Fayetteville City Schools Policy

The City of Fayetteville operates a municipal school system within its charter and Chapter 3, Section 49-301 through 49-306 of the Tennessee Code Annotated.

The system covers grades pre-kindergarten through nine. The District is considered to be the area within the limits of the City of Fayetteville.

Membership of Board of Education

The Board of Education consists of six members elected by public vote. A seventh member is appointed by the Mayor to serve as an ex-officio member with the approval of the Board of Aldermen.

Vacancies are filled by appointment from the Mayor and Board of Aldermen until the next City election.

A2 ORGANIZATION AND STRUCTURE Revised: 2000

Board Organization

Election of Officers

The Board shall select a chairman, vice-chairman, and secretary at the next regular meeting following the City election. The chairman shall preside at the meetings of the Board and may vote as any other member but shall have no power to veto. He/She shall perform the duties imposed by the rules of the Board. The vice-chairman shall perform the duties of the chairman in the event of the chairman’s absence or inability to act. In the event of a permanent vacancy in the office of chairman, a new chairman shall be elected at the next meeting.

A3 ORGANIZATION AND STRUCTURE Revised: 2000

Minutes (Board)

1. Minutes shall be prepared by the office of the Director of Schools and approved at the subsequent official meeting.

2. A permanent record of the minutes to the Board of Education shall be filed in the office of the Director.

3. The minutes shall be read, corrected, if necessary, and approved at the next regular meeting.

4. The Chairman and the Secretary shall sign the approved minutes.

5. Minutes of any special or called meetings shall be approved at the regular meeting.

6. A copy of the minutes will be mailed to each Board member, to the president of the Fayetteville Education Association, and to each school.

A4 ORGANIZATION AND STRUCTURE Revised: 2000

School Board Meetings

The Board will transact all business at official meetings which may be either regular or special.

Every meeting of the Board, except with the attorney to discuss pending litigation, will be open to the public. Meetings will be accessible to all students, employees, and interested citizens.

Regular Meetings

Regular meetings of the Board shall be held on the first Monday of each month at 5:00 in the Municipal Building.

In instances when any regular meeting date falls on a legal holiday, the meeting may be rescheduled by the chairman.

Special Meetings

The Board shall hold such special meetings as may be expedient to transact the business of the Board. Such meetings shall be called by the chairman whenever, in his/her judgment, the interests of the schools require it, or when requested to do so by a majority of the Board.

Only business related to the call of the meeting and details related to agenda items shall be discussed or transacted by the Board at a special meeting.

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Operational Procedure

A quorum shall consist of a simple majority of the number of members of the Board at any given time.

A majority of all the members constituting the Board, and not merely a majority of the quorum, shall be required to transact all business coming before the Board in regular or special meetings.1

The Board may operate within committees appointed by the Chairman. These may consist of Finance, Buildings and Grounds, Insurance, Personnel, Policy, and others as the Chairman sees fit and the need arises.

Expenses of Board Members

Each Board member shall be paid for each regular meeting an amount determined by the Board of Mayor and Aldermen comparable to other City Boards. They shall also receive payment for other expenses incurred while acting on behalf of the Board of Education.

Immediate Family of Department of Education and City Officials

Whenever a person is considered for initial employment in the system and that person is related to a member of the Board, the Director of Schools, an administrator in the system, or any appointed or elected City official, the fact of the relationship shall be publicly made known to the Board prior to the employment of such person.

For purposes of this policy, the term "related to" includes the following relationships: father, mother, son, daughter, brother, sister, son-in-law, father-in-law, mother-in-law, brother-in-law, sister-in-law, daughter-in-law, wife and husband.2

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*** Legal Reference:

1. 49-2-202.Members and meetings

2. OP Tenn. Atty. Gen. 95-080 (August 4, 1995)

A5 ORGANIZATION AND STRUCTURE Revised: 2000

Appeals To The Board

All matters relating to the operation of the school system may be appealed to the Board. However, the Board desires that all matters be settled at the lowest level of responsibility and will not hear complaints or concerns which have not advanced through the proper procedure from the point of origin.

If there is still a desire to appeal to the Board, the matter shall be referred in writing and the Board shall determine whether to provide a hearing.

Appearing Before the Board

Individuals desiring to appeal before the Board may request placement on the agenda by contacting the Director of Schools a minimum of five (5) days before the meeting. The chairman may recognize individuals not on the agenda for remarks to the Board if he/she determines that such is in the public interest. A majority vote of members present can overrule the decision of the chairman.

Persons speaking to the Board shall address remarks to the chairman and may direct questions to individual Board members only upon approval of the chairman. Each person speaking shall state name, address, and subject of presentation. Remarks will be limited to five (5) minutes unless time is extended by a majority vote of the Board. The chairman shall have the authority to terminate the remarks of any individual who does not adhere to the above rules or chooses to be abusive to an individual Board member or the Board as a whole. Members of the Board or the Director of Schools may have the privilege of asking questions of any person who addresses the Board.

Individuals desiring additional information about any item on the agenda shall direct such inquiries to the office of the Director of Schools.

A5 (B) ORGANIZATION AND STRUCTURE Added: 2002

Grievances and the Americans with Disabilities Act

A grievance shall mean a complaint by an individual that he/she has been discriminated against because of some real or perceived disability.

The Board shall designate an employee to be responsible for coordinating the system’s efforts to comply with the Americans with Disabilities Act. Information about the designation of such employee shall be disseminated to staff members, students, students’ parents and/or guardians, and other interested citizens.

All grievances must be presented to the ADA Coordinator. If satisfactory resolution of the problem cannot be reached after ample opportunity for consideration of the matter, the grievant may discuss the matter with the Director of Schools. After review of the case, the Director shall take action as he/she deems appropriate and shall notify all parties concerned of this decision. The grievant may appeal the Director’s decision to the Board.

The Board shall hear only complaints which have been carried through the proper procedure from the point of origin.

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Legal Reference:

28 CFR 35.107

A6 ORGANIZATION AND STRUCTURE Revised: 2000

Responsibility of Employees

All personnel under the employ of the Fayetteville Board of Education shall observe all laws of the State of Tennessee, the Rules and Regulations and Minimum Standards of the State Board of Education, and the rules and regulations of each individual school as they apply to each employee relative to the operation of the public schools of Fayetteville.

A7 ORGANIZATION AND STRUCTURE Revised: 2000

Establishment of All Certified and Non-certified Positions

The establishment of all certified and non-certified staff positions in the school system rests with the Board of Education.

The Board shall pay the salaries of all employees of the Board of Education.

No teacher, or other employee, shall hire, contract, or otherwise employ an assistant or helper on an individual basis for the purpose of performing a service under the authority of the Board.

A8 ORGANIZATION AND STRUCTURE Revised: 2000

Professional Negotiations

Policy No. 1

It shall be the policy of the Fayetteville City Board of Education to restrict the scope of professional negotiations to those specific conditions of employment that are designated as a mandatory topic for negotiations by the Education Professional Negotiations Act. The following guidelines shall govern the scope of negotiations:

The representatives of the Board shall negotiate the following conditions of employment:

1. Salaries or wages

2. Grievance procedures

3. Insurance

4. Fringe benefits, but not to include pensions or retirement programs of the Tennessee Consolidated Retirement System

5. Working conditions

6. Leave

7. Student discipline procedures

8. Payroll deductions

The representatives of the Board shall not negotiate on any terms and conditions of employment except as provided above.

The representatives of the Board shall not negotiate proposals:

1. Relating to Federal, State, County, or Municipal laws, including the Rules, Regulations and Minimum Standards of the State Board of Education, over which the Fayetteville Board of Education has no control or authority to enact, alter, or rescind.

2. Contrary to Federal, State, County, or Municipal law, including the Rules, Regulations, and Minimum Standards of the State Board of Education.

3. Contrary to professional employee rights defined in this act.

4. Contrary to Board of Education rights contained in this act or in Title 49 of the Tennessee Code Annotated.

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Professional Negotiations

Policy No. 2

When the representatives of the Fayetteville City Board of Education and the representatives of the recognized employees’ organization have reached agreement; when they have jointly prepared a memorandum of understanding; when they have presented the memorandum of understanding to their respective governing authorities; and when both the Board and the employees’ organization have ratified the same proposed agreement, the agreement shall represent the full and complete understanding and contract concerning the terms and conditions of employment between the parties. Neither the Board of Education’s representative nor the Board of Education will agree to the signing or initialing of any contract with the Association wherein there is any provision for reopening bargaining on any topic until January 1 of the year of contract expiration.

After the above conditions have been satisfied, the Chairman of the Board and the President of the Association shall sign the agreement at a meeting of the Board, and the action shall become a part of the official minutes of the Fayetteville City Board of Education.

Policy No. 3

Meetings to discuss negotiable items may be requested by the Association or by the Board of Education. A written request, stating specifically the reason for the meeting, must be directed by the Association to the Board through the Director of Schools. A meeting must be held at a mutually convenient place within ten (10) working days after the request has been submitted unless both parties agree to an extension of time. The specific items proposed for negotiation shall be exchanged at least five (5) working days prior to the next scheduled meeting. The chief negotiator for the Association shall establish an agenda at least forty-eight (48) hours prior to the scheduled meeting.

Negotiations shall be held in an open meeting after adequate public notice has been given to the public by the Director of Schools. During the meeting either group may recess for independent caucus or conference as necessary. In an emergency situation, the Director may waive the time requirements except to comply with Tennessee Code Annotated.

Preparation for negotiating sessions by the Association will take place outside the regular school day.

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Professional Negotiations

Policy No. 4

If a strike occurs, and when the Fayetteville Board of Education shall have determined which employees engaged in the strike or participated in the strike by urging, coercing or encouraging others to engage in the strike, such employees, whether tenured or non-tenured, shall be dismissed.

A9 ORGANIZATION AND STRUCTURE Revised: 2000

Public Hearing

The Board will hold hearings when the Board deems it to be in the public interest.

A10 ORGANIZATION AND STRUCTURE Added: 2000

Developing and Adopting Policies

A proposed policy or policy change shall be submitted to the Board as part of the agenda. Any interested party shall be given an opportunity to be heard on the proposal. The Board’s approval of the proposal or return for study and/or further revision shall constitute the first reading.

The proposed policy or policy amendment shall be considered at the next Board meeting with the final vote following the second reading. Adoption shall require an affirmative vote by a majority of the members of the Board.

Policies and amendments adopted by the Board shall be made a part of the minutes and shall be placed in the policy manual. Policies and amendments shall be effective immediately upon adoption unless a specific effective date is provided, and shall supersede any previous Board action on the subject.

Policy Maintenance

The Director of Schools or his/her Designee and a committee of Board members appointed by the chairman shall be responsible for drafting policy proposals and maintaining the Board Policy Manual.

Policies shall be accessible to all employees of the school system, members of the Board, and citizens of the community. All policy manuals shall remain the property of the Board and are subject to recall any time deemed necessary by the Director.

Emergency Procedure

On matters of unusual urgency, by a two-thirds vote of the total membership, the Board may waive the second reading limitation and take immediate action to adopt new or revised policies.

Suspension of Policies

Any Board policy or part thereof may be suspended, either by a unanimous vote of Board members present or by a two-thirds vote of the total membership of the Board.

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Administration in Policy Absence

In cases where the Board has provided no guidelines for administrative action, the Director shall have the power to act, but report to the Board at its next meeting.

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Legal Reference:

1. TCA 49-2-207.

2. TCA 49-2-207.

A11 ORGANIZATION AND STRUCTURE Revised: 2000

Travel Expense Policy

This policy shall define the guidelines for reimbursement of travel expenses for the Fayetteville City Board of Education.

All travel must be approved in advance by the Director of Schools.

Expenses shall be reimbursed for meetings, seminars, conferences and educational training pertaining to the betterment of the school system’s operations.

The following are reimbursable expenses:

1. Meals*

2. Lodging

3. When travel involves the official’s private vehicle, he/she shall be allotted the rate given by the IRS in the Tax Law.

4. Miscellaneous expenses are allowed provided receipts are attached.

Spouses may accompany officials; however, all additional expenses incurred by the spouse shall be paid by the school official.

Officials must file a travel expense report and accompanying receipts for all reimbursable items.

*Meals will be reimbursed according to State rates.

Exceptions to the State rates may be granted for conventions, conferences, etc. if approved in advance by the Director of Schools. If exceptions are granted, meal receipts must be presented for reimbursement.

A12 ORGANIZATION AND STRUCTURE Revised: 2005

Places Where Smoking is Prohibited

Smoking is prohibited inside the buildings of all Fayetteville City Schools.

In compliance with Tennessee Code Annotated 39-17-1604, adult staff members may be permitted to smoke outdoors but not within fifty feet (50’) of any entrance to any building but not in the presence of children attending such school.

Smoking is also prohibited on school grounds including public seating areas, including but not limited to, bleachers used for sporting events or public restrooms. After regular school hours, adults are allowed to smoke on the property surrounding the school, but not blocking any entrance to any building.

A13 ORGANIZATION AND STRUCTURE Revised: 2001

Discrimination/Harassment of Employees

(Sexual, Racial, Ethnic, Religious)

Employees shall be provided a work environment free from discrimination/harassment. It shall be a violation of this policy for any employee to discriminate against or harass another employee through disparaging conduct or communication that is sexual, racial, ethnic or religious in nature. The following guidelines are set forth to protect employees from discrimination/harassment.

Employee discrimination/harassment is defined as conduct, advances, gestures or words (written or spoken) of a sexual, racial, ethnic or religious nature which:

1. Unreasonably interfere with the individual’s work or performance; or

2. Create an intimidating, hostile or offensive work environment; or

3. Imply that submissions to such conduct is an explicit or implicit term of employment; or

4. Imply that submission to or rejection of such conduct will be used as a basis for an employment decision affecting the harassed employee.

Alleged victims of sexual, racial, ethnic and religious discrimination/harassment shall report these incidents immediately to the immediate supervisor except when the immediate supervisor is the offending party. If the immediate supervisor is the offending party, the report may be made to the Federal Rights Coordinator or the Director of Schools. Allegations of discrimination/harassment shall be fully investigated. An oral complaint may be submitted; however, such complaint must be reduced to writing to ensure a more complete investigation.

The complaint should include:

Identity of the alleged victim and person accused;

Location, date, time, and circumstances surrounding the alleged incident;

Description of what happened;

Identity of witnesses; and

Any other evidence available.

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The privacy and anonymity of all parties and witnesses to complaints will be respected. Because an individual’s need for confidentiality must be balanced with obligations to cooperate with police investigations or legal proceedings, to provide due process to the accused, to conduct a thorough investigation or to take necessary action to resolve a complaint, the identity of parties and witnesses may be disclosed to individuals with a need to know.

A substantiated charge against an employee shall result in disciplinary action and could include termination.

There will be no retaliation against any person who reports discrimination/harassment or participates in an investigation. Any employee who refuses to cooperate or gives false information during the course of any investigation may be subject to disciplinary action. The willful filing of a false report will itself be considered harassment and will be treated as such.

An employee disciplined for violation of this policy may appeal the decision by contacting the Federal Rights Coordinator or the Director of Schools.

Employees of Fayetteville City Schools shall not encourage, permit, condone, or tolerate hazing activities of any kind and will take appropriate action if an incident occurs.

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Discrimination/Harassment of Students (Sexual, Racial, Ethnic, Religious)

Bullying/Intimidation of Students

Discrimination/Harassment of Students:

Students shall be provided a learning environment free from discrimination or harassment. It shall be a violation of this policy for any employee or any student to discriminate against or harass a student through disparaging conduct or communication that is sexual, racial, ethnic or religious in nature. The following guidelines are set forth to protect students from discrimination/harassment.

Student discrimination/harassment will not be tolerated. Discrimination/harassment is defined as conduct, advances, gestures or words (written or spoken) of a sexual, racial, ethnic or religious nature, which:

Unreasonably interfere with the student’s work or educational opportunities; or
Create an intimidating, hostile or offensive learning environment; or
Imply that submission to such conduct is an explicit or implicit term of receiving grades or credit; or
Imply that submission to or rejection of such conduct will be used as a basis for determining the student’s grades and/or participation in a student activity.

Alleged victims of sexual, racial, ethnic and religious discrimination/harassment shall report these incidents immediately to a teacher, counselor or building administrator. Allegations of discrimination/harassment shall be fully investigated according to the guidelines set forth in CODE 5, Complaints and Grievances.

The privacy and anonymity of all parties and witnesses to complaints will be respected. However, because an individual’s need for confidentiality must be balanced with obligations to cooperate with police investigations or legal proceedings, to provide due process to the accused, to conduct a thorough investigation or to take necessary action to resolve a complaint, the identity of parties and witnesses may be disclosed in appropriate circumstances to individuals with a need to know.

A substantiated charge against a student may result in corrective or disciplinary action and could include suspension.

There will be no retaliation against any person who reports harassment or participates in an investigation. However, any employee or student who refuses to cooperate or gives false information during the course of any investigation may be subject to disciplinary action. The willful filing of a false report will itself be considered harassment and will be treated as such.

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Building administrators are responsible for educating and training their respective staff and students as to the definition and recognition of discrimination/harassment.

In addition, employees of Fayetteville City Schools shall not encourage, permit, condone or tolerate hazing activities of any kind and will take appropriate action if an incident occurs.

Bullying and/or Intimidation:

Students shall be provided a safe learning environment. It shall be a violation of this policy for any student to bully, intimidate or create a hostile educational environment for another student. Bullying and intimidation are defined as either physically harming a student or damaging his/her property, or knowingly placing the student in reasonable fear of such, or creating a hostile educational environment. The policy addresses conduct taking place on school grounds, at any school-sponsored activity, on school-provided transportation, or at any official school bus stop immediately before boarding and immediately following deboarding.

Alleged victims of the above-referenced offenses shall report these incidents immediately to a teacher, counselor or building administrator. Any allegations shall be fully investigated by a complaint manager as set forth in Code 5, Complaints and Grievances.

A substantiated charge against a student may result in corrective or disciplinary action up to and including suspension.

There will be no retaliation against any person who reports bullying or intimidation, or any individual who participates in an investigation. However, any employee or student who refuses to cooperate or gives false information during the course of any investigation may be subject to disciplinary action. The willful filing of a false report will itself be considered harassment and will be treated as such.

An employee disciplined for violation of this policy may appeal the decision by contacting the Board of Education. Any student disciplined for violation of

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this policy may appeal the decision in accordance with disciplinary policies and procedures.

This policy shall be published in the Parent/Student Handbook distributed annually to every student and parent.

Building administrators are responsible for educating and training their respective staff and students as to the definition and recognition of bullying and intimidating behaviors.

A15 ORGANIZATION AND STRUCTURE Added: 2000

Visitors to the Schools

Except on occasions, such as school programs, athletic events, open house and similar public events, all visitors will report to the school office when entering the school and will sign a log book. Authorization to visit elsewhere in the building or on the school campus will be determined by the principal or designee. Guest passes shall be issued for all persons other than students and employees of the school.

In order to maintain the conditions and atmosphere suitable for learning, no other person shall enter onto the grounds or into the school buildings during the hours of student instruction except students assigned to the school, the staff of the school, parents of students, and other persons with lawful and valid business on the school premises.

The principal of his/her designee has the authority to exclude from the school premises any persons disrupting the educational programs in the classroom or in the school, disturbing the teachers or students on the premises, or on the premises for the purpose of committing an illegal act.

The principal shall engage law enforcement officials when he/she believes the situation warrants such measures.

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Legal Reference:

Paragraph 1 above--Student and Employee Safe Environment Act of 1996

A16 ORGANIZATION AND STRUCTURE Added: 2000

Holidays

The following holidays will be observed by the Fayetteville City School System. This pertains to all full-time employees including central office staff, secretary/bookkeepers and custodians.

· Labor Day

· Thanksgiving Day

· Christmas Day

· New Year’s Day

· Martin Luther King’s Birthday

· Presidents’ Day

· Good Friday

· Memorial Day (if school is not in session)

· Independence Day (July 4)

The Central Office may be closed on other days at the discretion of the Director of Schools.

If any of the above-named holidays is on Saturday or Sunday, the previous Friday or following Monday will be designated by the Director as the holiday.

A17 ORGANIZATION AND STRUCTURE Added: 2005

Unsafe School Choice Policy

Any student who attends a school meeting the definition “persistently dangerous”, or any student who has been a victim of a violent crime while at school, will have the opportunity to attend a safe school.

Additional reference may be given to the state Unsafe School Choice Policy.

No Child Left Behind Act of 2001

SEC. 9532. UNSAFE SCHOOL CHOICE OPTION

(a) UNSAFE SCHOOL CHOICE POLICY- Each State receiving funds under this Act

shall establish and implement a statewide policy requiring that a student attending a

persistently dangerous public elementary school or secondary school, as determined by

the State in consultation with a representative sample of local educational agencies, or

who becomes a victim of a violent criminal offense, as determined by State law, while in

or on the grounds of a public elementary school or secondary school that the student

attends, be allowed to attend a safe public elementary school or secondary school within

the local educational agency, including a public charter school.

Unsafe School Choice Plan

If a school in the Fayetteville City System is identified as “persistently dangerous” or a student has been a victim of a violent crime as outlined in the Tennessee State Unsafe School Policy, opportunity to attend a safe public elementary or secondary school will be given to the student.

Steps to school choice:

· The principal has the responsibility to investigate and inform the parent within 10 (ten) days of an incident meeting the criteria.

· The system may make a verbal request to bordering systems to negotiate options.

· The school will notify the parent in writing of their options and the parent has 10 (ten) days to respond.

· Finalize contract with cooperating school system.

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Parent/Family Involvement

General Expectations for All Schools

The school district shall be governed by the statutory definition of parent involvement as sited in the Elementary and Secondary Education Act (ESEA), and shall carry out programs, activities and procedures in accordance with this definition.

The Board shall implement the following as required by federal and state legislation:

The school district will put into operation activities and procedures for the involvement of parents in all of its schools. Those programs, activities and procedures will be planned and operated with meaningful consultation with parents.

The school district shall incorporate activities and strategies that support this district wide family and community engagement policy into its Tennessee Comprehensive System-Wide Planning Process (TCSPP).

The TCSPP shall include procedures by which parents may learn about the course of study for their children and have access to all learning materials.

The TCSPP shall include strategies for parent participation in the district’s schools which are designed to improve parent and teacher cooperation in such areas as homework, attendance and discipline.

If the school district’s TDSPP is not satisfactory to the parents, the school district shall submit any parent comments with the plan when the school district submits the plan to the State Department of Education.

To the extent practicable, the school district and its schools shall provide full opportunities for the participation of parents with limited English proficiency, parents with disabilities, and parents of migratory children, including providing information and school reports in an understandable and uniform format and including alternative formats upon request, and, to the extent practicable, in a language parents understand.

The school district shall appoint a Family and Community Advisory Council that will annually assess, through consultation with parents, the effectiveness of the Family and Community Engagement Program and determine what action needs to be taken, if any, to increase parental and community participation. In order to accomplish this, each advisory council shall be composed of representatives from

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parents of students in elementary, middle and high schools, community business leaders, a member of the school board, and representatives from the school district.

· Every school district shall ensure Title I schools are in compliance with the No Child Left Behind Act.

B1 PROFESSIONAL PERSONNEL Revised: 2001

Qualifications, Director of Schools

The candidate shall meet the qualifications as determined by the State of Tennessee and the Southern Association of Colleges and Schools.

Selection and Duties of Director of Schools

When a vacancy occurs, the appointment of a Director of Schools is a function of the Board of Education. The Board shall establish the duties and hire the Director. He/She shall perform the duties as stated in the contract of employment. The Director shall appoint an employee of the Board of Education to serve as secretary to the Board.

Prior to conducting a search to fill the position, the Board shall develop the following:

· qualifications for the position

· a job description

· a timeline for filling the position

· a process for accepting and reviewing applications

Applications for the Director of Schools shall not be accepted from current Board members, a Board member’s spouse, or an individual that has served on the Board during the previous twelve (12) months.

No school Board may either terminate, without cause, or enter into a contract with any Director of Schools during a period extending from 45 days prior to the general school Board election until 30 days following such election. Any vacancy in the office of the Director which occurs within this period shall be filled on a temporary basis not extending beyond 60 days following the general school Board election. An option to renew a contract which exists on the effective date of this act may be exercised within the time period set out in this subdivision.

1Section 49-2-203

B2 PROFESSIONAL PERSONNEL Revised: 2000

Qualifications, Professional Personnel

All professional personnel shall meet the certification requirements as set forth by the State Board of Education. Waivers will be requested only if certified personnel cannot be employed. Professional personnel include:

· Supervisors

· Principals

· Teachers

· Athletic Directors

· Coaches

· Guidance Counselors

· Assistant Principals

· Librarians

B3 PROFESSIONAL PERSONNEL Revised: 2000

Substitute Teachers

1. The principals shall send the substitute teachers’ records to the Director’s office at end of each week. Those teachers cannot be paid for their services until the report has been made.

2. The substitute teacher should be an experienced person, certified in the field in which he/she is substituting if possible. A substitute teacher should, in the judgment of the Director and the Board, be fully capable of carrying on successfully in the absence of the regular teacher.

3. Substitute teachers who are substituting for teachers absent under sick, personal, or professional leave, shall be paid as follows:

a. base amount for one day at a time for not more than five (5) consecutive days at one time

b. base amount plus $5.00 for six (6) or more consecutive days for the same teacher

4. Payment for substitute teachers will be made twice monthly.

5. Substitutes for teachers absent for reasons other than those allowed under sick leave, personal or professional reasons will be paid through the Director’s office. Teacher’s pay for that month will be deducted one twentieth for each day absent.

B4 PROFESSIONAL PERSONNEL Revised: 2000

Sick Leave

The time allowed for sick leave for professional personnel shall be one (1) day for each month employed during the school year and shall accumulate for an unlimited number of days.

Sick leave shall be defined as illness of a teacher from natural causes or accident, quarantine, or illness or death of a member of the immediate family of a teacher, including the teacher’s wife or husband, parents, grandparents, children, grandchildren, brothers, sisters, mother-in-law, father-in-law, daughter-in-law, brother-in-law, son-in-law, and sister-in-law.

A signed statement listing the cause of the absence shall be provided by the employee on forms furnished by the Director of Schools and shall promptly be given to the immediate supervisor in support of all claims for sick leave pay. A falsified statement shall be grounds for dismissal.

A certificate from the physician may be required in support of any claim for sick leave pay.

Permanent, cumulative sick leave records for each active professional employee shall be kept in the office of the Director of Schools.

A teacher, upon employment, may transfer his/her accumulated sick leave from another Tennessee school system, provided that the Director of the system in which the accumulated leave was held provides notarized verification.

Sick leave for maternity purposes may be taken during the period of physical disability only. A teacher may use up to thirty (30) days of accumulated sick leave for the adoption of a child. If both adoptive parents are teachers, only one parent may request leave. Written verification from the adoption agency or other entity handling the adoption shall be required before the leave is granted.

Sick Leave Accumulation and Use

1. The time allowed for sick leave within the meaning of this section for any teacher shall be one (1) day for each month employed plus any personal and professional leave transferred to sick leave. Sick leave shall be cumulative for all earned or transferred days not used.

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1. Upon written request of the teacher accompanied by a statement from her physician verifying pregnancy, any teacher who goes on maternity leave shall be allowed to use all or a portion of her accumulated sick leave for maternity leave purposes during the period of her physical disability only (usually six weeks or as determined by her physician).

2. When a teacher is first employed in a system, he/she shall be allowed an initial allotment of up to five (5) days of sick leave, but not exceeding the number he/she could earn during the school year in which he/she is first employed. If a teacher uses a part or all of this initial allotment, these days shall be charged to sick leave later accumulated by the same teacher.

3. At the termination of the employment of any teacher, all unused sick leave accumulated by the teacher shall be terminated.

4. However, a local Board of education shall grant to any teacher upon his/her employment or reemployment the accumulated sick leave which the teacher lost by previous termination of employment in a public school system of this state; except that if a teacher is granted, upon his/her further employment, the sick leave days lost; and except that a teacher who breaks a contract with the Board of education without a justifiable reason and without giving at least thirty (30) days’ advance notice shall be granted his/her accumulated, unused leave only if the Board whose employ he/she left permits him/her to resign in good standing under the terms of Tennessee Code Annotated. This grant of previously accumulated, unused sick leave days shall be made only upon application of the teacher, and only upon written verification, notarized by the Director and chairman of the Board of education of the system in which the accumulated sick leave was held. The grant of previously accumulated, unused sick leave days provided for under this subdivision shall be available to any teacher and state employee.

5. Every local Board of education shall keep a record of the accumulated sick leave for each eligible teacher in its employ and shall provide a verified copy to the teacher or other Board of education for purposes of implementing this section.

6. The local Board of education may require that a physician’s certificate be furnished by the teacher in all cases deemed proper by the local Board.

7. In case of doubt, the local Board of education shall have final authority as to who is entitled to leave under this action and the time for which the leave may be allowed.

B4 PROFESSIONAL PERSONNEL Revised: 2000

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8. A teacher in need of sick leave shall be allowed to use unearned sick leave up to the amount of days which such teacher may accumulate during the remainder of the school year in which he/she is employed. Such advance use of sick leave shall be charged to sick leave accumulated in the same school year. Upon termination of the employment of such teacher before such days are earned or at the end of the school year, there shall be deducted from the final salary of such teacher an amount based on his/her daily rate of pay sufficient to cover the excess sick leave days used by him/her and if such final salary is insufficient for this purpose the teacher shall be liable for reimbursement of any amount in excess of his/her final salary.

9. Any person employed by any agency, office, department, or institution of the state or any state college or university and who participates in the sick leave program provided in Tennessee Code Annotated who leaves such employment and within two (2) years becomes a teacher employed by any local Board of education shall be allowed to convert all accumulated state sick leave into sick leave under this section, provided, that any person may waive such conversion by notice to the authority responsible for his/her appointment. The previous employer shall certify to the new employer that the sick leave for which credit is being sought actually is accrued and due and is substantiated by records of the agency compiled solely for purposes of establishing leave credit. The conversion of sick leave under this subsection shall be available to any employee who has transferred employment for any herein named state agency to any local school system.

Teacher Sick Leave

The Fayetteville City School System operates a Teacher Sick Leave Bank. Guidelines for its operation are in the Central Office.

B5 PROFESSIONAL PERSONNEL Revised: 2000

Teacher Leaves of Absence

Application for leave:

(a) Any person holding a position which requires a teacher’s license shall be granted leave for military service, legislative service, maternity, adoption, or recuperation of health and may be granted leave for educational improvement or other sufficient reason without forfeiture of accumulated leave credits, tenure status, or other fringe benefits.

(b) All leaves shall be requested in writing at least thirty (30) days in advance on forms adopted by the local Board of education and uniformly used throughout the school system. The thirty-day notice may be waived or reduced by the local Board or upon a certified statement of a physician approved by the local Board of education. Requests for leaves of absences without pay will be considered on an individual basis.

1. a description of the type of leave requested

2. the requested dates for beginning and ending the leave

3. a statement of intent to return to the position for which leave is granted

NOTE: Any person taking a leave of absence exceeding twenty (20) working days must pay 100% of his/her health insurance premium during the time of the leave, with the exception of those qualifying under the Family and Medical Leave Act.

B6 PROFESSIONAL PERSONNEL Revised: 2000

Maternity Leave

In the interest of appropriate planning and the educational needs of the school system, as well as the general welfare of its employees, the following procedures for granting maternity leave are established:

General Principles

1. Any full-time employee of the Fayetteville City School System shall be granted maternity leave due to pregnancy and childbirth.

2. Any full-time employee on maternity leave shall be permitted to use accumulated sick leave during the period of actual physical disability only. Otherwise, the maternity leave shall be unpaid leave.

3. A physician’s statement may be required by the Board when determining the period of actual disability.

4. Request for leaves and extension of leaves shall conform to state law governing all leaves of absence.

Notice

1. Every eligible employee shall notify the Director in writing at least three (3) months prior to the expected date of delivery.

2. The Director or his/her designee and the employee shall determine the beginning and ending dates of the leave.

3. If no agreement can be reached between the Director and the employees, the delivery date shall become the beginning date, and the Board shall set the ending date.

B6 PROFESSIONAL PERSONNEL Revised: 2000

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Extended Maternity Leave

The Board shall consider the request of extended maternity leave according to the needs of the system and the wishes of the employee.

Any female employee requesting an extension for pregnancy, childbirth, and nursing the infant may be granted up to four (4) months without pay.

B6 (A) PROFESSIONAL PERSONNEL Revised: 2000

FAMILY AND MEDICAL LEAVE

Purpose:

To entitle employees to take reasonable leave for medical reasons, for the birth or adoption of a child, and for the care of a child, spouse or parent who has a serious health condition.

Eligibility:

Anyone who has been employed for at least twelve (12) months by the Board and has at least 1,250 hours of service during the previous twelve (12) month period.

General Principles:

1. Any employee shall be granted, upon request, up to twelve (12) weeks unpaid leave for the birth or adoption of a child or the care of a child, spouse, or parent who has a serious health condition. (Any female requesting leave due to pregnancy and childbirth may be granted at least four (4) months leave.)

2. Any employee on maternity leave shall be permitted to use accumulated sick leave during the period of actual physical disability only. Otherwise, the maternity leave shall be unpaid leave. A teacher may use up to thirty (30) days of accumulated sick leave for the adoption of a child. If both adoptive parents are teachers, only one parent may request leave. Written verification from the adoption agency or other entity handling the adoption shall be required before the leave is granted.

3. A physician’s statement may be required by the Board when determining the period of actual physical disability.

4. Request for leave and extension of leaves shall conform to state law governing all leaves of absence.

Restrictions:

1. For foreseeable leave, the employee shall provide the Board with at least thirty (30) days’ written notice before the beginning of the anticipated leave.

B6 (A) PROFESSIONAL PERSONNEL Revised: 2000

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2. The Board may require that a request for leave be supported by certification issued by a health care provider with the following information:

a. the date on which the serious health condition commenced;

b. the probable duration of the condition;

c. the appropriate medical facts within the knowledge of the health care provider regarding the condition; and

d. a statement that the eligible employee is needed to care for the son, daughter, spouse, or parent and an estimate of the amount of time that such employee is needed.

3. If there is any reason to doubt the validity of the certification provided, the Board may require, at Board expense, an opinion of a second health care provider.

4. Any employee requesting leave under the Family & Medical Leave Act shall include in the leave any applicable accumulated sick leave.

5. Intermittent Leave - When an employee requests foreseeable leave for planned medical treatment and the employee would be on leave for greater than 20% of the total number of working days in the period during which the leave would extend, the school may require that such employee elect either to take the leave for periods of a particular duration, not to exceed the duration of the planned medical treatment or to transfer temporarily to an available alternative position offered by the Board for which the employee is qualified, and that has equivalent pay and benefits and better accommodates recurring periods of leave.

Requirements of the Board

1. The employee shall be restored to the same position of employment or an equivalent position with no loss of benefits, pay or other terms of employment.

2. The employee shall be kept under any group health plan for the duration of the leave.

3. The Board will continue to pay the system’s portion of the premium during the time of the approved leave.

4. The Board may recover the premium paid under the following conditions:

a. the employee fails to return from leave after the period of leave has expired.

b. the employee fails to return to work for a reason other than the continuation, recurrence, or onset of a serious health condition or other circumstances beyond the control of the employee.

B7 PROFESSIONAL PERSONNEL Revised: 2000

Personal and Professional Leave

Personal and professional leave -- Accumulation and use.

(a) Under policies adopted by the local Board of education, a teacher shall be allowed personal and professional leave earned at the rate of one (1) day for each one half (1/2) year employed. A teacher may take not more than two (2) days of personal or professional leave prior to having earned it, but it shall be charged against his/her year’s allowance. Any personal and professional leave remaining unused at the end of a year shall be credited to that teacher as sick leave.

(b) If at the termination of his/her services any teacher has been absent for more days than he/she had accumulated or earned leave, there shall be deducted from the final salary warrant of such teacher an amount sufficient to cover the excess days used by him/her.

(c) (1) Personal leave is intended to be used for personal reasons. It can be taken at the discretion of the teacher who shall not be required to give reasons for the use of any personal leave except under certain conditions. The approval of the Director, his/her designated representative, or Board of education shall be required under the following conditions:

(A) If more that ten percent (10%) of the teachers in any given school request personal leave on the same day, provided, however, on making this calculation, any major fraction shall be considered as one (1); and in schools of five (5) teachers or less one (1) teacher may take personal leave at this discretion,

(B) If personal leave is requested during any prior established student examination period; or

(2) Except in an emergency, a teacher shall give at least one (1) day’s advance notice of intent to take personal leave.

B8 PROFESSIONAL PERSONNEL Revised: 2007

Hiring of Personnel

The identification of personnel needs shall be the responsibility of the Director of Schools, supervisors and building principals. Opportunity for employment, as well as continuation and advancement in employment, shall be afforded equally to members of all races, colors, sexes, religions, ages, and individuals with disabilities or veteran status with regard only for the qualifications for the position involved. The authorization of all school system positions rests with the Board of Education.

Requirements for Employment

No personal shall be employed:

1. Who has any contagious or communicable disease in such form that might endanger the health of students;

2. Who is not a citizen of the United States of America or has not complied with the Immigration Reform Act of 1996;

3. Who fails to make a full disclosure on the application provided by the system of any criminal record of convictions of a misdemeanor or felony in Tennessee or any other state;

4. Who fails to make a full disclosure of any prior dismissals from employment for causes enumerated in Tennessee Code Annotated 49-2-203 or 49-5-511;

5. Who advocates the overthrow of the American form of government or who is a member of a political party which advocates the overthrow of the American form of government; or,

6. Who refuses to take and subscribe to an oath to support the Constitution of the United States of America.

In addition to the above, no PROFESSIONALLY licensed person shall be employed who does not hold a valid license to teach from the State Board of Education.

In compliance with Tennessee Code Annotated, Section 49-5-413 (effective January 2000), all applicants for positions which require proximity to school children;

1. Shall be required to agree to the release of all investigative records to the Board of Education for examination for the purpose of verifying the accuracy of criminal violation information as required by TCA 49-5-406; and

2. Shall be required to supply a fingerprint sample and submit to a criminal history records check to be conducted by the Tennessee Bureau of Investigation.

(a) Any costs incurred by the Tennessee Bureau of Investigation in conducting such background checks of applicants shall be paid by the applicant unless reimbursement is authorized by the Director of Schools.

(b) Any verification of the information provided by the Tennessee Bureau of Investigation shall be the responsibility of the applicant.

Application

An individual desiring a position with the Board of Education shall make application to the Director of Schools on forms approved by the Board of Education.

Knowingly supplying false information on applications shall be sufficient grounds for immediate termination of employment.

For professionally licensed employees, the application must include a transcript of credits earned at the college(s) or university(ies) attended along with reference information from persons such as previous employers, college professors, and supervisors of student teaching. If previously employed by a local Board of Education, the applicant shall provide evidence of acceptable resignation.

Employment

After checking references and receiving recommendations, the Director of Schools shall strive to employ the most qualified personnel to fill positions and report these appointments to board members as soon as possible and at the next regular board meeting.

The contract of each non-certified employee shall contain a statement regarding a required ninety (90) day probationary period which must be completed successfully to continue employment.

Temporary Replacements

If a teacher vacancy occurs after the beginning of a school year, it will be filled as a TEMPORARY position for the remainder of the school year.

Temporary positions will:

1. not be considered initial employment

2. be filled at the discretion of the Director of Schools in such a manner as to cause the least disruption in the educational process for the students; and,

3. be filled as quickly as possible to ensure a continuous function of the position.

Persons filling temporary positions shall have no expectancy of continued employment under Tennessee Code Annotated or any other regulation, but such person shall be considered for employment in filling vacancies as specified in the section dealing with initial employment. The contract of each temporary employee shall contain the following statement: " I understand that in filling a temporary position I have no expectancy of continued employment in that position but shall be considered for initial employment to fill other vacancies."

B9 PROFESSIONAL PERSONNEL Revised: 2000

Compensation Guides and Contracts for Professional Personnel

All professional personnel must make a written contract at a fixed salary per month before entering upon their duties.

The Director shall establish the salary rating of each employee and shall recommend such salary rating to the Board of Education for its approval.

Salaries of all employees, including substitute and supplemental pay, shall be paid by the Board of Education. No payment to any employee for service performed on behalf of the school system shall be made from any source other than the Board of Education.

Contracts of professional personnel shall include 200 days of responsibility, plus twenty (20) days for each additional month assigned by the Board. Each contract shall provide:

1. a minimum of 180 working days

2. a minimum of five (5) days for in-service education

3. ten (10) vacation days

4. five (5) days as designated by the Board of Education.

The school calendar adopted by the Board of Education each year shall become part of each employee’s contract.

Salaries and supplements may be paid from revenue derived from sources other than taxes, provided the revenue is deposited with and salaries paid through the Board of Education. This includes donations or contributions from individual, civic, or other non-school related sources or funds from individual school activity funds, such as gate receipts and concessions.

B10 PROFESSIONAL PERSONNEL Revised: 2000

Reduction in Staff of Professional Personnel

When it becomes necessary to reduce the number of teaching positions in the system because of a decrease in enrollment or for other good reasons, the Director and/or Board shall dismiss such teachers as may be necessary.

Reductions in staff will be made which have the least detrimental effect on children. In general, this objective dictates a staff reduction policy which:

1. retains the most effective teachers

2. avoids undue increases in class size

3. provides consideration for the exceptional teacher without exclusive emphasis on seniority.

The elimination of a position does not necessarily mean the teacher occupying the position will be dismissed. When a teacher is released, the decision will be based on a composite of the following criteria:

1. type, quantity, and quality of service made to the teaching profession and the school system

2. adaptability to other assignments (academic and extra-curricular)

3. evidence of professional growth as well as specialized or advanced training

4. previous history of grade levels and subject areas taught

5. effectiveness in teaching and in related professional responsibilities evidenced by teacher evaluation

When a teacher is released because of reduction in staff, the Board shall give the teacher written notice of dismissal explaining the circumstances or conditions making dismissal necessary. A tenured teacher who has been released because of abolition of position shall be placed on a preferred list for reemployment in the first vacancy he/she is qualified by training and experience to fill. A nontenured teacher who has been released because of abolition of position shall be entitled to consideration for the next position which opens within the school system during the remainder of the school year for which he/she is certified.

However, the Director and/or Board shall determine the fitness of any teacher for reemployment on the basis of the Board’s evaluation of the teacher’s competence, compatibility, and suitability to properly discharge the duties required by the position. Each position will be filled in light of the best interest of the students.

B10 PROFESSIONAL PERSONNEL Revised: 2000

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Reduction in Staff of Professional Personnel

It shall be the responsibility of the separated teacher to notify the Director in writing of his/her availability and current address.

B11 PROFESSIONAL PERSONNEL Revised: 2000

Suspension/Dismissal of Non-Tenured Teachers

Suspension

The Director of Schools/designee may suspend a non-tenured teacher at any time when deemed necessary. Before an employee is suspended he/she shall be: (1) provided with reasons for the suspension; (2) given an opportunity to respond; and (3) given a written decision of the suspension.

Under no circumstances shall the Director of Schools suspend a non-tenured teacher with pay. If reinstated, the non-tenured teacher shall be paid full salary for the period of suspension, unless suspension without pay is deemed to be an appropriate penalty.

Dismissal During The Contract Year

The Director of Schools may dismiss any non-tenured teacher during the contract year for incompetence, inefficiency, insubordination, improper conduct or neglect of duty after giving the non-tenured teacher, in writing, due notice of the charges.

The Director of Schools shall give the non-tenured teacher an opportunity for a full and complete hearing before an impartial hearing officer.

Personnel Hearings

The Board will appoint an impartial Personnel Hearing Officer to conduct such hearings. The Personnel Officer will hear the case and the employee shall have the right to:

1. be represented by counsel;

2. call and subpoena witnesses;

3. examine all witnesses; and

4. require that all testimony be given under oath.

Factual findings and decisions in all dismissal cases shall be reduced to written form and delivered to the affected employee within ten (10) working days following the close of the hearing. The employee may appeal the decision to the Board within ten (10) working days of the Personnel Hearing Officer rendering the written decision to the employee. Written notice of appeal to the Board shall be given to the Director of Schools. Within twenty (20) days of receipt of notice, the Director shall prepare a copy of the proceedings, transcript, documentary and other evidence presented and provide the Board a copy of the same.

B11 PROFESSIONAL PERSONNEL Revised: 2000

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The Board shall hear the appeal. No new evidence shall be introduced. The non-tenured teacher may appear in person or be represented by counsel and argue why the decision should be modified or reversed. The Board shall take one of the following actions:

1. sustain the decision;

2. send the record back if additional evidence is necessary;

3. revise the penalty or reverse the decision.

Before any decision to dismiss is made, a majority of the membership of the Board shall concur in sustaining the charges. The Board shall render a decision on the appeal within ten (10) working days after the conclusion of the hearing.

The Director of Schools shall also have the right to appeal any adverse ruling by the Personnel Hearing Officer in same manner as the non-tenured teacher.

Within twenty (20) days after receipt of notice of the decision of the Board, either party may appeal to the chancery court in the county where the school system is located. The Board shall provide the entire record of the hearing to the court.

NOTE: Nonrenewal of non-tenured teacher after the contract year is not suspension or dismissal and does NOT follow the suspension/dismissal procedures outlined in this policy.

B12 PROFESSIONAL PERSONNEL Revised: 2000

Conflict of Interest

(Administrative Personnel)

Administrative and supervisory personnel shall have no financial interest, directly or indirectly, in supplying books, maps, school furniture, or apparatus for the schools or to act as agent for any author, publisher, bookseller, or dealer in school furniture or apparatus; however, a spouse or family member of a principal, teacher or other school administrative employee may participate in business transactions with the school system where a competitive or sealed bid system is used, provided that the employee does not have discretion in the selection of bids or specifications.

It shall be a misdemeanor for the Director to take any other contract under the Board, to perform any other service for additional compensation, to act as principal or teacher in any school, or to become the owner of a school warrant other than that allowed for his/her service as Director or as secretary to the Board.

(Professional and Support Personnel)

Employees of the Board will not engage in, or have 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. This includes but is not limited to the following:

1. School employees may not purchase for sale to students any goods or equipment or render any service to the school system on a commission basis;

2. Employees who have patented or copyrighted any device, publication, or other item will not receive royalties for use of such item in the school system;

3. Employees will not engage in any type of work where the source of information concerning a customer, client, or employer originates from information obtained through the school system;

4. The Board shall make no purchase of supplies, materials, or equipment from a school system employee; and

5. Employees shall not solicit for the purpose of selling instructional supplies, equipment and reference books in a territory that includes the parents of the children of the school in which the employee is assigned.

Legal References:

1. TCA 49-6-2003

2. TCA 49-2-301 (g) (h)

B13 PROFESSIONAL PERSONNEL Revised: 2000

Procedures for Filling System Vacancies

The Director is responsible for determining the personnel needs of the school system, to locate suitable candidates, and employ such candidates in accordance with the following guidelines:

A. Under normal conditions, vacancies will be posted at each school five (5) calendar days prior to filling of position.

B. A valid teacher’s certificate should be held in the area of work for which any person makes application.

C. The school district will adhere to a policy of equal employment opportunities for all applicants.

B14 PROFESSIONAL PERSONNEL Revised: 2000

Medical Examinations

All new teachers to this system must, before beginning their duties, file a satisfactory physical examination report with the Office of the Director.

B15 PROFESSIONAL PERSONNEL Revised: 2000

Evaluation

The Fayetteville City School System wants to secure and retain the best professional personnel possible. They should possess such qualities of character, personality, general scholarship and professional training as to ensure the best educational program for the youth of Fayetteville and to command the respect of the adult community. They should be emotionally mature, industrious and truly interested in working with pupils.

Purposes of Evaluation

1. to improve the quality of pupil instruction

2. to aid in objective self-analysis

3. to indicate professional growth

4. to provide information for establishing tenure status

5. to provide information needed in screening individuals for promotion or dismissal

All personnel to be evaluated shall be given a copy of the full evaluation instrument at the beginning of the year.

It is the responsibility of the evaluator to have documented evidence that the evaluation instrument was reviewed and explained with personnel receiving evaluation. It is the responsibility of each party to document his/her position. It is the responsibility of each party to sign the instrument.

B16 PROFESSIONAL PERSONNEL Revised: 2000

Teacher Effect Data Policy

TCA 49-1-606 (b) states:

"The estimates of specific teacher effects on the educational progress of students will not be a public record, and will be made available only to the specific teacher, the teacher’s appropriate administrators as designated by the local Board of education, and school Board members."

The Fayetteville City Board of Education in regular session Monday, October 7, 1996, designated each respective building principal as the appropriate administrator to distribute, review, and keep secure and confidential the administrator’s copy of teacher effect data for each teacher in his/her school scheduled to receive such data.

Distribution and Security

1. Upon receiving teacher effect data packages, the Director/Designee shall distribute the sealed packages to the respective school center for further distribution by the principal.

2. The sealed packages bearing the individual teacher’s name will be accessed by the teacher of record, who will remove his/her copy (Copy I).

3. Copy II, the principal’s copy, will be opened, reviewed, and retained in a secure, confidential file separate and apart from personnel records or any other records subject to review by the public. This copy shall be available for review by the Director, Director of Accountability, and School Board Members.

4. Sealed Copy III will be returned immediately to the Director to be filed in a secure, confidential file separate and apart from personnel records or any other records subject to review by the public. This copy shall be available for review by the Director, Director of Accountability, and School Board Members.

5. Upon receiving his/her teacher effect report, the teacher shall sign and date a teacher roster, prepared by the Director or designee, verifying receipt of the sealed report.

6. Teacher effect data shall be kept on file for no longer than five (5) years. Five-year-old teacher effect data will be disposed of by shredding in a secure environment.

7. In the event that teacher effect reports arrive for teachers not employed in the system, the unopened package(s) shall be returned to the State Regional Office along with available information regarding the teacher’s location.

8. Reproduction of teacher effect data by any means and in any form is strictly prohibited.

B16 PROFESSIONAL PERSONNEL Revised: 2000

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Application

The following guidelines will be used in applying teacher effect data in formal teacher evaluation.

1. TCA 49-1-606. "A specific teacher’s effect on the educational progress of students may not be used as a part of formal personnel evaluation until data from three (3) complete academic years are obtained.

2. TVAAS results will be limited to an advisory capacity until State studies regarding its most appropriate use are completed.

3. The data may be used as one multiple data source used in the initial stage of the evaluation (Review of Previous Evaluations) as diagnostic information in identifying areas of strength and areas to strengthen for the purpose of focusing professional development plans.

4. The data may be used as one of multiple data sources used by the educator instructing responses to questions contained in the Education Information Record, particularly in the areas of Planning and Evaluation with emphasis on the use of student data to analyze the effectiveness of the curriculum as well as the instructional strategies.

5. The data may be used as one of multiple data sources used to structure the Growth Plan at the conclusion of the evaluation.

B17 PROFESSIONAL PERSONNEL Revised: 2005

Dues Deduction

Refer to the current teacher contract.

College Credit for Pay Purposes

Teachers may receive salary increases as per the current contract.

The maximum number of hours of credit which a full-time professional employee may undertake at any given time during the regular school term shall be six (6) semester hours or its equivalent. This policy may be waived only with approval of the Board.

B18 PROFESSIONAL PERSONNEL Revised: 2007

Use of Cellular Phones

Cellular phones shall be provided to a limited number of employees when essential to the operation of the school system. Whenever possible, other methods of more economical, immediate communication shall be considered (i.e., use of pagers or two-way radios). The assignment of cellular phones shall be approved by the director/designee. The Board shall be financially responsible for the customary minimum monthly bills for pre-approved cellular phones.

Cellular phones provided to employees are for official school board business only and shall not be used for personal purposes except in cases of emergencies. If the monthly bill reflects charges greater than the customary minimum monthly bill, the excess portion shall become the responsibility of the employee to whom the cellular phone has been issued. If the employee wished to dispute the portion of the monthly bill for which he/she is responsible, the employee may request and become financially responsible for obtaining a listing of phone use during the disputed period of time.

The director/designee shall develop procedures for assignment and use of phones, billing disputes and lost or damaged cellular phones. These procedures shall be given to any employee requesting a cellular phone.

Teachers' cell phones should be turned off during the school day except during planning time and lunch.

B19 PROFESSIONAL PERSONNEL Revised: 2000

Personnel Transfers

The Director of Schools shall transfer and/or reassign employees as he/she deems necessary according to Tennessee Code Annotated 49-5-510. Transfers within system.

All employees shall receive written notification of the transfer.

C1 NON-CERTIFICATED PERSONNEL Revised: 2000

Hiring of Personnel

Refer to Policy B 8.

C2 NON-CERTIFICATED PERSONNEL Revised: 2000

Compensation Guides and Contracts for Support Personnel

All support personnel must make a written contract on forms approved by the Board of Education before entering upon their duties.

Each employee will be paid the salary for which he/she qualifies by the reason of assignment as approved by the Board of Education.

Salaries and supplements may be paid from revenue derived from sources other than taxes, provided the revenue is deposited with and salaries paid through the Board of Education. This includes donations or contributions from individual, civic, or other nonschool related sources or funds from individual school activity funds, such as gate receipts and concessions.

C3 NON-CERTIFICATED PERSONNEL Revised: 2000

Reduction in Force for Support Personnel

When it becomes necessary to reduce the number of non-licensed positions in the school system, the Director shall terminate the employment of such non-licensed employees as may be necessary.

When a non-licensed employee is released because of reduction in the number of non-licensed positions, the Director shall give the employee written notice of dismissal, explaining the circumstances or conditions making termination of employment necessary. Any non-licensed employee who has been released because of abolition of position may be considered for the next position he/she is qualified to hold which opens within the school system during the remainder of the school year.

However, the Director shall determine the fitness of any employee for reemployment on the basis of re-evaluation of the employee’s compatibility and suitability to properly discharge the duties required by the position considered in light of the best interest of the school system.

It shall be the responsibility of the separated employee to notify the Director in writing of his/her availability and current address during the remainder of the school year.

The contract of each support employee shall contain a statement regarding the reduction in force policy.

C3(A) NON-CERTIFICATED PERSONNEL Revised: 2000

Suspension/Dismissal of Non-Certified Employees

Suspension

A Director of Schools/designee may suspend an employee at any time when deemed necessary. Before an employee is suspended he/she shall be: (1) provided with reasons for the suspension; (2) given an opportunity to respond; and (3) given a written decision of the suspension.

Under no circumstances shall a Director of Schools suspend an employee with pay. If reinstated, the employee shall be paid full salary for the period of suspension, unless suspension without pay is deemed to be an appropriate penalty.

Dismissal

The Director of Schools may dismiss any classified employee during the contract year for incompetence, inefficiency, insubordination, improper conduct or neglect of duty.

Upon request, the Director of Schools shall provide the employee with a hearing within ten (10) working days.

C4 NON-CERTIFICATED PERSONNEL Revised: 2000

Secretary-Bookkeeper

Application Procedure

Application for position as Secretary-Bookkeeper must be made to the Director’s office.

Qualifications

1. Persons qualifying for secretary-bookkeeper shall have a high school diploma which includes bookkeeping and typing or a business course.

2. They shall also have experience in or preparation for secretarial work.

Selection

The applicant is selected by the Director who reports to the Board at its next meeting.

Benefits

1. Vacation - two (2) weeks with pay.

2. Holidays - See Policy A 16

3. Sick leave - one (1) day earned for each month of employment cumulative.

Retirement

Retirement regulations and benefits are in accordance with laws governing the Tennessee Consolidated Retirement System.

NON-CERTIFIED PERSONNEL Revised: 2005

Teacher Assistants

Application:

Application for position must be made to the Director’s office.

Qualifications:

Must have a high school diploma or its equivalent; and
Must have completed two (2) years of study at an institution of higher education; or
Must have obtained an Associates Degree (or higher); or
Must demonstrate knowledge of and the ability to assist in instruction of reading, writing, and mathematics through the ParaPro Assessment.

Selection:

The applicant is selected by the Director who reports to the Board at the next regular meeting.

Benefits:

Sick leave – one (1) day earned for each month of employment cumulative.

Retirement:

Retirement regulations and benefits are in accordance with laws governing the Tennessee Consolidated Retirement System.

C6 NON-CERTIFICATED PERSONNEL Revised: 2000

Custodians and Custodial Services Director

Application Procedure

Application for position must be made to the Director’s office.

Qualifications

1. Must be able to do all work required.

2. Must present an appropriate appearance.

Selection

The applicant is recommended by the principal to the Director, who makes the selection and reports to the Board at its next meeting.

Benefits

1. Vacation - two (2) weeks with pay for a forty (40) hour week.

2. Holidays - See Policy A 16

3. Sick leave - one (1) day earned for each month of employment cumulative.

Retirement

In accordance with laws governing the Tennessee Consolidated Retirement System.

C7 NON-CERTIFICATED PERSONNEL Revised: 2000

Cafeteria Worker

Application

Application for position must be made to the Director’s office.

Qualifications

1. Applicants must be free from all communicable diseases as evidenced by a Health Certificate.

2. Applicants must be able to read and write.

3. Applicants must show proficiency in cooking.

Selection

The applicant is recommended by the Food Services Director to the Director, who makes the selection and reports to the Board at its next meeting.

Benefits

1. One (1) sick leave day per month of employment, cumulative.

Retirement

In accordance with rules governing the Tennessee Consolidated Retirement System.

C8 NON-CERTIFICATED PERSONNEL Revised: 2007

Sick Leave and Personal Leave

Sick leave shall be the same for support personnel as for certified employees. All support personnel shall receive one personal leave day after being employed with the system for one year.

Sick leave shall be defined as illness of an employee from natural causes or accident, quarantine, or illness or death of a member of the immediate family of an employee, including the employee’s wife or husband, parents, grandparents, children, grandchildren, brothers, sisters, mother-in-law, father-in-law, daughter-in-law, brother-in-law, son-in-law, and sister-in-law.

Up to three days bereavement leave may be granted upon request under the same conditions as the professional employee's negotiated contract.

C8(A) NON-CERTIFICATED PERSONNEL Revised: 2000

Maternity Leave

1. Any full-time employee of the Fayetteville City School System shall be granted maternity leave due to pregnancy and childbirth.

3. A physician’s statement may be required by the Board when determining the period of actual physical disability.

4. Request for leaves and extension of leaves shall conform to state law governing all leaves of absence.

Notice

1. Every eligible employee shall notify the Director in writing at least three (3) months prior to the expected date of delivery.

2. The Director or his/her designee and the employee shall determine the beginning and ending dates of the leave, which shall be recommended to the Board.

3. If no agreement can be reached between the Director and the employee, the delivery date shall become the beginning date, and the Board shall set the ending date.

Extended Maternity Leave

The Board shall consider the request of extended maternity leave according to the needs of the system and the wishes of the employee.

Any female employee requesting an extension for pregnancy, childbirth and nursing the infant may be granted up to four (4) months without pay.

C8(B) NON-CERTIFICATED PERSONNEL Revised: 2000

FAMILY AND MEDICAL LEAVE ACT

Purpose

To entitle employees to take reasonable leave for medical reasons, for the birth or adoption of a child, and for the care of a child, spouse or parent who has a serious health condition.

Eligibility

Anyone who has been employed for at least twelve (12) months by the Board or anyone who has at least 1,250 hours of service during the previous twelve (12) month period.

General Principles

2. Any employee on maternity leave shall be permitted to use accumulated sick leave during the period of actual physical disability only. Otherwise, the maternity leave shall be unpaid leave.

3. A physician’s statement may be required by the Board when determining the period of actual physical disability.

4. Request for leaves and extension of leaves shall conform to state law governing all leaves of absence.

Restrictions

1. For foreseeable leave, the employee shall provide the Board with at least thirty (30) days’ written notice before the beginning of the anticipated leave.

2. The Board may require that a request for leave be supported by certification issued by a healthcare provider with the following information:

a. the date on which the serious health condition commences;

b. the probable duration of the condition;

C8(B) NON-CERTIFICATED PERSONNEL Revised: 2000

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FAMILY AND MEDICAL LEAVE ACT

c. the appropriate medical facts within the knowledge of the health care provider regarding the condition; and

d. a statement that the eligible employee is needed to care for the son, daughter, spouse or parent and an estimate of the amount of time that such employee is needed.

3. If there is any reason to doubt the validity of the certification provided, the Board may require, at Board expense, an opinion of a second health care provider.

4. Any employee requesting leave under the Family and Medical Leave Act shall include in the leave any applicable accumulated sick leave.

5. Intermittent Leave -- When an employee requests foreseeable leave for planned medical treatment and the employee would be on leave for greater than twenty percent (20%) of the total number of working days in the period during which the leave would extend, the school may require that such employee elect either to take the leave for periods of a particular duration, not to exceed the duration of the planned medical treatment or to transfer temporarily to an available alternative position offered by the Board for which the employee is qualified, and that has equivalent pay and benefits and better accommodates recurring periods of leave.

6. Period Near the End of an Academic Term -- If leave is taken more than five (5) weeks prior to the end of the term, the Board may require the employee to continue taking leave until the end of the term if the leave is at least three (3) weeks of duration and the return of the employment would occur during the three (3) week period before the end of the term.

Requirement of the Board

1. The employee shall be restored to the same position of employment or an equivalent position with no loss of benefits, pay or other terms of employment.

C9 NON-CERTIFICATED PERSONNEL Revised: 2000

Drug Testing of School Bus Drivers

The Fayetteville City Board of Education will comply with federally mandated drug testing guidelines for school bus drivers. (See Policies I2 through I5)

C10 NON-CERTIFICATED PERSONNEL Revised: 2000

Personnel Transfers

The Director of Schools shall transfer and/or reassign employees as he/she deems necessary according to Tennessee Code Annotated 49-5-510. Transfers within system.

All employees shall receive written notification of the transfer.

D1 INSTRUCTION Revised: 2000

Appointment of Textbook Selection Committee

Textbooks adopted for system-wide use shall be recommended by the Director of Schools and the Supervisor of Instruction and shall be approved by the School Board. Teachers and department chairs will be included on textbook committees each year to ensure that the choice of textbooks meets with the approval of the majority of the teachers of the given subject and in accordance with Tennessee Code Annotated.

D2 INSTRUCTION Revised: 2000

Plan for Distribution of Textbooks and Materials

The textbook coordinator will be responsible for distributing the books to each school.

The principal will be responsible for seeing that each child in his/her school receives a set of free textbooks.

Records of all books issued to pupils will be kept by the principal.

Each book will be dated as issued. The name of recipient and condition of book will be recorded on the slip pasted in the front cover.

A textbook inventory will be conducted at the end of each year and will be kept on file in the office of the principal.

Surplus Textbooks

Textbooks that are not currently under adoption may be declared surplus. These books shall be offered first to teachers; next to students; and finally, may be removed from the building at the discretion of the school’s administration.

D3 INSTRUCTION Revised: 2000

Policies and Procedures for Selection of Instructional Materials for School Library/Media Center

The responsibility for coordination of the selection of instructional materials for the school library media center should rest with professionally trained media personnel. Principals, teachers, supervisors, and media specialists should be involved in the selection of materials.

It is the duty of the center to provide a wide range of materials on all levels of difficulty, with diversity of appeal, and the presentation of different points of view - ethnic, religious, political, and cultural. Needs of the individual school based on knowledge of the curriculum and of the existing collection will be given first consideration. Requests from faculty and students will be solicited.

In selecting materials for purchase, the media specialist should consult reputable, unbiased, professionally prepared selection aids. Gift materials are judged by basic selection standards and are accepted or rejected by those standards. Out-of-date or no longer useful materials are withdrawn from the collection. Sets of materials and materials acquired by subscription are examined carefully and are purchased only to fill a definite need. Salesmen must have permission from the Director’s office before going into any of the schools. A media committee shall be formed at each school at the beginning of each school year to serve in an advisory capacity in case of possible objections to selected library materials. The principal of each school shall appoint a committee including the librarian, a teacher, and a parent.

Occasional objections to a selection may occur despite the care taken to select valuable materials and the qualifications of persons who select the materials. If a complaint is made, the principal should proceed as follows:

1. Be courteous, but make no commitment.

2. Invite the complainant to file the objection in writing and offer to send a prepared questionnaire so that a formal complaint may be submitted to the media committee.

3. Inform the Director and the media supervisor.

4. The media committee at each school will review all complaints.

D3 INSTRUCTION Revised: 2000

Page 2

The committee shall:

a. Read and examine any materials referred to it.

b. Check general acceptance of the materials by reading reviews.

c. Weigh values and faults against each other and form opinions based on the material as a whole and not on passages pulled out of context.

d. Meet to discuss the material and to prepare a report on it.

e. File a copy of the report in the school administrative offices.

The Fayetteville City Board of Education is legally responsible for all materials relating to the operation of Fayetteville City Schools.

D4 INSTRUCTION Revised: 2000

Field Trips

The organization of field trips is encouraged to utilize effectively the many resources of the community in the daily teaching program. Visits to such places of interest as industrial plants, etc., in and around Fayetteville may contribute to the effectiveness of the work of a good teacher. Field trips will be arranged through the principal after it has been decided that the value of such a trip is in keeping with the objectives of the curriculum. Any field trip taken shall have the approval of the principal and Director at least two weeks prior to the trip. Arrangements must be made with the management of the place to be visited. Parents will be informed of the cost and means of transportation. Consent of the parents must be secured in writing.

D4 (A) INSTRUCTION Revised: 2000

Field Trips---Use of Private Vehicles

The Board recognizes that certain employees may need to use their private vehicles for school purposes. With the use of private vehicles, the following policy shall be observed:

1. To use a private vehicle for school purposes, the employee must have the written permission of the Director or his/her designee and proof of vehicle liability insurance coverage.

2. The school system shall assume no voluntary responsibility for liability in case of accident unless the employee has the proper authorization described above.

3. The Board specifically forbids any employee to transport students for school purposes without prior authorization by the Director or his/her designee.

4. Privately-owned school buses and drivers of such shall meet all requirements of state law and State Board Rules, Regulations, and Minimum Standards.

5. No student shall be sent on errands, personal or school-related, in his/her, an employee’s, or system-owned vehicle.

6. No employee may ask for or give permission to students to transport other students to and from any school or school-related activity without written parental permission and proof of student insurance.

D5 INSTRUCTION Revised: 2000

Professional Development Opportunities

The Board of Education recognizes its responsibility to provide opportunities for the continual growth of its professional staff that they may be better qualified to provide a quality educational program for all students. The Board shall include in its budget resources for providing approved in-service activities and staff development programs.

In-service Education

In-service education is defined as a program of planned activities designed to increase the competencies needed by all professional personnel in the performance of their responsibilities. Competencies are defined as the knowledge, skills, and attitudes which enable personnel to carry out their tasks with maximum effectiveness.

The local in-service education plan shall be developed in accordance with the most current State Board of Education guidelines. A system-wide in-service committee, composed of membership from a cross section of professional personnel, shall reflect the needs of all professional staff.

The Director shall involve central office personnel and staff development trainers in developing the system-wide staff development program and shall recommend it to the Board for approval.

D6 INSTRUCTION Revised: 2007

Evaluation Procedures for all Professional Educators

The Director of Schools shall review local evaluation policies and procedures in light of the requirements of the Tennessee Department of Education. In recognizing the differing needs of students, teachers, schools and school systems, the Department has developed two major evaluation components.

1. The procedural rules shall include the opportunity for multiple evaluations of all teachers holding certificates other than an Apprentice teacher’s license. The performance of all teachers other than Apprentice teachers shall be evaluated at least once every five (5) years so that between the time the certificate is issued or renewed and the certificate’s expiration date the teacher is evaluated at least (2) times and may be evaluated at more frequent intervals by the system using procedures and evaluation criteria promulgated by the state board of education. The scheduling of such evaluations shall be determined in accordance with the evaluation plan adopted by the system and approved by the state board of education.

2. Each principal shall periodically meet with every teacher in the principal’s school to provide the teacher with a written assessment of the teacher’s performance and shall verbally discuss the assessment with the teacher. The performance assessment shall not require all three (3) conferences of a formal evaluation as required under section (b). The assessment shall identify areas of strength or weakness and propose ways to improve in areas of weakness. Such assessment shall be done at least two (2) times every five (5) years with at least one (1) year between assessments. No assessment under this subdivision shall be scheduled in any year in which an evaluation under subdivision (1) is performed. Such assessment shall be included in the teacher’s personnel record.

Fayetteville City Schools adopts the Framework for Evaluation and Professional Growth: Comprehensive Assessment Component to use as the instrument by which all novice (Licensed Apprentice) and all non-tenured teachers will be evaluated. Unit and lesson plans will be evaluated for Apprentice teachers.

Some Professional Licensed personnel will have the option of using the Focused Assessment and Professional Growth Component. This component can only be used if the educator is at an advanced level of performance. Previous evaluations, student test performance data, and the teacher’s self-assessment will be used as criteria. Given this information and upon the request of the teacher, the administration of the school will determine if this is the appropriate component to be used for evaluation purposes on an individual basis. If it is determined to be appropriate, a growth goal and Professional Growth Plan will be designed with administrator input. If not, the Comprehensive Assessment Component will be used.

The Board recognizes the above as a minimum requirement for teacher evaluation and encourages the administrators of the System to conduct informal and formal classroom observations on a regular basis.

Legal References:

TCA Section 49-5-5205

Subsection (d) (1)

(d) (2)

D7 INSTRUCTION Revised: 2000

School Calendar (Accountability)

The regular school year shall be 200 days and scheduled as follows:

1. A minimum of 178 student attendance days;

2. A minimum of five (5) days in-service education for all certified personnel;

3. Ten (10) days paid vacation for all certificated personnel; and

4. Five (5) discretionary days.

Extended contracts shall include twenty (20) days for each additional month employed.

The Director shall plan each year’s program accounting for a 200-day year and shall recommend to the Board of Education for approval. The calendar shall be distributed to the school staff at the opening of the school term.

Student Attendance Days

When schools are closed due to emergencies or unforeseen circumstances such as epidemics or inclement weather, the time lost shall be made up to at least the required minimum unless otherwise approved by the State Department of Education.

In-service Education

Each day of in-service education included in the school calendar shall be equivalent to not less than six (6) hours of planned activities.

Paid Vacation

All full-time certificated personnel, including those employed for eleven (11) or twelve (12) months, shall earn ten (10) days paid vacation.

Discretionary Days

Five (5) discretionary days shall be included in the calendar which may be designated by the Board as student attendance days, in-service days or administrative days. These may be used by administrators, faculty and staff to prepare for commencement of classes, record keeping, grade examinations, parent-teacher conferences and other classroom functions.

Discretionary Days shall be designated annually by the Board.

D 7 (A) INSTRUCTION Revised: 2000

In-Service Activities of Professional Staff to Improve the Instructional Program

In order to meet requirements of the Southern Association of Colleges and Schools, each member of the professional staff shall be required to earn at least six (6) semester hours of college credit or its equivalent during each five (5) year period of employment. These six (6) semester hours shall be designed to increase the competency of the teacher in the area or at the grade level being taught.

D8 INSTRUCTION Revised: 2005

Grading System

The Board believes that the issuance of grades serves to promote continuous evaluation of student performance, to inform the student and the parents of his/her progress and to provide a basis for bringing about change in the student’s performance, if such change is necessary.

The basic grading system for grades 3-9 is to be expressed by numerical values with corresponding letter grades according to Tennessee’s Uniform Grading System:.

93-100....................................A

85-92 ....................................B

75-84 ....................................C

70-74 ....................................D

Below 70 ...............................F

I ..............................Incomplete

Kindergarten will use a report card (checklist) based on state standards.

First and Second grades will use the letters G for Good, S for Satisfactory, I for Improving, N for Needs improvement, and U for Unsatisfactory. In addition, teachers will have averaged grades of individual work to substantiate the letter assignment.

Conduct shall be marked as satisfactory or unsatisfactory and is based on behavior and should not be deducted from scholastic grades.

Weighting for Honors courses taken for High School credit may include the addition of 3 points to calculate the average.

Grades given at the end of each nine (9)-week period will be determined from daily work, oral and written assignments, and tests. The teacher will weigh the value of grades given for various assignments within the nine (9)-week period in computing the grade. This procedure will enable the teacher to allow for individual student differences in the grading process.

Semester grades will be determined by an average of grades for each of the two (2) nine(9)-week periods. The final grade of the year will be determined by averaging the two (2) semester grades.

Students with excused absences shall be given the opportunity to make up work. An absence is excused only for sickness, death, religious reasons, school-sponsored trips, and other hardship cases approved by the principal. The work of a student whose grades are satisfactory but are withheld because of a failure to complete the required work shall be reported as incomplete (I). If the incomplete is not removed within a reasonable time, not to exceed one semester, it will then become an "F".

D 8 (A) INSTRUCTION Revised: 2007

Qualifications and Credit for 8^th Graders Taking Algebra I

For a student to qualify as a candidate for Algebra I in the 8^th grade, the following standards must be met:

“A” average for the year in 7^th grade math
Teacher recommendation regarding study habits, attendance, and a desire to master advanced-level work
Demonstration of ability to work at an advanced level on a placement test at the end of 7^th grade
Scores at the advanced level on the math portion of the Tennessee Comprehensive Achievement Program Test

Parents of students who qualify for 8^th grade Algebra I will be notified by the school. Performance expectations for the class will be communicated to parents, and signed permission will be required for students to be scheduled in the course.

Credit:

An exit examination, generated by the system, will be administered at the end of the year on which students must demonstrate mastery of terminal objectives in the applicable curriculum framework adopted by the State Board of Education. Students must score “A” or “B” on this test to receive Algebra I credit.

D9 INSTRUCTION Revised: 2000

Academic Achievement

The Board of Education recognizes the value of excellence in academic achievement and urges the promotion of such achievement through appropriate means.

It is the intent of the Board to provide an educational program that encourages students to achieve their potential and to develop skills and knowledge necessary to function effectively in society.

To achieve a successful academic program, each involved individual must assume appropriate responsibility. It is the responsibility of the learner to expend sufficient effort to master the skills required and to exercise determination and self-discipline in accomplishing educational tasks. The instructional staff must provide appropriate instruction for pupils based upon identified needs. Parents must assume responsibility for good attendance, behavior, and proper motivation. The community must provide adequate support for educational programs.

D9 (A) INSTRUCTION Revised: 2000

Promotion and Retention

The Board is dedicated to the overall development of each student enrolled. Research has shown that ordinarily students progress best when they move annually to the following grade level. There are individual circumstances, however, when this is not the best course of action. The professional staff focuses on the academic level of each child but also considers each student’s emotional and social development. Retention of a student may occur when, in the judgment of the teacher, and/or a panel of involved teachers, it is deemed to be in the best interest of the student. The recommendation for retention is subject to review and approval from the principal.

To provide maximum remedial assistance in an effort to prevent retentions, teachers will identify students with learning problems as early in the school year as possible. Parents will be notified and urged to support teachers in the remedial efforts. Progress reports will be provided to parents periodically. If retention appears to be the best course to follow for an individual student, parents will be informed and invited to participate in a conference with the teacher (or panel) and principal at least six (6) weeks prior to the end of the school year. Informal minutes of this meeting will be filed.

The final judgment on promotion or retention of a student will be based on the following factors:

1. Mastery of essential competencies so that the student’s success at the next grade level is likely

2. Social maturity

3. Physical size

4. Age

5. Attitude and support of parents

6. Attitude of student

7. Handicapping condition

8. Attendance

9. Present grade placement

NOTE: Retention has been shown to be most appropriate and beneficial in the early grades.

10. Previous retention

NOTE: Except under extremely unusual circumstances, a student will not be retained more than once in the same grade.

11. School ability index of student

12. Special Student Procedures - Placement of special education students with individual educational programs (IEP’s) will be determined by the student’s Multidisciplinary Team (M-Team).

D9 (A) INSTRUCTION Revised: 2000

Page 2

Conduct

Retention will not be used as a disciplinary measure.

Flexible Placement

The following placements may be considered in a promotion or retention decision:

a. remedial summer or after school programs

b. conditional promotions

c. assignment of transitional classes

Documentation

Names of retained students will be reported to the Director.

Appeals

If parents wish to appeal a school’s decision to retain, they will follow the appeal procedure outlined in Board policy which includes consultation with the teacher at each level of appeal.

Development of an Appropriate Instructional Program

The retained student will not simply repeat a grade, continuing to experience the same failure in the same way. Each retained student will be provided a different educational experience for the repeated year which may include, but not be limited to the following:

1. different teacher (s) if possible

2. different teaching strategies

3. modified level within class

4. altered schedule to accommodate student needs

Progress of Retained Students

The system will determine the effect of retention on student achievement by having guidance or administrative personnel chart the progress of retained students for the following three years or as long as the student remains in the school system.

D9 (A) INSTRUCTION Revised: 2000

Page 3

Appeal of Retention

The parents must request in writing a hearing before the panel that recommended retention. The panel, which must include the student’s teacher (s) and the principal, must also include the Director/designee at the appeal level. The panel must file the following reports in the Director’s office within five (5) days of the hearing:

1. a complete report of the minutes of the meeting (s)

2. a report of the outcome of the meeting (s), and

3. a summary of the student’s evaluation data which substantiates the panel’s decision.

In the event the parents do not concur with the results of the panel meeting, they may appeal to the Board of Education. A request in writing to appear before the Board must be received by the Director ten (10) days prior to the regularly scheduled Board meeting. The Board may hear the appeal and after consultation with the panel, the Board will notify the parents of their decision within fifteen (15) to thirty (30) days except in extenuating circumstances.

D9 (B) INSTRUCTION Revised: 2000

Driver’s License Revocation

Any student fifteen (15) years of age or older who becomes academically deficient in attendance shall be reported to the Department of Safety for driver’s license revocation.

A student shall be deemed academically deficient if he/she has not received passing grades in at least three (3) full unit subjects or their equivalency at the end of semester grading.

A student shall be deemed deficient in attendance when he/she has ten (10) consecutive or fifteen (15) total unexcused absences during a single semester. Suspensions shall be considered unexcused absences.

A copy of the notice sent to the Department of Safety by the attendance teacher or the Director shall also be mailed to the student’s parent or guardian.

D10 INSTRUCTION Revised: 2000

Reporting Student Progress

Student progress reports shall be provided every three (3) weeks during the school year. The reporting procedures shall be in writing and shall be uniform for all reporting periods during each school year. Each report shall be signed by the parents and returned promptly to the school.

Student progress reports shall indicate the student’s conduct, attendance, academic progress and other information necessary to communicate effectively with the parents.

The format and marking system for report cards shall be regularly reviewed through the administrative organization of the system to determine its effectiveness as a vehicle for communication and encouragement of learning.

In addition to the regular progress reports, principals and teachers shall be available at reasonable times to confer with parents on the educational progress of their children. Teachers shall consult with parents of students who are working at an unsatisfactory level, or when their performance shows a marked or sudden deterioration. Parents should be notified by the teacher as early in the school year as possible if the retention of a student is being considered.

Regularly scheduled parent-teacher conferences shall be held for the purpose of gaining and/or retaining parental support. The Director shall be responsible for the scheduling and coordinating of scheduled conferences throughout the school system.

D11 INSTRUCTION Revised: 2000

Homework

The Board recognizes that homework for students is desirable and necessary. To be effective, homework shall be carefully planned, judiciously assigned, and systematically evaluated.

Homework is to be assigned to reinforce and strengthen areas of interest and opportunities.

D12 INSTRUCTION Revised: 2000

Moment of Silence

The Fayetteville City Board of Education in compliance with Public Chapter 18, requires that each school begin the day with one minute of silence.

D13 INSTRUCTION Revised: 2000

Security Policy for Testing

This policy covers monitoring and maintaining of security for each assessment component of the Tennessee Comprehensive Assessment Program (TCAP).

Pretest Security

1. The Director will designate a System Test Coordinator for all TCAP Tests.

2. Each school shall have at least one test coordinator.

3. Prior to each test administration, the System Test Coordinator and the Building Test Coordinator will discuss appropriate test administration and security procedures. Each Building Test Coordinator will then meet with all test administrators and proctors to review procedures and security.

4. Upon receipt of test materials from the State Department, the test coordinators will verify that the quantities of materials received by the system and school correspond with the quantities of materials shipped from State Testing.

1. After verification, the test coordinators will ensure that all test materials are stored in a locked area which is inaccessible to unauthorized personnel until time for distribution.

2. Each Building Test Coordinator will ensure that tests are not reviewed by either students or teachers prior to administration.

3. Testing dates will be provided by the System Test Coordinator. Each principal or Building Test Coordinator will develop a school schedule within the scheduled time-frame.

Security During Testing

4. Test booklets shall be distributed to test administrators by the principal or Building Test Coordinator.

5. Test materials shall not be left unattended unless they are secured.

6. The Building Test Coordinator shall ensure that tests are administered according to the testing schedule and that directions are provided.

D13 INSTRUCTION Revised: 2000

Page 2

Security Policy for Testing

7. Administration materials and test items shall not be copied or reproduced in any manner.

8. During testing sessions, students shall not be permitted to use notes, reference materials, or any kind of foreign language translation devices.

9. The school shall provide scratch paper for appropriate subtests. Once distributed, the scratch paper will be considered test material and must be collected and returned to the Building Test Coordinator.

10. The room in which the test is administered must be free of reference materials such as maps, instructional posters or bulletin Board materials which contain information that may aid students on the test.

11. Teachers shall be assigned to administer tests in classes on the basis of least bias potential.

12. Proctors will be utilized and will be screened and assigned on the basis of least bias potential.

13. Proctors will be trained to assist in completing demographics, ensure that each student is on the appropriate page of the test booklet or appropriate section of the answer sheet, monitor during testing, and distribute and collect materials.

14. No proctor will be assigned to a class with a student family member.

15. Test administrators and proctors will monitor students closely during testing sessions to prevent copying and other forms of cheating.

Post Test Security

16. Upon completion of testing each day, the test coordinator or principal shall employ a secure method whereby all scratch paper, test booklets, and/or answer sheets are collected and returned immediately to a designated, supervised area.

D13 INSTRUCTION Revised: 2000

Page 3

Security Policy for Testing

17. All materials will be secured at the end of each testing session after verifying that each student’s testing materials have been collected.

18. All scratch paper will be destroyed by the Building Test Coordinator.

19. Reports of testing irregularities will be investigated and the findings reported to the State Department of Education, Office of Accountability.

20. Verified testing irregularities will be handled in a manner consistent with state law.

21. Materials will be returned to the central office the next school day following the completion of testing at each school.

22. The System Test Coordinator will review the reports of all irregularities and make the necessary recommendation (s).

Addressing a Security Breech

23. In class(es), grade(s), and/or school(s) where a security breech is strongly suspected or verified, central office staff will be present during subsequent administrations for a period of two years.

24. Test coordinators, test administrators, and proctors will be required to sign a statement that the security measures and testing procedures were followed.

25. A breech of security will be reported immediately to the Office of Accountability.

D14 INSTRUCTION Revised: 2009

STUDENT, TEACHER, AND STAFF ACCESS TO ELECTRONIC MEDIA

Use of the Internet

The Board supports the right of staff and students to have reasonable access to various information formats and believes it incumbent upon staff and students to use this privilege in an appropriate and responsible manner.

Employees

Before any employee is allowed use of the district’s Internet or intranet access, the employee shall sign a written agreement, developed by the director/designee that sets out the terms and conditions of such use. Any employee who accesses the district’s computer system for any purpose agrees to be bound by the terms of that agreement, even if no signed written agreement is on file.

Because all computer hardware and software belongs to the Board, all data including email communications stored or transmitted on school system computers shall be monitored. Employees/Board members have no right to privacy with regard to such data. Confidentiality of email communications cannot be assured. Email correspondence may be a public record under the public records law and may be subject to public inspection.

The Director of Schools shall develop and implement procedures for appropriate Internet use which shall address the following:

1. Development of the Network and Internet Use Agreement.

2. General rules and ethics of Internet access.

3. Guidelines regarding appropriate instruction and oversight of student Internet use.

4. Prohibited and illegal activities, including but not limited to the following:¹

Sending or displaying offensive messages or pictures
Using obscene language
Harassing, insulting, defaming or attacking others
Damaging computers, computer systems or computer networks
Hacking or attempting unauthorized access to any computer
Violation of copyright laws
Trespassing in another’s folders, work or files
Intentional misuse of resources.
Using another’s password or other identifier (impersonation) without permission

D14 Revised: 2009

Page 2

Use of the network for commercial purposes
Buying or selling on the Internet

STUDENTS

The Director of Schools shall develop and implement procedures for appropriate Internet use by students. Procedures shall address the following:

1. General rules and ethics of Internet use.

2. Prohibited or illegal activities, including, but not limited to:

Sending or displaying offensive messages or pictures
Using obscene language
Harassing, insulting, defaming or attacking others
Damaging computers, computer systems or computer networks
Hacking or attempting unauthorized access
Violation of copyright laws
Trespassing in another’s folders, work or files
Intentional misuse of resources
Using another’s password or other identifier (impersonation)
Buying or selling on the Internet.

Internet Safety Measures

Internet safety measures shall be implemented that effectively address the following:

Controlling access by students to inappropriate matter on the Internet and World Wide Web
Safety and security of students when they are using electronic mail, chat rooms and other forms of direct electronic communications
Preventing unauthorized access, including “hacking” and other unlawful activities by students on-line
Unauthorized disclosure, use and dissemination of personal information regarding students
Restricting students’ access to materials harmful to them

The director of schools/designee shall establish a process to ensure the district’s education technology is not used for purposes prohibited by law or for accessing sexually explicit materials. The process shall include, but is not limited to:

D14 Revised: 2009

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Utilizing technology that blocks or filters Internet access (for both students and adults) to material that is obscene, child pornography or harmful to students
Maintaining and securing a usage log
Monitoring on-line activities of students²

The Board shall provide reasonable public notice of, and at least one (1) public hearing or meeting to address and communicate, its Internet safety measures.²

A written parental consent shall be required prior to the student being granted access to electronic media involving district technological resources. The required permission/agreement form, which shall specify acceptable uses, rules of on-line behavior, access privileges and penalties for policy/procedural violations, must be signed by the parent/legal guardian of minor students (those under 18 years of age) and also by the student. This document shall be executed each year and shall be valid only in the school year in which it was signed unless parent(s) provide written notice that consent is withdrawn. In order to rescind the agreement, the student’s parent/guardian (or the student who is at least 18 years old) must provide the director of schools with a written request.

Users with network access shall not utilize district resources to establish electronic mail accounts though third-party providers or any other nonstandard electronic mail system. All data including email communications stored or transmitted on school system computers shall be monitored. Employees/students have no expectation of privacy with regard to such data. Email correspondence may be a public record under the public records law and may be subject to public inspection.³

If the school system becomes aware of impending litigation involving email, all electronic communication will cease and, if possible, any pertinent data will be retrieved.

Internet Safety Instruction⁴

Students will be given appropriate instruction in Internet safety as a part of any instruction utilizing computer resources. Parents and students will be provided with material to raise awareness of the dangers posed by the Internet and ways in which the Internet may be used safely. Communications with parents will be encouraged to raise awareness about Internet safety at home and school.

D14 Revised: 2009

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________________________ _________________________

Legal Reference: Cross Reference:

1. TCA 39-14-602

2. 47 U.S.C. §254; Federal-State Joint Board

On Universal Service, CC Docket No. 96-45

Report and Order (March 30, 2001) Use of Electronic Mail (email)

3. TCA 10-7-512 1.805 Web Pages 4.407

4. TCA §49-1-221

D15 INSTRUCTION Revised: 2009

Web Pages

In order to take advantage of the opportunities the Internet provides, the Board authorizes the creation of school and/or district web pages on the Internet. Only those web pages maintained in accordance with Board policy and established procedures shall be recognized as official representations of the district or individual schools. All information on a school or district web page must accurately reflect the mission, goals, policies, program and activities of the school and district. The web page must have a purpose which falls within at least one of three categories:

1. Support of curriculum and instruction---intended to provide links to Internet

resources for students, parents, and staff in the district;

2. Public information---intended to communicate information about the schools

and district to students, staff, parents, community and the world at large; and

3. District technology support---intended to provide and respond to instructional

and administrative technology needs of students and staff.

All material on a school website shall be either original to the school in the public domain or posed with the express permission of its rightful owner. This includes, but is not limited to text, graphics, pictures, video, sounds, music, characters, logos and trademarks. Web page publications shall follow all applicable copyright laws and guidelines.

Web sites developed under contract for the school district or within the scope of employment by district employees are the property of the school district.

Privacy Standards

1. Because Internet publications are available to the entire world, special care shall be taken to provide the privacy of students and staff. Web pages may not include personally identifying information regarding a student such as: telephone numbers, addresses, specific location of a student at any given time, grades or any other academic information. No confidential information shall be published on or linked to the web site.

2. Student work may be published on web pages only with written consent of the student’s parent/guardian before each incident of publication. The authoring student shall also sign a copyright consent form.

3. Links to student email accounts are prohibited.

D15 Revised 2009

Page 2

4. Pictures of students may be included only under the following conditions:

· Individual student pictures may be published on the web site only with written consent of the student’s parent/guardian..

· Pictures of groups of students involved in a school-related activity may be published without consent; however, the students shall only be identified by the group name.

· Students shall not be individually identified in pictures unless there is a special reason for doing to, such as recognition for receiving an award. In such cases, the student’s parent/guardian must give written permission.

Advertising/Sponsorships

Any use of advertising or sponsorships that appears on a school web site must be approved by the school web administrator, the principal or the director of schools/designee. Guidelines for approval shall be established by the director of schools/designee and must be consistent with the board’s policies and guidelines used in other school and district publications.

Administrative Procedures

The director of schools shall develop administrative procedures for development of web pages including content, quality and consistency standards and shall designate an individual(s) to be responsible for maintaining the official district web page and monitoring all district web page activity. A building principal shall make such designation for an individual school. Schools or departments who wish to publish a web page must identify the webmaster’s name, email and phone number on the web page.

Concerns/Complaints

As with any instructional materials or publication used by or representing the school or district, the building principal or director of schools, respectively, is ultimately responsible for accuracy and appropriateness of the information made available on the web site. Concern about the content of any page(s) created by students or staff should be directed to the building principal or the director of schools’ office when related to the district web site. If the concern is not resolved, persons who wish to file a formal complaint shall submit a written request for reconsideration of instructional material.

D16 INSTRUCTION Revised: 2000

Use of VCR Films

Films shown to students in a classroom must either be checked out of the school library or have the prior approval of the principal.

Films rented for use with a video recorder will be used in the classroom for education purposes only. No rented film that includes a notice that the film is intended "for home use only" will be shown to a class for entertainment purposes.

D17 INSTRUCTION Revised: 2000

Title I Parent Involvement

Under the Federal Projects Director, the school system shall provide the coordination and technical assistance, plan and implement the Title I Program according to the guidelines set forth in law which includes, but is not limited to, the following:

· Parent input into the planning, design and implementation of the Title 1 Program;

· Meaningful consultation of parents of participating children in the planning, design and implementation of the Title 1 Program;

· Organized, systematic, ongoing, informed and timely consultation in relation to decision about the program; and

· The involvement of parents through activities and procedures which are of sufficient size, scope, and quality to give reasonable promise of substantial progress toward achieving the required goals.*

________________________________

Legal Reference:

*Section 1118(b) of P.L. 103-382

D18 INSTRUCTION Added: 2003

Special Education Class Size

The policy of the Fayetteville City Schools is to provide a free appropriate public education (FAPE) to all students with disabilities ages 3-21 who are entitled to special education and related services. It is our intent to assure that the instructional needs of all students receiving services pursuant to the Individual with Disabilities Education Act (IDEA) are being met. The BEP formula was used as guidance for special education class size in determining class size policy for all special education classes in our district.

To the maximum extent appropriate, students with disabilities eligible for special education services shall be educated with students who are nondisabled. However, special classes, separate schooling or other removal of students with disabilities from the regular educational environment shall occur only if the nature or the severity of the disability is such that education in regular classes cannot be achieved satisfactorily with the use of supplementary aids and services.

A continuum of services shall be available to meet the needs of student with disabilities who are eligible for special education and related services.

Monitoring class size will occur periodically to ensure compliance with our district’s policy.

E1 BUSINESS AND OPERATIONAL PROCEDURES Revised: 2000

Handling of Money

The schools shall operate in compliance with the rules and regulations set forth in the Tennessee Internal School Financial Management Manual.

E2 BUSINESS AND OPERATIONAL PROCEDURES Revised: 2004

Use of Facilities

When not in use for school purposes, school buildings and grounds or portions thereof may be used for auxiliary, educational, recreational, cultural, and such other purposes that promote the welfare of the community, as approved by the Board of Education.

Requests for the use of school facilities shall be made at the office of the principal prior to the date of use. Requests for more than one day shall be made to the Board of Education.

Student clubs and activities, parent-teacher associations, and other organizations affiliated with the schools shall be permitted reasonable use of school facilities without charge as determined by the building principal.

School facilities may not be used for private profit. Items for sale/resale may not be displayed or sold in the schools unless they are part of a fundraising activity as approved by the Board. Any exception to this policy must be approved by the Board.

All activities must be under competent adult supervision and approved by the building principal. In all cases, the principal or principal’s designee will be present to ensure appropriate use of the facilities.

Before a group can rent school facilities, proof of liability insurance must be provided.

Groups receiving permission are restricted to the dates and hours approved and to the building area and facilities specified unless requested changes are approved by the principal.

Groups receiving permission are responsible for the observance of all fire and safety regulations at all times.

Groups receiving permission to use the gymnasium, football field or to host an event where a large crowd is expected will be required to provide licensed security personnel.

The use of tobacco, alcohol, drugs, profane language, or gambling in any form is not permitted in school buildings.

The Board of Education will cooperate with recognized agencies, such as the Red Cross, National Guard and Civil Defense, and will make suitable facilities available without charge during community emergencies.

When school kitchens are used, a member (s) of the cafeteria staff must be present to supervise the use of equipment.

School facilities may not be used for religious purposes on a permanent basis.

Should a religious organization request to use school facilities for an activity other than instructional and/or religious in nature, the organization will be treated as other community organizations

Rental fees for use of facilities will be determined by the building principal based on expenses incurred.

E2a EXHIBIT Revised: 2000

RENTAL APPLICATION

Date of Use _______________ Building To Be Used ___________________

Time to Enter Building________ Time to Leave Building _________________

Name of Group ________________________ No. in Group________________________

What Type of Activity __________________________________________________________________________________________

The applicant further agrees to pay a fee for the following:

______________________________________________ $ __________

TOTAL FEE $ __________

By signing this application the person whose signature appears below signifies that he/she is responsible for the group, will see that the buildings are not misused, that groups have proper adult supervision, and that the buildings and grounds are used in conformity with the rules and regulations of the Board of Education. It is hereby also understood that school activities have priority for the use of any building. This applies even in cases where some groups have requested the use of the building at a certain hour for several weeks; any school activity that must be scheduled has priority on the use of the building.

An assigned school employee shall be present in the building at all times during the period of use. The Board of Education will pay for all services out of the total fee.

I do hereby agree that I will be responsible for the proper use of the _________________building; and, if there are any damages accruing from this use, I will be responsible for payment of such damages.

_________________________________________________

Signature of Persons Responsible for all Arrangements

_________________________________________________ Address Phone

Date of Application:______________________ _____________________________ Principal

E3 BUSINESS AND OPERATIONAL PROCEDURES Revised: 2000

Flowers

The Fayetteville City Board of Education will send flowers only in the case of death of a faculty member, their spouse, parent or child. The same guidelines will be used for office personnel and custodians.

The Fayetteville City Board of Education will send flowers in case of death of any Board member, spouse, or child. The Fayetteville City Board of Education will send flowers to any former member of the Board of Education and also to any member of the Board of Aldermen and Mayor that is in office at the time of death.

E4 BUSINESS AND OPERATIONAL PROCEDURES Revised: 2000

Charitable Drives

Schools of the Fayetteville City System may participate in non-profit or charitable drives of this county in the following manner:

1. The principal of the school shall inform the students and teachers of the nature of the request, how the material will be distributed, and the procedure for collecting the funds.

2. No money is to be collected in or returned to the schools.

3. No pressure may be applied by members of the school system or other individuals outside the school system to encourage the donating by any student or teacher.

E5 BUSINESS AND OPERATIONAL PROCEDURES Revised: 2009

Competitive Foods

The basic philosophy of the school lunch program is to provide a nutritionally balanced meal for each child. The nutritional education of our children is such that they cannot make wise choices as to the best foods needed for their health and well-being when free choice is permitted.

The selling of competitive foods in our schools is considered to be detrimental to the nutritional well-being and health of our children and is, therefore, prohibited during the school day.

PreK – 12 will adhere to the TCA 0520-1-6-.04 Minimum Nutritional Standards for Individual Food Items Sold or Offered for Sale to Pupils in Grades Pre-Kindergarten through Eight (PreK – 8). Grades 9 – 12 will not be allowed to purchase a la carte items during lunch except those provided by the School Nutrition Program.

E5 (A) BUSINESS AND OPERATIONAL PROCEDURES Revised: 2009

School Lunch Charges

Students at Ralph Askins Elementary, Fayetteville Intermediate and Fayetteville Junior High School may accumulate up to three (3) lunch charges. No more charges will be allowed until the account is paid in full.

The administration of each school will be responsible for collecting any outstanding balances and any losses arising from uncollected accounts will be paid from sources other than school cafeteria funds.

E6 BUSINESS AND OPERATIONAL PROCEDURES Revised: 2000

Public Service

Employees of this school system may: (1) serve on the County Court and Board of Education of this county, (2) serve on other public agencies as this Board of Education may determine, (3) serve as juror, and (4) appear in court on behalf of this school system, without suffering a loss in salary.

Employees serving in these capacities shall reimburse the Board of Education an amount necessary to cover the cost of providing a substitute teacher during their absence, with the exception of when serving on behalf of this school system.

Employees serving on jury duty shall submit to the Board of Education any imbursement received for services as juror.

E7 BUSINESS AND OPERATIONAL PROCEDURES Revised: 2000

Special Use of School Vehicles

All standard rules of student and driver conduct shall apply to all extracurricular trips.

System-owned buses may be used by athletic teams and other school groups, provided such trips are recommended by the principal.

The principal will make all transportation arrangements with the Director of Transportation.

The Board shall be reimbursed by the individual school for the use of buses for extra curricular activities. However, the Board may establish special rates for extended trips or in special cases. Forms for reporting extra use of buses will be furnished to each school principal.

Only qualified bus drivers approved by the Director may drive school buses for extracurricular activity trips during the regular school year.

School buses may be used only for the transportation of school personnel on authorized school business. No other individual or group may rent a school bus without written request to and approval from the Director or his/her designee.

F1 PUPIL PERSONNEL Revised: 2005

Admission Requirements

Pupils entering school for the first time must have:

1. Birth Certificate

2. Proper Immunizations

3. Physical Examination

4. Social Security Number

Immunizations must be recorded on a form supplied by the health department.

Pupils transferring to the Fayetteville City School System from another school system will be assigned to the grade indicated by records from the sending school. In the event a pupil appears unable to do the work in the grade assigned, he/she may be reassigned by the principal to another grade. If possible, a conference with the parents should precede reassignment.

Any child reaching the age of 17 before the school year begins will be expected to enroll in a program providing age-appropriate placement. Any student reaching his/her seventeenth birthday during the school year will be permitted to complete the school year. Any student affected by this provision will maintain all rights and responsibilities as set forth in the "Minimum Rules and Regulations" of the State of Tennessee.

The Fayetteville City Board of Education will allow students whose parents and/or guardian(s) reside outside the city limits of Fayetteville to attend schools inside the city of Fayetteville under the following conditions:

1. The residence of a student is determined by the residence of the parent or legal guardian.

2. Admission of students applying to Fayetteville City Schools will be determined on the basis of home residence, not place of business of parent(s).

3. Waivers on maximum class size as established by the State will not be requested to accommodate students living outside the City of Fayetteville.

4. The Board of Education reserves the right, through the Director, to make school assignments of nonresident students and to accept or reject nonresident students on an annual basis.

5. Consideration will be given to students who have siblings currently enrolled in the Fayetteville City Schools.

F1 PUPIL PERSONNEL Revised: 2005 Page 2

Admission Requirements

a. The Fayetteville City School System will not establish a program solely for the purpose of accommodating a non-resident student.

F1 (A) PUPIL PERSONNEL Revised: 2005

Student Transfers

A student who has been enrolled five (5) days or more in the Fayetteville City School System or the Lincoln County School System may not transfer between systems without the permission of both of the Directors.

Students expelled from other school systems will not be accepted into the Fayetteville City School System.

Students suspended from other school systems for discipline problems will not be accepted until such problems have been resolved with the previous system.

Admission of Suspended or Expelled Students

The Board may deny admission of any student who has been expelled or suspended from another school system in Tennessee or another state even though the student has established residency in the system in which he/she seeks enrollment.

After a request for enrollment is made, the Director shall investigate the facts surrounding the suspension from the former school system and make a recommendation to the Board to approve or deny the request.

The Board shall not deny enrollment beyond the length of the imposed suspension.

If the action of the Board is to deny admission, the Director shall, on behalf of the Board of Education, notify the Commissioner of Education of the decision.

Any school system that accepts enrollment of a student from another school system may dismiss the student if it is determined subsequent to the enrollment that the student has been suspended or expelled from the former school system.

F1 (B) PUPIL PERSONNEL Revised: 2007

Pre-Kindergarten and Kindergarten Phase-In Schedule

The Board recognizes that many children entering school will have difficulty adjusting to a new setting and routine. Therefore, the first five (5) days in the school calendar have been set aside as phase-in days for Pre-K and Kindergarten. The students will come to school in small groups for half a day on the phase-in days, and on the sixth day will be full-time.

F1 (C) PUPIL PERSONNEL Revised: 2000

Child Custody/Parental Access

The Board presumes that the person who enrolls a student in school is the student’s custodial parent. Unless a Tennessee court specifies otherwise, the custodial parent shall be the one whom the school district holds responsible for the education and welfare of that child.

Parents or guardians shall have the right to receive information contained in school records concerning their minor child. The Board, unless informed otherwise, assumes there are no restrictions regarding the non-custodial parent’s right to be kept informed of the student’s progress and activities. If restrictions are made relative to the right of the non-custodial parent, the custodial parent shall be requested to submit a certified copy of the court order which curtails these specific rights.

Unless there are specific court-imposed restrictions, the non-custodial parent, upon request, shall be given access to all of the student’s educational records, including, but not limited to, the student’s cumulative file and the student’s special education file, if applicable.

No principal or teacher shall permit a change in the physical custody of a child at school unless:

1. The person seeking custody of the child presents the school official with a certified copy of a valid court order from a Tennessee court designating the person who has custody of the child; and

2. The person seeking custody gives the school official reasonable advance notice of his/her intent to take custody of the child at school.

F1 (C) PERSONNEL Revised: 2000

Page 2

Child Custody/Parental Access

ADMINISTRATIVE PROCEDURE

The following procedures have been developed for situations involving child custody, visitation, and release of records:

1. Upon request, non-custodial parents shall be entitled to experience all parental rights to the extent that such rights are not restricted by a legally binding instrument or court order.

2. A reasonable attempt will be made to publicize this policy so that affected parents will be informed of their option.

3. The requesting parent will initiate the written request for duplicate parent reporting to the principal of the school where the student currently attends. The request must include the full legal name and address of the student, the full name and addresses of both parents, and it must be signed by the requesting parent. The request must be renewed annually or whenever the student changes schools, whichever occurs first.

4. Once the request has been made, within two (2) weeks the principal will cause to be duplicated and mailed/delivered to the requesting parent of record, copies of any official information.

5. Official information for the purpose of this requirement is limited to annual parent and student calendars, report cards issued at the end of each grading period, failure notices issued to alert parents to unsatisfactory progress, notice of suspension and/or expulsion, and standardized test score reports as are routinely distributed to parents.

6. When information is to be provided through a teacher and/or principal-parent conference, the requesting parent, upon his/her request, will be invited to attend the conference provided there is not legal document to forbid it, and the presence of both parents does not compromise the integrity or quality of the conference.

7. Duplicate reports may be photocopies and do not need to be duplicate originals.

8. The requesting parent may also ask that other materials distributed by the school (newsletters, notices of special functions, disciplinary notices, etc.) be provided as well. To activate this request, the requesting parent may be required to provide a supply of self-addressed, stamped envelopes to the school. Such arrangements are to be worked out by the parent and the building principal.

9. The staff will be oriented as to the rights of non-custodial parents.

F2 PUPIL PERSONNEL Revised: 2000

Care and Responsibility of Textbooks

Each student shall receive a set of free textbooks. Records will be kept by the principal of all books issued to pupils. Parents will be responsible for the textbooks received.

F3 PUPIL PERSONNEL Revised: 2001

Athletic Program

1. Athletics are co-curricular sports activities under the direct control of the principal who will be accountable to the Director and the Board of Education in all matters pertaining to athletics. Credit will not be granted for interscholastic athletics.

2. General regulations applicable to both elementary and high school athletics include:

A. Any student desiring to participate in interschool competitive athletics must have a physical examination each year prior to participating in the first regular practice session. A report of this medical examination must be on file in the principal’s office before this requirement will be considered as having been met.

B. The participant of any varsity sport must maintain eligibility standards set by the TSSAA.

C. Prior to a student participating in any interscholastic activity, there must be on file:

1. proof of physical examination

2. permission form signed by parent

3. proof of insurance or student insurance through the school system’s coverage.

D. The conduct of players, spectators, and school personnel reflects directly upon the school system as a whole. Therefore, conduct of either player, spectators, or school personnel that does not exemplify the best sportsmanship may result in that school’s being suspended from athletic participation in the sport concerned with the infraction. The Board of Education will determine the duration of the suspension.

E. Coaches and other employees of the school district shall not encourage, permit, condone or tolerate hazing activities as part of the athletic program.

The athletic program, as such, represents an integral part of the curriculum, and all personnel involved in athletics must remember that this program is only one part of the total school program. All individuals involved in the coaching profession in the Fayetteville City School System must be considered teachers first and coaches second, even though the two are completely interrelated. Coaches hold tenure as teachers and not as coaches. Therefore, in order to have a school program that is considered well-rounded, those involved in athletics must assume an interest in the total school program.

F3 PUPIL PERSONNEL Revised: 2001

Page 2

Athletic Program

All coaches have the same responsibility toward faculty meetings, in-service meetings, assemblies, and other school activities as do other teachers except during the athletic season. He/she will be excused from meetings which are held after the close of the school day if practice is being held after school. It is the responsibility of the coach to inquire of other teachers as to the information missed and to keep informed of activities going on in the school. The principal may require the individuals who miss in-service meetings to participate in other activities to make up for the in-service activities missed.

F 3 (A)

F3 A PUPIL PERSONNEL Added: 2006

Page 1

Student Wellness

The Board recognizes the link between nutrition, physical activity and learning. In order to implement overall wellness for students, the plan below shall be followed by all schools in the district. ¹