Goddard Public Schools USD 265

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Employment Information

If you have any questions or concerns, please feel free to contact us at 316.794.4000, Monday through Friday between the hours of 7:45 a.m. and 4:45 p.m. We truly appreciate your interest in helping us “to provide personal and academic challenges for students to gain knowledge, skills and competencies necessary to function successfully in a complex, multi-cultural society.”

ADMINISTRATIVE APPLICATION INFORMATION:
The Goddard School District has administrative employees that direct and develop the total educational program throughout the school district. Normally the building administrative positions will be posted between January and June of the school year. The district office vacancies may occur at various times of the year, but usually are close to the same time frame.

CERTIFIED TEACHER APPLICATION INFORMATION:

Step 1	The first step in our interview consideration process is the receipt of a completed application file to the Human Resources Office. You may complete an application online by clicking here. A completed file consists of: a) a completed application b) college transcripts (copies are acceptable for application process, originals needed if hired) c) a letter explaining the status of your teaching certificate or a photo copy of your current certificate d) credentials or at least 3 letters of reference
Step 2	The District Human Resource office will evaluate the applications and attempt to match the applicant with the job opening within the district that will ensure success for both the teacher and the children involved.
Step 3	Building representatives have access to all online applications as job openings occur. The building representatives will schedule preliminary and final interviews.
Step 4	The names of the applicants chosen by the building personnel and approved by the appropriate district office staff will be presented to the Board of Education for final approval and official hiring. All applicants who have interviews with building personnel will be notified as to the final selection for the position.
Step 5	Online applications are kept active for a period of 18 months.

BENEFITS FOR CERTIFIED EMPLOYEES

Salary Information:	The starting salary for teachers at USD 265 with a Bachelor's Degree and no experience is $35,700 (2009-10). No limit on the number of years of accredited teaching experience. The average teaching salary is $48,662 (without supplemental). Highest teaching salary (without supplemental) is $65,688. Average principal salary is $81,750. Superintendent's salary is $137,000. Salary & Supplemental Salary Schedules
KPERS:	The Kansas State Department of Education requires employees to participate in the Kansas Public Employment Retirement System (KPERS). The state of Kansas provides employees with a statement each year to summarize contributions and other information. Employees must contribute 4% of salary yearly to KPERS. All employees hired effective July 1, 2009 will be required to contribute 6% of yearly salary to KPERS.
Sick Leave:	A first year certified employee receives 12 days of sick leave. Each year thereafter the employee receives 10 days for reasons of illness. This leave is accumulative to 130 days (no salary deductions).
Professional Leave:	Provides time for employee to attend meetings or conferences that directly relate to building and district goals and strengthen job performance (no salary deductions).
Bereavement Leave:	Bereavement leave shall be granted to cover absences caused by the following: Death in the employee's family. Each employee may take up to five (5) days of bereavement leave per year. One (1) of the five (5) days may be used for the death of a significant other person.
Personal Leave:	Two days of personal leave may be granted with the approval of the principal and the superintendent prior to the leave. Personal leave is accumulative to three days. (no salary deduction). Personal leave may be accumulated to a maximum of three (3) days. Up to one day of unused personal leave may be carried forward to the following year. Any additional unused personal leave days shall be added to accumulated sick leave provided the employee has not accumulated the maximum amount of sick leave.
Liability Insurance:	Liability insurance is carried up to and exceeding state law requirements for certified employees.
Health Insurance:	A fringe benefit in the amount of $310 is provided to each certified employee enrolled in the district health plan to be used towards payment of their monthly insurance payment.
Social Security:	All school district employees are covered by the Federal Social Security Act. A required percentage of their salary is deducted to pay their portion of this protection and the school district matches their deductions dollar for dollar. The plan, as provided by the federal government is designed for employee's future social security and that of their dependents by providing retirement, disability and death benefits.
Tax-sheltered Annuities:	School district employees are entitled to participate in approved tax-sheltered annuity programs and funds will be drawn from their monthly checks prior to issue.
Workers Compensation:	The school district carries insurance to cover the cost of work-incurred injury or illness. Benefits help pay for medical treatment and part of any income they may lose while recovering.

KANSAS LICENSURE

Goddard USD 265 requires that all teachers be licensed in the State of Kansas. If you have questions about your license and Kansas licensing regulations, information may be obtained from the Kansas State Department of Education in Topeka, Kansas: 913.296.2288, 120 S.E. 10th Avenue, Topeka, Kansas 66612, web site: http://www.ksde.org.

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CLASSIFIED EMPLOYEE APPLICATION INFORMATION:
The Goddard School District employs over 345 classified employees to support the educational operations of the school district. The process for the hiring of classified employees is a continuous process. Applications are accepted for all job categories throughout the year.

BENEFITS FOR CLASSIFIED EMPLOYEES

Salary Information:	Classified Salary Ranges
KPERS:	The Kansas State Department of Education requires employees to participate in the Kansas Public Employment Retirement System (KPERS). The state of Kansas provides employees with a statement each year to summarize contributions and other information. Employees must contribute 4% of salary yearly to KPERS. All employees hired effective July 1, 2009 will be required to contribute 6% of yearly salary to KPERS.
Sick Leave:	A classified employee earns one (1) day sick leave per month of employment based upon the employee's assigned number of hours worked per day, up to a maximum of eight hours per day. Sick leave may not be used until the employee has worked six (6) months. Any balance at the end of the year will be carried over and accumulate to a maximum of 1040 hours.
Personal Leave:	An employee earns 2 days of personal leave per year. Two days of personal leave may be granted, with pay, on any day the employee is scheduled to work. All personal leave can be granted at the beginning of the employment. Personal leave shall be based upon the employee's assigned number of hours worked per day up to a maximum of eight (8) hours per day. If employment begins after January 1, only one (1) day of personal leave will be granted for that year. Personal leave may be accumulated to a maximum of three (3) days. Up to one day of unused personal leave may be carried forward to the following year. Any additional unused personal leave days shall be added to accumulated sick leave provided the employee has not accumulated the maximum amount of sick leave.
Bereavement Leave:	Bereavement leave shall be granted to cover absences caused by the following: Death in the employee's family. Each employee may take up to five (5) days of bereavement leave per year. One (1) of the five (5) days may be used for the death of a significant other person.
Liability Insurance:	Liability insurance is carried up to and exceeding state law requirements for certified employees.
Health Insurance (defined benefit):	Classified employees who are employed to work at least twenty (20) hours per week are eligible for a share of a defined health insurance pool with the district's health insurance plan. The employee's portion of the health insurance premium will be deducted from the payroll check twice a month. At the time of employment, new classified employees who are employed to work between twenty (20) and thirty (30) hours per week are eligible for 50% of a defined benefit from the classified health insurance pool per month. Employees who are employed to work thirty-one (31) to thirty-five (35) hours are eligible for 75% of a defined benefit. Employees who are employed to work thirty-six (36) to (40) hours per week are eligible for 100% of a defined benefit. The defined health insurance benefit (100%) is $310.00 per month. Employees are only eligible to receive the defined benefit if they enroll in the health insurance plan at the time of employment or at the beginning of the Fringe Benefit Plan Year, which begins October 1.
Social Security:	All school district employees are covered by the Federal Social Security Act. A required percentage of their salary is deducted to pay their portion of this protection and the school district matches their deductions dollar for dollar. The plan, as provided by the federal government is designed for employee's future social security and that of their dependents by providing retirement, disability and death benefits.
Tax-sheltered Annuities:	School district employees are entitled to participate in approved tax-sheltered annuity programs and funds will be drawn from their monthly checks prior to issue.
Workers Compensation:	The school district carries insurance to cover the cost of work-incurred injury or illness. Benefits help pay for medical treatment and part of any income they may lose while recovering.
Vacation:	Classified employees that work twelve (12) months a year, a minimum of 4 hours a day, will be eligible for two (2) weeks pair vacation (based on the number of hours worked per day, not to exceed 8 hours per day.)
Paid Holidays:	Classified personnel (including four (4) hour a day employees) shall not be expected to be on duty but shall be paid for the following holidays, as a minimum, providing such holidays occur on a day the employee is scheduled to work and the days are designated as holidays on the school calendar when students are not in attendance. The employee must work the last working day before and the first working day after the holiday to be eligible to be paid for the paid holiday. This policy does not apply to seasonal employees. Labor Day 1 paid day Thanksgiving Day 2 paid days Christmas Day 2 paid days New Years Day 1 paid day Memorial Day 1 paid day Independence Day 1 paid day

FOR ADDITIONAL INFORMATION ON CLASSIFIED BENEFITS PLEASE SEND AN EMAIL
TO Robin Schauf or Susan Smith – OR REFER TO THE USD 265 CLASSIFIED HANDBOOK.

SUBSTITUTE TEACHERS APPLICATION INFORMATION:
The Goddard School District employs substitute teachers to maintain the classroom when the regular classroom teachers are absent. To receive a substitute teacher application please email Terri Simon, call 316.794.4000 or download the Substitute Teacher Application form as a pdf file or Microsoft Word document. You may also write to the district at the following address:

Goddard USD 265
Attention: Terri Simon
201 South Main / P.O. Box 249
Goddard, Kansas 67052-0249

All new candidates applying to substitute in USD 265 must call and schedule an interview with the Assistant Superintendent of Human Resources. Upon contacting the HR department you will receive information concerning several forms that should accompany the application form to ensure rapid access to the substitute teacher pool. There is an “emergency” substitute teacher process that is also available for persons having completed a minimum of 60 hours of college credit that can be approved by the Superintendent of Schools should the need arise. Ms. Simon will give you any information concerning that process when you inquire. Due to the number of professional license substitute candidates applying to work in USD 265 we are not accepting emergency substitute applications until further notice.

Substitute daily rate of salary is $97.00. In a long term assignment the daily rate of salary increases to $148.00 after 10 days in the same assignment.

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Q&A: What you may want to ask before you have to ask it:

Q:	Does substitute teaching in your district play a big role in whether I am hired or not.
A:	Substitute teaching certainly gives you the chance to know our school system better and we certainly encourage applications from our substitute pool. You may substitute teach while you are being considered for an opening. However, there is no district requirement that you have to substitute here before you will be hired.
Q:	Do I have too many years of experience to be hired?
A:	It is our policy to get the best match for the opening from the application pool. We hire both beginning teachers and teachers with multiple years of experience. We also hire both teachers with bachelor's degrees only and those with advanced degrees. It is the policy of the district to give credit on the salary schedule for all years of teaching experience in accredited school programs.
Q:	What factors are considered before hiring?
A:	Before offering any candidate a position, many different things are considered, including but not limited to, background experiences, references, college transcripts, responses to interview questions and the results of criminal and employment background checks.
Q:	Would it be a benefit for me to drop by to meet the building principals?
A:	In all fairness, both to the applicants and the principals, you should not visit the buildings without prior approval from an administrator in the Human Resources office.

DISTRICT POLICIES OF NOTE
(applicable to certified and classified personnel)
The district is an equal opportunity employer and shall not discriminate in its employment practices and policies with respect to hiring, compensation, terms, conditions, or privileges of employment because of an individual's race, color, religion, sex, age, disability or national origin.

PROHIBITION OF ALCOHOL AND ILLICIT DRUGS
A condition of employment in the district all employees shall abide by the terms of this policy. Employees shall not unlawfully manufacture, distribute, dispense, possess, use or be under the influence of illicit drugs, controlled substances or alcoholic beverages on district property or at any school activity. Compliance with the terms of this policy is mandatory. Employees who are found violating the terms of this policy will be reported to the appropriate law enforcement officers and shall be subject to disciplinary action.

USE OF TOBACCO PRODUCTS IN AND ON SCHOOL PROPERTY
District property is to be tobacco free. The board believes that a tobacco free policy is important in establishing an appropriate learning and working environment for students, teachers and the public. The use of tobacco products in any form is prohibited at all times in or on all district real (including parking lots) or personal property (including vehicles) whether owned, leased, rented, or at any school sponsored event. An employee who violates this or any other tobacco policy shall be subject to disciplinary action.

USD 265 BULLYING POLICY
The Board of Education believes that all students and employees have a right to a safe and healthy school environment. The district, schools, and community have an obligation to promote mutual respect, tolerance, and acceptance.

Goddard USD 265 will not tolerate behavior that infringes on the safety of any student or employee and/or disrupts the educational or work process. A student or employee shall not bully, intimidate or harass another student or employee through words or actions, written, drawn, or spoken. Such behavior includes, but is not limited to: direct physical contact, such as hitting or shoving; threats; verbal assaults, such as teasing or namecalling; and social isolation or manipulation either in person or on the internet, while on the school district's property or as an educational or workplace disruption brought to the school district through a personal or commercial internet communication.

This policy applies to students and employees on school grounds, while traveling to and from school in school provided vehicles, while waiting for the arrival of, or immediately following the departure of any school bus at designated school bus stops and at schoolsponsored activities whether on or off campus. This policy also includes conduct occurring off campus which manifests itself at school and results in a disruption of the educational process.

Employees who violate this policy are subject to disciplinary action.

SEXUAL HARASSMENT
The board is committed to providing a positive and productive working and learning environment, free from discrimination on the basis of sex, including sexual harassment. Sexual harassment will not be tolerated in the school district. Sexual harassment of employees or students of the district by board members, administrators, certificated and support personnel, students, vendors, and any others having business or other contact with the school district is strictly prohibited.
Sexual harassment is unlawful discrimination on the basis of sex under Title IX of the Education Amendments of 1972, Title VII of the Civil Rights Act of 1964, and the Kansas Acts Against Discrimination. All forms of sexual harassment are prohibited at school, on school property, and at all school-sponsored activities, programs or events. Sexual harassment against individuals associated with the school is prohibited, whether or not the harassment occurs on school grounds.

It shall be a violation of this policy for any student, employee or third party (visitor, vendor, etc.) to sexually harass any student, employee, or other individual associated with the school. It shall further be a violation for any employee to discourage a student or another employee from filing a complaint, or to fail to investigate or refer for investigation, any complaint lodged under the provisions of this policy. Violation of this policy by any employee shall result in disciplinary action, up to and including termination.

Sexual harassment shall include, but not be limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment may result from verbal or physical conduct or written or graphic material. Sexual harassment may include, but is not limited to: verbal harassment or abuse; pressure for sexual activity; repeated remarks to a person, with sexual or demeaning implication; unwelcome touching; or suggesting or demanding sexual involvement accompanied by implied or explicit threats concerning an employee’s job status.

The district encourages all victims of sexual harassment and persons with knowledge of such harassment to report the harassment immediately (within 10 days). Complaints of sexual harassment will be promptly investigated and resolved.

Employees who believe they have been subjected to sexual harassment should discuss the problem with their immediate supervisor. If an employees’ immediate supervisor is the alleged harasser, the employee should discuss the problem with the district compliance coordinator. Employees who do not believe the matter is appropriately resolved through this meeting may file a formal complaint under the district’s discrimination complaint procedure which is found in the certified and classified staff handbooks and board policy KN.

Complaints received will be investigated to determine whether, under the totality of the circumstances, the alleged behavior constitutes sexual harassment under the definition outlined above. Unacceptable conduct may or may not constitute sexual harassment, depending on the nature of the conduct and its severity, persuasiveness and persistence. Behaviors which are unacceptable but do not constitute harassment may also result in employee discipline.

Any employee who witnesses an act of sexual harassment or receives a complaint of harassment from another employee or a student shall report the complaint to the immediate supervisor or the district compliance officer. Employees who fail to report complaints or incidents of sexual harassment to appropriate school officials may face disciplinary action. Administrators, directors, and supervisors who fail to investigate and take appropriate corrective action in response to complaints of sexual harassment may also face disciplinary action.

Initiation of a complaint of sexual harassment in good faith will not adversely affect the job security or status of an employee, nor will it affect his or her compensation. Any act of retaliation against any person who has filed a complaint or testified, assisted, or participated in an investigation of a sexual harassment complaint is prohibited. Any person who retaliates is subject to immediate disciplinary action, up to and including termination of employment.

To the extent possible, confidentiality will be maintained throughout the investigation of a complaint. The desire for confidentiality must be balanced with the district’s obligation to conduct a thorough investigation, to take appropriate corrective action or to provide due process to the accused.

False or malicious complaints of sexual harassment may result in corrective or disciplinary action against the complainant.

It is also the policy of the board to prohibit dating relationships between any supervisors of USD 265 and their direct subordinates. This policy is to prevent interference with employee work performance, to avoid hostile, intimidating and/or offensive work environments, and to avoid the appearance of impropriety. The board is committed to ensuring equal treatment and evaluation of employees by supervisors without regard to non-work related relationships.

Any violation of this policy should be reported immediately (within 10 days) to the Department of Human Resources. Violation of this policy may include, but is not limited to, reassignment, counseling and when appropriate, immediate termination.

This policy shall be posted in each district facility and will be published yearly in district staff handbooks.

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RACIAL HARASSMENT
The board is committed to providing a positive and productive working and learning environment, free from discrimination on the basis of sex, including sexual harassment. Sexual harassment will not be tolerated in the school district. Sexual harassment of employees or students of the district by board members, administrators, certificated and support personnel, students, vendors, and any others having business or other contact with the school district is strictly prohibited.
Sexual harassment is unlawful discrimination on the basis of sex under Title IX of the Education Amendments of 1972, Title VII of the Civil Rights Act of 1964, and the Kansas Acts Against Discrimination. All forms of sexual harassment are prohibited at school, on school property, and at all school-sponsored activities, programs or events. Sexual harassment against individuals associated with the school is prohibited, whether or not the harassment occurs on school grounds.

Complaints received will be investigated to determine whether, under the totality of the circumstances, the alleged behavior constitutes sexual harassment under the definition outlined above. Unacceptable conduct may or may not constitute sexual harassment, depending on the nature of the conduct and its severity, persvasiveness and persistence. Behaviors which are unacceptable but do not constitute harassment may also result in employee discipline.

False or malicious complaints of sexual harassment may result in corrective or disciplinary action against the complainant.

This policy shall be posted in each district facility and will be published yearly in district staff handbooks.

COMPLAINTS
About Discrimination or Discriminatory Harassment
The district is committed to maintaining a working and learning environment free from discrimination, insult, intimidation or harassment due to race, color, religion, sex, age, national origin or disability.
Any incident of discrimination in any form shall promptly (within 10 days) be reported to an employee's immediate supervisor, the building principal or the district compliance coordinator for investigation and corrective action by the building or district compliance officer. Any employee who engages in discriminatory conduct shall be subject to disciplinary action, up to and including termination.

Discrimination against any individual on the basis of race, color, national origin, sex, disability, age, or religion in the admission or access to, or treatment or employment in the district's programs and activities is prohibited. Harassment of an individual on any of these grounds is also prohibited. Mr. George Tignor, Assistant Superintendent for Human Resources, 201 S. Main, Goddard Kansas, (316)794-4000 has been designated to coordinate compliance with nondiscrimination requirements contained in Title VI and Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, and The Americans with Disabilities Act of 1990.

Complaints of discrimination should be addressed to an employee's supervisor, principal, or the compliance coordinator.
Complaints against the superintendent should be addressed to the board of education.
Complaints of discrimination will be resolved using the district's discrimination complaint procedure.
Complaints of discrimination or discriminatory harassment by an employee should be addressed to the employee's supervisor, the building principal, or the district compliance coordinator. Complaints by a student should be addressed to the building principal, another administrator, the guidance counselor, or another certified staff member.
Any school employee who receives a complaint of discrimination or harassment from a student shall inform the student of the employee's obligation to report the complaint and any proposed resolution of the complaint to the building principal. If the building principal is the alleged harasser, the complaint shall be reported to the district compliance coordinator.
Complaints by any other person alleging discrimination should be addressed to the building principal or the district compliance coordinator.
Complaints about discrimination, including complaints of harassment, will be resolved through the following complaint procedures.

Informal Procedures
The building principal shall attempt to resolve complaints of discrimination or harassment in an informal manner at the building level. Any school employee who receives a complaint of discrimination harassment from a student, another employee or any other individual shall inform the individual of the employee's obligation to report the complaint and any proposed resolution of the complaint to the building principal. The building principal shall discuss the complaint with the individual to determine if it can be resolved. If the matter is resolved to the satisfaction of the individual, the building principal shall document the nature of the complaint and the proposed solution of the complaint, and forward this record to the district compliance coordinator. Within 20 days after the complaint is resolved in this manner, the building compliance coordinator shall contact the complainant to determine if the resolution of the matter remains acceptable. If the matter is not resolved to the satisfaction of the individual in the meeting with the building compliance coordinator, or if the individual does not believe the resolution remains acceptable, the individual may initiate a formal complaint.
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Formal Complaint Procedures
A formal complaint should be filed in writing and contain the name and address of the person filing the complaint. The complaint should briefly describe the alleged violation. If an individual does not wish to file a written complaint and the matter has not been adequately resolved, the building principal may initiate the complaint. Forms for filing written complaints are available in each building office and the central office.
A complaint should be filed as soon as possible after the conduct occurs, but not later than 180 days after the complainant becomes aware of the alleged violation, unless the conduct forming the basis for the complaint is ongoing.

If appropriate, an investigation shall follow the filing of the complaint. If the complaint is against the superintendent, the board shall appoint an investigating officer. In other instances, the investigation shall be conducted by the building principal, the compliance coordinator or another individual appointed by the Board. The investigation shall be informal but thorough. All interested persons, including the complainant and the person against whom the complaint is lodged, will be afforded an opportunity to submit written or oral evidence relevant to the complaint.

A written determination of the complaint's validity and a description of the resolution shall be issued by the investigator, and a copy forwarded to the complainant no later than 30 days after the filing of the complaint.

If the investigation results in a recommendation that an employee be suspended or terminated, procedures outlined in board policy and state law governing employee suspension and termination will be followed.

If the investigation results in a recommendation that an employee be suspended without pay or terminated, procedures outlined in board policy, the negotiated agreement or state law will be followed.

Records relating to complaints filed and their resolution shall be forwarded to and maintained in a confidential manner by the district compliance coordinator.

If the complaint is against the superintendent, the board shall appoint an investigating officer. In other instances, the investigation shall be conducted by the building principal, the compliance coordinator or another individual appointed by the Board. The investigation shall be informal but thorough. All interested persons, including the complainant and the person against whom the complaint is lodged, will be afforded an opportunity to submit written or oral evidence relevant to the complaint.

If the investigation results in a recommendation that an employee be suspended without pay or terminated, procedures outlined in board policy, the negotiated agreement or state law will be followed.

Records relating to complaints filed and their resolution shall be forwarded to and maintained in a confidential manner by the district compliance coordinator.

The complainant may appeal the determination of the complaint. Appeals shall be heard by the district compliance coordinator, a hearing officer appointed by the board, or by the board itself as determined by the board. The request to appeal the resolution shall be made within 20 days after the date of the written resolution of the complaint at the lowest level. The appeal officer shall review the evidence gathered by the investigator and the investigator's report, and shall afford the complainant and the person against whom the complaint is filed an opportunity to submit further evidence, orally or in writing, within 10 days after the appeal is filed. The appeal officer will issue a written determination of the complaint's validity and a description of its resolution within 30 days after the appeal is filed.

Use of this complaint procedure is not a prerequisite to the pursuit of any other remedies including the right to file a complaint with the Office for Civil Rights of the U.S. Department of Education, the Equal Employment Opportunity Commission, or the Kansas Human Rights Commission.

The superintendent shall report any unresolved complaint about policies to the board at the next regularly scheduled board meeting.

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