Policy Manual‎ > ‎

Section GC-Personnel

Section GC

                        CAUTION!  --   When printing you must highlight policy and hit selection in print range or ALL policy pages will print. 

Table of Contents

GC                              Professional Staff

GCA                           Professional Staff Positions

GCB                           Professional Staff Contracts and Compensation

GCBA                         Instructional Staff Contracts/Compensation/Salary Schedules

GCBA-R                     Professional Staff Contract/Compensation Salary

GCBC                        Professional Staff Supplementary Pay Plans/Overtime

GCBD                        Professional Staff Fringe Benefits

GCCAH                      Professional Staff Educational Leave

GCE/GCF                  Professional Staff Recruiting/Hiring

GCE/GCF-R              Professional Staff Recruiting/Hiring

GCG/GCGA              Part-Time and Substitute Professional Staff Employment

GCHA/GCHB            Mentor Teachers/Administrators

GCHC                        Professional Staff Induction Program

GCI                             Professional Staff Development

GCKA                         Professional Staff Assignments and Transfer

GCM                           Professional Staff Work Load

GCMC                        Professional Staff Meetings

GCOA                        Evaluation of Instructional Staff

GCOA-R                    Evaluation of Instructional Staff

GCOC                        Evaluation of Administrative Staff

GCOC-R                    Evaluation of Administrative Staff

GCQA                        Instructional Staff Reduction in Force

GCQA-R                    Instructional Staff Reduction in Force

GCQC/GCQD           Resignation of Instructional Staff/Administrative Staff

GCQE                        Retirement of Professional Staff

GCQF                         Discipline, Suspension and Dismissal of Professional Staff

GCR                           Non-school Employment of Professional Staff

GCRD                        Tutoring for Pay

GCS                           Professional Research and Publishing

GCU                           Professional Staff Membership in Professional and Union Organizations

 

 

GC   Professional Staff

Note: Policies and regulations in the GC section (Professional Staff) pertain only to instructional andadministrative staff members.

Teachers shall be in one of these classifications for purposes of the Colorado Teacher Employment, Compensation and Dismissal Act according to the terms of their employment:

1. Teacher. Teacher means any person who holds an initial or professional teacher’s license and who is employed to instruct, direct or   supervise an instructional program. “Teacher” does not include persons holding letters of authorization or the superintendent.

2        Alternative teacher. A person who is participating in an alternative teacher program provided by a designated agency and who holds an alternative teacher’s license.

3        Probationary teacher. A teacher on an annual contract who has not completed three full years of continuous and uninterrupted employment in the district and who has not been re-employed for the fourth year. A year of required service for probationary teachers is defined as a full school year if the period of continuous and uninterrupted employment includes the last 120 school days of the academic year.

4        Substitute teacher. A teacher who performs services for a district for four hours or more during each regular school day, but works on one continuous assignment for a total of less than 90 regular school days, or for less than one semester or equivalent time as determined by the annual school year calendar of the district. Substitute teacher does not include a non-probationary or probationary teacher who is assigned as a permanent substitute teacher within a school district.

5        Itinerant teacher. An itinerant teacher who is employed by a district on a day to day or similar short-term basis as a replacement teacher for a non-probationary teacher, a probationary teacher or a part-time teacher who is absent or otherwise unavailable (no limit on the number of days worked). An itinerant teacher is considered a substitute teacher.

6        Part-time teacher. A teacher who works less than four hours per day.

The Board shall approve all classifications upon the recommendation of the superintendent.

 

LEGAL REFS:   C.R.S. 22-9-103 (1. 5) (definition of licensed personnel)

                        C.R.S. 22-32-109 (1)(f) (board duty to employ personnel)

                        C.R.S. 22-32-109. 7 (specific board duties regarding personnel)

                        C.R.S. 22-60.5-111 (types of authorizations, including military spouse interim authorization)

                        C.R.S. 22-60.5-201 (types of teacher licenses)

                        C.R.S. 22-60.5-201 (3)(b) (licensure reciprocity for out-of-state applicants)

                        C.R.S. 22-60.5-207 (alternative teacher contracts)

                        C.R.S. 22-63-103 (definitions in Teacher Employment Act)

                        C.R.S. 22-63-203 (2)(a)(II) (definition of probationary teacher)

                        C.R.S. 2263-201(2) (hiring of person who holds an alternative license)

                        20 U.S.C. 6319 (definition of highly qualified teacher contained in No Child Left Behind Act of 2001)

                        34 C.F.R. 200.55 (federal regulations regarding highly qualified teachers)

 

Adopted 1990

Revised: April 1997

Adopted: August 4, 1999 (date of manual adoption)

Revised: October 2005

Revised:  November 2009

 

 

Back To The Top

GCA        Professional Staff Positions

All instructional, administrative and supervisory positions in the school district shall be established initially by the Board. All changes in the titles and/or responsibilities of administrative and supervisory positions shall be approved by the Board.

In each case, the Board shall approve the broad purpose and function of the position in harmony with state laws and regulations and approve a statement of job requirements as recommended by the superintendent.

The Board delegates to the superintendent the task of writing job descriptions which must include any essential functions required for specific positions.

 

LEGAL REFS:   C.R.S. 22-32-110 (1)(h) (Board power to terminate employment)

                        C.R.S. 22-60.5-101 et seq. (teacher licensure law)

                        C.R.S. 22-63-101 et seq. (teacher employment law)

                        20 U.S.C. 6319 (teacher requirements under No Child Left Behind Act of 2001)

                        34 C.F.R. 200.55 (federal regulations regarding highly qualified teachers)

                        34 C.F.R. 200.58, 200.59 (federal regulations regarding paraprofessional qualifications)

                       

 

Adopted: July 19, 1977

Revised: 1990

Revised: April 1997

Adopted: August 4, 1999 (date of manual adoption)

Revised:  September 2003

 

 

Back To The Top

GCB        Professional Staff Contracts and Compensation

The Board recognizes that attractive compensation plans–which include an adequate base salary, salary incentives and employee benefits–are necessary to attract and retain well-qualified and able men and women to deliver quality educational services.

It is the Board's intent to review all compensation plans annually with representatives of the district's instructional staff. Once adopted by the Board, these plans of compensation shall be displayed in the Board's policy manual in subcategories of code GCB.

Administrator's salaries shall be determined by Board action with consideration given to the assigned responsibilities and specialized training. Salaries and contracts shall be reviewed annually.

The school district shall adhere strictly to the employment contract procedures established by Coloradostatutes.  C.R.S. 22-63-402 specifically states that a teacher who does not hold a teacher license “shall forfeit all claims to compensation out of school district moneys for the time during which services are performed without such license, authorization or residency.”  When an employee allows his or her license to expire, the district cannot pay him or her under C.R.S. 22-63-402.  The person is in breach of his or her employment contract.  Effective August 1, 2008, if a teacher has an approved license from Colorado Department of Education (CDE) but the license is not on file at the district office the teacher’s pay will be withheld until certificate is on file at the Eaton School District office.

The day a teaching certificate expires with no approval by CDE, the teacher will no longer be allowed to teach and will forfeit their pay during the period when no license was in place.  In extreme circumstances, this may be waived by the superintendent but must be approved in advance.

Contract obligations are mutually binding under Colorado law. These obligations may be dissolved by mutual consent of the contracting parties. Every employment contract issued shall contain a damages clause.

A violation by a teacher or administrator of the contract provisions may, upon the recommendation of the Board, result in the revocation of the teaching license by the State Board of Education as provided by statute.

 

LEGAL REFS:   C.R.S. 22-32-110 (5)

                        C.R.S. 22-32-126

                        C.R.S. 22-61-102

                        C.R.S. 22-63-202

 

Adopted July 19, 1977

Revised 1990

Revised: April 1997

Adopted: August 4, 1999 (date of manual adoption)

Revised:  February 2008

 

 

Back To The Top

GCBA      Instructional Staff Contracts/Compensation/Salary Schedules

The Board annually shall adopt a salary schedule for its regular teaching personnel. The salary schedule adopted by the Board shall remain in effect until changed or modified by the Board in accordance with law. If the Board declares a fiscal emergency during a budget year as allowed by state law, it may reduce salaries for all employees on a proportional basis.

Salary increments shall be conditioned upon evidence of the continued professional growth of the teacher. Within the framework of state statutes, employees who do not comply with the requirements of the Board and state may not be granted salary increases or may not be retained on the staff.  Salary increments shall not be considered as perfunctory and must be approved by the Board annually.

Placement on the salary schedule shall be in accordance with requirements developed by the administration and approved by the Board.

The district shall comply with statutory provisions regarding salary schedules.

 

LEGAL REFS:   C.R.S. 22-32-110 (5)

                        C.R.S. 22-44-115.5 (2)

                        C.R.S. 22-60-107

                        C.R.S. 22-63-401 through 403

                        C.R.S. 22-69-101 et seq.

CROSS REF:    DBK, Fiscal Emergencies

 

Adopted 1990

Revised: April 1997

Adopted: August 4, 1999

Revision:  June, 2008

 

Back To The Top

 

 

GCBA-R  Professional Staff Contract/Compensation Salary                             

Placement on Salary Schedule

New teacher to the district is defined as someone employed in the district for the first time.  Placement on the salary schedule, in accordance with education and years of service, will be at the vertical row that reflects the actual years of service and education (maximum placement is row F) or indicates a minimum raise above the applicant’s current contracted salary (whichever is less).  See salary schedule. For salary schedule placement, the district will only recognize K-12 full-time accredited public/private school teaching experience in which the teacher was certified/licensed.  Only graduate level credits earned after initial certification/licensure are allowed toward placement on the salary schedule.

 

1.      Superintendent Notification

  1. Each individual who expects to progress across the salary schedule must notify the superintendent’s office in writing prior to the last working day of April of the current year. Failure to notify the superintendent’s office in writing will result in the individual not being able to progress across the salary schedule for the following year. The individual may petition the superintendent’s office to waive this requirement in the case of an unusual circumstance. The petition must be submitted by the last working day of June.

 

  1. Employees are responsible for providing documents for salary schedule advancement. Employee selects which credit earned within the last ten years to use for salary advancement with the approval of the superintendent.

 

2.      Credit Review

The school district encourages all certificated employees to earn graduate hours leading to advanced degree programs. However, it is recognized that at times undergraduate hours may meet the needs of a particular teaching situation.

 

  1. Horizontal salary schedule advancement credit will be allowed with prior approval of the superintendent for the following:

1.      Graduate college hours and Colorado Department of Education credit must be related to individual teaching assignments or to district goals. All credits to be used for salary advancement must be completed by August 31 for inclusion on the year’s contract.

2.      Approved credit received within the past ten years may be used for salary advancement. Credit may be used only once for salary advancement.

3.      An individual will be allowed to advance only one horizontal column on the salary schedule per contract year. Movement of more than one column on the salary schedule will only be allowed when persons obtain their master’s degree.

4.      With prior approval a maximum of 2 semester hours of undergraduate credit will be allowed for each 20 hour semester salary schedule advancement.

5.      With prior approval, a maximum of 5 semester hours of Colorado Department of Education credits will be allowed for each 20 hour semester salary schedule advancement, but one of those credits must be taken on a non-contract day.

6.      With prior approval, a maximum of 2 semester hours of special graduate credit for coaching and sponsorship classes will be allowed for each 20 hour semester salary schedule advancement.

 

  1. Credits earned prior to the master’s degree will not transfer beyond the master’s degree column.

 

  1. Credits earned prior to receiving a professional license (teaching certificate) will not apply for movement on the salary schedule.

 

  1. Credit hours counted for salary increase must be submitted to the superintendent’s office by September 15 in order to receive a salary increase for the school year. Where a delay is created by an institution of higher education, the teacher may present an acceptable document until an official transcript is available.

 

3.      Vertical Movement

 

Vertical movement on the salary schedule shall be in accordance with requirements developed by theadministration and approved by the Board.

 

 

Eaton School District RE-2, Colorado

Revision: June 2004

Revision: June 2005

Revision:  June 2008

 

 

 

Back To The Top

GCBC      Professional Staff Supplementary Pay Plans/Overtime

Teachers who are regularly assigned to duties which require extra time or responsibilities over and above their contractual obligations shall receive extra compensation in accordance with a supplementary salary schedule set annually by agreement between the Board and representatives of the instructional staff. Most stipends shall be paid on an annual or seasonal basis, although certain assignments performed at irregular or infrequent intervals may be paid at an hourly rate.

Faculty members to be appointed to extra-compensation positions shall be recommended by the superintendent and approved by the Board. Appointees shall be issued a contract for the terms of the extra employment, stating their particular assignment, its duration and the compensation to be paid.

Coaches shall be paid salaries that are commensurate with the demands of their specific coaching assignments.

 

LEGAL REF:     C.R.S. 22-63-206 (3)

 

Adopted 1990

Revised: April 1997

Adopted: August 4, 1999 (date of manual adoption)

 

 

Back To The Top

GCBD      Professional Staff Fringe Benefits

Benefits in addition to basic salary are recognized by the Board as an integral part of the total compensation plan for staff members. The benefits extended to the professional staff shall be designed to promote their present and future economic security and provide incentive for professional development that will be of benefit to the district.

Employees who work regularly 7 or more hours per day are covered by the district’s group health, dental, and life insurance

All full-time regular licensed employees are eligible for the district’s health insurance plan. These employees also may participate in the district’s tax-sheltered 403 (B), 401 (K), and 457.

School district employees shall participate in the Public Employees' Retirement Association in which both the employee and the school district make monthly contributions, unless the employee is exempt from the statutory requirements for PERA membership.

Workers Compensation

All district employees are covered under the Workmen's Compensation Insurance Plan and shall be entitled to all the prescribed benefits.

 

LEGAL REFS.:  C.R.S. 8-40-101 et seq. through 8-47-101 et seq. (Workers Compensation Act of Colorado)

                        C.R.S. 22-32-110 (1)(j)

                        C.R.S. 24-51-101 et seq. (Public Employees' Retirement Association)

CROSS REF.:   GBGD, Workers Compensation

 

Portions adopted March 14, 1978 and December 17, 1985

Revised 1990

Adopted: August 4, 1999 (date of manual adoption)

Revised: September, 2006

Back To The Top

GCCAH    Professional Staff Educational Leave

Educational leave may be granted under the following circumstances:

1.      Teachers who have completed four consecutive years as a regularly appointed employee in the district, any employee may make application for a leave of absence without compensation for the purpose of travel, study, or other activities.

2.      Such leaves shall be granted for one year or less.

3.      Educational leaves of absence may be granted by the board for the purpose of an overseas teaching position. Such leave shall not exceed four semesters.

 

Adopted July 29, 1977

Adopted: August 4, 1999 (date of manual adoption)

Revised: March, 2007

 

 

 

Back To The Top

GCE/GCF        Professional Staff Recruiting/Hiring

Recruiting

The Board desires the superintendent to develop and maintain a recruitment program designed to attract and hold the best possible personnel, who are highly qualified as defined by the federal No Child Left Behind Act of 2001 (NCLB), in the district's schools.

It is the responsibility of the superintendent, with the assistance of other administrators, to determine the personnel needs of the district in general and of each individual school and to locate suitable candidates to recommend to the Board for employment. The search for good teachers and other professional personnel shall extend to a wide variety of educational institutions and geographical areas. It shall take into consideration the diverse characteristics of the school system and the need for staff members of various backgrounds.

Recruitment procedures shall not overlook the talents and potential of individuals already employed in the district’s schools. Any present employee of the district may apply for a position for which he or she is licensed, highly qualified, and meets other stated requirements.

Background checks

Prior to hiring any person, in accordance with state law the district shall conduct background checks with the Colorado Department of Education and previous employers regarding the applicant’s fitness for employment. In all cases where credit reports are used in the hiring process, the district shall comply with the Fair Credit Reporting Act.

Hiring

There shall be no discrimination in the hiring process on the basis of race, color, creed, sex, sexual orientation, religion, national origin, ancestry, age, marital status or disability.

All candidates shall be considered on the basis of their merits, qualifications and the needs of the school district. The Board directs that recruitment procedures will give preference to candidates who meet the NCLB definition of highly qualified.

All interviewing and selection procedures shall ensure that the administrator directly responsible for the work of a staff member has an opportunity to aid in the selection. However, the final selection for nomination shall be made only by the superintendent.

Appointment of candidates

Nominations shall be made at regular monthly meetings of the Board of Education. Nominations of candidates who are not highly qualified, as defined by the NCLB, will be accompanied with an explanation as to why a highly qualified candidate was not hired for the position. The vote of a majority of the Board shall be necessary to approve the appointment of teachers, administrators or any other employee of the school district. If there is a negative vote by the Board, the superintendent shall submit a new recommendation to the Board for approval.

Upon the hiring of any employee, information required by federal and state child support laws will be timely forwarded by the district to the appropriate state agency.

LEGAL REFS:   C.R.S. 13-80-103.9 (liability for failure to perform an education employment required background check)

                        C.R.S. 14-14-111.5 (Child Support Enforcement procedures)

                        C.R.S. 22-2-119 (duty to make inquiries prior to hiring)     

                        C.R.S. 22-32-109 (1)(f)

                        C.R.S. 22-32-109.7

                        C.R.S. 22-32-126

                        C.R.S. 22-60.5-114 (3) (State Board can waive some requirements for initial license applicants upon request of school district)

                        C.R.S. 22-60.5-201 (licensure reciprocity for out-of-state applicants)

                        C.R.S. 22-61-101
            C.R.S. 22-61-103

                        C.R.S. 22-63-201

                        C.R.S. 22-63-202

                        C.R.S. 24-5-101 (effect of criminal conviction on employment)

                        C.R.S. 24-34-402 (1)

                        C.R.S. 24-72-202 (4.5)

                        15 U.S.C. 1681 et seq. (Fair Credit Reporting Act)

                        20 U.S.C. 6319 (No Child Left Behind Act of 2001)

                        42 U.S.C. 653 (a) (Personal Responsibility and Work Opportunity Reconciliation Act)

                        34 C.F.R. 200.55 (federal regulations regarding highly qualified teachers)

CROSS REF:    GBA, Open Hiring/Equal Employment Opportunity

 

Current practice codified April 1997

Adopted: August 4, 1999 (date of manual adoption)

Revised: October 2005

Revised:  August, 2008

 

 

Back To The Top

GCE/GCF-R     Professional Staff Recruiting/Hiring

Applications of all regular licensed personnel to be employed by the district will be processed according to this procedure. Short-term, temporary or interim appointments may be made directly by the superintendent, subject to the approval of the Board of Education, without following the advertising procedure.

Vacancies

All regular vacancies will be advertised by the department of personnel.

Applications

All applications will be submitted to the personnel office.

Current employees may apply for supplemental pay positions by submitting a letter outlining their qualifications for the position they are seeking.

All applicants will report to the personnel office and complete an application form.

Initial screening and interview

The personnel office will screen applications. The objective of the screening is to:

a.      Determine if the applicant meets the requirements of the No Child Left Behind Act of 2001 (NCLB for designation as a highly qualified teacher).

b.      Determine the suitability of the applicant for the specific position.

c.      Determine those applicants who are most qualified for the position.

d.      Discuss with the applicant any district policies and procedures pertinent to the job and to the employment process.

All certified positions must be interviewed by a committee. This committee should involve the principal, teachers, and when possible, parents.

Background checks

Prior to hiring, and in accordance with state law, the personnel office shall:

·        Conduct a background check through the Colorado Department of Education (the department) to determine the applicant’s fitness for employment.

The department’s records shall indicate if the applicant has been convicted of, pled nolo contendere to, received a deferred sentence, or had his or her license or authorization denied, annulled, suspended or revoked for such crimes. The department shall provide any available information to indicate whether the applicant has been dismissed by or resigned from a school district as a result of an allegation of unlawful behavior involving a child, including unlawful sexual behavior which was supported by a preponderance of evidence according to information provided to the department by a school district and confirmed by the department in accordance with state law.  The department shall also provide information regarding whether the applicant’s license or certification has ever been denied, suspended, revoked or annulled in any state, including but not limited to any information gained as a result of an inquiry to a national teacher information clearinghouse.

Information of this type that is learned from a different source shall be reported by the district to the department.

The department will not disclose any information reported by a school district unless and until the department confirms that the allegation resulted in the person’s name being placed on the state central registry of child protection.

·        Contact previous employers of the applicant to obtain information or recommendations relevant to the applicant’s fitness for employment.

Fingerprinting non-licensed administrators

All non-licensed applicants selected for employment in an administrative position must submit a complete set of fingerprints taken by a qualified law enforcement agency or an authorized district employee and a notarized, completed form (described below) as required by state law.

On the form the applicant must certify either that he or she has never been convicted of a felony or misdemeanor charge, not including any misdemeanor traffic offense, or that he or she has been convicted of a felony or misdemeanor charge (not including any misdemeanor traffic offense). The form must specify the felony or misdemeanor, the date of conviction and the court entering judgment.

The school district will release the fingerprints to the Colorado Bureau of Investigation for the purpose of conducting a state and national fingerprint-based criminal history record check utilizing the records of the Colorado Bureau of Investigation and the Federal Bureau of Investigation.

Although an applicant may be conditionally employed prior to receiving the results, he or she may be terminated if the results are inconsistent with the information provided on the form. The district will notify the district attorney of such inconsistent results for action or possible prosecution.

Credit Reports

The personnel office will not obtain a credit report on an applicant unless the office has first notified the individual in writing, in a document consisting solely of the notice, that the district would like to obtain a credit report and requesting the individual’s written authorization to obtain the report. A credit report will only be requested when the applicant submits a written authorization.

The personnel office will not rely on a credit report in denying an application unless the office has first supplied the applicant with a disclosure that includes a copy of the credit report and a summary of the applicant’s rights. If an application for employment is denied because of the credit report, the personnel office will give the applicant notice that the action has been taken, as well as:

·        the name, address and phone number of the credit bureau supplying the report;

·        a statement that the credit bureau was not involved in the decision to deny the application; and

·        a notice of the individual’s rights to dispute the information in the report.

Selection

In the selection of certified teachers, the principal, and the hiring committee will interview the qualified applicants, and the decision regarding selection will be made by the principal. The principal will do a follow up with an explanation of hire to the hiring committee.

In the selection of head athletic coaches, the principal, the athletic director, and the hiring committee will interview the qualified applicants, and the decision regarding selection will be made by the principal and the athletic director. The principal or the athletic director will do a follow up with an explanation of hire to the hiring committee. In the selection of assistant athletic coaches, the head coach of that sport will be involved in the interview process.

If the principal, athletic director, or head coach, is not available during a vacation period and at a time when a selection must be made, the selection will be made by those applicable persons present under the specific direction of the superintendent.

Contract or job offer

Only the personnel office is authorized to offer new or supplemental pay contracts and/or jobs to current employees or applicants.

Information report to state

In accordance with federal and state law, the personnel office will report the name, address and social security number of every new employee to Colorado State Directory of New Hires, P.O. Box 2920, Denver, CO 80201-2920.

This report, due within 20 days of the date of the hire or on the first payroll after the 20 days have expired, shall be submitted even if the employee quits or is terminated before the report is due. Upon termination, the employee’s last known address and the fact of the termination, and the name and address of the employee’s new employer, if known, shall be reported to the applicable court or agency.

Upon receiving a Notice of Wage assignment, the district shall remit the designated payment within 7 days of withholding the income according to instructions contained in the Notice. Child support withholding takes priority over other legal actions against the same wages

Adopted: August, 1999

Revised: September, 2006

Revised:  August, 2008

Revision:  November, 2008

 

 

Back To The Top

 

GCG/GCGA     Part-Time and Substitute Professional Staff Employment

The Board of Education delegates that each school or department maintain a list of personnel to be used for substitute or part-time employment.

The Board authorizes the superintendent to notify and direct persons on the list to perform such service for the district as may be required on a temporary basis. The Board authorizes principals to notify and direct persons on the list to perform as substitute teachers on a temporary basis as needed.

Authorization by the Board of Education to pay personnel performing services on a temporary basis shall constitute employment by the Board for services provided during the period of time covered by such payment.

Such payment shall not constitute any assurance or offer of continuing employment without specific Board action.

 

LEGAL REFS:   C.R.S. 22-9-106 (1)(b)

                        C.R.S. 22-32-109.7

                        C.R.S. 22-32-109.8

                        C.R.S. 22-60.5-111

                        C.R.S. 22-63-103 (6),(10)

                        1 CCR 301-37, Rules 2202-R-4.09

CROSS REFS:  GCE/GCF, Professional Staff Recruiting/Hiring

                        GCOA, Evaluation of Instructional Staff

                        GDE/GDF, Support Staff Recruiting/Hiring

 

Adopted October 21, 1986

Revised 1990

Adopted: August 4, 1999 (date of manual adoption)

 

 

 

Back To The Top

GCHA/GCHB   Mentor Teachers/Administrators

The building principal shall develop guidelines for selecting mentors to work with initial licensees in the district's induction program. Educators selected as mentors should be those who model outstanding skills and school leadership as teachers, principals or administrators, as appropriate, and who have demonstrated exemplary skills under the district's performance standards.

Principals and supervisors should encourage effective, experienced educators to take advantage of the mentoring program as a staff development opportunity. Those who are selected as mentors should work well with adults, be sensitive to the view­point of others, and demonstrate interpersonal and public relations skills.

To the extent possible, the guidelines for the assignment of mentors shall provide that the mentor is closely matched to the inductee in terms of academic preparation and assignment and be located, when possible, in close proximity to the inductee.

The mentor shall be responsible for long-term orientation of the mentee as the individ­ual prepares for professional licensure. The mentor shall maintain a log of con­tact time and activities completed by the mentor and mentee as part of the induction plan.

The assistance provided through a mentor shall not be part of the district's formal evaluation system. A staff development program shall be available for mentors.

Mentors shall be compensated for their assistance in accordance with district policy or, if the mentor is from another district, at the rate agreed upon between the districts.

Principals/administrators

Mentors for principals and other administrators may be selected from a variety of sources including school district personnel, personnel from other districts and retired administrators.

Mentors selected for principals and administrators with initial licenses shall be:

     Experienced administrators or principals.

     Perceived by colleagues as effective.

     Selected to match the experience of the inductee.

Mentors must:

     Have demonstrated effective communication skills including problem solving and written communication.

     Have demonstrated skills in questioning and giving feedback.                                      

     Be committed to ongoing professional growth.

 

LEGAL REF:     C.R.S. 22-60.5-102(12),(13),(14),(15)

CROSS REF:    GCHC*, Professional Staff Induction Program

 

Adopted: October 2005

 

Back To The Top

GCHC      Professional Staff Induction Program

In accordance with law, the district shall provide an induction program for the continuing professional development of teachers, special service providers, principals and administrators with initial licenses just entering the profession and new to the district.

The district shall join with other school districts which belong to the Centennial BOCES to offer an induction program for the continuing professional development of teachers, special service providers, principals andadministrators with initial licenses just entering the profession and new to the district.

The purpose of the induction program under the educator licensing law shall be to promote purposeful learning by inductees rather than learning about the district and teaching through trial and error. The goal of the district's program is to enhance the job satisfaction of its educators by providing a collegial atmosphere for teaching and learning.

The induction program shall provide for supervision by mentors and ongoing professional development and training, including ethics and performance evaluations in accordance with the district's performance evaluation system.

The district's induction program shall include four major components:

·        Orientation of newcomers to new professional roles

·        Socialization and transition problems normally faced by newcomers to organizations

·        Technical skill refinement and development including ethics

·        Performance assessment

Through the induction program, inductees shall be provided information about Board of Education policies and regulations, local district goals, content standards, and educator roles and responsibilities.

A mentor shall be selected for each inductee to model the professionalism of the teaching staff employed by this district.

It is recognized that the content and experience needed by an inductee will vary, based on each individual's previous experiences prior to receiving an initial license.

The Centennial BOCES shall establish criteria to evaluate an inductee who has successfully completed the program. Among the important criteria shall be completion of activities listed in the inductee's professional growth plan, evidence in the inductee's portfolio of meeting or exceeding the professional educator standards, satisfactory summative evaluation by the supervisor and recommendations by the mentor and supervisor.

The superintendent shall make a recommendation to the BOCES executive director regarding the completion of the induction program. The superintendent shall be responsible for recommending the inductee to the state for a professional license.

Nothing in this policy nor in the induction program itself shall be construed to imply in any manner the establishment of any property rights or expectancy or entitlement to continued employment. A favorable recommendation that an inductee receive a professional teaching license at the conclusion of the induction program is a decision separate and distinct from any decision about continued employment in the district. All employment decisions remain within the sole and continuing discretion of the Board of Education.

District personnel shall establish a process to evaluate the district's induction program so that it fits within the comprehensive district-wide professional growth plan for district personnel.

 

LEGAL REFS:   C.R.S. 22-60.5-102 (7)

                        C.R.S. 22-60.5-114 (2)

                        C.R.S. 22-60.5-201 (1)(c)(I)(B);                                                                           

                        C.R.S. 22-60.5-204 (teachers)

                        C.R.S. 22-60.5-210 (1)(b)(I)(B);

                        C.R.S. 22-60.5-213 (special services providers)

                        C.R.S. 22-60.5-301 (1)(b)(I)(C);

                        C.R.S. 22-60.5-304 (principals)

                        C.R.S. 22-60.5-306 (1)(b)(I)(C);

                        C.R.S. 22-60.5-309 (administrators)

 

CROSS REF:    GCHA/GCHB, Mentor Teachers/Administrators

 

Current practice codified April 1997

Adopted: August 4, 1999 (date of manual adoption)

Revised: November 2005

 

 

Back To The Top

GCI Professional Staff Development

The Board of Education believes that student achievement must drive all professional staff development efforts and that professional development is an indispensable part of overall school improvement. To support these beliefs, the Board is committed to allocating adequate resources, including people, time and facilities, to professional development that is effective.

The superintendent/designee shall develop a professional development program that:

·        Is rigorous, results-based, data –driven and tied to student achievement.

·        Is ongoing and an integral part of each professional staff member’s workday.

·        Uses a variety of approaches and professional development models.

·        Is collaborative, school-centered and involves teachers and administrators in its design.

·        Focuses on teachers as central to student learning, yet includes all other members of the school community

·        Focuses on student learning.

·        Is rich in academic content, learning processes, current research, materials and technologies.

·        Uses the systematic study of student work to improve teaching and learning.

·        Occurs in environments of safety, trust and shared problem solving.

·        Promotes equity.

The professional development program shall be designed to support achievement of the district’s educational objectives, including that all students meet or exceed state and district content standards.

The superintendent shall evaluate the effectiveness of the professional development program on an on-going basis and modify the program accordingly.

Participation in the professional development program is required of teachers and administrtors.

 

LEGAL REFS:   C.R.S. 22-7-407 (2)(e)

                        C.R.S. 22-32-109 (1)(jj)

                        C.R.S. 22-32-109 (1)(n), (z)

                        C.R.S. 22-32-110 (1)(k)

                        C.R.S. 22-60.5-110 (3)(b)

                        1 CCR 301-1, Rule 2202-R-2.05 (2)

CROSS REFS:  ADA, School District Goals and Objectives

                        AE, Accountability/Commitment to Accomplishment

                        AEA, Standards Based Education

                        IA, Instructional Goals and Learning Objectives

 

Adopted July 19, 1977

Revised: April 1997

Adopted: August 4, 1999 (date of manual adoption)

Revised: September, 2006

 

 

Back To The Top

GCKA      Professional Staff Assignments and Transfer

The Board of Education, acting on the recommendations of the superintendent, may transfer licensed personnel from one school position or grade level to another within the district if such transfer does not result in the assignment of that person to a position of employment for which the person is not qualified by virtue of academic preparation and certification of work experience.

The three school years of continuous employment required for the probationary period shall not be deemed to be interrupted if a probationary teacher accepts the superintendence, but the period of time service in such capacity shall not be included in computing the probationary period.

 

LEGAL REFS:   C.R.S. 22-32-126 (3)

                        C.R.S. 22-63-206

 

Adopted July 19, 1977

Revised 1990

Adopted: August 4, 1999 (date of manual adoption)

 

 

Back To The Top

GCM        Professional Staff Work Load

The Board reserves to itself the determination of work loads. However, the Board recognizes that a teachersprimary duty is to teach, and every reasonable effort shall be made to confine teachers activities to this primary responsibility. Therefore, the Board directs the administration to attempt to achieve an equitable distribution of teaching loads.

The work days and year for licensed employees shall be determined by the Board prior to each school year. The adopted calendar shall become part of each employees contract.

 

CROSS REF:    IIB, Class Size

 

Adopted July 1977

Revised 1990

Adopted: August 4, 1999 (date of manual adoption)

 

 

Back To The Top

GCMC      Professional Staff Meetings

Attendance at meetings called by the superintendent and/or any other administrator shall be mandatory for the teaching staff and shall be considered part of their teaching assignment.

 

Adopted July 19, 1977

Adopted: August 4, 1999 (date of manual adoption)

 

 

Back To The Top

GCOA      Evaluation of Instructional Staff

The Board recognizes that sound appraisal of teaching performance is critical in achieving the educational objectives of the school district.  The Board expects its supervisory and administrative staffs to exert reasonable efforts to help and encourage staff members to develop their teaching personalities and instructional abilities to an optimum degree.

In keeping with state law and Board policy, the performance evaluation system shall serve as a basis for the improvement of instruction, enhance the implementation of curricular programs, and measure professional growth and development and level of performance of licensed personnel. The evaluation system also shall serve as the measurement of satisfactory performance and documentation for dismissal for unsatisfactory performance.

The Board shall consult with district administrators, teachers, parents and the advisory school district personnel performance evaluation council in developing the evaluation system.

The basic requirements of the evaluation system shall be:

1.      All licensed personnel, including full-time and part-time teachers, shall be regularly evaluated byadministrators/supervisors who have a principal or administrator license and education and training in evaluation skills which will enable them to make fair, professional and credible evaluations of the personnel whom they are responsible for evaluating.

2.      Evaluations shall be conducted in a fair and friendly manner and shall be based on written criteria which pertain to good teaching and the staff member's particular position.

3.      Standards for satisfactory performance of licensed personnel and criteria which can be used to determine whether performance meets such standards shall be developed.  One of the standards for measuring teacher performance shall be directly related to classroom instruction and shall include multiple measures of student performance. The district personnel performance evaluation council shall be an active participant in the development of standards of performance.

4.      All evaluation standards and criteria shall be given in writing to all licensed personnel and shall be communicated and discussed by the person being evaluated and the evaluator prior to and during the course of the evaluation.

5.      The system shall identify the various methods which will be used for information collection during the evaluation process such as direct and informal observation and peer, parent or student input obtained from standardized surveys. All data on which an evaluation judgment is based will be documented to the extent possible and available for the teacher's review.

6.      The evaluation system shall specify the frequency and duration of the evaluation process which shall be on a regular basis to ensure the collection of a sufficient amount of data from which reliable conclusions and findings may be drawn.  Probationary teachers shall receive at least two documented observations and one evaluation that results in a written report every year.  Non-probationary teachers shall receive at least one documented observation each year and at least one evaluation that results in a written report every three years.

7.      All written evaluation reports shall be specific as to performance strengths and weaknesses, specifically identify when a direct observation was made, identify data sources, and contain a written improvement plan. The written improvement plan shall be specific as to what improvements if any are needed in performance. 

The staff member concerned shall have an opportunity to review the document with the supervisor who makes the evaluation, and both shall sign it. The evaluation document shall be reviewed by a supervisor of the evaluator whose signature also shall appear on it.

If the evaluate disagrees with any of the conclusions or recommendations made in the evaluation report, he or she may attach any written explanation or other relevant documentation.

8.      The system shall contain a process which shall be followed when a teacher’s performance is deemed unsatisfactory. In accordance with state law, this process shall provide for a notice of deficiencies, a remediation plan and an opportunity to correct the deficiencies.

The school district shall conduct all evaluations so as to observe the legal and constitutional rights of licensed personnel. No informality in any evaluation or in the manner of making or recording any evaluation shall invalidate the evaluation. No minor deviation in the evaluation procedures shall invalidate the process or the evaluation report.

Nothing in this policy shall be construed to imply in any manner the establishment of any property rights or expectancy or entitlement to continued employment not explicitly established by statute, Board policy or contract. Neither shall this policy and/or the evaluation system be deemed or construed to establish any conditions prerequisite relative to renewal of contracts, transfer, assignment, dismissal or other employment decisions relating to school personnel.

Unless an evaluator acts in bad faith or maliciously with respect to the application of a procedure associated with the evaluation process, any misapplication of a procedure, failure to apply a procedure or adhere to a prescribed timeline shall not be an impediment to or prevent the Board from modifying an employee's contract status or assignment under the terms of the employment contract and state law. The content of the evaluation, the ratings given and any improvement or remediation plan shall not be grievable under the district’s formal grievance process.

All employment decisions remain within the sole and continuing discretion of the Board of Education, subject only to the conditions and limitations prescribed by Colorado law.

 

LEGAL REFS:   C. R. S. 22-9-101 et seq. (Certificated Personnel Performance Evaluation Act)

                        C. R. S. 22-63-301

                        C. R. S. 22-63-302 (8)

CROSS REFS:  BDFA, District Personnel Performance Evaluation Council

                        GCOE, Evaluation of Evaluators

                        GCQF, Discipline, Suspension and Dismissal of Professional Staff (And Contract Nonrenewal)

 

Adopted: July 19, 1977

Revised: February 18, 1986

Adopted: August 4, 1999 (date of manual adoption)

Revised:  August, 2008

 

 

Back To The Top

GCOA-R Evaluation of Instructional Staff

Evaluations shall be conducted in accordance with state law and Board policy to improve instruction, enhance the implementation of programs in the curriculum, and measure the professional growth and development of personnel and level of performance of each licensed employee.  Evaluations also shall serve as the measurement of satisfactory performance for teachers and documentation for dismissal for unsatisfactory performance.

Even though the evaluation process is designed to encourage and assist licensed employees to perform at a level consistent with the district's standards, the evaluator or the superintendent may recommend to the Board of Education that changes be considered in contract status or assignment.

The procedures necessary to administer and implement the district's evaluation policy are as follows:

 

Initial requirements

All licensed personnel shall be evaluated, including part-time teachers.  An organization chart or comparable document will be prepared to identify the evaluator by title or position for each teacher.  The chart will indicate which position(s) each evaluator will evaluate and which administrator is responsible for evaluating the evaluator.  In most situations, evaluations will be made by the principal or administrator who directly supervised the teacher to be evaluated.

A job description will be developed for each licensed employee which sets forth expectations from the school district for the position.  Similar job descriptions will be used for all employees with similar staff assignments.

Written standards for satisfactory performance will be developed as well as criteria to be used to determine whether a teacher's performance meets district standards.  One of the standards for measuring teacher performance shall be directly related to classroom instruction and shall include multiple measures of student performance.  The district personnel performance evaluation council will actively participate in the development of the standards.

Other criteria will be developed for evaluation of each position prior to the evaluation.  The criteria will relate to the particular position as set forth in the individual's job description and any outcomes which are expected from the position. 

Information will be made available to each teacher about the evaluation system, the evaluation policy and procedures and the responsibilities of the evaluator and teacher.  In addition, all evaluation standards and criteria shall be given in writing to all licensed personnel and shall be communicated and discussed by the person being evaluated and the evaluator prior to and during the course of the evaluation.

Information collection

The evaluator will directly observe the teacher as well as compile other data in accordance with the district's evaluation system.  Peer, parent or student input may be obtained from standardized surveys. 

No evaluation information will be gathered by electronic devices without the consent of the teacher.

The evaluator will identify and document to the extent possible all relevant sources of data used as the basis for any evaluation judgments.

Frequency and duration

Probationary teachers shall receive at least two documented observations and one evaluation that results in a written report every year.  Non-probationary teachers shall receive at least one documented observation each year and at least one evaluation that results in a written report every three years.

Variations will be permitted in this evaluation schedule, whether requested by the evaluator or teacher, when the teacher is notified by the evaluator that an additional evaluation report is necessary for reasons consistent with one or more purposes of the evaluation system.

A report shall not be written until the required documented observations and data collection are completed.  Minor adjustments and variations in the process will be allowed in order to ensure that the evaluation process is thorough and that sufficient data is collected from which reliable findings and conclusions may be drawn.

All evaluations for probationary teachers will be completed before the first working day of April.

All evaluations for non-probationary teachers will be completed by the last working day of the school year. 

Documentation

The evaluator will prepare a written evaluation report at the conclusion of the evaluation process which will include the following:

1.      An improvement plan which is specific as to what improvements, if any, are needed in the performance of the teacher and which clearly sets forth recommendations for improvements including recommendations for additional education and training.

2.      Specific information about the strengths and weaknesses in the performance of the teacher.

3.      Documentation identifying when a direct observation was made.

4.      Identification of all data sources.

The evaluation report will be discussed with the teacher.  Both the evaluator and the teacher will sign the report, and each will receive a copy.  The signature of any person on the report will not be construed to indicate agreement with the information contained therein.  If the teacher disagrees with any of the conclusions or recommendations made in the evaluation report, he or she may attach any written explanation or other relevant documentation.

Each report will be reviewed and signed by a supervisor of the evaluator.

The evaluator will maintain a cumulative file of all pertinent data relating to each teacher's evaluation, including the evaluation report.  This file will be available for the teacher's review and will include any written comments or documents submitted by the teacher.

Unsatisfactory performance

1.      A teacher whose evaluation indicates performance is unsatisfactory will be given a notice of deficiencies.

2.      A remediation plan to correct deficiencies will be developed by the evaluator and the teacher.

3.      The teacher will be given a reasonable period of time to correct the deficiencies and a statement of resources and assistance available to improve performance.

4.      Further evaluations of a teacher on a remediation plan will occur on a different cycle than the annual evaluation, if necessary.

5.      If the teacher's next evaluation shows the teacher is performing satisfactorily, no further action will be taken.

6.      If the teacher's next evaluation indicates the teacher still is not performing satisfactorily, the evaluator either will make additional recommendations for improvement or take any necessary steps to recommend dismissal. 

Appeal

The conclusions of the evaluator will not be subject to further review except as otherwise provided in these procedures.

The teacher may appeal the application of the evaluation procedures by submitting a request for review to the supervisor of the evaluator to determine if the procedures were followed during the evaluation.

Informal evaluations or observations may be made whenever appropriate.

 

Adopted:  August 2008

Back To The Top

 

GCOC      Evaluation of Administrative Staff

The Board shall institute and maintain a comprehensive program for the evaluation of all licensedadministrative personnel, including principals.

The purpose of administrator evaluations shall be to assist administrators in developing and strengthening their professional abilities, improve the instructional program, enhance the implementation of curricular programs, and measure professional growth and development and level of performance of administrators. The evaluation system also shall serve as the measurement of satisfactory performance and documentation for an unsatisfactory performance dismissal proceeding under state law, if applicable.

The evaluation process shall provide for:

1.      Cooperative planning of job performance objectives by administrator and evaluator.

2.      Evaluation in relation to job description and objective accomplishments.

3.      Means for self evaluation.

The Board shall consult with district administrators, parents and the advisory school district personnel performance evaluation council when developing the process for evaluation of licensed administrators.

All licensed administrators or principals that administer, direct or supervise the instructional program shall be evaluated consistent with state law.

The basic requirements of the evaluation system as it pertains to licensed administrators shall be:

1.      The licensed administrators shall be regularly evaluated by properly licensed supervisors who have a principal or administrator license and education and training in evaluation skills which will enable them to make fair, professional and credible evaluations of the personnel whom they are responsible for evaluating.

2.      Evaluations shall be conducted in a fair and friendly manner and shall be based on predetermined written criteria which pertain to the administrator's position.

3.      Standards for satisfactory performance of administrators and criteria which can be used to determine whether performance meets such standards shall be developed. The district personnel performance evaluation council shall be an active participant in the development of standards of performance.

4.      Evaluation standards and criteria shall be given in writing to all administrators and shall be communicated and discussed by the person being evaluated and the evaluator prior to and during the course of the evaluation.

5.      The system shall identify the various methods which will be used for information collection during the evaluation process such as direct and informal observation and peer, parent or student input obtained from standardized surveys. All data on which an evaluation judgment is based will be documented to the extent possible and available for the administrator's review.

6.      The evaluation system shall specify the frequency and duration of the evaluation process which shall be on a regular basis to insure the collection of a sufficient amount of data from which reliable conclusions and findings may be drawn.

7.      All written evaluation reports shall be specific as to performance strengths and weaknesses, specifically identify when a direct observation was made, identify data sources, and contain written improvement plan. The written improvement plan shall be specific as to what improvements if any are needed in performance.

The administrator concerned shall have an opportunity to review the document with the supervisor who makes the evaluation, and both shall sign it. The evaluation document shall be reviewed by a supervisor of the evaluator whose signature also shall appear on it. If the superintendent is the evaluator, the signature shall be that of the president of the Board of Education.

If the administrator disagrees with any of the conclusions or recommendations made in the evaluation report, he or she may attach any written explanation or other relevant documentation.

8.      The system shall contain a process which shall be followed when a principal’s performance is deemed unsatisfactory. In accordance with state law, this process shall provide for a notice of deficiencies, a remediation plan and an opportunity to correct the deficiencies.

The school district shall conduct all evaluations so as to observe the legal and constitutional rights of licensed personnel. No informality in any evaluation or in the manner of making or recording any evaluation shall invalidate the evaluation. No minor deviation in the evaluation procedures shall invalidate the process or the evaluation report.

The superintendent shall make regular reports to the Board concerning the outcome of administrator evaluations.

Nothing in this policy shall be construed to imply in any manner the establishment of any property rights or expectancy or entitlement to continued employment not explicitly established by statute, Board policy or contract. Neither shall this policy and/or the evaluation system be deemed or construed to establish any conditions prerequisite relative to renewal of contracts, transfer, assignment, dismissal or other employment decisions relating to school personnel.

Unless an evaluator acts in bad faith or maliciously with respect to the application of a procedure associated with the evaluation process, any misapplication of a procedure, failure to apply a procedure or adhere to a prescribed timeline shall not be an impediment to or prevent the Board from modifying an employee's contract status or assignment under the terms of the employment contract and state law. The content of the evaluation, the ratings given and any improvement or remediation plan shall not be grievable under the districts formal grievance process.

All employment decisions remain within the sole and continuing discretion of the Board of Education, subject only to the conditions and limitations prescribed by Colorado law.

 

LEGAL REFS:   C. R. S. 22-9-101 et seq. (Certificated Personnel Performance Evaluation Act)

                        C.R.S. 22-32-109 (1)(jj)

                        C. R. S. 22-32-126

                        C. R. S. 22-63-301

                        C. R. S. 22-63-302 (8)

CROSS REFS:  BDFA, District Personnel Performance Evaluation Council

                        GCOE, Evaluation of Evaluators

                        GCQF, Discipline, Suspension and Dismissal of Professional Staff (And Contract Nonrenewal)

 

Adopted July 19, 1977 - Revised February 18, 1986 - Revised: April 1997

Adopted: August 4, 1999 (date of manual adoption)

Revised: September, 2006

 

 

Back To The Top

GCOC-R Evaluation of Administrative Staff

Evaluations shall be conducted in accordance with state law and Board policy to assist licensed administrators in developing and strengthening their professional abilities, improving instruction, enhancing the implementation of programs in the curriculum, and measuring the professional growth and development and level of performance of administrators. Evaluations also shall serve as the measurement of satisfactory performance for administrators and documentation for an unsatisfactory performance dismissal proceeding under state law, if applicable.

Even though the evaluation process is designed to encourage and assist administrators to perform at a level consistent with the district’s standards, the evaluator or the superintendent, if not the evaluator, may recommend to the Board of Education that changes be considered in contract status or assignment.

The procedures necessary to administer and implement the district’s evaluation policy for administrators are as follows:

Initial requirements

All licensed administrators shall be evaluated. An organization chart or comparable document will be prepared to identify the evaluator by title or position for each administrator. The chart will indicate which position(s) each evaluator will evaluate and which supervisor is responsible for evaluating the evaluator.

In most situations, evaluations will be made by the direct supervisor of the administrator to be evaluated. If the superintendent is the evaluator, the Board of Education will perform all duties of the supervisor of the evaluator.

A job description will be developed for each administrative position. The administrator annually will establish job performance objectives in cooperation with the evaluator.

Written standards for satisfactory performance will be developed as well as criteria to be used to determine whether an administrator’s performance meets district standards. The district personnel performance evaluation council will actively participate in the development of the standards.

Other criteria will be developed for evaluation of each position prior to the evaluation. The criteria will relate to the particular position as set forth in the individual’s job description and any outcomes which are expected from the position.

Information will be made available to each administrator about the evaluation system, the evaluation policy and procedures and the responsibilities of the evaluator and evaluate. In addition, all evaluation standards and criteria shall be given in writing to administrators and shall be communicated and discussed by the person being evaluated and the evaluator prior to and during the course of the evaluation.

Information collection

The evaluator will use the most appropriate means of data collection available to assess the administrator’s performance. The data collected primarily will be based on direct observation when appropriate and/or first-hand knowledge of the administrator’s performance.

The evaluation of any administrator may include peer, parent or student input obtained from administratively-selected standardized surveys.

No evaluation information will be gathered by electronic devices without the consent of the administrator.

The evaluator will identify and document to the extent possible all relevant sources of data used as the basis for any evaluation judgments. The administrator’s self evaluation also will be considered as a source of information during the evaluation process.

Frequency and duration

Administrators will be evaluated every year. Each evaluation will result in a written report.

Variations will be permitted in this evaluation schedule, whether requested by the evaluator or administrator, when the administrator is notified by the evaluator that an additional evaluation report is necessary for reasons consistent with one or more purposes of the evaluation system.

A report shall not be written until any required observations and data collection are completed. Minor adjustments and variations in the process will be allowed in order to ensure that the evaluation process is thorough and that sufficient data is collected from which reliable findings and conclusions may be drawn.

All evaluations will be completed before March 1 of each school year.

Documentation

The evaluator will prepare a written evaluation report at the conclusion of the evaluation process which will include the following:

1.      An improvement plan which is specific as to what improvements, if any, are needed in the performance of the administrator and which clearly sets forth recommendations for improvements including recommendations for additional education and training, which may become part of the administrator’s license renewal requirements.

2.      Specific information about the strengths and weaknesses in the performance of the administrator.

3.      Documentation identifying when a direct observation was made.

4.      Identification of all data sources.

The evaluation report will be discussed with the administrator. Both the evaluator and the administrator will sign the report, and each will receive a copy. The signature of any person on the report will not be construed to indicate agreement with the information contained therein. If the administrator disagrees with any of the conclusions or recommendations made in the evaluation report, he or she may attach any written explanation or other relevant documentation.

Each report will be reviewed and signed by a supervisor of the evaluator.

The evaluator will maintain a cumulative file of all pertinent data relating to each administrator’s evaluation, including the evaluation report. This file will be available for the administrator’s review and will include any written comments or documents submitted by the administrator.

Unsatisfactory performance – principals

1.      A principal whose evaluation indicates performance is unsatisfactory will be given a notice of deficiencies.

2.      A remediation plan to correct deficiencies will be developed by the evaluator and the principal.

3.      The principal will be given a reasonable period of time to correct the deficiencies and a statement of resources and assistance available to improve performance.

4.      Further evaluations of a principal on a remediation plan will occur on a different cycle than the annual evaluation, if necessary.

5.      If the principal’s next evaluation shows the principal is performing satisfactorily, no further action will be taken.

6.      If the principal’s next evaluation indicates the principal still is not performing satisfactorily, the evaluator either will make additional recommendations for improvement or take any necessary steps to recommend dismissal or transfer.

Appeal

The conclusions of the evaluator will not be subject to further review except as otherwise provided in these procedures.

The administrator may appeal the application of the evaluation procedures by submitting a request for review to the supervisor of the evaluator to determine if the procedures were followed during the evaluation.

Informal evaluations or observations may be made whenever appropriate.

Approved: February 18, 1986

Adopted: August 4, 1999 (date of manual adoption)

Revised: September, 2006

Revised:  August, 2008

Revised:  July 2009

 

 

Back To The Top

GCQA      Instructional Staff Reduction in Force

A justifiable reduction in the number of teaching positions occurs when the Board determines that a fiscal exigency exists and/or program change is to be made that requires cancellation of one or more teacher contracts.  In the event of a potential reduction in force, the following policy and accompanying regulation shall apply and any cancellation of a teacher’s employment contract shall be in accordance with this policy and accompanying regulation.  This policy and accompanying regulation shall not apply to teacher dismissals,nonrenewals or other personnel actions.

Definitions

For purposes of this policy and accompanying regulation, the following definitions shall apply.

1.      “Cancellation of employment” means the cessation of employment of a teacher during the term of the teacher’s contract when there is a justifiable reduction in the number of teaching positions in the school district for reason(s) of fiscal exigency and/or program change.

2.      “Teacher” means any person who is defined as a teacher under the Teacher Employment, Compensation, and Dismissal Act of 1990, C.R.S. 22-63-101 et seq.

3.      “Fiscal exigency” means any significant decline in the Board of Education’s ability to fund the operationsof the district as a result of a decline in student enrollment, restrictions on revenues, increased costs or any other action, event or condition that may cause the district’s current or projected budget to be insufficient to adequately meet the district’s current or projected needs.  A fiscal exigency may exist based solely upon current revenue and expenditure projections.

4.      “Program change” means the elimination, curtailment or reorganization of curriculum, programs or operations, or a reorganization or consolidation of two or more individual schools.  A program change may or may not be related to a fiscal exigency.

5.      “Day” means each calendar day; provided, however, that if the deadline for any action under this policy or accompanying regulation falls on a Saturday, Sunday or official school holiday, the next following day that is not a Saturday, Sunday or official school holiday shall be the deadline for such action.

Board of Education’s preliminary determination and statement

If the Board determines a fiscal exigency exists and/or program change is to be made and such determination may require the cancellation of employment of one or more teachers, it shall adopt a statement that reasonably identifies the fiscal exigency and/or program change and reasons therefore. This statement shall be transmitted to the superintendent and made available to district faculty. The Board shall establish the actual number of teacher contracts to be canceled or the amount of teacher salaries and benefits to be reduced consistent with the Board’s authority to establish educational programs within the district.

Superintendent’s action

Within 30 days after receiving the Board’s statement the superintendent shall submit to the Board recommendations for the cancellation of employment of particular teachers. In making these recommendations, the superintendent shall not be limited to considering only the teachers in the area(s) or program(s) designated by the Board in its adopted statement.

When cancellation of a teaching position occurs within any particular endorsement area, the contracts of first-year probationary teachers who are occupying such positions shall be canceled first. If further reductions are necessary, cancellation of contracts of second and third year probationary teachers and non probationary teachers shall be considered as a group. In accordance with state law, this provision shall not create any express or implied property right or contract right for second- and third-year probationary teachers.

The superintendent may consider the following factors in recommending a teacher for cancellation of employment:

1. The needs of the district.

2. Professional experience including experience as an administrator.

3. Education.

4. Length of service.

5. Merit.

Board action

The Board shall either accept or reject the superintendent’s recommendations for cancellation of employment of particular teachers.  Notice to individual teachers and any resulting cancellation of employment shall then be in accordance with this policy’s accompanying regulation.

 

LEGAL REFS:   C.R.S. 22-60-101 et seq. (teacher licensure law)

                        C.R.S. 22-63-101 et seq. (Teacher Employment, Compensation, and Dismissal Act of 1990)

                        C.R.S. 22-63-103(11) (definition of teacher)

                        C.R.S. 22-63-202 (3) (cancellation of employment contracts-reduction in force)

 

Adopted: June 15, 1982

Revised: April 1997

Adopted: August 4, 1999 (date of manual adoption)

Revised:  August, 2008

Revised:  April, 2010

 

 

Back To The Top

GCQA-R  Instructional Staff Reduction in Force

The following procedures shall be followed in effecting a reduction in the instructional staff work force.

1.      Notice to individual teacher

If, after receiving the superintendent’s recommendations, the Board intends to consider the cancellation of employment of any teacher, it shall cause written notice to be given to each teacher whose contract might be considered by the Board for cancellation.  The Board shall not be limited to considering only those teachers listed in the superintendent’s recommendations.  The written notice shall include a copy of the Board’s statement adopted pursuant to the accompanying policy, a copy of that portion of the superintendent’s recommendations for cancellation of teacher contracts that pertains to the teacher receiving the notice (if applicable), and a copy of the accompanying policy and this regulation.  Notice shall be served upon the teacher personally or by certified or registered mail to the teacher’s address as it appears in the school district’s records.  It shall be the teacher’s responsibility to ensure that the district has the teacher’s current address on file.

2.      Review of individual cancellations

Within 10 days after receiving such notice, a teacher may request a hearing.  The request must be in writing, addressed to the president of the Board.  The request for a hearing must specify the grounds on which the teacher relies and a short statement of facts that the teacher believes support the contention. When appropriate, more than one case may be heard at the same time.  The hearing may be held by the Board or by a hearing officer selected by the Board.

The hearing shall be limited to the following issues:

a.   was there a rational basis for the Board’s determination that a fiscal exigency exists and/or program change was necessary or appropriate?

b.   was the cancellation procedure arbitrary or capricious?

c.   was the decision to cancel the employment of the teacher arbitrary or capricious?

The Board shall consider the teacher’s request for hearing and shall schedule a hearing to be held within 14 days after the request is received.  The teacher shall be given at least seven days’ notice of the hearing. 

3.      Conduct of hearing

The hearing shall be conducted informally and, upon request of either party, in private.  The teacher may be represented by counsel.  The district will have no obligation to pay for the service of counsel representing the teacher.  A recorded transcription of the proceedings shall be made and maintained and copies of the transcript shall be made available at the expense of the party who makes the request.

Unless otherwise mutually agreed, the hearing shall begin with the teacher’s presentation, limited to those grounds specified in the request for a hearing and supported by testimonial and documentary evidence.  The superintendent, superintendent’s designee or the district’s counsel may then present testimonial and documentary evidence in rebuttal of the teacher’s contentions or in support of the decision to cancel the teacher’s employment contract.  The Board or hearing officer may establish other procedural rules as appropriate.

After the district completes its presentation, the Board shall consider the matter.  When there is a hearing officer, the hearing officer may take the matter under advisement.  The hearing officer shall make written findings of fact and conclusions as to the issues raised and shall forward these findings and conclusions to the teacher and to the Board within 15 days after the close of the hearing.

4.      Procedure after hearing

If the hearing was conducted by a hearing officer, the Board will be bound by the hearing officer’s findings of fact as long as there is support in the record for such findings.  However, any conclusions drawn from those findings will not be binding upon the Board.

The Board shall act on the hearing officer’s findings and conclusions at its next regular meeting following receipt of the findings and conclusions or at a special meeting called for that purpose. 

If the Board determines that the teacher’s contention has not been established, it will notify the teacher and the superintendent in writing.  Such a determination constitutes the official action of the Board to cancel the teacher’s employment contract effective immediately or at a later date, if such later date is specified in the Board’s action.

If the Board determines that the teacher’s contention has been established, it shall notify the teacher and the superintendent by written notice and may include a decision not to cancel the teacher’s contract.

5.      Exclusive procedure

This procedure is the only procedure that may be used in a reduction in force of teachers.  Any existing procedure for review or examination of an employee discharge, nonrenewal, or grievance is not available for consideration of an issue that arises from a reduction in force.  Similarly, no other personnel action other than reduction in force shall be considered under this procedure.

 

Adopted:  April 2010

 

 

Back To The Top

 

GCQC/GCQD Resignation of Instructional Staff/Administrative Staff

In accordance with state statutes, a teacher or licensed administrator may cancel a contract prior to the beginning of an academic year by giving written notice no later than 30 days prior to the start of the academic year, during an academic year by giving at least 30 days’ written notice, or at any time by mutual agreement with the Board of Education.

A teacher or licensed administrator who fails to honor a contract, except in accordance with the statutes, shall be held responsible for the ordinary and necessary expenses incurred in securing a replacement, or for 1/12thof his or her annual salary, whichever is less. In addition, the teacher's or administrator’s license may be suspended.

A teacher or licensed administrator who resigns during the term of the contract shall be paid the prorated amount of the annual salary for each day the teacher has been on duty.

Mandatory reporting requirements

If an employee resigns as a result of an allegation of unlawful behavior involving a child, including unlawful sexual behavior, which is supported by a preponderance of evidence, the superintendent is delegated the responsibility for notifying the Colorado Department of Education (CDE) as soon as possible but no later than (10) business days after the employee’s resignation.  The superintendent shall provide any information requested by the department concerning the circumstances of the resignation. The district also shall notify the employee that information concerning the resignation is being forwarded to CDE unless such notice would conflict with the confidentiality requirements of the Child Protection Act.

In addition, the superintendent shall immediately notify CDE whenever a licensed employee resigns for any of the following reasons:

1.      The individual is convicted, pleads nolo contendere or receives a deferred sentence or deferred prosecution for a felony or a misdemeanor crime involving unlawful sexual behavior or unlawful behavior involving children.

2.      The individual is convicted, pleads guilty, pleads nolo contendere, or receives a deferred sentence for any of the following offenses:

      a.         any felony, including but not limited to felony child abuse, felony unlawful sexual behavior, a felony offense involving unlawful sexual behavior, and a felony offense involving an act of domestic violence;

      b.         a crime of violence;

      c.         indecent exposure;

      d.         contributing to the delinquency of a minor;

      e.         misdemeanor domestic violence;

      f.          misdemeanor sexual assault;

      g.         misdemeanor unlawful sexual conduct;

      h.         misdemeanor sexual assault on a client by a psychotherapist;

      i.          misdemeanor child abuse;

      j.          misdemeanor sexual exploitation of children;

      k.         misdemeanor involving the illegal sale of controlled substances;

      l.          physical assault;

      m.        battery; or

      n.         a drug-related offense.

1.      When the county department of social services or the local law enforcement agency reasonably believes that an incident of child abuse or neglect has occurred and the school employee is the suspected perpetrator and was acting in an official capacity as an employee of the district.

2.      When the Board reasonably believes that an employee is guilty of unethical behavior or professional incompetence.

 

LEGAL REFS:   C.R.S. 19-3-301 et seq. (Child Protection Act of 1987)

                        C.R.S. 22-32-109.7

                        C.R.S. 22-63-202

                        1 CCR 301-37, Rules 2260-R-15.00

 

Adopted: August 4, 1999 (date of manual adoption)

Revised: September, 2006

Revised:  August, 2008

Revision:  November, 2008

 

 

Back To The Top

GCQE      Retirement of Professional Staff

The Board has no mandatory retirement age for district employees. Employees are encouraged to make their own retirement decisions and to give timely written notice to the Board once a retirement date has been established.

 

LEGAL REFS:   29 U.S.C. 621 et seq.

                        C.R.S. 24-51-101 et seq. (Public Employees' Retirement Association)

 

Adopted: August 4, 1999 (date of manual adoption)

Revised:  August, 2008

 

 

 

Back To The Top

GCQF      Discipline, Suspension and Dismissal of Professional Staff

(And Contract Non-renewal)

The Board of Education shall follow procedures established by law for the suspension and dismissal of teachers.

Full-time probationary teachers, currently employed by the Board, shall be re-employed for the succeeding academic year at the appropriate salary unless the Board does not renew the contract of such teacher pursuant to law.

The superintendent shall be authorized to suspend with pay or place on administrative leave a professional staff member as a disciplinary measure and/or pending an internal investigation when a professional staff member is accused of serious misconduct. The superintendent shall report all such suspensions to the Board at its next meeting and shall make a recommendation if further disciplinary action is warranted.

A teacher shall not be subject to any disciplinary proceeding including dismissal for actions which were in good faith and in compliance with the district’s discipline code, nor shall a contract non-renewal be based on such lawful actions.

The district shall not obtain consumer credit reports on a current employee unless the district is evaluating the employee for promotion, reassignment or retention.  In all cases where credit reports are obtained and/or relied upon for purposes of reassigning, terminating or denying the promotion of an employee, the district shall comply with the Fair Credit Reporting Act.

Mandatory reporting requirements

If an employee is dismissed as a result of an allegation of unlawful behavior involving a child, including unlawful sexual behavior, which is supported by a preponderance of evidence, the superintendent is delegated the responsibility for notifying the Colorado Department of Education (CDE) as soon as possible but no later than (10) business days after the employee’s dismissal.  The superintendent shall provide any information requested by the department concerning the circumstances of the dismissal. The district also shall notify the employee that information concerning the dismissal is being forwarded to CDE unless such notice would conflict with the confidentiality requirement of the Child Protection Act.

If the district learns that a current employee has been convicted of, pled nolo contendere to, or received a deferred sentence or deferred prosecution for a felony or a misdemeanor crime involving unlawful sexual behavior or unlawful behavior involving children, the superintendent shall immediately report this information to CDE.

In addition, the superintendent shall immediately notify CDE when a dismissal action against a licensed employee is based upon the employee’s conviction, guilty plea, plea of nolo contendere, or deferred sentence for any of the following offenses:

      a.         any felony, including but not limited to felony child abuse, felony unlawful sexual behavior, a felony offense involving unlawful sexual behavior, and a felony offense involving an act of domestic violence;

      b.         a crime of violence;

      c.         indecent exposure;

      d.         contributing to the delinquency of a minor;

      e.         misdemeanor domestic violence;

      f.          misdemeanor sexual assault;

      g.         misdemeanor unlawful sexual conduct;

      h.         misdemeanor sexual assault on a client by a psychotherapist;

      i.          misdemeanor child abuse;

      j.          misdemeanor sexual exploitation of children;

      k.         misdemeanor involving the illegal sale of controlled substances;

      l.          physical assault;

      m.        battery; or

      n.         a drug-related offense.

The superintendent shall also notify CDE when:

1.      The county department of social services or the local law enforcement agency reasonably believes that an incident of child abuse or neglect has occurred and the school employee is the suspected perpetrator and was acting in an official capacity as an employee of the district.

2.      The Board reasonably believes that an employee is guilty of unethical behavior or professional incompetence.

LEGAL REFS:   C.R.S. 19-3-301 et seq. (Child Protection Act of 1987)

                        C.R.S. 22-32-109.7

                        C.R.S. 22-32-109.1

                        C.R.S. 22-2-119

                        C.R.S. 22-63-202 (3)

                        C.R.S. 22-63-202 (4)

                        C.R.S. 22-63-203

                        C.R.S. 22-63-301 etseq.

                        1 CCR 301-1, Rules 2260.5-R-15.00

 

Adopted: August 4, 1999 (date of manual adoption)

Revised:  August, 2008

Revision:  November, 2008

 

 

Back To The Top

GCR        Non-school Employment of Professional Staff

Employees shall not at any time engage in any employment or business that would affect their usefulness as employees of the district, would make time and/or energy demands which could interfere with their effectiveness in performing their regular assigned duties, would compromise or embarrass the school district, would adversely affect their employment status or professional standing or would in any way conflict with assigned duties.

Employees shall not engage in any other employment, private business or private interests during the hours necessary to fulfill appropriate assigned duties.

 

Adopted: October 14, 1970

Adopted: August 4, 1999 (date of manual adoption)

 

 

Back To The Top

GCRD      Tutoring for Pay

Teachers shall not tutor for pay any students assigned to their classes or school.

 

Adopted: July 19, 1977

Adopted: August 4, 1999 (date of manual adoption)

Back To The Top

 

GCS         Professional Research and Publishing

The Board recognizes the value of educational research conducted by staff members.  However, all research studies carried out within the school system using district or school data of any kind or staff or students as subjects must be approved in advance by the superintendent or designee.  Only those studies which have value to the school district shall be approved.

The superintendent or designee shall keep a file on topics needing study that shall be shared with staff members at their request.

When human subjects are involved in research, there shall be adequate protection of their rights and welfare. The individual shall be subjected to no serious risk.  Parents of students who are subjects of research or adults if they are the subjects shall be provided an explanation of procedures and their purposes, a description of any possible risks and any benefits to be reasonably expected, an offer to respond to inquiries on procedures, and instruction on the right to refuse to participate or to discontinue participation at any time without prejudice.

Survey, analysis or evaluation of students

Except as otherwise permitted by law, no student shall be required without prior written consent to submit to a survey, analysis or evaluation that reveals information concerning:

1.      Political affiliations or beliefs of the student or the student’s parent/guardian.

2.      Mental and psychological problems of the student or the student’s family.

3.      Sex behavior or attitudes.

4.      Illegal, anti-social, self-incriminating or demeaning behavior.

5.      Critical appraisals of other individuals with whom the student has a close family relationship.

6.      Legally-recognized privileged or analogous relationships, such as those of lawyers, physicians and ministers.

7.      Religious practices, affiliations o beliefs of the student or the student’s parent/guardian.

8.      Income (other than that required by law to determine eligibility for participation in a program or for receiving financial assistance under such program.)

Participation in such research or experimentation programs shall require the prior written consent or the parent/guardian or emancipated minor.

All instructional and supplementary materials used in connection with any research or experimentation program or project shall be available for review by the parents/guardians of students involved in the project.

LEGAL REFS:  20 U.S.C. § 1232h (Protection of Pupil Rights)

                        C.R.S. 22-1-123 (district shall comply with federal law on protection of pupil rights; Colorado provisions regarding surveys, analysis and evaluation of students)

 

CROSS REFS:  JLDAC, Screening/Testing of Students

                        LC, Relations with Education Research Agencies

 

Adoption: November, 2007

 

Back To The Top

 

GCU         Professional Staff Membership in Professional and Union Organizations

Employees are free to join or not join employee organizations.

Decisions affecting the individual employee shall be made without regard to membership or non-membership in such organizations.

 

Adopted: July 19, 1977

Adopted: August 4, 1999 (date of manual adoption)

 

 

Back To The Top