated for sick leave, but during
                   which he/she does not actually work, are not computed as “hours worked”
                   for the purposes of determining overtime eligibility.

    2.    Individuals who begin work earlier or work later than their assigned hours must
           receive prior authorization from their immediate supervisor.

    3.    Individuals who work more than 40 hours during any work week may be
           awarded compensatory time off.  Compensatory time is awarded at the rate of
           one and one-half hours for each hour of overtime worked.

            A.    Compensatory time may be accrued up to 240 hours (160 overtime
                    hours).  The employee is compensated for time worked beyond this
                    maximum accrual at the rate of one and one-half times his/her normal
                    hourly rate of pay.

            B.    Efforts are made to permit the use of compensatory time as the time
                    mutually agreed upon by the employee and his/her supervisor.  When the
                    employee’s absence would unduly disrupt the District’s operations, the
                    District retains the right to postpone compensatory time usage.

           C.    Individuals with unused compensatory time who are terminated or who
                   terminate their employment are paid for unused compensatory time
                   according to the following:  the rate of compensation is not less than the
                   average regular rate received by the employee during the last three years
                   of his/her employment or the final regular rate received by the employee,
                   whichever is higher.

    4.    Employees covered by this policy are required to complete a daily time record
           showing actual hours worked.  Failure to maintain or falsification of such
           records may be grounds for disciplinary action.

(Approval date:  October 21, 2004)

 

 

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File:  GDL

CLASSIFIED STAFF DEVELOPMENT OPPORTUNITIES

Classified staff training and development is essential to the efficient and economical operation of the schools.

All classified staff employees are encouraged to grow in job skills and to take additional training which improves their skills on the job.  Building principals assist in the training of classified staff assigned to their respective buildings.

The Superintendent may grant absences to attend meetings, conventions, conferences or workshops of local, state or national associations which serve to advance the welfare of the District through the upgrading and strengthening of the support service.

[Adoption date:  October 21, 2004]

LEGAL REF.:    OAC    3301-35-03

 

 

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File:  GDN (Also AFD)

EVALUATION OF CLASSIFIED STAFF

Regular evaluation of all classified staff is intended to bring about improved services and to provide a continuing record of the service of each employee and evidence on which to base decisions relative to assignment and re-employment.

The Superintendent establishes a continuing program of performance evaluation for the classified staff.  The program includes written evaluations and a means of making the results known to the evaluated employee.

The services of all classified staff employees are evaluated at least once each year.  Procedures used in the evaluation process are subject to Board approval or in accordance with the Negotiated Agreement and/or State law.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    Chapter 124
                                            Chapter 4117
                                            3319.081
                               OAC    3301-35-03(A)(8)

CONTRACT REF.:    Classified Staff Negotiated Agreement

 

 

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File:  GDPA

REDUCTION IN CLASSIFIED STAFF WORK FORCE

Whenever it becomes necessary to reduce the classified staff because of financial reasons, job abolishment, management reorganization, lack of work or in the interest of economy, the procedures set forth in the Negotiated Agreement govern the rights of employees affected by the reduction.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    124.32; 124.321
                                            4141.29

CONTRACT REF.:    Classified Staff Negotiated Agreement

 

 

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File:  GDPB

RESIGNATION OF CLASSIFIED STAFF MEMBERS

Any classified staff member may terminate his/her contract of employment with the District by filing a written notice with the Treasurer 30 days prior to the effective date of termination.

[Adoption date:  October 21, 2004]

LEGAL REF.:    ORC    3319.081

 

 

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File:  GDPD

SUSPENSION, DEMOTION AND TERMINATION OF CLASSIFIED STAFF MEMBERS

The employment of classified staff members may be terminated for violation of written policies and regulations as set forth by the Board or for incompetency, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, sexual battery, certain ethics violations, conflict of interest or any other acts of misfeasance, malfeasance or nonfeasance.

The Board may also suspend an employee for a definite period of time or demote, with or without pay, an employee for these same reasons.

The action of the Board to terminate the contract of any employee or to suspend or demote him/her is done in compliance with all statutory and constitutionally mandated procedures, including the opportunity for a hearing prior to the termination and if a hearing is required, prior to the suspension or demotion.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    Fair Credit Reporting Act; 15 USC 1681 et seq.
                               ORC    124.32; 124.33; 124.34; 124.36
                                            3319.04; 3319.081; 3319.083

CROSS REF.:    GBQ, Criminal Record Check

CONTRACT REF.:    Classified Staff Negotiated Agreement

 

 

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File:  GEA

CLASSIFIED STAFF POSITIONS
(Non-Bargaining Unit)

All classified staff positions are created only with the approval of the Board.  It is the Board’s intent to maintain a sufficient number of positions to accomplish its goals and objectives.

Before any new position is established, the Superintendent presents for the Board’s approval a job description for the position.

Although positions may remain temporarily vacant, or the number of persons holding the same type of position may be reduced in the event of required staff reduction, only the Board abolishes a position which it has created.

The Superintendent/designee keeps all job descriptions current and presents recommended changes to the Board for approval.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    124.11; 124.18; 124.34
                                            3319.081
                                            OAC    3301-35-03

 

 

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File:  GEB-1

CLASSIFIED STAFF CONTRACTS AND COMPENSATION PLANS
(Non-Bargaining Unit)

Contracts

All newly hired, regular classified staff employees, including regular hourly rate and per diem employees, serve a probationary period of not less than 90 workdays nor more than one year.  If such employees successfully complete this probationary period, they are considered as permanent employees.

Compensation Plans

In determining and developing salary schedules for classified staff other than administrators, the Board considers the responsibilities of the position, the qualifications needed, past experience of the individual and years of service credit.

Salaries for classified staff are reviewed and established annually by the Board upon the recommendation of the Superintendent.

In compliance with State law, employees are notified in writing by July 1 of their salary for the following school year.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    Chapter 124
                                            3317.12
                                            3319.081-3319.083; 3319.088

CROSS REF.:    GDB, all subcodes (relating to compensation)

 

 

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File:  GEB-2

ADMINISTRATIVE STAFF CONTRACTS AND COMPENSATION PLANS
(Non-Bargaining Unit)

A.    This policy shall govern the employment of any administrator in a position, other
        than Superintendent and Treasurer, for which the Board requires an
        administrative license from the Ohio Department of Education, including a
        business manager, assistant superintendent, principal, assistant principal, a
        professional pupil services employee or administrative specialist or an equivalent
        of either one who is not employed as a school counselor and spends less than
        fifty percent of the time employed teaching or working with students.

        This policy also shall govern the employment of any nonlicensed administrator in
         a position with job duties that enable the person to be considered as either a
         "supervisor" or a "management level employee," as defined in state collective
         bargaining law.

B.    The Board shall execute a written contract of employment with each administrator
        it employs. The term of this contract shall not exceed three years. The Board shall
        execute a written contract of employment with each administrator it reemploys. If
        that person has been employed as an administrator in the district for two years or
        more, the term of the contract shall be for not less than two years but not more
        than five years. Pursuant to this policy, the Superintendent may recommend the
        term of the contract of a person who has been employed by the district as an
        administrator for two years or more may be one year, but all subsequent contracts
        granted to the administrator shall be for a term of not less than two years and not
        more than five years.

C.    An administrator’s contract shall specify the administrator’s position and duties
        as included in the job description for the position, the salary and other
        compensation to be paid for performance of those duties, the number of days to
        be worked, the number of days of vacation leave, if any, and any paid holidays in
        the contract year.

D.    The Board may establish a salary schedule for its administrators and provide
        notice of annual salary to each administrator not later than July 1.

E.    Based upon prior experience, the Superintendent may recommend placement of
        any newly employed administrator between steps one through eight of the
        appropriate pay level.
   
F.    Based upon the recommendation of the Superintendent, the Board may add
       annual merit pay increases between one percent (1%) and three percent (3%) to
       an administrator’s placement on the salary schedule. The Superintendent may
       consider factors including, but not limited to, enrollment, added responsibilities
       and duties, overall performance and building awards.

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G.    In accordance with law, including the rulings and regulations of the IRS and STRS/
        SERS, the Board shall “pick-up” an administrator’s share of STRS/ SERS
        contributions on the administrator’s behalf.  It is the intention of the Board that this
         “pick-up” amount be included in the administrator’s compensation for the
         purpose of calculating retirement benefits.

H.    When a person with continuing service status as a teacher in the district becomes
        an administrator, or when a person employed as an administrator later attains
        continuing service status in a teaching position, that person retains this status in
        the non-administrative position as provided in state law.

I.    The Board may reemploy an administrator at any regular or special meeting held
      during the period beginning on the first day of January of the calendar year
      immediately preceding the year of expiration of the employment contract and
      ending on the last day of March of the year the employment contract expires.  The
      Board shall consider the Superintendent’s recommendation in all contract actions.

J.    An administrator is, at the expiration of the current term of employment, deemed
       reemployed at the same salary plus any increments that may be authorized by the
       Board, unless the administrator notifies the board in writing to the contrary on or
       before the first day of June, or unless, on or before the last day of March of the
       year in which an administrator’s contract of employment expires, the Board either
       reemploys the administrator for a succeeding term or gives written notice of its
       intention not to reemploy the administrator. 

       The term of reemployment of a person deemed reemployed shall be one year,
       except that if the Board has employed an individual as an administrator for three
       years or more, the term of reemployment shall be two years.

K.    The Board shall consider evaluations based upon this policy in deciding whether
        to renew the contract of employment of an administrator.  The Superintendent or
       designee shall conduct evaluations.

L.    Evaluations shall measure the administrator’s effectiveness in performing the
       duties included in the job description for the position, and the evaluation process
       set forth in this policy is intended to provide time to show progress in correcting
       the deficiencies identified in the process. 

M.    All administrators shall be evaluated according to the following schedule.   In any
        school year that the administrator’s contract of employment is not due to expire, at
        least one evaluation (“yearly evaluation”) shall be completed in that year.  A written
        copy of the yearly evaluation shall be provided to the employee no later than the
        end of the administrator's contract year.

        The Superintendent/ designee also may conduct additional evaluations at any
        time before an administrator’s yearly evaluation if the Superintendent/ designee
        determines that the administrator’s performance is unsatisfactory based on the
        duties included in the administrator’s job description and any performance
        objectives established by the Superintendent/ designee.

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         In the school year that the administrator's contract of employment is due to
         expire, a preliminary evaluation and a final evaluation shall be completed in that
         year.  A written copy of the preliminary evaluation shall be provided to the
         administrator at least 60 days prior to any action by the Board on the
         administrator's contract of employment.  The final evaluation shall indicate the
         Superintendent's intended recommendation to the Board regarding a contract of
         employment for the administrator.  A written copy of the final evaluation shall be
         provided to the administrator at least 5 days prior to the Board's acting to renew
         or not renew the contract.

N.    Before taking action to renew or nonrenew the contract of an administrator under
        this policy and prior to the last day of March of the year in which the
        administrator’s contract expires, the Board shall notify the administrator of the
        date that the contract expires and that the administrator may request a meeting
        with the Board.  Upon request by the administrator, the Board shall grant the
        administrator a meeting in executive session.  In that meeting, the Board shall
        discuss its reasons for considering renewal or nonrenewal of the contract.  The
        administrator shall be permitted to have a representative, chosen by the
        administrator, present at the meeting.

O.    If the Board fails to provide evaluations pursuant to this policy, or if the Board fails
        to provide at the request of the administrator a meeting as prescribed in this
        policy, the administrator automatically shall be reemployed at the same salary
        plus any increments that may be authorized by the Board for a period of one year,
        except that if the administrator has been employed by the district as an
        administrator for three years or more, the period of reemployment shall be for two
        years.

P.    The evaluation procedures in this policy shall not create an expectancy of
        continued employment.  Nothing in this policy shall prevent the Board from making
        the final determination regarding the renewal or nonrenewal of the contract of any
        administrator.

Q.    Except by mutual agreement of the administrator and the Board, no administrator
        shall be transferred during the life of a contract to a position of lesser
        responsibility.  Administrative contracts may be terminated, suspended or
        reduced by the Board pursuant to state law and applicable Board policies.  The
        salaries and compensation prescribed by these contracts shall not be reduced by
        the Board unless such reduction is a part of a uniform plan affecting the entire
        district.

R.    The Board may request an alternative license valid for employing a
        superintendent or administrative specialist, conforming with Ohio law.

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S.    The Board will require the Superintendent to establish residency in the District
        attendance boundaries within 12 months of appointment.  The Board encourages
        other central office administrators and principals to reside within District
        boundaries.

[Adoption date:  October 21, 2004]
[Revised October 20, 2005]
[Revised January 18, 2007[

LEGAL REFS.:    ORC    3319.01; 3319.02; 3319.11; 3319.12; 3319.225
                                            4117.01
                               OAC    3301-35-03(A)(8)

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File:  GEB-3

ADMINISTRATIVE STAFF SALARY SCHEDULES
(Non-Bargaining Unit)

Administrative Salary Index and Building Administrators Contractual Work Year

1.    Contractual Work Year

               A.    All building administrators’ contractual work year shall be from August 1
                       through July 31.  However, the number of administrator workdays for a
                       succeeding contractual year may begin in July if mutually agreeable to
                       the division supervisor and building administrators.

              B.    The number of workdays for each administrator shall be those adopted by
                      the Board for the administrator’s salary index.

2.    Contractual Work Calendar

             A contractual administrative work calendar shall be prepared each year and
             approved by the appropriate division supervisor.

             B.    Copies of the calendar shall be provided to the Superintendent.

            C.    Deviations from the contractual work calendar must be requested by the
                    administrator and approved in writing by the division supervisor, who shall
                    forward such approval to the Superintendent for attachment to the 
                    administrator’s contractual work year calendar.

            D.    Building Administrators contracted for 220 workdays may accumulate
                    banked comp time (not to exceed five (5) days per year) for time spent
                    above and beyond the expected administrative workday. All banked time
                    must be documented and approved by the Director of Education and so
                    noted on the approved contractual work calendar.

[Adoption Date:  October 21, 2004]
[Revised Date:  October 20, 2005]

 

 

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File:  GEB-R-1 & 2

 

2015-16 Aministrative Salary Schedule
Level 1 through Level 13

 

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File:  GEBA

CLASSIFIED STAFF SALARY SCHEDULES
(Non-Bargaining Unit)

The Board develops salary schedules which:

    1.    adequately provide for the retention of those classified staff employees who are
           rendering satisfactory and efficient service in the school system and

    2.    provide employees with a financial projection by indicating the salary which may
           be provided by a salary schedule.

Such schedules take into account the qualifications required, the responsibilities of the position and work experience.  Initial placement on the schedule may take into consideration the employee’s previous experience.

An employee must serve two-thirds of his/her particular work year in order to qualify for the yearly increment on a salary schedule.

In compliance with law, employees are notified in writing by July 1 of their salaries for the ensuing year.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    3317.12
                                           3319.081; 3319.082; 3319.083; 3319.088

 

 

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File:  GEBA-R

GENERAL OFFICE PERSONNEL SALARY INDEX
Non-Bargaining Unit Members

 

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File:  GEBA-2-R

CLASSIFIED STAFF SALARY SCHEDULES
(Non-Bargaining Unit)

Administrative Salary Index and Building Administrators Contractual Work Year

    1.    Contractual Work Year

               A.  All building administrators’ contractual work year shall be from August 1
                      through July 31. However, the number of administrator workdays for a
                      succeeding contractual year may begin in July if mutually agreeable to the
                      division supervisor and building administrators.

               B.   The number of workdays for each administrator shall be those adopted
                      by the Board for the administrator’s salary index.

     2.     Contractual Work Calendar

              A.    A contractual administrative work calendar shall be prepared each year
                     and approved by the appropriate division supervisor.

              B.    Copies of the calendar shall be provided to the Superintendent.

              C.    Deviations from the contractual work calendar must be requested by the
                      administrator and approved in writing by the division supervisor, who
                      shall forward such approval to the Superintendent for attachment to the
                      administrator’s contractual work year calendar.

(Approval date:  October 21, 2004)

 

 

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File:  GEBB

STAFF FRINGE BENEFITS
(Non-Bargaining Unit)

In addition to basic salary, benefits are recognized by the Board as an integral part of the total compensation plan for staff members.

The benefits extended to eligible classified staff employees are designed to promote their present and future economic security and to provide the financial incentives for skill development that benefit the District.

The Board will pick up the percentage of the employee’s share of mandatory SERS contributions for non-certificated/non-licensed employees as specified in previously approved individual employment contracts and collective bargaining agreements, in addition to the Board’s share of such contributions.  These pick-ups may be provided to future employees or in future employment contracts and/or collective bargaining agreements provided said pick-ups comply with the terms of this policy, Internal Revenue Service rulings and Chapter 3309 of the Ohio Revised Code.

Such contributions, if provided as a salary reduction pick-up, although designated as employee contributions, will be treated as paid by the Board and that the contributions on behalf of the employees in the groups that are subject to this action, although designated as employee contributions, will be paid by the Board in lieu of employee contributions through the salary reduction method.

Such contributions, if provided as a fringe benefit pick-up, although designated as employee contributions, will be paid by the Board and that the contributions on behalf of the employees in the groups that are subject to this action, although designated as employee contributions, will be paid by the Board in lieu of employee contributions.  The individual employment contracts shall specify whether these contributions will be treated as additional compensation for retirement purposes.

In addition, employees in the groups that are subject to this action are not permitted from and after the date of the pick-up to have any cash or deferred election right with respect to designated employee contributions and that such employees are not permitted to opt out of the pick-up or to receive the contributed amounts directly instead of having them paid by the Board to SERS.

This action shall apply with respect to all further such contributions for the certificated/licensed employees.

[Adoption date:  October 21, 2004]
[Revision date:   December 18, 2008---IRS Ruling 2006-43]

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File:  GEBB

LEGAL REFS.:    ORC    9.83; 9.90
                                            3309
                                            3313.20-3313.211
                                            3319.084-3319.087; 3319.141; 3319.142
                                            3917.04
                                            4123.01
                                            4141.29; 4141.291
                                            IRS Ruling 2006-43

CROSS REF.:    EI, Insurance Management

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File:  GEBC

CLASSIFIED STAFF FRINGE BENEFITS
(Non-Bargaining Unit)

In addition to basic salary, benefits are recognized by the Board as an integral part of the total compensation plan for staff members.

The benefits extended to eligible classified staff employees are designed to promote their present and future economic security and to provide the financial incentives for skill development that benefit the District.

[Adoption date:  October 21, 2004]

LEGAL REFS.:   ORC  9.83; 9.90
                                         3313.20-3313.211
                                         3319.084-3319.087; 3319.141; 3319.142
                                         3917.04
                                         4123.01   
                                         4141.29; 4141.291

CROSS REF.:    EI, Insurance Management

 

 

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File:  GEBD

STAFF LEAVES AND ABSENCES
(Non-Bargaining Unit)

Leaves and absences granted to the staff are for the purposes of helping them maintain their physical health, taking care of family and other personal emergencies and discharging important and necessary obligations.

All requests for long-term leaves of absence are submitted by the Superintendent, together with his/her recommendations, to the Board for its action.

[Adoption date:  October 21, 2004]
[Revised date:  October 20, 2005]

LEGAL REFS.:    Family and Medical Leave Act; 29 USC 2611 et seq.
                               ORC    124.38-124.39
                                            3313.20; 3313.211
                                            3319.13; 3319.141; 3319.143

CROSS REF.:    GBR, Family and Medical Leave

 

 

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File:  GEBD-R

CLASSIFIED STAFF LEAVES AND ABSENCES
(Non-Bargaining Unit)

Number of Days and Reasons

The number of personal days/hours and the reasons for requesting personal leave for all non-bargaining unit classified employees shall be the same as established in the MCTA Negotiated Agreement.  The number of sick leave days/hours shall be .08 day/hour per contracted day/hour of employment rounded to the nearest 1/4 hour.  The reasons for taking sick leave shall be the same as established in the MCTA Negotiated Agreement.

Unauthorized Absence

Absence from work is governed by Board policy, the MCTA Negotiated Agreement and/or state statutes.  Employees who are absent from work because of sickness, personal leave or other leave provisions shall comply with the procedures covering these categories.

Any absence that falls outside of the categories contained in the MCTA Negotiated Agreement or Board policies must receive approval of the Superintendent before the absence.  Without prior approval, the absence is considered unauthorized.

Time Off Without Pay for Non-Bargaining Unit Classified Employees

No non-bargaining unit classified employee will be permitted to take time off without pay except in emergency situations.  Employees whose spouses have vacation during the school year will be considered for time off without pay providing the employee’s attendance record has been good.  (Extended illness for which medical attention was required and documented are excluded.)

Employees who require time off without pay must fill out a “Request for Time Off Without Pay” form.  Their previous attendance record will be reviewed by their immediate supervisor and written approval given by the supervisor prior to the employee taking such time off.

Report to Work on Calamity Days

Non-bargaining unit classified employees are required to report to work on calamity days.  Exceptions shall be established by the Superintendent and first line supervisor

(Approval date:  October 21, 2004)

 

 

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File:  GEBD-E

REQUEST FOR TIME OFF WORK WITHOUT PAY

Name _________________________        Date of Request ___________________

Position _______________________        Building _________________________

I hereby request time off work without pay from ___________ to ______________ in
                                                                                       Date                         Date
accordance with all administrative procedures.  I understand that permission must be granted prior to any unpaid leave being taken. 

This will amount to a total of _______ days/hours off work.

The reason(s) for my request:

______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

____________________________
Signature of employee

______________________   _____________________      Approved/Disapproved
Signature of Supervisor/Principal      Date Received                       Circle One

Comments: ____________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

________________________   ____________________    Approved/Disapproved
Signature of Supervisor/Designee             Date                                   Circle One

All requests must have prior approval by the Superintendent/designee.

 

 

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File:  GEBE

CLASSIFIED STAFF VACATIONS AND HOLIDAYS
(Non-Bargaining Unit)

Vacations
Non-bargaining unit classified personnel will be eligible for vacation.  Those employed for 11 or more months will receive vacation with pay in accordance with the MASE Negotiated Agreement or, in the case of non-bargaining unit, 12-month employees, the following schedule:  0-9 years of continuous employment is15 days, 10 – 18 years of continuous employment is 20 days, 19+ years of continuous employment is 25 days.  Vacation days will be earned and recorded on a monthly basis.

Holidays
The following holidays have been established as paid holidays:  New Years Day, Martin Luther King Day, President’s Day,  Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Day following Thanksgiving, Day before Christmas, Christmas Day and Day Before New Year’s Day, + one “Floating Holiday” mutually agreed upon by the immediate supervisor.  If Independence Day, Christmas Day or New Year’s Day falls on a Saturday, an alternate day will be scheduled.  If these days fall on a Sunday, employees will not be required to work on Monday.  Additionally, employees are eligible for paid holidays only if they work the day before and the day after the holiday.

Not all non-bargaining unit classified employees are entitled to the above paid holidays.  Because various classifications of personnel are scheduled to work a different number of months during the calendar year, all employees will be informed of the specific holidays to which their particular job classification is entitled by the Superintendent.

Unused Vacation Leave
Employees of the District who are eligible for vacation days by Board-approved policies shall use all vacation days for which they are eligible during the contractual year (July 1 – June 30) in which such vacation days accrue or by December 31 of the next contractual year.  The Superintendent may extend the deadline past December 31 at his/her discretion.  Any such request must be submitted in writing to the Superintendent.

No employee may be compensated for his/her unused vacation leave except under the following conditions:
    1.    The employee’s resignation or separation from employment occurs too near the
           end of the contract year to permit accrued vacation days to be used.
    2.    Death of the employee occurs prior to the use of accumulated vacation leave,
           with payment for such accumulated, unused vacation leave to be paid to the
           surviving spouse, or in the event there is no surviving spouse, the heir(s) as
           designated by will or by probate.

[Adoption date:  October 21, 2004]
[Revised:            September 21, 2006]

LEGAL REFS.:    ORC    1.14
                                            3319.084; 3319.086; 3319.087

 

 

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File:  GEC/GED

CLASSIFIED STAFF RECRUITING/HIRING
(Non-Bargaining Unit)

The recruitment and selection of suitable candidates for positions is the responsibility of the Superintendent, who confers with principals and other supervisors before making a selection.  An employee may apply for any vacancy for which he/she is qualified.

All appointments to the classified staff are made by the Superintendent, subject to confirmation by the Board.  In making these appointments, the Superintendent carefully observes all pertinent laws as well as any regulations which may be approved from time to time by the Board.

Notice must be given 60 days prior to the date of employment of any person who is or will be retired prior to reemployment with the District.  The notice must state the name of the person to be re-employed and must include the time, date and location of a public meeting which must take place 15 to 30 days prior to employment.

The Board fixes conditions of employment as well as wages, hours and other benefits for classified staff members upon the recommendation of the Superintendent or as determined by the Negotiated Agreement.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    Fair Credit Reporting Act; 15 USC 1681 et seq.
                               ORC    Chapter 124
                                            3319.04; 3319.081 et seq.
                                            3327.10
                                            4141.29
                               OAC    3301-35-03(A)

CROSS REFS.:    AC, Nondiscrimination
                                GBA, Equal Opportunity Employment
                                GBQ, Criminal Record Check
                                GCC, Certificated Staff Recruiting

 

 

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File:  GED-1-R

CERTIFICATED STAFF HIRING
(Administrators Both Certificated and Classified)

Staff Involvement in Selecting Certificated Employees

The following procedures may be applicable to the process of selecting certificated personnel for employment in the District.

    1.    Screening:  The initial screening of applicants may be done by the appropriate
            personnel administrator for each of the three divisions:  secondary, elementary
            and school services.

    2.    Interviews:  Interviews may take place in the building to which the person
           employed will be assigned or at some central location.

    3.    Final Selection:  The building administrator may have a major role in the
           selection process. In the event that the division supervisor and building
           administrator cannot reach an agreement, both administrators shall confer with
           the Superintendent.

    4.    Teachers, department chairpersons and an assistant principal, if applicable,
           from the applicant’s assigned area may be included on the selection committee
           whenever practical and possible.

Procedures for Selecting Certificated and Classified Administrators

The following procedures shall be applicable to the process of selecting certificated and classified administrators for employment in the District:

    1.    Desired skills and criteria shall be established by the Superintendent or
           designee.  These skills and/or criteria shall include, but not be limited to, level of
           education, prior experience and specific skill levels that are desired.

    2.    Screening:  The initial screening of applicants shall be done by the
           Superintendent or designee.

    3.    Initial Interview Committee shall consist of two or more administrators, one or
           more teachers and the Superintendent.  The committee’s purpose will be to
           select the two best candidates who will become finalists.

    4.    Final Interviews:  The two administrators and the Superintendent will conduct the
           final interviews and arrive at a recommendation to submit to the Board.

    5.    Confidentiality of Interviews:  All applications and interviews associated with
           administrative personnel selection will be kept confidential.

(Approval date:  October 21, 2004)

 

 

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File:  GED-2-R

CERTIFICATED STAFF HIRING
(Retired Administrators)

When circumstances dictate, and in order to maintain continuity of the District’s educational program, the employment of previously retired administrative personnel to fill administrative vacancies may be recommended to the Board so long as all of the following conditions are met.

       1.  An individual’s administrative contract is negotiated with the Superintendent
            and Board of Education.
       2.  All individual employment contracts expire at the end of the contract period
            without action by the Board or notice of expiration to the individual
            administrative employee.
       3.  A previously retired administrator must execute a written waiver of any
            evaluation procedures and potential automatic reemployment pursuant to
            applicable provisions of law.
       4.  A previously retired administrator must waive eligibility for continuing contract
            status as a teacher in the District, no matter his/her length of post-retirement
            service or the number of administrative contracts issued.
       5.  No previously retired administrator has any expectation of or right to future
            employment.
       6.  No previously retired administrator is eligible to participate in any retirement
            incentive program offered by the Board including, but not limited to, severance
            allowance.
       7.  Previously retired administrators are eligible for health and other insurance
            benefits offered by the Board to its regular employees at the Board’s cost, as
            may be adjusted from time to time.
       8.  A previously retired administrator must hold a valid license issued by the Ohio
            Department of Education pursuant to State law, and may be employed in the
            District under a temporary administrative license.
       9.  In the event a reduction in force is necessary, previously retired administrators
            are released before any limited contract administrators and are not eligible for
            recall. Previously retired administrators affected by a reduction in force may be
            subsequently rehired at the Board’s discretion.
     10.  Previously retired administrators are entitled to all benefits available to
            administrative employees, unless otherwise limited by contract or the specific
            provisions of this regulation.
     11.  Previously retired administrators return to employment with no sick leave
             balance, but may accumulate sick leave once re-employed.

(Approval date:  October 21, 2004)
[Revised date:    October 20, 2005]

 

 

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File:  GEE

PART-TIME, TEMPORARY AND SUBSTITUTE CLASSIFIED STAFF EMPLOYMENT
(Non-Bargaining Unit)

Part-time, temporary and substitute classified staff are employed as necessary for the efficient operation of the District.

The District maintains lists of persons qualified to serve in various support positions so that substitutes and temporary help may be obtained as needed.  The Board approves such persons for substitute and temporary employment on the recommendation of the Superintendent.

Part-time, temporary and substitute classified staff employees are paid in accordance with hourly rates established by the Board.  Substitute and temporary employees are entitled to sick leave at the rate established by law.  Regularly employed, part-time employees are entitled to sick leave on a prorated basis, based on a full-time schedule.  Other privileges and benefits may be provided to regularly employed part-time employees.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    124.27
                                            3319.081; 3319.141

 

 

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File:  GEF

CLASSIFIED STAFF ORIENTATION
(Non-Bargaining Unit)

Administrators of the District are responsible for the orientation of new classified staff personnel so that they may clearly understand:

    1.    the responsibilities of the position to which they have been assigned;

    2.    the person or persons to whom they are directly responsible;

    3.    the objectives of the department to which they are assigned and

    4.    how to acquire professional and technical assistance when needed.

[Adoption date:  October 21, 2004]

 

 

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File:  GEI

CLASSIFIED STAFF ASSIGNMENTS AND TRANSFERS
(Non-Bargaining Unit)

The assignment and transfer of all classified staff are the responsibility of the Superintendent. Promotional transfers are made only by the Board upon the recommendation of the Superintendent.  A request for transfer may be made in writing to the Superintendent.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    Fair Credit Reporting Act; 15 USC 1681 et seq.
                              ORC    124.32
                                           3319.01
                              OAC    3301-35-03(A)

CROSS REF.:    GBQ, Criminal Record Check

 

 

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File:  GEKA

CLASSIFIED STAFF EXTRA DUTY
(Non-Bargaining Unit)

The Board recognizes that it may be necessary for classified staff employees to work more than 40 hours during a given work week.  The Superintendent/designee establishes regulations governing overtime provisions.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    Fair Labor Standards Act; 29 USC 201 et seq.
                              ORC    124.18
                                           3319.086

CROSS REFS.:    GCBB, Certificated Staff Supplemental Contracts
                                 KG, Community Use of School Facilities (Equal Access)

 

 

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File:  GEKA-R

CLASSIFIED STAFF EXTRA DUTY
(Non-Bargaining Unit)

    1.    Hours worked means all hours during which the individual is required to be on
           duty.  This is generally from the required starting time to normal quitting time.

            A.    Meal periods do not count as hours worked unless the individual is
                    required to perform work duties during the meal period.

            B.    Break periods of 20 minutes or less count as work time.

            C.    Hours for which an employee is compensated for sick leave, but during
                    which he/she does not actually work, are not computed as “hours worked”
                    for the purposes of determining overtime eligibility.

    2.    Individuals who begin work earlier or work later than their assigned hours must
           receive prior authorization from their immediate supervisor.

    3.    Individuals who work more than 40 hours during any work week may be
           awarded compensatory time off.  Compensatory time is awarded at the rate of
           one and one-half hours for each hour of overtime worked.

           A.    Compensatory time may be accrued up to 240 hours (160 overtime hours). 
                   The employee is compensated for time worked beyond this maximum
                   accrual at the rate of one and one-half times his/her normal hourly rate of
                   pay.

           B.    Efforts are made to permit the use of compensatory time as the time
                   mutually agreed upon by the employee and his/her supervisor.  When the
                   employee’s absence would unduly disrupt the District’s operations, the
                   District retains the right to postpone compensatory time usage.

          C.    Individuals with unused compensatory time who are terminated or who
                  terminate their employment are paid for unused compensatory time
                  according to the following:  the rate of compensation is not less than the
                  average regular rate received by the employee during the last three years of
                  his/her employment or the final regular rate received by the employee,
                  whichever is higher.

    4.    Employees covered by this policy are required to complete a daily time record
           showing actual hours worked.  Failure to maintain or falsification of such
           records may be grounds for disciplinary action.

(Approval date:  October 21, 2004)

 

 

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File:  GEL

CLASSIFIED STAFF DEVELOPMENT OPPORTUNITIES
(Non-Bargaining Unit)

Classified staff training and development is essential to the efficient and economical operation of the schools.

All classified staff employees are encouraged to grow in job skills and to take additional training which improves their skills on the job.  Building principals assist in the training of classified staff assigned to their respective buildings.

The Superintendent may grant absences to attend meetings, conventions, conferences or workshops of local, state or national associations which serve to advance the welfare of the District through the upgrading and strengthening of the support service.

[Adoption date:  November 18, 2004]

LEGAL REF.:    OAC    3301-35-03

 

 

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File: GEM-1

CLASSIFIED STAFF TUITION REIMBURSEMENT
(NON-BARGAINING UNIT)

1.   The Board of Education believes that continuing education for professional growth
       is beneficial to the quality of our employees. With that in mind, the Board of
       Education will allocate annually a $3,000 pool of money to be used for tuition
       reimbursement for all full time * Non-Bargaining unit members (NB) on a first come
       first serve basis.
2.    Each full-time, annually contracted NB unit member shall be reimbursed $100 per
       semester hour up to a maximum of $400 * annually for undergraduate, graduate
       level or technical trade course work taken at an accredited college/university or
       institution of higher learning. The course(s) taken shall be directly related to their
        job function (or potential area of employment) and shall be judged on the direct
       benefit to the District. Prior approval of the Superintendent / Designee will be
       required.  Tuition Reimbursement shall be made in October of the school year
       following the earned credit for courses taken. To be eligible for Tuition
       Reimbursement,  NB unit members must meet the following criteria:

       a.    Must have submitted and had approved by the Superintendent/Designee the
              proper application form.
       b.    Must show evidence of successful completion (with a B or above) of course
              work by September 15th  of the reimbursement year and submit appropriate
              documentation (grade sheets, transcripts) of hours completed.
       c.    Must be employed by Miamisburg City Schools for the next school year.

3.    Eligibility for reimbursement will be on a first-come, first-served basis until the
       $3,000 pool has been depleted.
4.    Denial of reimbursement by the Superintendent/Designee shall not be subject to
       any grievance process.

*Employees regularly scheduled for 8 hours per day 261 day contracts are defined as full time and will receive the full $400 allotment. The tuition reimbursement for other employees regularly scheduled to work less than “full time” will be on a pro-rated basis in relation to the 2088 hours worked full time.

[Adoption date:  October 21, 2004]
[Revised date:    October 20, 2005]

 

 

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File:  GEM-2

ADMINISTRATIVE TUITION REIMBURSEMENT
(NON-BARGAINING UNIT)

Graduate Tuition Reimbursement

1.    The Board of Education and Association believe that continuing education for
        professional growth is beneficial to the quality of administrative program. With
        that in mind, the Board of Education will allocate annually a $3,200 pool of money
        to be used on a first come, first serve basis.

2.    Each full-time, annually contracted administrator shall be reimbursed at the rate of
       $200 per semester hour, up to a maximum of $800 annually for graduate level
        course work taken at an accredited university. The course work taken shall be in
        the field of education or the administrator’s area of responsibility. All work taken
        shall have the prior approval of the Superintendent or his Designee and shall be
        judged on the potential for direct benefit to the District. Graduate Tuition
        Reimbursement shall be made in October of the school year following the
        receiving of credit for courses taken. To be eligible for Graduate Tuition
        Reimbursement, administrators must meet the following criteria:
        a.    Must have submitted and had approved by the Superintendent/Designee the
               proper application form.
        b.    Must show evidence of successful completion (with a B or above) of course
               work by September 15 of the reimbursement year and submit appropriate
               documentation of hours completed. (grade card, transcripts)
        c.    Must be employed by Miamisburg City Schools for the next school year
               unless RIFed or non-renewed by the Board of Education.

3.    Eligibility for reimbursement will be on a first-come, first-served basis until the
       $3,200 pool has been depleted.

        Applications will be accepted beginning September 1 through August 31 on a
        first-come, first-served basis.

[Adoption date: October 20, 2005]

 

 

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File:  GEN (Also AFD)

EVALUATION OF CLASSIFIED STAFF
(Non-Bargaining Unit)

Regular evaluation of all classified staff is intended to bring about improved services and to provide a continuing record of the service of each employee and evidence on which to base decisions relative to assignment and reemployment.

The Superintendent establishes a continuing program of performance evaluation for the classified staff.  The program includes written evaluations and a means of making the results known to the evaluated employee.

The services of all classified staff employees are evaluated at least once each year.  Procedures used in the evaluation process are subject to Board approval or in accordance with the Negotiated Agreement and/or State law.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    Chapter 124
                                           Chapter 4117
                                                          3319.081
                               OAC    3301-35-03(A)(8)

 

 

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File:  GENA

EVALUATION CRITERIA OF CLASSIFIED STAFF
(Non-Bargaining Unit)

Organizational Skills and Work Product Results
            1.    Utilizes and understands the benefits of teamwork
            2.     Provides work products / services that consistently meet district
                    standards.
            3.    Prioritizes and completes reports and records by deadlines.
            4.    Uses appropriate problem-solving skills to improve the office process
            5.    Works with minimal assistance or supervision to complete tasks
            6.    Implements District policies and programs in an effective manner

Self Management
           1.    Attends work regularly and arrives on time
           2.    Uses good judgment and makes efficient use of time.
           3.    Gathers data, weighs alternatives to solves problems effectively
           4.    Deals with pressure, obstacles and interruptions positively
           5.    Adapts to new situations
           6.    Looks for opportunities to improve work process
           7.    Is willing to assist and work cooperatively with others
           8.    Shares and is receptive to new ideas
           9.    Follows rules and regulations and works in a safe manner.

Communications / Public Relations
          1.    Demonstrates friendliness, respect, patience and sensitivity to others
          2.    Deals with school issues through established channels
          3.    Maintains confidentiality in all matters pertaining to the District
          4.    Receives, listens and reacts in a timely manner to all communication and
                 suggestions
          5.    Organizes and expresses ideas effectively in oral and written
                 communication
          6.    Communicates with and gets along with students, employees, parents and
                 patrons
          7.    Demonstrates cooperative relationships with other administrators.

Leadership
          1.    Demonstrates initiative within areas of responsibility.
          2.    Makes decisions objectively and decisively.
          3.    Anticipates problem areas and is alert to ways to lessen their seriousness
                 and repetition.

Professional Improvement
         1.    Reacts positively to constructive feedback and to change
         2.    Attempts to implement suggestions for improvement.
         3.    Formulates and achieves appropriate personal objectives for professional
                improvement.
         4.    Demonstrates a knowledge of current  trends and developments in
                technology.

[Adoption Date:  October 20, 2005]

 

 

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File:  GEO

EVALUATION OF ADMINISTRATIVE STAFF
(Central Office Administrators Non-Bargaining Unit)

A.    General

        Central office administrators shall be evaluated according to the procedures set
        forth in this policy. These administrators include all licensed and nonlicensed
        administrators employed by the Board pursuant to R.C. 3319.02, except
        principals and assistant principals.

B.    Evaluation

        1.    Responsibility for Evaluation:  The Superintendent/ designee shall be
               responsible for the evaluation of central office administrators.

        2.    Evaluation Criteria:  The evaluation of each central office administrator shall
               measure the administrator's effectiveness in performing the duties included in
               the job description for the position.  The Superintendent/ designee may
               establish performance objectives based on the duties in the administrator’s
                job description and, as a matter of discretion, may address those objectives
               in the administrator’s evaluation report.

    3.    Yearly Evaluations:  In any school year that a central office administrator’s
           contract of employment is not due to expire, at least one evaluation (“yearly
           evaluation”) shall be completed in that year.  A written copy of the yearly
           evaluation shall be provided to the administrator no later than the end of that
           contract year.
       
           The Superintendent/ designee also may conduct additional evaluations at any
           time before a central office administrator’s yearly evaluation if the
           Superintendent/ designee determines that the administrator’s performance is
           unsatisfactory based on the duties included in the administrator’s job
           description and any performance objectives established by the Superintendent/
           designee.

    4.    Final Year of Contract Evaluations:  In the school year that the central office
           administrator’s contract of employment is due to expire, a preliminary evaluation
           and a final evaluation shall be completed in that year.  A written copy of the
           preliminary evaluation shall be provided to the administrator at least 60 days
           prior to any action by the Board on the administrator's contract of employment. 
           The final evaluation shall indicate the Superintendent's intended
           recommendation to the Board regarding a contract of employment for the
           administrator.  A written copy of the final evaluation shall be provided to the
           administrator at least 5 days prior to the Board's acting to renew or not renew
           the contract.

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File:  GEO

5.     Evaluation Procedures:  At the conclusion of each evaluation, the Superintendent/
        designee will:
           
         a.    Document the results on the district’s evaluation report form; 

         b.    In the school year that the central office administrator’s contract of
                employment is due to expire, a designee conducting evaluations will forward
                a copy of the final evaluation report to the Superintendent for review,
                signature, and timely delivery to the administrator; and

        c.    Sign and ensure the timely delivery of all other evaluation reports to the
               administrator.

6.    No Expectancy of Continued Employment:  The evaluation procedures in this
       policy shall not create an expectancy of continued employment.  Nothing in this
       policy shall prevent the Board from making the final determination regarding the
       renewal or nonrenewal of the contract of any central office administrator.

[Adoption date:  October 21, 2004]
[Revised:  January 18, 2007]

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File:  GEO - B

EVALUATION OF ADMINISTRATIVE STAFF
(Building Administrators Non-Bargaining Unit

A.    General

        Building principals and assistant principals (collectively hereafter, “principals”)
        shall be evaluated according to the procedures set forth in this policy.

B.    Evaluation

    1.    Responsibility for Evaluation:  The division supervisor typically will be
           responsible for the evaluation of principals assigned to that division. 
           Additionally, the evaluation of the assistant principal(s) within a building
           generally will be accomplished with the building principal’s participation. 
           However, as a matter of discretion, the Superintendent or his/her designee may
           assume responsibility for the evaluation of any principal at any time during the
           evaluation process.

    2.    Evaluation Criteria:  The evaluation of each principal shall measure the
           principal's effectiveness in performing the duties included in the job description
           for the position.  The division supervisor may establish performance objectives
           based on the duties in the principal’s job description and, as a matter of
           discretion, may address those objectives in the principal’s evaluation report.

    3.    Yearly Evaluations: In any school year that the principal’s contract of
           employment is not due to expire, at least one evaluation (“yearly evaluation”)
           shall be completed in that year.  A written copy of the evaluation shall be
           provided to the principal no later than the end of that contract year.

           The division supervisor or Superintendent also may conduct additional
           evaluations at any time before a principal’s yearly evaluation if the supervisor or
           Superintendent determines that the principal’s performance is unsatisfactory
           based on the duties included in the principal’s job description and any
           performance objectives established by the supervisor.

    4.    Final Year of Contract Evaluations:  In the school year that the principal’s
           contract of employment is due to expire, a preliminary evaluation and a final
           evaluation shall be completed in that year.  A written copy of the preliminary
           evaluation shall be provided to the principal at least 60 days prior to any action
           by the Board on the principal's contract of employment.  The final evaluation
           shall indicate the Superintendent's intended recommendation to the Board
           regarding a contract of employment for the principal.  A written copy of the final
           evaluation shall be provided to the principal at least 5 days prior to the Board's
           acting to renew or not renew the contract.

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File:  GEO - B

    5.    Evaluation Procedures:  At the conclusion of each evaluation, the division
           supervisor will:
           
           a.    Document the results on the district’s evaluation report form; 

           b.    In the school year that the principal’s contract of employment is due to
                  expire, forward a copy of the final evaluation report to the Superintendent for
                  review, signature, and timely delivery to the principal; and

           c.    Sign and ensure the timely delivery of all other evaluation reports to the
                  principal.

     6.    No Expectancy of Continued Employment:  The evaluation procedures in this
            policy shall not create an expectancy of continued employment.  Nothing in this
            policy shall prevent the Board from making the final determination regarding the
            renewal or nonrenewal of the contract of any principal.

[Adoption date:  October 21, 2004]
[Revised:  January 18, 2007, Formerly GEO-R]

 

 

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File: GEP

REDUCTION OF ADMINISTRATIVE WORK FORCE POLICY

In accordance with Ohio Revised Code Section 3319.171, the Board of Education may suspend any contract of employment entered into by the Board under Ohio Revised Code Section 3319.02 in accordance with the following procedures:

1.    The Board, in its sole discretion, may determine to suspend any contract of
        employment entered into under O.R.C. §3319.02 for any of the following reasons: 
        financial conditions of the school district; decreased enrollment of pupils in the
        district, in a school building(s) or a program(s); territorial changes affecting the
        district; return to duty of regular employee contracted under R.C. §3319.02 after a
        leave of absence; closing or suspension of schools; lack of work; abolishment of
        position(s); or for any other reason that the Board deems is in the best interest of
        the district.

2.     In carrying out any suspension of contracts under paragraph 1 above, the Board
        shall proceed to suspend contracts in accordance with the recommendation of
        the Superintendent who shall, within each employment service area affected (that
        is, in which a reduction will occur), give preference to the employee who has
        greater District service time unless the Superintendent deems it necessary to rely
        on other criteria so as to achieve educational and/or administrative goals (e.g.,
        retention of particular skills that are needed, employee experience, employee
        certification/licensure, preservation of programs, compliance with state and
        federal laws) that could not be met by strict adherence to District service time.
        The primary intent is to maintain educational and/or administrative goals. An
        employee suspended from one employment service area shall not displace any
        employee in another employment service area.
 
3.    Employment service areas are as follows: 

        A.    Assistant Superintendent
        B.    Athletic Director
        C.    Attendance Officer
        D.    Coordinator of Safe and Drug Free Schools
        E.    Coordinator of Student Attendance & Services
        F.    Coordinator of Technology/Information Services
        G.    Dean of Students
        H.    Director of Alternative Educational Services
        I.      Director of Assessment & Educational Support
        J.     Director of Business
       K.     Director of Education
       L.     Director of Human Resources
       M.    Director of Pupil Services
       N.    Elementary Principals
       O.    High School Assistant Principals
       P.    High School Principal
       Q.    Licensed District Social Workers
       R.    Middle School Assistant Principal

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File: GEP

      S.    Middle School Principal
      T.    Occupational Therapists
      U.    Psychologists
      V.    Social Workers
     W.    Supervisor- Special Education
      X.    Supervisor of Construction Services
      Y.    Supervisor of Maintenance
      Z.    
Supervisor of Maintenance, Assistant
      AA. Supervisor of Nutrition Services
      BB. Supervisor of Transportation


4.    The Board shall calculate District service time based upon the employee’s
       continuous employment as an administrator by the Board including time on
       approved leaves of absence. If two or more affected employees have the same
       length of continuous administrative employment with the District, then service time
       shall be determined by length of total employment with the District. 

5.    An employee whose contract of employment has been suspended under this
       policy has a right of restoration if and when any position contracted under R.C.
       §3319.02 becomes vacant or is created for which the employee is or becomes
       qualified. Qualified is defined as meeting all necessary certification/licensure
       requirements and the duties identified in the job description for the position. An
       employee has a right of restoration under the conditions identified herein for the
       remaining term of his/her contract under R.C. §3319.02 that has been suspended.
       The employee shall forfeit all rights of restoration at the expiration of the
       suspended contract. 

6.    The Superintendent or designee shall notify any qualified employee of his/her right
       of restoration by a written offer of employment by certified mail to the employee’s
       most recent address on school records. It is the employee’s obligation to keep
       his/her address and status of certification/licensure current on school district
       records. All employees are required to respond in writing, by certified mail to the
       Superintendent within seven calendar days of the posting of the letter from the
       Superintendent or designee. The qualified employee with the most District service
       time will be given the position unless the Superintendent deems a deviation is in
       the best interest of the district.  Any employee who fails to respond within seven
       calendar days, or who declines to accept the position, shall forfeit all rights of
       restoration to a position under this policy and/or R.C. §3319.02. 

Approval date:  March 19, 2007
Revision date:  April 18, 2013 [Addition of Supervisor of Construction Services]

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File:  GEPA

REDUCTION IN CLASSIFIED STAFF WORK FORCE
(Non-Bargaining Unit)

Whenever it becomes necessary to reduce the classified staff because of financial reasons, job abolishment, management re-organization, lack of work or in the interest of economy, the procedures set forth by the Board govern the rights of employees affected by the reduction.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    124.32; 124.321
                                            4141.29

 

 

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File:  GEPAB

CLASSIFICATION PLAN FOR ADMINISTRATIVE/CLERICAL
PERSONNEL
EXCLUDED FROM COLLECTIVE BARGAINING UNITS

1.    Unclassified Employees:

        A.    O.R.C. 124.11(A)(7)(a) – Administrators and teachers required to have
                licenses or certificates under O.R.C. 3319.22.

        B.    O.R.C. 124.11(A)(8) – Three administrative/clerical support employees
                employed by the Board of Education, designated as follows:  Secretary to
                the Superintendent, Assistant Treasurer, and EMIS Secretary.

2.    Classified Employees:

        Classifications

        Secretary to Treasurer (III)*

        Secretaries to Director(s) or to Assistant Superintendent
        (261-day secretaries and 220-day secretaries)

        Assistants to the Treasurer (IV)
        (payroll assistant and payables assistant)

        Central Office Secretaries (IV)
        (human resource secretary and pupil services secretary)

        Financial Assistant (V)

        Help Desk Coordinator (V)

        Secretaries – General (VI)*
        (transportation, maintenance, nutrition services, athletics, building secretaries,
        Central office receptionist/secretary, and other secretaries)

        Secretary to Secure Substitute Teachers (VII)
    _________________________________
    *Individuals occupying these positions as of April 1, 2007, who were paid in a
     higher wage category for the same position on that date shall continue to be paid
     according to such higher paying wage category so long as they continuously remain
     employed in the position held on April 1, 2007.

[ Adoption date:  April 19, 2007 ]

 

 

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File:  GEPB

RESIGNATION OF CLASSIFIED STAFF MEMBERS
(Non-Bargaining Unit)

Any classified staff member may terminate his/her contract of employment with the District by filing a written notice with the Treasurer 30 days prior to the effective date of termination.

[Adoption date:  October 21, 2004]

LEGAL REF.:    ORC    3319.081

 

 

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File:  GEPCA

SEVERANCE PAY
(Non-Bargaining Unit)

At the time of retirement from the District, a severance amount calculated by a prescribed formula applied to the employee’s unused sick leave and daily rate of pay at the time of retirement from the District is granted to certificated staff employees in compliance with the Negotiated Agreement and State law.  Upon payment of severance pay, the retiring employee’s sick leave accumulation is reduced to zero.

Administrators who have retired under the rules of the State Teachers Retirement System are not eligible for severance pay based upon a subsequent retirement.

The severance pay is based upon the individuals per diem salary at the time of retirement times one-fourth, or 25% of the individuals accumulated sick leave up to 180 days plus 10% of the individuals second 100 days (181-280) plus 25% of the third 100 days (281-380) with a maximum of 80 days.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    ORC    9.90
                                           124.39

CONTRACT REF.:    Teachers’ Negotiated Agreement

 

 

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File:  GEPD

SUSPENSION, DEMOTION AND TERMINATION OF CLASSIFIED STAFF MEMBERS
(Non-Bargaining Unit)

The employment of classified staff members may be terminated for violation of written policies and regulations as set forth by the Board or for incompetency, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, sexual battery, certain ethics violations, conflict of interest or any other acts of misfeasance, malfeasance or nonfeasance.

The Board may also suspend an employee for a definite period of time or demote, with or without pay, an employee for these same reasons.

The action of the Board to terminate the contract of any employee or to suspend or demote him/her is done in compliance with all statutory and constitutionally mandated procedures, including the opportunity for a hearing prior to the termination and if a hearing is required, prior to the suspension or demotion.

[Adoption date:  October 21, 2004]

LEGAL REFS.:    Fair Credit Reporting Act; 15 USC 1681 et seq.
                              ORC    124.32; 124.33; 124.34; 124.36
                                           3319.04; 3319.081; 3319.083

CROSS REF.:    GBQ, Criminal Record Check

 

 

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File:  GER

DAILY COMPUTATION RATE
(Administrative and Non-Bargaining Unit)

The formula to be used in the calculation of the daily rate used in the attendance incentive and/or severance pay for all personnel employed on a 12-month basis, shall be as follows:

        Contracted days minus vacation days minus paid holidays = the number of days
        to use to calculate the daily rate.

        Example                  Contracted Days     260
                                          Vacation Days*       -20
                                          Total Days               240
                                          Holidays                   -10
                                                                           230

                            Contracted Salary  $23,000

        Daily Rate: $23,000/230 days = $100.00 per day

The subtraction is the actual number of earned vacation days by position, such as 10, 15, 20 or 25 days.

Actual number of paid holidays is not included in the total workdays.

[Adoption date:  January 20, 2005]

 

 

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File:  GES

SEVERANCE AND RETIREMENT INCENTIVE PLANS FOR CERTIFICATED AND NON-CERTIFICATED ADMINISTRATORS AND ALL OTHER NON-BARGAINING UNIT MEMBERS

File:  GES

Effective July 1, 2015 certificated/licensed and non-certificated administrators and other non-bargaining unit member employees retiring under the minimum requirements as determined by the Ohio State Teachers Retirement System (STRS) or Ohio School Employees Retirement system (SERS) shall receive severance pay under the following conditions:                                           

Days of Sick Leave

Percent Payment

Maximum Prorated Days

0-100

25%

25

101-200

27.5%

27.5

201-300

33%

33

301-400*

40%

40

                        *Maximum of 400 days counted towards payout (though unlimited accumulation allowed).

Payment will be made only once and such payment shall eliminate all sick leave credit accrued by the employee.  Payment will be made to the VOYA accumulated leave plan in accordance with all the plan requirements and regulations.  Prior to the notification of intent to retire you must establish an account with VOYA for the accumulated leave payment.  If for any reason an employee is not eligible for the VOYA accumulated leave plan, then payment will either be in a lump sum or a plan approved annuity.

Payments will be made into the plan upon presentation to the Treasurer/CFO of the Board a copy of the retiree’s first (1st) retirement check.

After receipt of the retirement letter from the employee the Board will approve the retirement in a public meeting.  Neither the Board nor the employee may withdraw from this action after Board approval of the retirement.

At least two (2) weeks prior to retirement, the employee must send a written notice to the Superintendent of his/her intent to retire.

[Approval date:  April 25, 2002, January 20, 2005]
                            [Revised: May 15, 2008]
                            [Revised: June 25, 2015]        

LEGAL REFS.:            ORC 9.90, 124.39

CONTRACT REFS: Teachers’ Negotiated Agreement
Takes the place of GCPCA

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File:  GET

ATTENDANCE INCENTIVE
(All Non-Bargaining Unit Members)

The Board agrees to reward all non-bargaining unit employees for exemplary attendance based on the chart below.  Payments will be based on semester attendance and paid accordingly:

                                                        1st Semester       2nd Semester

                    0 days absent                   $150                    $250
                    1 day absent                       $75                    $100
           
Any classified employee or 220-day administrator who does not use a personal leave day during the school year and who qualifies for the attendance incentive in both semesters will be able to convert one of their three personal days in the following school year to an unrestricted day.  That unrestricted day may be for any reason. Its use shall not count against any perfect attendance incentive. Its use will count against use of personal days and will therefore not allow the teacher to convert a personal day to an unrestricted day in the year following its use.

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