Code No. 402.1
ORIENTATION
The immediate supervisor shall review with new employees their job descriptions and duties and District procedures. Mentors may be assigned to assist with the orientation process. Payroll procedures and benefits shall be explained to the new employees by the business office. The employees shall be responsible for completing necessary enrollment and authorization forms.
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Date of Review:
Date of Revision:
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Legal References: 279.8, 280.14, Chapter 284, Code of Iowa
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565394
DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS
Code No. 402.2
PROFESSIONAL DEVELOPMENT
Professional development in the Decorah Community School District is our primary means to strengthen instruction in order to improve student learning. The importance of a focused, systemic approach to staff learning should be aligned with district goals, priorities, and allocation of resources.
Professional development helps to ensure all teachers provide effective instruction that engages students in becoming creative critical thinkers and problem solvers prepared to succeed in our global community.
Quality learning matters and professional development is essential to maintaining a high-performing district for students and staff.
Professional development in the Decorah Community School District should result in the following:
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00972130
DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS
Code No. 402.3
ASSIGNMENTS AND TRANSFERS
Employees Other Than Administrators and Supervisors. Employees shall be assigned to positions and work assignments based upon the qualifications of the employee and the needs of the District as determined by the Board of Directors and/or by the administrative staff. Changes in assignment may be made at the initiative of the Superintendent of Schools, other administrators or supervisory employees, or at the request of the employee. Changes in assignment shall be made known to the employee as soon as reasonably practicable. Applicable provisions of the Collective Bargaining Agreement shall be followed for a covered employee voluntary and involuntary transfers.
Administrators and Supervisors. Administrators and supervisors shall be assigned to positions and work assignments based upon the qualifications of the administrators and supervisors and the needs of the District as determined by the Superintendent and reported to the Board of Directors and/or by the Board of Directors itself. Changes in assignment may be made at the initiative of the Board of Directors, the Superintendent of Schools, or at the request of the administrator or supervisor. An administrator or supervisor being involuntarily transferred shall have a right to a conference with the Superintendent.
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Date of Last Review: Date of Revision: September 16, 2013 |
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Legal References: 20.7, 20.9, 279.8, 280.14, Code of Iowa; 281 I.A.C. 12.4
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00972132
DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS
Code No. 402.4
EVALUATIONS
Evaluations of Administrators and of Supervisors.
The primary purposes of formal evaluation of the administrators and supervisors are to improve and enhance the performance of each administrator and supervisor and to provide written documentation of the individual's level of performance to provide a basis for contract decisions, including salary considerations and for contract termination, if necessary.
The Board of Directors shall be responsible for evaluating the performance of the Superintendent. The Superintendent shall be responsible for evaluating the performance of all other administrators and of supervisors in the District. The Superintendent may delegate this authority and duty to other persons to evaluate the performance of individuals. The evaluator may utilize other individuals to assist in the formal evaluation process and may utilize relevant information from other individuals.
Each supervisor shall be formally evaluated at least one time each contract year during the first two years of employment and at least one time every third year thereafter. Progress on professional goals shall be reviewed annually.
Every administrator in the District shall have a comprehensive summative evaluation during their first year. After the initial summative evaluation, an annual formative assessment of each administrator will be performed based on the administrator’s Individual Professional Development Plan. The summative evaluation shall be performed every three years.
The evaluation shall be based on how well the administrator or supervisor performs the duties of his/her job description and on progress on professional goals. A copy of the completed formal evaluation will be given to the evaluated administrator or supervisor and a conference shall be held. The evaluated individual may respond in writing to the evaluation. The written evaluation and any response shall be filed in the individual's confidential personnel file.
Evaluation of Licensed Employees Other Than Administrators.
The primary purposes of formal evaluation of licensed employees are to improve and enhance the performance of each employee and to provide written documentation of the employee's level of performance to assist in making employment decisions.
Licensed employees of the District shall be formally evaluated by the administrative staff of the District. The administrative staff may utilize relevant information from other individuals in the performance of this duty.
Licensed employees shall be evaluated in accordance with the procedures set forth in the negotiated agreement with their bargaining representative and in accordance with requirements of Iowa law.
Licensed employees in the District shall be formally evaluated using the criteria specified on the evaluation forms as approved by the Board of Directors and/or as required by law.
Evaluation of Classified Employees (Other Than Temporary Employees and Supervisors).
The primary purposes of formal evaluations of classified employees are to improve and enhance the performance of each employee and to provide written documentation of the employee's level of performance to assist in making employment decisions.
Administrators and/or supervisors shall be responsible for the evaluation of classified employees of the District. The evaluator may utilize relevant information from other individuals in the performance of this duty.
Administrators and supervisors shall evaluate classified employees upon how well they perform the duties of their job descriptions. Classified employees shall be formally evaluated at least once during their first year of employment and at least once every third year thereafter. A copy of the completed formal evaluation will be given to the evaluated employee and a conference shall be held. The evaluated employee may respond in writing to the evaluation. The written evaluation and any response shall be filed in the employee's confidential personnel file.
Other Evaluations. Nothing in this policy shall preclude other methods of evaluation, which may include self-evaluation, peer-evaluation, or student evaluation and the use of verified comments from individuals from outside the District, including comments from parents and students, as long as such additional sources of evaluation are related to the employee's performance as an employee of the District.
Licensed Evaluators. Any person formally evaluating the performance of licensed employees (except persons formally evaluating coaches and sponsors and Board members when evaluating the Superintendent) shall obtain and maintain an evaluator's license from the Board of Educational Examiners.
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Date of Last Review: Date of Revision:
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Legal References: 20.7, 272.9A, 279.14, 279.23A, Chapter 284, Code of Iowa; 281 I.A.C. 12.3(3), Chapter 83
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00972137
DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS
Code No. 402.5
PERSONNEL FILES; RELEASE OF INFORMATION
A confidential file of employment records shall be maintained for each employee in the central administration office. Included in the file shall be the following, without limitation: licenses and transcripts if required, employment application, references, criminal record and abuse record checks, contracts of employment, formal evaluations, disciplinary reports, and wage information. Information on leave usage may be maintained separately. Confidential health information, such as physical forms, sick or long-term disability leave days, worker's compensation claims, emergency information, family and medical leave request forms, and reasonable accommodations to accommodate an employee's disability, shall be maintained separately.
Except in limited instances, only the Superintendent, the employee's supervisor(s), the Board Secretary/Director of Human Resources, the Director of Business Services, the employee, and authorized representatives of the District shall have access to the confidential employee file without the employee's consent or a valid subpoena. However, information for tax purposes, for qualification for benefits, and for wage garnishment may be released.
Employees who have listed the District as a place of employment or who have listed a District employee as a reference shall be deemed to have granted permission to the District to release information which may be included in the personnel file. Information from confidential health records shall not be released, however, without permission of the employee except for qualification of benefits. This does not preclude release of leave usage information to a prospective employer, however.
Only information deemed by law to be public records of an employee will be confirmed to any entity with whom an employee has applied for credit or has obtained credit. This information will be released without prior written notice to the employee. Confidential employee information, as defined by Iowa law, will not be released to an inquiring creditor without a written authorization from the employee.
Under Iowa law, public records of employees shall include, but are not limited necessarily to the following:
(1) the name and compensation of the employee including any written agreement establishing compensation or any other terms of employment excluding any information otherwise excludable from public information pursuant to federal or state law. For purposes of this paragraph, “compensation” means payment of, or agreement to pay, any money, thing of value, or financial benefit conferred in return for labor or services rendered by an official, officer, or employee plus the value of benefits conferred including but not limited to casualty, disability, life, or health insurance, or health or wellness benefits, vacation, holiday, and sick leave, severance payments, retirement benefits, and deferred compensation;
(2) the dates the employee was employed by the District;
(3) the positions the employee holds or has held with the District;
(4) the educational institutions attended by the employee, including any diplomas and degrees earned, and the names of the employee’s previous employers, positions previously held, and dates of previous employment;
(5) the fact that the employee resigned in lieu of termination, was discharged, or was demoted as the result of a disciplinary action, and the documented reasons and rationale for the resignation in lieu of termination, discharge, or demotion. For purposes of this subparagraph, “demoted” and “demotion” mean a change of an employee from a position in a given classification to a position in a classification having a lower pay grade.
Each employee shall have the right to review the contents of his/her own confidential personnel file maintained in the central administration office, except for confidential credentials or reference letters. An employee desiring to view the contents of his/her file shall make a request to the Superintendent. No papers may be removed from the file, but copies may be obtained. The employee shall have the right to respond in writing to materials contained in the file.
All employee records, except payroll and salary records, shall be maintained for a minimum of seven years after termination of employment with the District. Applicant records shall be maintained for a minimum of three years after the position was filled.
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Date of Last Review: Date of Revision:
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Legal References: 22.1, 22.2, 22.7(11), 91B.1, 91B.2, 279.8, Code of Iowa; 281 I.A.C. 12.4(11); 282 I.A.C. 25.3 (3), 26.3
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00972147
DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS