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Section GD-Personnel

Section GD

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Table of Contents

GD                              Support/Classified Staff

GDB                           Support Staff Assignments and Compensation

GDBC                        Support Staff Supplementary Pay/Overtime

GDBD                        Support Staff Fringe Benefits

GDE/GDF                  Support Staff Recruiting/Hiring

GDE/GDF-E              Notarized Statement Form

GDE/GDF-R              Support Staff Recruiting/Hiring

GDG                           Part-Time and Substitute Support Staff Employment

GDO                           Evaluation of Support Staff

GDO-E                       Evaluation Report of Support Staff

GDQB                        Resignation of Support Staff

GDQC                        Retirement of Support Staff

GDQD                        Discipline, Suspension and Dismissal of Support Staff

 

 

GD   Support/Classified Staff

Note: Policies and regulations in this GD section (Support Staff) pertain to classified and non-certificated /licensed staff and cover all categories of clerical personnel, food services personnel, maintenance and custodial personnel, bus drivers, etc.

Definitions

1.      A full-time classified employee is one who works a 35-hour, five-day week.

2.      A part-time classified employee is one who works less than 35 hours per week.

 

Current practice codified April 1997

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

 

 

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GDB        Support Staff Assignments and Compensation

The Board of Education shall establish compensation for support staff members and authorize the superintendent to administer the details of such plans.

 

LEGAL REFS:   C.R.S. 22-32-110 (5)

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

 

Adopted July 19, 1977

Revised: April 1997

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

 

 

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GDBC      Support Staff Supplementary Pay/Overtime

Overtime

The administration shall determine which school district employees are subject to the minimum wage and overtime requirements of federal law. These non-exempt employees shall be paid overtime at the rate of one and one-half times the regular rate of pay for hours worked in excess of 40 in any work week.

Alternatively, in lieu of overtime compensation non-exempt employees may receive compensatory time off at a rate not less than one and one-half hours for each hour of employment for which overtime compensation is required.

A determination as to whether overtime shall be compensated by overtime pay or by compensatory time shall be made prior to the performance of the work.

An employee shall be permitted to use compensatory time within a reasonable period of time after making a request to the supervisor. Such requests shall be granted if the use of the compensatory time does not unduly disrupt the operations of the school district.

A non-exempt employee may accrue no more than 240 hours of compensatory time in accordance with federal law unless the employee's supervisor gives advise that accrual of additional hours is allowed under the law.

All overtime work shall require the advance approval of the employee's principal and/or other immediate supervisor. An effort shall be made whenever possible not to schedule non-exempt employees for more than 40 hours per week.

All hours worked shall be accurately recorded in the manner required by the employee's supervisor.

Rates for supplementary services

District employees who put in extra hours to supervise and/or serve community groups using school facilities shall be paid at the rate established by the Board for such contract services.  Any supplementary pay shall be in accordance with federal law.

 

LEGAL REF:     29 U.S.C. §201 et seq. (Fair Labor Standards Act)

                        29 C.F.R. Parts 510 to 794

CROSS REF:    KF, Community Use of School Facilities

 

Adopted: October 21, 1986

Revised: April 1997

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

Revised:  August, 2008

 

 

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GDBD      Support 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 support 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.

All employees who work 35 hours or more a week for at least 180 days of student attendance shall be eligible for health insurance equal to the single employee classification rate up to a maximum established by the Board. Health insurance shall be provided only through group coverage to employees on payroll deduction.

All employees who work 35 hours or more a week for at least 180 days of student attendance shall be eligible for life insurance in an amount to be established by the Board.

Public Employees’ Retirement Association

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 Workers’ Compensation Insurance Plan and shall be entitled to all the prescribed benefits.

 

LEGAL REFS:   C.R.S. 22-32-110 (1)(j)

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

                        C.R.S. Title 8, Articles 40-52 (relates to Workers’ Compensation)

 

Adopted: October 14, 1970

Revised: 1990

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

 

 

 

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GDE/GDF        Support Staff Recruiting/Hiring

The Board shall establish and budget for classified positions in the school district on the basis of need and the financial resources of the district.

The recruitment and selection of candidates for these positions shall be the responsibility of the superintendent or designee who shall confer with principals and other supervisory personnel in making a selection.  Only qualified paraprofessionals, as defined by the No Child Left Behind Act of 2001, shall be hired to provide instructional support for students in Title I Schoolwide and Targeted Assistance Programs.

All vacancies shall be made known to the present staff.  Anyone qualified for a position may submit a transfer form.

Prior to hiring a 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.

All applicants recommended for a position in the district shall submit a set of fingerprints and a notarized form with information about felony or misdemeanor convictions as required by law.  (This requirement shall not apply to any student currently enrolled in the district applying for a job.)  Applicants may be conditionally employed prior to receiving the fingerprint results.

The Board shall officially appoint all employees upon the superintendent’s recommendation; however, temporary appointments may be made pending Board action.

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.

A new classified employee or regular classified employee appointed to a new position shall serve on an employment-at-will basis.

 

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

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

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

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

                        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) (Board duty to employ personnel)

                        C.R.S. 22-32-109.7 (duty to make inquires prior to hiring)

                        C.R.S. 22-32-109.8 (fingerprinting requirements for non-licensed positions)

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

                        C.R.S. 24-34-402 (1) (discriminatory and unfair employment practices)

 

CROSS REFS:  GBA, Open Hiring/Equal Employment Opportunity

                       

 

Adopted: 1990

Revised: March 12, 1991

Revised: April 1997

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

Revised: October 2003

 

 

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GDE/GDF-E     Notarized Statement Form

NOTARIZED STATEMENT FORM

APPLICANT FOR EMPLOYMENT

EATON SCHOOL DISTRICT RE-2

Eaton, Colorado 80615

 

Under Colorado law no applicant for employment with the Eaton RE-2 School District may be employed unless the applicant has supplied the information on this form. Your employment with the Eaton RE-2 School District cannot be final until you have completely and accurately filled out this form and returned it to the District Office.

 

If any information on this form is incorrect, it may be a basis for termination of your employment with the Eaton RE-2 School District in the future if you are given a position with the school district.

 

1.       Have you ever been convicted of committing a felony or misdemeanor? Do not include misdemeanor traffic offenses or traffic infractions. For purposes of this Statement, a conviction includes a conviction by a jury or a court.

Yes _____ No _____

 

(If you have answered “Yes”, please complete question 2 on this form. If you have answered “No”, please sign the form before a notary as provided below.)

 

2.       For each felony or misdemeanor for which you were convicted, describe specifically the felony of misdemeanor, the date of the conviction, the name and location of the court entering judgment of conviction, the action constituting a conviction, and any subsequent disposition of the matter. You may attach copies of relevant documents. Attach pages as necessary.

 

 

I, __________________________________, having been duly sworn upon oath, do hereby certify the above and attached information to be correct.

 

 

                                                           

                                                            __________________________________________

                                                                        Signature of Applicant

 

The document has been subscribed and affirmed, or sworn to before me in the county of

 

WELD, state of Colorado, this ______ day of ______________, 20___.

 

 

                                                            __________________________________________

                                                                                    Official signature of notary

 

My commission expires _____________________

 

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

 

 

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GDE/GDF-R     Support Staff Recruiting/Hiring

Background checks

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

1.      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 or received a deferred sentence 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.

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

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:

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

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

3.      a notice of the applicant’s right to dispute the information in the report.

Fingerprinting

1.      All applicants selected for employment in a support staff 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 in 2 below) as required by law.

2.      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.

3.      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.

4.      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 shall notify the district attorney of such inconsistent results for action or possible prosecution.

5.      The school district will charge the applicant nonrefundable fee to be determined by the Board to cover the direct and indirect costs of fingerprint processing.  The applicant may pay the fee over a period of 60 days after employment.  The fee will be credited to the fingerprint processing account.

Information report to state

1.      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, Colorado 80201-2920.

2.      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, 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.

3.      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.

Title I paraprofessionals

Prior to hiring paraprofessionals to work in Title I School wide or Targeted Assistance Programs, the personnel office shall determine whether the applicant meets the qualifications required under federal law and regulations.  This only applies if the paraprofessional is paid with Title 1 funds.

 

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

Revised: October 2003

Revised:  August, 2008

Revision:  November, 2008

 

 

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GDG        Part-Time and Substitute Support Staff Employment

The district office shall maintain an authorized 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 district office authorizes principals to notify and direct persons on the list to perform as substitutes on a temporary basis as needed.

Prior to adding a person's name to the school building’s list, a background check shall conduct a background check of the individual.  Such background check may include but not be limited to making an inquiry to the Colorado Department of Education, the Colorado Bureau of Investigation and/or other agencies to determine if there is any information on record indicating that the individual has been convicted of a crime involving unlawful sexual behavior or unlawful behavior with children.

Persons failing to provide the necessary information to conduct such background checks shall not be added to the authorized list.  The decision made by the school district concerning an individual’s fitness to work in the school setting shall be final.

Every person placed on the authorized list shall be given a copy of this policy prior to performing services pursuant to this policy.

 

LEGAL REFS:   C.R.S. 22-32-109.7

                        C.R.S. 22-32-109.8

CROSS REF:    GDE/GDF, Support Staff Recruiting/Hiring

 

Current practice codified: April 1997

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

Revised:  July, 2010

 

 

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GDO        Evaluation of Support Staff

The development of a strong, competent support staff is essential to the smooth functioning of the district. The district expects all employees to make continuous efforts to improve their performance and expects their supervisors to assist them through the supervision and evaluation process. Therefore, the district has established the following as its policy for evaluation of support staff.

·        Evaluation shall be conducted in a fair and consistent manner with the prime objective of improving the performance of the employee.

·        Evaluation for all members of the support staff shall be made no less than once each year.

·        Copies of the written evaluation reports will be made available to the employees who are the subjects of the report. Employees must sign the evaluation form during the conference with the immediate supervisor and/or administrator.

·        Any employee who has reason to question any other matter affecting the employee’s evaluation has the right to request a review of his or her case by the appropriate administrator.

 

Current practice codified: April 1997

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

Revised: March, 2007

 

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GDO-E     Evaluation Report of Support Staff

Eaton School District RE-2

Classified Employee Evaluation Report

 

EMPLOYEE:_____________________________________              POSITION: ______________________________________                                                                      

EVALUATOR: ___________________________________              DATE OF EVALUATION: _________________________

 

                        Rating                                                            Descriptor

7 – 8 Exceeds Expectations:                       results show achievement beyond the job expectations and which exceed what is

reasonably expected of an individual in this position

5 – 6 Meets Expectations:               results show attainment of job expectations in the manner reasonable expected of an

                                                             individual in this position

3 – 4 Needs Some Improvement:   results are generally below expectations; attainment of job expectations has not been fully

                                                             reached

1 – 2 Does Not Meet Minimum                   performance is not up to job expectations; continued performance of this quality may

Requirements:                                   place individual’s job in jeopardy

Rating Factor                                  Explanation of Rating Factor                             Rating

 

1. Work Habits and               Care of equipment, compliance with instruction, safety               1 2 3 4 5 6 7 8

Attendance                housekeeping, organization, economical and efficient use

                                                of work time, observance of working hours.

 

2. Relationships with Ability to get along and work with others, meeting and                  1 2 3 4 5 6 7 8

People                                    dealing with public, courtesy, tact, cheerfulness,

                                                effectiveness of communication.

 

3. Dependability                    Degree to which employee can always be relied upon to do      1 2 3 4 5 6 7 8                                                            the job with little or no supervision.

 

4. Quality of Work                  Accuracy, neatness, effective completion of work and work        1 2 3 4 5 6 7 8

                                                assignments

 

5. Quantity of Work               Amount of acceptable work performed, completion of work        1 2 3 4 5 6 7 8

                                                on schedule.

 

6. Willingness, Interest,         Cooperation, attitude, enthusiasm for job duties, loyalty,             1 2 3 4 5 6 7 8

and Initiative               willingness to assume responsibilities, initiative, interest in

                                                work, ethical in conduct.

 

7. Adaptability                       Willingness to learn, ability to perform under changes in work    1 2 3 4 5 6 7 8

                                                or working conditions, performance in emergencies

 

8. Job Knowledge                 The ability to understand the essential functions of the job,          1 2 3 4 5 6 7 8

                                                to grasp details, to make correct decisions, to solve new

                                                problems, creativity.

 

9. Personal Appearance      Cleanliness and personal hygiene, dresses appropriately, is     1 2 3 4 5 6 7 8

                                                well groomed and poised, physically able to perform duties

                                                assigned.

 

10. Administrative or            Promptness of actions, soundness of decisions, capacity to      1 2 3 4 5 6 7 8

Supervisory Ability    analyze, organize and plan effectively, capacity to direct,

                                                communicate, support, provide reports, evaluate

                                                Overall Rating                                                                                 1 2 3 4 5 6 7 8

COMMENTS:

 

 

EMPLOYEE: I have read and reviewed this report with my evaluator.

 

_______________________________ __________               ____________________________        __________

            Employee’s Signature          Date                           Evaluator’s Signature                                                          Date

 

 

 

Adopted: March 2007

 

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GDQB      Resignation of Support Staff

In those cases where a classified employee submits a voluntary resignation, the employee shall be required to give two weeks’ written notice. Failure to comply with this requirement may result in forfeiture of any termination benefits. Exceptions may be granted for extenuating circumstances upon application to and approval by the superintendent or designee.

If an employee resigns for health reasons, a doctor’s letter shall be required stating that the reason for quitting is due to a health problem.

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 ten (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.

 

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

                        C.R.S. 22-32-109.7

 

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

Revision:  November, 2008

 

 

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GDQC      Retirement of Support Staff

Employment decisions of the Board of Education are based on many factors. Therefore, 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:   Age Discrimination in Employment Act, 29 U.S.C. 621 et seq.

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

                        C.R.S. 24-34-402

 

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

 

 

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GDQD      Discipline, Suspension and Dismissal of Support Staff

Support staff employees, unless otherwise designated by contract, shall be considered “at will” employees who serve at the pleasure of the Board and shall have only those employment rights expressly established by Board policy. Support staff members shall be employed for such time as the district is in need of or desirous of the services of such employees.

The Board delegates to the superintendent the authority to dismiss classified personnel. The superintendent may delegate this authority to other appropriate personnel such as the director of personnel. All dismissals of classified employees shall be reported to the Board at its next regular meeting.

The superintendent also may suspend employees from their assignments for good cause as a disciplinary measure, with or without pay.

If an employee is dismissed or 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 ten (10) business days after such dismissal or resignation.  The superintendent shall provide any information requested by the department concerning the circumstances of the dismissal or resignation. The district also shall notify the employee that information concerning the dismissal or resignation is being forwarded to CDE unless such notice would conflict with the confidentiality requirements 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 any felony or misdemeanor crime involving unlawful sexual behavior or unlawful behavior involving children, the superintendent shall immediately report the information toCDE.

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.

 

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

                        C.R.S. 22-2-119

                        C.R.S. 22-32-109.7

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

                        C.R.S. 22-32-126 (3)

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

 

CROSS REF:    GD, Support/Classified Staff

 

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

Revised: September, 2006

Revision:  November, 2008

 

 

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