405 - Licensed Employees General
405 - Licensed Employees General dawn.gibson.cm… Mon, 11/29/2021 - 14:40405.1 - Licensed Employee Defined
405.1 - Licensed Employee DefinedLicensed employees, including administrators, are those employees required to hold an appropriate license from the Iowa Department of Education for their position as required by the Board of Educational Examiners or others with professional licenses. Licenses required for a position will be considered met if the employee meets the requirements established by the Iowa Department of Education.
It is the responsibility of the superintendent to establish job specifications and job descriptions for licensed employees' positions, other than the position of the superintendent. Job descriptions may be approved by the board.
Licensed employees must present evidence of current license to the board secretary prior to payment of salary each year.
Legal Reference: Clay v. Independent School District of Cedar Falls, 187 Iowa 89, 174 N.W. 47 (1919).
Iowa Code §§ 256.7(3); 272.6; 272A; 279.8; 294.1 (2013)
282 I.A.C. 14.
281 I.A.C. 12.4; 41.25.
1940 Op. Att'y Gen. 375.
Cross Reference: 405.2 Licensed Employee Qualifications, Recruitment and Selection
410.1 Substitute Teachers
411.1 Classified Employee Defined
Approved: Feb. 11, 1985, Dec. 17, 2012, February 19, 2018
Reviewed: Aug. 24, 2005, Nov. 9, 2012, 1/15/18
Revised: Feb. 10, 1997, Nov. 9, 2012, 1/15/18
405.2 - Licensed Employee Qualifications, Recruitment, Selection
405.2 - Licensed Employee Qualifications, Recruitment, SelectionPersons interested in a licensed position, other than administrative positions which will be employed in accordance with board policies in Series 300, "Administration," will have an opportunity to apply and qualify for licensed positions in the school district without regard to age, race, creed, color, sex, national origin, religion, sexual orientation, gender identity or disability. Job applicants for licensed positions will be considered on the basis of the following:
- Training, experience, and skill;
- Nature of the occupation;
- Demonstrated competence; and
- Possession of, or ability to obtain, state license if required for the position.
All job openings shall be submitted to the Iowa Department of Education for posting on TeachIowa, the online state job posting system. Additional announcements of the position will be in a manner, which the superintendent believes will inform potential applicants about the position. The application process will be via the district’s website at http://www.fairfieldsfuture.org. Whenever possible, the preliminary screening of applicants will be conducted by the administrator who will be directly supervising and overseeing the person being hired.
The board will employ licensed employees after receiving a recommendation from the superintendent.
Legal Reference: 29 U.S.C. §§ 621-634 (2010).
42 U.S.C. §§ 2000e, 12101 et seq. (2010).
Iowa Code §§ 20; 35C; 216; 294.1(2017).
281 I.A.C. 12.
282 I.A.C. 14.
1980 Op. Att'y Gen. 367.
Cross Reference: 401.1 Equal Employment Opportunity
405 Licensed Employees - General
410.1 Substitute Teachers
Approved: Feb. 11, 1985, Dec. 17, 2012, February 19, 2018
Reviewed: July 20, 2007, Oct. 11, 2010 , Nov.9, 2012, January 15, 2018
Revised: Feb. 10, 1997, Aug. 13, 2007, Nov. 8, 2010, Nov.9, 2012, January 15, 2018
405.3 - Licensed Employee Individual Contracts
405.3 - Licensed Employee Individual ContractsThe board will enter into a written contract with licensed employees, other than administrators, employed on a regular basis. Each contract will be for a period of one year.
It is the responsibility of the superintendent to complete the contracts for licensed employees and present them to the board for approval. The contracts, after being signed by the board president, are returned to the superintendent. The superintendent will obtain the employee's signature. After being signed, the contract is filed with the board secretary.
Legal Reference: Harris v. Manning Independent School District of Manning, 245 Iowa 1295, 66 N.W.2d 438 (1954).
Shackelford v. District Township of Beaver, Polk County, 203 Iowa 243, 212 N.W. 467 (1927).
Burkhead v. Independent School District of Independence, 107 Iowa 29, 77 N.W. 491 (1898).
Iowa Code chs. 20; 279 (2017).
Cross Reference: 405.2 Licensed Employee Qualifications, Recruitment, and Selection
405.4 Licensed Employee Continuing Contracts
407 Licensed Employee Termination of Employment
Approved: Feb. 11, 1985, Dec. 17, 2012, February 19, 2018
Reviewed: Aug. 24, 2005, Nov.9, 2012, January 15, 2018
Revised: Feb. 10, 1997, Nov.9, 2012, January 15, 2018
405.4 - Licensed Employee Continuing Contracts
405.4 - Licensed Employee Continuing ContractsContracts entered into with licensed employees, other than an administrator, will continue from year to year unless the contract states otherwise, is modified by mutual agreement between the board and the employee, or the contract is terminated by the board.
The first three years of a new licensed employee's contract is a probationary period unless the employee has already successfully completed the probationary period in an Iowa school district. New employees who have successfully completed a probationary period in a previous Iowa school district will serve a one-year probationary period. In the event of termination of the employee’s contract during this period, the board will afford the licensed employee appropriate due process. The action of the board will be final.
Licensed employees whose contracts will be recommended for termination by the board will receive notice prior to April 30. The superintendent shall make a recommendation to the board for the termination of the licensed employee's contract.
Licensed employees who wish to resign, to be released from a contract, or to retire must comply with board policies in those areas.
Legal Reference: Ar-We-Va Community School District v. Long and Henkenius, 292 N.W.2d 402 (Iowa 1980).
Bruton v. Ames Community School District, 291 N.W.2d 351 (Iowa 1980).
Hartman v. Merged Area VI Community College, 270 N.W.2d 822 (Iowa 1978).
Keith v. Community School District of Wilton in the Counties of Cedar and Muscatine, 262 N.W.2d 249 (Iowa 1978).
Iowa Code §§ 20; 272; 279.12-.19B, .27; 294.1 (2013).
Cross Reference: 405.3 Licensed Employee Individual Contracts
405.9 Licensed Employee Probationary Status
407 Licensed Employee Termination of Employment
Approved: Feb. 11, 1985, Dec. 17, 2012, February 19, 2018
Reviewed: Aug. 24, 2005, Nov.9, 2012, January 15, 2018
Revised: Oct. 9, 2000, Nov.9, 2012, January 15, 2018
405.5 - Licensed Employee Work Day
405.5 - Licensed Employee Work DayThe workday for licensed employees shall be eight hours as determined by Master Contract and building schedule. "Day" is defined as one workday regardless of full-time or part-time status of an employee.
Licensed employees are to be in their assigned school building during the workday. Advance approval to be absent from the school building must be obtained from the principal whenever the licensed employees must be absent from the school building during the workday.
The building principal is authorized to make changes within the work day in order to facilitate the education program. These changes are reported to the superintendent.
The workday outlined in this policy is a minimum workday. Nothing in this policy prohibits licensed employees from working additional hours outside the workday.
The requirements stated in the Employee Handbook regarding workday of such employees will be followed.
Legal Reference: Iowa Code §§ 20; 279.8 (2011).
Cross Reference: 200.2 Powers of the Board of Directors
Approved: Feb. 11, 1985, Dec. 17, 2012, February 19, 2018
Reviewed: Aug. 24, 2005, Nov.9, 2012, January 15, 2018
Revised: Feb. 10, 1997, Nov.9, 2012, January 15, 2018
405.6 - Licensed Employee Assignment
405.6 - Licensed Employee AssignmentDetermining the assignment of each licensed employee is the responsibility of and within the sole discretion of the board. In making such assignments the board will consider the qualifications of each licensed employee and the needs of the school district.
It is the responsibility of the superintendent to make recommendations to the board regarding the assignment of licensed employees.
Legal Reference: Iowa Code §§ 20.9; 279.8 (2013).
Cross Reference: 200.2 Powers of the Board of Directors
Approved: Feb. 11, 1985, Dec. 17, 2012, February 19, 2018
Reviewed: Aug. 24, 2005, Nov.9, 2012, January 15, 2018
Revised: Feb. 10, 1997, Nov.9, 2012, January 15, 2018
405.7 - Licensed Employee Transfers
405.7 - Licensed Employee TransfersDetermining the location where an employee's assignment will be carried out is the responsibility and within the sole discretion of the board. In making such assignments the board will consider the qualifications of each licensed employee and the needs of the school district.
A transfer may be initiated by the employee or the superintendent.
It is the responsibility of the superintendent to make recommendations to the board regarding the voluntary or involuntary transfer of licensed employees.
Legal Reference: Iowa Code §§ 20.9; 216.14; 279.8 (2011).
Cross Reference: 405.2 Licensed Employee Qualifications, Recruitment, Selection
405.6 Licensed Employee Assignment
Approved: Feb. 11, 1985, Dec. 17, 2012, February 19, 2018
Reviewed: Aug. 24, 2005, Nov. 9, 2012, January 15, 2018
Revised: Feb. 10, 1997, Nov. 9, 2012, January 15, 2018
405.8 - Licensed Employee Evaluation
405.8 - Licensed Employee EvaluationEvaluation of licensed employees on their skills, abilities, and competence will be an ongoing process supervised by the building principals and conducted by approved evaluators. The goal of the formal evaluation of licensed employees, other than administrators, but including extracurricular employees, is to improve the education program, to maintain licensed employees who meet or exceed the board's standards of performance, to clarify the licensed employee's role, to ascertain the areas in need of improvement, to clarify the immediate priorities of the board, and to develop a working relationship between the administrators and other employees.
The formal evaluation criteria is in writing and approved by the board. The formal evaluation will provide an opportunity for the evaluator and the licensed employee to discuss the past year's performance and the future areas of growth. The formal evaluation is completed by the evaluator, signed by the licensed employee and filed in the licensed employee's personnel file. This policy supports, and does not preclude, the ongoing informal evaluation of the licensed employee's skills, abilities and competence.
Licensed employees will be required to:
- Demonstrate the ability to enhance academic performance and support for and implementation of the school district’s student achievement goals.
- Demonstrate competency in content knowledge appropriate to the teaching position.
- Demonstrate competency in planning and preparation for instruction.
- Use strategies to deliver instruction that meets the multiple learning needs of students.
- Use a variety of methods to monitor student learning.
- Demonstrate competence in classroom management.
- Engage in professional growth.
- Fulfill professional responsibilities established by the school district.
- Behave in a professional manner.
It is the responsibility of the superintendent to ensure licensed employees are evaluated. New and probationary licensed employees are evaluated at least three times each year.
Legal Reference: Aplington Community School District v. PERB, 392 N.W.2d 495 (Iowa 1986).
Saydel Education Association v. PERB, 333 N.W.2d 486 (Iowa 1983).
Iowa Code §§ 20.9; 279.14, .19, .27 (2013).
281 I.A.C. Ch 83; 12.3(4).
Cross Reference: 405.2 Licensed Employee Qualifications, Recruitment and Selection
405.9 Licensed Employee Probationary Status
Approved: Feb. 11, 1985, Dec. 17, 2012, February 19, 2018
Reviewed: Aug. 24, 2005, Nov. 9, 2012, January 15, 2018
Revised: Feb. 10, 1997, Dec. 10, 2010, Nov. 9, 2012, January 15, 2018
405.8E1 - Tier II - Comprehensive Evaluation - Summative Evaluation Form
405.8E1 - Tier II - Comprehensive Evaluation - Summative Evaluation FormTeacher:______________________________________ Folder #:__________________________
Evaluator:_____________________________________ Folder #:__________________________
School Name:_____________________________________________________________________
Grade Level:_____________ Subjects:_____________________________________
Directions:
In the narrative under each standard, the evaluator should incorporate and address each criterion.
1. DEMONSTRATES ABILITY TO ENHANCE ACADEMIC PERFORMANCE AND SUPPORT FOR AND IMPLEMENTATION OF THE SCHOOL DISTRICT'S STUDENT ACHIEVEMENT GOALS.
The teacher:
a. Provides evidence of student learning to students, families, and staff.
b. Implements strategies supporting student, building, and district goals.
c. Uses student performance data as a guide for decision making.
d. Accepts and demonstrates responsibility for creating a classroom culture that supports the learning of every student.
e. Creates an environment of mutual respect, rapport, and fairness.
f. Participates in and contributes to a school culture that focuses on improved student learning.
g. Communicates with students, families, colleagues, and communities effectively and accurately.
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Evidence to support attainment of or failure to meet standard:
Evidence spaces are in Microsoft Word. Just insert text and box will expand to fit size of text. |
Check one: __ Meets Standard __ Does not meet Standard |
¨ Additional documentation/artifacts applicable to this standard are attached as Appendix A-1.
2. DEMONSTRATES COMPETENCE IN CONTENT KNOWLEDGE APPROPRIATE TO THE TEACHING POSITION.
The teacher:
a. Understands and uses key concepts, underlying themes, relationships, and different perspectives related to the content area.
b. Uses knowledge of student development to make learning experiences in the content area meaningful and accessible for every student.
c. Relates ideas and information within and across content areas.
d. Understands and uses instructional strategies that are appropriate to the content area.
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Evidence to support attainment of or failure to meet standard:
Evidence spaces are in Microsoft Word. Just insert text and box will expand to fit size of text. |
Check one: __ Meets Standard __ Does not meet Standard |
¨ Additional documentation/artifacts applicable to this standard are attached as Appendix A-2.
3. DEMONSTRATES COMPETENCE IN PLANNING AND PREPARING FOR INSTRUCTION.
The teacher:
a. Uses student achievement data, local standards and the district curriculum in planning for instruction.
b. Sets and communicates high expectations for social, behavioral, and academic success of all students.
c. Uses student developmental needs, background, and interests in planning for instruction.
d. Selects strategies to engage all students in learning.
e. Uses available resources, including technologies, in the development and sequencing of instruction.
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Evidence to support attainment of or failure to meet standard:
Evidence spaces are in Microsoft Word. Just insert text and box will expand to fit size of text. |
Check one: __ Meets Standard __ Does not meet Standard |
Code No. 405.8E1 continued
¨ Additional documentation/artifacts applicable to this standard are attached as Appendix A-3.
4. USES STRATEGIES TO DELIVER INSTRUCTION THAT MEETS THE MULTIPLE LEARNING NEEDS OF STUDENTS.
The teacher:
a. Aligns classroom instruction with local standards and district curriculum.
b. Uses research-based instructional strategies that address the full range of cognitive levels.
c. Demonstrates flexibility and responsiveness in adjusting instruction to meet student needs.
d. Engages students in varied experiences that meet diverse needs and promote social, emotional, and academic growth.
e. Connects students' prior knowledge, life experiences, and interests in the instructional process.
f. Uses available resources, including technologies, in the delivery of instruction.
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Evidence to support attainment of or failure to meet standard:
Evidence spaces are in Microsoft Word. Just insert text and box will expand to fit size of text. |
Check one: __ Meets Standard __ Does not meet Standard |
¨ Additional documentation/artifacts applicable to this standard are attached as Appendix A-4.
5. USES A VARIETY OF METHODS TO MONITOR STUDENT LEARNING.
The teacher:
a. Aligns classroom assessment with instruction.
b. Communicates assessment criteria and standards to all students and parents.
c. Understands and uses the results of multiple assessments to guide planning and instruction.
d. Guides students in goal setting and assessing their own learning.
e. Provides substantive, timely, and constructive feedback to students and parents.
f. Works with other staff and building and district leadership in analysis of student progress.
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Evidence to support attainment of or failure to meet standard:
Evidence spaces are in Microsoft Word. Just insert text and box will expand to fit size of text. |
Check one: __ Meets Standard __ Does not meet Standard |
¨ Additional documentation/artifacts applicable to this standard are attached as Appendix A-5.
6. DEMONSTRATES COMPETENCE IN CLASSROOM MANAGEMENT.
The teacher:
a. Creates a learning community that encourages positive social interaction, active engagement, and self-regulation for every student.
b. Establishes, communicates, models and maintains standards of responsible student behavior.
c. Develops and implements classroom procedures and routines that support high expectations for learning.
d. Uses instructional time effectively to maximize student achievement.
e. Creates a safe and purposeful learning environment.
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Evidence to support attainment of or failure to meet standard:
Evidence spaces are in Microsoft Word. Just insert text and box will expand to fit size of text. |
Check one: __ Meets Standard __ Does not meet Standard |
¨ Additional documentation/artifacts applicable to this standard are attached as Appendix A-6.
7. ENGAGES IN PROFESSIONAL GROWTH.
The teacher:
a. Demonstrates habits and skills of continuous inquiry and learning.
b. Works collaboratively to improve professional practice and student learning.
c. Applies research, knowledge, and skills from professional development opportunities to improve practice.
d. Establishes and implements professional development plans based upon the teacher needs aligned to the Iowa Teaching Standards and district/building student achievement goals.
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Evidence to support attainment of or failure to meet standard:
Evidence spaces are in Microsoft Word. Just insert text and box will expand to fit size of text. |
Check one: __ Meets Standard __ Does not meet Standard |
¨ Additional documentation/artifacts applicable to this standard are attached as Appendix A-7.
8. FULFILLS PROFESSIONAL RESPONSIBILITIES ESTABLISHED BY THE SCHOOL DISTRICT. The teacher:
a. Adheres to board policies, district procedures, and contractual obligations.
b. Demonstrates professional and ethical conduct as defined by state law and individual district policy.
c. Contributes to efforts to achieve district and building goals.
d. Demonstrates an understanding of and respect for all learners and staff.
e. Collaborates with students, families, colleagues, and communities to enhance student learning.
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Evidence to support attainment of or failure to meet standard:
Evidence spaces are in Microsoft Word. Just insert text and box will expand to fit size of text. |
Check one: __ Meets Standard __ Does not meet Standard |
¨ Additional documentation/artifacts applicable to this standard are attached as Appendix A-8.
405.9 - Licensed Employee Probationary Status
405.9 - Licensed Employee Probationary StatusThe first three years of a new licensed employee's contract is a probationary period unless the employee has already successfully completed the probationary period in an Iowa school district. New employees who have successfully completed a probationary period in a previous Iowa school district will serve a one-year probationary period. For purposes of this policy, an employee will have met the requirements for successfully completing a probationary period in another Iowa school district if, at the teacher’s most recent performance evaluation, the teacher received at least a satisfactory or better evaluation and the individual has not engaged in conduct which would disqualify the teacher for a continuing contract.
Only the board, in its discretion, may waive the probationary period. The board may extend the probationary period with the consent of the licensed employee. The board will make the decision to extend or waive a licensed employee's probationary status based upon the superintendent's recommendation. During this probationary period the board may terminate the licensed employee's contract at year-end or discharge the employee in concert with corresponding board policies.
Licensed employees may also serve a probationary period based upon their performance. Such probationary period is determined on a case-by-case basis in light of the circumstances surrounding the employee's performance as documented in the employee's evaluations and personnel file.
Legal Reference: Iowa Code §§ 279.12-.19B (2013).
Cross Reference: 405.4 Licensed Employee Continuing Contracts
405.8 Licensed Employee Evaluation
Approved: Feb. 10, 1997, Dec. 17, 2012, February 19, 2018
Reviewed: Aug. 24, 2005, Nov. 9, 2012, January 15, 2018
Revised: Oct. 9, 2000, Nov. 9, 2012, January 15, 2018