Mission statement

Policy AE

The mission of the Caddo Mills I.S.D. is to prepare all students in academic skills which will serve as a knowledge base upon which lifelong learning may be built so each may be a productive and responsible citizen. The attitudes, knowledge, and skills taught will lead to opportunities to develop thinking skills, learning techniques, and correct behavior. Success leads to greater success.

District goals and objectives

Policies AF, EA

Board of trustees

Policies BA, BAA, BBA, BBB, BBE

BE, BEC, BED

Texas law grants the board of trustees the power to govern and oversee the management of the district's schools. The board is the policy‑making body within the district and has overall

responsibility for curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, facilities, and expansions. The board has complete and final control over school matters within limits established by state and federal law and regulations.

The board of trustees is elected by the citizens of the district to ensure a strong educational program for the district's children. Trustees are elected annually and serve 3‑year terms. Trustees serve without compensation, must be registered voters, and must reside in the district.

Board members:

Tod McMahan, President

Patsy Locker, Vice-President

Stacy Plasek, Secretary

Keith Hopkins, Member

Jim Locke, Member

Wes Ferrell, Member

Jeremy Coddington, Member

Trustees usually meet the third Monday of the month at 7:00 p.m. in the Board Room of the Administration Building. In the event that large attendance is anticipated, the board may meet at the Caddo Mills High School. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted in the central office at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a two-hour notice.

All meetings are open to the public. Under the following circumstances, Texas law permits the board to go into a closed session. Closed session may occur for such things as discussing prospective gifts or donations, real property acquisition, personnel issues including conferences with employees and employee complaints, security matters, student discipline, or to consult with attorneys regarding pending litigation.

Board meeting schedule for 2006-2007

August 21, 2006	February 19, 2007
September 18, 2006	March 26, 2007
October 16, 2006	April 16, 2007
November 20, 2006	May 21, 2007
December 11, 2006	June 18, 2007
January 22, 2007	July 16, 2007

Administration:

Superintendent

Vicki Payne

527-6056

Assistant Superintendent

Curriculum

Director

Kathy

Weis

Knel

Gandy

527-6133

527-6056

High School Principal

Assist. Principal

Brian

McKamy

Travis

Taylor

527-3164

Middle School Principal

Assist.

Principal

Michael

Powell

Courtney

Painter

527-3161

Elem. Principal

Assist. Principal

Sandi Stroope

Linda Wilson

527-3162

Employment

Equal employment opportunity

Policy DAA

The Caddo Mills School District does not discriminate against any employee or applicant for employment because of race, religion, sex, age, national origin, disability, military status, or on any other basis prohibited by law. Employment decisions will be made on the basis of each applicant's job qualifications, experience, and abilities.

Employees with questions or concerns about discrimination on the basis of race, color, religion, sex, national origin, or age should contact the superintendent.

Job vacancy announcements

Policy DC

To the extent possible, announcements of job vacancies by position and location are distributed on a regular basis and posted at the central administration building.

Employment after retirement

Policy DEG and DPB

Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in certain positions or on a part-time basis without affecting their benefits. The amount of time a retiree may be employed without losing benefits is governed by TRS rules and state law. Service retirees who retire before May 31 may begin working in a Texas public school one full calendar month after the retirement date under strict conditions. Retirees may work in the following capacities:

· As a principal or assistant principal on a full-time basis, if certified as a principal and following a 12-month break in service. Retirees that retired under early age or disability provisions are excluded.

· As a bus driver on a full-time basis without a 12-month break in service, excluding early age and disability retirees.

· As a substitute at no more than the established daily substitute pay rate (Individuals receiving disability retirement benefits may not work for more than 90 days in a school year.)

· On a half-time or less basis during any month, provided they are not also employed as a substitute in that month. Half-time employment cannot exceed the lesser of 50 percent of the position’s full-time load or 92 hours in a month.

· On a full-time basis during a six-month period during a school year, provided that this is their only employment in a Texas public school. Individuals who retire in August may begin employment in October of the school year following their retirement.

Under this last provision, retirees must submit annual written notice to TRS by the last day of the first month of full employment to avoid a disruption of benefits. Working any part of a month counts as a full month.

Other restrictions apply when a person has retired because of a disability. Individuals retiring because of a disability should contact TRS for details about employment restrictions.

Certain retirees may return to teaching on a full-time basis in acute shortage areas without a reduction in their annuities. To be eligible for full TRS benefits without a reduction while being employed as a classroom teacher in a designated acute shortage area, a retiree must meet the following criteria:

· Be a classroom teacher

· Have a 12-month continuous break in public school service since retirement

· Be certified to teach in acute shortage areas as determined by the board for the applicable school year

Employees can contact the business office for additional information or contact TRS by calling 800-223-8778 or 512-397-6400. TRS

information is also available on the Web: www.trs.state.tx.us.

Contract and non-contract employment

Policies DC, DCA, DCB, DCC, DCD, DCE.

State law requires the district to employ all full‑time professional employees in positions requiring a certificate from SBEC and nurses under probationary, term, or continuing contracts. Employees in all other positions are employed at will or by a contract that is not subject to the procedures for non-renewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.

Probationary contracts. Nurses and full‑time, professional employees new to the district and employed in positions requiring SBEC certification must receive probationary contracts during their first year of employment if they have not been previously employed by the district. The probationary period for those who have been employed in public schools for at least five of the eight years preceding employment with the district may not exceed one full school year. For those with less experience, the probationary period will be three full years, with an optional fourth year if the district has doubts about whether a term or continuing contract should be given.

Term contracts. Full‑time professionals employed in positions requiring certification and nurses will be employed by term contracts after they have successfully completed the probationary period. Campus principals, central office administrators, and athletic director are employed under multi-year term contracts. The terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract and employment policies.

Non-certified professional and administrative employees. Employees in professional and administrative positions that do not require SBEC certification (such as noninstructional administrators) are employed by a one‑year contract that is not subject to the procedures for non-renewal or termination under the Texas Education Code.

Paraprofessional and auxiliary employees. All paraprofessional and auxiliary employees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district. All paraprofessionals and auxiliary employees will complete a 90-day probationary period prior to employment status. See Appendix, page 34.

Searches and alcohol and drug testing

Policy DHE

Noninvestigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, work areas, lockers, and private vehicles parked on district premises or worksites or used in district business.

Employees required to have a commercial driver’s license. Any employee who is required to have a commercial driver's license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving.

Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted at random and/or when reasonable suspicion exists, when an employee returns to duty after engaging in prohibited conduct, and as a follow up measure. Testing may be conducted following accidents. Return-to-duty and follow-up testing will be conducted when an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs returns to duty.

All employees required to have a CDL that are subject to alcohol and drug testing will receive a copy of the district's policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational material should contact the superintendent.

First aid and CPR certification

Policy DBA

Head marching band directors, head coaches or chief sponsors of an extra curricular athletic activity (including cheerleading) that is sponsored or sanctioned by the district or UIL must maintain and submit to the district proof of current certification in first aid and cardiopulmonary resuscitation (CPR). Certification must be issued by the American Red Cross, The American Heart Association, or another organization that provides equivalent training and certification.

Reassignments and transfers

Policy DK

All personnel are subject to assignment and reassignment by the superintendent. Campus reassignments must be approved by the principal at the receiving campus. When reassignments are due to enrollment shifts or program changes, the superintendent has final placement authority. Extracurricular or supplemental duty assignments may be reassigned at any time. Employees who object to a reassignment may follow the district process for employee complaints as outlined in this handbook and district policy DGBA (Local).

Employees with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee's supervisor. Teachers requesting a transfer to another campus before the school year begins must submit their request by May 1. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the central office and must be approved by the receiving supervisor.

Workload and work schedules

Policy DL

Professional employees. Professional and administrative employees are exempt from overtime pay and are employed on a 10‑, 11‑, or 12‑month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including required days of service and scheduled holidays will be distributed each school year.

Classroom teachers will have planning periods for instructional preparation and conferences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two‑week period in blocks not less than 45 minutes. Teachers and librarians are entitled to a duty‑free lunch period of at least 30 minutes. The district may require teachers to supervise students one day a week when no other personnel are available.

Paraprofessional and auxiliary employees. Support employees are employed at will and will be notified of the required duty days, holidays, and hours of work for their position on an annual basis. Paraprofessional and auxiliary employees are not exempt from overtime and are not authorized to work in excess of their assigned schedule without prior approval from their supervisor. When an employee is absent for twenty days, the position they hold will be subject to be filled.

Notification of parents regarding certification status

Policy DBA, DK

Texas law requires that parents be notified if their child is assigned for more than 30 consecutive days to a teacher who does not hold an appropriate teaching certificate. Inappropriately certified or uncertified teachers includes individuals serving with an emergency permit (including individuals waiting to take the EXCET exam) or individuals who do not hold any certificate or permit. No later than the 20^th instructional day after the date of assignment the superintendent or designee will send a written notice to parents. Information relating to teacher certification will be made available to the public upon request.

Employees who have questions about their certification status can call the Superintendent’s Office.

Outside employment and tutoring

Policy DBF

Employees who wish to accept outside employment or engage in other activities for profit must submit a written request to their supervisor. Approval for outside employment will be determined by the superintendent and based on whether outside employment interferes with the duties of the regular assignment. Teachers are not allowed to privately tutor their students for pay, except during the summer months.

Performance evaluation

Policy DN, DNA, DNB

Evaluation of an employee's job performance should be a continual process that focuses on improvement. Performance evaluation is based on an employee's assigned job duties and other job‑related criteria. All employees will participate in the evaluation process with their assigned supervisor at least annually. Written

evaluations will be completed on forms approved by the district. Reports, correspondence, and memoranda can also be used to document performance information. All employees will receive a copy of their written evaluation, have a performance conference with their supervisor, and get the opportunity to respond to the evaluation.

Employee involvement

Policy BQA, BQB

At both the campus and district levels, Caddo Mills ISD offers opportunities for involvement in matters that affect employees. As part of the district's planning and decision‑making process, employees may either be asked or elected to serve on district‑ or campus‑level advisory committees. Plans and detailed information about the shared decision‑making process are available in each campus office or from the central office.

Staff development

Staff development activities are organized to meet the needs of employees and the district. Staff development for instructional personnel is predominantly campus‑based, related to achieving campus performance objectives, and addressed in the campus improvement plan, which is approved by a campus‑level advisory committee. Staff development for noninstructional personnel is designed to meet specific licensing requirements (e.g., bus drivers) and continued employee skill development.

Salaries, wages, and stipends

Policy DEA

Employees are paid in accordance with administrative guidelines and a pay structure established for each position. The district's pay plans are reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or nonexempt according to federal law. Professional and administrative employees are generally classified as exempt and are paid monthly salaries. They are not entitled to overtime compensation. Other employees are generally classified as nonexempt and are paid based on hourly wages or provided compensatory time for each overtime hour worked. (See Overtime Compensation p.13).

Salaries and wages are reviewed on an annual basis and adjusted according to the budgeted amounts approved by the board. All employees will receive written notice of their pay before the start of each school year. Classroom teachers, full-time librarians, full-time nurses, and full-time counselors will be paid no less than the minimum state salary schedule. Contract employees who perform extracurricular or supplemental duties may be paid a stipend in addition to their salary according to the district's extra‑duty pay schedule.

Employees should contact the business office for more information about the district's pay schedules or their own pay.

Non-exempt – Time verification

The employee is responsible for their own time. All changes, additions, or deletions must be submitted by an absent from duty form or a change request form to their Supervisor. The employee has 1 week after the week in question to request any adjustments. If an employee does not request adjustments during this time period the district will process the timesheet as submitted.

Paychecks

All professional and auxiliary employees are paid monthly on approximately the 26^thday of the month. During the school year, paychecks are delivered to each campus. Paychecks will not be released to any person other than the district employee named on the check without the employee's written authorization. During summer breaks, paychecks will be mailed or may be picked up at the central office. An employee's payroll statement contains detailed information including deductions, withholding information, and the amount of leave accumulated.

Payroll deductions

Policy CFEA

Automatic payroll deductions for the Texas Teacher Retirement System (TRS) and federal income tax are required for all full‑time employees. Medicare tax deductions are required for all employees hired after March 31, 1986. Temporary and part‑time employees who are not eligible for TRS membership must have their Social Security contributions deducted.

Other payroll deductions employees may elect include deductions for the employee's share of premiums for health, dental, life, and vision insurance; annuities; the Texas Tomorrow Fund; and saving deposits and loan payments through the credit union. Employees may also request payroll deduction for payment of membership dues to professional organizations. Salary deductions are automatically made for unauthorized or unpaid leave.

Overtime compensation

Policy DEA

The district compensates overtime for nonexempt employees in accordance with federal wage and hour laws. All employees are classified as exempt or nonexempt for purposes of overtime compensation. Professional and administrative employees are ineligible for overtime compensation. Only nonexempt employees (hourly employees and paraprofessional employees) are entitled to overtime compensation. Nonexempt employees are not authorized to work beyond their normal work schedule without advance approval from their supervisor.

Overtime is legally defined as all hours worked in excess of 40 hours weekly and is not measured by the day or by the employee's regular work schedule. Employees who must work beyond their normal schedule but less than 40 hours per week will be compensated in straight‑time pay or equivalent time off in the same workweek. Employees must work more than 40 total hours in a week to earn overtime compensation. For the purpose of calculating overtime, a workweek begins at 12:01 a.m. Sunday and ends at midnight Saturday.

Employees may be compensated for overtime at time-and-a-half rate with compensatory time off (comp time) or direct pay. The following applies to all nonexempt employees:

§ Employees may not accumulate beyond 60 hours of compensatory time.

§ Comp time must be used in the duty year that is earned.

§ Use of comp time may be at the employee’s request/or as determined by the employee’s supervisor to protect the District’s schedules and activities.

§ An employee may be required to use comp time before using any other available paid leave (e.g., sick, personal, vacation).

§ Weekly time sheets will be maintained on all nonexempt employees for the purpose of wage and salary administration.

Travel expense reimbursement

Policy DEE

Before any travel expenses are incurred by an employee, the employee's supervisor and superintendent must give approval. For approved travel, employees will be reimbursed for mileage and other travel expenditures according to the current rate schedule established by the district and the Internal Revenue Service. Expenses are reimbursable. Reimbursement must be submitted within 10 days of the event. Employees must submit receipts to be reimbursed for expenses other than mileage. Tips will only be reimbursed at 15%. Meals for day trips are not reimbursed.

Health, dental, and life insurance

The district participates in the State’s insurance program. The district will follow all guidelines established by this program. The district's contribution to employee insurance premiums is determined annually by the board of trustees. Detailed descriptions of insurance coverage, prices, and eligibility requirements are provided to all employees.

The insurance plan year is from September through August. New employees must complete enrollment forms within the first week of employment. Current employees can make changes in their insurance coverage as specified in the plan. Employees should contact the business office for more information.

Employee Handbook 2006-2007

Introduction

District Information