James Smith Elementary School
Vision
James W. Smith will be a school where all students succeed by performing at/above grade level
and show growth
Mission
James W. Smith Elementary, united with families and communities, will rigorously challenge all
students to be globally competitive 21st century learners.
Core Values
Through commitment, excellence and teamwork, along with the implementation of the Baldrige
Core Values we believe:
…all students will be successful
…a safe environment eliminates fear
…process improvement promotes positive
change
…building internal and external partnerships
will accomplish our goals
…our vision will be attained
School Colors and Mascot
Our school colors are blue and gold. Our school mascot is the cougar!
Tobacco Free School Policy
Refer to Craven County School Student Policies and Regulation Manual,
policy number 710.1815.
General
Information
James W. Smith Elementary School
Personnel Roster
2012 - 2013
Principal
___ Renee D. Whitford
Kindergarten
___ Lane, Kristin
___ Elliott, Lora
___ McMurry, Tiffany
___ Teal, Lisa *
First Grade
___ Dunn, Marianna
___ Garrett, Jordan*
___ Willis, Jenna
___ Walker, Jennifer
Assistant Principal
___ Amber Gover
Secretary
___ Kilpatrick, Connie
Support
___ Travers, Debra
___ Schiller, Pam
___ Cox, Beth
ECP
___ Quinlivan, Jennifer
___ Bryant, Debra
Second Grade
___ Sheppard, Sarah
___ Toler, Robyn*
___ Wilson, Laura
Third Grade
___ XXXXXX
___ Kaveney, Emily
___ White, Diane
Media Center
___ Michener, Jennifer
Instructional Support
___ Bondurant, Diane
Intervention
___ McCoy, Kristin
School Psychologist
___ Bogle, Suzanne
Fourth Grade
___ Connolly, Leanne
___ Schneider, Cindy
___ Tucker, Amanda
Fifth Grade
___ Gwaltney, Katy
___ Sikes, Loulie
___ Tripp, Betty
___ XXXXX
Speech
___ Bryant, Anna
Occup. Therapist
___ West, Jessi
Social Worker
___ Fulcher, Ronnie
ESL
___ Cheek, Donna (309)
Bookkeeper/etc.
___ Wilson, Amy
School Nurse
___ Seymore, Debby
Guidance
___ Jones, Jennifer
AIG
___ West, Tina
Assistants
___ Bland, Gwen
___ Brown, Rhonda
___ Guice, Karen
___ Koonce, Shelia
___ Lane, Teresa
___ Mattocks, Delancy
___ McCoy, Charlene
___ Nipko, Jackie
___ Parrish, Rhonda
___ Scott, Claudean
___ Tripp, Cindy
___ Ward, Sylvia
Technology Spec.
___ Kilpatrick, Darlene
Cafeteria
___ Creel, Clara
___ Edwards, Frances *
___ Heath, Juanita
___ Cannon, Geraldine
GENERAL INFORMATION AND OPERATIONAL PROCEDURES FOR TEACHERS
1. Teachers should set an example for students relative to conduct and dress. Remember, we
are professionals and should conduct ourselves and dress as such. Please refer to the
Professional Dress Code Policy 710.1817
2. All teachers are expected clocked in by 7:35 so they can be at their classroom doors ready
to greet students at 7:40 a.m. (unless you have an earlier duty assignment time). All staff
must enter through the front doors. A duty schedule is found in the teacher handbook.
Please refer to the schedule frequently to avoid embarrassment. Report to your duty station
promptly. IT IS YOUR RESPONSIBILITY TO ARRANGE FOR SOMEONE TO SUBSTITUTE FOR
YOUR DUTY IF YOU CANNOT FULFILL YOUR DUTY OBLIGATIONS ON ANY GIVEN DAY!
Notification must be given to the Principal or Assistant Principal.
3. NO CLASS IS TO BE LEFT UNSUPERVISED DURING ANY PERIOD OF THE DAY. This is a
policy of the Craven County School System.
4. Each staff member is provided with an email address. It is the expectation that staff check
their email on a regular basis. Administration will use email as a primary means of
communication. Bridgeton Elementary has an electronic calendar of events. Staff are
expected to check it regularly for information.
5. Teacher lesson plans should be left daily on their desk. Lesson plans should include the
following: objective number from the NCSCOS, and, if applicable, any planning for Title I
services. Information such as seating charts, attendance roster, etc. should also be easily
accessible for the substitute.
6. Teachers are expected to complete their attendance prior to 9:30 a.m. This is NONNEGOTIABLE. Delays in attendance cause reports that must be printed to be delayed and
hold up others from doing their job.
7. It is an expectation that all staff read and familiarizes themselves with the Student/Parent
Handbook for James W. Smith Elementary School and the Craven County Schools Student
Policies and Procedures Manual. There is important information in there that you, as a
faculty member, should have knowledge of as well.
8. Craven County Schools has adopted the Baldrige-Based Management System as its means
for continuous improvement. It is the goal of Bridgeton Elementary School that 100% of
our classrooms be using PDSA as the model for creating learning systems.
9. It is important to see staff at as many functions as possible. All staff members are expected
to attend PTO meetings and Title 1 parent nights. This is an excellent opportunity to build
positive relationships with our parents and community members. Teachers will be required
to sign in at the front office.
10. NO STUDENT should be allowed access to the Internet without DIRECT SUPERVISION.
Failure to comply with the school and system’s Acceptable Use Policy Regulation
915.020.701 may result in legal and/or disciplinary actions.
11. There are several days throughout the year that are designated as “S” Days. The purpose of
these early dismissal days (11:45 dismissal for students) is to provide the opportunity for
teachers to obtain important information relevant to their own professional growth. The
days for the 2012-2013 school year are: October 5, November 8, February 15, and March
8.
12. On Early Release Days (11:45 dismissal), students will follow their regular schedule with
the exception of Support classes (Art, Music, PE, Computer) and lunch. Support classes are
not held on these days.
13. Pictures will be made on three occasions (Fall and Spring/Group picture). Fall and Spring
pictures will be in proof form (Picture Proofs only need to be returned if the student is
purchasing a packet.). Group pictures are always pre-sold prior to picture day. (The
student must return the pictures or pay for them.)
14. Report cards are given to students at various times throughout the year. For grades 1-5 the
dates are as follows: November 6, January 24, April 10, and June 7. For Kindergarten, the
dates are as follows: December 2, March 16, and June 10.
15. Our school has an open door policy for parents to observe. However, conferencing should
be prearranged by appointment and not interfere with instructional operations. All visitors
must sign in at the Front Office.
16. Please keep the mailbox area, planning rooms and literacy rooms clean. Remove
refrigerator items regularly. A cleaning schedule can be found in the Faculty Handbook
behind Schedules & Duties, as well as, on the refrigerator doors in each planning room.
17. James W. Smith Elementary School, in accordance with Craven County Schools, is a
tobacco-free campus.
18. All teachers will receive an evaluation every year using the Craven County School’s
Evaluation Process. The specific rubric that is used will depend upon your classification.
19. Cumulative folders are confidential. NO STUDENT IS TO SEE OR HANDLE THESE FOLDERS.
FOLDERS ARE NOT TO BE TAKEN TO THE CLASSROOM WHILE SCHOOL IS IN SESSION.
Maintaining all folders for accuracy and up-to-date information is the responsibility of the
teacher. Transferring of records to other schools should only be handled through the
office. Folders will be inspected periodically.
20. In reviewing your student’s cumulative folder, please double check for custody papers.
Know who has custody of your students and help us make sure that only proper adults take
the student out of the school. If a child has custody papers, please indicate that in red ink
on the child’s rolodex card in the office.
21. Each student is to have an emergency card on file in the office. Be sure that requested
information is filled out in its entirety. These need to be alphabetized and in the office by
the end of the first ten days. Please note the following in red ink on the child’s emergency
card, if applicable: If the child has custody papers, if the child has any medical alert:
allergies, reactions, asthma, etc.
22. Each teacher is responsible for supervising his/her students while on the playground.
Organized play should be a part of your daily planning with free play being used sparingly.
Active supervision should be in place at all times. At no time should students be left alone
on the playground.
23. Each teacher is to see that his/her class arrives to the cafeteria on time and sits in the
appropriate area. Noise level should remain at a minimum. Expectations should be taught
and reinforced regularly with students regarding cafeteria behavior. Every class will have
10 minutes of silence at the beginning of their lunch period (this time begins when the last
student is seated). This will allow all children to eat and digest their food, prior to visiting
with friends.
24. Our school has a school nurse located at the Front Office. Her hours are from 8:00-3:00
Monday-Friday. If it is necessary to send a child to the nurse, please make sure you
complete a Nurse Referral Form (copies can be obtained from the front office) and send it
with the child to the nurse’s office.
25. Craven County Schools Warehouse provides general instructional supplies that teachers
may need for their classroom. There is an order form that you can complete and give to the
front office for order processing. Forms can be found on the Craven County Schools iWeb.
26. Supplementary materials are available to all teachers through Media and Title I. Please do
not take these materials unless you intend to use them and do not keep them any longer
than necessary. If you have suggestions for purchasing new materials, please give such
requests to our Media Coordinator.
27. Teachers should have students set their chairs up on their desks and pick up trash, pencils,
crayons, notebooks, books, etc. on the floor at the end of the school day. All doors are to be
secured, and windows should be closed and blinds adjusted before leaving at the end of the
school day.
28. Wednesdays are the designated meeting day for James W. Smith employees. The first
Wednesday of every month is reserved for faculty meetings and the remaining Wednesdays
are for various goal team meetings.
29. Our school code is 250-350. Our school address is: 150 Kooncetown Road, Cove City, NC
28523, telephone 252-514-6466. Our fax number is 252-514-6469.
30. The school telephone is provided for school business purposes only. Under no
circumstances may personal long distance calls be made by staff members or other persons
and charged to the school.
31. All field trips must be approved by the Principal/Assistant Principal and be of an
educational nature. Such trips must be approved and arrangements finalized two weeks in
advance, using the proper forms. The Assistant Principal is responsible for reserving the
Activity or Yellow Bus, as well as assigning bus drivers for each trip.
32. Teachers are to provide scheduled times for restroom breaks during their daily schedule.
Students may go to the restroom during regular class times with a teacher issued pass only
in case of an emergency. Be sure students leave the classroom at the appropriate dismissal
time.
33. If a child must leave during the school day, he/she must be checked out through the Main
Office. This is a Craven County School Board policy. Attendance is a state-mandated
teacher responsibility and must be accurate. A child is tardy if he/she arrives to your class
after the 8:15 bell. STUDENTS MUST BE PRESENT 2/3 OF THE SCHOOL DAY. STUDENTS
MUST REMAIN IN SCHOOL UNTIL 12:45 TO BE CONSIDERED PRESENT FOR THE DAY.
34. Copies of memos and notices (pertaining to various activities) sent to parents and faculty
members by staff members should be approved by the Principal/Assistant Principal and on
file in the Front Office to help office personnel answer questions that may arise.
35. Cell phones are not to be used during the instructional day. All cell phones should be
turned off during staff meetings.
36. Faculty members will not receive phone calls unless it is an emergency. Messages will be
taken and placed in your mailbox. Please notify the office if you are expecting calls from a
medical provider.
37. Hygiene supplies are available in the Health Room.
38. Parent-teacher conferences should be held during non-instructional times (planning,
before/after school). If you schedule a conference, please notify the office.
39. Homeroom teachers are required to prepare a list of students who qualify for the Principal's
List or Honor Roll each grading period. Students at JWS will be listed on the Principal's List
if: their average is 93 or above (in all subjects) and all conduct is satisfactory (this means all
A’s). Students will be listed on the Honor Roll if: their average is 85 or above with all
conduct grades being satisfactory (students may have combination of A’s and B’s). Due
dates for this information are indicated on the JWS Calendar.
40. Lunch will be available to students and staff. For staff, if you wish to obtain a cafeteria
number, please see Frances Edwards. Cost is as follows:
Students
$2.10
Adults
a la carte
Reduced
$0.40
Extra Milk
$0.50
41. Money is not to be left in the school overnight or unattended during the school day. It shall
be the responsibility of the teacher and other school personnel to replace stolen money
belonging to the school that is left unattended. It is the Craven County Board of Education
policy that all money collected is to be deposited on a daily basis. All money collected is to
be turned in to the bookkeeper before 10:30 each day-NO EXCEPTIONS.
42. All school bookkeeping is on the computer. All checks issued will be for the exact amount.
Mrs. Amy Wilson will need at least 3 days to prepare a check.
43. Any teacher absent for a half day or a full day, please contact Amber Gover @ 671-1787.
Calls should be made between the night prior or 6:00 a.m. - 7:00 a.m, if you find you need
a sub after 7:00 a.m (for that school day), call Amy Wilson @ .
44. Any teacher wishing to leave school during the school day (7:40 a.m. - 3:15 p.m.) must
obtain prior permission from the Principal or Assistant Principal. Please use the
computerized system in the front office to sign out and sign in upon return.
45. Teachers requesting to take leave (for workshops, personal days, annual/bonus leave) must
complete an absence report prior to being absent. If sick leave is used, the absence report
should be completed the day of return. Failure to follow the process could cause delay in
receiving your pay. The principal may charge LWOP (Leave Without Pay) for those not
completing the necessary paperwork.
46. Bulletin boards are to reflect student’s work, seasonal activities, or a unit of study. Please be
prompt in removing all seasonal boards. All bulletin boards are to be changed before
leaving for the Thanksgiving, Christmas, and Easter holidays so that we do not return to
boards that are not current.
47. ALL accidents, whether student or teacher related must be reported immediately to the
Front Office.
48. If a student is injured in your classroom or while under your supervision, contact the
parent immediately and complete the proper form to document that the injury occurred
and the parent was notified.
49. Teachers need to be aware of students assigned to their classes who have medical problems.
Please consult the health cards and the school nurse.
50. State law requires teachers and assistants to report all cases of suspected child abuse. This
should be reported to the school nurse, guidance counselor, or the principal.
51. A red notebook is kept in the custodial mailbox. Please fill out your maintenance requests
in this book.
52. All medication is to be brought to the office and administered by office staff only after a
Physician’s Authorization of Medication form is completed and on file. Teachers are not to
give medication to students unless the class is on a field trip and medication is authorized
and required.
53. On workdays teachers will follow the standard schedule (7:40-3:15). Lunch is from
11:30-1:00.
54. During assemblies, teachers are to escort their students to the assembly and remain with the
class for supervision purposes.
55. Each teacher is responsible for maintaining and updating their webpage on a regular basis.
56. In alignment with our safety standards please make sure that doors are locked and lights
Personalized Education Plan (PEP)
A Personalized Education Plan (PEP) is a plan that addresses students’ weaknesses
and provides strategies that are designed to assist the student in overcoming these obstacles.
Under General Statute 115C-105.41, a PEP should provide “focused intervention and
accelerated activities that include research-based best practices that meet the needs of the
student.” Copies of the plan can be found at Craven County Schools website under “Forms.”
PEP’s should be completed on any child who is experiencing difficulty, and/or who is
performing below grade level or at-risk for academic failure. A PEP must be written in
addition to any other services a student may be receiving (i.e., ECP, 504, etc.) Ideally both
the parent and the teacher should develop them. However, it may be necessary for the
teacher to develop them. If this is the case, there is an area for the teacher to document
where attempts have been made to include the parent in this process. This information
should be maintained in the student’s cumulative folder and reviewed periodically.
*PEP template can be found on the Craven County Schools iWeb
CRAVEN COUNTY SCHOOLS
EDUCATION SPOTLIGHT PROGRAM
The Education Spotlight Program is a recognition program for all employees of the
school system. The purpose is to recognize all individuals and groups of individuals who
are involved in the education of Craven County children. Nominations may be
submitted by colleagues, parents, or community people/groups during the last week of
each month.
PROCESS
Submit nomination(s) to School Climate Committee
Consensus from School Climate Committee
School Climate Committee submits nomination to Director of
Informational Services during the last week of each month
Program begins in September and concludes in April (except December)
Recognition at Craven County Board of Education meeting, spotlighted in
news media and honored by individual schools
GUIDELINES
Nominations shall be in alignment with strategic directions as follows:



Optimum Student Achievement
Safe and Inviting Learning and Working Environment
Efficient and Effective Operations
Beyond expectations - Making a difference in someone's life
Give specific examples
50 words or less
Only one nomination per school per month
CRAVEN COUNTY SCHOOLS
EDUCATION SPOTLIGHT PROGRAM NOMINATION FORM
Name:
School:
Position:
Strategic Direction(s):
Reason for Recognition:
Nominated by:
Date:
Schedules
and
Duties
JWS 2012-2013 Duty Schedule
AM
Breakfast
7:30-8:00
Jones / Cur. Coach /
Guice / Parrish
Jones / Cur. Coach /
Guice / Parrish
Jones / Cur. Coach /
Guice / Parrish
Jones / Cur. Coach /
Guice / Parrish
Jones /Cur. Coach /
Guice / Parrish
Carpool
7:30-8:00
Cox
Cox
Cox
Cox
Cox
Bus
7:30-8:00
Schiller/Travers
Schiller/Travers
Schiller/Travers
Schiller/Travers
Schiller/Travers
Main Hall
7:30-8:00
C. Tripp
C. Tripp
C. Tripp
C. Tripp
C. Tripp
K breezeway
entrance
7:45-8:00
T. Lane
T. Lane
T. Lane
T.Lane
T.Lane
2-3 Pod
Entrance
7:45-8:00
D. Bryant
D. Bryant
D. Bryant
D. Bryant
D. Bryant
5th Grade Pod
Entrance
7:45-8:00
J. Quinlivan
J. Quinlivan
J. Quinlivan
J. Quinlivan
J. Quinlivan
3-4th Grade
Pod Entrance
7:45-8:00
Hall
Hall
Hall
Hall
Hall
Bus
2:45-3:00
Schiller/Travers
Schiller/Travers
Schiller/Travers
Schiller/Travers
Schiller/Travers
Carpool
2:40-2:55
Bondurant/Jones
Bondurant/Jones
Bondurant/Jones
Bondurant/Jones
Bondurant/Jones
Main Hall
2:45-2:55
Parrish/Tripp
Parrish/Tripp
Parrish/Tripp
Parrish/Tripp
Parrish/Tripp
Carpool Exit
2:40-2:55
Michener
Michener
Michener
Michener
Michener
PM
Note: If you are unable to cover your duty assignment, it is your responsibility to notify Adminstration who will be covering for you.
Tina West will assist in the Cafeteria on the days she is at JWS.
2012-2013 Lunch Schedules
2012-2013
Lunch Schedule
2012-2013
Early Dismissal
Lunch Schedule
Grade
Teacher
Lunch
Class
Class
Lunch
K
Teal
11:20-11:45
Teal
Teal
9:57
K
Elliott
11:25-11:50
Elliott
Elliott
10:00
K
McMurry
11:30-11:55
McMurry
McMurry
10:03
K
Lane
11:35-12:00
Lane
Lane
10:06
1
Dunn
11:00-11:25
Dunn
Dunn
9:45
1
Heath
11:05-11:30
Heath
Heath
9:48
1
Walker
11:10-11:35
Walker
Walker
9:51
1
Garrett
11:15-11:40
Garrett
Garrett
9:54
2
Toler
12:35-1:00
Tucker
Tucker
10:09
2
Sheppard
12:40-1:05
Schneider
Schneider
10:12
2
Wilson
12:45-1:10
Connolly
Connolly
10:15
Kaveney
Kaveney
10:18
2
3
Kaveney
11:55-12:20
Sauerwald
Sauerwald
10:21
3
Sauerwald
12:00-12:25
White
White
10:24
3
XXXX
12:05-12:30
xxxx
xxxx
10:27
3
White
12:10-12:35
Tripp
Tripp
10:30
4
Tucker
11:40-12:05
XXXX
XXXX
10:33
4
Schneider
11:45-12:10
Gwaltney
Gwaltney
10:36
4
Connolly
11:50-12:15
Sikes
Sikes
10:39
Sheppard
Sheppard
10:42
4
5
Tripp
12:15-12:40
Toler
Toler
10:45
5
XX XX
12:20-12:45
Wilson
Wilson
10:48
5
Gwaltney
12:25-12:50
5
Sikes
12:30-12:55
2012-2013 Master Schedule
Grade
K
K
K
K
1
1
1
1
2
2
2
2
3
3
3
3
4
4
4
4
5
5
5
5
Teacher
Teal
Elliott
McMurry
Lane
Dunn
Heath
Walker
Garrett
Toler
Sheppard
Wilson
Support Time
8:25-8:55
8:25-8:55
8:25-8:55
8:25-8:55
9:05-9:50
9:05-9:50
9:05-9:50
9:05-9:50
10:00-10:45
10:00-10:45
10:00-10:45
Kaveney
Sauerwald
XXXX
White
Tucker
Schneider
Connolly
10:55-11:40
10:55-11:40
10:55-11:40
10:55-11:40
12:30-1:05
12:30-1:05
12:30-1:05
Tripp
XX XX
Gwaltney
Sikes
1:15-2:00
1:15-2:00
1:15-2:00
1:15-2:00
Day 1
Art
Music
PE
Computer
Art
Music
PE
Computer
Art
Music
PE
Computer
Art
Music
PE
Computer
Music
Art
Computer
Day 2
Music
PE
Computer
Art
Music
PE
Computer
Art
Music
PE
Computer
Art
Music
PE
Computer
Art
Art
Computer
Day 3
PE
Computer
Art
Music
PE
Computer
Art
Music
PE
Computer
Art
Music
PE
Computer
Art
Music
Computer
Day 4
Computer
Art
Music
PE
Computer
Art
Music
PE
Computer
Art
Music
PE
Computer
Art
Music
PE
PE
PE
PE
Music
Music
PE
Computer
Art
Music
Art
PE
Computer
Art
Music
Music
Art
Computer
Computer
Art
Music
PE
Art
Music
PE
Computer
PE
Repeat Day 1
Art
Music
PE
Computer
Art
Music
PE
Computer
Art
Music
PE
Computer
Art
Music
PE
Computer
Music
Art
Computer
Lunch
11:20-11:45
11:25-11:50
11:30-11:55
11:35-12:00
11:00-11:25
11:05-11:30
11:10-11:35
11:15-11:40
12:35-1:00
12:40-1:05
12:45-1:10
Academy
1:00-2:00
1:00-2:00
1:00-2:00
1:00-2:00
1:00-2:00
1:00-2:00
1:00-2:00
1:00-2:00
8:10-9:10
8:10-9:10
8:10-9:10
11:55-12:20
12:00-12:25
12:05-12:30
12:10-12:35
11:40-12:05
11:45-12:10
11:50-12:15
9:10-10:10
9:10-10:10
9:10-10:10
9:10-10:10
8:10-9:10
8:10-9:10
8:10-9:10
12:15-12:40
12:20-12:45
12:25-12:50
12:30-12:55
9:10-10:10
9:10-10:10
9:10-10:10
9:10-10:10
PE
Art
Music
PE
Computer
School
Safety
Emergency Closings
Inclement Weather
Schools shall operate every day the roads and weather conditions are determined to be safe
for school operations. When severe weather indicates the possibility of dangerous roads or
hazardous conditions, a decision will be made by the Superintendent or his designee to delay
the opening of school, to postpone school for the day, or to dismiss school early during the
day.
Announcements concerning postponing, delaying, or dismissing schools early shall by given
to all area radio and television stations. Employees may call the Craven County Schools
message line at 252-514-6300. The three general types of announcements are as follows:
schools will be closed for the day, school opening will be delayed, or school will be
dismissed early.
Days that are declared inclement weather days and schools are closed shall be designated as
non-school days. The make-up days for students shall be the days indicated on the school
calendar adopted by the Board of Education. Make-up days for employees shall be added at
the end of the school calendar. Employees may elect to take a day of annual leave or make
up the day at a time designated by the Board of Education.
When schools are delayed or dismissed early, all employees follow the same schedule. The
Superintendent or his designee reserves the right to request any classification of employees to
report to work should the need develop (Principals, Transportation, Maintenance, etc.). In no
case will employees of the Board of Education be required to work more than the time for
which they are paid.
When school is dismissed early, the announcement will be given to all radio and television
stations in the area so that parents may know when to expect their children home. All
schools may not be dismissed at the same time. When the decision is made to dismiss school
early, Principals shall cause the students to be moved out as quickly as possible.
Parent Notification of Cancellation or Early Dismissal
In the event that school is to be released early, the local radio stations and television stations
will be contacted by the Superintendent of Craven County Schools or the Principal. All
students who do not ride busses would go to the Parent Center where they would be allowed
to telephone home and then wait outside or in the cafeteria for their ride depending on the
weather or situation.
In the event that school is cancelled or there is a delay in opening, the Superintendent of
Craven County Schools or Principal will contact the local television and radio stations. If
there is any question as to whether school will be cancelled or delayed, students and teachers
should listen to local television/radio stations.
Tornado Drill Procedures
Tornado drills are held to prepare all students and teachers in the event there is danger of a
tornado within close proximity of the school. ABSOLUTE SILENCE is to be maintained at
all times to prevent confusion. Teachers will guide students to the designated areas.
Continuous, quick, short rings of the bell will signal a tornado drill. Students and staff
should:

Leave the room in a single file line. Move rapidly and quietly as several classes may
be assigned to the same area

Once at the designated area, students will face the nearest wall, kneel, bend over, and
fold their hands over their head

Students should be aware of the tornado-safe areas for each of their classrooms
Fire Drill Procedures
Fire drills are held to prepare all students and teachers to leave the building as quickly as
possible should any emergency situation arise. ABSOLUTE SILENCE is to be maintained
at all times when leaving or entering the building to prevent confusion. Teachers will guide
the students out of the building to a safe location. Students should be aware of where the exit
routes are in their classrooms. A fire drill will be signaled by the fire alarm and/or an
announcement on the intercom. Students and staff should:

Leave the room in a single file line. Move rapidly and quietly as several classes may
use the same exit

All classes should assemble at least sixty yards away from the building (if space
allows)

After moving a safe distance away from the building, stand in a single file line facing
away from the building

You will be signaled when it is safe to return to the building. At that time, you should
enter orderly and quietly
Employee
Benefits
Please refer to the Craven County Schools’ Employee Handbook for additional information.
Sick Leave
(Accrued Each Month)
Employees will earn one sick day for each month of employment. Sick leave may be granted for:
1. Periods of temporary disability caused by personal illness, injury, or other temporary
disability.
2. Illness in the employee's immediate family that necessitates the employee's attendance.
3. Death in the immediate family.
4. Medical appointments.
Sick leave may be accumulated indefinitely and is transferable among local school systems, and may
be transferred to a State Agency, Community College, or Technical Institute if they are willing to
accept the sick leave.
Vacation Leave
(Accrued Each Month)
Permanent school employees, working at least half-time, earn vacation leave. To earn vacation leave
during a given month, an employee must be working or on paid leave during half or more of the
workdays in that month. Part-time permanent employees working half-time or more, earn leave equal
to their percentage of employment. State regulations and policies established by local school systems
govern when vacation leave may be taken. Unused vacation leave may be accumulated and a
maximum of 30 days carried to the next calendar year. Annual leave will be transferred when a
school employee transfers among local educational agencies and may be transferred to a State
Agency if the agency is willing to accept the leave; otherwise, the employee leaving the public
schools will be paid for up to 30 days accumulated leave. In the case of death, the employee's estate
will receive payment for any accumulated vacation leave up to 30 days. The chart below shows the
number of days of vacation earned each month based on years of state service.
When You Have
Years of Aggregate State Service
Less than 2 years
2 but less than 5 years
5 but less than 10 years
10 but less than 15 years
15 but less than 20 years
20 years or more
You Are Granted
Days Per Month Earned
1.00
1.15
1.40
1.65
1.90
2.15
Any annual leave balances in excess of 30 days will convert to sick leave at the end of the fiscal year.
710.18090201
Voluntary Shared Leave
Purpose:
The purpose of voluntary shared leave is to provide economic relief for employees who, by
reason of prolonged absence caused by serious medical conditions, are likely to suffer financial
hardship.
Eligibility:
1. Only permanent full-time and part-time employees are eligible to receive donated leave. The
limitation and leave balance for part-time employees is pro-rated according to the employee's
percent of employment.
2. An employee approved for receipt of donated leave may receive annual leave from any
employee in the employing school system. Annual leave and/or sick leave may be received
from an immediate family member at any school system.
3. An employee who is receiving benefits from the Disability Income Plan is not eligible to
receive donated leave. However, shared leave may be used during the required waiting
period.
4. An employee who has a serious medical condition or is absent from work due to a family
member who has a serious medical condition may apply to the Superintendent of the LEA for
donated leave.
5. If a pregnancy results in an extended absence caused by a serious medical condition that will
cause the employee to suffer financial hardship, donated leave may be accepted. Routine
pregnancies will no longer qualify for Voluntary Shared Leave.
6. The Superintendent shall approve or disapprove all requests for receipt of donated leave.
7. For purposes of the Voluntary Shared Leave Program, transferring leave from LEA to other
entities is prohibited. Leave can only be transferred within LEA's, within State Agencies,
within Community Colleges, or Universities in any form or for any purpose for the Voluntary
Shared Leave Program.
Application:
An employee, who, due to a serious medical condition of self or his immediate family, faces a
prolonged absence from work, may apply to the Superintendent of LEA for donated leave.
Determining "serious medical condition" for the purpose of Voluntary Shared Leave is a local
Superintendent's decision. However, the definitions of "serious medical condition" as defined by the
Family Medical Leave Act must be considered. Application may also be taken by a third person
acting on the employee's behalf. The term "immediate family" as used herein means only the
employee's spouse, children, parents, and any other dependent residing in the employee's household.
The twenty days of extended sick leave are not to be included in the application of this policy. The
application should include the following:
1. A doctor's statement should be attached to the application.
2. The application should also include an authorization of release of medical information signed
by person, or parent or guardian of a child, who is suffering the medical condition. This
release may also be signed by any legally authorized party.
3. A prospective recipient may make application for shared leave at such time as medical
evidence is available to support the need for leave beyond the employee's available
accumulated leave.
4. Sharing medical information with another LEA or other parties is prohibited. Do not share
any medical information about the receiving individual with other LEAs who are eligible
donors in their system. This action violates federal confidentiality laws. Only authorized
individuals in the LEA of the recipient who approve the application are allowed access to
medical information of the recipient. This information should be kept in a separate medical
information file and clearly identified and confidential.
Donation of Leave:
1. Persons eligible to donate. Any eligible employee may donate annual leave to any employee
in the same LEA. Annual leave may be donated to immediate family members in the same or
another LEA. For donation of vacation leave to an immediate family member, immediate
family member is defined as spouse, parents, children, brother, sister, grandparents and
grandchildren, also included are the step, half, and in-law relationships. A donating
employee may not donate annual in an amount in excess of the amount that could be earned
in one year (July-June). Additionally, the amount donated must not reduce the donor's annual
balance below one-half of what that person can earn in the year.
2. Restrictions on donation of leave.
a)
All leave donations must be to a designated employee approved by the
Superintendent for receipt of donated leave and may not be made to a pool, or
bank.
b)
All donations shall be in writing and signed by the donating employee. The
employee to receive the donation of leave shall be named and the amount and
type of leave donated shall be specified.
c)
Any eligible employee may donate annual leave. A donating employee may not
donate annual leave in excess of the amount that could be earned in one year
(July-June).
d)
Sick leave may be donated only to an employee who is a member of the family.
The term "family" as used herein means the employee's spouse, children, parents
and any other dependents residing in the employee's home. A family member
may not reduce his or her sick days below one-half of what they can earn in a
year.
e)
The donating employee may not receive compensation in any form for the
donation of leave. Local boards shall adopt policies stating that acceptance of
remuneration for donated leave will result in dismissal.
f)
Eligible donated leave between LEA's must be transferred. If an eligible donor
requests the transfer of leave, the donating systems must transfer leave to
approved recipients in other LEAs. The donating LEA has no authority or right
to obtain medical information regarding the approved recipient; or to deny any
eligible donor to transfer leave.
Use of Donated Leave:
1. An employee may normally receive no more than 130 workdays of donated leave, either
continuously or for the same condition on a recurring basis. After 130 workdays have been
used, the Superintendent may extend this limit on a month to month basis until the maximum
number of working days occurring between the first day of use of donated leave and twelve
months have been used.
2. Subject to the maximum of 130 workdays, the days the employee may use are to be limited to
the period of recovery or treatment less the employee's available leave for disability at the
beginning of the medical condition. The employee must exhaust all of their available leave
before using donated leave.
3. All donated leave must be used in one-half or whole day units.
4. Holidays falling during the period of use of donated leave will be paid. Annual and sick
leave will continue to be earned by the employee while he or she is using donated leave.
5. An employee receiving pay from Worker's Compensation may use donated leave during the
required waiting period and add to the compensation as provided in Section 10 of Employee
Benefits Manual.
Accounting for Leave:
1. The donated leave is paid from the same source of funds (recipients, not donor) as is normally
paid from.
2. The donor and recipient's leave balance is manually adjusted upon donating leave. For the
purposes of voluntary shared leave, all leave donated will be credited to the recipient's sick
leave account. This allows an employee, approved to receive voluntary shared leave, to have
any donated leave added to his/her sick leave account, and thus use such leave as sick leave
regardless of the type of leave that is donated (i.e., annual leave or sick leave). See Donation
of Leave for restrictions on donation of leave.
3. The absence code for recording the use of donation of leave by the recipient is: Donated
Shared Leave-02.
Unused Leave:
At the expiration of the medical condition, as determined by the Superintendent of the LEA, any
annual leave in excess of ten (10) days will be returned on a pro rata basis to the donors. Annual
leave that would have made an excess of thirty days at the end of June may not be returned.
Leave Balance:
Donated leave will not be counted in the receiving employee's account total on June 30.
Adopted by Craven County Schools January 20, 1994; revised February 16, 1995 & June 20, 1996
Worker's Compensation
All accidents must be reported immediately to Mrs. Hill.
LAW REQUIRES REPORTS TO BE FILED WITHIN 5 DAYS AFTER KNOWLEDGE OF
ACCIDENT.
Teacher Assistants, Cafeteria workers, locally paid teachers, and federally paid teachers should use
First Response number 1-800-771-2273 (The Zenith) and complete Form 19 with Mrs. Hill.
State paid teachers should see Mrs. Hill to fill out Form 19.
Applicability: The provisions of the Worker's Compensation Act are applicable to all school
employees. G.S. 115C-337
Use of Leave During Required Waiting Period
The Worker's Compensation Law provides medical benefits, a weekly compensation benefit equal to
66 2/3 percent of the employee's average weekly earnings up to a maximum established by The
Industrial Commission each year. When an employee is injured, he/she must go on worker’s
compensation leave and receive the workers’ compensation weekly benefit after the required waiting
period of seven (7) calendar days required by G.S. 97-28. One of the following two options may be
chosen during the waiting period.
Option 1: Elect to take earned sick leave during the required waiting period and then go on
workers’ compensation leave and begin drawing worker's compensation weekly benefits.
Option 2: Elect to go on worker's compensation leave with no pay for the required waiting
period and then begin drawing worker's compensation weekly benefits.
NCGS 97-28 Seven-day Waiting Period: Exceptions
No compensation, as defined in GS 97-2 (11), shall be allowed for the first seven calendar days of
disability resulting from an injury, except the benefits provided for in GS 97-25. Provided however,
that in the case the injury results in disability of more than 21 days, the compensation shall be allowed
from the date of the disability. Nothing in this section shall prevent an employer from allowing an
employee to use paid sick leave, vacation or annual leave, or disability benefits provided directly by
the employer during the first seven calendar days of disability. (1929, c. 120, s. 28; 1983, c. 599;
1987, c. 729, s. 5)
WORKING CONDITIONS
DRUG-FREE WORKPLACE ENVIRONMENT
It is the express purpose of the Craven County Board of Education to provide a drug free work environment for
all employees. To this end, the Administration will take specific actions as outlined in the Substance Abuse
Procedure.
All employees of the Craven County Board of Education are duly informed by this policy statement that the
unlawful possession or use of a controlled substance is strictly prohibited in the workplace. Specific actions to
be taken for violations of this policy are outlined in the Substance Abuse Procedure.
It is the responsibility of the EMPLOYEE to abide by the principles of this policy as a condition of his/her
employment. The Craven County School System will make a good faith effort to continue to maintain a drugfree workplace by providing a "drug-free" awareness program and through the consistent enforcement of its
policy.
Consistent with our desire to provide a safe working place, to promote high standards for the health and safety
of our employees, to increase productivity, and to reduce costly absenteeism, we have developed the following
Substance Abuse Procedure Policy.
1.
Any employee on company premises who appears to be under the influence of, or is found to have in
his/her possession, in his/her work area, desk, or other repository, alcohol or non-medically authorized
drugs or controlled substances, or is found to have used or be using, selling, or distributing such drugs
or controlled substance on company property, will be suspended immediately pending further
investigation. If use or possession is substantiated, disciplinary action, up to and including discharge,
will be imposed.
2.
The illegal use, sale distribution, or possession of narcotics, drugs, drug paraphernalia, or controlled
substances while on the job or on company property is a dischargeable offense. Any illegal substances
will be turned over to the appropriate law enforcement agency and may result in criminal prosecution.
3.
Administration reserves the right to test employees for drug and alcohol use under the following
circumstances:
a.
b.
c.
d.
e.
When an accident, near-accident, or injury occurs on the job
Upon report of drug or alcohol use on company property
When visual observation of an employee suggests that he/she may be unfit for duty
Upon medical information or observation suggesting alcohol or drug abuse
Where management has reason to believe that an employee is in possession of drugs or
alcohol
4.
An employee who refuses to submit to any diagnostic test to detect alcohol and/or drug use shall be
suspended immediately, pending consideration of a decision to terminate employment.
5.
Employees who refuse to submit immediately to search of their person, work area, or possessions on
company property shall be suspended immediately, pending consideration of a decision to terminate
employment.
6.
Off-the-job illegal drug and substance use which could adversely affect an employee's job performance
or which could jeopardize the safety of students and other employees or the public is cause for
disciplinary action up to and including termination of employment.
7.
Employees shall be provided information concerning counseling, rehabilitation, and re-entry programs
available through agencies with Craven and surrounding counties.
Grievance Procedure
(Policy 710.05)
Employees, regardless of age, race, sex, religion, national origin or handicap, shall have the
opportunity to present for solution any problem arising within their employment situation, and
shall be encouraged to do so without fear of recrimination.
Informal Step:
The Board believes that most problems and complaints can be settled successfully at the source
through an open and honest discussion between employees and their immediate supervisors.
Therefore, the first step in the grievance policy is the informal procedure. This is where the
employees merely tell their supervisors that they have a grievance which they want to discuss. If
this informal discussion does not result in a satisfactory solution, employees shall follow the
chain of command as identified in the following steps.
Formal Step
In order to process through the various steps, the following information is stated: The word "day"
used herein is defined as a scheduled teaching or work day. In counting days, the day that the
form is submitted should not be included. The time limits set forth may be extended for a
specified period of time upon mutual written agreement of both parties. Extensions should be
used only in unusual cases. Meetings occurring at any step will be private and attended only by
authorized persons. Facts presented and/or examined must be available to both parties. All
parties must keep confidential personal facts which are presented.
Step One:
1. If Grievances are not settled to the satisfaction of the employees within four (4) days
after reporting it to their supervisors, employees must complete the Grievance Report
Form Section A and submit the form to their supervisors.
2. Supervisors will gather facts and notify employees of a meeting to be held within five
(5) days of their receipt of the Grievance Report Form.
3. The meeting will be held to clarify the nature of the grievance, to examine causes and to
seek a solution. This meeting will be between the employee(s) and the immediate
supervisor.
4. Within three (3) days following the day of the meeting, the supervisor will complete
Section B of the Grievance Report Form and submit the form to the employee.
5. The employee must complete Section C of the Grievance Report Form and return two
copies to the supervisor within three (3) days of the time the employee has received it.
Upon receipt of the copies, the supervisor will forward them to the Superintendent's
office within one day.
Step Two:
1. When employees feel that grievances submitted by their supervisors have not been dealt with
satisfactorily, they should present their concerns to the Superintendent within three (3) days
of the receipt of their supervisors' written decision or their supervisors fail to meet with
employees or present them with the written decisions within the allowed time. Section D of
the Grievance Report Form is to be used to request a conference with the Superintendent or
appointed representative.
2. The Superintendent will arrange for a conference to take place within seven (7) days of the
receipt of the request. The Superintendent may appoint another party to represent the
Superintendent at the conference. Upon appointment, such representative will be empowered
to act in the name of and on behalf of the Superintendent in studying the grievance and acting
upon it. Either or both parties may have in attendance at the conference any witnesses and/or
representative of their choice to assist in resolving the problem, with the exception of
members of the Board of Education or its Personnel Committee who may be involved later if
the problem is not resolved at this step.
3. Within five (5) days following the day of the conference, the Superintendent will complete
Section E of the Grievance Report Form and forward one copy to the supervisor for
presentation to the employee, within one day.
Step Three:
Each year in the month of December, the Chairman of the Board of Education will nominate five (5)
members of the Board to serve as members of the Personnel Committee.
1. Within three (3) days after receiving the decision from the Superintendent's conference or the
Superintendent fails to confer or issue a written decision within the allotted time, the
employee may, if not satisfied, request a hearing by the Personnel Committee. This request
will be made by completing Section F of the Grievance Report Form and presenting it to the
Superintendent.
2. The Superintendent will notify the employee's supervisor and the Personnel Committee that a
hearing has been requested. The meeting will be attended only by Committee members,
involved employee(s), witnesses and/or one representative.
3. Personnel Committee shall meet one (1) week prior to regular Board of Education meetings.
4. Within five (5) days following the hearing, the Committee will reach a decision, and the
Chairman or designee will summarize the hearing and decision by completing Section G of
the Grievance Report Form, and will forward two copies to the Superintendent and one copy
to the supervisor. The supervisor will present the copy to the employee, within one (1) day.
5. The Personnel Committee will make its decision by a simple majority vote. Its decision will
be final except in those cases that the Personnel Committee recommends a hearing by the full
Board of Education. If the situation involves termination of employment for classified
employees, the Superintendent shall based on the principal's recommendation so recommend
to the Personnel Committee that employment be terminated. The individual may request a
hearing within three (3) days of receipt of the letter so stating. The hearing shall be
conducted by the Personnel Committee that shall make a recommendation to the Craven
County Board of Education.
Step Four:
1. The committee may recommend a hearing by the full Board of Education. The hearing will
be heard at the next regularly scheduled meeting of the Board.
2. Section H of the Grievance Report Form must be completed by the committee and given to
the Superintendent.
3. The Board of Education will make its decision by a simple majority vote. Its decision will be
final.
Sexual Harassment
(Policy 710.1814)
The Equal Employment Opportunity Commission (EEOC) has issued guidelines that define unlawful
sexual harassment in the work place. These guidelines have been followed by the courts in sexual
harassment cases since 1980. Sexual harassment includes unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual nature. Under Title VII of the Civil
Rights Act of 1964 as amended by the Equal Employment Opportunity Act of 1972, such conduct is a
violation when:
a. Submission to such conduct is made a term or condition of an individual's
employment.
b. Submission to or rejection of such conduct is used as the basis for employment
decisions, such as denial of pay increases, promotions, transfers, leaves of absence,
and/or impending disciplinary actions.
c. Such conduct for the purpose or effect of unreasonably interfering with an
individual's work performance, or creating an intimidating, hostile or offensive
working environment.
Policy Statement:
Sexual harassment in the work place is unacceptable conduct and will not be tolerated or condoned by
the Craven County Board of Education. Anyone employed by the Craven County Board of Education
who is found to be guilty of sexual harassment will face severe disciplinary action determined
appropriate and in accordance with established laws, policies and regulations as set forth by the Board
of Education.
References:
Gina Kaiser, The Manager's Guide to Employment Law (Kansas City, MO: Smith, Gill,
Tisler, and Buth, a Professional Corporation, 1988).
Stephen Allred, Local Government Employment Law in North Carolina (Institute of
Government Chapel Hill, The University of North Carolina 1990).
Steven Kahn, Barbara A. Brown and Brent E. Zephe, Personnel Director's Legal Guide: 1986
Cumulative Supplement (New York: Warren, Graham, and Lamb, 1986).
Procedure for Expediting Claims of Sexual Harassment
(Regulation 710.1814)
All complaints will be treated as serious violations of the law and School Board Policy. These
complaints will be promptly and thoroughly investigated. Complaints will be confidential and only
those persons necessary for the investigation and resolution of the complaint will be provided
information relative to the matter.
Steps:
1. The claim of sexual harassment should be formally presented on the proper form to the
immediate supervisor unless the complaint is against the supervisor. If this is the case, the
claim should be made to the person(s) at the next highest level. Forms are available through
supervisor or principals in all schools or the personnel office.
2. The person receiving the complaint will investigate the matter at his/her level and file a
written and verbal report to the Assistant Superintendent of personnel. The investigator will
also inform the complaining party of his/her referring the matter to the Assistant
Superintendent for personnel for further investigation.
3. The Assistant Superintendent or designee will investigate as appropriate and/or call in other
agencies to conduct an investigation if deemed necessary.
4. The complaining party will be advised of the recommended disposition of the claim within
five (5) working days after receipt of complaint.
5. If the complaining party is not satisfied with the finding and disposition of the Assistant
Superintendent for personnel, he/she should submit a written appeal to the Superintendent.
This action should occur within five (5) working days after having received the finding of the
Assistant Superintendent for personnel.
6. The Superintendent should respond to the appeal within ten (10) working days after receiving
the written appeal. The action of the Superintendent shall be final.
Copyright
Regulations
Duplication of Copyrighted Materials
I.
General Statement and Fair Use Interpretation
A.
The Craven County Board of Education does not sanction any illegal duplication of materials
whether in audio, visual or printed form. Severe penalties are provided for unauthorized
copying outside the bounds of "Fair Use." "Fair Use" applies to reproduction for such
purposes as criticism, comment, new reporting, teaching, scholarship or research. "Fair Use"
includes four conditions, all of which must be met, if duplicating or changing a product meets
the criteria for "Fair Use." The four standards that must be complied with if the doctrine of
"Fair Use" is satisfied are:
1.
2.
3.
4.
B.
Changing the form of copyright materials from one format to another is a violation of the
Copyright Act (i.e., film to videotape).
C.
Videotapes acquired for single station use may not be used in a closed circuit environment
without permission of the copyright owner.
D.
Whenever the criteria for reproducing materials through "Fair Use" cannot be met, then it is
necessary to obtain written permission from the publisher. Permission to copy must include
the following:
1.
2.
3.
4.
5.
6.
7.
II.
The purpose and character of the use. The use must be for such purpose as face to
face teaching or scholarship and must be nonprofit. "Fair Use" might allow teachers
acting on their own to copy small portions of a work for the classroom, but will not
allow a school system or institution to do so.
The nature of the copyrighted work. Copying from a consumable workbook
designed for a course of study would not be considered "Fair Use."
The amount used in relation to the whole. Copying the whole of a work would not
be considered "Fair Use"; copying a small portion may be considered "Fair Use."
Extracting a short sequence from a 16mm film may be different than using a short
excerpt from a textbook, because, two minutes out of the 20-minute film may be the
very essence of that production; so a quantitative test is not enough.
The effect of the use upon the potential market for or value of the copyrighted work.
If resulting economic loss of the copyright holder can be shown, making a single
copy of certain materials would result in penalties.
Title, author, and/or editor, and edition of material to be duplicated.
Exact material to be used, giving amount, page numbers, chapters and if possible, a
photocopy of the materials.
Number of copies to be made.
Use to be made of duplicated materials.
Form of distribution (classroom, newsletter, etc.)
Whether or not the material is to be sold.
Type of reprint (ditto, photocopy, offset, typeset)
Copying Guidelines for Printed Matter
A.
Certain kinds of documents may be copied without restriction. Published works that were
never copyrighted, published works whose copyrights have expired, and US Government
publications (not to include works published by others who received US Government grants
or contracts) may be copied at the discretion of the user.
B.
Reproduction of copyrighted material for educational and scholarly use is permitted for
purposes of criticism, comment, news reporting, teaching (including multiple copies for
classroom use), scholarship, or research, and is not an infringement of copyright.
C.
Guidelines for single copies for educators for scholarly research, use in teaching, or in
preparing to teach include the following:
1.
2.
3.
4.
D.
A chapter from a book
An article from a newspaper or periodical
A short story, short essay, or poem
A chart, graph, diagram, drawing, cartoon, or picture from a book, periodical or
newspaper
These guidelines also indicate the degree of brevity that is considered acceptable for multiple
copies (one copy per student). Other Fair Use conditions that must be met include
spontaneity and cumulative effect.
Spontaneity is copying at the instance and inspiration of the teacher. The time between the
decision to use the work for maximum teaching effectiveness and the use of the material is so
close that a reply to a permission request would not be received before use.
Cumulative effect refers to the maximum application of Fair Use that may be made over a
period of time.
III.
Copyright Guidelines for Use of Music Materials
A.
Permissible uses:
1.
2.
3.
4.
5.
B.
Emergency copying to replace purchased copies which for any reason are not
available for an imminent performance provided purchased replacement copies shall
be substituted in due course.
(a) For academic purposes other than performance. Single or multiple copies of
excerpts of works may be made, provided that the excerpts do not comprise a part of
the whole which would constitute a performable unit such as a section, movement, or
aria, but in no case more than ten percent of the whole work. The number of copies
shall not exceed one copy per pupil. (b) For academic purposes, other than
performance, a single copy of an entire performable unit (section, movement, aria,
etc.) that is, (1) confirmed by the copyright proprietor to be out of print or (2)
unavailable except in a larger work, made by or for a teacher solely for the purpose
of his/her scholarly research or in preparation to teach class.
Printed copies that have been purchased may be edited or simplified provided that
the fundamental character of the work is not distorted or the lyrics, if any, altered or
lyrics added if none exist.
A single copy of recordings of performances by students may be made for evaluation
or rehearsal purposes and may be retained by the educational institution or individual
teacher.
A single copy of a sound recording (such as a tape, disc or cassette of copyrighted
music may be made from sound recordings owned by an educational institution or an
individual teacher for the purpose of constructing aural exercises or examinations
and may be retained by the educational institution or individual teacher. (This
pertains only to the copyright of the music itself and not to any copyright which may
exist in the sound recording.)
Prohibitions:
1.
2.
3.
4.
5.
IV.
Copying to create or replace or substitute for anthologies, compilations, or collective
works.
Copying of or from works intended to be "Consumable" in the course of study or of
teaching such as workbooks, exercises, standardized test and answer sheet, and like
material.
Copying for the purpose of performance, except as mentioned above.
Copying for the purpose of substituting for the purpose of music, except as above.
Copying without inclusion of the copyright notice which appears on the printed
copy.
Guidelines for Videocassette Use
A.
Commercial Television Programs
1.
2.
3.
4.
5.
6.
7.
8.
9.
B.
School Rental of Video Tapes for Classroom Use
1.
2.
C.
Off-air recording guidelines apply only to non-profit educational institutions.
A broadcast may be recorded simultaneously with the broadcast transmission and
retained for a period of 45 calendar days after the date of recording. Upon
conclusion of the retention period, all off-air recordings must be erased or destroyed.
Off-air recordings may be used once by individual teachers in the course of relevant
teaching activities. It may be repeated once and only once when instructional
reinforcement is necessary in the classrooms and similar places devoted to
instruction within a single building, cluster or campus, as well as, in the homes of
students during the first school days of the retention period.
Off-air recordings may be made only at the request of and used by individual
teachers, and may not be regularly recorded in anticipation of requests. No program
may be recorded more than one time regardless of the number of times it is
broadcast.
A limited number of copies may be reproduced from each recording to meet the
legitimate needs of teachers under these guidelines. Each such copy shall be subject
to all provisions governing the original off-air recording.
After the first ten consecutive school days, the only use that can be made of the
recording is teacher evaluation. This evaluation is to be used to determine the
likelihood of using programs in the series or in purchasing of a copy of the program.
Off-air recordings need not be used in their entirety. The sequence of use must
follow the order of the program and the recording may not be altered.
All copies of off-air recordings must include the copyright notice on the broadcast
program as recorded.
Schools are expected to establish appropriate control procedures to maintain the
integrity of these guidelines.
Rent video tapes in the school's name rather than in individual teacher's name.
Assure that the rented tape will be for instruction, not for entertainment or reward.
Otherwise, use would be in violation of the copyright statute.
Public Broadcast Service Programs
When there is no unlimited off-air taping rights specified, the following rules apply:
1.
Programs may be recorded without a prior request from a teacher and may be
recorded and exhibited each time a program is broadcast.
2.
3.
4.
D.
Only a single copy of the program can be recorded by an educational institution and
that copy cannot be duplicated.
The program can be retained for a total of 7 consecutive days following its broadcast,
each time it is broadcast, but must be erased at the end of the 7-day period.
Teachers may exhibit the program as often as needed during the 7-day period.
Cable, Closed Circuit, Direct Broadcast Satellite and Other Broadcast Rights
Each of these broadcasting entities' guidelines vary; educational institutions wishing to
exhibit, transmit, or rerecord programming in a way not spelled out in the above categories
should obtain accurate information on rights for school use from the broadcasting entity.
V.
Guidelines for Microcomputer Software
A.
There are only two permissible instances in making "Fair Use" copies of software:
1.
2.
B.
The following "do's and don'ts" should serve as a guide for educators seeking an interpretation
of copyright law.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
VI.
That such copy is created as an essential step in the utilization of the computer
program in conjunction with a machine and that it is used in no other manner.
That such copy is for archival purposes only and that all archival copies are
destroyed in the event that continued possession of the computer program should
cease to be rightful.
Don't make a copy unless you have the permission of the producer.
Be skeptical of those who say, "Go ahead and copy, nobody will ever know." Get a
qualified opinion if in doubt!
Don't believe anyone who says that the "Off-Air Guidelines" and the guidelines for
books, periodicals, and music apply to microcomputer software. Computer software
is very different, and no copyright guidelines have been approved by national
educator-publisher negotiating committees which created the other guidelines.
Do buy enough software to get your job done. Buying enough will relieve the
temptation to make unauthorized copies.
Don't load one diskette into several machines without authorization from the
producer.
When licenses are offered by producers, buy the licenses and adhere to the
limitations in the licenses. Going beyond the terms of a license is as much a
violation of the law as any other unauthorized copying.
Don't allow computer clubs to use school facilities unless they agree in writing to
adhere to the Copyright Act. By letting them stay, you share the legal liability with
the club should they be apprehended (vicarious liability).
Have strict rules to restrict the use of any "archival copy." While the law allows one
archival copy, it may not be used in the classroom. Do keep it in a restricted area out
of reach of all users.
If you accept a preview or on-approval copy from a producer, distributor, or dealer,
be responsible for ensuring that no copies are made. The Copyright Law applies to
previews just as it applies to software you have already purchased.
Don't authorize purchases of equipment specifically designed to break protection
codes which are built into most software. Possession of such equipment, since its
main use is to make unauthorized copies, may be used in court as evidence against
you.
The Principal shall be responsible for establishing school use procedures that are in alignment with
copyright guidelines and the Duplication of Copyrighted Materials policy and regulation of the Craven
County Board of Education. The Principal should share with teachers, students and others a statement
reflecting his/her personal respect for the copyright law and exhibit leadership that will inspire others
to maintain ethical practices.
Baldrige
Information
The Baldrige Integrated Management System
Strategic
‘Above the Line’
Leadership
Student,
Stakeholder,
Market Focus
Faculty and
Staff Focus
Strategic
Planning
Process
Management
Categories
Information & Analysis
Core Values
Operational
‘Below the Line’
Strategic
Performance
Results
Process
Performance
Results
Baldrige Education Criteria
for Performance Excellence
striving to create
High Performing Learning Systems
Categories
Leadership
Strategic Planning
Student, Stakeholder & Market Focus
Information & Analysis
Faculty & Staff Focus
Educational & Support Process Management
School Performance Results
Core Values
Visionary Leadership
Learning-Centered Education
Organizational & Personal Learning
Valuing Faculty, Staff, & Partners
Agility
Focus on the Future
Managing for Innovation
Management by Fact
Public Responsibility & Citizenship
Focus on Results & Creating Value
Systems Perspective
Six Steps to Improvement
Baldrige Education Criteria
for Performance Excellence
Categories

Leadership The teacher is the leader of the classroom learning system and is
responsible for setting direction, facilitating the integration of classroom processes
and monitoring the progress of important classroom processes

Strategic Planning Classroom plans support the school improvement plan and take
into account student and stakeholder needs. Goals and measures in the classroom
plan focus on student achievement and involve students in developing the plan as
well as implementing the plan.

Student & Stakeholder Focus
There are systematic methods for determining
the needs, requirements and expectations of students and stakeholders of the
classroom. Included is building and maintaining positive relationships with
customers of the classroom and measuring their degree of satisfaction and
dissatisfaction.

Information & Analysis
The teacher and students collect and manage the
information required to monitor and report classroom progress, support plans for
improvement, and improve key classroom processes.

Human Resource Focus
The classroom work environment supports the full
development and engagement of teachers and students in accomplishing the
classroom mission and goals. Students are viewed as co-producers of learning.

Process Management
The teacher and students manage and continually
improve a variety of processes designed to achieve classroom goals. These include
classroom academic processes and non-instructional and support processes.

Classroom Performance Results The degree to which areas of the classroom
show improvement over time as well as compared to similar and world-class
classrooms are reported as performance results.
Baldrige Education Criteria
for Performance Excellence
Core Values

Visionary Leadership - Setting and communication of clear and visible directions
and high expectations; Visible commitment to continual improvement; Modeling of
continual improvement principles and practices.

Learning-Centered Education - A focus of all activities on the learning needs of
students. The emphasis is on active student learning with students taking
responsibility for the management of key learning processes.

Organizational & Personal Learning - A well-executed approach to continual
improvement that engages the teacher, students, parents and other stakeholders as full
participants in learning and as contributors to improvement processes.

Valuing Faculty, Staff, & Partners - The practice of building internal and external
partnerships to better accomplish overall goals; Investment in the on-going
development of knowledge, capabilities, skills and motivation of faculty, staff,
students, and partners.

Agility - Faster and more flexible response to the needs of customers, students and
stakeholders.

Focus on the Future - A future orientation and a willingness to make long-term
commitment to students and to all stakeholders-communities, employers, faculty, and
staff.

Managing for Innovation - A focus on making meaningful change to improve the
classroom learning system and create new value for students, parents, and future
schools and classrooms.

Management by Fact - Decision-making based on measurement, information, data
and analysis.

Public Responsibility & Citizenship - The practice of the classroom serving as a
role model in its operation as a part of the school and a member of the community.

Focus on Results & Creating Value - A focus on the classroom’s performance
results which reflect and balance the needs and interests of students and all
stakeholders.

Systems Perspectives – The Core Values and the Seven Categories form the building
blocks of an integrated system; good parts that work well together. A systems
perspective means managing the whole classroom as well as its components, to
achieve performance excellence.