Substitute Manual s.net



INFORMATION FOR SUBSTITUTES

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SOUTH BURLINGTON SCHOOL DISTRICT

500 Dorset Street

South Burlington, Vermont 05403

12/15/16

TABLE OF CONTENTS

I. Introduction

Employment Requirements and Procedures

AESOP

II. General Information

Alcohol and Drug Free Workplace

Blood Borne Pathogens and First Aid

Bullying/Student Harassment

Child Abuse Reporting

Confidentiality

Crisis Management and Fire Alarms

Emergency School Closing

Illness or Injury

Parking

Payroll

Personal Responsibilities

Proper Attire

Sexual Harassment

Technology Use

Tobacco Prohibition

Training

Visitors

Weapons

III. District Policies and Procedures

Civil Rights Statement

South Burlington School District Ends Policy

Sexual Harassment

Other Policies and Procedures

IV. Substitute Program Information

Teachers

Bus Drivers

Maintenance/Custodial

Instructional Assistants

V. Appendix

District Contacts and School schedules

Acknowledgment Form

Job Descriptions

I. INTRODUCTION

The South Burlington School District understands the value of a qualified substitute workforce. All contributions are important to our students and staff whether the need is working directly with students as a teacher, para-educator, or nurse, or serving in a support role in an administrative, transportation, or building services area.

In an effort to integrate substitutes into our educational community, we have assembled the following information to help answer some questions about working as a substitute in our district.

employment requirements and procedures: Prior to being placed on the district substitute list, applicants for substitute positions must comply with all employment and background check procedures. All substitutes must complete an application, provide licensing documents (if applicable), have at least two (2) satisfactory reference calls documented by the district, and must pass the Vermont criminal check process. As part of the Vermont criminal check process, applicants are required to have his/her fingerprints taken (for which there is a charge) for the Vermont Department of Public Safety by the Chittenden County Sheriff’s Department. Persons are placed on the substitute list at the sole discretion of the Superintendent, and employment is contingent, in part, upon an acceptable report as a result of the criminal check process.

Once accepted as a substitute, a W-4 form and an I-9 form must be completed by all new substitutes. Newly hired substitutes are encouraged to check with the school secretary, the supervisor, or the business office before leaving work on the first day’s assignment to ensure that all the necessary information has been provided to the district. The hours worked must be documented on a timesheet or on the Substitute/Temporary Log-In Sheet (e.g. name, date, for whom you substituted and reason). Incomplete forms or information may result in a delay in processing payroll.

Absence Management: Our district uses Absence Management (formerly AESOP) ), an automated substitute placement system. Absence Management helps organize and schedule substitute assignments through 24/7 phone and internet access. The system will allow our substitute workforce to:

• Access position openings by calling a toll-free number or by logging in via the web or a mobile device (i.e.: phone, IPad) at any time, thereby reducing last minute or early morning phone calls.

• Receive lesson plans and other information provided to them by the teacher.

• Provide electronic feedback to the teacher about the substitute assignment.

To learn more about the Absence Management system, substitutes may access the on-line training tools found on the Absence Management webpage, linked to our District website or by contacting Human Resources at (802) 652-7255.

II. General INFORMATION

aLCOHOL AND DRUG Free WorkplacE: The use or possession of any controlled substance on school property is prohibited. No employee, substitute, student teacher, volunteer, or work study student will unlawfully manufacture, distribute, dispense, possess, or use alcohol or any drug on or in the workplace. Nor shall any employee, substitute, student teacher, volunteer, or work study student be in the workplace while under the influence of illegal drugs or alcohol. A person under the influence of alcohol and/or drugs (prescribed or not prescribed) while engaged in work for the District will be subject to employment action up to and including termination.

blood borne pathogens and first aid: The District has specific policies and guidelines with regard to handling bodily fluids and administering first aid. The school nurse is available to clarify expectations and procedures.

Bullying/Student Harassment: The District is committed to providing a safe and supportive school environment in which all students are treated with respect. The purpose is to prevent bullying and harassment and to ensure that the District’s responses to such allegations comply with the law. When harassment has occurred, it is the Districts responsibility to ensure that prompt and appropriate remedial action, reasonably calculated to stop harassment, is taken by school district employees.

Child Abuse Reporting: Any District employee, regardless of whether he/she is a “mandated reporter,” shall report suspected child abuse or neglect to the DCF/Family Service Division within a 24 Hour period (To report suspected child abuse or neglect call DCF/Family Service Division (1-800-649-5285 – 24/7) and to the building principal or designee. The report is to protect children whose health and welfare may be jeopardized by abuse or neglect and to ensure that school district employees meet their legal reporting obligations. It is not the employee’s responsibility to determine whether or not neglect or abuse has occurred. Rather, it is the responsibility of school district employees to be faithful and timely reporters of suspected abuse or neglect so that allegations can be brought to the attention of objective, trained and experienced investigators. More information may be obtained at:

confidentiality: The Family Educational Rights and Privacy Act (FERPA) (20 U.S.C. § 1232g; 34 CFR Part 99) provides students with the right and protection of confidentiality. Any knowledge of a personal nature about a student and/or staff that is acquired through one’s work in the District is not to be shared outside of a professional context.

In addition to all student records, any personally identifiable information is considered confidential and may not be shared with others without expressed written permission. Concerns about district programs, practices, students, or teaching staff should only be shared on a professional level with those involved at the school. Equally, sharing negative information about the District is not appropriate, useful, or professional.

The District does require the safekeeping of health records and the confidentiality of health-related information as required under the HIPPA privacy rule. HIPPA provides federal protections for individually identifiable health information held by a covered entity. At the same time, the privacy rule permits the disclosure of health information needed for patient care and other important purposes.

crisis management and fire alarms

Crisis Management: The District, in coordination with the city of South Burlington, has developed standard emergency protocols. These protocols, considered our “Crisis Plan,” provides quick, consistent reference for handling emergencies and sets the communication steps and procedures necessary to handle emergency and disaster situations. It is the responsibility of all individuals working in our District to read and review the plan. The District’s Crisis Plan protocols can be found in each room hanging by the door and contacts for the Crisis Plan may be found on the District website under Policies and Procedures.

The District has established nine (9) crisis teams that meet quarterly throughout the school year to discuss safety issues, emergency procedures, and hold table top exercises to be more prepared for emergency situations.

Fire Alarms: Protocols for maintaining a safe environment have been established for the District. Safety tests and exercises are conducted periodically while school is in session. Directions for following these protocols are maintained in each classroom and work location and substitutes will be provided necessary information. Questions and concerns may be addressed by the building principal/supervisor.

emergency school closing: If a decision to close school is made due to snowstorms or other emergencies, the following radio and television stations will have the latest information: WJOY, WKDR, WEZF, WNCS, WOKO, WKOL, WIZN, WVMT, WXXX, VT-ETV, WCAX-TV, WPTZ-TV, and WVNY-TV. If school is closed for an emergency or snowstorm after reporting to work, the substitute will be paid for the day.

illness or injury: If a substitute becomes ill or injured on the job, it must be reported directly to one’s supervisor or principal so an appropriate course of action may be planned. If it is work related, a First Report of Injury must be completed for the Business Office.

In case of an illness or injury of a student under the care of a substitute, it is the responsible of the substitute to direct or take the student to the school’s main office. The principal, or his/her designee will decide what course of action to take.

If you witnessed an accident, please remember to fill out an accident report. These forms are available in the school’s main office.

Medication Administration: Only nurses or their designees are permitted to dispense medications (prescription or non-prescription) to students. All medication should be directed to the school nurse or main office.

parking: Parking is permissible in any school parking space that is not labeled as restricted. The District is not responsible for any damage or loss resulting from one’s use of the parking area. For the high school and middle school workers, there is additional parking behind the middle school.

payroll: Payroll is issued every other Friday. Substitutes may elect to have pay direct deposited to a bank account; otherwise, a check will be mailed to the substitute at the most current address on record. Some substitutes in support services positions, such as transportation, food service, or facilities will be asked to complete a timesheet for the supervisor to submit to the payroll department. Substitute teachers, however, will sign in at the main office of the school for which they are working and payroll information will be generated from this list. Directions on how best to record work hours may be asked of one’s supervisor/Principal or the Business Office.

personal RESPONSIBILITIES: Adherence to all District policies and school practices including, but not limited to: tobacco use, drugs and alcohol use, acceptable use of technology, discrimination, harassment, and confidentiality is required. All required policies are published on the District’s website and substitutes are encouraged to speak directly to the building principal/supervisor should questions arise.

• It is expected that all employees report to work fit and ready for duty. Any person under the influence of drugs or alcohol (prescription or non-prescription) will not be allowed to continue to work and may be subject to disciplinary action up to and including termination.

• The care and concern for our students and co-workers is of utmost concern. All persons are expected to be vigilant in watching for ever-present risks. It is encouraged that all substitutes participate in training programs, as they are made available.

• All students are entitled to have their “personal space” respected. No physical contact with students should be used to compel compliance with directions. Refer any discipline concerns immediately to the Administration.

proper attire: What is considered proper attire varies according to job responsibilities. Any uncertainty about proper dress may be discussed with one’s Principal or supervisor. Generally, professional attire is expected for those persons working in the classroom and district offices. Unless uniforms are provided, business casual attire is appropriate for all other areas.

sexual harassment: South Burlington School District prohibits sexual harassment by any employee, student, volunteer, vendor or client and will not be tolerated in school. Further, it is illegal under state and federal law for anyone, male or female, to sexually harass another. The District is committed to providing a workplace free from this unlawful conduct. Anyone attempting to create a hostile environment shall be referred to the Principal/designee.

Technology Use: The use of technology is primarily for learning. It is expected that all persons working in the district be familiar with the protocols around the use of technology. The Acceptable Use Policy may be found on the district webpage under policies.

Help Desk: The Information Technology department provides front line support for technology, media services, telephones, and room temperature problems through a Help Desk. The Help Desk may be contacted by calling extension 7050. If the problem is not something that can be resolved within a few minutes, or if it is determined that it's a larger problem from the start, a service request will be made to schedule a time to address the issue or concern.

tobacco Prohibition: The District complies with state law and local smoking ordinances thereby prohibiting smoking in/on all school district buildings, property, and vehicles.

training: The District uses an on-line software program called “Safeschools” to provide training. This training may be accessed through the District website and under the Human Resources tab. Specific training requirements will be assigned to each individual. Additional information and expectations of substitutes are also provided under the Human Resources tab.

visitors: No unsupervised contact by non-employees, including volunteers, is permitted with students. All visitors to the school, who are not District employees, are required to sign in and receive a name tag that is visible at all times. We ask that any suspicious behavior and/or strangers be reported to the Principal.

All visitors to the school should be directed to the school office to sign in before proceeding to a classroom or function.

weapons: The District is committed to providing a safe learning environment and workplace and prohibits the possession of any weapon, lawful or unlawful, on school property by anyone including, but not limited to: employee, student, substitute, volunteer, vendor, or client.

III. District Policies and Procedures

The District maintains a list of policies and procedures on the District website. All are encouraged to read these.

CIVIL RIGHTS STATEMENT: The U.S. Department of Agriculture (USDA) prohibits discrimination against its customers, employees, and applicants for employment on the bases of race, color, national origin, age, disability, sex, gender identity, religion, reprisal, and where applicable, political beliefs, marital status, familial or parental status, sexual orientation, or all or part of an individual's income is derived from any public assistance program, or protected genetic information in employment or in any program or activity conducted or funded by the Department. (Not all prohibited bases will apply to all programs and/or employment activities.)

south burlington school district ends policy:

Global Ends Statement: Students successfully complete their education from the South Burlington School District ready for their next step. They will show cultural and academic competence appropriate to grade and developmental capacity. All graduates will be prepared for college, career, or individually determined next steps. The Ends will be met at a cost that the community will support.

Disposition for Life-long Learning: Students will demonstrate the ability, knowledge, and skills to adapt and succeed by:

1. Demonstrating independent thought, curiosity, and creativity

2. Responding to the varying demands of audience, task, purpose, and discipline

3. Gathering and analyzing data to construct viable arguments and critique the reasoning of others

4. Generating alternatives and considering options and different perspectives

5. Solving problems and making decisions based on knowledge, thoughtful debate, and reason

6. Cooperating, collaborating, and leading others

Academic Proficiency: Students actively participate in a full and enriching academic experience that includes language and literature, math, science, social sciences, the arts and design, technology, world language, and health and wellness. Students demonstrate proficiency within these courses by:

1. Building strong content knowledge consistent with state-approved standards and district- approved curriculum

2. Comprehending, interpreting, and evaluating a wide range of written material, resources, and information

3. Writing in a clear, concise, and organized manner

4. Actively listening and responding with evidence to ideas, concepts, and opinions

5. Expressing themselves creatively and effectively in a variety of forms

6. Using technology, mixed media, instrumentation as appropriate

7. Effectively solves problems, while attending to precision

Personal Development: Students will use self-awareness and interpersonal skills to effectively enhance their own performance and collaborate with others by:

1. Developing an awareness of their individual learning styles, interests and passions

2. Clarifying goals, aspirations and post-secondary plans

3. Building capacity to make informed and healthy decisions/choices

4. Living responsibly with confidence, resilience, and adaptability

5. Demonstrating effective time management and organizational skills

6. Building supportive relationships and respectfully advocating for self and others

Citizenship: Students will understand the impact of history, government, law and the economy on self and society in order to contribute to their community and participate in local, state, and federal government in an informed manner by:

1. Understanding and expressing how diverse cultures and people enrich the human experience

2. Engaging others with honesty, humility, kindness, and good humor

3. Demonstrating respect for self, others, and the environment

4. Supporting, participating, and/or initiating socially responsible actions to benefit the local and global community

5. Practicing ethical behavior in all environments, including as a participant in the digital community.

6. Being proud of our shared experience and having fun along the way

Sexual Harassment Definition: Sexual Harassment is a form of sex discrimination and means unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

a) Submission to that conduct is made either explicitly or implicitly a term or condition of employment;

b) Submission to or rejection of such conduct by an individual is used as a component of the basis for employment decisions affecting that individual; or,

c) The conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

Examples of sexual harassment may include, but are not limited to, unwelcome sexual advances; suggestive or lewd remarks; unwanted hugs, touches, kisses; displaying or transmitting sexually suggestive posters, cartoons or drawings; unwelcome sexual jokes and banter; retaliation for complaining against sexual harassment, either explicitly or implicitly conditioning any term of employment on the provision of sexual favors; requests for sexual favors; derogatory or provoking remarks or harassing acts or behaviors directed against a person on the basis of his or her sex or sexual orientation; off-duty conduct which falls within the above definition and affects the work environment.

Response to Sexual Harassment: The School District is committed, and required by law, to take action when it learns of potential sexual harassment situations. If an employee encounters harassment or otherwise has reasons to believe that sexual harassment is occurring, the following steps should be followed:

a) If possible, confront the perpetrator and indicate what behavior is unacceptable, how it feels, and that it should stop.

b) If the situation continues, or if the alleged victim is uncomfortable confronting the harasser, the person should bring their complaint to the following person(s):

District Contacts:

David Young, Superintendent Karen Dantzscher, Human Resources Director

500 Dorset Street, South Burlington, VT 05403 500 Dorset Street, South Burlington, VT 05403

Phone: 802/652-7252 Fax: 802/652-7257 Phone: 802/652-7256 Fax: 802/652-7257

Email: dyoung@ Email: kdantzscher@

School Contacts:

South Burlington High School F.H. Tuttle Middle School

Patrick Burke, Principal Karsten Schlenter, Principal

550 Dorset Street, South Burlington, VT 05403 500 Dorset Street, South Burlington, VT 05403

Phone: 802/652-7007 Fax: 802/652-7006 Phone: 802/652-7101 Fax: 802/652-7152

Email: Pburke@ Email: kschlenter@

Central Elementary School Orchard Elementary School

Brent Coon, Principal Mark Trifilio, Principal

10 Market Street, South Burlington, VT 05403 2 Baldwin Ave, South Burlington, VT 05403

Phone: 802/652-7201 Phone: 802/652-7301

Email: bcoon@ Email: Mtrifilio@

Chamberlin Elementary School

Holly Rouelle, Principal

262 White Street, South Burlington, VT 05403

Phone: 802/652-7401

Email: hrouelle@

The School District, through its employees, is committed by the policy and required by law to investigate and promptly respond to every complaint. Failure by a supervisor or employee to appropriately report or address such sexual harassment complaints or suspected acts shall be considered to be in violation of this policy.

Care will be taken to protect the identity of the person(s) with the complaint and of the accused party or parties, except as may be reasonably necessary to successfully complete the investigation. It is a violation of this policy for anyone who learns of the investigation or complaint to take any retaliatory action, which affects the working environment of any person involved in the investigation.

If there is sufficient evidence to support a sexual harassment complaint, appropriate corrective action will be taken. Any employee, supervisor, or other person who has been found by the School District to have harassed another will be subject to appropriate actions, ranging from verbal warnings up to and including dismissal or termination.

External Agencies Investigating Complaints: While the School District encourages employees to file their complaint through the District’s complaint procedures, the following state and federal agencies may also be contacted:

Vermont Attorney General’s Office

Civil Rights Unit, 109 State Street, Montpelier, VT 05602

(Voice and TDD) Phone: 802/828-3171.

(Complaints should be filed within 300 days of the adverse action.)

Equal Employment Opportunity Commission

John F. Kennedy Federal Building, 475 Government Center Boston, MA 02203

(Voice) Phone: 1-800-669-4000 (TDD) Phone: 1-800-669-6820

(Complaints should be filed within 300 days of the adverse action.)

Vermont Human Rights Commission

133 State Street, Montpelier, VT 05633-6301

(Voice and TDD) Phone: 802/828-2480

(Complaints must be filed within 360 days of the adverse action and the Complainant must be an employee of a Vermont State Agency.

OTHER POLICIES AND REGULATIONS: The most current listing of District policies and procedures may be found on the District webpage (). You may direct questions to your supervisor and/or the Principal of each school.

SUBSTITUTE INFORMATION

assignments: The District reserves its right to make assignments based on District and student needs, and the skills and qualifications of the substitute teacher.

assignment notification: Our district uses a software program called Absence Management (formerly AESOP), ), to organize and schedule substitute assignments through 24/7 phone and internet access. Open positions will be posted as soon as they become available, whether they are for present or future assignments. Substitutes are asked to access the system regularly and to accept assignments on-line. Substitute Coordinators will only call when the assignment is last minute, requires a specialized skill, or goes unfilled.

If a substitute accepts an assignment, it is expected that he/she will complete the assignment unless personal circumstances make it absolutely impossible.

If a substitute is no longer available for substitute teaching, it is best to call the Human Resource Office at 652-7255 as soon as possible, to be removed from the active substitute list. This will save the School District and the substitute unnecessary phone calls.

discipline: The District is committed to a philosophy (Discipline with Dignity) that emphasizes respect for students and others. All employees are expected to model behaviors consistent with this philosophy. Corporal punishment is prohibited. Please ask the Principal for additional information on specific discipline procedures relating to your assignment. Routine problems can be handled according to good common sense. Serious discipline problems should be referred to the office.

Substitute Teachers:

Licensure requirements: For long-term substitute teaching assignments, appropriate licensure is required, per the Vermont Licensing Standards (12/26/14):

“Each local school board shall adopt a policy establishing employment qualifications for persons who substitute for educators in their absence. Each policy shall require at minimum that the substitute has graduated from high school. (See SBSD Policy D1 “Substitute Teachers” on District website.)

An unlicensed person employed as a substitute pursuant to local school board policy may substitute for up to thirty (30) consecutive calendar days in the same assignment. In order to continue to employ the unlicensed person in this assignment beyond thirty (30) days, the superintendent shall apply for an Emergency or Provisional License for the person pursuant to Sections 5350 and 5360 of these rules.

Licensed educators may substitute in a field outside of their endorsement field for thirty (30) consecutive calendar days in the same assignment. Upon application by the superintendent, the Standards Board or its designee may grant one extension for an additional thirty (30) days. In order to continue to employ a licensed educator beyond sixty (60) days outside of his/her endorsement field, the superintendent shall apply for a Provisional License for the person pursuant to Section 5350 of these rules.”

Work responsibilities: A substitute teacher is expected to be a professional in demeanor and dress at all times. He/she must also possess the necessary education, skills, good judgment, and common sense in order to manage and lead a class. Substitutes are encouraged to contact the regular teacher if the assignment is for an extended period of time or whenever appropriate, for clarification. Building staff are also available for assistance and many teachers may maintain a collection of teacher "tested ideas" for your teaching area.

Any substitute under the influence of drugs or alcohol (prescription or non-prescription) will not be allowed to direct or participate in any classroom/teaching activity and may be subject to disciplinary action up to and including termination.

Preparing for Work: Substitute teachers are expected to report to the school office prior to starting each day and remain at school until after students have been dismissed, unless prior arrangements have been made with the Principal.

• Before classes begin, the following should be checked: fire drill and other emergency evacuation procedures; crisis commands; locate the class seating chart(s) and lesson plans; locate the materials and supplies needed during the day; find the library, restrooms, cafeteria, and staff lounge. Information on these items should all be contained in the substitute packet provided to you at the school.

• Enjoy our students! Friendly introductions, establishing clear expectations and consequences at the beginning of class sets a tone and helps students know what is required of them. Learning student names enriches learning and encourages positive relationships.

• Looking at the assignment as a "challenge and an opportunity" conveys the message that learning can be fun. Students will sense immediately whether the substitutes has his/her best interests in mind.

• Follow the regular teacher's lesson plan, however, lessons may be enriched with information that is pertinent to the subject.

• Individual schools/departments may have additional procedures to be followed. Please inquire in the school office upon arrival.

End of Day Responsibilities: At the end of the assignment, it is helpful for the substitute to write the regular teacher a note detailing what activities were attempted and/or completed, his/her contact information, as well as information pertaining to any problems that occurred. The District values constructive comments on any aspect of school operations. Leave the room as organized as when found in the morning and all doors and windows must be closed, the lights turned off, and all audiovisual equipment must be turned off. Check in at the school office before leaving.

Substitute Teacher Wage Rates: The District issues payroll every two weeks on Fridays, therefore, payment for services is normally two to three weeks after the substitute assignment. Direct deposit of pay is the preferred method and more information may be provided through the Business Office.

Substitute Registered Nurse rate of pay: ……………………………………………….……. $200.00/day

Substitute Teacher rates of pay for short-term assignments are as follows:

1-21 days ……………………………………………………………………………………..….…$90.00/day

22 or more days ………………………………………………………………………………….$95.00/day

The days listed above will be cumulative from year to year unless there is a break in service of one year, if that occurs, the rate reverts to the starting compensation of $80.00/day.

Long-term Substitute Assignments: A substitute teacher assuming all classroom responsibilities for a staff member who is to be away for one week or more (five working days) will be paid at the per diem rate equal to the base teacher pay (base pay/189 days). This long-term substitute pay applies only in instances of a planned absence where the Superintendent is informed that an emergency requires that a substitute will be assuming all responsibilities of the classroom. It does not apply when a substitute begins a substitute assignment believing it to be for one or two days and it evolves into more than that number of days. In such instances, the Superintendent will evaluate the situation after five days of temporary substituting.

Contracted One Year Only: Substitutes for teachers on Board approved leaves of absences will be provided with contracts consistent with the agreement between the Board and the South Burlington Education Association.

For positions of longer than ninety days, where there is no Board approved absence, (e.g. extended sick leave), substitutes will be provided with a Memorandum of Understanding that entitles them to a rate of pay commensurate with their educational attainment, professional experience, and length of service. No benefits will be provided.

SUBSTITUTE Bus Drivers: In addition to the regular application process, the following information must also be provided:

• Proof of CDL license with a special Vermont school bus driver certification, and

• A copy of the driving record for the past three years from the Department of Motor Vehicles.

Applicants will also be required to:

• Complete a physical exam at the District’s expense.

• Complete a drug/alcohol test

Responsibilities: The care of our students is of utmost importance and employees are expected to be vigilant in watching for ever-presenting risks to the students while on and off the bus. Safety training is provided and it is expected that all drivers will participate.

Each school bus is equipped with a radio. In the event of an emergency, the bus driver is expected to contact the supervisor and/or Business Manager for directions and/or help. For the safety and security for all, cellular phones are available to drivers for long distance trips.

Any person under the influence of drugs or alcohol (prescription or non-prescription) will not be allowed to operate a vehicle and may be subject to disciplinary action up to and including termination.

Preparing for work: The Transportation Coordinator will provide a schedule for each driver to follow. Each route has been developed with care to ensure the safe and timely delivery of students while minimizing transportation costs. Should a question or a suggestion occur with regard to the assigned route, please speak to the coordinator. Regularly scheduled school bus drivers must maintain a current schedule of their route so that the substitute driver can be made aware of where each stop is located.

Student illness or injury: In case of an illness or injury of a student in your care, the substitute bus driver is responsible for directing or taking the student to the nearest school office. The principal or his/her designee will decide what course of action to take. Please complete an accident report form, which is available in the school’s main office. Bus drivers are not permitted to dispense medications (prescription or non-prescription) to students. All medication should be directed to the school nurse, principal or school office personnel. Each bus is equipped with first aid and emergency cleanup kits should an accident or injury occur.

Managing student behavior: On occasion you may find a student’s behavior disruptive or a potential safety problem for themselves or others. When this occurs, we encourage you to call attention to the problem with the student in a rational and calm manner. If the misbehavior continues, report the incident immediately to the school principal and complete a disciplinary form available in the school’s main office or at the bus garage. If the behavior is significant, the driver may choose to return to the school for immediate action.

In the event of an accident: There may be a time in which you are involved in a traffic accident while driving for the school district. First check to see that each child is safe and unharmed and then survey the damage. We ask that you refrain from speaking to anyone other than the law enforcement official conducting the investigation. The information to provide includes:

• The events surrounding the accident,

• Insurance documentation and,

• Your driver’s license.

You are required to contact the Transportation Supervisor and/or Superintendent immediately to report the situation. You are required also to contact law enforcement officials to report the incident and to submit to a drug and alcohol test within 24 hours of the incident.

Breakdowns: Should you experience a breakdown while enroute, call the coordinator, mechanic or business office immediately. If you are immediately able to determine what problem exists, provide this information to your emergency contact so that an appropriate course of action to may be taken.

The safety of the students is the first priority, and if the bus is in an unsafe location it may be relocated.

All buses are equipped with radios for use in the district and these are monitored during school hours. Cellular phones are carried during away trips and for after school hours. A list of emergency names and numbers is provided.

Traveling out of town: In preparation for trips out of town, directions to and from the location will be provided to the driver by the supervisor. Once again, a cellular phone will be on board the bus and the bus driver will carry emergency numbers. On each out of town trip, at least one other staff member will accompany the bus driver.

Substitute bus driver wage rates: The District issues payroll every two weeks on Fridays, therefore, payment for services is normally two to three weeks after the substitute assignment. Direct deposit of pay is the preferred method and more information may be provided through the Business Office.

Bus Drivers…………………………………………………………………………..$16.96/hour

Bus Monitors…………………………………………………………………………$13.26/hour

SUBSTITUTE CUSTODIAN: Substitute employees in the maintenance and custodial areas must also complete the usual employment process. Due to child labor law restrictions, however, proof of age may be required in order to assume responsibility for operating equipment, working with certain chemicals, or fulfilling work schedules.

If a substitute employee has certification of training or special expertise, it is encouraged that this information be shared with the supervisor at the time of employment.

Preparing for work: The Head Custodian, Night Supervisor, or Facilities Manager will provide a schedule for each employee to follow. Each schedule has been developed with care to ensure the health and safety of the employee while minimizing costs. Should a question or a suggestion occur with regards to the assigned schedule, please speak to your supervisor.

Proper attire: Casual dress is appropriate for custodial and maintenance workers, however, clothing with logos, slogans, or suggestive designs are never acceptable. Closed toe shoes are required. If you have questions about proper attire, please ask your supervisor.

Safety: The safety and well-being of all our employees is important and is essential in the fulfillment of one's job responsibilities. Wearing protective gear will be required whenever you are operating equipment or performing hazardous duties. Disposal of chemicals will be in accordance with district policy and appropriate laws. Seek the assistance of a supervisor if you have questions regarding the use of machinery or chemicals.

In the event of an accident you are required to contact your supervisor and/or business manager immediately to advise them of the situation.

Managing student behavior: On occasion you may find a student’s behavior disruptive or a potential safety problem for themselves or others. When this occurs, we encourage you to call attention to the problem with the student in a rational and calm manner. If the misbehavior continues, report the incident immediately to the school principal and complete a disciplinary form available in the school’s main office.

Substitute custodian wage rates: The District issues payroll every two weeks on Fridays, therefore, payment for services is normally two to three weeks after the substitute assignment. Direct deposit of pay is the preferred method and more information may be provided through the Business Office.

Custodian……………………………………………………………………………………………………...$13.25/hour

SUBSTITUTE PARA-EDUCATOR/INTERVENTIONIST/LIBRARY-MEDIA TECHNICIAN/SCHOOL’S OUT WORKER/LUNCHROOM-RECESS MONITOR: Candidates must complete the usual employment requirements and process.

Preparing for work: Your supervisor will provide you with a schedule and an individual development plan (IDP) for the student(s) for which you are responsible. Should you have questions or concerns about the assignment, we ask that you speak with your supervisor.

Managing student behavior: The South Burlington School District is committed to a philosophy (Discipline with Dignity) that emphasizes respect for students and others. All employees are expected to model behaviors consistent with this philosophy. Corporal punishment is prohibited. Please ask the Principal for additional information on specific discipline procedures relating to your assignment. Routine problems can be handled according to good common sense. Serious discipline problems should be referred to the office.

Substitute para-educator/interventionist/library-media technician/School’s Out/Lunchroom-Recess Monitor wage rates: The District issues payroll every two weeks on Fridays, therefore, payment for services is normally two to three weeks after the substitute assignment. Direct deposit of pay is the preferred method and more information may be provided through the Business Office.

Paraeducators………………………………………………………..…………………………….……..$13.25/hour

Interventionists……………………………………………………………………………….…………..$16.25/hour

Long Term Interventionists (5 consecutive days for same assignment)…………$16.25/hour

Library/Media Technician……………………………………………………………………………..$15.25/hour

School’s Out Counselor………………………………………………………………………………..$13.26/hour

Lunchroom/Recess Monitor…………………………………………………………………………$13.26/hour

SUBSTITUTE Food Service Workers: Candidates must complete the usual employment requirements and process.

Preparing for work: Your supervisor will provide you with a schedule and acquaint you with the area for which you are responsible. Should you have questions or concerns about the assignment, we ask that you speak with your supervisor.

Proper attire: Casual dress is appropriate for food service workers, however; clothing with logos, slogans or suggestive designs is never acceptable. Clothing should be clean and well kept. Closed toe shoes are required.

Substitute food service workers must wear hair restraints, (e.g. hat, hairnet). No excessive perfume, makeup, nail polish, or fake fingernails are allowed. No dangling jewelry will be allowed.

Student illness or injury: In cases where you witness an illness or injury of a student, it is your responsibility for directing or taking the student to the school office. The principal or his/her designee will decide what course of action to take. Please complete an accident report form, which is available in the school’s main office. Food Service Workers are not permitted to dispense medications (prescription or non-prescription) to students. All medication should be directed to the school nurse, principal or designated school office personnel.

Managing student behavior: On occasion you may find a student’s behavior disruptive or a potential safety problem for themselves or others. When this occurs, we encourage you to call attention to the problem with the student in a rational and calm manner. If the misbehavior continues and you are unable to manage the situation, report the incident immediately to the supervisor or school principal.

Substitute nutritional support staff wage rates: The District issues payroll every two weeks on Fridays, therefore, payment for services is normally two to three weeks after the substitute assignment. Direct deposit of pay is the preferred method and more information may be provided through the Business Office.

Nutritional Support Staff……………………………………………………………$12.65/hour

APPENDIX A

district contact information and school schedules

Rick Marcotte Central School Chamberlin Elementary School

10 Market Street (802) 652-7200 262 White Street (802) 652-7400

Brent Coon, Principal Holly Rouelle, Principal

Teachers report 7:30 a.m. Teachers report 7:30 a.m.

Classes start 8:00 a.m. Classes start 8:00 p.m.

Dismissal 2:40 p.m. Dismissal 2:40 p.m.

Orchard Elementary School Frederick H. Tuttle Middle School

2 Baldwin Avenue (802) 652-7300 500 Dorset Street (802) 652-7100

Mark Trifilio, Principal Karsten Schlenter, Principal; Paul Yoon, Assistant Principal

Teachers report 7:30 a.m. Teachers report 8:10 a.m.

Classes start 8:00 a.m. Classes start 8:40 a.m.

Dismissal 2:40 p.m. Dismissal 3:25 p.m.

High School

550 Dorset Street (802)652 7000 Teachers report 8:15 a.m.

Patrick Burke, Principal Classes start 8:35 a.m.

Patrick Phillips, Assistant Principal Dismissal 3:20 p.m.

Lissa McDonald, Assistant Principal

Chris Langevin, Interim Director of Athletics

John Painter, Math Curriculum Area Supervisors

Joe Maley, Social Studies Curriculum Area Supervisor

Phillip Surks, Science Curriculum Area Supervisor

Teressa Mazza-Anthony, Foreign Language Curriculum Area Supervisor

Maryellen Schaefer, English Curriculum Area Supervisor

Gail Kilkelly, Performing Art Curriculum Area Supervisor

District Office:

Superintendent David Young 652-7250

Executive Assistant Delina Gilroy 652-7252

Administrative Assistant Meg Collins 652-7390

Human Resources Director Karen Desmond-Dantzscher 652-7256

Human Resources Coordinator Diane Kinnon 652-7255

Business Manager John Aubin 652-7055

Fiscal Coordinator Amadee Denton 652-7056

Payroll/Benefits Coordinator Missy Pidgeon 652-7051

Director of Facilities Bart Miceli 652-7533

Facilities Coordinator Jessica Quinn 652-7533

Transportation Coordinator Deb Courtemanche 652-7498

Nutritional Services Director Rhonda Ketner 652-7160

Director of Educational Supt Systems Joanne Godek 652-7392

Administrative Assistant Sue Ringey 652-7253

Administrative Assistant Linda Mickel 652-7183

APPENDIX B

South Burlington School District

Abbreviated Substitute Teacher Job Description

JOB GOAL:

To provide instruction and maintain a leaning environment that promotes learning and personal growth; to motivate pupils to develop skills, knowledge and attitudes needed to provide a strong academic foundation for continual education and the world of work according to each pupil’s ability; to establish effective relationships with students, parents and other staff members.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Implements lesson plans and instructional material and provides individualize and small group instruction to adapt the curriculum to the needs of each pupil.

Provides students with standard-based appropriate learning experiences.

Assesses and monitors learning using a variety of methods and adjusts instruction accordingly to individual student needs.

Communicates with teachers regarding student needs and issues.

Establishes and maintains standards of pupil behavior to achieve an effective learning atmosphere.

Completes appropriate records and prepares reports as necessary.

Identifies pupil needs and makes appropriate referrals.

Plans and coordinates the work of other employees, parents, and volunteers in the classroom and on field trips.

Creates an environment that is instructionally appropriate for age/grade of students.

Instructs pupils in citizenship and basic subject matter using current best practices and as specified in state law and administrative regulations and procedures of the school district.

SUPERVISORY RESPONSIBILITIES:

Monitors student discipline through an appropriate classroom management program. Assists the Administration in establishing and maintaining school-based discipline and a positive learning environment.

QUALIFICATION REQUIREMENTS:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed in the complete job description represent the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Acknowledgement Form

This form is to certify that I have been given a copy of the Handbook for Substitute Personnel for the South Burlington School District and that I have read and understand the contents. I further understand that no promise of continued employment is implied or expressed and that I am an employee at will.

____________________________________________ _______________________________

Signature of Substitute Employee Date

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Printed Name of Employee

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