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Summary Slide Welcome! New Classified Employee Orientation.

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Presentation on theme: "Summary Slide Welcome! New Classified Employee Orientation."— Presentation transcript:

1 Summary Slide Welcome! New Classified Employee Orientation

2 VISTA UNIFIED SCHOOL DISTRICT Welcome! New Classified Employee Orientation 2010/11 School Year

3 VISTA UNIFIED SCHOOL DISTRICT OVERVIEW 2,700 Employees ** 1,500 Certificated Staff ** 1,200 Classified Staff 33 Schools 27,000 + Students Located in Vista & Oceanside

4 VISTA UNIFIED SCHOOL DISTRICT OVERVIEW The Vista Unified School District encompasses approximately 38 square miles, Including most of the city of Vista, parts of the cities of Oceanside, San Marcos, Carlsbad, and some unincorporated areas of the county. The present district was organized in 1936 with the consolidation of the Vista, Buena and Delpy elementary districts. Prior to 1936, our high school students attended schools in the Oceanside District. The Vista Unified School District has 30 schools, serving more than 27,000 students in grades K-12 and Adult Education. The system includes seventeen elementary schools, five middle schools, two large comprehensive high schools, two charter schools (6-12), two alternative high schools for students at risk, and two schools for the physically challenged (elementary and secondary). Three of the schools are magnet schools: Casita Center for science, math and technology (K-5); Vista Academy for the visual and performing arts (K-8); and Vista Magnet Middle School for math and technology (6-8). Mission Vista Dual Magnet High School opens in 2009, offering curriculum for technology and the arts. Vista also has an Adult Education/ROP school. The District employs more than 3000 teachers, administrators and support staff. Support staff include a variety of professions from counselors, nurses and paraprofessionals to clerical, transportation, food services and maintenance specialists. The schools offer a varied and challenging spectrum of learning experiences in all curricular areas. Both high schools offer the International Baccalaureate Programme, Advanced Placement and Honors Programs. Both high schools have also received national recognition as Blue Ribbon Schools.

5 VISTA UNIFIED SCHOOL DISTRICT BOARD OF TRUSTEES Jim Gibson, Angela Chunka, Carol Weise Hererra, Elizabeth Jaka and Steven Lilly SUPERINTENDENT Dr. Joyce Bales GENERAL INFORMATION 2,700 Regular Permanent Employees (not including substitutes) 33 Schools 15 K - 5 Elementary Schools 1 K - 5 Math/Science Magnet School 1 K - 8 Performing Arts Magnet School 2 Special Education Sites (elementary & secondary) Middle Schools 1 Math/Technology Magnet Middle School Comprehensive High Schools 1 Dual Magnet High School 2 Alternative High Schools 3 Charter Schools 1 Home School Program Adult Education/ROP Over 27,000 Students K-12 and Adult Education/ROP

6 VISTA UNIFIED SCHOOL DISTRICT DEPARTMENTS – ASC & NORTH AVENUE DEPARTMENTS – ADMINISTRATIVE SERVICES CENTER (ASC) ASST. SUPERINTENDENT, HUMAN RESOURCESMYRNA VALLELY ASST. SUPERINTENDENT, CURRICULUM & INSTRUCTIONJEANIE LUCKEY ASST. SUPERINTENDENT, BUSINESS SERVICESDONNA CAPERTON EXE. DIRECTOR, CURRICULUM & INSTRUCTION (K-12)MATT DOYLE DIRECTOR, FISCAL SERVICESCASI WELLS DIRECTOR, CLASSIFIED HUMAN RESOURCESCLAIRE JONAITIS DIRECTOR, SPECIAL EDUCATION (I)DONNA LUCANSKY DIRECTOR, FACILITIES PLANNINGSTEVE PRESLEY DIRECTOR, TRANSPORTATIONMAX WHEATON MANAGER, MAINTENANCE OPERATIONSJEFF GEYER SUPERVISOR, PAYROLLJODY MAY SUPERVISOR, GROUNDS OPERATIONSROB CHRIST SUPERVISOR, VEHICLE MAINTENANCEREYES VALADEZ SUPERVISOR, TRANSPORTATION OPERATIONSTINA CLINE DEPARTMENTS – NORTH AVENUE DIRECTOR, CHILD NUTRITION SERVICESJEFF LANDERS DIRECTOR, INFORMATION SYSTEMSRICHARD RODRIGUEZ SUPERVISOR, PRINT SHOPLARRY POINDEXTER SUPERVISOR, PURCHASINGDIANA JOHNSON SUPERVISOR, WAREHOUSECLARENCE REESE

7 PERSONNEL COMMISSION Congratulations – you were selected based on your qualifications - not who you know. You went through a competitive process. Vista Unified School District is one of more than 100 school districts in California utilizing the Merit System of personnel management for its classified employees. This district adopted the Merit System in 1985.

8 OVERSEEN BY THE PERSONNEL COMMISSION It is the responsibility of the Personnel Commission – an appointed three-member board - to oversee this system by setting policy, adopting a budget, and appointing a Director of Classified Human Resources and staff to administer the program. PERSONNEL COMMISSIONERS: –John Land Appointed by the employee union –Don Le May Appointed by the Board of Education –Glen Hampton Appointed by the other two Commissioners

9 CHIEF COMPONENTS OF A MERIT SYSTEM Selection/Recruitment and Certification Classification Appeals From Disciplinary Actions Rules

10 SELECTION / RECRUITMENT and CERTIFICATION The guiding principle of a Merit System is that each employee should be selected, retained, and/or promoted upon the basis of his or her relative MERIT as determined by competitive (and job-related) examination. Staff then “certifies” eligibles from the top three ranks of an established eligibility list to operating departments. “Top three ranks” means the top three individuals or individuals tied for the top three scores who are available for that particular vacancy or location.

11 CLASSIFICATION The Commission oversees the process of defining, categorizing, and allocating positions to appropriate classes, arranging classes into occupational hierarchies, determining reasonable relationships between classes within these occupational hierarchies, and preparing written class specifications. Typically, this process is the result of job audits (interviews) with, and questionnaires completed by, incumbents and supervisors, as well as surveys of classifications in other districts or agencies.

12 APPEALS FROM DISCIPLINARY ACTIONS Permanent classified employees have the right to appeal a disciplinary action (termination, suspension, involuntary demotion) taken to the Board of Education to the Personnel Commission. The Commission has the obligation, under the Education Code, to investigate the matter on appeal. It may, and upon the request of an accused employee, order a hearing. The Commission has the authority to administer oaths, require evidence, subpoena witnesses, hire a hearing officer, and take other action to properly conduct the hearing. The Commission may sustain the decision of the Board of Education, modify it, or reverse it and order back compensation and/or seniority to the employee, if appropriate.

13 RULES The Commission has the responsibility to develop, amend, interpret, and distribute rules for the Merit System, so long as such rules do not conflict with any area within the scope of representation (defined in Govt. Code Section ) that has been properly included in a negotiated agreement between the Board and the employee association. Subjects of rules are defined in the Education Code and include causes for disciplinary action.

14 PERSONNEL COMMISSION MEETINGS Meetings are held once a month, on the second Tuesday of the month, at the District Office. An agenda for the Commission meetings is posted outside the Board Room at the District Office and ed to be posted at each work location throughout the District. The Commission agenda includes the exact time, date and place of the meeting, together with all matters that the Commission plans to discuss and/or act upon at the meeting. Minutes of the Commission meetings are ed each month to Board members, school sites, and each department throughout the District. Employees and members of the public are cordially invited to attend Commission meetings.

15 PERSONNEL COMMISSION CLASSIFIED HUMAN RESOURCES STAFF CONTACTS CLAIRE JONAITIS Director, Classified Human Resources Rosanna Alvarado Martin, H.R. Specialist Ext Ellen Luckow, H.R. Technician Ext Rita Coss, H.R. Technician Ext Claudia Perez, H.R. Technician Ext. 2293

16 VUSD BOARD POLICIES COVERING ALL EMPLOYEES BOARD POLICY NO. 4007: DUTIES AND RESPONSIBILITIES A.Each employee shall be required to perform all listed duties and responsibilities contained in applicable Board Policies, the applicable job description and applicable law. B.Each employee shall follow all reasonable directives from the immediate supervisor, the Superintendent and the Board. C.The Superintendent shall exercise control and authority over the preparation, review or revision of job descriptions for all employees. Each job description shall contain, at a minimum, the following information: 1. Job title 2. List of specific duties 3. List of minimum qualifications D. The Board retains the authority to take action on all job descriptions including any revisions.

17 TYPES OF CHILD ABUSE Physical abuse Neglect Sexual abuse Emotional abuse Guidelines for Reporting Suspected Child Abuse

18 Consider The Possibility Of Physical Abuse When The Child: Has unexplained burns, bites, bruises, broken bones, or black eyes. Has fading bruises or other marks noticeable after an absence from school. Seems frightened of the parents and protests or cries when it is time to go home. Reports injury by a parent or another adult caregiver.

19 Consider The Possibility Of Neglect When The Child: Is frequently absent from school. Begs or steals food or money. Is consistently dirty and has severe body odor. Lacks sufficient clothing for the weather. States that there is no one at home to provide care. Signs Of Neglect Must Be Pervasive And On-Going

20 Consider The Possibility Of Sexual Abuse When The Child: Has difficulty walking or sitting. Experiences a sudden change in appetite. Demonstrates bizarre, sophisticated, or unusual sexual knowledge or behavior. Runs away. Reports sexual abuse by a parent or another adult caregiver.

21 Consider The Possibility of Emotional Maltreatment When The Child: Shows extremes in behavior, such as overly compliant or demanding behavior Extreme passivity, or aggression Inappropriately infantile (frequently rocking or head-banging, for example) Is delayed in physical or emotional development Has attempted suicide

22 Homelessness Is Not Necessarily Abuse WHEN IS REPORTING REQUIRED? When you learn of a child or observe a child whom you reasonably suspect to be a victim of child abuse. You are not expected or encouraged to be an investigator. When in doubt, discuss this with your supervisor. Your report could be one piece of the puzzle.

23 What Is Reasonable Suspicion? Reasonable suspicion means that an objective person with similar training in a like position to your own would reasonably believe this to be child abuse. How Soon Must Abuse Be Reported? The law requires professionals toeport by telephone or fax immediately and to submit a written report on the appropriate form The law requires professionals to report by telephone or fax immediately and to submit a written report on the appropriate form (#SS 8572) within 36 hours of acquiring information about the suspected abuse. (#SS 8572) within 36 hours of acquiring information about the suspected abuse.

24 Where Is Abuse Reported? Reports are made to the Child Abuse Hotline (see above), or faxed on the proper form to (858) Reporting and Immunity Mandated reporters are immune from civil and criminal liability when they make a report.

25 What Should Be In Reports? The name of the person making the report, the name of the child, the present location of the child, the nature and extent of the abuse or injury, and any other data requested by the report-receiving agency. Confidentiality Although the identity of persons who report child abuse under the reporting requirement is confidential, and the reports are confidential, your identity will be disclosed if the case goes to a criminal court.

26 Failure To Report: Failure to report as required by law is a misdemeanor and is punishable by a jail term of up to six months or a fine of up to $1,000 or both (Penal Code Section 11172(d)].

27 Harassment and Discrimination Prevention VUSD Board Policy 4003: Non-Discrimination/Harassment of Employees VUSD Board Policy 5000: Non-Discrimination/Harassment of Students

28 Sexual Harassment of Employees / Adults Gender Ethnicity Religion Sexual Preference Age Basis of Harassment and /or Discrimination

29 80% Don’t Know TELL HIM OR HER Types of Harassment and/or Discrimination * Unwelcome sexual advances * Request(s) for sexual favors – Quid Pro Quo * Verbal, physical, or visual conduct pervasive enough to create a hostile working environment enough to create a hostile working environment

30 Suggestions To Deal With Harassment /Discrimination Before A Complaint Is Filed Tell person to stop Demonstrate conduct is unwelcome –Walk away –Express disapproval – body language, facial expression

31 # 1 Suggestion Do not participate or initiate

32 If You Have To Ask, “Is This Appropriate?”… It’s probably not Don’t say it or send it

33 WHEN IN DOUBT, DON’T DO IT. Sexual harassment is illegal. You and/or the District may be held responsible if charges against you are substantiated. The emotional, professional and financial costs are tremendous. If you have to ask yourself, “Is this sexual harassment?” then avoid the conduct. Do not count on “good intentions” as an excuse. Intention is of no consequence in determining if sexual harassment exists.

34 Do not enter into romantic and/or sexual relationships with students or those whom you supervise. Be aware that changing societal norms have encouraged the disclosure of sexual harassment. More people are willing to speak up and litigate. SEXUAL HARASSMENT OF PUPILS

35 VISTA UNIFIED SCHOOL DISTRICT I. Board Policies Covering All Employees BOARD POLICY NO. 4003: NONDISCRIMINATION/HARASSMENT OF EMPLOYEES A. Unlawful Harassment The Governing Board (“Board”) of the District is committed to providing equal opportunity for all individuals in employment. The Board prohibits unlawful discrimination, including unlawful harassment, with respect to the actual or perceived age, gender, sex, race, color, religion, ancestry, national origin, ethnic group identification, physical or mental disability or sexual orientation. Employees are prohibited from engaging in unlawful discrimination or harassment of another employee or student of the District. Employees who engage in unlawful discrimination or harassment of other District employees or students, or who aid, abet, incite, compel or coerce another to discriminate or harass are in violation of this policy and are subject to disciplinary action, up to and including dismissal. Pursuant to state and federal law, the Board prohibits harassing conduct based on the above categories which has the purpose or effect of creating an intimidating, hostile, or offensive workplace. Harassment is unwanted or unwelcome conduct motivated because of the individual’s actual or perceived age, gender, sex, race, color, religion, ancestry, national origin, ethnic group identification, physical or mental disability or sexual orientation, that is so severe, pervasive, and objectively offensive that it has the purpose or effect of unreasonably interfering with an individual’s work performance or creating a hostile work environment. (continued)

36 B. Sexual Harassment The Board strictly prohibits unlawful harassment based upon gender or sex, in the workplace environment. Prohibited sexual harassment includes unwelcome conduct based upon sex or gender by someone who is of the opposite or same gender, a coworker, a supervisor or manager, an employee or agent of the District, a District official, a non- employee such as a sales representative or service vendor or any such individual who aids, abets, incites, compels, coerces, or encourages the prohibited conduct or attempts to do so. It is not necessary that discipline, loss of tangible job benefits, or economic damage occurred to constitute sexual harassment. Sexual harassment consists of unwelcome sexual advances, requests for sexual favors and other verbal, visual, or physical conduct of a sexual nature made by someone in the work setting. It includes, but is not limited to, the following circumstances. 1. Submission to the conduct is explicitly or implicitly made a term or condition of an individual’s employment, progress, or participation in a District employment activity; or 2. Submission to, or rejection of, the conduct by the individual is used as the basis of employment decisions affecting the individual; or 3. The conduct has the purpose or effect of having a negative impact upon the individual’s work performance, or of creating an intimidating, hostile, or offensive work environment; or 4. Submission to, or rejection of, the conduct by the individual is used as, or threatened to be used as the basis for any decision affecting the individual regarding benefits and services, honors, programs or activities available at or through the District. (continued)

37 Examples of unwelcome conduct which may be sexual harassment include, but are not limited to, the following: 1. Deliberate written or oral comments, gestures, or physical contacts of a sexual nature or demeaning to one’s gender which are unwelcome and/or interfere with work productivity. 2. Implicit or explicit sexual behavior by an employee, supervisor, or co-worker which has the effect of controlling, influencing, or otherwise affecting the job, salary, project, performance evaluation, opportunity for employment, or career of an employee or an applicant for employment. 3. Unwelcome suggestive, vulgar, or obscene letters, notes, s, posters, calendars, or other visual products or derogatory comments, slurs, and/or jokes of a sexual nature. C. Retaliation The Board strictly prohibits any retaliation and attempts or threats to retaliate against any District employee or official for filing, reporting, pursuing, or participating in a complaint of harassment, or for being a witness or helping in any other way relating to a complaint, potential complaint, or investigation of alleged harassment. Any person who retaliates or attempts to retaliate in violation of this prohibition may be subject to discipline. Anyone with a concern that retaliation is or may be occurring is encouraged to contact the person investigating the charge of harassment or the principal or designee. D. False Claims No one shall file a claim of harassment knowing it to be false and no one shall provide any knowingly false information in a harassment complaint or investigation. Anyone violating this prohibition may be subject to disciplinary action.

38 VISTA UNIFIED SCHOOL DISTRICT BOARD POLICY NO. 5000: NONDISCRIMINATION/HARASSMENT OF STUDENTS A. Unlawful Harassment The Governing Board (“Board”) of the District shall have the primary responsibility for ensuring that District programs and activities are free from unlawful discrimination, including unlawful harassment, with respect to the actual or perceived age, gender, sex, race, color, religion, ancestry, national origin, ethnic group identification, physical or mental disability or sexual orientation. The Board is committed to providing all students with an environment free from discrimination and harassment and will not tolerate discrimination or harassment against any of its students. The Board prohibits intimidation or harassment of any student by any employee, student or other person in the district. Staff shall be alert and immediately responsive to student conduct which may interfere with another student’s ability to participate in or benefit from school services, activities or privileges. Students who harass other students shall be subject to appropriate discipline, up to and including counseling, suspension and/or expulsion. An employee who permits or engages in harassment may be subject to disciplinary action, up to and including dismissal. The Board hereby designates the following position as Coordinator to prevent and remedy discrimination and harassment: Assistant Superintendent for Human Resources 1234 Arcadia Avenue Vista, CA (CONTINUED)

39 B. Sexual Harassment The Board strictly prohibits unlawful harassment based upon gender or sex, against any student in the educational environment. Prohibited sexual harassment includes unwelcome conduct based upon sex or gender by someone who is of the opposite or same gender, a fellow student, a teacher or other employee of the District, a District Administrator, or any other person within the school, school environment, or school- sponsored activity. Sexual harassment consists of unwelcome sexual advances, requests for sexual favors and other verbal, visual, or physical conduct of a sexual nature made by someone from or in the school setting. It includes, but is not limited to, the following circumstances: 1. Submission to the conduct is explicitly or implicitly made a term or condition of an individual’s academic status or school progress; or 2. Submission to, or rejection of, the conduct by the individual is used as the basis of school decisions affecting the individual; or 3. The conduct has the purpose or effect of having a negative impact upon the individual’s school performance, or of creating an intimidating, hostile, or offensive school environment; or 4. Submission to, or rejection of, the conduct by the individual is used as the basis for any decision affecting the individual regarding benefits and services, honors, programs or activities available at or through the educational institution. (continued)

40 Examples of unwelcome conduct which may be sexual harassment include, but are not limited to, the following: 1. Deliberate written or oral comments, gestures, or physical contacts of a sexual nature or demeaning to one’s gender which are unwelcome and/or interfere with school productivity. 2. Implicit or explicit sexual behavior by a fellow student or District employee which has the effect of controlling, influencing, or otherwise affecting the school environment. 3. Unwelcome suggestive, vulgar, or obscene letters, notes, s, posters, calendars, or other visual products or derogatory comments, slurs, and/or jokes of a sexual nature. C. Nondiscrimination in District Programs and Activities The Board shall promote programs which ensure that discriminatory practices are eliminated in all District activities. The District shall strive to ensure equal opportunities for all students in admission and access to the educational programs, guidance and counseling programs, athletic programs, testing procedures, and other activities. Eligibility for extracurricular groups shall be determined solely on the basis of objective competencies. School staff and volunteers shall carefully guard against segregation, bias and stereotyping in instruction, guidance and supervision. The Superintendent or designee shall ensure that the District provides auxiliary aids and services when necessary to afford individuals with disabilities equal opportunity to participate in or enjoy the benefits of a service, program or activity, as required by law. These aids and services may include, but are not limited to, qualified interpreters or readers, assistive listening devices, note-takers, written materials, taped text, and Braille or large print materials. Individuals with disabilities shall notify the Superintendent or principal if they have a disability that requires special assistance or services. Reasonable notification should be given prior to the school-sponsored function, program or meeting. (continued)

41 The Superintendent or designee shall notify students, parents/guardians, employees, employee organizations and applicants for admission and employment, and sources of referral for applicants about the District’s policy on nondiscrimination. The Superintendent or designee shall also provide information about related complaint procedures. D. Retaliation The District strictly prohibits any retaliation and attempts or threats to retaliate against anyone for filing, reporting, pursuing, or participating in a complaint of harassment, or for being a witness or helping in any other way relating to a complaint, potential complaint, or investigation of alleged harassment. Any person who retaliates or attempts to retaliate in violation of this prohibition may be subject to discipline. Anyone with a concern that retaliation is or may be occurring is encouraged to contact the person investigating the charge of harassment or the principal or designee. E. False Claims No one shall file a claim of harassment knowing it to be false and no one shall provide any knowingly false information in a harassment complaint or investigation. Anyone violating this prohibition may be subject to disciplinary action.

42 BLOODBORNE PATHOGENS ON-LINE TRAINING Please access the District Web vusd.k12.ca.us and click on (in the following order) * Departments * Human Resources and Benefits; UNDER Certificated Human Resources, Employee Information, click on * “Bloodborne Pathogens” You will view the presentation and take a short quiz on-line which will be automatically sent to Human Resources to record the date you did the on-line training

43 CALIFORNIA SCHOOL EMPLOYEES ASSOCIATION VISTA CHAPTER #389 CHAPTER OFFICERS: Teri Minoux, PresidentVHS Ext Ron Kritzeck, 1 st VPVHS Pam Neal-Kritzeck, 2 nd VPVHS Marie Hoveln, SecretaryEmpresa Ext Bill Faust, Treasurer ASC/Finance Ext Juanita Millett, CPROVHS Ext Debbie Gieseman, Public Relations RMS

44 Medical Benefits Employees are benefit-eligible upon completion of a 60-day waiting period from the date of hire. (Benefit Eligible Employee = An employee who works a minimum of 20 hours/week) If you are benefit eligible, you will be contacted by the Employee Benefits Technicians who will meet with you to enroll you and answer your questions. If you wish speak to a Technician at any time, please contact: –Jarrod Ext. 2380, or –Claudia Ext. 2370

45 TUBERCULOSIS TESTING ALL DISTRICT EMPLOYEES ARE REQUIRED TO HAVE UPDATED TB TESTING THE TEST IS FREE TO ALL VUSD EMPLOYEES VUSD NURSES WILL BE HOLDING TB TEST CLINICS FOR EMPLOYEES IN THE BOARD ROOM AT THE ASC ON THE FOLLOWING DATES: Tuesday, 9/14/2010 2:15 – 4:00 p.m. (Test Given) Thursday, 9/16/2010 2:30 - 3:30 p.m. (Results Read)** Tuesday, 11/2/ :15 – 3:45 p.m. (Test Given) Thursday, 11/4/2010 2:30 – 3:30 p.m. (Results Read)** Tuesday, 2/8/ :15 – 3:45 p.m. (Test Given) Thursday, 2/10/2011 2:30 – 3:30 p.m. (Results Read)** Tuesday, 5/3/2011 2:15 – 3:45 p.m. (Test Given) Thursday, 5/5/2011 2:30 – 3:30 p.m. (Results Read)** ** You must return for reading, or the test will not be valid. PAYCHECK STUBS NOW REFLECT THE EXPIRATION DATE OF YOUR TB TEST (beginning 3 months prior to the expiration date) PLEASE PLAN TO ATTEND A CLINIC BEFORE THE EXPIRATION DATE TB SKIN TESTS ARE VALID FOR FOUR (4) YEARS. REMEMBER TO GIVE A COPY OF THE TEST RESULTS TO HUMAN RESOURCES AND KEEP A COPY FOR YOUR RECORDS IF YOU HAVE A QUESTION ABOUT YOUR TB TEST, CONTACT Ext or 2293 YOU ARE ALWAYS FREE TO HAVE THE TB TEST DONE BY YOUR PERSONAL PHYSICIAN, IF YOU CHOOSE.

46 HEPATITIS VACCINATION


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