Every community takes pride in its schools and the Cripple Creek-Victor School District is no exception. Around the turn of the century there were five schools in Cripple Creek, including a school in Lawrence, Mound City, Arequa Gulch, Hull's Camp and in Anaconda. Victor schools were opened one year later.
Teller County separated from El Paso County in 1899. The District was organized for business on May 9, 1898. One of the first things accomplished was the adoption of a free textbook system.
The first Cripple Creek High School was erected in 1897. The gym, math, and science rooms were added to the structure in 1899.
The cornerstone of the Victor High School bears the date of August 21, 1899. Other Victor schools included Lincoln, Washington, and Garfield schools.
In 1900 there were fewer than 5,000 high schools in the United States. This area's schools were rated among the best in the nation.
In 1900 there were 104 teachers in the Cripple Creek School system and in 1905 the system had 120 teachers. Schools in Independence had five teachers. Anaconda, Spring Creek, Altman, Cameron, Gillette, and Goldfield each had three buildings. The school in south Goldfield had an attendance of 600 students.
Attendance in the Cripple Creek and Victor High Schools continued to climb to a high of 269 in Cripple Creek and 280 in Victor in 1915. At the beginning of World War I many people left what has been called "The World's Greatest Gold Camp." Following World War I, there was a renewed interest in gold mining and enrollment again reached the 200 level. By 1970 there were only 169 total students in the Cripple Creek-Victor School District. At this time, the elementary school for the district was located in Victor and the High School was located in Cripple Creek. Enrollment had increased to a total of 311 students in the district by 1987.
On April 1, 1975, a bond issue was passed approving a bond of $1,800,000 for the construction and equipping of a new K-12 grade complex for the district. The facility was dedicated on January 11, 1976.
On April 20, 1988, the Board of Education approved the purchase of a modular building to house two additional classrooms. The old gymnasium was purchased for use as a bus garage and storage area.
In 1992, the Board contracted to remodel the interior of the K-12 complex. A new library area, additional classrooms, and an unfinished lower level were constructed. In January 1995, the lower level was finished and opened as classrooms for junior and senior high school students.
A bond issue was passed in November 1994 to build Cresson Elementary School. Cresson Elementary is a K-6 facility and also has a preschool program. Cresson Elementary was dedicated in the fall of 1996.
An Alternative Educational School housed within the secondary building was implemented in November, 1999, specifically designed for students who are unable to adapt to the regimen of a traditional school setting. The funding for the Mountain Alternative school was made possible through a grant provided by the Community of Caring Foundation.
November 2007, voters approved a bond to remodel and update the secondary school building.
EDUCATIONAL PHILOSOPHY
Cripple Creek-Victor School District RE-1 has the purpose and responsibility of preparing our children and youth to be self-sufficient, contributing members of our democracy.
We believe in the uniqueness of each human being and recognize the need for development of a positive self-image within each person. The school environment shall be created on the basis that learning is a uniquely individual process. The spontaneously developing human being has basic needs: the need for security, biological needs emotional needs and intellectual needs. All these needs must be satisfied, both at home and at school, if the child is to develop into a well-integrated individual, self aware and able to adapt effectively to the accelerated changes of the world in which he lives.
To this end, the school must:
1. Provide an atmosphere where happiness, joy, laughter, love, pride, honesty, and satisfaction are recognized rights of children.
2. Offer a climate of security, acceptance and encouragement.
3. Recognize and provide for mental and physical growth of each student.
4. Respect the qualities of the individual student and help to recognize and develop these qualities.
5. Allow for the expression of the student's feelings, emotions, and personal values.
6. Accept and enhance each student's intellectual curiosity.
7. Offer each student the widest possible exposure to concepts, materials, personalities, techniques, and curricula.
8. Be receptive to needed change.
To these ends, we assign the highest priority.
“Achieving Excellence One Student at a Time”
SECTION 1: GENERAL INFORMATION
ATTENDANCE FOR TEACHERS
Teachers are required to be at school by 7:30 a.m. and may leave at 4:15 p.m. unless otherwise required by the administration.
When a substitute is necessary, contact Rhonda McGee at 689-2667 (high school) or Wanda Spoerl at 689-2414 (elementary) by 6:30 A.M. of the morning a substitute is required if prior notice is not possible. If Wanda is not available, elementary teachers should contact Martha DeJesus (687-9878). If Rhonda is not available, high school teachers should contact Joan Rook (748-3476).
All regular teachers have the responsibility of making the following preparations for substitute teachers:
1. Explain where seating charts and lesson plans may be found. Be sure to include an explanation of any special duties, such as supervision, class meetings, assemblies, and other duties.
2. Leave instructions for fire drills.
3. Be sure to explain how to take role and complete the lunch count.
4. The procedures for the class and expectations for student behavior should be included.
5. Aides and class helpers should know what assistance they could give a substitute. There should be a note to the sub with the names of pupils who are dependable and reliable in each class.
6. Regular teachers should remind students that they should show the substitute the same kind of respect & cooperation they would the regular teacher.
7. As much as possible, teachers should plan to continue their classroom assignments when they are absent. Games, puzzles, and free days lead to disruption and tell the student that the work you left is of no importance. Therefore, students will not show up for class. It is always better to leave lessons that have some accountability such as exercises or an assignment that is collected at the end of the period
8. It is required for all teachers to have on file in the principal's office a set of emergency lesson plans.
9. Teachers are expected to keep all of the above mentioned pertinent information in a substitute folder current and updated as the need arises during the year.
Upon returning from an absence, a teacher must fill out an employee absence form and return to Rhonda or Wanda in the office for the purposes of record keeping and payroll information. If at all possible, the employee absence forms should be filled out before the absence. Absences not covered by accumulated leave will be deducted from the following month’s reimbursement.
ACCOUNTABILITY COMMITTEE
The purpose of this group shall be to act in an advisory capacity to the Cripple Creek-Victor School District Board of Education and to perform those tasks directed to it by the Board of Education in accordance with Colorado State law. Members shall be appointed by the Board of Education for three-year terms. Membership should be representative of as many segments of the community as can be identified, including, but not limited to: students; staff; parents; social, racial, & ethnic groups; and taxpayers.
ALCOHOL USE AND/OR DRUG ABUSE BY STAFF MEMBERS
It is the goal of the Cripple Creek - Victor Schools to provide a safe and drug free learning environment for staff and students. The school and adjacent grounds is a drug-free zone in compliance with Federal Law. Staff or students will not bring, use, sell or distribute illegal controlled substances in the drug-free zone. Neither staff nor students will come to school under the influence of these substances.
The unlawful manufacture, distribution, dispensing, possession or use of alcohol or a controlled substance is prohibited in the Cripple Creek-Victor School District. This policy shall apply to all school district employees.
Observance of the policy is a condition of employment. A violation shall subject the employee to appropriate disciplinary action, which may include termination and referral for prosecution. Alternatively, the employee may be allowed to participate in an approved drug or alcohol abuse assistance or rehabilitation program in accordance with Board policy.
An employee knowingly in the possession of or under the influence of alcohol or any controlled substance shall be suspended immediately by his principal or supervisor if such use or possession is:
1. On school grounds, whether or not school is in session
2. At any school-sponsored or sanctioned activity or event off school property or en-route thereto
3. On the way to school
An employee shall be suspended immediately after arrest for possession or for being under the influence of a controlled substance.
After investigation, the superintendent may reinstate the employee if it appears to be in the best interest of the individual and the district. The matter must be reported in full to the Board of Education.
If the investigation causes the superintendent to continue the suspension in excess of 10 school days, the employee may request a hearing by the superintendent or his designee to be conducted in a manner to ensure that the individual suspended receives a fair, impartial hearing.
The superintendent shall establish an awareness program to inform employees of:
1. The dangers of drug and alcohol abuse
2. The Board's policy of maintaining a drug-free workplace
3. Available drug and alcohol counseling, rehabilitation and employee assistance programs
4. Penalties that may be imposed upon employees for drug and alcohol abuse violations occurring in the work place
Information about the standards of conduct required by this policy and a statement of disciplinary sanctions shall be communicated to employees in an appropriate manner on an annual basis. All employees who specifically work under a contract or grant, which is federally funded, shall acknowledge receipt of this policy and related information.
Pursuant to law, any employee who is convicted or pleads "nolo contendere" under any criminal drug statute for a violation occurring in the workplace shall notify the superintendent no later than five days after the conviction. The district has an obligation under federal law to notify the appropriate federal agency within ten days after receiving notice of such conviction if there is a relationship between federal funds received by the district and the convicted employee's work site.
BOARD OF EDUCATION
Teachers and staff, like any other citizen, may inspect minutes, review budgets, attend board meetings, ask for hearings, and present petitions for redress. Transmittal of teacher-board communications shall be via the principal through the office of the superintendent.
CALENDAR
A master calendar of all school activities is maintained in the front office of each school. To have an event scheduled, it must be cleared through the principal at Cresson Elementary and the Principal's Advisory Council for the Jr/Sr High and entered on the master calendar.
CHILD ABUSE
This school district complies with the Child Protection Statutes. To that end, school officials and employees who have reasonable cause to know or suspect that a child has been subject to abuse or neglect, as defined by statute, shall immediately report or cause a report to be made to the appropriate principal. The principal will then report the information to the Department of Social Services or local law enforcement. Failure to report suspected child abuse and/or neglect is a federal offense.
CONDUCT OF STAFF
All staff members have a responsibility to become familiar with, and abide by the laws of the state as these affect their work, the policies of the Board and the regulations designed to implement them. All staff members are to maintain a professional attitude and poise in all dealings with students, parents and peers.
Each staff member shall observe rules of conduct established in law, which specify that a school employee shall not:
1. Disclose or use confidential information acquired in the course of his employment to further improve substantially his personal financial interests.
2. Accept a gift of substantial value ($25) or substantial economic benefit tantamount to a gift of substantial value which would tend to improperly influence a reasonable person in his position or which he knows or should know is primarily for the purpose of rewarding him for action taken in which he exercised discretionary authority.
3. Engage in a substantial financial transaction for his private business purposes with a person whom he supervises.
4. Perform any action in which he has discretionary authority which directly and substantially confers an economical benefit on a business or other undertaking in which he has a substantial financial interest or in which he is engaged as a counsel, consultant, representative or agent.
The phrase "economic benefit tantamount to a gift of substantial value" includes a loan at a rate of interest substantially lower than the prevailing commercial rate and compensation received for private services rendered at a rate substantially exceeding the fair market value.
It is permissible for an employee to receive:
1. An occasional non-pecuniary gift that is insignificant in value (less than $25).
2. A non-pecuniary award publicly presented by a nonprofit organization in recognition of public service.
3. Payment or reimbursements for actual and necessary expenditures for travel and subsistence for attendance at a convention or other meeting at which he is scheduled to participate.
4. Reimbursement for or acceptance of an opportunity to participate in a social function or meeting which is not extraordinary when viewed in light of his position.
5. Items of perishable or non-permanent value including but not limited to meals, lodging, travel expenses or tickets to sporting, recreational, educational, or cultural events.
6. Payment for speeches, debates or other public events reported as honorariums.
All staff members shall be expected to carry out their assigned responsibilities with conscientious concern.
It shall not be considered a breach of conduct for a staff member to:
1. Use school facilities and equipment to communicate or correspond with constituents, family members or business associates on an occasional basis.
2. Accept or receive a benefit as an indirect consequence of transacting school district business.
Essential to the success of ongoing school operations and the instructional program are the following specific responsibilities, which shall be required of all personnel:
1. Faithfulness and promptness in attendance at work
2. Support and enforcement of policies of the Board and regulations of the school administration in regard to students.
3. Diligence in submitting required reports promptly at the times specified.
4. Care and protection of school property.
5. Concern and attention toward their own and the school system's legal responsibility for the safety and welfare of students including the need to ensure that students are supervised at all times.
A staff member may request an advisory opinion from the secretary of state concerning issues relating to conduct that is prescribed by state law.
If the district has good cause to believe that any certified staff member employed on or after January 1, 1991, has been convicted of any felony or misdemeanor (not including misdemeanor traffic offenses or infractions) subsequent to employment, the district shall make inquiries to the department of education for purposes of screening the employee.
In addition, the district may ask the person to provide information about the offense and require the employee to submit a complete set of fingerprints taken by a qualified law enforcement agency. The employee does not need to submit a new sent of fingerprints if the employee has submitted a set of fingerprints to another Colorado school district within the last two years and has given written consent for their transfer to the requesting district. Fingerprints or the written notice of consent shall be submitted within 20 days of receipt of written notification. The fingerprints shall be released to the Colorado Bureau of Investigation (CBI) for processing. Disciplinary action, which could include dismissal from employment, may be taken against licensed personnel if the results of fingerprint processing provide relevant information.
If the district has good cause to believe that any non-certified staff member employed on or after January 1, 1991, has been convicted of a felony or misdemeanor subsequent to employment, the district shall make inquiries to the department of education for purposes of screening the employee and may release his fingerprints to the CBI for processing. Depending on the results of the fingerprint check, disciplinary measures, which could include termination of employment, may be taken.
The superintendent is authorized to conduct an internal investigation or to take any other necessary steps if he receives information from a county department of social services or a law enforcement agency that a suspected child abuse perpetrator is a school district employee. Such information shall remain confidential except that the superintendent shall notify the Colorado Department of Education of the child abuse investigation.
The provisions of the policy regarding public possession of deadly weapons on school property or in school buildings also shall apply to employees of the district. However, the restrictions shall not apply to employees who are required to carry or use deadly weapons in order to perform their necessary duties and functions.
CRITICISM
Teachers or employees whose opinions differ with those of the administration or the board concerning school policy are encouraged to discuss the policy with the administration. Employee-student discussions in class that might undermine school policy cannot be tolerated.
DISMISSAL, DISCIPLINE & SUSPENSION OF PROFESSIONAL STAFF FILE: GCQF
The Board of Education shall follow procedures established by law for the suspension and dismissal of certified teachers.
Full-time probationary teachers, currently employed by the Board shall be re-employed for the succeeding academic year at the appropriate salary unless the Board does not renew the contract of such teacher pursuant to law.
The superintendent shall be authorized for good cause to suspend with pay or place on administrative leave a professional staff member as a disciplinary measure and/or pending an internal investigation when a professional staff member is accused of serious misconduct. The superintendent shall report all such suspensions to the Board at its next meeting and shall make a recommendation if further disciplinary action is warranted.
A teacher shall not be subject to any disciplinary proceeding including dismissal for actions, which were in good faith and in compliance with the district's discipline code, nor shall a contract non-renewal be based on such lawful actions.
If an employee is dismissed as a result of an allegation of unlawful behavior involving a child, including unlawful sexual behavior, which is supported by a preponderance of evidence, the superintendent is delegated the responsibility for immediately notifying the Colorado Department of Education (CDE) and for providing any information requested by the department concerning the circumstances of the resignation. The district also shall notify the employee that information concerning his resignation is being forwarded to CDE unless such notice would conflict with the confidentiality requirements of the Child Protection Act.
DRESS CODE, FILE: GBEBA
Faculty dress bears a direct relationship to classroom and school atmosphere. Faculty members should be professionally dressed appropriate to their teaching assignment. Remember that you are an important role model for our students. A complete copy of the Staff Dress Code policy is contained in this handbook.
EVALUATION FILE: GCOA
The Board recognizes that the teaching process is extremely complex and that appraisal of the process is a difficult function. It also recognizes that sound appraisal of teaching performance is critical in achieving the educational goals of the school system.
The Board expects its supervisory and administrative staffs to exert every effort to help and encourage staff members to develop their teaching personalities and instructional abilities to an optimum degree.
In keeping with state law, the performance evaluation system shall serve as a basis for the improvement of instruction, enhance the implementation of curriculum programs, and measure professional growth and development and level of performance of certified personnel. The evaluation system also shall serve as the measurement of satisfactory performance and documentation for dismissal for unsatisfactory performance.
The Board shall consult with district administrators, teachers, parents and the advisory school district personnel performance evaluation council in developing the evaluation. A process shall be developed to conduct an on-going review of the evaluation system.
The basic requirements of the evaluation system shall be:
1) The Board shall require regular evaluation of all full-time and part-time teachers by administrators or supervisors who have an administrative certificate or principal or administrator license and education and training in evaluation skills, which will enable them to make fair, professional and credible evaluations of the personnel whom they are responsible for.
2) Evaluations shall be conducted in a fair and friendly manner and shall be based on written criteria that pertain to good teaching and the staff member's particular position.
3) Standards for satisfactory performance of certified personnel and criteria that can be used to determine whether performance meets such standards shall be developed. One of the standards for measuring teacher performance shall be directly related to classroom instruction and shall include multiple measures of student performance. The district personnel performance evaluation council shall be an active participant in the development of standards of performance.
4) All evaluation standards and criteria shall be given in writing to all certified personnel and shall be communicated and discussed by the person being evaluated and the evaluator prior to and during the course of the evaluation.
5) The system shall identify the various methods that will be used for information collection during the evaluation process such as direct and informal observation and peer, parent or student input obtained from standardized surveys. All data on which an evaluation judgment is based will be documented to the extent possible and available for the teacher's review.
6) The evaluation system shall specify the frequency and duration of the evaluation process, which shall be on a regular basis to ensure the collection of a sufficient amount of data from which reliable conclusions and finding may be drawn. Probationary teachers shall receive at least two documented observations and one evaluation that results in a written report every year. Non-probationary teachers shall receive at least one documented observation each year and at least one evaluation that results in a written report every three years.
7) All written evaluation reports shall be specific as to performance strengths and weaknesses, specifically identify when a direct observation was made, identify data sources, and contain a written improvement plan. The written improvement plan shall be specific as to what improvements if any are needed in performance.
The staff member concerned shall have an opportunity to review the document with the supervisor who makes the evaluation, and both shall sign it. A supervisor of the evaluator whose signature also shall appear on it shall review the evaluation document.
If the evaluatee disagrees with any conclusions or recommendations made in the evaluation report, he or she may attach any written explanation or other relevant documentation.
8) The system shall contain a process that shall be followed when a teacher's performance is deemed unsatisfactory. In accordance with state law, this process shall provide for a notice of deficiencies, a remediation plan, and an opportunity to correct the deficiencies.
The school district shall conduct all evaluations so as to observe the legal and constitutional rights of the certified personnel. No informality in any evaluation or in the manner of making or recording any evaluation shall invalidate the evaluation. No minor deviation in the evaluation procedures shall invalidate the process or the evaluation report.
Nothing in this policy shall be construed to imply in any manner the establishment of any property rights or expectancy or entitlement to continued employment not explicitly established by statute, Board policy or contract. Neither shall this policy and/or the evaluation system be deemed or construed to establish any conditions prerequisite relative to renewal of contracts, transfer, assignment, dismissal or other employment decisions relating to school personnel.
Unless an evaluator acts in bad faith or maliciously with respect to the application of a procedure associated with the evaluation process, any misapplication of a procedure, failure to apply a procedure or adhere to a prescribed timeline shall not be an impediment to or prevent the Board from modifying an employee's contract status or assignment under the terms of employment and state law. The content of the evaluation, the ratings given and any improvement or remediation plan shall not be grievable under the district's formal grievance process.
All employment decisions remain within the sole and continuing discretion of the Board of Education, subject only to the conditions and limitations prescribed by Colorado law.
The complete policy is on file in the District office.
FACULTY MEETINGS
These are usually brief and are scheduled before or after school. At least one day's notice is given if at all possible. Attendance is required for all certified staff members unless the principal is contacted in advance.
GRIEVANCES FILE: GBM
Individual or group grievances of employees shall be resolved as follows:
1. The grievance shall first be presented in writing to the persons having direct administrative or supervisory responsibility over the work of the employee involved in the grievance. The hearing officer shall render a written decision within 10 working days. The employee may be assisted by a person of his own choosing at any step of the grievance procedure.
2. If the grievance is not solved at Step 1, the employee then may present the grievance to the superintendent who shall conduct a hearing within 10 working days of receipt of the report from Step 1 and shall render a written decision within 10 working days of the hearing.
3. If the grievance is not solved at Step 2, the employee may request a hearing before the Board of Education, which will be held within 15 working days of receipt of the report of Step 2. The decision of the Board shall be final and shall be made within 15 working days of the hearing.
Not withstanding the steps of grievance procedure described above, an employee may discuss any problem at any time with any supervisor or administrator in the school system.
HEALTH AND SAFETY FILE: GBE/GBGA-R
Through its overall safety program and various policies pertaining to school personnel, the Board shall seek to ensure the safety of employees during working hours and assist them in the maintenance of good health. It shall encourage all its employees to maintain good health and practice good health habits.
Only bus drivers, including full-time, regular part-time or temporary part-time drivers are required to have a physical examination every two years in order to obtain the proper operator's permit or renewal.
The Board recognizes that an individual's medical diagnosis is privileged information between the patient and medical professionals. However, whenever a staff member's medical condition is such that it interferes with his ability to perform his duties or there is a risk to the health and safety of others, the district has a responsibility to take necessary steps to evaluate the employee's condition and make appropriate decisions.
The Board may request physical examinations and/or mental health examinations of any employee at any time to determine if the employee has a physical and/or mental condition, disease, or illness which may interfere with his ability to perform his duties or which may pose a significant risk to the health, safety or welfare of the employee or others. The school district shall select the medical professional to conduct such examination and pay the costs of the required physical or mental examination or test.
An employee with an acute, common communicable disease shall not report to work during the period of time in which he is contagious or infectious. The district reserves the right to require a physician's statement prior to the employee's return to work.
The procedures to evaluate employment status for medical reasons also shall be used when a school official has reasonable cause to believe that a life-threatening communicable disease affects an employee.
An employee who becomes aware that he has a long-term, communicable disease, which although life-threatening, poses little risk of transmission in a school setting, is encouraged to report to a designated school administrator that he is afflicted with the disease. The administrator shall follow the procedures accompanying this policy to evaluate the employment status of the staff member.
To encourage disclosure, the school district shall endeavor to treat these employees in a fair, non-discriminatory manner consistent with the district's legal obligations.
Federal and state law mandate, pursuant to provisions protecting handicapped individuals that such employees shall not be discriminated against on the basis of their handicaps and that, if it becomes necessary, some accommodations be made to enable qualified individuals to continue work.
In all instances, district personnel shall respect the individual's right to privacy and treat any medical diagnosis as confidential information. Special precautions should be taken to protect information regarding an employee's health condition in order to prevent instances of disclosure that may invade the personal privacy of the employee.
HUSBAND-WIFE COMBINATIONS FILE: GDD
The district will hire a husband and wife provided that both are qualified in the areas for which they are applying, and providing that they are the most qualified applicants for the positions. When a husband and wife are both employed by the district, an insurance benefit packet, including dependent coverage if desired, will be provided for only one individual. The employee who is not the insurance carrier is not eligible for the alternative insurance reimbursement in lieu of insurance coverage.
LEAVING CAMPUS
Teachers must sign out before leaving campus during school hours. A sheet for this purpose is located at the front office. Please contact your principal or a secretary before leaving the building.
NONDISCRIMINATION FILE: JB
It is the policy of the Board to avoid discrimination in relation to race, sex, age, marital status, religion, national background, and handicaps. Respect for the dignity and work of each individual shall be paramount in the establishment of policies and in the administration thereof.
PERSONNEL FILES FILE: GBJ
The superintendent is authorized and directed to develop and implement a comprehensive and efficient system of personnel records under the following guidelines:
1) A personnel folder for each employee, certified and classified, shall be accurately maintained in the district administrative office. Personnel records shall include home addresses and telephone numbers, financial information, and other information maintained because of the employer-employee relationship.
2) All personnel records of individual employees shall be considered confidential except for the information listed below. They shall not be open for public inspection. The superintendent and his designees shall take the necessary steps to safeguard against unauthorized use of all confidential material by persons not connected with the District.
3) The following information in personnel records and files shall be available for public inspection:
· Application of past or current employees
· Employment agreements
· Any amount paid or benefits provided incident to termination of employment
· Performance ratings except for teacher evaluations as noted below
· Any compensation including expense allowance and benefits
4) The evaluation report of certified personnel, with the exception of the superintendent and all public records used in preparing the evaluation report, shall be confidential and available only to the evaluated, to the administrators who supervise his work, and to a hearing officer conducting a dismissal decision.
5) A written evaluation or any other personnel record shall not reflect any good faith actions of any employee, which were in compliance with the district's discipline code.
6) List of district employee's names and addresses shall not be released for general public use.
7) Personnel records shall be available upon request to members of the Board of Education.
8) Each employee shall have the right, upon request to the personnel office during regular business hours, to review the contents of his own personnel file, with the exception of recommendations and references provided to the district on a confidential basis by universities, colleges or persons not connected with the district.
SEXUAL DISCRIMINATION AND HARRASSMENT FILE
Sexual harassment is recognized as a form of sex discrimination and thus a violation of the laws that prohibit sex discrimination.
Learning and working environments that are free from sexual harassment shall be maintained. It shall be a violation of policy for any member of the district staff to harass another staff member or students through conduct or communications of a sexual nature.
Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature may constitute sexual harassment when:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of a person's employment or educational development.
2. Submission to or rejection of such conduct by an individual is used as the basis for employment or education decisions affecting such individual.
3. Such conduct has the purpose or effect of unreasonably interfering with an individual's work or educational performance or creating an intimidating, hostile or offensive working or educational environment.
Sexual harassment as defined above may include but is not limited to:
1. Sex-oriented verbal "kidding," abuse or harassment
2. Pressure for sexual activity
3. Repeated remarks to a person with sexual or demeaning implications
4. Unwelcome touching such as patting, pinching or constant brushing against another body
5. Suggesting or demanding sexual involvement accompanied by implied or explicit threats concerning one's grades, employment status or similar personal concerns.
Staff members may file a formal grievance of sexual harassment through use of the accompanying grievance procedure. If the alleged harasser is the immediate supervisor or principal with whom the grievance routinely would be filed, the employee may file a grievance with Mike McDonald or Jean Olmsted , designated harassment officers. All matters involving sexual harassment complaints shall remain confidential to the extent possible.
Filing of a grievance or otherwise reporting sexual harassment shall not reflect upon the individual's status or affect future employment or work assignments.
Notice of this policy shall be circulated to all district schools and departments and incorporated in employee handbooks.
1) Members of the school community who believe that they have been subjected to sexual harassment will report the incident to Mike McDonald and/or Jean Olmsted, Title IX Officers; or Joan Rook, secondary principal and/or Martha DeJesus, elementary principal. The principals may then refer the grievance to the Title IX Officers.
2) The grievance officers will attempt to resolve the problem, if warranted, in an informal manner through the following process:
· The grievance officers will confer with the charging party in order to obtain a clear understanding of the basis of the complaint.
· The grievance officers will then attempt to meet with the charged party in order to obtain a response to the complaint.
· The grievance officers may hold as many meetings with the parties as necessary to gather facts and obtain statements from witnesses if available.
3) On the basis of the grievance officers' perception of the situation, the grievance officers may:
· Attempt to resolve the matter informally through conciliation.
· Report the incident and transfer the record to the superintendent or his designee and so notify the parties by certified mail.
4) After reviewing the record made by the grievance officers, the superintendent or designee may attempt to gather any more evidence necessary to decide the case and thereafter impose any sanctions deemed appropriate including a recommendation to the Board for disciplinary action.
SMOKING
CC-V is a Tobacco Free-School Zone. Use of tobacco is strictly prohibited.
1) For the purposes of this policy, school property means all property owned, leased, rented or otherwise used by a school including but not limited to the following:
· All interior portions of any building or other structure used for instruction, administration, support services maintenance or storage.
· All school grounds over which the school exercises control including areas surrounding any building, playgrounds, athletic fields, recreation areas and parking areas.
· All vehicles used by the district for transporting students, staff, visitors or other persons.
· "Tobacco" includes cigarettes, cigars, pipe tobacco, snuff, chewing tobacco and all other kinds and forms of tobacco prepared in such manner as to be suitable for chewing smoking or both. "Tobacco" includes cloves or any other product packaged for smoking.
· "Use" means lighting, chewing, inhaling or smoking any tobacco product.
STAFF INSERVICES
These inservices cover a variety of topics such as information for various programs, parent conferences, communications, curriculum, etc. They will be scheduled by the principals as needed. Attendance is required.
STAFF ORIENTATION
Orientation usually takes place for three days prior to classes starting in August. They are indicated on the school calendar. Rules, procedures, handbooks, and questions and answers are covered. Time is often allowed for teachers to set up their classrooms and generally become organized. One day of new teacher Inservice will also be scheduled prior to the regular three days of orientation.
STAFF PROTECTION FILE: GBEA
The following procedures shall be followed in instances of assault, disorderly conduct, harassment, knowingly false allegation of child abuse or alleged criminal offense, by a student directed towards a teacher or school employee. An act of a teacher or other employee shall not be considered child abuse if the act was an appropriate expression of affection or emotional support.
These same procedures shall be followed in instances of damage by a student to the personal property of a teacher or school employee occurring on school district premises.
1. The teacher or employee shall file a written complaint with the building principal, the superintendent's office and the Board of Education.
2. The principal after receipt both of the complaint and adequate proof of charges shall suspend the student for three days in accordance with established procedures.
3. The superintendent shall initiate procedures for the further suspension or expulsion of the student when injury or property damage has occurred.
4. The superintendent or his designee shall report the incident to the district attorney or the appropriate local law enforcement agency or officer who shall then investigate the incident to determine the appropriateness of filing criminal charges or initiating delinquency proceedings.
TEACHER VALUABLES
Teachers are responsible for their own valuables. Never leave money in or on your desk, file cabinet, or anywhere in the building.
TELEPHONE
THE SCHOOL TELEPHONES ARE AVAILABLE FOR SCHOOL BUSINESS ONLY.
NO PERSONAL LONG DISTANCE CALLS ARE TO BE CHARGED TO THE SCHOOL TELEPHONES. Teachers will not be called out of the classroom to answer telephone calls unless special arrangements have been made with the principal for an important, necessary phone call. CELL PHONE USE IS NOT ALLOWED DURING CLASSTIME.
SECTION 2: SALARY INFORMATION AND EMPLOYEE BENEFITS
Certified staff members shall be notified by May 15th of each calendar year or as established by current statute of contract renewal for the upcoming academic year.
A probationary teacher will be notified by June 1 if his/her contract will not be renewed.
Contracts shall be for the length of the academic year and any amendments thereto as established by the Board of Education and an additional twelve inservice days.
The district provides the following insurance for fulltime employees employed more than 20 hours per week:
Health insurance coverage is through HRH Colorado, who is the underwriter for CEBT. All employees are required to participate in the health insurance program. The cost of the insurance for single employee coverage is funded at a maximum of three hundred thirty five dollars and 18/100 ($335.18). Any excess cost as a result of premium increases is the responsibility of the employee, unless employed prior to January 1, 2007. Employees may purchase additional coverage for dependents. Please check with the bookkeeper for this amount. Any questions concerning health care should be directed to the Business Manager.
In the event of a husband/wife combination, the employee who is not the primary insurance carrier is not eligible for the alternative insurance reimbursement in lieu of insurance coverage.
Dental insurance coverage is through Delta Dental of Colorado. The cost of the dental insurance for single employee coverage is funded at a maximum of twenty eight dollars and 26/100 ($28.26). Any excess cost as a result of premium increases is the responsibility of the employee, unless employed prior to January 1, 2007. Employees may purchase additional coverage for dependents. Any questions concerning health care should be directed to the Business Manager.
The district provides long term disability insurance in addition to coverage provided through the Public Employees Retirement Association. This coverage is provided through Standard Insurance coverage and will provide benefits up to 66% of an employee’s salary to a maximum of $3000.00. This is for long term disability only. Public Employees’ Retirement Association provides for short-term disability.
A life insurance policy is provided on fulltime employees only in the amount of $20,000.00.
If you are injured while working or performing duties on behalf of the school district, please notify the administration offices within 24 hours of the accident, no matter how minor it may be. If the injury requires immediate medical attention, you are able to go to any emergency medical center. If not, then it is necessary you see the designated medical provider established by the district. The two designated medical providers are Langstaff-Brown Urgent Care Center on Highway 67 in Woodland Park, Colorado (719-686-0551) and Cripple Creek Medical Center located on Teller One outside of Cripple Creek (719-689-6300).
With all insurance coverage or employee benefits, please become familiar with the benefits and coverage set forth in the package provided. If you have questions, concerns or need help with a claim, please contact the administration office. It is our desire to help in any way with your insurance needs.
LEAVE POLICY
Fulltime certified employees of the district receive 10 leave or discretionary days annually at the beginning of the contract year. Discretionary days may accumulate indefinitely. Discretionary days may be used for illness, medical provider appointments, and or personal business. Except in the case of illness or personal emergency, leave days cannot be taken in conjunction with a vacation period or scheduled school breaks unless prior board or administrative approval has been obtained.
Discretionary days may be reimbursed at termination of employment if the employee has been employed within the district for 5 consecutive years. Reimbursement shall be granted at the rate of $65.00 per day up to a maximum of $5,200. Reimbursement of discretionary days will not be made to any individual who is terminated by the district.
The Cripple Creek-Victor School District adheres to the regulations established by the Family Medical Leave Act which provides for long term leave to care for children and family members under certain conditions and guidelines. The Provisions of this act are detailed and are available through the personnel office.
The provisions of the act do not provide for additional discretionary time but run in conjunction with discretionary and/or other benefit time the employee may have accrued as a result of being employed by the district.
If you are unclear about the provisions of these regulations, or feel that you need further information, please contact the front office.
Maternity leave shall be available to any female employee who becomes pregnant. Such leave shall be allowed during such period of pregnancy and a reasonable time immediately following termination of the pregnancy as is necessary to safeguard the health of the mother and/or child.
1. Determination of Necessity: either the employee or the Board may initiate the determination and designation of the period of time during which maternity leave is necessary. Final determination of such period, including the beginning, duration, and end of the period shall be made by the Board based on information provided by the employee, the employee's physician, the administration, and, if deemed necessary, a physician designated by the Board.
2. Reinstatement: an employee who has taken maternity leave shall be assured reinstatement at the beginning of the first semester following the end of the period of time during which maternity leave was necessary. However, any maternity leave shall in no way affect the powers of the Board, including, but not limited to the nonrenewal of a contract of a teacher.
3. Notice: an employee who becomes pregnant shall notify the superintendent regarding the pregnancy as soon as the employee knows about the pregnancy. Each employee shall notify the superintendent upon termination of the pregnancy.
4. Benefits: an employee on maternity leave for medical necessity as determined by the employee's or the Board's physician shall receive pay, insurance, and other benefits to the same extent and on the same basis as if she were on sick leave. Any additional maternity leave granted by the Board shall be without pay or other sick leave benefits.
Full time district employees will be excused from work with pay for jury duty. The employee will assign any funds received for jury service to the District. The principal and superintendent must be notified in writing on employee absentee forms before serving.
RESIGNATION FILE: GCQC
In accordance with state statutes, a teacher may cancel a contract prior to the beginning of an academic year by giving written notice no later than 30 days prior to the beginning of the academic school year. During an academic year, a teacher may resign by giving at least, 30 days written notice, or at any time by mutual agreement with the Board of Education.
A teacher who fails to honor a contract, except in accordance with the statutes, shall be held responsible for the ordinary and necessary expenses incurred in securing a replacement, not to exceed 1/12th of his annual salary. In addition, under certain circumstances the teacher's certificate may be suspended.
A teacher who resigns during the term of his contract shall be paid the pro-rated amount of his annual salary for each day he has been on duty.
If an employee resigns as a result of an allegation of unlawful behavior involving a child, including unlawful sexual behavior, which is supported by a preponderance of evidence, the superintendent is delegated the responsibility for immediately notifying the Colorado Department of Education (CDE) and for providing any information requested by the department concerning the circumstances of the resignation. The district also shall notify the employee that information concerning his resignation is being forwarded to CDE unless such notice would conflict with the confidentiality requirements of the Child Protection Act.
RETIREMENT FILE: GDPC
Employment decisions of the Board of Education are based on many factors. Therefore, the Board has no mandatory retirement age for district employees. Employees are encouraged to make their own retirement decisions and to give written notice to the Board once a retirement date has been established.
Benefits in addition to basic salary are recognized by the Board as important factors in the overall operation of the school district. Early retirement plans while being of benefit to individual staff members can also be of great benefit to the district.
Staff members may opt to request early retirement from the district. Requests for early retirement must meet the following criteria:
1. The staff member must be a full time employee between the ages of fifty (50) and fifty-eight (58).
2. Staff members will only be eligible for the benefit if they have ten (10) years of continuous service to the district.
3. The employee will receive 50% of their final year salary over a three-year period in three equal payments.
4. The retiree is not eligible to re-apply for a professional position in the school district after which time they accept the retirement.
5. Any employee who terminates service with the district before reaching age 50 cannot claim retirement after reaching age 50.
An employee who has a letter of resignation on file by May 1 and meets all the requirements for participation in the early retirement plan shall be entitled to a severance bonus. The district shall provide:
fifty percent (50%) of salary to all employees between the age of fifty (50) and fifty-eight (58). (Note: This percentage may be set out in a table incorporated as part of this policy)
All severance bonus installments, of equal amounts, will be paid October 25 following the date of retirement. No pro-ration of the severance bonus shall be allowed for employees who retire during a school year.
SALARY SCHEDULES
The Board shall annually adopt a salary schedule for certified personnel and shall place each new teacher in the school district on the salary schedule at least commensurate with, but not limited to, his professional training, and up to 8 years of experience prior to employment within the district. The schedule adopted by the Board shall remain in effect until changed by the Board in accordance with law. If the Board declares a fiscal emergency during a budget year as allowed by state law, it may reduce salaries for all employees on a proportional basis.
Incentive for continuing education shall be at a rate established by the Board of Education as set forth on the current salary schedule. Transcripts or certified proof of acceptable continuing education must be furnished prior to September 10th and only hours gained after BA or equivalent degree is granted will be considered. No hours will be accepted on a current contract year that was earned prior to the start of the academic year. Continuing education credits are based on semester hours. All hours must be education related.
Full-time teachers are to be paid on a 12-month basis for regular assignment. First-year teachers may request a 13-month contract for the first year of service only.
Checks shall be issued to employees on the 25th day of each calendar month during the school year, except that preceding vacation or intermission, the Board may direct the superintendent to issue warrants on the day school closes. When the 25th is on a weekend, checks will be issued the last working day prior to the weekend. Checks will not be distributed prior to the date authorized by the superintendent or the Board.
Deductions shall be made in accordance with the pertinent laws and regulations from pay checks from all employees for federal and state income tax, Public Employees’ Retirement Association and any other mandated withholding including but not limited to court ordered wage garnishments.
Changes in payroll such as credit union deductions, changes in dependents claimed or any other changes requested by an employee are asked to be submitted in writing to the business manager prior to the tenth of the month in which it is to become effective. Requests received after the 10th will be reflected on the following month's payroll.
Faculty who are responsible for extra duties such as coaching will be paid according to the amount set forth for such activity. Coaches' pay will be as stated in the activity salary schedule located in the Board Policy Book and listed as GCBB-E. Remuneration for extra duty pay shall be made at the end of the activity or the academic year, which ever comes first or as established by the Board of Education or administration.
Transcripts must be furnished on or before October 1, and only hours gained after BA or equivalent degree is granted will be considered in placing a teacher on the proper salary level. No hours will be accepted on a current contract that was not earned prior to the start of the academic year.
Any fees, charges, fines or amounts owed to the district will be withdrawn from the following month’s salary.
1. The sick leave bank will be operated by the sick leave bank committee comprised of staff and administration. This committee will consist of four certified staff members representing K through 12, one non-certified staff member, one administrator and people responsible for recording absences in both schools. The committee will be elected during inservice days at the beginning of the school year.
2. All full time personnel (teachers, non-certified staff & administrators) may voluntarily join the bank if they are willing to contribute two days of sick leave upon membership and one day each year thereafter during their time of employment.
3. Members who have withdrawn days from the bank need not replace those days for as long as they remain members of the bank. However, they may not resign from the bank until all the days are replaced.
4. Anyone may join during the first three weeks of each new semester.
5. Membership is automatic from year to year unless withdrawal has been submitted by July 15 of any year. Members may not withdraw donated days.
6. Members may draw sick leave from the bank only for major illnesses/extended absences when all personal sick days, vacation days and/or personal leave days have been used. Application for use must be submitted to the committee within four working days after returning to work. A doctor's verification will be required after two consecutive sick days are used from the bank. The committee may require other reasonable verification.
7. The pre-existing health condition clause in the district insurance policy shall apply.
8. Maternity related absences should be in accordance with the law and school board policy.
9. Sick bank days are not individually cumulative, but the bank may accumulate as many days as remain from one year to the next.
10. Two days must be donated upon initial membership at the beginning of a school year. Ten (10) percent of current sick leave may voluntarily be donated at any time during the school year. Minimum of one day per year must be donated after entrance.
11. A maximum of forty-five (45) days per year may be granted at the discretion of the Sick Bank Committee, if available.
12. Use may be denied if sick days are not used according to guidelines established by Board policy.
13. All participants have the right to appeal the committee's decision to the Board of Education of the Cripple Creek-Victor School District.
14. Maternity leave will be granted up to 6 weeks (24 working days) sick leave for a normal pregnancy. A physician's note will be required.
15. All requests received will be reviewed on an individual basis. The sick leave bank may require the employee to take all leave in a block (not intermittently) for the entire period.
16. The Board of Education and the administration retain the right to make final approval on any requests through the Sick Leave Bank.
Absences not covered by policy shall be considered unexcused and unauthorized. Deduction shall be made for such unauthorized absences a the rate that coincides with the number of contractual days for that particular year as established by the Board of Education, or at a rate established by the Board of Education and/or administration of the District.
Any unexcused absence for 3 consecutive days or failure to contact an employee’s immediate supervisor or building principal (no call-no show) shall be construed as job abandonment and may be grounds for immediate termination.
ACCIDENT REPORTS
If a student is injured in your presence or under your jurisdiction (even though you do not witness the accident), you must fill out an accident report. This is a protection for you as well as for the student. Accident forms are available in the front office.
ACTIVITIES
Money raising activities MUST have student council approval and the principal's council approval before these projects can take place. There will be no moneymaking projects scheduled in the month of May. Any drama presentations, music concerts, or other related programs are also to be completed before May.
ASSEMBLIES
BUILDING USE FORMS
Anyone who wishes to use any of the Cripple Creek-Victor School facilities for any purpose must submit a building use form that is available from the front office of each school. The form for use of Cripple Creek-Victor Jr./Sr. High school should be submitted in care of CC-V Jr./Sr. High. The form for use of Cresson Elementary should be submitted to Cresson Elementary.
CLASSROOM ATMOSPHERE
CLASS TIME
Teachers are expected to meet each class on time daily. The classroom should be open and available to students prior to the tardy bell to minimize loss of instructional time. All classes are to meet for the full class period. Classes are not to be dismissed prior to the period dismissal bell.
CLASSROOM LIABILITY
Teachers will not leave their classes unattended. You are liable for the students while they are in your classroom. If you leave the class unattended and misbehavior, an accident, or an act of violence occurs, you are not only liable yourself; the school is as well. It is not worth the consequences that could occur. If it becomes imperative to leave a class, let the principal know or have a member of the certified staff cover for you until you return or a substitute can take over. Do not leave a student in charge of a class. They have no authority and the teacher is still liable.
CONFIDENTIALITY
Teachers are not to discuss student or parent's problems in the faculty workroom, the lunchroom, the hallway, or in any other public area. Confidentiality is an important issue. The district could lose federal funding for breaches of confidentiality.
All employees, staff members and coaches are required to advise building principals who in turn will advise the superintendent of fund raising activities, in particular solicitations for donations from community members and businesses. Attempts should be made to consolidate solicitations for donations in order to prevent entities from being inundated with numerous and various requests.
HALL PASSES
Students should not leave the class room with out a pass. If a student has asked permission to leave the classroom the teacher in charge should fill the hall pass out that is in the student’s agenda (every student should have an agenda). If you are sending the student then you should use a pink pass that is provided for you.
Any student that has been legitimately detained by a teacher will obtain a pass from that teacher to gain entry to his/her next class. Only students who are just arriving at school may obtain a pass from the office.
The student will have that pass in his/her possession as he/she passes through the halls and will present it to gain entry into the classroom or location specified on the pass.
All passes are to be properly completed in ink and include the student's first and last name, date, time, destination, reason if appropriate, and teacher's signature. Any student abusing the privilege of a hall pass in any way will be disciplined. Any student found outside his/her classroom without a pass or away from the location indicated on the pass will be disciplined.
Plastic-coated passes from the following organizations may be used as a substitute of the pink hall pass for students: These passes are only valid if they have the student's first and last name, semester and period(s) they are valid for, and the group or organization they represent or the sponsor or teacher's name. These passes are only to be in the student's possession during times when they are carrying out duties assigned by the teacher, sponsor, or organization. PLEASE USE NORMAL PROFESSIONAL COURTESY TO NOT DISRUPT CLASSES BY ASKING FOR STUDENTS TO BE RELEASED WITHOUT ADEQUATE NOTICE.
Newspaper
Yearbook
Renaissance
Office Aide
Peer Counseling
Student Council
Teacher Aide
Any other administration approved organization
INVENTORY
Inventory for the classroom is done at the end of each school year as part of the checkout procedure. Inventory lists are provided for each teacher from the front office through the principal. Inventory sheets need to be turned in to the principal before you will be officially checked out.
KEYS
Keys are issued from the principal's secretary. Do not exchange or permanently lend your keys to another staff member. Records are kept on every key issued and all keys must be returned at the end of the school year. Teachers may choose to check out a building key for the year. Temporary check out of this key is also available. A charge will be levied to personnel who lose an individual key. The re-keying charge for a lost group of keys or a master key will be the actual cost of re-keying. No employee shall have a key duplicated. Keys will not be loaned to a student, nor should keys be left unattended in an office or classroom. Please report to the office immediately any lost or stolen key. DO NOT LEND OR GIVE YOUR KEYS TO STUDENTS. YOU WILL BE RESPONSIBLE FOR ANY PROBLEMS THAT MAY ARISE AS A RESULT OF THIS PRACTICE.
LESSON PLANS
Staff will be given instructions regarding lesson plans during August Inservice days.
Secondary staff is expected to develop lesson plans. Lesson plans should be available to the administration.
LUNCH TICKETS
Teachers may participate in the hot lunch program at a cost of $2.50 per meal or purchase milk for $0.25. Meals may be purchased in advance through the front office. STAFF MEMBERS ARE ENCOURAGED NOT TO CHARGE MEALS.
Mailboxes are located in the staff lounge for both schools. Check your mail daily. Mail is usually sorted in the afternoon. Be sure to check your mailbox before you leave. Please empty your box daily so there will be room to put your mail, messages, etc.
MATERIALS AND SUPPLIES FILE
The proper procedure for obtaining materials and supplies is as follows:
Ø Obtain requisition from building office
Ø Fill form out completely including account numbers, address of vendor and telephone and/or fax numbers if necessary
Ø Submit form to building administrative office for approval by principal
Ø The form is then given to the appropriate individual who will issue a purchase order and send the form on to the vendor for filling
Ø Upon receipt of the order, the packaging slip is to be returned to the building secretary for filing.
Staff members are encouraged not to purchase supplies and/or materials prior to obtaining a written purchase order.
THE USE OF THE DISTRICT OR SCHOOL CREDIT CARD IS FOR EMERGENCY USE ONLY. If a staff member does purchase supplies or materials and the purchase is approved by the principal; reimbursement will be made for the cost of the supplies or materials only, tax will not be reimbursed. Staff is reminded to obtain a tax exempt certificate from the administration office for all purchases. Failure to obtain a tax-exempt certificate will result in the employee being responsible for all taxes.
If an employee is attending a workshop or in-service, a requisition must be submitted at least 5 school days prior to the date of the in-service to obtain a check for lodging. Personal reimbursement for meals or travel expenses are to be submitted within 15 days of the event on an approved form. If a staff member incurs costs for meals while attending developmental opportunities, reimbursement will coincide with the current guidelines established by the Internal Revenue Service for per diem reimbursement. The district will not reimburse for sales tax.
Credit card receipts are not acceptable except for proof of payment. All receipts must be submitted on the form. Failure to submit the request for reimbursement within the 15 day period may result in the request being denied.
ORIENTATION
Where applicable, orientation usually takes place prior to classes starting in August. These days are indicated on the school calendar for teachers and staff, or are established by the appropriate supervisor for each department.
USE OF VIDEOS AND/OR FILMS
The use of instructional films can be beneficial in the classroom. All audiovisual materials should be previewed and screened before being used in the classroom. The video or other AV material may be used to provide supplementary information if it supports the lesson and is directly related to the learning process and what is being taught at the present time. Written parental permission and administrative approval is required for all audiovisual media with a rating higher than G (general), and any AV media with questionable content. All movies from the entertainment industry require administrative approval before being shown.
VISITORS TO THE SCHOOL
The Board of Education encourages parents and community members to visit and observe classrooms during school hours. The Board believes that there is no better way for the public to learn what the schools are actually doing. Due to the current social climate across the nation, prior arrangements should be made through the Main Office. The following guidelines are in effect:
1. If a parent or community member wishes to visit a classroom, a phone request should be made at least 24 hours in advance to minimize instructional disruption and to ensure the safety of our students and staff. A building principal may allow classroom visitation on shorter notice at his/her discretion.
2. Upon entering a school building, all visitors need to check in with the Main Office
3. Students and alumni wishing to visit former teachers should make prior arrangements and obtain a Visitor's Pass at the Main Office. Visitation should be scheduled after school has been dismissed.
4. Any district employee has the right to question the intentions of any visitor in a district building or on district property. Appropriate authorities will be contacted when necessary to escort unauthorized individuals from any district building or property.
5. The district administration or building principal can deny access at any time to any individual who has no valid reason to be in any building or on any property owned by the district.
6. All visitors will be expected to follow all public conduct rules as established by the Board.
7. Any deviation from this policy is at the discretion of the administration.
SECTION 4: STUDENT SUPERVISION
ACADEMICS
ELIGIBILITY
Students participating in secondary extracurricular activities must meet the eligibility requirements as outlined in Board of Education Policy as well as those guidelines established by the Colorado High School Activities Association (CHSAA).
The following rules shall govern participation in all school approved extracurricular activities:
¨ Student must be in attendance at school for at least 4 class hours in order to participate in any school-sponsored activity that is conducted on that day. In cases of emergency or extenuating circumstances, the principal or designee may grant an exception to this limitation.
¨ Eligibility will be determined on a quarterly basis. Students may not be failing more than one class per CHSAA standards. Students who are failing more than one class at the end of any quarter will be ineligible for the next whole quarter.
¨ Participants who are staffed as special education students will be subject to eligibility requirements based on their IEP.
¨ All students enrolled in grades' 9-12 are eligible for any activity at Cripple Creek-Victor School District provided they meet the eligibility requirements outlined above.
Students at CC-V will be retained or promoted upon the recommendations of their teachers, counselor, principal, and parents. If a child is not eligible for promotion under the usual criteria and if it is not in his/her best interests to be retained because of parental concerns, social or physical maturity, and other specified reasons, he/she will be assigned to the next grade. A student may be retained under the following circumstances:
1. Failure of two or more core classes (English, Math, Science, and History) during the school year. Failure is defined as receiving a failing grade for three or more quarters.
2. A combination of ten failing quarter grades in ALL classes.
3. Parental concern, lack of social and/or physical maturity, poor attendance, or other specified reason.
4. Failure of one core class will require repetition of that class or an equivalent thereof.
ACTIVITY SPONSORS
Activity sponsors are responsible for certain duties to the class for which they have been assigned. Activity sponsors use fundraisers to provide additional funding for specific activities.
ALL PROJECTS NEED TO BE SUBMITTED TO THE STUDENT COUNCIL FOR APPROVAL AND THEN TO THE PRINCIPAL'S ADVISORY COUNCIL FOR FINAL APPROVAL.
If fund-raising programs are held at the school, proper procedure must be followed. A building use form is to be obtained from the principal's secretary, filled out, and returned to the principal for approval. If a dinner or other food related program is being sponsored, contact must be made with the head cook and the custodian as well for proper coverage. EACH ACTIVITY IS RESPONSIBLE FOR ITS OWN PREPARATION, ATTENDANCE, AND CLEAN-UP OF THEIR RESPECTIVE PROGRAMS. All activity sponsors are to attend, assist, and supervise fund-raising programs.
If a cash box or check is required, it is the responsibility of the sponsor(s) to submit a request to the district office, approved by the Principal's Advisory Council and signed by the principal, at least 5 days prior to the date required. STUDENTS ARE NOT ALLOWED TO OBTAIN THE CASH BOX FOR ANY REASON WHATSOEVER. Cash will be given to the sponsor(s) only. All money obtained from fund-raising projects is to be counted, collected and retained by the sponsor(s) until the earliest time it may be deposited with the district offices. Two sponsors are required to count and verify collected money. Any and all funds collected on behalf of projects or in any other way associated with activity projects are to be deposited with the district offices.
ATTENDANCE TAKING FOR STUDENTS
Attendance should be taken every period via the computer. First hour a lunch count will need to be taken. Each teacher is expected to keep their own accurate attendance record of student absences and tardies. A hard copy will be handed in at the end of the year to the principal. Frequently, a student's absence was reported only one or two hours during the day and on some occasions not at all. It is difficult to explain to a parent who calls for his/her student and we do not know if they are in school.
Written excuses will not be necessary if we have had contact with parents by phone. Students are responsible for clearing their absences with their teachers and inquiring about make-up work.
In the event a telephone is not available, a note explaining the absence will be necessary if the absence is to be excused. The note should include the full name of the student, the date(s) absent, the reason for the absence, and the signature of the student's parent/guardian. NOTE: The telephone call or note must be received one school day after the absence occurs or the absence will be unexcused. The school reserves the right to decide whether an absence is excused or unexcused.
In accordance with Board of Education Policy, only the following are considered excused absences/tardies:
1. A student who is temporarily ill or injured and whose absence is approved by the administration on a pre-arranged basis. Prearranged absences shall be approved for appointments or circumstances of a serious nature only, which cannot be taken care of outside of school hours.
2. A student who is absent for an extended period due to physical, mental, or emotional disability.
3. A student who is attending any school-sponsored activity or activities of an educational nature with advanced approval by the administration.
The school reserves the right to decide whether an absence is excused or unexcused. UNDER STATE LAW, parental approval for a student's absence does not mean it will be excused.
Students who are 18 years old or older or who have been emancipated by their parents/guardians may not excuse themselves from school activities or attendance at school functions. (See Appendix for complete description of policy).
BUILDING EVACUATION
The alarm for immediate evacuation of the building will be the fire alarm. It will be a continuous ringing of the bell.
· Classes with outside (exterior) doors will exit out these doors and proceed to the play field (this includes classrooms 105, 110, 120, 125, and 129).
· Classrooms 101, 102, 103, and 104 will exit out the northwest door located by the Title I room and proceed to the play field.
· Classrooms 111, 118, and 119, and any class in the reading area will exit out the southwest door located by the Special Education Room and proceed to the play field.
· Classrooms 131, 132, 133, and any class in the art and/or music rooms will exit out the southeast door located by the music room and proceed to the play field.
· Classrooms 142, 143, 144, and 145 will exit out the northeast door located by the music room and proceed to the play field.
· During the lunch hour, any class in the lunchroom and/or gym will exit out the double doors at the southeast corner of the gym and proceed to the play field.
· In the event building evacuation occurs during an assembly in the gym, K-3 students will exit out the east gym doors (through the lobby) and 4-6 students will exit out the northeast doors in the corner of the gym and proceed to the play field.
· The gym will exit out the east exit to the intermediate playground.
· In the event of a real emergency and extreme cold weather, the school buses will be brought for safety or students will walk to the bus barn for shelter.
· All persons must be a minimum of two hundred (200) feet from the building.
· The outside bell will ring when all is clear.
All classrooms will exit to the football field in an orderly manner. Please refer to the attached map for closest exits.
Teachers are responsible for orientation of students in regard to fire exits & emergency procedures. Teachers will take their class rolls with them in case of emergency & take attendance to see that all students are accounted for. Teachers will supervise & remain with students in their class at the start of the emergency until the situation returns to normal.
CITIZENSHIP AND ACADEMIC AWARDS
Each elementary teacher may choose one or more students for a Citizenship award and Student of the Month award each month on the basis of a student's honesty, integrity, conduct and class attitude and ability to function well with classmates. The awards are presented at an assembly held in the gym on the last Thursday of each month. Names of the students are given to the principal in charge in advance. If the office does not receive the selections on the designated date, it is the responsibility of the teacher to contact each respective parent so they can attend the ceremonies.
Each secondary teacher may choose one or more students to be recipient of the Student of the Month Award sponsored by the Cripple Creek Elks Lodge. Final decision of one male and one female representative will be made by voting.
Secondary awards assemblies are held at the end of the semester. Attendance by all secondary teachers is required. It is the teacher's responsibility to turn in the names of students to the office by the designated date. Teachers wishing to hand out quarter awards in their classrooms should submit a list of names to the secretary on the same day as grades are due.
CLASSES OUTSIDE OF THE BUILDING
Secondary classes, other than PE, should not be held outside the school building unless approved by the principal. Likewise, teachers should not release students to "hang around" outside when they are finished with the lesson.
DISCIPLINE PROCEDURES FILE: JG
Chronic problems are referred to the elementary principal's office. Another staff member or principal must witness spankings. If you are keeping a student after school, parent permission must be obtained for this purpose. You can secure the permission through a telephone call.
Expectations
We expect every district employee to be treated with respect and dignity, just as students are due mutual respect from the staff. Individual rights will be protected without exception. The following will not be tolerated: hazing; coercion; intimidation or threats; harassment; racial, religious, or ethnic slurs; or other pressure tactics used to influence students or faculty. It is imperative that the teacher is in charge of the class; anything less would lead to poor educational opportunities for all. A show of disrespect toward a staff member or insubordination on the part of the student will not be tolerated.
As a Community of Caring School, we endorse a Code of Conduct for all students to follow. This Code of Conduct is the minimum expectation of all students. The principal may assign detention, suspension, or recommend expulsion of a student who engages in one of more of the following specific activities while in school buildings, on school grounds, in school vehicles or during a school -sponsored activity. Suspension or expulsion shall be mandatory for serious violations in a school building or on school property.
The following offenses may result in detention, suspension, or expulsion depending upon the circumstances of the offense:
1. Causing or attempting to cause damage to school property or stealing or attempting to steal school property of value.
2. Causing or attempting to cause damage to private property or stealing or attempting to steal private property.
3. Commission of any acts, which if committed by an adult would be robbery or assault as, defined by state law. Expulsion shall be mandatory in accordance with state law except for commission of third degree assault.
4. Violation of criminal law that has an immediate effect on the school or on the general safety or welfare of students or staff.
5. Violations of district policy or building regulations.
6. Violations of the district's policy on dangerous weapons in the schools. Expulsion shall be mandatory for carrying, bringing, using or possessing a dangerous weapon without the authorization of the school or school district, unless the student has delivered the firearm or weapon to a teacher, administrator or other authorized person in the district as soon as possible after discovering it, in accordance with state law.
7. Violation of the district's alcohol use/drug abuse policy. Expulsion shall be mandatory for sale of drugs or controlled substances, in accordance with state law.
8. Violation of the district's tobacco-free schools policy. Possession and/or use of tobacco products on campus may result in suspension.
9. Violation of the district's policy on sexual harassment. The District's Title IX Officers will investigate all incidents of sexual harassment and appropriate consequences will be imposed as determined by the administration.
10. Throwing objects, unless part of a supervised school activity, that can cause bodily injury or damage property.
11. Directing profanity, vulgar language or obscene gesture toward other students, school personnel or visitors to the school.
12. Engaging in verbal abuse, for example, name calling, ethnic or racial slurs, or derogatory statements addressed publicly to others that precipitate disruption of the school program or incite violence.
13. Committing extortion, coercion or blackmail, for example, obtaining money or other objects of value from an unwilling person or forcing an individual to act through the use of force or threat of force.
14. Lying or giving false information, either orally or in writing, to a school employee.
15. Scholastic dishonesty, which includes but is not limited to cheating on a test, plagiarism, or unauthorized collaboration with another person in preparing written work.
16. Continued willful disobedience or open and persistent defiance of proper authority including deliberate refusal to obey a member of the school staff.
17. Behavior on or off school property that is detrimental to the welfare, safety or morals of other students or school personnel.
18. Repeated interference with the school's ability to provide educational opportunities to other students.
19. Behavior on or off school property that is detrimental to the welfare or safety of other pupils or of school personnel including behavior that creates a threat of physical harm to students or staff.
Note: School rules published in the student handbook are subject to change as necessary to maintain good order and discipline. It is each student's responsibility to become familiar with any new rules or policies.
Students are expected to assume responsibility for their own behavior. Students who become involved in areas of problem behavior will be subjected to disciplinary actions.
STUDENT DISCIPLINE
Teachers should thoroughly document all discipline & behavior incidents. Students should not be sent to the office for minor classroom infractions that can be handled by the teacher.
Teachers should establish a graduated scale for dealing with discipline, for instance:
Step 1 - verbal warning
Step 2 - written warning and/or call home
Step 3 - Pridetime or lunch detention
Step 4 - office referral
(Note: office referrals apply to major infractions as listed on the
office referral form)
Teachers should establish and reinforce classroom management and behavior policies at the start of and during the school year. Individual teacher discipline policies are to be turned into the principal’s office. (See the Appendix for an example of a Class Policies Handout and the Secondary Discipline Plan). Teachers are expected to enforce all established school policies including unexcused tardies and use of hall passes.
NOTE: Following any suspension, parent/guardian and student may meet with suspending administrator to discuss behavior expectations before student is allowed to return to class.
DISCIPLINARY REMOVAL FROM CLASSROOM FILE
Staff, including administration and teachers, must use their training, experience and authority to create school and classes where effective learning is possible. Students should be able to attend school and classes as free as reasonably possible from unnecessary and unwarranted distraction and disruption. Such behavior interferes with the classroom environment and will not be tolerated.
A student who engages in classroom conduct or behavior prohibited by the code of conduct may be removed from class by a teacher and placed temporarily in an alternative setting in accordance with these procedures.
For purposes of this policy and procedure, a "class" includes regular classes, special classes, resource room sessions, labs, study halls, library time, school assemblies and other such learning opportunities taught or supervised by a teacher. "Teacher" means a person holding a license issued by the state, who is employed to instruct, direct, or supervise the instructional program.
An informal removal from class occurs when a student breaks one or several classroom rules in a class period or during the school day. The teacher may remove a student by using approved discipline management techniques such as having the student stand in the hall outside of the door or some other safe "time out" environment either in or out of the classroom, or sending the student to the principal's office for a short period of time. Generally, the student will be allowed to return to his/her classroom later the same day. The procedures set forth below do not apply to an informal removal from class.
A teacher may formally remove a student from class for the following conduct or behavior:
1) Conduct that is prohibited in the student code of conduct. It should be noted that the building administrators make decisions regarding suspension and the superintendent makes recommendations for expulsion. Thus, a teacher's decision to remove a student from class for behavior covered by district policies regarding suspension and expulsion may, but does not necessarily mean that the student will also be suspended or expelled.
2) Disruptive, dangerous, or unruly behavior. The following behavior, by way of example and without limitation, may be determined to be disruptive, dangerous, or unruly:
· Inappropriate physical contact intended or likely to hurt, distract, or annoy others such as hitting, biting, pushing, shoving, poking, pinching, or grabbing.
· Inappropriate verbal conduct intended or likely to upset, distract, or annoy others such as name calling, teasing, or baiting.
· Behavior that may constitute sexual or other harassment.
· Repeated or extreme inappropriate verbal conduct likely to disrupt the educational environment, particularly when others are talking (for example, lecture by a teacher, response by other student, presentation by visitor) or during quiet study time.
· Throwing any object, particularly ones likely to cause harm or damage such as books, pencils, scissors, etc.
· Inciting other students to act inappropriately or to disobey the teacher or school or class rules, including without limitation, inciting others to walk out.
· Destroying or damaging the property of the school, the teacher or another student.
· Loud, obnoxious, or outrageous behavior.
Conduct that otherwise interferes with the ability of the teacher to teach effectively. Students are required to cooperate with the teacher by listening attentively, obeying all instructions promptly, and responding appropriately when called upon. A student's noncompliance may, in turn, distract others either by setting a bad example or by diverting the class from the lesson to the student's inappropriate behavior. By way of example and without limitation, this behavior includes:
· Open defiance of the teacher, manifest in words, gestures, or other overt behavior.
· Open disrespect of the teacher, manifest in words, gestures, or other overt behavior.
· Other behavior likely or intended to sabotage or undermine classroom instruction.
Unless the behavior is extreme as determined by the teacher, a teacher shall warn a student that continued misbehavior might lead to removal from class. When the teacher determines that removal is appropriate, the teacher should take one of the following courses of action:
¨ Instruct the student to go to the main office. Unless prevented by the immediate circumstances, the teacher shall send a note with the student stating the reason for the student's removal and call the building principal's office.
¨ Obtain coverage for the class and escort the student to the main school office. The teacher shall inform the building principal or designee of the reason for the student's removal from class.
¨ Seek assistance from the main school office or other available staff. When assistance arrives, the teacher or the other staff member should accompany the student to the main office. The principal or designee shall be informed of the reason for the student's removal.
As soon as practical, the building principal or designee shall notify the student's parent/guardian, in writing, that the student was removed from class. The written notice shall specify the class from which the student was removed, the duration of the removal, and the basis for the removal as stated by the teacher. The notice shall provide an opportunity for the parent/guardian to attend a student-teacher conference regarding the removal. If the student's removal from class is also subject to disciplinary action (for example, suspension or expulsion) for the particular classroom misconduct, the student's parent/guardian shall also be notified of the disciplinary action in accordance with legal and policy requirements.
Each building principal shall designate a room or other suitable place in the school to serve as the short-term removal area.
When the student arrives at the main office, the building principal or designee shall give the student an opportunity to briefly explain the situation. If the building principal or designee is not available immediately upon the student's arrival, the student will be taken to the designated short-term removal area and the principal or designee will speak to the student as soon as practical.
At the discretion of the building principal or designee, the student may be placed in another appropriate class, program or educational setting, provided students are supervised in such alternative setting.
Students placed in the short-term removal area shall be supervised. During their time of placement, students are expected to do work of an academic nature. If possible, such work shall be related to the student's misconduct. In no event shall a student's time in the short-term removal area be recreation or other free time.
In most cases, a student shall remain in the short-term removal area for the duration of the class from which he/she was removed. Prior to allowing the student to resume his/her normal schedule, the building principal or designee shall speak to the student to determine whether the student is, or appears to be, ready and able to return to class without recurrence of the behavior for which the student was removed. In the event it is not deemed appropriate to return the student to regular classes, the building principal or designee may consider a different placement option.
The principal or designee and teacher shall consider whether a behavior plan should be developed for the student's first removal from class. The behavior plan will be similar, if not the same, as a remedial discipline plan developed for disruptive students in accordance with Policy JK. A behavior plan shall be developed after the teacher formally removes a student from class for the second time.
Upon the third formal removal from class, a student shall be officially removed from the teacher's class for the remainder of the term. The principal shall be responsible for determining the appropriate placement of the student, which may or may not be another section of the same class, depending on a variety of circumstances. The principal's decision regarding placement is final.
Once a student is officially removed from class, a loss of credit may occur if the principal determines that it would be too disruptive to enroll the student in another class after the start of the term.
The principal is required to collect data pertaining to the number of students who are removed from class during the year. This information will be reported to the public on the safety section of the school report card. While there are a variety of factors to consider when analyzing this data, an unusually high number of formal documented student removals from any one teacher may be cause for concern. The principal shall review this data with teachers at least annually.
A student may be removed from a classroom by a teacher only in accordance with the requirements of this policy and the applicable provisions of state and federal law. All teacher actions under this policy shall be subject to evaluation and supervision by the teacher's supervisor as provided in school district policies and procedures.
FIELD TRIPS FILE: IJQA
The Principal authorizes field trips. When taking a bus, a transportation form is to be filled out and returned to the principal a week before the date of the field trip. Students are to have signed consent forms from their parents for all trips.
The Board shall approve all overnight trips on an individual basis. Faculty members will be assigned as sponsors. Students attending are under the direct supervision of the sponsors from the time they leave until they return from the trip.
The school administrators will have a list of students going and who to contact in case of an emergency. The trip itinerary must be presented to the Board for approval not later than the regular Board meeting preceding the proposed trip. The itinerary shall include the following:
1.Reason or justification for the trip
2.Name of administrator in charge of the trip and whether he/she is going
3.Names of the faculty sponsors who are going
4.List of students and sponsors to whom they are assigned
5.Trip schedule and who to contact in case of an emergency
6.Lodging accommodations, meal and travel arrangements and trip expenses.
The school administration has authority to authorize overnight lodging on an emergency basis due to inclement weather creating dangerous highway conditions. If at all possible, parents will be notified of this type of emergency.
When students are taken on field trips or extra-curricular activity trips in school buses or designated automobiles, students shall return in the same bus or automobile in which they are assigned for departure. A list of students participating in a given activity will be filed by the sponsor in the superintendent's office before the trip.
Sponsors may release students to their parents/guardians at any time provided the parent/guardian is present when the release is made. Notes or telephone calls, unless verified by the principal with the parent or guardian, shall not be accepted.
Failure to comply with any of these policies on the part of a student will result in exclusion of the student from the activity group.
This policy may not be altered or modified in any way by any teacher or administrator.
FOOD/DRINK
Meals and snacks for students are to be consumed in the Multi-Purpose Room. Only plastic water bottles are allowed in classrooms. Food and beverages are not allowed in the Gym.
GRADE BOOKS/ATTENDANCE RECORDS
Each teacher is required to keep an accurate record book in which the following information will be recorded: student's name, date entered and date withdrawn (when applicable), absence and tardiness, daily grades, test scores, final grades, and the numbers of the books checked out to students. The grade book must be completed and up-to-date with a legend of the grade scale and meaning of the marking system. Computer programs may be used; however, records must still be kept in the grade book. If daily class attendance records are not maintained in the grade book, such extra records must be submitted with the grade book at the end of the year.
According to the state, the school has to have a hard copy of grades/attendance in order to be legal and binding.
GRADED STUDENT WORK
All homework, worksheets, projects, quizzes, tests, exams, etc., for which a student receives a grade will be returned to the student in a timely fashion. Students and parents have a right to be able to monitor the student's work and progress. As a professional, a teacher should not hold on to these items so as not to have to design new tests the next term.
GRADING
Grades for elementary school students are taken at the end of each quarter. The semester grade is an average of two quarter grades. Only semester grades are placed on a student's permanent record. No plus or minus is recorded on the permanent record. Elementary primary grades are based on mastery. Grading for intermediate elementary school students is on a four-point system and fifth mark for failure.
4th, 5th and 6th grade report cards will relate to the Colorado State Performance Standards Language:
1) A - Advanced (Exceeds standard)
· Student demonstrates an exceptional level of understanding and exceeds grade level expectations
· Student is independent and self-motivated
· Student meets and frequently exceeds assignment requirements
2) B - Proficient (Meets standard)
· Student achieves grade level expectations
· Student shows consistent effort and interest
· Student meets assignment requirements
3) C - Partially proficient (Making progress toward standard)
· Student performs near grade level
· Student shows partial grasp of main concepts
· Student shows some effort and interest
· Student inconsistently meets assignment requirements
4) D - Unsatisfactory (Not progressing toward standard)
· Student is performing below grade level
· Student shows little effort or interest, which limits overall progress
· Student does not meet assignment requirements
5) F - Failing
· Student lacks effort and interest
· Class requirements are not met
· Below 60%
Parent-teacher conferences are held at the end of the first and third quarters.
Secondary
Grades for high school students are taken at the end of each quarter. Only semester grades are placed in a student's permanent record. No plus or minus is recorded on quarter grades or on the permanent record.
Student grades are determined by standards set by each teacher in accordance with administration approval. A copy of a teacher's grading system should be submitted to the Principal during the August inservice at the start of any school year for approval (or sooner if possible). Each teacher will hand out a copy of his/her class description and grading policies to students as they are enrolled in that class.
Teachers should use the following guidelines when developing a grading system:
1. The following grade point system shall be used:
90-100 A
80-89 B
70-79 C
60-69 D
Below 60 F
(It is the teacher's option to round any .5 percentage to the next higher whole number).
2. Teachers are expected to give an adequate number of grades per week (an average of 2 or more) to continually evaluate student progress. Students should have access to their current grade average on a weekly basis.
3. Teachers are required to give comprehensive semester assessments in all classes. The assessment should carry a reasonable amount of weight toward the grade average, but should not be so excessive that it sets students up for failure. The semester assessment should be worth no more than 20% of the total semester grade. Teachers are required to follow the semester assessment schedule established by the administration. Semester tests may not be taken early by a student but may be made up at a later date if the test was missed as a result of an excused absence.
4. Test, quiz, and exam grades should not constitute more than 50% of a student's overall grade in any quarter. The rest of the grade should include, for example: daily grades, participation, board work, journal entries, projects, presentations, reports, homework, and any other forms of assessment to make up a body of evidence on that student.
5. Incentives are encouraged to be given for good grades and attendance. Examples of a wide variety of incentives may be found in the Renaissance Staff Program.
6. A copy of each individual teacher’s grading policy must be turned into the principal’s office by the second week of school. Any revisions, additions or deletions need to be submitted in a timely manner when necessary.
Progress reports should be generated every two weeks. Deficiency notices for junior high and high school students will be handed out to those students who are performing at a D or F level or who have made a significant drop in grade. Notices will be handed out to students on the first day of the 5th week of the grading period. Teachers are required to: a) have students sign for any notice received as proof of delivery and b) teachers are strongly urged to keep a copy for their files as well.
GRADE CLASSIFICATION
Beginning with the year 2000, students will be classified by grade according to the number of credits earned prior to the start of the school year. This classification will be used for all records in the office. A student is classified as:
Sophomore - if he/she has accumulated a minimum of 5 credits
Junior - if he/she has accumulated a minimum of 11 credits
Senior - if he/she has accumulated a minimum of 17 credits
In the case of waiver of credits or other irregularities, the principal or his designee will classify the student in the appropriate grade level.
GRADUATION REQUIREMENTS
Ø A minimum of twenty-five (25) units will be required for graduation.
Ø Foreign language is not required, but it has become a college entrance requirement at many colleges and universities since 1988.
Ø The following are required courses for graduation:
- 4 units of English (English 9, English 10, American Literature are required)
- 4 units of Social Studies (U.S. History, Civics, World History/Geography, American Government are required)
- 3 units of Mathematics (Algebra I is required)
- 3 units of Science (Integrated Science and Biology are required)
- 1 unit of Physical Education (Participation in interscholastic athletics may be substituted for partial PE credit. See counselor for details.)
- 1 unit of Computers
- .5 unit of Health
- 8.5 Elective Credits (3 core Classes are required).
HOMEWORK REQUESTS
Secondary teachers are expected to post homework requirements on the "Homework Hot Line" as often as assignments change, but no less than weekly. Teachers should inform parents & students how to use the "Homework Hot-Line". Requests for homework for students who are absent will be given to the teachers as soon as it is received only in extenuating circumstances. Please give the homework to the front office. Every effort should be made to provide the homework the day it is requested.
IMC PROCEDURE
The media center is open to provide staff and students with service and materials to support instruction. Both print and non-print materials are available, as well as equipment to support each discipline.
All students and staff have use of the media center. It is a place to study, do research, and read.
The library is open each school day and during the additional public library hours.
Books are generally checked out for a two-week period. You will need your library/ID card to check out materials.
No food, drink or bookbags are allowed in the library media center.
Staff is encouraged to check out materials as needed. Library personnel will be available to help you check out materials. PLEASE DO NOT REMOVE ANY MEDIA CENTER MATERIALS, EQUIPMENT, OR SOFTWARE WITHOUT HAVING THEM CHECKED OUT TO YOU. It is important to return materials not being used so that they may be shared with others. We will assist you in borrowing materials from other sources. Requests for materials from other districts and BOCES are handled through the media center. We may also request materials from the Pikes Peak Library System and other systems throughout the country via telecommunications. Media center staff will not check out materials to students in a teacher's name, even when a student presents a written request from a teacher.
Audiovisual equipment shall be checked out on a first come/first served basis. If any audiovisual equipment should malfunction while it is checked out to you, please DO NOT ATTEMPT TO REPAIR THE EQUIPMENT YOURSELF OR ALLOW A STUDENT TO ATTEMPT REPAIR. Send for library personnel. Please return the equipment to the media center when you are through using it.
We encourage teachers to reserve the media center for classroom instruction, curriculum enrichment, and book selection. Teachers are expected to accompany their classes and to help maintain appropriate discipline. The Media Specialist is available to help you plan presentations and instructional units. Instruction in media and research skills will be provided as needed to support your curriculum units. The media center staff will plan special activities throughout the school year. Consult with the Media Specialist about a media center assignment you want your class to work on at least one week prior to the class assignment. This allows media staff to search for additional materials if our facility has insufficient information available.
The media center is a place for study and students are encouraged to use the facility. Students need to come to the media center with a pass and a specific assignment. Students will be sent back to class if they are not using the media center appropriately. Students will not be allowed to leave the media center except to return to class.
LUNCH COUNT
Each teacher will take the lunch count at the beginning of 1st hour. The count is done on the computer.
MEDICATION FILE: JHCD
Students are not to have any medicines in their possession while on school grounds.
Students requiring medications of any type, including over the counter medicine, given during school hours, must make the following arrangements:
1. The parent may come to the school and give the medication to the child at the appropriate time, or:
2. The parent may obtain a medication form from the principal's office and have the family doctor indicate on the form the drug, dose, time to be given, and possible side effects. BE SURE THAT THE DOCTOR SIGNS THE FORM. This form and the medication must be checked into the front office. All medications will be in a pharmacy labeled bottle with the student's name and instructions for administering the medication, or:
3. The parent may discuss with the doctor an alternative schedule of medication so that it may be given outside of school hours.
MULTI-PURPOSE ROOM (Secondary Cafeteria)/ELEMENTARY CAFETERIA
Lunch, performances, school parties, etc., are held here. Schedule your use of the room through the principal.
NEWS RELEASES/NOTICES TO PARENTS
News releases are encouraged, particularly those containing names of students and events held in school. Any news release prepared for publication must be approved by the school administration before it is released to the press. Staff members contacted by the media for interviews and information related to school matters should keep the principal informed of such contacts. Any notices sent to parents relating to class activities shall be approved by the principal.
PARENT/TEACHER CONFERENCES
Elementary conferences are held at the end of the first and third quarters. All parents are scheduled for 10-minute sessions.
Secondary conferences are held during the first and third quarters.
PARTIES
All parties, which include food and/or drink, are to be held in the multi-purpose room. Classrooms may be used with prior approval from the principal.
There are three planned elementary parties. These are Halloween, Christmas, and Valentine's Day. It is the elementary teacher's responsibility to contact a mother or mothers to help plan and work at these parties.
PLAYGROUND/HALL DUTY
Elementary school teachers rotate their duties on a daily chart. The chart is posted in the teacher's workroom. Rules are covered at the beginning of the school year.
Secondary staff is on duty for a week at a time for AM Duty, Lunch Duty, & PM Duty.
The role of the morning duty staff person is one of visibility and student safety. The on-duty person should provide a high degree of visibility, visit with students, and minimize the potential for serious incidents or injury.
The morning duty staff person is responsible for providing active monitoring of students from 7:20am until 7:40am or until students are allowed into the building. This monitoring should include the south parking lot as well as the front of the building. Either an administrator, the Resource Officer or Food Service Staff will monitor the Multi-Purpose Room at this time for the same reasons. Students are to remain in the Multi-Purpose Room until the 7:35 am bell. Students should not be in any hallways prior to this time.
The two lunch duty staff is responsible for monitoring students for the last 20 minutes of lunch period. This includes active monitoring of the cafeteria, gymnasium, the hallway, and the rear of the school. During lunch students may only be on the deck behind the school, and they are not to be in the Weight Room.
The role of the PM duty staff person is one of visibility and student safety. The on-duty person should provide a high degree of visibility, visit with students, and minimize the potential for serious incidents or injury.
The PM duty staff person is responsible for providing active monitoring of students from immediately after school until the buses leave, unless the superintendent is out front and verbally tells you she has things covered. This monitoring should include the crosswalk and front of the building as well as keeping a view of the south parking lot.
All certified staff members may be assigned such other duties as may contain in individual contracts or as may be deemed necessary by the Board of Education, administration or designee.
PREPARATION PERIODS
Teachers may receive at least one preparation period per day. Teachers may use this time for working on plans, grading papers, meeting with students/parents, or other educational planning work. Teachers are not to leave school grounds during their prep period unless excused by the principal or the superintendent.
REQUISITIONS
See materials and supplies.
SIGNS AND/OR POSTERS
These may be placed around the school to announce upcoming events. They may also be placed in the community with the permission of the principal and/or superintendent. CORRECT SPELLING AND GRAMMAR ARE EXPECTED ON ALL SIGNS, AS WELL AS NEATNESS AND CLARITY. REMEMBER THAT SIGNS PLACED IN THE COMMUNITY REFLECT THE OVERALL IMAGE OF THE ENTIRE SCHOOL DISTRICT.
STUDENT HANDBOOK
Each family is provided with a student handbook. It is your responsibility to become familiar with the contents of the handbook and to enforce the rules and regulations described within.
SUPERVISION OF STUDENTS
All staff is expected to help monitor student behavior and enforce school policies and procedures in and out of classrooms.
Do not leave a classroom or group of students unsupervised. We do not want any teacher to experience a negligence lawsuit.
Note: You are expected to be in the hallway between passing periods. Your presence and leadership have a tremendous effect.
TEACHERS' AIDES
With a teacher's approval, Jr/Sr High School students may sign up to aide during periods when they have no classes. They must remain in that respective teacher's class during that period. To acquire an aide, contact the school counselor. Normally, a high school student can sign up with a teacher during the first week of each semester. Extreme discretion will be used before assigning a student to aide at the elementary school or in the front office.
TEACHING ABOUT DRUGS, ALCOHOL & TOBACCO FILE: IGAG
In accordance with state and federal law, the district shall provide age appropriate, developmentally based drug and alcohol education and prevention programs in grades K-12.
The drug and alcohol education program shall address the legal, social and health consequences of drug and alcohol use. It shall include special instruction as to the effects upon the human system; the emotional, psychological and social dangers of such use, the illegal aspects of such use and an emphasis on non-use by school-age children. The program shall also include information about effective techniques for resisting peer pressure to use illicit drugs or alcohol.
The objectives of this program, as stated below, are rooted in the Board's belief that prevention requires education and that the most important aspect of the policies and guidelines of the district should be the education of each individual to the dangers of drugs, alcohol, and tobacco.
1. To create an awareness of the total drug problem--prevention, education, treatment, rehabilitation, and law enforcement on the local, state, national and international levels.
2. To relate the use of drugs and alcohol to physical, mental, social, and emotional practices.
3. To encourage the individual to adopt appropriate attitudes toward pain, stress, and discomfort.
4. To develop the student's ability to make intelligent choices based on facts and to develop the courage to stand by one's own convictions.
5. To understand the need for seeking professional advice in dealing with problems relating to physical and mental health.
6. To understand the personal, social, and economic problems causing the misuse of drugs and alcohol.
7. To develop an interest in preventing illegal use of drugs in the community.
The curriculum, instructional materials and strategies used in this program shall be recommended by the superintendent and approved by the Board.
TUTORING
To assure all students reasonable assistance without charge from their own teachers and to avoid placing a teacher in a position where he/she may have a conflict of interest, teachers shall not be permitted to receive money for tutoring any student they have in class or upon whose evaluation or assignment they will be called on to pass.
APPENDIX
GENERAL INFORMATION:
1. Class Policies Handout example
2. Dress Code
3. Emergency Lesson Plans (to be inserted)
SAMPLES OF FORMS:
1. Activity Calendar Request Form
2. Building Use Request
3. Fines, Fees, and Charges
4. Hall Pass Log
5. Office Referral (for Discipline)
6. Purchase Order Requisition
7. Project Fundraiser Request Form
8.. Transportation/ Vehicle Requisition