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George Tignor Assistant Superintendent 201 S. Main PO Box 249 Goddard, Kansas 67052 Phone: 316-794-4000 Fax: 316-794-2222 Dawn Womack, Secretary
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Job Listings | Salary Information | District Policies | Application Information |
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Attention: Human Resources 201 South Main / P.O. Box 249 Goddard, Kansas 67052-0249 For any questions regarding your application, to check on the status of your application or if you have trouble applying online please contact Terri Simon, 316-794-4000.
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Goddard's administration understands the delicate
balance between traditionalism and change. Our teachers understand
the importance of preparing students for an international community.
We have a tradition of seeking the best instructional tools from innovative
education methods. Goddard students are well-educated, not merely
instructed. As one instructor explains, “Goddard is leading, not
giving excuses.”
A continual theme found in the Goddard School
District is “Teachers Care.” In the midst of growing and changing
times, we attract and keep outstanding teachers by offering quality surroundings
accompanied by an excellent salary schedule.
Goddard Schools — Growing and Changing with
the Times
Many families specifically choose to locate in
the Goddard School District - USD 265 because of our long-standing reputation
for excellence and student achievement. Demographics and state assessment
results for Goddard School District - USD 265, are shown on the Building,
District and State Report Cards link on the Kansas State Department of
Education website, www.ksde.org. Goddard
is located in south central Sedgwick County less than 5 miles from Wichita,
and all Goddard school campuses are in the City of Goddard.
The area served by Goddard schools is basically bounded by Central Ave. on the north and Tyler Rd. on the east (in Wichita), and 55th St. on the south and Viola Rd. on the west, in rural Sedgwick County. (Please see the school district map for specific boundaries.) Bus routes cover the entire district. (Click here to view bus routes.)
Services for students with special education needs are provided through the Sedgwick County Special Education Cooperative. All federally mandated programs are available. The district also participates in the federal school lunch and breakfast programs. Students have the option of bringing their lunch to school or purchasing a lunch prepared by our nutrition services staff during the closed lunch period. Breakfast is available at elementary, intermediate, middle, and high schools 20 minutes prior to the opening of school, and during a morning break at the high school.
Goddard Schools — Preparing for the Future
Goddard School District serves more than 4,900
students in pre-kindergarten through twelfth grade. Equipment and
facilities are continuously upgraded, keeping our students on the cutting
edge of technological advancements... giving them an advantage in both
collegiate and vocational settings. Goddard School District is a
rapidly-growing district. Based upon the number of houses under construction
and new subdivisions on the drawing board, we anticipate rapid growth to
continue for several years. This growth has led to significant expansion
of district facilities in recent years. Changes over the past ten
years include:
Teacher Salary Schedule 2007-08
Certified Personnel Breakdown as of the 2006-07 school year:
Goddard USD 265
Attention: Susan Smith
201 South Main / P.O. Box 249
Goddard, Kansas 67052-0249
When you talk or write to Ms. Smith she will provide you with 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 65 hours of college credit that can be approved by the Superintendent of Schools should the need arise. Ms. Smith will give you any information concerning that process when you inquire.
Substitute daily rate of salary is $95.00. In a long term assignment the daily rate of salary increases to $145.00 after 10 days in the same assignment.
| 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:
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| 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 immediately as to the final selection for the position. | ||||||||
| Step 5. | Online applications are kept active for a period of 18 months. |
If you have any questions or concerns, please feel free to contact us at 316-794-4000, Monday through Friday between the hours of 8:00 a.m. and 4:00 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.”
Answer: 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.? Do I have too many years of experience to be hired?
Answer: 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.? What factors are considered before hiring?
Answer: 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.? Would it be a benefit for me to drop by to meet the building principals?
Answer: 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.
| a) Salary Information: | The starting salary for teachers at USD 265 with a Bachelor's Degree
and no experience is $34,900 (2007-08).
No limit on the number of years of accredited teaching experience. The average teaching salary is $44,866 (without supplemental). |
| b) 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. |
| c) 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). |
| d) 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). |
| e) 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. |
| f) 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. |
| g) Liability Insurance: | Liability insurance is carried up to and exceeding state law requirements for certified employees. |
| h) Health Insurance: | A fringe benefit in the amount of $280 is provided to each certified employee enrolled in the district health plan to be used towards payment of their monthly insurance payment. |
| i) 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. |
| j) 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. |
| k) 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. |
Benefits for Classified Employees at USD 265
| a) Salary Information: | Click here to download the Classified Salary Ranges. | ||||||
| b) 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. | ||||||
| c) 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. | ||||||
| d) 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. |
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| e) 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. | ||||||
| f) Liability Insurance: | Liability insurance is carried up to and exceeding state law requirements for certified employees. | ||||||
| g) 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 more than thirty (3) hours, but less than forty (40) hours per week are eligible for 75% of a defined benefit. Full-time employees who are employed to work forty (40) or more hours per week are eligible for 100% of a denied benefit. 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. |
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| h) 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. | ||||||
| i) 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. | ||||||
| j) 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. | ||||||
| k) 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.) | ||||||
| l) 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.
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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.
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 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 employee's immediate supervisor is the alleged harasser, the employee should discuss the problem with the building principal or the district's compliance coordinator. Employees who do not believe the matter is appropriately resolved through this meeting may file a formal complaint under the district's complaint procedure.
Complaints received will be investigated to determine whether, under the totality of 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 building principal or his / her supervisor. Employees who fail to report complaints or incidents of sexual harassment to appropriate school officials may face disciplinary action. School administrators 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.
A summary of this policy and related materials shall be posted in each district facility. The policy shall also be published in student, parent and employee handbooks as directed by the district compliance coordinator. Notification of the policy shall be included in the school newsletter or published in the local newspaper annually.
Racial harassment is unlawful discrimination on the basis of race, color or national origin under Titles VI and VII Civil Rights Act of 1964, and the Kansas Acts Against Discrimination. All forms of racial harassment are prohibited at school, on school property, and at all school-sponsored activities, programs or events. Racial 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 racially 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. Violations of this policy by any employee shall result in disciplinary action, up to and including termination.
Racial Harassment is racially motivated conduct which:
The district encourages all victims of racial harassment and persons with knowledge of such harassment to report the harassment immediately (within 10 days). Complaints of racial harassment will be promptly (within 10 days) investigated and resolved.
Employees who believe they have been subjected to racial harassment should discuss the problem with their immediate supervisor. If an employee's immediate supervisor is the alleged harasser, the employee should discuss the problem with the building principal or 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. (See KN)
Complaints received will be investigated to determine whether, under the totality of the circumstances, the alleged behavior constitutes racial harassment under the definition outlined above. Unacceptable conduct may or may not constitute racial harassment, depending on the nature of the conduct and its severity, pervasiveness and persistence. Behaviors which are unacceptable but do not constitute harassment may also result in employee discipline.
Any employee who witnesses an act of racial harassment or receives a complaint of harassment or received a complaint of harassment from another employee or a student shall report the complaint to the building principal or their supervisor.
Employees who fail to report complaints or incidents of racial harassment to appropriate school officials may face disciplinary action. School administrators or supervisors who fail to investigate and take appropriate corrective action in response to complaints of racial harassment may also face disciplinary action.
Initiation of a complaint of racial harassment in good faith will not adversely affect the job security or status of an employee, not 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 racial harassment complaint is prohibited. Any person who retaliates is subject to immediate disciplinary action, up to termination of employment.
To the extent possible, confidentiality will be maintained throughout the investigation of a complaint. The desire of 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 racial harassment may result in corrective or disciplinary action against the complainant.
A summary of this policy and related materials shall be posted in each district facility. The policy shall also be published in employee handbooks as directed by the district compliance coordinator. Notification of the policy shall be included in the school newsletter or published in the local newspaper annually.
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.
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.
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.
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.
