Admin

SUBJECT:                Attendance (K-12)

EFFECTIVE:             March 4, 2002

REVISED:                 August 2005; January 2012; August 2013; September 2023

PURPOSE:                           Regular attendance is mandatory for all students enrolled in public schools, as per the Education Act, Section 15 (1).  Attendance and absenteeism will be monitored and regulated to ensure everyone may be guaranteed the same opportunities for a basic education and a productive future.

REGULATION:

1. Students and parents/guardians are responsible to comply with this regulation.  On the occasion of each absence, it is the responsibility of the parent/guardian to enter all absences into School Messenger.

• When a student has missed five days at K-8 or five or more periods in the same course at 9-12, the homeroom/subject teacher must contact the parent/guardian with details of the number of days missed in addition to the importance of attending school.

• When a student exceeds ten days, the homeroom/subject teacher will notify school  administration.  Administration will contact the parent/guardian to schedule a meeting for all parties to be involved.  All parties will be involved in developing an attendance plan and must sign it.

• When a student exceeds fifteen days/periods the student may remain home until a meeting is held with parents/guardians, school administration, EST-G, EST-R and possibly a district representative.

• When a student has exceeded twenty days/periods, and all appropriate interventions have been attempted, this student is, in effect, non-compliant with school rules. It is at the discretion of school administration to explore further interventions with EST-R and EST-G. Such interventions may include removal from course(s) at the high school level (9-12).  Possible retention of grade from K-8 may also be an option, should absenteeism continue to occur.

APPENDIX A

Regular attendance is mandatory for all students in ASD-N schools.  Research has shown a clear link between school absence and academic achievement.  Students who regularly miss school may also feel more socially isolated as a result.  ASD-N has developed this plan to ensure your child’s success.

K-8 – days absent 9-12 – classes absent (by period)	School Actions
5+	Teacher contacts parent/guardian,Teacher informs school administration of contact.
10+	School administrator contacts parent/guardian,Parent/guardian invited to meeting,Administration, with the support of EST-Guidance, EST-R and/or other relevant staff, in addition to the student and parent/guardian, will develop a student attendance intervention plan,An academic support plan (arranged through EST-Resource) may be required to assist the child.
15+	Formal case conference will be held with parent/guardian, student, district personnel and school administration,School may request student to remain at home until conference is held,Interventions may include alternate education scheduling and/or programming options for the student,Ongoing absenteeism may result in grade retention,High School: at 20 days, there may be consequences that result in failure to obtain credit in the course.

Attendance is compulsory in New Brunswick, as per the Education Act & Family Services Act

SUBJECT:                Discipline, Suspension

EFFECTIVE:             March 4, 2002

REVISED:                 August 23, 2005; November 9, 2007; August 19, 2013

PURPOSE:                           To create and maintain a safe, orderly climate for learning.  To regulate the administration of discipline in school, on buses, and at co- and extra-curricular activities.

REGULATION:

1. Each school is expected to develop discipline-related rules, regulations, and procedures that are consistent with district and Department of Education and Early Childhood Development policies, and with provincial legislation.

2. School principals must ensure that students, parents, and guardians are aware of school rules, regulations, routines, and expectations, and the consequences that may result from violations.

3. Inappropriate behaviour has consequences.  Consequences, up to and including a recommendation for long-term suspension, will escalate if a student’s behaviour is consistently disruptive to the learning process.  Consequences (sanctions) may include, but are not limited to, informal contact with parent(s) or guardian(s), formal contact with parent(s) or guardian(s), first-stage suspension (i.e. short-term removal from class), suspension up to five (5) days (for cause), and a recommendation to the Superintendent or designate for a long-term suspension.  When suspension from school is used as a sanction, principals must notify the parents or guardians and the Superintendent or designate.

4. Termination of services will be as indicated in District Regulation 301.

NOTES FOR PRINCIPALS

a)        Unexcused absences are considered to be a breach of discipline.  Consequently, infractions of District Regulation 302 – Attendance (K-12) will be processed under this policy.

SUBJECT:                            Growth Process

EFFECTIVE:                         September 2018

REVISED:                             October 2023

PURPOSE:                           The success of Anglophone North School District depends greatly on the quality and innovation of our employees.  Through systematic and objective performance review and clearly established objectives, employees will be encouraged to develop to their full potential.

The goal of the Growth Process is to provide an environment in which employees will be constantly improving and expanding their skillset, making them more effective and productive.   The appraisal and evaluation programs focus on coaching, development, continuous goal alignment and recognition.  Where employees encounter difficulties, the aim is always to provide the tools to correct and thus improve employee performance to acceptable levels.  These improvements will lead to positive changes in the overall effectiveness of the organization.  Improving the effectiveness of the organization will enhance student learning.

REGULATION:

The following applies to all Anglophone North School District employees throughout their careers:

Standard Development:

Foundation Phase             (Beginning Employees)

Growth Phase                     (Experienced Employees)

Employees Experiencing Difficulty:

Assistance Phase              (Coaching Employees)

On-Review                           (Directing Employees)

Beginning Employees

For this process, employees are considered “beginning” employees from the date of hire  

(casual/supply, contract, or permanent position) until they have achieved three years experience (contract and/or permanent).

During the beginning phase, the employee’s immediate supervisor will attempt to provide coaching, mentoring and support.  Other resources may also be provided.

The evaluative aspect of the growth process applies to beginning employees because it recognizes new employees need a more direct approach to focusing on and improving performance.

Experienced Employees

For this process, employees will be considered “experienced” after they have completed three years (contract and/or permanent experience). 

The focus for experienced employees is growth.  An employee shall reflect on his/her performance, consider feedback from their supervisor, and determine areas where they can improve.  Supervisor feedback is provided less frequently than in the Foundation Phase.

Employees Having Difficulty

If performance issues arise, the responsible immediate supervisor will attempt to resolve the issue through discussion with the employee and develop a plan for improvement.  

Assistance

If concern persists, the employee may need the Assistance Phase.  The employee is expected to take the supervisor’s concerns seriously and work together to refine the plan for improvement.   If results are insufficient from these efforts, the supervisor may recommend that the employee be placed On-Review.

On Review

The On-Review process is a formalized approach to dealing with employee performance issues.  The district, in conjunction with the supervisor, provides a more direct approach to achieving positive results.

SUBJECT:                            Engagement of Replacement Workers for Support Staff

EFFECTIVE:                         October 29, 2004

REVISED:                             August 23, 2005; August 19, 2013

PURPOSE:                           To regulate practices and procedures related to the engagement of replacement workers.

REGULATION:

1. Every reasonable effort must be made to engage replacement workers from the approved district list before alternatives are considered.

2. A long-term supply assignment is one expected to last more than twenty (20) work days.  The procedures to follow in filling such a position are as outlined in Regulation 201, “Personnel Selection and Hiring Procedures for Permanent and Casual Positions”.

SUBJECT:                            Engagement of Supply Teachers

EFFECTIVE:                         October 29, 2004

REVISED:                             August 23, 2005; August 19, 2013

PURPOSE:                           To regulate practices and procedures related to the engagement of supply teachers.

REGULATION:

1. Supply teachers must be engaged from the approved district list established on the Supply Teachers’ Booking System.

2. Priority must be given firstly to qualified, licensed teachers, then retired teachers and lastly those who hold a local permit.  The maximum for retired teachers is 20 days per year; however, the District will be required to report to the Department of Education and Early Childhood Development every six months, detailed reasons as to why a retired teacher was rehired for a period of time exceeding 20 days to a maximum of 80.

3. A long-term supply assignment is one expected to last more than twenty (20) work days.  The procedures to follow in filling such a position are as outlined in Regulation 201, “Personnel Selection and Hiring Procedures for Permanent and Casual Positions”.

4. Every reasonable effort must be made to engage supply teachers from the approved list before alternatives are considered.