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SECTION A: FOUNDATIONS AND BASIC COMMITMENTS
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AA Service Center Legal Status
ABA Community Involvement in Decision Making (Also KC)
AC Nondiscrimination
ACA Nondiscrimination on the Basis of Gender
ACAA Sexual Harassment
ACB Nondiscrimination on the Basis of Disability
AD Development of Philosophy of Education
ADA Educational Philosophy/Mission Statement
AE Service Center Goals and Objectives
AF Commitment to Accomplishment
AFB Evaluation of the Superintendent (Also CBG)
AFBA Evaluation of the Treasurer(Also BCCB)
AFC Evaluation of Certificated Staff (Also GCN)
AFD Evaluation of Classified Staff (Also GDN)
AFE Evaluation of Instructional Programs (Also IM)
AFI Evaluation of Educational Resources
AGA - Suspension of Administrative Contracts
File: AA
SERVICE CENTER LEGAL STATUS
The United States Constitution leaves to the individual states responsibility for public education.
The Ohio General Assembly is under mandate by the Constitution of Ohio to provide for the organization, administration and control of a public school system supported by public funds. The Ohio State Constitution also calls for a State Board of Education and a Superintendent of Public Instruction.
The General Assembly has outlined the duties of the State Board of Education and the Chief State School Officer. It has also established a State Department of Education (through which policies and directives of the State Board and Superintendent of Public Instruction are administered) and has established specific types of school districts.
The Board of this Service Center is known as the Mahoning County Educational Service Center Governing Board. The Service Center is governed by a locally elected Governing Board and is composed of the Austintown Local, Boardman Local, Canfield Local, Jackson-Milton Local, Lowellville Local, Poland Local, Sebring Local, South Range Local, Springfield Local, West Branch Local and Western Reserve Local School Districts.
[Adoption date: April 17, 2003]
LEGAL REFS.: U.S. Const. Amend. X
Ohio Const. Art. VI, 2; 3; 4
ORC 3301.011
Chapter 3311.01
File: ABA (Also KC)(Return to Menu - Section A)
COMMUNITY INVOLVEMENT IN DECISION MAKING
Community participation in the District is essential to promote and maintain the quality of education for all students.
In addition to electing fellow citizens to represent them on the Board, all citizens may express ideas, concerns and judgments about the Service Center to the administration, to the staff, to any appointed advisory bodies and ultimately to the Board. Ideas should be addressed to the responsible individual in an appropriate fashion.
Residents may be invited by the Board to act as advisors, individually and in groups.
The Board gives consideration to the advice it receives from individuals and community groups. Final authority for all decisions rests with the Board.
[Adoption date: April 17, 2003]
LEGAL REFS.: ORC 121.22
OAC 3301-35-03(J)
CROSS REFS.: BCE, Board Committees
BCF, Advisory Committees to the Board
File: AC (Return to Menu - Section A)
NONDISCRIMINATION
The Board’s policy of nondiscrimination extends to students, staff, job applicants, the general public and individuals with whom it does business and applies to race, color, national origin, citizenship status, religion, gender, economic status, age or disability.
The Board does not permit discriminatory practices and views harassment as a form of discrimination. Harassment is defined as intimidation by threats of or actual physical violence; the creation, by whatever means, of a climate of hostility or intimidation; or the use of language, conduct or symbols in such a manner as to be commonly understood to convey hatred, contempt or prejudice or to have the effect of insulting or stigmatizing an individual.
Employees or students who engage in discrimination of another employee or student shall be subject to disciplinary action.
Permission, consent or assumption of risk by an individual subjected to discrimination does not lessen the prohibition contained in this policy.
Annually, a grievance officer(s) is appointed by the Board/designee.
No one shall retaliate against an employee or student because he/she files a grievance; assists or participates in an investigation, proceeding or hearing regarding the charge of discrimination of an individual; or because he/she has opposed language or conduct that violates this policy.
[Adoption date: April 17, 2003]
LEGAL REFS.: Civil Rights Act, Title VI; 42 USC 2000d et seq.
Civil Rights Act, (Amended 1972), Title VII; 42 USC 2000e et seq.
Education Amendments of 1972, Title IX; 20 USC 1681
Executive Order 11246, as amended by Executive Order 11375
Equal Pay Act; 29 USC 206
Rehabilitation Act; 29 USC 794
Individuals with Disabilities Education Act; 20 USC 1401 et seq.
Age Discrimination in Employment Act; 29 USC 623
Immigration Reform and Control Act; 42 USC 1324a et seq.
Americans with Disabilities Act; 42 USC 12112 et seq.
Ohio Const. Art. I, Section 2
ORC 3323.01
Chapter 4112
OAC 3301-35-02(A)(1); 3301-35-03(A)
CROSS REFS.: ACA, Nondiscrimination on the Basis of Gender
ACAA, Sexual Harassment
ACB, Nondiscrimination on the Basis of Disability
GBA, Equal Opportunity Employment
GBO, Verification of Employment Eligibility
IGAB, Human Relations Education
IGBA, Programs for Students with Disabilities
JB, Equal Educational Opportunities
JFC, Student Conduct (Zero Tolerance)
JFCF, Hazing
Staff Handbooks
Student Handbooks
File: ACA (Return to Menu - Section A)
NONDISCRIMINATION ON THE BASIS OF GENDER
The U.S. Department of Education has published regulations for implementing Title IX of the Education Amendments of 1972, which prohibits sex discrimination in federally assisted education programs.
Title IX states, in part: “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of or be subjected to discrimination under any education program or activity receiving federal financial assistance.”
The Board ensures compliance with Title IX of the Education Amendments of 1972, Title VI of the Civil Rights Act of 1964 and the regulations promulgated through the U.S. Department of Education.
[Adoption date: April 17, 2003]
LEGAL REFS.: Civil Rights Act, Title VI; 42 USC 2000d et seq.
Civil Rights Act, Title VII; 42 USC 2000e et seq.
Education Amendments of 1972, Title IX; 20 USC 1681
Executive Order 11246, as amended by Executive Order 11375
Equal Pay Act; 29 USC 206
Ohio Const. Art. I, Section 2
ORC Chapter 4112
OAC 3301-35-03(A)
CROSS REFS.: AC, Nondiscrimination
ACAA, Sexual Harassment
ACB, Nondiscrimination on the Basis of Disability
GBA, Equal Opportunity Employment
IIAA, Textbook Selection and Adoption
JB, Equal Educational Opportunities
JFCF, Hazing
Staff Handbooks
Student Handbooks
File: ACAA (Return to Menu - Section A)
SEXUAL HARASSMENT
All persons associated with the District, including, but not limited to, the Board, the administration, the staff and the students, are expected to conduct themselves at all times so as to provide an atmosphere free from sexual harassment. Sexual harassment, whether verbal or nonverbal, occurring inside or outside of District buildings, on other District-owned property or at school-sponsored social functions/activities, is illegal and unacceptable and will not be tolerated. Any person who engages in sexual harassment while acting as a member of the school community is in violation of this policy.
The Board has developed complaint procedures which are available to victims. The Board has also identified disciplinary penalties which could be imposed on the offenders.
Definition of Sexual Harassment: Unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature may constitute sexual harassment when:
1. submission to such conduct is made, either explicitly or implicitly, a term or condition of a person’s employment or educational development;
2. submission to, or rejection of, such conduct by an individual is used as the basis for employment or education decisions affecting such individual or
3. such conduct has the purpose or effect of unreasonably interfering with an individual’s work or educational performance or creating an intimidating, hostile or offensive environment.
Examples of sexual harassment-type conduct may include, but are not limited to, unwanted sexual advances; demands for sexual favors in exchange for favorable treatment or continued employment; repeated sexual jokes, flirtations, advances or propositions; verbal abuse of a sexual nature; graphic verbal commentary relating to an individual's body, sexual prowess or sexual deficiencies; coerced sexual activities; any unwanted physical contact; sexually suggestive or obscene comments or gestures; or displays in the workplace of sexually suggestive or obscene objects or pictures. Whether any such act or comment may constitute sexual harassment-type conduct is often dependent on the individual recipient.
The Grievance Officer: Annually, the Board appoints a grievance officer who is vested with the authority and responsibility for processing all sexual harassment complaints in accordance with the procedure set forth in the accompanying regulation and staff and student handbooks.
Sexual matters, including the identity of both the charging party and the accused, are kept confidential to the extent possible. Although discipline may be imposed against the accused upon a finding of guilt, retaliation is prohibited.
[Adoption date: April 17, 2003]
File: ACAA (Return to Menu - Section A)
LEGAL REFS.: Civil Rights Act, Title VI; 42 USC 2000d et seq.
Civil Rights Act, Title VII; 42 USC 2000e et seq.
Education Amendments of 1972, Title IX; 42 USC 2000e et seq.
Executive Order 11246, as amended by Executive Order 11375
Equal Pay Act; 29 USC 206
Immigration Reform and Control Act; 42 USC 1324a et seq.
Ohio Const. Art. I, Section 2
CROSS REFS.: AC, Nondiscrimination
ACA, Nondiscrimination on the Basis of Gender
GBA, Equal Opportunity Employment
JB, Equal Educational Opportunities
JFC, Student Conduct (Zero Tolerance)
JFCF, Hazing
JHG, Reporting Child Abuse
Staff Handbooks
Student Handbooks
CONTRACT REF.: Mahoning County Educational Service Center Employees’ Association
File: ACAA-E (Return to Menu - Section A)
Download Sexual Harassment Complaint Form and Administrative Follow-up Form
SEXUAL HARASSMENT COMPLAINT FORM
Date of Report
Employee/Student Name
Position or Grade _____________________________ Building
Date and Time of Alleged Harassment
Location of Alleged Harassment
Name of Alleged Harasser
Position or Grade _____________________________ Building
Description of the Incident(s)
Name of Witnesses, if any, and Involvement
Your Reaction
Signature of Complainant
1 of 2
File: ACAA-E
ADMINISTRATIVE FOLLOW-UP
Date of Investigation
Investigation Details
Action Taken
Date of Follow-Up Conference
Results of the Conference
Date of Final Report
Date Copy Sent to Complainant
Signature of Grievance Officer
2 of 2
File: ACAA-R (Return to Menu - Section A)
SEXUAL HARASSMENT
All sexual harassment complaints are processed in accordance with the following procedure:
1. Any member of the school community who believes that he/she has been subjected to sexual harassment shall report the incident(s) to the appropriate grievance officer.
2. The grievance officer attempts to resolve the problem in an informal manner through the following process.
A. The grievance officer confers with the charging party in order to obtain a clear understanding of that party’s statement of the alleged facts.
B. The grievance officer meets with the charged party in order to obtain his/her response to the complaint.
C. The grievance officer holds as many meetings with the parties as are necessary to gather facts.
D. On the basis of the grievance officer’s perception of the problem, he/she will:
1) attempt to resolve the matter informally through conciliation or
2) notify the parties by certified mail of his/her official action relative to the complaint.
3. If either party disagrees with the decision of the grievance officer, he/she may appeal to the Superintendent/designee. After reviewing the record made by the grievance officer, the Superintendent/designee may attempt to gather further evidence necessary to decide the case and to determine appropriate action to be taken. The decision of the Superintendent/designee is final. If any of the named officials are the charged or charging party, the Board will designate an alternate investigator and retain final decision-making authority.
All matters involving sexual harassment complaints remain confidential.
(Approval date: April 17, 2003)
File: ACB (Return to Menu - Section A)
NONDISCRIMINATION ON THE BASIS OF DISABILITY
The Board maintains that discrimination against a qualified disabled person solely on the basis of disability is unfair. To the extent possible, qualified disabled persons should be in the mainstream of life in a school community. In addition, the District is the recipient of federal funds and therefore must be in compliance with all laws and regulations which deal with disabled individuals.
Accordingly, employees of the District comply with the law and Board policy to ensure nondiscrimination on the basis of disability. The following is expected.
1. No one discriminates against qualified disabled persons in any aspect of school employment solely on the basis of disability.
2. Facilities, programs and activities are made available to qualified disabled persons.
3. Free appropriate public education at pre-school, elementary and secondary levels, including nonacademic and extracurricular services and activities, are provided to qualified disabled persons.
4. No one excludes any qualified disabled person, solely on the basis of disability, from participation in any preschool education, day care, adult education or vocational education program.
5. Each qualified disabled person is provided with the same health, welfare and other social services which are provided to others.
[Adoption date: April 17, 2003]
LEGAL REFS.: Individuals with Disabilities Education Act; 20 USC 1401 et seq.
Rehabilitation Act of 1973; 29 USC 794
Americans with Disabilities Act; 42 USC 12112 et seq.
ORC 3323.01 et seq.
Chapter 4112
CROSS REFS.: AC, Nondiscrimination
ACA, Nondiscrimination on the Basis of Gender
AE, School District Goals and Objectives
GBA, Equal Opportunity Employment
IGBA, Programs for Students with Disabilities
JB, Equal Educational Opportunities
JFCF, Hazing
Staff Handbooks
Student Handbooks
File: ACB-R (Return to Menu - Section A)
NONDISCRIMINATION ON THE BASIS OF DISABILITY
The Board maintains that no otherwise qualified person shall, solely by reason of his/her disability, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity sponsored by this Board.
As used in this policy and any implementing regulations, "disabled person" means a person who has or had or is regarded or was regarded as having a disabling condition; "disabling condition" means a physical or mental impairment that substantially limits one or more of a person's major life activities and includes specific learning disabilities.
Notice of the Board's policy on nondiscrimination in employment and education practices is given in the Board policy manual, posted throughout the District and published in any Service Center statement regarding the availability of employment positions or special education services.
Employment
No employee or candidate for employment is discriminated against in recruitment, employment, promotion, training or transfer solely because of his/her disabling condition.
No candidate for employment is required to answer a question regarding a disabling condition and discriminated against on the basis of a disabling condition that is not directly related to the essential function of the position for which he/she has applied.
Reasonable modifications in scheduling and the allocation of duties, not directly affecting the instructional programs, are made to accommodate employment conditions to the needs of disabled persons.
Enforcement
The Superintendent or his/her designee serves as Section 504 compliance officer. A complaint regarding a violation of law and this policy in an employment decision is subject to a grievance procedure that provides for the prompt and equitable resolution of the disputes. The grievance procedure follows these steps.
1. The grievant files a written complaint, stating the specific facts of his/her grievance and the alleged discriminatory act, with the Section 504 compliance officer.
2. The compliance officer makes all reasonable efforts to resolve the matter informally at the administrative level most immediate to the complaint.
3. In the event the complaint cannot be resolved informally, the compliance officer convenes an informal hearing, no later than 30 calendar days after the filing of the complaint, at which both the grievant and the administrator responsible for the disputed action may present testimony and documents relevant to the complaint. Witnesses may
File: ACB-R (Return to Menu - Section A)
be called and cross-examined. Detailed minutes of the hearing are made and kept; a copy of the minutes are made available to each party. Within 30 calendar days of the hearing, the compliance officer provides a written copy of his/her determination to both parties.
4. The grievant may appeal the determination of the compliance officer to the Board within 30 calendar days of the receipt of the compliance officer's determination. The appeal is in writing and attached to copies of the original complaint, the minutes of the hearing, and the written determination of the compliance officer. The Board may, in its discretion, convene a hearing at which the parties may present additional testimony and argument.
5. Within 30 calendar days of the filing of appeal, the Board provides both parties with a written decision.
Employees of this Service Center are informed that a complaint may be filed without reprisal by the Board or any of its employees or agents. The grievant is notified by the Board or any of its employees or agents. The grievant is notified of his/her rights of appeal at each step of the process, and accommodations to the needs of disabled grievants are made. A grievant is informed of his/her right to file a formal complaint under Section 504 with or without recourse to the grievance procedure established by this policy.
A complaint regarding the identification, evaluation, classification or educational program of an educationally disabled student is governed by due process rules and by the conflict resolutions process established by State and Federal laws in collaboration with the local district procedures.
Evaluation and Compliance
The Board directs the Superintendent or his/her designee to evaluate Service Center programs and practices on nondiscrimination, in accordance with law, and to report evaluations to the Board. The Board submits such assurances of compliance as are required by law.
(Approval date: April 17, 2003)
File: AD (Return to Menu - Section A)
DEVELOPMENT OF PHILOSOPHY OF EDUCATION
The Board’s philosophy of education gives direction to the educational program and daily operations of the District.
Periodically, the policy committee of the Board and the Superintendent evaluate the philosophy of education. Suggestions from both the staff and community are considered.
The committee revises or confirms the existing philosophy or writes a new statement of philosophy. The committee presents its recommendation regarding a philosophy of education to the Board for adoption or re-adoption.
All course of study philosophies reflect and extend the Board’s philosophy. The Superintendent disseminates the Board’s philosophy of education to all staff members and directs that it be published in all handbooks.
[Adoption date: April 17, 2003]
LEGAL REFS.: OAC 3301-35-02; 3301-35-03
CROSS REF.: ADA, Educational Philosophy
File: ADA (Return to Menu - Section A)
EDUCATIONAL PHILOSOPHY/MISSION STATEMENT
The Board believes that the basic purpose of education is to perpetuate and improve the culture in which the institution exists. It recognizes that the dignity and worth of the individual are of paramount importance in a democracy. Hence, each individual is expected and encouraged to participate in society to the best of that person's ability.
The mission of public education, therefore, is to provide for the fullest possible development of the talents and potentialities of all young people so they may participate effectively in the cultural, political, social and economic life of this democracy. A well-designed and developed educational program must be provided for all students so that this mission can be accomplished.
The Board believes that it has the responsibility to develop a high quality educational service organization dedicated to providing administrative, curricular, instructional, pupil personnel, technical and certificated staff development services to all the local school districts of Mahoning County ESC by the most effective, efficient and economical means possible. The services offered by the staff of the ESC are designed to assist boards of education, administrators, teachers and other staff members of local and client school districts in providing the best possible educational programming for the youth of Mahoning County.
Mission Statement
Leadership Though Service Opening Doorways To Learning For All
Vision Statement
The Mahoning County ESC is an organization dedicated to providing the leadership, service and innovation necessary to maximize the development of children’s talents and potentials.
In collaboration with our constituent districts, each unique and autonomous, we lead and support the development of exemplary instructional, managerial and related service programs that are research-based and student centered.
As the core of an educational partnership, MCESC promotes the efficient and cost effective use of community resources by creating links among school, government, businesses, agencies and families to ensure the continuous improvement of teaching and learning.
[Adoption date: April 17, 2003]
LEGAL REF.: AC 3301-35-02(A)
CROSS REFS.: AD, Development of Philosophy of Education
AE, School District Goals and Objectives
IA, Instructional Goals
Continuous Improvement Plan
File: AE (Return to Menu - Section A)
SERVICE CENTER GOALS AND OBJECTIVES
The Board, administration, and staff shall at all times represent all of the voters, taxpayers, parents, students and employees within their jurisdiction. Their obligations are to:
1. taxpayers - to establish and maintain the best educational system as economically as possible;
2. parents - to provide the best possible educational opportunities for the youth of the county;
3. students - to provide equal educational opportunity for all, regardless of station in life;
4. employees - to provide the best possible working conditions and means for doing the best job possible and
5. local districts - to provide the comprehensive services they require in an economical and efficient manner.
Educational Outcome Goals
As a base against which to assess school needs and set objectives for the educational program, the Board, following consultation with Center staff members, students, parents and other residents of this District, adopts the following educational outcome goals for every student in this District to:
1. acquire basic skills in obtaining information, solving problems, thinking critically and communicating effectively;
2. acquire a stock of basic information concerning the principles of the physical, biological and social sciences, the historical record of human achievements and failures, and current social issues;
3. become an effective and responsible contributor to the decision-making processes of the political and other institutions of the community, state, country and world;
4. acquire the knowledge, skills and understanding that permit him/her to play a satisfying and responsible role as both producer and consumer in a democratic society;
5. acquire the knowledge, habits and attitudes that promote personal and public health, both physical and mental;
6. acquire an understanding of ethical principles and the ability to apply them to his/her own life;
7. develop an understanding of his/her own worth, abilities, potentialities and limitations and
8. learn to enjoy the process of learning and to acquire the skills necessary for a lifetime of continuous learning and adaptation to change.
1 of 2
File: AE
Educational Process Goals
To achieve the educational outcome goals for students adopted by this Board, the Board strives to implement the following educational process goals:
1. instruction which is organized and defined by an adopted course of study;
2. instruction which bears a meaningful relationship to the present and future needs and/or interests of students;
3. specialized individualized kinds of educational experiences to meet the needs of each student;
4. an environment in which collaboration is valued and any competition among students is positive;
5. resources of education, used with maximum efficiency;
6. teacher and administrative staff members of high quality and
7. diverse forms of constructive cooperation with parents and community groups.
[Adoption date: April 17, 2003]
LEGAL REF.: OAC 3301-35-02(A)
CROSS REFS.: ADA, Educational Philosophy
IA, Instructional Goals
IAA, Instructional Objectives
2 of 2
AF Commitment to Accomplishment
File: AFB (Also CBG)(Return to Menu - Section A)
EVALUATION OF THE SUPERINTENDENT
The Board evaluates the performance of the Superintendent in order to assist both the Board and the Superintendent in the proper discharge of their responsibilities and to enable the Board to provide the District with the best possible leadership.
Through evaluation of the Superintendent, the Board strives to:
1. clarify the role of the Superintendent as seen by the Board;
2. develop harmonious working relationships between the Board and Superintendent;
3. provide administrative leadership for the District and
4. identify strengths and weaknesses of the Superintendent’s performance.
Criteria for the evaluation of the Superintendent are based upon the Superintendent’s job description and relate directly to each of the tasks described. The job description and any revisions thereto are developed in consultation with the Superintendent and adopted by the Board.
The Board evaluates the abilities and services of the Superintendent in February of each year.
The Board and the Superintendent jointly, at the outset of each evaluation, determine the method by which the evaluation is conducted. Such method may include the compilation of assessments on a prepared standard form by individual Board members, which shall then be reviewed jointly by the Board and Superintendent.
As an outcome of the evaluation of the Superintendent's performance, the Board prepares to judge the advisability of retention of the Superintendent.
[Adoption date: April 17, 2003]
LEGAL REFS.: ORC 121.22
3319.01
CROSS REFS.: BDC, Executive Sessions
CBA, Qualifications and Duties of the Superintendent
CBC, Superintendent’s Contract
File: AFBA (Also BCCB)(Return to Menu - Section A)
EVALUATION OF THE TREASURER
The Board evaluates the performance of the Treasurer in order to assist both the Board and the Treasurer in the proper discharge of their responsibilities and to enable the Board to provide the Service Center with the best possible leadership.
The objectives of the Board's evaluation are to:
1. promote professional excellence to improve the skills of the Treasurer;
2. improve the quality of District business practices and
3. provide a basis for the review of the Treasurer's performance.
The Treasurer is evaluated annually by the Board. The evaluation is based on the job description for the position of the Treasurer, this policy and any possible evaluation instrument adopted by the Board.
In the Treasurer's final contract year, evaluations will be on or before April 30 with notification of nonrenewal not later than the first regularly scheduled meeting in October.
Maintenance of the evaluation criteria is the responsibility of the Board. Evaluation criteria is reviewed as necessary and as requested by the Treasurer, but not less than annually and upon any revision of the Treasurer's job description. Any proposed revision of the evaluation criteria is provided to the Treasurer for his/her comments before its adoption.
[Adoption date: April 17, 2003]
LEGAL REFS.: ORC 121.22
3301.074
3313.22
OAC Chapter 3301-5
CROSS REFS.: BCC, Qualifications and Duties of the Treasurer
BCCA, Incapacity of the Treasurer
File: AFC-1 (Also GCN-1)(Return to Menu - Section A)
EVALUATION OF CERTIFICATED STAFF
(Teachers)
A determination of the efficiency and effectiveness of the Center staff is a critical factor in the overall operation of the District.
An ongoing evaluation program is implemented to provide a record of service, to provide objective evidence for employment and personnel decisions and to promote the improvement of instruction as a part of the goals of the District.
Procedures used in the evaluation process are subject to Board approval and in accordance with the Ohio Revised Code and the negotiated agreement. Complete and appropriate evaluation records are maintained.
[Adoption date: April 17, 2003]
LEGAL REFS.: ORC Chapter 4117
3319.01; 3319.11; 3319.111; 3319.16; 3319.161
OAC 3301-35-03(A)(8)
CONTRACT REF.: Mahoning County Educational Service Center Employees’ Agreement
File: AFC-2 (Also GCN-2)(Return to Menu - Section A)
EVALUATION OF CERTIFICATED STAFF
(Administrators)
The Superintendent institutes and maintains a comprehensive program for the evaluation of administrative personnel. Administrative personnel are all persons issued contracts in accordance with the Ohio Revised Code, including the following: assistant superintendents, directors, principals, assistant principals and all other personnel required to maintain certificates/licenses in order to be employed as pupil-personnel workers and educational administrative specialists (provided that such person spends less than 50% of his/her time teaching or working with students) and any other employee whose duties enable him/her to be considered either a “supervisor” or “management-level employee” excluded from all of the employee bargaining units. In addition, evaluations should assist administrators in developing their professional abilities in order to increase the effectiveness of District management.
The purpose of administrator evaluations is to assess the performance of administrators, to provide information upon which to base employment and personnel decisions and to comply with the requirements of State law. All administrators are evaluated annually. In the year an administrator’s contract does not expire, the evaluation is completed by the end of the contract year, and a copy is given to the administrator. In the year an administrator’s contract does expire, two evaluations are completed, one preliminary and one final. The preliminary evaluation is conducted at least 60 days prior to March 31 and prior to any Board action on the employee’s contract. Evaluations are considered by the Board in determining whether to re-employ administrators.
The final evaluation includes the Superintendent’s intended recommendation for the contract of the employee. A written copy of the final evaluation must be provided to the employee at least five days prior to the Board’s action to renew or nonrenew the employee’s contract. The employee may request a meeting with the Board prior to any Board action on his/her contract. The employee may have a representative of his/her choice at the meeting.
The evaluation measures the administrator’s effectiveness in performing the duties included in his/her written job description and the specific objectives and plans developed in consultation with the Superintendent. The evaluations are conducted annually by the Superintendent/ designee.
Evaluation criteria for each position are in written form and are made available to the administrator. The results of the evaluations are kept in personnel records maintained in the central office. The evaluated administrator has the right to attach a memorandum to the written evaluation. Evaluation documents, as well as information relating thereto, are accessible to each evaluatee and/or his/her representative.
[Adoption date: April 17, 2003]
LEGAL REFS.: ORC 3319.02; 3319.16; 3319.17; 3319.171; 3319.22
OAC 3301-35-03(A)(8)
CROSS REFS.: GBL, Personnel Records
GCB-2, Certificated Staff Contracts and Compensation Plans
File: AFC-2-R (Also GCN-2-R)(Return to Menu - Section A)
EVALUATION OF CERTIFICATED STAFF
(Administrators)
To assist administrators in the development of their professional abilities, to provide information for employment decisions and to comply with mandates of State law, the following procedures are employed by the Superintendent/designee in evaluating administrative personnel.
1. An initial meeting is held by the Superintendent prior to the school year with the assistant superintendents and administrators to discuss specific measurable objectives and plans for their achievement. A statement of these objectives and plans is submitted by each administrator to the Superintendent/designee at a time specified. These objectives and plans are written and maintained in each administrator’s personnel file.
2. The evaluator employs the evaluation criteria which are designed to measure the administrator’s effectiveness in performing the duties set forth in his/her written job description. All administrators will be evaluated prior to the end of their contract year. The evaluator will also assess the administrator’s progress in meeting plans and objectives set for that school year. Areas of outstanding, satisfactory and poor performance will be noted. The Superintendent/designee will meet with each administrator to discuss the written evaluation. The evaluatee is given a copy of the evaluation and has an opportunity to discuss it with the evaluator at this second meeting.
3. An ongoing dialogue concerning the administrator’s objectives will continue and the evaluator and evaluatee will meet as needed or requested.
4. For those employees whose contracts are expiring at the end of the current school year, two evaluations must be completed. A preliminary evaluation must be received by the employee at least 60 days prior to any Board action on the employee’s contract. A final evaluation must include the Superintendent’s intended recommendation for the contract of the employee. A written copy of the final evaluation must be provided to the employee at least five days prior to the Board’s action to renew or nonrenew the employee’s contract.
5. The employee may request a meeting with the Board prior to any Board action on his/her contract. The employee may have a representative of his/her choice at the meeting.
6. Administrators are automatically re-employed if they are not evaluated according to State law or provided a meeting, if requested, to discuss their renewal or nonrenewal.
7. All evaluation criteria, procedures and written job descriptions are reviewed annually by the Superintendent/designee and revised as necessary.
(Approval date: April 17, 2003)
File: AFD (Also GDN)(Return to Menu - Section A)
EVALUATION OF CLASSIFIED STAFF
Regular evaluation of all classified staff is intended to bring about improved services and to provide a continuing record of the service of each employee and evidence on which to base decisions relative to assignment and re-employment.
The Superintendent establishes a continuing program of performance evaluation for the classified staff. The program includes written evaluations and a means of making the results known to the evaluated employee.
The services of all classified staff employees are evaluated on a regular basis.
[Adoption date: April 17, 2003]
LEGAL REFS.: ORC Chapter 124
Chapter 4117
3319.081
OAC 3301-35-03(A)(8)
CONTRACT REF.: Mahoning County Board of Education Employees’ Association
File: AFE (Also IM)(Return to Menu - Section A)
EVALUATION OF INSTRUCTIONAL PROGRAMS
The Board directs the Superintendent to develop and implement a systematic plan for the continuous evaluation of the educational program against the educational goals established by this Board. To this end, he/she shall employ such tests and methods as may be indicated by sound professional judgment. Wherever possible, the assessment program shall follow evaluation procedures set forth in the curriculum guides.
The Superintendent will annually and in conjunction with appropriate members of the administrative staff, conduct a review of the educational progress of the District, assess District and student needs, and establish long-range and short-range objectives for the educational program.
[Adoption date: April 17, 2003]
LEGAL REFS.: ORC 3301.13
3313.60
3323.02
OAC 3301-35-02(B); 3301-35-03; 3301-35-07
CROSS REFS.: IA, Instructional Goals
IAA, Instructional Objectives
IL, Testing Programs
File: AFI (Return to Menu - Section A)
EVALUATION OF EDUCATIONAL RESOURCES
The Superintendent will develop and implement an assessment procedure to evaluate the effectiveness of the educational resources used by the Service Center to achieve educational goals and objectives.
The individual resource areas will be assessed yearly while the overall program shall be assessed every five years according to professionally recognized criteria and procedures.
The Superintendent is instructed to keep current relative to research and successful practices and to employ the best and most reliable methods and measures in the evaluative process.
[Adoption date: April 17, 2003]
LEGAL REF.: OAC 3301-35-03
CROSS REFS.: AC, Nondiscrimination
IA, Instructional Goals
IKE, Promotion and Retention of Students
JHF, Student Safety
JO, Student Records
KA, School-Community Relations Goals
AGA - SUSPENSION OF ADMINISTRATIVE CONTRACTS
The Governing Board recognizes that no contract entered into with a member of the administrative staff in accordance with Board Policy may be suspended except in the manner provided herein. Accordingly, this policy was developed with input from the Educational Service Center’s administrative staff.
The reasons for which the Board will consider suspending an administrator’s contract are:
1. a decrease in the number of students being served by the Center’s staff through decline in enrollment and/or by virtue of the loss of or reduction in inter-district contracts;
2. a return to duty of an administrator after a leave of absence;
3. the suspension of schools or territorial changes affecting the Center;
4. financial conditions affecting the Center;
5. reorganization and/or consolidation of administrative functions;
6. loss of grant or other funding sources.
The following procedure will be followed in the event that the Board determines it is necessary to reduce its administrative staff through a suspension of contracts:
If it is necessary to achieve a reduction in the administrative staff, the Board may proceed to suspend contracts in accordance with the recommendation of the Superintendent. In making his/her recommendation, the Superintendent will give consideration to administrators who have the greater seniority of service with the Center among those who are properly certificated/licensed (certified positions) or otherwise qualified for a particular position. However, the Board recognizes that administrative positions are not interchangeable, and that the primary factor in any reduction of administrators will be the best interest of the Center.
Any administrator whose contract is to be suspended, in whole or in part, as the result of a reduction in the administrative staff shall be notified, in writing, of his/her intended suspension at least fifteen (15) calendar days prior to the next regularly-scheduled Board meeting at which the action is to be taken. The suspension shall not become effective sooner than thirty (30) days after said action.
Administrators whose contracts are suspended may be considered for a teaching or other position vacancy with the Service Center if their certification/licensure or other qualifications are appropriate. The primary factor in filling vacancies, however, will be the best interests of the Center.
Administrators whose contracts are suspended shall be on the administrative recall list for a period of twelve months from the last day of active employment by the District, unless the administrator has accepted, prior to such time, other employment.
Administrators who are on the administrative recall list shall have the right of recall only to their prior position and only if the Board re-institutes that position. However, the Board will consider such administrators for openings occurring in any other administrative position for which the administrator is qualified and holds the appropriate certification/licensure. The primary factor in filling administrative positions will be the best interests of the Center.
An administrator shall be notified of a recall by certified mail and must accept, in writing, the employment within fifteen (15) days of service of the recall notice. It is the administrator’s responsibility to maintain a current mailing address with the Board. Failure to accept recall within fifteen (15) days shall be interpreted as an indication that the administrator does not wish to return to active employment with the Service Center and shall result in the removal of the administrator from the recall list. If the recall occurs after August 1st, the administrator must respond in writing within five (5) days or s/he will be removed from the recall list.
R.C. 3319.171
Ohio Revised Code Provision Requiring Board Policy :
§ 3319.17.1] § 3319.171. Administrative personnel suspension policy.
(A) Notwithstanding section 3319.17 of the Revised Code, the board of education of a city, local, exempted village, or joint vocational school district or the governing board of an educational service center may adopt an administrative personnel suspension policy governing the suspension of any contract of employment entered into by a board under section 3319.02 of the Revised Code. If a board adopts a policy under this section, no contract entered into by a board under section 3319.02 of the Revised Code may be suspended except pursuant to the policy. If a board does not adopt such a policy, no such contract may be suspended by a board except pursuant to section 3319.17 of the Revised Code.
(B) The administrative personnel suspension policy shall include, but not be limited to, all of the following:
(1) One or more reasons that a board may consider for suspending any contract of employment entered into under section 3319.02 of the Revised Code. A reason for such suspension may include the financial conditions of the school district or educational service center.
(2) Procedures for determining the order of suspension of contracts within the employment service areas affected;
(3) Provisions requiring a right of restoration for employees whose contracts of employment are suspended under the policy if and when any positions become vacant or are created for which any of them are or become qualified.
(C) The policy procedures and provisions adopted under divisions (B)(2) and (3) of this section shall be developed by the board of a district or service center with input from the superintendent and all assistant superintendents, principals, assistant principals, and other administrators employed by that board under section 3319.02 of the Revised Code.
HISTORY: 148 v S 77. Eff 6-30-2000.
Adopted 6.17 04
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