SELECTION OF PERSONNEL - SECURITY CLEARANCE by zyv69684

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									ADMINISTRATIVE PROCEDURE # 401

      SELECTION OF PERSONNEL – SECURITY CLEARANCE

Background

Yellowknife Catholic Schools has a responsibility to ensure the protection and safety of
its students. The careful and appropriate selection of personnel to work within the schools
is the first step in fulfilling this responsibility.

Specifically

1. The Central Office Administration shall ensure that all recruitment and hiring
   practices comply with the relevant Federal and Territorial legislation.

2. All advertisements for employment and job postings shall state that all applicants that
   are not currently employed by Yellowknife Catholic Schools must declare a criminal
   record.

3. All successful applicants will be required to obtain and provide a criminal records
   check before employment is confirmed and will be advised in writing that
   employment is conditional on a satisfactory criminal records check.

4. At the time of hiring, all employees must be:
   a. Provided with a copy of Yellowknife Catholic Schools Code of Ethics for
       employees and a copy of Yellowknife Catholic Schools Mission Statement.
   b. Advised that they are required, if a criminal charge is filed against them, to
       immediately make a report to the Superintendent in writing on the nature of the
       charge.

5. If an applicant who is being considered for employment discloses a criminal record,
   that information must be forwarded to a committee consisting of:

   a. Superintendent
   b. Assistant Superintendent – Learning
   c. Assistant Superintendent – Business
   d. The lead staff member conducting the interview of the applicant to review the
   suitability of the applicant for the position.

6. Decisions to accept volunteers within a school shall be based upon the volunteer’s
   ability to meet the requirements of the role. Volunteers should also be advised that
   they will be subject to monitoring and supervision.


                                            AP #401 – Selection of Personnel – Security Clearance
                                                                                 November, 2007
ADMINISTRATIVE PROCEDURE # 402

                    PROFESSIONAL STAFF ASSIGNMENT

Background

The assignment of professional staff to various positions and locations within
Yellowknife Catholic Schools and individual schools, is critical to the success of the
educational programs and opportunities for students.

Specifically

1. The Superintendent shall assign professional staff within Yellowknife Catholic
   Schools to best achieve educational goals of students, Catholic education, and the
   priorities of the Board.

2. Professional assignment of professional staff by the Superintendent may be appointed
   for specific terms and the basis of the defined needs of Yellowknife Catholic Schools.

3. These procedures shall apply to:

   a. Coordinators.

   b. Instructional leaders and facilitators.

   c. Principals.

   d. Assistant principals.

   e. Classroom, specialist and support teachers.




                                                        AP #402 – Professional Staff Assignment
                                                                                      June 2003
ADMINISTRATIVE PROCEDURE # 403

                           TEACHER EVALUATION

Background

All teachers have a professional responsibility to be involved in a continuous professional
growth process designed to foster growth and the effectiveness of instruction to enhance
student learning. Yellowknife Catholic Schools also strives to assist teachers in
determining their level of performance and in so doing, to build confidence and self-
satisfaction.

Specifically

1. The Superintendent shall develop processes and procedures for the evaluation of the
   performance of individual staff members and the quality of instructional and
   leadership practices through an ongoing formative and summative process in order to
   provide opportunities for growth and development.

1. Teachers will be evaluated in light of the approved philosophy and objectives of both
   Yellowknife Catholic Schools and the individual school community.

2. Each teacher will develop a professional growth plan and provide it to the principal
   prior to October 30th of each school year. The growth plan should be aligned to
   Yellowknife Catholic Schools and school goals and include individual goals,
   strategies, timelines, required resources and supervision requirements.

3. Where the principal has sufficient concerns to identify a teacher as “at risk”, they may
   do so in writing to the Superintendent by December 15. No reference to former
   documentation can be made related to this action. The following must be provided at
   the time the concern is passed on to the Superintendent:

   a. Summary of written documentation related to any meetings with parents and/or
      students that relate to the concerns being brought forward.

   a. Summary of written documentation related to interactions with staff and/or
      administration that relate to the concerns being brought forward.

   c. Dates of when summative evaluation was undertaken and who performed the
      evaluation and a one-paragraph summary of issues and/or concerns identified in
      each of the reports that relate to the concerns being brought forward.

5. Any teacher may appeal their evaluation to the Assistant Superintendent – Learning
   and/or the Superintendent.
6. Where a teacher has been identified as “at risk” or where it is deemed by the
   school administration and/or the Superintendent that appropriate concern exists, a
   teacher shall submit to extraordinary evaluation procedures. This shall consist of
   additional classroom visitations and professional assistance.

7. (a)    Once a tenured teacher has been identified as “at risk”, Yellowknife
   Catholic Schools will endeavour to provide additional support for that teacher
   above and beyond the support normally provided to that teacher’s peers.

   (b)    If concerns persist into a second year, the teacher will be notified by
   December 15 of the second year that the teacher is still at risk and, if deemed
   necessary, will be advised by March 1 of the same school year that the contract of
   employment will not be renewed for the upcoming school year.




                                                            AP #403 – Teacher Evaluation
                                                                              June 2003
ADMINISTRATIVE PROCEDURE # 404

                       TEACHING STAFF REDUCTION
Background

In the event that significant changes may occur within Yellowknife Catholic Schools, it
may be necessary to reduce the number of teachers employed.

Specifically

1. The Superintendent has been delegated the responsibility for following the process
   established for teaching staff reduction and for recommending to the Board those
   tenured contracts of employment that should be terminated.

2. Should changes occur in one or more of the following, the Superintendent may
   determine that there needs to be a reduction in the number of teachers employed in
   Yellowknife Catholic Schools:

   a. Student enrolments – both current and projected.

   b. Government and/or local financial support for education.

   c. Student educational needs.

   d. New and/or revised curricula.

   e. Changes in the function of existing physical facilities.

3. Should it be determined that a reduction in the number of teachers is necessary, the
   Superintendent shall endeavor to first effect the reduction though attrition which may
   be a voluntary:

   a. Resignation.

   b. Retirement.

   c. Leave of absence.

   d. Change in employment status – for example, full time to part time

4. Should voluntary attrition not result in the required reductions, the Superintendent
   shall proceed with the termination of non-tenured teachers.

   a. The appropriateness of the teacher’s academic qualifications and teaching
      experience to the needs of Yellowknife Catholic Schools.
   b. The level of competency based on the basis of written performance appraisals up
      to the previous five years service with the Board.

   c. Where personal qualifications, experience, program needs and competence are
      deemed equal, then seniority with Yellowknife Catholic Schools will be the
      determining criterion.

5. If the required reductions cannot be achieved through voluntary attrition or the
   termination of non-tenured staff, the Superintendent shall proceed with a
   consideration of the termination of tenured contracts of employment. The
   Superintendent will utilize the following criteria to determine which contracts will be
   recommended to the Board for termination:

   a. The appropriateness of the teacher’s academic qualifications and teaching
      experience to the needs of Yellowknife Catholic Schools.

   b. The level of competency based on the basis of written performance appraisals up
      to the previous five years service with the Board.

   c. Where personal qualifications, experience, program needs and competence are
      deemed equal, then seniority with Yellowknife Catholic Schools will be the
      determining criterion.

6. Once the Superintendent has determined which tenured staff will be recommended to
   the Board for termination of contract, the Superintendent shall inform the teacher, in
   writing of:

   a. The recommendation to terminate the contract of employment.

   b. The date, time and location of the Board meeting at which the Board will consider
      the recommendation.

   c. The right of the teacher to attend the Board meeting and make representation to
      the Board.

   d. The right of the teacher to seek representation from the union.

7. The Board has requested that recommendations for termination of tenured contracts
   be submitted at least fifty days calendar days prior to the conclusion of a semester or
   school term. However, should there be circumstances which preclude the fifty day
   notice, the Board will consider the recommendations provided that they comply with
   the legislated provisions.

8. The Board is under no obligation to assign a teacher whose contract of employment
   may be terminated to any vacant position.
                                                            AP #404 – Teaching Staff Reduction
                                                                                     June 2003
ADMINISTRATIVE PROCEDURE #405

     NWTTA PROFESSIONAL DEVELOPMENT FRAMEWORK
                   AND GUIDELINES

      Research and experience have taught us that widespread, sustained
      implementation of new practices in the classrooms, principal’s offices, and central
      offices requires a new form of professional development. This staff development
      not only must affect the knowledge, attitudes, and practices of individual teachers,
      administrators, and other school employees, but it also must alter the cultures and
      structures of the organization.
                                      -Dennis Sparks and Stephanie Hirsh (1997, pp.1-2)

High quality staff development plays an integral part in the operation of a professional
learning community. Standards must be inherent in any system or delivery of
professional development.

The purpose of professional development is to help personnel become more individually
and collectively effective in helping all students achieve the intended results of their
education or learning.

To that end, then, the following represents three key dimensions of an effective and
meaningful professional development program and its component parts.

Content
The content of effective professional development should:
   • Be based on research.
   • Focus on both generic and discipline-specific teaching skills.
   • Expand the repertoire of teachers to meet the needs of students who learn in
      diverse ways.

Process
The process of effective professional development should:
(a) Attend to the tenets of good teaching.
(b) Provide the ongoing coaching that is critical to the mastery of new skills.
(c) Result in reflection and dialogue on the part of participants.
(d) Be sustained over a considerable period of time.
(e) Be evaluated at several different levels, including evidence of improved student
    performance.

Context
The context of effective professional development should:
(a) Be focused on individual schools and have strong support from Central Services.
(b) Be so deeply embedded in daily work that it is difficult to determine where the work
    ends and the staff development begins.
(c) Foster individual and organizational renewal.
As professionals, it is incumbent upon teachers to remain current and informed about
research on effective teaching practices, curriculum changes, new skills necessary for the
teaching of their respective program and different strategies to motivate and enhance
student performance. One of the instructional foci for YCS deals with improved student
achievement. Moving toward excellence in teaching is critical to meeting this goal.
Keeping this in mind, there are many different ways for staff of YCS to access
Professional Development opportunities as indicated in our framework. Each of you is
strongly encouraged to continue to be a life long learner and to participate in the
opportunities that will best meet your needs.

Terms of Reference

In-service - professional development that is directed by Yellowknife Catholic Schools’
Central Office and the Department of ECE. Curriculum implementation/strategy is the
focus.

Orientations - district directed to ensure new staff understand the district/school mission
and focus.

Courses - district arranges post secondary courses to facilitate staff development in the
area of leadership and instructional methodology.

Conferences - Opportunities for learning outside of the district.

Mentorship - Teacher induction program offered to new teachers in the NWT. This
program will be a combination of school and district organized sessions..

Coaching - Opportunities for staff to have one-on-one or small group learning. These
needs may be identified by school administration or individual teachers.

Targeted P.D. - Workshops that address needs or initiatives around the Yellowknife
Catholic Schools Instructional Focus. These will be both school and district based.

Needs Based P.D. - Workshops / planning time identified and requested to address
school level needs.

Personal P.D. - Conferences or learning opportunities offered to staff through their
respective collective agreements.

Teaching & Learning Fund Project - An action-research-based P.D. activity based on a
project that would help improve program delivery, teaching and student achievement.
Teachers may apply once a year to receive monies to complete such projects.
Definition of Professional Development

Professional Development is the continuous advancement of personal and professional
knowledge and expertise that is required to ensure expert teaching in support of student
learning. It is an ongoing process of individual and collective examination of teaching
practice. It engages individuals and groups in a broad range of activities, including
teacher preparation, in-service, individual development, staff development and
organizational development.

YCS believes that:

1.     The continual renewal of knowledge and expertise, through a variety of
experiences, is central to the concept of professionalism.

       a)      Personal and professional development require a lifelong commitment.

       b)     Meaningful professional growth requires substantial time, resources and
       organizational support.

2.     The focus of professional development should be to improve teaching and support
student learning.

       a)   While teachers are central to student learning, all members of the school
       community are partners in the learning process.
       b)      Teachers are at the centre of professional development programs.

3.     Teachers should have the primary responsibility for their own professional
growth.

4.     Professional development is a critical factor in any successful educational reform
or school improvement plan.

5.      Professional development is the key to building effective learning communities
and to enhancing leadership capacity.

6.     While participation in professional development activities is a professional
responsibility, the nature of the participation must be determined by the teacher and be
voluntary.

Context Principles

7.      Professional development embedded in teacher work and teacher knowledge is a
crucial part of the professional life of teaching.

8.     Professional development respects the autonomous professional judgment of
teachers in determining their needs and reflects the unique circumstances in which they
teach.
9.      Professional development considers changes in broad social, economic and
cultural factors and trends.

10.    Professional development initiatives have the strongest impact when supported by
adequate resources (time and money), strong leadership and collaboration.

11.    Professional development operates within and contributes to the development of
collaborative learning cultures.

Content Principles

12.      Professional development enables teachers to develop further expertise in such
critical areas as subject content, teaching strategies and student development.

13.    Professional development requires a balanced approach in which choice is
available and encouraged in relation to identified individual and organizational needs.

14.     Professional development reflects current research in teaching and learning,
school improvement and leadership.

15.    Professional development is responsive to changing contextual variables and
therefore requires constant monitoring and refinement.

16.     Professional development is developed with a coherent long-term plan, based on a
clear vision and includes ongoing follow-up and support.

17.    Professional development nurtures intellectual and leadership capacity of
teachers, administrators and others in the school community.

18.    Professional development builds on teachers’ established knowledge and skills.

Process Principles

19.    Professional development activities respond to needs that have been identified by
the educator and are intended to have an impact on student learning.

20.    Professional development should be affordable, equitable, sustainable and
relevant.

21.    Professional development should be framed in a significant way by an individual
professional growth plan.

22.    Professional development programs benefit from a collaborative, cooperative
approach that includes a variety of providers; including teacher organizations, faculties of
education, departments of education and school boards.
23.    Professional development is reflective, interactive, continuous and encourages
teachers to explore, take risks and think actively about their professional practice.

24.    Professional development programs use a diversity of approaches, processes and
technologies.

In accordance with the NWTTA Collective Agreement, Article 23, the following
outlines professional development expectations for staff and district:

1. Five (5) days in each school year shall be professional development days and such
   days shall not be deemed sessional days for the purpose of this Collective Agreement
   and The Education Act. Such days shall be scheduled by mutual agreement between
   the district and the Superintendent.

2. A Professional Development Planning Committee shall be formed to make
   recommendations on the speakers, subject and content of the five professional
   development days in the school calendar. This Committee will establish the format(s)
   and arrange speakers for district professional development days. The Committee will
   consist of two NWTTA staff members from each school plus the Superintendent
   and/or designate.

3. A professional development fund consisting of three thousand dollars ($3,000.00)
   will be set up by the board to cover costs associated with these five PD days. (Sub
   cost associated with the planning of these days may be deducted from the fund.)

4. A professional development fund consisting of five-hundred dollars ($500) per full-
   time equivalent teacher (part-time teachers will be prorated) for each school year shall
   be used for the professional development of teachers during that year in order to
   continue to improve the quality and relevance of education to students in Yellowknife
   Catholic Schools.

5. This five-hundred dollars ($500) will be held in an individual account for each
   teacher to be used for professional development when the teacher applies/requests use
   of this fund. If there is any unused money left over in a teacher’s account, this is
   carried over into the new school year.

6. If a teachers leaves employment of the board and has unused money left over in their
   account this money will be transferred to the PD committee as outlined above.

7. The fund outlined above shall be divided amongst all schools in proportion to the
   number of full-time equivalent teachers in each school. This fund shall be used for
   teachers' professional development as described below.

8. Each school will set up its own Professional Development Selection Committee. The
   Committee shall do the following:
   a) establish priorities;
   b) select amongst applicants for assistance;
   c) establish the amount of assistance which will be provided to each successful
      applicant;
   d) establish dates and procedures for receiving applications for assistance and dates
      for notifying applicants of the committee's decisions;
   e) establish the necessary administrative procedures; and
   f) provide the Superintendent with a summary of the PD funds used by individual
      teachers.

Professional Development Selection Fund Guidelines

1. Each school’s Professional Development Selection Committee will follow these
   guidelines:

2. Each applicant must fill out a Professional Development Application Form and attach
   a copy of the proposed Conference or PD itinerary/agenda. This is to be submitted to
   the chairperson of the PD Selection committee.

3. The P.D. Committee will be made up of teaching staff members and an
   Administration Representative. The Committee will usually meet at the end of each
   month and deal with all applications received during that month. In special
   circumstances the Committee may meet at other times.

4. PD funds may be accessed:

   •     for registration to the Yellowknife Educator’s Conference
   •     to attend conferences or workshops
   •     to visit other jurisdictions for a specific PD purpose
   •     for PD related to district and school goals
   •     for costs associated with university courses or other summer professional
         development not already fully covered through the contract.

5. PD funds may be accessed up to the maximum amount that you have individually
   accumulated in your PD account plus any new amounts available through the life of the
   contract.

6. Teachers leaving the District with a negative account balance will have to pay back
   what is owed. For example, if a teacher received $1,000.00 the first year and then
   resigns before year two is completed they must pay back a proportional % of the
   money.

7. Teachers who have money left in their accounts after the life of this contract will keep
   those funds in their accounts. Any new PD funds under a new contract will be added
   to the individual teacher’s account.
8. Teachers may use their own air plan points to fly to PD opportunities. However, they
   will not be reimbursed for any air travel expenses other than fees charged to access
   the ticket.

9. It is advisable to gain prior approval from the PD committee before travel and
   accommodation arrangements are made.

10. An application requesting more than two days leave must be approved by the
    Principal before the PD committee will action it.

11. Any application for a discretionary day as part of a PD trip must be directed to the
    Principal for his/her approval.

12. When teachers return from their PD they must submit a YK Catholic Schools Travel
    Expense Form, to the Chairperson of the PD Committee. This must be completed
    within two weeks of returning from the conference and accompanied by a written
    report on their PD sessions.

13. Advances of funds are available through a written request to board. These shall be
    limited to 80% of the lesser of:
    • PD development funds available to the staff member
    • estimated costs

14. The balance will follow once the travel expense form and report has been received.

15. Teachers may be asked to present workshops for staff on knowledge they have
    gained.

16. The Chairperson will advise applicants in writing of the committee’s decision.

17. The majority of committee members must support the application in order for it to be
    approved. The decision of this committee is final but teachers can apply again with
    “new or clarifying” information.

18. It is the responsibility of the NWTTA members on the PD Selection Committee to
    maintain records and accounts. These must be forwarded to Central Services at the
    completion of the school year (June 1st).

The following represents the NWTTA contract wording regarding the PD Selection
Committee:

       23.06 Any teacher selected by his/her school's Professional Development
       Selection Committee for professional development funding shall be automatically
       granted leave by the Board.
       23.07 Any teacher who has received financial assistance from the Professional
       Development Fund shall submit a report to his/her committee and the
       Superintendent within two weeks of return from Professional Development. In
       addition, the teacher may be required by the Professional Development Selection
       Committee to present a workshop regarding the activity. The presentation may be
       delivered in French if the teacher is reporting on an immersion or core French
       activity.

       23.08 The following shall be charged against the Professional Development Fund:
       Teacher expenses while attending workshops, seminars and conferences shall be
       reimbursed from the fund in accordance with each school's Professional
       Development Selection Committee.

       23.09 Any application requesting more than two days leave must be approved by the
       Principal/or designate before the PD Selection Committee will action the request.
       a) A teacher can be granted a max. of two day per year for leave under Article 23
       to be used for Professional Development.
       b) If more than two days per year is granted by the Principal/or designate the
       teacher may be requested to pay from their PD account the cost of a sub over and
       above the two days.
       c) Teachers can accumulate their two PD days (in article 23) up to a max. total of
       five days. This would be done if a teacher had not used their PD leave in Article
       23 for three consecutive school years. This above mentioned teacher would still
       have to receive permission from the Principal/or designate but will not have to
       pay the cost of the sub above the two day if granted leave.
       d) All PD request leaves over four (4) days must be reviewed by the
       Superintendent/or designate.

Professional Development Selection Committee Decision Making Guidelines

Professional development content or material is applicable to teaching assignment.

Circle One:    Clearly Meets Criteria
               Does Not Meet Criteria
Professional development content or material is directly correlated to school goals and
priorities.

Circle One:    Clearly Meets Criteria
               Does Not Meet Criteria
Professional development content or material is directly correlated to district goals and
priorities.

Circle One:    Clearly Meets Criteria
               Does Not Meet Criteria
Professional development content or material addresses an important non-academic need
in the school.
Circle One:    Clearly Meets Criteria
               Does Not Meet Criteria
Professional development content or material is in alignment with personal professional
growth plans or Faith Formation goals. (These plans are confidential and the
administrator responsible on the committee should rate this.)

Circle One:   Clearly Meets Criteria
              Does Not Criteria
The majority of committee members must support application in order for it to be
approved.




                           AP #405 – NWTTA Professional Development Framework & Guidelinies
                                                                        Updated April, 2006
       NWTTA Professional Development Fund Application Form

Name__________________________________________________________

Name of Conference: ______________________________________________

Dates of Conference:_______________________________________________

School Dates Requesting Leave:______________________________________

Place of Conference: _______________________________________________

Please Attach Photocopy of Conference/PD Itinerary

What curriculum areas will this conference address?
_______________________________________________________________

_______________________________________________________________

_______________________________________________________________

How will this conference address the school or district instructional focus?
_______________________________________________________________

_______________________________________________________________

How will this conference benefit students outside of the classroom?
_______________________________________________________________

_______________________________________________________________

When did you last attend a conference through these PD funds?      ___________

Amount of money you are seeking? See Spreadsheet for your $ available___________

Signed__________________________         Date Submitted_________________

Chairperson______________________         Date Received_________________

Approval for more than 2 sub days:
      At cost to school            _________________________________
      At cost to applicant         Principal's Signature

Note: You may respond to questions on a separate attachment if more room is needed.
                           AP #405 – NWTTA Professional Development Framework & Guidelinies
                                                                        Updated April, 2006
SAMPLE NWTTA PD APPROVAL LETTER


(Date)


Dear Staff Member,

RE: Professional Development

I am pleased to inform you that your application to attend professional development, in the
form of the ABC Learning Conference from February 26 – March 1, 2006 in Colorado,
Florida, has been approved by the PD Committee. It is crucial that educators lead by
example in the area of lifelong learning. Thank you for taking the time and effort to develop
yourself professionally for the benefit of our school and students.

A maximum of $_______ will be provided through your PD funds. If you wish to access any
balance of your Learning Together funds, please contact Claudia Parker to do so. Please
contact Debra Kruger at Central Services as soon as possible if you wish to receive an advance
of your PD funds for this conference.

To attend this conference, you have requested four days of leave that has been approved by
the school.

Please take a moment to review the new and revised PD Guidelines attached. These guidelines
outline the district’s expectations surrounding professional development. Also attached is an
expense claim form that will need to be completed and submitted to me with your report and
original receipts when you return. As noted on the back of this expense claim form, car
rentals are to be approved in advance through the Assistant Superintendent-Business.

It is your responsibility to notify the substitute coordinator of your absence so that coverage
can be arranged. Please do this early as it is difficult to hire quality substitute teachers.

Please book your airline ticket through the YCS contract with First Air. Details on booking
through First Air are on the attached sheet. Have a great Conference!

Sincerely,


School PD Committee Chair
Attachments
c      Principal, School
       Assistant Superintendent-Learning
       Office Manager
       School Sub Coordinator

                              AP #405 – NWTTA Professional Development Framework & Guidelinies
                                                                           Updated April, 2006
ADMINISTRATIVE PROCEDURE # 406

                 UNW PROFESSIONAL DEVELOPMENT FUNDS

A Professional Development Fund consisting of seven hundred dollars ($700) per full-
time employee for the period July 1, 2006 to June 30, 2009 shall be used for the
professional development of the employee in order to continue to improve the quality and
relevance of education to students in Yellowknife Catholic Schools.

This amount shall be prorated for regular part time and term employees. Employees who
commence employment after July 1, 2006 shall have this amount prorated.

This seven hundred dollars ($700) will be held in an individual account for each
employee to be used for professional development. If there is any unused money left
over in an employee’s account on June 30, 2009, this amount will be carried over into
that employee’s account. The Employer will maintain records. Employees will be given
a report on their account balance annually.

Applications for Professional Development Funds will be submitted in writing to the
employee’s supervisor for approval. Approval will be provided in writing.

Any employee approved for Professional Development funding shall be automatically
granted a maximum of two (2) days leave. Leave will not be granted on district
professional days, unless in unusual circumstances by the Superintendent.

Any employee who has received funding from the Professional Development Fund shall
submit a report and travel expense claim to his / her supervisor within two (2) weeks of
return from Professional Development. In addition, the employee may be required to
present a workshop regarding the Professional Development.

1. The following District guidelines are to be followed:

   a. The employee’s supervisor must approve attendance at conferences that require
      time from school exceeding two days. A member may be required to pay the
      substitute cost for time beyond two days.

   b. Funds may be advanced prior to attendance up to eighty (80%) percent of the
      lesser of:
      • professional development funds available to the staff member;
      • estimated cost.

   c. A travel expense claim and written report is due within two (2) weeks of return.
      Remaining funds will be released upon completion of the above. Written
      approval/confirmation of all professional development should be copied to the
      Assistant Superintendent - Learning, Assistant Principal in charge of substitutes
      and the Office Manager at Central Services.
   If for some reason the staff member is unable to attend, the professional
   development funds will be returned to Yellowknife Catholic Schools.

d. Staff members who have been approved and who attended a professional activity
   shall submit a claim form to their supervisor, with all original receipts, no later
   than fourteen calendar days following the event. Where personal income tax
   claims are to be made, a photocopy of the original receipt may be provided with
   an explanatory note.

e. Expense claims shall follow District procedures.

       a. Successful applicants may make travel arrangements through the use of
          personal travel points, with the understanding that this cannot be claimed
          as an expense. This will be seen as supplemental to the PD funds.

       b. Approval should be given in order to attend PD activities that address
          areas of individual assignment, school and District goals.

       c. Staff members who receive PD funds should be provided with the
          opportunity to share with other staff members what they have learned.

       d. The employee’s supervisor may approve activities that take place through
          the school year or during the summer.




                                            AP #406 – UNW Professional Development Funds
                                                                       Updated June, 2007
                                                                               June, 2003
ADMINISTRATIVE PROCEDURE # 407

                             ADMINISTRATIVE TIME

Background

It is recognized that school administrators require time for the completion of
administrative tasks and to provide the educational leadership necessary within the school
and Yellowknife Catholic Schools.

Specifically

1. The Superintendent shall determine the amount of administrative time for each school
   in consultation with the principal. The following factors will form the basis for the
   consultation:

   a. The size of the school.

   b. The number of staff.

   c. The number of students.

   d. The programs offered.

   b. The administrative organization.

2. The principal shall provide teaching timetables and administrative responsibilities as
   part of their School Success Plans to the Superintendent.




                                                               AP #407 – Administrative Time
                                                                                  June 2003
ADMINISTRATIVE PROCEDURE # 408

                           SCHOOL SUCCESS PLANS

Background

Each school is required to provide a quality educational program to its students. In order
to ensure that attention is devoted to the role of appropriate planning in meeting this
requirement, each principal must submit a School Success Plan to the Superintendent on
an annual basis.

Specifically

School Success Plan shall contain information on the following elements:

1. School Vision

   The school vision must be aligned with that of Yellowknife Catholic Schools.

2. School Mission

   The School mission must be aligned with the of Yellowknife Catholic Schools.

3. Goals, Objectives and Action Plans

4. Overall Program

        current configurations
        subject time allocations in minutes
        instructional hours per grade / division
        alternative programs
        implementation issues
        early dismissal information
        staff development / inservice / training opportunities
        language or culture

5. Log – record of

        grade and course configurations
        enrollment
        parent concerns
        spirituality
        in-service / training opportunities
        field trips
6. Technology

      Inventory
      Issues
      Plans

7. Administrative Responsibilities

8. Staffing and Timetables

9. Partnerships

10. Spirituality Plan

11. Parent Advisory Committee (PAC)

12. Student Related Issues

13. Major Field Trips

14. Code of Student / Discipline Policies

15. Testing / Achievement Testing (i.e. Grade 3 Reading Inventories, SAIP, Grade 12
    Diploma)

16. Student Support Services

17. Co-curricular Activities

18. Fiscal Related Items

      school budget plans
      student activity funds
      site – based budget recommendations (needs, deficits, plans)

19. Safety Related Items

        emergency evacuation plans
        WHMIS plan
        fire drill schedule
        supervision
        student injury reports
        school emergency response plans


                                                            AP #408 – School Success Plans
                                                                                June 2003
ADMINISTRATIVE PROCEDURE # 409

                      SUPPORT STAFF ASSIGNMENT

Background

Support staff are employed by Yellowknife Catholic Schools and may be placed within
any school or work site depending on the need to provide quality educational
opportunities to the students.

Specifically

1. These procedures shall apply to all Union of Northern Workers (UNW) positions:

2. The Superintendent shall assign support staff within Yellowknife Catholic Schools to
   best achieve the goals of Yellowknife Catholic Schools and the school, Catholic
   education and the needs of students.

3. Support staff may be appointed for a specific term on the basis of defined needs of
   Yellowknife Catholic Schools.

4. Support staff members may request a change in their assignment, to another school,
   through a written submission to the Superintendent with a copy to the principal.

5. In the case of reassignment, the support staff member will be consulted and informed
   as to the reasons for the change by the principal and the Superintendent.

6. A support staff member may only be suspended by the Superintendent.




                                                          AP #409 – Support Staff Assignment
                                                                                   June 2003
ADMINISTRATIVE PROCEDURE # 410

                      SUPPORT STAFF EVALUATIONS

Background

Support staff will be evaluated in order to achieve and maintain a high standard of
performance.

Specifically

1. The Superintendent shall ensure that all support staff have periodic appraisals.

2. Support staff will be evaluated by their immediate supervisor.

3. Written evaluations for support staff must be done prior to the expiration of the
   probation period.

4. Every supervisor shall submit to the Superintendent a listing of evaluations completed
   over the course of the year.

5. Any support staff member may appeal their evaluation to the Superintendent.




                                                           AP #410 – Support Staff Evaluations
                                                                                    June 2003
ADMINISTRATIVE PROCEDURE # 411

                        SUPPORT STAFF REDUCTION

Background

Should there be a significant change in the circumstances of Yellowknife Catholic
Schools, it may be necessary to reduce the number of support staff employed in
Yellowknife Catholic Schools.

Specifically

1. The Superintendent may consider the reduction in the number of support staff
   employed by Yellowknife Catholic Schools if there has been a significant change in
   the following:

   a. Student enrolments – both current and projected.

   b. Government and/or local financial support.

   c. Student educational needs.

   d. New and/or revised curricula.

   e. Changes in the function of existing physical facilities.

2. Should there be a need to be a reduction in the number of support staff, the
   Superintendent shall attempt to effect such a reduction through voluntary attrition
   such as:

   a. Resignation.

   b. Leave of absence.

   c. Change in employment status – for example, full time to part time

3. If the required reduction in the number of support staff can not be achieved through
   voluntary attrition, then the Superintendent will recommend to the Board the
   termination of contracts of employment based upon the following:

   a. The appropriateness of the training and experiential qualifications for the needs of
      Yellowknife Catholic Schools.

   b. Competency will be determined by Yellowknife Catholic Schools Leadership
      Team based upon the written performance appraisals over the past five years.
   c. Where qualifications, experience and competency are determined to be equal,
      then seniority with Yellowknife Catholic Schools will be the determining factor.

4. When a recommendation for the termination of a contract has been made, the
   Superintendent shall inform the support staff members, in writing, of:

   a. The recommendation to terminate the contract of employment.

   b. The date, time and location of the Board meeting at which the Board will consider
      the recommendation.

   c. The right to attend the meeting and make representation to the board.

   d. The right to seek union representation.

5. Recommendations for the termination of contracts of employment should be
   submitted to the Board at least thirty calendar days prior to termination.

6. Yellowknife Catholic Schools is not required to assign a support staff member whose
   contract of employment has been terminated to any vacant position.




                                                          AP #411 – Support Staff Reduction
                                                                                  June 2003
ADMINISTRATIVE PROCEDURE # 412

                            STAFF CODE OF ETHICS
                                    Mission Statement
  In a Christ-centered environment, we are dedicated to supporting responsible, lifelong
                             learners within our community.
                                          Values
                                Through Christ we value:
                                           truth
                                         honesty
                                       compassion
                                         respect
                                       forgiveness
                                         service
                                           Love
                                    “Living the Faith”

                                          Beliefs
We believe that we are a Catholic, Christ-centered community that strives to nurture the
  spiritual, intellectual, emotional, social and physical development of all learners.

Code of Ethics for Catholic School Educators

Preamble:
We in Catholic education stand ready with many contributions to make to the Church and to
the nation as we share the vision and values that inform and inspire our teaching ministry.

This Code of Ethics for an educator in Yellowknife Catholic Schools (YCS) is a guide by
which to examine those values and renew the vision as it relates to our ongoing
commitment to students, parents, community and YCS. "To some has been given the gift
of teaching . . . "
(1 Corinthians 12, 8) This gift carries with it both great responsibilities and great personal
and spiritual rewards. The motivation for having and living a Code of Ethics grows from
our desire to be true professionals who follow a vocation that calls upon us to model
Christian virtues and behavior.

All employees within Yellowknife Catholic Schools will be considered as “ Catholic
educators” in this document. We also believe that anyone called to work within our
system does so as a result of a vocational call.

PRINCIPLE I: COMMITMENT TO THE STUDENT

As Catholic educators within Yellowknife Catholic Schools, we believe that children and
youth, like ourselves, are pilgrim people, making their journey through this life with a
constant focus on the next. We have a special responsibility to encourage each to achieve
his/her maximum potential. We work to stimulate the spirit of inquiry, the acquisition of
knowledge and understanding, and the thoughtful formulation of worthy goals and
values. In fulfilling our vocation as Catholic educators, we commit to the following
principles:
1)       Recognizing, respecting, and fostering the uniqueness and the potential of every child.
2)       Creating and maintaining safe and healthy settings that foster children’s social,
emotional, intellectual, physical, cultural and spiritual development and that respect their
dignity and their contributions.
3)       Helping students learn to relate human culture and knowledge to the Good News
of Jesus Christ and applying these values to daily life.
4)       Engaging with students to help them develop their sense of responsibility to the
world community as well as challenging them to do acts of social justice that are
consistent with the values of the Catholic Church.
5)       Working with students in preparing liturgies, para-liturgies and other religious
activities.

PRINCIPLE II: COMMITMENT TO PARENTS

Parents, the source from whom children and youth derive their values, entrust their
children to Yellowknife Catholic Schools to instruct, complement and intensify the
education and formation begun in the home. We are committed to assist parents in
providing Christian formation and education for their child based upon the teaching of
the Catholic Church. In fulfilling our vocation as Catholic educators, we commit to the
following principles:

1)      Respecting and honoring a parents' right to know, to understand and to share in
decisions that affect the education of their child.
2)      Assisting families in teaching and passing on the Catholic faith and participating
in the parish.
3)      Acknowledging and building upon strengths and competencies as we support
families in their task of nurturing their children.
4)      Respecting the dignity of each family and its culture, customs, and beliefs.
5)      Respecting parents’ rights to make decisions for their child.

PRINCIPLE III: COMMITMENT TO THE COMMUNITY

As Catholic educators within Yellowknife Catholic Schools, we consider the school
district an integral part of the parish and world community whose people it serves, and a
vital force for preparing future civic and Church leaders. In fulfilling our vocation as
Catholic educators, we commit to the following principles:

1)     Promoting the peace of Christ by:
              Modeling peaceful solutions to community conflicts.
              Encouraging a spirit of cooperation
              Helping students develop skills that will enable them to interact with
       society for a better world through constructive Christian leadership within
       Canadian democracy.
              Advocating for the well being of students and their families within our
       community.
              Contributing positively to the neighborhood in which the school is located.
2)     Cooperating wholeheartedly in the continued building of parish life and spirit by:
              Nurturing the relationship between Yellowknife Catholic Schools, the
       parish and the community.
              Assisting with communication of parish resources, needs and events.
              Modeling active participation in my parish or church community.

PRINCIPLE IV: COMMITMENT TO YELLOWKNIFE CATHOLIC SCHOOLS

As Catholic educators we strive to create a Christian environment that promotes sound
moral and professional judgment. Through our spirit of joy, enthusiasm and quest for
life-long learning, we encourage others to join us in our vocational call to work as
Catholic educators by:
        1)      Cooperating wholeheartedly in the continued building of parish life and spirit.
        2)      Establishing and maintaining relationships of trust and cooperation with
        co-workers.
        3)      Safeguarding the exchange of confidential information.
        4)      Refraining from using ones position as a platform for ones own beliefs
        that are not in accord with the school philosophy or Church teaching.
        5)      Maintaining a professional demeanor at all meetings and staff
        development gatherings.
        6)      Assisting in the orientation of educators new to a position and/or school.
        7)      Maintaining and promoting a positive attitude and team spirit among the staff.
        8)      Upholding the authority of the school and staying loyal to the school and
        parish when communicating with parents, students and civic community.
        9)      Presenting a professional appearance in the classroom and at appropriate
        school functions.
        10)     Sharing resources and information with co-workers.
        11)     Modeling a mature faith life by actively participating in my personal faith journey.
        12)     Exemplifying the teachings of Jesus Christ by dealing with children and
        adults in true love and justice.
        13)     Undertake to follow, both in and out-of-school, a lifestyle and deportment in
        harmony with the principles of the Gospels and teachings of the Catholic Church.

Children are the most important gifts God has entrusted to us. As a Catholic educator in
Yellowknife Catholic Schools, I am called upon to see the face of Christ in every person.

_______________________________                              ____________________
Signature of Staff Member                                    Date

_______________________________                              ____________________
Signature of Superintendent                                  Date

                                                                 AP #412 – Staff Code of Ethics
                                                                                    June 2006
ADMINISTRATIVE PROCEDURE # 413

                                    DRESS CODE

Background

All staff of Yellowknife Catholic Schools will dress to reflect the professional nature of
their position and duties during regular business hours with the exception of school
activity or theme days.

Specifically

Yellowknife Catholic Schools leadership teams will be responsible to communicate and
to monitor the dress code.




                                                                        AP #413 – Dress Code
                                                                                   June 2003
ADMINISTRATIVE PROCEDURE # 414

                              LEAVES OF ABSENCE

Background

It is recognized that staff members will be required to be absent from their duties for a
wide variety of reasons. In addition to the provisions in the Collective Agreement,
Yellowknife Catholic Schools has some discretion in the awarding of leaves of absence.

Specifically

1. For all leaves of absence in excess of one-half day, not covered in the Collective
   Agreement, a letter and Leave Approval Form will be submitted to the
   Superintendent. In emergency situations where it is not possible to supply a Leave
   Form, the principal or immediate supervisor should be contacted by phone.

2. In the case of sick leave, the following shall apply:

   a. Sick leave absences in excess of three consecutive days must be supported by
      medical documentation signed by the employee’s physician and provided to the
      principal or immediate supervisor.

   b. The Superintendent may require additional medical documentation for sick leave
      days.

   c. In addition to provisions in the current Collective Agreement, sick leave credits
      may be used by an employee in the case of illness due to pregnancy, provided that
      a medical certificate is forwarded to Yellowknife Catholic Schools Office.

3. In the case of compassionate leave, the Superintendent may grant a leave of absence
   with pay and benefits in the following circumstances:

   a. The death or serious illness of an immediate family member as defined by the
      Collective Agreement shall be governed by the provisions of the Collective
      Agreement.

       The maximum leave under these circumstances is seven working days. Any leave
       beyond seven days is at the sole discretion of the Superintendent and may require
       the employee to pay the cost of substitute or replacement staff for the period of
       such leave.

   b. In the event of a death or serious illness of an extended family member or person
      of significance to the employee, a leave of absence with pay and benefits may be
      granted by the Superintendent under the condition that the employee pays the cost
       of the substitute or replacement staff for the period of such a leave. The employee
       does not qualify for travel benefits under this clause.

   c. All leaves of absence not governed by the Collective Agreement must be
      recommended to the Superintendent by the respective manager or principal
      having supervisory responsibilities over the employee.

   d. Payroll advances may be granted for employees on leave at the discretion of the
      Superintendent.

4. The Collective Agreement shall apply to Special Leave, Maternity Leave and Leave
   to Appear as a Witness or Juror and Negotiation Leave.

5. Other leaves may be granted to staff members under the following conditions:

   a. The Superintendent may grant an employee a leave of absence for a period not
      exceeding five (5) days.

   b. For periods in excess of five (5) days, the approval of the Board is required.

   c. These leaves of absence are considered as falling into one of the following three
      categories:

       i. Leave with Pay

           Such leaves may include personal disaster, circumstance beyond a staff
           member’s control, adoption of a child, paternity, matters related to education,
           for participation in the Arctic Winter Games’ trials and games, parish
           activities and school-related activities.

       ii. Cost of Substitute Deducted from Teacher’s Salary

           Taking into consideration such factors as classroom disruption and the effect
           on the overall school program, leaves may be granted for participation in
           activities or organizations not directly related to education or for participation
           in athletics or fine arts.

       iii. Leave Without Pay

           Taking into consideration such factors as classroom disruption and the effect
           on the overall school program, leaves may be granted for the purpose of
           pursuing other personal interests not related to education.

6. Leave for political purposes shall be granted under the following circumstances and
   conditions:
a. Municipal

   i. a staff member planning to seek an elected municipal office shall inform his
       immediate supervisor and the Superintendent of their intention

   ii. a staff member requiring to be absent from regular duties for the purpose of
       conducting the campaign or carrying out the duties of elected office must
       inform their immediate supervisor and the Superintendent of the dates and
       duration of the absence

   iii. all leaves granted for the purposes of conducting a campaign shall be without
        pay

   iv. if the staff member is elected then all leaves of absence will be without pay

b. Territorial or Federal

   a. a staff member planning to seek a Federal or Territorial elected office shall
      inform their immediate supervisor and the Superintendent of their intention

   ii. a staff member nominated to seek election must apply for leave of absence
       without pay for a minimum period extending from the date when nominations
       are filed officially up to and including the date when the election is held

   iii. a staff member who requires to be absent on days other than those noted in (ii)
        above must apply for a leave of absence without pay specifying the dates on
        which the absence will occur

   iv. a staff member elected to either the Legislative Assembly or the Federal
       Parliament must apply for a leave of absence without pay for the entire term
       of office

   v. the staff member is assured of a position following the termination of their
       office

c. President of NWTTA

   This leave is governed under the provisions of the Collective Agreement.




                                                             AP #414 – Leaves of Absence
                                                                           January, 2007
ADMINISTRATIVE PROCEDURE # 415

                            STAFF DEVELOPMENT
Background
Yellowknife Catholic Schools is a learning organization and is committed to supporting
staff development activities for the Board of Trustees and staff

Specifically
1. As part of a comprehensive program, the Board may negotiate certain aspects of a
   staff development program within the collective agreements with staff members, and
   may, voluntarily enhance the total program from time to time to meet the perceived
   needs of Yellowknife Catholic Schools.

2. The Senior Leadership Team shall encourage all staff members to take a personal
   interest in their own development.

3. All staff members shall attend all meetings and other staff development activities that
   have been planned for them within their normal assigned “on duty” work periods.
   Students may be dismissed in order to meet this requirement.

4. All part-time staff are expected to attend all staff meetings and staff development
   activities, which requires their attendance outside to their normal, scheduled “on
   duty” work time. Such staff will be compensated on a prorated basis. In the case of
   teachers, the pro-ration will be based on a teacher substitute rate.

5. All teachers shall attend regular staff meetings, N.W.T.T.A. conventions, professional
   days, in-services and workshops.

6. All support staff shall cooperate with the administrative staff and other personnel, and
   undertake personal initiative intended to enhance personal development and work
   related competence.

7. A staff development fund has been established for support staff in order to provide
   financial assistance for a wide variety of staff development activities.

8. Support staff development days are at the discretion of Yellowknife Catholic Schools
   and are not provided for in the contract. Support staff may be required to participate
   in such activities.

9. Any staff member that attends a conference, or workshop, outside of Yellowknife
   Catholic Schools, shall submit a minimum one-page summary of that experience to
   the Superintendent in order to share that experience.

                                                                 AP #415 – Staff Development
                                                                                   June 2003
ADMINISTRATIVE PROCEDURE # 416

                    DEFERRED SALARY LEAVE PLAN

Background

The Deferred Salary Leave Plan (The Plan) has been developed to afford an eligible full-
time employee the opportunity to finance a one-year leave of absence without pay by
deferring portions of their regular salary to finance the year of the leave.

Specifically

1. The maximum term of absence under The Plan shall be for a period of one school
   year.

2. Full-time employees who have fulfilled the obligations of any previous forms of leave
   are eligible to participate in The Plan.

3. Two employees will be eligible to participate in The Plan in any given school year.

4. Any employee who is granted sabbatical leave is not eligible to participate in The
   Plan.

5. A participating teacher during the year of leave under The Plan shall not accumulate
   or be entitled to receive teaching experience for salary increments or any other forms
   of leave.

6. An eligible employee wishing to participate in The Plan must submit a request in
   writing to the Superintendent on or before January 31st of the school year preceding
   the school year in which the employee wishes to enter The Plan. The request shall
   include the enrolment date, the intended year of absence and a signed contract which
   has been prepared by the Board. The reasons for the request may also be included.

7. If there are more than two eligible employees wishing to enroll in The Plan in any
   single year, the decision on which to recommend shall be made by a committee
   comprised of:

   a. One representative of the Northwest Territories Teachers’ Association.

   b. One representative of the Board.

   c. The Superintendent.

8. The committee shall establish priorities for the selection prior to beginning
   consideration of which applicants to recommend to the Board. The following criteria
   should be used in establishing priorities:
      a. Seniority.

      b. Previous applications.

      c. Personal interview.

      d. Reasons given.

8.    The Board shall make the final approval of any eligible employee to participate in
      The Plan beginning on the first day of the following school year.

9.    The Superintendent shall inform the employee in writing of the Board’s decision
      on their request to participate in The Plan prior to April 30th.

10.   The Plan shall operate in the following manner:

      a. During each school year prior to the leave of absence, the gross annual salary
      of the employee shall be reduced by the percentage agreed to by the employee and
      the Board through the signed agreement.

      b. The accumulated percentage deducted plus any interest earned minus any
      deductions shall be retained for the employee by MRS Trust to finance the year of
      leave.

      c. An employee may select one of the following options:

         i. 3/4 Plan – 3 qualifying non-leave years, followed by 1 year of deferred leave

         ii. 4/5 Plan – 4 qualifying non-leave years, followed by 1 year of deferred leave

         iii. 5/6 Plan – 5 qualifying non-leave years, followed by 1 year of deferred leave

         iv. 6/7 Plan – 6 qualifying non-leave years, followed by 1 year of deferred leave

      d. The percentage of the gross annual salary the employee and the Board have
      agreed to through the written contract may be amended once per school year.
      Such notice must be given to the Assistant Superintendent – Business thirty days
      prior to the effective date of the amendment.

      e. The percentage of gross annual salary to be deferred in any one year shall not
      exceed thirty percent (30%).

      f. The amount of income tax to be deducted will be based on the actual gross
      salary received by the participating employee during each of the calendar years
      the employee is enrolled in The Plan. This arrangement is subject to assurance
      from Revenue Canada that The Plan is acceptable.

      g. The participating employee will pay income tax on any interest income in the
      year in which it was received.

      h. The deferred salary amounts shall be placed in trust with MRS Trust in the
      employee’s name and shall be administered by MRS Trust.

      i. The participating employee shall indemnify and save the Board harmless
      against any expense, claim or liability ensuing from any administrative service
      performed by the Board.

11.   The payment of the total deferred salary shall be paid to the employee during the
      year of leave by MRS Trust on a monthly basis.

13.   Health and welfare benefits shall be determined for participating employees in
      The Plan as follows:

      a. Any applicable health and welfare benefits computed with reference to salary
      shall be structured according to their full grid salary.

      b. The Board will continue to pay its share of applicable health and welfare
      benefits.

      c. The Board will maintain applicable health and welfare benefits during the
      year of leave provided that the employee assumes the full responsibility of paying
      the total costs for said benefits save those required to be paid by the Board, by
      law.

      d. Housing allowance and transportation “travel assistance” allowance shall not
      be paid during the year of leave.

      e. All moving costs incurred in the year of leave shall be the responsibility of the
      employee.

14.   A participating employee who ceases to be employed by the Board must withdraw
      from The Plan.

15.   In the event that a suitable replacement cannot be hired by March 15 preceding
      the school year in which the leave is scheduled to be taken, the Board may delay
      or defer the year of leave unless the employee is on the six/seven year plan. Such
      a delay or deferral shall not exceed one (1) school year and the employee must
      take the leave at the end of such time or withdraw from The Plan at that time.
16.   A participating employee may not withdraw from The Plan without the written
      approval of the Board. Approval shall not be granted after March 15th prior to the
      school year in which the leave is scheduled to begin. Approval to withdraw from
      The Plan shall only be given where there are exceptional circumstances such as
      financial hardship.

17.   In the event that a participating employee withdraws from the plan, the Board will
      notify MRS Trust of the withdrawal and arrange for a lump sum adjustment equal
      to the deferred salary amount.

18.   Should a participating employee die, the Board shall, within ninety-days (90) of
      written notification of such death, arrange with MRS Trust for payment of the
      employee’s estate subject to the Board receiving necessary clearance and proofs
      normally required for payment to an estate.

19.   A participating employee shall return to duty with the Board for at least one (1)
      year after completion of the leave. The Superintendent shall make an effort to
      return the employee to the same position held prior to the leave being taken. The
      employee shall be reinstated at the same level of entitlement as that which existed
      prior to the commencement of the leave.

20.   Should a participating employee fail to report for duty, without reasonable cause,
      at the beginning of the school year immediately following the year of leave, such
      employee shall be deemed to have resigned from the Board. The participating
      employee shall reimburse the Board for all costs incurred in replacing the
      participating employee during the year of leave.




                                                        AP #416 – Deferred Salary Leave Plan
                                                                                   June 2003
ADMINISTRATIVE PROCEDURE # 417

              JOINT HEALTH AND SAFETY COMMITTEE

Background

This will be left pending further direction – see item 26 in the Notes.
ADMINISTRATIVE PROCEDURE # 418

                             INCENTIVE AWARDS

Background

Yellowknife Catholic Schools appreciates the service of its employees and wishes to
provide recognition for their years of service and upon their retirement from Yellowknife
Catholic Schools.

Specifically

1. Staff will be recognized for every five years of service with a certificate and an
   appropriate gift of recognition. A colleague who knows the recipient very well will be
   selected to present the award.

2. Service does not need to be consecutive for the purposes of an award and shall
   include both active and sabbatical years. Deferred salary leave, leave without pay and
   maternity leave for more than half a school year will not be included. Employment
   for half-time or greater shall be considered as a full year.

3. The awards will be presented at an annual Staff Affirmation & Recognition Evening
   to be held each May. The evening may include a supper, liturgy, silent auction that
   supports an initiative agreed on by the planning committee, awards ceremony and a
   dance.

4. The following award items have been established:

        5 years – Golden Apple Bell
        10 years – Golden Bell
        15 years – Silver Apple Dish
        20 years – Soapstone Carving with engraving
        25 years – A gift with an approximate value of $500.00
        30 years – A gift with an approximate value of $750.00
        Retirement and a minimum of 10 years of service – a monetary gift of $500.00
        Retirement and a minimum of 20 years of service – a monetary gift of
         $1,000.00

5. Article 28 of the Collective Agreement between Yellowknife Catholic Schools and
   the Union of Northern Workers on “Employee Service Recognition” shall also be
   honored. In order for staff to be eligible for monetary pay-outs as outlined in the
   schedule under Article 28, years of service must be continuous.

                                                                 AP #418 – Incentive Awards
                                                                                March 2006
ADMINISTRATIVE PROCEDURE # 419

               EMPLOYEE COMPUTER PURCHASE PLAN

Background

Employees and Board members are provided the opportunity to enter into a contract for
an interest free loan to a maximum of $4,000 toward the purchase of computer
equipment.

Specifically

1. Employees wishing to access an interest free loan for the purchase of computer
   equipment are to contact the Office Manager of the Business Section in central office.

2. Employees shall pay the G.S.T. on the total purchase, plus any amount in excess of
   $4,000 at the time of purchase.

3. Employees may choose to select a one, two or three year period of time over which to
   repay the loan. For example, if the full amount of $4,000 was borrowed over the
   following time periods, the monthly payments would be:

   a. One Year – 12 equal payments of $333.33.

   b. Two Years – 24 equal payments of $166.66.

   c. Three Years – 36 equal payments of $111.11.

4. Employees on any type of leave must submit post-dated cheques to cover monthly
   payments.

5. If an individual ceases to be an employee, the employee must pay back any amount
   outstanding at that time, together with an interest rate of 12 per cent per annum from
   the date employment cease to the time of repayment. Any outstanding amounts may
   be deducted from any monies owed to the employee by Yellowknife Catholic
   Schools.

6. Employees may purchase computer equipment through any supplier they wish.




                                                   AP #419 – Employee Computer Purchase Plan
                                                                       Updated January, 2005
ADMINISTRATIVE PROCEDURE #420

                        CRIMINAL RECORD CHECKS

(1)    TEACHING STAFF

Upon hire and as a condition of employment, all teachers are required to submit a
satisfactory criminal record check. This record check must be less than three months old.

As per the NWT Teacher Qualification Services Policy Regarding the Directive
Governing Criminal Record Checks, an authorization for a criminal record check must be
in the form provided by the Registrar during the recertification process.

(2)    SUPPORT STAFF

Upon hire and as a condition of employment, all support staff are required to submit a
satisfactory criminal record check. This record check must be less than three months old.
An employee must renew their criminal record check every five (5) years.

(3)    VOLUNTEERS – Casual and Regular

Yellowknife Catholic Schools recognizes two types of school volunteers: Casual and
Regular.

Casual Volunteers are the following: parents/adults assisting on day field trips; class
party help; PAC events such as hot dog days, family dances; barbecue helpers; cut &
paste, etc.

Regular Volunteers are those who come into the school on a regular/daily basis and work
in a situation where they are one-on-one with students, remove student(s) from the class
and/or assume responsibility for a small group of students with no teacher or aide present.

Casual Volunteers

All casual volunteers will complete and sign a volunteer log. Each school will maintain a
log. This log will be kept by the school under ATIPP.

Regular Volunteers

All regular volunteers will complete a Volunteer Application form.

All regular volunteers will submit a criminal record check.

This will be completed on an annual basis.
                                                              AP #420 – Criminal Record Checks
                                                                            Updated June, 2007
                                                                                  January, 2006
                              Yellowknife Catholic Schools

                            Volunteer Application Form


Name: ________________________________________________________

Address: ____________________________________________ PC: ________________

Home Phone: _______________________ Work Phone: _________________

Email: _________________________________________

Person to Contact in case of emergency:

_______________________________________________________________________
Name                                                  Phone

Primary Volunteer Interest: ________________________________________

When are you available to volunteer? Days ___ Evenings ___ Weekends ___ Varies ___

Please indicate your past/present volunteer experience (organization and tasks)




Please indicate hobbies, languages spoken, interests, skills:




Note: Regular volunteers must agree to have a security clearance conducted by the
Yellowknife RCMP.



______________________________                _________________________
Signature                                     Date


                                                                AP #420 – Criminal Record Checks
                                                                              Updated June, 2007
                                                                                    January, 2006

								
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