Job Description - Essential Functions
Job Description - Essential Functions
Christian Teacher Job Description
Job Description - Essential Functions
Physical Requirements to Fulfill the Essential
Functions of this Job
Job Description - Supplemental Functions
Evaluation Form for Professional Personnel
Authority Chart for Recommendation versus Approval
Employee Release Form for Future Job Applications
Employee Separation/Evaluation Report
Classroom Management-Academic Problem
Classroom Management-Discipline Problem
The school office will supply employees with the correct forms required by your contract, the state, and the government.
Goal: The principal shall oversee the individuals
under his span of control in such a way so as to ensure that the job
description for the administrator is fully understood by the administrator and
is carried out to the fullest extent of the administrator’s ability.
Overview: The principal shall be a born-again,
college graduate, who feels called of God to oversee and assist in the
administrative operations of the Christian school. The Board of Elders as
deemed appropriate may add other qualifications.
Contracted by: The corporation upon approval by
the Board of Elders.
Responsible to: The Board of Elders.
Supervises: Administrator(s) and Office Manager
Evaluation: Principal performance will be
evaluated by the Elders in accordance with this job description.
The
principal shall
1. Meet the personal and educational qualities
listed in the Organization and Policy Manual as called for by the Bylaws and
Doctrinal Statement of Bethany Bible Church, Article X, Section 3.
The
principal shall
1. Meet weekly with the Administrator(s) to
provide oversight and direction for the ministry.
2. Ensure that all aspects of the ministry adhere
to the policies of the Board of Elders.
3. Oversee the financial affairs of the
corporation to ensure that all-fiduciary trust and governmental concerns are
cared for.
4. Oversee the work of the Administrator(s).
Keeping them adequately informed regarding their work and providing to them the
appropriate information necessary to ensure a smooth operation of the school.
Goal: The
administrator shall oversee the individuals under their span of control in such
a way so as to ensure that the job description for the Christian teacher is
fully understood by the teacher and is carried out to the fullest extent of the
administrator’s ability.
Overview:
The administrator shall be a born-again, college graduate, certified or
certifiable, who feels called of God to oversee and assist in the
administrative operations of the Christian school. The Principal as deemed
appropriate may add other qualifications.
Contracted
by: The corporation upon recommendation of the Principal for one year.
Responsible
to: Principal
Supervises:
Teachers and staff members as assigned by the Principal
Evaluation:
Administrator performance will be evaluated by the Principal in accordance with
this job description.
The administrator shall
1. Meet
the personal and additional personal qualities listed for the Christian teacher
in the Christian Teacher Job Description of the Staff Handbook.
The administrator shall
1. Meet
weekly with the Principal to inform him of the status of the ministry, being
careful to inform about staffing needs, ministry needs, facility needs,
children and parent needs, and any other concerns that the administrator will
encounter.
2.
Assist the Principal through provision of counsel, information, advice and
opinions as to the operation of the school ministry.
3.
Oversee the work of the individuals within your span of control. Keeping them
adequately informed regarding their work and providing to them the appropriate
information necessary to ensure a smooth operation of the school.
4.
Oversee those in the administrator’s span of control in managing student
behavioral and academic problems and the appropriate communications with the
parents or guardians of the student.
5.
Develop job descriptions to adequately administrate the communication lines and
lines of authority among non-teaching staff members.
Goal: The teacher shall prayerfully help students
learn attitudes, skills, and subject matter that will contribute to their
development as mature, able, and responsible Christians to the praise and glory
of God.
Overview: The teacher shall be a born-again,
college graduate (preschool is school exempt from this requirement), certified
or certifiable, who feels called of God to the teaching profession. The Board
of Elders as deemed appropriate may add other qualifications.
Contracted by: The corporation upon
recommendation of the Principal for one year.
Responsible to: Administrator
Supervises: Student teachers, aides, volunteers,
and students.
Evaluation: Teacher performance will be evaluated
in accordance with Evaluation of Professional Personnel and this job
description. A copy of the Evaluation form follows this job description.
1. Have received Jesus Christ as his/her personal
Savior.
2. Believe that the Bible is God's Word and
standard for faith and daily living.
3. Be a Christian role model in attitude, speech
and actions toward others. This includes being committed to God's Biblical
standards for sexual conduct. Luke 6:40.
4. Be a member in good standing at a local,
evangelical church which has a Statement of Faith in agreement with the
school's Statement of Faith.
5. Show by example the importance of Scripture
study and memorization, prayer, witnessing, and unity in the Body of Christ.
6. Be in whole-hearted agreement with the
school's Statement of Faith and Christian philosophy of education.
7. Have the spiritual maturity, academic ability,
and personal leadership qualities to "train up a child in the way he
should go."
The
teacher shall
1. Recognize the role of parents as primarily
responsible before God for their children's education and be prepared to assist
them in that task.
2. Demonstrate the character qualities of
enthusiasm, courtesy, flexibility, integrity, gratitude, kindness,
self-control, perseverance, and punctuality.
3. Meet everyday stress with emotional stability,
objectivity, and optimism.
4. Maintain a personal appearance that is a
Christian role model of cleanliness, modesty, good taste, and in agreement with
school policy.
5. Use acceptable English in written and oral
communication. Speak with clear articulation.
6. Respectfully submit and be loyal to
constituted authority.
7. Shall notify the administration of any policy
he/she is unable to support.
8. Refuse to use or circulate confidential
information inappropriately.
9. Place his/her teaching ministry ahead of other
jobs or volunteer activities.
10. Make an effort to appreciate and understand
the uniqueness of the community.
The
teacher shall
1. Reflect the purpose of the school which is to
honor Christ in every class and in every activity.
2. Motivate students to accept God's gift of
salvation and help them grow in their faith.
3. Lead students to a realization of their
self-worth in Christ.
4. Cooperate with the Board of Elders and
administration in implementing all policies, procedures, and directives
governing the operation of the school.
5. Only teach curriculum assigned by an
administrator.
6. Teach classes as assigned following prescribed
scope and sequence as scheduled by the administrator.
7. Integrate biblical principles and the
Christian philosophy of education throughout the curriculum and activities.
8. Keep proper discipline in the classroom and on
the school premises for a good learning environment.
9. Maintain a clean, attractive, well-ordered
classroom.
10. Plan broadly through the use of semester and
quarterly plans and objectives, and more currently through the use of a Lesson
Plan Book.
11. Plan a program of study that, as much as
possible, meets the individual needs, interests, and abilities of the students,
challenging each to do his/her best work.
12. Utilize valid teaching techniques to achieve
curriculum goals within the framework of the school's philosophy.
13. Employ a variety of instructional aids,
methods, and materials that will provide for creative teaching to reach the
whole child: spiritual, mental, physical, social, and emotional.
14. Plan through approved channels the balanced
classroom use of field trips, guest speakers, and other media.
15. Use homework effectively for drill, review,
enrichment or project work.
16. Assess the learning of students on a regular
basis and provide progress reports as required.
17. Maintain regular and accurate attendance and
grade records to meet the demands for a comprehensive knowledge of each
student's progress.
18. Keep students, parents, and the
administration adequately informed of progress or deficiencies and give
sufficient notice of failure.
19. Recognize the need for good public relations.
Represent the school in a favorable and professional manner to the school's
constituency and the general public.
20. Develop and maintain rapport with students,
parents, and staff by treating others with friendliness, dignity, and
consideration.
21. Follow the Matthew 18 principle in dealing
with students, parents, staff, and administration.
22. Seek the counsel of the administrator,
colleagues, and parents while maintaining a teachable attitude.
23. Attend and participate in scheduled
devotional, in service, retreats, committee, faculty, and Parent Teacher
Fellowship meetings.
24. Know the procedures for dealing with issues
of an emergency nature.
25. Inform the administration in a timely manner
that the teacher is unable to fulfill any duty assigned. Prepare adequate
information and materials for a substitute teacher.
1. Site
Parking lot to building
A teacher must gather his/her children together on the parking lot into a cohesive unit and be able to move the children from an area on the parking lot to and into a building.
Playground size and terrain
Teachers are required to take their students onto
the playground and supervise them during outside recess. The playground is
quite large, but is fenced. The playground is primarily pea gravel with some
landscape timbers that must be stepped over. Teachers are required be able to
see and hear children on the playground. Teachers must be able to keep up with
students, control them until reaching the playground, and remain with the
students on the playground.
2. Building
Location of Classroom.
All classrooms are located on the ground floor.
3. Classroom
Height of chalkboards and bulletin boards
Teachers must be able to write on the chalkboards
and prepare bulletin boards between 3-7 feet in height so that students,
particularly in the back of the room, can see the necessary information.
Able to see and interact with students
Teachers in the school must have sufficient
vision to allow for active supervision and interaction with students. Teachers
must be able to be clearly understood by the students.
4. Teaching
Able to demonstrate lesson concepts using
chalkboards, media, hands-on materials
Communicate data (attendance, student assessment,
report cards, etc.
Teachers are required to prepare evaluation
reports, fill in records, and on numerous occasions, communicate with parents
in writing.
5. Supervision
Indoor (classroom, play areas)
Teachers must be able to actively supervise
students within the classroom or in the gymnasium area for indoor recess. On
occasion, the faculty should participate with students in organized games and
activities.
Outdoor (playground, sports field)
Teachers must be able to supervise students in their classroom or while on the playground. Teachers must also supervise students at the closing of each day as students are dismissed for their rides.
6. Emergencies
Can summon help
A teacher must be able to quickly summon help
when an emergency arises either in the classroom or on the playground.
Can apply emergency first aid
Teachers are required to render minimal first aid
to students who may be injured while in the classroom, or on the playground.
7. Attendance
Teachers are required to be present for staff
devotional at the determined time, faculty meetings and other special
functions, and occasionally for meetings or other functions in the evening.
The
teacher shall
1. Supervise extra-curricular activities,
organizations, and outings as assigned.
2. Utilize educational opportunities and
evaluation processes for professional growth.
3. Provide input and constructive recommendations
for administrative and managerial functions in the school.
4. Support the broader program of the school by
attending extra-curricular activities when possible.
5. Perform any other duties that may be assigned
by the administration.
The Administrator will determine the most appropriate method for staff development. If this includes a form, the form will be provided to the employee during in-service before the start of school
Board of Elders
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Pastor/Principal
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Administrator
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Pre-Kindergarten through Sixth Grades |
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Seventh through Twelfth Grades |
The following chart illustrates how each staff member is to interact with his supervisor so that each employee will clearly understand levels of authority. The employee is to work with the supervisor to fill out this form. All authority is delegated authority and must be used in harmony and cooperation with other staff members.
Form for Recommendation Authority and Approval Authority
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Description of Issue: |
Staff member |
Administrator |
Principal |
Board of Elders |
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Field trip |
Recommend |
Approve |
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Teacher Cash box expenditure |
Approve |
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Curriculum Selection |
Recommend |
Recommend |
Approve |
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Suspension of a student |
Recommend |
Recommend |
Approve |
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Expulsion of a student |
Recommend |
Recommend |
Recommend |
Approve |
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Contracts
section
General Provisions
A. Principal with delegated authority from the
Board of Elders is responsible for hiring the faculty and staff.
B. Employment of faculty shall be by annual
contract. Dismissal shall be for "just cause" as determined by
Principal.
C. A contract will include the statement that it
supersedes any and all other agreements, either oral or in writing, between the
parties with respect to employment. No other agreement, statement, or promise
not contained in it shall be valid or binding.
D. All personnel contracts are written for a
limited duration with all rights and privileges terminating upon the expiration
date of the contract unless voided by breach of contract or mutual agreement.
No rights of tenure or presumption of continued employment are conferred or
implied by the contract or by a number of consecutive annual contracts. No
right to notice of renewal or non-renewal of the contract is conferred or
implied.
E. The following items are to be referenced in
the contract and are an integral part of the contract: Statement of Faith,
Statement of the School's Philosophy and Objectives, the Staff Handbook, the
Student Handbook, and the Job Description.
F. When a contract of employment is offered to a
prospective employee, he/she must return it within ten business days to the
school office or the Principal reserves the right to withdraw the contract and
offer of employment.
Faculty
A. Teacher "Intent" forms from the
Principal may be distributed in February. Principal "Intent" forms
may be distributed in March indicating whether new contracts will be offered. A
person not invited to return has seven days in which he/she may request a
meeting with the Principal to discuss the non-renewal. Except in cases of
incompetence or extremely undesirable traits, failure to receive an invitation
to return shall not be considered a dismissal. It shall not appear thus on the
records or on references for future employers, although an honest appraisal of
the teacher may be made. Contracts will be issued after April 1st.
Resignation
A. In all cases, a written notice of resignation
shall be filed with the Principal.
Non-renewal of Contract
A. Reduction in Staff. In situations where
contracts cannot be renewed because of program changes requiring reduction in
staff, the Principal shall use seniority, effectiveness, and overall value of
the employee's gifts, strengths, and general qualifications in making
recommendations to the Board of Elders. If there is not a significant
difference in effectiveness or value to the school, seniority shall determine
the decision.
B. Unsatisfactory Performance. The Principal will
follow the Progressive Discipline Program in situations where it is likely that
a teacher's contract may not be renewed due to unsatisfactory performance.
Every effort must be extended to provide the time and mentoring help that the
teacher needs to become a successful member of the staff.
Progressive Discipline Program (PDP)
A. The teacher job description shall serve as the
primary basis for formal evaluation. All staff will undergo evaluation in the
fall while there is time for administrative coaching that can lead to teaching
improvements prior to a reemployment decision.
B. While the Progressive Discipline Program will
usually be used when dealing with most staff deficiencies, the Principal may
determine that certain acts, deficiencies, or situations are so grave that they
may result in immediate dismissal and thus bypass this general procedure.
C. Through the Administrator’s ongoing observation
and evaluation, the teacher shall be made aware of unsatisfactory performance
in a timely fashion. For minor infractions or at first appearance of
unsatisfactory work, the Administrator should review the situation with the
teacher. No notes or formal records need to be made. Usually no more than two
such meetings should occur before more formal proceedings begin as outlined
below.
1. FIRST SESSION. The Administrator is to outline
in writing the specific areas of concern. These areas are to be discussed with
the teacher and an attempt made to discern the root attitudes or problems.
Scriptural and practical counsel is to be given accordingly. The teacher is to
be encouraged to respond from his/her perspective. The session should conclude
in prayer.
a. Within three days, the Administrator will summarize the content of the meeting to include: (1) The specific concerns that need to be corrected, (2) The root or attitude problems discerned, (3) The teacher's response to the conference, and (4) The specific steps of action to correct each problem area with follow-up dates if deemed necessary by the Administrator.
b. The conference summary is to be signed and
dated by the Administrator and the teacher with space provided for the teacher
to write any general statements or disagreements with the summary. A copy is to
be given to the teacher and the Principal and the original placed in the
teacher's personnel file.
2. SECOND SESSION. The same procedure is to be followed as with the first session with these exceptions:
a. The
teacher and Administrator should report on the progress they each feel has been
made in following the corrective action outlined in Session One.
b. Any new steps of action should also be
documented at this time and the teacher informed that failure to implement by a
certain date might cause non-renewal of contract or dismissal depending upon
the severity of the problem.
c. Any item not mentioned in the first session
will be discussed and a plan of action formulated.
d. The Administrator may invite the Principal to
be present.
3. THIRD SESSION. The Third Session constitutes
the session whereby the teacher is informed in writing that his contract will
not be renewed.
a. Such a decision requires prior action by the Principal. A letter is to be given which: (1) Details the reasons for non-renewal, (2) Summarizes the contents of prior conferences, and, (3) Reviews the steps of action not followed and problem areas not corrected.
b. The teacher will be given a copy of the letter
and receive an explanation as to how it will be used in future inquiries.
c. This final session must include two up line
supervisors.
d. A teacher has the option, after his/her
notification of non-renewal to appeal the decision directly to the Board of
Elders within seven business days by giving notice to the Principal. The Board
of Elders will hear the teacher's and the Principal's positions and render a
decision by majority vote. The Board of Elder's decision is final. Failure to
request a hearing with the Board of Elders within that time frame shall waive
the person's right to such a hearing.
Termination and Dismissal
A. Cause for termination and dismissal may
include, but is not limited to, any one or more of the following: immorality,
intemperance, abuse to a student, absent without notification and/or approval
for 3 school days (abandonment of position), neglect of duty, Scriptural error,
or any conduct tending to bring discredit upon the school or upon the teacher
that causes a diminishing of his/her effectiveness as a Christian role model for
the students of Bethany Christian School.
B. It is the responsibility of the Principal to
decide whether the circumstances warrant the use of the Progressive Discipline
Program or immediate termination and dismissal. The Progressive Discipline
Program (PDP) will be used if it can serve in a redemptive function without
jeopardizing the well being of the school in the eyes of its constituency.
Whether the PDP is utilized or not, the "at will" nature of the
employment relationship remains intact.
C. Termination requires approval by the
Principal, and communicated to the employee in a personal conference with the
Principal and an up line supervisor or by certified mail to the last known
address. The termination of duties takes effect immediately unless the Board of
Elders rules differently due to extenuating circumstances.
D. At the option of the school, the teacher may
be provided with a written list of reasons for the dismissal. He/she has the
option, after his/her dismissal to appeal the decision directly to the Board of
Elders within seven business days by giving notice to the Principal. The Board
of Elders will hear the teacher's and Principal's position and render a
decision by majority vote. Failure to request a hearing with the Board of
Elders within that allotted time shall waive that person's right to such a
hearing.
E. Both parties waive their rights to a hearing in a secular court of law. (I Cor. 6:1‑8). Any unresolved dispute must be submitted to the Institute for Christian Conciliation (ICC), or a similar group, for mediation, or as a last resort, through legally binding arbitration. If arbitration is necessary, three arbitrators shall conduct it. Each party to this contract shall have the right to select one arbitrator. The two arbitrators selected shall jointly select the third arbitrator.
Separation/Evaluation Report
A. Upon termination of employment, whether
voluntarily or involuntarily, the Principal or an up-line manager will complete
a Separation/Evaluation Report. The Principal may or may not be present. If
he/she is not present, an additional member of the Board of Elders will be
present.
B. The departing employee will have an
opportunity to add his/her comments or rebuttal to the report form prior to
signing the form. Refusal to sign will be noted on the form. Employee will be
provided a copy of the form and the original is to be filed in the personnel
file. The employee will be told that this form may be made available to
prospective future employers
C. The departing employee must sign a release
form allowing Bethany Christian School
to release information regarding the employee’s work at the school. Without
this form Bethany Christian School
will confirm employment only.
D. The final paycheck will be released following the
exit interview provided that keys, school equipment, and any other appropriate
school property have been turned into the school office.
Release Form for Employees
I hereby give permission for __________________________ to discuss with _______________________ any appropriate information regarding the following subjects:
________________________________________________
__________________________ ___________________
Signature of Employee Date
__________________________ ___________________
Signature of Supervisor Date
__________________________ ___________________
Witness Date
Employee Separation/Evaluation Report
This form may be released to future prospective employers.
Employee's Name Date Employed Last Day
Employee's Position Date of Report
Separation Information
Resigned with Notice Retirement
Resigned W/O Notice Mutual Agreement
Discharged Illness
Laid-off Leave of Absence
Not Renewed
Comments
Comments or Rebuttal by Employee
Evaluation Report
Rating Scale: E = Excellent; G = Good; S = Satisfactory; P = Poor
Quality of Work Judgment
General Aptitude Potential Ability
Attendance Personal Qualities
Spiritual Growth Initiative
Cooperative Attitude Punctuality
Adherence to Acceptance of
Policies/procedures Responsibility
Personal relationships
Comments
Comments or Rebuttal by Employee
I have read and understand this separation/evaluation information. I also understand that this form may be released to future prospective employers.
Employee's Signature Date
Interviewer's Signature Date
Additional Interviewer's Signature Date
Letter
of Intent
Dear Faculty Member:
In order to plan for our next year's faculty, we need a firm indication of each teacher's intent to return or not return to a teaching position at Bethany Christian School next year.
I would appreciate your careful and prayerful consideration of this question and a prompt return of this form.
Please check the appropriate item:
I intend to return to the faculty if offered a contract.
I do not plan to return to the faculty next year.
My plans are indefinite at this time.
Please check the statement below if it applies in your situation.
I am willing/desire to consider a grade level change in teaching assignment. (Elementary school)
I am willing/desire to accept a change in subject assignments for next year. (Secondary level)
Please place this form back in the envelope and return it to my box by the last school day in February.
Should you wish to write additional comments, please feel free to do so on the reverse side of this form.
Thank you for your cooperation in this matter. I trust that you may clearly know the Lord's will. Should your plans be indefinite at this time, you need to know that we will consider your position open until you inform us otherwise.
Sincerely,
_____________________________________________________________________
Principal Teacher Date
All employees must complete W-4 forms. The W-4
form provides us with necessary information to withhold the correct amount of
income tax. These forms are available in the school office. Checks will not be
cut until the W-4 form has been completed.
Employees may receive 18 checks or 24 checks. If you elect to receive 24 checks you must notify the office in writing that this is your desire. The amount you receive for the five summer checks approximates the net amount of the checks that you receive during the year. The summer deduction is a net deduction. All taxes are paid on the moneys when they are earned. You may request the funds at any time should an emergency arise. You may elect to opt out of the 24-check plan, but once you have opted out you may not reenroll until the next school year. The five summer checks that you receive will be net checks; that is, the taxes have already been paid.
· Walls and doors. Most of the rooms have been painted with a white, washable paint. Although we want you to personalize your room we ask you to not repaint or change the basic construction without authorization from your supervisor. It is fine to pin or staple artwork to the walls. Please be careful with the woodwork. It may not recover from pins or staples. Tape and sticky substances may leave a residue.
· Multiple occupants. The building is used for a variety of functions, including a school. Please bear in mind that it is impossible to protect the items in your rooms. Church groups regularly use the rooms. Flexibility and common sense are the best tools to alleviate the frustrations of multiple use rooms.
· Carpets. The carpets are cleaned in July and August each year. If you have a spill of anything other than water please notify the office immediately. Do not attempt to clean up any spilled items. Do not attempt to clean up bodily fluids. Bodily fluids are considered hazardous and special procedures for cleanup and sterilization must be followed. Each staff member is responsible for vacuuming the carpet on a regular (not less than weekly) basis. If a vacuum cleaner is not functioning properly please take it to the office so that it can be repaired.
· Trash removal. All small trashcans are to have liners in them. These liners can be tied at the corners and placed in the trashcans located in the foyer. The Health Department does not allow trash to be placed in the halls.
· Bulletin Boards. Please be certain that all staples or pins used in and around your classroom are picked up off the carpets. The staples and pins slice the vacuum cleaner belts.
· Thermostats. Please cooperate with the other staff members in your wing of the building. One thermostat controls several rooms. It is necessary to be conservative with the settings. This keeps our operating expense down.
· Repair forms. Repair forms are available from the office manager. Please fill out a form any time something is broken or damaged. If something vital to your work is broken please notify the office manager immediately.
Great latitude is allowed to each individual teacher and
adjunct instructors in student management. This is to allow for the significant
difference between the ages of the students and
If a student has an academic
problem determine which of the following three categories best explains the
difficulty.
|
Routine
Classroom Problem ·
Failing to
Follow Directions. Actions: Give failing grade. See suggestions list. Verbal counseling System referral. ·
Failing to
complete homework. Actions: Give failing grade. See suggestions list. Finish work on recess or after school. |
Developmental
Differences ·
Inability to do
the work. Actions: Give failing grade. System referral Do not “diagnose” the student |
Attitude
Problems If student is disruptive to
the class refer to Classroom Management, Discipline Problem chart. ·
Student has no
desire to do the class work. Actions: Deal with in private. Verbal counseling. Give failing grade. System referral. |
The following boxes are
referred to in the previous Actions suggestions:
|
System
Referral 1. Notification of parent by
the teacher upon the third failing grade in a particular subject. 2. Written notification of
the parent and a copy to the administrator by the homeroom teacher upon the
sixth failing grade in a particular subject. 3. Written notification by
the homeroom teacher to the parent and a copy to the administrator who shall
notify the Academic Affairs Council upon the ninth failing grade in a
particular subject. The Council shall take appropriate action and the
administrator shall communicate such action to the parents. |
Suggestions
for Routine Classroom Management ·
Slow, clear
directions. ·
Insist on
student eye contact. ·
Have several
students repeat directions. ·
Question
students ·
Ask student to
privately repeat directions. ·
relocate the
child nearer to your desk. ·
Give only one
assignment at a time. ·
Praise student’s
ability to listen. ·
Use visualized
instruction. |
The following policies are
fully explained in the Student Handbook and are applicable to the academic
integrity of the school.
Board of Elders Policy:
Student’s must complete the work or receive a zero. The faculty may drop graded
assignments for the entire class, but may not drop an individual student’s
assignments. The Academic Affairs Council must approve variation from this
policy.
Board of Elders Policy: Students in the first through twelfth grades who have an average grade of 69 or below at the end of a grading period shall be placed on academic probation. The average shall be determined from all classes, including electives. If grades are not 70 or above by the end of the next grading period the Academic Affairs Council shall recommend to the Board of Elders that the student be expelled. The Board of Elders shall have final authority in this matter. Appeals for continuing in the school shall be made to the Board of Elders.
If a student has a discipline
problem determine which of the following three categories best explains the
difficulty.
|
Routine
Classroom Problem ·
Uncontrolled
talking and visiting in class. Actions: See suggestions list. Verbal counseling System referral. ·
Violation of
Student Handbook. Actions: Verbal counseling. System Referral. |
Physical
and Verbal Altercations ·
Fighting Actions: Strong verbal demand. Physical separation. Send student for help. Take students to office. ·
Back talk to the
teacher: accusing, dismissing, insulting, or swearing. Actions: Calm, immediate verbal counsel. System referral. |
Attitude
Problems Answer these questions: 1. Does the student feel respected and
trusted? |