Versions Compared

Key

  • This line was added.
  • This line was removed.
  • Formatting was changed.

Anchor
Top of Page
Top of Page

Table of Contents

Table of Contents
absoluteUrltrue


C-1.0 STAFF ACCEPTANCE OF POLICY

C-1.1 STAFF ACCEPTANCE STATEMENT

Chapter C - Human Resources

Part 1.0 Staff Acceptance of Policy

Section 1.1 Staff Acceptance Statements


Policy Statement:

At-Will Employment Statement

Employment by American Prep remains at-will.  Any procedure or practice, whether set forth herein, or not, is employed at the discretion of the Governing Board and its designee(s).  Either party may terminate employment at any time, with or without cause, warning, or notice.  Nothing contained herein creates any expectation of continued employment.

I have read and understand the foregoing statement titled "At Will Employment" and have received a copy of the American Prep 2017-2018 Staff Handbook.  I acknowledge that the School retains its status as an at-will employer at all times.


Expectation of Privacy Statement

I understand that security cameras and audio recording equipment may be present in classrooms and common areas throughout the school.   I have no expectation of privacy on any APA property, including but not limited to vehicles, buildings, classrooms, lockers, desks, mailboxes, computers, or other furniture, equipment, or fixtures.

By signing below, I acknowledge that I have received, read, and agreed to abide by the American Prep 2017-2018 Staff Handbook, At-Will Employment Statement, and Expectation of Privacy Statement.  I recognize that nothing contained in the Staff Handbook is intended to create, or can create, any contractual or other legal rights.




____________________________________________________    __________________

Signed                                                                                                  Date


  

Policy Cross-reference I-4.1 Security Cameras

topofpage


C-1.2 EMPLOYEE AGREEMENTS AND ACKNOWLEDGEMENT*

Chapter C - Human Resources

Part 1.0 Staff Acceptance of Policy

Section 1.2 Employee Agreements and Acknowledgement


Policy Statement:

The talents, skills and services of staff are important to the American Preparatory Academy (the school) in accomplishing its Mission. The purpose of this policy section is to:
1. Establish standards and guidelines for staff so that both the employee and the school understand the parameters of the employment relationship and the acceptable relationship between adults and minors.
2. Reduce the risk of unwanted legal exposure to both staff and the school.
3. To provide a safe, nurturing and secure environment for students, volunteers and staff.

Non-Disclosure Agreement
Employment at the school requires access to information that is confidential or otherwise considered by the federal government, state government, school, community, parents, guardians or students to be privileged and confidential. Confidential information may be received and maintained by staff under a promise of confidentiality to perform many
job duties while employed at the school. Maintaining the confidentiality of such information is primarily the responsibility of the user of the information. Staff members who access confidential information undertake this responsibility as a condition of employment. This Agreement shall govern the conditions of disclosure by the school of certain "Confidential Information" including but not limited to student names, student information, Individualized Education Plans (IEP’s), school records, staff information, staff records, financial information, data, trade secrets and any and all intellectual property relating to the school, its operations, staff and student body. With regard to Confidential Information, I agree:

1. To safeguard the confidential information against disclosure to others with the same degree of care as I would with my own information of a similar nature.
2. Not to disclose confidential information to others, without the express written permission of the school.
3. That the secrecy obligations with respect to the confidential information shall continue indefinitely.


Work Product Agreement
I acknowledge that I neither gain nor retain ownership rights to the work product of the material provided to me, used, or created by me in conjunction with any school project. I understand that the school has sole ownership of the work product and may use the results of my efforts in any manner appropriate including licensing such work product to others. I agree to return all materials provided to me during my employment.

Safe School Environment and Code of Conduct Acknowledgement
The school strives to provide a safe and nurturing learning environment for students and staff. With regard to providing a safe school environment:
1. I understand that I am expected to maintain a high ethical and professional standard in their interaction with both adults and minors.
2. I understand that I am prohibited from using physical discipline (including corporal punishment) in any way for the behavior management of students, except insofar as restraint may be necessary to prevent a student from inflicting harm on themselves or others, in which case a detailed written record of the incident is to be made. I understand that clear professional boundaries must exist between minors and adults.

3. I understand that I must schedule one-on-one counseling sessions or meetings with minors at times and locations that promote accountability, in an open room setting without closed doors, and only if readily observable by others who may be in the room or hallway, and meet accepted standards of propriety.

4. I agree that I shall not engage in any form of unlawful, unacceptable or offensive behavior with students, parents/legal guardians, staff or visitors to the school which may include, but is not limited to:

(a) verbal harassment, such as derogatory comments, jokes, or slurs;

(b) visual harassment, such as derogatory or sexually explicit printed material, books, magazines, posters, cards, calendars, cartoons, graffiti, drawings, notes, or gestures;

(c) sexual advances or other physical conduct or contact of a sexual nature;

(d) physical harassment, such as inappropriate touching, hitting, kicking, grabbing or any other form of aggressive, abrasive or harassing physical contact;

(e) other behavior deemed offensive or inappropriate by school administration.

5. I understand that unless the school has a parent or legal guardian’s knowledge and consent in the form of a written permission slip, I am never to drive students in my vehicle, before, during or after school unless there is a medical emergency requiring immediate medical care. When authorized to do so, I will operate my vehicle in accordance with the law.
6. I understand that extra-curricular activities, school programs, or special instruction sessions shall not be conducted by only one adult without additional adult presence and/or must be conducted at times and
locations that promote accountability, in an open room setting without closed doors, and only if readily observable by others who may be in the room or hallway, and meet accepted standards of propriety.
7. I understand that I should not be alone in locker rooms or other dressing rooms with a single or small group of students without another adult present. I understand that I must avoid these areas while students are changing unless student behavioral issues warrant the presence of adults. I understand that at least 2 (two) staff members must be present during these times.


I acknowledge receipt of the Non-Disclosure agreement, Work Product Agreement and Safe School Environment Code of Conduct. I affirm that I understand the policies and procedures contained in these documents. I agree, as a condition of employment and/or service at American Preparatory Academy, to abide by these policies and procedures and that my failure to follow them may result in disciplinary actions, including termination of employment.

topofpage


C-2.0 TRAINING AND MEETINGS

C-2.1 PROFESSIONAL DEVELOPMENT

Chapter C - Human Resources

Part 2.0 Training and Meetings

Section 2.1 Professional Development


Policy Statement:

Required Training

American Prep offers two weeks of training prior to the start of every school year: Teaching Institute and Pre-service. 

All of the teaching staff at American Prep Academy or any American Prep School is required to be certified each year in the following areas:

  1. Direct Instruction programs
  2. Spalding Spelling
  3. CHAMPS classroom management
  4. APA Transitions and Procedures
  5. Data Collection and Reporting


Classroom teachers must also be certified in the following areas:

  1. Core Knowledge subjects (elementary levels)
  2. APA Writing programs
  3. Shurley English
  4. Direct Instruction methods
  5. State and National testing ethics
  6. State required trainings (compliance)


American Prep Teaching Institute

Every year, the teaching staff at American Prep Academy or any American Prep school will be invited (at no cost to the employee) to the American Prep Teaching Institute where certification in the above areas is available.

It is the teacher's responsibility to ensure they are at all sessions of these trainings so they can qualify for the appropriate certifications to fulfill their job duties throughout the year.

At the conclusion of the American Prep Teaching Institute week, certifications will be emailed to each participant.  Those certifications should be kept by the employee to ensure they have the information available to submit to the state for re-licensure points. 


A. Alternative Certification

Any teaching employee (teacher or instructor) who is unable to receive a certification for an area they will be teaching during American Prep Teaching Institute may attend certification trainings held by other organizations.  These trainings must be approved by the District Academic Director in advance of attendance.  These trainings may include (but are not limited to) the following:

  1. Direct Instruction training in Eugene, Oregon
  2. Spalding trainings held at other venues or other charter schools
  3. Core Knowledge training held at the National or State level
  4. Shurley English training held by the Shurley English representative
  5. CHAMPS training held at a national or state level


Teaching staff that are unable to attend the certification trainings held at American Prep Academy or at other venues will be placed in a substitute teaching position until their training is complete. 


B. Make-up Trainings for New Hires

Make-up trainings will be held at different times throughout the school year to provide new employees the opportunity to become certified to teach at an American Prep School.   Employees who are hired after the training weeks will be responsible for ensuring they are certified as close to their hire date as possible.  Some of the training for new employees will occur on the job.   APA teaching coaches will certify these employees as they see they have developed the skills needed to be effective in the classroom.


C. Waivers

Teaching staff that have been certified in previous years may apply for a certification waiver if conflicts occur that prohibit them from attending the yearly certification training during the Teacher Institute in August.  All waivers must be approved by the District Academic Director in advance of the Teacher Institute Training week.  It is up to the discretion of the Director whether to grant the waiver for all subjects or to require the staff member to seek training in certain areas before school begins (or at the beginning of the year). 


Pre-Service Training Week

A separate pre-service training occurs usually during the 3rd week of August.  All APA staff is invited to attend.  Important topics specific to American Prep's mission, philosophy, and staff policies are covered.  Staff photos are taken and campus-specific information is also shared during this week. 

The state of Utah has required that all staff receive annual or periodic training in areas essential to student and staff safety.  These required trainings occur during collective pre-service meetings as well as through online modules completed independently by each staff member.  Online training modules generally include a Powerpoint presentation followed by a short quiz.  Every staff member must demonstrate understanding of the material with a score of 100% in order to be recertified annually on these training modules.  Because these are state-mandated requirements, failure to complete the certification in a timely fashion may jeopardize employment status.

topofpage


C-2.2 STAFF MEETINGS

Chapter C - Human Resources

Part 2.0 Training and Meetings

Section 2.2 Staff Meetings

  

Policy Statement:

Staff Meetings

Each Wednesday school will dismiss at 1:25/1:50 p.m. to allow the American Prep staff to meet.  Staff should be prepared to attend full staff meetings and team meetings each Wednesday. 

Periodically there will be full staff meetings/trainings held on Wednesday afternoons. In the event that a full staff meeting is not held, team leaders will notify of the start time for their team meeting.  Teachers and Instructors should be prepared to meet each Wednesday.

Staff should arrive at meetings on time and prepared to participate.  It is unprofessional to be working on other things while staff meeting is progressing, such as entering grades, grading papers, preparing lessons, et cetera. 

Instructors are expected to attend campus team meetings.  Staff of grades 1-6 will be reviewing the Lesson Progress Chart Summary (LPCS) each week.  Teachers and Instructors of students listed on the LPCS as not achieving mastery should bring data and information that will allow for a fruitful discussion of student progress.  Group placement recommendations will be discussed at team meetings.

District Team Meetings (DTM) will be held monthly at the APS Office for each grade level in K-6 and for each subject in Jr. High/Secondary as follows:

  • Elementary (K-6) will meet the 1st Wednesday of each month at 2:30 pm
  • Jr. High/Secondary will meet the 2nd Wednesday of each month at 2:30 pm

Each meeting will be led by an Administrator or Department Chair. 

The primary goal of the meetings is to coordinate academics so that best practices are being utilized across all campuses. This includes synchronizing the use of 180-day plans in each grade, replicating all materials, sharing bulletin board displays, test prep activities, SWYKs, and creating minimum requirements for history and science classroom boards. The meetings should also include updating Grade Level Guides and subject unit binders.

topofpage


C-2.3 EMERGENCY RESPONSE PLAN REVIEW

Chapter C - Human Resources

Part 2.0 Training and Meetings

Section 2.3 Emergency Response Plan Review


Policy Statement:

Emergency Response Plan Review

Each staff member has in their Staff Binder the APA Emergency Response Plan.  Each staff member is required to read the Plan annually and be prepared to carry it out. 


Policy Cross-Reference: J-1.7 Emergency Response Plan Review

topofpage



C-3.0 PROFESSIONALISM

C-3.1 STAFF CODE OF CONDUCT

Chapter C - Human Resources

Part 3.0 Professionalism

Section 3.1 Staff Code of Conduct


Policy Statement: 

Staff Code of Conduct

One of the chief components of American Prep's mission statement articulates that our students will develop positive character traits based on concrete measurements.  Our students will develop good character to the extent that they see it modeled daily by the important role models in their lives.  Thus it is vital that the American Prep staff demonstrate good character in word and in deed at all times.  Staff will impart to students principles of good citizenship and societal responsibility, both by direct teaching and by personal example. 

Staff members should strive to be perfectly honest and utterly reliable.  Students should develop confidence in the staff as they witness the staff of American Prep treating others with respect, dignity, kindness and fairness. 

Students will learn positive methods of conflict resolution and problem solving as they observe the American Prep staff utilizing positive, cooperative, democratic methods to work through every-day challenges.  Staff member behavior should always reflect these high standards.

Specifically, staff should refrain from using a raised voice and should follow the communication model outlined in the Staff Manual.  

Staff members should likewise refrain from physical contact with students.  Most physical contact is inappropriate for staff members with regard to students.  Exceptions are handshakes, high fives, and "side" hugs (an arm across a shoulder).  Staff should never attempt to restrain or redirect a student by utilizing physical force.  Exceptions may exist when 1) the safety of the student or of another student(s) is in jeopardy and it is clear to the staff member that physical intervention is necessary to prevent injury to the student or others or 2) in the rare instance when an administrator is conducting a Search/Seizure in accordance with Policy I-4.5 Searches and Seizures.

Staff members should maintain confidentiality, consistent with the law, regarding students and colleagues. 

Staff members should not speak to students regarding topics such as human sexuality (with the exception of specified classes and utilizing approved curriculum).  Staff members should not discuss topics that may be considered crude or offensive to students or others.  Staff members should not violate generally accepted community standards of decency.  Staff members should take care to refrain from using slang that may be offensive to students' religious beliefs.

Staff should never direct students to keep information from their parents regarding what happens in a classroom, at the school or regarding something the teacher has said. Doing so is justification for immediate removal. 

Behavior that does not meet the high standards outlined above will result in an administrative conference, and possible loss of employment. 

The reasons for termination or discipline listed in this manual are not all-inclusive.  The Board retains the right to terminate employment with or without cause, and to determine whether cause for termination or discipline exists, regardless of whether such cause is included in this list.

At its discretion, the School, operating through its Board of Directors and the School Director, may establish policies, guidelines, and regulations for the operation of the School.  When the School, at its discretion, determines that progressive disciplinary steps or warnings, or evaluations of staff are in its best interest, it will employ those tools.  However, no policy, guideline, regulation, or practice relating to the training and discipline of staff shall create any expectation of continued employment or any expectation of any particular process or disciplinary procedure.

topofpage


C-3.1.1 STAFF DRESS CODE

Chapter C - Human Resources

Part 3.0 Professionalism

Section 3.1 Staff Code of Conduct

Paragraph 3.1.1 Staff Dress Code


Policy Statement: 

Staff Dress Code

The student dress code at APA is one that helps to create an environment of respect and dignity.  Student dress exemplifies student respect for themselves, their classmates, and for learning.  It is not the intent of the American Prep administration to outline a specific uniform for staff members, however, the following guidelines should be considered.

  • Staff should consider the level of formality of the student uniform, and ensure that their dress rises to at least the same level of formality.  For example, boys in grades 3-9 wear a necktie daily.  Male staff members should thus wear a shirt and necktie daily.  Girls wear knee-length skirts and blouses; female staff members should dress at the same level of formality.  This is not to say that pants are not appropriate - a professional pantsuit can be equal in formality to that of the school's student uniforms. 
  • Modesty should be an important consideration when determining appropriate dress for staff members.  For women, shirts with sleeves and dresses or skirts to the knees are appropriate.
  • Professional shoes and footwear should be worn (no casual flip-flops, et cetera).
  • Jeans are allowed for teachers on student free-dress days
  • No facial piercings with jewelry should be worn by staff members
  • No visible tattoos
  • Male staff should maintain well-groomed facial hair or be clean-shaven.
  • Male staff with long hair will keep it pulled back into a ponytail and well groomed.

topofpage


C-3.1.2 GUIDANCE FOR STAFF WITH APA CHILDREN

Chapter C - Human Resources

Part 3.0 Professionalism

Section 3.1 Staff Code of Conduct

Paragraph 3.1.2 Guidance for Staff with APA Children

  

Policy Statement:

Guidance for Staff with APA Children

It is viewed as a positive aspect of American Prep that many staff members have their own children enrolled in the school.  We appreciate the family culture this creates at our school.  There are a few guidelines we would like to bring to the attention of staff members whose children are enrolled at American Prep:

  • Staff must never give their keys to their children.
  • Staff children should not be in the teacher lounge or workroom.
  • Staff children should not use school computers, including teacher laptops.
  • Children of staff members must be supervised by their parents before and after school.  Children of staff members should stay in the classroom with their parents until 7:50 a.m., at which time they may line up in the gym (grades K-6).   Jr. High students of staff members should remain with their parent until 8:00 a.m., at which time they may proceed to the Jr. High.  At 7:55 a.m. students in grades K-6 will be led to their classrooms by the classroom teacher and students in grade 6 at Draper will proceed to their classroom on their own.
  • Children of staff members MAY NOT remain in the school unsupervised after school.  American Preparatory Academy or its agents, subcontractors or assignees are not responsible for your student's safety or security outside of the regular school day in-session time.  We encourage staff to enroll their child in after-school care.


Additionally, parents are often highly sensitive and sometimes emotional when it comes to situations involving their children.  Therefore, we wish to implement a communication flow that will assist parents in their dual roles as parents and professionals.  In order to ensure that staff members are properly respected, the following communication policy is in effect for parents of staff children:

  • If there are conflicts between staff children, the issue should be brought to the Elementary Director, Jr. High/Secondary Director, or Academic Director for resolution.
  • If teachers of staff children encounter issues that are not easily resolved through American Prep's communication policy, the teacher should bring the issue to the attention of the Elementary Director, Jr. High/Secondary Director, or Academic Director.
  • If parents of staff children are dissatisfied with a teacher or staff member they should bring their concern to the Elementary Director, Jr. High/Secondary Director, or Academic Director for resolution. BEFORE speaking with the teacher.  Administration will determine if it is best to have a presence at the meeting where the concern is discussed.  This applies to concerns regarding grades, classroom practices, et cetera.


topofpage


C-3.1.3 PROFESSIONAL STAFF INTERACTION

Chapter C - Human Resources

Part 3.0 Professionalism

Section 3.1 Staff Code of Conduct

Paragraph 3.1.3 Professional Staff Interaction


Policy Statement:

Because all boundaries and/or interactions cannot be addressed in a single policy, it is each staff member's obligation to avoid situations that could prompt suspicion of inappropriate interactions by parents, students, colleagues, or school leaders.  Trespassing the boundaries of acceptable professional behavior is deemed an abuse of power and a betrayal of public trust. 


Definitions: For the purposes of this policy, "student" shall refer to a person under the age of 18 who attends or has attended APA, or who has participated in an APA program.


TRESPASS--These interactions trespass acceptable professional boundaries and are NOT allowed:

  1. Giving gifts that are of a personal and intimate nature
  2. Any type of unnecessary physical contact with a student beyond the APA side-hug, high five, or handshake
  3. Inappropriate conversations, jokes, comments, personal stories, etc.  (Sexual topics are inappropriate outside of approved Health curriculum.)
  4. Discussing personal troubles or intimate issues with a student in an attempt to gain their support and understanding
  5. Communication with students on social networking sites
  6. Electronic communication outside of the acceptable standards detailed in APA's Staff/Student Electronic Communication Policy (1.2.3)


WARNING--This activity is ONLY acceptable with parent permission in situations where the families socialize outside of the school setting such as a church activity or children's play-date:

  1. Social activity with a student that is not school-sponsored and approved
  2. Transporting a student to/from a non-school related activity


CAUTION--Staff should exercise caution and inform their supervisor of any circumstance involving this interaction:

  1. Being alone with a single student behind a closed door (see General Supervision Policy 4.3.1)
  2. Giving a student (or students) a ride to/from school or school activities without written parent permission
  3. Excessive attention toward a particular student
  4. Social activity with a staff member or "student" who is under the age of 21.


When any employee becomes aware of another staff member interacting outside of these professional boundaries, it is the duty of the employee to immediately report the interaction to their administrator.  All reports shall be confidential. 

Based on the urgency of the report, it is the duty of the administrator to a) safeguard the student(s), b) investigate the allegation, and c) report the situation to Carolyn Sharette.


topofpage


C-3.2 STATE LICENSE REVOCATION NOTIFICATION

Chapter C - Human Resources

Part 3.0 Professionalism

Section 3.2 State License Revocation Notification

  

Policy Statement:

State License Revocation Notification

The State of Utah requires that we inform licensed staff that the State Board of Education is required to permanently revoke the license of an educator who commits a sexual offense against a minor or engages in sexually explicit conduct with a student.

topofpage


C-3.3 STAFF EVALUATION

Chapter C - Human Resources

Part 3.0 Professionalism

Section 3.3 Staff Evaluation


Policy Statement:

Staff Evaluation

Most teachers will receive coaching several times throughout the year, which may include written and/or verbal feedback from the coach.  This may occur at any time during the year with or without notice. 

Teachers at American Prep will be evaluated annually using the American Prep Teacher Evaluation for their corresponding level.  These evaluations will generally occur during the last quarter of the school year and will be performed by the School Director or his/her designee.  The following scores will be combined to establish the final score:

  • APA Teacher Evaluation: An overall score between 1-5 based upon the teacher evaluation document will be assigned to each employee by the School Director.
  • Academic Achievement: Each teacher will earn a score related to student academic achievement.  Student achievement data including CRT results, Core Knowledge Assessment scores (grades 2-5), and SAT (gain scores) will be used to calculate an overall student achievement score.  The score will be between 2-5, with 5 representing outstanding student gains of more than 1 year's progress in 1 year's time for 50% of students or more, 4 representing excellent student gains of 1 year's progress in 1 year's time for 90% of students of more, 3 representing satisfactory student gains of 1 year's progress in 1 year's time for 80% of students, 2 representing any other level of student achievement.
  • Administrative Director/Business Manager Score: All teachers will be given a score related to compliance with school policies and procedures.  Attendance and punctuality will be considered in this score.  Scores will be between 3-5 with 5 representing outstanding professional conduct meaning attendance which meets or exceeds school goals, 95+% on-time arrivals to school, copies and other expenses within budget, and general compliance with staff policies and procedures.  A score of 3 will be given to all staff members who do not fit in either of the preceding categories (4 or 5).
  • Parent Satisfaction: Each teacher will be given a score based upon the parent satisfaction survey.  Score will range from 3-5, with 5 representing teachers whose average score for overall satisfaction was 90-100%, 4 representing teachers whose average score for overall satisfaction was 80-89%, and 3 representing teachers whose average score for overall satisfaction was 70-79%

The school director will calculate a Merit Pay Score for each teacher based on these scores.

topofpage


C-3.4 ADMINISTRATOR EVALUATION*

Chapter C - Human Resources

Part 3.0 Professionalism

Section 3.4 Administrator Evaluation

  

Policy Statement: 

Administrator Evaluation


Supplemental Materials:

Office Forms: OF C-3.4 Administrator Evaluation

topofpage



C-4.0 STAFF ATTENDANCE

C-4.1 GENERAL STAFF ATTENDANCE

Chapter C - Human Resources

Part 4.0 Staff Attendance

Section 4.1 General Staff Attendance


Policy Statement:

General Staff Attendance

 School employees enjoy days off and vacations according to the school calendar throughout the school year.  American Prep Employment Agreements outline 180 instructional days per year during which staff need to be in attendance at school.  If American Prep is to reach its goals and achieve its mission, it is critically important that our staff consistently attend school on scheduled school days.  Vacations and days off for recreational purposes should be scheduled during school holidays.  We believe that as a rule, educators should attend school every day school is in session unless sickness prohibits attendance.

topofpage


C-4.2 WORK SCHEDULE

Chapter C - Human Resources

Part 4.0 Staff Attendance

Section 4.2 Work Schedule


Policy Statement: 

Teacher hours are 7:45 a.m.-4:15 p.m. Monday-Friday for Draper employees and 8:00 a.m. to 4:30 p.m. for SNA and TAS employees.  Administrative hours differ and are assigned on an individual basis.

Instructor hours are 8:15 a.m.-3:45 p.m. Monday, Tuesday, Thursday, Friday and 8:15 a.m.-2:45 on Wednesdays for part-time instructors and 8:00-4:00 for full-time instructors.  Part-time instructors are paid 34 hours per week, and full-time instructors are paid for 37.5 hours per week.  Individual employees may have different hours depending upon their assignment, and this is outlined in their LOU.

In addition, there are occasions when staff members will need to be at school, or involved in school activities outside of school hours as follows:  


Jr. High/Secondary Teachers - required attendance events

  • Student Orientation (the Friday morning before school begins) 9-12 a.m.
  • Back-to-School Night
  • Parent Teacher Conferences
  • Student Progress Conferences (grades 7-8)
  • SEOP Conferences (grades 9)
  • Social Leadership events (2 per year)
  • Any event pertaining to your subject area, such as:
    • Music concerts
    • Science Fair
    • Math competitions
    • Drama performances
    • IEP meetings upon invitation


Jr. High/Secondary Teachers - optional activities:

  • Sports events
  • Classic Skating
  • Social Leadership—Jr. High/Secondary teachers are required to attend two social leadership events and two other events, including sporting events and music concerts, throughout the school year.  These events are held outside of school hours.


The Junior High/Secondary Ambassador Program

The Ambassador Program is a major component of our character development program at APA. Each junior high and secondary staff member will have an assignment directly related to the Ambassador Program.


Elementary Teachers - required attendance events

  • Back-to-School Night
  • Parent Teacher Conferences
  • Any event pertaining to your subject area or grade, such as:
    • Music concerts
    • Science Fair
    • Culminating activities
    • Drama performances
    • Maturation Night (5th grade)

Teachers are expected to co-chair one of the following events:

  • Spelling Bee
  • Geography Bee
  • Science Fair
  • Speech Competition
  • Talent Show

topofpage


C-4.3 STAFF LEAVE

Chapter C - Human Resources

Part 4.0 Staff Attendance

Section 4.3 Staff Leave

  

Policy Statement:

General

School employees enjoy days off and vacations according to the school calendar throughout the school year.  American Prep Employment Agreements outline 180 instructional days per year during which staff need to be in attendance at school.  If American Prep is to reach its goals and achieve its mission, it is critically important that our staff consistently attend school on all scheduled school days.  Vacations and days off for recreational purposes should be scheduled during school holidays.  We believe that educators should attend school every day school is in session unless sickness prohibits attendance.

Staff Leave

If a contracted employee is ill or must be absent on a student attendance day, it will not impact their contracted pay for days 1-5.  Absences in excess of five days will be deducted from the staff member's pay, as well as the cost of the substitute at a rate of $10 per hour or $75 per day.  An administrative conference may be held with the employee to discuss work attendance if staff members exceed the allowable 5-day limit.  The substitute charge may be waived by administration due to extenuating circumstances.  Excessive absenteeism or failure to properly notify school administration in advance of an absence is considered cause for dismissal from American Prep.

To request leave, staff members should fill out a Staff Leave Request form and give it to your Administrative Director at your campus.  They will send it to Cathie Adamison, who will process the request.  The School Administrator will most likely deny requests made for days off unless they are due to circumstances beyond the employees' control, such as funerals, non-elective surgery, sickness, etc.  However, we understand that employees may still choose to request a day off and the form still needs to be filled out if the employee plans to miss work so that suitable arrangements for a substitute may be made. 


Supplemental Materials: OF C-4.3 Staff Leave Request

topofpage


C-4.3.1 SICK LEAVE

Chapter C - Human Resources

Part 4.0 Staff Attendance

Section 4.3 Staff Leave

Paragraph 4.3.1 Sick Leave


Policy Statement:

Sick Leave

American Prep full-time employees are allowed 5 total paid days per year, regardless of the reason for the absence, be it sick leave or personal leave.  In the case of illness, staff members should call the following numbers as soon as they recognize they will not be attending school, (often is the night before) and at least by 6:00 a.m. of the day of absence to report their absence.  To protect the dignity and respect of APA staff, it is not necessary that you give details regarding your illness.  You may simply leave a message stating the date and that you are ill and will not be attending school.  We will assume you will be absent the entire day unless you leave more detailed information (such as - "I'm going to the doctor's at 9:00 and I may be in by noon - I'll call in later"). 


Staff:  Contact Cathie Adamson - 801-674-7455

topofpage


C-4.3.2 PERSONAL LEAVE

Chapter C - Human Resources

Part 4.0 Staff Attendance

Section 4.3 Staff Leave

Paragraph 4.3.2 Personal Leave


Policy Statement:

Personal Leave

Paid leave may be taken for appointments and other personal reasons.  For appointments or other personal leave, requests should be made two weeks in advance.  Any paid leave taken, whether for sickness or personal leave will accrue to the 5 allotted paid days.

Leave taken in connection with a holiday time off, meaning the day/s just before or just after a school holiday, will nullify paid holiday leave.

topofpage


C-4.4 DRUG-FREE WORKPLACE POLICY

 

American Preparatory Academy’s Drug Free Workplace Policy & Testing Program effectively began September 1, 2003. This policy applies to all employees. If you have questions about the policy statement or the testing program, please contact the APA Human Resource Department.

1. The Policy

American Preparatory Academy is committed to a safe, productive and drug-free work environment and to promoting the general health and well-being of all employees. This commitment is jeopardized when employees illegally use, manufacture, possess, distribute or sell drugs in the workplace. Therefore, in order to achieve the objectives of safety, productivity, health, and well-being in the workplace, American Preparatory Academy establish the following policy:

  1. It is a violation of Company policy for any employee to manufacture, possess, sell, trade or offer for sale illegal drugs and alcohol or otherwise engage in the illegal use of drugs and alcohol on the job.
  2. It is a violation of Company policy for anyone to report to work under the influence of alcohol or illegal drugs.
  3. It is a violation of Company policy for anyone to use prescription drugs illegally.
  4. It is a violation of Company policy for anyone to report to work if they are taking prescription drugs that, according to their physician or pharmacist, might affect their ability to perform their duties in a safe and effective manner.

 

2.  Definitions

 

Alcohol

Ethyl alcohol or ethanol

Drugs

Any substance recognized as a drug in the United States Pharmacopoeia, the National Formulary, the Homeopath Pharmacopoeia, or other drug compendia, or supplement to any compendia. This includes, but is not limited to, narcotics, hallucinogens, depressants, stimulants, other controlled substances or herbal supplements.

Employee

Any person in the service of the Company for compensation of any kind.

Positive Result

Any result above confirmation levels for drugs or, in relation to alcohol, above the legal limit for Driving Under the Influence (DUI) or Driving While Intoxicated (DWI) in the state of employment.

Sample

Urine, blood, breath, saliva or hair, utilized for testing.

  

3. Drug and Alcohol Testing Program

American Preparatory Academy may test all employees for the presence of drugs or alcohol in accordance with the provisions of this policy and as a condition of employment. The testing policy

also applies to owners, officers and all management personnel.

  1. Post-accident Testing: Any employee who reports a work-related injury or disease which results in a medical bill must be tested for the presence of drugs and/or alcohol as soon as possible after the incident of injury or onset of disease. In addition, any employee causing an accident which results in an injury to someone else or substantial damage to or the loss of property shall also be tested. Drivers of "commercial motor vehicles" who receive a citation for a moving violation arising from a reportable accident shall be tested.
  2. Reasonable Suspicion Testing: An employee may be required to submit to a drug test if American Preparatory Academy has reasonable suspicion that the employee is impaired due to the influence of drugs and/or alcohol.
  3. Post-rehabilitation Testing: For the first six months after successfully completing a Company approved substance abuse program, the employee will be subject to testing at the Company's discretion as a condition of continued employment.

 

4. Notice

  1. American Preparatory Academy will provide not less than thirty days advance notice to each individual employee prior to the implementation of the testing program.
  2. Each employee will receive a copy of American Preparatory Academy’s drug testing policy and procedure prior to the date of implementation or at the time they are hired, whichever occurs first.
  3. Each employee must sign an acknowledgment that they have received a copy of American Preparatory Academy’s drug and alcohol policy and testing program and agree to comply with the provisions of the policy.
  4. A copy of American Preparatory Academy’s drug and alcohol policy and testing program will be made available to all prospective employees for their review at the time of application if so requested. Each prospective employee will be informed of the policy and their right to review the policy.

 

5. Collection and Testing

  1. By law American Preparatory Academy may designate the type of sample to be used in the testing program.
  2. All costs of collection, transportation and analysis are to be paid by American Preparatory Academy.
  3. Prior to testing, employees will be required to provide picture identification.
  4. Collection of the sample will be done during or immediately after regular work hours for all current employees and shall be counted as work time for purposes of compensation and benefits. The sample shall be taken in a reasonable and sanitary location with due regard for the privacy of the individual and in such a manner as to preclude the probability of erroneous identification, substitution or other interference with the collection, transportation and testing of the sample.
  5. Transportation of the sample to the testing facility will be accomplished in a manner such
  6. as to prevent the contamination or adulteration of the sample.
  7. Testing of the sample will be done by scientifically accepted analytical methods. "Positive" tests will be confirmed or verified by gas chromatography-mass spectroscopy or other comparable and reliable methods.
  8. In the event of a positive test the employee shall have opportunity to present to the Medical Review Officer (MRO) any information which may be relevant to the test, including the identification of recent or currently used prescription or over-the-counter medications.
  9. To obtain accurate and reliable test results, the urine sample may not be diluted by the ingestion of excess fluids (hereinafter referred to as an “Excess Fluids Sample”) before the sample is provided. If a urine sample is determined, after appropriate testing, to be an Excess Fluids Sample, the employee or prospective employee will be required to provide another urine sample. In the event the second sample is also determined, after appropriate testing, to be an Excess Fluids Sample, the prospective employee will be refused employment and the employee will be subject to disciplinary action as defined in Section 6.
  10. When a sample that is deemed by the collector at the time of collection to be temperature out of range or to have been adulterated, the individual must provide a second specimen. If he/she refuses to provide a second specimen or if the collector deems the second specimen to also be temperature out of range or adulterated, the prospective employee will not be hired and the current employee will be subject to corrective action as define in section 6.

 

6. Discipline and Corrective Action

Upon receipt of a verified or confirmed positive drug or alcohol test result which indicates a violation of this policy, or upon the refusal of a current employee to provide a test sample, American Preparatory Academy will use the test result or refusal as the basis for disciplinary and/or corrective action which includes the following: 

  1. Termination of employment.
  2. Other disciplinary measures in conformance with American Preparatory Academy’s usual procedures, including any Company approved rehabilitation, treatment or counseling program, suspension and any collective bargaining agreement.

 

7. Confidentiality

It is American Preparatory Academy’s policy and legal obligation to assure the confidentiality of all information, interviews, reports, statements, memoranda and test results which are developed, received or generated as a consequence of the implementation of this policy and testing program. Use of any information generated as a result of this policy will be restricted to the lawful pursuit and achievement of those purposes and objectives defined in American Preparatory Academy’s policy statement.  

topofpage





C-5.0 EMPLOYEE COMPENSATION

C-5.1 EMPLOYEE PAY

Chapter C - Human Resources

Part 5.0 Employee Compensation

Section 5.1 Employee Pay


Policy Statement:

Employee Pay

Employees will be paid according to the information outlined in the Letter of Understanding (LOU).  Pay days are every other Friday.  Instructors are paid through June 15.  Teachers are paid year-round.  Benefits for full-time, continuing employees extend year-round.

topofpage


C-5.1.1 MERIT PAY*

Chapter C - Human Resources

Part 5.0 Employee Compensation

Section 5.1 Employee Pay

Paragraph 5.1.1 Merit Pay

  

Policy Statement:

Merit Pay

No merit pay has been promised or budgeted for the 2016-2017 school year.  However, if funds become available and the Governing Board determines merit pay will be instituted, the Board will determine the MP Policy.

  1. All full-time instructional staff members are eligible to receive merit pay.
  2. Part-time teachers may receive merit pay as the Governing Board directs.
  3. The amount of merit pay each employee receives will be calculated and included in the October payroll check.
  4. Employees will be eligible for merit pay based upon the performance of their work during the prior school year.
  5. The amount of merit pay each employee receives will be kept confidential.
  6. The factors considered in determining merit pay are: APA Teacher Evaluation, student achievement, business office score, and parent satisfaction survey results.
  7. Any staff member who does not return to their position, or another full-time position at APA the following fall may not receive merit pay, subject to the discretion of the Governing Board.
  8. Support staff and administration may receive bonus pay annually, as determined by the Governing Board.  The support staff bonus schedule will be recommend by the School Director and approved by the Governing Board.


Merit Pay Scores are based on end-of-year evaluations.  Scores will be weighted as follows:

  • APA Teacher Evaluation—40%
  • Academic Achievement of Students—30%
  • Business Office Score—10%
  • Parent Satisfaction Survey—20%


  1. The School Director and Business Manager will determine the Merit Pay dollar levels/Merit Pay Score correspondence, with at least three levels established.  Additional tiers within levels may be established.
  2. Each teacher will receive merit pay based upon his/her tier and level.  Because there is a set pool of funds that are utilized for Merit Pay, there are several variables that will determine the exact amount of Merit Pay teachers will receive, including the number of eligible teachers who qualify each year and the amounts of the Administrative and Support Staff bonuses, which are drawn from the same pool.  Merit Pay amounts cannot be set until the scoring is completed and the administration knows which teachers will be returning for the following year.  Although the exact amounts are not set until that time, Merit Pay for teachers will not be less than $1500 for the lowest tier/level.


Procedure - Merit Pay for Instructors

Instructors who are eligible will receive merit pay as determined by the Board of Directors annually.

 

topofpage


C-5.2 REIMBURSEMENT

C-5.2.1 TUITION REIMBURSEMENT

Chapter C - Human Resources

Part 5.0 Employee Compensation

Section 5.2 Reimbursement

Paragraph 5.2.1 Tuition Reimbursement


Policy Statement:

Praxis Exam

Teachers who are required for licensure to take a Praxis exam may be reimbursed for the exam.  Teachers need to present a passing score report to the Business Manager to be reimbursed.


ARL Program

Teachers who complete the ARL program and remain employed at American Prep may receive reimbursement for a portion of their expenses.  The Business Manager has information regarding this reimbursement.

topofpage


C-5.2.2 MILEAGE REIMBURSEMENT*

Chapter C - Human Resources

Part 5.0 Employee Compensation

Section 5.2 Reimbursement

Paragraph 5.2.2 Mileage Reimbursement


Policy Statement:

Mileage Reimbursement

Staff members who attend training or conferences, or drive their personal vehicles on school business at the request of the APA administration may apply for a mileage reimbursement.  Forms may be obtained from the Business Manager. 

*We could create an OF for this.

topofpage


C-5.2.3 CLASSROOM SUPPLIES

Chapter C - Human Resources

Part 5.0 Employee Compensation

Section 5.2 Reimbursement

Paragraph 5.2.3 Classroom Supplies


Policy Statement:

Teachers

Teachers will be allotted a budget of $350 to be used for the purchase of items needed and used in the classroom.  $100 may be used for incidental classroom supplies such as stickers, plan book, dry-erase markers, correcting pens, et cetera.  The remaining $250 is to be used to purchase items that support the curricular program in the classroom - books, reference books, maps, et cetera.  An Expense Report must be filled out clarifying which category the purchase falls into (incidental or curriculum expense) and submitted to the Academic Director.  She will initial the Expense Report to signify the items have been inventoried before reimbursement can be made and will forward the Expense Report to the Business Manager.

Teachers may wish to discuss with the Academic Director which items they are looking for and would like to purchase so that the administration can assist the teacher in finding the items at the best price possible.  Curricular items purchased must be checked in by the administration (stamped with the American Prep stamp and entered into the American Prep Inventory). 


Instructors

Instructors will be allotted a budget of $175 to be used for the purchase of consumable items for student motivation such as stickers, et cetera.  Instructors will fill out an Expense Report form, attach their receipts and submit them to the Business Manager for reimbursement.

topofpage


C-5.2.4 OTHER EXPENSES

Chapter C - Human Resources

Part 5.0 Employee Compensation

Section 5.2 Reimbursement

Paragraph 5.2.4 Other Expenses


Policy Statement:

Praxis Exam

Teachers who are required for licensure to take a Praxis exam may be reimbursed for the exam.  Teachers need to present a passing score report to the Business Manager to be reimbursed.


ARL Program

Teachers who complete the ARL program and remain employed at American Prep may receive reimbursement for a portion of their expenses.  The Business Manager has information regarding this reimbursement.

topofpage


C-5.3 EMPLOYEE PAY DURING SCHOOL CLOSURE

Chapter C – Human Resources

Part 5.0 Employee Compensation

Section 5.3 Employee Pay During School Closure

 

Note
titleDRAFT POLICY

This policy is currently under review. It is a working draft.

A school closure may result from snow, inclement weather, efforts to control a pandemic or public health emergency, or other emergency (R277-419-12).  To the extent practicable, American Prep employees will work on similar program activities during the time the school is closed or soft-closed.  Regardless of whether or not the employee’s role is directly related to instruction, American Prep will make efforts to find meaningful, appropriate, and productive ways to keep staff engaged.  Whenever possible, American Prep will continue to pay employees throughout the closure according to their LOU salaries, or average pay period work history if hourly, given the following conditions:

1)    federal and non-Federal funding streams continue to flow;

2)    employees support the Learning-from-Home program and/or other meaningful and appropriate projects as requested; 

3)    employees demonstrate willingness to be productive and document their efforts through time and/or activity logs as requested;

4)    other circumstances do not arise which would have otherwise resulted in termination or loss of pay, as dictated by American Prep staff policies and procedures; and

5)    employees return to the duties for which the grant funds were provided as soon as possible and at the direction of the school.

In cases of emergency closure, the USDOE has provided the following guidance:  To be supported with federal funds, employee compensation must “[conform] to the established written policy of the non-Federal entity consistently applied to both Federal and non-Federal activities.”  Thus, the purpose of this policy is to enact written policy to demonstrate that APA’s compensation policies in time of closure are consistently applied to all APA employees: those engaged in Federal activities (IDEA, Title I, Title II, Title III, Title IV, Gear Up, and any other federal activities) as well as those engaged in non-federal activities such as state and local restricted programs and state and local non-restricted programs.

In a particular school closing episode, if the State’s policy (reference?) is to continue to provide state education funds, and in accordance with guidance from the USDOE, all American Prep employees will be compensated as outlined in this policy.  Employees who are compensated in whole or in part by federal funds, will be treated the same as employees paid from non-federal funds.


Duties, Work Product and Work Effort

During a school closure, American Prep will compensate employees according to their actual work performed for those employees who are able to continue to accomplish their work duties.  Employees who are unable to continue to accomplish their work duties due to the school closure will be paid according to their work effort, as recorded on work effort logs, with the intent being to keep all employees fully employed to the extent possible and practicable.

In absence of continued workflow, but with work effort logs and upon recommendation by the direct supervisor, employees pay will be attributed to the employee’s most recent Time/Effort distributions (from before the closure) throughout the duration of the closure.

Hourly Employees

Hourly employees who were paid on a time clock process prior to closing will continue to use the time clock system during school closure.  The employee will clock in and clock out according to their work schedule prior to closure. The employee’s supervisor will provide work duties for the employee to fulfill during the closure, and they may or may not be related to the duties in the employee’s LOU or employment agreement.  The employee will record work effort as directed by their supervisor, and will make every good faith effort to provide value to the school equal to the hours they clock in.  

 

C-6.0 USE OF SCHOOL PROPERTY

C-6.1 FACILITY USAGE OUTSIDE OF SCHOOL HOURS

Chapter C - Human Resources

Part 6.0  Use of School Property

Section 6.1 Facility Usage Outside of School Hours

  

Policy Statement: 

Facility Usage Outside of School Hours

The American Prep facility is available for use outside of school hours by staff members upon prior written approval of the Business Manager.  The Business Manager will make available a form to fill out requesting use of the facility, including the date, time, et cetera.  Any costs will be communicated in writing by American Prep and an agreement will be signed before usage can occur.


Policy Cross-reference: B-10.2 Non-school Usage of Facilities

topofpage


C-6.2 SCHOOL MATERIALS AND EQUIPMENT

C-6.2.1 OWNERSHIP OF CURRICULAR MATERIALS

Chapter C - Human Resources

Part 6.0 Use of School Property

Section 6.2 School Materials and Equipment

Paragraph 6.2.1 Ownership of Curricular Materials

  

Policy Statement:

Items purchased by Staff Members using their class budget or school monies are the property of American Prep. Each classroom will be inventoried from time to time to ensure American Prep property remains in the school. 

The goal of American Prep is to own all curricular materials needed to provide the highest quality academic program.  Therefore, we ask teachers to utilize their budgets fully and purchase curricular items for American Prep.  For example, if a teacher owns a particular resource (book, CD, map, poster, visual aid etc.) that they use to teach a particular unit, the teacher should purchase a copy of the resource utilizing American Prep's funds, and ensure it is placed into the school inventory.

topofpage


C-6.2.2 COPIER AND SCHOOL EQUIPMENT USAGE

Chapter C - Human Resources

Part 6.0 Use of School Property

Section 6.2 School Materials and Equipment

Paragraph 6.2.2 Copier and School Equipment Usage


Policy Statement:

Copier and School Equipment Usage

All staff members will be given an access code for the copy machines.  Staff members are required to use this code to use the copy machines.  Codes should be kept confidential. Staff may make personal copies on the honor system for .05 cents per copy.  Staff may have personal items laminated (within the school's lamination schedule) for $1.00 per foot.

topofpage


C-6.2.3 TECHNOLOGY USAGE POLICY

Chapter C - Human Resources

Part 6.0 Use of School Property

Section 6.2 School Materials and Equipment

Paragraph 6.2.3 Technology Usage Policy


Policy Statement:

Technology Usage Policy

The Governing Board recognizes the need for a policy governing the use of the electronic information resources by students and staff. Responsibility is delegated to School Administration for implementing the policy according to established guidelines. 

Internet Safety and Acceptable Use references the use of electronic information software and hardware resources made available to staff and students by the American Preparatory, and includes student or staff members' personal electronic devices accessing the school's network. These resources include, but are not limited to, voice mail, electronic mail, the Internet, wireless transmission and other network files or accounts provided to staff or students, computer hardware, including computers, computer processors, computing devices, wireless hardware and software, printers, scanners, copiers and all other peripheral and computer networking equipment. Staff and student use of electronic information resources must be in support of education and/or research and must be consistent with the educational objectives of American Prep. While access to all materials on a worldwide network cannot be controlled, Internet access in the school is filtered and monitored on an ongoing basis. 


Introduction 

It is the policy of American Preparatory Academy to: 

1. prevent users from accessing or transmitting inappropriate material over its network via the Internet, electronic mail, or other forms of direct electronic communications; 

2. prevent unauthorized access and other unlawful online activity; 

3. prevent unauthorized online disclosure, use, or dissemination of personal identification information of minors; and 

4. comply with the Children's Internet Protection Act [Pub. L. No. 106-554 and 47 USC 254(h)]. 


Access to Inappropriate Material 

To the extent practical, technology protection measures including Internet filters shall be used to block or filter the Internet or other forms of electronic communications and access to inappropriate information. All filtering technology and software will be certified as compliant with the Children's Internet Protection Act (CIPA). 

Specifically, as required by the Children's Internet Protection Act (CIPA), blocking shall be applied to visual depictions of material deemed obscene or to child pornography or to any material deemed harmful to minors. Additional categories may be limited or blocked as deemed necessary by the Technology Director. 

Technology protection measures may not be disabled on any student devices but may be temporarily disabled on a staff computer only for bona fide research or other lawful purposes. 


Inappropriate Network Usage 

To the extent practical, steps shall be taken to promote the safety and security of users of the American Preparatory Academy's online computer network when using electronic mail, chat rooms, instant messaging, and other forms of direct electronic communications. 

Specifically, as required by the Children's Internet Protection Act prevention of inappropriate network usage includes: 

1. unauthorized access, including so-called hacking, and other unlawful activities; and 

2. unauthorized disclosure, use, and dissemination of personal identification information regarding minors. 

Any person found to be using a device to access inappropriate material or attempting to bypass the protective systems outlined in this policy will be subject to limited use. All appropriate parties will be notified of any inappropriate use, including parents and administrators. If deemed necessary by the school's administration the offender will have their access to school network and technology resources discontinued. 


Education, Supervision and Monitoring 

It shall be the responsibility of all members of the American Preparatory Academy's staff to educate, supervise and monitor student usage of the online computer network and access to the Internet in accordance with this policy and the Children's Internet Protection Act. Monitoring computer usage requires the American Preparatory Academy staff member or authorized volunteer to be present and actively observing usage at all times in which a student has access to the computer. The assigned staff member may not be engaged in other activities that would prohibit them from observing the usage of the computers. 

Students are only permitted to access the network resources through school owned devices. Personal devices and staff owned devices should not be used by students except to contact help in emergency situations. Exceptions may be granted to students using devices in compliance with an IEP or as a temporary aid. Exceptions may only be granted by the Technology Director. Any device used outside this policy may be confiscated by a school administrator. 

Procedures for the disabling or otherwise modifying any technology protection measures shall be the responsibility of the Technology Directory or designated representatives. 

The administration or designated representatives will provide age appropriate training for students who use American Preparatory Academy's Internet facilities. The training provided will be designed to promote American Preparatory Academy's commitment to: 

1. The standards and acceptable use of Internet services as set forth in the Internet Safety Policy; 

2. Student safety with regard to: 

a. safety on the Internet; 

b. appropriate behavior while on online, on social networking Web sites, and in chat rooms; and 

c. cyberbullying awareness and response. 

3. Compliance with the E-rate requirements of the Children's Internet Protection Act ("CIPA"). 

In accordance with UT 53A-15-1302, a seminar will be provided annually to educate parents on internet safety and other relevant student safety topics. 

Following receipt of this training, the student will acknowledge that he/she received the training and understood it. Each student and their parent or guardian will be given a copy of the Internet Safety Policy and Network Acceptable Use Policy and will sign them indicating that they will abide by the rules and usage requirements therein prior to that student being given access to network and technology resources at American Preparatory Academy. 


Public Review 

The Internet Safety and Acceptable Use policy was developed in collaboration with the school community at public land trust and governing board meetings. Revisions to this policy will be on an as-needed basis under the direction of the Technology Director. 


Terms and Conditions of This Policy 

1. Acceptable Network Use

a. Staff and students will use the Internet and other electronic information resources in an appropriate manner, abiding by the rules and regulations described in this policy.

b. Staff and students who formally publish school related information on the Internet must have proper approvals and abide by school publishing guidelines and procedures.

c. Staff and students are expected to abide by generally accepted rules of network etiquette. These rules include, but are not limited to, being polite, never sending or encouraging others to send abusive messages, and always using appropriate language. 

2. Unacceptable Network Use 

a. Staff and students may not intentionally transmit or receive material in violation of law or school policy. This includes, but is not limited to, pornographic, indecent or sexually suggestive materials, weapons, controlled substances or alcohol, or incendiary devices. Users are prohibited from posting or sending content that contains threats or is hatefully or racially, ethically or otherwise objectionable. 

b. Staff and students may not participate in or promote any illegal or inappropriate activities, disruptive use of the network, including disruptive or unauthorized wired, BlueTooth, wireless transmissions, or activities of any kind that do not conform to the rules, regulations and policies of American Prep. 

c. Staff and students may not use the network for product advertisement or political lobbying. 

d. Staff and students may not reveal personal information such as names, addresses, telephone numbers, passwords, credit card numbers or social security numbers. Releasing personal information of others or that of organizations associated with the school is prohibited. 

e. Staff and students may not intentionally harm or destroy school data, the network, or network performance. This includes, but is not limited to, creation and introduction of computer viruses, unauthorized access to restricted systems or programs, or using the school network to illegally access other systems. 

f. Staff and students may not post or transmit photographs, videos or other works of students or staff on the Internet or through communication channels (photographed or recorded at the school, in association with the school, or at school events of any kind) or other electronic files of any kind without the permission of the staff member's direct supervisor or student's academic administrator, and those person(s), parent(s)/ legal guardians or staff members who are the subject, or are incidental participants, involved or contained in electronic file(s). 

3. Expectation of Privacy 

a. Staff and student files, disks, documents, etc., which have been used or created with school electronic resources are not considered private. Staff and students have no expectation of privacy in hardware or software, files, disks, documents, websites, blogs or any other electronic medium that are created, stored, downloaded, accessed and/or used in any form on the American Prep network, servers, Internet connections or other computer components owned or on the premises of American Prep. 

b. Likewise, staff and students shall have no expectation of privacy regarding electronic mail transmissions which have been created, received, or sent with school resources. 

4. Discussion/Submission 

a. A parent or legal guardian will participate in a discussion with his/her student regarding proper behavior and use of the network as outlined in this policy. 

b. Staff and students may be required to submit a new Staff/Student Signature of Agreement Form each year or upon special request. 

5. Disciplinary Action 

a. Signatures indicate that the staff member or student (and parent/legal guardian) has carefully read, understood, and agreed to abide by these terms and conditions regarding proper behavior and use of the network. Signatures on the Staff/Student Signature of Agreement Form are legally binding. 

b. Students who violate the terms and conditions of this policy will be subject to disciplinary action, including the possibility of suspension or expulsion from school and appropriate legal action. Access to electronic information may be limited, suspended or revoked. 

c. Staff who violate the terms and conditions of this policy will be subject to disciplinary action, including the possibility of suspension or termination of employment with the school and appropriate legal action. Access to electronic information may be limited, suspended or revoked. 

d. Staff members are required to return all school supplies and equipment, including technology equipment, issued to them or in their possession in the event their employment is terminated by either party, for any reason, before the former staff member's final check will be issued. 


American Preparatory Academy makes no warranties of any kind, either expressed or implied, for the electronic information resources it is providing. The school will not be responsible for any damages a staff member or student suffers while using these resources. These damages may include, but are not limited to, loss of data as a result of delays, employee errors or omissions, or non-deliveries or service interruptions caused by a network system. Use of information obtained by the network system is at the employee's own risk. The American Preparatory Academy specifically denies any responsibility for the accuracy of information obtained through the electronic information resources. 


Office Forms: OF C-6.2.3 HEAD INJURY AND SCHOOL NETWORK ACCEPTANCE FORM

topofpage


C-6.2.4 KEYS AND KEYCARDS

Chapter C - Human Resources

Part 6.0 Use of School Property

Section 6.2 School Materials and Equipment

Paragraph 6.2.4 Keys and Keycards


Policy Statement:

Keys and Keycards

Keys may be issued at the school's discretion to staff members, board members, significant volunteers, vendors and others as necessary.  Keys must be surrendered upon termination of employment or at the end of events requiring keys, or as requested by school administration.  The school reserves the right to revoke key and/or access privileges at any time.  School Operations staff shall maintain a Key Distribution List and shall provide for periodic re-keying of the building.  Persons issued keys are required to report lost or stolen keys as soon as the loss or theft is discovered.  The school may charge a $5.00 fee for lost, stolen or damaged keys.

topofpage



C-7.0 STAFF PARKING

C-7.1 DRAPER CAMPUS PARKING

Chapter C - Human Resources

Part 7.0 Staff Parking

Section 7.1 Draper Campus Parking

  

Policy Statement:

Draper Campus Parking

At the Draper campus, staff must park on the south side of the school building.  If the slots are full, there are a few slots on the east side that may be utilized.

topofpage




C-8.0 PRIVACY

C-8.1 EXPECTATION OF PRIVACY

Chapter C - Human Resources

Part 8.0 Privacy

Section 8.1 Expectation of Privacy


Policy Statement:

Expectation of Privacy

In order to increase security for our students and staff, and to facilitate staff development activities, security cameras may be present in classrooms throughout the school recording both audio and video.  Staff members need to sign a release form stating their understanding that these cameras are present in their work environment.

Staff Members shall have no expectation of privacy on any School property, including but not limited to vehicles, buildings, classrooms, lockers, desks, mailboxes, computers, or other furniture, equipment, or fixtures.


Office Forms: OF C-8.1 Expectation of Privacy Form

topofpage


C-8.2 TEACHER VALUABLES

Chapter C - Human Resources

Part 8.0 Privacy

Section 8.2 Teacher Valuables


Policy Statement:

Teacher Valuables

Valuable items belonging to teachers or staff members should not be kept at school.  American Prep assumes no responsibility for loss or damage to personal items while on school property.

topofpage


C-8.3 NURSING MOTHERS

Chapter C - Human Resources

Part 8.0 Privacy

Section 8.1 Nursing Mothers


Policy Statement:

American Preparatory Academy shall ensure that individuals who are nursing mothers are provided reasonable accommodations and protected from discrimination in accordance with state law. Each campus will reasonably accommodate a nursing mother’s request by providing reasonable breaks and a private room for her to breastfeed or express milk, and access to a refrigerator or freezer for the temporary storage of her breast milk. Nursing mothers should contact their school administrator or the district’s human resource services department to discuss  such accommodations. 


topofpage



C-9.0 VOLUNTEERS

C-9.1 VOLUNTEER GUIDELINES

Chapter C - Human Resources

Part 9.0 Volunteers

Section 9.1 Volunteer Guidelines


Policy Statement:

Volunteer Guidelines

American Prep asks families to provide 20 hours per year of volunteer service.  Most of our families provide MANY more hours than this!  We consistently log over 10,000 volunteer hours per year, thanks to our INCREDIBLE families and their generous gift of time and talents.  This extraordinary service makes it possible for our students to have an outstanding educational experience, which would not be possible without our volunteers' assistance.  THANK YOU parents!!

It is important that volunteers work together as team members with American Prep staff members.  The following guidelines are helpful in ensuring that volunteer service is a positive experience for parents and is effective for our students.

  • Volunteers must sign in and out at the front office, get a Volunteer badge and wear it during the time you are in the building volunteering.
  • Volunteer Dress & Behavior - please dress appropriately.  The more we show respect for our school, the more respect the students will feel toward the school.  American Prep's dress code is reflective of a high level of respect.  We encourage volunteers to reflect this same level of respect in their own appearance when they volunteer at the school.
  • Volunteers work under the supervision of staff.
  • As a matter of professional ethics, and personal privacy, volunteers do not discuss teacher, student or school affairs with other people. It is extremely important that confidentiality be upheld at all times. Administrators have the same expectations of confidentiality from volunteers as they do from the American Prep staff.
  • Volunteers may be asked to grade student papers, and it is imperative that student work is ONLY discussed with the teacher or student, if directed by the teacher, and no one else.
  • For your own protection, avoid being alone with one or two students.  If this is unavoidable, be sure and keep the door open or move to a hallway to work.
  • Student Discipline:  Volunteers have a responsibility to inform staff if there is a problem with student behavior. Volunteers should not discipline a child unless they are expressly instructed to do so by the supervising staff member.
  • If you are scheduled to work in the classroom with students, bringing young children is not recommended as they may become a distraction in the classroom.  If you are coming to a meeting or a group work activity, bringing younger siblings may be acceptable.  Volunteers are responsible for the safety and supervision of their own children who may be younger siblings, or any children that they bring with them, on APA campuses at all times.
  • Volunteers have no claim to intellectual property created during their volunteer service at American Prep.


Policy Cross-Reference:      E-7.3F-7.2, and I-6.1 Volunteer Guidelines

                                                C-9.2E-7.4F-7.3 and I-6.2 Volunteer Agreement

topofpage


C-9.2 VOLUNTEER AGREEMENT

Chapter C - Human Resources

Part 9.0 Volunteers

Section 9.2 Volunteer Agreement


Policy Statement:

Volunteer Agreement

The talents and services of volunteers are important to American Preparatory Academy (the school) in accomplishing its Mission.  The purpose of this document is to:

1.     Establish standards and guidelines for volunteer services so that both the volunteer and the school understand the parameters of the volunteer relationship. 

2.     Reduce the risk of unwanted legal exposure of volunteers and the school.

3.     Promote safety for volunteers, students, and employees.

 

Non-Disclosure Agreement and Protection of Student Information

Volunteering activities may require access to information that is confidential or otherwise considered by the federal government, state government, school, community, parents, guardians or students to be privileged and confidential.  Such information is identified by the school and must be determined to be confidential within the definitions of the law.  If these criteria are met, such information may be received and maintained by staff or volunteers under a promise of confidentiality for a prescribed period of time to perform a specific task.

 

Maintaining the confidentiality of such information is primarily the responsibility of school administration.  However, faculty, staff and volunteers with access to confidential information undertake this responsibility as part of their employment or volunteering activities.


This Agreement shall govern the conditions of disclosure by the school of certain "Confidential Information" including but not limited to student information, school records, staff information, staff records, financial information, data, trade secrets and intellectual property relating to the school and its staff and student body.  With regard to the Confidential Information, I agree:

1.     To safeguard the information against disclosure to others with the highest degree of care.

2.     Not to disclose the information to others outside the organization without the express written permission of American Preparatory Academy.

3.     Not to disclose the information to others, even within the organization, without a need-to-know.

4.     To reach out to a school administrator if I have any questions regarding my responsibilities with student data privacy.

5.     That the secrecy obligations with respect to the confidential information shall continue indefinitely.

Safe School Environment and Code of Conduct Acknowledgement

The school strives to provide a safe and nurturing learning environment for students and staff.  With regard to providing a safe school environment:

1.     I agree to sign in at the main office and obtain a volunteer badge. For safety purposes, this will enable staff and students to identify me as a school volunteer.

2.     I understand that volunteers have the full welcoming support of the American Prep staff and that the children have been instructed to treat me with respect and address me professionally such as Ms., Mrs. or Mr. Smith, for example. 

3.     I understand that I am expected to maintain a high ethical and professional standard in my interaction with both adults and minors.

4.     I understand that I am prohibited from using physical discipline (including corporal punishment) in any way for the behavior management of students.  I understand that clear professional boundaries must exist between students and adults.

5.     I agree that I shall not engage in any form of unlawful, unacceptable or offensive behavior with students, parents/legal guardians, staff or visitors to the school which may include, but is not limited to (a) verbal harassment, such as derogatory comments, jokes, or slurs; (b) visual harassment, such as derogatory or sexually explicit printed material, books, magazines, posters, cards, calendars, cartoons, graffiti, drawings, notes, or gestures; (c) sexual advances or other physical conduct or contact of a sexual nature; (d) physical harassment, such as inappropriate touching, hitting, kicking, grabbing or any other form of aggressive, abrasive or harassing physical contact; or (e) other behavior deemed offensive or inappropriate by school administration.

6.     I agree to promptly report any activity to school administration that I observe that places a student in distress or danger, and I agree to take appropriate steps to immediately intervene and to provide a safe environment for the student.

7.     I understand that unless the school has a parent or legal guardian’s knowledge and consent in the form of a written permission slip, I am never to drive students in my vehicle, before, during or after school unless there is a medical emergency requiring immediate medical care.  When authorized to do so, I will operate my vehicle in accordance with the law. 

8.     I understand that school programs, extra-curricular activities or special instruction sessions shall not be conducted by only one adult without additional adult presence and/or must be conducted at times and locations that promote accountability, in an open room or hallway setting without closed doors, and only if readily observable by others who may be in the room or hallway, and meet accepted standards of propriety.

9.     I understand that I may not be alone in locker rooms or other dressing rooms with a single or small group of students without another adult present.  I understand that I am prohibited from these areas while students are changing.

 

Acknowledgements and Work Product Agreement

1.     I release the school and its officers, employees, representatives and contracted affiliates from any responsibility or liability for personal injury, including death, and damage to or loss of property that I may incur while volunteering at the school or in connection with school activities or events.

2.     I acknowledge that I neither gain nor retain ownership rights to the work product of the material provided to me, used, or created by me in conjunction with any school project.  I understand that the school has sole ownership of the work product and may use the results of my efforts in any manner appropriate including licensing such work product to others.

3.     I agree to return school materials provided to me in connection with volunteering activities.  

4.     The school accepts the lawful service of all volunteers with the understanding that such service is at the sole discretion of the school.  I understand that the school may at any time, for whatever reason, revoke volunteering privileges.

5.     As a volunteer, I understand that I may not speak or make statements on behalf of the school, indebt the school, nor may I speak to the media or make public statements about the school or its facility, operations, staff, students, visitors or volunteers.

6.     I understand that while volunteering, I must follow the policies and procedures of the school under the direction of school staff.  I understand that I will not be compensated for my services.

 

As a volunteer at the school, I acknowledge receipt of the Volunteer Agreement.  I agree to maintain the confidentiality of all personally identifiable information to which I am exposed as an authorized volunteer. This means that I agree not to disclose any records, files, documents, grades and other materials both in verbal and written form to any person other than the school administrator(s) and/or teacher(s) with whom I am working. I agree, as a condition of service at the American Preparatory Academy to abide by these policies and procedures.  I understand that the school reserves the right to withdraw my volunteering privileges at any time with or without cause, with or without notice.   

 

As a volunteer, we know you are here because you care about the children of this school and want to help in any capacity.  We welcome you and thank you sincerely for your service!!



Policy Cross-references:     E-7.4F-7.3, and I-6.2 Volunteer Agreement

                                               B-7.4D-6.4, and F-4.2 Student Privacy

                                               D-3.1 Staff to Student Guidelines

 

Volunteer Agreement Form

 

topofpage



C-10.0 HIRING

C-10.1 HIRING OR FINANCIAL INTEREST OF RELATIVES

Chapter C - Human Resources

Part 10.0 Hiring

Section 10.1 Hiring or Financial Interest of Relatives


Policy Statement:

Definitions

Charter school: American Preparatory Academy 

American Preparatory Academy school officer: a member of the charter school's governing board, a member of a board or an officer of a nonprofit corporation under which a charter school is organized and managed; or the chief administrative officer of a charter school.

Employment: a position in which a person's salary, wages, pay, or compensation, whether as an employee or contractor, is paid from American Preparatory Academy school funds.    

Relative: a father, mother, husband, wife, son, daughter, sister, brother, uncle, aunt, nephew, niece, first cousin, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, or daughter-in-law.


Hiring Policy

A relative of a charter school officer may be employed at the charter school provided that the charter school officer:

  1. discloses the relationship, in writing, to the other charter school officers;
  2. submits the employment decision to the charter school's governing board for the approval, by majority vote, of the charter school's governing board;
  3. abstains from voting on the issue; and
  4. is absent from any meeting when the employment is being considered and determined.


Financial Interest Policy

In addition to the chief administrative officer or a relative employed under the above hiring policy, a charter school officer or relative of a charter school officer may have a financial interest in a contract or other transaction involving the charter school provided the charter school officer:

  1. submits the contract or transaction decision to the charter school's governing board for the approval, by majority vote, of the charter school's governing board;
  2. abstains from voting on the issue; and
  3. is absent from any meeting when the contract or transaction is being considered and determined.


Legal References: Utah Code 53G-5-409 (previously 53A-1a-518) Regulated transactions and relationships


topofpage


C-10.1.1 NEPOTISM

Chapter C - Human Resources

Part 10.0 Hiring

Section 10.1 Hiring or Financial Interest of Relatives

Paragraph 10.1.1 Nepotism


Policy Statement:

Definitions

American Preparatory Academy school officer: a member of the governing board, a member of a board or an officer of a nonprofit corporation under which a charter school is organized and managed; or the chief administrative officer of a charter school.

Employment: a position in which a person's salary, wages, pay, or compensation, whether as an employee or contractor, is paid from American Preparatory Academy school funds.   

Relative: a father, mother, husband, wife, son, daughter, sister, brother, uncle, aunt, nephew, niece, first cousin, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, or daughter-in-law.


Prohibiting Nepotism

American Preparatory Schools Academy prohibits nepotism in employment matters and shall avoid creating circumstances in which the actuality or appearance of favoritism, conflicts of interest, or management disruptions exist.

In the interest of fair hiring practices and to avoid workplace nepotism within American Preparatory Academy, the following will be adhered to in matters directly involving employment, assignment, promotion, compensation, discipline, suspension or dismissal of relatives. A relative of an American Preparatory Academy employee may be employed at the charter school provided the following:

  • following a fair and impartial recruitment process, it is determined that the candidate is the only or best person available, qualified, or eligible for the position;
  • the district’s employment application provides a space for the disclosure of a relation to an APA school officer;
  • no employee shall be placed in a position in which he/she would be in direct supervisory relationship with a relative or immediate family member.

An American Preparatory Academy school officer is authorized to reassign employees for the purpose of administering this policy.


A relative of a charter school officer may be employed at the charter school provided the above, and that the charter school officer:

  • discloses the relationship, in writing, to the other charter school officers;
  • submits the employment decision to the charter school's governing board for the approval, by majority vote, of the charter school's governing board;
  • abstains from voting on the issue; and
  • is absent from any meeting when the employment is being considered and determined.


An annual review will be conducted by the Human Resources Director to ensure all employee relationships are compliant with state nepotism laws.


Legal Reference: Utah Code Title 52, Chapter 3, Prohibiting Employment of Relatives

Supportive Research: Salt Lake City School District Board Policy P-3, Nepotism Prohibited

topofpage


C-10.2 BACKGROUND CHECKS

Chapter C - Human Resources

Part 10.0 Hiring

Section 10.2 Background Checks

Policy Statement:

Employees who are not currently certified as teachers are required to provide their fingerprints electronically within two (2) weeks of employment for a criminal background check. The Utah State Board of Education requires a background check for all school employees when they begin employment with the school. Depending on which campus you will be working at, fingerprints are taken at an authorized LiveScan site.  The HR Department will give you directions on where you will need to go to complete this.  The APS Office location is an official LiveScan site.

Personal information and fingerprints may be retained for ongoing monitoring and comparison against future submissions to the state, regional or federal database and latent fingerprint inquiries. American Preparatory Academy/Schools will establish procedures to ensure removal of fingerprints from applicable state and federal databases when an employee is no longer under their purview.

Applicants are asked in the employment application to disclose any criminal history they have. Employees will provide 

An employee may request to review any results of this inquiry, however, UCA 53-10-108 does not allow American Preparatory Academy/Schools to provide a copy of those results. Before a determination is made, an employee will be afforded a reasonable amount of time to challenge the completeness and accuracy of the record through the procedures established by American Preparatory Academy/Schools as well as contacting the Utah Bureau of Criminal Identification (Utah Criminal History Results), the State Identification Bureau (SIB) associated with any results that are outside of Utah, or the Federal Bureau of Investigation (Nationwide Criminal History Response Information).

Until the completion of the background check, employees will be denied unsupervised access to children. Employees will provide a list of all criminal convictions which contains a description of the crimes and the particulars of the convictions.

topofpage



C-10.2.1 PERSONAL REPORTING OF ARRESTS

Chapter C - Human Resources

Part 10.0 Hiring, Section 10.2 Background Checks

Section 10.2.1 Personal Reporting of Arrests


Policy Statement:

A licensed or non-licensed educator who is arrested, cited or charged with any of the below offenses must report the arrest, citation, or charge within 48 hours or as soon as possible to the licensed educator's supervisor and Executive Director. The Executive Director or designee shall report conviction, arrest or offense information received from a licensed educator to the state Superintendent within 48 hours of receipt of information from the educator.

Offenses that must be reported:

  • any pleas in abeyance or diversion agreements;
  • any matters involving an alleged sex offense;
  • any matters involving an alleged drug-related offense;
  • any matters involving an alleged alcohol-related offense;
  • any matters involving an alleged offense against the person under Title 76, Chapter 5, Offenses Against the Person;
  • any matters involving an alleged felony offense under Title 76, Chapter 6, Offenses Against Property;
  • any matters involving an alleged crime of domestic violence under Title 77, Chapter 36, Cohabitant Abuse Procedures Act; and
  • any matters involving an alleged crime under federal law or the laws of another state comparable to the violations listed above.


Legal Reference: USBE Utah Professional Practices Advisory Committee (includes link to forms to report misconduct/arrests)

R277-516: Professional Standards and Training for Non-licensed Employees and Volunteers




topofpage




C-SUPPLEMENTAL MATERIALS

C-OFFICE FORMS

OF C-3.4 ADMINISTRATOR EVALUATION

Name:




Position:




Date:




Evaluator:
















Evaluation Code:    0 = Ineffective     1 = In Need of Improvement    2 = Effective    3 = Highly Effective






DESCRIPTIONObservationParent SurveysComprehensive Needs AnalysisTotal PointsNotes
Desk/Office Space




Computer/Desk Files



Notes/Paperwork



ORGANIZATION



Staff Members




Administrators



Parents



Timely Communication



COMMUNICATION



Safe School




Student Discipline



Staff Discipline



Positive motivation 



Student Responsiveness



SCHOOL CLIMATE



Accessibility




Dependablility/Reliability



Public Relations



Teamwork



Dress Standards



Student Mentoring



Staff Mentoring



Knowledge/Expertise



PROFESSIONALISM



Attendance




English/Language Arts



Mathematics



Science



Writing Analysis



ELL Students



IEP Students



Economically Disadv. Students



STUDENT PERFORMANCE



COMMENTS:




















topofpage


OF C-4.3 STAFF LEAVE REQUEST

PDF
nameStaff Leave Request.pdf
pageOF C-4.3 STAFF LEAVE REQUEST

topofpage


OF C-6.2.3 HEAD INJURY AND SCHOOL NETWORK ACCEPTANCE FORM

PDF
nameHead Injury and School Network .pdf
pageOF C-6.2.3 HEAD INJURY AND SCHOOL NETWORK ACCEPTANCE FORM

topofpage


OF C-8.1 EXPECTATION OF PRIVACY FORM

PDF
nameOF C-8.1 Expectation of Privacy.pdf
pageOF-C-8.1 EXPECTATION OF PRIVACY FORM

topofpage