Employee Handbook - North Thurston Public Schools

Revised 1/11

Welcome to

North Thurston Public Schools

Human Resources Department

305 College Street NE

Lacey, WA 98516-5390

(360) 412-4450

Table of Contents

Message from the Superintendent……………………………….……………………………………….1

Introduction…………………………………………………………………………………………...…...2

District Goals………………………….……………………….…………………………………………..3

Belief Statements

Mission

Vision

Organizational Structure………………………………………………………………………...…..…...4

Organizational Chart

About Your Job……………………………………….…………………………….……………………..5

Collective Bargaining Agreements

Salary Placement

Probation

Professional Growth…………………………………………….…………………………………………6

Intra-District Transfers

Professional Development

Job Performance Evaluations

When You Can’t Get to Work……………………………..………………………………………….….7

Attendance

Leave of Absence

Substitutes

Snow and Inclement Weather

When You’re Injured on the Job………………………………………………………………………....8

Workers’ Compensation

Safety

The Policies by Which We Live………………………….……………………………………………….9

Policies/Manuals

Drug-Free Workplace/Schools

Tobacco-Free Policy

Use of District Equipment or Facilities for Private Gain

Affirmative Action Policy

Human Relations

Sexual Harassment

Table of Contents (Cont.)

As a District Employee……………………………………………………...……...…………………….13 Confidentiality

Child Abuse and Neglect

Employee Recognition

How You Get Paid…………………………………………………………………………...…………...14

Payroll

Classified Employees

Certificated Employees

Union Dues

Social Security (FICA)

Retirement

Insurance……………………………………………………………………………………………….....16

Workers’ Compensation

Dental Insurance

Vision Insurance

Group Term Life and AD&D

Medical Insurance

Other Optional Benefit Plans

COBRA

Other Benefits……………………………………………………………….…………………………....17

Credit Union

Section 125

Definition of Terms…………………………………………………………………………..…………..18

District Policies…………………………………………………………………………………………...19

Affirmative Action (5011)

Prevention of Threats & Violence (5014)

Employees Infectious Disease Control (5130)

Reporting Improper Governmental Action (5241)

Drug Free Workplace (5258)

Leave Sharing (5328)

Use of Tobacco on School Property (5336)

Purchasing: Relations with Vendors (7324)

Employee Safety and Health (8301)

District Facilities and Equipment Usage (8361)

Sexual Harassment (8700)

Possession of Weapons (8710)

District Forms…………………………………………………………………………………………….34

1

Message from the Superintendent

Welcome to North Thurston Public Schools!

We are pleased you have chosen our professional learning

community to share your talents to help every child in our district

attain the academics and life skills necessary to succeed in a

diverse world. A snapshot of our staff reveals an impressive and

exciting picture. With more than 2,000 full and part-time staff

serving over 14,000 students in 21 schools, we are the largest

district in Thurston County -- and still growing. Nearly 70 percent

of our teachers have at least a Master’s degree and I’m proud to

say we have one of the highest percentages of National Board

Certified teachers in the state among larger districts.

When people ask me what attracted me to North Thurston, I

immediately noted the collaboration amongst staff and community; the progress that has been made in

performance-driven student achievement; and the rich diversity amongst our student body and

community. I think you’ll also find Lacey to be a beautiful and welcoming place to work and live.

Whether you are a classified or certified employee, our commitment to excellence in a collaborative

learning environment can help benefit not only our students but each other. I am personally honored to

work for a district with so many inspiring teachers and compassionate staff who believe, like I do, that all

children can succeed if given the encouragement and opportunities they need and deserve to succeed in

academics and in life. I am confident that if our intentions and actions are pure and authentic, and if we

continually put children at the center of each decision we make, we can accomplish this goal.

As your Superintendent, you have my commitment to support you in your efforts, provide clear direction

and vision, and actively engage parents and the community around our progress, achievements and

challenges. I strongly believe both internally and externally that transparency is a key component of

success if we are to be true partners in the education of our children.

Ultimately, it is my deepest hope to inspire us to become the best public school system we can be. Our

children are the world’s ultimate resource!

Humbly,

Raj Manhas, Superintendent


2

Introduction

This handbook has been developed to help you become better acquainted with the services North

Thurston Public Schools provides and the way it operates. It is not intended to cover all areas of

information you might need as a North Thurston Public Schools employee, but rather to give you an

overview and resources to use when questions do arise.

There is a definition of terms in the back of the handbook if you come across some unfamiliar

terminology. If you have other questions that are not addressed in this handbook and you don't know

where to go, please feel free to contact the Human Resources Department.

This handbook contains general guidelines only. The provisions herein may be amended or exceptions to

them made by the Human Resources Department. This handbook is not intended as, nor should it be

construed to create, terms of an express or implied contract of employment at North Thurston Public

Schools or any type of promise or guarantee of specific treatment in a specific situation. The District

reserves the right, in it’s sole discretion, to amend, modify, or discontinue it’s use of the handbook or it’s

provisions without prior notice, notwithstanding any person’s acts, omissions or statements to the

contrary.

Note: Should there be a conflict between this handbook and a labor agreement, the labor

agreement governs.

3

District Goals

Belief Statements Everyone can and will learn.

Individuals learn differently.

People learn best in a safe, caring and

supportive environment.

Learning is a life-long process.

Individuals need acceptance,

understanding, dignity and respect.

The acceptance and understanding of

diversity are essential to realizing

individual potential.

In the pursuit of excellence the entire

community shares in the responsibility

for education and learning.

Our educational vision reflects a

changing society.

Our educational system must be centered

on the needs of students.

Mission Committed to excellence:

The mission of North Thurston Public Schools is

to provide every student the academic and life

skills necessary to succeed in a diverse world.

In partnership with the community, the District

will provide leadership and commitment to

support innovative, high-quality education.

Vision The vision of the North Thurston Public Schools

is to provide an educationally excellent, safe and

invigorating community in which to learn, work

and grow. Student centered instruction, with

clearly identified results, is the top priority. All

students are valued individuals who can learn.

They possess a strong sense of self-worth gained

through success in a wide variety of experiences

and with a wide range of people. Upon

graduation, students will be able to communicate

effectively, think critically and creatively and

make informed choices.

The community takes pride in the innovative,

responsive educational system resulting from the

involvement and leadership of parents, the

public, staff and the School Board. Diversity is

recognized and each person is treated with

respect and dignity.

4

Organizational Structure

Organizational Chart North Thurston Public Schools is headed by a five-member Board of Directors who are elected to their

positions and are responsible for policy decisions. The Superintendent reports directly to the Board.

5

About Your Job…

Collective Bargaining Agreements As a new employee you may be represented by a

bargaining unit; as such, your work activities are

subject to a collective bargaining agreement

between the District and your employee

organization. You will be provided with a copy

of the appropriate collective bargaining

agreement. This is an extremely important

document and it should be read carefully. Some

employees and administrators are non-

represented. Their work conditions are

established by board policy.

Salary Placement Classified: Placement on the appropriate salary

schedule is based on your position and union

affiliation. Your appropriate salary schedule and

information regarding compensation is located in

your collective bargaining agreement or can be

obtained from Human Resources.

Certificated: Salary placement is based on years

of certificated experience and education. Please

refer to Article 39 of your collective bargaining

agreement regarding salaries, stipends and

supplemental contracts. Salary schedules are

also included in the agreement or can be

obtained from Human Resources.

Probation All new classified employees must serve a

probationary period before being given full

employment. The length of the probationary

period varies according to job classification (see

collective bargaining agreement for specifics).

During the probationary period, your immediate

supervisor will evaluate you. If your

performance is satisfactory, a recommendation

for regular employment will be submitted to

Human Resources. If your performance is

determined to be unsatisfactory, your

employment will be terminated.

Certificated classroom/specialist teachers are

observed within the first 90 calendar days of the

commencement of their employment and are also

considered as provisional employees for a period

of two (2) years.

6

Professional Growth

IntraDistrict Transfers Classified: If you wish to move to another position and/or building, you must apply and be qualified for a

specific opening in that area. Current job openings are posted on the District’s website:

www.nthurston.k12.wa.us. To apply, complete a Career Interest Transfer Request Form.

Certificated: General requests for intra-district transfers must be received in Human Resources by March

31 of the current school year in order to be eligible for transfer for the following year. To apply, complete

a Career Interest Transfer Request Form. Refer to your collective bargaining agreement for defined

guidelines for requesting a transfer.

Professional Development North Thurston Public Schools believes that the

most important component of any organization is

its people. With this in mind, we recognize the

importance of providing classes for professional

development. Classes and courses are offered by

the District throughout the year. Professional

development opportunities are available through

My Learning Plan on the District’s website:

www.nthurston.k12.wa.us under staff resources.

Job Performance Evaluations You will be evaluated by your supervisor in

accordance with the procedures and criteria in

you collective bargaining agreement. The

purpose of this evaluation is to provide feedback

regarding job performance and to make

suggestions for professional growth. (See

“District Forms” in this handbook for

appropriate evaluation forms)

7

When You Can’t Get to Work

Attendance You are expected to be at work on time, every day. If you must be late or absent, tell or call your

supervisor as soon as possible. In an emergency, you may have someone else call so necessary

arrangements can be made.

Leave of Absence Requests for leave of absence must be submitted in advance; however, emergency leaves are an exception

because the situation is usually of an urgent nature. Submit the request to your administrator for

acknowledgment and forward to Human Resources. The type of leave requested depends on the reason

for the leave. Refer to your collective bargaining agreement for specific available leaves and their terms.

Personal Leave

Sick Leave

Bereavement

Professional Leave

Emergency

Jury/Subpoena

Vacation

Military

The District adheres to the provisions of the Family Medical Leave Act (FMLA) and agrees to extend

these provisions to employees who meet the eligibility requirements set forth in the Federal Family and

Medical Leave Act.

Substitutes Ask your supervisor if a substitute is needed in case you are absent or late. All staff should communicate

with their supervisor and he/she will make the decision regarding substitute need. If a substitute is

needed, employees may request substitutes by calling the North Thurston Public Schools SubFinder

System at 1-866-936-7940. In addition, the employee must contact their immediate supervisor to report

the absence.

Snow and Inclement Weather Occasionally it is necessary to alter the District's operating schedule due to snow and/or inclement

weather. The local radio stations and District website are your source of information when this occurs. If

you miss part or all of the day because of the weather and schools remain in session, the following leave

policies and provisions may be applied:

All Certificated: When school is closed due to inclement weather, certificated staff will not report to work. Teachers will

make up the day with the students on the designated make up day(s).

Full-Time and 11-Month Classified:

Should schools close due to inclement weather, 11-month employees and full-time employees need to

report to work as usual. If you are unable to report to work, you will need to use vacation or personal

leave for the un-worked hours. Other classified employees such as paraeducators, 10-month office

professionals, cooks, and transportation specialists, should not report to work. Time will be made up with

the students on the designated make up day(s).

8

When You’re Injured on the Job

Workers' Compensation North Thurston Public Schools is self-insured through our local ESD Workers' Compensation Trust,

which handles all workers' compensation claims for the District. An identification card should be

provided to you.

The District's membership in the Trust does not change the benefits you would be entitled to through

Labor and Industries. Please carry the identification card with you that identifies you as a member of the

Trust for the following reasons:

Medical care

Processing your work-related injury claim

Claims are processed through Risk Management and the Workers' Compensation Trust. Please contact

them immediately should you incur an on-the-job injury. The phone number is 412-4419.

Safety We all share the responsibility to maintain our workplace in the safest possible manner for ourselves,

students and visitors to the District. Should you notice a dangerous situation of any kind, please notify

your supervisor or Risk Management to assure the matter is corrected. Safety is an area in which we can

all participate to make our work environment as safe as possible.

Our responsibility as employees is to carry out the tasks assigned in our job in such a way as to ensure our

own safety, as well as the safety of those around us. You are asked to read Policy 8301, which clearly

defines your part in the safety program at the North Thurston Public Schools. (See "District Policies"

section in this handbook)

9

The Policies by Which We Live

Policies/Manuals We operate in accordance with policies established by the Board of Directors. The Board, which

represents the local community, adopts policies and approves regulations after careful deliberation. The

school administration implements them through specific administrative procedures and actions. The

Board then evaluates the effects of its policies and regulations and makes revisions as necessary. These

District policies and procedures are located in the "Policies and Procedures" manual. Policy development

in a modern, forward-looking school system is a dynamic, ongoing process. New problems, issues and

needs give rise to the continuing need to develop new policies or to revise existing ones. A copy of the

"Policies and Procedures" manual is available at each District location. If you are interested in reviewing

the manual, contact your principal or supervisor. NTPS “Policies and Procedures” are also available

online at www.nthurston.k12.wa.us.

Drug-Free Workplace/Schools The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is

prohibited on North Thurston Public Schools property. Conviction of a District employee for violation of

such prohibition will result in disciplinary action up to, and including, termination of employment. As a

condition of employment, you must abide by the terms of this statement and must notify Human

Resources of any criminal drug statute conviction for a violation occurring in the workplace no later than

five days after such conviction (WAC 180-87-055).

Under the Drug-Free Schools and Communities Act, all schools must be totally free of unlawful drugs

and alcohol. No one is allowed to possess, use or distribute such drugs or alcohol while on District

property or taking part in any school activity.

Disciplinary actions will be taken for drug and alcohol violations. The law says discipline can include

prosecution for illegal acts, as well as expulsion for students and loss of job for school employees.

We fully support the Drug-Free Schools and Community Act. It is expected that all students and

employees will follow the regulations and policy prohibiting possession, use or distribution of drugs and

alcohol on school property or as a part of any school activity. (See "District Policies" section in this

handbook).

Tobacco-Free Policy We also prohibit the use of tobaco products on public school property.

For the purposes of this policy, the term "tobacco" includes any kind of lighted pipe, cigar, cigarettes or

any other lighted smoking equipment or materials; or the chewing or sniffing of a tobacco product.

Staff, students, parents, contracted personnel, and visitors are prohibited from using tobacco products on

school property. (See "District Policies" section of this handbook)

10

Policies (Cont.)

Use of District Equipment or Facilities for Private Gain State statutes and regulations prohibit the use of public property and equipment for personal gain. The

District's building-use form clearly prohibits the use of such property for personal and private reasons.

District equipment such as copy machines, word processors, computers, vehicles, shop equipment and

tools, etc., is not to be used for personal gain or use or to promote a private enterprise even though an

offer to pay may be made.

Affirmative Action Policy The North Thurston Public Schools has a commitment to a quality-integrated education. We recognize

that our public schools represent an important function in our pluralistic society. Staffing of the North

Thurston Public Schools must, therefore, be based on a concept of cultural pluralism in which males and

females of all ethnic groups serve essential educational purposes and provide models for all children that

will support their self-concept and their sense of purpose.

The North Thurston Public Schools is committed to providing a non-discriminatory environment, one in

which adults as well as students recognize the challenges, opportunities and rewards that our Affirmative

Action program presents. (See "District Policies" section of this handbook)

Human Relations The North Thurston Public Schools Board of Directors finds it imperative that all District employees be

committed to the values and principles enumerated herein for the benefit of all students.

Employees' actions are to be consistent with and supportive of the following:

Students have the right to an ample education, as guaranteed in the Washington State Constitution.

Students have the right to equal access to education and shall not be denied opportunity because of race or

color, religion, creed or political belief, national origin, sex, gender orientation, marital or parental status,

social or economic status, or the presence of any physical, sensory or mental disability.

Students have the right to obtain an education in an environment of respect, free from physical or verbal

harrassment because of, or in reference to, a student's race, creed, religion, color, national origin,

linguistic diversity, sex, gender orientation, or disability.

Students have the right to an education in an environment that protects their civil rights, physical safety,

and mental well-being.

Employees shall provide an educational environment which respects the worth, dignity, and diversity of

individuals and provides for the successful education of all students.

11

Policies (Cont.)

Human Relations Cont. Employees shall identify and strive to eliminate the barriers that produce disproportionality in student

academic achievement and in discipline and suspension.

Employees shall provide educational and instructional materials which are free from bias and shall

provide equitable opportunity for co-curricular activities.

Employees shall provide opportunities for the involvement of students, parents, and concerned citizens in

solving the complex problems of human relations in the community and school system, in developing

programs which increase the achievement and success of students and which attend to the social and

economic needs of students through collaboration with other local, community, and state organizations.

Employees shall recognize that a learning environment which values and includes diverse backgrounds is

essential in preparing students to participate in a pluralistic society.

Employees shall create an equitable school environment that values diversity and results in student and

staff self-esteem and positive self-concept.

The North Thurston Public Schools shall strive to broaden and maintain staff in all District schools and

employee groups which reflects a diverse multicultural society and shall reflect its commitment to a

diverse and equitable society in the conduct of District business.

The North Thurston Public Schools Board of Directors has an obligation to provide students and

employees an environment that protects their civil rights, physical safety, and mental well being.

Sexual Harassment Sexual harassment includes all unwanted sexual attention, as well as the creation of an intimidating,

hostile or offensive work environment. This can include:

Sexually suggestive looks or gestures

Sexual jokes or teasing

Pressure for dates or sex

Sexually demeaning comments

Deliberate touching, cornering or pinching

Attempts to kiss or fondle

Requests for sex in exchange for grades, promotion or salary increases

12

Policies (Cont.)

Sexual Harassment Cont. Sexual harassment occurs when:

Submission to such conduct is made either an explicit or implicit condition of employment.

Employment decisions are based upon an individual's reaction to such conduct.

Such conduct interferes unreasonably with the individual's work performance or creates an intimidating,

hostile or offensive work environment.

In order for the above conduct to be considered sexual harassment, it must be uninvited, unwanted and

non-reciprocal. Mutually desired conduct is not sexual harassment.

If you are uncomfortable with the idea of personally confronting the harasser but want to keep the

complaint procedure informal, consult a Human Resources Adminstrator who will help you deal with the

situation.

If the harassment continues or if you want to file a formal complaint, keep track of all dates, times, places

and statements. This will help you file your formal complaint. This complaint should be filed with the

Administrator of Human Resources. Once you have notified Human Resources, they are legally obligated

to investigate your complaint, and if it is found to be true, to take corrective action.

North Thurston Public Schools takes the sexual harassment policy very seriously and assures the

employee that any complaint will be dealt with confidentially, expediently, sensitively, and fairly. (See

"District Policies" section of this handbook)

13

As a District Employee

Confidentiality We serve approximately 13,500 students and employ over 1,600 staff members. Confidential material is

routinely gathered and maintained during normal operation. This material and information is to remain

confidential and should only be accessed on a "need-to-know" basis by authorized personnel.

Child Abuse and Neglect Educators are integrally involved in the problem of child abuse. The State of Washington mandates that

you report suspected child abuse within 48 hours to your principal/supervisor. Failure to report can result

in criminal or civil liability (RCW 26.44).

Your principal/supervisor is required only to report suspected abuse to the appropriate state authorities

whose responsibility it is to investigate, this includes misconduct by another school employee (RCW

28A.400)

The process of protecting a child's safety in cases of child abuse involves three steps: identification,

investigation and intervention. Your report of suspected abuse sets the protective process in motion.

Employee Recognition Employees are among North Thurston Public Schools' most valuable assets. Employees from all groups

contribute daily to the education of the District’s young people and to the attainment of District goals.

To recognize the contributions of time, talent and support of students, the District, and our schools, the

employee recognition program features two ways to identify individuals who exemplify the achievements

and quality of the District Staff. “You Made my Day” allows for staff to recognize those special moments

that happen so often in our work sites. Any employee can create a quick message recognizing another

employee. That message is then sent to the employee and supervisor the same day. “Cause for Applause”

features four categories to showcase the depth of skills and talent of our staff in all employee groups.

Recipients of the awards are recognized in a special ceremony held at the nominee’s worksite to involve

peers.

Access the Employee Recognition website under staff resource on the District’s webpage to nominate

your fellow employee today!

14

How You Get Paid

Payroll Pay day for all employees is the last week day of the month. All employees are required to have their

check direct deposited to their financial institution.

Classified Employees Classified employees are paid based on the collective bargaining agreement that applies to their position.

Hours worked per day, days worked per school year, and hourly rate are factors in determining your

salary for the school year.

Those employees working four (4) hours or more per day will have their salary divided over 12 months.

In addition, Food and Nutrition employees are paid over 12 months, regardless of hours worked per day.

All classified employees, paid on a twelve-month basis, must complete time slips only when performing

overtime or extra duties (e.g. Saturday school). Staff working less than four (4) hours per day are paid

based on the time slips that are submitted each month.

Leave records are maintained in each building, usually by the building office professional, and submitted

on the 10th

of each month to Payroll. Leave records are maintained to record exceptions to your normal

work schedule such as, leave taken, jury duty, bereavement and excused absence, from the 11th

of the

previous month through the 10th

of the current month.

Check with the office professional as to any other building payroll procedures. Overtime and

compensatory time is permitted only upon your supervisor’s prior approval. According to the Fair Labor

Standards Act, non-exempt classified employees may not work through there assigned break times or

lunch periods (except in the event of an unusual or emergency situation). Your supervisor must approve

overtime or compensatory time in advance.

Certificated Employees Certificated staff are placed on the salary schedule based on degrees, credits, and verified experience.

The District mandates that transcripts be official. We will need a list of previous employers and addresses

to verify your years of previous teaching experience.

Official transcripts must be received in Human Resources by September 30 in order to advance on the

salary schedule for the current year. Any official transcripts received after September 30 will not be

recognized until the following school year. Your basic contract amount and extra-curricular service will

be listed separately on the pay warrant.

Certificated employees must complete time slips only when performing extra duties or extended days.

These slips must be submitted to your building office professional by the 10th

of each month. Check with

your office professional as to building payroll procedures.

15

More about Compensation…

Certificated Employees Cont. Leave records are maintained in each building, usually by the building office professional, and submitted

on the 10th

of each month to Payroll. Leave records are maintained to record exceptions to your normal

work schedule such as, leave taken, jury duty, bereavement and excused absence, from the 11th

of the

previous month through the 10th

of the current month.

Union Dues All employees represented by a bargaining unit shall, as a condition of employment, become a member of

the association/union or pay a representation fee. Each bargaining unit agreement has specific guidelines

in determining which employees are required to become members and pay dues. Dues in the amount set

by each bargaining unit will be deducted from your monthly payroll.

Social Security (FICA) You are required to participate in the federal social security plan. These deductions are automatically

deducted from your pay warrant.

Retirement If you are working in an eligible position that requires at least 70 hours of compensated services per

month during five months of the school year, you are automatically a member of the Washington State

Public Employees' Retirement System (PERS), School Employees Retirement System (SERS) or the

Washington State Teachers' Retirement System (TRS).

Retirement contributions are mandatory and will be deducted from your monthly warrant. These

deductions are pre-tax, which means they will be deducted from the gross amount reported to the IRS on

your W-2 statement each year.

You must complete an enrollment form and show proof of your social security card as a mandatory

requirement by the Department of Retirement Systems

.

Changes in your marital status may require you to make the following changes: beneficiary, address, and

surname. It will be your responsibility to contact Human Resources and make those changes.

16

Insurance

Workers' Compensation North Thurston Public Schools is self-insured for all on-the-job injuries. The types of coverage and the

amount paid are covered by Washington state law. By being self-insured, we can provide faster, more

personalized service on your claims.

Dental Insurance If you are .5 FTE or more, you, your spouse and tax-dependent children are provided dental insurance

through either Washington Dental Service or Willamette Dental Service. Enrollment is mandatory.

Vision Insurance If you are .5 FTE or more, you, your spouse and tax-dependent children are provided vision insurance

through Vision Service Plan (VSP). Enrollment is mandatory.

Group Term Life and AD&D Insurance If you are .5 FTE or more, you are provided Term Life and AD&D insurance through Standard Life.

Enrollment is mandatory.

Medical Insurance Medical insurance is an optional coverage based on your individual needs. If you would like to elect

medical coverage, you must enroll within 30 days from the date of eligibility. If you do not enroll within

30 days, you will have to wait for an open enrollment period held in September. There may be other

reasons during the school year in which you may enroll family members, if there is a "family status"

change. (Check with Payroll regarding recognized changes.) Information on open enrollment will be sent

to each District location. Again, enrollment is optional.

Other Optional Benefit Plans The following self-funded benefit plans may be available to you depending upon your job classification

(refer to your collective bargaining agreement). These may be deducted from your pay warrant if you

choose. Open enrollment for these plans is held each September:

Disability insurance

Salary insurance

Cancer, specified disease and intensive care coverage

Long-term care insurance

COBRA If you or your dependents become ineligible for coverage under the Districts medical, dental or vision

program, you may be eligible to extend coverage under the federal COBRA program. This allows you

and/or your dependents to continue receiving insurance coverage by self-paid premiums.

17

Other Benefits

Credit Union You can join Washington School Employees Credit Union and Twin Star Credit Union if you are a

permanent school employee or the relative of a member and reside in Washington or if you are a retired

school employee who receives a state pension.

Once you are a member, your entire family can join. It provides services such as loans, share accounts,

share draft accounts, automated payroll deductions and direct deposits. If you are interested in becoming

a member, contact the credit union of your choice.

Section 125 - Employee Deferred Premium Payment Program This program allows you to convert your payroll deductions for qualified employee insurance premiums

into tax-free salary reductions. Income tax and social security tax are applied to a reduced salary amount

so taxes are less; spendable income is more. The program also allows you to have tax-free payroll

deductions for payment of dependent care and/or medical care expenses.

18

Definition of Terms

Certificated: Employees required to have a professional certificate to do their job (i.e. teachers,

psychologists, counselors, nurses).

Classified: Employees not required to have a professional certificate (i.e. custodians, office

professionals, paraeducators, laborers).

Continuing Contract: Contract offered to a certificated employee following a successful performance

on a provisional contract.

Paraeducator: Term that includes all assistants (instructional/general). Providing support to teachers in

areas such as: instructional assistance to students, playground, crossing hazardous streets and

intersections, library and clerical assistance.

Exempt: Executive, administrative and professional employees who meet certain criteria are exempt

from U.S. Department of Labor overtime pay requirements.

FTE: Full-time equivalent. The percent of a 1.0 full-time position (8 hours/day).

L&I: Labor and Industry. Referring to on-the-job injury.

Long-Term Substitute: A substitute assigned to a position longer than 20 working days for certificated

employees and longer than 30 days for classified employees where applicable (see collective bargaining

agreement).

NTEA: North Thurston Educational Association. Teacher's bargaining unit.

PAF: Personnel Action Form. The form, provided by Human Resources, indicating all your personnel-

related information (i.e. name, phone number, address, position description, hours, salary, etc.). Any

change of information should be indicated on this form and submitted to Human Resources.

PO: Purchase order. A written requisition for goods or services.

Provisional Contract: As defined by the State Office of Public Instruction, this is the first two years of a

continuing contract for certificated employees. After two years, the "provisional" contract is upgraded to

a "continuing" contract subject to the candidate's "provisional" year’s performance.

Stipend: Pay received by employees for additional supervisory jobs/duties that warrant additional pay

(i.e. class advisor, intramurals, safety patrol).

Supplemental days: Contracted days worked by certificated staff beyond the 180 pupil contact days.

19

District Policies

Affirmative Action (5011) It shall be the policy of the District to provide equal employment opportunity and treatment in

recruitment, hiring, retention, transfer, promotion and training of all employees regardless of age, national

origin, race, color, religion, sex, marital status, sexual orientation or qualified individuals with disabilities

and, further, to promote the full realization of equal employment opportunity for women and members of

minority groups through a continuing affirmative action program developed, published, implemented and

monitored by the Superintendent.

*Refer to WAC 162-18 American with Disabilities Act

WAC 392-200 Employment Discrimination

Adopted: March 17, 1986


Board of Directors

Amended: September 19, 1994


Board of Directors

Amended: September 15, 1997


Board of Directors

20

Policies (Cont.)

Prevention of Threats & Violence (5014)

The District recognizes the importance of working to prevent threats and violence in the educational

environment. Threats, threatening behavior or acts of violence against employees, visitors, guests or other

individuals will not be tolerated.

No employee, student or contractor shall be allowed to harass any other employee, student or member of

the general public by exhibiting behavior including but not limited to the following:

Verbal Harassment: Verbal threat toward persons or property; the use of vulgar, profane, racist or sexist

language toward others, disparaging or derogatory comments or slurs, verbal intimidation, exaggerated

criticism and name calling. This includes threats made through a third party.

Physical Harassment: Any physical assault such as hitting, pushing, kicking, holding, impeding,

intimidating or blocking the movement of another person.

Visual Harassment: Derogatory or offensive posters, cartoons, publications or drawings.

Any staff member or contractor who has been found, after appropriate investigation to have harassed or

threatened any employee, student, contractor or member of the general public will be subject to

disciplinary action and/or discharge.

Students who have been found after appropriate investigation to have harassed or threatened any

employee, student, contractor or member of the general public shall be subject to appropriate discipline

consistent with district policy and the Student Rights and Responsibilities handbook.

Any member of the general public who harasses or threatens students or school personnel shall be subject

to Policy 4314 - Disruption of School Operations.

The Superintendent is directed to develop procedures that provide for receiving and investigating a

complaint from any staff member who alleges that he/she or a third party was subject to threats or

harassment. The designated reporting individual is the Assistant Superintendent, Human Resources.

Cross References:

Policy 5255 Action & Discharge

Policy 1010 Human Relations

Policy 5013 Sexual Harassment

Policy 4314 Disruption of School Operations

Student Rights and Responsibilities Handbook - Appendix IV

Adopted: August 19, 1996

North Thurston School District

Board of Directors

21

Policies (Cont.)

Communicable Disease/Employees (5130) The Superintendent shall implement procedures assuring that all District schools and other facilities are

operated in compliance with State Board of Health rules and regulations regarding the presence of persons

who have or have been exposed to contagious diseases deemed dangerous to the public health by the State

Board of Health.

To prevent transmission of infection among employees, students and/or the public, when any employee

becomes aware of the existence of any communicable disease or infection in their own person or in the

person of a staff member or student, said employee is expected to immediately notify same to the

Superintendent or designee. The procedures outlined in 5130P will then be implemented.

Per policy 5010, the District does not discriminate with respect to physical handicaps.

Vaccine Requirements:

In order to safeguard the school community from the spread of certain vaccine-preventable diseases and

in recognition that prevention is a means of controlling the spread of disease, the Board strongly urges

that susceptible school staff members (including volunteers) provide evidence of immunity against TD

(Tetanus-Diphtheria) and MMR (Measles, Mumps and Rubella). Staff members born prior to January 1,

1957, need not provide evidence of immunity to measles; these individuals are considered naturally

immune.

Infection Control Program:

The Superintendent or designee shall evaluate all job duties of district employees to determine which

employees have reasonably anticipated on-the-job exposure to blood or other potentially infectious

material. The District shall maintain a list of job classifications where employees have reasonably

anticipated exposure to blood or other potentially infectious material. The hepatitis B vaccine shall be

provided at the District’s expense to all employees identified as having risk of directly contacting blood or

other potentially infectious material at work.

In the event that an employee has a specific exposure to blood or other potentially infectious material, the

employee will be provided, at district expense, with confidential medical evaluation, follow-up and

treatment, if indicated.

The District shall provide annual training to all employees with reasonably anticipated exposure to blood

or other potentially infectious material. All employees shall receive district provided training on

HIV/AIDS by January 1993 or within six months of initial employment, whichever is later.

Records shall be kept in strict confidence regarding the hepatitis B vaccine status of all employees with

reasonably anticipated exposure to blood or other potentially infectious material and for each occupational

exposure an employee has to blood or other potentially infectious material. The records shall be kept for

the duration of the employee’s employment, plus thirty years. The district shall also keep records that

employees have received appropriate training.

22

Policies (Cont.)

Communicable Disease/Employees (5130) Cont.

Legal References:

RCW 28A.210.010 Contagious Diseases-Limited Contact--Rules and Regulations

WAC 246-110-001 Control of Communicable Disease

WAC 296-62-08001 Bloodborne Pathogens

WAC 392-198 Training--School Employees--HIV/AIDS

Cross Reference:

Policy 3414 Student Infectious Diseases Control

Procedure 3414P Student Infectious Diseases Control

District Health Services Manual Including OSPI Infectious Disease Control Manual for Staff

Policy 5010 Non-Discrimination

Section 504 Rehabilitation Act of 1973

Adopted: June 20, 1988


Board of Directors

Amended: December 7, 1992


Board of Directors

23

Policies (Cont.)

Reporting Improper Governmental Action (5241)

The District encourages the reporting of improper governmental actions by any district officers or

employees and will protect employees against retaliatory employment actions for reporting improper

governmental actions when the reports are made in compliance with this policy and related procedure.

District officers and employees are prohibited from taking retaliatory action against an employee because

the employee has in good faith reported alleged improper governmental action in accordance with this

policy and related procedure.

The Superintendent shall establish procedures for receiving and acting on employee reports of improper

governmental actions and responding to allegations of retaliation.

Legal References:

Ch. 44 Laws of 1992 Local Government Whistleblowers

Adopted: February 1, 1993


Board of Directors

24

Policies (Cont.)

Drug-Free Workplace (5258)

The North Thurston School District has an obligation to staff, students and citizens to seek to assure

safety in the workplace and to seek to provide the best possible learning climate for students. It is

recognized that any illegal or inappropriate use of drugs and alcohol by District employees can be

expected to negatively impact that employee’s capacity to fulfill his/her responsibility to young people.

When, or if, such negative impact occurs, that situation becomes a matter of grave concern for appropriate

District action.

Furthermore, as a condition of employment, each employee shall abide by the terms of the School District

policy respecting a drug-free workplace in compliance with the Drug-Free Workplace Act of 1988.

No North Thurston School District employee engaged in work related to educational and support

programs shall unlawfully manufacture, distribute, dispense, possess, use or be under the influence of any

narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, alcohol or other controlled

substance in the workplace.

“Workplace” is defined to mean the site for the performance of work done in relation to educational and

support service programs in the North Thurston School District. That includes any school building or any

school premises, any school-owned vehicle or any other school-approved vehicle used to transport

students to and from school or school activities; off school property during any school-sponsored or

school-approved activity, event or function, such as a field trip or athletic event, under the jurisdiction of

the School District.

In compliance with the Drug-Free Workplace Act, the employee must notify the District within five days

of any criminal conviction for violation of a drug statute if the violation occurred at the work place as

defined above.

Employees violating this policy may be required, at their own expense, to satisfactorily complete a drug

rehabilitation treatment program approved by the Board, and they may be subject to disciplinary action

which could include the termination of their employment. Nothing in this policy should be considered to

guarantee reinstatement of any employee who violates this policy, nor that the District will incur any

financial obligation for treatment or rehabilitation ordered as a condition for eligibility for reinstatement.

A drug-free awareness program that details the dangers of drug abuse, a listing of any available drug

counseling, rehabilitation and/or other assistance programs and the penalties that may be imposed for drug

abuse are available to all employees.

25

Policies (Cont.)

Drug-Free Workplace (5258) Cont.

Cross References:

Contracts for Employee Groups

Legal References:

P.L. 100-690, Title V Drug Free Workplace Act of 1988 Subtitle D

21 U.S.C. 812 Controlled Substance Act

21 CFR 1300.11-l300.15 Sec. 112, Ch. 271 Laws of 1989 Crimes & Penalties--Drug Offenses

within 1000 feet of school--Double-fine or imprisonment.



Board of Directors

26

Policies (Cont.)

Leave Sharing (5328)

The District shall establish and administer a leave sharing plan in which eligible employees may donate

excess leave for use by a staff member who is suffering from, or has a relative or household member

suffering from, an extraordinary illness, injury, impairment or physical or mental condition.

Such a program is intended to extend leave benefits to a staff member who otherwise would have to take

leave without pay or terminate his or her employment.

The Superintendent is directed to establish procedures for staff members who accrue annual leave and for

staff members who do not accrue annual leave but who accrue leave to be used for illness, injuries or

emergencies. The Superintendent is directed to administer the leave sharing plan in a manner consistent

with state law and applicable collective bargaining agreements.

Legal References:

RCW 28A.400.380 Leave Sharing Program

WAC 392-126-004 Finance-Shared Leave



Board of Directors

Amended: March 28, 1991


Board of Directors

Amended January 27, 1994


Board of Directors

Amended February 6, 1995


Board of Directors

27

Policies (Cont.)

Use of Tobacco on School Property (5336)

To protect students, staff and other persons using the facilities in the North Thurston Public Schools from

exposure to the addictive substance of nicotine and from the harmful effects of tobacco smoke, the School

Board prohibits the use of all tobacco products on School District property. In compliance with RCW

28A.210.310, the prohibition shall be effective September 1, 1991.

Smoking or any other use of tobacco products is prohibited on School District property including all

District buildings, grounds and district-owned vehicles. The prohibition of tobacco use is in effect 24

hours a day, seven days a week. This policy applies to all District employees, students, volunteers, outside

contractors, visitors and the general public.

Notices advising District employees, students and patrons of this policy shall be posted in appropriate

locations in all District buildings and at other District facilities and property. The Superintendent shall be

responsible for developing procedures for implementing this policy.

Cross Reference:

Student Rights and Responsibilities Handbook

Policy 4330 Community Use of Facilities

Policy 5254.1 Non-represented Classified Employees Negotiated Contracts with all Employee

Groups

Legal References:

Sec. 6, Ch. 233 Laws of 1989-Amended 1997

RCW 28A.210.310



Board of Directors

28

Policies (Cont.)

Relations with Vendors (7324)

Financial and business transactions of the District shall be carried out in conformity with the law and

consistent with sound and ethical business practices. Purchasing decisions shall be made on the basis of

objectivity and shall not be influenced by friendships or other personal relationships. Board members,

administrators or staff shall not accept a gift or favor from vendors or prospective vendors or other firms

or individuals who have had or hope to have transactions with the District. Interests of Board members,

administrators or staff in any district purchase, sale or other transaction shall be prohibited.

Legal References:

RCW 42.23.030 Interest in Contract Prohibited--Except Cases

RCW 42.23.040 Remote Interests



Board of Directors

29

Policies (Cont.)

Employee Safety and Health (8301) The District provides coverage for employees as stipulated in the Washington State Industrial Safety and

Health Act (ACT) through the ESD 113 Workers’ Compensation Trust. To this end the safety and health

of each employee is a prime concern of the District. This responsibility covers all aspects of the District’s

operational tasks and facilities.

Pursuant to these responsibilities and obligations the District Superintendent is directed to create and

maintain a Safety and Health Committee. This Committee shall be selected and work under the general

guidelines as required by ACT. Its responsibility is to evaluate and monitor the working environment and

safe practices of the employees of the District. In addition, the Superintendent shall designate a District

Safety Officer whose responsibilities shall be specified with District procedures provided they, too, are

directed at compliance with ACT, and the Hazard Communication Standard (WAC 296-62-054).

District employees are to carry out their assigned responsibilities and tasks in such a way as to safeguard

their own safety, as well as the safety of those around them. The administration has the responsibility to

make sure that safety is a part of each employee’s duty in compliance with District policy and procedures.

Adopted: May 5, 1986


Board of Directors

30

Policies (Cont.)

District Facilities and Equipment Usage (8361)

District/school-owned equipment, materials and/or supplies shall not be loaned for non-school or non-

district use except to the limited extent provided in this policy.

1. District equipment, materials and/or supplies may not be removed from district property by staff

unless these items are necessary to accomplish outside tasks arising from their job responsibilities.

Prior approval of the supervisor is required for such removal. Removal of district equipment,

materials and/or supplies from district property for personal use by staff is prohibited.

2. School equipment, materials and/or supplies may not be removed from school property by

students or staff unless these items are necessary to accomplish tasks arising from their school or

job responsibilities. Prior approval of the principal is required for such removal. Removal of

school equipment, materials and/or supplies from school property for personal use by staff or

students is prohibited. School instructional materials may be used by students during vacations

when permission is granted by the building principal.

3. Persons placing personal long distance calls on district telephones must charge the call to their

personal (non-district) calling card or make collect calls. The scan system is not to be used for

personal calls. Except in cases of emergency, school cellular or district cellular telephone use shall

be restricted to school business only. Use of district telephones is generally limited to district

business purposes. Occasional use of district phones may be permitted where there is no practical

alternative and no additional charges are incurred by the district.

4. District/school-owned equipment may be used in conjunction with rental or approved use of a

district/school facility. (See Policy 4330 - Use of School Facilities.)

Adopted: May 5, 1986


Board of Directors

Amended: March 20, 1995


Board of Directors

31

Policies (Cont.)

Sexual Harassment (8700)

The North Thurston School District is committed to a positive and productive education and working

environment free from discrimination, including sexual harassment. The District prohibits sexual

harassment of students, employees and others involved in school district activities.

Sexual harassment occurs when:

1. Submitting to the harasser’s sexual demands is a stated or implied condition of obtaining an

education or work opportunity or other benefit;

2. Submission to or rejection of sexual demands is a factor in an academic, work or other school-

related decision affecting an individual; or

3. Unwelcome sexual or gender-directed conduct or communication interferes with an individual’s

performance or creates an intimidating, hostile or offensive environment.

Sexual harassment can occur from adult to student, student to adult, student to student, adult to adult,

male to female, female to male, male to male and female to female.

The District will take prompt, equitable and remedial action within its authority on reports, complaints

and grievances alleging sexual harassment that come to the attention of the District, either formally or

informally. Allegations of criminal misconduct will be reported to law enforcement and suspected child

abuse will be reported to law enforcement or Child Protective Services. Persons found to have been

subjected to sexual harassment will have appropriate school district services made reasonably available to

them and adverse consequences of the harassment shall be reviewed and remedied, as appropriate.

Engaging in sexual harassment will result in appropriate discipline or other appropriate sanctions against

offending students, staff and contractors. Anyone else who engages in sexual harassment on school

property or at school activities will have their access to school property and activities restricted, as

appropriate.

Retaliation against any person who makes or is a witness in a sexual harassment complaint is prohibited

and will result in appropriate discipline. The District will take appropriate actions to protect involved

persons from retaliation.

It is a violation of this policy to knowingly report false allegations of sexual harassment. Persons found to

knowingly report or corroborate false allegations will be subject to appropriate discipline.

The Superintendent shall develop and implement formal and informal procedures for receiving,

investigating and resolving complaints or reports of sexual harassment. The procedures will include

reasonable and prompt time lines and delineate staff responsibilities under this policy. All staff are

responsible for receiving informal complaints and reports of sexual harassment and informing appropriate

District personnel of the complaint or report for investigation and resolution. All staff are also responsible

for directing complainants to the formal complaint process.

32

Policies (Cont.)

Sexual Harassment (8700) Cont.

The Superintendent shall develop procedures to provide age-appropriate information and education to

District staff, students, parents and volunteers regarding this policy and the recognition and prevention of

sexual harassment. At a minimum, sexual harassment recognition and prevention and the elements of this

policy will be included in staff, student and regular volunteer orientation. This policy shall be posted in

each District building. The policy shall be reproduced in student, staff, volunteer and parent handbooks

that include rules, regulations and standards of conduct.

The Assistant Superintendent for Human Resources shall make an annual report to the Superintendent

regarding the implementation of this policy and related procedures. The report shall include any

recommendation for changes to the policy and/or procedure.

This policy is intended to provide notice to students, employees and others of the District’s expectations

for their behavior or conduct, to warn them that disciplinary sanctions may be imposed, to provide a

prompt and effective means for persons to report behavior or conduct in violation of this policy and to

insure that such reports are handled in a manner that furthers an educational and work environment free

from sexual harassment as required by state and federal law. This policy and procedure does not and is

not intended to confer any rights upon alleged violators of the standards of conduct or behavior described

herein or to create any expectations for alleged violators on how complaints concerning their conduct will

be investigated or processed. The rights of alleged violators concerning the district’s investigation and any

disciplinary actions stemming from any complaints of sexual harassment shall be governed solely by any

applicable collective bargaining agreement or contracts and applicable statutory or constitutional due

process obligations.

Cross References:

Board Policy 3210 Nondiscrimination- Equal Educational Opportunity

Board Policy 3421 Child Abuse and Neglect

Board Policy 5010 Affirmative Action

Legal References:

RCW 28A.640.020 Regulations, Guidelines to Eliminate Discrimination--Scope

WAC 392-190-056-058 Sexual Harassment

Adoption Date: June 12, 1995


Board of Directors

Amended Date: January 2, 1996


Board of Directors

33

Policies (Cont.)

Possession of weapons (8710)

No person shall carry onto or possess on school premises, school transportation, or areas of facilities

being used exclusively by schools, any firearm, dangerous weapon, nun-cha-ku sticks, throwing

stars, or air gun. The only exceptions to this prohibition are:

Persons engaged in law enforcement or school district security activities, or

Persons authorized in advance by school authorities to demonstrate firearms in a

demonstration, lecture, competition, or safety course.

Non-students who are at least 18 years of age with a valid concealed weapons license may leave

their firearm or weapon within an attended vehicle or concealed from view within a locked,

unattended vehicle while dropping off or picking up a student or conducting legitimate business at a

school or district office. No firearms or weapons may be taken into a school building, however,

unless one of the exceptions to paragraph 1 applies.

Anyone in violation of this policy shall be reported to law enforcement personnel. Employees in

violation of this policy shall also be subject to disciplinary action, up to and including termination of

employment.

Legal Reference: RCW 9.41.280

Adopted: December 4, 2006 North Thurston Public Schools

Board of Directors

34

District Forms

Network, Internet and Email Use Agreement Internet Permission & Acceptable Use Form (AUP) – pg. 35 & 36

Evaluation Forms Classroom Teachers Summative Evaluation – pg. 37

Certificated Support Personnel Appendix B-1 – pg. 38 (counselors, librarians, nurses, etc.)

Food & Nutrition Services Employee Evaluation – pg. 39 & 40 (cooks)

Transportation Specialist Employee Evaluation – pg. 41 & 42 (bus drivers)

Classified Employee Evaluation Rev. 4/97 – pg. 43 & see below (two page evaluation)

Custodial Rev. 5/98 – pg. 44

Grounds Rev. 5/98 – pg. 45

Maintenance Rev. 5/98 – pg. 46

Paraeducators Rev. 4/97 – pg. 47

Classified Employee Evaluation – pg. 48 & continuation – pg. 49

(Dispatchers, warehouse delivery, office professionals, non-represented, computer technicians,

coordinators/supervisors/managers)

Clock Hour/Course Completion Forms

Application for Salary Credit/Clock Hour Prior Approval – pg. 50

Certificated Verification of Course Completion for Clock Hours (in District offerings only) – pg. 51

Classified Verification of Course Completion (in District offerings only) – pg. 52

Continued

NORTH THURSTON PUBLIC SCHOOLS

ACCEPTABLE USE GUIDELINES AND USER AGREEMENT

The District electronic network is maintained for the purpose of supporting the education of students. Expectations for staff behavior using the network are no different than face-to-face interactions. Violation of these Acceptable Use Guidelines is cause for disciplinary action, up to and including termination of employment.

NETWORK USE

The district electronic "network" as used in these guidelines includes wired and wireless computers, software, and peripheral equipment, including, but not limited to handhelds, files, storage, email, and Internet.

Users will be held strictly responsible for all activity that takes place on their accounts. System logins, passwords and accounts are to be used only by the authorized user of the account for the authorized purpose. Users may not share passwords or leave an open file or session unattended or unsupervised.

Users shall not seek information on, obtain copies of, or modify files, data, or passwords belonging to other users; misrepresent other users on the network; or attempt to gain unauthorized access to any part of the network.

The district reserves the right to examine all data created on, posted or stored on, or transmitted by the network.

Inappropriate content and activities on the network, such as cyberbullying, impersonating another, hate mail, defamation, harassment, or intimidation of any kind, are prohibited.

Creating, posting, sending, or storing information on the network that could endanger others, such as bomb construction and drug manufacturing, is prohibited.

Accessing, uploading, downloading, viewing, storage and distribution of obscene, pornographic, or sexually explicit or suggestive material is prohibited.

Users must not do anything that will damage technology equipment or systems.

Users must not do anything that will disrupt the network or its operation.

Users may not connect any personal devices from home to the district network without permission.

Webpage content must be school-related.

The network constitutes public facilities and may not be used to support or oppose political candidates or ballot measures.

Use of the network for commercial solicitation is prohibited.

SAFETY AND SECURITY

Staff should not reveal personal information, such as complete names, addresses and telephone numbers, about themselves or others on any electronic medium without permission

No staff member may disclose, use, or disseminate personally identifiable information about students, including photographs, for other than legitimate educational purposes.

No student pictures or names can be published on any class, school, or district website unless the appropriate permission has been obtained according to district policy. (Policy 2192, 2314, 8400 and Procedure 2192)

FILTERING AND MONITORING

Filtering software is used to block or filter access to visual depictions that are obscene and child pornography in accordance with the Children’s Internet Protection Act (CIPA). Other objectionable material may be filtered. The determination of what constitutes “other objectionable material" is a district decision.

Filtering software is not 100% effective. Every user must take responsibility for his/her use of the network and avoid objectionable sites.

Any attempts to defeat or bypass the district’s filter or conceal activity are prohibited.

Staff members who supervise students, control electronic equipment, or have occasion to observe student use of equipment online, to the best of their ability, shall monitor students' use of this equipment and

network to prevent access to inappropriate material and to assure that student use conforms to the Acceptable Use Guidelines.

Staff must make a reasonable effort to become familiar with the Internet and to monitor, instruct, and assist effectively.

EMAIL

Read and reply to emails daily.

Keep messages focused and readable.

Know the difference between formal and informal situations. Always know the situation and respond accordingly.

Limit distribution of emails to a targeted audience.

COMPLIANCE WITH COPYRIGHT AND OTHER LAWS, POLICIES, AND PROCEDURES

All use of the network must be in conformity with state and federal laws, network provider policies, and district policies and procedures.

Users must obey all copyright laws and other laws governing intellectual property rights. Unauthorized installation, use, storage, or distribution of copyrighted software or material is prohibited. (See Copyright Policy 2312).

Users are expected to read and comply with all district standards (NTPS Standards Manual), Policies (2192, 2314, and 8400) and Procedures (2192).

NO EXPECTATION OF PRIVACY

No staff user should have any expectation of privacy when using the district’s network.

The district reserves the right for authorized personnel to review system use and file content including, without limitation, the content of any email or attachment. The district further reserves the right to disclose any electronic information to law enforcement officials or third parties as appropriate. Additionally, the district is required to notify law enforcement if illegal activity is suspected.

Electronic records are subject to the requirements of the Public Records Act of the State of Washington.

DISCIPLINARY ACTION

All users of the district’s network are required to comply with state and federal laws, the network's and district’s policies and procedures, and these Acceptable Use Guidelines. Violation of any of the conditions of use will be cause for disciplinary action, up to and including termination of employment and expulsion from school.

PLEASE REVIEW THESE GUIDELINES CAREFULLY, SIGN, AND RETURN

I hereby agree to comply with all the above stated guidelines. I understand that unacceptable use of the district network, including equipment, software, Internet, and Email, is not tolerated

and will result in disciplinary action

Staff Name (printed) Staff Signature

Date School

CLASSROOM TEACHERS

Summative Evaluation

37

Name School School Year

Assignment (Subject/Grade)

The following evaluation is done in accordance with the collective bargaining agreement between the NTEA and NTPS, Article

19. The formal criteria are listed within the aforementioned contract. This document must be completed by the employee’s

supervisor in accordance with the contract.

Each characteristic is to be considered only in the context of the sub-characteristics listed in the contract and is to be

considered independently.

Formal observations which in part led to this evaluation occurred on for

dates duration

Meets Does Not Meet

Criteria for Classroom Teachers: Expectations Expectations

Criterion 1: Instructional Skill □ □

Criterion 2: Classroom Management □ □

Criterion 3: Professional Preparation and Scholarship □ □

Criterion 4: Effort Toward Improvement When Needed □ □

Criterion 5: The Handling of Student Discipline and

Attendant Problems □ □

Criterion 6: Interest in Teaching Pupils □ □

Criterion 7: Knowledge of Subject Matter □ □

Criterion 8: Communication with Parents and Community □ □

If an employee significantly exceeds expectations in Supervisor specify factors affecting performance

a criteria area, supervisor specify here: beyond control of employee:

If an employee needs improvement in a characteristic, but meets over-all expectations, supervisor specify here area needing

improvement and recommendations to improve performance; attachments if necessary.

If an employee does not meet expectations, supervisor is to identify specific, prescribed steps recommended to be taken to

improve performance to the “Meets Expectations” level; attachments if necessary.

It is my judgment, based upon adopted criteria, that this employee’s performance has been

satisfactory or unsatisfactory

Supervisor

The certificated employee’s signature indicates that the evaluee has read and discussed the evaluation in a conference with the

evaluator. The evaluee has the right of addendum; if such a statement is to be attached, check here ( ). Such addendum

must bear the signature of the supervisor, indicating only that he/she has seen it.

Date of Evaluation Conference: 20

Evaluee Evaluator

Position

White Copy Personnel File

Yellow Copy Employee

Pink Copy Supervisor

38

CERTIFICATED SUPPORT PERSONNEL

APPENDIX B-1

Name School

The following evaluation is done in accordance with the collective bargaining between the NTEA and NTPS. Article 19.

The formal criteria are listed within the aforementioned contract. This document must be completed by the employee’s

supervisor in accordance with the contract.

Each characteristic is to be considered only in the context of the sub-characteristics listed in the contract and is to be considered

independently.

Formal observations which in part led to this evaluation occurred on for .

dates duration

Meets Does Not Meet

Criteria for Certificated Support Personnel: Expectations Expectations

Criterion 1: Knowledge and Scholarship in Special Field □ □

Criterion 2: Specialized Skills □ □

Criterion 3: Management of Special and Technical Environment □ □

Criterion 4: The support Person as a Professional □ □

Criterion 5: Involvement in Assisting Pupils, Parents, and □ □

Educational Personnel

Criterion 6: Communication with Parents and Community □ □

If an employee significantly exceeds expectations in Supervisor specify factors affecting performance

a criteria area, supervisor specify here: beyond control of employee:

If an employee needs improvement in a characteristic, but meets over-all expectations, supervisor specify here area needing

improvement and recommendations to improve performance; attachments if necessary.

If an employee does not meet expectations, supervisor is to identify specific, prescribed steps recommended to be taken to

improve performance to the “Meets Expectations” level; attachments if necessary.

It is my judgment, based upon adopted criteria, that this employee’s performance has been

during the evaluation period.

satisfactory or unsatisfactory

________

Supervisor

The certificated employee’s signature indicates that the evaluee has read and discussed the evaluation in a conference with the

evaluator. The evaluee has the right of addendum; if such a statement is to be attached, check here ( ). Such addendum must

bear the signature of the supervisor, indicating only that he/she has seen it.

Date of Evaluation Conference: 20

Evaluee Evaluator

Position

White Copy Personnel File

Yellow Copy Employee

Pink Copy Supervisor

39

NORTH THURSTON SCHOOL DISTRICT

FOOD & NUTRITION SERVICES EMPLOYEE EVALUATION

Employee's Name ___________________________________________________ Date ___________________________________ Position ______________________________________________ School __________________________________________ Evaluation Period __________________________________ through __________________________________________________ Evaluation Type: Probationary Annual

1 - Unsatisfactory - Performance or achievement deficiencies that seriously interfere with District standards and/or expectations of

job performance.*

2 - Needs Improvement - Performance or achievement must increase to meet District standards and/or expectations of job

performance.

3 - Satisfactory - Performance or achievement meets District standards and/or expectations of job performance.

4 - Exceptional - Performance or achievement exceeds District standards and/or expectations of job performance.

N/A - Not Applicable - Not applicable to specific job description.

Job Knowledge N/A 1 2 3 4

1. Demonstrates knowledge of rules, policy and procedures of the Food & Nutrition program.

2. Demonstrates knowledge of rules, policy and procedures of the school and district.

3. Understands offer vs. serve, traditional serve and portion control.

4. Demonstrates understanding of appropriate preparation/modification of standardized recipes.

5. Maintains neat and organized kitchen, storeroom, freezer and refrigerators while practicing FIFO.

6. Follows proper inventory and receiving/return to stock procedures.

Dependability N/A 1 2 3 4

1. Fulfills daily responsibilties without need for constant directions or supervision.

2. Is on serving line on time, ready to serve.

3. Is punctual and adheres to daily schedule.

Flexibility N/A 1 2 3 4

1. Helps fellow employees complete their job responsibilties when necessary.

2. Ability to change or adapt to varying work capacities.

Communication N/A 1 2 3 4

1. Effectively communicates with co-workers, students, staff, parents, administrators and vendors.

2. Follows written and oral instructions.

Customer Service N/A 1 2 3 4

1. Maintains the quality and appearance of the food.

2. Represents the Food Service Department in a positive manner.

3. Maintains a clean, sanitary and attractive serving area.

4. Maintains a neat and clean appearance, e.g. clean apron, hair restraint, appropriate hand barriers.

Human Relations N/A 1 2 3 4

1. Is pleasant and courteous with co-workers, students, staff, parents, administrators, and vendors.

2. Is sensitive to individual differences.

Efficiency N/A 1 2 3 4

1. Uses time effectively.

2. Works quickly and completes necessary tasks on time.

Initiative N/A 1 2 3 4

1. Demonstrates an awareness of what's going on in the kitchen.

2. Notices and corrects unsafe conditions

3. Ability to assess problems and reach solutions.

4. Determines priorities.

40

Employee Name___________________________________________________

Record Keeping N/A 1 2 3 4

1. Maintains menu planning records on a daily basis.

2. Follows appropriate ordering procedures.

3. Understands and operates point of service system.

4. Accurately counts and records cash/daily deposits.

5. Follows food price schedules.

Safety and Sanitation N/A 1 2 3 4

1. Follows health and sanitation standards and practices at all times, e.g. HACCP, MSDS.

2. Follows good safety practices for self and others at all times.

3. Engages in safe food handling practices.

4. Maintains food handler's credentials.

5. Wears appropriate enclosed and non-slip soled shoes.

6. Maintains cleanliness of food preparation area.

7. Uses and cares for equipment properly.

Personal Appearance N/A 1 2 3 4

1. Cleanliness and personal hygiene.

2. Grooming/Neatness

3. Dresses appropriately.

Physical Fitness N/A 1 2 3 4

1. Has the ability to work consistently with physical energy and mental alertness.

Attitude N/A 1 2 3 4

1. Cooperative and gets along well with others.

2. Enjoys work and displays a positive attitude.

Attendance N/A 1 2 3 4

1. Attendance and tardiness

A. Areas of Strength: (Comments are optional by supervisor or employee)

B. Job Related Goals for Next Year: (Comments are optional by supervisor or employee)

C. Statement of Overall Performance and Recommendations: (Required to be completed by evaluator)

D. *Areas Needing Improvement: (Identified areas of performance that have been judged unsatisfactory based upon the

evaluation criteria require written comments.)

E. Employee Comments: (Optional) (Employee comments must be returned within 10 days of evaluation)

____________________________________________ _________________________________________

Employee's Signature/Date Evaluator's Signature/Date

White Copy - Personnel File

Yellow Copy - Employee

Pink Copy - Evaluator

41


HUMAN RESOURCES DEPARTMENT

TRANSPORTATION SPECIALIST EMPLOYEE EVALUATION

Employee’s Name _____________________________________ School year

Evaluation Period ____________________________ through

Evaluation Type: [ ] Probationary [ ] Annual

General Criteria: Please mark appropriate rating. Specific comments required if either of first two ratings are marked.

1. Adaptability: ability to change and cooperate in varying conditions [ ] Has great difficulty making [ ] Sometimes has difficulty adjusting [ ] Adjusts to new conditions [ ] Very flexible, can be used adjustments to different conditions with little difficulty effectively in all conditions Comments

2. Cooperation: gets along well with others; willing to work together [ ] Avoids participation [ ] Passive participant, cooperates [ ] Actively participates, [ ] Demonstrates leadership, when asked cooperates when asked enhances department performance Comments

3. Dependability: works well independently [ ] Work needs close and [ ] Work needs more than minimal [ ] Works with little or no [ ] Independent worker; detail regular supervision, rarely supervision supervision oriented works independently Comments

4. Productivity: produces appropriate volume of work accurately [ ] Unacceptable, assignments [ ] Inconsistently completes work [ ] Produces as expected; [ ] Highly productive, thorough and incomplete thorough, accurate accurate Comments

5. Organization: plans effectively to perform job expectations [ ] Disorganization seriously [ ] Disorganization sometimes [ ] Organized, carries out [ ] Very organized, highly effective hampers job performance hampers job performance duties effectively and efficient Comments

6. Judgment: makes carefully thought out, sound decisions for individual situations; demonstrates safe work habits [ ] Frequent errors in judgement [ ] Occasionally does not exercise [ ] Makes appropriate [ ] Serves as role model through good judgment decisions decision making Comments

7. Student Management: maintains a safe, friendly, calm environment on the bus [ ] Ineffective student [ ] Inconsistent student management [ ] Consistent, communicates [ ] Models exemplary student management skills skills expectations, follows management skills with through constructive student interaction Comments

8. Record Keeping; required paper work is accurate, legible and timely [ ] Frequently late, incomplete, [ ] Infrequently late, and/or needs [ ] Paper work turned in on [ ] Paper work processed is and/or needs correction, correction; reminders necessary time, usually accurate, very neat, always on time reminders necessary complete and easy to read and accurate Comments

Complete by: June 1

42

TRANSPORTATION SPECIALIST EMPLOYEE EVALUATION NAME

9. District Policies and Procedures: understands and follows policies and procedures [ ] Unacceptable; does not [ ] Needs to improve; does not always [ ] Follows policies and [ ] Highly supportive in following demonstrate understanding follow policies and procedures procedures as expected policies and procedures; involved of policies and procedures in development & implementation Comments

10. Personal Appearance and Hygiene: dresses appropriately for work follows suggested guidelines [ ] Frequently unacceptable [ ] Infrequently unacceptable [ ] Dresses appropriately, [ ] Exceeds expectations; excellent appearance appearance or hygiene neat and clean department department representative representative Comments

11. Work Attitude: displays overall optimism and interest in job [ ] Frequently negative, does [ ] Infrequently negative, lacks [ ] Usually positive, shows [ ] Very positive, interest in job not display interest in job optimism interest in job leads to creativity and innovative performance Comments

12. Punctuality and Attendance: displays good habits in attendance and punctuality [ ] Frequently late or absent [ ] Infrequently late or absent [ ] Arrives on time. Appropriate [ ] Always on time. Rarely absent absenteeism for circumstances Comments

13. Equipment Care: care and maintenance of equipment [ ] Frequently shows lack of [ ] Infrequently shows lack of concern [ ] Cares for equipment as [ ] Exceeds expectations as concern regarding care regarding care and maintenance expected demonstrated by extra efforts of equipment of equipment Comments

14. Communication: ability to communicate written and oral information with students and adults [ ] Use of poor communications [ ] Use of poor communication skills [ ] Consistently practices [ ] Exceptional use of communication skills seriously hampers job occasionally hampers job function effective communication skills enhances job function function skills Comments

Job Related Goals for Next Year: (Optional)

Employee Comments: (Optional)

I have read and have had an opportunity to discuss this evaluation of my work with my supervisor. I realize that my signature on this form does not necessarily mean that I agree with this evaluation. A copy of this report is being given to me.

Employee Signature/Date Evaluator’s Signature/Date

White copy (Personnel File) Yellow copy (Employee) Pink copy (Evaluator)

White copy (Personnel File) 43

Yellow copy (Employee) Pink copy (Evaluator) Rev. 4/97


Human Resources Department

CLASSIFIED EMPLOYEE EVALUATION

Employee’s Name ___________________________________________________ Date __________________________

Position _______________________________________________ Dept./School _________________________________

Evaluation Period ___________________________________ through _____________________________________________

Evaluation Type: Probationary Annual

1. Does Not Meet District Requirements — Conduct and work behavior demonstrates deficiencies that seriously interfere with job

performance.*

2. Needs Improvement — Conduct and work behavior demonstrates improvement is needed in order to meet district requirements.

3. Meets District Requirements— Conduct and work behavior promotes successful performances.

*1 2 3

1. Adaptability: Ability to change and cooperate in varying capacities, flexible,

adjusts quickly.

2. Cooperation: Cooperative and gets along well with others.

3. Dependability: Works well, minimal to no supervision.

4. Human Relations: Sensitivity to individual differences, e.g. cultural, ethnic,

socioeconomic, gender, handicap.

5. Initiative & Decision Making: Resourceful, ability to assess problems,

determine priorities, and reach solutions.

6. Job Knowledge/Performance: Possesses information and understanding

of responsibility; amount of work produced is consistent with job expectations.

7. Punctuality & Attendance: Infrequently absent or late.

8. Communication: Ability to exchange information appropriately.

A. Areas of Strength/Exceptional Performance: (comments are optional)

B. Job Related Goal Areas for Next Year: (comments are optional by supervisor or employee)

C. *Areas Needing Improvement: (Identified areas of performance which have been judged unsatisfactory based upon the evaluation

criteria require written comments.)

D. Employee Comments: (optional)


To be completed by: 9 month: June 1 10/11 month: July 1

12 month: August 15

White copy (Personnel File) Yellow copy (Employee) Pink copy (Evaluator) Rev. 5/98

44

Employee’s Name: _________________________________

CUSTODIAL

9. POSITION REQUIREMENTS:

E *RI NA

a. Maintains Equipment and Tools

b. Knowledge of, and maintenance of 1. Heating 2. Electrical 3. Mechanical

c. Cleaning

d. Inventories, orders, stores and uses materials wisely

e. Keeps appropriate maintenance records

f. Promptly makes repairs or reports need

g. Practices good safety habits

h. Maintains building security

i. Maintains grounds

j. Understands and follows Building and

District policy

*Any area requiring improvement requires comment and recommendation for improvement.

10. PERSONAL APPEARANCE: The personal impression an individual makes on others. (Consider cleanliness, grooming,

neatness and appropriateness of dress on the job.)

A. *Does not satisfy B. Satisfies or exceeds

11. PHYSICAL FITNESS: The ability to work consistently with physical alertness and energy.

A. *Health insufficient or lacks B. Satisfies physical and energy physical ability to perform job. job requirements

12. ATTENDANCE: Dependability in coming to work daily and conforming to work hours.

A. *Does not satisfy attendance B. Satisfies or exceeds and/or punctuality expectations.

STATEMENT OF OVERALL PERFORMANCE & RECOMMENDATIONS: (Required to be completed by evaluator)

____________________________________________________________________________________________________________ ____________________________________________________________________________________________________________ ____________________________________________________________________________________________________________

Do you recommend that this employee continue in his/her present position: (Check one) Yes No With reservations

__________________________________________________ ______________________ Evaluator’s Signature Date

EMPLOYEE COMMENTS: (Optional)

____________________________________________________________________________________________________________ ____________________________________________________________________________________________________________ ___________________________________________________________________________________________________________

I have read and have had an opportunity to discuss this evaluation of my work with my supervisor. I realize that my signature on this form does not mean that I agree with this evaluation. A copy of this report has been given to me.

__________________________________________________ ______________________ Signature of Employee Being Evaluated Date

__________________________________________________ ______________________ Reviewed by Human Resources Date

*If marked, comment required in statement of overall performance and recommendation.

E = Effective *RI = Requires

Improvement NA = Not Applicable to Specific Job Description

White copy (Personnel File)

Yellow copy (Employee)

Pink copy (Evaluator) Rev. 5/98 45

Employee’s Name: _______________________________

GROUNDS

9. PHYSICAL FITNESS:

E *RI NA

a. Maintains equipment and tools

b. Knowledge of skill area

c. Maintains department trucks, trailers, etc.

d. Exhibits safe, courteous, lawful driving practices

e. Practices safe chemical handling procedures

f. Maintains required chemical handling procedures

g. Keeps work area clean

h. Keeps appropriate maintenance records

i. Promptly makes repairs or reports need

j. Practices good safety habits

k. Maintains building security

l. Maintains grounds

m. Understands and follows department and District policies

*Any area requiring improvement requires comment and recommendation for improvement





A. *Health insufficient or lacks B. Satisfies physical and energy

physical ability to perform job. job requirements


A. *Does not satisfy attendance B. Satisfies or exceeds

and/or punctuality expectations.


______________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________


__________________________________________________ ______________________

Evaluator’s Signature Date


______________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________

I have read and have had an opportunity to discuss this evaluation of my work with my supervisor. I realize that my

signature on this form does not mean that I agree with this evaluation. A copy of this report has been given to me.

__________________________________________________ ______________________

Signature of Employee Being Evaluated Date

__________________________________________________ ______________________

Reviewed by Human Resources Date


E = Effective

*RI = Requires

Improvement

NA = Not Applicable

to Specific Job

Description

White copy (Personnel File)

Yellow copy (Employee)

Pink copy (Evaluator) Rev. 5/98

46

Employee’s Name: _______________________________

MAINTENANCE

9. PHYSICAL FITNESS:

E *RI NA

a. Maintains equipment and tools

b. Knowledge of skill area

c. Maintains department vehicles

d. Exhibits safe, courteous, lawful driving practices

e. Keeps work area clean (shop and facilities)

f. Keeps appropriate maintenance records

g. Promptly makes repairs or reports need

h. Practices good safety habits

i. Maintains building security

j. Understands and follows department and District policies

*Any area requiring improvement requires comment and recommendation for improvement





A. *Health insufficient or lacks B. Satisfies physical and energy

physical ability to perform job. job requirements


A. *Does not satisfy attendance B. Satisfies or exceeds

and/or punctuality expectations.


______________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________


__________________________________________________ ______________________

Evaluator’s Signature Date


______________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________

I have read and have had an opportunity to discuss this evaluation of my work with my supervisor. I realize that my

signature on this form does not mean that I agree with this evaluation. A copy of this report has been given to me.

__________________________________________________ ______________________

Signature of Employee Being Evaluated Date

__________________________________________________ ______________________

Reviewed by Human Resources Date


E = Effective

*RI = Requires

Improvement

NA = Not Applicable

to Specific Job

Description

White copy (Personnel File) Yellow copy (Employee) Pink copy (Evaluator) Rev. 4/97

47

Employee’s Name: _____________________________

PARAEDUCATOR

9. POSITION REQUIREMENTS:

E *RI NA

a. Ability to organize

b. Understands and follows building and District policies, procedures, and practices

c. Maintains confidentiality

d. Demonstrates concern for safety and well-being of students and others

e. Provides opportunities for student success

f. Accepts constructive suggestion

g. Aware of school programs and program objectives and relates this information accurately to the public

*Any area requiring improvement requires comment and recommendation for improvement.





A. *Health insufficient or lacks B. Satisfies physical and energy physical ability to perform job. job requirements


A. *Does not satisfy attendance B. Satisfies or exceeds and/or punctuality expectations.


____________________________________________________________________________________________________________ ____________________________________________________________________________________________________________ ____________________________________________________________________________________________________________ ____________________________________________________________________________________________________________


__________________________________________________ ______________________ Evaluator’s Signature Date


____________________________________________________________________________________________________________ ____________________________________________________________________________________________________________ ____________________________________________________________________________________________________________

I have read and have had an opportunity to discuss this evaluation of my work with my supervisor. I realize that my signature on this form does not mean that I agree with this evaluation. A copy of this report has been given to me.

__________________________________________________ ______________________ Signature of Employee Being Evaluated Date

__________________________________________________ ______________________ Reviewed by Human Resources Date


E = Effective *RI = Requires

Improvement NA = Not Applicable to Specific Job Description

White copy (Personnel File) Yellow copy (Employee) Pink copy (Evaluator)

48

NORTH THURSTON SCHOOL DISTRICT

HUMAN RESOURCES DEPARTMENT

CLASSIFIED EMPLOYEE EVALUATION

Employee’s Name__________________________________________Date

Position Dept./School _

Evaluation Period through

Evaluation Type: Probationary Annual

1. *Does Not Meet District Requirements –- Conduct and work behavior demonstrates deficiencies that seriously interfere with job performance.

2. Area for Professional Growth — Conduct and work behavior demonstrates improvement is needed in order to meet district requirements.

3. Meets District Requirements — Conduct and work behavior promotes successful performance.

4. Exceeds Expectations –- Conduct and work behavior demonstrates initiative, leadership, and overall superior skills.

*1 2 3 4

Adaptability: Ability to change and cooperate in varying capacities, flexible, adjusts quickly

Cooperation: Cooperative and gets along well with others

Dependability: Works well, minimal to no supervision

Human Relations: Sensitivity to individual differences, e.g. cultural, ethnic, socioeconomic, gender, disability

Initiative & Decision Making: Resourceful, ability to assess problems, determine priorities,

and reach solutions

Job Knowledge/Performance: Possesses information and understanding of responsibility; amount of work produced is consistent with job expectations

Punctuality and Attendance: Adherence to assigned work hours and days

Communication: Ability to exchange written and oral information appropriately

Customer Service: Responds courteously and promptly to students, staff and the public

Technical Knowledge/Skills: Possesses knowledge/skills to perform job

Quality of Work: Accuracy, thoroughness and effectiveness of work

Organization: Organizes and prioritizes work load and resources

Confidentiality: Maintains confidential information and communications in an ethical manner

Policy Adherence: Understands and follows policies and procedures in areas of responsibility


TO BE COMPLETED BY: 9 month: June 1

10/11 month: July 1 12 month: August 15

Page 1 of 2

White copy (Personnel File) 49

Yellow copy (Employee) Pink copy (Evaluator)

CLASSIFIED EMPLOYEE EVALUATION (CONT’D)

Employee’s Name__________________________________________Date

Areas of accomplishment and/or professional growth:

Areas needing improvement and recommendation (required if any areas do not meet district requirements):

Statement of overall performance:

I recommend employee continue in their present position: Yes No With reservations

Evaluator’s Signature/Date

Employee comments: (Optional)

I have read and had an opportunity to discuss this evaluation of my work with my supervisor. I realize that my signature on this form does not mean that I agree with this evaluation. A copy of this report has been given to me.

Signature of Employee Being Evaluated/Date

Evaluator’s Signature/Date

50

NORTH THURSTON PUBLIC SCHOOLS NO. 3 Human Resources Department

APPLICATION FOR SALARY CREDIT/CLOCK HOUR PRIOR APPROVAL

Instructions: Please complete form and submit to Human Resources for prior approval of salary credit or for

clock hours taken outside of the North Thurston Public Schools. Attach literature/flyer explaining course offerings with this form.

Name: Location:

Date: Subject: SSN#

CRITERIA In compliance with WAC 392-121-262, credits earned after September 1, 1995, will be counted towards salary increments only if the content of the course meets at least one of the following: 1. It is consistent with a school-based plan for mastery of student learning goals as referenced in RCW

28A.655.110, the annual school performance report, for the school in which the individual is assigned. 2. It pertains to the individual's current assignment or expected assignment for the following school year. 3. It is necessary for obtaining endorsement as prescribed by the State Board of Education. 4. It is specifically required for obtaining advanced levels of certification. 5. It is included in a college or university degree program that pertains to the individual's current assignment or

potential future assignment as a certificated instructional staff of the school district where the potential of the future assignment is agreed upon by the school district and the individual.

□ CLOCK HOUR- Prior Approval: You are required to complete an official SPI Clock Hour Verification Form and obtain the instructor's signature upon completion of the course. The original clock hour form must then be submitted to Human Resources.

Course Title:

Dates of Inservice: Sponsoring Agency:

Total Hours Available: Organization Responsible for Inservice:

Meets criteria # above. Explain: Participant's Signature Date Human Resources Signature Date

Office use only: □Clock Hours Approved* □Clock Hours Not Approved

□ COURSE CREDIT- Prior Approval: Duplication of a previous course is not, in most circumstances, approved for salary advancement. Please contact Human Resources if you need clarification. Course Title: Course #: College/University:

Dates of Course: # Credits: □Quarter □Semester

Meets criteria # above. Explain: Participant's Signature Date Human Resources Signature Date

Office use only: □Course Credit Approved* □Course Credit Not Approved

*Please note that approval has been granted, but an original clock hour verification form or official transcript must be received in Human Resources by September 30th to be granted credit towards salary advancement. White Copy: Human Resources Yellow Copy: Will be returned to the participant REV 2/03

51 Please use pen only (Revised 09/2007)

NORTH THURSTON PUBLIC SCHOOLS PROFESSIONAL DEVELOPMENT 4111 Sixth Street NE, Lacey, Washington 98516-5390 TELEPHONE: 360/ 412-4590 FAX: 360/ 412-4564

Certificated Verification of Course Completion for Clock Hours Instructions: Please complete form and submit to Professional Development upon completion of course.

□ Certificated Staff □ Certificated Coach □ Certificated Substitute

Section 1: Personal Information

Name: Date:

Work Location: Assignment:

Home Address:

Section2: Clock Hour / Course Completion Verification – Sponsored by N.T.P.S. Title of Program: Total Clock Hours Available:

First Day of Course: Last Day of Course:

Location:

Section 3: Instructor Verification (Must be signed by instructor to receive credit)

Clock Hours Earned: Date: Instructor’s Signature:

Section 4: Affidavit (Must be completed by participant to receive credit)

I swear/affirm that I earned clock hours for actual attendance at this in-service, and that this satisfies the criteria as stated in WAC 392-121-262 for credits earned toward salary increments only if the content of the course meets at least one of the following:

1. It is consistent with a school-based plan for mastery of student learning goals as referenced in RCW 28A.655.110, the annual school performance report, for the school in which the individual is assigned.

2. It pertains to the individual's current assignment or expected assignment for the following school year. 3. It is necessary for obtaining endorsement as prescribed by the State Board of Education. 4. It is specifically required for obtaining advanced levels of certification. 5. It is included in a college or university degree program that pertains to the individual’s current assignment or potential future assignment as a certificated instructional staff of the school district where the potential of the future assignment is agreed upon by the school district and the individual. 6. It addresses research-based assessment and instructional strategies for students with dyslexia, dysgraphia, and language disabilities when addressing learning goal one under RCW 28a.150.210, as applicable and appropriate for individual certificated instructional staff.

Meets criteria #’s above

I am not applying for college credit(s) for this course. I certify, or declare, under penalty of perjury, under the laws of the State of Washington, that the foregoing is true and correct.

Signature of Participant: Date:


Human Resources Signature: Date:


NORTH THURSTON PUBLIC SCHOOLS PROFESSIONAL DEVELOPMENT 4111 Sixth Street NE, Lacey Washington 98516-5390

TELEPHONE: 360/412-4590 FAX: 360/412-4564

Classified Verification of Course Completion

Instructions: Attendees are to complete Sections 1, 2 and 4. When completed, return to instructor before

leaving so instructor can complete Section 3. Once all sections are completed, form is to be returned to

Professional Development.

Classified Staff Classified Coach Classified Substitute Classified Para Ed

Section 1: Personal Information

Name: Date:

Home Address: Phone:

School / Building:

Section 2: Verification Of Course Completion - Sponsored by the N.T.P.S. If you are a para-educator, you must

provide what Core Competency is fulfilled by this course.

Title of Program: Total Hours Possible:

First Day of Course: Last Day of Course:

In-service Location: Core Competency #:

Section 3: Instructor Verification-Must be signed by instructor to receive credit

Hours Actually Earned: Date:

Instructor’s Signature:

Section 4: Affidavit-Must be completed by participant to receive credit

I swear/affirm that I earned hours for actual attendance at this service. I certify, or declare, under

penalty of perjury, under the laws of the State of Washington, that the foregoing is true and correct.

Signature of Participant: Date:

School / Building:

Professional Development: Date:

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Employee Handbook - North Thurston Public Schools

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