The ConVal District shall act in good faith when providing employment references and verification of employment for current and former employees.
The School District, and its employees, contractors,
Read More: GADA — Employment References and Verification (Prohibiting Aiding and Abetting of Sexual Abuse)
The District will recruit and consider candidates without regard to gender, sexual orientation,
race, color, religion, nationality, ethnic origin, age, or disability. The District will not
discriminate against any employee who is a victim of domestic violence,
Read More: GBA – Equal Opportunity Employment
The purpose of this policy is to maintain a working environment that is free from sexual harassment or other improper and inappropriate behavior that may constitute harassment as defined below.
Read More: GBAA – Sexual Harassment – Employees/Staff
The Superintendent will establish channels of communication with employees to exchange ideas and opinions regarding the operation of the schools. He/She should weigh with care the counsel given by employees.
Read More: GBB – Staff Involvement In Decision Making
Employees shall not engage in, or have a financial interest in, any activity that raises a reasonable question of conflict of interest with their duties and responsibilities as members of the school staff.
Read More: GBCA – Staff Conflict Of Interest
GBCD – Background Investigation and Criminal Records Check
To help assure the safety of District students, it is the policy of the Contoocook Valley School Board that before any person is employed by the School District,
Read More: GBCD – Background Investigation And Criminal Records Check
The School Board desires to maintain open channels of communication between itself and the staff. The basic line of communication will, however, be through the Superintendent of Schools.
Staff Communications to the Board
All communications or reports to the Board or any Board committee from principals,
Read More: GBD – Board-Employee Communications
All employees of the District are expected to maintain high standards in their conduct both on and off duty. District employees are responsible for providing leadership in the school and community.
Read More: GBEA – Staff Ethics
A. General Provisions.
All employees have the responsibility to make themselves familiar with, and abide by, the laws of the State of New Hampshire as they affect their work,
Read More: GBEB — Staff Conduct
Staff members are expected to maintain courteous and professional relationships with students and maintain an atmosphere conducive to learning through consistently and fairly applied discipline and established professional boundaries.
Unless necessary to serve an educational,
Read More: GBEBB – Employee-Student Relations
All employees are prohibited from accepting things of material value from companies or organizations that do business with the District. Exceptions to this policy are the acceptance of minor items that are generally distributed by the companies through public relations programs.
Read More: GBEBC – Employee Gifts And Solicitations
A. Drug-Free Workplace
1. All District workplaces are drug- and alcohol-free and are designated part of the Drug-Free School Zone under state law. All employees and contracted personnel are prohibited from:
Read More: GBEC – Drug-Free Workplace/Drug-Free Schools
State law prohibits the use of any tobacco product, E-cigarette, or liquid nicotine in any facility or upon any grounds maintained by the District. Students and minors are further prohibited from possessing such items in or upon any facility,
Read More: GBED — Tobacco Products Ban Use and Possession in and on School Facilities and Grounds
- For purposes of this policy, the term “staff” refers to Contoocook Valley School District employees, including administrative staff, teachers, paraprofessionals, maintenance personnel, food services employees, student teachers, methods students,
Read More: GBEF – Acceptable Use Policy: Staff
The School Board will indemnify and hold harmless District employees against claims that may be entered against them as a result of carrying out their assigned responsibilities, as provided under RSA 31:105 and 31:106.
Read More: GBG – Employee Protection
I. Medical Examination of School Personnel
All school personnel shall be required to have a pre-employment post offer medical examination by a licensed physician. Any person who objects to all or part of any medical examination because of religious beliefs shall be exempt from the examination,
Read More: GBGA – Staff Health
The Board authorizes the use of Automatic External Defibrillators (AEDs, which are located in every building) in emergency situations. The use, administration, and maintenance of the AED are subject to the following conditions:
- Location of the AEDs: The Superintendent,
Read More: GBGBA – Use Of Automated External Defibrillator(s)
The District will not disclose any employee’s personally identifiable data or information to any person outside of the District, except as may be required by law. Such data or information may be shared with District employees,
Read More: GBJ – Personnel Records
In order to promote efficiency in the administration of schools and to avoid misunderstandings and misinterpretations, all personnel must observe a chain of command when bringing staff concerns or complaints to the administration’s attention.
Read More: GBK – Staff Concerns, Complaints, And Grievances
Responsibilities and Duties of Teachers
The teacher shall be academically qualified in the area he/she is to instruct and should demonstrate a competence at transmitting learning to the student and the manner and means of accumulating,
Read More: GCA – Teaching Staff Positions
Individual contracts are required to protect the interests of the employee and the School District. Every teacher shall be required to execute a contract, with the School District. The individual contracts shall be signed by the employee and the Chairperson of the School Board.
Read More: GCB – Teaching Staff Contracts
The School Board and the administrative personnel realize that a sound educational system cannot be built and maintained without definite procedures for the recruitment of personnel.
Staff recruitment is the responsibility of the Superintendent and the Human Resources Director.
Read More: GCC – Professional Staff Recruiting
The Superintendent shall maintain a list of qualified substitute teachers who may be called on to replace regular teachers who are absent. Such a list shall be filed with the principal of each school.
Read More: GCG – Part-Time And Substitute Professional Staff Employment (Substitute Teachers)
A program of professional development will be established to provide an opportunity for the continuous professional growth of the staff.
Staff members will become knowledgeable regarding new developments and changes in their fields,
Read More: GCI – Professional Staff Development Opportunities
The administration will evaluate teachers a minimum of one time during their certification cycle. A report of completion of evaluation with recommendations will be made annually to the School Board between February 1 and March 31.
Read More: GCN – Evaluation Of Instructional Staff
The School Board intends to seek and maintain the best qualified staff to provide quality education for students. Accordingly, the Board will adopt and the Superintendent will implement a teacher performance evaluation system.
Read More: GCO – Teacher Performance And Evaluation
The Board expects all employees to give the responsibilities of their positions in the district precedence over any type of outside work.
The outside work done by a staff member is of concern to the Board insofar as it may:
- Prevent the employee from performing job-related responsibilities in an effective manner.
Read More: GCQA – Nonschool Employment By Professional Staff Members
No teacher, other District employee, or contracted service provider, may receive pay for tutoring one of his/her current pupils. Teachers, other District employees, and contracted service providers shall not tutor for pay any child from his/her building without prior written approval from the building principal.
Read More: GCQAB – Tutoring For Pay
All staff members who sign a contract or Statement of Employment are expected to honor that work agreement.
Resignations tendered between the time the employee signs the contract and July 1 of a given year will not be accepted unless and until a suitable and fully qualified replacement is hired.
Read More: GCQC – Resignation Of A Staff Member
The performance of each member of the support staff shall be monitored throughout the year. The employee’s immediate supervisor is responsible for a formal written assessment of the employee’ performance based on her/her specifically assigned duties,
Read More: GDO – Evaluation Of Support Staff
If at any time during the employment of a support staff employee there is an indication that he or she is not carrying out his or her duties as assigned,
Read More: GDQ – Terminiation Of Support Staff Personnel