The document contains job descriptions for two positions at a charter school - Principal and Controller. The Principal job description outlines responsibilities like promoting high academic standards, supervising instructional programs, and ensuring compliance. The Controller is responsible for financial accounting records like accounts receivable/payable, payroll processing, and preparing budgets and reports in accordance with regulations. Both roles require relevant experience, strong communication skills, and the ability to work in a fast-paced environment supporting the school's mission.
The document contains job descriptions for two positions at a charter school - Principal and Controller. The Principal job description outlines responsibilities like promoting high academic standards, supervising instructional programs, and ensuring compliance. The Controller is responsible for financial accounting records like accounts receivable/payable, payroll processing, and preparing budgets and reports in accordance with regulations. Both roles require relevant experience, strong communication skills, and the ability to work in a fast-paced environment supporting the school's mission.
The document contains job descriptions for two positions at a charter school - Principal and Controller. The Principal job description outlines responsibilities like promoting high academic standards, supervising instructional programs, and ensuring compliance. The Controller is responsible for financial accounting records like accounts receivable/payable, payroll processing, and preparing budgets and reports in accordance with regulations. Both roles require relevant experience, strong communication skills, and the ability to work in a fast-paced environment supporting the school's mission.
The document contains job descriptions for two positions at a charter school - Principal and Controller. The Principal job description outlines responsibilities like promoting high academic standards, supervising instructional programs, and ensuring compliance. The Controller is responsible for financial accounting records like accounts receivable/payable, payroll processing, and preparing budgets and reports in accordance with regulations. Both roles require relevant experience, strong communication skills, and the ability to work in a fast-paced environment supporting the school's mission.
PROPOSAL FOR EXTERNAL PROVIDER OF EDUCATIONAL SERVICES
Applicants: EDUCATION REVOLUTION, INC. And THE MCKINLEY-GOODE CHARTER SCHOOL
Job Description (Charter School) Job Title Principal Salary/Pay Range *To Be Negotiated Reporting Supervisor Board of Trustees Hours 7:30 am 3:45 pm
Characteristics of Work To serve as educational leader of the Charter School. To manage the policies, procedures and regulations to ensure that all students are supervised in a safe learning environment. To work collaboratively to direct and nurture the students and all school staff hired by the Board of Trustees. To assist partnering organizations in implementation of school design, strategy and professional development. Examples of Work 1. Promote high standards and expectations for all students and staff including academic performance and responsible behavior. 2. Manage, evaluate and supervise effective and clear procedures for the operation and function of the school, consistent with the mission and goals including instructional programs, extracurricular activities, and discipline systems to ensure a safe and orderly climate, program evaluation, personnel management, office operations and emergency procedures. 3. Ensure compliance with all laws, board policies and civil responsibilities. 4. Collaborate with Success for All (SFA) and New Tech Network (NTN) to create the annual master schedule for instructional programs, ensuring sequential learning experiences for students consistent with the curriculum. 5. Maintain the posted master schedule. 6. Implement the approved induction plan and all other teacher certification programs. 7. Work collaboratively with the human resources department to implement a teacher leadership initiative and succession planning strategies. 8. Supervise the instructional programs and observe classes on a regular basis. 9. Collaborate with SFA and NTN concerning the evaluation and implementation of teaching strategies. 10. Collaborate with SFA & NTN in implementing procedures for student evaluation and selection of instructional materials and equipment, approving all recommendations. 11. Establish a professional rapport with students, staff and parents. 12. Consult with Education Revolution (ER) when appropriate. 13. Conduct daily and weekly staff meetings. 14. Develop clearly understood procedures and provide regular drills for emergencies and disasters. 15. Establish schedules and procedures for the supervision of students in non-classroom activities. 16. Maintain visibility with teachers, students and parents. 17. Complete in a timely manner all assigned reports. 18. Identify, recruit and oversee planning and policy making committees. 19. Communicate regularly with ER and the Board of Trustees about the needs, successes and general operation of the school. 20. Protect the confidentiality of records. 21. Supervise the discipline of students including suspensions. 22. Comply with any additional duties requested by ER and the Board of Trustees.
Requirements PA Principal Certification Prior experience in a school leadership role Must attend all required PDE school leadership training Strong commitment to helping students succeed in an innovative education program to reorient their lives, nurture their leadership skills, and enable them to make a difference in their schools and communities Strong technology skills (especially with Microsoft OS and MS Office programs) Excellent communication skills, both oral and written Ability to communicate with students, parents and staff in a manner that conveys a willingness to partner with them. Ability to relate sensitively to a multiracial and multicultural population. Respect for the ideas and intelligence of the students we serve. Customer focused approach. High degree of flexibility. Demonstrated ability to work well in fast paced environment. Team player track record. Willingness to travel on occasion for marketing and state testing events (may require occasional overnight travel). Ability to work some occasional evening hours, as needed to support some families. An understanding of and the willingness to accurately portray the mission and vision of the Charter School.
Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of Principal, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel and reach with hands and arms. The employee is occasionally required to stoop, kneel, crouch, or crawl and smell. The employee must regularly lift and /or move up to 10 pounds, frequently lift and/or move up to 25 pounds and occasionally lift and/or move up to 50 pounds unassisted. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of Principal, the employee is occasionally exposed to outside weather conditions. The noise level in the work environment is usually moderate.
I have read the Principal job description, understand my responsibilities, and am willing to perform the duties requested of me to the best of my knowledge and ability.
Principal: Date:
Board President: Date:
Job Description (Charter School)
Job Title Full Time Controller Salary/Pay Range Negotiable Reporting Supervisor Board of Trustees Hours 8:00 am 4:00 pm
Characteristics of Work To control the financial accounting records of the Charter School accurately and thoroughly.
Examples of Work 1. Checkbook Ledger record & draft checks, make daily bank deposits and reconcile monthly bank statements. Maintain accurate cash balances in QuickBooks. Manage Petty Cash. 2. Accounts Receivable record invoices; collect outstanding invoices with use of trial balance. 3. Accounts Payable record, file, prepare & approve for payment all operating expenses to include credit cards and lines of credit. 4. Purchase Orders Process & approve Purchase Orders and Expense Reports per written procedures. 5. Payroll Coordinate, process, implement and record payroll. Respond to inquiries from employees. 6. Certify accurate ledger balances in QuickBooks, coordinate with Accounting Firm. 7. Inform Board of Trustees of potential problems or opportunities of improvement. 8. Reconcile and record discrepancies found in records. Maintain accurate paper trail on all transactions for auditing purposes. Code documents according to company procedures and PDE requirements. 9. Maintain records and controls of budgets. 10. Maintain confidentiality regarding school/workplace matters. 11. Respond to inquiries in a timely manner. 12. Comply with Federal, State and Company policies, procedures and regulations. 13. Demonstrates leadership & initiative in the performance of assigned responsibilities. 14. Maintains expertise in assigned area. 15. Participate in training programs to increase skill and proficiency related to assignment. 16. Exhibit interpersonal skills to work as an effective team leader. 17. Demonstrate support for the school system and its goals and priorities. 18. Demonstrate initiative in identifying potential problems or opportunities for improvement. 19. Prepare all required reports and maintain all appropriate records. 20. Performs other tasks consistent with the goals and objectives of this position. 21. Prepare yearly budgets according to PDE regulations. 22. Submit all state reporting in a timely manner. 23. Responsible for Federal Financial reporting for Title I, Title II and any other reporting requirements. 24. Responsible for supervision and direction of Accounting Support employee(s). 25. Responsible for reporting to Board of Trustees. Attendance required at scheduled Board meetings for reporting. 26. Set up schedules, systems and processes per audit requirements. 27. Serve on planning and policy-making committees 28. Identify and foster professional growth opportunities for direct reports and department staff. 29. All other duties as assigned by Management
Requirements 3-5 years accounting experience preferably in a school environment. MBA in accounting, finance or business administration. Technology skills (QuickBooks, Microsoft OS, general office equipment) Excellent communication skills, both oral and written. Customer focused approach. Work cohesively with the Board of Trustees and other departments. Ability to monitor and report financial status to Board of Trustees, ER and outside entities. High degree of flexibility. Ability to evaluate and make decisions concerning financial matters. Ability to plan and organize scope of work assigned. Demonstrated ability to work in fast paced environment. Ability to work occasional evening hours, as needed. An understanding of and the willingness to accurately portray the mission and vision of the Charter School.
Supervisory Responsibilities - Directly supervises 1 support employee.
Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of Controller, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel and reach with hands and arms. The employee is occasionally required to stoop, kneel, crouch, or crawl and smell. The employee must regularly lift and /or move up to 10 pounds, frequently lift and/or move up to 25 pounds and occasionally lift and/or move up to 50 pounds unassisted. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate.
I have read the Controller job description, understand my responsibilities, and am willing to perform the duties requested of me to the best of my knowledge and ability. Employee: ___________________________________________ Date: _______ Board President: ______________________________________ Date: _______
Job Description (Charter School) Job Title Director of Special Education Salary/Pay Range *To Be Negotiated Reporting Supervisor Principal Hours 7:30 am 3:45 pm
Characteristics of Work To ensure compliance with all state regulations and established Special Education policies, procedures and systems that effectively meet the needs of special education and exceptional students.
Examples of Work 1. Perform educational assessment of students, including an observation of the student, review of the students educational history, conferences with the students teachers, and an evaluation and analysis of the students academic performance and learning/behavior characteristics. 2. Report educational assessment findings at meetings as appropriate. 3. Actively participate in the deliberations and classification of educationally disabled students and assists in the planning of Individual Educational Programs (IEP). 4. Act as a liaison with the classroom teacher(s) for the purpose of ensuring the implementation of the established IEP of an assigned student. 5. Assist in coordinating, developing, monitoring and evaluating the effectiveness of the IEP. 6. Assist in the identification of all types of exceptional students within the school. 7. Maintain confidential records on all referred students and student/parent contacts in accordance with federal and state law, Board policy and the procedure of the schools special education program. 8. Assess student readiness for entry in the school program in accordance with policies established by the Board of Trustees. 9. Provide thorough and timely reports, data, and information as requested. 10. Consult with the appropriate school personnel directly responsible for the implementation of the IEP. 11. Serve as a resource and/or consultant to school personnel on the nature, causes, and solutions to the learning problems of children. 12. Identify and foster professional growth opportunities for direct reports and department staff.
REQUIREMENTS
Pennsylvania Instructional II certification in Special Education and 5-7 years of experience in a leadership role. Supervisor certification Maintain all Pennsylvania certification requirements Strong technology skills (especially with Microsoft OS and MS Office programs) Excellent communication skills, both oral and written Ability to communicate with parents in a manner that conveys a willingness to partner with them. Ability to relate sensitively to a multiracial and multicultural population. Respect for the ideas and intelligence of the students we serve. Customer focused approach. High degree of flexibility. Demonstrated ability to work well in fast paced environment. Team player track record. Willingness to travel on occasion for marketing and state testing events (may require occasional overnight travel). Ability to work some occasional evening hours, as needed to support some families. An understanding of and the willingness to accurately portray the mission and vision of the Charter School
Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of Dir. of Special Education, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel and reach with hands and arms. The employee is occasionally required to stoop, kneel, crouch, or crawl and smell. The employee must regularly lift and /or move up to 10 pounds, frequently lift and/or move up to 25 pounds and occasionally lift and/or move up to 50 pounds unassisted. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of Dir. of Special Education, the employee is occasionally exposed to outside weather conditions. The noise level in the work environment is usually moderate.
I have read the Special Education Directors job description, understand my responsibilities, and am willing to perform the duties requested of me to the best of my knowledge and ability.
Job Description (Charter School) Job Title Dean of Students K-5 Or 6-8 Salary/Pay Range *To Be Negotiated Reporting Supervisor Principal Hours 7:25 am 3:40 pm
Characteristics of Work To perform duties related to discipline To provide support to the Principal To provide ongoing counseling, advocacy and guidance to students To assist staff in providing support to students To network with agencies and ascertain appropriate services for students To maintain consistent, ongoing contact with parents
Examples of Work 1. Responsible for the day to day discipline of the Charter School. 2. Supervises paraprofessionals and meets with them daily and weekly. 3. Complete paperwork as needed or assigned. 4. Complete staff evaluations according to policy and procedure. 5. Assist in the investigation and processing of student discipline and attendance. 6. Assist in the investigation processing of student discipline and attendance. 7. Coordinate the duties of Hall Monitors to ensure effective use of Support Staff. 8. Assess personal needs of the Charter School students and assist in finding resources to meet stated needs. 9. Advocate with human service, health, court and criminal justice systems to resolve issues facing students. 10. Participate in parent meetings in conjunction with the teachers and Principal. 11. Resolve discipline issues in a manner in which the student gains an understanding of appropriate behaviors. 12. Make home visits, as appropriate, to assess the needs and support students and their families. 13. Provide support to classroom teachers in their efforts to effectively manage classroom behavior. 14. Assist in providing targeted training to struggling teachers, as assigned by Principal. 15. Assist in presenting professional development in discipline and classroom management for teachers and support staff. 16. Complete required paperwork and/or state reporting in a timely manner. 17. Identify and foster professional growth opportunities for direct reports and department staff. 18. Perform other duties as requested by the Principal or Administration.
Requirements Bachelors degree in social services or related field and 3 years experience working with children in counseling or crisis intervention, or 5 years in a relevant field without a Bachelors degree Help students position themselves for admission into a post-secondary institution or the military. Strong technology skills (especially with Microsoft OS and MS Office programs) Excellent communication skills, both oral and written Ability to communicate with parents in a manner that conveys a willingness to partner with them. Ability to relate sensitively to a multiracial and multicultural population. Respect for the ideas and intelligence of the students we serve. Customer focused approach. High degree of flexibility. Demonstrated ability to work well in fast paced environment. Team player track record. Willingness to travel on occasion for marketing and state testing events (may require occasional overnight travel). Ability to work some occasional evening hours, as needed to support some families. An understanding of and the willingness to accurately portray the mission and vision of the Charter School.
Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of Principal, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel and reach with hands and arms. The employee is occasionally required to stoop, kneel, crouch, or crawl and smell. The employee must regularly lift and /or move up to 10 pounds, frequently lift and/or move up to 25 pounds and occasionally lift and/or move up to 50 pounds unassisted. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of Dean of Students, the employee is occasionally exposed to outside weather conditions. The noise level in the work environment is usually moderate.
I have read the Dean of Students job description, understand my responsibilities, and am willing to perform the duties requested of me to the best of my knowledge and ability.
Job Description (Charter School) Job Title Director of Social Services Salary/Pay Range *To Be Negotiated Reporting Supervisor Principal Hours 7:30 am 3:45 pm
Characteristics of Work To provide ongoing counseling, advocacy and guidance to students, assisting them in dealing with personal, legal, and social service needs To guide students in reaching their school, community and personal goals
Examples of Work 1. Complete all intakes. 2. Complete all discharges. 3. Liaison between the Charter School and other school districts (attend all meetings, establish appropriate contacts, and provide communication). 4. Liaison between outside agencies and social services partners of the Charter School. 5. Provide counseling to students and document all sessions. 6. Establish contractual services for students (counseling, etc.). 7. Provide guidance counseling services (develop transcripts, job shadowing, college and trade school visits). 8. Schedule and conduct mid-year and end of year review meetings for all students. 10. Ensure that procedures meet PDE requirements. 11. Serve as a member of the IEP team for all special education students. 12. Assist in coordinating PSSA testing. 13. Oversee the transition aspect of the program including setting up meetings. 14. Develop behavior plans for regular education students. 15. Serve as a liaison to the special education department. 16. Attend all state required training and report any guideline changes 17. Identify and foster professional growth opportunities for direct reports and department staff.
Requirements Masters in social work and at least 3 years of experience working with children in counseling or crisis intervention. Strong commitment to helping students succeed in an innovative alternative education program to reorient their lives, nurture their leadership skills, and enable them to make a difference in their schools and communities Strong technology skills (especially with Microsoft OS and MS Office programs) Excellent communication skills, both oral and written Ability to communicate with parents in a manner that conveys a willingness to partner with them. Ability to relate sensitively to a multiracial and multicultural population. Respect for the ideas and intelligence of the students we serve. Customer focused approach. High degree of flexibility. Demonstrated ability to work well in fast paced environment. Team player track record. Willingness to travel on occasion for marketing and state testing events (may require occasional overnight travel). Ability to work some occasional evening hours, as needed to support some families. An understanding of and the willingness to accurately portray the mission and vision of the Charter School. Supervisory Responsibilities
This job supervises one support employee.
Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of Principal, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel and reach with hands and arms. The employee is occasionally required to stoop, kneel, crouch, or crawl and smell. The employee must regularly lift and /or move up to 10 pounds, frequently lift and/or move up to 25 pounds and occasionally lift and/or move up to 50 pounds unassisted. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of Dir. Of Social Services, the employee is occasionally exposed to outside weather conditions. The noise level in the work environment is usually moderate.
I have read the Director of Social Services job description, understand my responsibilities, and am willing to perform the duties requested of me to the best of my knowledge and ability.
Principal: ______________________________________ Date: _______ Job Description (ER) Job Title President/CEO Salary/Pay Range *To Be Negotiated Reporting Supervisor Board of Directors Hours 8:30 am 5:00 pm
Characteristics of Work The President/CEO is responsible for providing strategic leadership for the company by working with the Board and other management to establish long-range goals, strategies, plans and policies.
Essential Duties and Responsibilities 1. Plan, develop, organize, implement, direct and evaluate the organizations fiscal function and performance in collaboration with the Director of Finance. 2. Participate in the development of the corporations plans and program as a strategic partner. 3. Evaluate and advise on the impact of long range planning, introduction of new programs/strategies and regulatory action. 4. Develop credibility for the company by providing timely and accurate analysis of budgets, financial reports and industry trends in order to assist the Board and senior leadership in performing their responsibilities. 5. Enhance and /or develop, implement and enforce policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the company. 6. Access and utilize data to make informed decisions at all levels within the systems. 7. Establish credibility throughout the organization and with the Board as an effective developer of solutions to business challenges. 8. Hold senior leadership to a high level of accountability in achieving identified outcomes and deliverables. 9. Be an advisor on any and all contracts into which the company may enter. 10. Manage resources to attain effective results. 11. Evaluation of the leadership team for continual improvement of efficiency and effectiveness individually and as a group with emphasis on professional and personal growth.
Requirements An experienced leader with appropriate industry experience. An energetic, forward-thinking and creative individual with high ethical standards. A strategic visionary with sound technical skills, analytical ability, good judgment and strong operational focus. A well-organized and self-directed individual who is a team player. Excellent oral and written communication skills Ability to communicate in a positive manner, consistently utilizing a customer service approach with people at all levels of an organization. Masters degree or ten to fifteen years related experience and/or training; or equivalent combination of education and experience.
Physical Demands- The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this Job, the employee is regularly required to sit and talk or hear. The employee is frequently required to use hands to finger, handle, or feel. The employee is occasionally required to stand; walk; reach with hands and arms; stoop, kneel, crouch, or crawl and taste or smell. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision and depth perception.
Work Environment -The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of President/CEO, the noise level in the work environment is usually quiet.
I have read the President/CEO job description, understand my responsibilities, and am willing to perform the duties requested of me to the best of my knowledge and ability.
Job Description (ER) Job Title Director of Education Administration Salary/Pay Range *To Be Negotiated Reporting Supervisor President/CEO Hours 7:30 am 3:45pm
Characteristics of Work To develop, update and/or manage curriculums. To develop educational partnerships that can enhance academic programming for Charter School students
Examples of Work 1. Embrace the unique philosophy of Education Revolution and other partner organizations, and help ensure they adhered to in all school programs and operations. 2. Promote and adhere to a culture of rigorous academic achievement, defined structure, and responsible behavior for all students. 3. Help ensure all schools and programs are compliant with State Academic Standards. 4. Help ensure that curriculum maps are developed, accurate, and relevant in every subject. 5. Provide Project Based Learning guidance and support teachers in planning and implementing visual projects that connect to the real world. 6. Access and utilize data to make informative decisions at all levels within the system. 7. Consistently hold teachers and all other staff to a high level of accountability. 8. Report any changes in job responsibilities in writing to the Human Resources Department within 24 hours of the change. 9. Establish procedures for the selection of instructional materials and equipment and approve all recommendations. 10. Manage resources to attain effective results. 11. Develop and maintain partnerships with local colleges and community agencies that can provide students with academic assistance and challenging educational opportunities. 12. Assist school administration in identifying and developing career paths and leadership development for educators working in Education Revolution schools. 13. Develop and implement tiered professional development plans and evaluate for effectiveness. 14. Comply with other duties assigned by the President/CEO.
Requirements Masters Degree in Education with a concentration in Curriculum, or equivalent experience. Current PA teaching certification. A minimum of 5 years teaching experience Strong technology skills Excellent oral and written communication skills Ability to communicate in a positive manner, consistently utilizing a customer service approach with teachers, support staff, administrators, and partners. Ability to deliver information and respond to other professionals in a manner that conveys support and respect. Ability to perform effectively within the parameters of a team and within a fast paced work environment. High degree of flexibility including the willingness to occasionally work evenings and travel on school related business. Commitment to responding to email or other communications within 24 hours. An understanding of and the desire to carry out the mission and vision of ER and the Charter School.
Physical Demands- The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this Job, the employee is regularly required to sit and talk or hear. The employee is frequently required to use hands to finger, handle, or feel. The employee is occasionally required to stand; walk; reach with hands and arms; stoop, kneel, crouch, or crawl and taste or smell. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision and depth perception.
Work Environment -The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of Director of Education Administration, the noise level in the work environment is usually quiet.
I have read the Director of Education Administration job description, understand my responsibilities, and am willing to perform the duties requested of me to the best of my knowledge and ability.
Job Descriptions (ER) Job Title Director of Community Outreach Salary/Pay Range *To Be Negotiated Reporting Supervisor President/CEO Hours 8:00am - 5:00pm
Characteristics of Work: Explore and cultivate new opportunities and partnerships to enable Education Revolution and the Charter School to improve our community through education. Community Partnerships 1. Evaluate potential partnerships for feasibility and return on investment. 2. Build and maintain relationships with existing and new partner organizations. 3. Communicate with leadership team regarding new opportunities and facilitate discussion regarding their implementation. 4. Act as the liaison with community organizations and programs operating on campus or in partnership with the Charter School. 5. Along with leadership identify a point person for long term program management, facilitate this transition. 6. Troubleshoot issues that arise within partnerships as related to communication, implementation and evaluation. Marketing Act as the liaison with the Marketing and PR Firm. Meet with the Marketing and PR Firm to identify potential programs and events to highlight in the media. Facilitate getting newsworthy items from teachers, administrators and staff to the Marketing and PR Firm. Act as the point person for press releases, ensure that they are reflective of our missions and visions, and get necessary approvals. Write press releases as needed. Work with Marketing and PR Firm to execute marketing strategies. Along with Leadership and PR and Marketing Firm, plan and execute short term events and campaigns in response to community events Assist with the creation and execution of summer enrollment marketing campaigns including associated deliverables postcards, mailings, billboards, videos, etc. Coordinate any parent and family statements for use in media. Maintain the Facebook Page. Write website copy as needed, act as the liaison with the IT department for updates. Maintain photo database. Events Plan and implement events that meet the needs of Charter School students and families. Work with administration to identify teams of staff to implement the event. Communicate regularly with leadership regarding event needs, challenges and outcomes. Secure vendors, supplies, and volunteers for events. Manage event timelines and associated deliverables. Assure that events are advertised and marketed through internal and external channels. Create a budget for events and work with finance department to ensure that vendors are paid in a timely manner. Current/Past Programs Facilitated: End of Year Block Party, National Night Out, Open Houses, Community Meetings, Back to School Night, Financial Aid Night, Parent Resource Fairs, Various School Speakers, Graduation, Miscellaneous Attend leadership meetings Attend advisory team meetings Attend community meetings, organization open houses, and partner events to gauge new partnering opportunities and stay abreast of community needs and changes. Act as a point of entry for community organizations and leaders to access Charter School Leadership Additional tasks as assigned
Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of Dir. of Community Outreach, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel and reach with hands and arms. The employee is occasionally required to stoop, kneel, crouch, or crawl and smell. The employee must regularly lift and /or move up to 10 pounds, frequently lift and/or move up to 25 pounds and occasionally lift and/or move up to 50 pounds unassisted. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of Dir. Of Community Outreach, the employee is occasionally exposed to outside weather conditions. The noise level in the work environment is usually moderate.
I have read the Director of Community Outreach job description, understand my responsibilities, and am willing to perform the duties requested of me to the best of my knowledge and ability. Employee: ___________________________________________ Date: _______
Job Description (ER) Job Title Director of Human Resources Salary/Pay Range *To Be Negotiated Reporting Supervisor President /CEO Hours 8:00 am 4:00 pm
Summary: Directs and coordinates human resources activities, such as employment, compensation, labor relations, administrator training, and employee services by performing the following duties.
Essential Duties and Responsibilities include the following. Other duties may be assigned.
Develops policy collaboratively with administration to effect continual improvement and efficiency.
Analyzes wage and salary information with the Dir. Of Finance to determine competitive compensation.
All aspects of recruitment.
Prepares personnel forecast to project employment needs and tracks staff evaluations.
Writes directives advising department managers of company policy regarding equal employment opportunities, compensation, and employee rights.
Consults legal counsel to ensure that policies comply with federal and state law.
Develops and maintains a human resources system that meets top management information needs.
Oversees the analysis, maintenance, and communication of records required by law or local governing bodies, or other departments in the organization.
Studies legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
Report employment changes to the Board of Trustees at monthly meetings and works with the Solicitor on personnel issues.
Verify staff degrees and experience.
Maintain compliance with federal and state regulations.
Supervisory Responsibilities: Directly supervises one support employee.
Qualifications- To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education and/or Experience - Minimum of a BS in Human Resources, Business Administration or Related Field. 2-5 years HR experience. PHR Certification preferred.
Other Qualifications - Knowledge of for-profit and non-profit entities helpful.
Physical Demands- The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this Job, the employee is regularly required to sit and talk or hear. The employee is frequently required to use hands to finger, handle, or feel. The employee is occasionally required to stand; walk; reach with hands and arms; stoop, kneel, crouch, or crawl and taste or smell. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision and depth perception.
Work Environment -The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of Director of Human Resources, the noise level in the work environment is usually quiet.
I have read the Director of Human Resources job description, understand my responsibilities, and am willing to perform the duties requested of me to the best of my knowledge and ability.
Employee: Date:
President/CEO: Date:
Criteria for Hiring Teachers, Administrators, and other school staff that will meet or exceed NCLB requirements Policies and procedures in accordance with Part A, Section 1119 (Qualifications for Teachers and Paraprofessionals) of the No Child Left Behind Act 2001.
BOARD OF TRUSTEES
Section: Administration Title: Employment of Administrators/NCLB Date Adopted: Revised On: Section I. Purpose The Board places substantial responsibility and authority for the effective management of the Charter School with the school administrators and subtracted educational administrators. Section II. Authority The Board shall, by a majority vote of all members, approve the employment, set the compensation, and establish the term of employment for each administrator employed by the school. SC 508, 1106, 1142 If the district is placed on the Education Empowerment List, the Board may employ certificated administrators who do not possess Pennsylvania certification if it deems that such individuals satisfy the applicable criteria in Section 1724-A of the School Code. SC 1704-B, 1724-A If the district is placed on the Education Empowerment List, the Board may rescind without penalty the contract of an administrative employee entered into after July 1, 2014. SC 1704-B Section III. Guidelines It is the policy of the school to seek the most highly qualified person for each position as defined by NCLB of 2001. Applicants from within the school will be given consideration for a vacancy for which they are properly certified. The Board will be seeking the most highly qualified person per state and federal law and therefore will not restrict itself to selecting from inside the school system alone. Approval shall normally be given to the candidates for employment as recommended by the school administrators.
The school administrators, subcontracted educational administration or designee shall develop procedures for the recruitment, screening and recommendation of candidates for employment as administration, in accordance with Board policy and state and federal law and regulations. The school administrators, subcontracted educational administration or designee shall, in the conduct of recruiting activities, seek applicants who have graduated from a variety of public and private institutions of higher education in accordance with Board policy, and state and federal law. P.L. 88-352 P.L. 92-318
If the Board has rejected a recommended candidate, the school administrators and subtracted educational administrators shall make substitute recommendations. Candidates shall be recommended on the basis of references, as well as demonstrated lessons and/or other appropriate activities. The school administrators and subtracted educational administrators shall seek recommendations from former employers and others to assess the candidates qualifications. Recommendations and references shall be confidential and for official use only. The school administrators and subtracted educational administrators or designee may apply necessary screening procedures to determine the candidates ability to perform the tasks of the job for which the candidate is being considered. All individuals wishing consideration for employment shall request information and application from the Administration Office. Complete applications, letters of reference, criminal and child abuse clearances, fingerprint requirements, TB Test, and official transcripts shall be necessary for employment. Political patronage or favoritism based on family relationships at no time will enter into the employment, assignment or promotion of individuals. A Board member may not vote on a motion to employ a relative for any position. Candidates must receive a majority of affirmative votes of Board members other than those abstaining because of this relationship. No candidate shall be employed until such candidate has complied with the mandatory background check requirements for criminal history and child abuse. SC 111 24 Pa. C.S.A. 6301
Any employees misstatement of fact material to qualifications for employment or determination of salary shall constitute grounds for dismissal by the Board. Utilization of administration prior to employment approval by the Board is authorized when necessary to maintain continuity in the educational program. Retroactive employment shall be recommended to the Board at the next regular meeting. In order to continue employment in the school, certificated employees are required to meet all obligations necessary to maintain valid, active Pennsylvania certification. Failure to maintain the required certification for employment may be cause for disciplinary action including possible termination of employment. A letter informing the candidate of such shall notify the candidates elected to a position on the administration and a contract, to be signed and returned, shall accompany the letter. The school shall submit a New Hire Report for each employee to be reported by law. 42 U.S.C. Sec. 653a Section IV. Delegation of Responsibility The school administrators and subtracted educational administrators or designee shall develop procedures for the recruitment, screening and recommendation of candidates for employment as administrators. The school administrators and subtracted educational administrators or designee shall recruit and recommend applicants in accordance with Board policy and state and federal laws and regulations. P.L. 88-352 P.L. 92-318
The school administrators and subtracted educational administrators or designee shall seek candidates of good moral character who possess the following attributes: 1. Successful educational training 2. Scholarship and intellectual prowess 3. Ability to interact with parents/guardians, students, and staff in a manner that demonstrates respect and dignity 4. Emotional and mental maturity and stability
Staff vacancies that represent opportunities for professional advancement or diversification shall be made known to school personnel so they may apply for such positions. Application is not a guarantee of appointment to the new professional opportunity. The Charter School reserves the right to hire the most highly qualified candidate for any and all positions under the requirements of No Child Left Behind. The school administrators and subtracted educational administrators or designee may apply necessary screening procedures to determine the candidates ability to perform the tasks of the job for which the candidate is being considered. The school administrators and subtracted educational administrators or designee shall seek recommendations from former employers and others in assessing the candidates qualifications. Recommendations and references shall be retained confidentially and for official use only.
BOARD OF TRUSTEES Section: Professional Employees Title: Employment of Professional Employees Date Adopted: Revised on: Section I. Purpose The Board is committed to providing the best possible educational program for the children of the Charter School. One of the most, if not the most, important factors in facilitating the desired program is the effectiveness of the instructional personnel. Section II. Authority The Board, by a majority of vote, shall approve the employment, set the compensation, and establish the term of employment for each professional staff member employed by the school. SC 508, 1106, 1142, 1146 No teacher shall be employed who is related to any member of the Board, as defined in Statute, unless such teacher receives the affirmative vote of the majority of the Board other than the member related to the applicant who shall not vote. SC 1111 Section III. Guidelines It is the policy of the school to seek the most highly qualified person for each position as defined by NCLB of 2001. Applicants from within the school will be given consideration for a vacancy for which they are properly certified. The Board will seek the most highly qualified person per state and federal law and therefore will not restrict itself to selecting from inside the school system alone. Approval shall normally be given to the candidates for employment as recommended by the administration and subcontracted educational administration. The administration and subcontracted educational administration or designee shall develop procedures for the recruitment, screening and recommendation of candidates for employment as professionals, in accordance with Board policy and state and federal law and regulations. The administration and subcontracted educational administration or designee shall, in the conduct of recruiting activities, seek applicants who have graduated from a variety of public and private institutions of higher education in accordance with Board policy, and state and federal law. P.L. 88-352 P.L. 92-318 If the Board has rejected a recommended candidate, the administration and subcontracted educational administration shall make substitute recommendations. Candidates shall be recommended on the basis of references, as well as demonstrated lessons and/or other appropriate activities. The administration and subcontracted educational administration or designee shall seek recommendations from former employers and others to assess the candidates qualifications. Recommendations and references shall be confidential and for official use only. The administration and subcontracted educational administration shall seek candidates of good moral character who possess the following: 1. Successful educational training and experience. 2. Scholarship and intellectual prowess. 3. Ability to interact with parents/guardians, students, and staff in a manner that demonstrates respect and dignity. 4. Emotional and mental maturity and stability.
The administration and subcontracted educational administration or designee may apply necessary screening procedures to determine the candidates ability to perform the tasks of the job for which the candidate is being considered. All individuals wishing consideration for employment shall request information and application from the Administration Office. For certified teachers and instructors, the school shall use the Standard Application Form for Teaching Positions in PA Public Schools, but may establish and implement other application requirements. SC 1204.1 Complete applications, letters of reference, criminal and child abuse clearances, fingerprint requirements, TB Test, and official transcripts shall be necessary for employment. Political patronage or favoritism based on family relationships at no time will enter into the employment, assignment or promotion of individuals. A Board member may not vote on a motion to employ a relative for any position. Candidates must receive a majority of affirmative votes of Board members other than those abstaining because of this relationship.
No candidate for professional employment shall receive recommendation for such employment without evidence of his/her certificate. Each professional teacher or instructor employed by the school shall be responsible for maintaining a valid teaching certificate. SC 1201 Title 22 Sec. 49.81 et seq No candidate shall be employed until such candidate has complied with the mandatory background check requirements for criminal history and child abuse. SC 111 24 Pa. C.S.A. 6301
Any employees misstatement of fact material to qualifications for employment or determination of salary shall constitute grounds for dismissal by the Board. Utilization of professional employees prior to employment approval by the Board is authorized when necessary to maintain continuity in the educational program. Retroactive employment shall be recommended to the Board at the next regular meeting. In order to continue employment in the school, certificated employees are required to meet all obligations necessary to maintain valid, active Pennsylvania certification. Failure to maintain the required certification for employment may be cause for disciplinary action including possible termination of employment. A letter informing the candidate of such shall notify the candidates elected to a position on the professional staff and a contract, to be signed and returned, shall accompany the letter. The school shall submit a New Hire Report for each employee to be reported by law. 42 U.S.C. Sec. 653a Title I Teachers All teachers working in a program supported with Title I funds that were hired after January 8, 2002 shall be highly qualified, as defined by federal law and regulations. 20 U.S.C. Sec. 6319 The administration of the school providing Title I programs to students shall annually attest that the professional teaching staff in such positions are highly qualified, in accordance with federal and state law and regulations. The written certification shall be maintained in the Administrative Office and shall be available to the public, upon request.
CHARTER SCHOOL Board Policy Number: Section: Professional Employees Title: Employment of Professional Employees Approved by the Board of Trustees on: Revised:
EMPLOYMENT OF PROFESSIONAL EMPLOYEES PROCEDURES
Purpose: The Board is committed to providing the best possible educational program for the children of the Charter School. One of the most, if not the most, important factors in facilitating the desired program is the effectiveness of the instructional personnel. Procedures: A. The HR Professional or designee searches for candidates of good moral character who possess the following attributes: 1. Successful educational training and experience 2. Scholarship and intellectual prowess 3. Appreciation of children 4. Emotional and mental maturity and stability
B. Recruitment 1. The Administration or designee completes an Employment Requisition Form associated with the position and forwards to the HR office. 2. The HR office assigns a unique number to the requisition and forwards the document to the Controller. 3. The Controller approves/rejects the requisition and returns document to the HR office. If approved the Controller will complete the form indicating approved salary range and forward to the HR office for processing. 4. Upon approval, the HR office posts the position internally for 10 days prior to posting externally. The posting is via bulletin board, website and broadcast e-mail. **In the interest of not interrupting service to students, positions may be posted internally and externally simultaneously. 5. Employees who wish to apply for the position fill out the Job Posting Application form. The application must be signed by the employee and supervisor prior to sending to the HR office. 6. Application is not a guarantee of appointment to the new professional opportunity.
C. Screening 1. The administration or subcontracted educational administration applies screening procedures to determine the candidates ability to perform the job tasks. Certification for the position is validated, if necessary. 2. The administration or subcontracted educational administration seeks recommendations from former employers and others in assessing the candidates qualifications. This information is retained confidentially and is for official use only. 3. Any employees misstatement of fact material to qualifications for employment or determination of salary will constitute grounds for dismissal by the Board. 4. The administration or subcontracted educational administration will, while conducting recruiting activities, seek applicants who have graduated from a variety of public and private institutions of higher education in accordance with Board policy, and state and federal law. 5. Interviews are conducted and recorded on the Interview Process Form. 6. Individual folders are kept in the HR office for all job postings/openings.
D. Recommendation 1. The Charter School reserves the right to hire the most highly qualified candidate for any and all positions under the requirements of No Child Left Behind. 2. No candidate for employment may receive a recommendation for employment without evidence of his/her certificate. 3. No candidate may be employed until the candidate has complied with the mandatory background check requirements for FBI, criminal history and child abuse, and the school has evaluated the results of that screening process. Official transcripts are necessary for employment. 4. Candidates must be recommended on the basis of references, as well as demonstrated lessons and/or other appropriate activities. 5. No teacher may be employed who is related to any member of the Board, as defined in Statute, unless the teacher receives the affirmative vote of the majority of the Board other than the member related to the applicant who shall not vote. 6. The administration or subcontracted educational administration will make recommendations to the Board, after receiving approval from the Management Company.
E. Approval/Denial 1. The Board, by majority vote of all members will approve employment, set compensation and establish the term. Approval will normally be given to the candidates for employment recommended by the administration, subcontracted administration and the management company. Should the Board require additional candidates, they will be provided by the same. 2. Upon approval, the candidate will be notified in writing by the HR office. A New Hire Form or an Employee Change Form will be completed and signed by all parties. HR will notify the candidate in writing of the approval. Upon denial, a letter will be mailed to the candidate from the HR office. 3. An e-mail will be circulated from the HR office to the leadership team and Controller with the hiring details. 4. Utilization of professional employees prior to employment approval by the Board is authorized when necessary to maintain continuity in the educational program. Retroactive employment is to be recommended to the Board at the next regular meeting. 5. The school will submit a New Hire Report for each employee required to be reported by law. 6. Failure to maintain the required certification for employment may be cause for disciplinary action including possible termination of employment.
A. Title I 1. All teachers working in a program supported with Title I funds that were hired after January 8, 2002 must be highly qualified, as defined by federal law and regulations. 2. The Administrator providing Title I programs to students must annually attest that the professional teaching staff in such positions are highly qualified, in accordance with federal and state laws and regulations. 3. The written certification must be maintained in the Administrative Office and will be available to the public, upon request.
Employment Requisition Form
Requisition #_____________
Date________________ Requestor____________________________________ Position____________________________________________________________ New Hire or Replacement (circle one) 9 Months or 12 Months Salary or Hourly Hours per Week____________ Salary Range $_______________________________________________________ Posting Date: Start______________________ End _________________________
Job Description:
Comments:
Supervisors Signature Date
Budgeted or Not Budgeted (circle one) ___________________________________________________________________ Controllers Signature Date
Position Applying For: ______________________________________
Please list job-related skills and accomplishments:
Please describe how your current experience with the company qualifies you for this position:
Please describe how any prior work experience and/or education qualifies you for this position:
I understand that, in order to be eligible for this position, I must have performed competently for at least six months in my current position. I am not eligible to apply for this position if I have a written warning on file or if I am on probation or suspension. I can only apply for this position if I possess the required skills, competencies, and qualifications.
_______________________________________________ ______________________ Applicants Signature Date
_______________________________________________ ______________________ Direct Supervisors Signature Date
_______________________________________________ _______________________ HR Managers Signature Date
Interview Process Form Position:_______________________________________ Requisition # __________________
Applicant Name_________________________________________________________________ Applicant Phone Number__________________________________________________________ ************************************ Call Date________________________________ Called By______________________________ 1st Interview Date & Time________________________________________________________ Participants: ___________________________________________________________________ Recommendation_______________________________________________________________ Notes_________________________________________________________________________ ************************************ Call Date________________________________ Called By______________________________ 2nd Interview Date & Time________________________________________________________ Participants: ___________________________________________________________________ Recommendation_______________________________________________________________
__________________________________________ ___________________________ Signature of Direct Supervisor Date ______________________________________________________________________________ Office Use Only:
Approved Denied
______________________________________________ ___________________________ Signature of Principal Date
Date to HR Dept: ________________________ Date to Payroll Dept:_____________________ ER03042011
BOARD OF TRUSTEES Section: Professional Employees Title: Evaluation of Professional Employees Date Adopted: Revised: Section I. Purpose Evaluation is a continuing process in which the professional employee and supervisor cooperatively identify strengths and weaknesses in the individuals effectiveness as a professional educator. The objectives of evaluation are to assess and improve performance, encourage professional growth, promote positive behavior, and facilitate attainment of the Charter Schools goals and objectives. Section II. Authority The evaluation plan for professional employees shall be in accordance with the state plan for such purposes and in accordance with a plan approved by the Board. Evaluations may be made by certificated members of the administrative team during any time throughout the school year. Section III. Guidelines The objectives of the school evaluation plan for professional employees are: 1. To identify, improve, and reinforce the skills, attitudes and abilities that enable an employee from achieving school goals and objective. 2. To identify and suggest ways to improve on weaknesses which prevent an employee from achieving school goals and objectives. The evaluation plan shall: 1. Be uniform throughout the school 2. Include timely conferences with the employee and evaluator to review and sign each evaluation 3. Assesses duties and responsibilities other than primary teaching/certificated functions. 4. Provide a procedure for identifying and commending effective performance, and counseling and assisting employees on a professional basis. 5. Provide for evaluation of all professional employees annually 6. Assures accountability and generally acceptable ethical, professional practices.
Evaluations shall be carried out in accordance with the four major areas identified as paramount to the art and science of teaching: 1. Planning and Preparation 2. Classroom Environment 3. Instruction 4. Professionalism
Within 10 days of the conference, the employee shall have the right to submit a written disclaimer of the evaluation which shall be attached to the original copy of the evaluation and both documents shall be placed in the employees personnel file.
Educator Effectiveness System - Differentiated Supervision The Pennsylvania Department of Education has identified a supervision model consisting of two modes that will result in the professional development of educators: Formal Observation and Differentiated Supervision. Formal Observation of the teachers practice is accomplished through formal and informal observations measured by research-supported best practices: Danielson's Framework for Teaching*. The collaborative reflections of the observational data will focus the efforts of the teacher on a professional development plan to improve instructional practices and student achievement. Differentiated Supervision recognizes the level of experience, the effectiveness, and professionalism of teachers as well as the intensity and time commitment to Formal Observation. In Differentiated Supervision, professional employees develop an action plan for professional development unique to their needs and interests. The incorporation of Differentiated Supervision into a local education agencys (LEA) supervision plan is a local decision. *Charlotte Danielson's Framework for Teaching (2007 or later editions) Differentiated Supervision Guidelines Differentiated Supervision recognizes the level of experience, the effectiveness, and professionalism of teachers as well as the intensity and time commitment of the Formal Observation process using the Danielson Framework for Teaching. Differentiated Supervision provides a framework for professional growth designed to improve teacher effectiveness, instructional practices, and student achievement. Differentiated Supervision should be included in written policies of the board and made available to all professional employees. As long as the LEA develops a Differentiated Supervision model based on the Pennsylvania Department of Education's (PDE) guidelines, approval is not required. PDE recommends that professional employees who received a Satisfactory summative rating in the previous two years should be eligible to participate in Differentiated Supervision. Prior to the 2013- 14 school year, a Satisfactory performance rating using a previously approved rating form (e.g., PDE 5501, PDE 426, PDE 427 or PDE 428) may be used to qualify for participation in Differentiated Supervision. PDE recommends that professional employees newly hired by a district should be eligible to participate in Differentiated Supervision, but only after they have successfully completed their first year in the Formal Observation Model. PDE recommends that temporary professional employees should not participate in Differentiated Supervision. LEAs should create a Cycle of Supervision based on the number of teachers requiring Formal Observations: Temporary professional employees Professional employees new to a district Revised September 2013 2 Employees assigned to their required year of Formal Observation Employees assigned to a performance improvement plan
Professional employees should be assigned to Differentiated Supervision Modes for the length of the Cycle of Supervision except for the required year of Formal Observation (e.g., if a district has a three-year Cycle of Supervision and a teacher is assigned to the Formal Observation Model in the second year of the cycle, the teacher should be placed in the Differentiated Supervision in years one and three of the cycle). A Cycle of Supervision usually lasts for three or four years however, this is a local decision. The principal and the professional employee should collaboratively create a timeline to ensure the successful completion of the professionals Differentiated Supervision Action Plan. The professional employee should be required to complete a mid-year review and an end-of-the-year self-refection report with respect to his/her goal setting, planning, progress, and results. It is also recommended that the professional employee report the findings of his/her action plan to a Professional Learning Community (faculty meeting, in-service gathering, PTA/PTO) however, this is also a local decision. The supervising administrator should select a Differentiated Supervision Mode in collaboration with the teacher. All Differentiated Supervision Modes must be aligned to the Danielson Framework for Teaching or a PDE-approved alternative system and/or related to a district or school initiative designed to improve instructional practices and impacts student achievement. Additionally, while formal observations may not occur in Differentiated Supervision, it is recommended informal observations occur throughout the school year. PDE also recommends that the principal reserve the right to remove a teacher from Differentiated Supervision at any time and place the teacher in the Formal Observation Model or assign the teacher to a Performance Improvement Plan with Intensive Supervision. The overall rating form requires principals/supervisors to provide a rating in the four domains for all teachers every year regardless of their model of supervision. While not collecting evidence through the clinical supervision process, evaluators should use walk-throughs and other strategies to keep informed of the teachers overall performance throughout the year. In the absence of data to the contrary, the rating assigned to a domain for the employee would revert to their most recent domain performance rating. While the nomenclature applied to the various Differentiated Supervision Modes may be unique to each LEA, they are generally grouped by common subject matter. Districts are not limited to the following categories as long as the mode meets the requirements and rigor of the PDE Teacher Effectiveness System. The following descriptions of Differentiated Supervision Modes are to serve as examples: 1. Peer Coaching Mode - professional employees work in dyads or triads to discuss and observe their own or another professional employee's pedagogy, student learning, curriculum aligned to the Pennsylvania Core Standards and other pertinent issues in a collaborative manner. The professionals will work together to define their professional needs and develop Revised September 2013 plans to assist them in the successful completion of the identified tasks including: specific target area(s), the evidence to be collected, observation dates, and a reflective session. Meeting notes, data collection tools, results of the observations, and the reflective sessions should be shared with the principal and used as evidence in the supervision and evaluation of the employee.
2. Self-Directed Model/Action Research Mode - professional employees will develop a structured, on-going reflection of a practice-related issue (Danielson Framework for Teaching or a PDE- approved alternative system). Professionals may work individually or in small groups, dyads or triads, to complete the action research project. Meeting notes, resources, data collection tools, and the results of the reflective sessions should be shared with the principal and used as evidence in the supervision and evaluation of the employee.
3. Portfolio Mode - professional employees will examine their own practice in relation to the Danielson Framework for Teaching or a PDE-approved alternative system and reflect in a written report and/or documented discussions with colleagues. Portfolios may be developed according to criteria established collaboratively by the administrator and the teacher based upon their interests or needs. Resources, data collection tools, and the results of the reflective sessions should be shared with the principal and used as evidence in the supervision and evaluation of the employee.
Note: Book/research reviews are unacceptable for a separate Differentiated Supervision mode however, they may be used to develop the research for an action plan.
BOARD OF TRUSTEES Section: Administration Title: Conduct and Disciplinary Procedures Date Adopted: Revised: Section I. Purpose All administrative employees are expected to conduct themselves in a manner consistent with appropriate and orderly behavior. Effective operation of school programs required the cooperation of all employees working together under a system of policies and rules applied fairly and consistently. The orderly conduct of the schools functions requires compliance with these policies and rules, and consistent penalties and disciplinary procedures for violations. Section II. Authority The Board directs that procedures be established whereby administrative employees are informed of the disciplinary actions that are considered appropriate and may be applied for violation of school policies, rules and procedures. SC 510 When dismissal charges are filed against an administrative employee pursuant to law, the Board shall hold a hearing in accordance with the procedures established in the School Code. SC 1122, 1126, 1127 An affirmative, majority vote of the members of the Board, duly recorded, showing how each member voted, shall be required in order to take action on dismissing an administrative employee after a hearing. Section III. Guidelines All administrative employees shall comply with the professional code of conduct, district policies, rules and regulations, attempt to maintain order, perform assigned job functions, and carry out directives issued by supervisors. In the event it is necessary to demote or dismiss an administrative employee, a hearing shall be provided as required by statute. 2 Pa. C.S.A. Sec. 551 et seq SC 1127
When engaged in assigned duties, no employee shall participate in activities that include but are not limited to the following: 1. Physical and/or verbal abuse or threat of harm, to anyone 2. Causing damage to school property, facilities or equipment 3. Forceful or unauthorized entry to or occupation of school facilities, buildings and grounds 4. Use, possession, distribution and/or sale of alcohol, drugs or other illegal substances 5. Failure to comply with directives of school officials, or law enforcement officers 6. Carrying onto and/or possessing a weapon on school grounds without authorization from the Principal. 7. Violation of school policies, rules and regulations 8. Violations of federal, state, or applicable municipal law or regulation 9. Conduct that may obstruct, disrupt, or interfere with teaching, research, service, administrative or disciplinary functions of the school or any activity sponsored or approved by the Board.
Section IV. Delegation of Responsibility Violations of school policy, rules and procedures shall result in progressive penalties where appropriate, including but not limited to verbal warning, written warning, reprimand, suspension, demotion, dismissal and pursuit of civil and criminal sanctions. SC 1122, 1151
BOARD OF TRUSTEES Section: Support Employees Title: Conduct/Disciplinary Procedures Date Adopted: Revised: Section I. Purpose All support employees are expected to conduct themselves in a manner consistent with appropriate and orderly behavior. Effective operation of school programs required the cooperation of all employees working together under a system of policies and rules applied fairly and consistently. The orderly conduct of the schools functions requires compliance with these policies and rules, and consistent penalties and disciplinary procedures for violations. Section II. Authority The Board directs that procedures be established whereby support employees are informed of the disciplinary actions that are considered appropriate and may be applied for violation of school policies, rules and procedures. When dismissal charges are filed against a support employee pursuant to law, the Board shall hold a hearing in accordance with the procedures established in the School Code. An affirmative, majority vote of the members of the Board, duly recorded, showing how each member voted, shall be required in order to take action on dismissing a support employee after a hearing. Section III. Guidelines All support employees shall comply with the professional code of conduct, school policies, rules and regulations, attempt to maintain order, perform assigned job functions, and carry out directives issued by supervisors. In the event it is necessary to demote or dismiss a support employee, a hearing shall be provided as required by statute. 2 Pa. C.S.A. Sec. 551 et seq
When engaged in assigned duties, no employee shall participate in activities that include but are not limited to the following: 1. Physical and/or verbal abuse or threat of harm, to anyone 2. Causing damage to school property, facilities or equipment 3. Forceful or unauthorized entry to or occupation of school facilities, buildings and grounds 4. Use, possession, distribution and/or sale of alcohol, drugs or other illegal substances 5. Failure to comply with directives of school officials, or law enforcement officers 6. Carrying onto and/or possessing a weapon on school grounds without authorization from the Principal. 7. Violation of school policies, rules and regulations 8. Violations of federal, state, or applicable municipal law or regulation 9. Conduct that may obstruct, disrupt, or interfere with teaching, research, service, administrative or disciplinary functions of the school or any activity sponsored or approved by the Board.
Section IV. Delegation of Responsibility Violations of school policy, rules and procedures shall result in progressive penalties where appropriate, including but not limited to verbal warning, written warning, reprimand, suspension, demotion, dismissal and pursuit of civil and criminal sanctions.
BOARD OF TRUSTEES Section: Professional Employees Title: Complaint Process Date Adopted: Section I. Authority It is the Board's intent to establish reasonable and effective means of resolving conflicts among employees to reduce potential areas of complaints, and to establish and maintain clear channels of communication between supervisory personnel and school employees. SC 510 Section III. Guidelines The Board adopts this policy as a method for resolving problems or interpretations relative to federal or state laws and regulations; Board policies, rules and procedures; and administrative regulations or directives. There shall be no reprisals of any kind taken against any employees or their representatives because of support of or participation in a complaint. Complaints should be discussed in a private, informal conference between the persons immediately concerned. At least one (1) private meeting should take place before the complaint process is invoked. In the event the complaint is not resolved through an informal conference, it should be referred through administrative/supervisory channels, as designated in the employee handbook for settlement or disposition. If the complaint remains unresolved, it must then be stated in writing by the individual employee or group or employees concerned, and processed promptly through administrative/supervisory channels to the Principal or designee. The Principal or designee may either: 1. Formulate a decision and inform those employees involved. 2. If the complaint is not covered by existing law, Board policy or administrative regulation or directive, the Principal or designee may refer the matter to the Board for a decision. An appeal of the Principals or designees decision may be presented by an individual employee or group of employees through the Principal or designee to the Board, whose decision shall be final.
All documents, communications, and records relevant to a complaint shall be filed in a separate file and not kept in the personnel file of any of the participants. School Code 24 P.S. Sec. 510
Charter School Board Recruitment Plan York City, PA We intend to recruit a rich and diverse board of trustees. Areas of diversity are as follows:
Demographics: Male/Female African-American 21-30 years 31-40 years 41 50 years 51- 60 years 61 70 years More than 71 years Ethnicity: African-American Asian Caucasian Latino
Expertise: Legal Issues Personnel Management Financial Management Fundraising Public/Community Relations Planning/Organizing Organizations Service Area
Influence: Power Group Business/Financial Community Ethnic/Minority Groups Media Government
We will hold a publically advertised town meeting for the sole purpose of recruiting founding Board members. Invitations will be sent to community partners and supporters. Informational packets will be distributed to interested parties explaining the mission and vision of the school, the provisions of the recovery plan, Board member position description and time requirements of board members. Information outlining the specific duties of the Board are clearly communicated prior to commitment. Legal responsibility will be outlined and Board Member Profile forms will be included with a deadline for submission for consideration. After the founding Board members are confirmed, we will recommend and support a Board resource committee in lieu of a traditional nominating committee. This will eliminate last minute, rushed appointments to fill empty seats when terms expire. This committee will meet quarterly throughout the year and its duties include assessment of Board performance, collective and individual, developing and/or refining position descriptions, ensuring diversity, overseeing Board orientation and ongoing education.
BOARD OF TRUSTEES Section: Local Board Procedures Title: Board Governance Standards and Code of Conduct Date Adopted: Revised: Section I. Standards for Effective Charter School Governance To promote student growth and achievement, an effective Board of Trustees will: A. Advocate for a thorough and efficient system of public education by 1. Promoting public education as a keystone of democracy 2. Engaging and promoting community support by seeking input, building support networks and generating action 3. Allocating resources in a manner designed to facilitate student achievement consistent with Charter School goals and plans. 4. Maintaining legislative awareness and communicating with members of the local, state and federal legislative bodies. 5. Ensuring strong management of Charter School 6. Employing qualified staff to meet student and program needs B. Models responsible governance and leadership by: 1. Staying current with changing needs and requirements by reviewing educational literature, attending professional development opportunities prior to Board service and continuously during Board service, and preparing to make informed decisions. 2. Interacting with school officials in other districts or charter schools and using resources provided by organizations and agencies committed to effective governance and management of charter schools. 3. Leading respectfully, taking responsibility for activity and behavior 4. Adopting/acting in accordance with the PSBA Code of Conduct for Members of the Pennsylvania School Boards (website: http://www. psba/org/psba/boardstandardsandcode.asp.) 5. Engaging all community stakeholders. 6. Complying with Board policy and all applicable local, state and federal laws and regulations. 7. Operating as a collective Board in making decisions 8. Participating in annual Board retreats C. Governs through policy by: 1. Seeking input from stakeholders and following an established procedure for consideration 2. Regularly reviewing and, as necessary, revising and adopting Board policy 3. Ensuring public access to adopted Board policy 4. Purposefully linking its actions to Board policy D. Ensures that effective planning occurs by: 1. Adopting and implementing a collaborative strategic planning process including regular reviews 2. Setting annual goals that are aligned with the Strategic Plan 3. Linking Board actions to the Strategic Plan 4. Adopting a financial plan that considers short-term and long-term needs 5. Adopting professional development plans for Board and staff 6. Adopting a plan to ensure evaluation of student growth and achievement using relevant data 7. Adopting a master facilities plan conducive to teaching and learning 8. Adopting a plan for curriculum review and development E. Monitors results by: 1. Using data appropriately to make informed decisions 2. Ensuring effective practices for evaluation of staff, programs, plans and services 3. Evaluating its own performance 4. Assessing student growth and achievement 5. Evaluating the effectiveness of the Strategic Plan F. Communicates with and engages the community by: 1. Distributing relevant information about the charter school. 2. Providing methods of communication to the Board and appropriate staff 3. Seeking input through a variety of methods 4. Including stakeholders in all communications
Section II. Code of Conduct A. We, as members of the Charter School Board of Trustees, representing the residents of the charter school community believe that: 1. Striving toward ideal conditions for effective Board of Trustee service to our community, in a spirit of teamwork and devotion to public education, is the greatest instrument for preserving and perpetuating our representative democracy. 2. The future welfare of our community, the Commonwealth, and our nation depends upon the quality of education we provide in public schools 3. In order to maintain a free and strong country, our civic obligation to the community, the Commonwealth and our nation is to maintain free and strong public schools in the United States of America, without surrendering our responsibilities to any other person, group or organization. 4. Boards of Trustees share responsibility for ensuring a thorough and efficient system of public education as required by the Pennsylvania Constitution. 5. The parents and families of students choosing to attend the Charter School have entrusted us with the advocacy and stewardship of the education of the youth in this school. 6. The parents and families of students choosing to attend the Charter School expect that our first and greatest priority is to provide equitable education for all youth under our jurisdiction. B. Accordingly, 1. The parents and families of students choosing to attend the Charter School should be provided with information about the school and be engaged by the Board and staff to encourage input and support for the school. 2. Devoting time, thought and study to our duties and responsibilities as Board of Trustees is critical for rendering effective and credible service. 3. Board members should work together in a spirit of harmony, respect and cooperation, despite differences of opinion. 4. Personal decisions should be based on all sufficient facts, we should vote our honest conviction without partisan bias, and we will abide by and uphold the majority decision of the Board. 5. Individuals have no legal authority outside the meetings of the Board and should conduct their relationships with all stakeholders and media on this basis. 6. We will not use our position as Trustees to benefit ourselves or any individual or agency. 7. A Board of Trustees must balance their responsibility to provide educational programs with the need to be effective stewards of public resources. 8. We should recognize that the primary responsibility of the Board of Trustees is to adopt policies by which the Charter School is to be administered. 9. We should respect that the Management Company and his/her staff are responsible and accountable for the delivery of the educational programs and the conduct of school operations. 10. Communication with all stakeholders and the media should be conducted in accordance with Board policy.
I have read the Board Governance Standards and Code of Conduct. I understand my responsibilities, and am willing to perform the duties requested of me as a Board Member in a manner compliant with the standards and code.
Board Member Signature:
Date:
The McKinley Goode Charter School Board of Trustees Conflict of Interest Policy
Article I Purpose The purpose of the conflict of interest policy is to protect this organizations (Organization) interest when it is contemplating entering into a transaction or arrangement that might benefit the private interest of an officer or director of the Organization or might result in a possible excess benefit transaction. This policy is intended to supplement but not replace any applicable state and federal laws governing conflict of interest applicable to nonprofit and charitable organizations. Article II Definitions 1. Interested Person Any director, principal officer, or member of a committee with governing board delegated powers, who has a direct or indirect financial interest, as defined below, is an interested person. If a person is an interested person with respect to any entity in the health care system of which the organization is a part, he or she is an interested person with respect to all entities in the health care system.] 2. Financial Interest A person has a financial interest if the person has, directly or indirectly, through business, investment, or family: a. An ownership or investment interest in any entity with which the Organization has a transaction or arrangement, b. A compensation arrangement with the Organization or with any entity or individual with which the Organization has a transaction or arrangement, or c. A potential ownership or investment interest in, or compensation arrangement with, any entity or individual with which the Organization is negotiating a transaction or arrangement. Compensation includes direct and indirect remuneration as well as gifts or favors that are not insubstantial. A financial interest is not necessarily a conflict of interest. Under Article III, Section 2, a person who has a financial interest may have a conflict of interest only if the appropriate governing board or committee decides that a conflict of interest exists. Article III Procedures 1. Duty to Disclose In connection with any actual or possible conflict of interest, an interested person must disclose the existence of the financial interest and be given the opportunity to disclose all material facts to the directors and members of committees with governing board delegated powers considering the proposed transaction or arrangement. 2. Determining Whether a Conflict of Interest Exists After disclosure of the financial interest and all material facts, and after any discussion with the interested person, he/she shall leave the governing board or committee meeting while the determination of a conflict of interest is discussed and voted upon. The remaining board or committee members shall decide if a conflict of interest exists. 3. Procedures for Addressing the Conflict of Interest a. An interested person may make a presentation at the governing board or committee meeting, but after the presentation, he/she shall leave the meeting during the discussion of, and the vote on, the transaction or arrangement involving the possible conflict of interest. b. The chairperson of the governing board or committee shall, if appropriate, appoint a disinterested person or committee to investigate alternatives to the proposed transaction or arrangement. c. After exercising due diligence, the governing board or committee shall determine whether the Organization can obtain with reasonable efforts a more advantageous transaction or arrangement from a person or entity that would not give rise to a conflict of interest. d. If a more advantageous transaction or arrangement is not reasonably possible under circumstances not producing a conflict of interest, the governing board or committee shall determine by a majority vote of the disinterested directors whether the transaction or arrangement is in the Organizations best interest, for its own benefit, and whether it is fair and reasonable. In conformity with the above determination it shall make its decision as to whether to enter into the transaction or arrangement. Instructions for Form 1023 -25- 4. Violations of the Conflicts of Interest Policy a. If the governing board or committee has reasonable cause to believe a member has failed to disclose actual or possible conflicts of interest, it shall inform the member of the basis for such belief and afford the member an opportunity to explain the alleged failure to disclose. b. If, after hearing the members response and after making further investigation as warranted by the circumstances, the governing board or committee determines the member has failed to disclose an actual or possible conflict of interest, it shall take appropriate disciplinary and corrective action. Article IV Records of Proceedings The minutes of the governing board and all committees with board delegated powers shall contain: a. The names of the persons who disclosed or otherwise were found to have a financial interest in connection with an actual or possible conflict of interest, the nature of the financial interest, any action taken to determine whether a conflict of interest was present, and the governing boards or committees decision as to whether a conflict of interest in fact existed. b. The names of the persons who were present for discussions and votes relating to the transaction or arrangement, the content of the discussion, including any alternatives to the proposed transaction or arrangement, and a record of any votes taken in connection with the proceedings. Article V Compensation a. A voting member of the governing board who receives compensation, directly or indirectly, from the Organization for services is precluded from voting on matters pertaining to that members compensation. b. A voting member of any committee whose jurisdiction includes compensation matters and who receives compensation, directly or indirectly, from the Organization for services is precluded from voting on matters pertaining to that members compensation. c. No voting member of the governing board or any committee whose jurisdiction includes compensation matters and who receives compensation, directly or indirectly, from the Organization, either individually or collectively, is prohibited from providing information to any committee regarding compensation. Article VI Annual Statements Each director, principal officer and member of a committee with governing board delegated powers shall annually sign a statement which affirms such person: a. Has received a copy of the conflicts of interest policy, b. Has read and understands the policy, c. Has agreed to comply with the policy, and d. Understands the Organization is charitable and in order to maintain its federal tax exemption it must engage primarily in activities which accomplish one or more of its taxexempt purposes. Article VII Periodic Reviews To ensure the Organization operates in a manner consistent with charitable purposes and does not engage in activities that could jeopardize its tax-exempt status, periodic reviews shall be conducted. The periodic reviews shall, at a minimum, include the following subjects: a. Whether compensation arrangements and benefits are reasonable, based on competent survey information, and the result of arms length bargaining. b. Whether partnerships, joint ventures, and arrangements with management organizations conform to the Organizations written policies, are properly recorded, reflect reasonable investment or payments for goods and services, further charitable purposes and do not result in inurement, impermissible private benefit or in an excess benefit transaction. Article VIII Use of Outside Experts When conducting the periodic reviews as provided for in Article VII, the Organization may, but need not, use outside advisors. If outside experts are used, their use shall not relieve the governing board of its responsibility for ensuring periodic reviews are conducted.
CHARTER SCHOOL Board of Trustees Profile
Title: Trustee, Board of Trustees of Charter School Position Description: Board members govern, provide financial stewardship, and ensure adherence to the mission and vision of the Charter School. The mission of The Charter School is to operate safe school s that enable each student to attain the highest level of academic excellence through an education model that applies innovative education approaches, develops committed educators and engages parents and the community. Responsibilities: Understand, embrace and support the mission of the Charter School as well as its vision, Core Beliefs, policies, practices, and programs. Attend and actively participate in monthly scheduled Board meetings. Volunteer time and effort on established and ad hoc committees. Support the organization through financial means and/or the in-kind donation of expertise and time. Support and attend special events. Actively promote the organization in the community through personal and professional networking. Identify and strategically cultivate relationships with influential community leaders, organizations, and private sector entities to further the goals and mission of the Charter School. Strategically recruit additional Board and Committee members when necessary. Staying current with changing needs and requirements by reviewing educational literature, attending professional development opportunities prior to Board service and continuously during Board service, and preparing to make informed decisions. Interacting with school officials in other districts or charter schools and using resources provided by organizations and agencies committed to effective governance and management of charter schools. Leading respectfully, taking responsibility for activity and behavior adopting/acting in accordance with the PSBA Code of Conduct for Members of the Pennsylvania School Boards (website: http://www. psba/org/psba/boardstandardsandcode.asp.) Complying with Board policy and all applicable local, state and federal laws and regulations. 1. Operating as a collective Board in making decisions 2. Participating in annual Board retreats Comply with Code of Ethics, Whistleblower, and Conflict of Interest policies.
Time Commitment: Monthly Board Meetings plus Committee Meetings and attendance at Special Events. Board members serve the terms specified in the Bylaws.