POLICY 2.2: TREATMENT OF STAFF
This is my report on your Executive Limitation policy and is presented in accordance with your monitoring schedule. I certify the information contained in this report is true.
With respect to the treatment of paid and volunteer staff, the Superintendent shall not:
Interpretation: I interpret “treatment of paid and voluntary staff” to mean all school district employees, both full and part-time. All employees will be provided clear job responsibilities and procedures for registering a complaint. Finally, there will be written procedures for human resource functions such as hiring, evaluating, termination etc.
Rationale: It is essential that all staff clearly understand their roles and responsibilities, as well as behavioral expectations. Clearly written job descriptions and behavioral expectations must be current and openly communicated in order to properly guide the climate and culture in our school system.
Evidence: All employee groups have current job descriptions and Collective Bargaining Agreements and Contracts that outline working conditions and grievance procedures. In addition, hiring and evaluation protocols are in writing and consistently adhered to. Volunteer policy and procedures are in place and consistently implemented. Finally, OSSU Core Values are explicitly written and communicated to staff on regular intervals throughout the school year.
I report compliance.
Interpretation: I interpret “Expression of Dissent” to mean any statement by a member of the staff that indicates disagreement with a decision made by administration. Such an expression is non-disruptive when there is no refusal to perform work, when there is no encouragement of others not to perform work, does not interfere with instruction and day-to-day operations of a school, and is carried out in a professional and respectful manner. Staff who disagree with administrative decisions may not experience retaliation from me or any other member of the administration such as dismissal, reassignment to less desirable jobs or job hours, or initiation of a formal discipline procedure.
Rationale: To create a healthy and innovative climate in the OSSU, it is essential that all staff understand that expressions of dissent are acceptable and encouraged. The promotion of collective decision-making structures and feedback loops is essential in order to solicit meaningful dissent. Unconstrained dialogue is a valuable asset of any organization in that it promotes open channels of communication, based on the problem at hand, rather than hierarchy. Any expression of dissent, however, must be carried out with professionalism and respect.
Evidence: The OSSU encourages its staff to openly communicate their suggestions, concerns, and general comments within the guidance of our Core Values. In addition, the OSSU practices collaborative decision making. For example, during the past school year, over a dozen teachers, staff, and administrators worked collaboratively to develop our new Report Card system. Each employee category (Custodians, Teachers, Support Staff, etc..) participated in committees which developed the OSSU supervision and evaluation protocols and job descriptions. Teachers, staff, and curriculum coaches serve on committees to develop and implement curricular changes (literacy, mathematics, and now science). The OSSU has highly active Grade and Department Teams which meet at least twice a month to review and feed-back on school-related issues. The OSSU has a CAR (Curriculum, Assessment and Reporting) Committee with teacher and staff representatives which reviews and approves all curricular proposals. Finally, each school has regular staff meetings to discuss school and district-related issues.
I report compliance.
Interpretation: I interpret unprepared to mean staff are not informed and trained in the emergency response procedures. I interpret “emergency interpretations” to be conditions that threaten the safety and well-being of any student or member of the district staff.
Rationale: It is essential that clearly written procedures are implemented and communicated to all staff regarding emergency responses to unexpected situations. Only through explicit discussion and review will our staff be prepared to effectively manage emergency situations.
Evidence: Emergency response procedures are in place and displayed on the OSSU website. Emergency drills and training are conducted on a regular basis (monthly) as required by law. Emergency response summaries are posted throughout schools and classrooms. Last year, RUHS experienced a fire in one of its student bathrooms. The emergency response system was activated and implemented, in conjunction with Fire, Police, and Ambulance services, without delay and highly effectively. Communications with all parties, including parents (through Alert Now) and local media were proactive and effective in deescalating the situation to all possible extent. Finally, the damage caused by the fire was largely mitigated due to the speed and effectiveness of the systems response to the emergency.
I report compliance.
Policy Wording: with respect to the treatment of paid and volunteer staff, the superintendent shall not: (1) operate without written personnel rules that (a) clarify rules for staff, (b) provide for effective handling of grievances, and (c) protect against wrongful conditions; (2) Discriminate against any staff member for non-disruptive expression of dissent; and (3) Allow staff to be unprepared to deal with emergency situations.
Interpretation: I interpret compliance to mean that all provisions of the policy wording have been met.
Evidence: All provisions of the policy are in compliance.