The Ida B. Wells Community Academy
 

Faculty Employment and Performance Expectations
 

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TABLE OF CONTENTS
Certification and Liscensure 
   Regular Teaching Staff
   Non-Credentialed Teachers
   Other Staff, Substitutes, and Consultants
   Continuing Education
Requirements for Employment
Personnel Evaluation
   Confidential Personnel File
   Professional Development Portfolio
   Employee Observations
   Formal Reviews* First Year Employees
   Formal Reviews* Returning Employees
   Principal Evaluation
   Response to Observation and Review Findings
Dismissal, Discipline, and Termination
Schedule
Leaves of Absence and Time Off
   Sick Leave
   Personal Leave
   Long Term Leave
   Jury Duty
   Professional Development Leave
Punctuality and Attendance
Salaries
Employee Grievance Procedure 
Health and Welfare Benefits
   Health Benefits
   Welfare Benefits
Nondiscrimination 
 

I. Certification and Licensure 

       A. Regular Teaching Staff 

Full time, regular teaching staff, further defined by the terms of the charter as "core" teachers,  shall be certified by the State of Ohio with a clear credential and will have passed the National Teachers Exam (NTE). However, teachers-in-training who are working toward a credential and others with specialized and appropriate experience may also be retained if their skills and abilities will further the educational mission of the Ida B. Wells Community Academy. 

       B. Non-Credentialed Teaching Staff 

Non-Credentialed teachers are not required to hold credentials but must demonstrate subject knowledge and the ability to work well with children. Moreover, Non-Credentialed teachers are not allowed to teach for more than 12 hours per week.

       C. Other Staff, Substitutes, and Consultants 

All other staff must demonstrate the abilities necessary to effectively carry out their responsibilities. 

       D. Continuing Education 

            1. All teachers are expected to keep their professional training and knowledge current through ongoing courses and workshops in education. The Principal/Administrator (referred to henceforth as "Principal") will work with staff to develop professional growth plans consistent with section III.B. This may be accomplished at local colleges and universities or under whatever auspices such advanced training is available. 
            2. Each year all teachers shall complete at least three hours of coursework, seminars, or workshops related to professional development. The Ida B. Wells Community Academy will reimburse the teacher up to a maximum of $100 per academic year if included in the Ida B. Wells Community Academy's annual budget. These hours must be approved in advance by the Principal. Teachers are required to submit documentation of completed coursework in order to fulfill this requirement. Transcripts shall be provided to the Ida B. Wells Community Academy to document courses which carry university credit. For courses which do not carry university credit, teachers are required to complete the appropriate form provided the Ida B. Wells Community Academy, and have it signed by the instructor. 
           3. All new teachers are required to complete one approved three-hour course in cardiopulmonary Resuscitation (CPR) and one approved three-hour course in first aid during the first 60 days of employment. All continuing teachers are required to take a refresher course in both CPR and first aid. Teachers will make their own arrangements for such training and will provide documentation of completion and cost to the Ida B. Wells Community Academy. As allowed by the Ida B. Wells Community Academy's budget, the Ida B. Wells Community Academy will reimburse the teacher for the cost of the course (s) up to a maximum of $44.00 for a 9-hour CPR/First Aid course.

II. Requirements for Employment 

       A. Employees are expected to adhere to the requirements for employment described in the Bylaws and personnel policies. 

       B. Before the first day of employment, all employees must have a tuberculosis test as described in Chapter 3314. of the Ohio Revised Code. The current physician's statement must be on file in the office before the first day of employment. Failure to provide documentation on time may result in immediate termination. 

       C. All non-credentialed first year employees must submit fingerprints to the Ohio Bureau of Criminal Investigation and Identification and Federal Bureau of Investigation for the purpose of obtaining a criminal record summary as required by the Ohio Revised Code, Section 3319.39. Such fingerprints must be submitted prior to employment and are a condition of employment. Criminal record summaries will be maintained by the Principal in a secured file separate from personnel files

Employees are expected to conduct themselves at all times in a manner consistent with the highest standards of personal character and professionalism, with children, parents, prospective parents, co-workers, and the community.

III. Dismissal, Discipline, and Termination

       A. The Principal may terminate or suspend the employment of any employee if s/he determines that the employee has failed to fulfill the duties and responsibilities and/or demonstrate the qualities outlined in the job description, or if other good cause exists. All employees will be hired on the basis of annual contracts and their terms expire at the end of their annual contract. In the event the Academy finds it necessary or desirable to terminate an employee's employment before the end of the academic year, the Academy will attempt to give the employee written notice at least 10 calendar days before termination, unless the Principal determines that the employee poses a threat to the health, safety, or welfare of the Academy or its students.

       B. In the event an employee finds it necessary to resign during the academic year, the employee shall give written notice to the Principal/Administer as soon as possible and at least 10 calendar days before the effective date of resignation.

       C. In the event of termination of employment prior to the end of an employment contract, the employee shall be entitled only to the prorated salary and benefits earned through the last date of employment.

       D. Any employee may submit a grievance regarding dismissal, discipline, and termination pursuant to the grievance process outlined in Section IX, below.

IV. Personnel Evaluation 

       A. Confidential Personnel File

The Ida B. Wells Community Academy shall maintain a confidential personnel file for each employee. The personnel file will contain the evaluation documents discussed in this section, as well as any other employment-related documents or correspondence. All documents placed in the personnel file will have been signed by all concerned parties.

       B. Professional Development Portfolio

All instructional and professional staff will create and maintain a Personal Development Portfolio containing the goals and outcomes of the Academy and the employee's personal plan for meeting those goals and outcomes and for continuous improvement. After an initial meeting between the Principal and employee at which time mutual goals are reviewed and a professional growth program is developed, the employee will create the Portfolio, and include samples of classroom or scholarly work, personal reflections, and any other material deemed appropriate as evidence of continuous improvement.

       C. Employee Observations

All employees will be observed on an ongoing basis by the Principal, using both formal and informal observations. Formal observations will include a pre-observation conference as well as a post-observation conference. First-year employees shall have at least two formal observations prior to the three-month review outlined in Section D, below. Prior to the six-month review, described in Section D, at least two additional formal observations will be conducted for first-year employees. Returning staff will have three formal observations prior to the six-month review Described in Section E, below. Results of formal observations, consisting of the employee's and the Principal's observations and recommendations, will be put in writing and included within the employee's own Personal Development Portfolio and the Academy's personnel file. Nothing in this section limits the Principal from conducting other observations of an informal or unannounced nature.

       D. Formal Reviews* First Year Employees

For all first year employees, there shall be a formal review three months after the start of the academic year. The purpose of the three-month review shall be to review the employee's self-assessment, the job description, areas of responsibility, and progress toward goals and outcomes, noting particularly good work, areas for improvement and skill development, and deficient work, and developing a clear plan for improvement. In addition, at the three-month review, the employee will provide feedback to the Principal on the Principal's job performance and the Principal will share with the employee his/her own self-assessment. Any written feedback or self-assessment materials may be placed into the Principal's personnel file. After six months from the start of the academic year, a second review will be held to determine progress made toward the improvement plan. At that time, the Principal will inform the employee and report to the Personnel Committee whether the Academy intends to continue employment for the subsequent academic year. Results of these reviews will be put in writing and placed within the employee's own Personal Development Portfolio and the Academy's personnel file.

       E. Formal Reviews – Returning Employees

For returning staff, there shall be a formal review six months after the start of the academic year. The purpose of the review will be to review progress toward the employee's personal plan and professional growth program described above in Section B. In addition, the employee will provide feedback to the Principal on the Principal's job performance, and the Principal will share with the employee his/her own self-assessment. Any written feedback and the Principal's self-assessment may be placed into the Principal's personnel file. At that time, the Principal will inform the employee and report to the Personnel Committee whether the Academy intends to continue employment for the subsequent academic year. Results of these reviews will be put in writing and placed within the employee's own Personal Development Portfolio and the Academy's personnel file.

       F. Principal Evaluation

The Principal shall be evaluated by the Personnel Committee of the Board of Governors prior to the end of each year's contract based on criteria set forth by job responsibilities. Results shall be in writing and included in the employee's Personal Development Portfolio and personnel file.

       G. Response to Observation and Review Findings

All employees shall have the right to make written objections to the observations or review findings within one week of receipt by stating areas of disagreement. These objections will be attached to the observation and/or evaluation and kept in the employee's personnel file.

       V. Schedule

            A. All employees are required to work according to the schedule and dates stated in their employment agreements. Full-time staff are expected to be present at the Academy from no later than15 minutes prior to the beginning of the normal class day to no less than 15 minutes after the normal class day, unless other arrangements are approved by the Principal.

            B. In addition, teachers are required to participate in programs related to their professional duties which may be held outside the Academy's class hours. These days include teacher in-service sessions conducted within the regular work hours, staff meetings, parent-teacher-student conferences, and two informational nights. Teachers may also be required to participate in 30 hours of additional duties per year.

           C. All other employees are encouraged to attend Academy functions and events.

           D. All full-time employees shall have a minimum lunch break of 30 minutes per day.

           E. Employees are required to perform yard duty as directed, before, after and during the Academy's class day.

VI. FACULTY AND STAFF LEAVE OF ABSENCE AND TIME OFF POLICY
                                
The Faculty and Staff Leave of Absence and Time Off policy on the various types of leaves available to employees of the Ida B. Wells Community Academy includes but may not be limited to the following:

• Vacation, 
• Military Leave,
• Personal Leave (see Section C below),
• Compensatory Time, 
• Child Care Leave (see Section C below),
• Temporary Disability Leave (see Section C below), 
• Family Medical Leave (see Section C below), 
• Sick Leave, Personal Leave (see Section A below), 
• Long Term Leave (see Section C below), 
• Professional Development Leave (see Section E below), and 
• Court or Jury Duty (see Section D below).
          A.   Full-time certified and non-certified Faculty are given time off during national holidays, the Christmas/ New Year’s break, the Easter-Spring break (including Good Friday), designated Academy holidays, the week after the end of the regular academic year and no fewer than 20 additional days off after the close of summer school in July and the start of the next academic year. Exactly how much time off will depend on the Academy’s work load and class schedule. The Principal/Administrator with input from the Faculty, the Superintendent and the Board of Governors will establish the class schedule. The Faculty are released from classes to engage in Academy sponsored “in-service” training or to conduct parent-teacher conferences. They are not to be considered as “time off” days. 
          B.   All full-time certified and non-certified Faculty are reminded that their vacation time should be devoted as much as possible to their professional development portfolios.
These portfolios and general Faculty performance will be reviewed by the Principal and the Chair of the Personnel and Staff Benefits Committee or his/her designee(s). Portfolios and general performance reviews for first-year Faculty will be conducted every three months after their initial hire. Continuing Faculty will have their portfolios and general overall performance reviewed every six months after the start of their second year.
          C.  All full-time Administrative and Support Staff are reminded that their vacations and time off are not the same as those for Faculty. Staff will, however, have time off during national holidays, designated Academy holidays, two days before Christmas and an additional day off before the New Year’s day holiday. Staff will also be given a week off during the Easter-Spring break (including Good Friday), and no fewer than 20 additional days off after the close of summer school in July and the start of the next academic year in August, how much time off will depend on the Academy’s work load and class schedule. In general, first-year Administrative Staff will have 14 vacation days (weekends not included); second-year Administrative Staff will have in total no fewer than 30 vacation days (weekends not included). Personal preference and Academy needs will act as a guide to when these days are taken after submitting an application and with the approval of the Superintendent. Administrative Staff time off shall, where possible, be devoted to the development of individual professional development portfolios. Formal reviews of these portfolios will be conducted by the Superintendent and the Chair of the Personnel and Staff Benefits Committee or his/her designee(s). The portfolio and general performance reviews for first-year Administrative Staff will take place every three months after their initial hire. Continuing Administrative Staff will have their professional development portfolios and general performance reviewed every six months.

The Administrative Staff’s accrual of vacation time, which is controlled by the Academy’s class schedule, begins immediately after he/she has been on the job for six months. Administrative Staff must note school closings, e.g., “in-service” days are specifically for Faculty to engage in professional development activities. Other school closings are expressly for the Faculty to engage in Academy sponsored “in-service” training or to conduct parent-teacher conferences. They are not days Administrative Staff can take time off as if they were “vacation” days. Snow days and other unavoidable emergency school closings are exceptions to this rule.

The leaves of absences referred to above are defined as follows:

         A.  Sick Leave

Sick leave is available to employees to provide for full salary and benefits for absences due to personal illness or injury that prevent the employee from working or for the following reasons: 
                   
              1.  Death of an immediate family member.
              2.  An emergency caused by an accident or illness that requires the employee to be absent from work.

Full-time staff shall accrue sick leave at the rate of 10 days per academic year. If specified in the employee's offer of appointment, part-time staff, or staff working part of the academic year shall accrue sick leave on a prorated basis to reflect the proportion of time or working months that the employee's schedule represents in relation to a full time schedule. Employees may accrue up to 10 unused days of sick leave to be carried over across academic years if their annual contract is renewed, for a total maximum accrual of 20 days of sick leave. Sick leave is granted for only the reasons listed above and will not be paid out if not utilized, if the employee is terminated, or if the employee's contract is not renewed. All instructional staff shall inform the Principal of an anticipated absence as soon as possible, and such leave (other than for unexpected circumstances) must have prior approval from the Principal. The Principal may require an employee to verify the claimed reason for any absence.

         B.  Personal Leave

The Principal or Superintendent, or whoever supervises the individual requesting personal leave, may grant up to two days of leave per employee per year for urgent person-al business or other emergencies. Such leave shall be at full pay and benefits but with cost of substitute deducted. Such leave may not be accrued and will not be paid out for any reason if not used.

         C. Long Term Leave

Long term leave shall be defined as unpaid leave for pregnancy, post-childbirth maternity or paternity, adoption, employee long-term illness, and any other reasons required by law. The Academy may require certification from a qualified medical professional to document the reason for the leave and/or to verify the employee's ability to return to work. Such leave shall be given for a maximum of up to 12 consecutive weeks, or longer if required by law. In no event shall such leave extend beyond the end of the employee's annual contract unless the contract is renewed. Such leave is available to full-time staff only who have been employed for at least one full academic year. Any health benefits provided to the employee by the Academy will continue to be provided during this leave. Whenever possible, such leave must be preapproved by the Principal and, if possible, at least 30 days advance notice shall be given by the employee.

         D. Jury Duty

Upon notification by a court to report for jury duty or as an interested party or under subpoena., the employee shall immediately request jury duty during those months when the Academy is not in session. In the event this request is not granted, time off with no loss of salary limited to two (2) weeks will be provided for jury duty required to be served during the academic year. Any employee, when advised of his/her notification of jury duty, must immediately inform the Principal. Salary will be paid as usual, and the check for juror fees is to be signed over to the Academy.

         E. Professional Development Leave

Full-time employees are entitled to the equivalent of two paid days off during the academic year for training purposes. Such training must be approved by the Principal in advance. See ODE Contract, Appendix IV:  “Faculty and Staff Employment and Performance Expectations.” 

VII. Punctuality and Attendance

Any employee who is unable to report for work on any particular day must call the Principal at least one hour before the start of the scheduled work day. If an employees fails to report to work without notification to the Principal, the Academy may consider that employee has abandoned his/her employment and has voluntarily terminated the employment. In such cases, the Academy must provide notice to the employee of the decision, and the employee may file a grievance pursuant to the process outlined in Section IX below if the employee disputes the decision.

Upon returning to work after an absence for any reason, the employee must complete an absence form and turn it in to the Principal by the end of the work day on which the employee returns. If an employee is absent for medical reasons for more than 10 working days, the employee must, immediately upon his or her intended day of return to work, provide the Principal with a physician's statement certifying that the employee is able to return.

VIII. Salaries

The Principal shall propose salary rates in accordance with the terms of the Ida B. Wells Community Academy Contract and will present them for approval to the Personnel Committee.

IX. Employee Grievance Procedure

         A. In the event of a dispute involving employment or the implementation of these personnel policies, and after a good faith effort with the supervisor involved to thoroughly resolve the dispute, all employees may submit their complaint following the procedures outlined below. The good faith effort will include problem identification, possible solutions, selection of resolution, timeline for implementation, and follow-up. A written summary of the good faith effort will be included in the personnel file. Failure to follow the procedures and timelines below constitutes a waiver of the employee's right to grieve.

            1. The employee may submit his/her grievance in writing to the Chair of the Personnel Committee  within five days of a failed good faith effort to resolve the dispute.
            2. Within ten working days of receipt of the written complaint, the Personnel Committee shall schedule a hearing at a mutually convenient time and place for discussion of the complaint with all parties involved, but in no event later than 20 days after receipt of the written complaint and after notification to the employee. Personnel Committee members who are interested parties shall excuse themselves from grievance proceedings if such members have a conflict of interest in the subject of the proceedings.
            3. A decision as established by a majority vote of the members of the Personnel Committee hearing the grievance shall be rendered within five working days of the completion of the hearing. Any such proceedings shall be conducted in closed session, unless requested otherwise by the employee. In the event that additional information, investigation, or hearings are necessary after the initial hearing, the hearing may be continued and the final decision shall be made within five working days of the last committee hearing, or as soon thereafter as is practicable. Any additional proceedings shall be completed as soon a practical. 
            4. The decision of the Personnel Committee shall be final unless appealed by the employee to the Board of Governors, which may review and modify the decision of the Personnel Committee if it finds that the Committee failed to properly follow the grievance process described above. A request for an appeal may be submitted to the Chairperson or President of the Board of Governors within five days of the decision of the Personnel Committee. After receiving an appeal request, the Chairperson or President shall schedule a meeting to consider such an appeal at soon as practical. Board members who are interested parties, as defined in the Bylaws, shall excuse themselves from reviews of Personnel Committee decisions to the extent permitted under law. Any such proceedings shall be conducted in closed session, unless requested otherwise by the employee.

X. Health and Welfare Benefits

       Health Benefits

The Ida B. Wells Community Academy will attempt to provide health, dental, and vision insurance coverage for current staff that is reasonably comparable with coverage provided by the Akron/Summit school district to its employees, provided such coverage is commercially or otherwise available at reasonable cost. The Ida B. Wells Community Academy will pay the cost of such coverage for full time employees. Part time employees may also request such coverage and the cost of such coverage will be prorated between the Ida B. Wells Community Academy and the Employee. The Ida B. Wells Community Academy contribution shall represent the proportion the hours worked by the employee bears to a full-time equivalent position. No staff member will receive paid health benefits beyond their term of employment.

       Welfare Benefits

The Ida B. Wells Community Academy will attempt to secure State Teachers Retirement System (STRS) eligibility for all  eligible core teachers and will pay the required employer contribution for such benefits if available and to the extent requested by the employee. The Ida B. Wells Community Academy will also attempt to secure State Employees Retirement System (SERS) eligibility for all eligible staff and make the required employer contribution for such benefits, if available and to the extent requested by the employee. The Ida B. Wells Community Academy will make the required employer contribution toward federal Social Security for those employees not covered by STRS/SERS.

XI. Nondiscrimination 

The Ida B. Wells Community Academy does not discriminate in any personnel matters or in the provision of programs and services on any basis prohibited by law. Any employee who has been the subject of discrimination or harassment may bring questions, concerns, and/or complaints to either the Principal or the Board of Governors' Chair of the Personnel Committee.

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         Updated on April 16, 2000