Thursday, January 31, 2013

First Reading, Section E: Support Personnel and Services

SECTION E:
SUPPORT PERSONNEL and SERVICES
EA
SECRETARIAL/CLERICAL STAFF
The employee shall have such training and skills as may be required to successfully carry out the requirements of the job.  Completion of high school shall be considered a minimum requirement.  Specific qualifications shall be listed for each job.

The workweek shall comply with Federal Law in regard to hours and workweek.

Time schedules for opening and closing offices shall be fixed by the superintendent.

The workday schedule for secretarial help shall be arranged by the building principal.  The work schedule may not be the same as the school calendar for the classroom teacher.

EB
OPERATION and MAINTENANCE STAFF
Appointment to the operation and maintenance staff shall be probationary until ability to perform the job has been determined and disposition to fit in a school situation is established.
Employees shall be assigned to buildings by the Superintendent of Schools.
Persons applying for employment on the maintenance staff shall be physically able-bodied, have good moral habits, and shall have some skill in the position for which he/she is applying.
All employees shall be able to read, write, and follow written directions.
Each custodian is directly responsible to the Head Custodian and Superintendent of Schools. During the regular school term custodians may be given directives from either the Building Principal or Superintendent of Schools.   The Head Custodian is responsible to the school district superintendent.

EC
VACATION POLICY/SUPPORT STAFF
Paid vacation shall be for full time ESP employees that are employed on a twelve-month basis.  A full time employee is defined as an employee that works a 40-hour week excluding overtime with the workweek defined as a seven-day period from Sunday as the first day of the seven-day period.
A.  During the first three continuous years of an employee’s employment, he/she will earn one day paid vacation for every ten weeks worked.  No more than five days of vacation may be earned in a twelve-month period.
B.  During years four and five of an employee’s continued employment, he/she will earn one day of vacation for every five weeks worked.  No more than ten days of vacation may be earned in a twelve-month period.
C.  After the fifth year of continuous employment, the employee will earn one day of vacation for every three weeks worked.  No more than fifteen days of vacation may be earned in a twelve-month period.
After application of the above employment criteria:
A.  Said vacation leave may be used at any time during the employment year.
B.  Said vacation leave must be used prior to the end of the employment year of the employee.
C.  Said vacation leave must have approval of the superintendent.
D.  Should the employee terminate employment or be terminated a determination shall be made jointly by the employee and superintendent how many accrued vacation days have or have not been used.  The employee will have the choice of taking vacation leave or be paid at his/her daily rate for unused days prior to termination of employment date.

ECA
SUBSTITUTE SUPPORT STAFF
Substitute ESP staff will be paid the lowest salary rate per job category of the ESP salary schedule unless a different wage scale is authorized by the superintendent in an emergency situation.

ED
DRUG AND ALCOHOL TESTING OF EMPLOYEES SUBJECT
TO COMMERCIAL DRIVERS LICENSE REQUIREMENTS

The district's employees are its most valuable resource and it is a goal of the district to protect this resource by preventing accidents and injuries resulting from the misuse of alcohol and prohibited substances, as well as to provide a healthy and safe working environment.  In meeting this goal, it is district policy to:

1.  Assure that employees are not impaired in their ability to perform assigned duties in a safe, productive and healthy manner.
2.  Prohibit the unlawful manufacture, distribution, dispensing, possession, or use of prohibited substances.
3.  Create a workplace environment free from the adverse effects of drug and alcohol abuse or misuse.
4. Recognize drug and alcohol abuse as a treatable illness and encourage employees to seek professional assistance any time alcohol or drug dependency adversely affects their ability to perform their duties.
5.  Maintain a work environment and promote work habits that foster public confidence.

PURPOSE
The purpose of this policy is to assure worker fitness for duty and to protect district employees and the public from the risks posed by the use of alcohol and prohibited substances.  This policy is also intended to comply with all applicable Federal regulations governing workplace anti-drug programs.  The Federal Highway Administration (FHWA) of the U.S. Department of Transportation has enacted 49 CFR Part 382, 391, 392, and 395, as amended, that mandate urine drug testing and breath alcohol testing for persons who are subject to Commercial Driver’s License (CDL) requirements and perform safety-sensitive functions.
The U.S. Department of Transportation (DOT) has also enacted 49 CFR Part 40, as amended, that sets standards for the collection and testing of urine and breath specimens.
In addition, the DOT has enacted 49 CFR part 29, "The Drug-Free Workplace Act of 1988," which requires the establishment of drug-free workplace policies and the reporting of certain drug-related offences to the FGWA.
Nothing in this policy is intended to preclude disciplinary action being taken under existing district policy.
A list of definitions is included for reference.
PROHIBITED SUBSTANCES
"Prohibited substances" addressed by this policy include the following:
Illegally Used Controlled Substances or Drugs
Illegal use of controlled substances or drugs which include marijuana, amphetamines, opiates, phencyclidine (PCP), and cocaine is prohibited.  Illegal use also includes the misuse of legally prescribed drugs and use of illegally obtained prescription drugs.
Legal Drugs
The appropriate use of legally prescribed drugs and non-prescription medications is not prohibited.  However, the use of any substance which carries a warning label which indicates that mental functioning, motor skills or judgment may be adversely affected must be reported to the supervisor by use of the form provided, and medical advice should be sought, as appropriate, before performing safety-sensitive functions.
A legally prescribed drug means that the employee has a prescription or other written approval from a physician for the use of a drug in the course of medical treatment, and the physician advises the employee that the substance does not affect the driver's ability to safely operate a commercial motor vehicle (CMV).  It must include the patient's name, the name of the substance, quantity/amount to be taken and the period of authorization.  The misuse or abuse of legal drugs while performing safety-sensitive functions is prohibited.
Alcohol
The use of beverages or substances, including medications, containing alcohol while performing safety-sensitive functions is prohibited.  No employee shall perform safety-sensitive functions within four hours (4) after using alcohol.
No employee shall be on duty or operate a CMV while the driver possesses alcohol.  An employee who possesses alcohol will be subject to disciplinary action and will be removed from performing safety-sensitive functions until the start of the employee's next regularly scheduled duty period but not less than twenty-four (24) hours.  The employee will also be referred to the SAP for evaluation to determine what assistance, if any, the employee needs in resolving problems associated with alcohol misuse and be released to duty by the SAP, with completion of a return-to-duty alcohol test indicating an alcohol concentration of less than 0.02.  Follow-up may be required.
The concentration of alcohol is expressed in terms of grams of alcohol per 210 liters of breath as measured by an evidential breath-testing device (EBT).  See CFR Part 40, as amended.

TESTING FOR PROHIBITED SUBSTANCES


Employees in covered positions will be subject to the following tests:  post-accident, random, reasonable suspicion, return-to-duty and follow-up.
Testing shall be conducted in a manner to assure a high degree of accuracy and reliability and using techniques, equipment and laboratory facilities, which have been approved by the U.S. Department of Health and Human Services (DHHS).  All testing will be conducted consistent with the procedures put forth in 49 CFR Part 40, as amended.
The Mobridge-Pollock School district will protect individual dignity, privacy, and confidentiality throughout the testing process.

DRUG TESTING


Drug testing may occur at any time during on duty time.  The drugs that will be tested for include: marijuana, cocaine, opiates, amphetamines, and phencyclidine.
An initial drug screen will be conducted on each specimen.  For those specimens that are positive a confirmatory Gas Chromatography/Mass Spectrometry (GC/MS) test will be performed.  The test will be considered positive if the amounts present are above the minimum thresholds in 49 CFR Part 40, as amended.
The Mobridge-Pollock School District #62-6 will pay for all required testing.
The following actions will occur as a result of a confirmed positive drug test:
First Occurrence- Removal from performing safety-sensitive functions; and subject to a disciplinary suspension without pay for ten (10) or more working days, disciplinary demotion, or recommendation to the board of trustees for termination.  Unless a recommendation is made to the Board for termination, the employee will be referred to the SAP for evaluation and a determination of what assistance, if any, the employee needs in resolving problems associated with controlled substances use; release to duty by the SAP; and completion of a return-to-duty controlled substances test with a verified negative result for controlled substances use.
Second Occurrence- Removal from performing safety-sensitive functions; suspension without pay; and recommendation made to the board for termination.
If the Mobridge-Pollock School district determines that an employee will undergo reasonable suspicion testing, the employee shall be removed from performing Safety-sensitive functions until the District is notified of acceptable test results.

ALCOHOL TESTING


Alcohol testing shall be performed only when the employee is performing safety-sensitive functions, or immediately prior to performing or immediately after performing safety-sensitive functions.  (See On-Duty Time, page 13).
Tests for alcohol concentration will be conducted utilizing a National Highway Traffic Safety Administration (NHTSA) approved EBT operated by a trained breath alcohol technician (BAT).

If the initial test indicates an alcohol concentration of 0.02 or greater, a second test will be performed to confirm the results of the initial test.
A confirmed alcohol concentration of 0.04 or greater will be considered a positive alcohol test, and is prohibited conduct under 49 CFR 382.
The following actions will occur:
Confirmed alcohol concentration of 0.02 to 0.04:
First Occurrence- Removal from performing safety-sensitive functions until the start of the employee's next regularly scheduled duty period, but not less than twenty-four (24) hours following administration of the test; and completion of a return-to-duty alcohol test indicating a breath alcohol concentration of less than 0.02.
Second & Any Additional Occurrences - Removal from performing safety-sensitive functions until the start of the employee's next regularly scheduled duty period, but not less than twenty-four (24) hours following administration of the test.  The employee will be referred to the SAP for evaluation to determine what assistance, if any, the employee needs in resolving problems associated with alcohol misuse and be released to duty by the SAP, with completion of a return-to-duty alcohol test indicating an alcohol concentration of less than 0.02.
(Note: The above paragraph will also apply to an employee whose first confirmed test alcohol concentration test results are 0.04 up to 0.10 and a later test concentration results of 0.02 up to 0.04).
Confirmed alcohol concentration of 0.04 up to 0.10 (positive test):
First Occurrence- Removal from performing safety-sensitive functions; and subject to a disciplinary suspension without pay for ten (10) or more working days, disciplinary demotion or a recommendation to the board of trustees for termination.  Unless a recommendation is made to the board for termination, the employee will be referred to the SAP for evaluation to determine what assistance, if any, the employee needs in resolving problems associated with alcohol misuse and be released to duty by the SAP, with completion of a return-to-duty alcohol test indicating an alcohol concentration of less than 0.02 and subject to follow-up testing as outlined in Return-to-Duty and Follow-upTesting (See page 11).
Second Occurrence- Removal from performing safety-sensitive functions; suspension without pay; and recommendation to the board for termination.
Confirmed alcohol concentration of 0.10 or greater (positive test):
First Occurrence- Removal from performing safety-sensitive functions; suspension without pay; and recommendation made to the board of trustees for termination.

Pre-Employment Testing
The successful applicant for a covered position will be required to undergo urine drug testing after an offer of employment has been made.  The employment offer must be conditioned on receipt of a negative drug test.
Prior to hire, the prospective employee must provide a written release, on the form provided, so that the District can obtain from previous employers for the last two (2) years the required information as provided in 49 CFR Part 382, section 382.413.  This information must be obtained from employers for whom the prospective employee operated CMV.  If this information isn't provided to the District within fourteen (14) calendar days from the date the employment begins, the employee must be removed from performing safety-sensitive functions unless the District can document contact was made with the previous employer, the results of that contact and reason the information wasn't obtained.
A prospective employee with a confirmed positive drug test will be disqualified from consideration for the position being filled.  This will not prevent this individual from being considered for any subsequent vacancy.

REASONABLE SUSPICION TESTING


Employees in covered positions may be subject to a fitness-for-duty evaluation which includes urine and breath testing when there is reason to believe that drug or alcohol use is a potential factor in affecting job performance.
A reasonable suspicion determination will be made by a supervisor who has been trained in reasonable suspicion and who believes that the employee has violated the prohibitions of these regulations based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech or body odors of the employee.
Reasonable suspicion determinations must be documented, using the form provided, within 24 hours of observation and by test results received.  A description of the behaviors that led to the determination must be signed by the person who made the determination.
Post-Accident Testing
Employees are required by district policy to report all accidents, or any other moving or non-moving incidents,* which occur during on-duty time.  Reporting will be made to the district superintendent by use of the Accident/Incident Reporting Form and will follow the procedure therein described.  Employees in covered positions will be required to undergo urine and breath testing if they are involved in an accident, or any other moving or non-moving incident,* with a district CMV which occurs on a public road and either involves a fatality; or a moving violation is issued to the CMW driver; and either involves injury to a person who, as a result of injury, immediately receives medical treatment away from the scene of the accident; one (1) or more of the motor vehicles incur disabling damage as a result ofthe accident requiring the vehicle to be towed away by a tow truck or other vehicle, or if it were driven, it would be further damaged.
Note: Disabling damage means damage which precludes departure of a motor vehicle from the scene of the accident in its usual manner in daylight after simple repairs.  It does NOT include damage to tires even if a spare is unavailable, head or taillights, turn signal, horn or windshield damage.
Following the accident, the employee will be tested within two (2) hours of the accident.  If this is not possible, reasons for non-testing must be documented using the form provided.  Attempts to test will cease after eight (8) hours for alcohol testing and thirty-two (32) hours for drug testing.
Any employee in a covered position involved in an accident must refrain from alcohol use for eight (8) hours following the accident or until he/she undergoes a post-accident test.  Any employee who leaves the scene of the accident without appropriate explanation prior to submission to drug and alcohol testing will be considered to have refused the test.  This will be considered a positive test.
*An incident is distinguished from an accident to include any other moving or non-moving occurrence outside the normal operation of a bus.  An incident may be further distinguished from an accident in that legal reporting may not be required and the incident may or may not disable a bus or otherwise prevent it from being driven (Examples: Acts of vandalism or objects striking a moving or non-moving bus from an unknown source).  The superintendent (or designee) shall assess the circumstances of the incident and make a determination as to whether or not the testing is necessary.

RANDOM TESTING


Employees in covered positions will be subject to random, unannounced testing.
The selection for random testing will be made by a scientifically valid method, and each employee shall have an equal chance of being tested each time selections are made.  A random number of those tested for drugs will also be subject to alcohol testing.
Drug testing may occur at anytime during on-duty-time.  Alcohol testing will be performed before, during or after the employee is performing safety-sensitive functions.
In accordance with the regulations, the minimum annual percentage rate for alcohol testing will be completed for twenty-five (25%) of the average number of covered positions.  Drug testing will be completed for fifty percent (50%) of the average number of covered positions.  If the district is in a pool with other employers, the actual percentage of district employees may be higher or lower.


RETURN-TO-DUTY AND FOLLOW-UP TESTING


Employees who previously had a confirmed positive on a drug or alcohol test must have a negative test and be evaluated and released to duty by the SAP before returning to perform safety-sensitive functions for the District.
Employees will be required to undergo unannounced follow-up alcohol and/or drug testing as directed by the SAP.  This will consist of at least six (6) tests in the first twelve (12) months following the employee's return to duty.  Follow-up testing will not exceed sixty (60) months from the date of the employee's return to duty.
Additionally, employees with a second (2nd) occurrence of a confirmed alcohol concentration test of 0.02 or greater will be required to complete a return-to-duty test and also be evaluated by the SAP before returning to work as indicated above.

EMPLOYEE REQUESTED DRUG TESTING


An employee who questions the results of a confirmed positive drug test may request an additional test be conducted.  This test must be conducted at a different testing DHHS-certified laboratory.  The test must be conducted on the split sample that was provided at the same time as the original sample.  The method of collecting, storing and testing the split sample will be consistent with the procedures set forth in 49 CFR Part 40, as amended.
The employees request for a re-test must be made to the MRO within seventy-two (72) hours of notice of the initial test result.  Requests after the seventy-two (72) hours will only be accepted if the delay was due to documentable facts that were beyond the control of the employee.  All costs for a retest on the split sample will be paid by the employee unless the second (2nd) test invalidates the original test.

EMPLOYMENT ASSESSMENT


Any employee who has a confirmed positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in 49 CFR Part 40, as amended will be evaluated by the SAP.  The employee must sign a release so that the District can obtain information on the rehabilitation program duration, completion, and follow-up requirements.
The SAP will evaluate the employee to determine what assistance, if any, the employee needs in resolving problems associated with the prohibited use or abuse of drugs or alcohol, recommend a rehabilitation program and follow-up schedule and determine if therehabilitation program has beensuccessfully completed.  The SAP will also determine if and when the employee can be released to return-to-duty.
If an employee is released to return-to-duty, she/he must properly follow the rehabilitation program prescribed by the SAP and have a verified confirmed negative return-to-duty test results as indicated above.  Failure to follow the program will result in a recommendation to the board of trustees for termination of employment.

PROPER APPLICATION OF POLICY


The Mobridge-Pollock School District is dedicated to assuring fair and equitable application of this policy.  Therefore, supervisors are required to use and apply all aspects of this policy in an unbiased and impartial manner. Any supervisor who knowingly disregards the requirements of this policy, or who is found to deliberately misuse the policy to a subordinate, shall be subject to disciplinary action up to and including termination.

TRANSPORTATION CONTRACTS


Contracts for transportation approved by the District shall contain assurance that the contractor will establish a drug and alcohol testing program that meets the requirements of federal regulations and this policy and will actively enforce the provisions of this policy as well as federal requirements.

DEFINITIONS


Accident/(Incident*)
An occurrence involving a district commercial motor vehicle (CMV) operating on a public road and either involves a fatality; or moving violation is issued to the CMV driver; and either involves injury to a person who, as a result of the injury, immediately receives medical treatment away from the scene of the accident; or one (1) or more motor vehicles incurs disabling damage as a result of the accident requiring the vehicle to be towed away by a tow truck or other vehicle, or if it were driven, it would be further damaged.

Note:  Disabling damage means damage which precludes departure of a motor vehicle from the scene of the accident in its usual manner in daylight after simple repairs.  It does not includedamage to tires even if a spare is unavailable, head or taillight, turn signal, horn or windshield damage.
* An incident is distinguished from an accident to include any other moving or non-moving occurrence outside the normal operation of a bus.  An incident may be further distinguished from an accident in that legal reporting may not be required, or the incident may or may not disable a bus or otherwise prevent it from being driven (Examples: Acts of vandalism or objects striking a moving or non-moving bus from an unknown source).  The superintendent (or designee) shall assess the circumstances of the incident and make a determination as to whether or not the testing policy shall apply.
Alcohol
The intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohol including methyl and isopropyl alcohol is defined as alcohol.
Alcohol Concentration (AC)
Alcohol concentration means the concentration of alcohol in a person's blood or breath.  When expressed as a percentage it means grams of alcohol per 100 milliliters of blood or grams of alcohol per 210 liters of breath.
Alcohol Use
Alcohol use is the consumption of any beverage, mixture, or preparation, including any medication containing alcohol.
Breath Alcohol Technician (BAT)
A Breath Alcohol Technician is an individual who instructs and assists individuals in the alcohol testing process and operates an evidential breath testing device (EBT).
Commercial Motor Vehicle (CMV)
A commercial motor vehicle is legally defined as a motor vehicle or combination of motor vehicles used in commerce to transport passengers or property if the motor vehicle: has a gross vehicle weight rating of 26,001 or more pounds, or is designed to transport 16 or more passengers.  It should be noted that this policy applies to any motor vehicle, district owned or otherwise, to which a driver is assigned.
For the purpose of the Mobridge-Pollock School district this policy shall apply to all normal school buses owned by the district in addition to any other motor vehicle which the driver may be assigned to use in the transport of students or other persons.


Confirmation Test
For alcohol testing, this means a second test, following a screening test with a result of 0.02 grams of greater of alcohol per 210 liters of breath, that provides quantitative data of alcohol concentration.
For controlled substances testing, this means a second analytical procedure to identify the presence of a specific drug or metabolite determined by Gas Chromatography/Mass Spectrometry (GC/MS) which is independent of the screen test and which uses a different technique and chemical principle from that of the screen test in order to ensure reliability and accuracy.
Controlled Substance
A controlled substance includes marijuana, amphetamines, opiates, phencyclidine (PCP), and cocaine.
Covered Positions
Covered positions are positions that are subject to Commercial Driver’s License (CDL) requirements and perform safety-sensitive functions in addition to any other driving assignment made by a supervisor in the transport of students or other persons; or for the purpose of delivery of a motor vehicle without passengers from one location to another.
Driver
All persons identified by the district to the designated drug testing service carrier as a CDL employee who operates a CMV or any other motor vehicle assigned by the district in the transport of students or other persons, or who otherwise operates an assigned motor vehicle without passengers.  For the purposes of pre-employment testing, the term driver includes a person applying to drive a commercial motor vehicle.
Evidential Breath Testing Device (EBT)
A device approved by the National Highway Traffic Safety Administration (NHTSA) for the evidential testing of breath and placed on NTSHA's September 1993 or later "Conforming Products List of Evidential Breath Measurement Devices" (CPL).
Medical Review Officer (MRO)
A licensed physician (medical doctor or doctor of osteopathy) responsible for receiving laboratory results generated by an employer's drug testing program who has knowledge of substance abuse disorders, and has appropriate medical training to interpret and evaluate an individual's confirmed positive test result together with his or her medical history and any other relevant biomedical information.
Negative Test
For drugs, a test with the amounts present that are at or below the minimum thresholds in 43 CFR Part 40, as amended.  For alcohol, a concentration below 0.04

On-Duty Time
All time from the time a driver begins to work or is required to be in readiness to work until the time he/she is relieved from work and all responsibility for performing work.
On-Duty time shall include all time during which assigned duties and responsibility are being completed.  This is also inclusive of any and all related assignments and responsibilities due to the normal operation and maintenance of a district owned motor vehicle, or privately owned vehicle to which the driver may be assigned to operate.
Performing A Safety Sensitive Function
Means a driver is considered to be performing a safety-sensitive function during any period in which she/he is actually performing, ready to perform, or immediately available to perform any safety-sensitive function.
Positive Test
For a drug test, an amount above the minimum thresholds in 49 CFR Part 40, as amended is a positive test.  For an alcohol test, a breath alcohol concentration at 0.04 or greater is a positive test.
Refuse to Submit
Refuse to submit to an alcohol or controlled substances test means that a driver:
    1.  Fails to provide adequate breath for testing without a valid medical explanation after he or she has received notice of the requirement for breath testing in accordance with the provisions of this part.
    2.  Fails to provide adequate urine for controlled substances testing without medical explanation after he or she has received notice of the requirement for urine testing in accordance with the provisions of this part.
3.  Engages in conduct that clearly obstructs the testing process.
Reasonable Suspicion
Reasonable suspicion means that there exists a belief that the employee has violated the alcohol or controlled substances prohibitions, based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech or body odors of the employee.
Screening Test(Also known as initial test)
In alcohol testing, it means an analytical procedure to determine whether a driver may have a prohibited concentration of alcohol in his or her system.  In controlled substance testing, itmeans an immunoassay screen to eliminate "negative" urine specimens from further consideration.

A licensed physician (Medical Doctor or Doctor of Osteopathy), or a licensed or certified psychologist, social worker, employee assistance professional, or addiction counselor (certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission) with knowledge of and clinical experience in the diagnosis and treatment of alcohol and controlled substances-related disorders.
Legal Reference:
    49 U.S.C. 2717        Omnibus Transportation Employee Testing Act of 1991
    49 C.F.R. Part 29     Drug-Free Workplace Act of 1988 Regulations
    49 C.F.R. Part 40     Procedures for Transportation Workplace Drug and Alcohol Testing Programs
49 C.F.R. Part 382   Controlled Substance and Alcohol Use and Testing
    49 C.F.R. Part 391  Qualification of Drivers
EE

ESP EVALUATION FORM


One copy of this evaluation shall be kept on file for each evaluation.  Each ESP employee shall be evaluated a minimum of once each school year, ESP employees receiving marks of needs improvement or unacceptable may be evaluated more frequently.
An area marked Needs Improvement or Unacceptable must have written evidence included to promote improvement or support an employment termination.
This evaluation form will be used to evaluate all ESP school district employees.

Name:_________________________    Job Title_____________________
Date of Evaluation:______________________(Mark individual areas with an X or check mark)
Performance Area I:  Job Knowledge and Performance

                                       Acceptable      Needs Improvement     Unacceptable


  1.  Job Knowledge        _____              _____                    _____
  2.  Accuracy                 _____               _____                    _____
  3.  Alertness                 _____               _____                    _____
  4.  Dependability          _____               _____                    _____
  5.  Quality of Work      _____               _____                    _____
  6.  Appearance              _____              ______                   _____
Evidence/Comments for Needs Improvement or Unacceptable: ________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
Performance Item II.  Working with Others
                                                    Acceptable         Needs Improvement          Unacceptable
  7.  Relationship with co-workers          _____                     _____                         _____
  8.  Relationship with supervisor           _____                     _____                         _____
  9.  Relationship with teacher                 _____                     _____                         _____
  10.Relationship with student                 _____                      _____                         _____
  11.Relationship with public                   _____                      _____                         _____

Evidence/Comments for Needs Improvement or Unacceptable:  _______________________
__________________________________________________________________________
__________________________________________________________________________
ESP Evaluation Form Continued

Performance Item III.  Dedication to Job

  Acceptable      Needs Improvement        Unacceptable           


  12.  Courteous                              _____                         _____                            _____
  13.  Ambition                               _____                         _____                            _____
  14.  Adaptable                              _____                         _____                            _____
  15.  Personable                            _____                         _____                            _____
  16.  Cooperation                           _____                         _____                            _____

     ______   Recommended for Continued Employment
     ______   Recommended for Non-renewal
Statement by Evaluator:  ______________________________________________________
__________________________________________________________________________
__________________________________________________________________________
Statement by Evaluatee:  ______________________________________________________
__________________________________________________________________________

Evaluator's Signature  _____________________     Date  ______________
Evaluatee'sSignature  _____________________     Date  ______________


EF
OVERTIME
An employee must work more than 40 hours per week to receive overtime compensation.  Hours paid for holidays, sick leave, vacation leave and personal leave are not considered as hours worked.

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