SECTION
I
DEPLOYMENT PROCEDURES
ASSIGNMENTTOP
Guest Teacher assignments will be made through the Substitute
Employment Management System (SEMS) ONLY. If a principal, teacher,
or other employee requests a specific Guest Teacher; every effort
will be made to accommodate the request. However, the assignment
is not official until confirmed by the SEMS and until a job number
has been issued to the Guest Teacher. Guest Teachers should call
into SEMS and review their jobs to be sure assignments have been
entered into the system. Guest Teachers must call into the SEMS
the day of the assignment to be assured that a job is still active.
If no job exists, the Guest Teacher cannot be paid.
Guest Teacher assignments are made on the basis of district
need (number of qualified employees absent on a particular day).
Day-to-day Guest Teachers are called on preferentially, based
on lists submitted by each school site.
Guest Teachers will be assigned for the 9-month school year
only. Guest Teachers are automatically made unavailable at the
end of each school year and have reasonable assurance of returning
as a Guest Teacher for the next school year.
CALLING
PROCEDURESTOP
The automated system will automatically call Guest Teachers
to fill positions in the school district. This system is able
to call Guest Teachers for assignments up to thirty days in advance
of a known absence. If a specific Guest Teacher has been requested,
the system will continue to call until 8:00 p.m. the evening
prior to the date the Guest Teacher is needed. If the system
is unable to contact the requested Guest Teacher, the system
will then start calling from the priority list of the school,
followed by the preferred school list, and then the general district
Guest Teacher pool. Guest Teachers who are specified by request
may call into the SEMS or the Web Center, to accept that request,
rather than waiting for the system to call them.
Each Guest Teacher will be given the name of the school, starting
and ending time of the school, the subject area/assignment to
be covered, the date or dates of the assignment, and name of
the employee for whom they will be substituting. A voice message
from the regular employee may be included in the special instructions
or the telephone number of the regular employee if contact is
requested. Every effort will be made to place Guest Teachers
in their preferred teaching area as well as in their preferred
geographic area. There are times, however, when preferences become
secondary to the business necessity of the school district. On
days when there are a large number of teachers and other employees
absent, it may become necessary to assign Guest Teachers out
of their preferred geographic area, grade level, and/or subject
area.
A Guest Teacher is allowed to accept two half-day jobs. However,
if a Guest Teacher does accept two half-day jobs they are required
to call the PM school and notify the office manager that they
may arrive late for the assignment.
If SEMS calls a Guest Teacher for a middle/senior high PE position,
please listen carefully to the name of the teacher and the subject
(girls PE or boys PE). If you are the opposite gender, please
do not accept the job. If a Guest Teacher does not hold a current
Cardio-Pulmonary Resuscitation and Automatic Defibrillator card you may NOT accept ANY PE positions. You must have the
CPR/AED card with you when reporting to a PE assignment. You must
show the CPR/AED card to the office manager when reporting to the
assignment.
At times, a Guest Teacher will be called for a bilingual/ESL
position and the 60 second message will say you must be bilingual
to accept the position; however, if the job is for one day only
and the Guest Teacher is not bilingual the Guest Teacher may
accept the job.
If a Guest Teacher is called for a multi-day job and the Guest
Teacher cannot work all days of the job, the Guest Teacher must
decline the job.
ALTERNATIVE
EDUCATION POSITIONSTOP
The pay for all Alternative Education positions are: any position
totaling less than two hours will be paid 2 hours, any 3 hour
positions will be paid 1/2 day, any 4 hour positions will be
paid 1/2 day plus 1 hour, and any 5 hour positions will be paid
1/2 day plus 2 hours.
TRAVEL
PAY
Mileage will be paid (current rate per mile) for travel to all
schools located in Laughlin, Moapa Valley, Virgin Valley, Searchlight, Logandale, Overton, Mesquite, Bunkerville, Glendale, Indian Springs, Mt. Charleston, Sandy Valley and Goodsprings. Two hours of travel time (one hour each way) will be paid to all schools located in Laughlin, Moapa Valley, Virgin Valley, Searchlight, Logandale, Overton, Mesquite, Bunkerville, and Glendale.
There will be NO mileage reimbursement for schools located in
Las Vegas, Henderson, Blue Diamond and Boulder City. The only
exception to this rule is if the substitute is doing an itinerant
assignment (you travel to two or more schools during the same
job assignment on the same day). The Substitute Services Department
will pay the mileage for travel from one school to the other
only.
Example: Adaptive PE assignment that must work at Miller ES from
9:00 am to 12:00 pm and then travel to Variety ES (same job number)
and work from 1:00 pm to 3:20 pm. The mileage between both of
these schools will be paid on a CCF-174.
Mileage MUST
be submitted on a CCF-174 “Travel and Other
Expense Claim” form. The Clark County School District will
use Mapquest information to pay mileage from the address provided
on the CCF-174 to the school address where the assignment was
conducted. The substitute and the school principal MUST sign
the form. The form will be mailed through School District Mail
to the Substitute Services Department once completed.
HOLDOVER
ASSIGNMENTSTOP
In instances where a Guest Teacher is held over in the same
assignment, it is the responsibility of the Guest Teacher coordinator
(typically the office manager) at the school site to change the
information through the SEMS. If the Guest Teacher is held over
in the same school, but for another assignment, the employee
who needs the Guest Teacher must call the system or use Web Center
and make the request. The Guest Teacher must call into SEMS or
use Web Center to receive the job number. Guest Teachers may
refuse a holdover assignment if he/she has made a previous commitment
to be a Guest Teacher for another assignment.
ANSWERING
THE PHONE
Guest Teachers are required to have a TOUCH TONE PHONE to access
the system. Beepers, voice mail, and answering machines cannot
be used with SEMS. Each Guest Teacher will be provided with a
guide to using the SEMS and Web Center during orientation. If
you need another copy please print one by accessing them at http://ccsd.net/jobs/SUBwebCenter.htm.
Repeated refusals to accept assignments or failure to answer
when SEMS attempts to contact a Guest Teacher may jeopardize
the Guest Teacher's employment. In agreeing to perform Guest
Teacher work, Guest Teachers must be aware of the importance
of dependability and minimize conflicts with personal interests.
Guest Teachers must also understand the necessity of being ready
to accept assignments when called. GUEST TEACHERS MUST WORK TWO
DAYS PER MONTH OTHERWISE THE GUEST TEACHER MAY BE TERMINATED.
Extenuating circumstances will be handled on a case-by-case basis.
Your call back telephone number must be a local number.
During the morning call out (5:30 a.m. to 12 noon), if a Guest
Teacher declines jobs, an answering machine answers three times,
and/or no one answers the phone three times, the Guest Teacher
will not be called any more during that call out period.
Guest Teachers who accept a job prior to the morning of the
job need to call into SEMS the morning of the job to review and
make sure the job is still available. If the job is not in the
system and the Guest Teacher has questions, he/she can call the
help desk. Personnel are in the Substitute Office from 6:00 a.m.
through 5:00 p.m. (799-5420).
If a Guest Teacher forgets his/her pin number or loses it, he/she
should dial into SEMS and when the narrator asks for your pin
number press the * key and follow the narrator's instructions.
If SEMS calls for a job after the starting time of the school,
please accept the job then call the school and indicate you just
received the job and give an approximate time for your arrival
at school. A Guest Teacher is not automatically paid for the
full day. Depending on the hours the Guest Teacher works, a Guest
Teacher can be paid for 1/2 day, 1/2 day plus one hour, 1/2 day
plus 2 hours, or a full day.
If a Guest Teacher changes their phone number, he/she MUST notify
the Sub Services Department in writing as soon as possible.
If someone else in the household accepts jobs for the Guest
Teacher, please stress the importance of notifying the Guest
Teacher.
A Guest Teacher who cancels a job the morning of the job will
not be able to accept another assignment for that particular
day. The Guest Teacher MUST contact the school to notify them
of the cancellation.
IF YOU DO NOT HAVE A JOB NUMBER DO NOT GO TO THE JOB. NO JOB
NUMBER, NO JOB, NO PAY. TAKE YOUR JOB NUMBER TO THE SCHOOL WITH
YOU EACH DAY AND KEEP A DAILY RECORD OF YOUR JOB NUMBERS IN CASE
OF FUTURE DISCREPANCIES.
SECTION
II
STATUS CHANGES
AVAILABILITYTOP
It is very important that a Guest Teacher notify the Sub Services
Department in writing as soon as possible when he/she is going
to be unavailable for more than two weeks. Please address your letter to the Director of Substitute Services. Include in your statement the reason for your request (medical, emergency, etc.) be sure to add the dates you are unavilable.
If a Guest Teacher is going to be unavailable for a few days,
the Guest Teacher can call into the system and place unavailable
dates, or use the Web Center to accomplish the same function.
The district assumes that a Guest Teacher is available unless
otherwise notified.
Notification MUST be done in writing. IF YOU ARE UNAVAILABLE
BECAUSE OF STUDENT TEACHING, YOU MUST NOTIFY THE GUEST TEACHER
SERVICES DEPARTMENT IN WRITING. THE INFORMATION MUST INCLUDE
THE SCHOOL NAME AND YOUR START AND END DATES FOR THIS ASSIGNMENT.
Any
changes concerning Guest Teacher personal data (i.e., address,
etc.) MUST be reported in writing immediately to Substitute Services.
STUDENT TEACHERS
If you are unavailable because of student teaching, you must notify the quest teacher services department in writing. The information must have your start and end dates for this assignment.
RESIGNATION
If a Guest Teacher decides that he/she no longer wishes to substitute
or if personal circumstances make it necessary to stop employment,
the Substitute Service office should be notified immediately.
If moving, the new address should be provided to the Substitute
Service office so that the district Payroll Department can mail
any checks due and the appropriate tax information in January.
TERMINATIONTOP
The Substitute Service administrator may remove a Guest Teacher
from the active Guest Teacher availability list when a negative
evaluation is submitted by a principal regarding the Guest Teacher's
performance. Each negative evaluation is assessed on an individual
basis and will be reviewed with the Guest Teacher by the school
administrator or the Substitute Services administrator. A Guest
Teacher can be removed for a single incident, based on its severity
or may be automatically removed after the third negative evaluation.
A Guest Teacher may also be removed from active status if they
do not fulfill the work requirements (working two days per month).
Accepting jobs and not reporting, arriving late for assignments,
neglecting to follow district procedures, leaving an assignment
that you have accepted without securing, through the administration,
proper coverage, or other such causes could also result in removal
from the Substitute Service list.
A Guest Teacher will automatically be removed from SEMS if he/she
has: (1) not registered for a pin number within two weeks after
being notified by Substitute Services that he/she is eligible;
(2) not Substituted for more than two days in a month; (3) not
accepted at least 50% of the jobs offered through SEMS and/or
50% of the phone calls made from SEMS to the Guest Teacher's
current phone number on file with the Clark County School District;
or (4) continually made themselves unavailable without acceptable
reasons.
At the time of employment your fingerprints will be researched
by local, state, and federal law enforcement agencies. Your employment
with the Clark County School District is temporary and probationary
pending successful processing of your fingerprints. Sealed or
expunged records must be revealed. Your omission of any criminal
history will result in your immediate termination.
If
a Guest Teacher is removed from active status they must wait
one year from the date of termination to re-apply as a Guest
Teacher. Exceptions will be made on a case-by-case basis. If
a Guest Teacher is removed from active status, for administrative
reasons, the Guest Teacher may not re-apply with the Clark County
School District.
LICENSING
A Guest Teacher must be licensed by the Nevada Department of
Education prior to being entered into SEMS. It is the responsibility
of the Guest Teacher to be certain that all license provisions
are removed in a timely manner. The Guest Teacher will be made
unavailable until evidence of provision removal or test results
are provided to the Substitute Services office. It is also the
Guest Teacher's responsibility to ensure that the license is
renewed prior to the expiration date. A receipt of payment for
a new license must be provided to the Substitute Services Department.
CPR
- SUBSTITUTE TEACHERSTOP
A
Guest Teacher cannot accept a PE position unless they have
a current CPR/AED card through the American Red Cross or American
Heart Association. If a Guest Teacher accepts a PE position,
a current CPR/AED card must be shown to the school secretary. If
the Guest Teacher cannot show a current CPR/AED card, they will
be sent home without pay and removed from that job.
SECTION III
DUTIES
AND RESPONSIBILITIES WHILE AT SCHOOL
REPORTING
TO SCHOOLTOP
All Guest Teachers MUST report for duty at least thirty minutes
prior to the official start time of the school day given to the
Guest Teacher by the computer. The Guest Teacher is paid for
these (30) thirty minutes as part of their seven-hours and eleven-minute
workday. If a Guest Teacher arrives late for an assignment when
he/she received the assignment within a reasonable time period
(one or more days before the start of the assignment), he/she
may receive a warning from the school administrator or the Substitute
Services administrator. If a Guest Teacher is habitually late
to assignments he/she may be removed as a Guest Teacher of the
Clark County School District.
Items such as keys, school maps, schedules, and school procedures
may be obtained from the school secretary.
The
starting times for schools vary. Please listen carefully for
the assignment
starting time. If a Guest Teacher receives
a job and the starting time is not provided or is incorrect,
the Guest Teacher should contact the Substitute Services office.
Any "early bird/late bird" classes or other special
programs will be communicated when the assignment is made.
In the event an error has been made and two Guest Teachers have
been called for the same assignment (one by SEMS and one by the
teacher), the Guest Teacher who is listed on the SEMS job order
will be assigned to the position. Verification of which Guest
Teacher should remain on the job will be made by Substitute Services.
Guest Teachers are required to assume all duties and responsibilities
of the regular employee. The regular class schedule, as well
as the absent employee's instructions, must be followed. Guest
Teachers are not paid additional time if they are requested to
teach during the regular teacher's prep time.
Guest Teachers are frequently called to assignments involving
disabled students. Please be aware that these students and their
education is of great importance to the school, parents, and
teachers and in many cases are already involved in litigation
in regards to their education program. When assigned to a special
program, make certain that you speak to an administrator before
beginning an assignment for any special instructions. Do not
leave it to chance! A misplaced touch or a well intended instructional
strategy may be misunderstood and can mean significant difficulties
for everyone involved with the education of that child.
If a Guest Teacher arrives to the job with a job number and
the office manager indicates you are not needed, do not leave
the school until you contact the help desk.
LESSON PLANSTOP
Lesson
plans provided by the regular classroom teacher must be followed.
If for some reason there are no lesson plans left
for a particular day, the Guest Teacher must notify the principal
and determine if emergency lesson plans are on file in the office.
If none are available, there are several emergency lesson plans
in the "Guest Teacher Guide" which is provided to all
Guest Teachers. It is a good idea for each Guest Teacher to organize
a file of contingency plans, as well as a variety of instructional
activities, to use in the classroom in the event there are no
lesson plans. Videotapes are not to be taken to school and shown
in place of lesson plans left by the teacher
SEVEN-HOUR,
ELEVEN-MINUTE DAY (TEACHER DAY)
A Guest Teacher is required to work a seven-hour, and eleven-minute
work day, which includes the preparation period or the full length
of the teacher day for schools on alternative schedules. The
seven-hours and eleven-minute work-day includes the required
thirty-minutes (30) prior to the start time of an assignment
for which Guest Teachers are required to report. All Guest Teachers
are expected to complete supervisory assignments given to them
during the day. This may include supervisory assignments before
or after school or during a scheduled preparation period. No
Guest Teacher may leave the school before their regular day ends.
The Guest Teacher should observe the same hours as the regular
staff.
A
one-half day assignment for Guest Teachers is 3 1/2 hours.
If an additional one-half hour to one hour is required beyond
the half-day, the Guest Teacher will be paid one-half day plus
one hour; an additional one-half hour to one hour beyond the
4 1/2 hours, the Guest Teacher will be paid one-half day plus
two hours; anything over 5 1/2 hours will be a full day.
PREP PERIODSTOP
If a Guest Teacher is requested by the administration of a school
to assist in another class, in the office, etc., during the assigned
prep period, the Guest Teacher is expected to do so as part of
their assignment at no additional pay (this does not apply to
Guest Teachers on long-term or vacancy assignments).
When a Guest Teacher has a first period prep or last period
prep they will be at their work location for the full seven-hours
and eleven minutes. Guest Teachers cannot use this prep time
to arrive late to school or leave early. If a Guest Teacher uses
the prep time to arrive late, leave early or otherwise leave
the campus the action will constitute a basis for immediate dismissal.
EARLY
BIRD OR LATE BIRD
If a Guest Teacher is required to work an early bird or late
bird class, an extra hour will be paid. If a Guest Teacher is
required to work an early bird, they are not required to report
the 30 minutes early.
DO
NOT USE LIST
If
a school wishes to place a Guest Teacher on their “do
not use list”, the administration will notify the Guest
Teacher concerning the reason he/she is being placed on this
list.
The school administrator may discuss the issue in person or via
telephone. Once the Guest Teacher has been notified of the reason(s)
why they have been placed on the school’s “do not
use list”, a memo must be mailed, faxed or e-mailed to
the Substitute Services Department. The Substitute Services Department
will place the Guest Teacher on the “do not use list” for
the school and the Substitute Services administrator may need
to meet with the Guest Teacher to take any further action deemed
necessary.
If a Guest Teacher does not wish to go to a particular school,
they are to write a letter to Substitute Services asking to
be placed on that school’s “do not use list”.
SUPERVISORY
DUTIESTOP
Supervisory
duties may include such responsibilities as lunchroom duty, hall
duty, playground duty, bus duty, extra curricular
duty or coverage of another teacher's class. The prompt and courteous
performance of these duties is necessary for the smooth and safe
operation of the school. A Guest Teacher takes the place of a
regular employee in all respects and is responsible for being
on duty at the assigned place and time in order to avoid the
risk of liability in case of an accident involving students or
other staff members.
PERSONAL ILLNESS
A Guest Teacher assumes responsibility for informing an administrator
of personal illness while on a long term or vacancy assignment.
The school secretary will notify Substitute Services of an illness
so that arrangements can be made as soon as possible to place
another Guest Teacher in the assignment with minimal disruption
to the normal classroom procedures.
CLASSROOM
MANAGEMENTTOP
Guest Teachers are expected to maintain control of the classroom.
Discipline techniques used must be in accordance with the policies
and regulations of the Board of School Trustees
and the procedures of the individual work site.
By law, corporal punishment may not be administered. Exceptionally
difficult problems involving student control must be referred
to the building administrator or his/her designee. A written
statement of the problem is recommended. Referral forms are available
in each school office.
ADDITIONALLY,
A GUEST TEACHER MAY NOT USE PHYSICAL CONTACT (PATS, PUSHES,
POKES, ETC.) TO GAIN A STUDENT’S ATTENTION OR TO
CORRECT BEHAVIOR.
At
no time should a Guest Teacher place their hands on a student
for discipline purposes. A Guest Teacher must report any and
all instances of physical contact or restraint to the school
administration.
Guest Teachers are responsible for the conduct and safety of
children under their supervision and must see that children observe
safety rules at all times.
Should an injury to or suspected illness of one of the students
occur while under the control of a Guest Teacher, the school
office should be notified immediately so that medical attention
may be provided. No group of students, either in the classroom
or on the playground, should be left unattended by a Guest Teacher.
If for any reason a Guest Teacher must leave the classroom or
playground, the building administrator or designee must be contacted
to ensure appropriate student supervision.
ATTENDANCE KEEPINGTOP
A Guest Teacher must keep accurate records of daily attendance,
tardies, transfers, and withdrawals. Roll must be taken for each
class period. It is a good idea to compare the list of absences
with a seating chart, if available, before recording the attendance.
If a class roll does not appear to be in the classroom, it must
be reported to the building administrator. Always use a pencil
when recording anything in the teacher's roll book/attendance
register.
Problems
may be avoided by taking roll when students begin an assignment.
Having tardy students "sign-in" causes
the least amount of disruption.
PROPER
USE OF MATERIALS/EQUIPMENT
The
administrator’s
secretary may issue keys to a Guest Teacher. Under no circumstances
should keys be given to students.
Doors to other teacher's rooms should never be opened by the
Guest Teacher unless authorized by the regular teacher or school
administrator.
A Guest Teacher may only use equipment he/she is qualified to
operate. If breakage occurs, it must be reported to the building
administrator.
Under no circumstances may Guest Teachers use school district
equipment for personal use
(Xerox machine, fax machine, etc.).
Classroom materials (e.g., textbooks, workbooks, physical education
equipment, etc.), which are used by the students in order to
complete a lesson must be returned by students to the Guest Teacher
and placed in the storage area designated by the regular employee.
CONDUCTING
CLASSTOP
A Guest Teacher should place his/her name on the board before
class begins and try to make a good first impression. Please
greet students at the classroom door or designated area of the
playground with a warm, friendly, receptive greeting.
Eye contact with the students should be maintained and a low
speaking voice should be used. Talking over the voices of the
students should be avoided. After introductions are made, quickly
get into the lesson. Instructions should be brief and concise.
Positive rapport with the students should be established quickly.
A helpful, pleasant, sincere, but firm approach and adherence
to the established routine of the classroom will help ensure
a relationship of mutual respect.
Guest Teachers are responsible for teaching to the best of their
ability, under the supervision of the building administrator
and in accordance with district policy. Any written work assigned
by the Guest Teacher beyond that specified by the regular teacher,
should be graded and left for the teacher to examine and determine
the appropriate use.
Guest Teachers should be enthusiastic while keeping activities
moving, giving answers or hints that will keep students on
task. Use praise when appropriate. Involve students who appear
to be uninterested by finding related activities for them which
will help to set a positive tone in the classroom.
Guest Teachers should go to the student's desk to check their
progress rather than having them come to the teacher's desk.
This helps avoid classroom noise and confusion. Admitting your
mistakes or lack of knowledge and enlisting the students help
in finding correct answers is always a good procedure.
FIELD TRIPS
Guest Teachers MAY NOT take a class on a field trip unless a
currently contracted teacher accompanies him/her on the same
field trip.
ENDING
THE DAY
At the end of the day, the Guest Teacher should write a brief
report of the day's activities. Notes should be made regarding
the assignments that have been completed as well as any new assignments
that may have been made. Comments on the behavior of the students
should also be left. Before the end of the day, students should
be expected to assist with cleaning and straightening the room.
A Guest Teacher must lock the room at the end of the day. All
materials, including the keys, must be returned to the administrator's
secretary at the end of each assignment. If the school procedures
require that a summary report of the day's activities be made,
it should be completed and left with the designated secretary
before leaving the building.
A Guest Teacher, who is issued keys to a classroom/work area,
etc., is responsible for the keys and must return them at the
end of an assignment, or as directed. A Guest Teacher is responsible
for lost keys and may assume financial responsibility for key
replacement or lock changes.
SECTION IV
SPECIAL
ASSIGNMENTS
LONG TERM ASSIGNMENTS TOP
An assignment is considered "long term" if it is more than ten continuous working days of service for the same teacher. Assignments for long-term Guest Teachers are made by the building administrator of the school with consultation and approval of Substitute Services. Guest Teachers assigned to long-term vacancies must be licensed in the respective area of assignment, unless no licensed Guest Teacher is available or unless authorized differently by Substitute Services.
At the beginning of the school year, site administrators may request that long-term
Guest Teachers report up to three days prior to the arrival of the students. A one-day overlap may be granted when a Guest Teacher fills a long-term assignment during the regular school year. Prior approval of Substitute Services is required.
Long-term Guest Teachers must work ten continuous working days before long-term pay is granted.
A Guest Teacher in a long-term position (10 consecutive days in the assignment) who is required to teach during his/her prep period will be paid an additional hour pay beginning the 11th day. Long-term Guest Teachers are not compensated for extra time when required to work for other supervisory activities (i.e., bus duty, hall duty, playground supervision, etc.)
If a Guest Teacher is absent a day during the first ten days, the administrator's secretary must contact Substitute Services.
During a long-term assignment, when a Guest Teacher is absent, the administrator's secretary must contact Substitute Services to determine if long-term pay will continue. Only the Substitute Services administrator may determine if the Guest Teacher will continue with the long-term pay. This will be determined by obtaining the Guest Teacher’s assignment records and determining if the Guest Teacher is absent on an excessive basis (absences are consider excessive if the Guest Teacher is absent more than one day per month from the long-term assignment).
If a long-term Guest Teacher is out because of illness or other reasons, the Guest Teacher needs
to contact the Substitute Services Office (799-5420) as soon as possible after 6:00 a.m. so a job can be entered to replace him/her for the day. The Guest Teacher will obtain a job number from Substitute Services for the person replacing him/her for the day. The Guest Teacher in the long-term assignment is responsible to contact the school and give the office manager the job number for that day’s replacement Guest Teacher.
LONG
TERM VACANCY ASSIGNMENTSTOP
Assignments for long-term vacancy Guest Teachers are made by
the site administrator of the school with consultation and approval
of Substitute Services. Guest Teachers assigned to long-term
vacancies must be licensed in the respective area of assignment,
unless no licensed Guest Teacher is available or unless authorized
differently by Substitute Services.
At the beginning of the school year, site administrators may
request that long-term vacancy Guest Teachers report up to three
days prior to the arrival of the students. Prior approval of
Substitute Services is required.
Long-term vacancy Guest Teachers will obtain long-term pay from
the first day of an assignment. Unless the Guest Teacher has
a regular teaching license in the subject area for which the
assignment is made, the school district is restricted, by law,
on the assignment of long-term vacancy Guest Teachers for a vacant
position to 60 working days. Upon request of the school district,
the State Superintendent of Instruction may allow an additional
30 working days on a long-term assignment.
A Guest Teacher in a long-term vacancy assignment who is required
to teach during their prep period will be paid an additional
hour pay from the first day of the assignment.
Long-term vacancy Guest Teachers are not compensated for extra
time when required to work for other supervisory activities (i.e.,
bus duty, hall duty, playground supervision, etc.)
During a long-term vacancy assignment, when a Guest Teacher is
absent, the administrator's secretary must contact Substitute
Services to create a one-day assignment to replace the current
long-term vacancy Guest Teacher. Only the Substitute Services
administrator may determine if the Guest Teacher will continue
with the long-term vacancy pay. This will be determined by obtaining
the Guest Teacher’s assignment records and determining
if the Guest Teacher is absent on an excessive basis (absences
are considered excessive if the Guest Teacher is absent more
than one day per month from the long-term vacancy assignment).
If the administrator of Substitute Services determines that excessive
absences have occurred during the Guest Teacher’s long-term
vacancy, the Guest Teacher’s daily pay will be reduced
to the regular pay for ten (10) days. On the eleventh (11) day
the Guest Teacher will again receive long-term vacancy pay;
OR
If the Substitute Services administrator or a school administrator
determines that the Guest Teacher’s continued excessive
absenteeism is creating a negative impact on the students,
the Guest Teacher will be removed from the long-term vacancy
assignment.
If a long-term
vacancy Guest Teacher is out because of illness or other reasons,
the Guest Teacher needs to contact the Substitute
Services Office (799-5420) as soon as possible after 6:00 a.m.
so a job can be entered to replace him/her for the day. The Guest
Teacher will obtain a job number from Substitute Services for
the person replacing him/her for the day. The Guest Teacher in
the long-term vacancy assignment is responsible to contact the
school and give the office manager the job number for that day’s
replacement Guest Teacher.
SUBSTITUTING AT UNLVTOP
If
a Guest Teacher receives an assignment for UNLV, the parking
pass the Guest Teacher received from the Substitute Services
office is not valid. The Guest Teacher must report to the University
Police and receive a UNLV parking pass for that day. Failure
to do this will result in the
Guest Teacher receiving a parking ticket.
SECTION V
EVALUATION REPORTS
PURPOSE OF THE EVALUATION
Guest
Teacher evaluations are used to maintain up-to-date records of
the
performance of our Guest Teachers and to determine recommendations
regarding continued/further employment. Guest Teachers may be
evaluated by the regular classroom teacher as well as the building
administrator. Evaluations are submitted on a CCF-35 form "Guest
Teacher Evaluation."
There are four instances when Guest Teacher evaluations are
needed. When a Guest Teacher has
1. Fulfilled a long-term assignment (vacancy or absence);
2. Done something special or outstanding, even though the assignment
has been for less than ten days;
3. Been involved in a situation or problem which, by its nature,
deserves or requires a specific notification; and/or
4. Frequently been requested or recalled to the same school
for a number of short-term assignments.
EVALUATION
OF TEACHER APPLICANTSTOP
Guest Teacher evaluations may also be used to determine whether
or not an applicant (Guest Teacher) may be offered a full-time
teaching position. Guest Teacher teaching is one method to prove
one's skill as a classroom teacher. Evaluation of teacher applicants
is critical in the decision-making of Licensed Personnel and
building administrators.
UNSATISFACTORY
PERFORMANCE
A Guest Teacher evaluation may also be used to remove a Guest
Teacher from service at a particular school or the district.
If a Guest Teacher's performance is not satisfactory, the building
administrator will prepare a Guest Teacher Evaluation or an Interoffice
Memorandum, contact the Guest Teacher, have a conference with
the Guest Teacher, and forward the evaluation to the administrator
of Substitute Services.
If the building
administrator cannot reach the Guest Teacher, his/her secretary
may call the Substitute Services office and
leave a message for an appointment. If after ten working days
the Guest Teacher does not respond, the administrator will process
the evaluation by simply writing at the bottom of the form "Guest
Teacher failed to contact school as requested by Substitute Services."
If a Guest Teacher contacts the school and refuses his/her option
to come to the school for a
conference, the site administrator will write, "Guest Teacher
refused conference." If the Guest Teacher reports for the
conference but refuses to sign the evaluation, the administrator
will write "Guest Teacher refused to sign the evaluation." An
appointment will be made for the Guest Teacher to attend a conference
with the administrator of Substitute Services if a conference
is not held at the school. Depending on the nature of the evaluation,
the Guest Teacher may be removed from active substitute status
until a conference is held with the administrator of Substitute
Services and/or until all backup documentation is received.
SECTION VI
PROFESSIONAL
ETHICS
CONFIDENTIALITYTOP
All school records and reports must be handled with care. Most
school records are confidential. They are maintained to provide
information regarding student growth and development to the professional
staff.
It is essential that a Guest Teacher not divulge to others any
confidential information which has been received from contact
with students or other people in the profession.
POLICIES
AND REGULATIONS
Guest Teachers are responsible for knowing/being familiar with
the principles of child growth and development, effective instructional
techniques and strategies and the policies and regulations of
the Clark County School District. These responsibilities are
in addition to a Guest Teacher's responsibility to be familiar
with the information in this procedural guide and any other materials
which may be provided by Substitute Services or individual schools.
A newsletter for Guest Teachers, will be mailed to all Guest
Teachers to keep them abreast of current developments or changes
to the SEMS system, etc. Please keep each newsletter with this
booklet for future reference.
PROFESSIONAL
CONDUCTTOP
Guest Teachers who travel from school to school have opportunities
to observe various situations and modes of school operation.
Guest Teachers are encouraged to remember that all employees
do not work in the same way. Understanding, not criticism, will
go far to make a Guest Teacher assignment pleasant for you and
others around you.
Disparaging remarks and comparisons or spreading rumors by a
Guest Teacher is disruptive and should not occur. Guest Teachers
are perceived as professionals just as regular employees,
and therefore, are expected to observe the same professional
ethics.
A friendly, cheerful, and cooperative attitude toward both school
personnel and the students is essential and will contribute
substantially to the success of a Guest Teacher.
Appropriate language should be used by Guest Teachers at all
times. A Guest Teacher must never use derogatory, profane, inflammatory,
demeaning language, etc.
SECTION VII
SALARY
AND PAYROLL INFORMATION
SALARY SCHEDULETOP
Guest Teachers are paid at the prevailing rate approved by the Board of School Trustees. Any modification to this rate also requires the approval of the Clark County School District Board of School Trustees. For the 2006-2007 school year, the following rates apply
Substitute Rate of Pay (7.2 hours) |
$90.00 |
R |
Day to day |
|
$12.50 hourly |
$100.00 |
L |
Long term (starting the eleventh day) |
|
$13.89 hourly |
$110.00 |
S |
Vacancy |
|
$15.28 hourly |
East/Northeast/Superintendent Schools (7.2 hours) |
$110.00 |
R |
Day to day |
|
$15.28 hourly |
$120.00 |
L |
Long term (starting the eleventh day) |
|
$16.67 hourly |
$120.00 |
S |
Vacancy |
|
$16.67 hourly |
Edison Schools (7.5 hours) |
$122.24 |
R |
Day to day |
|
$15.28 hourly |
$133.36 |
L |
Long term (starting the eleventh day) |
|
$16.67 hourly |
$133.36 |
S |
Vacancy |
|
$16.67 hourly |
West Preparatory Academy (8.0) |
$100.00 |
R |
Day to day |
|
$12.50 hourly |
$111.12 |
L |
Long term (starting the eleventh day) |
|
$13.89 hourly |
$122.24 |
S |
Vacancy |
|
$15.28 hourly |
Guest Teachers may also be paid for extra time when they are required to teach a class beyond the seven hour, eleven minute day (e.g., early bird or late bird plus a regular schedule).
Day-to-day Guest Teachers are not compensated for extra time when required to work during a teacher's preparation period or when the building administrator/assignment requires coverage for another teacher or for other supervisory activities (i.e., bus duty, hall duty, playground supervision, etc.).
PAY
DAYS
Guest Teachers are paid on a daily basis. Payroll checks are
issued bi-weekly (every other Wednesday) and based on the number
of days/hours worked. Checks may be mailed directly to the Guest
Teacher's home address or may be deposited directly to the bank.
The district recommends that all Guest Teacher employees take
advantage of the direct bank deposit option.
PAYROLL
PROCEDURESTOP
All Guest Teacher work is reported to the payroll department
by the school office manager. Guest Teachers are not required
to report hours worked. However, it is a good idea to keep track
of hours worked and job numbers in case of a discrepancy.
Pay
period schedules are revised annually and are available at
Substitute Services.
PAYROLL DEDUCTIONS
Compulsory deductions are federal income tax and social security,
including Medicare.
RECORDSTOP
General questions concerning payroll procedures should be directed
to Substitute Services. Questions pertaining to a specific paycheck
should be directed to Payroll at 799-5351.
SECTION VIII
GENERAL
INFORMATION
INSURANCE
Guest Teacher personnel who are injured on the job may be eligible
for Worker's Compensation benefits. All accidents or injuries
which occur on an assignment, no matter how minor, must be reported
on the appropriate forms available in all schools. Failure to
report a qualified injury/accident within 5 working days may
negatively impact eligibility for benefits.
To receive benefits, the Guest Teacher must report any claim
to the building administrator within five (5) working days (C-1
form).
The district provides liability insurance coverage for all personnel
in the event they are sued as the result of actions taken by
them in the course and scope of their employment.
Claims for damage to a Guest Teacher's personal property may
be submitted to the Risk Management Office. However, if clothing
is damaged on-the-job, there is no reimbursement.
IMPORTANT: Guest Teacher employees may not belong to a district
medical insurance program unless they are a dependent of a regular
district employee.
EQUAL
OPPORTUNITYTOP
The Clark County School District is an Affirmative Action -
Equal Opportunity employer. It is the policy of the Clark County
School District to employ the best-qualified personnel for all
vacancies regardless of national origin, race, creed, marital
status, sex, color, disability, or age.
DRUG-FREE WORKPLACE
The
Board of School Trustees recognizes the need to maintain a
drug-free workplace as provided for in the Drug-Free Workplace
and the Drug-Free Schools and Communities Act.
Please refer to Clark County School District Policy 4310.
RETIRED TEACHERS
Teachers
who have retired and are receiving retirement benefits from
the Nevada Public
Employees Retirement System may not Substitute until they have
been absent from service covered by the retirement system for
ninety consecutive days.
Teachers who retire at the end of the school year are reminded
that their covered service ended on August 31, in the year in
which retirement occurred and may not Substitute until after
December 1 of the year of retirement.
Employment of a retired educator, as a Guest Teacher, is not
guaranteed. Assignment as a Guest Teacher is based upon the district's
need, past performance, and other factors which may impact the
number of Guest Teachers assigned from year to year.
TELEPHONES/EQUIPMENTTOP
School district equipment (i.e., copy machine, fax, computers,
etc.) is for school business only and may not be used for the
personal needs or benefit of a Guest Teacher employee. School
telephones are maintained for the primary purpose of conducting
school business. Telephone calls to a Guest Teacher during the
school day should only be made in case of an emergency. Guest
Teachers may be contacted through the help desk number only in
an extreme emergency
SILVER
STATE SCHOOLS FEDERAL CREDIT UNION
Guest Teachers are eligible for membership at the credit union.
Additional information can be obtained by calling the Credit
Union at 733-8820.
HELPFUL
TELEPHONE NUMBERS
HELPFUL
TELEPHONE NUMBERS
Education Center 799-5011
SEMS 799-7827
Substitute Services - Help Desk 799-5420
Payroll Department 799-5351
Professional Growth 799-8470
Nevada Department of Education 486-6458
UNLV 739-3011
A Guest Teacher/TEMPORARY PERSONNEL’S RIGHT TO KNOWTOP
E1:
GLOBAL MISSION
E1: GLOBAL MISSION
Clark County School District students will have the knowledge,
skills, attitudes and ethics necessary to succeed academically
and will practice responsible citizenship.
This information is intended for informational purposes only.
It is not intended to change or create any contractual rights
in favor of you or the district. The district’s regulations,
policies, procedures, work site rules are continually evolving
and not included; therefore, this handbook does not contain all
of the information you will need to know.
As a Guest
Teacher/temporary employee, it is your obligation and “Right to Know” this
information.
EQUAL
EMPLOYMENT OPPORTUNITY – AFFIRMATIVE ACTION
The
Clark County School District is an equal opportunity employer and
will not knowingly discriminate in any area of employment.
Those include discriminatory recruiting and hiring practices
against any United tates citizen or legal alien on the basis
of race, color, creed, religion, sex, age, marital status, national
or ethnic origin, or disability and shall extend to working conditions,
training, promotion, and terms and conditions of employment.
Under the provisions of the Americans with Disability Act of
1990, as amended, qualified applicants and employees with disabilities
will not be knowingly discriminated against in hiring, promotion,
discharge, pay, job training, fringe benefits, and other aspects
of employment.
SEXUAL
HARASSMENT
Title
VII of the Civil Rights Act of 1964, Civil Rights Act of 1991,
as amended, and the Clark County School District’s
Affirmative Action Plan of February 13, 1996, prohibit discrimination
based on sex. Sexual harassment is generally defined as a repeated
or unwanted verbal or physical sexual advance, sexually xplicit
derogatory statements, or sexually discriminating remarks made
by someone in the workplace which are offensive, objectionable,
or intimidating to the recipient or which causes the recipient
discomfort or humiliation or which serve to create an intimidating,
hostile working environment.
WHAT
TO DO IF YOU ARE BEING SEXUALLY HARASSED, OR IF YOU SEE OTHERS
BEING HARASSEDTOP
Take
Action. Even though it may be difficult or embarrassing, tell
the harasser,
preferably in
front of witnesses, that you don’t like it and want him
or her to stop.
When behavior or comments offend you, say so. If the harassment
does not stop, write down times, place, witnesses, and what happened,
and then immediately report the harassment.
Report The
Harassment. Do not delay in taking action. Report it to your
supervisor immediately. If the harasser is your supervisor,
report it to his or her superior or to the school district’s
Diversity and Affirmative Action Office. If you do not report
it, the harassment is very likely to continue.
Do Not Keep It To Yourself. By keeping quiet about sexual harassment,
you allow it to continue. Chances are extremely good that you
are not the only victim of your harasser. Speaking up can protect
others from being victims.
SEXUAL
HARASSMENT REPORTING PROCEDURES
Any employee who believes that she or he is the victim of sexual
harassment, may file a
complaint using the procedures in School District Regulation
4110, and may file their complaint, preferably in writing, with
their immediate supervisor, or the next administrator in line,
or with the Diversity and Affirmative Action Office.
The complaint should be made promptly, within a reasonable period
of time following the harassment. The complaint should include
a detailed description of the events in question, the date(s)
of the occurrence, the name(s) of the individual(s) involved,
including witnesses, and a detailed account of the specific acts,
which were perpetrated against the complainant and any
school district policies or practices, which were violated.
All employees shall cooperate with the investigation by the
district of an alleged act of
discrimination, harassment or sexual harassment. *
The district will not retaliate against any person who has filed
a complaint, testified, assisted or participated in any manner
in an investigation, proceeding or hearing conducted by authorized
school district representatives.
* Confidentiality will be maintained to the greatest extent
possible.
For
more detailed information, please refer to Clark County School
District
Regulations 4110, call the district’s Diversity
and Affirmative Action Manager (799-5087), or speak directly
to the Director in Substitute Services.
HARASSMENTTOP
Harassment
will not be tolerated. All persons have the right to work with
dignity, seek employment, attend school, and work
in a secure environment, and are not required to endure insulting,
degrading, harassing, or exploitative treatment. The district’s
regulation regarding harassment (student) follows and is applicable
throughout the district, although directed towards behaviors
of prohibited student harassment.
DISCIPLINE:
HARASSMENT – CCSD REGULATION 5141.2
Discriminatory Harassment-Students
A. Harassment is any verbal, visual, or physical conduct, which is sufficiently severe, persistent or pervasive that it adversely affects, or has the purpose or logical consequence of interfering with the student’s educational program or creates an intimidating, hostile, or offensive school atmosphere.
B. Harassment, whether it is by students, staff, or third parties in the school community, is strictly prohibited, and will subject the perpetrator to disciplinary action. Harassment, regardless of its basis, is prohibited.
C. In determining whether the conduct is sufficiently severe, persistent, or pervasive, the conduct should be considered from both a subjective and objective perspective of reasonableness, in light of all relevant circumstances. For example, the following circumstances, among others, may be considered: the degree to which the conduct affected one or more students’ education, the type, frequency and duration of the conduct, the identity and relationship between the alleged harasser and the subject of the harassment, the number of individuals involved, and the age and status of the alleged harasser and the target of the harassment.
D. Prohibited sexual harassment may include, but is not limited to, unwelcome sexual advances, requests for sexual favors and other verbal, visual, or physical conduct of a sexual nature from students, peers, or any other person on school property or at a school sponsored event when:
- Submission to the conduct is explicitly or implicitly made a term or condition of an individual’s employment, academic status, or education, or as a basis for academic or employment decision affecting the individual regarding benefits and services, honors, programs, or activities available at or through the school; or
- The conduct is sufficiently severe, persistent, or pervasive to limit a student’s ability to participate in or benefit from an educational program or to create an intimidating, hostile, or offensive educational or work environment.
E. Although certain individual acts may be sufficiently egregious to constitute harassment by themselves, harassment typically consists of a pattern of behavior. The more distinct the pattern, the stronger the evidence of an intent to harass is apparent. Behavior that continues after an individual is informed of its offensiveness may also constitute evidence of the intent to harass.
F. While many types of conduct may show evidence of harassment, common types include, but are not limited to: unwanted touching, blocking a person’s normal movements, threats, slurs, epithets, verbal abuse, derogatory comments, drawings, pictures, or gestures, un-welcomed jokes, teasing, or propositions, graphic comments about an individual’s body, spreading rumors about a person, purposefully limiting a person’s access to educational tools, displaying sexually suggestive objects in the educational environment, or any act of retaliation against an individual who reports a violation of the district’s sexual harassment policy or who participates in the investigations of a sexual harassment complaint.
