Ralls County R-II
Support Staff Handbook
Approved by the Board of Education
September 14, 2006
1
RALLS COUNTY R-II MISSION STATEMENT
The Ralls County R-II District will provide the best possible environment to give each student the
ability to learn and succeed and become responsible and productive adults in the future.
NOTICE: NON-DISCRIMINATION
The Ralls County R-II School District affords equal consideration and impartial treatment
regardless of race, color, national origin, ancestry, religion, socio-economic status, marital status,
sex, age, handicapping condition or organizational membership. This applies to employment,
assignment, promotion of personnel and to courses taken and pupil placement.
The Superintendent will act as the R-II District's non-discrimination compliance coordinator.
Should concerns arise, the Superintendent is available at Mark Twain High School, 21622
Highway 19, Center, Missouri, 63436 between 8 a.m. and 3:30 p.m. daily. Phone 573-2673397.
The Superintendent also serves as coordinator of Title IX, Section 504 and ADA Compliance. Any
questions regarding issues in these areas should be directed to her attention.
CONFIDENTIALITY
Confidentiality of student information is of utmost importance within the school and community.
All discussions concerning students should be confidential and kept on a professional level.
Staff members are responsible for making themselves familiar with the Family and Educational
Rights (FERPA) requirements. Information regarding the academic, personal or family life of a
student is strictly confidential. The conduct of a child in a particular classroom is not for public
knowledge. Nothing regarding a child is to be discussed with teachers or other school
personnel unless they are involved in providing educational services to the child. Please consult
the principal when in doubt or in need of direction.
SEXUAL HARASSMENT
Sexual harassment by employees or students is strictly prohibited in the Ralls County R-II School
District. Information regarding this policy can be found in Board Policies AC and AC-R, which are
included in Appendix B of this manual.
YOUR PERSONNEL FILE
Each employee has a personnel file maintained in the central office. Included in this will be:
1. transcript (if applicable)
2. application papers
3. background checks (FBI and DHSS)
4. copy of driver’s license and social security card
Current supervisors maintain annual evaluation reports.
EVALUATION AND PROBATIONARY PERIOD
1. Most support staff will serve a probationary period up to 90 days with the district before a
letter of intent is issued. Eligible employees will not be offered insurance coverage until
the probationary period is completed.
2. Support staff employees are requested to provide a two-week notification of resignation.
3. Evaluations from your supervisor are ongoing, with at least one formal evaluation per
year.
WORK HOURS, PAY PERIODS, VACATION
1. Support staff hours vary, based upon the position. Supervisors will determine daily work
hours for employees.
2. Paychecks are issued on the 20th of each month or the last working day prior to the 20th.
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3. Twelve-month employees are offered ten days vacation each summer. Additional
information regarding vacation can be found in Board Policy GDBDA, which is included in
Appendix B of this manual. Employees must submit a written request for vacation days
to their immediate supervisor prior to the last day of the regular school year.
4. For twelve month employees, the district recognizes the following holidays:
a. Labor Day
b. Thanksgiving
c. Friday following Thanksgiving
d. Christmas Eve
e. Christmas Day
f. New Year’s Day
g. Good Friday
h. Memorial Day
i. 4th of July
j. If school is not in session, Martin Luther King Day and President’s Day are also
recognized as holidays.
MEAL TIMES AND BREAKS
1. All support staff employees working a minimum 6 hours per shift are given a 30-minute
lunch break.
2. In addition to a 30-minute lunch break, support staff employees working 8 hours per shift
are given one 10-minute break in the morning and one 10-minute break in the afternoon.
COMPENSATORY TIME
Additional information regarding compensatory time (comp time) can be found in Board Policy
GDBB, which is included in Appendix B of this manual.
If an employee works over forty hours in one week, comp time is issued in lieu of overtime. This
applies to support staff in non-supervisory positions that work more than forty hours during any
week. The employee is responsible for notifying his or her immediate supervisor prior to
exceeding forty hours in a work week.
1. Comp time is calculated at the rate of 1.5 hours for each hour worked above the forty
hours.
2. Every effort will be made to permit the use of comp time at a time mutually agreed upon
by the individual and his/her supervisor. The district retains the right to postpone comp
time usage.
3. Comp time must be taken within a month from the time it is earned.
EMPLOYEE TIMESHEET
Support staff must maintain an accurate monthly timesheet that reflects the number of hours
worked, number of vacation days, personal days, and holidays taken during the month, as well as
information regarding the amount of comp time earned, used, and carried over to the following
month. Lunch breaks must be shown daily on the timesheet
Timesheets are due to immediate supervisors by the end of the last workday of the month. A
sample timesheet is included in Appendix B of this manual.
RULES OF CONDUCT
Support staff employees are vital to the district and must follow appropriate rules of conduct.
Additional information regarding employee conduct can be found in Board Policy GBCB, which is
included in the appendix of this manual.
Absences: It takes the efforts of all employees to maintain a safe and productive learning
environment for our students. Therefore, employees are expected to report to work on time and
have minimal absences. Absences without legitimate cause, failure to properly notify immediate
supervisor of absence, and/or excessive absences or tardies may result in a termination of
employment. See Board Policy GDBDA for additional information.
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Appearance: Employees are expected to maintain a suitable appearance while at work and
comply with building dress codes. Appropriate attire is expected for safety of employees and
students.
Conduct: Employees are expected to conduct themselves in a positive and professional
manner. Employees must maintain courteous and professional relationships with pupils, parents,
and other employees to create a safe and positive environment. Inappropriate conduct may
results in verbal warning, written documentation, reassignment, and/or suspension or termination
of employment. Examples of inappropriate conduct include, but are not limited to, discourtesy
toward others, profanity, gambling, physical/verbal abuse toward others, failure to follow safety
procedures, damage to equipment or property through negligence, failure to follow guidelines,
smoking, tobacco use, sleeping on duty, and/or alcohol use or unauthorized use of drugs.
Drug Free Workplace: Information regarding drug free workplace can be found in Board Policy
GBEBA, which is included in Appendix B of this manual.
Tobacco Usage: Ralls County R-II is a tobacco free campus according to policy AH, which is
included in Appendix B of this manual.
TRAINING
A. Maintenance: Asbestos training is required for all maintenance and custodial personnel.
The maintenance supervisor may conduct additional training on use of equipment and
safety procedures.
B. Food Service: The food service director will provide training prior to the beginning of each
school year. If additional training is required, the food service director will notify appropriate
personnel.
C. Administration of Medication: Prior to the beginning of the year, and as needed throughout
the year, the nurse will train school secretaries and other appropriate personnel regarding
the administration of medication to students.
D. Paraprofessional: Appropriate supervisors will notify paraprofessionals if training is required.
E. Parents as Teachers: The PAT director will be responsible for training all PAT personnel
and/or providing information to employees about required training.
F. Transportation: Each day that paychecks are issued, the director of transportation will
conduct bus driver meetings. Eight hours of training per year is required for automatic
renewal of bus permit.
DEPARTMENT OF ELEMENTARY AND SECONDARY EDUCATION
STANDARD COMPLAINT RESOLUTION PROCEDURE
This standard complaint procedure applies to all programs administered by the Department of
Elementary and Secondary Education under the Goals 2000: Educate America Act and the
Improving America’s Schools Act (IASA).
What is a complaint for purposes of this policy?
A complaint is an allegation that a specific federal or state law regulation has been
violated, misapplied, or misinterpreted by school district personnel or by Department
personnel.
A complaint under this procedure must be in writing and signed by the complainant. The written
complaint must specify the details of the situation and must pertain to a law or regulation that is
allegedly being violated, misapplied, or misinterpreted.
Who may file a complaint?
Any parent or guardians, surrogate parent, teacher, administrator, school board, or other person
directly involved with an activity or project operated under the general supervision of the
Department may file a complaint.
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What types of complaints are recognized?
There are two types of complaints:
1. A complaint alleging that a local school district is violating, misapplying, or
misinterpreting a law or a regulation of the Department of Elementary and
Secondary Education.
2. A complaint alleging that the Department of Elementary and Secondary Education is
violating, misapplying, or misinterpreting a law or a regulation.
How are complaints filed?
1. Complaints against local school districts.
A complaint alleging that local school district officials have violated, misapplied, or
misinterpreted a state or federal law or regulation must first be filed and resolution pursued
in accordance with local district policy. If the issue cannot be resolved at the local level, the
complainant may file a complaint with the Department. Before accepting such a complaint,
the Department will ask for evidence of an attempt to resolve the issue at the local level. If
the parties have not attempted in good faith to resolve the complaint at the local level, the
Department may require the parties to do so and may provide technical assistance to
facilitate such resolution.
A question about local district policies, rules, or practices which are not based on federal or
state laws or regulations is not a complaint within the meaning of this policy and must be
settled at the local school district level.
2. Complaints against the Department of Elementary and Secondary Education.
A local school district official, a local board of education, or any person directly
affected by actions of the Department may file a written complaint alleging that the
Department or its personnel have violated, misapplied, or misinterpreted a state a
federal law or regulation directly with the Department.
How does the Department hear and resolve complaints?
1. Any formal complaint against the Department or an unresolved complaint against a
local school district related to the IASA is to be addressed to the Director of the
Grants Management Section.
2. Within thirty days after receiving a complaint or appeal, the section director will resolve
the complaint and inform interested parties in writing of the decision. In resolving the
complaint, the section director may rely upon statements of the parties involved or may
conduct an independent investigation. The section director may grant an extension of
the thirty-day limit for just cause.
3. If a complainant disagrees with the decision of the section director, the complainant may,
within ten working days, appeal to the Deputy Commissioner of Education. This appeal
must be in writing and state why the complainant disagrees with the decision.
4. Within thirty days after receiving an appeal, the Deputy Commissioner of Education
will render a final administrative decision and notify the complainant in writing.
5. If the complainant disagrees with the decision of the Deputy Commissioner of
Education in a matter relating to federal law or regulation, the complainant may
request a review of the decision by the United States Secretary of Education in
accordance with 34 CSR Part 76. Section 76.781.
What other recourse is available in resolving complaints?
In some circumstances, complainants may have additional recourse in the courts or through the
Administrative Hearing Commission.
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SUPPORT STAFF PERFORMANCE BASED EVALUATION
PHILOSOPHY
The primary purpose of performance based evaluation is to develop competent support staff
through a cooperative evaluation process. This evaluation process will enable evaluators and
employees to work together to improve job performance, thus improving the performance of the
entire school district.
This type of evaluation has a predetermined set of criteria designed to enhance the performance
of all staff.
EVALUATION PROCEDURES
 Each supervisor will complete a written evaluation of all support staff under his/her
supervision.
 Supervisors will make their employees aware of the evaluation instruments and
procedures prior to the beginning of the school year.
 Annually, the supervisor will make a written report and discuss it with the individual
employee. This will be a summative evaluation.
 After completing a written evaluation, the supervisor will have a conference with the
employee and give him/her a copy of the written report. The following ratings will be
used to describe an employee’s performance:
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MEETS EXPECTATION: Indicates that the employee is performing satisfactorily
for his/her responsibility for the designated criteria.
DOES NOT MEET EXPECTATION: Indicates that the employee’s performance
is not consistently meeting his/her responsibility for the designated criteria.
Deficiencies: If a supervisor notes deficiencies, the supervisor will notify the employee.
This notification may be verbal or written.
Data Collection: Data may include information that is witnessed or verified by the
supervisor (observed data) and/or information represented by documents or other
pertinent information (artifact data).
Appeal Process: An employee who is not satisfied with a written evaluation should have
a second conference with the supervisor to discuss his/her concern. If the concern
cannot be resolved, the employee may request a conference with the supervisor’s
immediate supervisor. If that conference does not eliminate the concern, the employee
may then appeal to the superintendent.
GENERAL PERFORMANCE CRITERIA
A. Demonstrates effective communication skills
 Demonstrates ability to be a good listener
 Communicates effectively with varied audiences
 Establishes open communication
 Speaks and writes clearly
 Expresses concern for needs of others
 Receptive to exchange of ideas
 Gives opposing views to others tactfully
B. Demonstrates appropriate organizational skills
 Establishes priorities for good use of time
 Uses resources effectively and efficiently
 Completes duties and responsibilities promptly and accurately
 Handles paperwork efficiently
C. Maintains enthusiasm, motivation, initiative, self control, and wellness
 Demonstrates a positive attitude toward job responsibilities
 Holds high expectations for self
 Demonstrates appropriate work habits
 Is open to suggestions for improvement
 Performs effectively under pressure
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D.
E.
F.
G.
H.
I.
J.
 Exhibits self control
 Responds positively to requests for assistance
 Modifies behavior when necessary to adjust to changing situations
 Manages stress effectively
 Exercises appropriate effort to effectively perform job responsibilities
Demonstrates positive interpersonal relationships
 Demonstrates respect, understanding, and acceptance of each student, staff,
and community member
 Communicates effectively and accurately in oral and written form
Performs duties in accordance with policies
 Demonstrates awareness of policies, regulations, and procedures of the school
district
 Selects appropriate channels and procedures for resolving problems and
concerns
 Works cooperatively with others
 Stays informed regarding polices and regulations applicable to position
 Complies with school policies on attendance and punctuality
 Keeps personal and interpersonal issues separate from professional
responsibilities and duties
 Meets scheduled obligations promptly (reports, records, etc.)
 Recognizes and deals appropriately with crisis issues
 Attends mandatory training as required
 Performs duties in accordance with job description
 Follow the identified channels for resolving concerns
Exhibits professional growth
 Takes advantage of opportunity to learn from others
 Participates in school activities as appropriate
 Stays informed of issues and developments in area of responsibility
 Gives serious consideration and appropriate action to comments and criticism
Makes effective decisions
 Identifies the problem
 Identifies and establishes priorities
 Anticipates consequences associated with decisions
 Makes quality decisions
 Successfully implements decisions
 Evaluates decisions
Creates a positive climate
 Promotes an atmosphere of trust, cooperation, and positive staff morale
 Promotes feelings of pride and loyalty for the district
 Exhibits a positive attitude toward students, staff, parents, co-workers, school,
and district
Performs responsibilities ethically
 Does not disclose confidential information
 Displays honesty and integrity with district resources
 Displays honesty and integrity during interactions with district staff, students, and
patrons
Demonstrates appropriate safety and emergency procedures
 Follows building/district procedures
 Demonstrates basic knowledge of how to safely use equipment
 Maintains equipment for safe operation
 Communicates safety issues to immediate supervisor
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Appendix A: Support Staff Documentation
BUS DRIVER
 Job Description - 9
 Specific Performance Criteria - 10
 Evaluation Tool- 11
SUBSTITUTE TEACHER
Job Description - 42
Specific Performance Criteria - 43
BUS MECHANIC
 Job Description - 12
 Specific Performance Criteria -13
 Evaluation Tool - 15
PAT COORDINATOR
Job Description - 45
Specific Performance Criteria - 46
Evaluation Tool - 47
COOK AND/OR DISHWASHER
 Job Description - 16
 Specific Performance Criteria- 17
 Evaluation Tool - 18
PAT EDUCATOR
Job Description - 48
Specific Performance Criteria - 49
Evaluation Tool - 50
HEAD COOK
 Job Description - 19
 Specific Performance Criteria - 20
 Evaluation Tool- 22
SECRETARY
Job Description - 51
Specific Performance Criteria - 52
Evaluation Tool - 53
FOOD SERVICE DIRECTOR
COORDINATOR
 Job Description - 23
 Specific Performance Criteria - 24
 Evaluation Tool - 26

PARAPROFESSIONAL
 Job Description - 27
 Specific Performance Criteria - 28
 Evaluation Tool- 30
TECHNOLOGY
Job Description - 54
Specific Performance Criteria - 55
Evaluation Tool- 56
BOOKKEEPER
Job Description - 57
Specific Performance Criteria - 58
Evaluation Tool - 59
NURSE
 Job Description - 31
 Specific Performance Criteria - 32
 Evaluation Tool - 33
CUSTODIAN
 Job Description - 34
 Specific Performance Criteria - 35
 Evaluation Tool - 37
MAINTENANCE SUPERVISOR
 Job Description - 38
 Specific Performance Criteria - 39
 Evaluation Tool - 41
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Bus Driver Job Description
Qualifications:
 Maintain current bus permit and CDL
 Skills necessary to carry out the duties and responsibilities listed below
 Clearance of FBI and DHSS background checks
 Must meet any additional qualifications set by the district
Reports to: Transportation Director
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.
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Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates appropriate safety and emergency procedures
Demonstrates necessary knowledge and skills to operate and handle a bus in a safe and
efficient manner
Maintains appropriate care of vehicle
Manages student behavior in a constructive manner
Demonstrates and implements proper safety precautions and procedures
Terms of Employment: Nine-month employment. Salary, benefits, and terms of employment
will be approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of the
Support Staff Handbook.
9
BUS DRIVER-SPECIFIC PERFORMANCE CRITERIA
A. Demonstrates necessary knowledge and skills to operate bus in a safe and efficient
manner
 Follow all state laws for school bus drivers
 Follow all local Board of Education transportation policies and guidelines
in transportation handbook
 Maintain a valid bus permit
 Complete all written reports in an accurate and timely manner. Reports
include, but are not limited to, time sheets, student attendance on count
days, monthly operating record, discipline reports, accident reports, and
stop arm violations.
 Use communication radio in accordance with FCC regulations and limit
communication to matters pertaining to transportation or school business
 Fully participate in drug testing as required by law and/or policy
B. Maintains appropriate care of vehicle
 Properly perform and record daily pre-trip inspections
 Report vehicular damage regardless of the degree of damage incurred
 Report mechanical problems to the bus mechanic immediately
 Maintain a clean interior of the bus by sweeping and/or mopping daily
 Wash the exterior of the bus as needed
C. Manages student behavior in a constructive manner
 Implement district discipline procedures
 Utilize positive and constructive student control techniques
 Inform bus riders of acceptable behavior on the bus
 Communicate with parent and student before writing a discipline report
 Provide accurate information on discipline forms when reporting incidents
to the building principal
D. Demonstrates and implements proper safety precautions and procedures
 Conduct emergency bus evacuation drills with students as required by law
and/or policy
 Pick up and deliver passengers to and from destinations safely and in a
timely manner
 Communicate with parents and students regarding pick up and drop off
times
 Notify parents of changes to the bus route and/or pick up and drop off
times
 Become familiar with and frequently review all emergency procedures,
including evacuation of the bus from all exits
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RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: Bus Driver
Performance Evaluation
Employee:
Supervisor:
Date:
I.
GENERAL PERFORMANCE CRITERIA
Meets Expectation
Does Not Meet
Expectation
Meets Expectation
Does Not Meet
Expectation
A. Demonstrates effective communication skills
B. Demonstrates appropriate organizational skills
C. Maintains enthusiasm, motivation, initiative, self-control, and
wellness
D. Demonstrates positive interpersonal relationships
E. Performs duties in accordance with policies
F. Exhibits professional growth
G. Makes effective decisions
H. Creates a positive climate
I. Performs responsibilities ethically
J. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
II. PERFORMANCE CRITERIA RELATED TO POSITION
A. Demonstrates necessary knowledge and skills to operate bus in a
safe and efficient manner
B. Maintains appropriate care of vehicle
C. Manages student behavior in a constructive manner
D. Demonstrates and implements proper safety precautions and
procedures
WRITTEN APPRAISAL
k.
Overall evaluation of responsibilities.
l.
Improvement areas
m. Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
5.
EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
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Bus Mechanic Job Description
Qualifications:
 CDL and bus permit are required
 Lifting requirement: 60 pounds
 Skills necessary to carry out the duties and responsibilities listed below
 Background and experience in the field of mechanics
 Clearance of FBI and DHSS background checks
 Must meet any additional qualifications set by the district
Reports to: Transportation Director
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.
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Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates appropriate safety and emergency procedures
Ensure safe operation of buses
Demonstrates knowledge of engine and mechanical operation
Implements EPA standards relative to environmental waste
Maintains accurate records
Knowledge of injury prevention
Knowledge of inspection standards required by the Federal Transportation Department,
Missouri State Highway Patrol, the Department of Elementary and Secondary Education
(DESE), and the local Board of Education policies and procedures
Maintains and operates motor vehicles in inclement weather
Performs other duties as assigned by the transportation director
Terms of Employment: Twelve-month employment. Salary, benefits, and terms of employment
will be approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of the
Support Staff Handbook.
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BUS MECHANIC-SPECIFIC PERFORMANCE CRITERIA
A. Ensure safe operation of buses
 Determine when a bus shall be removed from service due to unsafe
operating conditions
 Provide feedback during the bidding and purchasing process to secure new
buses
 Schedule appointments with drivers for routine service, oil changes,
greasing, and maintenance
 Maintain the security of the bus transportation area and buses
 Work with transportation director to provide monthly safety training for
drivers
B. Demonstrates knowledge of engine and mechanical operation
 Utilize diagnostic procedures for mechanical malfunctions
 Perform post repair inspections and/or road tests of vehicles to insure
repair of diagnosed problems
 Consult with transportation director when a repair job warrants contract
labor
 Perform road tests to diagnose vehicle malfunctions and make needed
repairs
 Maintain knowledge of gasoline, diesel, liquid petroleum, and other
district vehicle engine components
C. Implements EPA standards relative to environmental waste
 Properly handle and store all hazardous and non-hazardous materials
 Properly clean up all spills of potentially hazardous and environmental
waste
 Properly handle and store all flammable and/or toxic chemicals
D. Maintains accurate records
 Complete all written reports in an accurate and timely manner
 Maintain and report an accurate record of all expenses incurred
 Maintain a log of service work completed for each vehicle. The log must
include the bus number, date work was performed, mileage on the
odometer, cost of parts, and a brief description of work completed.
E. Knowledge of injury prevention
 Become familiar with and utilize proper lifting techniques and procedures
to prevent injury to self or others
 Become familiar with and utilize proper safety techniques, procedures,
and equipment
 Demonstrate organizational skills to maintain a plan of action to avoid
unnecessary stress related injuries
F. Knowledge of inspections standards required by the Federal Transportation
Department, Missouri State Highway Patrol, Department of Elementary and
Secondary Education (DESE), and Board of Education policies and procedures
 Become familiar with and frequently review laws, regulations, and
procedures for all entities with transportation regulations
 Properly inspect all buses on a regular basis

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G. Maintains and operates motor vehicles in inclement weather
 Properly inspect and maintain all vehicles for all weather conditions and
variances
 Remind drivers of cold weather procedures to follow regarding various
engine types
 Provide feedback to the transportation director to determine school
cancellations and early releases
H. Performs other duties as assigned by the transportation director
 Respond to vehicle breakdowns and make repairs on site or take other
appropriate corrective actions
 Perform road tests of vehicles pre and/or post repair
 Maintain familiarity with various vehicles owned by the district to ensure
proper preventative maintenance and repair
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RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: Bus Mechanic
Performance Evaluation
Employee:
Supervisor:
I.
Date:
GENERAL PERFORMANCE CRITERIA
Meets Expectation
Does Not Meet
Expectation
Meets Expectation
Does Not Meet
Expectation
A.
B.
C.
Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and
wellness
D Demonstrates positive interpersonal relationships
E. Performs duties in accordance with policies
F. Exhibits professional growth
G. Makes effective decisions
H. Creates a positive climate
I. Performs responsibilities ethically
J. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
PERFORMANCE CRITERIA RELATED TO POSITION
A. Ensure safe operation of buses
B. Demonstrates knowledge of engine and mechanical operation
D. Implements EPA standards relative to environmental waste
E. Maintains accurate records
F. Knowledge of injury prevention
G. Knowledge of inspections standards required by the Federal
Transportation Department, Missouri State Highway Patrol,
Department of Elementary and Secondary Education (DESE), and
Board of Education policies and procedures
H. Maintains and operates motor vehicles in inclement weather
I. Performs other duties as assigned by the transportation director
WRITTEN APPRAISAL
J.
a.
Overall evaluation of responsibilities.
b.
Improvement areas
c.
Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
15
Cook and/or Dishwasher Job Description
Qualifications:
 Lifting requirement: 60 pounds
 Skills necessary to carry out the duties and responsibilities listed below
 Clearance of FBI and DHSS background checks
 Must meet any additional qualifications set by the district
Reports to: Head Cook and Food Service Director
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.
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



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Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates appropriate safety and emergency procedures
Demonstrates knowledge of food preparation and service
Demonstrates an ability to properly use and maintain food service equipment
Uses resources in a safe, environmentally sound and cost effective way
Demonstrates service-oriented characteristics when interacting with students, faculty and
other food service customers
Terms of Employment: 174 school days. Salary, benefits, and terms of employment will be
approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of the
Support Staff Handbook.
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COOK/DISHWASHER-SPECIFIC PERFORMANCE CRITERIA
A.
Demonstrates knowledge of food preparation and service
 Attends mandatory training
 Is familiar with various cooking methods for a variety of foods
 Is able to read, calibrate and interpret recipes to achieve a qualitystandardized product
 Prepares, maintains and serves food at temperatures appropriate for the
products being used
 Stores food at appropriate temperatures and observes "First in First Out"
(FIFO) principles
 Cleans equipment and work area utilizing principles of sanitation
 Practices high standards of personal hygiene and safety in mode of dress
 Works in a manner that reflects high regard for safety regulations and
principles
 Make recommendations to the head cook for an improved food service
program
 Assist in determining undesirable food
 Serve seconds of leftover cooked food during final lunch shift
B. Demonstrates an ability to properly use and maintain food service equipment
 Is familiar with the operation and care of food service equipment
 Reports malfunctions of equipment to supervisor in a timely manner
 Regularly cleans equipment and work area in a safe and sanitary manner
C. Uses resources in a safe, environmentally sound and cost effective way
 Utilizes food supplies and products in a thrifty manner
 Understands and follows standard methods of portioning food to
maximize servings per recipe and fulfill government nutritional
requirements
 Minimize the use of utilities-electricity, gas, and water
 Strives to reduce food service waste by eliminating unnecessary use of
disposable items
 Disposes of food service waste products in a prompt and careful manner
D. Demonstrates service-oriented characteristics when interacting with students, faculty
and other food service customers
 Promotes the food service program and proper nutrition practices as
defined by recommended government guidelines
 Treats students, staff, and patrons with kindness and respect
 Does not disclose confidential information
17
RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: Cook/Dishwasher
Performance Evaluation
Employee:
Supervisor:
E.
Date:
Building:
GENERAL PERFORMANCE CRITERIA
Meets
Expectation
Does Not Meet
Expectation
A. Demonstrates effective communication skills
B. Demonstrates appropriate organizational skills
C. Maintains enthusiasm, motivation, initiative, self-control, and wellness
D. Demonstrates positive interpersonal relationships
E. Performs duties in accordance with policies
F. Exhibits professional growth
G. Makes effective decisions
H. Creates a positive climate
I. Performs responsibilities ethically
J. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
PERFORMANCE CRITERIA RELATED TO POSITION
Meets
Expectation
Does Not Meet
Expectation
A. Demonstrates knowledge of food preparation and service
B. Demonstrates an ability to properly use and maintain food
service equipment
C. Uses resources in a safe, environmentally sound and cost
effective way
D. Demonstrates service-oriented characteristics when interacting
with students, faculty and other food service customers
WRITTEN APPRAISAL
a.
Overall evaluation of responsibilities.
b.
Improvement areas
c.
Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
F. EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
18
Head Cook Job Description
Qualifications:
 Lifting requirement: 60 pounds
 Ability to supervise others
 Skills necessary to carry out the duties and responsibilities listed below
 Clearance of FBI and DHSS background checks
 Must meet any additional qualifications set by the district
Reports to: Food Service Director
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.

















Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates appropriate safety and emergency procedures
Demonstrates knowledge of the National School breakfast, lunch and milk program
Demonstrates an ability to properly use and care for food service equipment
Demonstrates knowledge of food preparation and service
Uses resources in a safe, environmentally sound and cost effective way
Demonstrates service-oriented characteristics when interacting with students, faculty and
other food service customers
Maintain daily and monthly records
Demonstrates general supervision of school lunch program
Terms of Employment: 174-day employment. Salary, benefits, and terms of employment will
be approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of the
Support Staff Handbook.
19
HEAD COOK -SPECIFIC PERFORMANCE CRITERIA
A. Demonstrates knowledge of the National School breakfast, lunch, and milk program
 Prepares, maintains and serves food at temperatures appropriate for the
products being used
 Attends mandatory training
 Stores food at appropriate temperatures and observes "First in First Out"
(FIFO) principles
 Cleans equipment and work area utilizing principles of sanitation
 Practices high standards of personal hygiene and safety in mode of dress
 Works in a manner that reflects high regard for safety regulations and
principles
 Make recommendations to the Food Service Director for an improved
food service program
 Assists in determining undesirable food
B. Demonstrates ability to properly use and care for food service equipment
 Is familiar with the operation and care of food service equipment
 Reports malfunctions of equipment to supervisor in a timely manner
 Regularly cleans equipment and work area in a safe and sanitary manner
C. Demonstrates knowledge of food preparation and service
 Is familiar with various cooking methods for a variety of foods
 Is able to read, calibrate, and interpret recipes to achieve a qualitystandardized product
 Utilizes label information and instructions and uses them to prepare
quality food products
 Uses proper cooking temperatures
 Serve seconds of leftover cooked food during final lunch shift
 Does not re-freeze heated processed food
D. Uses resources in a safe, environmentally sound and cost effective way
 Utilizes food supplies and products in a thrifty manner
 Understands and follows standard methods of portioning food to
maximize servings per recipe and fulfill government nutritional
requirements
 Minimize the use of utilities-electricity, gas, and water
 Strives to reduce food service waste by eliminating unnecessary use of
disposable items
 Disposes of food service waste products in a prompt and careful manner
E. Demonstrates service-oriented characteristics when interacting with students,
faculty and other food service customers
 Treats students, staff, and patrons with kindness and respect
 Does not disclose confidential information
 Cooperates with building principal in organization of the cafeteria and in
scheduling its usage
 Promotes the food service program and proper nutrition practices as
defined by recommended government guidelines
F. Maintains daily and monthly records
 Order from food service director all products needed
20


G.
Furnish food service director with repair and maintenance list
Be responsible for checking and receipt of all supplies delivered to the
school cafeteria. All merchandise must be checked for damage, counted
and all invoices properly signed.
Demonstrates general supervision of school lunch grogram.
 Train cooks to serve correct amount of food
 Train cooks and help prepare meals
 Assign duties in the cafeteria.
 Be responsible for the cleanliness and orderliness of the kitchen and
storeroom.
 Be responsible for the operation of kitchen equipment.
21
RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: Head Cook
Performance Evaluation
Employee:
Supervisor:
Date:
Building:
H. GENERAL PERFORMANCE CRITERIA
Meets Expectation
Does Not Meet
Expectation
Meets Expectation
Does Not Meet
Expectation
A. Demonstrates effective communication skills
B. Demonstrates appropriate organizational skills
C. Maintains enthusiasm, motivation, initiative, self-control, and
wellness
D. Demonstrates positive interpersonal relationships
E. Performs duties in accordance with policies
F. Exhibits professional growth
G .Makes effective decisions
H. Creates a positive climate
I. Performs responsibilities ethically
J. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
PERFORMANCE CRITERIA RELATED TO POSITION
A. Demonstrates knowledge of the National School breakfast, lunch
and milk program.
B. Demonstrates ability to properly use and care for food service
equipment.
C. Demonstrates knowledge of food preparation and service.
D. Uses resources in a safe, environmentally sound and cost effective
way.
E. Demonstrates service-oriented characteristics when interacting with
students, faculty and other food service customers.
F. Maintains daily and monthly records.
G. Demonstrates general supervision of school lunch grogram.
WRITTEN APPRAISAL
a.
Overall evaluation of responsibilities.
b.
Improvement areas
c.
Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
I. EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
22
Food Service Director Job Description
Qualifications:
 Lifting requirement: 60 pounds
 Skills necessary to carry out the duties and responsibilities listed below
 Background in food service and/or nutrition
 Clearance of FBI and DHSS background checks
 Must meet any additional qualifications set by the district
Reports to: Administrator in charge of the food service program
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.














Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates appropriate safety and emergency procedures
Supervise cooks and head cooks on the daily operation of the food service program
Maintain daily, monthly, and yearly records
Assist the administrator in charge of food service in the daily operation of the school food
service program
Demonstrates service-oriented characteristics when interacting with students, faculty and
other food service customers
Terms of Employment: Ten-month employment. Salary, benefits, and terms of employment will
be approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of the
Support Staff Handbook.
23
FOOD SERVICE DIRECTOR-SPECIFIC PERFORMANCE CRITERIA
A.
Supervise cooks and head cooks on the daily operation of the food service
program
 Supervise cooks pertaining to the assignment of duties for food service
personnel
 Supervise the preparation of the menus by the head cooks
 Seek input from head cooks, cooks, and dishwashers regarding the daily
operation of the food service program
 Supervise the cleanliness and orderliness of the school kitchens and
storerooms
 Annually evaluate food service personnel according to board policy
 Train all food service personnel prior to the start of the school year
B. Maintain daily, monthly, and yearly records
 Order the daily supplies for the school food service program under
purchasing policies established by the board of education
 Maintain all records required pertaining to the daily participation of the
school food service program
 Create menus for the food service program
 Maintain a cost accounting of the menus planned to determine if the
menus planned can be served for the price per plate charged
 Keep an inventory of the surplus commodities on hand
 Collect and assemble all bills pertaining to the school lunch program and
present the invoices to the bookkeeper by the last day of each month
 Approve and submit monthly timesheets for all food service personnel to
the administrator supervising food service by the second workday of the
month
C. Assist the administrator in charge of food service in the daily operation of the
school food service program
 Purchase of school food service supplies
 Recommend policies to the administrator for consideration in the
operation of the school food service program
 Advertise for and interview potential food service employees according to
board policy
 Assist the administrator in charge of food service in recommending the
employment of food service personnel for the district
 Establish a competitive bid process and receive bids on a yearly basis for
milk and bread in accordance with board policy
 Annually survey patrons of the food service program to continually
improve the menu selection
 Perform daily duties as assigned by the administrator
D. Demonstrates service-oriented characteristics when interacting with students,
faculty and other food service customers
 Treats students, staff, and patrons with kindness and respect
 Does not disclose confidential information
 Cooperates with building principal in organization of the cafeteria and in
scheduling its usage
24

Promotes the food service program and proper nutrition practices as
defined by recommended government guidelines
25
RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: Food Service Director
Performance Evaluation
Employee:
Supervisor:
Date:
E. GENERAL PERFORMANCE CRITERIA
Meets Expectation
Does Not Meet
Expectation
Meets Expectation
Does Not Meet
Expectation
1.
2.
3.
Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and
wellness
4. Demonstrates positive interpersonal relationships
5. Performs duties in accordance with policies
6. Exhibits professional growth
7. Makes effective decisions
8. Creates a positive climate
9. Performs responsibilities ethically
10. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
PERFORMANCE CRITERIA RELATED TO POSITION
1.
Supervise cooks and head cooks on the daily operation of the food
service program.
2. Maintain daily, monthly, and yearly records.
3. Assist the administrator in charge of food service in the daily
operation of the school food service program
4. Demonstrates service-oriented characteristics when interacting with
students, faculty, and other food service customers
WRITTEN APPRAISAL
a.
Overall evaluation of responsibilities.
b.
Improvement areas
c.
Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
F. EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
26
Paraprofessional Job Description
Qualifications:
 Teaching or substitute teaching certification
 Minimum of 60 college credit hours
 Background in education preferred
 Lifting requirement may be required
 Skills necessary to carry out the duties and responsibilities listed below
 Clearance of FBI and DHSS background checks
 Must meet any additional qualifications set by the district
Reports to: Building Principal and/or Special Education Director
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.














Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates appropriate safety and emergency procedures
Performs duties in a professional manner
Creates a positive learning environment
Effectively manages student behaviors to promote learning
Communicates appropriately with students, parents, community and staff
Terms of Employment: Nine-month employment. Salary, benefits, and terms of employment
will be approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of the
Support Staff Handbook.
27
PARAPROFESSIONAL-SPECIFIC PERFORMANCE CRITERIA
A. Performs duties in a professional manner
 Responds appropriately to all building personnel, including cooks,
custodians, bus drivers, secretaries, and other staff members
 Maintains the established routines and procedures of the school and
classroom to which he or she is assigned
 Assumes responsibilities for supervising students during lunch, recess, and
dismissal
 Follows all policies, rules, and procedures to which teachers are subject
and to which good teaching practice dictates
 Resolves conflicts in a professional manner
 Performs clerical duties as required
B. Creates a positive learning environment
 Creates a positive and interesting learning environment where students
feel comfortable and willing to engage in learning
 Creates an environment that promotes mutual respect
 Interacts with students in a professional and courteous manner
 Manages time, space, transitions, and activities effectively
 Contributes to maintaining the positive classroom environment
 Follows all policies and procedures of the district
C. Effectively manages student behaviors to promote learning
 Encourages student responsibility in the classroom
 Avoids using emotionally charged language in dealing with behavioral
disruptions
 Makes effective use of preventive strategies (proximity, eye contact, nonverbal cues, position and movement)
 Applies classroom discipline appropriately and consistently
 Intervenes during inappropriate behavior
 Recognizes and reinforces appropriate student behavior
 Communicates expectations and parameters for student classroom
behavior
 Reinforces the teacher’s rules
D. Communicates appropriately with students, parents, community and staff
 Models effective verbal/non-verbal communication skills
 Demonstrates sensitivity to cultural, gender, intellectual, emotional, and
physical ability differences in classroom
 Provides clear and concise oral and written directions
 Provides accurate information for the teacher regarding student behavior
and lesson plan implementation
 Uses effective active listening skills (e.g. affirmation of understanding,
eye contact, attentiveness, restating, and paraphrasing)
28



Talks, listens, and is responsive to students
Expresses views and ideas to others in a professional manner
Does not disclose confidential information
29
RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: Paraprofessional
Performance Evaluation
Employee:
Supervisor:
E. GENERAL PERFORMANCE CRITERIA
Date:
Building:
Meets Expectation
Does Not Meet
Expectation
1. Demonstrates effective communication skills
2. Demonstrates appropriate organizational skills
3. Maintains enthusiasm, motivation, initiative, self-control, and
wellness
4. Demonstrates positive interpersonal relationships
5. Performs duties in accordance with policies
6. Exhibits professional growth
7. Makes effective decisions
8. Creates a positive climate
9. Performs responsibilities ethically
10. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
I. PERFORMANCE CRITERIA RELATED TO POSITION
Meets Expectation
Does Not Meet
Expectation
1.Performs duties in a professional manner
2.Creates a positive learning environment
3.Effectively manages student behaviors to promote learning
4.Communicates appropriately with students, parents, community, and
staff
WRITTEN APPRAISAL
d.
Overall evaluation of responsibilities.
e.
Improvement areas
f.
Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
F. EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
30
Nurse Job Description
Qualifications:
 RN preferred
 Lifting requirement may be required
 Skills necessary to carry out the duties and responsibilities listed below
 Clearance of FBI and DHSS background checks
 Must meet any additional qualifications set by the district
Reports to: Administrator in charge of health services
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.
















Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates appropriate safety and emergency procedures
Develops a program that assures safe, ongoing emergency health care
Implements health appraisal skills
Uses health service activities as a vehicle for wellness
Administers medication and medical procedures according to protocols and board policy
Maintains, utilizes, and reports appropriate student records applicable to district and
county requirements
Serves on district committees as needed
Terms of Employment: Nine and one-half month employment. Salary, benefits, and terms of
employment will be approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of
the Support Staff Handbook.
31
NURSE-SPECIFIC PERFORMANCE CRITERIA
A. Develops a program that assures safe, ongoing emergency health care
 Make triage decisions
 Anticipate and orders supplies and equipment needed for maintaining
continuous school program
 Perform CPR and other emergency procedures as needed
 Maintain a calm environment during emergency situations
B. Implements health appraisal skills
 Knowledge of screening procedures and equipment
 Plan and schedule screening procedures
 Refer students in need of medical, hygiene, and/or dental care
C. Uses health service activities as a vehicle for wellness
 Provide classroom presentations based upon specific needs
 Obtain outside resources as needed
 Involve students in discussions and classroom participation
 Communicate with principals and others to provide health programs and
procedures with minimal interruption to the building schedule
E. Administers medication and medical procedures according to protocols and board
policy
 Remain familiar with medications, side effect, and storage and
administration requirements
 Teach safe administration of medication and record keeping procedures to
designated personnel
 Keep abreast of the current medical equipment and procedures required by
students throughout the district
 Train appropriate personnel in the use of medical equipment and
procedures
 Establish open communication
F. Maintains, utilizes, and reports appropriate student records applicable to district
and county requirements
 Maintain accurate current health information on all students to ensure a
timely management of incoming and outgoing records, immunizations,
and reports
 Initiate referrals and follow up procedures for student’s medical, hygiene,
or dental needs
 Contribute medical information to the special education director as needed
to meet individuals student’s needs
 Maintain knowledge of state and federal health and immunization
requirements, and ensure that students meet these guidelines
 Communicate with families on health, hygiene, and dental issues
G. Serves on district committees as needed
 Serve as wellness program coordinator
 Serve as health advisory committee coordinator
 Establish open communication
 Comply with Sunshine Law requirements
32
RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: Nurse
Performance Evaluation
Employee:
Supervisor:
Date:
H.GENERAL PERFORMANCE CRITERIA
Meets Expectation
Does Not Meet
Expectation
1. Demonstrates effective communication skills
2. Demonstrates appropriate organizational skills
3. Maintains enthusiasm, motivation, initiative, self-control, and
wellness
4. Demonstrates positive interpersonal relationships
5. Performs duties in accordance with policies
6. Exhibits professional growth
7. Makes effective decisions
8. Creates a positive climate
9. Performs responsibilities ethically
10. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
PERFORMANCE CRITERIA RELATED TO POSITION
Meets Expectation
1.
2.
3.
4.
5.
6.
Does Not Meet
Expectation
Develops a program that assures safe, ongoing emergency health
care
Implements health appraisal skills
Use health service activities as a vehicle for wellness
Administers medication and medical procedures according to
protocols and board policy
Maintains, utilizes, and reports appropriate student records
applicable to district and county requirements
Serves on district committees as needed
WRITTEN APPRAISAL
g.
Overall evaluation of responsibilities.
h.
Improvement areas
i.
Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
I. EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
33
Custodian Job Description (Maintenance)
Qualifications:
 Lifting requirement: 60 pounds
 Skills necessary to carry out the duties and responsibilities listed below
 Clearance of FBI and DHSS background checks
 Must meet any additional qualifications set by the district
Reports to: Custodial Supervisor and/or Building Principal
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.

















Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates appropriate safety and emergency procedures
Responsible for the general condition of assigned buildings and grounds
Responsible for the general security of assigned buildings
Monitor the buildings for proper operation and state of repair
Demonstrate knowledge of proper chemical handling and storage
Complete group work and projects as assigned by the maintenance supervisor
Demonstrate appropriate inventory techniques
Demonstrate appropriate safety techniques
Terms of Employment: Twelve-month employment. Salary, benefits, and terms of employment
will be approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of
the Support Staff Handbook
34
CUSTODIAN-SPECIFIC PERFORMANCE CRITERIA
A. Responsible for the general condition of assigned buildings and grounds
 Maintains floors appropriately
 Maintains and cleans restrooms appropriately
 Maintains a clean and sanitary kitchen and lunchroom area
 Maintains and cleans windows appropriately
 Maintains and cleans chalkboards and white boards appropriately
 Maintains and cleans carpets appropriately
 Employs appropriate body fluid clean up techniques
 Maintains grounds appropriately
B. Responsible for the general security of assigned buildings
 Close and secure all doors and windows at appropriate time specified by
building principal
 Ensure lights, fans, and other electrical fixtures are turned off at the end of
the day
 Observe and report to the appropriate authority any persons that do not
appear to be on school business and are of a suspicious nature
 Report unsupervised students in the building after hours to the building
principal. If the building principal is unavailable, ask students to leave as
appropriate.
 Provide regular feedback to the building principal regarding security
concerns and issues
C. Monitor the buildings for proper operation and state of repair
 Maintain records as they relate to monitoring the HVAC systems and
refrigeration units as described by the custodial supervisor
 Prepare works orders as needed to report repairs that are beyond the
capacity or time of the building custodian to the custodial supervisor
 Keep equipment clean and serviceable
 Replace belts and other minor parts as needed
 Operate equipment as directed by the manufacturer
D. Demonstrate knowledge of proper chemical handling and storage
 Properly label chemicals
 Store chemicals in appropriate locations as recommended by manufacturer
 Use chemicals as recommended by the manufacturer
 Secure the area where chemicals are stored
E. Complete group work and projects as assigned by the custodial supervisor
 Assist in the unloading of commodity trucks for cafeterias as directed by
the custodial supervisor
 Work with special projects in any building as directed by the custodial
supervisor
 Work on district wide cleaning or maintenance projects as directed by the
custodial supervisor
F. Demonstrate appropriate inventory techniques
 Keep closets stocked with an appropriate amount of inventory
 Complete requisition orders as needed to maintain appropriate supplies
 Secure hazardous materials or supplies from contact with students
35
G. Demonstrate appropriate safety techniques
 Take action as necessary to protect the safety of students, staff, and school
property
 Identify and become familiar with the location and procedures for shutting
off all utilities
 Ensure that exit lights and fire extinguishers are in working order and meet
current inspection guidelines
 Be responsible for operating the emergency alarm system
 Train key personnel in the operation of the emergency alarm system
 Review district crisis plan frequently to ensure familiarity with procedures
for various crisis situations appropriately
 Wears all appropriate safety equipment operating equipment or using
chemicals as recommended
36
RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: Custodian
Performance Evaluation
Employee:
Supervisor:
H.
Date:
Building:
GENERAL PERFORMANCE CRITERIA
Meets Expectation
Does Not Meet
Expectation
1. Demonstrates effective communication skills
2. Demonstrates appropriate organizational skills
3. Maintains enthusiasm, motivation, initiative, self-control, and
wellness
4. Demonstrates positive interpersonal relationships
5. Performs duties in accordance with policies
6. Exhibits professional growth
7. Makes effective decisions
8. Creates a positive climate
9. Performs responsibilities ethically
10. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
PERFORMANCE CRITERIA RELATED TO POSITION
Meets Expectation
Does Not Meet
Expectation
1. Responsible for the general condition of the assigned buildings and
grounds
2. Responsible for the general security of the assigned buildings
3. Monitor the buildings for proper operation and state of repair
4. Demonstrate knowledge of proper chemical handling and storage
5. Complete group work and projects as assigned by the maintenance
supervisor
6. Demonstrate appropriate inventory techniques
7. Demonstrate appropriate safety techniques
WRITTEN APPRAISAL
j.
Overall evaluation of responsibilities.
k.
Improvement areas
l.
Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
I. EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
37
Maintenance Supervisor Job Description
Qualifications:
 Lifting requirement: 60 pounds
 Ability to supervise employees
 Experience in facility management
 Skills necessary to carry out the duties and responsibilities listed below
 Clearance of FBI and DHSS background checks
 Must meet any additional qualifications set by the district
Reports to: Superintendent
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.
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Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates appropriate safety and emergency procedures
Demonstrates scheduling skills
Demonstrates knowledge of food service program and product
Demonstrates effective record maintenance and receiving procedures
Demonstrates security and safety procedures
Demonstrates appropriate mechanical knowledge in equipment operation and
maintenance
Demonstrates appropriate grounds-keeping skills and knowledge
Demonstrates appropriate housekeeping techniques to all custodians
Demonstrates appropriate inventory techniques
Completes personnel evaluation
Demonstrates proper communication.
Terms of Employment: Twelve-month employment. Salary, benefits, and terms of employment
will be approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of
the Support Staff Handbook
38
MAINTENANCE-SPECIFIC PERFORMANCE CRITERIA
A. Responsible for the general condition of assigned buildings and grounds
 Performs daily tasks with minimal supervision
 Prioritizes tasks
 Schedules work with inventory availability
 Follows proper procedure in having work orders entered for items needing
repair
 Maintains a schedule for purchasing supplies and out of district travel
 Knowledge of vendors and time they deliver
 Schedules all deliveries of merchandise to district locations
B. Demonstrates knowledge of food service program and products
 Works with food service director to store food in an appropriate manner
and temperature
 Maintains all equipment in a clean and sanitary manner
 Practices high standards of personal hygiene and safety standards
 Load and unloads products in a safe manner, demonstrating ability to
properly care for product containers and quality
C. Demonstrates effective record maintenance and receiving procedures
 Checks receiving list against delivered products and signs
 Submits all receipts and delivery invoices to appropriate director
 Loads and delivers products as requested by district locations
 Checks products for damage such as leaks, tears, etc.
D. Demonstrates security and safety procedures
 Secures vehicle
 Knows location of all utility shut-offs and fire extinguishers and has maps
on hand for emergencies
 Checks building safety equipment to insure it works properly and is in
good condition: fire alarms, smoke detectors, fire extinguishers,
emergency lights and fire doors
 Has on hand and understands procedure to follow in an earthquake, fire,
tornado or flood
 Has chemical MSDS on hand and understands how to read them and
follow safety information
 Demonstrates knowledge of appropriate processing/disposal of chemicals
and hazardous materials
 Maintains proper labeling of chemicals
 Stores chemicals in appropriate location recommended by manufacturers
 Keeps chemical storage area secure
 Monitors safe use of materials or chemicals at all times
 Wears all appropriate safety equipment operating equipment of using
chemicals as recommended
 Follows guidelines and reports security problems
F. Demonstrates appropriate mechanical knowledge in equipment operation and
maintenance
 Demonstrates knowledge of freezer and cooler operations and
maintenance
39
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Demonstrates knowledge of transmission operation on equipment
Demonstrates knowledge of brakes, throttles, lights, safety belts and rated
capacities in machine operation
 Demonstrates appropriate use of oil and gas types/oil pressure
 Evaluates equipment efficiency performance
 Replaces belts and other minor parts as needed
 Follows proper procedures to have equipment repaired
 Effectively operates snow removal equipment
 Operates all equipment as recommended by the manufacturer
 Demonstrates and follows all equipment maintenance programs
 Operates equipment on public roads and highways in accordance with
state and federal law
G. Demonstrates appropriate grounds-keeping skills and knowledge
 Maintains and improves ground preservation and appearance
 Cuts down small trees and trims trees and shrubs
 Uses chemicals properly for pest and weed control
H. Demonstrates appropriate housekeeping techniques to all custodians
 Knowledge of cleaning/maintaining floors
 Knowledge of restroom cleaning techniques
 K knowledge of window cleaning techniques
 Knowledge of dry erase/chalkboard cleaning techniques
 Knowledge of furniture an fixture cleaning techniques
 Knowledge of proper body fluid cleanup techniques
 Knowledge of proper grounds cleanup techniques
I. Demonstrates appropriate inventory techniques
 Maintains a reasonable on-hand supply of inventory at all times
 Knowledge of inventory ordering process
 Stores items in a neat and ordering process
J. Completes personnel evaluations
 Annually evaluate maintenance/custodial personnel according to board
policy
 Conduct monthly checks of maintenance and cleanliness of all building
and grounds, and report discrepancies to building custodians/maintenance
workers
40
RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: Maintenance Supervisor
Performance Evaluation
Date:
Building:
Employee:
Supervisor:
K.
GENERAL PERFORMANCE CRITERIA
Meets Expectation
Does Not Meet
Expectation
1. Demonstrates effective communication skills
2. Demonstrates appropriate organizational skills
3. Maintains enthusiasm, motivation, initiative, self-control, and
wellness
4. Demonstrates positive interpersonal relationships
5. Performs duties in accordance with policies
6. Exhibits professional growth
7. Makes effective decisions
8. Creates a positive climate
9. Performs responsibilities ethically
10. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
PERFORMANCE CRITERIA RELATED TO POSITION
Meets Expectation
Does Not Meet
Expectation
1. Demonstrates scheduling skills
2. Demonstrates knowledge of food service program and product
3. Demonstrates effective record maintenance and receiving
procedures
4. Demonstrates security and safety procedures
5. Demonstrates appropriate mechanical knowledge in equipment
operation and maintenance
6. Demonstrates appropriate grounds-keeping skills and knowledge
7. Demonstrates appropriate housekeeping techniques
8. Demonstrates appropriate inventory techniques
9 .Completes personnel evaluations
WRITTEN APPRAISAL
m. Overall evaluation of responsibilities.
n.
o.
Improvement areas
Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
L. EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
41
Substitute Teacher Job Description
Qualifications:
 Minimum of 60 college credit hours
 Background in education preferred
 Teaching or substitute teaching certification
 Skills necessary to carry out the duties and responsibilities listed below
 Clearance of FBI and DHSS background checks
 Must meet any additional qualifications set by the district
Reports to: Building Principal
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.
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Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates appropriate safety and emergency procedures
Performs duties in a professional manner
Communicates effectively
Demonstrates appropriate preparation for instruction
Creates a positive learning environment
Effectively manages student behaviors to promote learning
Communicates appropriately with students, parents, community and staff
Adheres to all the policies, procedures, and regulations of the building and district in
order to maintain a safe, orderly environment
Terms of Employment: As needed. Substitutes are reimbursed by either a full day rate or a
half-day rate.
42
SUBSTITUTE TEACHER-SPECIFIC PERFORMANCE CRITERIA
A. Performs duties in a professional manner
 Does not answer cell phone or allow it to ring aloud during classroom
instruction
 Does not use the Internet during times when supervision of students is
required
 Dress professionally, as dictated by the staff dress code
 Responds appropriately to all building personnel, including cooks,
custodians, bus drivers, secretaries, and other staff members
 Reports to building principal or school secretary upon arrival at the school
building
 Maintains as fully as possible the established routines and procedures of
the school and classroom to which he or she is assigned
 Implements the lesson plans as left by the teacher
 Assumes responsibilities for supervising students during lunch, recess, and
dismissal
 Follows all policies, rules, and procedures to which full-time teachers are
subject and to which good teaching practice dictates.
B. Communicates effectively
 Leaves accurate information for the classroom teacher regarding student
behavior and lesson plan implementation
 Resolves conflicts in a professional manner
C. Demonstrates appropriate preparation for instruction
 Arrives at school on time for each assignment to prepare for the day’s
responsibilities
 Reviews building handbooks to become familiar with building and district
policies and procedures, especially as they relate to confidentiality, release
of student information and discipline of students
 Implements the teacher’s lessons effectively
 Makes effective use of instructional time
 Utilizes district resources appropriately
D. Creates a positive learning environment
 Creates a positive and interesting learning environment where students
feel comfortable and willing to engage in learning
 Creates an environment that promotes mutual respect
 Interacts with students in a professional and courteous manner
 Manages time, space, transitions, and activities effectively
 Contributes to maintaining the positive classroom environment
 Follows all policies and procedures of the district
E. Effectively manages student behaviors to promote learning
 Encourages student responsibility in the classroom
 Avoids using emotionally charged language in dealing with behavioral
disruptions
 Makes effective use or preventive strategies (proximity, eye contact, nonverbal cues, position and movement)
43
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Writes name on the chalkboard and pronounces it for the students until
students are familiar with the substitute
Begins the day firmly so that students sense you can and will control the
situation
Keeps students on task and keep activities moving
Applies classroom discipline appropriately and consistently
Intervenes during inappropriate behavior
Recognizes and reinforces appropriate student behavior
Communicates expectations and parameters for student classroom
behavior
Reinforces the teacher’s rules
F. Communicates appropriately with students, parents, community and staff
 Models effective verbal/non-verbal communication skills
 Demonstrates sensitivity to cultural, gender, intellectual, emotional, and
physical ability differences in classroom
 Provides clear and concise oral and written directions
 Uses effective active listening skills (e.g. affirmation of understanding,
eye contact, attentiveness, restating, and paraphrasing)
 Talks, listens, and responds to students
 Expresses views and ideas to others in a professional manner
 Does not disclose confidential information
G. Adheres to all the policies, procedures, and regulations of the building and district in
order to maintain a safe, orderly environment
 Stays informed regarding policies and regulation applicable to his/her
position
 Follows the identified channels for resolving concerns/problems
 Complies with school policy on attendance, punctuality, copyright, and
student confidentiality
 Completes duties promptly and accurately when given adequate notice
 Exercises responsibility for student management on school property and at
school activities during school days
 Communicates safety issues for individual students to classroom teachers
and administrators
44
Parents as Teachers (PAT) Coordinator Job Description
Qualifications:
 Complete supervisor training
 Maintain PAT certification for both age groups: 0-3 and 3-5
 Substitute teaching certification
 Experience in early childhood education preferred
 Skills necessary to carry out the duties and responsibilities listed below
 Clearance of FBI and DHSS background checks
 Must meet any additional qualifications set by the district
Reports to: Superintendent
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.
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Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates appropriate safety and emergency procedures
Divides and assigns families to parent educators
Organizes and implements a quality program
Maintains accurate, up-to-date records that will be accessible to the coordinator,
administrator, and state personnel during state review
Maintains training requirements
Terms of Employment: Nine-month employment. Salary, benefits, and terms of employment
will be approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of the
Support Staff Handbook.
45
PARENTS AS TEACHER COORDINATOR-SPECIFIC PERFORMANCE CRITERIA
A. Assigns families to parent educators
 Serve the number of families prescribed the district’s yearly quota for
families of children ages 0-3 and ages 3-5
 Serve 15-20 families in the birth to three program
 Make a least five contacts with each family served
 Three of the contacts must be personal visits
 Plan and implement home visits with the families’ needs in mind
 Recruit new families to the PAT program
B. Organizes and implements a quality program
 Oversee training schedules
 Oversee registrations and professional leave paperwork for all parent
educators
 Organize and conduct developmental screens for children ages 3-5 within
the school district
 Supervise and evaluate parent educators and monitor their record keeping
 Help plan and implement group meetings, if needed
 Assist with screenings, if needed
 Prepare and distribute a monthly newsletter, October through April, to all
available families of children birth to five years old in the district
 Ensure compliance with DESE PAT regulations and requirements
 Network with county agencies to offer needed services to district families
 Report to superintendent on all aspects of the program
 Create and maintain a Community Advisory Committee that will meet at
least once per year
C. Maintains accurate, up-to-date records that will be accessible to the coordinator,
administrator, and state personnel
 Complete and file all program reports
D. Maintains training requirements
 Attend all required PAT trainings
 Keep records of training for end of the year reports and certification
46
RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: PAT Coordinator
Performance Evaluation
Employee:
Supervisor:
Date:
Building:
E. GENERAL PERFORMANCE CRITERIA
Meets Expectation
Does Not Meet
Expectation
1. Demonstrates effective communication skills
2. Demonstrates appropriate organizational skills
3. Maintains enthusiasm, motivation, initiative, self-control, and
wellness
4. Demonstrates positive interpersonal relationships
5. Performs duties in accordance with policies
6. Exhibits professional growth
7. Makes effective decisions
8. Creates a positive climate
9. Performs responsibilities ethically
10. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
PERFORMANCE CRITERIA RELATED TO POSITION
Meets Expectation
Does Not Meet
Expectation
1. Assigns families to parent educators
2. Organizes and implement a quality program
3. Maintains accurate, up-to-date records that will be accessible to the
coordinator, administrator, and state personnel
4. Maintains training requirements
WRITTEN APPRAISAL
p.
Overall evaluation of responsibilities.
q.
Improvement areas
r.
Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
F. EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
47
Parents as Teachers (PAT) Job Description
Qualifications:
 Maintain PAT certification for both age groups: 0-3 and 3-5
 Experience in early childhood education preferred
 Skills necessary to carry out the duties and responsibilities listed below
 Clearance of FBI and DHSS background checks
 Must meet any additional qualifications set by the district
Reports to: PAT Coordinator
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.
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Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates appropriate safety and emergency procedures
Serves the number of families prescribed by the district’s yearly quota for families served
Assists with screenings
Plans and implements group meetings
Completes training requirements
Terms of Employment: Nine-month employment. Salary, benefits, and terms of employment
will be approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of the
Support Staff Handbook.
48
PARENTS AS TEACHER SPECIFIC PERFORMANCE CRITERIA
A. Serve families as assigned by the PAT Coordinator
 Make a least five contacts with each family served
 Three of the contacts must be personal visits
 Plan and implement home visits with the families’ needs in mind
 Recruit new families to the PAT program
 Assist families as needed
 Maintain accurate, up-to-date records that will be accessible to the
coordinator, administrator, and state personnel
B. Screenings
 Screen children at the times prescribe by the program
 Screen student exiting to the three to five program immediately preceding
the child’s third birthday
 Assist with group screenings of children ages three and four, usually held
in January or February
 Assist with screening of children entering kindergarten, usually held in
April or May
C. Group Meetings
 Help plan and implement group meetings for families in the program
 Plan and implement other group meetings as needed
D. Training Requirements
 Attend all required PAT trainings
 Keep records of training for end of the year reports and recertification
49
RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: PAT Educator
Performance Evaluation
Employee:
Supervisor:
Date:
Building:
E. GENERAL PERFORMANCE CRITERIA
Meets Expectation
Does Not Meet
Expectation
1. Demonstrates effective communication skills
2. Demonstrates appropriate organizational skills
3. Maintains enthusiasm, motivation, initiative, self-control, and
wellness
4. Demonstrates positive interpersonal relationships
5. Performs duties in accordance with policies
6. Exhibits professional growth
7. Makes effective decisions
8. Creates a positive climate
9. Performs responsibilities ethically
10. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
PERFORMANCE CRITERIA RELATED TO POSITION
Meets Expectation
1.
2.
3.
4.
Does Not Meet
Expectation
Serve families fo appropriate aged children
Assists with screenings
Plans and implements group meetings
Completes training requirements
WRITTEN APPRAISAL
s.
Overall evaluation of responsibilities.
t.
Improvement areas
u.
Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
F. EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
50
Secretary Job Description
Qualifications:
 Experience in office management
 Effectively use technology to improve efficiency
 Lifting requirement may be required
 Skills necessary to carry out the duties and responsibilities listed below
 Clearance of FBI and DHSS background checks
 Must meet any additional qualifications set by the district
Reports to: Building Administrator
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.
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Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates appropriate safety and emergency procedures
Assists administrator in performing his/her job responsibilities
Performs job responsibilities with initiative and a minimum of direction and supervision
Follows building/district safety and energy procedures
Terms of Employment: To be determined. Salary, benefits, and terms of employment will be
approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of the
Support Staff Handbook.
51
SECRETARY-SPECIFIC PERFORMANCE CRITERIA
A. Assists administrator in performing his/her job responsibilities
 Prepares requested reports
 Handles paperwork and record keeping related to the breakfast and lunch
program
 Maintains accurate attendance records
 Maintains accurate substitute records
 Collects and deposits money collected by the school
 Schedules and manages paperwork related to gym rental
 Conducts school business with patrons and local merchants
 Demonstrates respect, understanding, and an acceptance of students, staff
and community members regardless of sex, culture, socio-economic
background, religion or handicapping condition
 Directs others to appropriate sources for response to requests
B. Performs job responsibilities with initiative and a minimum of direction and
supervision
 Demonstrates appropriate knowledge of computers and computer
programs
 Uses technology, office machines, and the telephone efficiently and
appropriately
 Attends training and workshops as required to remain current on various
program requirements
 Is prepared and able to deal with medical, safety, and emergency
situations
C. Follows building/district safety and emergency procedures
 Demonstrates a basic knowledge of how to maintain and use equipment
safely
 Responds appropriately to medical, safety and emergency situations
 Works closely with the building staff to ensure a smooth operation of the
building
52
RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: Secretary
Performance Evaluation
Employee:
Supervisor:
Date:
Building:
D. GENERAL PERFORMANCE CRITERIA
Meets Expectation
Does Not Meet
Expectation
1. Demonstrates effective communication skills
2. Demonstrates appropriate organizational skills
3. Maintains enthusiasm, motivation, initiative, self-control, and
wellness
4. Demonstrates positive interpersonal relationships
5. Performs duties in accordance with policies
6. Exhibits professional growth
7. Makes effective decisions
8. Creates a positive climate
9. Performs responsibilities ethically
10. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
PERFORMANCE CRITERIA RELATED TO POSITION
Meets Expectation
Does Not Meet
Expectation
1. Assists administrator in performing his/her job responsibilities
2. Performs job responsibilities with initiative and a minimum of
direction and supervision
3. Follows building/district safety and emergency procedures
WRITTEN APPRAISAL
v.
Overall evaluation of responsibilities.
w.
Improvement areas
x.
Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
F. EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
53
Technology Coordinator Job Description
Qualifications:
 Background of experience, training or certification in technology
 Skills to work in areas such as local area networking (LAN) in a multi-operating system
environment, wide area networking (WAN), computer hardware repair and installation,
and computer operating system trouble shooting and installation
 Management and leadership skills
 Maintain Novell certification, CNT, CCNA (Cisco Certified Network Administrator)
 Background in education preferred
 Clearance of FBI and DHSS background checks
 Must meet any additional qualification set by the district
Reports to: Superintendent. Also reports to principals to coordinate building instructional
technology programs.
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.

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Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates knowledge of technology and district resources
Demonstrates effective record keeping skills
Demonstrates security and safety procedures
Demonstrates appropriate knowledge of equipment operation and maintenance
Terms of Employment: Eleven-month employee. Salary, benefits, and terms of employment
will be approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of the
Support Staff Handbook.
54
TECHNOLOGY COORDINATOR-SPECIFIC PERFORMANCE CRITERIA
A. Demonstrates knowledge of technology and district resources
 Provides leadership to the district in planning and developing instructional
technology services
 Organizes and supervises distribution of material and equipment for the
district
 Works with the District Technology Committee to establish yearly goals
and monitor progress toward established goals
 Prepares and presents the technology budget for the district, with input
from the District Technology Committee
 Provides for the instruction of staff in the area of instructional technology
 Seeks and writes technology grants, applications for federal funding, and
applications for state funding (including E-rate applications)
 Works to improve the overall quality of education received by students in
the district
B. Demonstrates effective record keeping skills
 Facilitates the revision of the district’s technology plan and present to the
Board of Education for approval when required; monitor and report
annually on the plan’s implementation
 Completes required core date reports, including MO-SIS and Census of
Technology
 Maintains a current inventory of instructional technology equipment
 Organizes technology work orders for the district
C. Demonstrates security and safety procedures
 Ensures district compliance with software licensure requirements
 Works with building administrators to maintain District website
 Maintains and coordinates the usage of all district technology
 Maintains AUP signed forms and other documentation as required by
NCLB
D. Demonstrates appropriate knowledge of equipment operation and maintenance
 Maintains the integrity of the existing networks, and provide guidance
regarding the expansion of new3 or existing networks
 Coordinates and supervises the selection, purchasing and maintenance of
instructional technology materials and equipment
 Makes repairs as needed to ensure technology is functioning throughout
the district; when applicable, work with contracted warranty companies
55
RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: Technology Coordinator
Performance Evaluation
Employee:
Supervisor:
Date:
Building:
E. GENERAL PERFORMANCE CRITERIA
Meets Expectation
Does Not Meet
Expectation
1. Demonstrates effective communication skills
2. Demonstrates appropriate organizational skills
3. Maintains enthusiasm, motivation, initiative, self-control, and
wellness
4. Demonstrates positive interpersonal relationships
5. Performs duties in accordance with policies
6. Exhibits professional growth
7. Makes effective decisions
8. Creates a positive climate
9. Performs responsibilities ethically
10. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
PERFORMANCE CRITERIA RELATED TO POSITION
Meets Expectation
1.
2.
3.
4.
Does Not Meet
Expectation
Demonstrates knowledge of technology and district resources
Demonstrates effective recford keeping skills
Demonstrates security and safety procedures
Demonstrates appropriate knowledge of equipment operation and
maintenance
WRITTEN APPRAISAL
y.
Overall evaluation of responsibilities.
z.
Improvement areas
aa. Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
F. EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
56
Bookkeeper Job Description
Qualifications:
 Experience or training in bookkeeping, payroll accounting, and other relevant preparation
 Effectively use technology
 Clearance of FBI and DHSS background checks
 Skills necessary to carry out the duties and responsibilities listed below
 Must meet any additional qualifications set by the district
Reports to: Superintendent.
Duties and Responsibilities:
The following is a description of duties for this position. This position will encompass many more
duties that may not be listed in this job description and need to be fulfilled by this employee.













Demonstrates effective communication skills
Demonstrates appropriate organizational skills
Maintains enthusiasm, motivation, initiative, self-control, and wellness
Demonstrates positive interpersonal relationships
Performs duties in accordance with policies
Exhibits professional growth
Makes effective decisions
Creates a positive climate
Performs responsibilities ethically
Demonstrates knowledge of technology and district resources
Demonstrates effective record keeping skills
Demonstrates security and safety procedures
Demonstrates appropriate knowledge of equipment operation and maintenance
Terms of Employment: Twelve-month employee. Salary, benefits, and terms of employment
will be approved by the Board of Education on an annual basis.
Evaluation: Performance of this position will be evaluated in accordance with provisions of the
Support Staff Handbook.
57
BOOKKEEPER SPECIFIC PERFORMANCE CRITERIA
A. Assists in the administration of the district’s business affairs
 Maintains a complete and systematic set of records of all financial
transactions of the district
 Responsible for all aspects of payroll including the review, verification
and processing functions
 Prepares all monthly withholdings, quarterly tax reports, and any other
forms required by state and federal law
 Compute and record cash receipt summaries
 Review purchase orders for proper coding and signature and record
encumbrance for purchase orders. Ensure accuracy of invoices for
approved purchase orders and generate accounts payable checks
 Review and reconcile financial statements on a monthly basis
 Review and verify all journal entries
 Prepare adjustments to correct charges or credits
 Maintain the district’s long-term indebtedness schedule
 Prepare financial statements to reflect financial condition of the district
 Assist with the district’s annual financial audit
 Assist in accounting related functions as may be assigned by
superintendent
B. Prepares and records information regarding personnel benefits
 Responsible for maintaining records related to employee insurance
benefits
 Responsible for communicating with employees leaving the district
regarding COBRA eligibility and appropriate laws
 Assist with cafeteria plans by communicating with employees and the plan
administrator
 Assist employees with workers’ compensation procedures and file first
report of injury claims on all work related injuries. Maintain district
records of correspondence relating to all claims
 Record and report employee sick days and personal days on a monthly
basis
58
RALLS COUNTY R-II SCHOOL DISTRICT
Support Staff: Bookkeeper
Performance Evaluation
Employee:
Supervisor:
Date:
Building:
C. GENERAL PERFORMANCE CRITERIA
Meets Expectation
Does Not Meet
Expectation
1. Demonstrates effective communication skills
2. Demonstrates appropriate organizational skills
3. Maintains enthusiasm, motivation, initiative, self-control, and
wellness
4. Demonstrates positive interpersonal relationships
5. Performs duties in accordance with policies
6. Exhibits professional growth
7. Makes effective decisions
8. Creates a positive climate
9. Performs responsibilities ethically
10. Demonstrates appropriate safety and emergency procedures
Number of Days Absent
PERFORMANCE CRITERIA RELATED TO POSITION
Meets Expectation
Does Not Meet
Expectation
1. Assists in the administration of the district’s business affiard
2. Prepares and record information regarding personnel benefits
WRITTEN APPRAISAL
a.
Overall evaluation of responsibilities.
b.
Improvement areas
c.
Overall evaluation
Needs improvement
Meets expectations
Does not meet expectations
D. EMPLOYEE’S COMMENTS:
Employee’s Signature/Date
Supervisor’s Signature/Date
(Signatures indicate the data has been read, discussed, and notes offered.)
59
FILE: AC
Critical
PROHIBITION AGAINST ILLEGAL DISCRIMINATION AND HARASSMENT
General Rule
The Ralls Co. R-II School District Board of Education is committed to maintaining
a workplace and educational environment that is free from illegal discrimination
or harassment in admission or access to, or treatment or employment in, its
programs, activities and facilities. Discrimination or harassment against
employees, students or others on the basis of race, color, religion, sex, national
origin, ancestry, disability, age or any other characteristic protected by law is
strictly prohibited in accordance with law. The Ralls Co. R-II School District is an
equal opportunity employer. Students, employees and others will not be
disciplined for speech in circumstances where it is protected by law. The Board
also prohibits:
1. Retaliatory actions based on making complaints of prohibited discrimination or
harassment or based on participation in an investigation, formal proceeding or
informal resolution concerning prohibited discrimination or harassment.
2. Aiding, abetting, inciting, compelling or coercing discrimination or harassment.
3. Discrimination or harassment against any person because of such person’s
association with a person protected from discrimination or harassment due to
one (1) or more of the above stated characteristics. All employees, students
and visitors must immediately report to the district for investigation any incident
or behavior that could constitute illegal discrimination or harassment.
Additional Prohibited Behavior
Behavior that is not unlawful or does not rise to the level of illegal discrimination
or harassment might still be unacceptable for the workplace or the educational
environment. Demeaning or otherwise harmful actions are prohibited, particularly
if directed at personal characteristics.
Consequences
Employees who violate this policy will be disciplined, up to and including
employment termination. Students who violate this policy will be disciplined,
which may include suspension or expulsion. Patrons, contractors, visitors or
others who violate this policy may be prohibited from school grounds or
otherwise restricted while on school grounds. The superintendent or designee
will contact law enforcement or seek a court order to enforce this policy when
necessary or when actions may constitute criminal behavior.
© 2007, Missouri School Boards’ Association
For Office Use Only: AC-C.RAL (5/07)
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In accordance with law and district policy, any person suspected of abusing or
neglecting a child will be reported to the Children’s Division (CD) of the
Department of Social Services.
Definitions
Discrimination - Conferring, refusing or denying benefits or providing differential
treatment to a person or class of persons in violation of law based on race, color,
religion, sex, national origin, ancestry, disability, age or any other characteristic
protected by law, or based on a belief that such a characteristic exists.
Harassment - A form of discrimination, as defined above, that occurs when the
school or work environment becomes permeated with intimidation, ridicule or
insult that is sufficiently severe or pervasive enough that it unreasonably alters
the employment or educational environment. Behaviors that could constitute
illegal harassment include, but are not limited to, the following acts if
based on race, color, religion, sex, national origin, ancestry, disability, age or any
other characteristic protected by law or a belief that such a characteristic exists:
graffiti; display of written material or pictures; name calling; slurs; jokes; gestures;
threatening, intimidating or hostile acts; theft; or damage to property.
Sexual Harassment - A form of discrimination, as defined above, on the basis of
sex. Sexual harassment is unwelcome conduct that occurs when a) benefits or
decisions are implicitly or explicitly conditioned upon submission to, or
punishment is applied for refusing to comply with, unwelcome sexual advances,
requests for sexual favors or conduct of a sexual nature; or b) the school or work
environment becomes permeated with intimidation, ridicule or insult that is based
on sex or is sexual in nature and that is sufficiently severe or pervasive enough
to alter the conditions of participation in the district’s programs and activities or
the conditions of employment. Sexual harassment may occur between members
of the same or opposite sex. The district presumes a student cannot consent to
behavior of a sexual nature with an adult regardless of the circumstance.
Behaviors that could constitute sexual harassment include, but are not limited to:
1. Sexual advances and requests or pressure of any kind for sexual favors,
activities or contact.
2. Conditioning grades, promotions, rewards or privileges on submission to
sexual favors, activities or contact.
3. Punishing or reprimanding persons who refuse to comply with sexual requests,
activities or contact. Graffiti, name calling, slurs, jokes, gestures or
communications of a sexual nature or based on sex.
4. Physical contact or touching of a sexual nature, including touching of intimate
parts and sexually motivated or inappropriate patting, pinching or rubbing.
Grievance - A verbal or written report (also known as a complaint) of
discrimination or harassment made to the compliance officer.
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FILE: AC
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Compliance Officer
The Board designates the following individual to act as the district’s compliance
officer:
Superintendent
21622 Hwy 19
Center, MO 63436
Phone (573) 267-3397
The compliance officer will:
1. Coordinate district compliance with this policy and the law.
2. Receive all grievances regarding discrimination and harassment in the Ralls
Co. R-II School District.
3. Serve as the district’s designated Title IX, Section 504 and Americans with
Disabilities Act (ADA) coordinator, as well as the contact person for
compliance with other discrimination laws.
4. Investigate or assign persons to investigate grievances; monitor the status of
grievances; and recommend consequences.
5. Seek legal advice when necessary to enforce this policy.
6. Report to the superintendent and the Board aggregate information regarding
the number and frequency of grievances and compliance with this policy.
7. Make recommendations regarding the implementation of this policy.
8. Coordinate and institute training programs for district staff and supervisors as
necessary to meet the goals of this policy, including instruction in recognizing
behavior that constitutes discrimination and harassment.
9. Perform other duties as assigned by the superintendent.
In the event the compliance officer is unavailable or is the subject of a report
that would otherwise be made to the compliance officer, reports should instead
be directed to the acting compliance officer:
High School Principal
21622 Hwy 19
Center, MO 63436
Phone (573) 267-3397
Public Notice
The superintendent or designee will publicize the district’s policy prohibiting
illegal discrimination and harassment and disseminate information on how to
report discrimination and harassment. Notification of the district's policy will be
posted in a public area of each building used for instruction or employment or
open to the public. Information will also be distributed annually to employees,
parents/guardians and students as well as to newly enrolled students and newly
hired employees. District bulletins, catalogs, application forms, recruitment
material and the district’s website will include a statement that the Ralls Co. R-II
School District does not discriminate in its programs, activities, facilities or with
regard to employment. The district will provide information in alternative formats
when necessary to accommodate persons with disabilities.
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FILE: AC
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Reporting
All persons must report incidents that might constitute illegal discrimination or
harassment directly to the compliance officer or acting compliance officer. All
district employees will direct all persons seeking to make a grievance directly to
the compliance officer. Even if the potential victim of discrimination or
harassment does not file a grievance, district employees are required to report to
the compliance officer any observations, rumors or other information regarding
discrimination or harassment prohibited by this policy. If a verbal grievance is
made, the person will be asked to submit a written complaint to the compliance
officer or acting compliance officer. If a person refuses or is unable to submit a
written complaint, the compliance officer will summarize the verbal complaint in
writing. A grievance is not needed for the district to take action upon finding a
violation of law, district policy or district expectations. Students, employees and
others may address concerns directly with the person alleged to have caused
harassment or discrimination in an attempt to resolve the issue, but are not
expected or required to do so.
Student-on-Student Harassment
Building-level administrators are in a unique position to identify and address
discrimination and harassment between students, particularly when behaviors
are reported through the normal disciplinary process and not through a
grievance. The administrator has the ability to immediately discipline a student
for any behavior that otherwise would lead to disciplinary action in accordance
with the district’s discipline policy. The administrator will report all incidents of
harassment and discrimination to the compliance officer and will direct the
parent/guardian and student to the compliance officer for further assistance. The
compliance officer may determine that the incident has been appropriately
addressed or recommend additional action. When a grievance is filed, the
investigation and complaint process detailed below will be used.
Investigation
The district will immediately investigate all grievances. All persons are required to
cooperate fully in the investigation. The district compliance officer or other
designated investigator may utilize an attorney or other professionals to conduct
the investigation. In determining whether alleged conduct constitutes
discrimination or harassment, the district will consider the surrounding
circumstances, the nature of the behavior, the relationships between the
parties involved, past incidents, the context in which the alleged incidents
occurred and all other relevant information. Whether a particular action or
incident constitutes a violation of this policy requires a determination based on all
of the facts and surrounding circumstances. If, after investigation, school officials
determine that it is more likely than not that discrimination, harassment or other
prohibited behavior has occurred, the district will take immediate corrective
action.
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FILE: AC
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Grievance Process Overview
1. If a person designated to hear a grievance or appeal is the subject of the
grievance, the next highest step in the grievance process will be used.
2. Investigation and reporting deadlines are not mandatory upon the district when
more time might be necessary to adequately conduct an investigation and to
render a decision. When extended, the person filing the complaint will be notified.
If more than twice the allotted
time has expired without a response, the appeal may be taken to the next level.
3. Failure of the person filing the grievance to appeal within the timelines given
will be considered acceptance of the findings and remedial action taken.
4. The district will investigate all grievances, even if an outside enforcing agency
such as the Office for Civil Rights, law enforcement or the CD is also
investigating a complaint arising from the same circumstances.
5. The district will only share information regarding an individually identifiable
student or employee with the person filing the grievance or other persons if
allowed by law and in accordance with Board policy.
6. Upon receiving a grievance, district administrators or supervisors, after
consultation with the compliance officer, will take immediate action if necessary
to prevent further potential discrimination or harassment during the pending
investigation.
Grievance Process
1. Level I - A grievance is filed with the district's compliance officer. The
compliance officer may, at his or her discretion, assign a school principal or other
appropriate supervisor to conduct the investigation when appropriate.
Regardless of who investigates the grievance, an investigation will commence
immediately, but no later than ten (10) working days after the compliance officer
receives the grievance. The compliance officer will complete a written report
within 30 working days of receiving the grievance that 1) summarizes the facts;
2) makes conclusions on whether the facts constitute a violation of this policy;
and 3) if a violation of this policy is found, recommends corrective action. If
someone other than the compliance officer conducts the investigation,
the compliance officer or acting compliance officer will review and sign the report.
The person who filed the grievance will be notified in writing, in accordance with
law and district policy, regarding whether the policy has been violated.
2. Level II - Within five (5) working days after receiving the Level I decision, the
person filing the grievance may appeal the compliance officer’s decision to the
superintendent by notifying the superintendent in writing. The superintendent
may, at his or her discretion, designate another person to review the matter when
appropriate. Within ten (10) working days, the superintendent will complete a
written decision on the appeal, stating whether a violation of this policy is found
and, if so, stating what corrective actions will be implemented. If someone other
than the superintendent conducts the appeal, the superintendent will review and
sign the report before it is given to the person appealing. A copy of the appeal
and decision will be given to the compliance officer or acting compliance officer.
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FILE: AC
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The person who filed the grievance will be notified in writing, in accordance with
law and district policy, regarding whether the policy has been violated.
3. Level III - Within five (5) working days after receiving the Level II decision, the
person filing the grievance may appeal the superintendent’s decision to the
Board by notifying the Board secretary in writing. The person filing the grievance
will be allowed to address the Board, and the Board may call for the presence of
such other persons deemed necessary. The Board will issue a decision within 30
working days for implementation by the administration. The Board’s decision and
any actions taken are final. The Board secretary will give the compliance officer
or acting compliance officer a copy of the appeal and decision. The person who
filed the grievance will be notified in writing, in accordance with law and district
policy, regarding whether the policy has been violated.
Confidentiality and Records
To the extent permitted by law and in accordance with Board policy, the district
will keep
confidential the identity of the person filing a grievance and any grievance or
other document that is
generated or received pertaining to grievances. Information may be disclosed if
necessary to further
the investigation, appeal or resolution of a grievance, or if necessary to carry out
disciplinary
measures. The district will disclose information to the district’s attorney, law
enforcement, the CD
and others when necessary to enforce this policy or when required by law. In
implementing this
policy, the district will comply with state and federal laws regarding the
confidentiality of student
and employee records. Information regarding any resulting employee or student
disciplinary action
will be maintained and released in the same manner as any other disciplinary
record.
*******
Note: The reader is encouraged to check the index located at the beginning
of this section
for other pertinent policies and to review administrative procedures and/or
forms for
related information.
Adopted: October 11, 2001
Revised: September 13, 2007
Cross Refs: EHB, Technology Usage
GBCB, Staff Conduct
GBH, Staff/Student Relations
GBL, Personnel Records
GCD, Professional Staff Recruiting and Hiring
GDC, Support Staff Recruiting and Hiring
65
IGBA, Programs for Students with Disabilities
IGBCB, Programs for Migrant Students
IGBH, Programs for English Language Learners
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© 2007, Missouri School Boards’ Association
Page 8 For Office Use Only: AC-C.RAL (5/07)
IGD, District-Sponsored Extracurricular Activities and Organizations
IICC, School Volunteers
JFCF, Hazing and Bullying
JG, Student Discipline
KK, Visitors to District Property/Events
Legal Refs: Individuals with Disabilities Education Act, 20 U.S.C. § 1400 - 1487
Title IX of the Education Amendments of 1972, 20 U.S.C. § 1681
Equal Pay Act, 29 U.S.C. § 206(d)
Age Discrimination in Employment Act, 29 U.S.C. § 621 - 634
The Rehabilitation Act of 1973, Section 504, 29 U.S.C. § 794
Title VI of the Civil Rights Act of 1964, 42 U.S.C. § 2000d - 2000d-7
Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e - 2000e-17
Age Discrimination Act of 1975, 42 U.S.C. § 6101 - 6107
Americans with Disabilities Act, 42 U.S.C. § 12101 - 12213
Missouri Human Rights Act, § 213.010 - 213.137, RSMo.
Female Employees' Wages, § 290.400 - .450, RSMo.
Davis v. Monroe County Bd. of Educ., 526 U.S. 629 (1999)
Faragher v. City of Boca Raton, 524 U.S. 775 (1998)
Burlington Industries v. Ellerth, 524 U.S. 742 (1998)
Gebser v. Lago Vista Ind. Sch. Dist., 524 U.S. 274 (1998)
Oncale v. Sundowner Offshore Services, 523 U.S. 75 (1998)
Harris v. Forklift Systems, Inc., 510 U.S. 17 (1993)
Ralls Co. R-II School District, Center, Missouri
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Critical
NONDISCRIMINATION AND ANTI-HARASSMENT COMPLIANCE
GRIEVANCE PROCEDURE
I. Overview of Discrimination/Harassment
A. Hostile Environment - "Harassment": Harassment, including sexual harassment and
racial harassment, is one theory of establishing that a person has been illegally discriminated
against. Behavior, based upon the protected classifications listed in policy AC, whereby the
school or work environment becomes permeated with intimidation, ridicule and insult that is
sufficiently severe or pervasive to alter the conditions of a student’s participation in the
district’s programs and activities, or of an employee’s employment, can amount to prohibited
discrimination and is therefore within the prohibitions of policy AC. Any intimidation,
ridicule or insult that is based on a reason listed in policy AC, including sex or race, is to be
reported to the nondiscrimination compliance coordinator ("compliance coordinator"). In
addition, unwelcome sexual advances, unwelcome requests for sexual favors and other
unwelcome verbal, nonverbal or physical conduct of a sexual nature can contribute to
rendering an environment hostile, and thereby discriminatory, on the basis of sex. A person’s
age and the relationship between the parties are factors which can make conduct unwelcome
even in the absence of an obvious negative reaction by the victim. The harasser and the
victim need not be of a different sex, race, etc.
B. "Quid pro Quo": This is another form of behavior that can amount to discrimination on
the basis of sex. This occurs when an employee’s supervisor makes job benefits or refraining
from adverse action conditional upon submission to unwelcome sexual advances, unwelcome
requests for sexual favors and other unwelcome verbal, nonverbal or physical conduct of a
sexual nature. Similarly, “quid pro quo” harassment also occurs when an employee of the
district, in real or apparent authority over a student, conditions the student’s participation in
the district’s programs or bases educational decisions upon submission to unwelcome sexual
advances, unwelcome requests for sexual favors and other unwelcome verbal, nonverbal or
physical conduct of a sexual nature. It is extremely important that any person who knows of
or experiences such “quid pro quo” behavior, whether or not the threatened action or
promised favor was carried out, immediately notify the district’s nondiscrimination
compliance coordinator.
C. If harassment is occurring, there may be a variety of witnesses to discrete actions that may
not of themselves seem of particular gravity. Also, victims may be unwilling to report or,
because of their youth, may not understand the prohibited nature of some conduct. Only a
central repository of all such reports from the entire district community can allow the
compliance coordinator to effectively detect and remedy potentially illegal discriminatory
harassment before its severity or pervasiveness causes the district to fail in its
67
compliance obligations. What constitutes discrimination by harassment depends on the facts
of each situation, and therefore doubt as to whether to report to the compliance coordinator
should be resolved in favor of reporting, so that the compliance coordinator has more, rather
than less, information about a situation.
II. Overview of Procedural Components
A. General
1. This grievance procedure exists to provide formal resolution of complaints that policy AC
has been violated. It does not prohibit the informal adjustment of any complaint. Pursuit of
informal adjustment is not a valid reason for missing a filing deadline, but a timely filed
complaint may be continued by consent of the parties in order to allow pursuit of informal
adjustment.
2. The compliance coordinator should be informed of the progress of all informal adjustments
and grievances at each step by the district employee responsible for each step of a grievance,
so that the compliance coordinator may keep abreast of all matters concerning policy AC and
be ready at any time to report on the same to the superintendent, Board or an outside agency.
3. Where a statute, administrative rule, or Board policy provides a scheme for resolutions of
complaints arising under that statute, rule or policy, this grievance procedure shall not be
applicable.
4. When, based upon reported information and/or investigation, the compliance coordinator
finds a likely violation of policy AC, the compliance coordinator shall so inform the
superintendent, regardless of whether a complaint has been filed. Lack of a complaint will
not preclude appropriate remedial action by the district upon a finding by the superintendent
of a violation of policy AC, nor will the existence of a complaint or its outcome hinder the
superintendent in enforcing policy AC. Lack of a remedial action does not preclude a
disciplinary action, and vice versa.
5. In addition to keeping the superintendent informed of likely violations of policy AC
throughout the district, the compliance coordinator should also confidentially contact putative
victims of likely violations of policy AC to investigate, further explain policy AC if
necessary, and make sure the putative victim is aware of the grievance procedure.
6. Actions involving employees or students implemented as remedial action for a violation of
policy AC are not exempt from such
68
constitutional due process requirements as apply case-by-case to such an individual and/or
the nature of the action taken. However, this regulation is not meant to provide any additional
substantive or procedural rights to employees or students who must be involved in remedial
actions.
7. If a person designated to hear a complaint or appeal is the subject of the complaint, the
next highest step in the grievance process will be used.
8. Deadlines herein are directory only, and not mandatory, upon the district. If more than
twice the allotted time has expired without a response, appeal may be taken to the next step.
9. Persons alleged to have violated policy AC, and/or persons necessarily involved in
resolution of complaints, will have access to written grievance materials only in the event
that remedial or disciplinary action is actually implemented, and then only on a need-to-know
basis or as required by the constitution. Participants must understand that FERPA may
prevent the disclosure of some records or actions to complainants, including in the written
responses called for in these regulations.
10. Failure to prosecute an appeal within the timelines given will be deemed as acceptance of
the findings and any remedial action of the last level used.
11. All documents, communications and records pertaining to this grievance procedure will
be kept separate from personnel records of employees.*
12. The district will not be relieved of its responsibility to respond to a complaint filed under
this grievance procedure by the fact that an outside enforcing agency has received a
complaint arising from the same circumstances.
13. The compliance coordinator will make follow-up inquiries on completed grievances and
informal adjustments to assure that remedial actions have been effective, and to assure that
no violation of policy AC persists or has been caused by the grievance or adjustment itself.
B. Definitions Used in This Procedure
1. Complaint - Submission to the responsible district official of a written and signed
allegation that there has been a violation of policy AC, which states: date of filing,
discrimination category at issue (e.g., sex,
69
national origin, etc.), names of persons involved including possible witnesses, facts alleged to
have happened, a statement of why the facts constitute a violation of policy AC, a suggestion
of the remedy desired, and a statement of any informal adjustment attempts or progress
within the complainant’s knowledge as of the date of the complaint. Exhibits may be
attached.
2. Complainant - A person who, by the filing of a complaint under this procedure, claims to
be the victim, or the parent or guardian of a student who claims the student was a victim of
discrimination in violation of policy AC.
3. Appeal - An appeal requires the filing of the original complaint and exhibits, all decisions
rendered by district officials at any lower levels in the grievance process, a statement of why
the decision being appealed from is inadequate or incorrect, and a statement of the progress
of any informal adjustment known to the complainant.
III. Procedure
A. Level I -- A complaint should be filed with the district's compliance coordinator. If a
complaint is filed with any other administrator, the administrator will immediately forward
any complaint received to the compliance coordinator. The compliance coordinator may, in
his or her discretion, assign the principal of the building concerned to investigate the matter,
unless the principal is a subject of the complaint. Likewise, the principal may delegate an
assistant principal to investigate the matter unless the assistant principal is a subject of the
complaint. If the compliance coordinator does not assign a principal to investigate the matter,
then the compliance coordinator will conduct the investigation.
Regardless of who investigates the complaint, an investigation will be conducted within a
normal limit of five (5) working days after submission of a complete complaint, including
such hearings or ex parte interviews as are reasonably necessary, including contacting
witnesses identified by the complaint. The investigator will then issue a written response to
the complaint: (1) Summarizing the facts, (2) Making conclusions on whether they constitute
a violation of policy AC and (3) if a violation of policy AC is found, stating what remedial
action will be implemented at the school level or sought from the central administration.
B. Level II -- Within five (5) working days after receiving the Level I decision, appeal may be
taken to the nondiscrimination compliance coordinator. If the compliance coordinator
conducts the initial investigation, an appeal may be taken to the superintendent, as outlined in
Level III. The compliance coordinator will meet with the complainant as soon as workably
possible to
70
review the appellate materials, further discuss the complaint and take any additional evidence
the complainant has to offer. Within a normal limit of five (5) working days, the compliance
coordinator will issue a written response to the appeal summarizing his or her findings and
stating what, if any, remedial actions will be recommended to the superintendent and/or the
building-level administration for implementation.
C. Level III -- Within five (5) working days after receiving the Level II decision, appeal may
be taken to the superintendent. If the compliance coordinator conducts the initial
investigation, an appeal may be taken to the superintendent within five (5) working days after
receiving the Level I decision. If the superintendent is the compliance coordinator, an appeal
of the superintendent’s decision may be made to the Board of Education as outlined in Level
IV. If the superintendent is the subject of the complaint, an appeal of the compliance
coordinator’s decision may be made to the Board of Education as outlined in Level IV.
The superintendent may refer the matter to an assistant or associate superintendent, general
counsel, or outside counsel, to act as designee and prepare a final decision for signature and
implementation. The superintendent or designee will review the appeal materials, conduct
further investigations or hearings at the superintendent's or designee’s discretion, and seek
counsel if necessary. Within a normal limit of ten (10) working days, the superintendent will
issue a written decision upon the appeal stating whether a violation of policy AC is found
and, if so, stating what remedial actions will be implemented. A copy of the appeal and
decision will be sent to the compliance coordinator by the superintendent.
D. Level IV-- Within five (5) working days after receiving the Level III decision, appeal may
be taken to the Board of Education by filing the appeal with the superintendent. If the
superintendent is the subject of the complaint, an appeal may be taken to the Board of
Education by filing the appeal with the compliance coordinator or the president of the Board.
The matter will be placed on the agenda of the next scheduled meeting of the Board, for
closed session unless law requires otherwise. The complainant will be allowed to address the
Board, and the Board may call for the presence of such other persons as the Board deems
necessary to advise it on the matter and the maintenance of its compliance obligations. The
Board may conduct its procedure upon the appeal as it sees fit, and shall normally render a
written decision upon the appeal within 30 working days, for implementation by the
administration. For district purposes, and without waiving the right to take any actions later
deemed necessary for nondiscrimination mandate compliance, the Board’s decision and any
actions taken are final. A copy of the appeal and decision will be sent to the compliance
coordinator by the Board secretary.
71
* This paragraph does not include the records of a collateral disciplinary action. Records of
disciplinary actions for violations of policy AC are kept in the same manner as any other
discipline record.
*******
Note: The reader is encouraged to check the index located at the beginning of this
section for other pertinent policies and to review administrative procedures and/or
forms for related information.
72
FILE: AH
Critical
TOBACCO-FREE DISTRICT
To promote the health and safety of all students and staff and to promote the
cleanliness of school grounds, the district prohibits all employees, students and
patrons from smoking or using tobacco products in all school facilities, buildings,
school transportation, other district transportation and on all school grounds at all
times, including athletic events and meetings. This prohibition extends to all
facilities the district owns, contracts for or leases to provide educational services,
routine health care, daycare or early childhood development services to children.
This prohibition does not apply to any private residence or any portion of a facility
that is used for inpatient hospital treatment of individuals dependent on, or
addicted to, drugs or alcohol in which the district provides services. This policy
goes into effect with the 2006-2007 school year.
*******
Note: The reader is encouraged to check the index located at the beginning
of this
section for other pertinent policies and to review administrative procedures
and/or forms for related information.
Adopted: May 11, 2006
Revised:
Cross Refs: IGAEA, Teaching About Drugs, Alcohol and Tobacco
JG, Student Discipline
KG, Community Use of School Facilities
Legal Refs: § 191.765 - .777, 290.145, RSMo.
Pro-Children Act of 2001, 20 U.S.C. § 7182 - 7184
Ralls Co. R-II School District, Center, Missouri
© 2002, Missouri School Boards' Association, Registered in U.S. Copyright Office
For Office Use Only: AH-C.1E (10/05)
73
FILE: GBCB
Critical
STAFF CONDUCT
The Board of Education expects that each professional and support staff member shall
put forth every effort to promote a quality instructional program in the school district. In
building a quality program, employees must meet certain expectations that include, but
are not limited to, the following:
1.
Become familiar with, enforce and follow all Board policies, regulations,
administrative procedures, other directions given by district administrators and
state and federal laws as they affect the performance of job duties.
2.
Maintain courteous and professional relationships with pupils, parents/guardians,
other employees of the district and all patrons of the district.
3.
Keep current on developments affecting the employee's area of expertise or
position.
4.
Transact all official business with the appropriate designated authority in the
district in a timely manner.
5.
Transmit constructive criticism of other staff members or of any department of the
school district to the particular school administrator who has the administrative
responsibility for improving the situation.
6.
Care for, properly use and protect school property.
7.
Attend all required staff meetings called by district administration, unless
excused.
8.
Keep all student records, medical information and other sensitive information
confidential as directed by law, Board policy, district procedures and the
employee's supervisor.
9.
Immediately report all dangerous building conditions or situations to the building
supervisor and take action to rectify the situation and protect the safety of students
and others if necessary.
10.
Properly supervise all students. The Board expects all students to be under
assigned adult supervision at all times during school and during any school
activity. Except in an emergency, no employee will leave an assigned group
unsupervised.
11.
Obey all safety rules, including rules protecting the safety and welfare of students.
12.
Submit all required reports or paperwork at the time requested. Employees will
not falsify records maintained by the school district.
74
13.
Refrain from using profanity.
14.
Dress professionally and in a manner that will not interfere with the educational
environment.
Come to work and leave work at the time specified by the employee handbook or
15.
by the employee's supervisor. Employees who are late to work, stop working
before the scheduled time or work beyond the scheduled time without permission
may be subject to discipline, including termination.
16.
School employees, other than commissioned law enforcement officers, shall not
strip search students, as defined in state law, except in situations where an
employee reasonably believes that the student possesses a weapon, explosive or
substance that poses an imminent threat of physical harm to the student or others
and a commissioned law enforcement officer is not immediately available.
17.
School employees shall not direct a student to remove an emblem, insignia or
garment, including a religious emblem, insignia or garment, as long as such
emblem, insignia or garment is worn in a manner that does not promote disruptive
behavior.
18.
State law prohibits teachers from participating in the management of a campaign
for the election or defeat of a member of the Board of Education that employs
such teacher.
19.
Employees will not use district funds or resources to advocate, support or oppose
any ballot measure or candidate for public office.
20.
Employees will not use any time during the working day for campaigning
purposes, unless allowed by law.
*******
Note: The reader is encouraged to check the index located at the beginning of this
section for other pertinent policies and to review administrative procedures
and/or forms for related information.
Adopted: January 9, 2003
Revised: November 10, 2005
Cross Refs:
AC, Nondiscrimination and Anti-Harassment
DCB, Political Campaigns
JFG, Interrogations, Interviews and Searches
JO, Student Records
KI, Public Solicitations/Advertising in District Facilities
Legal Refs:
§ 115.646,167.166, 168.114, .130, RSMo.
75
Ralls Co. R-II School District, Center, Missouri
© 2004, Missouri School Boards' Association, Registered in U.S. Copyright Office
For Office Use Only: GBCB-C.IB (12/04)
76
GBEBA
DRUG-FREE WORKPLACE
Student and employee safety is of paramount concern to the Board of Education. In
recognition of the threat to safety posed by employee use or possession of drugs or
alcohol, the Board of Education commits itself to a continuing good-faith effort to
maintain a drug-free workplace. The Board of Education shall not tolerate the
manufacture, use, possession, sale, distribution or being under the influence of controlled
substances, alcoholic beverages or unauthorized prescription medications by district
employees on any district property; on any district-approved vehicle used to transport
students to and from school or district activities; off district property at any districtsponsored or district-approved activity, event or function, such as a field trip or athletic
event, where students are under the supervision of the school district; or during any
period of time such employee is supervising students on behalf of the school district or is
otherwise engaged in school district business.
When it is evident that an employee has consumed alcoholic beverages or controlled
substances off school property before or during a district activity, the staff member will
not be allowed on school property or to participate in the activity and will be subject to
the same disciplinary measures as for possession or consumption on district property.
Staff members will be tested for alcohol and controlled substances if the district has
reasonable suspicion that the staff member has violated this policy. In addition, staff
members who operate district transportation must submit to alcohol and drug testing as
otherwise required by law. All testing will be conducted in accordance with Board
policy, administrative procedures and law.
Any employee who violates this policy will be subject to disciplinary action, which may
include suspension, termination and referral for prosecution. Employees may be required
to satisfactorily participate in rehabilitation programs.
Each employee of this school district is hereby notified that, as a condition of
employment, the employee must abide by the terms of this policy and notify the
superintendent or designee of any criminal drug statute conviction for a violation
occurring in or on the premises of this school district, or while engaged in regular
employment. Such notification must be made by the employee to the superintendent or
designee in writing no later than five (5) calendar days after conviction. The
superintendent or designee will provide notice in writing of such violation to the United
States Department of Education or other appropriate federal agency within ten (10)
calendar days after the superintendent or designee receives such notification if the district
receives any federal grants directly from such agency, as opposed to federal grants
received through the Department of Elementary and Secondary Education (DESE).
The district will take appropriate disciplinary action within 30 days.
The district will institute a drug-free awareness program to inform employees of the
dangerous and harmful nature of drug and alcohol abuse in the workplace, of this policy
77
of maintaining a drug-free workplace, of available counseling and rehabilitation, and of
the penalties that may be imposed upon employees for drug abuse violations occurring in
the workplace.
The Board of Education recognizes that employees who have a drug abuse problem
should be encouraged to seek professional assistance. Although the district will not
assume financial responsibility, an employee who requests assistance shall be referred to
a treatment facility or agency in the community if such facility or agency is available.
Upon the request of DESE or an agency of the United States, the district shall certify that
it has adopted and implemented the drug prevention program described in this policy.
The district shall conduct a biennial review of this policy to determine its effectiveness,
implement necessary changes and ensure that the disciplinary sanctions are consistently
enforced.
This policy shall be communicated in writing to all present and future employees.
Compliance with this policy is mandatory.
*******
Note: The reader is encouraged to check the index located at the beginning of this
section for other pertinent policies and to review administrative procedures
and/or forms for related information.
Adopted: August 10, 1995
Revised: January 12, 2006
Cross Refs:
EBBA, Accident Response and Prevention
JFCH, Student Alcohol/Drug Abuse
Legal Refs:
§ 287.120, RSMo.
Controlled Substances Act, 21 U.S.C. § 812(c)
21 C.F.R. 1300.11-1308.15
Drug-Free Workplace Act of 1988, 41 U.S.C. § 701 - 707
Ralls Co. R-II School District, Center, Missouri
© 2005, Missouri School Boards' Association, Registered in U.S. Copyright Office
For Office Use Only: GBEBA-C.1E (9/05)
78
File - GDBB
Critical
NONEXEMPT EMPLOYEE SUPPLEMENTARY PAY PLANS
(District Uses Compensatory Time)
Definitions
Exempt Employees - Those employees whose duties and compensation meet the requirements to
be an exempt executive, administrative, professional or computer employee as defined in federal
law.
Hours Worked - For the purposes of this policy, hours worked means all hours during which the
individual is required to be on duty generally from the required starting time to normal quitting
time and all hours an employee is permitted to work, in accordance with law. Meal periods of
30 minutes or longer and break periods of 20 minutes or longer do not count as hours worked as
long as the employee is relieved of all duties and is free to leave his or her duty post. Breaks for
nursing mothers to express breast milk are also not considered as hours worked.
Nonexempt Employees - This includes all district employees not specifically identified as exempt
under federal law. This generally includes noncertificated staff; however, in some circumstances
noncertificated staff members may qualify for exempt status. The Board directs the
superintendent to ensure that job positions are classified as exempt or nonexempt and that
employees are made aware of these classifications. Employees in doubt about their status should
contact their immediate supervisor.
Overtime Compensation
The following provisions apply to nonexempt staff who work more than 40 hours during any
workweek:
1.
Unless the district and the employee have an agreement or understanding in advance that
the employee will be given compensatory (comp) time off for overtime work, he or she
will be paid one and one-half (12) times his or her regular rate of pay for each hour of
overtime.
2.
The Board discourages overtime work by nonexempt employees. A nonexempt
employee shall not work overtime without the express approval of his or her supervisor.
Nonexempt employees who begin work earlier or work later than their assigned hours
without prior authorization from their immediate supervisor are subject to discipline,
including termination.
© 2010, Missouri School Boards’ Association
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Compensatory Time
The district uses comp time in lieu of overtime for the following classifications of employees:
secretaries, bookkeeper, food service employees, bus drivers, parent liaisons, paraprofessionals,
Parents as Teachers employees, custodians, and maintenance workers who are nonexempt
employees.
This policy constitutes an agreement or understanding in advance that these employees will be
given comp time off for overtime work. Employees will be awarded such comp time off at the
rate of one and one-half (12) hours for each hour of overtime worked.
The following provisions apply to comp time:
1.
Comp time may be accrued up to 240 hours (160 overtime hours). Overtime work
beyond this maximum accrual will be monetarily compensated at the rate of one and onehalf (12) times the individual's regular rate of pay. The district may require an employee
to use accrued comp time to avoid excessive accumulation or monetary liability.
2.
Every effort will be made to permit the use of comp time at a time mutually agreed upon
by the individual and his or her supervisor. However, when the individual's absence
would unduly disrupt the district's operations, the district retains the right to postpone
comp time usage.
3.
Upon leaving the district, individuals will be paid for any unused comp time at a rate not
less than the higher of the average regular rate received by the employee during his or her
last three (3) years of employment or his or her final regular rate of pay. (If overtime
hours have not been converted to comp time, the employee will be paid one and one-half
[12] times his or her final regular pay rate for each such hour of overtime.)
Individuals covered by this policy are required to complete a daily time record showing actual
hours worked. Failure to maintain or falsification of such records may be grounds for
disciplinary action.
Required Breaks
In accordance with law, the district will provide a reasonable break time for an employee to
express milk for her nursing child each time the employee has a need to express for one (1) year
after the child's birth. The district will provide a location, other than a bathroom, that is shielded
from view and free from intrusion from coworkers and the public that employees may use to
express milk.
*******
© 2010, Missouri School Boards’ Association
For Office Use Only: GDBB-C.1D (11/10)
Page 2
Note: The reader is encouraged to check the index located at the beginning of this section
for other pertinent policies and to review administrative procedures and/or forms for
related information.
Adopted:
June 14, 1990
Revised:
November 10, 2005; March 10, 2011
Legal Refs:
Fair Labor Standards Act, 29 U.S.C. § 201 - 216
Garcia v. San Antonio Metro. Transit Auth., 469 U.S. 528 (1985)
Ralls Co. R-II School District, Center, Missouri
© 2010, Missouri School Boards’ Association
For Office Use Only: GDBB-C.1D (11/10)
Page 3
File: GBCB
Critical
SUPPORT STAFF LEAVES AND ABSENCES
Consistent staffing is important to the learning environment and district operation and therefore
is an essential duty of all employees. When an employee is routinely tardy, frequently absent or
is absent for an extended period of time, the learning environment and district operations
deteriorate, and the students suffer.
Employees may be terminated for excessive absences or tardiness. Unless authorized by the
Board or superintendent, or otherwise authorized by law, an employee's absence or tardiness is
considered excessive if it:
1.
Is for a reason not granted as paid or protected leave under Board policy.
2.
Exceeds the number of days allotted by the Board for that particular leave.
3.
Is for a reason authorized by Board policy but exceeds five (5) days a month, 20 days in a
semester or 40 days per school year.
The employee's salary will be docked if the absence or tardiness occurs for a reason not granted
as paid leave under Board policy or if it exceeds the number of days the employee has been
granted under a designated leave, even if the absence or tardiness is authorized by the Board or
the superintendent.
No employee will be disciplined or terminated for absences qualifying for protection under the
Family and Medical Leave Act (FMLA) or other applicable law.
The district may require an employee to present a certification of fitness to return to work
whenever the employee is absent from work due to the employee's health.
The following leaves with pay will be provided to full-time support staff employees:
1.
Sick Leave - Any support staff employees whose assignments call for 12 months of fulltime employment will be entitled to nine (9) days of sick leave. Support staff employees
whose assignments call for full-time employment only during the regular school term will
be entitled to nine (9) days of sick leave. Unused sick leave will be cumulative to ninety
(90) sick leave days. An absence of over one (1) through four (4) hours shall be counted
as a half-day of sick leave. Absences up to one hour must be pre-approved by the
employee’s supervisor. Qualifying employees may request voluntary sick leave
donations through the Board-approved process.
©2007, Missouri School Boards’ Association
For Office Use Only: GDBDA-C.1N (12/07)
Page 1
Absences may be charged against sick leave for the following reasons:
a.
Illness, injury or incapacity of the employee. The Board reserves the right to
require a physician's certification attesting to the illness or incapacity of the
claimant and/or inclusive dates of the employee's incapacitation. The FMLA
health certification procedures apply to FMLA-qualifying absences, even if such
absences are paid sick leave.
b.
Illness, injury or incapacity of a member of the immediate family. The Board
defines "immediate family" to include spouse, parents, children, children's
spouses, grandparents, grandchildren, siblings, brother-in-laws and sister-in-laws
of an employee or employee's spouse, and any other family member residing with
the employee. (Note: "Family" for FMLA purposes is more limited.)
c.
Illness, injury or incapacity of other relatives, with permission granted by the
superintendent.
d.
Pregnancy, childbirth and adoption leave in accordance with this policy.
e.
One day of sick leave may be used for funeral attendance if no personal day is
available.
A district employee may not use sick leave during the period the employee receives
Workers' Compensation for time lost to work-related incidents.
2.
Personal Leave – Two (2) days of personal leave will be available per school year. An
additional day of personal leave is available for employees with at least sixty (60) days of
accumulated sick leave. Unused personal leave days accumulate as sick leave.
Absences may be charged against personal leave for the following reasons:
a.
Tax investigation.
b.
Court appearances, unless applicable law requires no leave be charged to the
employee.
c.
Wedding, graduation or funeral.
d.
Observance of a religious holiday.
e.
Conducting personal business of such a nature that it cannot be performed on
Saturday, Sunday or before or after school hours, including parent-teacher
conferences.
©2007, Missouri School Boards’ Association
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Page 2
f.
Leave under the FMLA.
g.
Leave connected with duty as a volunteer firefighter, member of Missouri-1
Disaster Medical Assistance Team, Missouri Task Force One, or Urban Search
and Rescue Team.
h.
Leave for other purposes as approved by the building principal.
Whenever possible, it is expected that requests for leave will be made in writing to the
designated administrator at least 48 hours in advance of time leave is requested. However,
30 days' notice is required by law if the leave qualifies as FMLA leave and such notice is
practical. The administrator will respond promptly to the employee's written request.
A district employee may not use personal leave days during the period the employee
receives Workers' Compensation for time lost to work-related incidences.
3.
Vacation - All support staff employed on a 12-month basis will receive two (2) weeks of
vacation per year. After ten full years of employment on a 12-month basis, a support
staff employee will receive three (3) weeks of vacation per year. An employee must
submit a written request for vacation to his or her supervisor and receive written
authorization before taking vacation days. If the employee's absence may disrupt district
operations, the supervisor has the discretion to deny a request for vacation or to limit the
time of year the employee may take his or her vacation. It is expected that earned
vacation days will be taken between June 1st and August 1st unless a written extension is
obtained.
A district employee may not use vacation days during the period the employee receives
Workers' Compensation for time lost to work-related incidents.
4.
Bereavement Leave - When a death occurs in an employee’s immediate family,
employees may take up to three (3) days off with pay to attend the funeral or make
funeral arrangements. The district may require verification of the need for the leave. The
Board defines "immediate family" to include spouse, parents, children, children's
spouses, grandparents, grandchildren, siblings, brother-in-laws and sister-in-laws of an
employee or employee's spouse, and any other family member residing with the
employee.
After the exhaustion of the three (3) days of bereavement leave, the
employee may use personal leave. When conditions warrant, the superintendent may
approve additional bereavement days to be charged against sick leave.
Unless otherwise provided, the following leaves will be provided to full-time and part-time
support staff employees.
©2007, Missouri School Boards’ Association
For Office Use Only: GDBDA-C.1N (12/07)
Page 3
1.
Holidays –Labor Day, Thanksgiving, Friday following Thanksgiving, Christmas Eve,
Christmas Day, New Year’s Day, Good Friday, Memorial Day, and July 4th. If school is
not in session, Martin Luther King, Jr. Day, President’s Day.
2.
Professional Leave - Employees may be granted professional leave upon the approval of
their immediate supervisor. Professional leave must be arranged well in advance and is
not considered personal leave.
3.
Military Leave - The Board shall grant military leave as required by law.
4.
Election Leave - Any employee who is appointed as an election judge pursuant to state
law may be absent on any election day for the period of time required by the election
authority. The employee must notify the district at least seven (7) days prior to any
election in which the employee will serve as an election judge. No employee will be
terminated, disciplined, threatened or otherwise subjected to adverse action based on the
employee's service as an election judge.
5.
Leave to Vote - Employees who do not have three (3) successive hours free from work
while the polls are open will be granted a leave period of three (3) hours for the purpose
of voting. Requests for such leave must be made prior to election day, and the
employee's supervisors will designate when during the workday the leave should be
taken. Any employee who properly requests leave to vote and uses the leave for that
purpose will not be subject to discipline, termination or loss of wages or salary.
6.
Jury Duty Leave - An employee will be granted paid leave for time spent responding to
a summons for jury duty, time spent participating in the jury selection process or time
spent actually serving on a jury. An employee will not be terminated, disciplined,
threatened or otherwise subjected to adverse action because of the employee's receipt of
or response to a jury summons.
7.
Leave for Court Subpoena - If the subpoena is directly related to the employee's school
duties, the employee will be released for court appearance without loss of leave. Other
court appearances will be deducted from personal leave.
8.
Firefighter Leave - Employees will be allowed to use personal, vacation and/or unpaid
leave for any time taken to respond to an emergency in the course of performing duties as
a volunteer firefighter. For the purposes of this section, "volunteer firefighter" includes
members of Missouri-1 Disaster Medical Assistance Team, Missouri Task Force One and
Urban Search and Rescue Team. Employees covered under this section shall not be
terminated from employment for joining a volunteer fire department or for being absent
from or late to work in order to respond to an emergency. Employees shall make every
reasonable effort to notify the building principal or supervisor if the employee may be
absent from or late to work under this section. Employees are required to provide their
supervisors with a written statement from the supervisor or acting supervisor of the
©2007, Missouri School Boards’ Association
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volunteer fire department stating that the employee responded to an emergency along
with the time and date of the emergency.
9.
Crime Victim Leave - Any employee who is a crime victim, who witnesses a crime or
who has an immediate family member who is a crime victim will not be required to use
vacation, personal or sick leave in order to honor a subpoena to testify in a criminal
proceeding, attend a criminal proceeding or participate in the preparation of the criminal
proceeding.
Pregnancy, Childbirth and Adoption Leave
This section creates no rights extending beyond the contracted period of employment. FMLA
certification and recertification procedures apply to FMLA-eligible employees. An employee
must notify the district of the need for and anticipated duration of the leave at least 30 days
before leave is to begin, if foreseeable. If 30 days' notice is not practical, the employee must
give as much notice as possible. A pregnant employee shall continue in the performance of her
duties as long as she is able to do so and as long as her ability to perform her duties is not
impaired, based on medical opinion.
Employees eligible for FMLA leave for the birth, first-year care, adoption or foster care of a
child will have such leave applied in accordance with the FMLA, as detailed in the following
section. The district shall only apply up to six (6) weeks of accrued paid leave to such absences.
Employees who are ineligible for FMLA leave may take up to six (6) weeks of leave for the
birth, first-year care, adoption or foster care of a child and may use any combination of accrued
sick leave, personal leave, vacation leave or unpaid leave.
Pregnant employees who need more than six (6) weeks of paid or unpaid leave for a pregnancyrelated incapacity must provide certification of the medical necessity for such leave.
Family/Medical Leave
Leave that qualifies for Family and Medical Leave Act protection will be administered in
accordance with federal law.
Eligibility
To be eligible for FMLA leave benefits, the employee must:
1.
Have been employed in the district for at least 12 months (but not necessarily
consecutively), and
©2007, Missouri School Boards’ Association
For Office Use Only: GDBDA-C.1N (12/07)
Page 5
2.
Have been employed for at least 1,250 hours of service during the 12-month period
immediately preceding the leave (full-time teachers are deemed to meet this
requirement), and
3.
Be employed at a worksite where 50 or more employees are employed by the district
within 75 miles of that worksite, and
4.
Provide the district at least a 30-day notice of an expected absence for foreseeable
circumstances, if practical.
An absence may qualify for FMLA protection if it is for one (1) of the following reasons:
1.
Birth and first-year care of the employee’s child.
2.
Adoption or foster placement of a child with the employee.
3.
Serious health condition of the employee or the employee’s spouse, child or parent.
Leave Protections
Eligible employees who are absent for an FMLA-qualifying reason generally may return to the
same position or an equivalent position with equivalent pay, benefits and working conditions at
the conclusion of the leave, in accordance with law. Eligible employees are entitled to continued
participation in the district’s health plan as long as they are entitled to FMLA leave protection.
However, an employee who fails to return to work after the expiration of his or her allowed leave
time will be expected to reimburse the district for those benefits paid, as required by law.
Leave Application
For all FMLA purposes, the district adopts a 12-month leave year beginning on July 1 and
ending the following June 30. All eligible employees are entitled to leave for a period not to
exceed 12 workweeks per leave year. When an employee has an absence (taken as paid or
unpaid leave) AND the absence meets the criteria to be an FMLA-qualified absence, the district
may designate such absence as part of the employee’s total annual FMLA entitlement. If any
employee is on a Workers’ Compensation absence due to an injury or illness that would also
qualify as a serious health condition under the FMLA, the same absence may also be designated
as FMLA-qualifying and charged against the employee’s FMLA-protected time entitlement.
The district shall apply paid leave, including sick leave, personal leave and vacation time, to an
FMLA absence to the extent allowed by law and as otherwise limited in this policy, giving
proper notice to the employee. If an employee’s accrued paid leave is exhausted but an FMLAqualifying reason for absence persists, or a new FMLA-qualifying reason for absence occurs, the
resulting absences will continue to be protected FMLA leave until the aggregate of 12
workweeks of designated FMLA leave has been reached, but such absences will be unpaid.
©2007, Missouri School Boards’ Association
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FMLA leave may be taken intermittently as required for the health of the employee or family member or as reducedschedule leave in hourly increments. If intermittent leave or leave taken on a reduced schedule equals more than 20
percent of instructional time, the district may require instructional employees who take such leave due to medical reasons
to take block leave or to find an alternative placement for the period of planned medical treatment. When an instructional
employee on FMLA leave is scheduled to return close to the end of a school term, the district may elect to use a special
rule to prolong the employee’s leave until the beginning of the next school term, thus extending the leave beyond the
period where an FMLA-qualifying reason exists. In such an instance, the prolonged leave time is unpaid and is not
charged against the employee’s annual FMLA entitlement. In cases where the special rules for instructional employees
apply, the superintendent may apply those special rules or the general FMLA rules as best serves the interest of the
district.
The district reserves the right to require certification of the serious health condition of the employee or employee’s family
member. Employees on FMLA-designated leave must periodically report on their status and intent to return to work. The
district may also require that an employee present a certification of fitness to return to work.
Notice
Information concerning the employee's rights under this act will be posted in accordance with law and will be provided in
any employee handbooks that are distributed.
For any employee who is not eligible for the FMLA leave, including any employee who has exhausted available FMLAprotected leave, requests for leave and the use of benefits time shall proceed according to the district’s established
policies, and the procedural requirements of the FMLA shall not apply where they are not mandated by law.
*******
Note: The reader is encouraged to check the index located at the beginning of this section
for other pertinent policies and to review administrative procedures and/or forms for
related information.
Adopted: August 10, 1995
Revised: September 10, 1998; May 13, 1999; October 12, 2000; October 11, 2001; January 8, 2004; June 9, 2005;
November 10, 2005; September 13, 2007; May 8, 2008
Cross Refs:
DLB, Salary DeductionsLegal Refs: § 105.270 - .271, 115.639, 168.122, 169.595, 320.200, .330 - .339,
494.460, 595.036, .209, RSMo.
Fair Labor Standards Act, 29 U.S.C. § 201-219
Family and Medical Leave Act of 1993, 29 U.S.C. § 2611-2619
Title VII of the Civil Rights Act of 1964 as amended by the Pregnancy Discrimination Act, 42 U.S.C.
§ 2000e(k)
29 C.F.R. § 1604.10
Willis v. School Dist. of Kansas City, 606 S.W.2d 189 (Mo. Ct. App. 1980)
Stewart v. Board of Educ. of Ritenour, 574 S.W.2d 471 (Mo. Ct. App. 1978)
Aubuchon v. Gasconade County R-1 Sch. Dist., 541 S.W.2d 322 (Mo. Ct. App. 1976)
Ralls Co. R-II School District, Center, Missouri