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					D – Personnel
DAA(REGULATION)    EMPLOYMENT OBJECTIVES: EQUAL EMPLOYMENT OPPORTUNITY
DBA(REGULATION)    EMPLOYMENT REQUIREMENTS AND RESTRICTIONS: CREDENTIALS AND RECORDS
DBA(EXHIBIT)       EMPLOYMENT REQUIREMENTS AND RESTRICTIONS: CREDENTIALS AND RECORDS
DBD(EXHIBIT)       EMPLOYMENT REQUREMENTS AND RESTRICTIONS: CONFLICT OF INTEREST
DBE (EXHIBIT)      EMPLOYMENT REQUREMENTS AND RESTRICTIONS: NEPOTISM
DC(REGULATION      EMPLOYMENT PRACTICES
DC(EXHIBIT         EMPLOYMENT PRACTICES
DEA(REGULATION)    COMPENSATION AND BENEFITS: SALARIES, WAGES, AND STIPENDS
DEA EXHIBIT)       COMPENSATION AND BENEFITS: SALARIES, WAGES, AND STIPENDS
DEC (REGULATION)   COMPENSATION AND BENEFITS: LEAVES AND ABSENCES
DEE(REGULATION0    COMPENSATION AND BENEFITS: EXPENSE REIMBURSEMENT
DEE (EXHIBIT)      COMPENSATION AND BENEFITS: EXPENSE REIMBURSEMENT
DFAB(EXHIBIT)      PROBATIONARY CONTRACTS: TERMINATION AT END OF YEAR
DFBB(EXHIBIT)      TERM CONTRACTS: NONRENEWAL
DFE(EXHIBIT)       TERMINATION OF CONTRACT: RESIGNATION
DGB(REGULATION)    EMPLOYEE RIGHTS AND PRIVILEGES: PERSONNEL-MANAGEMENT RELATIONS
DGBA(EXHIBIT)      PERSONNEL-MANAGEMENT RELATIONS: EMPLOYEE COMPLAINTS/GRIEVANCES
DH(EXHIBIT)        EMPLOYEE STANDARDS OF CONDUCT
DI(REGULATION)     EMPLOYEE WELFARE
DI(EXHIBIT)        EMPLOYEE WELFARE
DK(REGULATION      ASSIGNMENTS AND SCHEDULES
DK(EXHIBIT)        ASSIGNMENTS AND SCHEDULES
DL(REGUALTION)     WORK LOAD
DLA(REGULATION)    WORK LOAD: STAFF MEETINGS
DMA(REGULATION)    PROFESSIONAL DEVELOPMENT: REQUIRED STAFF DEVELOPMENT
DMA(EXHIBIT)       PROFESSIONAL DEVELOPMENT: REQUIRED STAFF DEVELOPMENT
DMD(REGULATION)    PROFESSIONAL DEVELOPMENT: PROFESSIONAL MEETINGS AND VISITATIONS
DMD(EXHIBIT)       PROFESSIONAL DEVELOPMENT: PROFESSIONAL MEETINGS AND VISITATIONS
DN(REGULATION)     PERFORMANCE APPRAISAL
DNA(EXHIBIT)       PERFORMANCE APPRAISAL: EVALUATION OF TECHERS
DNB(EXHIBIT)       PERFORMANCE APPAISAL: EVALUATION OF OTHER PROFESSIONAL EMPLOYEES
DPB(REGUALTION)    PERSONNEL POSITIONS: SUBSTITURE, TEMPORARY, AND PART-TIME POSITIONS
EMPLOYMENT OBJECTIVES:                                                                     DAA
EQUAL EMPLOYMENT OPPORTUNITY                                                       (REGULATION)




                The following steps will be taken to ensure equal opportunity employment:

                   1. Interviewers and recruiters will be instructed how to conduct interviews
                      without regard to race, creed, color, sex, religion, marital status, national
                      origin, disability, or age.

                   2. The District's application forms will be reviewed periodically to ensure that
                      all forms are free of requests for information that may constitute unlawful
                      discrimination.

                   3. Reasonable modifications or adjustments to the job application process will
                      be made to enable a qualified applicant with a disability to be considered
                      for employment.




DATE ISSUED: 08/28/1996
UPDATE 13
DAA(REGULATION)-RRM
EMPLOYMENT REQUIREMENTS AND
                                                                                        DBA
RESTRICTIONS:
                                                                                (REGULATION)
CREDENTIALS AND RECORDS


GUIDELINES   The District will maintain a personnel file for each employee, and the following
FOR ACCESS   guidelines will apply.

             An employee or his and her designated representative may inspect the employee's
             file in accordance with the provisions of DBA(LEGAL).
             Requests for access to, or information from, personnel files will be directed to the
             Superintendent or designee. Confidentiality considerations pertaining to sensitive
             information must be observed by the Board and by all supervisors with authorized
             access to such records. Personnel records may be accessed by:

                  1. Administrative personnel designated by the Superintendent.

                  2. Personnel officers.

                  3. The principal or immediate supervisor.

                  4. The Board.

  EMPLOYEE REQUESTS            The custodian of records will make a copy of requested documents
  FOR COPIES                   in an employee's personnel file available within a reasonable time
                               after an employee or designee submits a request, in accordance with
                               District guidelines.

                               A copy of a personnel file or record will not be mailed unless the
                               employee has made such a request in person. The request for a copy
                               to be mailed must be approved by the custodian of records, who has
                               the authority to waive the requirement for an in-person request in
                               the event of a hardship or urgent necessity on the part of the
                               employee.
  PUBLIC ACCESS                Within 14 days after employment with the District begins or ends,
                               each employee and former employee should complete a form
                               indicating his or her choices regarding public release of personal
                               information that may be requested under the Public Information
                               Act. [See DBA(EXHIBIT)]
  RECORDS UPDATE               Each employee will be responsible for keeping personal
                               information accurate and up-to-date and must notify the Human
                               Resource Office of any change of address or credentials.
  CREDITABLE YEARS OF          Within one month after beginning employment with the District,
  SERVICE                      each new employee will be responsible for submitting official
                               documentation of any creditable years of service for purposes of the
                           District determining the appropriate level of compensation.
SUBSEQUENT ACADEMIC        If an employee earns additional college credit hours after a
WORK                       transcript is on file, an official record of the new work must be
                           submitted. A grade report is not acceptable.
PERSONNEL RECORDS          Personnel records will be organized as individual employee files,
                           aggregated employee files, and payroll files, as detailed below.
INDIVIDUAL EMPLOYEE        The following information may be included in individual personnel
FILES                      files:

                              1. Applications

                              2. References

                              3. Credentials

                              4. Service records

                              5. Transcripts

                              6. Contracts

                              7. Records of assignment

                              8. Performance appraisal records

                              9. Personnel action memoranda and forms

                              10. Documentation of continuing education or staff
                                  development

                              11. Leaves and absences reports

                              12. Personal identification and emergency contact information

                              13. Exit interview reports

                              14. Letters of reasonable assurance

                              15. UIL professional acknowledgement forms

                           Medical information, alcohol and drug test information, and
                           criminal history record information will be maintained in a separate,
                           confidential file.
AGGREGATED EMPLOYEE The following personnel records may be maintained in centralized
FILES               files:
                   1. Criminal history record information

                   2. Form I-9

                   3. Post-offer employment physicals for bus drivers

                   4. Alcohol and drug screening test results for bus drivers

                   5. Waivers to obtain alcohol and drug screening tests from
                      previous employers for bus drivers

                   6. Benefit enrollment forms

PAYROLL FILES   The following information may be maintained in payroll files:

                   1. Withholding forms

                   2. Copies of Social Security cards

                   3. Time sheets for nonexempt employees

                   4. Leave administration information

BUS DRIVER      Current alcohol and drug screening test results, as well as such test
CREDENTIALS     results from previous employers, will be required. Driving records
                are also required.

                The District will use the "School Bus Driver's Penalty Point
                System," published by the Texas Department of Public Safety to
                determine eligibility for employment as a bus driver. Any person
                who has accumulated 10 or more penalty points will not be
                considered for employment in a job or position requiring that the
                person drive a motor vehicle used to transport students or District
                property.




                An employee who accumulates 10 penalty points will be ineligible
                to drive school vehicles and will be dismissed.
                          __________________________________________________

                               Note: Contact the Department of Public Safety for the
                               appropriate form to use to check a person's driving record or
                               driver's license validity.

                          __________________________________________________




DATE ISSUED: 06/18/2004
UPDATE 22
DBA(REGULATION)-RRM
EMPLOYMENT REQUIREMENTS AND RESTRICTIONS:                                      DBA
CREDENTIALS AND RECORDS                                                   (EXHIBIT)




                    PUBLIC ACCESS TO EMPLOYEE RECORD INFORMATION



Employee name _________________________________________________________


As a District employee, I understand that some information from my employee records
must be made available to the public if requested under the Public Information Act.
However, I understand that the Public Information Act allows me to choose whether
to keep certain information confidential. Therefore, I am indicating my choices
regarding public release of the following information.




                                                               Public Access?
Home address                                                   [ ] No [ ] Yes
Home telephone number                                          [ ] No [ ] Yes
Social Security number                                         [ ] No [ ] Yes
Information that reveals whether I have family members         [ ] No [ ] Yes



Employee signature ________________________________________


Date _______________________




DATE ISSUED: 07/22/2003
UPDATE 21
DBA(EXHIBIT)-RRM
EMPLOYMENT REQUIREMENTS AND RESTRICTIONS:                                      DBD
CONFLICT OF INTEREST                                                      (EXHIBIT)




See the following pages for forms to be used by employees for disclosing potential
conflicts of interest:


Exhibit A:   Disclosure of Substantial Interest in a Business Entity or
             In Real Property - 2 pages


Exhibit B:   Disclosure of Interest in Property - 2 pages
EXHIBIT A

                           DISCLOSURE OF SUBSTANTIAL INTEREST

                        IN A BUSINESS ENTITY OR IN REAL PROPERTY




STATE OF TEXAS


COUNTY OF DIMMIT


I, _____________________________(name), as an employee of the CARRIZO SPRINGS CISD,
make this affidavit and hereby on oath state the following: I have a substantial
interest in:

[   ]   a business entity, as those terms are defined in Local Government      Code
        Sections 171.001-171.002, that would experience a special economic effect
        distinguishable from its effect on the public by an action of the Board or
        the District. [See BBFA]


        or


[   ]   real property for which it is reasonably foreseeable that an action of the
        Board or District will have a special economic effect on the value of the
        property distinguishable from its effect on the public.

The business entity or real property is (name/address of business or description of
property):
______________________________________________________________________.

I _________________________ have a substantial interest in this business entity or
real property as follows: (check all that apply)

[   ]   Ownership of ten percent or more of the voting stock or shares of the
        business entity.

[   ]   Ownership of ten percent or more of the fair market value of the business
        entity.

[   ]   Ownership of $15,000 or more of the fair market value of the business entity.

[   ]   Funds received from the business entity exceed ten percent of my gross income
        for the previous year.

[   ]   Real property is involved and I have an equitable or legal ownership with a
        fair market value of at least $2,500.

The statements contained herein are based on my personal knowledge and are true and
correct.

Signed this _______ day of ___________________ (month), _______ (year).
____________________________
Signature of employee
______________________________
Title




                                  ACKNOWLEDGEMENT



STATE OF TEXAS


COUNTY OF DIMMIT


Sworn to and subscribed before me on this ______ day of __________ (month),
______(year).


_____________________________________


Notary Public in and for the State of Texas
EXHIBIT B

                         DISCLOSURE OF INTEREST IN PROPERTY

STATE OF TEXAS

COUNTY OF DIMMIT

I, _____________________________(name), as an employee of the CARRIZO SRPINGS CISD,
make this affidavit and hereby on oath state the following:

I have a legal or equitable interest in property to be acquired with public funds,
either by purchase or condemnation.

The property is described as follows:

______________________________________________________________________.


The nature, type, and amount of interest, including but not limited to percentage
of ownership, I have in the property is:

______________________________________________________________________.


The interest was acquired on ___________________________ (date).


I swear that the information in this affidavit is personally known by me to be
correct and contains the information required by Section 553.002, Government Code.

Signed this ________ day of __________________ (month), _______ (year).

______________________________________
Signature of Affiant
                                  ACKNOWLEDGEMENT

STATE OF TEXAS

COUNTY OF ________________________________

   BEFORE ME, ___________________(here insert the name and character of the officer
administering the oath) on this day personally appeared
_____________________________ (affiant) known to me (or proved to me on the oath of
________________________ or through _________________) (description of identity
card or other document) to be the person whose name is subscribed to the foregoing
instrument and acknowledged to me that he executed the same for the purposes and
consideration therein expressed.

   Given under my hand and seal of office this _______ day of
___________________ (month), _____________ (year).


_____________________________________


Notary Public in and for the State of Texas




NOTE: This affidavit should be filed with the Superintendent or Board President
atleast ten days before the date on which the property is to be acquired by the
District.
EMPLOYMENT REQUIREMENTS AND RESTRICTIONS:                                                       DBE
NEPOTISM
(EXHIBIT)

These illustrations depict the relationships that violate the nepotism law.

CONSANGUINTY            Board member is prospective employee’s:
(Blood) Kinship

         First Degree          Parent                   Child


      Second Degree         Grandparent               Grandchild       Sister/Brother


        Third Degree     Great-Grandparent       Great-Grandchild       Aunt/Uncle      Niece/Nephew


AFFINITY                Board member’s spouse is the prospective employee:
(Marriage) Kinship
                                                 OR

                        Board member’s spouse is prospective employee’s:

                                                 OR

                        Prospective employee’s spouse is the Board member’s:

             First Degree               Parent                       Child


           Second Degree           Grandparent                     Grandchild           Sister/Brother

NOTE:      The spouses of two persons related by blood are not by that fact related. The affinity
           chart supposes only one affinity relationship between the Board member and prospec-
            tive employee through either of their spouses.
EMPLOYMENT PRACTICES                                                               DC
                                                                         (REGULATION)


VACANCY NOTICES Notice of a vacancy may contain:

                       1.   A description of the job functions.
                       2.   Criteria or credentials essential for qualification.
                       3.   A list of dates for filing the application.
                       4.   Deadlines for interviews and the selection announcement.
                       5.   The effective employment date.
                       6.   The name of the person to contact for information and
                            interview.

                    Job vacancies must be posted for a minimum of __10___ workdays.
                    Posting will be in the principal's office, in the faculty area, and on the
                    central office bulletin board. Posting and further recruitment will not be
                    required in cases where the Superintendent or designee recommends
                    filling a position by promoting a District employee.
RECRUITMENT         Vacancies will be open to all applicants, including employees in the
                    District. District employees who apply and are eligible for a position
                    will be considered with other applicants.

                    Applications will be addressed/directed to the Superintendent or
                    designee either in person or by letter. Reasonable accommodations will
                    be made for qualified persons with disabilities to ensure equal
                    opportunity in the application process. Applications must not be made
                    directly to the Board.
PROCESS FOR         The employment process for professional, contractual personnel will be
EMPLOYMENT OF       as follows:
CONTRACTUAL
PERSONNEL              1. Professionals seeking employment will file completed
                          applications on forms furnished by the District and submit
                          complete college and certification credentials.
                       2. After the screening process, the Superintendent or designee will
                          invite selected applicants for initial interviews. Principals will
                          interview the candidates recommended by the initial interviewer
                          for positions on their campuses and will report their choices to
                          the Superintendent or designee.
                       3. Prior to the Superintendent making a recommendation to the
                          Board for employment, a thorough investigation will be made
                          of the applicant's education, experience, and other qualifications
                          related to the position. Such investigation will include obtaining
                          information from school and college officials, former
                          employers, and placement offices, conducting a criminal history
                          record check, and making inquiries concerning competence,
                              general character, and citizenship.

PROCESS FOR    When a job vacancy occurs for a noncontractual staff position, current
EMPLOYMENT OF  applications on file will be considered and screened for the best-
NONCONTRACTUAL qualified applicants.
PERSONNEL
               Applications will be maintained in the office of the Human Resource
               Department. Interviews of applicants will be conducted by the
               department head and his/her committee when a vacancy occurs.

                       Consideration will be given to each applicant based on the ability to
                       perform job duties, attendance record, dependability, past evaluations,
                       experience, and other criteria that may be required. The committee will
                       recommend the final candidate applicants chosen to the Superintendent
                       for approval or for recommendation to the Board, in accordance with
                       DC(LOCAL).
CRIMINAL HISTORY To obtain the criminal history records of applicants, the following
RECORDS          procedures will apply:

                          1. Applicants will be notified by means of an addendum to the
                             application that the District is authorized to obtain a criminal
                             history record on applicants it intends to employ.

                          2. Once the application and addendum are completed, the criminal
                             history record information addendum will be detached and kept
                             in a place separate from the application.

                       An employee will be assigned to maintain the criminal history record
                       information addenda, to conduct the criminal history record checks,
                       and to interpret the information received. This employee is required to
                       distinguish between arrests and convictions and to report to the
                       interviewer only a conviction history relevant to the job for which the
                       applicant has applied. The interviewer will be given access only to
                       those convictions relevant to the job for which the applicant has applied
                       and will not have access to the criminal history record information
                       addendum.
ADDITIONAL             Each person who applies to be a bus driver will additionally be required
REQUIREMENTS           to:
FOR BUS DRIVERS
                          1. Sign a notice giving the District permission to obtain alcohol
                             and drug testing results from previous employers for two years
                             prior to the date of application.
                          2. Undergo pre-employment drug testing, in accordance with
                             federal regulations and District policy.




DATE ISSUED: 07/22/2003
UPDATE 16
DC(REGULATION)-RRM
EMPLOYMENT PRACTICES                                                                   DC
                                                                                  (EXHIBIT)


See the following pages for forms and information addressing interviewing, hiring, and
terminating employees:

Exhibit A: Employment Application for Professional Personnel — 1 page

Exhibit B: Employment Application for Substitute Teacher — 1 page

Exhibit C: Employment Application for Service and Support Personnel — 1 page

Exhibit D: Addendum for School Bus Driver Applicants — 1 page

Exhibit E: Criminal History Record Information Addendum — 1 page

Exhibit F: Interview Summary Form – Administrator Sample — 1 page

Exhibit G: Interview Summary Form – Teacher Sample — 1 page

Exhibit H: Interview Summary Form – Service/Support Personnel Sample — 1 page

Exhibit I: Personnel Recommendation to Superintendent or Board — 1 page

Exhibit J: Exit Interview Form — 2 pages

Exhibit K: Acknowledgement of Electronic Distribution of Policies — 1 page




DATE ISSUED: 07/22/2003                                                                  1 of 1
UPDATE 21
DC (EXHIBIT)–RRM
EMPLOYMENT PRACTICES                                                                    DC
                                                                                  (EXHIBIT)
EXHIBIT A

Please see the following Web address for a PDF file of the Employment Application for
Professional Personnel:

http://www.cscisd.net/Admin_Offices/hr/apps/Professional_Application..pdf




DATE ISSUED: 07/22/2003                                                                 1 of 1
UPDATE 21
DC (EXHIBIT)–RRM
EMPLOYMENT PRACTICES                                                                 DC
                                                                                (EXHIBIT)
EXHIBIT B

Please see the following Web address for a PDF file of the Employment Application for
Substitute Teacher:

http://www.cscisd.net/Admin_Offices/hr/apps/Substitute_Application.pdf




DATE ISSUED: 07/22/2003                                                                 1 of 1
UPDATE 21
DC (EXHIBIT)–RRM
EMPLOYMENT PRACTICES                                                                  DC
                                                                                (EXHIBIT)
EXHIBIT C
Please see the following Web address for a PDF file of the Employment Application for Service
and Support Personnel:

http://www.cscisd.net/Admin_Offices/hr/apps/Paraapplication.pdf




DATE ISSUED: 07/22/2003                                                                1 of 1
UPDATE 21
DC (EXHIBIT)–RRM
EMPLOYMENT PRACTICES                                                                DC
                                                                               (EXHIBIT)
EXHIBIT D

Please see the following Web address for a PDF file of the Addendum for School Bus Driver
Applicants:

http://www.cscisd.net/Admin_Offices/hr/apps/Bus_Driver_Application.pdf




EMPLOYMENT PRACTICES DC                                                              1 of 1
(EXHIBIT)
DATE ISSUED: 07/22/2003
UPDATE 21
EMPLOYMENT PRACTICES                                                                     DC
                                                                                    (EXHIBIT)
EXHIBIT E

                CRIMINAL HISTORY RECORD INFORMATION ADDENDUM
                                 CONFIDENTIAL*


The Carrizo Springs CISD is authorized by Texas Education Code 22.083 to
obtain criminal history record information on persons the District intends to employ. The
information requested below is necessary to obtain criminal history record information.

Please print:

Full name (Last)_____________________(First)_____________________(Middle)_______

Social Security number ______________________ Date of birth ___________________

Sex: [ ] Male [ ] Female Ethnicity: [ ] Black [ ] White/Other

I understand the information I am providing about age, sex, and ethnicity will not be used to
determine eligibility for employment but will be used solely for the purpose of obtaining criminal
history record information.


Signature _________________________________________ Date ______________
*This form will be removed from the application and filed separately.




EMPLOYMENT PRACTICES DC                                                                     1 of 1
(EXHIBIT)
DATE ISSUED: 07/22/2003
UPDATE 21
EMPLOYMENT PRACTICES                                                         DC
                                                                        (EXHIBIT)
EXHIBIT F

                             INTERVIEW SUMMARY FORM
                               ADMINISTRATOR SAMPLE

Applicant _________________________________ Position __________________

Interviewer _______________________________ Date ____________________

Characteristics                         Rating                  Comments
                                    High 3 2 1 Low
1. Education

2. Experience

3. Communication skills

4. Planning and organizing

5. Educational leadership

6. Supervision

7. Management

8.

9.

10.

                                   Overall Summary




DATE ISSUED: 07/22/2003                                                      1 of 1
UPDATE 21
DC (EXHIBIT)–RRM
EMPLOYMENT PRACTICES                                                               DC
                                                                              (EXHIBIT)

EXHIBIT G
                                  INTERVIEW SUMMARY FORM
                                      TEACHER SAMPLE

Applicant _________________________________             Position ____________________
Interviewer _______________________________             Date ______________________


Characteristics                            Rating                    Comments
                                       High 3 2 1 Low
1. Education

2. Experience

3. Communication skills

4. Planning and organizing

5. Content knowledge

6. Creativity and instructional
   techniques

7. Classroom management

8. Enthusiasm and attitude

9.

                                      Overall Summary




DATE ISSUED: 07/22/2003                                                           1 of 1
UPDATE 21
DC (EXHIBIT)–RRM
EMPLOYMENT PRACTICES                                                          DC
                                                                         (EXHIBIT)
EXHIBIT H
                               INTERVIEW SUMMARY FORM
                          SERVICE/SUPPORT PERSONNEL SAMPLE

Applicant _________________________________          Position ____________________
Interviewer _______________________________          Date ______________________



Characteristics                         Rating                    Comments
                                    High 3 2 1 Low
1. Education/Training

2. Experience

3. Communication skills

4. Dress and grooming

5. Enthusiasm and attitude

6.

7.

8.

9.

10.

                                   Overall Summary




DATE ISSUED: 07/22/2003                                                       1 of 1
UPDATE 21
DC (EXHIBIT)–RRM
EMPLOYMENT PRACTICES                                                      DC
                                                                     (EXHIBIT)
EXHIBIT I

              PERSONNEL RECOMMENDATION TO SUPERINTENDENT

                             Committee Recommendation Form

Committee recommendations for:    _________________________   _____________
                                         Position                   Date




The following are the recommendations of the committee:


       1. _________________________________________


       2. __________________________________________


       3. ___________________________________________



       ____________________________________
       Interview Committee Member



       ____________________________________
       Interview Committee Member



       ____________________________________
       Interview Committee Member
EMPLOYMENT PRACTICES                                                              DC
                                                                             (EXHIBIT)
EXHIBIT J
                      Carrizo Springs C.I.S.D.
                                 Exit Transition
____________________________    ____________________             __________________
Administrator                   Last date of Employment          Date of Review
Areas of responsibility:
______________________________________________________________________________
______________________________________________________________________________
Transition of major projects (please explain):
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Other:
________________________________________________________________________
______________________________________________________________________________

                                  Exit Clearance
Instructional Dept:      _______________________                        Finance     Dept:
____________________________
                Signature                                 Signature

Technology Dept: ________________________                   Inventory      Reconciliation:
__________________
               Signature                                                Signature

Person receiving keys: ____________________
                       Signature

____________________________________                      ________________________
Signature of Person Leaving                               Date

____________________________________                      ________________________
Administrator Providing the Clearance                     Date

____________________________________                      ________________________
Executive Director for Human Resources                    Date
EMPLOYMENT PRACTICES                                                                     DC
                                                                                    (EXHIBIT)

EXHIBIT K

           ACKNOWLEDGEMENT OF ELECTRONIC DISTRIBUTION OF POLICIES

I hereby acknowledge that I have been offered the option to receive a paper copy or to
electronically access at ___________________________ (District’s Web address) the Board
policies regarding employment as required under Education Code 21.204(d) and the Board
policies regarding student discipline as required under Education Code 37.018.

I have chosen to:

[ ] Receive a paper copy of the policies.

[ ] Accept responsibility for accessing the policies through an accessible District computer
and printer.

I have been trained to access these policies from the District’s Web page and understand
that if I have any questions regarding these policies, I should direct those questions to
(phone number or e-mail address) ______________________________ (principal or
supervisor) at _____________________.

Employee signature __________________________________________

Campus ____________________________________________________

Date __________________




DATE ISSUED; 07/22/2003                                                                    1 of 1
UPDATE 21
DC (EXHIBIT)-RRM
COMPENSATION AND BENEFITS:                                                          DEA
SALARIES, WAGES, AND STIPENDS                                               (REGULATION)


RECORDS           The District will maintain in the central payroll office weekly time records
                  on all nonexempt employees. Records will indicate all hours worked,
                  including compensatory time earned and used. Weekly time records must
                  be verified by the supervisor and the employee and submitted to the payroll
                  office on designated dates. All payroll records, including time records, will
                  be maintained for a period of three years and will be made available for
                  inspection by government authorities upon request.
OVERTIME          Nonexempt employees will receive compensation, either monetarily or in
                  time, for all hours actually worked in excess of 40 hours per week. Prior to
                  working overtime, employees will be informed whether the overtime is to
                  be compensated monetarily or in time. Hours of sick leave, personal leave,
                  or vacation time will not be considered time worked. Hours in excess of
                  eight per day will not be considered overtime unless the total exceeds 40
                  hours actually worked within the particular week.
                  All overtime worked must be approved by a supervisor in advance.
                  Supervisors are responsible for preventing unauthorized overtime.
                  Employees who work unauthorized overtime may be subject to disciplinary
                  action.

                  Overtime will be calculated by multiplying hours worked in excess of 40
                  by one and one-half times the regular hourly rate of pay. If a nonexempt
                  employee has more than one nonexempt job in the District, hours will be
                  combined for calculating overtime; if the level of compensation differs,
                  compensation for any overtime will be based upon a weighted average of
                  the hourly rates in the two positions.
COMPENSATORY Overtime may be reconciled as compensatory time off at the same time-
TIME         and-a-half rate, and may be accrued as compensatory time to a maximum
             number of hours established in policy DEA(LOCAL). At the end of each
             fiscal year, the District will pay each nonexempt employee for any
             accumulated, unused compensatory time.
SUPPLEMENTAL Nonexempt employees who are assigned supplemental duties will be paid
DUTY PAY     on an hourly basis, including overtime compensation when hours exceed
             40 in a workweek. The hours worked in supplemental duties will be
             combined with the hours worked in the regular job assignment for
             determining the total hours worked each week.



DATE ISSUED: 06/18/2004
UPDATE 22
DEA(REGULATION)-RRM
COMPENSATION AND BENEFITS:
SALARIES, WAGES, AND STIPENDS
                                                                         DEA
                                                                    (EXHIBIT)




See the following pages for forms that address issues related to employee
pay:


Exhibit A:   Supplemental Pay Schedule - 2 pages


Exhibit B:   Request for Approval of Overtime - 1 page
EXHIBIT A


                           SUPPLEMENTAL PAY SCHEDULE


According to the compensation schedule adopted by the Board, the District has
established supplemental pay for additional assignments, as provided below:

Department Head/Curriculum Contact/Grade Level Chairperson
        High School                           Junior High
        Math                   $1,500         Math                   $1,500
        English                $1,500         English                $1,500
        Science                $1,500         Science                $1,500
        Social Studies         $1,500         Social Studies         $1,500
        Vocational Ed.         $1,000         Electives              $ 750
        Spanish                $ 500

      Carrizo Springs Elementary              Carrizo Springs Intermediate
      PK                      $1,500          5th                   $1,500
      K                       $1,500          6th                   $1,500
      1st                     $1,500
      2nd                     $1,500          Asherton & Big Wells
      3rd                     $1,500          Prek3-2nd              $1,500
      4th                     $1,500          3rd – 6th              $1,500
Extra Curricular
      High School                             Junior High
      NHS                     $1,000          Student Council        $ 500
      Student Council         $1,000          Cheerleading           $ 600
      Cheerleading            $1,000          Yearbook               $1,000
      Drill Team(Dance)       $1,000          Art                    $ 600
      ROTC                    $1,000          Drill Team             $ 500
      Yearbook                $1,500
      BPA                     $ 500           Carrizo Springs Intermediate
      Future Teacher Chapter $ 500            Yearbook              $ 600
      Law Enforcement Club    $ 500
      Project Grad            $ 500           Carrizo Springs Elementary
                                              Yearbook              $ 500

Computer Technologist
      High School             $1,000          CSE                    $1,000
      Junior High             $1,000          AE                     $ 500
      CSI                     $1,000          BWE                    $ 500

District Librarian Coordinator
      High School              $5,000

District Wide Gradespeed Coordinator          $3,500

Counselors – above teacher pay (plus $1,000 for Master’s degree)
      High School (2)         $2,000
      All others              $1,500
EXHIBIT A (Continued)

Mentor Teachers
      One Teacher             $ 250
      Two Teachers            $ 350
      Three Teachers          $ 450
      Stipend to be paid in May after all required observations have been
      Turned in.

Band Stipends
      Head Band Director        $7,000
      Asst. Band Directors      $5,000
      Flags                     $2,000

Coaching
High School Coaches:                      HS Assistant Coachers:      $3,750
Head coaches and coordinators   $4,500          Basketball
      Off./Def. Coordinators                    Baseball
      Baskeball                                 Football
      Football                                  Softball
      Softball                                  Track
      Track                                     Volleyball
      Volleyball
      Exceptions:
      Head cross country        $4,000
      Powerlifting              $4,000
      Golf                      $2,500
      Tennis                    $2,500

Junior High School Coaches:
Head coaches:                   $3,750    Assistant Coaches:         $2,500
      Basketball                                Basketball
      Football                                  Football
      Track                                     Track
      Volleyball                                Volleyball

Other teaching stipends
Math Certified/Teaching Math                             $1,000
Science Certified/Teaching Science                       $1,000
Bilingual/ESL Certified/Teaching Bilingual/ESL           $1,000
SpecialEducation Certified/Teaching self-contained       $1,500
Special Education Resource                               $1,000
Extra Class (per semester)                               $1,000

Teacher Extra Duty Pay
Teaching students                         $25 per    hour
Receive staff development                 $15 per    hour
Present staff development                 $35 per    hour (max. $200 per day)
Homebound teacher                         $25 per    hour plus mileage
Coaches who are certified to drive bus    $400




                                                        Board Approved 10/2005
EXHIBIT B


                              OVERTIME REQUEST AND APPROVAL

Date: _________                     Employee Name: _____________________________

Dept: _________________________                Campus: ___________________________

Permission To Work ______ Hours On_______________________________________


Compensatory Time Credits_________
Overtime Pay             _________
Make-up Time             _________


Request Prepared By: ____________________________________________________

Reason For Request: _____________________________________________________

_________________________________________________________________________

_________________________________________________________________________

_________________________________________________________________________

Supervisor Approval: ___________________________________________
                                                     Date

Account Code: __________________________________________________

Supervisor approving overtime pay must have necessary funds in the budget to cover expenses.

HR Approval By: ___________________________               Date: ____________________

HR Denied By: _____________________________               Date: ____________________

Reason: _____________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________


THIS FORM IS TO BE TURNED IN TO THE PAYROLL OFFICE WITH TIME SHEET FOR
EACH PAY PERIOD.


cc: Superintendent (After all parties have signed)
COMPENSATION AND BENEFITS:                                                       DEC
LEAVES AND ABSENCES                                                      (REGULATION)



GUIDELINES   The following guidelines will apply when employees are absent from duty:

                1. In accordance with DEC(LOCAL), a request for discretionary leave
                   (Exhibit A), must be submitted to the principal or immediate
                   supervisor three days before the anticipated absence.

                2. In accordance with DEC(LOCAL), an employee absent five
                   consecutive days for personal illness or for illness in the immediate
                   family must submit appropriate medical documentation to the
                   principal or immediate supervisor.

                3. For nondiscretionary absences, an employee must notify the principal
                   or campus secretary by 7:00 a.m. on the day of absence so
                   arrangements can be made for a substitute.

                4. Available leave benefits will be reported to each employee by
                  the payroll office at the beginning of each school year.

               5. A new employee will not be eligible for sick or personal leave
                  until he or she has completed at least one whole workday in the
                  District.

               6. A record of leaves and absences will be kept in the payroll office.




DATE ISSUED: 06/07/2000
UPDATE 17
DEC(REGULATION)-RRM
COMPENSATION AND BENEFITS:                                                       DEC
LEAVES AND ABSENCES                                                          (EXHIBIT)
See the following pages for forms providing documentation related to leaves and absences:

Exhibit A:    Leave Request – 1 page

Exhibit B:    Physician’s Statement – 1 page

Exhibit C:    Employee Request for Foreseeable Family and Medical Leave – 1 page

Exhibit D:    Status Report of Request for Temporary Disability Leave – 1 page

Exhibit E:    Disposition of Request for Temporary Disability Leave – 1 page




DATE ISSUED: 04/19/1999                                                                 1 of 1
UPDATE 16
DEC (EXHIBIT)-RRM
EXHIBIT A

                                             LEAVE REQUEST

NAME __________________________________                SOC.SEC. # _________________ CAMPUS _____________

     1                     3                            5              6                  8                J
Personal            Family Illness             Personal Business    Vacation        Excused Personal     Jury
 Illness           Death in Family              (Without Pay)                          Business          Duty

     A                            C                             D                  K-1                  K-2
Overtime Hrs.                  Comp. Hrs.                   Comp. Hrs.         School Business      School Business
 Requested                     Requested                      Taken              In District         Out of District

Date(s) – Hours Requested and Taken for Overtime and Comp. Time or Other Reason Listed
Date(s) for which leave is requested (in case of partial day, show time from and to a.m./p.m.)
If no substitute needed place (n/a) in box and leave SS# blank.
Name of Substitute(s)                Sub’s Soc. Sec. # (if used)          Date(s)    Day(s)      A.M./P.M.   Type




                                                    TOTAL Number of days

                                                                         Signature of Employee

                                                                         ______________________________

Comments/or explanation for type of leave ___________________________________________
_____________________________________________________________________________________________
_______________________________________________________________
                  NOTE: Each employee must submit an absent from Duty Report immediately after
                        returning to duty. A written statement from the attending physician or practitioner
                        must be submitted for an absence of five (5) or more continuous work days. This
                        statement should appear either on this form or be securely attached hereto.


                                               ACTION ON REQUEST


           □ Approved                  □ Not Approved

           Today’s Date ____________________         _______________________________________________
                                                                Signature of Supervisor
COMPENSATION AND BENEFITS                                                     DEC
LEAVES AND ABSENCES                                                       (EXHIBIT)

EXHIBIT B


                               PHYSICIAN’S STATEMENT

On ___________________ (date) the following ____________________________ (name of
employee) was under my care.

He/She may return to work on ______________________________ (date).



                                        _______________________________________
                                          Physician’s Signature

                                        ________________________________________
                                          Address

                                        ________________________________________
                                          Date




DATE ISSUED: 04/19/1999                                                       1 of 1
UPDATE 16
DEC (EXHIBIT)-RRM
COMPENSATION AND BENEFITS                                                                                                                DEC
LEAVES AND ABSENCES                                                                                                                  (EXHIBIT)

EXHIBIT C

                         EMPLOYEE REQUEST FOR FORESEEABLE FAMILY MEDICAL LEAVE

Type or Print
 1. Name of employee (First Name, Middle Initial, Last Name                  2. Employee’s position


 3. Reason for requested leave

    a.    □ Birth of a son or daughter of the employee and to care for such son or daughter.
    b.    □ Placement of a son or daughter with employee for adoption or foster care.
    c.    □ To care for spouse, child, or parent with a serious health condition.
    d.    □ Because of employee’s own serious health condition that makes him or her unable to perform job functions.
 4. If “c,” please check one                                                 5. If “c,” state name and address of relation.

   □ Spouse               □ Child                □ Parent
 6. Date on which you wish to commence leave.                                7. Date of anticipated return to work.


 8. Are you requesting leave on an intermittent or reduced leave             9. If “yes,” please give schedule of when you anticipate you
    schedule?                                                                   will be unavailable for work.


   □  Yes                  □ No
 An employee seeking leave because of reason “3с” or “(d)” above must provide medical certification within 15 days or as soon as practicable.

 An employee seeking to return to work after a leave because of his or her own serious illness [reason “3(d)”] also must provide a medical
 certification of ability to perform job duties before being allowed to resume work.

 I hereby agree that while I am on leave, I will continue to pay my share of health insurance premiums, unless I elect to discontinue such
 coverage. I also agree that if I fail to return to work at the end of the leave period, I will reimburse the District for the cost of health benefits
 provided during my leave, unless I fail to return to work because of the continuation, recurrence, or onset of a serious health condition or
 because of circumstances beyond my control. If I am unable to return to work because of a serious health condition, I will provide medical
 certification from the appropriate health care provider stating that I am unable to perform the functions of my position on the date that my
 leave expires or that I am needed to care for my spouse/parent/child because he or she has a serious health condition on the date that my leave
 expires. I understand that I may not be permitted to resume my position with the District until I provide medical certification, as appropriate.




 Signed                                                                              Date




DATE ISSUED: 04/19/1999                                                                                                                     1 of 1
UPDATE 16
DEC (EXHIBIT)-RRM
COMPENSATION AND BENEFITS                                                                 DEC
LEAVES AND ABSENCES                                                                   (EXHIBIT)

EXHIBIT C

         STATUS REPORT OF REQUEST FOR TEMPORARY DISABILITY LEAVE


Dear ________________________________________:

Your written request for temporary disability leave has been received. The request is not complete.
The items checked are needed to complete the request:

______ A physician’s statement confirming the inability to work.

______ A statement of the reason for inability to work (illness, injury, or pregnancy).

______ Beginning date of leave, as certified by physician.

______ Anticipated ending date of leave, as certified by physician.

If you have any questions, please contact the office or the Superintendent or the Human Resource
office.



Sincerely,



___________________________________                     ______________________________
Superintendent                                             Date




DATE ISSUED: 04/19/1999                                                                   1 of 1
UPDATE 16
DEC (EXHIBIT)-RRM
COMPENSATION AND BENEFITS                                                                    DEC
LEAVES AND ABSENCES                                                                      (EXHIBIT)

EXHIBIT E

             DISPOSITION OF REQUEST FOR TEMPORARY DISABILITY LEAVE

Dear __________________________________________________:

The District’s response to your request for temporary disability leave is as follows:

  □     The leave is not being granted for the following reason(s): __________________________

_______________________________________________________________________________

_______________________________________________________________________________

 □      The leave is being granted under the provisions of the District’s policies and
        administrative regulations. [See DEC]

The leave will begin on _____________, with an anticipated return date of _________________.

Please acknowledge and return a copy of this communication to the office of the Superintendent.

If you have any questions, please contact the office of the Superintendent or designee.

Sincerely,

_______________________________________                   _____________________________
Superintendent                                                Date


I acknowledge the District’s (approval) (disapproval) of my request for temporary disability leave
and understand the provisions of the applicable District policies.

_______________________________________                   ______________________________
Employee’s signature                                          Date




DATE ISSUED: 04/19/1999                                                                     1 of 1
UPDATE 16
DEC (EXHIBIT)-RRM
COMPENSATION AND BENEFITS:                                                        DEE
EXPENSE REIMBURSEMENT                                                     (REGULATION)




TRAVEL           Each District employee who is authorized to travel assumes, with the
AUTHORIZATION    acceptance of that authorization, a responsibility to limit travel expense
AND PLANNING     claims to those actually incurred on travel that is clearly for the purpose
                 of discharging essential official business of the District. Travel planning
                 should take into consideration the most economical means of
                 accomplishing the authorized task.

                 Administrators who are responsible for making travel assignments and
                 for approving travel plans have the additional responsibility of limiting
                 travel plans to those trips that are clearly in accordance with Board
                 policy, the District improvement plan, or official Board action.

                 Employees must secure written approval for travel on the appropriate
                 District form.
TRAVEL EXPENSE   Employee expenses associated with authorized trips will be reimbursed
REIMBURSEMENT    in accordance with the following allowances:
 HOTEL              1. The cost of the hotel room will be reimbursed at a rate not to
                       exceed $85.00 per night provided the traveler's reimbursement
                       claim is submitted with an attached "paid" bill or receipt from a
                       commercial hotel, motel, or other commercial lodging
                       establishment. The District will not pay for room service,
                       movies, personal telephone calls, or other types of personal
                       service.

 MEALS              2. An employee will receive reimbursement for meals only to the
                       maximum amounts established below:
                          a. Breakfast $_8.00__
                          b. Lunch $_12.00___
                          c. Dinner $_14.00___

                        To be eligible for a meal reimbursement, the traveler must be
                        stay overnight. If partial travel days are used for overnight trips,
                        the employee will be allowed what is appropriate based on
                        departure and arrival times.

                        A "paid" bill or receipt from the food establishment must be
                        submitted with the reimbursement claim. The receipt must carry
                        the date of the meal, the name and location of the food
                        establishment, and the signature of the employee.
 REGISTRATION         Registration fees paid by the employee will be reimbursed if the
 FEES                 employee submits a "paid" bill or receipt from the meeting sponsor.
                      Reimbursement will not include membership fees in a professional
                      organization.
PUBLIC         Actual costs for public transportation will be reimbursed. Employees,
TRANSPORTATION when traveling by commercial airline, must travel tourist/economy class
               when such space is available. Receipts for public transportation must be
               attached to the traveler's request for reimbursement.

                      Taxi cab expenses will be reimbursed at actual cost. To the extent
                      possible, employee must attach receipts for any taxi expenses.

                      Car rentals will be reimbursed at actual cost. Receipts for car rental
                      costs must be attached to the traveler's request for reimbursement. A
                      detailed justification for the car rental must be attached to the request
                      for reimbursement.
PRIVATE        Travel outside of the District in the employee's private vehicle will be
TRANSPORTATION reimbursed at $0.405 per mile. Mileage claims will be based on the
               shortest practical route between the District and the destination via
               intermediate points at which official business is conducted, as well as
               documented incidental travel in the destination city.

                      The maximum reimbursement for the use of personally owned vehicles
                      will be the amount that the employee would have incurred by using the
                      lowest available airline fare.

                      When two or more employees of the District travel with the same
                      itinerary on the same dates, only one may claim a travel reimbursement
                      for mileage in a personal vehicle. An exception may be made if more
                      than four employees use more than one vehicle to attend a meeting or
                      conference. Mileage reimbursement will be allowed for one vehicle for
                      each four employees and for any fraction in excess of a multiple of four
                      employees. If, in any instance, it is not feasible for these employees to
                      travel in the same vehicle, they may request prior approval for
                      reimbursement for travel for each person authorized to use his or her
                      personal vehicle in such travel.



 PARKING COSTS An employee who drives a vehicle to a meeting and is required to pay a
               parking fee will be reimbursed, provided a receipt is submitted with the
               reimbursement request form.
 MISCELLANEOUS The District will make reimbursement for other miscellaneous expenses,
 EXPENSES      such as tips, tolls, and the like, when the employee documents those
               expenses and presents receipts, to the extent feasible.
REIMBURSEMENT         The District will make reimbursement for properly documented
DEADLINE           expenses only if the request for reimbursement is submitted to the
                   business office on the appropriate forms, with any necessary receipts
                   attached, no later than two weeks after the trip.
ADVANCED           If an employee needs travel funds issued in advance, the following
TRAVEL FUNDS       procedures will apply:

                      1. The employee must submit a purchase requisition, approved by
                         the immediate supervisor, to the business office at least two
                         weeks before the funds are needed.

                      2. Not later than two weeks after the trip, the employee must attach
                         all bills and receipts to the travel reimbursement request and
                         submit the form, with any unexpended funds, to the
                         administrator who approved the advance. Failure to file timely
                         travel reports may require the employee to repay the entire cash
                         advance to the District.

                      3. Administrators will immediately review the travel report, sign
                         the travel reimbursement form, and forward the report to the
                         Superintendent or designee.




DATE ISSUED: 06/18/2004                                                             3 of 3
UPDATE 22
DEE(REGULATION)-RRM
COMPENSATION AND BENEFITS:                                                                                   DEE
EXPENSE REIMBURSEMENT                                                                                    (EXHIB IT)

                           STAFF AND STUDENT TRAVEL VOUCHER
Name: ________________________________________________                   Position: ____________________________
If student group travel or meal expense list names on back of pink copy and breakdown of expenses.
Destination: __________________________________________________________________________________
Function: ____________________________________________________________________________________
Date and time of departure: __________/________/_______ __________:__________ A.M. or P.M. __________
Date and time of return:    __________/________/_______         __________:__________ A.M. or P.M. __________
Travel approval only, no advance, estimated cost: ___________________________
Advance                                          Statement of Expenses                                Actual
                Fares: air, bus, rail (attach receipt) – Submit separate Purchase Requisition
                Lease vehicle charges (attach receipt)
                Private vehicle miles           X 40.5 ¢
                Lodging (attach receipts)       X $85.00 per night
                Student meals (list on reverse side) $7.00 per student meal
                Maximum allowances – Staff Meals in state
                             Breakfast No. __________ X $ 8.00 = __________
                             Lunch      No. __________ X $12.00 = __________
                             Supper     No. __________ X $14.00 = __________
                                                             TOTAL    __________
                Staff meals our of state (attach receipts)
                Other expenses:


                                                     TOTALS
   (A)         Note: Travel Reconciliation is due no later than five days after completion of trip.       (B)

Approvals:                                                               Date: __________/__________/__________


_______________________________________                                  Account Codes:
Principal/Director
                                                                         ____________________________________
_______________________________________
Superintendent
                                                                   ____________________________________
                                                                   Business Office Approval
_____________________________________________________________________________________________
Reconciliation: Employee signs. Principal/Director initials total.

                                                                + = Due District _________      () Check One

                  Totals A-B= _____________________             - = Due Employee ________

The above expenses are correct and true _____________________________________________________________
PROBATIONARY CONTRACTS:                                                   DFAB
TERMINATION AT END OF YEAR                                             (EXHIBIT)


                NOTICE OF TERMINATION OF PROBATIONARY CONTRACT


Date ______________________


Name _____________________________________


Address ___________________________________


City/State/ZIP ______________________________


Dear ___________________:


YOU ARE HEREBY NOTIFIED that the Board of Trustees of _____________________
SD has decided not to renew your probationary contract. Your employment with
the District will terminate effective at the end of the employment term
stated in your present
probationary contract.


This notice dated at ____________________, Texas, on _______________, ______.



                                      BY ______________________________

                                              President, Board of Trustees


                                              CARRIZO SPRINGS CISD




DATE ISSUED: 04/19/1999                                                      1 of 1
UPDATE 16
DFAB(EXHIBIT)-RRM
TERM CONTRACTS:
NONRENEWAL
                                                                         DFBB
                                                                     (EXHIBIT)


See the following pages for notices to meet legal and policy requirements for
proposing nonrenewal of educator term contracts:


Exhibit A:   Notice of Proposed Contract Nonrenewal (for districts in which
             all nonrenewal hearings are conducted by the Board) - 1 page


Exhibit B:   Notice of Proposed Contract Nonrenewal (when the Board has
              decided to conduct the hearing, for districts that make that
              decision on a case-by-case basis) - 1 page
EXHIBIT A

                    NOTICE OF PROPOSED CONTRACT NONRENEWAL

                                  (BOARD HEARING)

Date ______________________

Name __________________________________________________________________

Address _______________________________________________________________

City/State/ZIP ________________________________________________________

Dear ___________________:

YOU ARE HEREBY NOTIFIED that the Superintendent of CARRIZO SPRINGS CISD has
recommended to the Board of Trustees at a lawfully called meeting of the
Board of Trustees on ________________, _____, that your employment contract
as __________________ (job title) in the District not be renewed for the
succeeding school year, and the Board voted to propose the nonrenewal.

This notice is given pursuant to the provisions of Section 21.206 of the
Texas Education Code.

The recommendation not to renew your contract is being made for the following
reasons:

                            [LIST ALL REASONS IN DETAIL]

If you desire a hearing, not later than the 15th day after receipt of this
written notice, you must notify the Board of Trustees in writing of such
request. The Board shall provide a hearing to be held not later than the
15th day after receipt of your notice requesting a hearing. Such hearing
shall be closed unless you request an open hearing. If you fail to make a
timely request for a hearing, the Board may proceed to make a determination
upon the Superintendent's recommendation not later than the 30th day after
the date the Board sends you notice of the proposed nonrenewal.

If you have any questions concerning any of the reasons supporting the
proposed action to nonrenew your contract, please advise the Superintendent
in writing.

Attached to this notice is a copy of the District's policy on nonrenewal of
term contracts, containing the rules for the hearing.


This notice dated at ____________________, Texas, _______________, ________.


                                           BY ____________________________
                                              President, Board of Trustees


                                              CARRIZO SPRINGS CISD
EXHIBIT B

                    NOTICE OF PROPOSED CONTRACT NONRENEWAL

                                  (BOARD HEARING)

Date ___________________

Name __________________________________________________________________

Address _______________________________________________________________

City/State/ZIP ________________________________________________________

Dear ___________________:

YOU ARE HEREBY NOTIFIED that the Superintendent of CARRIZO SPRING CISD has
recommended to the Board of Trustees at a lawfully called meeting of the
Board of Trustees on ________________, _____, that your employment contract
as _________________ (job title) in the District not be renewed for the
succeeding School year, and the Board voted to propose the nonrenewal.

This notice is given pursuant to the provisions of Section 21.206 of the
Texas Education Code.

The recommendation not to renew your contract is being made for the following
reasons:

                            [LIST ALL REASONS IN DETAIL]

Any hearing on this proposed action will be conducted by the Board of
Trustees.

If you desire a hearing, not later than the 15th day after receiving this
written notice, you must notify the Board of Trustees in writing of that
request. The Board shall provide a hearing to be held not later than the
15th day after receiving your notice requesting a hearing. Such hearing
shall be closed unless you request an open hearing. If you fail to make a
timely request for a hearing, the Board may proceed and make a determination
upon the Superintendent's recommendation not later than the 30th day after
the date the Board sends you notice of the proposed nonrenewal.

If you have any questions concerning any of the reasons supporting the
proposed action to nonrenew your contract, please advise the Superintendent
in writing.

Attached to this notice is a copy of the District's policy on nonrenewal of
term contracts, containing the rules for the hearing.

This notice dated at ____________________, Texas, _______________,
__________.

                                           BY ____________________________
                                              President, Board of Trustees

                                              CARRIZO SPRINGS CISD
TERMINATION OF CONTRACT                                                DFE
RESIGNATION                                                        (EXHIBIT)

                       REQUEST FOR RELEASE FROM CONTRACT

Name _________________________________ Phone number ___________________

Address _______________________________________________________________
_______________________________________________________________________

Current assignment:
Position ______________________________
Campus/Department ______________________________

I request that the Board of Trustees of the _________________________ SD
consent to release me from my contract for the _______________ school year as
of _______________ (effective date).

Reason ________________________________________________________________

_______________________________________________________________________

Employee signature ______________________________

Date _______________

***********************************************************************
Recommendation of administration:

Approve [   ]    Disapprove [   ]

Superintendent signature______________________________

Date _______________

***********************************************************************

Decision of Board:

Approve [   ]    Disapprove [   ]

Board officer signature ______________________________

Date _______________




DATE ISSUED: 06/07/2000
UPDATE 17
DFE(EXHIBIT)-RRM
EMPLOEE RIGHTS AND PRIVILEYGES:                                                DGB
PERSONNEL-MANAGEMENT RELATIONS                                        (REGULATIONS)

RELATIONS         Treatment of employee organizations will be consistent and without
WITH              favoritism shown toward any organization, in accordance with the
EMPLOYEE          following procedures:
ORGANIZATIONS
                     1. Employee membership in any organization will be a matter of
                        free choice.

                     2. The central and campus school administration position regarding
                        such organizations will be neutral and will neither encourage nor
                        discourage membership in any employee organization.

                     3. Faculty meetings called and conducted by the principal will be
                        for school-related matters. An employee organization matter will
                        not be part of the agenda.

                     4. Organization meetings of campus members may be held in school
                        facilities before or after school hours, in accordance with
                        DGB(LOCAL) and GKD(LOCAL).

                     5. Group meetings or individual conferences conducted by elected
                        officers, professional staff, or appointed officials of any employee
                        organization for purposes of membership recruitment will not be
                        permitted on school premises during work hours. School facilities
                        may be used for such purposes before or after work hours, in
                        accordance with DGB(LOCAL) and GKD(LOCAL). This
                        provision applies to staff development days as well as to regular
                        school days. Employees may participate in educational programs
                        of employee organizations during work hours only with the prior
                        approval of the Superintendent or designee. [See DMD]

                     6. The principal of each school will designate one bulletin board in
                        the school for use by employee organizations. All materials must
                        be submitted to the principal's office for dating and posting and
                        will remain posted for a reasonable time.

                     7. Announcements of employee organization meetings may be made
                        over the public address system, but such announcements will be
                        limited to the organization's name and purpose, and the meeting
                        date, time, and location.

DATE ISSUED: 06/18/2004
UPDATE 22
DGB(REGULATION)-RRM
PERSONNEL-MANAGEMENT RELATIONS:
                                                                       DGBA
EMPLOYEE COMPLAINTS/GRIEVANCES
                                                                    (EXHIBIT)


The forms on the following pages are provided to assist the District in
processing employee complaints/grievances.


Exhibit A:   Employee Complaint Form - Level One - 2 pages


Exhibit B:   Response to Level One Complaint - 1 page


Exhibit C:   Level Two Appeal Notice - 1 page


Exhibit D:   Response to Level Two Appeal - 1 page


Exhibit E:   Level Three Appeal Notice - 1 page


Exhibit F:   Board's Response to Level Three Appeal - 1 page
EXHIBIT A

                       EMPLOYEE COMPLAINT FORM - LEVEL ONE

To file a formal complaint, please fill out this form completely and submit
it by hand delivery, fax, or U.S. mail to the appropriate administrator
within the time established in DGBA(LOCAL). All complaints will be heard in
accordance with DGBA(LEGAL) and (LOCAL) or any exceptions outlined therein.

1.    Name ______________________________________________________________

     3. Address ___________________________________________________________
      _____________________________________________________________________

      Telephone number (___)________________________________________

3.    Position _______________________ Campus/Department ________________

4.    If you will be represented in voicing your complaint, please
      identify the person representing you.

      Name ______________________________________________________________

      Address ___________________________________________________________

     ____________________________________________________________________

      Telephone number (___)________________________________________

5.    Please describe the decision or circumstances causing your
      your complaint (give specific factual details).

 _____________________________________________________________________

 _____________________________________________________________________

 _____________________________________________________________________

 _____________________________________________________________________

6.    What was the date of the decision or circumstances causing your
      complaint?

      ________________________________________________________________


7.    Please explain how you have been harmed by this decision or
      circumstance.

     ____________________________________________________________________

     ___________________________________________________________________
8.   Please describe any efforts you have made to resolve your complaint
     inormally and the responses to your efforts.

     ___________________________________________________________________

     ___________________________________________________________________

     ___________________________________________________________________


     With whom did you communicate?

              ____________________________________________________________


     On what date? _____________________


9.   Please describe the outcome or remedy you seek for this complaint.

     ________________________________________________________________

     ___________________________________________________________________

     ___________________________________________________________________

     ___________________________________________________________________


Employee signature ____________________________________


Signature of employee's representative ________________________________


Date of filing ______________________________




Complainant, please note:


A complaint form that is incomplete in any material way may be dismissed, but
may be refiled with all the required information if the refiling is within
the designated time for filing a complaint.


Attach to this form any documents you believe will support the complaint; if
unavailable when you submit this form, they may be presented no later than
the Level One conference. Please keep a copy of the completed form and any
supporting documentation for your records.
EXHIBIT B

                       RESPONSE TO LEVEL ONE COMPLAINT

_______________________________________ (date)

_______________________________________ (name of complainant)

_______________________________________ (address of complainant)

_______________________________________


Dear _________________________:

Having considered the complaint we discussed in our Level One conference on
__________________ (date), I have decided on the following response:

[Note: When preparing the letter, include only one of the following
sentences.]

For the following reasons, I am unable to provide the remedy you seek:

_______________________________________________________________________

_______________________________________________________________________

I will take the following actions to grant the remedy you seek for your
complaint:
_______________________________________________________________________

_______________________________________________________________________

Although I am unable to provide the full remedy you seek for your complaint,
I will take the following actions to provide a partial remedy:
_____________________________________________________________________


_______________________________________________________________________




_______________________________________ (signature of supervisor, principal,
or other appropriate administrator)


Complainant, please note:


To appeal this response, you must file a written notice of appeal with the
appropriate administrator within the time limits set in DGBA(LOCAL). The
necessary forms are available at the Human Resource office during regular
business hours.
EXHIBIT C

                              LEVEL TWO APPEAL NOTICE

To appeal a Level One decision, or the lack of a timely response after a
Level One conference, please fill out this form completely and submit it by
hand delivery, fax, or U.S. mail to the Superintendent or designee within the
time established in DGBA(LOCAL). Appeals will be heard in accordance with
DGBA(LEGAL) and (LOCAL) or any exceptions outlined therein.

1.     Name ______________________________________________________________

2.     Address ___________________________________________________________

     _____________________________________________________________________

     Telephone number (___)________________________________________

3.     Position _________________________ Campus/Department ______________

4.     If you will be represented in voicing your appeal, please identify
       the person representing you.

       Name ______________________________________________________________

       Address ___________________________________________________________

       ___________________________________________________________________

       Telephone number (___)________________________________________

5.     To whom did you present your complaint at Level One? ______________

       Date of conference _____________________________

       Date you received a response to the Level One conference __________

6.     Please explain specifically how you disagree with the outcome at
       Level One.
       _____________________________________________________________________

       ____________________________________________________________________

7.     Attach a copy of your original complaint and any documentation
       submitted at Level One.

8.     Attach a copy of the Level One response being appealed, if
       applicable.


Employee signature ___________________________________


Signature of employee's representative ________________________________


Date of filing ______________________________
EXHIBIT D

                            RESPONSE TO LEVEL TWO APPEAL

_______________________________________ (date)

_______________________________________ (name of complainant)

_______________________________________ (address of complainant)

_______________________________________


Dear _________________________:

Having considered the appeal you presented at Level Two on __________________
(date), I have decided on the following response:

[Note: When preparing the letter, include only one of the following
sentences.]

I am unable to grant your appeal. I will uphold the decision made at Level
One by _______________________ (name) and communicated to you in the Level
One response.


I wish to grant your appeal and have instructed _______________________
(name) to find a resolution in keeping with the remedy you seek.


Although I am unable to fully grant your appeal, I have instructed
_______________ (name) to take the following actions as a partial remedy to
your complaint:


_______________________________________________________________________

_______________________________________________________________________




_____________________________________
Superintendent (or designee)


Complainant, please note:


To appeal this response, you must file a written notice of appeal with the
appropriate administrator within the time limits set in GBA(LOCAL). The
necessary forms are available at the Human Resource office during regular
business hours.
EXHIBIT E

                           LEVEL THREE APPEAL NOTICE

To appeal a Level Two decision, or the lack of a timely response after a
Level Two conference, please fill out this form completely and submit it by
hand delivery, fax, or U.S. mail to the Superintendent or designee within the
time established in DGBA(LOCAL). Appeals will be heard in accordance with
DGBA(LEGAL) and (LOCAL) or any exceptions outlined therein.

1.   Name ______________________________________________________________

2.   Address ___________________________________________________________

     ___________________________________________________________________

     Telephone number (___)________________________________________

3.   Position ___________________________ Campus/Department ____________

4.   If you will be represented in voicing your appeal, please identify
     the person representing you.

     Name ______________________________________________________________

     Address ___________________________________________________________

     ___________________________________________________________________

     Telephone number (___)________________________________________

5.   To whom did you present your appeal at Level Two? _________________

     Date of conference _____________________________

     Date you received a response to the Level Two conference __________

6.   Please explain specifically how you disagree with the outcome at
     Level Two.
     ___________________________________________________________________
     ___________________________________________________________________

7.   Do you want the Board to hear this appeal in open session? _______
     Please be aware that the Texas Open Meetings Act may prevent the
     Board from granting a request for open session.

8.   Attach a copy of your original complaint and any documentation
     submitted at Level One and a copy of your Level Two appeal notice.

9.   Attach a copy of the Level Two response being appealed, if
     applicable.

Employee signature ___________________________________

Signature of employee's representative ________________________________

Date of filing ______________________________
EXHIBIT F

                       BOARD'S RESPONSE TO LEVEL THREE APPEAL

_______________________________________ (date)

_______________________________________ (name of complainant)

_______________________________________ (address of complainant)

_______________________________________


Dear _________________________:


Having heard the presentation of your appeal at Level Three, the Board took
the following action at its meeting on ___________________ (date):

[Note: When preparing the letter or announcing the decision at the Board
meeting, include only one of the following sentences.]


We have denied the appeal and have upheld the decision made by the
Superintendent (or designee) at Level Two.

We have granted the appeal and have instructed the Superintendent to find a
resolution in keeping with the remedy you seek.

We have partially denied and partially granted the appeal and have instructed
the Superintendent as follows:
_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

Sincerely,


_____________________________________
President of the Board of Trustees

CARRIZO SPRINGS CISD


DATE ISSUED: 08/02/2004
UPDATE 23

DGBA(EXHIBIT)-RRM
EMPLOYEE STANDARDS OF CONDUCT                                               DH
                                                                      (EXHIBIT)


                     CODE OF ETHICS AND STANDARD PRACTICES

                              FOR TEXAS EDUCATORS

The Texas educator shall comply with standard practices and ethical conduct
toward students, professional colleagues, school officials, parents, and
members of the community and shall safeguard academic freedom. The Texas
educator, in maintaining the dignity of the profession, shall respect and
obey the law, demonstrate personal integrity, and exemplify honesty. The
Texas educator, in exemplifying ethical relations with colleagues, shall
extend just and equitable treatment to all members of the profession. The
Texas educator, in accepting a position of public trust, shall measure
success by the progress of each student toward realization of his or her
potential as an effective citizen. The Texas educator, in fulfilling
responsibilities in the community, shall cooperate with parents and others to
improve the public schools of the community.


1.   Professional Ethical Conduct, Practices, and Performance.


     Standard 1.1. The educator shall not knowingly engage in deceptive
      practices regarding official policies of the school district or
      educational institution.


     Standard 1.2. The educator shall not knowingly misappropriate, divert,
      or use monies, personnel, property, or equipment committed to his or her
      charge for personal gain or advantage.


     Standard 1.3. The educator shall not submit fraudulent requests for
      reimbursement, expenses, or pay.


     Standard 1.4. The educator shall not use institutional or professional
      privileges for personal or partisan advantage.


     Standard 1.5. The educator shall neither accept nor offer gratuities,
      gifts, or favors that impair professional judgment or to obtain special
      advantage. This standard shall not restrict the acceptance of gifts or
      tokens offered and accepted openly from students, parents, or other
      persons or organizations in
      recognition or appreciation of service.


     Standard 1.6. The educator shall not falsify records, or direct or
      coerce others to do so.
     Standard 1.7. The educator shall comply with state regulations, written
      local school board policies, and other applicable state and federal laws.


     Standard 1.8. The educator shall apply for, accept, offer, or assign a
      position or a responsibility on the basis of professional qualifications.


2.   Ethical Conduct Toward Professional Colleagues.


     Standard 2.1. The educator shall not reveal confidential health or
      personnel information concerning colleagues unless disclosure serves
      lawful professional purposes or is required by law.


     Standard 2.2. The educator shall not harm others by knowingly making
      false statements about a colleague or the school system.


     Standard 2.3. The educator shall adhere to written local school board
      policies and state and federal laws regarding the hiring, evaluation, and
      dismissal of personnel.


     Standard 2.4. The educator shall not interfere with a colleague's
      exercise of political, professional, or citizenship rights and
      responsibilities.


     Standard 2.5. The educator shall not discriminate against or coerce a
      colleague on the basis of race, color, religion, national origin, age,
      sex, disability, or family status.


     Standard 2.6. The educator shall not use coercive means or promise of
      special treatment in order to influence professional decisions or
      colleagues.


     Standard 2.7. The educator shall not retaliate against any individual
      who has filed a complaint with the SBEC under this chapter.


3.   Ethical Conduct Toward Students.

     Standard 3.1. The educator shall not reveal confidential information
     concerning students unless disclosure serves lawful professional purposes
      or is required by law.


     Standard 3.2. The educator shall not knowingly treat a student in a
      manner that adversely affects the student's learning, physical health,
      mental health, or safety.


     Standard 3.3. The educator shall not deliberately or knowingly
      misrepresent facts regarding a student.
    Standard 3.4. The educator shall not exclude a student from
     participation in a program, deny benefits to a student, or grant an
     advantage to a student on the basis of race, color, sex, disability,
     national origin, religion, or family status.


    Standard 3.5.   The educator shall not engage in physical mistreatment of
     a student.


    Standard 3.6. The educator shall not solicit or engage in sexual conduct
     or a romantic relationship with a student.


    Standard 3.7. The educator shall not furnish alcohol or
     illegal/unauthorized drugs to any student or knowingly allow any student
     to consume alcohol or illegal/unauthorized drugs in the presence of the
     educator.


19 TAC 247.2




DATE ISSUED: 07/22/2003
UPDATE 21
DH(EXHIBIT)-RRM
EMPLOYEE WELFARE                                                                    DI
                                                                          (REGULATION)




PHYSICAL        In the event of physical assault on a District employee, the following
ASSAULT OF      procedures will apply:
SCHOOL              1. Employees will report cases of assault to the principal immediately.
EMPLOYEES           2. In the event of an employee injury by assault, the principal will see
                        that medical attention is secured.
                    3. After a discussion with the employee, the principal will report the
                        incident to the Superintendent. The Superintendent or designee will
                        report the incident to appropriate law enforcement authorities and
                        pursue prosecution in any way possible.
                    4. If necessary, the employee and principal will complete the
                        appropriate assault leave and workers' compensation forms and
                        submit them to the Superintendent's or designee's office. The
                        principal will also cooperate with the police department and the
                        district attorney's office.
                    5. The Superintendent or designee will secure a detailed and notarized
                        statement of the incident and provide whatever assistance is
                        necessary to the employee. This statement will be made available to
                        the employee and principal and may be used for third-party
                        hearings, juvenile department review, court hearings, and the like.
THREATS TO      In the event of a threat of bodily harm to an employee, the following
SCHOOL          procedures will apply:
EMPLOYEES
                   1. Employees will report to the principal any threats of bodily harm.
                   2. After discussing the threat with the employee and ascertaining that,
                      in the opinion of the employee, it is of sufficient gravity to cause
                      fear of bodily injury, the principal will notify the Superintendent or
                      designee.
                   3. The Superintendent or designee will notify appropriate law
                      enforcement, provide counseling, outline District security measures
                      available, and provide a detailed and notarized statement with
                      copies to the principal and employee.

                   4. The Superintendent or designee will be available to assist the
                      employee to implement the action deemed necessary for protection.

 DATE ISSUED: 08/28/1996
 UPDATE 13
 DI(REGULATION)-RRM
EMPLOYEE WELFARE                                                                              DI
                                                                                        (EXHIBIT)


See the following pages for information regarding notices the District is required to display:

Exhibit A: Required Employee Work-Site Postings for School Entities — 4 pages

Exhibit B: Drug-Free Workplace Requirements — 1 page




DATE ISSUED: 07/22/2003
UPDATE 21
DI (EXHIBIT)–RRM                                                                         1 of 1
EMPLOYEE WELFARE                                                                               DI
                                                                                        (EXHIBIT)


EXHIBIT A


         REQUIRED EMPLOYEE WORK-SITE POSTINGS FOR SCHOOL ENTITIES

         Law           Federal or       Poster or Notice       Agency or Organization
                         State
Equal Employment        Federal     Equal Employment is        Equal Employment Opportunity
Opportunity                         the Law                    Commission
                                                               Suite 200, Mockingbird Plaza II
                                                               5410 Fredericksburg Road
                                                               San Antonio, TX 78229–3555
                                                               (210) 281–7600 or (800) 669–3362
                                                               or
                                                               Poster is available on the U.S.
                                                               Department of Labor Web site:
                                                               http://www.dol.gov
Fair Labor Standards      Federal   Your Rights under the      U.S. Department of Labor
Act (FLSA)                          Fair Labor Standards       Employment Standards
                                    Act ( minimum wage         Administration
                                    and overtime notice )      Web site: http://www.dol.gov
                                                               or
                                                               Contact the regional or local office
                                                               of the Wage and Hour Division
                                                               listed in your telephone directory
                                                               under U.S. Government,
                                                               Department of Labor, Employment
                                                               Standards Administration.
Family and Medical        Federal   Your Rights under the      U.S. Department of Labor
Leave Act (FMLA)                    Family and Medical         Employment Standards
                                    Leave Act of 1993          Administration
                                    (Note: This notice must    Web site: http://www.dol.gov
                                    be displayed in English    or
                                    and in any other or        Contact the regional or local office
                                    language in which a        of the Wage and Hour Division
                                    significant number of      listed in your telephone directory
                                    District employees are     under U.S. Government,
                                    literate, if those         Department of Labor, Employment
                                    employees are not          Standards Administration.
                                    literate in English.)

Federal Drug-Free         Federal   Notice of Rehabilitation   No prescribed format. Notice
Schools and                         and Employee               developed by local district must
Communities Act                     Assistance Programs        provide information on available
                                                               rehabilitation or employee
Federal Drug-Free                                              assistance programs and contacts.
    Workplace Act                                              [See Exhibit B]

DATE ISSUED: 07/22/2003                                                                   1 of 4
UPDATE 21
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EMPLOYEE WELFARE                                                                              DI
                                                                                       (EXHIBIT)


Pro-Children Act of       Federal   Smoking Prohibited          TASB Policy Service
1994                                Note: Reasonably            P.O. Box 400
                                    sized notices stating       Austin, TX 78767–0400
                                    that smoking is             (800) 580–7529
                                    prohibited by law and
                                    that the offense is
                                    punishable by a fine
                                    must be displayed in
                                    prominent places in
                                    each school building.)
Texas Education Code       State    Student Code of             Local District document, approved
§ 37.001(a)                         Conduct (Note: Must         by the Board of Trustees
                                    be displayed at each
                                    school campus.)

Texas Hazard               State    Notice to Employees         Texas Department of Health
Communication Act                                               Toxic Substances Control Division
                                                                Hazard Communication Branch
                                                                1100 W. 49th Street
                                                                Austin, TX 78756
                                                                (800) 452–2791
                                                                Posting available on-line at
                                                                http://www.tdh.state.tx.us/beh/
                                                                hazcom

Texas Penal Code           State    Notice prohibiting entry    Districts must post a sign on school
§30.06                              on District property by a   property(ies) that contains the
                                    license holder with a       following text: ―Pursuant to Section
                                    concealed handgun           30.06, Penal Code (trespass by
                                    (Note: Must be              holder of license to carry a
                                    displayed in a              concealed handgun), a person
                                    conspicuous manner          licensed under Subchapter H,
                                    clearly visible to the      Chapter 411, Government Code
                                    public in English and       (concealed handgun law), may not
                                    Spanish in contrasting      enter this property with a concealed
                                    colors with block letters   handgun.‖
                                    at least one inch in        Posting available on-line at
                                    height.)                    http://www.txdps.state.tx.us/
                                                                administration/crime_records/chl/
                                                                signposting.htm




DATE ISSUED: 07/22/2003                                                                    2 of 4
UPDATE 21
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EMPLOYEE WELFARE                                                                             DI
                                                                                       (EXHIBIT)


Texas Public              State   Notice of Rights and       Texas Building and Procurement
Information Act                   Responsibilities (Note:    Commission
                                  Notice must be             P.O. Box 13047
Texas Government                  displayed at one or        Austin, TX 78711–3047
Code, Chapter 552                 more places in             (512) 475–2497
                                  administrative offices     or
                                  where it is plainly        Poster is available on the Web:
                                  visible to members of      http://www.tbpc.state.tx.us/open_
                                  the public who request     records/index.html
                                  information and to         The notice must be downloaded
                                  employees whose            and enlarged to the prescribed size.
                                  duties include receiving
                                  and responding to
                                  requests.)

Texas Structural Pest     State   Notice of Pest Control     Texas Structural Pest Control Board
Control Board(SPCB)               Treatment (Note: At        P.O. Box 1927
                                  least 48 hours before a    Austin, TX 78767
                                  pesticide application a    application, (512) 305–8250
                                  sign specifying the date   Web site: http://www.spcbtx.org/
                                  of the application must    forms/Handouts/handoutforms.htm
                                  be posted in an area of
                                  common access that
                                  employees are likely to
                                  check on a regular
                                  basis.)

Texas Workforce           State   Attention Employees:       Texas Workforce Commission
Commission(TWC)                   Notice of Coverage         101 E. 15th Street
                                                             Austin, TX 78778
                                                             (512) 463–2747
                                                             The District’s TWC account number
                                                             must be given for your request to
                                                             be processed.

Texas Workers’            State   Notice to Employees        Texas Workers’ Compensation
Compensation Act                  Concerning Workers’        Commission
( TWCA)                           Compensation in Texas      4000 S. IH–35
                                  Note: This poster must     Southfield Building
                                  be displayed in both       Austin, TX 78704
                                  English and Spanish )      (512) 804–4000
                                                             Posting available on-line at
                                                             http://www.twcc.state.tx.us/forms/ge
                                                             ntoc.html




DATE ISSUED: 07/22/2003                                                                   3 of 4
UPDATE 21
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EMPLOYEE WELFARE                                                                                          DI
                                                                                                    (EXHIBIT)


Texas Workers’                  State       Notice Regarding            Texas Workers’ Compensation
Compensation                                Certain Work-Related        Commission
Commission Rule                             Communicable                4000 S. IH–35
                                            Diseases and Eligibility    Southfield Building
                                            for Workers’                Austin, TX 78704
                                            Compensation Benefits       (512) 804–4000
                                            (Note: This poster is       Posting available on-line at
                                            applicable only to          http://www.twcc.state.tx.us/forms/ge
                                            District law                ntoc.html
                                            enforcement officers
                                            and must be displayed
                                            in both English and
                                            Spanish.)

Whistleblowers’ Act             State       You Have the Right Not      Texas Attorney General
                                            to Remain Silent            P.O. Box 12548
                                                                        Austin, TX 78711
                                                                        (512) 463–2009
                                                                        Fax: (512) 462–0548
Other Requirements: Posting available on-line at http://www.twcc.state.tx.us/forms/gentoc.html
Districts must provide notice of rights and protection under the following laws to employees,
applicants, participants, and other interested parties on an ongoing basis. Methods of providing
notice include publication of information in handbooks, manuals, and pamphlets that are distributed
to the public to describe a public entity’s programs and activities; the display of informative posters in
public places; or the broadcast of information by television or radio.

Americans with                 Federal      Notice to employees,        U.S. Department of Education
Disabilities Act                            applicants, participants,
                                            beneficiaries, and other    Office of Civil Rights Web site:
Title VI of the Civil                       interested persons of       http://www.ed.gov/about/offices/list/
Rights Act of 1964                          rights and protection       ocr/docs/nondisc.html
                                            regarding access to
Title IX of the                             services programs or
Education                                   services, programs,
Amendments of 1972                          activities (Note:
                                            Examples of this type
Section 504 of the                          of notice may include
Rehabilitation Act of                       providing a statement
1973                                        of nondiscrimination
                                            and identifying District
Age Discrimination Act                      compliance
of 1975                                     coordinators and
                                            contact information.)
                                            [See DAA(LOCAL) and
                                            FB(LOCAL)]




DATE ISSUED: 07/22/2003                                                                              4 OF 4
UPDATE 21
DI (EXHIBIT)–RRM
EMPLOYEE WELFARE                                                                              DI
                                                                                       (EXHIBIT)


EXHIBIT B

                        DRUG-FREE WORKPLACE REQUIREMENTS

The District prohibits the unlawful manufacture, distribution, dispensation, possession, or use
of controlled substances, illegal drugs, inhalants, and alcohol in the workplace. 41 U.S.C.
702(a)(1)(A); 28 TAC 169.2

The District shall establish a drug-free awareness program to inform employees about the
dangers of drug abuse in the workplace, the District’s policy of maintaining a drug-free
workplace, any available drug counseling, rehabilitation and employee-assistance abuse
programs, and the penalties that may be imposed upon employees for drug abuse violations.
41 U.S.C. 702(a)(1)(B); 28 TAC 169.2

Employees who violate this prohibition shall be subject to disciplinary sanctions. Such sanctions
may include referral to drug and alcohol counseling or rehabilitation programs or employee
assistance programs, termination from employment with the District, and referral to
appropriate law enforcement officials for prosecution. [See DHE(LOCAL) and DI(LOCAL)]
41 U.S.C. 702(a)(1)(A); 28 TAC 169.2

Compliance with these requirements and prohibitions is mandatory and is a condition of
employment. As a further condition of employment, an employee shall notify the
Superintendent of any criminal drug statute conviction for a violation occurring in the workplace
no later than five days after such conviction. Within ten days of receiving such notice—from the
employee or any other source—the District shall notify the granting agency of the conviction.
41 U.S.C. 702(a)(1)(D), (E)

Within 30 calendar days of receiving notice from an employee of a conviction for any drug
statute violation occurring in the workplace, the District shall either (1) take appropriate
personnel action against the employee, up to and including termination of employment, or (2)
require the employee to participate satisfactorily in a drug abuse assistance or rehabilitation
program approved for such purposes by a federal, state, or local health agency, law
Enforcement agency, or other appropriate agency. 41 U.S.C. 703

[This notice complies with notice requirements imposed by the federal Drug-Free Workplace
Act (41 U.S.C. 701) and notice requirements imposed by the Texas Workers’ Compensation
Commission rules at 28 TAC 169.2.]




DATE ISSUED: 07/22/2003
UPDATE 21                                                                          1 OF 1
DI (EXHIBIT)-RRM
ASSIGNMENT AND SCHEDULES                                                           DK
                                                                         (REGULATION)


HOURS OF     Regular duty hours for administrative and central office clerical employees
DUTY         will be from 7:45 a.m. to 4:45 p.m. Regular duty hours for campus clerical
             employees will be from 7:45 a.m. to 3:45 p.m.

             Regular duty hours for teachers and teacher aides will be as follows:


                         High School                        7:45 a.m. to 3:45 p.m.
                         Junior High/Middle School          7:45 a.m. to 3:45 p.m.
                         Elementary                         7:45 a.m. to 3:45 p.m.
             In addition, principals and assistant principals must be on duty at least 30
             minutes before and 30 minutes after the regular instructional day.


EMPLOYEE REQUEST FOR
REASSIGNMENT
  PARAPROFESSIONAL       To request reassignment, a paraprofessional employee must
                         complete the District's appropriate form and submit it to his or
                         her immediate supervisor.

                         Secretaries and teacher aides must remain in a position for a
                         minimum of one year before an employee-initiated request for
                         reassignment will be considered.
  PROFESSIONAL           Regarding reassignment requests from professional personnel,
                         the following guidelines will apply:

                             1. The employee must meet all qualifications for the
                                requested position.

                             2. The employee must submit a reassignment request form
                                to his or her immediate supervisor, who will sign the
                                form and forward it to the Superintendent or designee.
                                [See Exhibit A]

                             3. The human resources department will contact the
                             employees chosen for interviews with the supervisor of the
                             department or principal of the campus where the vacancy
                             exists.

                             4. If the supervisor or principal agrees to the reassignment,
                                 he or she will sign the form and forward it to the
                                 Superintendent or designee for review.

                             5. All such requests must be filed no later than the end of
                                the fifth six week grading period prior to the school year
                                for which the request is made.

                             6. Reassignments will not be made during the school year
                                except in unusual or exceptional circumstances.

DISTRICT-INITIATED        At any time during the school year, an immediate supervisor
REASSIGNMENT              may request the reassignment of an employee. The following
                          guidelines will apply:

                             1. The sending and receiving supervisors will hold a
                                conference with the employee prior to any District-
                                initiated reassignment.

                             2. When a reassignment is made during the school year, the
                                employee will be allowed time between assignments, not
                                to exceed one day, for the purpose of moving and
                                preparing for the new assignment.




DATE ISSUED: 04/19/1999
UPDATE 16
DK(REGULATION)-RRM
ASSIGNMENT AND SCHEDULES                                                  DK
                                                                    (EXHIBIT)




The following pages are forms addressing assignment and reassignment of
employees:


Exhibit A:   Professional's Request for Reassignment - 1 page


Exhibit B:   Notice to Parents Regarding Uncertified Teacher Assignment -
             1 page

Exhibit C:   Notice of Assignment to Supplemental Duties - 1 page
EXHIBIT A

                        PROFESSIONAL'S REQUEST FOR REASSIGNMENT

Name __________________________________________________________________

Home address __________________________________________________________

Telephone (_______)__________________       Employee Number ________________

Current assignment (campus/subject/grade level): ______________________
________________________________________________

Total continuous years of service in the District (including current
year)________

Certifications (subjects, grade levels): ______________________________

_______________________________________________________________________

Briefly state the reason for this request: ____________________________

_______________________________________________________________________

Assignments requested:

         First choice (campus/department/subject/grade level):

    _____________________________________________________________________

         Second choice (campus/department/subject/grade level):

    _____________________________________________________________________

Employee signature ____________________________ Date __________________


Sending principal/supervisor signature ________________________________

Date ___________________________
_______________________________________________________________________

Disposition of request (for central office use only)

[    ]     Approved Campus _____________________________________

          Subject, Grade level ___________________________________

[    ]     Denied

Receiving principal/supervisor signature ______________________________

Date ____________________


Superintendent signature _____________________________ Date ___________
EXHIBIT B

             NOTICE TO PARENTS REGARDING UNCERTIFIED TEACHER ASSIGNMENT

_______________ (date)

Dear _________________________ (name of parent or guardian):

Texas law requires that parents be notified if their child is assigned a
teacher more than 30 consecutive days who does not hold an appropriate
teaching certificate. Consequently, I am taking this opportunity to inform
you that your child's (teacher) (substitute teacher) in
_________________________ (specify subject or grade) does not currently have
the appropriate state teaching certificate or permit.
Although your child's teacher does not have the appropriate state teaching
certificate, we do believe that _________________________ (teacher's name) is
qualified to teach in this assignment. Our staffing decisions are made to
provide the best qualified person available for each class. In addition, the
campus administrator will be evaluating each teacher's performance in the
classroom to ensure that your child receives quality instruction.
_______________________________________________________________________

Include either or both of the following sentences if applicable:

_________________________ (teacher's name) is currently certified in
_________________________ under the laws of the state of Texas (or specify
other job-related credentials).

We expect this teaching assignment to continue until your child's regular
classroom teacher returns from a leave of absence.
_______________________________________________________________________

If you have any questions regarding your child's teacher assignment, please
feel
free to call _________________________ (designated contact person) at
_______________ (phone number).

Sincerely,

______________________________ (Superintendent)


_______________________________________________________________________

    Note: The District must make a good-faith effort to ensure that this
notice is provided in a bilingual format to any parent or guardian whose
primary language is not English.

This form meets the requirements of Education Code 21.057, applicable to all
districts and campuses.

For campuses subject to the Title I requirements under the federal No Child
Left Behind Act, please see the TEA Web site for forms required for giving
notice concerning qualifications of teachers:
    http://www.tea.state.tx.us/nclb/sampleforms.html
EXHIBIT C


                 NOTICE OF ASSIGNMENT TO SUPPLEMENTAL DUTIES




       (NOT FOR USE WITH AN EMPLOYEE UNDER A DUAL-ASSIGNMENT CONTRACT)


To ______________________________


From ______________________________ (Superintendent)


Date ____________________


Subject: Supplemental duty assignment for _____ - _____ school year


This is to notify you of the supplemental duty assignment and compensation
beginning _______________ (date).


You will be assigned as the _________________________ and paid a stipend of
$__________ in accordance with the supplemental duty pay schedule approved by
the Board. This stipend is provided in addition to the salary you receive
for your primary job assignment and will be paid on a monthly basis. You
will continue to receive this stipend for as long as you have this
supplemental duty assignment. Your stipend includes payment for all duties,
responsibilities, and extra time the
assignment requires. The stipend may be prorated if you do not complete the
assignment.


Your supplemental duty assignment is on an at-will basis and is not a part of
your employment contract with the District; there is no property right to
your continuation in this assignment. You may resign this duty at any time,
or the District may reassign or terminate this duty at any time.


On behalf of the District, I want to express our appreciation for your extra
efforts on behalf of our students. We wish you continued success.




DATE ISSUED: 06/18/2004
UPDATE 22
DK(EXHIBIT)-RRM
WORK LOAD
                                                                                    DL
                                                                          (REGULATION)


DUTY          Principals may assign duties to employees in addition to those specified in
ASSIGNMENTS   job descriptions. Such duties may include the following:

                 1. Lunch period duty in accordance with law.

                 2. Hall duty.

                 3. Classroom housekeeping duties such as turning out lights, closing
                    windows, locking doors, maintaining neat and attractive classrooms,
                    and the like.

                 4. Duty at extracurricular activities.

                 5. Bus loading duty.

                 6. Parking lot duty.

                 7. Any extra duty assigned by the principal.

              Each principal will prepare a schedule of these duty assignments. A copy of
              the schedule will be available, and orientation will be provided for such duty
              assignments.
SPONSORS      Teachers may be called upon to sponsor various organizations and class
              groups. The sponsorship of classes may be rotated among teachers annually
              so that the same teachers do not have the more demanding sponsorships in
              consecutive years. Sponsors will:

                 1. Supervise projects and activities selected by organizations and class
                    groups.

                 2. Counsel and advise students in elections, and in the selection of
                    projects and activities.

                 3. Establish proper and adequate procedures for the collection and
                    accounting of funds derived from fund-raising projects.

                 4. Keep the principal informed of projects and activity dates and have
                    these posted on the school activity calendar.

                 5. Ensure that all projects and activities of classes and organizations are
                    approved by the administration.
                   6. Schedule projects and organizational work so that class time is not
                      used for that purpose.

                Teachers are urged to attend and participate in as many extracurricular
                activities as time and convenience permit.
ITEMS           At the end of each school term or at the time of a teacher's termination or
REQUIRED TO     resignation, the following items must be filed with the principal:
BE FILED
                   1. Grade book.

                   2. Lesson plan book.

                   3. Final exam copies.

                   4. Teacher editions of textbooks.

                   5. Textbook records.

                   6. Completed grade sheets.

                   7. Report cards.

                   8. Keys to buildings, file cabinets, desk, and the like.

                   9. Teacher's daily register, if applicable.

                   10. Any other required District forms or reports.




DATE ISSUED: 08/28/1996
UPDATE 13
DL(REGULATION)-RRM
WORK LOAD:
                                                                                  DLA
STAFF MEETINGS
                                                                          (REGULATION)




FACULTY        Faculty meetings are scheduled by the principal. Teachers are required to be
MEETINGS       present at such meetings unless prior arrangements have been made with the
               principal.




DATE ISSUED: 08/28/1996
UPDATE 13
DLA(REGULATION)-RRM
PROFESSIONAL DEVELOPMENT:                                                            DMA
REQUIRED STAFF DEVELOPMENT                                                   (REGULATION)


NEW TEACHER New teachers must report for orientation and staff development activities at
ORIENTATION the beginning of the school year, in accordance with the schedule established
            by the District.
                  Orientation may include the following information:

                      1. Board policies, including but not limited to:
                              a. Employee standards of conduct
                                 [DH(LEGAL)(LOCAL)(EXHIBIT)]
                              b. Teacher appraisals [DNA(LEGAL)(LOCAL)]
                              c. Employee benefits [DEC(LEGAL)(LOCAL),
                                 DEB(LOCAL), CRD(LOCAL), and CFEA
                                 (LEGAL)(LOCAL)]
                              d. Employee complaints [DGBA(LEGAL)(LOCAL)]

                      2. Campus facilities
STAFF       Attendance at designated staff development sessions is mandatory for school
DEVELOPMENT personnel. An absence not excused in accordance with DEC(LOCAL) or for
            which no staff development equivalency hours have been earned [see
            DMA(LOCAL)], will result in deductions from the employee's salary in
            accordance with DEC(LOCAL).
STAFF       Administrators, teachers, and paraprofessionals may elect to participate in
DEVELOPMENT the staff development equivalency program under the following conditions:
EQUIVALENCY
TIME            1. Six hours of staff development equivalency time must be
                    accumulated before an employee can be released from a scheduled
                    campus or District development session.

                      2. The District will allow a maximum of one day of staff development
                         equivalency time to be used per school year.

                      3. Staff development equivalency time may be earned after school
                         hours, on weekends, or in the summer (precontract days). Staff
                         development equivalency time accumulated from June 1 to May 31
                         may be applied only to the current year's staff development
                         requirements.

                      4. A list of acceptable activities for the purpose of earning staff
                         development equivalency time will be developed by the District- and
                         campus-level committees and distributed to employees on an annual
                         basis. Changes to this list will be disseminated in a timely manner.

RECORDS           Requests to participate in activities to earn staff development equivalency
               time must be made on the request form (Exhibit A) and approved by the
               principal or supervisor.

               An activity record form must be signed by the leader of the training session
               and submitted to the principal or supervisor (Exhibit B).

               Within seven days after the session, the employee must file with the
               principal or supervisor an evaluation of the workshop.




DATE ISSUED: 06/18/2004
UPDATE 13
DMA(REGULATION)-RRM
PROFESSIONAL DEVELOPMENT:
                                                                        DMA
REQUIRED STAFF DEVELOPMENT
                                                                    (EXHIBIT)




See the following pages for forms that apply to staff development in the
District:


Exhibit A:   Request for Staff Development Equivalency Time Approval - 1 page


Exhibit B:   Certificate of Validation of Staff Development Equivalency
             Credit – 1 page
EXHIBIT A


             REQUEST FOR STAFF DEVELOPMENT EQUIVALENCY TIME APPROVAL



Date _______________________

Employee's name __________________________ Campus _____________________

Assignment ___________________________________________________________

Title of workshop/course ______________________________________________

Dates of workshop/course ______________________________________________

Location of workshop/course ___________________________________________

Sponsored by __________________________________________________________


Brief description of workshop/course __________________________________

_______________________________________________________________________

_______________________________________________________________________

Hours of equivalency time to be earned ________________________________

Approved by:

_______________________________________
Principal/Supervisor

_______________________________
Date


_______________________________________________________________________


Note:       Equivalency time earned from June 1 to May 31 must be used
        during the current school year.



_______________________________________________________________________
EXHIBIT B


        CERTIFICATE OF VALIDATION OF STAFF DEVELOPMENT EQUIVALENCY CREDIT

Employee's name _____________________________ Campus __________________

Assignment ____________________________________________________________

Title of workshop/course (activities, field of study, and the like)

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________


Location of workshop/course ___________________________________________

Sponsored by ____________________________________________________




Dates of workshop           Beginning of Time   Ending Time     Total time




Signature of training provider ______________________________

Date ____________________

Employee's signature ______________________________

Date ____________________


Principal's signature ______________________________

Date ____________________


[   ]   Approved    [   ]   Disapproved



DATE ISSUED: 08/28/1996
UPDATE 13
DMA(EXHIBIT)-RRM
PROFESSIONAL DEVELOPMENT:                                                              DMD
PROFESSIONAL MEETINGS AND VISITATIONS                                          (REGULATION)




PROFESSIONAL
ABSENCES
 CONFERENCES An employee may be asked to attend conferences/meetings when such
             conferences have been budgeted for and/or approved by the school or
             department. An employee who is required by the Superintendent to
             represent the District at a meeting or conference will be reimbursed in full
             for expenses incurred.

                   Employee requests to attend professional conferences must be submitted to
                   the Executive Director for Curriculum for approval, with the
                   recommendation of an employee's immediate supervisor. The employee
                   must supply information about the conference and justify the administrative
                   and/or instructional, school-related purpose to be accomplished.
                   Employees may receive reimbursement for expenses at such professional
                   conferences, subject to available budgeted funds.
CONFERENCE    To be given released time, an employee who is invited to be a speaker or
PROGRAM       major contributor at a professional conference or competition must request
PARTICIPATION approval from his or her immediate supervisor.
STAFF       Administrators may serve as staff development or program speakers in
DEVELOPMENT another school district or college class, as approved by the Superintendent.
PROGRAMS
PRINCIPALS         Principals may attend one state conference per year, as well as the TASSP
                   and TEPSA summer workshops.
EXPENSES           Travel expenses and registration fees will be paid by the District for
                   approved activities in accordance with DEE(LOCAL) and
                   (REGULATION).




DATE ISSUED: 08/28/1996
UPDATE 13
DMD(REGULATION)-RRM
PROFESSIONAL DEVELOPMENT:
                                                                                   DMD
PROFESSIONAL MEETINGS AND VISITATIONS
                                                                               (EXHIBIT)


                 APPLICATION FOR AUTHORIZATION OF PROFESSIONAL TRIP

Date _____________________

Name ____________________________________________


Campus/Department ________________________          Position __________________


Destination (city/agency hosting trip) __________________________

Dates (include travel time)       From ___________       To __________

Benefit to District __________________________________________________

_______________________________________________________________________

Expenses to be paid by [       ] Self   [   ] District      [   ] Other __________

Is substitute needed?      [   ] Yes    [   ] No

Total estimated cost to District        $___________________

Travel advance required? _______________           Amount $_______________

___________________________________
Employee's signature

***********************************************************************

[   ] Approved     [   ] Disapproved

___________________________________
Principal/Supervisor signature

____________________
Date

___________________________________
Ex. Dir. For Curriculum signature

____________________
Date

DATE ISSUED: 08/28/1996
UPDATE 13
DMD(EXHIBIT)-RRM
PERFORMANCE APPRAISAL                                                               DN
                                                                           (REGULATION)


EVALUATION OF
NONCONTRACTUAL
PERSONNEL
                    Evaluation of noncontractual personnel is a continuous process based
                    on approved performance criteria and instruments used for objectively
                    gathering, analyzing, and interpreting evidence regarding the strengths
                    and limitations demonstrated by employees in their assigned positions.
  PROCESS           The District's evaluation program for noncontractual employees will be
                    administered in accordance with the following provisions:

                          1. Each employee will be given a copy of the job description for
                             his or her position.

                          2. The evaluation will be based on observed job-related
                             performance.

                          3. The employee will be evaluated by the immediate supervisor.

                    Noncontractual employees will be evaluated at least once annually;
                    however, evaluations may be made as frequently as the supervisor
                    deems necessary. Documentation of each evaluation must be in writing,
                    indicating specific characteristics of the employee's performance.

                    When a noncontractual employee is evaluated, the supervisor must
                    conduct a conference with the employee. Written records of the
                    evaluation will be available for discussion during the conference.
  RECORDS           All evaluation documents must be signed by both the employee and the
                    supervisor. The signature of the employee does not signify that the
                    employee agrees with the supervisor but acknowledges that the
                    conference has been held and discussed. The employee may attach a
                    written statement to the forms if desired.

                    A copy of each written evaluation must be given to the employee, a
                    copy will be kept by the immediate supervisor, and a copy will be
                    maintained in the employee's records in the human resources
                    department.




DATE ISSUED: 04/19/1999
UPDATE 16
DN(REGULATION)-RRM
PERFORMANCE APPRAISAL:
                                                                        DNA
EVALUATION OF TEACHERS
                                                                    (EXHIBIT)


                          WAIVER OF FORMAL APPRAISAL


As permitted by state law and within the criteria established by Board policy
DNA(LOCAL), I agree to be appraised on a less than an annual basis.


I understand that I will be appraised at least once within each _________-
year period, in accordance with Board policy.


I understand that during any school year in which I am not scheduled for an
appraisal under the Professional Development and Appraisal System (PDAS),
either my principal or I may require that an appraisal be conducted by
providing written notice to the other party.




Teacher ______________________________________


Campus _____________________________________


Date ______________________________________




Principal _____________________________________


Date ______________________________________




DATE ISSUED: 06/18/2004
UPDATE 22
DNA(EXHIBIT)-RRM
PERFORMANCE APPRAISAL:
                                                                            DNB
EVALUATION OF OTHER PROFESSIONAL EMPLOYEES
                                                                       (EXHIBIT)


                   PROCEDURES FOR APPRAISAL OF ADMINISTRATORS

                  RECOMMENDED BY THE COMMISSIONER OF EDUCATION

_______________________________________________________________________


Note:    The following procedures, which are recommended but not required by
the Commissioner, may be used in whole or in part.

_______________________________________________________________________


The District shall establish an annual calendar providing for the following
activities, in which both the administrator and the appraiser shall
participate:

1. Procedures for setting goals that define expectations and set priorities
for the administrator being appraised.

2.   Formative conference.

3.   Summative conference.

Appropriate administrators shall be involved in developing, selecting, or
revising the appraisal instrument and process.

Before conducting appraisals, an appraiser shall provide evidence of training
in appropriate personnel evaluation skills related to the locally established
criteria and process.

19 TAC 150.1022(a)-(c)

The domains and descriptors used to evaluate administrators may include the
following:

1.   Instructional management.

2.   School or organization morale.

3.   School or organization improvement.

4.   Personnel management.

5.   Management of administrative, fiscal, and facilities functions.
6.   Student management.

7.   School or community relations.

8.   Professional growth and development.
9.   Academic excellence indicators and campus performance objectives.

10. For principals, student performance. Districts using the
Commissioner-recommended student performance domain for principals shall meet
the following requirements:


     a.   Principals and their appraisers whose districts adopt the
          Commissioner-recommended student performance domain shall
           Satisfactorily complete appraiser training with a trainer and
           Curriculum approved by the Commissioner. Periodic retraining
           Shall be required.

     b.   The Commissioner-recommended student performance domain shall
          be implemented in accordance with procedures approved by the
          Commissioner.

     c.   The results on the Commissioner-recommended student performance
          domain shall be incorporated into the local appraisal
          instrument.

     d.   The results on the Commissioner-recommended student performance
           domain shall be a primary consideration in identifying a
           principal in need of assistance. An intervention plan shall be
           required for a principal whose results on this domain fall
           below the Commissioner’s established standards.

     e.   For a principal new to the campus or for a new campus, the
          results from the Commissioner-recommended student performance
          domain shall be on a "report only" basis during the first year.
          Dropout and attendance data for the principal shall be on a "report
          only" basis for the first two years.

In developing appraisal instruments, the District shall use the local       job
description, as applicable.

The District may implement a process for collecting staff input for
evaluating administrators or for developing plans for professional growth for
administrators. If such a process is implemented for use in the
administrator's evaluation, staff input shall not be anonymous.

19 TAC 150.1021, 150.1022(d)-(g)




DATE ISSUED: 06/07/2000
UPDATE 17
DNB(EXHIBIT)-RRM
PERSONNEL POSITIONS:
                                                                                   DPB
SUBSTITUTE, TEMPORARY, AND PART-TIME POSITIONS
                                                                          (REGULATION)


SUBSTITUTE   The daily pay scale for substitute teachers is as follows:
TEACHERS
                1. Teachers with Texas certificate: $90.00

                2. Teachers with a degree, but with no certification: $80.00

                3. Teachers with an Associates degree or 60 college hours: $70.00

                4. Teachers with high school diploma or GED: $50.00

             The daily rates for 10 or more continuous days in the same classroom will be
             as follows:

                1. Teachers with Texas certificate: $100.00
                2. Teachers with a degree, but with no certification: $90.00
                3. Teachers with an Associates degree or 60 college hours: $80.00

                4. Teachers with high school diploma or GED: $60.00

             The daily rates for 10 or more continuous days and no regular teacher in the
             same classroom will be as follows:

                1. Teachers with Texas certificate: $110.00

                2. Teachers with a degree, but with no certification: $100.00

                3. Teachers with an Associates degree or 60 college hours: $90.00

                4. Teachers with high school diploma or GED: $70.00

             Substitute teachers may be employed for all or part of a day; substitutes
             employed for less than a full day will be paid according to the pay scale
             developed by the Superintendent or designee.
ASSIGNMENT   The following procedures will be followed for contacting and assigning
OF           substitute teachers:
SUBSTITUTE
TEACHERS        1. Substitute teachers will be contacted by the campus office.

                2. A teacher who is ill (or has an ill family member) in the morning and
                   must be absent is expected to call the principal or immediate
                    supervisor before 7:00 a.m.

                3. A teacher who anticipates an absence for illness the next day may
                   notify the principal or immediate supervisor before 3:45 p.m. on the
                   day before the absence.

                4. A teacher anticipating a absence for discretionary reasons must
                   submit a request in advance in accordance with local policy or
                   regulations (see DEC).

                5. The principal will make an accurate and prompt report to the business
                   office of all substitute services.

                6. Principals are responsible for notifying the business office when a
                   substitute has been employed in the same assignment for ten
                   consecutive days.

SUBSTITUTE   In the performance of his or her duties, a substitute teacher is expected to:
TEACHER
DUTIES          1. Have the same responsibilities and workday schedules as the regular
                   teacher for which he or she is substituting;

                2. Attend staff meetings unless excused by the principal;

                3. Follow the lesson plan prepared by the regular teacher or comply with
                   other instructions from the principal. The principal will review the
                   lesson plans of an absent teacher when advance planning is possible.
                   When specific planning is not possible, the absent teacher will have
                   made generic provisions for substitutes in the daily plan book;

                4. On completing an assignment, prepare a statement of the work
                   accomplished in each subject or class;

                5. Maintain the housekeeping arrangements of the regular teacher;

                6. Administer contact the principal in the case of a serious behavior
                   problem or a violation of the Student Code of Conduct; and

                7. Complete routine reports required by the office, including:
                     a. Attendance reports; and
                     b. Student progress reports and reports of violations of the
                         Student Code of Conduct, after conferring with the principal.
SUBSTITUTES The supervisor of the food service department will arrange for a qualified
FOR POSITIONS substitute from the approved list.
OTHER THAN
TEACHER
                 The supervisor of the transportation department will arrange for a substitute
                 bus driver from the list of qualified drivers.
                 Except in urgent circumstances or in case of long-term absences,
                 maintenance positions will not be filled by substitutes.
                 The campus principal will arrange for a substitute custodian from the
                 approved list.
                 The campus principal or department supervisor will arrange for a substitute
                 secretary from the approved list when the position is vital to the operation of
                 the campus or department.
                 The campus principal will arrange for a substitute instructional aide, library
                 aide, or nurse aide from the approved list when the role of the absent aide is
                 vital to the operation of the campus or department.




DATE ISSUED: 06/07/2000
UPDATE 17
DPB(REGULATION)-RRM

				
DOCUMENT INFO