Building Success Beyond the Classroom Welcome, New Employees to SDPC! New Employee Material
Our Vision As a premier school district in the state and nation, the School District of Pickens County, in partnership with families and communities, will provide quality educational experiences that prepare all students to be successful beyond the classroom. Our Mission The School District of Pickens County, a recognized leader in excellence, emphasizes high academic achievement and career preparation for all students through quality, technology-rich educational opportunities in safe environments that encourage success.
Our Beliefs • Students are our first priority. • A safe, caring learning environment must be provided for all students and staff. • All students must have equitable educational opportunities. • The pursuit of excellence is essential. • Every person is unique and valuable. • Cultural diversity promotes full development of the individual and society. • All people can learn and contribute to society. • The parent is a child’s first teacher. • Education is a shared responsibility. • Education is the key to success. • Learning and education are life-long processes. • Today’s schools shape tomorrow’s workforce.
Our Goals • Student Achievement – Each student will be academically challenged to reach his or her individual potential growth. • Learning Environment – Students will be provided safe, supportive environments for learning. • Quality Personnel – Quality personnel will be recruited, developed and retained in all positions. • Communications – Clear, frequent communications will increase stakeholders’ knowledge and support. • Resource Management – All resources will be managed effectively to provide a quality learning environment.
Senior Leadership Team Executive Director of Human Resource ServicesDr. Stephanie Lackey Assistant Superintendent of Instructional Services Sharon Huff Superintendent Dr. Kelly Pew Director of Accountability, Informationand Technology Services Andy Coleman Executive Director of FinanceClark Webb
Human Resource Services ReceptionistDebbie Albertson HR Secretary Lori Willoughby Executive Director of Human Resource ServicesDr. Stephanie Lackey Coordinator of Personnel Services Danny Rogers Human Resource SpecialistAmanda McCauley Payroll/Personnel SpecialistLinda Cason Sr. Benefits Specialist Missy Ducker Benefits Specialist Kate Wilson
Student Harassment, Intimidation & Bullying (Policy JCDAB) • “Bullying Policy” • School Contact Persons:(Find out who your contact person is at your school) • Documentation is CRITICAL: Investigation Report & Complaint Form
Sexual Harassment: Behavioral Definition • Unwanted sexual or gender-based behavior that occurs when one person has formal or informal power over the other. • Behavior may be verbal, non-verbal, or physical.
Sexual Harassment:Legal Definition • Quid Pro Quo ~ Implicit or explicit request for sexual favors that may be used as a condition or basis for educational decisions or advancement. • Hostile Environment ~ Behavior that has the purpose or effect of unreasonably interfering with a student’s school performance, or • that creates intimidating, hostile, • or abusive school environment.
Examples of Sexual Harassment • Direct or indirect threats or bribes for sexual activity/favors • Sexual innuendos, comments • Commenting or asking about sexual activities • Humor or jokes about sex or females/males in general • Sexually suggestive sounds, gestures, or inappropriate touching • Displays of pictures, calendars, cartoons withexplicit content
What You Always Need To Know About Handling Harassment • Take reports seriously and respond appropriately without using dangerous words ((i.e. “It’s just teasing—no big deal!”) • Listen, sympathize, do not judge • Do not delay in reporting or documenting • Follow up on complaint
Five Steps To Follow When You Encounter Harassment Remedy immediate situation Speak to offending student after class Speak to offended student Report to school’s Title IX coordinator(District Contacts: Bobby Skelton & Stephanie Lackey) Separate students(if necessary or if student requests)
What If It Happens to Me? • Contact your immediate supervisor. • Give a detailed report of what happened. • In order for an investigation to take place, you must report it.
Employee Handbooks • Teacher/Employee manual for 2011-2012 is available on SDPC Web site • Employees may print a copy from the Web site • All employees will sign Disclaimer & Signature page from manual
Employee Conduct/Dress Code(Policy GAMB-R) • Professional standards for dress related to position and duty • Our dress communicates our professionalism to students, parents, and the public • In keeping with this professional standard ~ ALL employees wear ID badges at all times • Please see examples in the employee handbook
Spirit Day Fridays • “Professionally-casual” blue jeans may be worn ONLY if • School/Program/District shirt is worn OR • A shirt with a collar is worn
Employees Must Avoid • Social relations with students outside of school • In keeping with this, have students use “Mr.,” “Ms.,” or “Dr.” as appropriate • Public displays of affection • Inappropriate text messages or e-mails to students • Having information accessible to students on social-networking sites such as MySpace, FaceBook, YouTube
Religion in Public Schools • Purpose is to balance right of religious freedom with prohibition on promoting or endorsing religion • Providing a balance of rights to responsibilities
Acceptable Student-Initiated Activities • Talking to fellow students about religion • Reading Bible or religious content books • Referencing beliefs in speech or class assignment • Praying (silently/aloud), alone or with other students • Distributing leaflets or other religious material
UnacceptableEmployee Conduct During Work Hours • Promoting or endorsing a particular religion in the presence of students • Encouraging students to pray • Attending student religious club meeting unless serving as designated supervisor
Technology Use • Access to information and technology is a privilege. • Violations of policy can be a matter of legal action or disciplinary procedures, with sanctions ranging from reprimand, loss of access, discharge, and/or referral to authorities.
Internet Unacceptable Use • Never access inappropriate or restricted information. • Do not vandalize. This includes harming or destroying data of other users or uploading/creating viruses. • Limit your time on network to provide access for others • Non-academic use of Internet is prohibited.
E-mail Use [IFBGA-R (2)] • Users are advised that the e-mail system should in no way be regarded as a secure medium for communication of sensitive or confidential information. • Accounts must be properly managed. • Communication should be handled same as letter, • fax, memo, etc.
E-Mail Unacceptable Use • Do not disguise identity or forge messages. • Do not send e-mail using another’s account. • E-mail may not contain offensive or disruptive content (racial, ethnic, sexual or gender-specific comments or images) or content that would offend someone on basis of religion, political beliefs, sexual orientation, national origin or age.
E-Mail Unacceptable Use • Do not attempt to retrieve or read another employee’s e-mail. • Chain letters and solicitations are strictly forbidden. • Do not send commercial messages, employee solicitations, or personal business. • School mail lists are to be used for school purposes only. Do not distribute this list. • Forwarding of virus warning is prohibited. Direct warnings to attention of AITS).
Use of Cell Phones by Employees • An employee should have her/his cell phone turned off (not on vibrate) during the school day (7:30 a.m.-3:15 p.m.) at all times when students are present. • The purpose of this rule is to protect instructional time and to model appropriate behavior for students. • It is permissible for an employee to make or receive calls at times when students are not present(e.g. planning period).
PowerTeacher Training • Provided through distance learning sessions in PowerSource • Available 24 hours/day, 7 days a week • You will receive an email with information about setting up a PowerSource account • Access PowerSource from the Our Staff link on the SDPC website • Access the distance learning sessions by clicking the “Training” icon and then the “Distance Learning” icon
PowerTeacher Training • Required Sessions (transcript needed to exempt training) • PowerTeacher • PowerTeacher Gradebook: Getting Started • PowerTeacher Gradebook: Analysis and Reporting • PowerTeacher Gradebook: Working with Grades • You will receive 6 hours of technology credit • You have 6 weeks to complete these sessions
Leave Days • Days are accrued at a rate of 1.25 per month. • 240 day employees 15 days per year • 220-230 day employees 14 days per year • 200-215 day employees 13 days per year • 180-195 day employees 12 days per year • If you exhaust all leave days available to you, your checks will be docked at your daily rate for each day used beyond your leave balance.
Please be aware that we advance leave days. If you terminate employment with us prior to year end and have used all advanced leave days, your final check will be reflective of those leave days.
AESOP • AESOP is an automated educational substitute placement system. • This system can be accessed through the Internet or by phone. • You will receive a “Welcome Letter” by email at the conclusion of this meeting. • The letter will give your login (your home phone number including area code) and pin (your last four digits of your Social Security number).
Absences in AESOP • Enter all absences regardless of the reason. • This excludes Transportation Services, after-school workers, and most ESOL teachers. • Use “Notes” field for explanation of absence. • Communicate to supervisor if you need additional AESOP training. • Find instructions for AESOPin the Publications & Resourceslibrary on the Web site. • Review the AESOP video.
Leave of Absence Forms • Located on the “Forms” page of the district Web site • Used to notify HR Services of absences of more than three (3) consecutive days • HR Services must review any cumulative annual leave in excess of three consecutive days for reasons other than bona fide personal illness to see if you qualify for FMLA. • Leave that is more than three consecutive days for trips or personal reasons will be granted ONLY once in a three-year period.
Pay Schedule • Each employee receives two checks per month. • Employees are paid on the 15th and on the last day of each month unless the date falls on a weekend or holiday. • First paycheck will be September 15th • All employees are required to sign up for direct deposit. • Employees receive pay stubs at their school locations. All other stubs are mailed.
Annuities • As a service to our employees, we offer the opportunity for pre-tax payroll deductions through a limited number of approved vendors. • A list of vendors is included in your packet. • Interested employees must contact the vendors directly.
Teachers Who Are New to SDPC • Coursework earned in prior district will be recognized with the School District of Pickens County. • Staff development points must be completed before coming to Pickens County. • Be sure to meet with the certification specialist before leaving prior district.
Certificate Guidelines • Guidelines are found on the district Web site • Log in to “Resources for Employees” • Click on “SDPC Renewal Guidelines” for information
Requirements • Educators are required to accrue 120 points from the ten certificate renewal options within the 5-year validity period.
Official Transcripts • Send to Human Resource Specialist Amanda McCauley for certificate renewal • Send to South Carolina Department of Education for certificate advancement • Employees must submit their advanced certificate to Amanda McCauley for salary increase.
Also….. • If you have an Initial Certificate and have successfully completed ADEPT and the PLT with passing scores, your Professional Certificate will be automatically issued by July 17th. • It is not necessary for you to contact the State Department of Education as long as you have met these requirements.
How It Works • The purpose of the sick leave bank is to provide additional sick leave for eligible employees who experience catastrophic illness or accident that results in absence from work that extends beyond the employee’s accumulated leave. • The Sick Leave Bank is governed by a Sick Leave Bank Committee made up of participants.
Membership • To become a member, an employee must • complete a membership form. • contribute one day of earned or advanced leave. • At the beginning of the subsequent school year, members may be required to contribute an additional day if the committee determines that is necessary. • Open enrollment is during the first full month of school. • New SDPC employees may enroll during their first month of employment. • Copies of the board policy and administrative rule governing the sick leave bank can be accessed through our Web site.