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301 – Admission and Transfer of Pupils

by | Nov 15, 2023

SUBJECT:                Admission and Transfer of Pupils

EFFECTIVE:             March 4, 2002

REVISED:                 August 23, 2005; August 19, 2013

PURPOSE:                           To regulate the admission and transfer of pupils.  To control the unregulated movement of students between and among district schools and programs.

REGULATION:

  1. Admissions and transfers are regulated by the Office of the Superintendent.  No student should be accepted unless he or she is in possession of a permit issued by the Office of the Superintendent.
  1. Students returning following a long-term suspension, or a period of voluntary withdrawal must only be admitted following a case conference to determine if the student shall be readmitted and, if admitted, the most appropriate placement for the student.
  1. Students from francophone districts may be accepted between the end of one school year and the beginning of another.  Requests for transfers from francophone districts during the school year must be approved by the superintendents of both the sending and receiving districts.
  1. Students from First Nations schools must be approved by the process outlined by each Director of the First Nation community.
  1. Adult students and graduate students returning for upgrading will only be accepted if space is available and there are no viable alternative adult education options available to them. Returning graduates must have no past record of disciplinary problems within a reasonable time period. The standard of conduct for these mature students will be expected to be exemplary. Unacceptable behaviour may result in immediate termination of services.
  1. Students wishing to withdraw from an Immersion Program must complete the appropriate form and follow the established district procedures (see attached withdrawal form).

WITHDRAWAL FROM FRENCH IMMERSION PROGRAM

ANGLOPHONE NORTH SCHOOL DISTRICT

This is to certify that I, ___________________________, wish to withdraw my son/daughter, _­­­________________,

                                          (Parent/Guardian’s Name)                                                                                              (Student’s Name)

from the Grade 1 Entry Point French Immersion program at ___________________________ in Grade ________.

                                                                                                            (School)

            Grade 3 Entry Point French Immersion program at ____________________________ in Grade_______.

                                                                                                            (School)

                  Grade 6 Entry Point French Immersion program at ____________________________ in Grade _______.

                                                                                                            (School)

Please indicate the reason for the withdrawal:

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Date: _____________________________________________________________

Signature of Parent/Guardian:__________________________________________

Date: _____________________________________________________________

Signature of Principal: _______________________________________________

**NOTE**

Please place copy in student’s cumulative record file and forward copy to Anglophone North School District French Second Language Coordinator.

Signed:  _________________________________________   Date Received:______________________________

                     (Anglophone North FSL Coordinator)

Office of the Superintendent               Anglophone North School District                                 Tel: (506)778-6075                                 78 Henderson, Street, Miramichi, NB, E1N 2R7         

209 – Lead Positions

by | Nov 14, 2023

SUBJECT:                            Lead Positions

EFFECTIVE:                         April 15, 2019

PURPOSE:                           Lead positions provide a vital role to Anglophone North School District. These positions offer substantial support to our teachers and have a significant impact on student learning.

Having employees in these positions, who possess the appropriate qualifications and aptitude to be able to positively support and influence teachers, is critical to the success of these roles.

It is understood that it can take time to establish rapport with teachers in order to be able to effectively provide support.  Because of this, it is felt that positions should be made available to an individual for an adequate amount of time to allow for this to take place.

However, these positions are meant to provide developmental opportunities for our teachers and to build capacity within our schools when the individual returns to the classroom.

Therefore, it is very important that once an individual has completed their term, they return to their school to share the knowledge and expertise they have gained. This is also important for the individual to ensure they have not been removed from the classroom for too great of a period of time.

REGULATION:

The following guidelines apply to teachers who occupy or are interested in occupying lead positions within Anglophone North School District:

1. Posting Positions:

  • Because of the importance of these positions providing developmental opportunities for teachers, these positions will be posted internally to ASD-N teachers via email.
  • All district teachers are eligible to apply/re-apply for lead positions.
  • To provide adequate time for an individual to establish a rapport with teachers, these positions may be posted for a minimum of one (1) year with a maximum extension of three (3) additional years.  This will be subject to an annual review.
  • Because they have the ability to be reassigned from a teaching position and are more likely to have adequate experience, priority will be given to permanent B contract teachers for lead roles.
  • Because these positions provide development opportunities for teachers, priority will be given to teachers who possess the qualifications and who have not had an opportunity to work in a lead role. 

2. Supervision:

  • Individuals in lead roles will report to a Subject Area Coordinator.
  • This Subject Area Coordinator will be responsible for the assignment of tasks, monitoring of performance and the monitoring of attendance.
  • Individuals will be reviewed on a yearly basis to ensure they are able to adequately provide support to teachers.
  • Directors, in conjunction with Subject Coordinators, will make decisions which will keep in mind the spirit of the program and what is best for the district.

3. Reassignment:

  • Individuals will be considered “reassigned” from their school for a period of four (4) years. After four (4) years, an individual will be considered “reassigned” from a teaching position within the Education Center of their original school.
  • Individuals will maintain rights and benefits of their collective agreement consistent with what they would as a classroom teacher.
  • Individuals who have worked more than four (4) years in a lead role will be reviewed on an individual basis to determine next steps. Directors, in conjunction with Subject Coordinators, will make decisions which will keep in mind the spirit of the program and what is best for the district.

4.  Final approval for any decision rests with the Superintendent.

208 – Professional Conduct

by | Nov 14, 2023

SUBJECT:                            Professional Conduct

EFFECTIVE:                         February 28, 2019

PURPOSE:                           ASD-N promotes a positive learning and working environment in which individuals are committed to performing their responsibilities according to the highest standards of professional and personal conduct.  These individuals are responsible for promoting an environment in which respect for human rights exists and where working relationships can develop in an atmosphere of trust, mutual respect, and dignity.

REGULATION:        This regulation applies to all individuals who fulfill a job or role in ASD-N.  This includes, but is not limited, to all employees, contract workers and volunteers, project workers, coaches, contracted employees, teacher interns, tutors, and Co-operative Education students.  The regulation applies, at all times, when an individual represents ASD-N in an official or unofficial capacity.

1.      Confidentiality

Individuals shall:

  1. Ensure confidentiality of information acquired in the course of duties by exercising due care while collecting, using, disclosing, storing, and disposing of personal data. 
  2. Ensure that only essential personal information (defined as information about an identifiable individual) is collected and that consent is obtained from the individual to do so; that information is used and disclosed only for the purpose for which it was collected (unless authorized by law); and that when the information is no longer essential, it is disposed of in a secure manner.
  3. Ensure that information obtained during the administration of school-raised funds is treated in a private and confidential manner.
  • Be aware that the obligation to comply with the above continues indefinitely, i.e. even after the relationship between the individual and the School District has ended.

2.      Interpersonal Relationships

Individuals shall:

  1. Treat others with respect, dignity, and fairness at all times.
  2. Resolve conflict using respectful and appropriate means.
  3. Ensure the workplace is free from discrimination and harassment, and that due process and individual human rights are respected.

3.      Accountability

Individuals shall:

  1. Demonstrate honesty and integrity in the fulfillment of their professional responsibilities.
  2. Acknowledge and respect the responsibility of ASD-N in their management role.
  3. Respect proper channels of communication (chain of command) and make every effort to resolve issues at the school/workplace level, prior to referring to external personnel.
  4. Acknowledge that all work produced related to their responsibilities in ASD-N is the sole property of ASD-N.
  5. Acknowledge that everyone is responsible for the learning of and/or learning conditions for students within ASD-N.

4.      Standards of Work

Individuals shall:

  1. Endeavour to improve their professional competency on an ongoing basis.
  2. Conduct work in an objective, conscientious, effective and efficient manner.
  3. Work their prescribed daily schedule (including casual/supply).
  4. Schedule appointments, where possible, outside the hours of work.
  5. Respond to email communications, where possible, within a 24-hour time period.
  6. Perform duties in accordance with the highest standards of their profession and exercise due care.
  7. Comply with copyright laws and acknowledge the origin of material and concepts incorporated into their work.
  8. Become knowledgeable of, respect, and adhere to all applicable laws, acts/regulations, policies, and guidelines.
  9. Show proper care and regard for the property of the Crown, utilizing resources for the purpose of carrying out ASD-N business.

5.      Conflict of Interest

Individuals shall:

  1. Avoid and/or disclose any conflict of interest or potential conflict of interest, which may appear to influence personal actions or judgments.
  2. Refrain from using a position of trust to receive special benefits.

6.      Dress Code

Anglophone North School District recognizes the importance of the educational environment in promoting excellence in teaching and learning.  The district is responsible for promoting an environment that is safe, nurturing, and supportive of the school system’s academic goals and educational responsibilities.  Employees of ASD-N serve as role models for the students with whom they work and as leaders in the community.

Individuals shall:

  1. Dress in a manner and have an appearance that is appropriate and professional in light of the environment in which they work, the duties of their jobs, and the community they serve.
  2. Casual Fridays is an exception and should only take place in support of a charity.

7.   Social Media

Anglophone North School District recognizes the importance of providing employees with a clear understanding of the impact of using social media and its appropriate use. In an ‘online world’, the lines between public and private, personal and professional can become blurred. Even when employees are social networking on their own time, they may be identified as working for and sometimes representing the School District in their online communications.  

As an employer, we recognize the use of social media and networking as one means of communicating in the online world. However, we also recognize that the inadvertent misuse of social media by employees has the potential to put the reputation of the School District and its employees at risk. The following has been established to ensure best practices and mitigate both the School District and employees’ exposure to risk.

Maintaining professional boundaries in all forms of communication, technology-related or not, is vital to maintaining the public trust and appropriate professional relationships with students. Members must be aware of the numerous challenges and the ramifications associated with the use of electronic communication and social media.

Definition

Social media is defined as any form of online publication or presence that allows end users to engage in multi‐directional conversations in or around the content of the website. Social media includes, but is not restricted to, social networking, blogs, wikis, social bookmarking, podcasts, forums, content communities, email, instant messaging, and texting (SMS or texting). Interactions with and through social media occur through the use of web browsers, specialized software on computers and mobile devices.

Individuals shall:

  1. Use good judgment. Think about the type of image or information you want to convey. You are responsible for your online communications.  
  2. As role models in a position of trust for students and a representative of the School District, you must ensure that your use of social networking, even on your personal

time, does not reflect negatively on your professional reputation or that of the School District.  

  • Use only school sanctioned sites and tools or other school approved means of communicating online with students and parents. All communication with students and parents should be formal, courteous and respectful and should pertain to school related matters.  
  1. Respect the law in relation to your online communications. Protect the confidentiality of information regarding students and their families. Ensure compliance with copyright requirements. Do not make comments online which are defamatory of others.  
  2. Monitor all content you or others post to your personal social media accounts to ensure that it is consistent with your role in the School District and professional standards. Remove any material which is inappropriate or contrary to this policy.  
  3. Online activities must not interfere with the performance of your job or your effectiveness as an employee of the School District.  
  4. Online communications should reflect the principles of honesty, respect, responsibility, and consideration of others.  
  5. Do not disclose any confidential or personal information about students or their families in online communications. Do not post photographs or videos of students without the informed consent of the student and their parent(s).  
  6. Social networking sites and online postings are not necessarily private. Never criticize students, other district employees or the School District on online sites.  
  7. Use dedicated School District sites and tools for online communications with students and parents. Should you wish to create other sites and/or use other online forums for communicating with students, you must obtain approval from the principal in conjunction with the Subject Area Coordinator – Technology. All sites and online forums for communicating must comply with this policy and access must be appropriately restricted (e.g. to students assigned to your class or activity).  

  • Do not request or accept any students or minor (person under the age of 19 years) as ‘friends’ on social networking sites or interact with students or minors on social networking sites for purposes not related to the delivery of the student’s educational program.  
  • Do not exchange personal email addresses, or photographs with students.  Do not exchange personal phone numbers without prior approval from your Administrator (e.g. for coaches for sports teams, drama productions etc.)
  • Ask friends not to tag you in any photos or videos without your permission and remove anything that is not appropriate to your role in the School District.  
  • Avoid impulsive, inappropriate or heated postings. Remember that what you post may be viewed and archived permanently online.
  • Personal cell phone use, access to social media and online shopping, is not to occur during instructional time with students, or prescribed work times.  This expectation does not apply to employee breaks or lunch periods.

APPENDIX:   Professional Conduct Brochure.

Note: Appropriate measures will be taken to address any breach of this regulation.

207 – Staff Evaluation

by | Nov 14, 2023

SUBJECT:                            Staff Evaluation

EFFECTIVE:                         August 19, 2013

PURPOSE:                           With respect to evaluation of employees, the Superintendent must not fail to develop an evaluation system that links employee performance with their contribution toward achieving the District Education Council’s Ends policies and their compliance with the District Education Council’s organizational Limitations policies.

REGULATION:

Accordingly, the Superintendent may not:

1.   Fail to develop and administer an ongoing evaluation system for all instructional personnel that is designed to:

            a)  improve instruction,

            b)  measure professional improvement, development and performance,

            c)   document unsatisfactory as well as excellent performance,

            d)  link performance evaluation with multiple indicators of effective teaching, and

            e)  assure that instructional time is used to the maximum advantage of students. 

2.   Fail to develop and administer an ongoing evaluation system for all non-instructional personnel.

3.   Fail to provide to the District Education Council an annual report on the effectiveness of the evaluation system and its alignment with the District Education Council’s Ends policies.

204 – Attendance Management

by | Nov 14, 2023

SUBJECT:                Attendance Management

EFFECTIVE:             March 4, 2002

REVISED:                 October 29, 2004; August 23, 2005; August 19, 2013

PURPOSE:               To ensure that the supervisory staff monitors staff attendance.

The following employee groups (teachers, custodians, clerical) will be handled on a school by school basis.  The district office location will be managed as a separate unit and the bus drivers, maintenance, and information technology personnel will be managed by the transportation, facilities, and information technology managers respectively. 

The responsibility for monitoring absences that fall under sick leave must be that of the appropriate supervisor. 

REGULATION:

  1. All employees are responsible to report leave due to sickness immediately to their principal, vice-principal or respective supervisor who will maintain a daily list.
  2. It is expected that supervisors challenge certain requests and that they do not grant automatic approval (on occasions, seek alternatives to a full day’s absence).
  3. Personal obligations and commitments should not be scheduled to conflict with work schedules whenever possible.
  4. Factors to be monitored are the frequency, reasons, and total time lost due to absence, tardiness and early departures.
  5. Further assistance, if required, can be obtained from Human Resources.