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Employee Relations

Performance Appraisal

Image Annual performance appraisals will be conducted in accordance with Board Policy #412 B Evaluation of Professional Employees and #413 B Evaluation of Temporary Professional Employees for certificated staff members.  Performance appraisals for non-certificated staff will be conducted in accordance with Board Policy #512 B Evaluation of Classified Employees.

Complaint Procedures

At times difficulties may arise in the workplace that have a negative effect upon an employee=s performance and satisfaction in his/her job.  The Board of School Directors has adopted the following procedures for employees to resolve their problems in a proactive manner.

Complaint Policy-Administrative

Effective management of District affairs requires reasonable and effective means of resolving difficulties which may arise among management level employees.  To reduce potential areas of disagreement and to establish and maintain recognized two-way channels of communication between the Board and management, this policy is established.

The Board intends in this complaint policy to expedite the process for all parties concerned.  The policy, therefore, has as its goal(s) the following:

  • The policy is intended to be used after an attempt has been made to resolve a difficulty on an informal basis between the parties concerned;
  • The policy is to secure proper and equitable solutions to complaints at the lowest appropriate level and to facilitate an orderly succession of procedures;
  • There shall be no reprisals of any kind taken against any employee because of participation in a complaint or support thereof.

     

For purposes of this policy, the terms used herein shall have the following listed definitions:

Complaint:  A complaint is any unresolved problem concerning the application or interpretation of State laws or regulations; the policies, rules, or regulations of the Board; and/or administrative procedures.

A day: A day is any day that the District administrative offices are open for business.

Complaints should be discussed in private, informal conference between the parties involved.  At least one such private meeting should take place between the parties before the complaint is taken to the next higher level of authority.

A complainant may be represented or accompanied at the higher levels of authority by anyone of his/her choosing.  If the same complaint or substantially the same complaint is made by more than one administrator against one respondent, only one administrator B on behalf of self and other complainants B should pursue the complaint through the prescribed procedure.  Names of all complainants should appear on all the documents related to the settlement of the complaint.

The time limit provided for in this policy may be extended by mutual agreement of the parties.  Any decision not pursued within the limits from one level to the next level shall be considered settled on the basis of the last decision and not subject to further appeal.

Level 1 Immediate Supervisor

Within seven (7) days after the occurrence of the act or omission giving rise to the complaint and following an informal discussion as outlined above, the complainant must present his/her complaint in writing to the immediate supervisor.

This statement shall be a clear, concise statement of the problem, and the rule, policy, or law for which there is an alleged violation; the circumstances on which the complaint is based; the person(s) involved; the decision rendered at the private conference; and the remedy sought.  Copies of this statement may be sent to any individuals who may have been present.

Within five (5) days, the immediate supervisor shall communicate his/her decision to the complainant in writing.  If the supervisor does not respond within the time limit, the complainant may appeal to the next higher level of authority.  Either party to the complaint shall have the right to request a personal conference in order to resolve the complaint.  Either party may request the presence of one conferee.

Level 2 B Next Higher Level of Authority

In the event the employee is not satisfied with the decision in Level 1, he/she may appeal the decision in writing to the Superintendent within five (5) days after receiving it.

This written statement shall include a copy of the original complaint; the decision rendered by the immediate supervisor, the name of the appellant=s conferee, if any; and a clear, concise statement of the reasons for the appeal on the decision.

The responding administrator shall communicate his/her decision to the grievant within seven (7) days.

Either party in the appeal may request a personal conference within the above time limits.  If the decision has not been rendered within the time limits, the complainant may appeal to the next level.

Level 3 B Discussion with the Board

Within seven (7) days after receiving the decision of the Superintendent, the complainant may appeal the decision in writing to the Board.

The Board shall schedule the matter for a hearing at an executive session to be held at the next regularly scheduled Board meeting.  The complainant and/or his/her conferee shall be present at the hearing.

Within ten (10) days, the Board will submit its decision in writing together with supporting reasons to the complainant.  A copy shall be furnished to the administrator(s) involved.  The decision of the Board is final.

Miscellaneous Provisions

All documents, communications, and records dealing with the processing of a complaint shall be filed in a separate file and shall not be kept in the personnel file of any of the participants.

Adopted: May 13, 1985 Policy #326

Complaint Policy-Certificated Personnel

It is the policy of the Board to establish reasonable and effective means of resolving difficulties which may arise and to establish and maintain recognized channels of communication among the Board of Education, supervisory personnel, and professional employees not otherwise covered by the terms of a collective bargaining agreement.

The Board intends in this complaint policy to expedite the process for all concerned parties.  The policy, therefore, has as its goals the following:

  • The policy is intended to be used after an attempt has been made to resolve a difficulty on an informal basis between the parties concerned.
  • There shall be no reprisals of any kind taken against any employee because of participation in a complaint or support thereof.

     

For purposes of this policy, the terms used herein shall have the following definitions:

Complaint B A complaint is any unresolved problem concerning application or interpretation of State laws or regulations, the policies, rules or regulations of the Board, or administrative procedures.

A day B A day is any day that the District administrative offices are open for business.
Complaints should be discussed in private, informal conferences between the parties involved.  At least one such private meeting should take place between the parties before the complaint procedure is invoked.

If the alleged complaint cannot be resolved with the building principal, the teacher may request an appointment with the Superintendent to discuss the problem.  The Superintendent may, if s/he deems it necessary, request in writing the facts of the alleged complaint from the teacher, the principal, and any other personnel who may be involved in the dispute.  Written materials shall be submitted within five (5) days of the Superintendent=s request for the facts.

If the decision of the Superintendent is not acceptable to the teacher, the teacher may request, through the Superintendent, a hearing before the Kennett Consolidated School District Board or representatives of the Board.  The teacher may be represented by counsel at a hearing held by the Board or a committee of the Board.

This policy is not intended to replace the grievance procedure specified in the Collective Bargaining Agreement nor to replace procedures prescribed by law.

Adopted: October 8, 1984 Policy #426