Board Policy is available to any employee by accessing the Farmington Municipal Schools Website at http://www.fms.k12.nm.us
EQUAL OPPORTUNITY EMPLOYER
The Farmington Municipal School District will select individuals for employment based on educational background and professional competence. All hiring, promotion practices, and other terms and conditions of employment shall be maintained and conducted in a manner which does not discriminate on the basis of race, color, sex, religion, national origin or political affiliation in violation of Title VII of the Civil Rights Act of 1964, as amended.
The Human Resource Office will conduct a routine NCIC background check on all prospective employees through the local police department. In addition, the State of New Mexico Public School Code 22-10-3.5 requires all public school employees to submit to background fingerprint checks if hired after July 1, 1998.
The Superintendent of Schools must approve all recommendations for employment.
A licensed/certified employee refers to an employee that must hold a license from the New Mexico Public Education Department. This includes but is not limited to: teachers, educational assistants, nurses, counselors, ancillary staff, and administrators. A licensed/certified teacher is exempt from overtime or comp time based on FLSA (Fair Labor Standards Act). Educational Assistants while licensed by the NMPED, are non-exempt and are eligible for overtime or comp time.
A non-licensed/non-certified classified employee refers to an employee that is not required to hold a license from New Mexico Public Education Department. A classified employee is eligible for overtime or comp time based on FLSA and may include but not be limited to: clerical, maintenance, and custodial.
Administrators, principals, district wide managers and supervisors are considered administration. Administrators are not eligible for FSLA and have no due process rights upon termination.
Full or part-time certified licensed administrators must possess or be qualified to obtain a valid New Mexico administrator’s license. Classified/non-licensed administrators, district wide managers and supervisors must meet district criteria.
Full or part-time certified instructors must possess or be qualified to obtain a valid New Mexico teaching license and be Highly Qualified or endorsed in the area of assignment.
Full or part-time educational assistants must possess or be qualified to obtain a valid New Mexico license for Educational Assistants as well as Substitutes license. All educational assistants must be Highly Qualified by college coursework or taking the ParaEducator test.
Applicants will be screened, interviewed and processed by the school or department for which they are being hired. The Superintendent of Schools may require, at the district’s expense, a physical examination of an existing employee or applicant prior to employment.
*Notice of reemployment (contracts) or notices of termination will be issued to returning instructional staff on or before the 14th calendar day before the last day of school. The signed Letters of Intent, whether accepted or rejected, must be returned to the Personnel Office within 15 days or the contract will be considered rejected.
Contracts will be available as soon as possible for returning instructional staff. Contracts must be signed and returned to HR office prior to the first day of school. Once a contract has been issued, any changes will be made by addendum.
Employees new to the district will receive their official contract the first of September. Those contracts need to be signed and returned to HR office ASAP. Any change to an employee’s record that might affect a change in the salary schedule must be submitted to the Human Resource Office NO LATER THAN October 1. For employees that start after the first of the school year, 30 days will be granted to obtain transcripts.
Instructional staff works a 7.5-hour day. Most teachers must arrive for duty at least thirty minutes before the first class begins and remain after school at least thirty minutes following the end of the last class of the day. Schedules are developed by schools and may include modifications to accommodate meetings and special events.
In addition to the regular duties of an instructor, principals may assign other duties, when needed, to ensure adequate student supervision. Employees will be expected to participate in in-service activities for improvement in instructional techniques and are encouraged to participate in and contribute to local and other educational meetings.
Classified staff such as custodians, maintenance and grounds and ancillary staff such as speech pathologist, occupational therapy and physical therapy work an 8 hour day.
EMPLOYMENT OF RELATIVES
Whenever possible, spouses and other relatives employed by Farmington Municipal Schools will be assigned to different administrative units.
ABSENCE AND SUBSTITUTE HOTLINE 1-505-516-0273 or fms.eschoolsolutions.com
All employees (except custodians and bus drivers) will call or log in to the substitute hotline to record their absences even those whose position does not require a substitute. When a substitute is needed, the system will start calling either from 6–9AM or 6-9PM. The sub system will call for same day absences in the morning and future absences in the evening. IF an employee is unable to access the system, they need to notify the school secretary or administrator who will be able to enter the absence. An employee may call the system up to two months in advance for future absences. Secretaries are not to put in absences except in extreme emergencies. The secretaries are to verify that all staff has reported their absence. Not putting in an absence is considered unlawful and could cause discipline of the employee up to and including termination. It is a fourth degree felony to be paid for time worked when the employee was not actually working (NMAC 30-23-2).
Vacancies may be open to reassignments within the district, school or program before outside applications are considered. Openings will be posted on the FMS website. Principals, however, do not have to accept a transfer over an outside candidate. Principals are instructed to hire the person that is best for the position. Emergency transfers or reassignments may occur from when staffing needs dictate reassignments and transfers.
All staff may be reassigned within the building or to another building in order to serve the best interests of the school district. (Board Policy 4.16)
Every instructor or administrator who serves either on a full or part time basis in the public schools of New Mexico must hold a valid New Mexico teaching license. Any person teaching, supervising an instructional program, counseling, providing special instructional services, or administering in a public school without a valid license with the proper endorsements after the first three (3) months, or 90 calendar days, of the school year shall thereafter forfeit all claim to compensation for services rendered. Rules relating to the licensure of teachers are available at the Office of Human Resources. Transcripts, licenses, and other necessary data are turned into the Office of Human Resources. Board Policy 4.3.1.
All salaries will be paid in twenty-four (24) installments for employees working the entire calendar year. There is a salary schedule applicable to all employees in the Farmington Schools posted on the website. Social Security, FICA and Medicare are mandatory for all employees.
There will be a mandatory deduction from total earnings each month to be deposited in the state retirement fund, in accordance with applicable law.
Contract employees that turn in a timesheet for extra duties must turn them in every Friday. Mileage forms must be turned in at the end of the month. Failure to turn in timesheets or mileage forms on time may mean a delay of payment.
Upon employment, the employee must choose direct deposit or pay card for salary payments. The first time an employee is paid by the district, they receive a paycheck. Subsequent payment will be made by direct deposit or pay card.
Employees will be paid on the 5th and 20th of the month. If the 5th or 20th day of the month should fall on a weekend or holiday, paychecks would be distributed on the previous working day. Distribution of administrators’ checks will be according to the length of contract. Check with HR if you work a calendar other than 185 instructional calendars of 256 full time/full year calendars.
CREDIT FOR EXPERIENCE
New teachers will receive credit on the salary schedule for all previous verifiable teaching experience. This will include all public schools, accredited private schools and colleges as long as the teacher held a teaching license at the time of teaching. Experience must be verified by October 1. Those starting after the beginning of the school year will have 30 days to have previous experience verified. Board Policy 4.10.2.
Experience for teaching at the college or university level will be granted on the district salary schedule if the employee held a teaching license at the time of employment at the college level. The same criteria above will be used to determine how much experience is allowed. Teaching fellowships and internships do not apply.
Credit for Experience is available to non-licensed employees based on verification from the previous employers as long as the tasks are the same or similar to those you will provide for the district.
CREDIT FOR ADDITIONAL EDUCATION
Credit on the salary schedule will be given for hours earned at an accredited college or university. The courses must be a part of the employee’s professional growth. Transcripts must be submitted to the Human Resource Office by October 1 for the increase to be included on the new contract.
PED Tier Licensure Information for Teachers
Farmington Municipal Schools supports teacher movement on the PED Tiered Licensure Framework. Salary schedules are developed in accordance with the training and experience (T&E) guidelines. Teachers have up to five years to submit a dossier for movement to Level II. If a teacher does not submit the dossier and receive a Level II license, they will not be eligible for re-employment. When a teacher reaches Level II, they have 10 years to obtain 15 graduate credits to move to BA + 15 on the salary schedule. Employee’s, who do not continue their education, are frozen at this step on the salary schedule.
After moving to BA + 15 a teacher has a total of seventeen years to obtain an additional thirty graduate credits to move to a BA + 45 on the salary schedule. Employees who do not continue their education are frozen at this step on the salary schedule. It is not mandatory for a teacher to move from Level II to Level III.
To move to Level III a teacher must obtain a Master’s Degree or National Board Certification. It makes sense to use the acquisition of hours while working on a master’s degree.
INSURANCE INFORMATION – for specific information see Board Policy Group Insurance
Employees who work twenty (20) hours or more per week and are contracted hourly are eligible for group insurance benefits. Employees who work thirty (30) hours or more per week and are contracted hourly are eligible for medical benefits.
Participation in group insurance is optional. Employees may participate in group policies approved by the Board of Education. Insurance companies involved are those approved by the Board of Education and the Board determines the scope of insurance coverage under group plans yearly during the budget preparation process.
The employer pays the premium under the group insurance policies partially from its funds and partially from funds contributed by employees. The employee’s contribution is a fixed monthly rate determined by his/her income. Percentage is subject to change based on district budget committee recommendations.
Salary District % for Medical
Less than $15,000 76.44% of the premium
$15,000 through $19,999 71.73% of the premium
$20,000 through $24,999 67.02% of the premium
$25,000 or over 62.31% of the premium
Percentages are slightly different for Dental and Vision. See Benefits secretary for more information.
Types of Insurance available include: Health Care and Dental/Vision Care
Employees who work thirty (30) hours or more per week are also eligible for the following: Basic Group Life – provides low cost protection in the event of the employee’s death – employee pays part of the premium (see Schedule of District Participation under Insurance Information above) Short/Long Term Disability (salary continuation) – provides an income if the employee is disabled from an accident or illness. Employee pays part of the premium (see Schedule of District Participation under Insurance Information above) Optional Employee Life and Accidental Death/Dismemberment – provides low cost protection in the event of the employee’s death. Employee pays 100% of the premium.
Optional Dependent Life and Accidental Death/Dismemberment – provides low cost life insurance for the employee’s spouse and dependent children. Employee pays 100% of the premium.
These insurance options can all be provided through payroll deductions. However, if the employee is on approved leave without pay, he/she must pay his/her own insurance premiums until returning to the school payroll.
Farmington Municipal School District has a Section 125 (Cafeteria Plan) available to eligible employees. Participation in the Plan will benefit the employee by allowing approved deductions (group insurance premiums, child- care expenses, and unreimbursed medical expenses) to be subtracted from taxable wages for income and social security tax purposes. The District saves the cost of social security benefit matching. Employees may sign up for participation in February through March with April 1st being the beginning of the Plan year. Participants must remain in the plan, with the deductions selected for the full plan year unless there is a “change in family circumstances”. For more information about the Cafeteria Plan, contact the Benefits Office.
Farmington Schools has authorized companies who may sell tax-sheltered Annuities. Contact the Benefits Office for more information.
All school employees are covered by a policy under the Worker’s Compensation Act. This covers accidental injuries arising out of, and in the course of, employment. It is normally only in force during the working day. An employee who is at a location other than his or her normal place of work, or is on sanctioned school business at a time other than the regular work day, is covered provided the location and time are a part of his/her job and if he/she is officially on duty for the school system.
Any injury, no matter how slight, must be reported as soon as possible to the principal or supervisor, who records it. You are not eligible for compensation if the accident is not reported. Each employee who has an on-the-job injury and is in need of medical care is to report to Reliance Medical Group.
If an employee elects to accept his/her salary or sick leave benefits rather than Worker’s Compensation indemnity benefits, he/she is expressly giving up his/her right to receive Worker’s Compensation indemnity benefits, which an employer is obligated to pay. The employee will not be giving up his/her rights to medical benefits as provided by law. The form for selecting his/her choice is available in the Principal’s or Supervisor’s office. Questions should be directed to the Human Resources Department.
SCHOOL DISTRICT LIABILITY INSURANCE
The school district carries liability insurance on all employees. The coverage is in accordance with State Law. The general insurance components covered by the school district for all employees are:
LEGAL DEFENSE – provided if the employee and/or the district are sued while in the line of duty and acting within school board policies and regulations.
AUTOMOBILE LIABILITY – is extended to employees who are approved and authorized to drive school vehicles. Limits of liability conform to the tort Claims Act and are $300,000 per person, $750,000 per accident, and $100,000 property damage.
GENERAL LIABILITY – covers personal negligence that would cause bodily injury or property damage to students or members of the public while in the line of duty. It also covers disciplinary actions including corporal punishment administered within School Board policies. Limits of liability are $400,000 per person, $750,000 per occurrence, and $100,000 property damage.
General liability also covers suits arising from alleged violation of civil rights, personal injury, such as slander or libel, or acts of errors and omissions (insured’s performance or failure to perform official duty within the scope of his/her employment).
Exclusions to the errors and omissions coverage are claims involving bodily injury, death, property damage, risks covered under other State required insurance, illegal personal profit, and dishonest or criminal acts.
There is unlimited coverage on Civil Rights Actions, personal injury, and errors and omissions.
LEAVE of ABSENCE INFORMATION – for specific information see Board Policy
Forms for leave are available in each school office or in the Human Resource Office.
Employees that are eligible for benefits are eligible for leave. Employees are credited at the beginning of each contract year with leave to be used for illness and personal business. Leave, except for illness, must be requested in advance to the immediate supervisor for reasons such as accidents, court appearances, religious holidays, business matters, legal matters, weddings, funerals, graduations, situations over which the employee has no control which delay or prevent his/her appearance, or other cases of a similar nature. Please note that recreational activities are not acceptable reasons for personal leave. Please see Board Policy for further information.
Unused leave will accumulate each year and be available as sick leave only.
The number of days (converted to hours) of leave credited each year is based on the number of contract days an employee is expected to work (based on 7.5 hour day):
Nine-month employees (180-185 days) Ten-month employees (186-200 days) Eleven-month employees (201-221 days) Twelve-month employees (256/260 days)
12 days or 90 hours—-13 days or 97.5 hours
14 days or 105 hours—15 days or 112.5 hours
An employee working only part of a contract year will receive a prorated number of sick leave days/hours based on the portion of the year he/she is employed by Board Policy 4.42.1.
Immediate Family – The Immediate Family is defined as the employee’s spouse, child, father, mother (or foster father or mother), father-in-law, mother-in-law, brother, sister, grandparents, grandchildren, brother-in-law, sister-in-law, aunt, uncle, niece, nephew, or any other relative of the employee living in the immediate household of the employee.
FMLA is more restrictive in their definition of “immediate family”. Under FMLA, immediate family members include the employee’s spouse, children under the age of 18 and biological parents.
SICK LEAVE BANK
Employees may join the Sick Leave Bank by contributing two days of sick leave the first year of membership and one day for the next two years. This is to provide an employee additional sick leave in case of catastrophic illness or extended treatment. Employees that have donated 4 days will automatically be members of the Sick Leave Bank from year to year. Details can be found in the Board Policy
FAMILY MEDICAL LEAVE
If you have worked for the district for 1 year, you have a right under the Family Medical Leave Act (FMLA) for up to twelve (12) weeks of unpaid leave in a twelve (12) month period for the reasons listed below:
The birth of a child, or the placement of a child with you for adoption or foster care; or A serious health condition that makes you unable to perform the essential functions of your job; or
A serious health condition affecting your spouse, child, or biological parent for which you are needed to provide care.
Also, your health benefits must be maintained during any period of unpaid leave under the same conditions as if you continued to work, and you must be reinstated to the same or an equivalent job with the same pay, benefits, and terms and conditions of employment on your return from leave. If you do not return to work following Family Medical Leave for a reason other than (1) the continuation, reoccurrence, or onset of a serious health condition which would entitle you to FMLA leave; or (2) other circumstances beyond your control, you may be required to reimburse the district for our share of health insurance premiums paid on your behalf during your FMLA leave.
All accrued leave/vacation must be used for FMLA leave. When all leaves are exhausted, your current contract will be paid out. Upon return from FMLA leave, a continuation contract will be issued for the remainder of the contract year or you may be on a timesheet depending on the time of year of your return
Board Policy 4.20.
Please see additional information on FMLA leaves in Board Policy 4.42.12
Bereavement leave of not more than three days, with pay, may be granted for each death in the immediate family. Principals and/or supervisors may extend bereavement leave from 3 – 5 days depending on circumstances such as long distance travel or sole responsibility for legal issues. The Human Resource Office must be notified of the extension. Board Policy 4.42.5.
Professional leave of absence is granted to school employees for absence that is required because of approved professional commitments and is in the best interest of the school district. The request for professional leave must be submitted on the appropriate form to the building principal and/or supervisor for permission and approval of expenses. Board Policy 4.42.8
Employees called to serve on jury duty will be given leave, on written request, for the required term of duty. During the absence the district will pay the employee’s regular salary. When the employee is released from jury duty, he/she will remit the endorsed check(s) for the amount earned as juror to the Business Office within a week of receiving them. The employee will keep any mileage expenses received while on jury duty. Board Policy 4.42.7.
LEAVING EMPLOYMENT REDUCTION IN FORCE (RIF)
A reduction in staff members may be necessary because of declining enrollment, a decrease in revenue, or a change in state requirements. When RIF is necessary, the overall education program is considered, as well as professional employment. Criteria used will include length of contract service, seniority in the building, seniority by grade level in the building, and competence in service including licensure in the subject and experience in teaching the subject. If two teachers are at the same level, their years of experience, number of post-secondary hours in the subject taught, and the principal’s recommendation will be taken into consideration Board Policy 4.19.
If staff attrition occurs during a RIF, an attempt will be made to retain all personnel.
All new eligible employees are members of the New Mexico Educational Retirement system and are required to pay a non-refundable $5.00 membership fee. The fee is paid only once and is deducted from the first paycheck. Members contribute, through payroll deduction, a percentage of their total earnings, as determined by current law.
Further information and guidelines published by the Educational Retirement Board of New Mexico are available on the web site (http://www.nmerb.org) or by calling- Santa Fe 505.827.8030 Albuquerque 505. 888.1560 Las Cruces 505.647.3313 Toll Free 866.691.2345
Personnel qualifying for retirement, who have been employed in the Farmington Schools, should submit to the Personnel Office by the first day of employment, unimpeachable evidence of their birth dates, so that the proper information is on file when their retirement is being planned.
Certified Licensed – Employees should deliver a written notice of resignation to the Superintendent of Schools and his/her principal/supervisor at least thirty (30) days prior to the expected date of resignation. Such notice shall state the specific reasons for the resignation. If prior notice is not given, the Superintendent of Schools may file a written complaint with the State Secretary of Education requesting a suspension or revocation of their license.
Classified Licensed and Non-licensed – A classified licensed and non-licensed employee wishing to resign must inform the Superintendent of Schools and his/her principal or supervisor, in writing at least two weeks prior to the expected date of resignation through the Personnel Office. Failure to file the required notice will result in the Superintendent of Schools not considering him/her for re-employment at a later date. Such notice shall state the specific reasons for the resignation.
Licensed – Termination of licensed employees will conform to the State Board of Education standards found in the Board Policy 4.2.5.
Classified – During the ninety (90) day probationary period, a new classified employee may be dismissed by the Superintendent of Schools without right to appeal. Only the Superintendent of Schools may dismiss a classified employee under contract for just cause. Cause will include, but not be limited to, unsatisfactory, uncorrected work performance, insubordination, discourteous, offensive, or abusive conduct or language toward others, dishonesty or theft, being under the influence of alcoholic beverages or controlled substances in the workplace. The employee, upon evaluation, will be notified of needed improvements in work performance and given twenty (20) working days to show improvement, after which, he/she will be re-evaluated. If there is not sufficient improvement, the employee will be given notice of termination. See the Board Policy 4.2 for specific information and guidelines.
Instructors – the building principal and/or assistant principal will conduct evaluations of teachers. The definition of required competencies, the identification and definition of additional competencies, and the formulation of the evaluation documentation for teachers and other licensed employees were established by the Public Education Department.
Teachers will be observed and evaluated three times a year. Building administrators will do walk-throughs frequently. All licensed employees will be on a Professional Development Plan (PDP) at all times. For a detailed description of the teachers’ evaluation process, consult the Farmington Municipal Schools Teacher Evaluation Process Manual.
Principals – will be the responsibility of the Superintendent and Deputy Superintendent.
Educational Assistants – the building principal will do a performance evaluation for educational assistants yearly. The principal may request input from the cooperating teacher.
Non-licensed/Classified – new employees or those reappointed to a new position with a twelve-month contract will serve a ninety (90) workday probationary period during which he/she will be evaluated. At the end of the probationary period, the employee and supervisor will discuss the standards of performance and behavior required and the supervisor will recommend formal employment or termination. The immediate district-wide manager or supervisor will evaluate all classified staff yearly.
The Human Resource Department maintains a master file for all employees. You may review materials that have been placed in your file after employment by requesting a review from the Executive Director of Human Resources. Personnel files may not be removed from the Human Resource Office, Board Policy 4.50.
The district provides a mentoring program for all teachers new to the profession. A mentor will be a Level II or Level III teacher in the same grade or subject matter if available. All mentors have been trained. Mentors will not provide any information to principals that would be used in the evaluation.
INSTRUCTIONAL IMPROVEMENT GRANTS
Innovative teachers and principals have the opportunity to apply for funds that are set aside annually (depending on their availability) for competitive grant proposals to implement creative programs. A copy of protocol for applying for a grant is found in each school. Talk to your supervisor. ALL grant proposals must be presented and approved by the grant committee.
FOUNDATION FOR EDUCATIONAL EXCELLENCE
The Farmington District has a private foundation for financial support of excellence in education. The funds of the Foundation for Educational Excellence may be awarded to those educators for innovative classroom projects, to award distinguished educators, for student scholarships, for acquisition of specialized lab equipment and for underwriting special events. The Foundation also provides sponsorship for student participation in academic contests, professional coaching of academic teams and to provide matching funds for business contributions.
IMPORTANT POLICIES REGARDING CONDUCT
All district employees are held to the Code of Ethics and Conduct
Farmington Schools requires their employees to have “business professional” appropriate dress on Monday-Thursday. “Business Casual” is allowed on Fridays with the supervisors consent.
TOBACCO USE POLICY
Farmington Schools have a policy of tobacco-free buildings, vehicles and grounds for students, teachers and the public. The District will assist those employees who wish to receive treatment for addiction to tobacco. Any individual interested in receiving such help may contact the Employee Assistance Program. Board Policy 4.54.
DRUG AND/OR ALCOHOL ABUSE POLICY
Employees that have a drug and/or alcohol problem that may affect their performance should self-report and seek assistance. If an employee violates the policy and is found to be under the effect of drugs or alcohol during work hours are subject to discipline up to and including discharge or termination. The district may request an employee to submit to drug or alcohol testing. Failure to cooperate in the testing may be considered an admission of guilt. Board Policy 4.55
SEARCH OF EMPLOYEE SPACE AND POSSESSIONS
Farmington Municipal Schools reserves the right to search an employee’s person and or personal effects, vehicle and workspace. Board Policy 4.55.2
EMPLOYEE ASSISTANCE PROGRAM
In recognition that many kinds of personal problems may affect an employee’s job performance, employees and their families are eligible for confidential assistance from the Employee Assistance Program. Assistance is available for problems that may be affecting health, working relationships, and/or quality of work. The EAP functions either directly or through a referral system to help employees with the following problems: emotional, drug abuse, financial, marital conflicts, family conflicts, stress, alcoholism, and other specialized areas. Please call Executive Director of HR at Ext. # 1510 Board Policy 4.55.4
The Board of Education Policy forbids discrimination against any employee, or applicant for employment, on the basis of sex, nor will it tolerate sexual harassment activity by any of its employees. Sexual harassment is defined, and the procedure for reporting it, can be found in the Board Policy 4.61.
No employee or employee organization shall interfere with, intimidate, restrain, coerce, or discriminate against any employee because of the exercise of the employee’s rights as described in these policies or as set forth in the laws of the State of New Mexico or of the United States of America. Farmington Schools will not tolerate victim-based misconduct by students or staff. Board Policy 4.62.
Farmington Municipal Schools respects all employees and attempts to provide a safe and supportive work environment. Therefore, no bullying by staff or students to other students or staff will be tolerated. If you are being bullied or witness an employee engaging in bullying behaviors, you are required to report to your immediate supervisor or the Assistant Superintendent of Human Resources. More information can be found in the Board Policy 4.62.
Farmington Municipal Schools provides staff with access to technology and expects staff to use it appropriately. Cyberbullying will not be tolerated. Cyberbullying is electronic communication that:
- Targets a specific staff person with intent to harm
- Is published with the intention that the communication will be seen or disclosed to the targeted staff
- Is in fact seen or disclosed to the targeted staff, and
- Creates or is certain to create a hostile work environment that is so severe or pervasive as to substantially interfere with the targeted staff work performance
If a staff person becomes aware of cyberbullying between staff, they are to report it immediately to the supervisor.
Regarding Students: Cyberbullying is prohibited by students. Staff are to immediately report to administration alleged or suspected incidents of bullying (cyber or otherwise) between students. Each school is required to have a comprehensive written building prevention and response plan to assure students are in a safe environment.
The Board of Education acknowledges the need to provide a working environment that is safe, secure, and non-threatening. Employees should take reasonable and appropriate actions to discourage assault as a means of settling personal, social, or academic differences and they should protect themselves from impending assault. If an employee is assaulted, he/she should report the assault following the procedure outlined in the Board Policy 4.63.
All district employees, students, patrons and vendors are entitled to work and study in school-related environments that are free from sexual exploitation. Therefore sexual exploitation or violence by any officer, employee, student, or other person having business with the district is prohibited. Sexual exploitation is any sexual advance, request for sexual favor or sex-based behavior. Board Policy 4.64
Any employee who believes there has been a violation or misapplication of board policy, or administrative rules or procedures, that has directly and adversely affected that person, has a right to file a grievance, under this policy, to seek proper relief and application of the policy in question. Board Policy 4.65.
If you have a complaint that would not qualify as a grievance but you feel it should be reported, visit with your administrator or the Human Resource Office.
TECHNOLOGY SECURITY POLICY
This security policy defines acceptable & appropriate use of information systems available within the Farmington Municipal School District (computer, network, phone, voicemail, fax, etc.). All staff, students and visitors’, acceptance and compliance with this security policy is required in order for them to be authorized to access the information systems within the FMS district. The document also serves as an aid in understanding some of the basic technologies, practices and protocols in use within the FMS district. Violation of the Technology Security Policy many result in discipline up to and including discharge/termination. See the Technology Security Policy in the Appendix of Board Policy.
STAFF INVOLVEMENT IN DECISION MAKING
Involvement in decision-making is highly encouraged in the Farmington District. Meaningful opportunities exist through numerous decision-making committees at the district level, such as Professional Learning Communities, Goal Teams, Building and District Budget Committees, Textbook Selection Committees and Curriculum Committees. In order to participate in one or more committees, contact your building supervisor.
All volunteers are required to have a background check, complete training and sign an agreement regarding the expectations of a volunteer. Please refer all requests to volunteer to your principal or supervisor.
HOW FARMINGTON SCHOOLS COMMUNICATES
Employees of Farmington Schools are expected to communicate positively regarding the district, staff and students. There are many ways in which the district communicates with staff, students and the community.
- District Webpage
- Board minutes
- Automated phone calls
- Monthly School Newsletters
- Parent Advisory Committees
- Representation on Community Committees (Chamber of Commerce, Rotary, Kiwanis, San Juan College, etc.)
- Speakers – various personnel serve as speakers for parent/teacher groups and community service groups.
- Special Events – Flyers are sent to all residents and taken home by students. Information is given through newspaper advertising, radio/television spot announcements, and posters in local businesses and recreational centers.
- City and College Officials – information about the district and calendar data are provided for the city and college officials. Community Officials’ Night is held annually to provide recognition for these officials’ contributions to the school district and their individual communities.
- Strategic Plan – staff members work with community members to gather and update historical and other information for a report which is made available to residents for their review. This Strategic Plan was designed to assist the Board of Education in making program, facility, and financial decisions for the future.
- New Residents – information and tours of the various schools are available for prospective district residents.
PREPARATION FOR SUBSTITUTES
Research states that a student K-12 will have a substitute for 1 full year of their academic lives. If you are a teacher, it is your responsibility to facilitate success for a substitute by leaving lesson plans, class lists, materials and a schedule in a location where it is easily found.
Because most absences are due to illness and not planned, you must be well organized and plan ahead. Lesson plans that are complete and detailed provide the substitute with a better understanding of your intent for each lesson. Calling or logging into the substitute hotline at the earliest time possible will allow a substitute to plan for your class. Substitutes are trained by the Human Resource Staff when they enter into employment with Farmington Municipal Schools. A yearly refresher is provided at the beginning of each school year to update substitutes on any new information that is necessary for completing their job.
Currently substitutes are instructed to:
- sign in at the office when they enter a building and check out at the office when leaving
- arrive a minimum of 15 minutes before the school bell
- assume all duties for the teacher including bus duty, playground duty, etc.
- supervise students
- take attendance on the computer (talk to building secretary for instructions)
- follow lesson plans as best they can
- report the lack of lesson plans/materials to the administrator
- keep doors open and lights on at all times
- notify surrounding teachers of their presence
- do not show a video
- keep information confidential – if a concern arises, info should be shared with administration in the building but not with those outside the school
Substitutes should never:
- Yell at students
- Touch students inappropriately including but not limited to: hitting, pinching, grabbing, fondling, etc.
- Turn off lights in the classroom and/or close the door
- Be negligent in supervision including but not limited to: use of cell phone, conversing with other staff, reading personal materials, etc. If you have a good experience with a substitute, you are encouraged to share your information with the substitute, your principal and the Human Resource Office.
- If you have any problems with a substitute, you are encouraged to report your information to your principal. The principal may choose to have a conversation with the substitute and/or report to the Human Resource Office depending on the nature of the problem.
A regular volunteer/chaperone is any volunteer who routinely volunteers in the school or a program including but not limited to meeting the following criteria: has a specific job description, specific duties and time commitment, have direct supervision responsibilities of students.
Spontaneous volunteers are not subject to these rules, but spontaneous volunteers must be supervised at all times by an employee or regular volunteer of the school district or charter school. Spontaneous volunteers are those volunteers who may occasionally volunteer in the school or on a field trip.
Prior to any volunteer duty, trip, or other type of event, volunteers/chaperones must have completed a background check through the school district.
Examples of volunteers and spontaneous volunteers:
|Parent who is fulfilling the duty as a chaperone and is supervising students||Yes|
|Parent who reads to students in the hall with no teacher present||Yes|
|Parent who volunteers (once or twice) in the classroom with teacher present at all times||No|
|Parent who attends a field trip with no supervisory role ñ ie. meets the class (walks with class) at the destination and observes (is not a chaperone)||No|
|Book Fair, Science Fair, Plays||No|
As a general rule: If the volunteer is never alone with students and does not volunteer on a regular basis, they do not need a background check.