Transcript SJSD Annual Staff Training

SJSD Annual Staff Training
EMPLOYEE HANDBOOK REVIEW
Child Abuse Reporting
 The Board of Education requires its staff to comply with state child abuse
and neglect laws and the mandatory reporting of suspected neglect and/or
abuse. Any school official or employee who knows or has reasonable
cause to suspect that a child has been subjected to abuse or neglect, or
who observes the child being subjected to conditions or circumstances
which would reasonably result in abuse or neglect, will immediately report
or cause a report to the building principal, or his or her designee, who will
then become responsible for making a report via the Child Abuse Hotline
(1-800-392-3738).
 Bottom line: Report any suspected child abuse to building principal or
counselor.
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Refer to Employee Handbook.
Student Discipline
 To assist district staff in maintaining the necessary classroom environment, the
Board of Education has created a discipline code that addresses the
consequences, including suspension or expulsion, for students whose conduct is
prejudicial to good order and discipline in the schools or impairs the morale or
good conduct of other students. These policies, regulations, and procedures will
apply to all students attending in-district instructional and support programs as
well as at school-sponsored activities.
 Bottom line: We must explain all regulations, policies, and procedures that
pertains to student discipline. A copy of the district’s comprehensive discipline
policy will be provided to every student and parent or guardian at the beginning of
each school year.
 Refer to Employee Handbook.
Technology
 Violation of Technology Usage Policies and Procedures (Employee Handbook).
 Use of the districts technology resources is a privilege, not a right. A user’s
privileges may be suspended pending an investigation concerning use of the
district’s technology resources. Any violation of district policies, regulations, or
procedures regarding technology usage may result in temporary, long-term, or
permanent suspension of user privileges.
 All disciplinary measures for students and staff will be determined by the building
principal or district administration.
Technology (cont’d)
Employee Users
 Authorized employees may use the district’s technology resources for reasonable,
incidental personal purposes as long as the use does not violate any provision of
district policy, regulation or procedure, hinder the use of the district’s technology
for the benefit of its students or waste district resources. Any use which
jeopardizes the safety, security or usefulness of the district’s technology is
considered unreasonable. Any use, which interferes with the effective and
professional performance of the employee’s job, is considered unreasonable.
 All employees must model the behavior expected of students, exhibit the same
judgment as expected of students and serve as role models for students. Because
computers are shared resources, it is not appropriate for an employee to access,
view, display, store, print or disseminate information via district resources,
including e-mail or Internet access, which students or other users could not
access, view, display, store, print or disseminate, unless authorized by the district.
Reproduction of
Copyrighted Materials (EGAAA)
 Copyrighted materials, whether they are print or non-print, will
not be duplicated, reproduced, distributed, or displayed for
district sponsored activities or by using district equipment in
accordance with the law.
 Employees who violate this policy and do not attempt to remedy
the situation could be terminated.
 Students who violate this policy and do not attempt to remedy
the situation are subject to disciplinary measures.
Copyright - Technology
 Only appropriately licensed programs or software may be used
with district technology.
 All persons using district technology in violation of law may lose
their user privileges in addition to other sanctions.
 Refer to Employee Handbook for information on Copyright
Infringement Using District Technology
School Board Members
 Barbara Moore – President
 Sue Wagner – Vice President
 Dan Colgan
 Brad Haggard
 Sarah Siemens
 Dennis Snethen
 Diane Watson
Board Policies
 Available on the district website: “Staff Resources” > “New Employee
Orientation” > “BOE Policies”
BF - School Board Policy Process
GBD - Board/Staff Communications
GBC - Code of Ethics
GBEBC - Criminal Background Checks
GBEBA - Drug/Tobacco-Free Workplace
JFCF - Bullying and Hazing
GCI - Professional/Support Staff Assignments and Transfers
EB - Safety Programs
GBCB - Staff Conduct
GBH - Staff/Student Relations
KK - Visitors to District Property/Events
JGGA – Seclusion, Isolation, and Restraint
JHC – Student Health Services and Requirements
JHCF – Student Allergy Prevention and Response
EBBA – Illness and Injury Response and Prevention
BF (School Board Policy Process)
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It shall be the duty of the members of the professional and support staff to
become familiar with the policies, rules and procedures so that each may clearly
recognize his or her duties and relationships within the school policies.
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In the event of a discrepancy between materials in the district, Board policy will
take precedence.
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The superintendent shall have the power to implement action within the school
district if an emergency situation should develop for which the Board has
provided no policy guidelines. However, the superintendent’s decision shall be
subject to review by the Board at its next regular meeting. It is the
superintendent’s duty to inform the Board of any such action and of the need for
an official policy statement.
BF (cont’d)
 The Board of Education shall determine the policies to serve as a
basis for the administration of the school district.
 The Board may direct the administrative staff members to
promulgate, implement, and maintain administrative procedures
which are consistent with Board policies.
 Policies may be adopted and/or amended only upon a majority
vote of the members of the Board present at a legally constituted
meeting in which the proposed policy or amendment has been
included on the agenda and described in writing.
GBD (Board/Staff Communications)
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Staff Communications to the Board
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Board Communications to Staff
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Submitted through the Superintendent
Board meetings are public meetings, except when executive sessions are held as provided by law.
As such, they provide an excellent opportunity to observe first hand the Board’s deliberations on
issues of staff concern.
Official communications, policies, and directives of staff interest and concern should be
communicated to staff members through the Superintendent, and the Superintendent will employ all
such media that are appropriate to keep staff fully informed of the Board’s deliberations, concerns,
and actions.
Visits to Schools
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Informal visits to schools by individual Board members are encouraged. Arrangements for
visitations should be made through the principal of the various schools. Such visits shall be
regarded as expressions of interest in school affairs not as “inspections” or visits for supervisory or
administrative purposes.
GBD (cont’d)
 The Board desires to maintain open channels of
communication between itself and the staff. The
basic line of communication will be through the
superintendent.
GBC (Code of Ethics)
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1. The restraint from using school contacts and privileges to promote private economic
interest, partisan politics, sectarian religious views, or selfish propaganda of any kind during
school hours.
2. The direction of criticism of other staff members or other departments of the school system
toward the improvement of the school system. Such constructive criticism is to be made
directly to the particular school administrator who has the administrative responsibility for
improving the situation and then to the Superintendent, if necessary.
3. The maintenance of confidentiality regarding student performance and student records,
except as disclosure is necessary for professional purposes, or is required by law.
4. The restraint of the use of pressure on school officials for appointment or promotion.
5. The presentation of subject matter in a fair, accurate, and unbiased manner. A staff
member in the performance of professional duties shall extend to students the opportunity for
individual action in pursuit of learning and shall take steps to insure that the students shall
have access to varying points of view unless there is just cause to act otherwise.
GBC (cont’d)
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6. The restraint of any staff member to attempt to influence a Board Member,
outside of an official Board meeting in regard to teaching assignments,
purchase of equipment and supplies, selection of instructional media, or like
matters.
 7. No school employee will possess, dispense, or in any way transfer
possession of alcohol or any drug while on school premises, including school
vehicles, or at any school sponsored activity. The employee may possess
legally prescribed drugs necessary for health considerations.
 8. The use or possession of pornography in print, or via computer through the
internet or in any other manner while on school premises.
 9. The maintenance of test security, test confidentiality, and established use of
normative testing procedures and established district testing guidelines.
GBEBC
(Criminal Background Checks)
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The district will conduct a criminal background check in
accordance with law on all new employees before they have
contact with any student; however, the district will forgo a
criminal background check on any teacher hired on a part-time
or substitute basis if the teacher is hired within one year of
retirement from SJSD.
 Background check is confidential.
GBEBC (cont’d)
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EMPLOYEES
Generally, the district will conduct a criminal background check in accordance
with law on all new employees before they have contact with any student.
Only exception: a part-time teacher who has been hired within one year of their
retirement.
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background
check pursuant to this policy must notify the district if they are charged,
convicted, plead guilty to or are otherwise found guilty of any misdemeanor or
felony, regardless of the imposition of sentence. Notification must be no later
than (5) business days after the event.
GBEBA
(Drug/Tobacco Free Workplace)
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The Board of Education shall not tolerate the manufacture, use, possession,
sale, distribution or being under the influence of controlled substances,
alcoholic beverages or unauthorized prescription medications by district
employees on any district property; on any district-approved vehicle used to
transport students to and from school or district activities; off district property
at any district-sponsored or district-approved activity, event or function, such
as a field trip or athletic event, where students are under the supervision of
the school district; or during any period of time such employee is supervising
students on behalf of the school district or is otherwise engaged in school
district business.
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Any employee who violates this policy will be subject to disciplinary action,
which may include suspension, termination and referral for prosecution.
Employees may be required to satisfactorily participate in rehabilitation
programs.
GBEBA (cont’d)
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Smoking on School Premises by Staff Members
The Board of Education is dedicated to providing a healthy, comfortable,
and productive environment for staff, students, and citizens. The Board
also recognizes the importance of adult role modeling for students during
formative years. Therefore, the Board requires that District employees
shall not smoke, chew, or use tobacco products or tobacco derivatives on
School District property or on school busses, or when
attending/supervising school activities. This applies to all buildings and
vehicles owned, leased, or rented by the District.
Tobacco usage by the general public at School District events held on
School District property, will be permitted in designated outdoor areas.
JFCF (Bullying and Hazing)
 The St. Joseph School District prohibits all forms of bullying, hazing
and student intimidation on school premises or during school
sponsored activities.
 District staff, coaches, sponsors and volunteers shall not permit,
condone or tolerate any form of bullying or hazing. Nor may they
plan, direct, encourage, assist, engage or participate in any activity
that involves bullying or hazing.
 All incidents should be reported to the principal for investigation.
The principal, or designee, shall in a timely manner, investigate all
complaints of bullying and hazing and administer appropriate
discipline to those who violate this policy.
JFCF (cont’d)
 Bullying is defined as repeated and systematic intimidation, harassment,
or attacks on one person or group by another person or group. Bullying
occurs when personal power is used unfairly and repeatedly to hurt
someone. To qualify as bullying, there has to be a power imbalance
between the person or persons being bullied. The behavior must be
intentional and generally occurs over time. There are five common types
of bullying: verbal, physical, emotional, gender, and cyber.
 District staff will report incidents of bullying and hazing to the building
principal or designee.
 District staff, coaches, sponsors and volunteers shall not permit, condone,
or tolerate any form of bullying or hazing.
 Show bullying video
GCI (Professional/
Support Staff Assignments and Transfers)
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Assignments
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The Board directs the superintendent to assess the staffing needs of the district annually and to
assign professional staff as necessary to meet those needs. Although the superintendent will take
the employee’s expressed preference into consideration, the ultimate decision must be based on
the district’s needs. The superintendent may reassign staff members to different positions or
buildings at any time, including after a contract has been signed or in the middle of the school year.
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Transfers
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Staff may request a transfer to a different position or building by submitting the appropriate form to
the superintendent or designee. Transfer requests for the following school year must be submitted
on or before February 1.
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Transfers in the middle of the year are discouraged and will be considered only in extraordinary
circumstances. Staff requesting a transfer in the middle of the year must submit the appropriate form
and discuss the request with both the employee’s immediate supervisor and the superintendent or
designee. Although the superintendent will take the employee’s expressed preference into
consideration, the ultimate decision must be based on the district’s needs.
EB (Safety Program)
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The Board recognizes the necessity for a planned
safety program to create a safe environment for the
students attending, and for the professional and
support staff employed by the school district. The
maintenance of healthful and safe conditions
throughout the school district is a responsibility
shared by the Board, Superintendent and all
professional and support staff.
GBCB (Staff Conduct)
 The Board of Education expects that each professional and support member shall
put forth every effort to promote a quality instructional program in the school
district. In building a quality program, employees must meet certain expectations
that include, but are not limited to, the following:
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1. Become familiar with, enforce and follow Board policies, regulations, administrative
procedures, other directions given by district administration and state and federal laws as
they affect the performance of job duties.
2. Maintain courteous and professional relationships with pupils, parents/guardians, other
employees of the district and all patrons of the district.
3. Keep current on developments affecting the employee’s area of expertise or position.
4. Transact all official business with the appropriate designated authority in the district in
a timely manner.
5. Transmit constructive criticism of other staff members or any department of the school
district to the particular school administrator who has the administrative responsibility for
improving the situation.
6. Care for, properly use and protect school property.
7. Attend all required staff meetings called by the district administration, unless excused.
GBCB (cont’d)
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8. Keep all student records, medical information and other sensitive information confidential
as directed by law, Board policy, district procedures and the employee’s supervisor.
9. Immediately report all dangerous building conditions or situations to the building
supervisor and take action to rectify the situation and protect the safety of students and
others.
10. Properly supervise all students. The Board expects all students to be under assigned
adult supervision at all times during school and during school activity. Except in an
emergency, no employee will leave an assigned group unsupervised.
11. Obey all safety rules, including rules protecting the safety and welfare of students.
12. Submit all required reports or paperwork at the time requested. Employees will not
falsify records maintained by the school district.
13. Refrain from using profanity.
14. Dress professionally and in a manner that will not interfere with the educational
environment.
15. Come to work and leave work at the time specified in the employee handbook or by the
employee’s supervisor. Employees who are late to work, stop working before the scheduled
time, or work beyond the scheduled time without permission may be subjected to discipline,
including termination.
GBCB (cont’d)
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16. School employees, other than a commissioned law enforcement officer, shall not
strip search students, as defined in state law, except in situations where an employee
(ADMINISTRATOR) reasonably believes that the student possesses a weapon, explosive
or substance that poses an imminent threat of physical harm to the student and others
and a commissioned officer is not immediately available.
17. School employees shall not direct a student to remove an emblem, insignia or
garment, including a religious emblem, insignia or garment, as long as such emblem,
insignia or garment is worn in a manner that does not promote disruptive behavior.
18. State law prohibits teachers from participating in the management of a campaign for
the election or defeat of a member of the Board of Education that employs such teacher.
19. Employees will not use district funds or resources to advocate, support or oppose
any ballot measure or candidate for public office.
20. Employee will not use any time during work day for campaigning purposes, unless
allowed by law.
 Website: http://web.sjsd.k12.mo.us/District/Section_G/GBCB.htm
GBH (Staff/Student Relations)
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The relationship between professional staff
members and students in the school district
should be one of cooperation, understanding and
mutual respect. All employees have the
responsibility to provide an atmosphere conducive
to learning, which should be accomplished
through effective individual and group discipline.
All students and staff will treat each other with
respect.
GBH (cont’d)
 No employee may use his or her status as an employee to
adversely influence a student of the district.
 No employee may date, make advances toward, or engage in any
sexual relationships with a district student, regardless of the
student’s age, the perceived consensual nature of the relationship,
where the advances are made or whether the employee directly
supervises the student.
 All employees possessing evidence of or witnessing such conduct
or sexual harassment shall report it to the district’s administration
immediately.
KK (Visitors to District Property/Events)
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District Property
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Parents and patrons of the district are welcome to visit district schools and attend district events.
However, all visitors during the regular school day, including Board members, shall sign or check in
at the building office prior to proceeding elsewhere in the building. The district discourages parents
or others from using the school as a site for visiting students and may refuse the use of the school
for that purpose.
Appropriate Behavior
To this end, the Board encourages district patrons to exhibit good sportsmanship, citizenship, ethics
and integrity at all district events and at all times while on district grounds. The district will work with
the Missouri State High School Activities Association (MSHSAA) and other organizations to promote
good behavior by the patrons at athletic and other events. The Board will work with parents, alumni
associations and local service organizations to keep appropriate behavior a top priority. The
superintendent will establish procedures for crowd control at district events consistent with this
policy.
**Sex offenders required to be listed on the Missouri Highway Patrol's sex offender registry, or who have
pled guilty, pled nolo contendere or been convicted of crimes for which the law currently requires
offenders to be listed, regardless of when those crimes were committed, are not allowed on district
property or at district activities held on district property except to attend meetings of a public
governmental body.
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JGGA (Seclusion, Isolation, and Restraint)
 Seclusion as defined in this policy is prohibited
except in an emergency situation while awaiting the
arrival of law enforcement officer as provided for in
state law.
 Isolation shall never be used as a form of
punishment or for the convenience of district
personnel.
JGGA (cont’d)
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A student in isolation must be monitored by district personnel who are in close
proximity and able to see and hear the student at all times. Monitoring shall be
face to face unless personal safety is significantly compromised, in which case
technology-supported monitoring may be utilized. The total time in isolation is
to be reasonably calculated based on the age of the student, disability,
environment in which the educational services are provided, and any unique
circumstances. Any incident of student isolation should be no longer than is
reasonably necessary; incidents exceeding 40 minutes, should be specifically
justified in the written report to parents.
The space in which the student is isolated should be of adequate width, length,
and ceiling height. The space should have lighting, ventilation, be of an
appropriate room temperature, and free of objects that could cause harm to the
student.
JGGA (cont’d)
 Physical restraint – district personnel who use physical restraint shall
only use restraint methods in which they have received districtapproved training. Further, district personnel who use physical restraint
may only do so in the presence of at least one (1) additional adult who
is in the line of sight unless no other adult is immediately available due
to an unforeseeable emergency situation.
 The superintendent shall ensure that all district personnel are trained
annually and know the policy and procedures involving the use of
seclusion, isolation, and restraint. Please consult your building
principal or Office of Special Services with additional questions or
concerns. Training may include, but not limited to, the following
techniques:
JGGA (cont’d)
 A continuum of prevention techniques
 Teacher
and staff incentives for good school
behavior
 Principal and building level incentives for good
school behavior
 Classroom, and building positive behavior
management plans, and discipline codes
 Counselors and social workers are in-district
resources
JGGA (cont’d)
 Environmental management techniques
 Using
proximity of adults to modify or redirect
student behavior
 Change the seating/standing location of a
student in a classroom, hall, line, or assembly
 Use relaxing background music or ambient noise
to make the environment more conducive
positive behavior
 Be able to maintain eye contact with students
JGGA (cont’d)
 A continuum of de-escalation techniques
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Using a calm, quiet, reassuring voice
Do not corner a student
Avoid arguing with the student
Calmly deliver consequences without reacting to the student’s
remarks
Offer a safe, quiet, place for the student to go to calm down
Reduce or remove stimulus in the environment which may be
triggering unwanted behavior
Do not force the student to interact or remain in a group
Avoid physical contact with the student
JHC
(Student Health Services and Requirements)
 The maintenance of student health information will
be stored in a secure area.
 District employees shall not share information
regarding a student’s health in front of other students
or staff members who do not need to know that
information. (HIPPA)
 Routine and standard procedures will be used to
clean up all blood and other bodily fluids. (JHCC)
*School Nurse
JHCF
(Student Allergy Prevention and Response)
 Information about student allergies will be shared
with appropriate staff member by the school nurse.
Such information will not be shared with any other
person who does not a legitimate educational
interest (FERPA).
 School nurse will train all staff on causes, symptoms,
and responses to allergic reactions, including use of
EPI pen.
 Watch video: http://www.epipen.com/how-to-useepipen
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EBBA (Illness and Injury
Response and Prevention)
 Location of AED in each building.
 General usage of AED instruction by school
nurse.
 Identification of CPR trained staff at each
building site.
 Show AED-DVD
*School Nurse
Sexual Harassment (Title VII)
 Sexual harassment is a form of sex discrimination that violates Title VII of the Civil
Rights Act of 1964. Title VII applies to employers with 15 or more employees, including
state and local governments. It also applies to employment agencies and to labor
organizations, as well as to the federal government.
 Unwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature constitute sexual harassment when this conduct explicitly or
implicitly affects an individual's employment, unreasonably interferes with an
individual's work performance, or creates an intimidating, hostile, or offensive work
environment.
 Sexual harassment can occur in a variety of circumstances, including but not limited to
the following:
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The victim as well as the harasser may be a woman or a man. The victim does not have to
be of the opposite sex.
 The harasser can be the victim's supervisor, an agent of the employer, a supervisor in
another area, a co-worker, or a non-employee.
 The victim does not have to be the person harassed but could be anyone affected by the
offensive conduct.
 Unlawful sexual harassment may occur without economic injury to or discharge of the
victim.
 The harasser's conduct must be unwelcome.
Discrimination/Anti-Harassment
 As a political subdivision, employer, recipient of federal funds
and educational institution, the Board of Education is
prohibited from, and hereby declares policy against, engaging
in unlawful discrimination, including harassment creating a
hostile environment, on the basis of race, color, religion, sex,
national origin, ancestry, disability, age or use of leave
protected by the Family and Medical Leave Act, in its
programs, activities and with regard to employment.
 The Board is an equal opportunity employer.
Family Medical Leave Act (FMLA)
 FMLA of 1993:
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Employers are required to provide eligible employees up to 12 weeks (26
weeks for eligible military leave) of unpaid, job-protected leave during a 12month period measured forward from the date the employee’s first FMLA leave
begins for one or more of the following family health situations:
 1. Serious health condition that makes the employee unable to perform
his/her job.
 2. The care of the employee’s child in the event of birth, or placement for
adoption or foster care.
 3. The care of employee’s spouse, son, daughter, or parent who has a
serious health condition.
 4. Leave needed for a qualifying exigency for an employee’s spouse, son,
daughter, or parent of a covered military member called to active duty in
support of a contingency operation.
(Paperwork must be completed and returned to HR office)
FMLA (cont’d)
 The Family and Medical Leave Act guarantees each person up to 12 weeks leave
for:
 A new child in the family - by birth, by adoption, or by placement in foster care.
 Caring for a family member with a serious health condition; or
 The employee’s own serious health condition that prevents him or her from
performing their job
 The FMLA guarantees time off, whether paid or unpaid. The type of leave taken
depends on the reasons for the leave, an employee’s earnings and the usual
leave regulations. There are eligibility criteria, medical certification guidelines and
other detailed rules governing leave.
 Website: http://www.dol.gov/esa/whd/fmla/
Federal Fair Labor Standards Act (FLSA)
 The FLSA law is sometimes called the overtime law insures
that wages are paid for all hours worked and that all overtime
hours, overtime pay and collected unpaid overtime due is
paid to wage earners.
 FLSA is a federal labor law of general and nationwide
application, including Overtime, Minimum Wages, Child Labor
Protections, and the Equal Pay Act.
 Website: http://www.dol.gov/elaws/flsa.htm
Uniformed Services Employment
and Reemployment Rights Act (USERRA)
 USERRA clarifies and strengthens the Veteran’s Reemployment Rights
Statue by protecting civilian job rights and benefits for veterans, members
of reserve components, and even individuals activated by the President of
the United States.
 USERRA establishes the cumulative length of time that an individual may
be absent from work for military duty and retain reemployment rights to
five years.
 USERRA affects employment, reemployment, and retention in
employment, when employees serve or have served in the uniformed
services.
 Website: http://www.dol.gov/elaws/userra.htm
Equal Employment Opportunity
 Affirmative Action - It is the policy of the School District
to hire for all positions the best qualified applicants
available. As a part of this policy, the District will strive
to provide equal employment opportunities to all
applicants through employment practices regardless of
race, color, religion, national origin, sex, age, or
handicapping conditions.
 Refer to Employee Handbook.
Worker’s Compensation
 The Department of Labor’s Office of Worker’s Compensation
Programs administers four major disability compensation programs
which provide wage replacement benefits, medical treatment,
vocational rehabilitation, and other benefits to federal workers or
their dependents who are injured at work or acquire an
occupational disease.
 Please contact the Office of Human Resources for appropriate
forms.
 Website: http://www.dol.gov/dol/topic/workcomp/index.htm
Occupational Safety and
Health Administration (OSHA)
 To assure safe and healthful working conditions for working men
and women; by authorizing enforcement of the standards
developed under the Act; by assisting and encouraging the
States in their efforts to assure safe and healthful working
conditions; by providing for research, information, education, and
training in the field of occupational safety and health; and for
other purposes.
 Website: www.osha.gov
Protection of Pupil Right’s
Amendments (PPRA)
 The PPRA applies to programs that receive funding from the U.S. Department of
Education. PPRA is intended to protect the rights of parents and students in two
ways:
 It seeks to ensure that schools and contractors make instructional materials
available for inspection by parents if those materials will be used in connection
with an ED-funded survey, analysis, or evaluation in which their children
participate.
 It seeks to ensure that schools and contractors obtain written parental consent
before minor students are required to participate in any ED-funded survey,
analysis, or evaluation that reveals information concerning:
 Political affiliations
 Mental and psychological problems potentially embarrassing to the student
and his/her family
 Sex behavior and attitudes
 Illegal, anti-social, self incriminating and demeaning behavior
 Critical appraisals of other individuals with whom respondents have close
family relationships
 Legally recognized privileged or analogous relationships, such as, lawyers,
physicians, and ministers.
Family Educational Rights
and Privacy Act (FERPA)
 To the extent permitted by law, any public record held by this school district that is
generated or received pursuant to this policy shall be closed and available only to
the Board acting as quorum, a committee appointed by the Board to carry out this
policy on a permanent or ad hoc basis, the compliance officer and other
administrators whose duties requires access to the record in order to carry out this
policy. (Refer to page 8 in the Employee Handbook)
 Exclusions to FERPA
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sole possession records such as meeting notes or teacher logs
law enforcement records used for investigation and enforcement
medical treatment records of students who are working for the school, but no
longer enrolled there
records that contain only information about the student after they are no longer
enrolled in the school - post enrollment
FERPA (cont’d)
 Student Privacy Rights and School Responsibilities
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Parental requests to examine educational records must be granted within 45 days
A non-custodial parent has all rights granted under FERPA unless denied in a court
order
 The following record inspection procedures should be followed:
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Keep a log of all requests and disclosures made to third parties
The principal will be the districts designee to handle all requests to examine student
records
Verify parent identity - disclose nothing over the phone!
Remove the names of any other students that might be included in the records
Assistance for parents should be given only by the principal
Evaluations
 PBTE/PBPE/Other tool
 Annually
 Professional Development Plan
 years 2-4
Crisis Intervention
 Emergency Management Plan
 Fire/Tornado Drills