Internal Monitoring Report
Executive Limitation Policy EL –3, Treatment of StaffGLOBAL POLICY PROHIBITION: With respect to the treatment of paid and volunteer staff, the Superintendent may not cause or allow conditions that are unfair, undignified, disorganized, or unclear. REPORT: This report is my assurance that, as reasonably interpreted, these conditions have not occurred and that the data submitted below are accurate as of this date, December 12, 2007.Signed____________________________, Superintendent1.POLICY PROHIBITION: It is unacceptable to operate without written personnel rules which: (a) clarify rules for staff, (b) provide for effective handling of grievances, and (c) protect against wrongful conditions, such as nepotism and grossly preferential treatment for personal reasons. REPORT: (a) The District does operate with personnel policies that are enumerated in the administrative policies, formerly the Board policies. In addition, the Personnel Handbook is updated each year prior to the start of the school year (most recently August 2007), given to all new and returning staff and discussed during yearly orientation. (b) Administrative policy GBK deals with grievance procedures and is in accordance with Policy Governance. (c) Administrative policy GBC-E, entitled “Staff Ethics” deals with issues of conflicts of interest, particularly as relates to financial gain, as do parts of policy GBEB (“Staff Conduct”), updated in September 2003. While we do not have any policies specifically addressing nepotism (“favoritism shown to relatives, esp. in appointment to desirable positions” Webster’s New World College Dictionary, 3rd ed., 1997) or preferential treatment, these conditions do not exist and have not occurred in the recent past that I can confirm. I am therefore reporting compliance.2.POLICY PROHIBITION: It is unacceptable to discriminate against any staff member for non-disruptive expression of dissent. REPORT: This policy is interpreted to mean that staff can express disagreement with the district’s and/or schools’ policies, procedures, decisions or actions without fear of reprisals. There have been and predictably shall continue to be incidents of disagreement and dissent. As citizens of a free society, as well as employees of this school district, staff is guaranteed the freedom to non-disruptively dissent. I observe that staff continues to freely express concerns and dissent. I am therefore reporting compliance.3.POLICY PROHIBITION: It is unacceptable to prevent staff from grieving to the board when (A) internal grievance procedures have been exhausted and (B) the employee alleges that board policy has been violated to his or her detriment. REPORT: This policy is interpreted to mean that the written policy required under EL-3, 1 (b) above, be followed. There have been no recent staff grievances that have not been resolved at the internal procedure level. I am therefore reporting compliance.4.POLICY PROHIBITION: It is unacceptable to fail to acquaint staff with the Superintendent’s interpretation of their protections under this policy. REPORT: This policy is interpreted to mean that the staff be made aware of their protections under policy. The staff receives updates to the Personnel Handbook each year. (They received the latest at the beginning of the 2007-08 school year.) The board policies, executive limitations monitoring reports, and administrative policies are public documents and available in the district office. Because there is nothing in this policy that did (and does) not already exist in our administrative polices (with the exception of the issues of nepotism and preferential treatment), I am reporting compliance.5. POLICY PROHIBITION: It is unacceptable to operate without Staff supervision that (a) provides adequate data for personnel decision-making, and (b) improves employee performance. REPORT: Both by policy and practice, Probationary Teachers and Continuing Contract Teachers are evaluated through formal and informal observations according to the evaluation cycles as defined in administrative policy GCN-1. As per the policy, “The purpose of the evaluation at Moffat Consolidated School District #2 is to enhance the growth and development of each school professional, and in doing so, maintain the best possible education for all students.” Observations, conferences, and evaluations, both formal and informal, are occurring as scheduled and as needed. The Principal is the primary evaluator, though teachers are often observed by the Superintendent as well. The Principal communicates with the Superintendent regarding the ongoing evaluation process, and the Superintendent signs off on the Summary Evaluation Signature Page. As part of the evaluation process, teachers discuss the areas in which they excel and the areas in which improvements are needed. I work closely with the Moffat School principal in the area of faculty evaluations, conferring with her throughout the year, and going over the written evaluations with her before signing them. In the 2006-07 school-year the Moffat School principal attended additional professional development on staff evaluations and conducting “walk-through” observations. In 2006-07 I conducted a formal evaluation of the principal as well. I am required by Administrative Policy GCOC (Evaluation of Administrative Staff) to do a written evaluation of the principal at least once every three years. I am reporting compliance.Internal Monitoring ReportExecutive Limitation Policy EL –11, Development of Administrative PolicyGLOBAL POLICY PROHIBITION: The Superintendent shall not operate without written policies that are consistent with law and Board policy and that ensure reasonable progress toward achieving the Board’s Ends.REPORT: This report is my assurance that, as reasonably interpreted, these conditions have not occurred and that the data submitted below are accurate as of this date, December 12, 2007.Signed____________________________, Superintendent1.POLICY PROHIBITION: The Superintendent shall not fail to develop administrative policies that: 1. Are designed to achieve the Board’s Ends; 2. Are consistent with constraints set forth in the Board’s Executive Limitations policies; 3. Are consistent with federal and state law; 4. Contain all legally required and recommended policies. REPORT: The bulk of our Administrative Policies are our former Board Policies (prior to the adoption of Policy Governance), which are designed to meet the Board’s Ends, all legal requirements and recommended procedures as per the Colorado Association of School Boards. CASB sends us periodic updates to ensure that we stay current with changes in the law. I have been updating the Administrative Policies to include CASB’s recommendations and legal changes and am currently caught up with suggested changes to date. I will update all existing copies of the Administrative Policies Book during this academic/fiscal year. [Because the Administrative Policies are the former Board Policies, they are written in language which frequently refers to the Board’s authority when in fact, under Policy Governance, is now the Superintendent’s authority and responsibility.] I am reporting compliance with this policy.2.POLICY PROHIBITION: The Superintendent shall not fail to communicate to the Board: 1. Circumstances which indicate the need to draft new administrative policy or revise existing administrative policy; 2. Suggestions from CASB or other recognized education policy experts regarding new policy language or revisions to existing policy; 3. Administrative policies that are inconsistent with current law or Board policy. REPORT: I have brought and continue to bring to the Board new administrative policies, both those that have been suggested by CASB and those which we have designed for our own unique situation here in Moffat. (Please refer to past Board meeting agendas for notification of new or revised administrative policies I have brought to the Board.) All such policies have been consistent with current law or Board policy. I am in compliance with this policy.The development of new or revised Administrative Policies has been in conjunction with CASB updates or in consultation with staff or others. New or revised policies that have significant impact or that make significant changes are shared with the Board, the Crestone Charter School administration, and in many cases, the staff and community through staff meetings, SIPT committee, District Accountability Committee, newsletters, etc. as deemed appropriate.