New Employee Material

Welcome, New Employees to SDPC!

Building Success Beyond the Classroom

Our District

Our VisionAs a premier school district in the state and nation, the School District of Pickens County, in partnership with families and communities, will provide quality educational experiences that prepare all students to be successful beyond the classroom.

Our MissionThe School District of Pickens County, a recognized leader in excellence, emphasizes high academic achievement and career preparation for all students through quality, technology-rich educational opportunities in safe environments that encourage success.

Students are our first priority. A safe, caring learning environment must be provided for all students and staff. All students must have equitable educational opportunities. The pursuit of excellence is essential. Every person is unique and valuable. Cultural diversity promotes full development of the individual and society. All people can learn and contribute to society. The parent is a child’s first teacher. Education is a shared responsibility. Education is the key to success. Learning and education are life-long processes. Today’s schools shape tomorrow’s workforce.

Our Beliefs

Our GoalsStudent Achievement – Each student will be academically

challenged to reach his or her individual potential growth. Learning Environment – Students will be provided safe,

supportive environments for learning. Quality Personnel – Quality personnel will be recruited,

developed and retained in all positions. Communications – Clear, frequent communications will

increase stakeholders’ knowledge and support. Resource Management – All resources will be managed

effectively to provide a quality learning environment.

Senior Leadership Team

SuperintendentDr. Kelly Pew

Executive Director of Human Resource Services

Dr. Stephanie Lackey

Assistant Superintendent of Instructional Services

Sharon Huff

Executive Director of FinanceClark Webb

Director of Accountability, Informationand Technology Services

Andy Coleman

Human Resource Services

Executive Director of Human Resource Services

Dr. Stephanie Lackey

Coordinator of Personnel Services

Danny Rogers

Sr. Benefits Specialist Missy Ducker

Benefits Specialist Kate Wilson

Human Resource Specialist

Amanda McCauley

Payroll/Personnel SpecialistLinda Cason

ReceptionistDebbie Albertson

HR SecretaryLori Willoughby

Sexual Harassment

Student Harassment, Intimidation & Bullying

(Policy JCDAB)

“Bullying Policy” School Contact Persons:

(Find out who your contact person is at your school)

Documentation is CRITICAL: Investigation Report & Complaint Form

Sexual Harassment: Behavioral Definition

Unwanted sexual or gender-based behavior that occurs when one person has formal or informal power over the other.

Behavior may be verbal, non-verbal, or physical.

Sexual Harassment:Legal Definition

Quid Pro Quo ~ Implicit or explicit request for sexual favors that may be used as a condition or basis for educational decisions or advancement.

Hostile Environment ~ Behavior that has the purpose or effect of unreasonably interfering with a student’s school performance, or that creates intimidating, hostile, or abusive school environment.

Examples of Sexual Harassment

Direct or indirect threats or bribes for sexual activity/favors

Sexual innuendos, comments Commenting or asking about sexual activities Humor or jokes about sex or females/males in

general Sexually suggestive sounds, gestures, or

inappropriate touching Displays of pictures, calendars, cartoons with

explicit content

What You Always Need To Know About Handling Harassment

Take reports seriously and respond appropriately without using dangerous words ((i.e. “It’s just teasing—no big deal!”)

Listen, sympathize, do not judge Do not delay in reporting or documenting Follow up on complaint

Five Steps To Follow When You Encounter Harassment

1. Remedy immediate situation2. Speak to offending student after class3. Speak to offended student4. Report to school’s Title IX coordinator

(District Contacts: Bobby Skelton & Stephanie Lackey)

5. Separate students(if necessary or if student requests)

Contact your immediate supervisor. Give a detailed report of what happened. In order for an investigation to take place, you must

report it.

What If It Happens to Me?

Employee Conduct & Welfare

Employee Handbooks

Teacher/Employee manual for 2011-2012 is available on SDPC Web site

Employees may print a copy from the Web site All employees will sign Disclaimer & Signature

page from manual

Professional standards for dress related to position and duty

Our dress communicates our professionalism to students, parents, and the public

In keeping with this professional standard ~ ALL employees wear ID badges at all times

Please see examples in the employee handbook

Employee Conduct/Dress Code (Policy GAMB-R)

“Professionally-casual” blue jeans may be worn ONLY if School/Program/District shirt is worn

OR A shirt with a collar is worn

Spirit Day Fridays

Employees Must Avoid

Social relations with students outside of school In keeping with this, have students use “Mr.,” “Ms.,” or

“Dr.” as appropriate Public displays of affection Inappropriate text messages or e-mails to students Having information accessible to students on social-

networking sites such as MySpace, FaceBook, YouTube

Religion in Public Schools

Purpose is to balance right of religious freedom with prohibition on promoting or endorsing religion

Providing a balance of rights to responsibilities

Acceptable Student-Initiated Activities

Talking to fellow students about religion Reading Bible or religious content books Referencing beliefs in speech or class assignment Praying (silently/aloud), alone or with other students Distributing leaflets or other religious material

Unacceptable Employee Conduct During Work Hours

Promoting or endorsing a particular religion in the presence of students

Encouraging students to pray Attending student religious club meeting unless serving

as designated supervisor

Technology

Technology Use

Access to information and technology is a privilege. Violations of policy can be a matter of legal action or

disciplinary procedures, with sanctions ranging from reprimand, loss of access, discharge, and/or referral to authorities.

Internet Unacceptable Use

Never access inappropriate or restricted information. Do not vandalize. This includes harming or destroying

data of other users or uploading/creating viruses. Limit your time on network to provide access for others Non-academic use of Internet is prohibited.

E-mail Use [IFBGA-R (2)]

Users are advised that the e-mail system should in no way be regarded as a secure medium for communication of sensitive or confidential information.

Accounts must be properly managed. Communication should be handled same as letter, fax, memo, etc.

E-Mail Unacceptable Use

Do not disguise identity or forge messages. Do not send e-mail using another’s account. E-mail may not contain offensive or disruptive

content (racial, ethnic, sexual or gender-specific comments or images) or content that would offend someone on basis of religion, political beliefs, sexual orientation, national origin or age.

E-Mail Unacceptable Use

Do not attempt to retrieve or read another employee’s e-mail.

Chain letters and solicitations are strictly forbidden. Do not send commercial messages, employee

solicitations, or personal business. School mail lists are to be used for school purposes only.

Do not distribute this list. Forwarding of virus warning is prohibited. Direct

warnings to attention of AITS).

Use of Cell Phones by Employees An employee should have her/his cell phone turned off (not

on vibrate) during the school day (7:30 a.m.-3:15 p.m.) at all times when students are present.

The purpose of this rule is to protect instructional time and to model appropriate behavior for students.

It is permissible for an employee to make or receive calls at times when students are not present (e.g. planning period).

Provided through distance learning sessions in PowerSource

Available 24 hours/day, 7 days a week You will receive an email with information about

setting up a PowerSource account Access PowerSource from the Our Staff link on the

SDPC website Access the distance learning sessions by

clicking the “Training” icon and then the “Distance Learning” icon

PowerTeacher Training

PowerTeacher Training Required Sessions (transcript needed to exempt

training)• PowerTeacher• PowerTeacher Gradebook: Getting Started• PowerTeacher Gradebook: Analysis and Reporting• PowerTeacher Gradebook: Working with Grades

You will receive 6 hours of technology credit You have 6 weeks to complete these sessions

Absences

Days are accrued at a rate of 1.25 per month. 240 day employees 15 days per year 220-230 day employees 14 days per year 200-215 day employees 13 days per year 180-195 day employees 12 days per year

If you exhaust all leave days available to you, your checks will be docked at your daily rate for each day used beyond your leave balance.

Leave Days

Please be aware that we advance leave days.

If you terminate employment with us prior to year end and

have used all advanced leave days, your final check will be reflective

of those leave days.

AESOP is an automated educational substitute placement system.

This system can be accessed through the Internet or by phone.

You will receive a “Welcome Letter” by email at the conclusion of this meeting.

The letter will give your login (your home phone number including area code) and pin (your last four digits of your Social Security number).

AESOP

Enter all absences regardless of the reason. This excludes Transportation Services, after-school

workers, and most ESOL teachers. Use “Notes” field for explanation of absence. Communicate to supervisor if you need additional AESOP

training. Find instructions for AESOP in the Publications &

Resources library on the Web site. Review the AESOP video.

Absences in AESOP

Leave of Absence Forms

Located on the “Forms” page of the district Web site Used to notify HR Services of absences of more than

three (3) consecutive days HR Services must review any cumulative annual leave

in excess of three consecutive days for reasons other than bona fide personal illness to see if you qualify for FMLA.

Leave that is more than three consecutive days for trips or personal reasons will be granted ONLY once in a three-year period.

Payroll

Each employee receives two checks per month. Employees are paid on the 15th and on the last day of

each month unless the date falls on a weekend or holiday.

First paycheck will be September 15th All employees are required to sign up for direct deposit. Employees receive pay stubs at their school locations.

All other stubs are mailed.

Pay Schedule

As a service to our employees, we offer the opportunity for pre-tax payroll deductions through a limited number of approved vendors.

A list of vendors is included in your packet. Interested employees must contact the vendors directly.

Annuities

Recertification

Coursework earned in prior district will be recognized with the School District of Pickens County.

Staff development points must be completed before coming to Pickens County.

Be sure to meet with the certification specialist before leaving prior district.

Teachers Who Are New to SDPC

Guidelines are found on the district Web site Log in to “Resources for Employees” Click on “SDPC Renewal Guidelines” for information

Certificate Guidelines

Educators are required to accrue 120 points from the ten certificate renewal options within the 5-year validity period.

Requirements

Official Transcripts Send to Human Resource Specialist Amanda McCauley for

certificate renewal Send to South Carolina Department of Education for

certificate advancement Employees must submit their advanced certificate to

Amanda McCauley for salary increase.

Also….. If you have an Initial Certificate and have successfully

completed ADEPT and the PLT with passing scores, your Professional Certificate will be automatically issued by July 17th.

It is not necessary for you to contact the State Department of Education as long as you have met these requirements.

Sick Leave Bank

The purpose of the sick leave bank is to provide additional sick leave for eligible employees who experience catastrophic illness or accident that results in absence from work that extends beyond the employee’s accumulated leave.

The Sick Leave Bank is governed by a Sick Leave Bank Committee made up of participants.

How It Works

To become a member, an employee must complete a membership form. contribute one day of earned or advanced leave.

At the beginning of the subsequent school year, members may be required to contribute an additional day if the committee determines that is necessary.

Open enrollment is during the first full month of school. New SDPC employees may enroll during their

first month of employment. Copies of the board policy and administrative rule

governing the sick leave bank can be accessed through our Web site.

Membership

Benefits Overview

Employees Classified as permanent/full-time Works at least 30 hours per week Part-time Teachers (Rates are different) .5 (15-19 hours per week) .6 & .7 (20-24 hours per week) .8 (25-29 hours per week)

Rehired Retirees.

Who Is Eligible?

Spouse Wedded spouse or common-law spouse

(spouse cannot be an eligible state employee) Ex-Spouse by court order Children

Married or Unmarried and Not eligible for group coverage and Until age 26 (PPACA) Incapacitated child

Who Is Eligible?

Within 31 days of hire date Within 31 days of a special eligibility situation:

Marriage, birth, adoption or placement of child Involuntary loss of coverage Documentation Required (long form birth certificate for

dependents and marriage license for spouse) During enrollment period

Annual Enrollment (every October) Open Enrollment (October of odd years)

When to Enroll?

If your hire date is

• After 1st working day of month

• 1st day of the month

• 1st working day of the month that did not fall on the 1st day of the month

• 1st of following month

• 1st day of current month

• 1st day of current month or following month

Effective Dates

The effective date is

12 month waiting period Certificate of Credible Coverage Please bring the Certificate of Credible Coverage to your

benefits meeting. Pre-existing conditions can be reduced by number of

months employee was insured as long as: Prior coverage was continuous and any breaks in coverage did

NOT exceed 62 days

Pre-Existing Condition Period

State Health Plan Standard State Health Plan Savings State Health Plan (high deductible)

HMOs BlueChoice Cigna

Health Insurance Options

A comparison of the four health care plans listed above is provided in the your packet.

Basic Dental Dental Plus

Must be enrolled in Basic Dental plan to enroll in Dental Plus

Dental Insurance

Administered through EYEMED$10 Co-pay for eye examFrames are covered every two years

Vision Insurance

$3,000 Term Life Insurance For employees enrolled in a employer provided health

plan Premium paid by employer Issued by “Met Life”Corporation

Basic Life Insurance

90-day waiting period Exclusion and limitations

Pre-existing conditions Own occupation/ any occupation disability 24-month maximum mental health disability

Administered by Standard Life Insurance Company

Basic Long Term Disability Insurance

Spousal Coverage Can cover spouse up to 50% of employee’s optional life

insurance coverage to $100K maximum Medical evidence required for amount above $20K Premiums based on employee’s age

Child Coverage ($15K for children) Premiums: $1.24/month regardless of # of children

covered Can enroll eligible dependents throughout year

without medical evidence of insurability Must be fulltime student after age 19

Dependent Life Insurance

Maximum coverage level of $500,000 Premium based on:

Salary Age as of each January 1st

First $50K of coverage is pre-tax No medical evidence if enrolled within 31days of

employment (3 times salary or $500K whichever is less) Issued by MetLife

Optional Life Insurance

Premium based on monthly salary, plan chosen and age Employee pays total premium SLTD income not taxable 65% of monthly salary to $8K/month maximum Minimum benefit of $100/month Choice of two plans:

90 day or 180 day waiting period before benefit begins Insured by Standard Life Insurance Company

Supplemental Long TermDisability Insurance

Three different categories of Money Plus Pre-tax payment of health, state dental and Dental Plus,

and optional life premiums Monthly administrative fee: $.28/month

Get more out of your paycheck using this option

Money Plu$

$5K maximum per year $3.50 monthly administrative fee Available for dependent care expenses for child under

age 13, or older child unable to stay alone while parent works

Money has to be in the account before reimbursements will be made

MoneyPlu$Dependent Care Account

Must be enrolled by participating employer continuously for one year to participate

$5K maximum contribution $3.50 monthly administrative fee EZ Reimbursement Visa available Limited Medical Spending Account is defined in your

Insurance Benefits Guide

MoneyPlu$Medical Spending Account

AFLAC- Cancer and Personal Accident Plan Allstate- Cancer and Critical Illness Plan Colonial- Accident, Cancer, Short-Term Disability and

Universal Life Minnesota Life- Additional Life Insurance Policies PIC/ Sunlife Financial- Short-Term Disability Policy Trustmark- Universal Life Policy United Healthcare/Spectera- Vision Plan

Supplemental Insurance

Retirement and BBP VideosEffective 7/1/2012, Retirement Eligibility Rules Have Changed.Additional Information Will Be Available Upon Request During Your New Hire Benefits Meeting.

Please enjoy the videos…

Visit the Human Resource Services section of our district Web page at www.pickens.k12.sc.us.

To view this presentation, go to Human Resource Services/Benefits/New Employee Orientation.

Please make sure you have signed up for your one-on-one benefit meeting.

For More Information

Welcome to the SDPC Team!