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The Ellis Edge

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					CERTIFIED PERSONNEL HANDBOOK
              &
      MASTER CONTRACT




       Ellis Unified School District #388
               1011 Washington
                  P.O. Box 256
                Ellis, KS 67637
                 (785) 726-4281
             www.usd388.k12.ks.us




                2009-2010


      “The Ellis Edge”
                                           TABLE OF CONTENTS


Ellis School District’s Mission, Vision & Commitment Statements .............1

Introduction...............................................................................................................2

Employment Guidelines.........................................................................................3
         Assignment and Transfer...................................................................................................3
         Building Hours for Teachers .............................................................................................3
         Equal Employment Opportunity......................................................................................3
         Harassment ..........................................................................................................................3
         Health Examinations ..........................................................................................................4
         Outside Employment .........................................................................................................4
         Payday ..................................................................................................................................4
         Records Required................................................................................................................4
         Recruitment..........................................................................................................................4
         Solicitations ..........................................................................................................................5
         Substitutes ............................................................................................................................5
         Supervision ..........................................................................................................................5
         Time Sheets ..........................................................................................................................5

Employment Benefits ..............................................................................................6
         Ellis School District’s Benefit Program Terms ................................................................6
         Address and Contact Information Changes....................................................................6
         Annuity Plan........................................................................................................................6
         Health Insurance .................................................................................................................7
         Jury Duty..............................................................................................................................7
         KPERS (Kansas Public Employees Retirement System)................................................7
         Leaves ...................................................................................................................................7
         Family and Medical Leave.................................................................................................8
         Military Leave......................................................................................................................9
         Worker’s Compensation Leave.........................................................................................9
         Retirement............................................................................................................................10
         Salary Reduction Plan ........................................................................................................10

General Information................................................................................................11
         Activity Passes.....................................................................................................................11
         At-Risk Student Policy at EHS ..........................................................................................11
         ACT Test Conflict Policy....................................................................................................11
         Animals & Plants.................................................................................................................11
         Attendance Procedure........................................................................................................11
         Announcements ..................................................................................................................12
       Board Policy Handbook .....................................................................................................12
       Bus Passes.............................................................................................................................12
       Bus Policy .............................................................................................................................12
       Cheating (Academic Dishonesty) .....................................................................................12
       Church Night .......................................................................................................................12
       Coach/Sponsors..................................................................................................................12
       Computer Lab Use ..............................................................................................................12
       8th Hour at EHS ...................................................................................................................12
       Flower Fund at WGS ..........................................................................................................13
       Free Time Tuesday’s...........................................................................................................13
       Grades at EHS......................................................................................................................14
       Grades at WGS ....................................................................................................................14
       Ineligibility for Jr. High ......................................................................................................14
       Ineligibility at EHS..............................................................................................................15
       Library Media Center .........................................................................................................15
       Lunches.................................................................................................................................15
       Make-up Slips at WGS .......................................................................................................15
       Meal Reimbursement .........................................................................................................15
       Parent Teacher Conferences ..............................................................................................15
       Parties at WGS .....................................................................................................................15
       Retirement Reception .........................................................................................................15
       School Closing/Inclement Weather .................................................................................16
       Seminar.................................................................................................................................16
       Service Awards....................................................................................................................16

Standards of Performance and Conduct..............................................................17
       Absence and Substitutes ....................................................................................................17
       Child Abuse .........................................................................................................................17
       Computer Use by Teachers................................................................................................17
       Copy Machine Usage..........................................................................................................17
       Confidentiality.....................................................................................................................18
       Conflict of Interest...............................................................................................................18
       District Credit Card Use.....................................................................................................18
       Dress Code ...........................................................................................................................18
       Evaluations...........................................................................................................................18
       Expense Reimbursement....................................................................................................19
       Food or Drinks in the Classroom at WGS .......................................................................19
       General Supervision ...........................................................................................................19
       Gifts .......................................................................................................................................19
       Grade Book on the Computer ...........................................................................................19
       Grade Cards .........................................................................................................................20
       Gum Chewing at WGS .......................................................................................................20
       Homework at EHS ..............................................................................................................20
       Homework at WGS.............................................................................................................20
       Instructional Environment.................................................................................................20
       Internet Access.....................................................................................................................20
       Leaving the Building During School Hours....................................................................20
         Lesson Plans.........................................................................................................................20
         Positive/Negative Awards................................................................................................21
         Reprimands of Employees.................................................................................................21
         Requisitions & Purchase Orders .......................................................................................21
         Retention ..............................................................................................................................21
         Scheduling School Activities .............................................................................................21
         School Equipment ...............................................................................................................21
         Staffing Meetings for I. E. P.’s ...........................................................................................21
         Standards of Conduct of Employees................................................................................22
         Student Attendance, Tardies, and Make-Up Work........................................................22
         Student Disciplinary Procedures ......................................................................................23
         Students Grading Papers ...................................................................................................23
         Student Hallway Traffic.....................................................................................................23
         Student Improvement Teams (SIT) ..................................................................................23
         Student Leaving Building ..................................................................................................23
         Student-Teacher Conferences............................................................................................24
         Telephone Usage .................................................................................................................24
         Textbook Rental...................................................................................................................24
         Tobacco-Free Environment................................................................................................24
         Transportation Request......................................................................................................25
         Use of Communication Technologies by Employees ....................................................26
         Use of Postage and Other Supplies ..................................................................................26

Workplace Safety, Health and Security...............................................................27
         Accidents, Reporting Of.....................................................................................................27
         Bloodborne Pathogens .......................................................................................................27
         Bus Loading Zone & Crossing Guards at WGS..............................................................27
         Care of Room and/or Building.........................................................................................27
         Crisis in the Building ..........................................................................................................28
         Drug Free Schools and Communities Act .......................................................................28
         Emergency Evacuation.......................................................................................................28
         Final Paycheck and Clear Out...........................................................................................28
         Keys.......................................................................................................................................28
         Personal Property................................................................................................................28
         School Health Office ...........................................................................................................28
         Security System at EHS ......................................................................................................28
         Student Lockers...................................................................................................................29
         Student Searches .................................................................................................................29
         Violence Prevention............................................................................................................29
         Worker’s Compensation ....................................................................................................29

Appendix ...................................................................................................................31
         Appendix A – Drug Free Workplace ...............................................................................31
         Appendix B – Asbestos Information ................................................................................32
         Appendix C – Ellis USD 388 District Strategic Plan.......................................................33
         Appendix D – Curriculum Coordinating Council .........................................................37
         Appendix E – Professional Learning Community (PLC) Time....................................40
         Appendix F – K-12 Curriculum Mapping .......................................................................42
         Appendix G – Professional Development .......................................................................43
         Appendix H –Administration, BOE, Faculty & Staff.....................................................44
         Appendix I – School Calendar ..........................................................................................46

Outline of the Negotiated Agreement for 2009-2010 ........................................47

Master Contract ........................................................................................................49
         General Provisions..............................................................................................................49
         Salary ....................................................................................................................................49
         Supplemental Duty Salary.................................................................................................49
         Salary Reduction .................................................................................................................50
         403b Final Pay Option ........................................................................................................50
         Items to Negotiate ...............................................................................................................50
         Sick Leave.............................................................................................................................50
         Association Leave ...............................................................................................................51
         Bereavement Leave (Article III – 1982) ............................................................................51
         Personal Leave/Business Leave .......................................................................................51
         Jury Duty (Article VI – 1974) (Article la) .........................................................................51
         Insurance Benefits ...............................................................................................................51
         Graduate Program/Reimbursement................................................................................52
         Placement on Salary Schedule...........................................................................................52
         Duty Day ..............................................................................................................................53
         Lunch Period Supervision .................................................................................................53
         Lunch Period........................................................................................................................53
         Class Schedule .....................................................................................................................53
         Early Retirees Remain in Health Insurance Program....................................................53
         Title I Assurance..................................................................................................................54
         Reproduction of Agreement..............................................................................................54
         Liquidated Damages...........................................................................................................54
         Unused Sick Leave..............................................................................................................54
         Teacher’s Basic Contract Change......................................................................................54
         Grievance Procedure ..........................................................................................................54
         Teacher’s Personal Conduct ..............................................................................................55
         Code of Ethics of the Education Profession ....................................................................55
                 Principle I Commitment To The Student ..................................................................56
                 Principle II Commitment To The Public ...................................................................56
                 Principle III Commitment To The Profession............................................................56
                 Principle IV Commitment To Professional Employment Practices ..........................57
         Calendar ...............................................................................................................................57
         Master Contract Committee ..............................................................................................57
         Meetings ...............................................................................................................................57
         Grade Cards .........................................................................................................................57
         Work Day Prior to P. T. Conferences ...............................................................................58
         Equipment and Supplies....................................................................................................58
         Extra Duty Compensation Schedule ................................................................................58
         Cover Another Class During Planning Period ...............................................................58
State Assessment Grading .................................................................................................58
Compensation Time............................................................................................................58
Term Life Insurance............................................................................................................58
Dual Credit Policies and Procedures ...............................................................................58
Appendix A – Salary Schedule .........................................................................................59
Appendix B – Supplemental Salary Schedule ................................................................60
Appendix C – Sick Leave Bank .........................................................................................62
Appendix D – Early Retirement Plan...............................................................................64
Appendix E – Extra Duty Pay ...........................................................................................65
Appendix F – Request For Approval For Payment of College Hours ........................66
Signature Page .....................................................................................................................67
Teacher’s Basic Contract ....................................................................................................68
Teacher Evaluation Process ...............................................................................................69
Our District Mission

The Mission of Ellis Public Schools is to assure an educational edge to all students allowing them to
achieve more than they ever thought possible.

Our Vision

    •   A community with an attitude of excellence/high academic standards
    •   A community with an emphasis on teacher and student learning
    •   A community that supports at-risk students
    •   A community that is actively engaged and involved
    •   A community that develops and maintains personal connections between students and teachers
    •   A community with a positive attitude

Our District Values
We believe that . . .
   • Every child can learn.
   • Strong schools have a shared vision, clear goals and a commitment to collaborate for learning
       improvement.
   • Strong public schools are vital to a strong community and democracy.
   • A strong public’s schools recognize that the family is the first teacher and both the school and
       family have an ongoing obligation to support continuous learning.
   • The most effective learning occurs when each child’s educational needs are frequently assessed
       and action is taken based on that assessment.
   • Strong schools are fiscally responsible, always seeking more effective and efficient uses of their
       resources.

Our District Goals

    1. We will deliver an aligned curriculum based on challenging standards, measure achievement,
       ensure all students meet the standards, and annually improve state assessment scores.

    2. We will utilize the Professional Learning Community model to focus upon student learning,
       teacher growth, and continuous improvement.

    3. We will maintain diverse and strong academic and student support programs which provide
       quality opportunities to all students of all ages.
    4. We will recruit, develop, support and retain a high quality teaching, administrative, and student
       support staff to improve staff performance and enhance student achievement.

    5. We will build and maintain strong relationships with parents, families, the community, and
       businesses seeking ways to promote and benefit the educational community of Ellis.

    6. We will develop, implement, and maintain a scheduled plan to upgrade district technology.

    7. We will maintain a co-curricular activities program that is well-rounded, strives for excellence, and
       maintains an “Academic’s First” philosophy when it comes to participation.

    8. We will focus upon maintaining and improving the climate of our schools by providing a learning
       environment that is safe, positive, disciplined, and drug/weapon free.

    9. We will upgrade and maintain district facilities to support and enhance student achievement.

    10. District leadership will continuously evaluate the performance of the district in reaching district
        goals.



                                                      1
                                           INTRODUCTION

The Ellis School District is glad to have you as a member of our team. We believe that you have a great
contribution to make to the District, and that you will find your employment at the District a rewarding
experience. We look forward to the opportunity to work together to create a more successful District. We
also want you to feel that your employment with the District will be mutually beneficial and gratifying.

The Ellis School District Certified Handbook has been prepared to assist you in understanding policies,
practices, guidelines, wages and benefits which apply to Certified employees in the Ellis School District.
The Ellis School District complies with any federal, state, or local law applicable to the policies in this
handbook.

District certified personnel are employees required to hold a certificate issued by the Kansas State
Department of Education. As a condition of employment, employees agree to follow rules and regulations
which have been adopted by the board.

The Board of Education delegates authority to the Superintendent of Schools to implement the policies.
The administration will adopt guidelines reflecting the spirit and intent of the policies. The Board of
Education, at all times, reserves the right to add to, delete from, alter, or amend the policies.

If you are uncertain about any policy or procedure in this handbook, contact your immediate supervisor or
District Office.
                                    EMPLOYMENT GUIDELINES

Assignment and Transfers
Assignments shall be made by the superintendent after consideration of the personnel and positions
involved. Any employee may be transferred at any time to a new location or position at the discretion of
the superintendent and board.

Building Hours for Teachers
Teachers are expected to be in the building on the job from 7:50 A.M. until 3:30 P.M. On Fridays,
teachers may leave at 3:10 P.M.

Equal Employment Opportunity
The Ellis School District is an equal opportunity, affirmative-action employer. With respect to employment
practices and procedures, it shall not discriminate on the basis of sex, age, race, color, creed, religion,
national or ethnic origin, or disability. Harassment on the basis of sex, age, race, color, creed, religion,
national origin, ethnic origin, or disability is also prohibited.

All decisions made with respect to recruiting, hiring, and promotions for all job classifications will be based
solely on individual qualifications related to the requirements of the position. Likewise, all other personnel
matters such as compensation, benefits, transfers, reduction-in-force, and training will be administered
free from any illegal discriminatory practices.

Harassment
The Board of Education cares about the human dignity and the protection of their employees. The Ellis
School District is committed to providing a work environment that is free of unlawful discrimination and
harassment. The District strictly prohibits harassment of any kind, including harassment on the basis of
sex, age, race, color, creed, religion, national or ethnic origin.

If you believe that you have been a victim of harassment, or know of another employee who has, you are
encouraged to report such action to an administrator, supervisor, or the District Office.

Harassment may take many forms, but the most common forms include:

    •   Verbal conduct such as derogatory jokes or comments, slurs or unwanted sexual advances,
        invitations or comments.
    •   Visual conduct such as derogatory and/or sexually-oriented posters, emails, web sites,
        photography, cartoons, drawings or gestures.
    •   Physical conduct such as assault, unwanted touching, blocking normal movement or interfering
        with another person because of sex, race or any other protected basis.
    •   Retaliation for having reported or threatened to report harassment, or for opposing unlawful
        harassment, or for participating in an investigation.

An employee who believes that he or she has suffered harassment may report such matter to his or her
immediate supervisor. Claims by an employee regarding harassment may also be reported to the
Superintendent. The District will conduct a thorough and objective investigation of the incident(s), making
an effort to keep the matter as confidential as possible. If it is determined that harassment has occurred,
the harasser will be subject to disciplinary action up to and including termination consistent with the
severity of the conduct. The District will take steps as necessary to prevent further harassment. In
addition, providing false information or making false charges during an investigation shall be grounds for
disciplinary action, up to and including termination of employment. Retaliation against a person who
reports or testifies to a claim of harassment shall be prohibited.

Employees who do not believe that the matter is appropriately resolved through this meeting may file a
written complaint under the district’s discrimination complaint procedure. (See KN) Confidentiality shall
be maintained throughout the complaint procedure.

Romantic relationships between students and employees are prohibited.
Health Examinations
As a condition to entering employment, new employees in any of these categories in the district are
required to complete a physical examination at the time of employment with the district. The employee
must present a district-approved form to the clerk who states "that there is no evidence of physical
condition that would conflict with the health, safety, or welfare of the pupils; and that freedom from
tuberculosis has been established... "If at any time there is reasonable cause to believe that any
employee is suffering from an illness detrimental to the health of the pupils, the school board may require
a new certification of health." (K.S.A. 72-5213)

Outside Employment
Employees shall not be excused during work times to perform outside work. Certified employees shall
engage in no outside employment which, by nature or duration, will impair the effectiveness of their
assigned duties.

Payday
Pay for certified employees on a monthly pay schedule will be issued on the 21st day of each month. The
                                                  th                           th
direct deposit transaction will be made on the 20 of the month, unless the 20 falls on a weekend.
                th
Should the 20 fall on Saturday, the deposit will be made on the Friday preceding the 20th (i.e.—the 19th).
Should the 20th fall on a Sunday, the transaction will be made on Monday (the 21st) or the next business
day after the 20th should the Monday (the 21st) also be a holiday. Cut-off dates and pay dates will be
established annually by the board and will be made available to employees.

Records Required
Each employee must have the following records/forms on file with the director of personnel before the first
day of employment:

    •   Application of employment
    •   KPERS Enrollment form - if employee is eligible
    •   W-4 withholding certificate
    •   Social security card and driver’s license
    •   Loyalty oath or affirmation
    •   Health form (if working directly with students)
    •   Driving record (bus drivers)
    •   Form I-9 Employment Eligibility
    •   Asbestos information sheet (Statement of Receipt)
    •   Plan 125 Benefit Election Form
    •   Direct Deposit Form
    •   T.B. Test

Recruitment
The board may choose to hire an individual for a specific position when a vacancy occurs, or the district
may recruit personnel to fill positions approved by the board. Candidates for positions shall be
interviewed by the supervisor and/or the superintendent. Following the interviews, the superintendent
shall make a recommendation to the board.

Vacancies may be filled by reviewing the district's completed application file to search for suitable
candidates or the following method may be used:
       1. Screening of applicants
       2. Interviewing of selected applicants
       3. Recommendation of candidate to board for approval
       4. Offering a position if board approval is granted
Solicitations
Of Employees: Unless permission is granted by the appropriate supervisor, solicitation of employees by
any vendor, student, other school district employee or patron during normal duty hours is prohibited.

By Employees: No employee may attempt, during regular duty hours, or on school property, to sell or
endeavor to influence any student
or school employee to buy any item or service which would directly or indirectly benefit the school
employee.

Substitutes
Substitutes may be employed by the district as needed.

Supervision
The superintendent is responsible for all employees, but employees will also be directly supervised by
building principals or other designated employees.

Time Sheets
Time sheets are required for all hourly positions and must be signed by the employee. Timely submission
of the time sheets is required for payroll purposes according to the annual schedule to be established by
the superintendent.
                                      EMPLOYMENT BENEFITS

The Ellis Unified School District #388 is pleased to provide its employees with a broad spectrum of
employee benefits. The information being submitted in the Employees’ Handbook is meant to highlight
basic provisions of each of the current benefit programs for which you are eligible, or may become eligible
through the District. This information is not intended to set forth employee rights under any of the plans.
It is not intended to be a complete description of any of the benefit plans or to be a guarantee of either
employment or benefits. If there is a conflict between the information provided in this Employee Benefits
Overview and any plan document, contract, or policy, the plan document, contract, or policy will always
prevail. You should not rely solely on any oral descriptions of the plans because the written terms of the
plan documents, contract, or policy will always govern. The Ellis School District expects to continue the
benefit plans described in this summary, but reserves the right to modify, amend, suspend, or terminate
any contractual plan or benefits in whole or in part at any time for any reason.

Ellis School District’s Benefit Program Terms

        Initial Enrollment
        Refers to the first 30 days you are employed by the District. During this time you can make
        application for any eligible benefit programs. Coverage typically becomes effective the first of the
        month following 30 days from the date you complete and return your enrollment forms to the
        Benefits department.

        Re-enrollment
        Refers to the one time a year, as specified by Section 125 of the Internal Revenue Code, that you
        can make application for changes in your insurance program. Employees will be notified each
        year of the time for re-enrollment. Enrollment, re-enrollment, or changes must be made during
        this time, or you will have to wait until the next re-enrollment period to make a new election of
                                                                                                    st
        benefits. Re-enrollment usually occurs in August of each year, typically for an October 1
        effective date.

        Life Changing Events
        Life changing events are the only other times during the Plan year that you can apply to make
        changes to insurance and benefit coverage. These events include marriage, divorce, birth,
        adoption, death, or a change in employment status (part-time to full-time, full-time to part-time, or
        termination of employment) for either you or your spouse. These events open a 30-day window
        to make application for changes in coverage.

        Application for Coverage
        An Application for Coverage does not guarantee acceptance by the carrier. If application is made
        for coverage within the first 30 days you are eligible, then coverage is usually automatic and
        effective the first of the month following 30 days from the date the enrollment forms are
        completed and submitted to the Benefits department. If you or your dependents have been
        eligible before but have not enrolled, the Proof of Insurability may be required and approval made
        by the carrier before the coverage becomes effective.

Address and Contact Information Changes
To ensure correct delivery of information and/or other necessary employee correspondence, all address
change and contact information changes must be made with District Office at the employees earliest
convenience.

Annuity Plan
All certified personnel may be eligible to participate in a "tax-sheltered" annuity plan.

Upon employment, newly hired personnel will be given the opportunity to select an annuity. The only
limit, as to the number of annuity companies, is determined by the limits of our current computer program.

Current employees may make changes and/or additions in annuity plans within the following guidelines:

                                                     6
Personnel are responsible for informing their annuity companies and the Clerk of changes in their annuity
plans. The district will not notify companies of changes. The only times during the year these changes
can take place are March 1 and September 1.

Health Insurance
The District currently pays up to $375 of your (single) group health insurance monthly premium. You may
also cover your spouse and/or dependents under the Plan by paying an additional premium. The District
insurance plan must serve as the employee’s primary carrier. In an effort to control rising insurance
group costs, employees will not be allowed to be “double-insured”.

Jury Duty
All employees of the District who shall be called for jury duty shall be excused for such duty with full pay.

When called, certified employees shall be permitted to serve on jury with full pay.

KPERS (Kansas Public Employees Retirement System)
The Kansas Public Employee Retirement System (KPERS) is a plan of retirement, disability, and survivor
benefits provided for by law for Kansas public employees and their beneficiaries. The employee
contribution rate is 4% or 6% and is deducted from each paycheck. Membership is mandatory if your
position:

    •   Is not seasonal or temporary, and
    •   Requires you to work at least 630 hours per year, or
    •   Requires that you work 3.5 hours per day for at least 180 days.
    •   If you work for multiple state employers, you must accumulate days and hours to determine your
        member ship status.

You are a “vested” member of KPERS if you have ten or more years of credited service. You can retire
with full benefits at age 65, or at age 62 with ten years of service, or when your age and service combined
equal 85 (that is when you have 85 “points”). You can retire with reduced benefits as early as age 55,
provided you have 10 years of service credit.

KPERS benefits include:

    •   Retirement benefit options for vested members.
    •   Life insurance benefit equal to 150% of your compensation if you are an active KPERS member.
    •   Disability income benefit provides a monthly benefit, based upon two-thirds of your annual rate of
        compensation. To qualify, you must be totally disabled for 180 continuous days.
    •   Survivor benefits which include: Refund of accumulated contributions; or pre-retirement survivor
        options; accidental death benefits, benefits payable for a death after retirement including survivor
        options and a lump sum death benefit of $4,000.
    •   The ability to purchase service credit. The following types of service credit may be purchased:
        Credited prior service, non-credited prior service, military service, out-of-state teaching service,
        and out-of-state non-federal public service. Purchasing eligible service credit affects your
        pension by increasing the number of years of credited service.
    •   Refund of your contributions and earnings if you terminate employment.
    •   Annual membership statements.

For detailed information, please contact the District Office.

Leaves
As specified in board policy leaves of absence, paid or unpaid, may be granted.

Sick, personal and professional leaves are covered in the Board of Education Policy Handbook and
Teacher –Board Negotiated agreement. Personal leaves must be requested in advance and cleared
through the Superintendents office. At the beginning of each school year, each teacher shall be credited
with ten days sick leave of which two of these may be used as personal leave. The unused portion shall

                                                    7
accumulate from year to year to a total of ninety (100) days (this includes unused personal days). We do
have a sick leave bank that everyone has an opportunity to become a part of. At the beginning of each
school year you will receive a form, which allows you to indicate your choice in this matter.

        Family and Medical Leave
        Employees may need an extended period of time away from work to care for a family member or
        to recuperate from a serious health condition. If you find yourself in these circumstances, you
        may request unpaid leave under the Family and Medical Leave Act of 1993 (FMLA). FMLA
        requires the District to provide up to 12 weeks of unpaid, job-protected leave to “eligible”
        employees for certain family and medical reasons.

                Eligibility
                You are eligible for this type of leave if you meet the following conditions:

                    •   You have worked for the District for at least one year, and
                    •   You have completed at least 1,250 hours of work during the 12-month period
                        prior to your leave.

                Purpose of the Leave
                Family care and medical leave may only be used for:

                    •   The birth or adoption of a child.
                    •   The serious health condition of a spouse, parent, or child.
                    •   The employees own serious health condition.

                Requesting Leave
                Notification of your need to request a leave should be made in a timely fashion to your
                immediate supervisor and the District Office. The District Office will send you an FMLA
                packet which contains all of the necessary paperwork and documentation required to
                process your leave request.

                Medical Certification
                The District will require certification to support a request of leave because of a serious
                health condition, and may require second and third opinions (at the employer’s expense).
                The medical certification must by provided within 15 days from the date of your FMLA
                application. Failure to furnish the certification may delay the commencement of your
                leave until the certification is submitted.

                Paid or Unpaid Leave
                Family care is unpaid, except to the extent you have available paid leave. FMLA will be
                applied concurrently with any applicable paid or unpaid leave. You are required to use
                any applicable paid leave (including temporary, vacation, etc.) before unpaid leave is
                taken. If a Worker’s Compensation Leave is run concurrently with FMLA, then you are
                not required to use any paid leave (including temporary, vacation, etc.). For the purpose
                of FMLA, any leave, whether paid or unpaid shall not exceed the 12-week period allowed
                for under the FMLA and used during the immediately preceding 12 months.

                Returning from Leave
                When you return from a leave related to your own health condition, you will be required to
                submit a physician’s release indicating that you are able to perform your job. Generally,
                employees will be reinstated to the same or equivalent position when returning from a
                family care or medical leave. However, the District may refuse to reinstate an employee
                to the same or equivalent position as allowed by law.

                An employee returning from family care leave shall return with no less seniority than the
                employee had when the leave commenced for purposes of layoff, recall, promotion, job
                assignment and seniority-related benefits such as vacation.

                                                   8
        Family care leave is not considered time worked for the purpose of determining the
        amount of benefits, such as a vacation, temporary leave, and KPERS.


        How FMLA Leave Affects your Medical Coverage
        During the leave, the District will maintain and pay for your medical coverage, under the
        group health plan, on the same terms that apply when you are actively working. Please
        be sure you make arrangements with the Payroll department to pay for your share of the
        premium during this time period. If you do not return from Family Care Leave, you will be
        responsible for any group insurance premiums which may be paid for by the District
        during the leave period.

        The failure to pay the employee portion of applicable insurance premiums within the time
        specified under the insurance plan’s policy provisions will result in a lapse of benefit
        coverage. Such lapse will be retroactively effective from the date the premium is due and
        unpaid. A 30-day grace period will be provided in which to remit any due and unpaid
        premiums. The District will provide written notice of cancellation at least 15 days before
        the date the insurance policy lapses due to non-payment of premium.

        For more information, please contact District Office.

Military Leave
Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), the
District shall grant a military leave of absence to any employee who requests such leave in order
to perform service in the uniformed services. The District shall implement and interpret this policy
to comply with USERRA and all other applicable state, federal, and local laws, including by not
limited to, those prohibiting discrimination or retaliation based on military or other status protected
by applicable law.

Please contact the Superintendent personally to request your military leave. The Superintendent
will request a copy of the military service orders as written documentation to support the military
leave request.

Workers’ Compensation Leave
It is the policy of the District to provide benefits in accordance with applicable laws to employees
who incur a work-related illness or injury. Workers’ compensation leave and FMLA benefits shall
run concurrently if both are applicable.

        Eligibility
        All employees are eligible for this benefit. Benefits are for personal injury from an
        accident or occupational disease arising out of and in the course of employment with the
        District. Injuries which occur during recreational or social events under circumstances
        where the employee is under no duty to attend, and where injury did not result from the
        performance of tasks related to normal job duties are not covered under workers’
        compensation.

        Reporting of Workplace Injuries, Accidents, and Illnesses
        For specifics, please refer to information listed under the Workplace Safety and Security
        section.

        Paid or Unpaid Leave
        The workers compensation insurance company determines whether an illness or injury is
        compensable under Workers Compensation law. The workers compensation plan will
        provide coverage for medical expenses and wages to the extent required by statute to
        those employees who quality.


                                            9
                Employees will receive regular pay for the balance of their shift on the day during which
                illnesses or injuries were incurred or for reasonable amount of time lost as a result of
                treatment required for injuries or illnesses during their regularly scheduled shift. Pay for
                the balance of the day of a work-incurred illness or injury will be counted as time worked
                for the purposes of computing overtime for that week.

                Employees may elect to use accumulated temporary or vacation leave to supplement
                his/her income beyond the workers compensation payments. In no event shall the
                employee be entitled to a combination of workers compensation benefits and salary in
                excess of his/her full salary.

                Returning from a Workers Compensation Leave
                Employees must receive from their treating physician a written “release to work”
                specifically allowing the employee to perform all of the essential functions of the
                employee’s job. Any employee who is off work and drawing workers compensation shall
                be required to provide the district with a written doctor’s release before the employee is
                allowed to return to work. In addition, should the employee be released to return to work
                by a doctor and fail to do so, all benefits under sick leave shall be ended and those
                benefits under workers compensation shall be restricted as provided by current statute.

                If an employee receives a “restricted release to work”, the Superintendent will make the
                determination of availability of work.

Retirement
Any retirement procedures shall be in accordance with current law.

The USD 388 Board of Education will pay $50 per day for earned unused sick leave up to a maximum of 90 days
provided all of the following conditions are met:

    •   The employee must resign their position in writing by March 8 of the current contract year.
    •   The employee must be at least 59 years of age by the time the above notice is
        given or have 85 points, at the time of retirement, under the KPERS retirement plan.
    •   The sick leave payment will be paid as a lump sum payment in June on the year they retire.

Salary Reduction Plan
District employees may participate in a salary reduction plan as provided by the district. One or more of
the following options may be designated:
         • Health Insurance
         • Disability Insurance
         • Cancer Insurance
         • Life Insurance
         • Dependent Care Reimbursement
         • Medical Reimbursement

A participant may elect to terminate his/her Payroll Reduction Agreement or modify the benefits elected
only if his/her family status has changed. A participant has a change in family status upon marriage,
divorce, death of a spouse or child, birth or adoption of a child, or termination of employment of a spouse.
The participant shall supply written verification to the district of such change and must make any
termination, election or change within thirty days of the date of such change in family status occur. A
participant desiring to make such change may discontinue participation or reduce benefits or elect new or
increased benefits subject to the requirements of the particular nontaxable benefit selected and
consistent with the change in family status.




                                                  10
                                      GENERAL INFORMATION

Activity Passes
The board may provide each certified employee with a pass to district-sponsored activities with the
exception of specified athletic tournaments and KSHSAA events. The pass will be valid for the employee,
spouse and K-12th grade children whom are accompanied by the employee.

At-Risk Student Policy at EHS
All students will be given an incomplete (I) for any assignment not turned in with at least 65% of the
assignment completed. Assignments completed after the due date will be subject to reduction of credit
depending on length of time overdue and individual classroom policy.

All courses will be awarded credit every semester. Incompletes are accumulative for entire semester and
do not start over each 9 weeks. Semester credit can only be earned by completing all assignments; thus,
any student who does not make up incompletes by end of semester will fail the course and lose semester
credit.

Three to four times during the school year, there will be a movie or fun activity which will last 90 to 120
minutes as a reward for students who at that time do not have any incompletes or F’s. Students with
incompletes will be required to remain in class during these activities and work on incomplete work or
spend extra study time on courses they are failing.

Teachers will periodically request students to make up incomplete assignments before school or after
school (up to 30 minutes). Students must report to any requested make-up session. Failure to do so will
require a parent conference with the principal resulting in a commitment for future compliance with at-risk
policy. Repeated refusals will be considered insubordination and subject to discipline up to and including
suspension or expulsion.

The purpose of this policy is to instill in every student the importance of completing and
turning in all assigned academic work at an acceptable level of competency. This is
absolutely essential in achieving the most from their current educational opportunities as well
as preparing them for future educational opportunities and job employment.

ACT Test Conflict Policy
Students are encouraged to take the ACT Test for college placement and scholarship opportunities.
Students will not be penalized for taking ACT Tests when they conflict with extra curricular activities.
There are multiple ACT testing dates, thus it is recommended students plan ahead to avoid potential
conflicts that would affect others particularly in terms of regional, sub-state, and state athletic, music, or
speech competition.

Animals & Plants
For liability reasons, we cannot allow students or staff to bring in animals, insects or plants. However,
students may bring bugs or insects for assigned projects.

Attendance Procedure (Concerning Students)
The classroom teacher via computer will take attendance and lunch count each morning for a morning
count. This needs to be completed by 8:15 a.m. If a student needs to leave school during the regular
school day, be sure to instruct them to stop in the office and notify the office. Utilize the paper, daily
attendance slips in the event you have a substitute teacher or your computer is not working. Each
individual classroom will be responsible for reporting attendance and lunch via computer to the office by
8:15. Also, we need a hot lunch count for those students indicating they will be eating hot lunch for that
day. This is also indicated on the computer via the “Power School”.

Each building shall maintain a building-wide tardy discipline policy to be enforced by all teachers.

Excused absence make-up work is due a maximum of 1 day per day absent. Work not made up in the
assigned time, even though the absence is excused, will be recorded as a zero.



                                                    11
Announcements
Announcements will be made at the beginning and end of each school day.
All announcements should be written and initialed by the teacher and submitted to the office for approval.
It is the teacher’s responsibility to assure that students are listening and not talking when announcements
are being made.

Board Policy Handbook
The Board Policy Handbook is available for anyone to review in each building principal’s office.

Bus Passes
Students are responsible for getting their assignments. It is the ultimate responsibility of the teacher to
see that assignments are given and completed. Teachers need to inform the coach/sponsor and principal
if a student has failed to complete his/her work or fulfill a commitment on a previous trip. This student
may lose the privilege of leaving school early.

Bus Policy
During school sponsored activity trips, all students who ride to an event must return on the bus unless the
parent requests, in person, to the head coach or sponsor that they will be taking their son or daughter
home with them. (Special circumstances and arrangements can only be made in advance by the Principal
to vary from this policy.)

Cheating (Academic Dishonesty)
Flagrant cheating can result in various penalties, such as zero for the paper/test, lowering the 9 weeks or
semester grade, removal from selected activities and parent notification. Parent notification is always a
good method of dealing with academic dishonesty. A student getting into a teacher’s desk, file cabinet or
material for the purpose of obtaining tests, answers, etc. will be subject to very severe penalties, including
suspension.

Church Night
There are to be no activities or practices scheduled after 6:00 p.m. on Wednesday evenings as stated in
the Board Policy Book.

Coach/Sponsors
All district head coaches may attend the KSHSAA Coaching Clinic in August. Attendance by assistant
coaches will be determined by the Superintendent, subject to District budget considerations. District
vehicle will be used. Motel accommodations and registration will be made by the administration. A
maximum meal allowance of $25 per day will be reimbursed with receipts. The maximum reimbursed for
one meal will be $10.

All head coaches (VB, FB, BB, WR and TR) may be granted 1 additional clinic, based on 1 site per
season if the budget allows. All requests must be made and approved in advance to receive expense
allowance (a maximum meal allowance of $25 per day will be reimbursed with receipts, school vehicle
must be used if available, and motel if necessary.) An additional clinic for assistant coaches will be
considered on a case by case basis. Only 1 school day per person may be approved in any given school
year. Administration approval will be based on time of year, employee’s commitments, substitute
availability, and distance (300 miles maximum one way).

Classified Staff who apply for Rule 10 certification will have their fees and expenses reimbursed by the
District.
 th
8 Hour
Any student that receives an incomplete grade at EHS will be assigned to attend 8th hour.
Students will be issued an incomplete grade for any assignments not handed in on the due date at the
time it is due in class. A student whom receives an incomplete must spend 30 minutes after school for
each incomplete in the designated 8th hour room. Once the 8th hour is assigned to a student, the student
is required to serve the 30 minutes regardless of whether or not the student completes the assignment
prior to serving the detention. If a student fails to complete the assignment during 8th hour, he/she will be
expected to complete the assignment outside of school prior to the next school day. A failure to do so will
result in the student being assigned another 8th hour. Students participating in school activities such as
                                                   12
ball games would serve their 8th hour the following night. Students that have work obligations after school
will notify the office. The office will contact their employer to make arrangements. Students that miss/skip
their assigned time would be required to make up the missed time the following day after school and be
assigned an equal amount of time to be served as a morning detention. 8th hour will only be held on
Monday through Thursday each week from 3:15 to 3:45.

8th Hour Guidelines

1. Students are expected to bring everything they need to 8th hour. This includes the missing
assignment and other homework or a book to read if the assignment becomes complete during 8th hour.
Students may not sit and do nothing during this time.

2. 8th hour is from 3:15-3:45. This gives students time to collect materials from their lockers, use the
bathroom, get drinks, etc. before coming into the 8th hour classroom. Students are not allowed to leave
the 8th hour classroom after 3:15.

3. There will be no talking unless approved by the 8th hour teacher. This time should be used for
working on assignments, reading, or studying. Talking distracts from this goal.

4. Students are expected to follow the rules of 8th hour. Any discipline issues will result in the assignment
of an additional 8th hour the following day and possible office referral.

5. If students have an appointment, schedule conflict, etc. it must be resolved before 3:15 through the
office. Plan ahead. Students arriving late to 8th hour must have a pass from the office.

6. An official notebook will be kept in the office. The notebook will record the participants/activities of the
8th hour for classroom teachers to review at any time.

Flower Fund at WGS/EHS
This fund has been transferred to the local Teacher Association and will be handled by their designated
person in this building. The proceeds from the vending machines goes towards this fund. Occasionally,
donations are requested for sending flowers when funds run low.

Free Time Tuesday’s
Ellis High School will offer “Free Time Tuesday’s” for all students who are not listed on Monday’s failing
list. Students who DO NOT have D’s, F’s or I’s on Monday’s failing list will have a choice on how they
spend Seminar time the following day. Here are your choices:

            1. Remain in your assigned seminar and work as normal.
            2. Report to another teacher’s seminar to work on an assignment or project.
            3. Report to the library for quiet reading/study time.
            4. Report to the commons area. This is your free time. You can work/play on the computer,
               play card games, purchase a soft drink, and/or visit.
            5. Report to the gym. We will have an open gym if you would like to shoot and listen to
               music.

        Expectations:

             1. Report to your seminar teacher so they can take roll. The teacher will release you when
                roll is taken.
             2. The hallways are for passing only. You may not hangout in the hallways.
             3. You will handle yourself in a responsible/respectful manner at all times.
             4. You will follow the request of teachers assigned to each area for supervision.

Students who do not follow the above expectations can be asked to report back to Seminar. If students
Continually abuse this time, they can lose their privilege for the rest of the year. Situations will be handled
on an individual basis.



                                                    13
Note: Students on Monday’s in-eligibility list will NOT be allowed to attend Free Time Tuesday. Sample:
You are on Monday’s in-eligibility list with a D, F, or I and you turn in a late assignment Tuesday morning
to bring this grade up to passing, you will not be eligible for free time that day. If you maintain your
grades, you will be eligible the next week. The only exception to this would be if a teacher had an
assignment prior to the eligibility list being printed, but had not had a chance to post the assignment to
PowerSchool.

Grades at EHS
Grade cards are issued at the end of each nine weeks of school. All courses will be awarded semester
credit. In the fifth (5th) week of each nine weeks, "down slips" will be issued to parents of students doing
failing or below average work.



        A       92%-100%                          4.0
        A-      90%-91%                           4.0
        B+      88%-89%                           3.0
        B       82%-87%                           3.0
        B-      80%-81%                           3.0
        C+      78%-79%                           2.0
        C       72%-77%                           2.0
        C-      70%-71%                           2.0
        D+      68%-69%                           1.0
        D       62%-67%                           1.0
        D-      60%-61%                           1.0
        F       59% or below
        I       Incomplete



        Down Slips will be issued during the fifth week of each grading period as follows:

             1) Issued to all students with a grade of F or I
             2) Optional for students with a grade of D (recommended by the administration)
             3) Due by noon Wednesday of the 5th week on Principal's desk.
             4) Grades must be stated in both letter and percentage form.
             5) In case of an F or D, specify the percentage needed to raise the grade to a D or C. In
                  case of an I, specify the work that is incomplete.

Grades at WGS
                 100- A+                  81-84- C+
                97-99- A                  78-80- C
                94-96- A-                 74-77- C-
                91-93- B+                 71-73- D+
                88-90- B                  68-70- D-
                85-87- B-                 65-67- D-
                                          64     F

Ineligibility for Jr. High
On Monday mornings, teachers will “e-mail” the Principal with a listing of all students who have an
average grade of “F” for that week. This list will be compiled that morning and all students having two or
more “F” grades or an “F” grade in a subject for two or more straight weeks will be notified in writing that
they are ineligible for competition in any sport, cheerleading, and any outside of school vocal or
instrumental group or solo. Check your mailboxes around lunch time for these notices that you are to
give to students who are ineligible. If their notice is in your box be sure to hand them the notice in a
discreet manner. The ineligibility will run from Monday through Sunday and will affect all extracurricular
activities during that span of time. This includes activities on weekends. The student will remain
ineligible until their records indicate they have no more “F” grades.


                                                   14
Ineligibility at EHS
Ineligibility lists will be run every Monday after lunch. All students with grades below C- will be reported.
Also, all students with an "Inc" will be reported. Teachers are responsible for making sure all grades are
up to date.

Library Media Center
Library Hours: Monday-Friday 7:50 to 3:30

Teachers are expected to accompany all groups utilizing the library. One unsupervised student from a
classroom at a time is acceptable (only during times the library is occupied by a librarian or librarian aide,
see above schedule). If students plan on using a library computer, this requires a pass with assignment.

Teachers may not send students to library to take tests. They must escort students to library with test
and let librarian know a test is to be taken so the librarian can provide proper supervision. The Librarian
will keep the test when student is finished.

Lunches
Teacher's lunches cost $2.95 each.
Tickets must be purchased in lots of 5, 10, or 20.
To reserve a meal, turn yourself in with the lunch count by 8:15 A.M. daily via email to the building
secretary.

Make-up Slips at WGS
Seventh and eighth grade students who have been absent will pick up an admit slip from the office before
going to class. Teachers will give make up assignments and a date for them to complete the work. The
students are to return the make up assignments to the teacher. If it is all completed and satisfactory, the
teacher will initial the slip. When the student has completed all assignments, they are to bring the slip to
the office. As a teacher, it is your responsibility to ask for these slips.

Meal Reimbursement
Staff attending meetings and workshops will be reimbursed up to $25 per day for meals. The maximum
reimbursed for one meal will be $10. No reimbursements will be given for the purchase of alcoholic
beverages. Itemized receipts must be submitted with this request.

Parent Teacher Conferences
Parent teacher conferences will be held at the end of the first nine weeks. Grades K-3 should meet and
make a schedule for parents. These schedules should allow no less than ten minutes and no longer than
                          th   th                                                                    th  th
fifteen per conference. 4 -12 grade teachers will see parents as they appear. Grade cards for 7 -12
students will be given out at the time of the conferences in the office as they come in that evening.
Please keep the principal informed if you have a difficult and/or sensitive conference with a parent that is
upcoming or has already occurred.

Parties at WGS
General parties include Halloween, Christmas, Valentines, and the Field Day at the end of the year.
Birthdays may be handled as the teacher wishes. Do not let students bring birthday party invitations to
school unless everyone in the class is invited, both boys and girls. The room parties will begin at 2:30
p.m. in most cases. There will be no gift exchange at Christmas for students. We will try to have Jr. High
Dances for Christmas and Valentines days. The dances will start at 1:20 p.m. unless there are
extenuating circumstances.

Retirement Reception
Toward the end of the school year, all Ellis employees retiring from the District are recognized for years of
service and dedication to the District at a community reception. Plaques, service pins, and lifetime activity
passes are given to the employee.




                                                   15
School Closing/Inclement Weather
At times, only the starting time for the school day/work day may be delayed due to inclement weather.
Employees will be notified by local radio/television stations and by use of the Ellis School District’s calling
tree as to starting time in these unique situations.

Seminar
The goal of the "Seminar" is to compliment the school curriculum so that we facilitate learning and the
learning environment by promoting positive student contacts and guided learning experiences.
        Objectives
            1. To provide positive interaction with each student on a daily basis.
            2. To mentor each Seminar student by:
                     a. providing encouragement
                     b. discussing academic progress
                     c. setting goals and reviewing them periodically
                     d. informally looking at plans and educational future
            3. To introduce and/or reinforce study skills.
            4. To provide a time of supervised study for each student.
            5. To re-teach and tutor students who are experiencing difficulty in the regular classroom.
            6. To provide enrichment opportunities.
            7. To allow time for clubs, organizations, pep rallies, post-high school representatives and
                 lyceums to meet without interrupting the regular class day.
            8. To design activities to meet the academic and emotional needs of students, as they arise.
        Seminar Pass Procedure
            1. Students report to their assigned seminar classroom.
            2. Attendance will be taken, daily announcements will take place, and seminar
                 “housekeeping” activities will be completed. If there is no scheduled activity, the students
                 may choose to stay in the seminar room to work, or he/she may ask to use their planner
                 as a hall pass in order to meet with another teacher.
            3. Students who have not met the attendance or tardy guidelines may not travel except with
                 a pre-pass from a teacher.
            4. If you are failing a class, you will be referred to that teacher after checking into your
                 seminar class.
            5. Students must keep their hall pass with them at all times and must show the pass to
                 any/all hall monitors.
            6. Students must sign in/out from each room that they visit during seminar time.
            7. Students must report back to their seminar room before the end of seminar period and
                 return the seminar hall pass to the seminar teacher.
        Seminar Expectations
            1. Students who are tardy to seminar will not be allowed to travel that day during seminar.
            2. Behavior expectations – students: a) must have materials to work on; b) must make good
                 use of time.
            3. Abuse of seminar time may result in a) loss of travel privileges, and/or b) detention time.
            4. Each student must have his/her hall pass to travel.
            5. Students abusing seminar may lose their privilege to travel.
            6. Students may be removed from the current seminar to a more restrictive environment if
                 deemed necessary.
        EHS Daily Schedule for Seminar Time:
           Monday – Extended Learning
           Tuesday - Extended Learning (Free Time Tuesday)
           Wednesday – Late Start (no seminar)
           Thursday – Extended Learning
           Friday – Extended Learning

Service Awards
At the beginning of the school year, during the All Staff Convocation, Ellis employees are recognized for
their years of service and dedication to the District. Certificates are given for every five (5) years of
continuous service to the District.



                                                    16
                     STANDARDS OF PERFORMANCE AND CONDUCT
Absence and Substitutes
At times it might be necessary for you to miss work due to illness or for some other unforeseen reason.
When this occurs, you are responsible for contacting your supervisor. Each building will have specific
guidelines for their employees to follow. Your immediate supervisor will provide you with specific details
to assist you in understanding your obligations for reporting absences, late arrival, leaving work early,
school closings, etc.

If it becomes necessary for you to leave work during the work day or before the end of the work day, it is
your obligation to inform your supervisor immediately.

For the Ellis School District to operate effectively, you are asked to keep your supervisor informed of your
status when you are off work because of illness, accident, or any other reason.

When you find it necessary to be absent from school, please notify the building principal as far in advance
as possible. If you teach in both buildings, notify the principal in the building where you start your first
class of the day. Always try to keep both principals informed of absences, planned or otherwise.

In case of illness or emergency, call the principal at home (John, 726-3343)(Corey, 726-2522) no sooner
than 6:00AM but no later than 6:30AM. If they are not available, call the building secretary.
If you become ill during the regular school day, check with the building principal and/or secretary and he
or she will do their best to get a substitute, or someone to fill-in for you. Upon your return to school, you
need to fill out a blue sheet and sign it.

When you know you will be gone in advance, please fill out a blue sheet and submit it to the building
principal who will approve it and schedule a substitute for you. Do not call subs on your own.

Be prepared to give the Principal an assignment outline for the substitute teacher. Information should
include:
             1. Class roster and a seating chart - if applicable
             2. An answer key to lessons
             3. Lesson plans in sufficient detail to enable the substitute to serve as more than a baby
                 sitter. Giving students a study hall is not acceptable.
             4. Schedule for the day which includes recess times, lunch time, music, etc.

Child Abuse
Any district employee who suspects that a child's physical or mental health or welfare is being adversely
affected by physical, psychological or sexual abuse will immediately report this fact to the local Social
Rehabilitation Services (SRS) office or to the local law enforcement agency if the SRS office is not open.
It is recommended that the building administrator also be notified after the report is made.

District employees will not contact the child's family or any other persons to determine the cause of the
suspected abuse or neglect. It is not the responsibility of the school employees to prove that the child
has been abused or neglected.

Computer Use by Teachers
Computers at school are for educational use only. All information created by teachers shall be
considered district property. We have a filtering system that logs every hit made on the world wide web.
This can be checked at any time if a situation requires it. This is for everyone’s safety and protection. We
can prove where a student or teacher has been on the Internet. What you do, where you explore and
what you produce on school computers is a part of school record and is school property.

Copy Machine Usage
The copy machine is available to teachers for professional use. Please do not send students to the copy
room to do the copying for you. Students may be sent to the office to obtain a copy, but only adults
                                                   17
should do the actual copying. Copies for personal use are 10 cents each to be paid to the school
secretary. Please ask the Secretary or Principal for help when the copy machine gets jammed, unless
you have already been shown what to do.

At the high school, students who need to copy school related materials need to be sent to the EHS
library. There is a copy machine located there for that use. If you are sending a student from your
classroom, please provide them a pass and send only one student at a time.

Confidentiality
Maintaining confidential information is an extremely high priority in the District. Staff members have
access to business systems, future plans, student records, personnel records, and other information that
is considered confidential. Protecting this information by safeguarding it when in use, filing it properly
when not being used, and discussing it only with those who have a legitimate need to know is an
extremely high priority for all concerned parties.

Information learned at school should be handled in a confidential manner and be discussed only with the
appropriate school personnel. Violations of this rule which violate the privacy rights of specific individuals
could result in disciplinary action being taken against the employee, including termination.

Conflict of Interest
District employees are prohibited from engaging in activities which conflict with or detract from the
effective performance of their duties.

District Credit Card Use
The Superintendent designates employees authorized to use District credit cards for the purchase of
appropriate goods and services for District purposes. The Superintendent shall determine the following:

    1.   Which employees are authorized to use District credit cards;
    2.   What goods and services each employee is authorized to purchase with a District credit card;
    3.   The maximum amount of any single transaction for each authorized employee; and
    4.   The total maximum amount of purchases for a monthly billing cycle for each authorized
         employee.

District credit card users shall be held accountable for appropriate use of District credit cards.
Unauthorized use of a credit card shall be grounds for disciplinary action, including termination of
employment. Every credit card user shall retain original credit card receipts for each purchase and shall
maintain a log reflecting the date of purchase, vendor, description of purchase, business purpose, and
other information required by the District Office. At least monthly, original receipts and a copy of the
credit card log shall be delivered to the District Office. Every credit card user shall be required to review
and sign a statement indicating that the user is aware of the terms and conditions for use of a District
credit card.

Dress Code
Appropriate dress and personal grooming are an individual responsibility. The impression given to others
through personal appearance is important to the employee and to the district. Employees are asked to be
responsible and use good judgment concerning appearance. Clothing shall be appropriate for the job, in
good repair and clean.

Any method of dress that may attract undue attention, disrupt, or interfere with the mission of the school
district is not permitted. If, in the professional opinion of any supervisor, an employee's attire is disruptive
or inappropriate, that employee will be referred to his/her immediate supervisor for a conference.

Evaluations
As an employer, it is the desire of the District to employ and retain employees who will grow and improve
in the performance of the duties of their positions. One of the tools used to evaluate and monitor this
performance is employee performance evaluations.

The district shall maintain a formal performance evaluation plan for all certified employees.

                                                    18
Ellis school board policy follows the state-mandated guidelines for teacher evaluations.

The evaluation process will include formal observations, post- observation conferences, and informal
observations. Advance notification is not required before making the observation or evaluation.

A more informal process of teacher evaluation will also be performed. Administration will be in the
classroom periodically thought out the year for short walk through evaluations.

Expense Reimbursement
The District shall reimburse employees for building principal authorized expenses incurred as part of their
duties. Such authorized purchase will be reimbursed within guidelines developed and administered by
the Superintendent. District employees shall exercise good judgment in spending public funds.

Food or Drinks in the Classroom at WGS
Teachers may have drinks, but must be in appropriate containers. No pop cans or drinks that identify the
product. Mugs are one form of acceptable containers. Do not eat food in front of students in the
classroom unless you have enough for the entire class. Be professional about this matter.

Students are allowed to bring plastic drink bottles or containers to school during hot weather. You must
determine if they are appropriate and that they do not disrupt the learning environment.

General Supervision
Although it is true that teachers have assigned times for supervision, it is still imperative that all teachers
be responsible for the supervision of all or any students in the building or on school grounds and that this
responsibility be continuous. Don’t wait for the next teacher or adult to correct a student or situation. By
ignoring it, you are condoning it.

Teachers are responsible for control of students in the hallways in the vicinity of their classroom. At
WGS, teachers are expected to escort their class in the hallway to P.E., music, band, lunch, and any
other activity where the class may be traveling as a group. Teachers should always be in the hallway by
their classroom doors during class break. Those who may tend to neglect this should remember that they
are responsible for what happens in their areas and will be held accountable if they are not on duty.
Remember, students are dismissed by the teachers, not the bells. Insist upon your students entering and
leaving your rooms in a quiet orderly manner. If all teachers will insist upon this, there will be fewer
problems in the hallway. Eating in hallway areas is prohibited. Capped pop or power aide in the hallway
will be tolerated until abused by spills or trashed areas.

Gifts
Staff members are prohibited from receiving gifts from vendors, salesmen or other such representatives.

Grade Book on the Computer
We will use “Power School” for our grade book. This is not an option. It is optional for you to maintain
grades in both a grade book and on computer. Always keep in mind the very best of computer software
and hardware can malfunction. Human error is always a possibility. Because of this, you should always
look over your grades very carefully for possible inconsistencies such as a grade across the grade sheet
that just doesn’t make sense. Hand average one or two student’s grades each quarter to double check
that the computer is computing correctly. Proof your grades before we print them on the report card form.

You should have a minimum of 2 grades per student for each week. There must be a letter grade and a
percentage for each 9-week period and semester. Student attendance records must be recorded using
“Power School” at the start of each class period.

You are to have assignments listed on Power School at least one week in advance of it’s due date and if
the assignment is to be graded, it must be graded and entered on Power School a maximum of 1 week of
it’s turn in date (2 days is preferred and a more educationally sound practice).




                                                    19
Grade Cards
It is up to each teacher to utilize logical estimation and preventive skills before you put out your grades to
the public. It is a requirement for you to line up all quarterly and semester letter grades in your grade
books and proof them for any grade that is not logical, this can be done via a computer print out sheet
too. Prior to printing final grades you must double check this with your grade book.


Gum chewing at WGS
Chewing gum, eating candy, or drinking soft drinks will result in 15 minutes of detention after school for
the first offense and an additional 15 minutes for every additional offense thereafter.

Homework at EHS
Meaningful homework is strongly encouraged by the administration to optimize the learning process.
Teachers are encouraged to provide students adequate class time to start homework assignments and
answer student questions.

Homework at WGS
Jr. High teachers will assign homework, but try to communicate with each other to avoid overloading
students with every subject on the same night. Try to avoid homework assignments due the next day
after a game night unless they have been given the assignment in advance (two or three days in
advance). Primary grades should have very little homework except for isolated instances when
something is assigned as a definite do at home exercise.

While it is true that activities should not dictate when you give tests and/or long homework assignments, it
would be wise to keep in mind that kids getting home from an activity at 10:00 p.m. are not going to do
well on either homework or tests the next day. Friday tests may be convenient for teachers, but they can
be somewhat unfair to students when there are Thursday night activities where they leave early and get
home late.

Instructional Environment
Our schools are an educational system that should be promoting productive learning activities directed
toward accomplishing our classroom curriculum goals and objectives. Allowing students to participate in
activities that negatively take away from this goal is not to be allowed during the school day. When
students are caught up with their assignments, allowing them free reading/study time or educational
learning games is a much better educational activity that contributes directly toward our school
improvement plan.

Internet Access
All school computers have access to the internet. It is the teacher’s responsibility to limit internet access
to only students who have an Internet Parental Access Form on file in the office. In addition, teachers
must provide supervision for any student they have given permission to use the internet. Any violation of
our Internet Access Policy must be reported immediately to the Principal.

Leaving the Building during School Hours
The administration would appreciate being given notice of the need to leave the building during school
hours. Notice of leaving the building during the lunch period is not required, but it is extremely helpful and
appreciated.

Lesson Plans
Teachers are required to use Power School to have assignments and tests posted one week prior to
giving the assignment. Enough information should be included in the assignment description to enable
both parents and students to successfully understand what is due and when it is due.

There shall be adequate plans and directions left for substitutes when you are absent. Be sure to include
a class schedule and daily routine for the days you are gone. It is a good practice to have a set of
emergency sub plans available for any given day.



                                                    20
Positive/Negative Awards
As teachers, we can and do find ourselves constantly having to deal with negative behaviors. It can
become pretty easy to finally get to the place where we simply don’t really even notice the good things
that kids do. There is no question that we must continue to note and correct negative behaviors.
However, administration believes it is important that we also constantly strive to note and reward in some
way the positive and good things that kids do. Your rewards should be appropriate and simple.
A pat on the back, a kind word, a smile, a note home to parents about good things their child did, a
sticker, etc. are all good, simple and inexpensive rewards.


Reprimands of Employees
In the event that it becomes necessary to reprimand an employee by his or her supervisor, the reprimand
will be put in writing and placed in the employee’s personal file in the District Office.

When an employee’s actions are inappropriate for the work environment, the job performance is below
standards, or violates District policy, the District maintains an approach of progressive discipline designed
to improve the employee’s job performance or ensure full and immediate correction of the inappropriate
behavior. The actions taken will depend on the severity and nature of the employee’s behavior. They
may include none, some or all of the following actions, as well as additional actions initiated by the
District:
     • Verbal reprimand (warning)
     • Written reprimand (warning)
     • Suspension, with or without pay
     • Termination

The circumstances in each situation play a key role in how the District will handle the progression of
discipline.

Requisitions & Purchase Orders
Absolutely all purchases made by staff must be through the “E-requisition” system online. The Principal
and Superintendent must approve requisitions before the order can be processed. Students should never
purchase materials for school.

If the purchase order is an emergency or there is some unique situation, contact the Principal who will in
turn contact the Superintendent for special instructions.

Retention
We somewhat discourage retention. However, the lower grades and Kindergarten are the times to
handle this situation. Please keep your principal informed on these potential students. There must be at
least two conferences with parents before a child is retained. It is strongly recommended that the first
                                         st
conference occur before the end of the 1 semester. The Principal has the final authority in the matter of
retention.

Scheduling School Activities
A shared activities calendar will be available to all teachers via “Outlook” and will be continually updated
and maintained each month. Teachers and staff must get approval from the Principal in advance to
schedule any activity. Building use forms should be utilized by all staff that are using the district facilities
during school breaks so as to not interfere with other community recreational activities.

School Equipment
The school has quite a bit of electronic equipment including computers, TV’s, vcr’s, camera’s, projector’s
etc. These products have been purchased for educational purposes only. Staff members are not allowed
to take these materials home with them unless they have the permission of the school principal. Be sure
your equipment is on your inventory list if it is housed in your room.


Staffing Meetings for I. E. P.’s
It is very important that teacher’s make every effort to attend those I.E.P. staff meetings to which they are
assigned. However, teacher’s time is very valuable. The following procedure may be followed if needed:
                                                     21
        A. Teachers will generally be allowed to contribute their views and information early in the
           process.
        B. Parents will be given the opportunity to ask the teachers questions.
        C. Teachers may talk to parents and give suggestions.
        D. After the teachers have contributed their information and they and parents have had a chance
           to interact, teachers may leave the conference if they choose. They are welcome to stay and
           it is hoped that they will.

Standards of Conduct of Employees
Whenever people work together, certain basic guidelines and expectations of each other are required in
order to establish a positive working environment for all employees. You should become aware of these
responsibilities to the Ellis School District and your co-workers.

Generally, we expect each person to act in a professional and responsible way at all times. Although
there is no way to identify every possible violation of standards of conduct, the following list describes
examples which may lead to disciplinary action, up to and including termination of employment.

    •   Falsification, alteration, or misrepresentation on work records.
    •   Altering, falsifying, or destroying District records. Misusing, destroying, or damaging property of
        the District, fellow employee, and/or student.
    •   Theft or unauthorized possession of District property or the property of fellow employees, and/or
        students, unauthorized possession or removal of any District, fellow employee, and/or student
        property from the premises without prior permission from Administration.
    •   Use of District material, time, or equipment for the manufacture or production of an article for
        unauthorized purposes or for personal use.
    •   Uncivil behavior (verbal and written) with an employee, student, parent, patron, visitor, or anyone
        else having business with the District. Uncivil behavior is defined as any behavior that is
        physically or verbally threatening, either overtly or implicitly, as well as behavior that is coersive,
        intimidating, violent or harassing. Using profane or abusive language.
    •   Unauthorized possession of firearms, weapons, hazardous materials, or explosives on District
        property or while on duty.
    •   Engaging in criminal conduct while on the District premises or while on duty.
    •   Use, possession, sale, purchase, transfer or being under the influence of alcoholic beverages,
        illegal drugs or other intoxicants at any time on the District premises or while on duty.
    •   Negligence or any careless action which endangers the life, well-being, or safety of another
        person.
    •   Giving or discussing confidential information to unauthorized persons.
    •   Willful or repeated violation of safety rules.
    •   Sleeping while on duty.
    •   Insubordination or refusal to comply with instructions or failure to perform reasonable duties as
        assigned.
    •   Performance which in the District’s opinion does not meet the requirements of the position.
    •   Excessive absenteeism, tardiness, leaving early, or leaving work without supervisor notification.
    •   Violation of any District policy, including any policy in this Handbook, or engaging in any conduct
        that reflects adversely on the employee or the District.

Student Attendance, Tardies, and Make-Up Work
7-12 attendance will be taken hourly at the beginning of each class via computer. All tardies should be
noted with the student making up time as necessary.

Excused absence Make-up work is due a maximum of 1 day per day absent. Work not made up in the
assigned time, even though the absence is excused, will be recorded as a zero.




                                                    22
Student Disciplinary Procedures
There are many styles of classroom discipline. Whatever your particular style, it is essential that every
teacher maintain discipline, order and respect in the classroom. This is imperative for learning to take
place. The administration will give assistance when necessary. It is important that teachers take a firm
hand with their classes the very first day of class. Be well prepared and ready to go to work. Be careful
that you don’t make statements you can’t carry out. Be firm, be fair, and above all be consistent. Make
your classroom interesting and meaningful and students will stay on task and out of trouble.

Keep the Principal informed of all impending disciplinary problems. A visit with the school counselor can
frequently provide insight into disciplinary problems. Life-threatening situations should be directed to the
Principal immediately.

The following procedure should be followed in dealing with disciplinary problems:

        Step l - Issue a verbal warning in class.
        Step 2 - Hold a private conference with the student to discuss the problem.
        Step 3 - Telephone the student's parents to discuss continued problems.
        Step 4 - Refer the student to the office. Notify the office immediately by intercom or personal
                 escort. Complete Student Intervention Report ASAP (this is simply a written report
                 located in the office listing the details. Be concise but specific and use quotes around
                 verbal comments by student.).

Students Grading Papers
Teachers should use good professional judgment, ensuring that students are not put in embarrassing
situations. Practice quizzes or routine daily work that does not get graded is fine to grade in class. Do
not have students call out their grade or score after a worksheet or quiz that has been self-graded in
class.

Students can pass the work in for a grade, but cannot be expressed out loud for anyone to hear. Please
do not call on them to verbally say out loud how they scored. If a student would choose to tell their
friends or neighbors what their score was, that is their right.

Student Hallway Traffic
During class time, no more than one student should be allowed out of your classroom at any given time.
A Sign Out Sheet should be maintained in each classroom. This record is very important if anything is
ever damaged or something shows up missing. Student office responsibilities should be taken care of
only before school, during noon hour, or after school. Ex. (approving dates, buying lunch tickets, using
the phone, etc).

Student Improvement Teams (SIT)
The Student Improvement Team (SIT) will serve as a communication/collaboration tool in the student
improvement process. It is designed to help students who are experiencing academic or behavioral
problems. A key aspect of this will be to create, modify, and monitor student personal plans of progress
and discuss student needs as necessary. Teacher concerns should be expressed at building level team
meetings and passed on to the counselor and formal SIT team. The team assists in connecting students
to developmentally and educationally appropriate services to maximize academic performance.

Please make every attempt to attend these meetings as they are assigned. Many times, teachers have
already done about all the interventions they can think of by the time the child is referred to an SIT. It will
help this process a great deal if as you begin to suspect that a child is a candidate for testing, that you
document all the interventions that you tried with the child. This is before the SIT is assigned as well as
after. When you begin your SIT process, write down all the interventions for future documentation.

Student Leaving Building
Teachers are never to allow students to leave the building or grounds unless accompanied by an adult or
if parents pick them up. Notes from parents asking their child be excused to go home or down town must
be directed to the principal’s office and have approval before the student is to be excused. Never allow a
child to leave the building or go home without office approval and knowledge.


                                                    23
Student-Teacher Conferences
Teachers may detain any student who could benefit from a student-teacher conference after regular
school dismissal. Some signs of necessity for a student-teacher conference include: incomplete class
work, failing grades, or any violations of the Standards of Behavior.

The student-teacher conference may be before school from 7:35-8:05 a.m., during Seminar, or after
school from 3:15-3:45 p.m. depending upon teacher availability. One day’s notice will be given to all
students scheduled for conference periods before and after school in order that transportation home can
be arranged. Students will remain under teacher supervision until dismissed. Student-Teacher
Conference falls under mandatory attendance law. Students who fail to attend will be referred to the
principal via an intervention report and will be assigned make-up detention time.

Coaches and sponsors of extra-curricular activities may make it mandatory for students with failing
grades participating in their given activity to attend a Student-Teacher Conference. Students must be
given 24 hours notice to arrange for transportation, if necessary. Students who attend a Student-Teacher
Conference will have the opportunity to attend practice following this study time.

Telephone Usage
The telephone is to be used only for local calls or for long distance calls of a school business nature.
Please use the phone in the teacher’s lounge or the custodian’s office for your calls if at all possible.
Please make every effort to get your personal business taken care of at other times. Use your planning
time or before or after school. Teachers may use their own personal cell phones during their break times.

Student telephone usage is a privilege not a right. Thus usage, except for emergencies, must be limited
to before and after school or during the lunch break only. The classroom teacher has the right to
determine if the call is necessary. No cell phones may be activated by students during school hours
without special permission from a teacher, coach, or administrator. Cell phones must be kept in hall
locker. Absolutely no cell phones will be allowed in any classroom, locker room or restroom.

Textbook Rental
Textbooks are checked out at the beginning of the year or each semester. You should record the
condition of the book at checkout time on the proper form.

At the end of the school year or semester, the condition of the textbook should be noted. Students who
have abused or damaged their textbooks should be sent to the office where damages will be assessed for
monetary compensation.

It is the teacher's responsibility to keep a record of class fees, project fees, damaged book fees, etc. and
furnish a list of students who are unpaid before the last day of the school year. Maria will then send
notices to student's parents and hold grade cards until fees are paid in full.

Tobacco-Free Environment
The Board recognizes that the adults in a school environment are role models for students. The board
prohibits the use of tobacco at anytime in enclosed buildings used for pupil attendance purposes. The
use of tobacco products in all District outdoor athletic stadiums are prohibited immediately before, during
and immediately after school-sponsored activities.




                                                   24
Transportation Request
Request for transportation to school related activities must be made through the principal’s office as soon
as you are aware of the need. Please, do not contact Dennis at the bus garage on your own unless you
are instructed to do so by the principal. These requests should be made via e-mail or through the
“mylearningplan” system. Be prepared to furnish the following information: date of the event, time of the
event, number of persons involved, and the destination of the event.



        Van and Car Trips
        Please help us to provide safe transportation for you and your group by doing the following
        things:

        1. All drivers are responsible for following all traffic safety laws and regulations. Remember that
           students learn by example.
        2. Make sure all passengers use the seat belts provided and that there is a seat belt for every
           one in the vehicle.
        3. Only USD 388 employees are authorized to drive vehicles licensed to USD 388. Students are
           not allowed to drive district vehicles unless it is in conjunction with their training for Driver
           Education. The sponsor who checks out the vehicle is responsible for that vehicle until it is
           returned to the Service Center.
        4. There is to be NO SMOKING in any district vehicle.
        5. The Transportation Department needs to have a copy of a valid Kansas Driver’s License on
           file before you check out a vehicle if you are driving.
        6. Please make sure all personal items and trash are removed from the vehicle before it is
           returned.
        7. If the vehicle is involved in an accident while it is checked out to you, please report it as soon
           as possible. Insurance information and accident reporting information are available in each
           vehicle.
        8. The vehicles provided by the school district for your use on trips are maintained regularly. If
           everyone will make the effort to drive each vehicle carefully and clean up after themselves,
           these vehicles will continue to project a good image for our district for a long time.

        Bus Trips
        Please help us provide safe transportation for you and your group by doing the following things:

        1. Review the rules for safe bus transportation with your group before you leave.
        2. Be the example and follow the rules yourself.
        3. Address any discipline problems as they arise. If you would like the driver to alert you to
           problems in the passenger area, or if you need to stop the bus to address a situation, just let
           the driver know and he/she will be glad to help.
        4. Set up the locations that you would like to use as rest stops before you leave the school.
        5. If excessive trash is left on the bus, eating and driving privileges will be taken away.
        6. All items carried on the bus MUST fit in or under the seat and can be no taller than the
           average person. Larger items must be placed in the storage compartments if available or
           another vehicle will need to be reserved to carry such items. All aisles and doorways are to
           be kept clear at all times. Clothing cannot hang in the windows.
        7. No one is allowed to be in the driver area or step well at any time when the bus is moving.
        8. Make sure you fill out your requests completely. We must have the complete address of the
           destination, not just the name of the school or the town where it is located. Make sure you
           note your pick up location.
        9. Trips are covered on a first come first served basis. If you know in advance that your group
           is going on a trip, turn in those requests as soon as possible. If we are short vehicles or
           available staff, the first requests turned in will be the first provided transportation.

        Thank you in advance for your assistance. The staff of USD 388 Transportation Department is
        looking forward to a successful year safely transporting the students of the Ellis School District.



                                                   25
Use of Communication Technologies by Employees
In the event that an employee uses communication technologies in an inappropriate or unacceptable
manner, in violation of Board policies, or in violation of administrative guidelines, the employee shall be
subject to disciplinary action. Such action may include, but shall not be limited to, reprimand, termination,
or other action.

Communication technologies shall include technologies on District property or at District-sponsored
activities whether or not owned, operated, or provided by the District. Examples of communication
technologies shall include, but shall be limited to, voice mail, computer networks, the Internet, and email.
Provisions of the Kansas Open Meetings Act, the Kansas Open Records Act, and the Family Education
Rights and Privacy Act apply to the use of communication technologies, including voice mail and email.

Use of Postage and Other Supplies
Postage meters and stamps are to be used for school business only. Supplies and equipment belonging
to the District should be used only for school business.




                                                   26
                      WORKPLACE SAFETY, HEALTH AND SECURITY

The health, safety, security of all employees is of primary importance to the District. All employees are
responsible for undertaking their daily job activities in the safest possible manner. Employees are
expected to comply with all safety, security and health policies, regulations, and/or laws that apply to our
District. Employees are encouraged to report unsafe, unhealthy, or unsecured conditions to their
immediate supervisor. It is important that all of us contribute to keeping the Ellis School District a safe,
secure, and healthy place to work.

Accidents, Reporting Of
If an accidental injury to an employee arises out of and in the course of employment, a claim based upon
such injury may be compensable. If an employee is injured on the job, the supervisor must be contacted
immediately. The supervisor will then be responsible for contacting the district central office, which will in
turn supply the injured employee with the appropriate forms to complete.

The employee must keep copies of all doctor's orders and provide a file copy to the district central office.
The employee must inform the doctor or hospital that he/she is covered by the district workers'
compensation plan.

Bloodborne Pathogens
Spills of Blood and Other Potentially Infectious Material (OPIM): OPIMs include body fluids such as
respiratory discharge, tears, vomitus, urine, feces, saliva in dental procedures, semen, and vaginal
secretions.
     • When appropriate, teach and assist students to render their own personal first aid and to cover
         any open wound. This will reduce the risk of pathogenic transmission from one person to
         another.
     • Be familiar with USD 388 Bloodborne pathogen Exposure Control Plan (on file at the office and
         available upon request).
     • When rendering first aid always wear protective gloves in blood or OPIMs are involved. Please
         contact the school health office for assistance.
     • CLEAN UP: All contaminated surfaces must be cleaned before they can be disinfected. A fresh,
         1 to 10, solution of household bleach and water is the recommended disinfectant. Cleaning
         products and protective gloves are available from the custodian. Call for custodial assistance.
     • Always follow up by washing hands with soap and hot water whether or not protective gloves are
         worn.
     • A BIO HAZARD SPILL KIT is available in the nurse's office. It contains a CPR shield, apron,
         gloves, mask and clean up materials.

Bus Loading Zone & Crossing Guards at WGS
The loading zone at the end of the day will continue to be in the east parking lot. Please help your
students remember that they are to stay on the sidewalk and walk to the buses. Small children will need
a little direction and assistance at first. Be sure your students understand the need for obeying the adult
Crossing Guards at the designated school crossings zones.

Care of Room and/or Building
Teachers are required to turn off all lights, close windows, straighten up the room, and lock the door when
leaving. This preventive measure can save a lot of damage in the case of a break in. Teachers using the
building after school hours must accept the responsibility for doors, windows, and lights for the entire
building.




                                                   27
Crisis in the Building
The district has a Crisis Intervention Plan in case of emergencies. Should a crisis develop, this plan
needs to be followed to the letter. Please make sure you have a copy of this plan readily available and
make sure you read over it a minimum of once each semester.

Drug Free Schools and Communities Act
The unlawful possession, use or distribution of illicit drugs and alcohol by school employees on school
premises or as a part of any school activity is prohibited. This policy is required by the 1989 amendments
to the Drug Free Schools and Communities Act, P.L. 102-226, 103 St. 1928. See Appendix A.

Emergency Evacuation
To determine exit routes for your classes, check with the Principal. Students must be at least 50 feet from
the building. Do not return to classes until you hear an all clear bell. Teachers are to take either their
grade book or master class list with them. Always treat fire and tornado signals as the real thing.

It is the responsibility of all USD #388 employees to assist anyone with a disability (student, employee, or
guest) during an evacuation of the building in the case of an emergency. All individuals are required to
follow designated exit routes as posted throughout the building. Once exited, any individual with a
disability must be escorted to the flag pole area where special assistance may be provided if needed.

Final Paycheck and Clear Out
Before leaving the employment of the District, employees must return all District property that has been
issued or acquired during the course of their employment with the District. Such property includes, but is
not limited to, the following: Keys, Tools, Equipment, Pagers, Phones, Computers and District Credit
Cards.

Keys
Building principals or the superintendent will be responsible for issuing door keys and maintaining an
accurate up-to-date list in the school office of all people who have been issued keys. Building principals
are responsible for retrieving all keys provided to any employee under their authority when the employee
is no longer a district employee or is assigned to another building.

The principal shall submit a written request for additional keys. No keys shall be duplicated without
permission.

Staff members shall not loan keys to students. A complete inventory of all keys shall be made at least
once each year. Any loss of keys shall be reported immediately to the principal so that measures may be
taken to protect district property.

Personal Property
The district does not provide insurance on employee's personal property and, therefore, does not assume
any liabilities. If an employee's personal property is broken, damaged or stolen while the employee is on
the job, repair or replacement is the employee's responsibility.

School Health Office
If you have health questions or concerns the school nurse will be available either at the High School
Health office (Wednesday & Friday mornings) or at the Washington Elementary office (all day Monday,
Tuesday, & Thursday or in the afternoon on Wednesday & Friday).

Students must have teacher permission and a pass to see the school nurse. This privilege should be
monitored by teachers and not be taken advantage of by students.

Security System at EHS
The building security system automatically arms itself at 10:00 pm on Monday-Friday. The custodian's
deactivate the system around 6:45 am. The system is on 24 hours a day on Saturday and Sunday
(except when custodian's work). Any teacher who enters the building during the above times must enter
their 4 digit number within 60 seconds of entering the building through the far north door of main entrance
or the far West door of South lobby entrance. Using any other door will set off the alarm and police will
be called. If the alarm goes off accidentally, go directly to the keyboard panel and key in your 4 digit code
to shut down alarm.


                                                   28
Always sign in when you deactivate the alarm and sign out when you reactivate the alarm. Remember,
the alarm requires only your 4 digit security code. Do not push any other buttons. If it fails to work the
first time, wait 3 seconds and try again. When you are the last one to leave, type in your 4 digit code and
always make sure the alarm says, "system on, please exit" and the red light is on. If you have trouble,
please call the Principal. There is an override switch located in the faculty lounge should you be in the
building prior to 10:00 pm and want to work after 10:00 pm. Before leaving, simply flip the switch in
lounge and walk to keyboard follow above exit procedures.

Student Lockers
Only the principal or his designated representative shall search a student locker. Students are not to
have pop, gum, candy, inappropriate pictures or contraband in their lockers.

Student Searches
Only the principal or his designated representative shall search a student. A staff member who believes
there may be just cause for this action must report this to the principal. The principal will act under Board
of Education guidelines as outlined in the BOE policy book.

Violence Prevention
The Ellis School District is dedicated to maintaining a safe and secure academic environment. Each and
every employee is an important part of this effort. The Ellis philosophy in regards to preventing violence
is to maintain a proactive mindset every day in the workplace. Reactive measures such as crisis plans,
code red procedures and disciplinary measures are all in place but they do not prevent violence.

    Every Day in the Workplace:

    •   Observe and assess your workplace daily.
    •   Report anything that does not look or feel “right.”
    •   Be responsive to statements of concern by students or staff.
    •   Investigate any behavior or thinking of concern.
    •   Identify bullying or intimidation that occurs outside of classrooms. Engage a team effort to defuse
        such behavior before it results in violence.
    •   Question those without a pass. Offer them assistance.
    •   Do not prop open any exterior doors. Maintain access control.
    •   Know your workplace. Spend a few minutes to think about what you would do in an emergency
        situation.

Worker’s Compensation
Worker’s compensation is an insurance plan provided by an employer (by law) to pay employee benefits
for job-related injuries, disability, or death. An employee cannot be fired, demoted, or otherwise
discriminated against for filing a claim in good faith.

Procedures for Filing a Worker’s Compensation Claim:

    •   Employees should report all work-related injuries immediately to their supervisor.
    •   If the injury is life or limb threatening, call 911.

        The employee should be taken to: Hays Medical Center Emergency Room

    •   If the injury is not of a critical nature, the employee will be instructed to seek medical attention
        from the School Nurse.

Required Forms to be Completed within 24 hours:

        Obtain the forms listed below from the School Nurse or the Superintendent’s Office. All forms are
        to be completed and submitted to the nurse within 24 hours.

        Supervisor:                       Employer’s Report of Accident
                                          Supervisor’s Accident Investigation Report

        Injured Employee:                 Report by Injured Employee


                                                    29
A physician will conduct a medical evaluation of the injured employee and complete a Work Ability Report
form. The physician will stipulate any work restriction for the injured employee on this form. The Work
Ability Report will be brought to the Superintendent’s Office after each visit.

Accidents resulting in injury to an employee will be fully investigated by the Superintendent’s Office to
protect the interests of the District as well as the employee.




                                                   30
                                                 Appendix A

                                           Drug-Free Workplace

         An appropriate learning environment for students must be drug free. Consistent with district
objectives and with federal law, the manufacture, distribution, dispensing, possession or use of a
controlled substance is prohibited.

        As a condition of employment in the district, employees shall abide by the terms of this policy.

        Any employee who is convicted under a criminal drug statute must notify the superintendent of
the conviction within five days after the conviction.

        Within 30 days after the notice of conviction is received, the school district will take appropriate
action with the employee. Such action may include the initiation of termination proceedings.

        Each employee in the district shall be given a copy of this policy.

        This policy is intended to implement the requirements of the federal regulations promulgated
under the Drug Free Workplace Act of 1988,
34 CFR Part 85, Subpart F.

                                              Drug Free Schools

         The unlawful possession, use, or distribution of illicit drugs and alcohol by school employees is
prohibited. This policy is required by the 1989 amendments to the Drug Free Schools and Communities
Act,
P.L.102-226, 103 St. 1928 (Cf. LDD).

        Employee Conduct

         As a condition of continued employment in the district, all employees shall abide by the terms of
this policy. Employees shall not unlawfully manufacture, distribute, dispense, possess or use illicit drugs,
controlled substances, or alcoholic beverages on district property or at any school activity. Compliance
with the terms of this policy is mandatory. Employees who are found violating the terms of this policy
shall be reported to the appropriate law enforcement officers. Additionally, an employee who violates the
terms of this policy shall be subject to termination of employment.

         Employees will be afforded all due process rights to which they are entitled under their contracts
of the provisions of Kansas law.




                                                    31
                                                  Appendix B

                                            Asbestos Information

          Asbestos is an issue we have been dealing with for many years. The Asbestos Hazard
Emergency Response Act of 1986 (referred to as AHERA), was enacted recently by Congress. AHERA
was enacted to determine the extent of and develop solutions for any problems schools may have with
asbestos.
          To give you some background, asbestos has been used as a building material for many years. It
is a naturally occurring mineral that is mined primarily in Canada, South Africa, and the U.S.S.R.
Asbestos' properties made it an ideal building material for insulating, sound absorption, decorative
plasters, fireproofing, and a variety of miscellaneous uses. There have been over 3,000 different
products made using asbestos materials. EPA began action to limit uses of asbestos products in 1973
and most uses of asbestos products as building materials were banned in 1978.
          We have recently had our facilities inspected by a certified asbestos inspector, as required by
AHERA. The inspector located, sampled, and rated the condition and hazard potential of all material in
our facilities suspected of containing asbestos. The inspection and laboratory analysis records were
turned over to a professional certified to develop asbestos management plans.
          He has developed an asbestos management plan for our facilities which includes: this
notification letter, education and training of our employees, and a set of plans and procedures designed to
minimize the disturbance of the asbestos containing materials, and plans for regular surveillance of the
asbestos-containing materials.
          A copy of the asbestos management plan is available for your inspection in our administrative
offices during regular office hours. The Superintendent is the Districts Asbestos Program Manager and
all inquiries regarding the plan should be directed to him.
          We have begun implementing the asbestos management plan. We are intent on not only
complying with, but exceeding federal, state and local regulations in this area. We plan on taking
whatever steps are necessary to insure your children and our employees have a healthy, safe
environment in which to learn and work.

                                        Civil Rights Comprehensive
                                    Notification for Ellis Public Schools

          In compliance with the Executive Order 11245; Title II of The Education Amendments of 1976;
Title VI of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972;
Title IX Regulation Implementing Rehabilitation Act of 1973; and all other Federal, State, School rules,
laws, regulations and policies. The Ellis Public Schools - U.S.D. 388, Ellis, KS 67637 shall not
discriminate on the basis of sex, race, color, national origin, or handicap in the educational programs or
activities which it operates.
          It is in the intent of Ellis U.S.D. 388; Ellis, KS 67637 to comply with both the letter and spirit of the
law in making certain discrimination does not exist in its policies, regulations, and operations. Grievance
procedures for Title IX and Section 504 have been established for students, their parents, and employees
who feel discrimination has been shown by the local education agency.
          Specific complaints of alleged discrimination under Title IX (sex) and Section 504 (handicap)
should be referred to: Title IX Coordinator and Section 504 Coordinator, Superintendent U.S.D. 388, Ellis,
Kansas 67637 or 785-726-4281
          Title VI, Title IX and Section 504 Complaints can also be filed with the Regional Office for Civil
Rights. Address correspondence to: Regional Office for Civil Rights, 324 East 11th, Kansas City, MO
64106. All students attending Ellis Public Schools - U.S.D. 388, Ellis, KS 67637 may participate in
education programs and activities, including but not limited to health, physical education, music and
vocational and technical education, regardless of race, color, national origin, age, handicap or sex.




                                                     32
                                                Appendix C

                                  Ellis USD 388 District Strategic Plan
                                               2006-2011

A Message to Our Educational Community
As the administration and the Board of Education have considered the future of the Ellis School District,
we have focused upon staying true to our mission, “to assure an educational edge to all students allowing
them to achieve more than they ever thought possible.” This is a mission that pledges our commitment to
the academic and personal success of each student in the district.

Throughout the history of the Ellis schools, the district has earned a reputation for success, one that is
reflective of our outstanding staff and students. However, we must not become complacent. We must
have a plan that will support the academic success and personal growth of every student. This Strategic
Plan is the blueprint that will propel our district into the future. We are excited about a future that is
centered upon teaching and learning. If we take ownership of this plan and together use it as a roadmap,
Ellis students will achieve even greater success.

During the fall of 2006, the Ellis Board of Education and administrative team began a process to define
the school district’s strategic purpose in the education of nearly 370 students. The Strategic Plan, a
culmination of several months of work from a variety of stakeholder groups represents a commitment to
the educational excellence that makes Ellis a great place to be. All of the people involved in this process
deserve credit for defining how teaching and learning will look in Ellis. A commitment has been made by
all involved in the planning process to challenge ourselves and enable each student to develop the
necessary knowledge, skills and attributes to become the very best they can be as citizens, family
members and productive workers.

What is the Strategic Plan?
It’s all about students, our kids, our future. The Strategic Plan is the district’s compass. It is the map
toward a destination of success for students. In short, the Strategic Plan is a description of everything the
district wants to be for students and how it intends to get there.

The plan started with the identification of the district’s core values. These values represent a compilation
of ideas and desires that many educational stakeholders have communicated to us regarding their hopes
for the Ellis schools. This is the core of what we want to become. The Strategic Plan contains six value
statements, ten goals aligned to the district value statements, and over forty action statements of how the
district intends to accomplish the goals. In addition, the plan contains an expectations page focused upon
how the district, school buildings, and classrooms will address the Strategic Plan.

Why Does the District Need a Strategic Plan?
Planning and goal setting are essential in keeping a school district moving on the track of continuous
improvement. The focus of every school district should be on teaching and learning; however, the
demands of budget, personnel, facilities, and state requirements can easily overwhelm a district. A
Strategic Plan is a powerful tool in maintaining focus on what’s important as a school district faces many
challenges.

What will Drive the Plan?
Three simple letters will help drive the plan – PLC or Professional Learning Communities. PLC’s are
teams of education experts working toward a common focus, to reach the mission, values, and goals of
the school through collaboration with a focus on results. These PLC’s provide a structure for school
improvement. Ongoing collaboration takes place among grade level teachers and department teams.
These key discussions focus on four essential questions.

     •   What do we expect students to learn?
     •   How will we know students have learned?
     •   How will we respond when students do not learn?
     •   How will we respond when the students do learn?

The result of this collaboration among educators creates ongoing opportunities to develop support for
students who need to enhance or extend their learning. Professionals across the school district will learn
and think together about how to improve their practice in ways that lead to improved student
achievement. That’s the power of PLC’s and how they help drive the plan toward its destination.

                                                   33
How will the District know if the Plan has been Successful?
The next step for the district is to utilize measurable academic and personal growth targets to monitor the
plan’s success. These targets will be specific and focused. The targets will have two commonalities –
students and their successes. At this point, the district has several measurable math and reading targets
that are contained with the “School Improvement and Results-Based Staff Development Plan”. Other
building and department specific goals will be created over the course of the coming months to help focus
the efforts of every administrator and teacher toward meeting the goals of the district.


                                                                Steve Taylor, Superintendent of Schools


Values

We believe that . . .
   • Every child can learn.
   • Strong schools have a shared vision, clear goals and a commitment to collaborate for learning
       improvement.
   • Strong public schools are vital to a strong community and democracy.
   • A strong public’s schools recognize that the family is the first teacher and both the school and
       family have an ongoing obligation to support continuous learning.
   • The most effective learning occurs when each child’s educational needs are frequently assessed
       and action is taken based on that assessment.
   • Strong schools are fiscally responsible, always seeking more effective and efficient uses of their
       resources.


Goals

    •    We will deliver an aligned curriculum based on challenging standards, measure achievement,
         ensure all students meet the standards, and annually improve state assessment scores.
    •    We will utilize the Professional Learning Community model to focus upon student learning,
         teacher growth, and continuous improvement.
    •    We will maintain diverse and strong academic and student support programs which provide
         quality opportunities to all students of all ages.
    •    We will recruit, develop, support and retain a high quality teaching, administrative, and student
         support staff to improve staff performance and enhance student achievement.
    •    We will build and maintain strong relationships with parents, families, the community, and
         businesses seeking ways to promote and benefit the educational community of Ellis.
    •    We will develop, implement, and maintain a scheduled plan to upgrade district technology.
    •    We will maintain a co-curricular activities program that is well-rounded, strives for excellence, and
         maintains an “Academic’s First” philosophy when it comes to participation.
    •    We will focus upon maintaining and improving the climate of our schools by providing a learning
         environment that is safe, positive, disciplined, and drug/weapon free.
    •    We will upgrade and maintain district facilities to support and enhance student achievement.
    •    District leadership will continuously evaluate the performance of the district in reaching district
         goals.




                                                   34
Our Goals and Action Plans

   1.   We will deliver an aligned curriculum based on challenging standards, measure achievement, ensure all
        students meet the standards, and annually improve state assessment scores.
        •   Develop and support the implementation of a formative assessment system to guide instruction.
        •   Develop and implement intervention programs to support identified students.
        •   Continue curriculum mapping process as way of updating and aligning curriculum with state standards
            and indicators for the purpose of improving state assessment scores.

   2.   We will utilize the Professional Learning Community model to focus upon student learning, teacher growth,
        and continuous improvement.
        •   Maintain a district Curriculum Coordinating Council that oversees curriculum and instruction needs of
            the district including: school improvement, curriculum development and updating, testing, technology
            and staff development.
        •   Maintain a Professional Development Council to oversee and monitor the staff development plan and
            PDC points, encouraging improved professional practice by all.
        •   Plan and provide necessary and meaningful staff development in-service activities that encourage
            successful implementation and integration of instructional technology and provide differentiated
            instructional practice for personalized student learning.
        •   Annually review the QPA school improvement plan, analyzing data, setting new targets, and revising
            instructional interventions. Make annual reports to the board by curricular area to update on progress
            on meeting identified targets.
        •   Utilize PLC Late Start time for teacher collaboration focused upon continued school improvement.

   3.   We will maintain diverse and strong academic and student support programs which provide quality
        opportunities to all students of all ages.
        •   Build and maintain an At-Risk program to include a K-12 Directed Studies/Impact program to meet the
            needs of targeted students needing Extended Learning opportunities. Hire staff as funding permits and
            provide additional support within the classroom.
        •   Build and maintain an English as a Second Language (ESL) program to meet the educational needs of
            students who are non-English speaking.
        •   Build and maintain quality career, character, and mentoring education programs that are integrated
            across all content and curricular areas.
        •   Strengthen vocational/technical education that is responsive to workforce development needs in the
            area, working to meet vocational assurances criteria in all funded areas.
        •   Continually monitor all curriculum areas to analyze the relevancy to our students’ post-secondary
            choices and update to meet all student needs.

   4.   We will recruit, develop, support and retain a high quality teaching, administrative, and student support staff
        to improve staff performance and enhance student achievement.
        •    Continue to utilize Strategic Planning Committee input to evaluate staffing and district needs and
             priorities.
        •    Maintain a mentoring program for new teachers.
        •    Support school-based, job embedded professional development to enable staff to develop and use
             aligned, common standards, research based instructional strategies, and formative assessments.
        •    Study staff and administrative quality improvement and appraisal systems that provide support and
             growth opportunities for all employees.

   5.   We will build and maintain strong relationships with parents, families, the community, and businesses
        seeking ways to promote and benefit the educational community of Ellis.
        •   Maintain active building-level Site Councils to provide assistance in the school improvement and
            strategic planning process.
        •   Provide monthly reports by staff on classroom activities, curriculum efforts, and student successes to
            the board of education.
        •   Participation by administrative team members in community organizations, seeking partnerships that
            benefit our students and educational institution.
        •   Maintain a community service and student leadership program at both buildings.
        •   Maintain PowerSchool--grades, report cards, attendance, lunch accounts, lesson plans etc. online for
            parents, staff, and students.
        •   Develop and maintain a district web page that provides updated information to patrons.
        •   Maintain an active 7-12 Booster Club that involves itself in our student’s lives by supporting all programs
            and recognizing student participation and success.
        •   Plan informational coach and parent meetings on an annual basis to maintain positive communication
            regarding expectations for each program.

                                                       35
6.   We will develop, implement, and maintain a scheduled plan to upgrade district technology.
     •  Promote technology rich classrooms and equitable access to technology district wide.
     •  Continue the deployment of Power School functions to teachers, administration, and parents.
     •  Implement a comprehensive technology professional development program for teaching staff.
     •  Maintain a district technology plan for administrative/operational and instructional technology
        addressing changes in technology, training, support, standards, efficiencies, and funding.

7.   We will maintain a co-curricular activities program that is well-rounded, strives for excellence, and maintains
     an “Academic’s First” philosophy when it comes to participation.
     •   Maintain active student leadership groups who are in open dialogue w/ administration regarding school
         improvement issues.
     •   Monitor the implementation of the Activities Handbook to create positive expectations for coaches and
         sponsors and successfully evaluate progress towards meeting those expectations.
     •   Maintain an after school enrichment program for K-6 students and before and after school tutorial
         opportunities for students involved in activities who are at-risk of failing.
     •   Maintain a weekly eligibility list to determine participation in activities.

8.   We will focus upon maintaining and improving the climate of our schools by providing a learning
     environment that is safe, positive, disciplined, and drug/weapon free.
     •   Promote the “Give em Five Program.
     •   Maintain a quality code of conduct that focuses upon reducing the number of incidents of student
         conflicts, bullying, harassment and fighting.
     •   Connect with students by focusing on quality adult-student, student-student mentor situations.
     •   Provide for incentive-based systems of positive discipline that encourage quality behaviors.

9.   We will upgrade and maintain district facilities to support and enhance student achievement.
     •  Evaluate all district facilities and develop a plan to adequately meet the instructional, support services,
        and activity needs of administration, teachers, and students.
     •  Review and update an annual priority list of special projects and equipment requiring large
        expenditures. (see attached list of capital outlay needs)
     •  Develop and maintain a specific replacement schedule for transportation purposes involving suburbans,
        vans, cars, and buses.
     •  Maintain a roofing contract for scheduled maintenance, repair, and replacement as needed.

10. District leadership will continuously evaluate the performance of the district in reaching district goals.
    •    Monitor student performance on local, state, and national assessments and the implementation of
         appropriate intervention strategies to increase student achievement.
    •    Review and update the strategic plan annually.
    • Create a customer friendly atmosphere throughout the district with an emphasis on building
         organizational trust, communication, collaboration, and positive relationships with all educational
         stakeholders.




                                                    36
                                                Appendix D
                                    Curriculum Coordinating Council

                               (See Goal #2, pg. 22 “District Strategic Plan)


Curriculum Coordinating Council

The Curriculum Coordinating Council (CCC) is a representative group of district personnel that advises
the Board of Education, through the superintendent, in matters concerning curriculum and instruction.
 The CCC makes all professional decisions pertaining to curriculum, instruction, and student learning.
This means the CCC also serves as a sounding board for certified personnel in curriculum/instruction
matters, oversees professional development needs, coordinates the QPA accreditation processes, directs
the work of the content area teachers in the curriculum mapping process, and appoints and directs any
other committees necessary for the development, implementation, and long-term evaluation of curriculum
and instruction. The CCC does not make managerial decisions related to buildings, personnel, budgets,
or other agenda items reserved for the administrative team, building principals, site councils, or the Board
of Education.

Functions of the Curriculum Coordinating Council

The major functions of the USD 388 CCC will be to:
   1. Communicate to the Superintendent and the Board of Education the long-range plan for
       curriculum development and review.
   2. Establish and coordinate a systematic, on-going process for instructional resource (textbooks,
       software, materials) selection.
   3. Establish and coordinate a systematic, on-going process for developing, implementing, and
       evaluating curricula.
   4. Act as the communication link between the certified staff, the Superintendent and Board of
       Education in matters relating to curriculum development and instructional planning.
   5. Promote and encourage communication among personnel within the district.
   6. Establish goals based on research and local needs.
   7. Assist the district in meeting state and federal mandates and gaining/maintaining accreditation.

Meetings

General Procedures: The CCC will meet on a regular basis throughout the academic year. Meeting
dates will be established by the CCC at the end of each school year for the upcoming year. Notification
of any additional meetings will be given at least five days prior to the meetings. Special meetings may be
called as needed by the CCC Facilitator, Superintendent, or at least five members of the CCC. The CCC
Facilitator may cancel meetings with the approval of the Superintendent.

Decision Making Process: All decisions should be by consensus of those members present. If
consensus cannot be reached, polling of membership may take place. Simple majority will rule. The
CCC Facilitator may call for the polling of membership. (Polling of the membership should be used only
as a last resort).

Quorum: A quorum constitutes a simple majority of the total membership. Meetings will not be
conducted if a quorum is not present.

Agenda Development and Procedure: Agenda items for consideration by the CCC may be proposed
by members, certified personnel, the Superintendent, or members of the Board of Education. The items
should be submitted to the CCC Facilitator at least 5 days prior to the scheduled meeting of the council.
 One copy of the agenda and notification of the meeting shall be sent to each council member and one
copy to each building for posting. Distribution of the agenda shall occur at least three working days prior
to the scheduled meeting. The CCC Facilitator shall determine the amount of time to be spent on each
agenda item.

Maintaining Meeting Records: Records of meetings and materials submitted to the CCC shall be
forwarded to the CCC Facilitator who will maintain a master file for reference purposes. A copy of these
records will also be kept on file by the secretary. Minutes of all meetings shall be kept by the secretary
and copies will be forwarded to the CCC Facilitator, and distributed to certified staff members.

                                                  37
Summaries of any other committees that relate to CCC matters shall also be forwarded to the CCC
Facilitator.

Amendments: The curriculum policy is subject to review at least once each year. If changes,
corrections, or updates are determined to be necessary after this analysis, the CCC will make
amendments following the standards procedure for decision-making.

Members of the CCC: The members of the CCC shall be representative of the certified personnel and
the Board of USD 388. Members of the CCC will be selected on the basis of interest and professional
qualifications for the job. Interested parties will be asked to fill out an application and submit it to the CCC
Facilitator. The Superintendent, with input from the principals, will make the final selections.

Terms of Membership: CCC members will serve two year terms and may reapply for subsequent two
year terms with no restrictions. Those individuals with mandatory membership due to position/title will
maintain permanent positions on the CCC.
    1. Resignation: A member of the CCC may resign at any time. A letter of resignation shall be
        written and submitted by the resigning member to the CCC Chairperson at least one regular
        meeting prior to the effective date of the resignation. The vacancy shall be filled according to the
        selection procedures.
    2. Composition and Representation: The recommended composition of the CCC will be:

            a.   K-3                                                         1
            b.   4-6                                                         1
            c.   7-8                                                         1
            d.   9-12                                                        4
            e.   At Large - EHS                                              1
            f.   At Large – WGS                                              1
            g.   BOE                                                         1
            h.   * Building Principals                                       2
            i.   * Superintendent                                            1
            j.   * Technology Coordinator                                    1
            k.   * Staff Development Facilitator                             1
            l.   * Counselors                                                2

                 *Indicates mandatory on-going membership

                 *Note: The CCC will serve as a committee of the whole chair for the QPA process.

Duties of the CCC Members:
   1. Assist in establishing meeting dates and length of meetings.
   2. Writes, and on an annual basis, reviews the Curriculum Policy.
   3. Develops a plan for QPA school improvement, curriculum mapping, technology integration,
       program planning, instructional resource selection, assessment, curriculum revision, with regular
       reviews of progress and direction.
   4. Recommends completed work received from content area mapping groups to the Superintendent
       and the Board of Education for board approval.
   5. Analyzes student data as presented by QPA committees, curriculum maps, student assessment
       scores, and group information gathering sessions to determine the effectiveness and value of the
       curriculum process.
   6. Assists with the planning of professional development sessions for USD 388 staff.
   7. CCC members will give regular reports to their respective committees (Integrated School
       Improvement Teams, Professional Development Council, Site Councils, Board of Education, etc.)

Secretary: The secretary of the CCC will be appointed by the Superintendent. He/she shall keep
minutes of all meetings and present minutes for approval at the next meeting, and shall keep a notebook
containing a complete record of the work of the CCC and all other committees assigned by the CCC.
Copies of all minutes shall be given to any member not present. All general correspondence of the CCC
shall be handled by the secretary.

Reimbursement: All administrators and teachers serving on the CCC will have the opportunity to receive
PDC points.


                                                    38
CCC Membership:
Misty Lohmeyer - K-3
Pauleen Edmonds - 4-6
Shelly Hensley - 7-8
Karen Madorin – EHS Language Arts
David Wildeman – EHS Science
Kay Poland- WGS at Large
Bob Kohman - EHS Career & Tech
Jeff Kohl – EHS Social Studies
Sandy Shupe – EHS At Large/Special Education-AtRisk
Jane Downing – Board of Education Member
Corey Burton – EHS Principal
John Befort – WGS Principal
Steve Taylor - Superintendent
Steve Herrman – Technology Coordinator
Jill Wood - Staff Development Facilitator
Troy Dale – EHS Counselor
Nicole Carroll – WGS Counselor




                                             39
                                                Appendix E

                             PROFESSIONAL LEARNING COMMUNITY (PLC) TIME

                                    (See Goal #2, pg. 22 “District Strategic Plan)

“The most promising strategy for sustained, substantive school improvement is building the capacity of
school personnel to function as a professional learning community.”

        - Richard Dufour


The Ellis School District continues to make a commitment to utilize the Professional Learning Community (PLC)
model for school improvement. PLC’s are teams of education experts working toward a common focus, to reach
the mission of vision of the school through collaboration with a focus on results. These PLC’s provide a structure
for school improvement.

Ongoing collaboration takes place among teachers through integrated and departmental teams. These key
discussions focus on four essential questions:

    •   What do we want students to learn?
    •   How will we know they are learning?
    •   What are we going to do if they don’t learn?
    •   What do we do if students already know it?

Administration will focus this time on collaborative learning team activities. Specifically, this will include faculty
meetings, integrated team meetings, departmental curriculum meetings, and professional staff development. The
result of this collaboration among educators creates ongoing opportunities to develop support for students who
need to enhance or extend their learning. Professionals across the school district will learn and think together
about how to improve their practice in ways that lead to improved student achievement.


PLC’S THREE BIG IDEAS

    •   Personalizing Our School Environment
                       Personal Plans for Progress
                       Personal Adult Advocate
                       Building-wide pyramid of interventions – timely and directive
                       Focus on positive reinforcement of behavior

    •   Collaborative School Culture
                        Time for Teachers to work together in teams – not in isolation
                        Collaborative conversations
                        Focus on learning for all
                        Integrated and Departmental Teaming

    •   A Focus on Results - Curriculum, Instruction, and Assessment
                      Improving student achievement
                      Data is openly shared as a useful indicator of progress
                      SMART goals are established and monitored
                      Essential learnings aligned to standards/indicators
                      Integrated Curriculum
                      Meaningful daily instruction and assessment
                      Use of instructional technology




                                                   40
OUR LEARNING TEAMS

The Learning Teams will serve as a communication/collaboration tool in the school improvement process. Team
leaders will complete written reports of the meeting minutes for administrative review and discussion for the
Curriculum Coordinating Council. The primary function of the Learning Team will be to serve as a link to the
CCC, communicating ideas and providing feedback from the staff. The functions of these Learning Teams would
include:

    •   Monitoring student progress, discussing student needs, and beginning steps to the student assistance
        team process.
    •   Discuss school improvement issues and communicate back and forth with the CCC.
    •   Focus upon professional development with exposure to new ideas concerning: best instructional practice
        across the curriculum, formative assessment building, technology integration, etc.



Professional Learning Community Framework (Every Wednesday 7:35-8:35am)

1st Wed. of Month – Building-Level Staff Meetings
       Focus time upon: building-level issues, staff sharing time, staff recognition, school improvement, data
       collection, student assistance/intervention, etc. Time should not be spent communicating tasks or issues
       that can be communicated via email or weekly bulletin.

2nd, 3rd, 4th, 5th if applicable Wed. of Month – Department, Integrated and/or Grade-Level Team Meetings
          Focus time upon: instructional program planning, curriculum mapping, data collection, formative
          assessment analysis, instructional strategy research and discussion, instructional technology training,
          book study groups, best instructional practice across the curriculum, etc.

        Teachers will be allowed the professional flexibility to form their own integrated teams as deemed
        necessary to plan and prepare meaningful student projects. Designated teacher leaders will be
        responsible for submitting written agendas in advance and meeting minutes following the meeting to their
        respective building principal. All teachers will be required to utilize the time as a teaming opportunity
        which involves at least one or more fellow teachers.




                                                   41
                                                   Appendix F

                                           K-12 Curriculum Mapping

                                 (See Goal #1, pg. 22 “District Strategic Plan)

The Curriculum Mapper program allows teachers to align their instruction to state standards/indicators
and continually adjust based upon changing needs. Alignment of our daily instruction to the state
standards/indicators ensures that our teaching successfully aligns to our assessment.

The Curriculum Mapper program can be a dynamic educational tool for curriculum alignment,
communication and data collection all in one if utilized by all teachers successfully. Curriculum mapping
allows schools to collect data about what is actually being taught during the course of a school year. The
benefits of mapping are:
    • documentation of student learning
    • increases communication among educators about student learning and teaching
    • tracks standards and indicators - what class and when the standard was taught
    • focuses teaching and learning around a school year
    • eliminates gaps and redundancies of content
    • supports school improvement -AYP and accreditation

Our first goal listed in the district strategic plan says the following:

        “We will deliver an aligned curriculum based on challenging standards, measure achievement,
        ensure all students meet the standards, and annually improve state assessment scores.”

Curriculum mapping plays a significant role in meeting this goal and every teacher and administrator in
our district must be committed to this process. Student achievement is reliant upon it.

Curriculum Mapping Workdays
Curriculum mapping work days may occur during the school year for the established purpose of
successful creation and maintenance of all subject matter curriculum maps. Special attention will be paid
to meeting the state assessment indicator targets outlined annually within the school improvement plan.


        1. K-2 (6 teachers)

        2. 3-6 (6 teachers)

        3. 7-12 Language Arts (3 teachers)

        4. 7-12 Math (3 teachers)

        5. 7-12 Social Studies (2 teachers)

        6. 7-12 Science and PE/Health




                                                      42
                                                 Appendix G

                                         Professional Development

                               (See Goal #2, pg. 22 “District Strategic Plan)


In the Ellis School District, professional development is the means by which educators acquire or
enhance the knowledge, skills, attitudes and beliefs necessary to create high levels of learning for all
students. Professional development should be focused and directly related to the teacher’s practice. It
should be site-based and sustained over time. It should result in high levels of student performance.

Quality professional development incorporates the Standards for Staff Development established by the
National Staff Development Council. One of the strengths of the standards is that they are rooted in the
belief that it is not only educators who benefit from high quality professional development but also the
students in their classrooms.

In Ellis, we believe that professional development should draw upon expertise both internal and external.
It should promote a sense of inquiry and reflection to help teachers make sense of what they are doing.
Finally, all professional development should connect to the classroom and students. Classroom
application is facilitated by the collaborative work within Professional Learning Communities (PLC’s).

This USD 388 Professional Development Plan will assist qualified staff to:
    • Apply research to instructional improvement and decision making.
    • Use learning strategies and assessments appropriate to the identified student learning goal.
    • Apply knowledge about human learning and development.
    • Use knowledge and skills to collaborate professionally for school improvement.

The Ellis School District has identified several critical initiatives for professional development. They are
unit/curriculum design, differentiated instruction, formative and summative assessment, reading across all
content areas, and instructional technology integration. The district is planning a variety of activities to
deepen the knowledge and skills of teachers in these areas.

Every teacher employed by USD 388 has gone or will go through in-house Intel Teach to the Future
instructional technology training. The goal of the Intel course is to train classroom teachers how to
promote project-based learning and effectively integrate the use of computers into their existing
curriculum so that students will increase their learning and achievement. The training consists of forty
hours of hands-on instruction to be delivered via ten modules.

The themes of the Intel Teach to the Future Essentials Course include:
     • Effective use of technology in the classroom
     • A focus on the ways students and teachers can use technology to enhance learning and
        research, communication, and productivity strategies and tools
     • An emphasis on “hands-on” learning and the creation of curricular units and evaluation tools,
        which address state and national academic and technology standards.
     • Promoting engaging opportunities for students through access to technology
     • Encouraging teachers to work in teams, problem-solve and participate in peer review of their
        units

To promote and coordinate professional development in the district, an online needs assessment survey
is provided to teachers. Results from this survey are utilized by the administrative leadership team in
coordination with the “Results-Based Staff Development Plan” and the individual goals of teachers to
identify district needs and create the professional development plans each year.




                                                  43
                                               Appendix H
                                       Ellis USD 388
                     Administration, Board of Education, Faculty & Staff
Administration
Steve Taylor            Superintendent
Corey Burton            EHS Principal
John Befort             WGS Principal

Board of Education
Cheryl Helget           President
Marty Hollern           Vice-President
Jane Downing            Member
Jerry Pfeifer           Member
Mark Polifka            Member
Brad Tebo               Member
Toni Younger            Member

Teachers
Craig Amrein            Communications Technology 9-12
Ashley Anderson         Fourth Grade
Brandon Armbruster      Physical Education, Co-Activities Director 9-12
Stacy Befort            Kindergarten
Kerry Bittel            Math, Social Studies 7-8
Kristi Bittel           First Grade
Tracy Bohnert           Fourth Grade
Matthew Carroll         Industrial Technology/Tech Studies 9-12
Nicole Carroll          Counselor K-8
Darrell Cox             Instrumental Music
Troy Dale               Counselor 9-12
Susan Deges             English, Speech 9-12
Casey Dinkel            Physical Education/Health K-6
Amanda Drennon          Physical Education/Health 7-12, Co-Activities Director 9-12
Pauleen Edmonds         Sixth Grade
Sherri Faulkender       Library Media K-12
Jacqueline Grogan       Foreign Language/Psychology 9-12
Kelly Hansen            Second Grade
Butch Hayes             Math 9-12
Jennifer Hays           Kindergarten
Michelle Hensley        English, Social Studies 7-8
Alice James             Third Grade
Jeff Kohl               Social Sciences 9-12
Robert Kohman           Voc. Ag. 8-12
Amy Kuppetz             Fifth Grade
Misty Lohmeyer          Third Grade
Karen Madorin           English 9-11
Perry Mick              Math, Physics 10-12
Breanne Nilhas          Family and Consumer Science 7-12
Mary Parke              Nurse
Kay Poland              Fifth Grade
Isaac Robbins           Vocal Music K-12
Jessica Scheck          Title 1 Reading K-8
Kerrie Wahlmeier        First Grade
Brian White             Art 7-12
David Wildeman          Science/Chemistry 10-12
Jack Wolf               Science 7-9
Jill Wood               Reading/Tech, Journalism, Impact 8-12




                                                 44
Staff
Steve Herrman         Technology Coordinator
Connie Waldschmidt    Board Clerk
Dava Gaschler         District Secretary/Treasurer
Maria Mick            EHS Secretary
Donna Schoenthaler    WGS Secretary

Dennis Wolf           Director of Transportation
Marvin Riedel         Bus Driver
Heather Schumacher    Bus Driver
Eldon Pfeifer         Bus Driver
Paulette Kroeger      Bus Driver
Rhonda Wolf           Bus Driver

Donna Huff            Food Service Director
Julie Honas           EHS Head Cook
Carolyn Armbrister    WGS Cook
Gwen Honas            EHS Cook
Heather Lyman         WGS Cook

Randy Herman          EHS Custodial/Maintenance
Charlie Waldschmidt   EHS Custodial/Maintenance
Greg Augustine        WGS Custodial/Maintenance
Steve Erbert          WGS Custodial/Maintenance

Gail Dreiling         WGS Para
Rita Felder           WGS Para
Shirley Kuppetz       WGS Para
Rita Younger          WGS Para

Sponsors & Coaches (Non-staff)
Rick Cunningham      EHS Head Baseball Coach
Jake Dreiling        WGS Asst. Football Coach
Paula Greenway       WGS Asst. Girls Basketball & WGS Head Boys Track
Jeff Hawkins         EHS Asst. Boys Basketball Coach
Chris Rorabaugh      WGS Head Football Coach
Jake Simms           WGS Assistant Boys Basketball Coach
Terra Upham          EHS Head Softball & Assistant Volleyball Coach

USD 489 Faculty & Staff
Amber Stevens          Special Services Teacher K-12
Sandra Shupe           Special Services Teacher 9-12
Robin Henman           Special Services Teacher K-8
Sherleen Shannon       WGS Special Services Para
Ruth Bollig            WGS Special Services Para
Diane Kuhn             WGS Special Services Para
Paula Greenway         EHS Special Services Para
Joan Winter            EHS Special Services Para
Deb Schreck            Psychologist
Susan Urban            Speech Pathologist




                                               45
     Approved 2/9/2009                   ELLIS USD 388
                                  2009 - 2010 SCHOOL CALENDAR
 August-09                                                                                        January-10
 S M      T W       T    F    S                        AUGUST                                 S M       T W   T     F    S
                              1                 1st Day of Practice - 17th                                          1    2
 2    3    4    5 6 7         8            New Teacher Orientation Day 17th                  3     4 5 6 7          8    9
 9   10   11   12 13 14      15                  Inservice 18th & 19th                      10    11 12 13 14      15   16
16   17   18   19 20 21      22             First Day - 20th (Half Day 12:30)               17    18 19 20 21      22   23
23   24   25   26 27 28      29 7.5                  Staff Full Day                      20 24    25 26 27 28      29   30
30   31                           10                                                         31
                                                     SEPTEMBER
September-09                                September 7 - Labor Day Holiday                       February-10
 S M      T W       T    F    S        September 25 - No School - Teacher Inservice           S M       T W   T     F    S
           1    2 3 4 5                                                                            1 2 3       4    5    6
 6    7    8    9 10 11 12                    OCTOBER                              7               8 9 10     11   12   13
13   14   15   16 17 18 19 Oct. 23 -12:30 Dismissal Teacher Prep. for PT Conf.    14              15 16 17    18   19   20
20   21   22   23 24 25 26    October 27 & 28 Parent Teacher Conferences       20 21              22 23 24    25   26   27
27   28   29   30          21                 (6:00 - 9:00)                       28
                                                October 30 - No School

                                                     NOVEMBER
  October-09                                 Nov. 13 - No School - Inservice                           March-10
 S M      T W       T    F    S         Nov. 25 - Nov. 29 - Thanksgiving Break                S M       T W   T     F    S
                     1 2 3                                                                         1 2 3       4    5    6
 4    5    6    7    8 9 10                          DECEMBER                                7     8 9 10     11   12   13
11   12   13   14   15 16 17               Dec. 21 - Jan. 3 - Christmas Break               14    15 16 17    18   19   20
18   19   20   21   22 23 24                                                                21    22 23 24    25   26   27
25   26   27   28   29 30 31 21                       JANUARY                            18 28    29 30 31
                                       January 18 - No School - Teacher Inservice


                                                     FEBRUARY

  November-09                          February 26 - No School - Teacher Inservice                     April-10
 S M      T W       T    F    S                                                               S M       T W   T     F    S
                                                      MARCH                                                    1    2    3
 1    2    3    4 5 6 7                       March 15-19 - Spring Break                     4     5 6 7       8    9   10
 8    9   10   11 12 13 14                                                                  11    12 13 14    15   16   17
15   16   17   18 19 20 21                              APRIL                               18    19 20 21    22   23   24
22   23   24   25 26 27 28                 April 2 - Good Friday - No School             21 25    26 27 28    29   30
29   30                           18
                                                         MAY
                                            May 15 - High School Graduation
     December-09                             May 18 - 8th Grade Promotion                               May-10
 S M      T W       T    F    S           May 26 - Last Day - 11:30 Dismissal                 S M       T W   T     F    S
           1    2    3 4 5                  May 28-30 - State Track Meet                                                 1
 6    7    8    9   10 11 12                May 31, 2010 - Memorial Day                     2      3 4 5 6          7    8
13   14   15   16   17 18 19                                                                9     10 11 12 13      14   15
20   21   22   23   24 25 26                         Grading Periods                       16     17 18 19 20      21   22
27   28   29   30   31       14                1st 9 wks - Oct. 23 - 44 days               23     24 25 26 27      28   29
                                              2nd 9 wks - Dec. 18 - 35 days           17.5 30     31
                                              3rd 9 wks - Mar. 12 - 48 days          181.5
1st Sem        2nd Sem                       4th 9 wks - May 26 - 46.5 days          This includes the floating work
84-T           96.5-T                                                                day prior to the 1st day of in-
79-S           94.5-S                                    173.5                       service.
                                                           46
             Outline of the Negotiated Agreement for 2009-2010
         between Ellis KNEA and the Ellis USD 388 Board of Education

As a result of the negotiations process in Ellis USD 388, the following agreements were accepted:

Item 1. Professional Leave: Definition and Clarity

Agreement was reached on item number one to strike the Current Language regarding Meetings
(Article IV – 1974) and replace it with the Proposed Language regarding Professional
Development

Professional Development
        Professional Development is desirable for certified personnel to attend. For these
meetings, transportation expense will be reimbursed by the Board of Education upon approval of
the Board of Education. Meal and lodging expense will be reimbursed by the Board of Education
upon furnishing a statement of costs, together with receipts of expenses. These arrangements
must be made by the individual with the Superintendent prior to the attendance of such meetings.
        Approval of Professional Development within the assigned area will be determined on the
basis that money is available, the Superintendent feels it is proper and necessary to attend, and it
is Board approved. If the teacher provides own transportation, payment shall be limited to forty
cents (40) per mile.

Item 2. PTO – Personal Time Off

Personal Leave/ Business Leave
         Teachers shall be credited with four (4) days of their given sick leave benefits to be used
as personal leave. Unused personal days are not accumulative as personal leave, but are
accumulative as sick leave. This leave may be used as the teacher sees fit. The Teacher shall
request such leave from the Superintendent at least 48 hours prior to the leave, except in cases
of a dire emergency. The Superintendent shall approve the request if qualified substitutes are
available. Use of personal days will be limited to two (2) consecutive days, to be approved by the
Superintendent. No more than three (3) members of the staff will be granted personal leave on
any contract day. Personal leave will not be granted the day preceding or the day following a
scheduled school vacation. Personal leave will not be granted the first three days of the school
term or the last three days of the school term except for graduation of immediate family members,

Item 3. Sick Leave

         At the beginning of each school year each teacher shall be credited with ten days sick
leave at full pay, the unused portion shall accumulate from year to year to a total of one hundred
(100) days. In the case of catastrophic circumstances, the employee may apply for additional
days as per the negotiated agreement "Sick Leave Bank" policy. Immediate family as stated in
this agreement includes the employee, his/her spouse, their children, and any other regular
occupant of the home. Under extenuating circumstances, sick leave may be extended to include
other less closely related family members by mutual agreement of the employee and the
superintendent.
Item 4. Salary

Agreement was reached on item number four to freeze all salaries at the 08-09 school year level.
The ability to recover the vertical step and horizontal movement that was frozen for 09-10 will be
considered each year as part of salary negotiations until recovered.

Item 5. Graduate Program Reimbursement
Agreement was reached on item number five to leave the Graduate Program Reimbursement as
is.

                                                  47
IN WITNESS WHEREOF, the parties have executed this Agreement by their duly authorized
representatives as set out below:

Ellis USD 388 Teacher’s Organization and Board of Education, Unified School District #388
Ellis and Trego Counties


By:___________________________________                  By:___________________________________
       Teacher’s Organization                                        President, USD #388

I, the undersigned, Clerk of the Board of Education, USD #388, do hereby certify that the President of
USD 388 was authorized and directed to sign the above and foregoing agreement duly adopted by the
Board of Education, USD #388, at a meeting on the 11th day of January, 2010.


By:_____________________________________
       Clerk, Board of Education


I, the undersigned, member of the Ellis USD #388 Teacher’s Organization, do hereby certify that a
member of the organization negotiating team was authorized and directed to execute the above and
foregoing contract or agreement at a meeting held on the 11th day of January, 2010.


________________________________________________
      Member, USD #388 Teacher’s Organization




                                                 48
                                            ELLIS USD 388
                                          MASTER CONTRACT
        This Agreement is made and entered into this 11th day of January, 2010, between the Board of
Education of Unified School District No. 388, Ellis and Trego counties, Kansas, (hereinafter called the “Board”)
and the Ellis USD #388 Teachers’ Organization (hereinafter called the “Organization”)

        WITNESSETH:

         WHEREAS, the Organization recognized that the Board, under law, has the responsibility for adopting
policies for the district and

       WHEREAS, certain understandings and agreements have been reached which the Board and the
Organization desire to incorporate into a written agreement.

        NOW, THEREFORE, in consideration of the following mutual covenants, it is hereby agreed as follows:

        This agreement replaces all previously negotiated items and represents the totality of items agreed to by
Ellis NEA and USD 388.

GENERAL PROVISIONS (ARTICLE I - 1991) (Amended 2006)
         Section A - Maintenance of Standards
         This negotiated agreement shall amend, where applicable, the existing policies regulating the terms and
conditions of employment.
         Section B - Reference Clause.
         It is agreed by and between the Board and the Association that the policies set forth herein shall be
included by reference in the contracts of all certified employees by Unified School District 388, Ellis, Kansas. The
policies shall be made a part of the employee's individual contract, with the same force and effect as though fully
set forth, therein.
         Section C - Duration. (Dates changed as per 1994 agreement)
         This negotiated agreement shall be effective as of July 1, 2008, and shall remain in full force and effect
and shall bind and insure to the benefit of the parties hereto, to and including June 30, 2009.
         Section D - Savings Clause.
         In the event that any provision of this agreement is ultimately ruled invalid for and reason by an authority
of established competent jurisdiction, the balance and remainder of this agreement shall remain in full force and
effect.

SALARY (Article I - 1998) (Revised May, 2008) (Appendix A)
       See attached salary schedule. For the school year 05-06 and beyond, the percentage index on the salary
schedule is eliminated.

SUPPLEMENTAL DUTY SALARY (Article II - 1998)(Revised May, 2008) (Appendix B)
          See attached salary schedule. Employees will receive supplemental duty compensation according to
their prior experience in the given field at the rate specified on the schedule.
          SUPPLEMENTAL CONTRACTS: All supplemental duties assigned to a professional employee must be
included on the supplemental contract. Acceptance or rejection dates will correspond to those of continuing
contract law.
          The supplemental salary schedule is designed to reward experience along with consecutive years of
service in an assigned field. Non-consecutive years of service in a given assignment while at Ellis USD 388 will
not be credited past five years.
          Years of experience will be given to all employees if the experience has come as a coach/sponsor in a
related field (i.e. class sponsor to class sponsor, basketball coach to basketball coach.)
          For coaching positions, experience must be in the sport as the supplemental assignment. For other
activity sponsorships (i.e. Kayettes, FFA, FCCLA, Stuco, etc.), experience must be in the same activity as the
supplemental assignment.
          A partial year of experience in the district will be credited as a full year. Experience at Ellis as an
assistant moving to head coaching duties or a middle school coach moving to a senior high position in the same

                                                   49
sport will be given .5 years credit for each year of consecutive coaching with all fractional years of credit being
dropped. When moving from high school to a middle school coaching assignment in the same sport, experience
will be year for year.

        Examples:
        A.    Teacher who coached basketball at another school seven years, accepts a teaching and
              basketball coaching contract at Ellis.

                 Experience = 7 years will be placed at Year 8 on the Supplemental Schedule.

        B.       Teacher was assistant coach at Ellis for five years, moves to head coach. Teacher was head
                 coach in junior high for five years and moves to a senior high position in the same sport.

                 Experience = 2.5 years will be given credit for 2 years and will be placed on year 3 on the
                 schedule.

        B.       Teacher who coached middle school football for 3 years, moves to high school football.

                 Experience = 3 years will be placed at Year 4 on the Supplemental Schedule.

        C.       Employees will receive a 5% increase of the supplemental base, (see example) for each 3 years
                 of continuous service in the supplemental duty.

                 Examples: Head Coach 12%xBase Salary = Supplemental Base.

                 6 yrs. Experience = 1.05xSupplemental Base = Supplemental Salary.

                 15 yrs. Experience = 1.2xSupplemental Base = Supplemental Salary.

                 3 yrs junior class sponsor + 3 years senior class sponsor = 6 years on salary placement.

        D.       Teacher who has 5 yrs. previous experience as a Student Council sponsor becomes the FCCLA
                 sponsor and has no prior experience with sponsoring this activity.

                 Experience = 0 years will be placed at year 1 on the Supplemental Schedule.


SALARY REDUCTION (Article V - 1996)
         There will be a Plan 125 salary reduction plan. It will include health, disability, term life, cancer, medical,
dental, vision, child care, and cash reduction.

403 b—FINAL PAY OPTION (2004)
        USD 388 shall use a final pay plan administered by the American Fidelity Insurance Company and
operated according to all current IRS rules and regulations. All lump sum payments made to retiring employees
for unused sick leave and early retirement benefits shall be deposited in a Final Payment Account in the
employee’s name.

ITEMS TO NEGOTIATE (Article II - 1988)
         That only base salary, fringe benefits, and supplemental salary be negotiated for the contracts starting in
an odd number year (i.e. 1989-90, 1991-92, etc.) Contracts starting in even number years (i.e. 1996-97 1998-99)
shall be open to any items for negotiation.

SICK LEAVE(Article I - 1982)(Amended 2006)
        At the beginning of each school year each teacher shall be credited with ten days sick leave at full pay,
the unused portion shall accumulate from year to year to a total of one hundred (100) days. In the case of
catastrophic circumstances, the employee may apply for additional days as per the negotiated agreement “Sick
Leave Bank” policy. Immediate family as stated in this agreement includes the employee, his/her spouse, their
children, and any other regular occupant of the home. Under extenuating circumstances, sick leave may be
extended to include other less closely related family members by mutual agreement of the employee and the
superintendent.



                                                    50
ASSOCIATION LEAVE (Article II - 1982)
        Association leave, as such, does not exist in USD 388. However, if a teacher in this school district, who is
a KNEA member, can document the fact that his/her attendance at one or more sessions of the annual
convention will definitely benefit his/her performance as an instructor in this school district and will benefit the
students of this school district, then said teacher may make application for Professional Leave and the request will
be processed as Professional Leave is currently handled in USD 388. Substitute pay taken care of by the
employee involved.

BEREAVEMENT LEAVE (Article III - 1982)
        The time taken for the purpose of bereavement will be mutually agreed to by the employee and the
Superintendent of Schools since each case has its own peculiar and particular characteristics and each case shall
be handled individually on its own merits in the manner described above. Bereavement days will be deducted
from sick leave.

PERSONAL LEAVE/BUSINESS LEAVE (Article III - 1996)
         Teachers shall be credited with two (2) days of their given sick leave benefits to be used as personal
leave. Unused personal days are not accumulative as personal leave, but are accumulative as sick leave. This
leave may be used as the teacher sees fit. The teacher shall request such leave from the superintendent at least
48 hours prior to the leave, except in cases of a dire emergency. The Superintendent shall approve the request if
qualified substitutes are available. No more than three (3) members of the staff will be granted personal leave on
any contract day. Personal leave will not be granted the day preceding or the day following a scheduled school
vacation. Personal leave will not be granted the first three days of the school term or the last three days of the
school term except for graduation of immediate family members, family weddings, or required court appearances.

JURY DUTY (Article I - 1976)
         When called, teacher shall be permitted to serve on jury with full pay: however, the teacher must return
to the school board the pay received for serving on the jury.

INSURANCE BENEFITS (Article I - 1994, Amended 2002)
         The Board and the Association agree that it is in the best interest of the two parties to maintain and
strengthen the District’s health (hospitalization) insurance plan. In order to do this the participation of the eligible
employees in the plan must be maintained, and if possible increased. To this end the two parties mutually agree
to the following provisions and conditions:

INSURANCE BENEFITS (Article I – 1994(Revised May, 2008)
A. Employer Provided Fringe Benefit

The Board agrees to provide the following employer paid or partially paid fringe benefits:

    1.       The Board will provide a monthly district contribution that will not exceed $375.00 and annual
             contribution that will not exceed $4,500 with the district maintaining control of policy provisions.
             (Accident and Deductibles) This money is “take it or leave it”. No cash in lieu is provided for those not
             participating in the district’s health insurance plan.

    2.       The District insurance plan must serve as the employee’s primary carrier. In an effort to
             control rising insurance group costs, employees will not be allowed to be “double-insured”.

    3.       The Board of Education retains the right to select the insurance carrier for the District with
             recommendations made by the participants in the health insurance plan.

    4.       If an employee leaves the district’s insurance group, the employee will forfeit the amount specified in
             Section A. - #1.

    5.       An employee may choose to leave the district’s insurance plan or re-join the insurance group on an
             annual basis during the district’s enrollment period.




                                                    51
GRADUATE PROGRAM REIMBURSEMENT (Article V – 1982)(Revised May, 2008)(Appendix F)
         USD 388 will reimburse for approved graduate hours in an approved graduate program up to $300 per 3
hour course per semester. Limited to a district maximum of $2,100 per semester and $6,300 per calendar year.
This money will be available on a first come, first serve basis and a degree program must be on file in the district
office and the course must be approved by the administration.

Full-time teachers can apply for college tuition reimbursement when they are completing coursework towards their
first Masters program. Those monies will be divided evenly for the three semesters (Fall, Spring, and Summer).
Teachers will apply for reimbursement.

Application deadlines are as follows:

        August 15th for Fall Courses
        January 15th for Spring Courses
              st
        June 1 for Summer Courses

Applications shall be taken to the District office to be stamped with date and time received. The monies will be
awarded on a first come, first serve basis. The district office will notify those receiving reimbursement.

Teachers will be allowed reimbursement for one class per semester unless monies have not been used by other
applicants. A teacher could then receive reimbursement for additional hours. If monies have not been used for a
semester, then they will be moved to the following semester with the exception of the summer semester. At that
time, monies cannot be held for the following year. The following guidelines must be followed:

1.      Degree plan must be on file with the district office before payment will be dispersed.

2.      Teachers applying must follow the date guidelines listed above. If submission comes more than a week
        late, the individual will not be reimbursed for the class.

3.      If the class is being taken as a result of an administrative request the class will than be paid with funds
        from a budget line selected by the Superintendent.

If a teacher drops the course or does not complete the course, they are responsible for repayment to the district.
If teacher resigns at the end of the year following a reimbursement, they must repay the district for expenses
incurred. If a teacher resigns one year after the reimbursement, they must repay the district one-half of the
expenses incurred. If a teacher resigns two years after the reimbursement, there is no repayment to the district.

There is no repayment if the district terminates the teacher contract. The board reserved the right to waive
liquidated damages in the event of a hardship case (ex. Illness or other health reasons, spouse transfer, etc.)

Examples:
   A. Course taken Spring 2009. District reimburses teacher. Teacher resigns May 2009. Teacher repays the
      district the full amount that was reimbursed.

     B. Course taken Spring 2008. District reimburses teacher. Teacher resigns May 2009. Teacher repays the
        district ½ the amount that was reimbursed.

     C. Course taken Spring 2007. District reimburses teacher. Teacher resigns May 2009. Teacher repays
        nothing.

PLACEMENT ON SALARY SCHEDULE (Article I - 1978)(Amended May, 2007)
          The Board of Education will place teachers on the salary schedule according to the number of approved
college hours possessed at the beginning to each school year (no later than August 20 of each year). Teacher
will notify the Superintendent of Schools in writing prior to May 1 if he/she will be eligible for horizontal movement
on salary schedule. Failure to notify will result in nonpayment of next horizontal step the ensuing year. All college
hours to be applied for horizontal movement or to apply at original time of employment for placement on salary
shall be: (1) Up to 15 hours undergraduate in a teaching field with all other hours being graduate (2) Either in the
teacher's major academic field or in the field in which teacher is teaching in USD 388, a master's program in a


                                                   52
teaching field. (3) If Number 1 and Number 2 above do not apply, any other area may be submitted to the Board
for approval. (4) Submitted to and approved by the Superintendent of Schools prior to May 1 of each year.
        Teachers may only move horizontally one column in a given school year. If a teacher has obtained
enough graduate hours to move two columns in a given year, the second horizontal column movement will occur
the year following the first horizontal column movement.
        Teachers new to the district will be employed according to the number of hours possessed on the date of
employment. An experienced teacher may bring in to USD 388 a maximum of 5 previous years of experience.
May start on Step 6 of the Schedule. Board will on occasion employ a teacher on a step as determined by the
superintendent and the board.

DUTY DAY (Article IV - 1996)(Amended 2006)
         Teachers should be in the school building no later than 20 minutes before school begins (currently 7:50
am). They shall go directly to their home rooms or first-hour classrooms. If teachers have tests to photocopy, or
other details to take care of prior to the beginning of the school day, they should take care of this before the
above-stated time. That teacher shall remain after the close of the school for twenty minutes to see that their
rooms are cleared of students, windows closed, lights turned out, etc. except on each Friday or on the duty day
immediately preceding a vacation or holiday, each teacher's duty shall end at the time upon which students are
dismissed from school except on days that in-service is scheduled.
         One hour per month will be added for teachers as professional learning community time. Teachers will
report 15 minutes earlier every Wednesday (currently 7:35 am). This time will be coordinated/supervised by the
administration.
         Teachers shall not be required to sign in or sign out. They shall bilaterally agree with their building
principal upon the system of indicating their presence in the building if such a system is determined by the
principal to be necessary.
         Extra duty shall be defined as any activity taking place beyond the described duty day.
         All extra duty shall be compensated as provided in the extra pay for extra duty schedule. (Appendix E)
         All teachers shall be given equal opportunity to volunteer for extra duty. In the event of no volunteers the
principal retains the right to make extra duty assignments for extra duty as provided in policy.
         If a teacher assigns time to make up after school, this teacher must remain with the student until the time
is completed. This time shall not be considered extra duty time.
         No students are allowed to remain in the building after school to work unless they are supervised by the
teacher for whom they are working.
         Teachers shall not leave the classroom while classes are in session unless they are called by the office or
unless an emergency develops.
         Teachers will not leave building during the school day without approval of principal. However, teachers
may leave the school without permission during their duty-free lunch period.
         Teachers who are supervising student teachers shall be in the classroom and actively supervise for not
less than 20 minutes of each period during the first half of the student teacher's tour of duty in USD #388. During
the last half of such service, the supervising teacher shall be in the classroom and actively supervise for not less
than 5 minutes of each period. The assignment of student teachers shall be mutually agreed upon. The teacher
shall receive the entire compensation paid by the teacher training institution.
         Teachers will be issued supplemental contracts for coaching duties, class sponsorship, and other
supplemental assignments. These assignments are to be worked out between building principals and teachers.

LUNCH PERIOD SUPERVISION (Article V - 1985)
        That building principals have the right to assign teachers to lunch-period supervision of students and/or
areas in the building on a shared-time basis so that teachers have supervisory time assigned on an equal or near-
equal basis.

LUNCH PERIOD (Article II - 1979)
     An attempt will be made to allow personnel teaching in two buildings ample time for lunch.

CLASS SCHEDULE (Article IV - 1985)
       That the class schedule at Ellis High School be adjusted so that academic subjects will be offered during
seven daily class periods.

EARLY RETIREES REMAIN IN HEALTH INSURANCE PROGRAM (Article I – 1981)(Amended 2004)
        Agreed upon with the following rules and regulations: (1) early retirees pay their full BC-BS payment
monthly. (2) full retirement is a prerequisite to being allowed to remain in the school district program (3) age 65 is
the termination point.



                                                   53
TITLE I ASSURANCE (Article II - 1978)
        Should Federal Title I funds be discontinued or substantially reduced, it is agreed that teacher salaries in
USD 388 will be adjusted to allow the Remedial Reading teacher's salary in USD 388 to continue during ensuing
years. This adjustment will be made during the transition from one budget year to the ensuing budget year.

REPRODUCTION OF AGREEMENT (Article I - 1977)
        USD 388 will produce a sufficient number of copies of this Agreement so that one may be presented to
each teacher employed by the district.

LIQUIDATED DAMAGES(Article II - 1990)(Amended 2004)
         The Board may accept the resignation of a teacher after May 15 but before June 2 with no liquidated
damages applied, but reserves the right to deny such a request.
         Liquidated Damages - The Board will accept the resignation of a teacher tendered after May 15 upon
receipt of:
         1. 3% of the teacher's contract salary for a resignation received June 2 and July 1 inclusive,
         2. 5% of the teacher's contract salary for a resignation received July 2 and August 1 inclusive,
         3. 6% of the teacher's contract salary for a resignation received after August 1,

all as liquidated damages. The Board reserves the right to waive the requirement while still accepting the
resignation. Note: Contract salary does not include supplemental contracts.

UNUSED SICK LEAVE(Article IV - 1994)
       The USD 388 Board of Education will pay $50 per day for earned unused sick leave up to a maximum of
90 days provided all of the following conditions are met;

        1.      The employee must resign their position in writing by March 8 of the current
                contract year.
       2.       The employee must be at least 59 years of age by the time the above notice is
                 given or have 85 points, at the time of retirement, under the KPERS retirement plan.
       3.       The sick leave payment will be paid as a lump sum payment in June on the year they retire to
American Fidelity.

TEACHER'S BASIC CONTRACT CHANGE(Article IV - 1990)
        The following two sentences shall be eliminated from the Teacher's Basic Contract. "It is understood and
agreed to by and between the parties that the acceptance of this contract by the Board is conditioned upon
Teacher signing his/her Supplemental Contract of Employment. In the event Teacher fails or refuses to sign an
offered Supplemental Contract of Employment, this contract shall be null and void."

GRIEVANCE PROCEDURE (Article VII - 1974)
         Section A - Purpose.
         The purpose of this procedure is to provide for the orderly and expeditious adjustment of grievances of
individual employees of Unified School Dist. No. 388, Ellis, Kansas at the lowest level.
         Section B - Definitions.
         (a) Grievance shall mean any alleged violation of the terms and conditions of an employee’s contract of
employment.
         (b) "Grievant" means an employee of Unified School District No. 388, Ellis County, Kansas, having a
grievance.
         (c) Words denoting gender shall include both masculine and feminine, and words denoting number shall
include both singular and plural.
         Section C - Procedures.
         In general. the adjustment of grievances shall be accomplished as rapidly as possible. To that end, the
number of days within which each step is prescribed to be accomplished shall be considered as maximum and
every effort shall be made to expedite the process. Under unusual circumstances, the time limits prescribed in
this statement may be extended or reduced by
mutual consent of the grievant and the person or persons by whom his grievance is being considered.

GRIEVANCE PROCEDURE (Article VII - 1974) Continued
           Level 1. A grievant shall first take up his grievance with his Principal or immediate administrative superior
in private informal conference(s). Every effort shall be made to adjust the grievance in an informal manner. If the
employee is dissatisfied with the outcome of the
initial private conference(s) he may request a formal conference with his Principal or immediate

                                                    54
supervisor. Every effort should be made to develop an understanding of the facts and the issues) in order to
create a climate which will lead to a solution. The formal conference shall occur within ten (10) days of the first
informal conference.
          Level 2. In the event that the aggrieved person is not satisfied with the disposition of his grievance at
Level 1, or in the event that no decision is reached within 5 school days after the presentation of the grievance, he
may appeal the matter in writing to the Superintendent of Schools. If the grievant appeals the matter to the
Superintendent, the Superintendent or his designated representative shall confer with the grievant in an effort to
arrive at a satisfactory solution within 5 school days after the appeal has been received by the Superintendent
with 20 school days after the formal conference at Level 1, the appeal of the grievance shall be automatically
waived.
          Level 3. If the grievance is not adjusted to the satisfaction of the grievant, or if no decision is made
thereon within 10 school days after the date the grievance was filed with the Superintendent or his designated
representative under Level 2, then the grievant may appeal the grievance to the Board of Education for the
purpose of final adjustment of the grievance by submitting a written request to the Clerk of the Board within 20
days (school days) after the Superintendent or his designated representative has rendered a decision or after the
expiration of said 10 school days. The Board of Education shall, within thirty-one (31) days after receipt of the
written request, meet and confer with the grievant and render a decision to be submitted to the grievant in writing.
          Section D - Supplemental Conditions.
(1) All individuals involved, and all others who might possibly contribute to the acceptable adjustment of a
grievance, are authorized and urged to testify with full assurance that no reprisal will follow by reason of such
participation.
(2) Upon the final determination of the grievance, the documents, communications, and records, excepting a
record of the grievance and the final adjustment thereof, and excepting records required by the law to be kept and
maintained, shall be destroyed.
(3) At each step of the procedure for adjusting grievances after the initial private conference(s) with the Principal
or immediate administrative superior, the grievant shall be entitled to be accompanied by others who might
contribute to the acceptable adjustment of the grievance and/or to be represented by legal counsel.
(4) All grievance hearings shall be confidential.
(5) All discussions and hearings shall be conducted at times other than when school is in session.
(6) It is the responsibility of the grievant to utilize the procedure for adjusting grievances as soon as he is aware
of a grievance.
(7) Excluded from the grievance procedure shall be matters for which law mandates another method of review.
(8) Only the employee affected may file a grievance or an appeal from Levels One and Two.
(9) The filing of a grievance at all levels shall be in writing and shall be reasonably specific as to the nature of the
complaint. The grievance should, to the extent possible, describe the alleged event or act giving rise to the
grievance including the time, date, and place of the event or act and the names and addresses of any witnesses
thereto.

TEACHERS' PERSONAL CONDUCT (Article II - 1974)
        It is agreed hereby, that the Code of Ethics as established by the United Teaching Profession, i.e.
National Education Association, and its state and local affiliates shall be accepted as the official statement and for
professional conduct of teachers employed in this school district and shall be adhered to and enforced by the
Association. NEA Code of Ethics shown here below:


                                               CODE OF ETHICS
                                       OF THE EDUCATION PROFESSION
Approved by the Representative Assembly of the National Education Association July 5, 1968, and amended
June 30, 1973. The 1973 Representative Assembly adopted a one-year plan for the possible revision of the
Code. A recommendation will be submitted to the 1974 Representative Assembly. The 1973 Representative
Assembly further directed rewriting of the Code to eliminate sex discrimination and to include all members of the
education profession.



                                                    PREAMBLE
         The educator believes in the worth and dignity of man. He recognizes the supreme importance of the
pursuit of truth, development and devotion to excellence, and the nurture of democratic citizenship. He regards
as essential to these goals the protection of freedom to learn and to teach and the guarantee of equal educational
opportunity for all. The educator accepts his responsibility to practice his profession according to the highest
ethical standards. The educator recognizes the magnitude of the responsibility he has accepted in choosing a


                                                    55
career in education, and engages himself, individually and collectively with other educators, to judge his
colleagues and to be judged by them, in accordance with the provisions of this Code.


PRINCIPLE I. COMMITMENT TO THE STUDENT.
          The educator measures his success by the progress of each student toward realization of his potential as
a worthy and effective citizen. The educator therefore works to stimulate the spirit of inquiry, the acquisition of
knowledge and understanding, and the thoughtful formulation of worthy goals. In fulfilling his obligation to the
student, the educator shall not without just cause restrain the student from independent action in his pursuit of
learning, and shall not without just cause deny the student access to varying points of view. Shall not deliberately
suppress or distort subject matter for which he bears responsibility. Shall make reasonable effort to protect the
student from conditions harmful to learning or to health and safety. Shall conduct professional business in such a
way that he does not expose the student to unnecessary embarrassment or disparagement. Shall not on the
ground of race, color, creed, sex, or national origin exclude any student from participation in or deny his benefits
under any program, nor grant any discriminatory consideration or advantage. Shall not use professional
relationships with students for private advantage. Shall keep in confidence information that has been obtained in
the course of professional service, unless disclosure serves professional purposes or is required by law. Shall not
tutor for remuneration students assigned to his classes, unless no other qualified teacher is reasonably available.

PRINCIPLE II - COMMITMENT TO THE PUBLIC.
         The educator believes that patriotism in its highest form requires dedication to the principles of our
democratic heritage. He shares with all other citizens the responsibility for the development of sound public policy
and assumes full political and citizenship responsibilities. The educator bears particular responsibility for the
development of policy relating to the extension of educational opportunities for all and for interpreting educational
programs and policies to the public. In fulfilling his obligation to the public the educator---shall not misrepresent
an institution or organization with which he is affiliated and shall take adequate precautions to distinguish between
his personal and institutional or organizational views. Shall not knowingly distort or misrepresent the facts
concerning educational matters in direct and indirect public expressions. Shall not interfere with a colleague's
exercise of political and citizenship rights and responsibilities. Shall not use institutional privileges for private gain
or to promote political candidates or partisan political activities. Shall accept no gratuities, gifts, or favors that
might impair or appear to impair professional judgment, nor offer any favor, service or thing of value to obtain
special advantage.

PRINCIPLE III - COMMITMENT TO THE PROFESSION.
         The educator believes that the quality of the services of the education profession directly influences the
nation and its citizens. He therefore exerts every effort to raise professional standards, to improve his service to
promote a climate in which the exercise of professional judgment is encouraged, and to achieve conditions which
attract persons worthy of the trust to careers in education. Aware of the value of united effort, he contributes
actively to the support, planning and programs of professional organizations. In fulfilling his obligation to the
profession, the educator.....
         1. Shall not discriminate on the grounds of race, color, creed, sex, or national origin for membership in
professional organizations, not interfere with the free participation of colleagues in the affairs of their association.
         2. Shall accord just and equitable treatment to all members of the profession in the exercise of their
professional rights and responsibilities.
         3. Shall not use coercive means or promise special treatment in order to influence professional decisions
of colleagues.
         4. Shall withhold and safeguard information acquired about colleagues in the course of employment,
unless disclosure serves professional purposes.
         5. Shall not refuse to participate in the professional inquiry when requested by an appropriate
professional association.
         6. Shall provide upon the request of the aggrieved party a written statement of specific reason for
recommendation that lead to denial of increments, significant changes in employment or termination of
employment.
         7. Shall not misrepresent his professional qualifications.
         8. Shall not knowingly distort evaluations of colleagues.




                                                     56
PRINCIPLE IV - COMMITMENT TO PROFESSIONAL EMPLOYMENT PRACTICES.
        The educator regards the employment agreement as a pledge; to be executed both in spirit and in fact in
a manner consistent with the highest ideals of professional service. He believes that sound professional
personnel relationships with governing boards are built upon personal integrity, dignity, and mutual respect. 'The
educator discourages the practice of his profession by unqualified persons. In fulfilling his obligation to
professional employment practices, the educator--
        1. Shall apply for, accept, offer, or assign a position or responsibility on the basis of professional
preparation and legal qualifications without discrimination on the ground of race, color, creed, sex, or national
origin.
        2. Shall apply for a specific position only when it is known to be vacant and shall refrain from
underbidding or commenting adversely about other candidates.
        3. Shall not knowingly withhold information regarding a position from an applicant, or misrepresent an
assignment or conditions of employment.
        4. Shall give prompt service (prompt notice) to the employing agency of any change in availability or
nature of a position.
        5. Shall adhere to the terms of a contract or appointment unless these terms have been legally
terminated, falsely represented, or substantially altered by unilateral action of the employing agency.
        6. Shall not delegate assigned tasks to unqualified personnel.
        7. Shall permit no commercial exploitation of his professional position.
        8. Shall use time granted for the purpose for which it is intended.

CALENDAR (Article II - 1995) (Amended 2006)
        The duty year shall be defined as: 173.5 student contact days, 6 in-service days, and 2 teacher work
days. The total teacher contract days will equal 181.5. The school calendar shall be prepared by the school
Superintendent with the assistance of the calendar committee of the Association. The Board of Education shall
determine the calendar.

        Teachers will have a floating work day prior to the first day of in-service to prepare their classrooms for
        the upcoming school term. The day that is gained by this action will be utilized as an additional work day.

        One hour per month for staff development at the building level to be in developing professional learning
        communities and to facilitate collegial discussions in an effort to improve student academic performance.
        On that day students will arrive later at school.

MASTER CONTRACT COMMITTEE (Article IV – 1998)
       The board agrees to form a joint committee consisting of members of the School Board and certified
personnel to create a Master Contract for faculty members of USD 388.

MEETINGS (Article IV - 1974)
          Certain professional meetings are desirable for certified personnel to attend. For these meetings,
transportation expense will be reimbursed by the Board of Education upon approval of the Board of Education.
Meal and lodging expense will be reimbursed by the Board of Education upon furnishing a statement of costs,
together with receipts of expenses. These arrangements must be made by the individual with the Superintendent
prior to the attendance of such meetings.
          Approval of meetings will be determined on the basis that money is available, the Superintendent feels it
proper and necessary to attend and the Board approved. If the teacher provides own transportation, payment
shall be limited to forty cents (40) per mile.

MEETINGS (Article II - 1996)
      The teachers and the Board agree to remove Article II of the 1977 agreement regarding “Meetings.”

GRADE CARDS (Article I - 1975) (Amended 2003)
        It is agreed that the USD 388 in its entirety will be on a 9-week grading system for a one-year trial period
during the 1975-76 school year. It is also agreed that grade cards will be mailed to the parents at the end of the
second grading period. It is also agreed that teachers will inform parents and invite them for conference of any
child making a mark below a C- at the end of the 5th week of each grading period. (At the end of each semester
grading period, grades shall be due to the building principal 3 working days after the end of the semester.
Teachers will not be allowed to check out at the end of second semester until grades are submitted to the office.)




                                                   57
WORK DAY PRIOR TO P.T. CONFERENCES (Article V - 1987) (Amended 2003)
        Teachers will be granted a 1/2 (one-half) workday the day preceding (on the last day of the first nine
weeks) the fall parent-teacher conferences. This 1/2 workday will be used for preparing individual student reports
(in preparation for the fall parent-teacher conferences.)

EQUIPMENT AND SUPPLIES (Article II - 1976)
         Instructional machines, typewriters, duplicating & copying machines will be maintained in a room that is
readily available to the teachers at all times.
         Reasonable use may be made of equipment by the teachers, however, same shall not be removed from
the building except with the advanced approval of the building principal.

EXTRA DUTY COMPENSATION SCHEDULE (Article III - 1976)(Amended May, 2007)(Appendix E)
       Sponsor activity trips-this shall include sponsorship of bus, suburban, or car for said trip: Pay will be the
same as a bus driver on an activity trip. The additional compensation for one trip shall in no event exceed $25.00.
Such sponsorship shall be voluntary.

COVER ANOTHER CLASS DURING PLANNING PERIOD (Article IV - 1988)
       A teacher will be paid the substitute rate of pay divided by 6.5 hours per day, times the number of periods
covered.
STATE ASSESSMENT GRADING (Article II - 1994)
        Teachers grading state assessment tests will be given the choice of the district hiring a substitute so the
teacher can grade the test during the normal school day or receiving substitute rate of pay for non-contract time
spent grading the State Assessment tests.

COMPENSATION TIME (Article III - 1994)
        If there is a faculty meeting prior to the beginning of school and students do not need help after school,
teachers may leave school immediately after school on days of faculty meetings.

TERM LIFE INSURANCE (Article II - 1997)
      The Board of Education will not provide any term life insurance.

DUAL CREDIT POLICIES AND PROCEDURES (Article 1 - 2002)
         Teachers will be paid at the end of the semester at the rate of 70% of the FHSU reimbursement fee, with
30% of the fee remaining with the district to offset added textbook expense (students who don’t take the course
for college credit) and/or instructional materials for their specific department.




                                                  58
                                          APPENDIX A
                                         ELLIS USD 388
                                       SALARY SCHEDULE




 step     500      500      500       550         550      550      640
column             800      800       800         800      800      800


Step      BS      BS+10    BS + 20    MS         MS+14    MS+30    MS+45

  1      30,725   31,525   32,325    33,125      33,925   34,725   35,525   1
  2      31,225   32,025   32,825    33,675      34,475   35,275   36,165   2
  3      31,725   32,525   33,325    34,225      35,025   35,825   36,805   3
  4      32,225   33,025   33,825    34,775      35,575   36,375   38,075   4
  5      32,725   33,525   34,325    35,325      36,125   37,575   39,350   5
  6      33,225   34,025   34,825    35,875      36,875   38,750   40,625   6
  7      33,725   34,525   35,325    36,425      37,950   39,925   41,900   7
  8      34,225   35,025   35,825    36,975      39,025   41,100   43,175   8
  9               35,525   36,325    37,525      40,100   42,275   44,450   9
 10               36,025   36,825    38,075      40,650   42,875   45,725   10
 11                        37,325    38,625      41,200   43,475   46,725   11
 12                        37,825    39,175      41,750   44,075   47,365   12
 13                        38,325    39,725      42,300   44,675   48,005   13
 14                        38,825    40,275      42,850   45,275   48,645   14
 15                        39,325    40,825      43,400   45,875   49,285   15
 16                                  41,375      43,950   46,475   49,925   16
 17                                              44,500   47,075   50,565   17
 18                                                       47,675   51,205   18
 19                                                                51,845   19
 20                                                                52,485   20
 21                                                                53,125   21
 22                                                                53,765   22




                                            59
                                                        APPENDIX B
                                                       ELLIS USD 388
                                               SUPPLEMENTAL SALARY SCHEDULE




SUPPLEMENTAL DUTY SALARY SCALES


Base Salary
$                         30,000.00                         1-3              4-6             7-10           11-13           14-16           17-20           21+
                                                            1.00             1.05            1.10           1.15            1.20            1.25            1.30
N/A                                   N/A               $            -   $           -   $          -   $           -   $           -   $           -   $          -
Athletic Director (x2)                AD        6.0%    $     1,800      $    1,890      $     1,980    $     2,070     $     2,160     $     2,250     $    2,340
HS Football-Head Coach                HSHFB    12.0%    $     3,600      $     3,780     $     3,960    $     4,140     $     4,320     $     4,500     $    4,680
HS Volleyball-Head Coach              HSHVB    12.0%    $     3,600      $     3,780     $     3,960    $     4,140     $     4,320     $     4,500     $    4,680
HS Boys Basketball-Head Coach         HSHBBB   12.0%    $     3,600      $     3,780     $     3,960    $     4,140     $     4,320     $     4,500     $    4,680
HS Girls Basketball-Head Coach        HSHGBB   12.0%    $     3,600      $     3,780     $     3,960    $     4,140     $     4,320     $     4,500     $    4,680
HS Wrestling-Head Coach               HSHW     12.0%    $     3,600      $     3,780     $     3,960    $     4,140     $     4,320     $     4,500     $    4,680
HS Track-Head Coach                   HSHT     12.0%    $     3,600      $     3,780     $     3,960    $     4,140     $     4,320     $     4,500     $    4,680
HS Cross Country-Head Coach           HSHCC     8.0%    $     2,400      $    2,520      $    2,640     $     2,760     $     2,880     $     3,000     $    3,120
HS Golf-Head Coach                    HSHG      8.0%    $     2,400      $     2,520     $     2,640    $     2,760     $     2,880     $     3,000     $    3,120
HS Assistant Girls Basketball         HSABBG    8.0%    $     2,400      $    2,520      $    2,640     $     2,760     $     2,880     $     3,000     $    3,120
HS Assistant Football                 HSAF      8.0%    $     2,400      $    2,520      $     2,640    $     2,760     $     2,880     $     3,000     $    3,120
HS Assistant Volleyball               HSAVB     8.0%    $     2,400      $    2,520      $    2,640     $     2,760     $     2,880     $     3,000     $    3,120
HS Assistant Wrestling                HSAW      8.0%    $     2,400      $     2,520     $     2,640    $     2,760     $     2,880     $     3,000     $    3,120
HS Assistant Boys Basketball          HSABBB    8.0%    $     2,400      $     2,520     $     2,640    $     2,760     $     2,880     $     3,000     $    3,120
HS Assistant Track                    HSAT      8.0%    $     2,400      $    2,520      $    2,640     $     2,760     $     2,880     $     3,000     $    3,120
HS Assistant Golf                     HSAG      4.5%    $     1,350      $     1,418     $     1,485    $     1,553     $     1,620     $     1,688     $    1,755
MS Football-Head Coach                MSHFB     7.5%    $     2,250      $     2,363     $     2,475    $     2,588     $     2,700     $     2,813     $    2,925
MS Volleyball-Head Coach              MSHVB     7.5%    $     2,250      $     2,363     $     2,475    $     2,588     $     2,700     $     2,813     $    2,925
MS Boys Basketball-Head Coach         MSHBBB    7.5%    $     2,250      $     2,363     $     2,475    $     2,588     $     2,700     $     2,813     $    2,925
MS Girls Basketball-Head Coach        MSHGBB    7.5%    $     2,250      $     2,363     $     2,475    $     2,588     $     2,700     $     2,813     $    2,925
MS Wrestling-Head Coach               MSHW      7.5%    $     2,250      $     2,363     $     2,475    $     2,588     $     2,700     $     2,813     $    2,925
MS Boys Track-Head Coach              MSHBT     7.5%    $     2,250      $     2,363     $     2,475    $     2,588     $     2,700     $     2,813     $    2,925
MS Girls Track-Head Coach             MSHGT     7.5%    $     2,250      $     2,363     $     2,475    $     2,588     $     2,700     $     2,813     $    2,925
MS Boys Basketball-Asst. Coach        MSABB     5.0%    $     1,500      $    1,575      $     1,650    $     1,725     $     1,800     $     1,875     $    1,950
MS Football-Asst. Coach               MSAF      5.0%    $     1,500      $    1,575      $    1,650     $     1,725     $     1,800     $     1,875     $    1,950
MS Volleyball-Asst. Coach             MSAV      5.0%    $     1,500      $     1,575     $     1,650    $     1,725     $     1,800     $     1,875     $    1,950
MS Track-Asst. Coach                  MSAT      5.0%    $     1,500      $     1,575     $     1,650    $     1,725     $     1,800     $     1,875     $    1,950
MS Wrestling-Asst. Coach              MSAW      5.0%    $     1,500      $    1,575      $     1,650    $     1,725     $     1,800     $     1,875     $    1,950
MS Girls Basketball-Asst. Coach       MSAGB     5.0%    $     1,500      $     1,575     $     1,650    $     1,725     $     1,800     $     1,875     $    1,950
7-12 Asst. Track Practice Coach       ATPC      4.5%    $     1,350      $    1,418      $     1,485    $     1,553     $     1,620     $     1,688     $    1,755
HS Cheer Coach                        HSCH     10.00%   $     3,000      $     3,150     $     3,300    $     3,450     $     3,600     $     3,750     $    3,900
MS Cheer Coach (x2)                   MSCH      3.0%    $          900   $         945   $      990     $     1,035     $     1,080     $     1,125     $    1,170
Vocal Instructor                      VI        5.0%    $     1,500      $    1,575      $    1,650     $     1,725     $     1,800     $     1,875     $    1,950
Instrumental Music                    IM        6.0%    $     1,800      $    1,890      $     1,980    $     2,070     $     2,160     $     2,250     $    2,340
HS Forensics                          HSF       6.0%    $     1,800      $     1,890     $     1,980    $     2,070     $     2,160     $     2,250     $    2,340
HS 3-Act Play                         HS3AP     3.0%    $         900    $         945   $      990     $     1,035     $     1,080     $     1,125     $    1,170
HS Yearbook Sponsor                   HSYS      3.0%    $         900    $         945   $      990     $     1,035     $     1,080     $     1,125     $    1,170
HS Photography                        HSPH      2.0%    $         600    $         630   $      660     $      690      $       720     $       750     $      780
HS Stuco Sponsor                      HSSS      3.0%    $         900    $         945   $      990     $     1,035     $     1,080     $     1,125     $    1,170
HS Kayette Sponsor                    HSKS      2.5%    $         750    $         788   $      825     $      863      $       900     $       938     $      975
FCCLA Sponsor                         FCCLAS    2.5%    $          750   $         788   $      825     $      863      $       900     $       938     $      975
FFA Sponsor                           FFAS      8.0%    $     2,400      $     2,520     $     2,640    $     2,760     $     2,880     $     3,000     $    3,120
National Honor Society Sponsor        NHSS      1.5%    $         450    $         473   $      495     $      518      $       540     $       563     $      585
Freshman Sponsor                      FS       0.50%    $         150    $         158   $      165     $      173      $       180     $       188     $      195
Sophomore Sponsor                     SS        4.0%    $     1,200      $     1,260     $     1,320    $     1,380     $     1,440     $     1,500     $    1,560
Junior Sponsor                        JS        2.0%    $         600    $         630   $      660     $      690      $       720     $       750     $      780
Senior Sponsor                        SES       1.0%    $         300    $         315   $      330     $      345      $       360     $       375     $      390

                                                                  60
MS Yearbook Sponsor                 MSYS        1.5%   $    450    $    473    $    495    $    518    $    540    $    563    $    585
HS Scholar's Bowl Sponsor           HSSBS       1.5%   $    450    $    473    $    495    $    518    $    540    $    563    $    585
MS Quiz Bowl Sponsor                MSQBS       1.5%   $    450    $    473    $    495    $    518    $    540    $    563    $    585
FACS                                FACS        2.5%   $    750    $    750    $    750    $    750    $    750    $    750    $    750
HS Web Page                         HSWP        4.0%   $   1,200   $   1,260   $   1,320   $   1,380   $   1,440   $   1,500   $   1,560
Industrial Arts Maintenance         IAM         2.5%   $    750    $    750    $    750    $    750    $    750    $    750    $    750
Teach Two Buildings                 TTB         1.5%   $    450    $    450    $    450    $    450    $    450    $    450    $    450
Teach Additional Class              TAC        0.50%   $    150    $    150    $    150    $    150    $    150    $    150    $    150
Staff Dev. Facilitator              SDF      10.00%    $   3,000   $   3,000   $   3,000   $   3,000   $   3,000   $   3,000   $   3,000
EHS Counselor Extra Days (20)       EHSCED    daltro   $   4,480   $   4,480   $   4,480   $   4,480   $   4,480   $   4,480   $   4,480
WGS Counselor Extra Days (15)       WGSCED    carnic   $   3,135   $   3,135   $   3,135   $   3,135   $   3,135   $   3,135   $   3,135
EHS Ag Instructor Extra Days (20)   EHSAED   kohrob    $   3,500   $   3,500   $   3,500   $   3,500   $   3,500   $   3,500   $   3,500
Band Extra Day (1)                  BED      coxdar    $    175    $    175    $    175    $    175    $    175    $    175    $    175




                                                            61
                                                  ELLIS USD 388
                                                SICK LEAVE BANK

Members of USD 388 certified and classified staff, upon voluntary written agreement, shall donate one (1) day
sick leave per year to a sick leave bank. Said participating staff members who have depleted their accumulated
sick leave may draw upon the bank as provided:

A.      The sick leave bank policy shall be administered by the superintendent.

B.      Any certificated or classified staff member who joins the bank for the current school year may make
        application for up to thirty (30) additional days of sick leave.

C.      Upon application to the sick leave bank, the requested days shall be allotted to the applicants when
        approved by a committee consisting of two teachers and two board members.

D.      Certificated or classified staff members who meet the requirements may make application to the sick
        leave bank only twice per school year. When applying to the sick leave bank, the total of both
        applications shall not exceed a total of thirty additional sick leave days.

E.      Commencing with the 1999-00 school year and each subsequent year, the number of unused sick leave
        days from the previous year, plus the number of days donated by the certified and classified staff, will be
        credited to the current sick leave bank provided:

F.      Enrollment by certificated and classified staff members has been completed by September 1 each year.

G.      The board agrees to pay certified and classified staff, who meet the requirements, their
        salary for the days that they are gone up to thirty (30) days, minus the cost of the substitute
        for those days.

H.      Additional sick leave days that are granted during the school year to the employee by
        the committee must be used during the school year the request was made. The additional days must
        also be used for the purpose requested only. The employee will deplete their sick leave days first, and
        then begin using the sick leave days granted by the committee. At the end of the school year, any days
        that are unused by the employee will be credited back to the sick leave bank and the employee’s days will
        be zeroed out. At the beginning of the next school year, the employee will be granted the appropriate
        number of sick leave days as per policy.

I.      To be eligible for withdrawing sick days from the sick leave bank during the year, an employee (certified
        or non-certified) must contribute at least 1 day in the year in which he/she requests a withdrawal.

J.      An employee may donate only 1 sick day per year to the bank while his/her personal accumulated sick
        leave is less than 100 days. When an employee’s personal accumulated sick leave has reached the 100
        day maximum, he/she may opt to donate as many as 5 days per year to the sick leave bank.

K.      After an employee has contributed one or more days per year for 10 consecutive years and has not made
        a withdrawal within those 10 years, that employee has the option to quit contributing while remaining
        eligible to draw on the sick leave bank until the time that same employee makes a withdrawal from the
        bank. At the time an employee makes a withdrawal from the sick leave bank, his/her accumulated
        consecutive years of contribution goes to zero.

L.      The years of consecutive contribution is retroactive to the year the sick leave bank began carrying unused
        days over to the next year. Those who have contributed in a consecutive manner since 2000 will be
        credited for their number of consecutive years contributed.

M.      The minimum sick day balance in the bank is 90 days. If requests for sick bank withdrawals are granted
        such that the number of days drops below the minimum within the year, the bank will issue an all-call at
        which time all employees wishing to remain eligible to withdraw from the bank will donate one day per
        year until the minimum balance is reached. The years of contribution are maintained for each individual
        after the all-call if they had not made a withdrawal in that year.




                                                   62
Name of Employee:_____________________________________________

Accumulated consecutive years of contribution:___________ (as of 09-10)

Please choose 1 of the 3 options:
1. I wish to participate in the sick leave bank and donate one (1) sick leave day.

        Check one:               Yes_______        No__________

2. I have participated in the sick leave bank at least 10 consecutive years without a withdrawal and wish
to stay in the sick bank. Choose yes or no to donate 1 day. (Refer to K.)

        Choose one:              Yes _______       No_________

3. I have accumulated the 100 day maximum sick leave and wish to donate ____ days to the sick leave
bank (up to 5 days).

Return to building Principal by August 31, 2010.




                                                   63
                                                     APPENDIX D
                                                    ELLIS USD 388
                                                EARLY RETIREMENT PLAN


Ellis USD #388 will provide an early retirement plan for all of its Certified employees with the following conditions.

Eligibility for all early retirement benefits

1.       A full time certified teacher who has served at least 10 years of full-time service in the district, or currently
         a part-time teacher who has previously served at least 10 years as a full-time teacher in the district.

2.       When the employee’s age and length of service under KPERS total 85 and the employee retires under
         the KPERS plan, or when the employee reaches age 60, but not more than age 64 years of age on or
         before June 30.

Other conditions

1.       Upon retirement, the district will pay the retired employee 10% of their highest salary earned as an
         employee of the district. The district will make this payment for a maximum of five (5) years, or until age
         65 of the employee.

2.       Certified employees wishing to retire early must resign their position in writing by March 8 of the current
         contract year. Teachers choosing to retire must do so in their first year of eligibility or they will forfeit all
         early retirement benefits.

3.       The early retirement payment will be paid as a lump sum payment on July 1, and continue as lump sum
         payments on July 1 for the following years that the employee is eligible.

4.       Upon death of the employee, the remaining payments will be made to the beneficiary that the employee
         chooses. The employee should designate, with the board office, a beneficiary.

         This early retirement plan will be in effect as long as funding of the early retirement plan as deemed by
         the Board is possible. Previous early retirees’ payments would not be affected in the event of the plan
         being terminated.

         This plan will be considered void if it is ever found to be illegal. The district will honor those employees
         retirement plan who are already receiving the benefits.

         This plan will be negotiated on odd numbered years. (i.e. 07-08, 09-10)
         (negotiated May, 2007)




                                                      64
                                                                  APPENDIX E
                                                                 ELLIS USD 388
                                                           EXTRA DUTY PAY SCHEDULE


Volleyball ......................................................................................................... $10.00/Match

Football.......................................................................................................HS $20.00/game
...........................................................................................................JV & JH $15.00/game

Wrestling ...................................................................................................... HS $10.00/dual
......................................................................................................................JH $10.00/dual

Basketball...................................................................................................HS $15.00/game
...........................................................................................................JV & JH $10.00/game

Weight Room Supervisor ......................................................................................$10.00/hr.

Out of Contract Curriculum/Instruction Enhancement ..........................................$15.00/hr.

Detention Supervision ...........................................................................................$10.00/hr.

Saturday School Supervision ................................................................................$18.00/hr.

Substitute Teacher .............................................................................................. $75.00/day

Substituting during planning time....................................................................... sub rate/6.5

Temporary building principal ............................................................................... $15.00/day

Track meets, wrestling tournaments, forensics tournaments, and other student activities
not listed above will be paid at a rate of:...............................................................$10.00/hr.




                                                                        65
                                       APPENDIX F
                                      ELLIS USD 388
                                         2009-2010
                    REQUEST FOR APPROVAL FOR PAYMENT OF COLLEGE HOURS



Degree Program on File □

Semester:                               Deadline:
      Fall                 □            August 15th
      Spring               □            January 15th
      Summer               □            June 1st


NAME OF
COURSE(S):________________________________________________________________________________
_____________________________________________________________


COURSE NUMBER:_____________________ NUMBER OF HOURS:_____________


IS THE COURSE A GRADUATE COURSE?______________


IS THE COURSE IN YOUR MAJOR FIELD?______________


IS THE COURSE IN YOUR TEACHING AREA IN USD 388?______________


DATE SUBMITTING THIS REQUEST:________________




NAME: (sign please) ___________________________________________________________


APPROVED FOR PAYMENT ____________________
NOT APPROVED FOR PAYMENT________________


                                             _____________________________________
                                             SIGNATURE OF SUPT. OF SCHOOLS-USD 388




                                        66
IN WITNESS WHEREOF, the parties have executed this Agreement by their duly authorized representatives as
set out below:

Ellis USD 388 Teacher’s Organization                   Board of Education, Unified School District #388 Ellis
                                                       and Trego Counties


By:_________________________________                   By:____________________________________
        Teacher’s Organization                                     President, USD #388


I, the undersigned, Clerk of the Board of Education, USD #388, do hereby certify that the President of USD 388
was authorized and directed to sign the above and foregoing agreement duly adopted by the Board of Education,
                                   th
USD #388, at a meeting on the 11 day of January, 2010.



                                                               _______________________________________
                                                                      Clerk, Board of Education


I, the undersigned, member of the Ellis USD #388 Teacher’s Organization, do hereby certify that a member of the
organization negotiating team was authorized and directed to execute the above and foregoing contract or
agreement at a meeting held on the 11th day of January, 2010.



                                                                ______________________________________
                                                                 Member, USD #388 Teacher’s Organization




                                                67
                                         UNIFIED SCHOOL DISTRICT #388
                                          Ellis and Trego Counties, Kansas
Step -
Column -
                                           TEACHER'S BASIC CONTRACT

This contract, made and entered into this _____ day of _______, 2009 by and between the Board of Education of
Unified School District No. 388, Ellis and Trego Counties, State of Kansas, herein after called “Board” and
_________________________, herein after called “Teacher”.

The parties hereto agree that Teacher shall be employed by Board as an employee of said Unified School District
#388, Ellis and Trego Counties, Kansas, for the school year 2009-10, as defined and scheduled by Board, which shall
include at least 181.5 duty days of teaching and other assignments as designated by the Board, at the salary of
___________ said year, payable in 12 equal installments, on or about the 21st day of each month commencing
September, 2009 subject to the following terms and conditions:

1. The services to be performed by Teacher hereunder shall be as determined and assigned by Superintendent of
Schools. The Board reserves the right to transfer or reassign Teacher to any other school, or to any educational
project or program of the School District for which Teacher is qualified.

2. This contract is contingent upon Teacher being and remaining certificated during the term of employment
hereunder with respect to the position for which Teacher is employed as provided by law; and in the event Teacher
shall be unable to furnish to and maintain with Board an applicable Kansas instructor’s Certificate to be in full force
and effect during the term of employment hereunder, this Contract shall be null and void or terminated and cancelled.

3. As a condition to entering or continuing employment, Teacher is required to submit a certification of health signed
by a licensed physician, the expense thereof to be borne by Teacher as provided by K.S.A. 1979 Supp. 72-5213.

4. In the event the employment of Teacher hereunder shall be terminated for any reason prior to the expiration of the
school year, the salary as herein before specified shall be adjusted and paid on the basis of an amount which,
together with the compensation heretofore paid, shall bear the same relationship to the total salary above specified
as the number of days of actual duty prior to the effective date of termination shall bear to the number of duty days of
the school year as defined and scheduled by Board.

5. Advancement by Teacher on any salary schedule adopted by Board shall not be automatic, but shall be at the
discretion of Board and shall be based on Teacher’s past performance and other factors deemed relevant by Board.
Failure or refusal by Board to advance Teacher on any salary schedule adopted by Board shall not be the basis of a
grievance by Teacher.

6. In the event Teacher is absent from duty except as herein after specified, deduction shall be made from the salary
for each day of absence as provided by the rules and regulations of Board. Deductions shall not be made in the
event such absence is covered by sick leave or the result of other authorized absence in accordance with and subject
to the rules and regulations of Board.

7. This Contract is subject to the terms and provisions of the Kansas Cash Basis Law and the Kansas Budget Act,
and amendments thereof or supplements thereto respectively.

8. Teacher shall comply with the laws of the State of Kansas and the policies, rules and regulations of the Board
made thereunder.

WITNESS OUR HANDS on the day and year first above written.

                                                                          UNIFIED SCHOOL DISTRICT #388
                                                                          Ellis and Trego Counties, State of Kansas

____________________________                                              By_________________________
Teacher                                                                   President, Board of Education

Attest: ______________________
        Clerk, Board of Education




                                                        68
                                  UNIFIED SCHOOL DISTRICT NO. 388
                                           ELLIS, KANSAS



Evaluation of Personnel Philosophy:

The most important function of a society is the education of its citizens. For this education to be of high
quality, the administrators, the teachers, and the certified staff should expect and desire to be held
accountable for their work with students.

The teacher in Unified School District No. 388, the Ellis School System, holds a major responsibility in
providing quality education as he/she develops an atmosphere of mutual respect among students,
teaching colleagues, parents, and other members of the community. The teacher recognizes the
uniqueness of each student, tailoring an appropriate program to meet the student’s needs, interests, and
abilities. The teacher also works to involve the student in the basic skills needed for daily living and for
solving the problems in an ever-changing world. In summary, the teacher seeks to provide opportunities
for each student to develop a positive self concept, to develop sound self-discipline, to develop an ability
to work with others, to develop an aesthetic appreciation, and to develop a continuous desire for learning.

Evaluation is a continuous process where the administrator and the teacher use formal as well as
informal periods to share individual insights as to how the students, the school personnel, and the lay
citizens do and can share their energies in achieving the goals of the local school system.



Teacher Evaluation Objectives:

            To improve the community confidence in the quality of the teaching staff.
            To assist the evaluator and the teacher in developing specific goals for implementing the
            teacher’s contractual assignments.
            To provide a basis for administrative recommendation and Board of Education decision as to
            the renewal or the termination of a teacher’s contract.
            To improve the instructional program of the school.
            To recognize and commend good performance.
            To provide an opportunity for teacher improvement.
            To provide a structure for keeping records of all evaluative conferences and contracts.
            To establish appropriate methods for the follow up action should a plan of assistance be
            required.
            To provide periodic assessment of the evaluation program and to make the necessary
            revisions.


The Ellis Educator Evaluation Process:

The purpose of the professional educator evaluation process in Ellis Public Schools is to provide quality
instruction that aligns with district goals and objectives. In addition, this process is designed to promote
professional learning that allows educators to continually develop and implement new techniques to
improve their teaching practices and methods. This process provides:

        1. Effective educator evaluation:
               a. Reflects research-based standards
               b. Is systematic and continuous
               c. Embodies standards of excellence
               d. Is cooperatively developed between evaluator and educator
               e. Is continually reviewed and refined to reflect the needs of the organization.

                                                   69
        2. Professional growth results from:
              a. Maximizing strengths and working on areas for growth
              b. Setting realistic goals
              c. Providing resources
              d. Defining responsibilities
              e. Establishing strategies for continuous improvement
              f. Fostering self reflection
              g. Monitoring performance



Professional Educator Evaluation Process Foundation:

The “Framework for Teaching” was selected as the basis for USD #388’s educator evaluation system
because it is researched-based and provides a clearly defined framework to help educators improve their
instruction. The Framework for Teaching, with its 4 domains and 24 specific components, is designed to:
     1. Provide every educator, via the rubrics, valuable feedback to guide their planning for effective
         instruction.
     2. Provide evaluators, via Domains 2 and 3, clear guidelines to assess the components of effective
         teaching that are directly observable in the classroom setting.
     3. Provide educators and evaluators, via Domains 1 and 4, a vehicle for meaningful discussion on
         teaching skills not directly observable in the classroom.

Professional Competency Domains:

        DOMAIN 1: Planning and Preparation (how a educator designs instruction)
        1a.  Demonstrating Knowledge of Content and Pedagogy
        1b.  Demonstrating Knowledge of Students
        1c.  Selecting Instructional Goals
        1d.  Demonstrating Knowledge of Resources
        1e.  Designing Coherent Instruction
        1f.  Assessing Student Learning

        DOMAIN 2: The Classroom Environment (the interactions that occur in the classroom)
        2a.  Creating an Environment of Respect and Rapport
        2b.  Establishing a Culture for Learning
        2c.  Managing Classroom Procedures
        2d.  Managing Student Behavior
        2e.  Organizing Physical Space
        2f.  Managing Technology Use

        DOMAIN 3: Instruction (the heart of teaching---the actual engagement of students in content)
        3a.  Communicating Clearly and Accurately
        3b.  Using Questioning and Discussion Techniques
        3c.  Engaging Students in Learning
        3d.  Providing Feedback to Students
        3e.  Demonstrating Flexibility and Responsiveness
        3f.  Technology Integration

        DOMAIN 4: Professional Responsibilities (the roles outside of those in the classroom)
        4a.  Reflecting on Teaching
        4b.  Maintaining Accurate Records
        4c.  Communicating with Families
        4d.  Contributing to the School and District
        4e.  Growing and Developing Professionally
        4f.  Showing Professionalism




                                                 70
Performance Standards:

           Exemplary
           Evidence of high levels of knowledge, implementation and integration of performance
           standards along with evidence of leadership initiative and willingness to model and/or serve
           as a mentor for colleagues.

           Proficient
           Evidence of increased knowledge, implementation and integration of performance standards.
           Evidence of a clear proficiency and skill in the performance area.

           Basic
           Evidence of basic knowledge and implementation of performance standards. Integration of
           performance standards is not evident. Educator is making progress towards proficiency.

           Unsatisfactory
           Little or no knowledge and minimal implementation of performance standards.
           Does not meet minimal performance standards and needs substantial improvement.

           Domains and rubrics extracted from: Charlotte Danielson, Enhancing Professional Practice-A
           Framework for Teaching and from ETS Pathwise.



Evaluation Procedures:

       1. Awareness and training will be provided about the evaluation process and timeline by the
          administrator within the first 30 days of the school year.

       2. First 2 years of employment: A comprehensive evaluation will be completed twice during
          the school year. This evaluation will be completed within the first 60 days of each semester.

       3. 3rd and 4th years of employment: A comprehensive evaluation will be completed at least
          once during the school year but no later than Feb. 15th.

       4. After 4th year of employment: A comprehensive evaluation will be completed at least once
          every three years but not later than Feb. 15th of the school year in which the educator is being
          evaluated.

       5. Professional Development Action Plan (PDAP): Any educator not being formally evaluated
          through the comprehensive evaluation plan will complete a Professional Development Action
          Plan (PDAP). PDAP goals will be developed collaboratively by both educator and
          administrator within the first 60 days of the school year. This plan will be reviewed by
          administrator and educator by the last contract day of the school year.

       ***The above are minimum requirements and additional evaluations may be given as
       deemed necessary by the administration or Board of Education.

Evaluators:

Evaluations shall be made by the personnel designated by the USD 388 Board of Education.

       1. Teaching staff is to be evaluated by the principal and/or superintendent.
       2. Principals shall be evaluated by the superintendent.
       3. Superintendent shall be evaluated by the Board of Education.




                                                 71
Comprehensive Evaluation Plan:




Step 1: Awareness
       1. Small group or faculty meeting.
       2. Description of the process, timeline, and identification of educators to be evaluated.
       3. Forms and documents will be shared and discussed.
       4. Minimum of two formal observations required per evaluation cycle.
       5. One observation will be scheduled and the other(s) may be scheduled or unscheduled.

Step 2: Pre-Observation/Planning Conference
       1. Face-to-face conference with educator and evaluator. This conference will take place only
           once in each evaluation cycle prior to the scheduled observation.
       2. USD #388 Pre-Observation/planning form to be completed by educator prior to meeting.
       3. Discussion of lesson to be observed and planning form.

Step 3: Classroom Observation #1
       1. A formal observation is defined as viewing one complete classroom lesson.
       2. The evaluator will use USD #388 Classroom Observation Form to collect evidence.
       3. The educator will receive written feedback within 2 school days.

Step 4: Post-Observation/Artifact Conference
       1. Face-to-face conference to discuss scheduled classroom observation #1.
       2. Feedback Form will be shared with educator.
       3. Educator will share a minimum of 4 artifacts as evidence for Domains 1 and/or 4.
       4. Educator Reflection Form will be one of the required artifacts.

Step 5: Additional Classroom Observations
       1. The evaluator will use USD #388 Classroom Observation Form to collect evidence.
       2. The educator will receive written feedback within 2 school days.


Step 6: Final Summative Conference
       1. Final conference to review comprehensive evaluation.
       2. USD #388 Evaluation Summary Sheet will be completed by evaluator and shared with
           educator.
       3. Feedback Form to be shared with educator.
       4. Discussion about strengths and areas for growth.



Professional Development Action Plan (PDAP):

Staff development that improves the learning of all students deepens educators’ content knowledge and
learning strategies. It provides them with research-based instructional strategies to assist students in
meeting rigorous academic standards, and prepares them to use various types of classroom
assessments appropriately.

    1. State the Individual Development Plan Goal that you desire to emphasize this year: (i.e.
       District, Building, Individual, or Service to the Profession Goal).
    2. Target Goal: State the desired learning outcome or impact for students you hope to achieve by
       learning and implementing new content knowledge or learning strategies from the above IDP

                                                 72
       Goal. This target goal is specific to your IDP goal and should not focus on what the educator will
       do but rather on the anticipated or desired outcome of student learning.
    3. Plan of Action: Indicate what steps you will take to attain your target goal. List any college
       classes or workshops that you have attended or any research or topic information relevant that
       provided you with new content knowledge or learning strategies that you would like to use in the
       classroom. List some different ways you plan to incorporate these into your classroom. Do you
       need to collaborate with others to accomplish this? If so whom? Maintain a Log Sheet for
       evidence.
    4. Evidence of Accomplishment: How will you measure success and know if you have impacted
       the students with this new knowledge. Define the criteria you will use in determining how well
       your Target Goal has been achieved.
    5. Service to the Profession: What committees do you serve on in your school or district? Make a
       list. How often do they meet?



Plan of Assistance:
        1. If an educator receives an “Unsatisfactory” rating on any component on the summative
           evaluation, a written Notification of Unsatisfactory Performance will be provided to the
           educator which will include areas requiring improvement.
        2. Educator and administrator will collaboratively develop a Plan of Intensive Assistance. This
           plan will include recommendations for corrective action, list evidence of sufficient
           improvement with a timeline for improvement to be re-evaluated..
        3. After the plan of assistance is completed, a recommendation by the administrator will be
           indicated on the form.


General Procedures:

    1. Whenever an evaluation is made of an educator, the written document shall be presented to the
       educator and the educator shall acknowledge such presentation by his/her signature. The
       educator may respond in writing to the evaluator no later than two (2) weeks after the evaluation
       conference.
    2. Except by order of a court of competent jurisdiction, evaluation documents and responses thereto
       shall be available only to the evaluated employee, the Board, the appropriate administrative staff
       members designated by the Board, the school board attorney upon request by the Board, the
       State Board of Education as provided in K.S.A. 72-7515, the Board and the administrative staff of
       any school to which such employee applies for employment and other persons specified by the
       employee in writing to the Board.
    3. In the event the educator feels that the evaluation by the administrator is inaccurate, unfair, or
       incomplete, the educator may request that the superintendent of schools or designee review the
       educator’s evaluation. Such a request for a review should be made in writing with a copy of the
       request provided to the building administrator. The superintendent or designee shall then review
       all aspects of the evaluation.
    4. Signed copies of the Educator Evaluation Report shall be provided to the building administrator,
       the superintendent or designee, and the educator. If a Plan of Assistance is implemented, this
       document will also be filed in the same manner as the evaluation reports.




                                                 73

				
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