South Kitsap School District
Policy Governance
Policy Type: Executive Limitation
EL-4:
Interactions with Staff
With respect to treatment of paid and volunteer staff, the Superintendent shall not cause or allow
conditions, procedures, actions, or decisions which are unlawful, unethical, unsafe, disrespectful,
unnecessarily disruptive, undignified or in violation of Board Policy.
Accordingly, the Superintendent may not:
1. Fail to ensure that reasonable background inquiries and checks are made prior to hiring any
personnel or approving the use of volunteers.
2. Fail to recommend to the Board for approval only highly qualified candidates that best meet
the qualifications outlined in the job descriptions.
3. Operate without written personnel policies which:
a. Clearly state rules and procedures.
b. Provide for effective handling of complaints.
c. Include adequate job descriptions for all staff positions.
d. Include an effective personnel performance evaluation system.
e. Protect against discrimination and harassment.
f. Provide for appropriate due process.
4. Prevent staff from bringing to the Board alleged violations of Board policy.
5. Fail to establish and maintain a working environment for staff that is safe, civil, and
conducive to our mission.
6. Fail to assure an organizational culture that exemplifies our vision to nurture growth, inspire
achievement, and build community.
7. Tolerate any behaviors, actions, or attitudes that hinder the performance or well-being of
staff.
8. Fail to ensure that all staff is informed of this policy.
Superintendent’s Interpretation:
As with EL 3, this policy is also essential to the continued success of the South Kitsap School District
and my effectiveness in moving the district forward in pursuit of Board Ends. Functioning as a true
Professional Learning Community begins with strong, trusting and collaborative relationships with all
staff. This policy affirms the role and responsibility of the Superintendent in developing, nurturing, and
expecting an organizational culture where conduct/communication skills are respectful, kind, and
encouraging.
This EL emphasizes the importance of “people” within our organization as the most impactful resource
in pursuit of Board Ends. Thus, this interpretation affirms the responsibility of the Superintendent to
ensure that policies and practices are in place that recruit, hire, and evaluate that not only meet the
minimum requirement for employment/working with children, but who also possess the skills and belief
systems that support our vision to Nurture, Inspire, and Build.
Consequently, this EL requires the Superintendent to establish high expectations for leadership in
supporting staff; communicating care and concern, providing a safe working environment, and
encouraging professional growth and learning in a manner that creates a positive and trusting culture
focused on teaching and learning.
Certification:
I hereby present my monitoring report on Executive Limitations Policy EL-4 “Interactions with Staff" in
accordance with the monitoring schedule set forth in board policy. I certify that the information contained in the
report is true as of October 20, 2010.
Evidence of Compliance: October 20, 2010
At the time of this report, I believe I am in compliance with the Board’s expectations associated with this policy. I
have not, to use language consistent with EL-4, caused or allowed conditions, procedures, actions, or decisions
which are unlawful, unethical, unsafe, disrespectful, unnecessarily disruptive, undignified or in violation of Board
Policy. Indicators Include:
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Superintendent Evaluation
Superintendent Performance Feedback from Leadership, Staff, Community
Successful Negotiations with SKEA; SEIU; PSE; SKAP; and Coaches
Modeling, Promoting and Celebrating Our Vision in Action
o Monthly NIB Celebrations
o Weekly Personal Notes to Staff and Students
o High Fives Segment in Road Trip Show
o Regular Attendance and Comments at School Functions
o Servant Leadership:
 Ride the Bus
 Serving Lunch
o Accessibility to All; Follow-up and Follow-through
A System of Respect and Interdependence
o Twice per month meetings with SKEA President
o Monthly meeting with SEIU, SKAP, PSE Leadership
o Monthly meetings with SKEA Communication Team
o Monthly meetings with Union Presidents (as a group)
o Monthly Meetings with Principals
o Monthly Meetings with Leadership Team
o Monthly Meetings with Cabinet Members
o Weekly Meeting with Cabinet
Investing in a Culture of Respect and Collaboration:
o On-going professional development with Professional Learning Communities
o Consistent training with Kids at Hope
o Alignment of Positive Learning Environments (Character Counts, Leader in Me, Love and Logic)
o Clarity and Consistency in our Message: All Means All and providing environments where
children are safe, healthy, connected, challenged, cared for, and hopeful.
Emphasis on the Power of People
o Strengthening our consistency and intentional approach to recruitment, hiring, growing and
evaluation staff
o High expectations for behavior that is aligned with nurturing, inspiring and building