Oficina para Guatemala
Apartado Postal No. 82 010901
Guatemala, Guatemala, C.A.
Telephone: 2364-0528
Fax: 2364-0528
PERSONNEL MANUAL
(Revised June 24, 2014)
Description
The American School of Guatemala is an independent, non-profit, non-denominational, college preparatory institution that offers a
rigorous academic program modeled after the best educational practices and methodologies in use in the United States of America.
ASG is founded on the principles of a co-educational, bi-cultural (Guatemala-United States), bilingual (Spanish-English) program. It
serves the Guatemalan community and other families who value a holistic approach to education. Respect for religious, political,
social, and cultural diversity is a fundamental part of the school’s identity.
ASG is fully accredited in the U.S. by the New England Association of Colleges and Schools and is recognized by the Guatemalan
Ministry of Education as a Laboratory School. As a member of the Del Valle Grupo Educativo, ASG is actively committed to
improving the quality of education in Guatemala.
Mission
The mission of the American School of Guatemala is to empower its students to achieve their full potential and to inspire them to
lead meaningful lives as responsible members of a global society.
Fulfillment of ASG’s Mission
In fulfilling its mission, the School provides students with the opportunity to:
1.
Be actively engaged in, and responsible for, their own learning.
2.
Be prepared to continue their studies in universities in Guatemala, the United States, or other countries.
3.
Acquire the skills essential for fluency in speaking, reading, writing and communicating in both English and Spanish.
4.
Develop systems thinking, critical thinking, and problem-solving skills which will enable them to analyze, synthesize and
apply information,
5.
Acquire competencies in the use of technology which will allow them to access resources and communicate in a useful and
responsible manner,
6.
Develop an appreciation of and love for reflective learning which will encourage them to become self-motivated, life-long
learners.
7.
Strengthen positive character traits and ethical values in order to contribute actively and conscientiously to the local and
global communities.
8.
Exhibit a sense of environmental awareness and responsibility.
9.
Demonstrate an understanding of and appreciation for cultural diversity.
10. Enhance their creativity and talents through participation in a variety of curricular and extracurricular activities such as
sports, music and visual/performing arts.
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Oficina para Guatemala
Apartado Postal No. 82 010901
Guatemala, Guatemala, C.A.
Telephone: 2364-0528
Fax: 2364-0528
11. Develop habits and attitudes conducive to physical and emotional well-being.
12. Interact with highly qualified faculty who facilitate the process of constructing knowledge and achieving understanding
within the context of a student centered learning environment.
Beliefs
We believe that:





our students, as individuals, have unique intellectual, social, emotional and physical characteristics and needs;
all students can learn and they learn most effectively when they are actively engaged in the learning process, when they are
faced with challenging expectations and when they are held to clearly defined standards of excellence;
learning should take place within a physically and psychologically safe environment;
all members of the school community, which includes faculty, staff, parents, and students, share the responsibility for
accomplishing our mission;
continuous improvement is essential to providing quality educational opportunities for our students.
Vision for the Future
Building upon its tradition of excellence, the American School of Guatemala will:
a) employ innovative and effective student-centered, research-based practices in education and the use of technology consistently
across all sections and subject areas,
b) broaden the scope of its commitment to Guatemalan education.
BCOIA Educational Staff Policy (revisions approved May 27, 2014, Acta J.D. 09-1314)
The purpose of the school´s personnel policy is to:
1.
2.
3.
4.
5.
clearly communicate conditions and related expectations for employment by the BCOIA,
facilitate the hiring and retention of highly qualified educators,
provide them with compensation that is competitive within the region,
maintain a teaching-learning environment which supports achievement of the school’s mission and
to ensure quality performance through on-going orientation, professional development, supervision, and evaluation.
Educational Staff (revisions approved May 27, 2014, Acta J.D. 09-1314)
The educational staff consists of all personnel who are directly involved in instructional programs and/or educational support: i
teachers, counselors, librarian, Curriculum Coordinator, Public Relations/Communication Officer.
Recruitment and Hiring (revisions approved May 27, 2014, Acta J.D. 09-1314)
It is the responsibility of the General Director to recruit and hire the best qualified candidates possible for each position. All
exchange educational faculty and staff members should meet the requirements established by the school´s U.S. accrediting agency .
In employing personnel, the School does not discriminate on the basis of gender, race, ethnic group, or religion as per Policy 6.7.3.
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Oficina para Guatemala
Apartado Postal No. 82 010901
Guatemala, Guatemala, C.A.
Telephone: 2364-0528
Fax: 2364-0528
Contracts and Compensation (revisions approved May 27, 2014, Acta J.D. 09-1314)
Educational exchange staff are contracted by the Bucks County Organization for Intercultural Advancement, which is incorporated
in Pennsylvania, USA, and seconded to the American School of Guatemala. The contract is governed by the laws of the State of
Pennsylvania. All exchange faculty receive an English language written contract stating annual stipend and other compensations, as
well as professional expectations and conditions of employment. The initial contract period is for 2 years, beginning in August of
the first academic year and ending in June of the second academic year. Subsequent contract extensions are for 1 year periods.
The yearly compensation scale and benefits, including remuneration for additional duties, is approved by the Board of Directors as
part of the annual budgeting process. Faculty and staff compensation is quoted per academic year, which includes ten school
months and two months of vacation. The compensation scale takes into account base stipend, certification university degree, years
of experience and additional responsibilities.
Regulations governing exchange teachers’ conditions and benefits will appear in the Teachers’ Manual and/or teachers’ contracts.
The Teachers’ Manual delineates teacher rights and responsibilities in accordance with the Board Policy Manual. All changes in the
Teachers’ Manual must be approved by the Board of Directors.
Additional Compensation (revisions approved May 27, 2014, Acta J.D. 09-1314)
Educational faculty and staff who assume leadership positions, such as grade level or subject area coordination, may receive
additional compensation The final determination regarding additional compensation is made by the General Director in accordance
with the annual budget and guidelines set forth by the Board, and will be reviewed annually.
Compensation for Extra Responsibilities
Staff who lead, teach or supervise co/extra-curricular activities will receive additional compensation. This compensation is paid in
accordance with an internal rubric established by the Administrative Leadership Team.
Exchange Faculty and Staff (revisions approved May 27, 2014, Acta J.D. 09-1314)
FULL BCOIA exchange are those persons recruited and hired outside of Guatemala and who are relocating to Guatemala for the sole
purpose of employment at ASG. They are entitled to the complete BCOIA benefit package through a maximum of five years of
employment (assuming mutually agreed upon contract extensions). FULL BCOIA exchange faculty/staff classification may also apply,
at the discretion of the General Director, to US or Canadian trained and certified teachers hired in Guatemala who have successfully
completed contracts with similar US accredited institutions in Guatemala, and who were classified in their institution as full
“overseas hire” employees.
LONG-TERM (MODIFIED) BCOIA faculty are those persons recruited and hired outside of Guatemala who have completed five years
or more of service to ASG. Stipends for long-term BCOIA faculty and staff are consistent with full BCOIA status. Commencing with
year six of service, sequential changes to benefits enter into effect. These changes are clearly delineated in the BCOIA Teachers’
Manual and are reviewed before the established November deadline for commitment to contract extension for year six and
subsequent years. Changes to benefits do not impact negatively faculty/staff member´s current income as of year five of FULL
BCOIA
HYBRID BCOIA faculty are those persons contracted inside Guatemala while present in-country for reasons unrelated to ASG, such
as a personal relationship, Guatemalan spouse or desire for an extended experience in Guatemala. Stipends for hybrid faculty and
staff are consistent with full BCOIA status. However, there are significant differences in benefits. Both the initial contract and
extension periods are for one year.
Guatemalan citizens (single or dual nationality) may not hold BCOIA status.
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Oficina para Guatemala
Apartado Postal No. 82 010901
Guatemala, Guatemala, C.A.
Telephone: 2364-0528
Fax: 2364-0528
Maintaining BCOIA Modified Status
In order to maintain BCOIA modified status, exchange faculty in the following circumstances must obtain Guatemalan permanent
residency:
• After 6 years of working at the School. The visa process must be initiated no later than September of contract year 6 and must be
completed by February of contract year 7 in order to be considered for a contract extension for years 8 and beyond.
• Upon marrying a Guatemalan citizen.
• Upon becoming a parent of a Guatemalan child.
Orientation (revisions approved May 27, 2014, Acta J.D. 09-1314)
It is the responsibility of the General Director and Section Principals to provide a comprehensive orientation program for all new
faculty and staff.
Supervision and Evaluation of Educational Faculty (revisions approved May 27, 2014, Acta J.D. 09-1314)
The Administrative Leadership Team is responsible for defining a program for the supervision and evaluation of the professional
performance of instructional staff. This program is both formative and summative in nature and includes the development and
utilization of evaluation instruments that are based on clearly defined categories of professional competency. The process, which is
implemented by section principals and the Deputy Director, includes periodic observation in the classroom, assessment of
fulfillment of professional responsibilities, in-service training and professional development, and formal summative evaluation of
teacher performance. The evaluation process serves as a learning and growth experience for the teacher, the purpose of which is to
elevate standards and improve the effectiveness of instruction, thereby improving student learning.
It is our belief that faculty and staff members should benefit from opportunities for advancement when appropriate. The evaluation
process can serve as a tool in identifying candidates for possible advancement; conversely, it may also serve as the basis for defining
specific professional improvement plans where deemed necessary, or in terminating the employment of faculty and staff who do
not meet established expectations for teaching competence or other related responsibilities. Criteria for evaluation are
communicated to members of the instructional staff at the beginning of each academic year.
Other Remunerated Activities (revisions approved May 27, 2014, Acta J.D. 09-1314)
The primary responsibility of CAG faculty and staff is to fulfill their professional obligations toward the School. Faculty and staff shall
not at any time engage in any employment that would make demands which would interfere with their effectiveness in performing
their contractual duties, would compromise the School, would adversely affect their employment status or professional standing, or
would in any way conflict with or violate professional ethics or would infringe on the laws of Guatemala.
Faculty and staff shall not sell or promote any good or service to any student, or to the parents or guardian of a student without
prior approval from the General Director.
Professional Development (revisions approved May 27, 2014, Acta J.D. 09-1314)
Professional Development is defined as any learning activity or process that is intended to improve CAG student learning, now or in
the future.
CAG’s Commitment: CAG believes that professional educators should be motivated to maintain and upgrade their professional
competence through proactive professional development. According to the expectations and philosophy of our administration,
Professional Development should be a cooperative effort between staff member and school. Therefore, Professional Development
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Oficina para Guatemala
Apartado Postal No. 82 010901
Guatemala, Guatemala, C.A.
Telephone: 2364-0528
Fax: 2364-0528
opportunity costs will be shared between the two parties, by agreement. CAG is committed to ongoing education through its status
as an “Experimental School” thus it supports its teachers in their quest for professional development by:
a.
b.
c.
d.
e.
offering financial assistance for professional development opportunities such as conferences, university course, workshops,
etc..
granting permission to attend workshops and conferences during school hours with no loss of pay.
centralizing and disseminating professional development opportunities through the Curriculum Coordinator .
offering in-service workshops on campus by colleagues and/or consultants
subsidizing subscriptions to professional journals
Subsidies for University Studies and Payment for Master Degrees (revisions approved on January 25, 2011, Acta J.D.
06-1011)
Educational faculty may apply to their section Principals for subsidies to study towards degrees in education at Universidad del Valle
de Guatemala, or at various universities, both in Guatemala and from the U. S.
As of August 2006 recipients of subsidies must make a commitment to remain at CAG for 3 full academic years; otherwise, subsidies
must be reimbursed or deducted from final stipends.
Masters degrees, or similar, for which faculty intend to apply for additional compensation must be approved by the Director prior to
beginning the course of studies.
Courses in Spanish Language for Educational Faculty
Spanish lessons are provided on campus and are subsidized by ASG during the initial three years of contract on a 50/50 payment
basis.
Teachers Expectations and Responsibilities:
The ASG teacher:
a.
b.
c.
d.
e.
f.
g.
h.
i.
j.
k.
l.
Makes student achievement and well-being a first priority, limiting distractions during all student-contact time and
professional duties.
Begins and ends classes on time according to the school’s schedule.
Fosters enthusiasm for and a love of learning.
Considers developmental ages and stages when addressing student needs.
Monitors students’ understanding of the curriculum (according to Atlas), development of language skills in English and
Spanish and adjusts instructional practices and materials in response to individual needs.
Employs a range of teaching and assessment strategies, optimizing the use of technology.
Assesses and evaluates student achievement, reflects on assessment results, using them to analyze future instructional and
assessment practices.
Promotes active engagement, responsibility for learning and pursuit of excellence.
Fosters creative and critical higher-order thinking and problem solving.
Communicates learning goals and high standards and expectations of quality to students.
Provides alternative learning opportunities when students are absent.
Demonstrates appreciation for and sensitivity to cultural diversity, and fosters an environment of respect through behavior,
comments and dress (in accordance with the Professional Dress Expectations stated in the ASG Personnel Manual).
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Oficina para Guatemala
Apartado Postal No. 82 010901
Guatemala, Guatemala, C.A.
Telephone: 2364-0528
Fax: 2364-0528
m. Assumes responsibility for modeling, promoting and supervising exemplary ethical and respectful behaviors to students in
and out of the classroom and through all types of communication. Helps maintain order and discipline at School, on the
buses and at school sponsored events.
n. Orients and advises students, developing students’ habits conducive to physical, emotional and social well-being.
o. When using social media, does so in accordance with the school’s Acceptable Use Policy (AUP).
p. Communicates about student achievement in a timely, proactive and clear manner and in accordance with the AUP with
the colleagues, parents, and students through the use of email, Edline, progress reports/report cards and recommends
support as needed.
q. Supports school goals and spirit by participating in and sponsoring extracurricular activities and events beyond school
hours.
r. Participates actively in meetings by being fully prepared, punctual and engaged in discussions/tasks.
s. Is constructive and cooperative with other staff members and shares responsibility for accomplishing school goals as a
member of the CAG/ASG team.
t. Collaborates in curriculum development and school improvement.
u. Is a reflective and life-long learner, who actively seeks opportunities to grow professionally and integrates learning to
improve instruction.
v. Serves as a language model in one’s native language for students. Attempts to communicate in the school’s other official
language (English or Spanish) especially in listening and reading.
w. Demonstrates a positive attitude and embraces changes based on an evaluation of need.
x. Supervises the safe and proper handling/use of school resources, materials and equipment.
y. Practices and promotes environmental awareness and conservation of resources.
z. Fulfills all regulations established by the School, Ministry of Education and Guatemalan laws.
(Revised August 2012)
Professional Dress Expectations (revision approved January 25, 2011, Acta J.D. 06-1011)
It is expected that the faculty project an image of professionalism within the CAG community. Choice of attire may or may not bear a
relationship to professional performance; it is, however, viewed from the perspective of students and parents as a key indicator of a
conscientious professional attitude. As with student uniforms, professional attire is perceived by the community as conveying pride
in and respect for the institution, the educational process and all that it entails.
An appropriate guide for selecting school attire is “business casual”: slacks or dress pants and collared shirts for males, slacks,
dresses or skirts of reasonable length, and casual blouses for females. Staff should avoid wearing clothing that is revealing and/or
provocative within the context of normal movement in the classroom. Dress shoes or dress sandals (for females) are considered
appropriate “business casual” attire. Athletic shoes, “flip flops” or open sandals (for males) are not considered “business casual”,
and would be better suited for off-campus, non-school-related activities.
Blue jeans are not considered to be “business casual” attire. They are, however, considered to be functional and appropriate to the
nature of classroom activities at the Early Childhood level. EC teachers may wear denim jeans which are conservative in cut and fit,
in good condition, clean, free of holes or tears, and neatly worn. With authorization from the respective section administrators,
teachers may wear blue jeans or sports attire for specific activities such as service learning activities and field days.
Personal Use of Electronic Devices and Cell Phones
Use by faculty of electronic/tech and communication devices, such as desktop or laptop computers, iPads, Blackberrys, iPhones, etc,
during student-contact time should be limited to instructional activities. Non-class-related use by faculty of personal e-mail and
social media is prohibited during student-contact time. Please refer to the ASG Acceptable Use of Technology Policy for details.
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Oficina para Guatemala
Apartado Postal No. 82 010901
Guatemala, Guatemala, C.A.
Telephone: 2364-0528
Fax: 2364-0528
Schedules and Workloads
A full-time schedule is from 7:20 a.m. (time-in), 7:25 a.m. (in classrooms) to 3:00 p.m., and until 4:00 p.m. on Tuesdays. All personnel
are required to check in and check out using the school-wide electronic system.
Required attendance at staff meetings or activities may occur as often as once a week, sometimes after regular school hours. When
necessary, the School may require the presence of exchange faculty on Saturdays and/or evenings. No additional stipends are paid
for these activities.
Full-time work-load typically consists of 16-18 blocks of 75 minutes weekly for High School, 13 blocks of 70 minutes weekly, plus
daily Exploratory classes and advisory periods for Middle School. Early Childhood and Elementary Sections have schedules which fit
the characteristics of these sections. . Faculty members are scheduled for daily lunch and planning time.
Exchange faculty hired from August 2006, are required by contract to undertake an extracurricular responsibility (before 7:30 a.m. or
after 3:00 p.m.). This responsibility is assigned according to the needs of the school and the skills of the exchange teacher. These
responsibilities may include but are not limited to: coordinating a grade level or program, lead teaching, clubs, sports, supervision,
or others. Remuneration for these responsibilities is fixed in accordance with the ASG internal scale and is paid as a bonus in June.
All arrangements for extra responsibilities must have the approval of the General Director and section Principals.
Teachers who have not been assigned a full teaching load may be asked to assume additional responsibilities in compensation. Such
duties do not carry a stipend.
In its status as a Laboratory or Experimental School, the supervision of practice teachers and in-service trainees is an integral part of
the responsibility of ASG teachers. Accordingly, no teacher receives additional stipend for such responsibility.
Special Guidelines for Employment
A. Employment outside ASG
It is prohibited for exchange faculty to be employed by another institution inside Guatemala while on contract with BCOIA.
B.
Tutoring for Pay (revisions approved May 27, 2014, Acta J.D. 09-1314)
Faculty and staff members are required to inform the section principals if they are tutoring an American School student for pay.
Faculty and staff who have formed their own tutoring businesses are not permitted to advertise on campus. Neither teachers
nor their immediate family members may accept work as a paid tutor of students in their own classes.
Faculty and staff are not permitted to tutor paying students on campus. However, the General Director, as per
recommendation of the Section Principal, may authorize tutoring students for pay on campus if it seems necessary or desirable
to the school, and internal procedures that support the student´s benefit to be obtained, have been filled.
C.
Substitutions
Substitutes for exchange faculty members who are absent for short periods will be drawn from within the faculty. (Each section
has up to one person hired for this purpose) When an exchange faculty member is absent for longer than three days and it is
inconvenient or impossible to find a substitute within the faculty, a substitute may be hired from outside the School.
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Oficina para Guatemala
Apartado Postal No. 82 010901
Guatemala, Guatemala, C.A.
Telephone: 2364-0528
Fax: 2364-0528
D. Vacations
Each member of the educational faculty receives a vacation in accordance with his or her contract.
E.
Gifts (revision approved January 25, 2011, Acta J.D. 06-1011)
Faculty and staff members are not permitted to accept gifts or articles of value from individual students, classes, parents, or
solicitors. Parents and students may express their gratitude through gifts of a token or symbolic nature. If faculty or staff
members are unsure as to the appropriateness of a gift, they should consult with their Section Administrator. Gifts considered to
be inappropriate will be disposed of by means of raffle, the structure of which will be proposed by the Administrative Leadership
Team and approved by the Board of Directors.
F. Consulting (revision approved January 25, 2011, Acta J.D. 06-1011)
The General Director may authorize the absence of a member of the faculty and staff for the purpose of consulting. If he/she is
paid an honorarium or salary for consultation, beyond personal and travel expenses, the faculty member will have stipend
deducted for days absent. A formal letter detailing the consulting proposal and requesting leave of absence must be submitted
to the General Director a minimum of 6 weeks prior to the expected dates of absence.
Absences
Regular and punctual attendance is indispensable to effective school operation and student achievement. Absences are considered
unauthorized or authorized, and unpaid and paid.
A. Unauthorized Absences (revisions approved May 27, 2014, Acta J.D. 09-1314)
Unauthorized absences are those which occur when the faculty or staff member: is absent before or after a long weekend or
holiday period; has not received authorization for the absence; and/or does not attend required meetings or workshops. A
proportional deduction in faculty members monthly stipend and other benefits will be made for each unauthorized absence.
B. Authorized Absences (revisions approved May 27, 2014, Acta J.D. 09-1314)
Leave with pay is authorized for attendance at recruiting fairs and/or interviews under the following circumstances:

Attendance at recruiting fairs and interviews*: (revisions approved May 27, 2014, Acta J.D. 09-1314)
Teachers who have formally notified the administration of their resignation, by the November deadline established in the
annual calendar, are entitled to a maximum of 4 days leave with pay in order to attend recruiting fairs or employment
interviews. Notice of absence dates must be given to the respective section Administrator a minimum of two weeks prior to
the absence. Registration for the recruiting fair(s) or documented confirmation of interviews must be submitted prior to
the first day of leave.
Teachers who have not notified the administration of their resignation by the November deadline and subsequently
request leave with pay, will be asked to submit a formal request no less than three weeks prior to the anticipated leave
dates. Disposition of all such requests will be made by the General Director and the Administrator of the pertinent section.
In cases where numerous teachers from the same section request leave for the same dates, causing difficulties in
substitution coverage, those with higher seniority in terms of years of service at CAG will be given priority; alternatively,
priority will be given according to the date the leave request was made.
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Oficina para Guatemala
Apartado Postal No. 82 010901
Guatemala, Guatemala, C.A.
Telephone: 2364-0528
Fax: 2364-0528
* Registration for job fair or official proof of interviews must be submitted.

Subpoenas/Jury Duty (revisions approved May 27, 2014, Acta J.D. 09-1314)
The absence of faculty and staff subpoenaed to appear in any judicial proceeding or jury duty is authorized. Submission of
supporting documentation is required before and after the absence. Absences for other legal reasons will be considered by
the General Director.

Illness (revisions approved May 27, 2014, Acta J.D. 09-1314)
Short Term:
Absence because of short-term illness is authorized provided that supporting documentation is given to the section
Principal. Faculty are responsible for verbally contacting the section Principal as early as possible prior to an anticipated
absence and, in the event of an absence lasting more than 2 days must present a formal medical certificate signed by a
physician.
Long Term: (revision approved on March 23, 2010, Acta J.D. 10-0910).
CAG attempts to address the issue of serious, long term illness and/or disability with sensitivity, understanding and caring
for the employee who has the need to be absent for an extended period of time. If a faculty or staff member is absent for
an extended period of time, or if his/her periodic absences are sufficient to decrease considerably his/her effectiveness, the
case will be considered by the Administrative Leadership Team and a determination made for appropriate action.
CAG offers BCO exchange faculty disability insurance coverage which includes an “elimination period” of 180 days for
teachers. From the moment of the onset of a long term illness teachers will receive 100% salary for the first month of
absence, 75% during the second month and 50% during the third month, plus housing benefits for up to 3 months. After 3
months of illness the contract will be voided if the exchange teacher cannot return to work. The exchange teacher will
begin to receive disability payments (60% of monthly salary) from the 180 th day after the onset of disability due to
prolonged illness or accident. CAG will continue to pay the disability insurance monthly premiums until the elimination
period is completed. Contractual terms relating to relocation allowance will be honored.

Maternity and/or Paternity Leave (revision approved on June 24, 2014, Acta J.D. 10-1314).
Maternity leave for female exchange faculty who have completed less than 18 months of contract will follow the laws of the
State of Pennsylvania, USA. The female faculty member may take up to 12 consecutive, working weeks of unpaid maternity
leave. Female exchange faculty who have completed 18 or more months of contract and who will be returning for an
additional year of service following the end of maternity leave may take up to 12 consecutive weeks of leave with 70% pay.
In both cases, should the leave take place during vacation periods, the teacher will receive 100% pay as usual during the
vacation period. The exchange teacher will be restored to the position held before the maternity leave, or to a position with
equivalent benefits, stipend and conditions of employment for the duration of the contract in force at the time. Housing
and other benefits as applicable will be continued during the time of the leave
In cases where 2 exchange faculty were contracted as a teaching team, a maximum of 2 weeks of the 12 week total leave
may be applied as paternity leave (2 weeks paternity/10 weeks maternity). The entitlement to leave for the care of a child,
adopted or biological, expires at the end of the 12-week period beginning with the date of the child’s birth or adoption of a
newborn.
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Oficina para Guatemala
Apartado Postal No. 82 010901
Guatemala, Guatemala, C.A.

Telephone: 2364-0528
Fax: 2364-0528
Absence for Marriage (revisions approved May 27, 2014, Acta J.D. 09-1314)
A maximum of five working days with compensation will be granted for marriage and honeymoon. However, it is strongly
encouraged that faculty and staff who marry and honeymoon do so during their vacation time, in order to minimize the
impact on the school and student achievement.

Absence for Bereavement (revisions approved May 27, 2014, Acta J.D. 09-1314)
In the event of the death of a person in the immediate family (parent, child, sibling, spouse), five working days leave of
absence for will be authorized, with pay, if overseas travel is necessary. In the event of a death of an immediate family
member in Guatemala, two working days will be granted. Leave will be granted with pay.

Personal Leave Absence (revisions approved May 27, 2014, Acta J.D. 09-1314)
Personal absence days for emergency or urgent situations may be requested, in writing, for the appropriate section
Principal’s consideration. These absences are intended to provide faculty with the opportunity to attend to pressing
personal matters or concerns, such as medical or dental appointments, which cannot be attended to outside the normal
school day. A maximum of two non-consecutive days of personal leave, academic year, will be considered for approval. If
approved, such absences will be granted with pay.
The spirit and intent of the personal leave policy is to assist staff during situations of minor urgency. However, it is
important to maintain continuity and minimize disruption of the academic program. Therefore, section Principals may
approve or deny requests based upon current circumstances within the section, such as number of absent teachers.
Requests should be made with at least five working-days advance notice, except in emergency situations. Personal leave
absences which are clearly not an emergency will not be approved with less than five days advance notice.
Personal leave absences will not be approved on the day preceding or following a holiday, on special half days such as
professional development and in-service, parent conference days or during scheduled end-of-trimester and/or
standardized assessments, or on days when special events are scheduled within the section. No personal leave absences
will be granted during the first three weeks or the last three weeks of the school year or within four weeks of their return to
duties following an extended absence (illness, maternity, attendance at professional conferences, etc.).
In cases of absence due to “force majeur” following holidays or an approved recruiting trip, faculty may request that their
case be reviewed to determine pay status. In cases where the absence is considered not to be related to an emergency or
circumstances beyond control, a corresponding deduction will be made from the faculty member´s monthly stipend.
Special Leave Without Pay and Personal Emergencies (revisions approved May 27, 2014, Acta J.D. 09-1314)
At the recommendation of the Administrative Leadership Team, the Director may authorize absences with a corresponding
deduction in pay for faculty and staff members for special or extenuating reasons.
Salary Advances (revision approved on March 23, 2010, Acta J.D. 10-0910).
The General Director or Financial Manager may authorize salary advances ---for emergency situations only.
Limited advances (up to the amount of two month´s salary) are available in special situations to assist BCOIA faculty and staff for
their successful relocation.
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Oficina para Guatemala
Apartado Postal No. 82 010901
Guatemala, Guatemala, C.A.
Telephone: 2364-0528
Fax: 2364-0528
Exchange Faculty and Conflict of Interest (revisions approved May 27, 2014, Acta J.D. 09-1314)
No faculty or staff shall participate in the supervision and evaluation of a relative or spouse employed by the American School of
Guatemala. Faculty and staff must recuse themselves from participating in decisions that could represent a conflict of interest.
Tuition Reduction for Exchange Faculty
Tuition/fees reduction for the children of BCOIA faculty members is an additional benefit for the faculty member and for the
institution as well. It helps to promote stable, loyal, long-term relationships between local and long-term BCOIA staff and the School.
It is one means to recruit, contract and selectively retain experienced, quality teachers who have school-age children
In the case of full time teaching couples recruited from overseas and who have children to be enrolled in the school, they will have
all educational fees waived, including the initial matriculation fee . The reduction does not apply to any fees related to special
services or participation in co- or extra- curricular activities.
Foreign-contracted BCOIA faculty who enroll dependent children after remaining at ASG for more than five academic years, or
BCOIA faculty who were contracted within Guatemala, will receive the following tuition/fees reduction scale, based on number of
years of employment. Reduction applies to the annual re-matriculation fee, tuition and peripheral fees: instructional materials,
technology fee, security and traffic control, and bus transportation. The reduction does not apply to the initial matriculation fee,
which remains at $2,500 for BCOIA dependent children.
6th year or more years of employment
5th year
4th year
3rd year
2nd year
65%
55%
45%
35%
25%
Receiving the reduced tuition/fees benefit is contingent upon full and timely completion of application and enrollment procedures,
as well as satisfactory performance by the candidate on academic admissions assessments. Maintaining the reduced tuition/fees
benefit is contingent upon compliance with academic (maintain a minimum grade of 70/C in each subject) and behavioral standards
(Board Policies 7.13.3 and 7.13.4.5 approved January 10, 2006, Acta J.D. 11-0506), and as outlined in the student handbooks and the
signed agreement between the parent and CAG. Failure to do so will result in the loss, either temporary or permanent. of the
reduction benefit.
The total number of teachers’ dependent children receiving reduced tuition/fees may not at any time exceed 3% of capacity
enrollment at any section level, as defined in the school’s class size policy. In the event of multiple candidates applying for limited
openings, admission will be based upon: number of available openings, teacher’s length of service, and level of performance by the
candidate on admissions testing.
Tuition reductions are not construed as “prestaciones laborales”.
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Oficina para Guatemala
Apartado Postal No. 82 010901
Guatemala, Guatemala, C.A.
Telephone: 2364-0528
Fax: 2364-0528
Dismissal (revisions approved May 27, 2014, Acta J.D. 09-1314)
Faculty and staff members are dismissed for the following reasons:
1.
lack of competency;
2.
behavior which is deemed inappropriate and/or unacceptable with students or any other member of the school community;.
3.
demonstrated inability or unwillingness to follow policies, guidelines, and regulations established by the Administrative
Leadership Team;
4.
failure to fulfill professional obligations, responsibilities and expectations;
5.
anti-social attitudes or commentaries which adversely affect students, faculty and/or the educational program and school
reputation;
6. unethical or inappropriate personal behavior which reflect negatively upon the School or other members of the School
community.
Under authority delegated by the Board, employees are dismissed by the General Director in consultation with the Section
Principals. Notification of dismissal should be made in person by the General Director. Such notice should be confirmed in writing
and placed in the personnel file.
End of Contract
A Letter of Intent will be distributed in October to each teacher who is in the final year of a contract. It must be signed and returned
by the November date indicated, following the instructions & deadlines indicated in the letter. This signed letter is essential in order
to establish recruiting needs and determine leave time for those requesting it to attend job fairs or interviews. Requests for Letters
of Reference and/or completion of on-line references must be made with 2 weeks advance notice. These requests must follow the
prescribed format as posted on CAG website.
Incompletion of Contract
If an exchange faculty member resigns or leaves before the end of the contract agreement, all end of contract benefits will be
forfeited and the final stipends will be withheld for damages incurred in the search, recruitment and relocation of a replacement, as
well as for outstanding expenses related to housing and utilities.
Absence of Policy
Situations not described in these policies will be analyzed by the General Director in consultation with Admin. Council, BCOIA, and
labor advisors.
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