Board of Education Thursday, June 23, 2016, 5:00 PM Adams Leadership Center, Winborn Conference Room Agenda Item Page #

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1 Board of Education Thursday, June 23, 2016, 5:00 PM Adams Leadership Center, Winborn Conference Room Agenda Item Page # I. Call to Order, Tim Hudson, President I-1 II. Pledge of Allegiance II-1 III. Roll Call of Members III-1 IV Recognition of People, Events and Programs IV-1 V. Citizen Participation V-1 VI. VII. VIII. Consent Agenda A. Reading of the Minutes VI-A1 B. Student Transfers VI-B1 C. Migrant Education Grant VI-C1 *Any item shall be removed from the consent items section at the request of one board member. Action Item A. Revisions to Policies 4150 (Certified Leave) & 4243 (Classified Leave) VII-A1 Greg Mones B. Revisions to Policy 5.55 (Grading) John L Colbert VII-B1 C Proposed Budget of Expenditures -Kathy Hanlon VII-C1 D. Board Election Resolution Tim Hudson VII-D1 Information Items A. Monthly Financial Report Kathy Hanlon VIII-A1 B. Potential Bond Refunding Kathy Hanlon VIII-B1 IX. Executive Session for Personnel (if necessary) IX-1 X. Personnel Items A. Certified Staff Changes - Greg Mones X-A1 B. Classified Staff Changes Greg Mones X-B1 XI. Adjournment XI-1

2 June 23, 2016 Call to Order Pledge of Allegiance Roll Call Tim Hudson, President Justin Eichmann, Vice President Traci Farrah, Secretary Susan Heil, Member Bob Maranto, Member Steve Percival, Member Nika Waitsman, Member

3 June 23, 2016 IV. Recognition of People, Events and Programs V. Citizen Participation VI. Consent Agenda Reading of the Minutes Student Transfers Migrant Education Grant

4 Minutes of the May 26, 2016 Regular Meeting of the Fayetteville Board of Education The meeting convened at 5:00pm in the Adams Leadership Center with President Tim Hudson presiding. The Pledge of Allegiance was led by students from Holcomb Elementary School. Roll Call Roll was called and board members Tim Hudson, Steve Percival, Justin Eichmann, Traci Farrah, Bob Maranto and Nika Waitsman were present. Recognition The Woodland Jr. High Round-Up yearbook staff received a Recognition of Outstanding Achievement Award for being named to the Walsworth Gallery of Excellence for the third consecutive year. Woodland yearbook photographers Gracie Hewat and Mackenzie Mollner received Recognition of Outstanding Achievement Awards for receiving Honorable Mention in the 2016 Walsworth National Jr. High/Middle School Photo Contest. The Fayetteville High School boys & girls track teams received Recognition of Outstanding Achievement Awards for winning the A state outdoor track championships. Both teams also won the indoor championships this year. Fayetteville High School AP Physics teacher Marc Reif received a Recognition of Outstanding Achievement Award for winning the 2016 Southwestern Region AP Award from the College Board. The Fayetteville Public School Teachers of the Year were honored. Vandergriff 4th grade teacher Teresa Cornett is the Elementary Teacher of the Year and Ramay English and special education teacher Ellie Esry is the Secondary Teacher of the Year. Fayetteville High School TV production teacher Bryan Allen is the District Teacher of the Year and will be the district's nominee for Arkansas Teacher of the Year. Fayetteville High School students Emily Jackson, Kyle Jiang, Meagan Olsen, and Albert Xu received Recognition of Outstanding Achievement Awards for making a perfect score of 36 on the ACT exam. Fayetteville High School head track coach Drew Yoakum received an Impact Award of Excellence for his work in developing 18 championship teams during his tenure at Fayetteville High School (14 in track, 4 in football).

5 Framing Our Future Recognition Framing Our Future facilitators Shay Hopper and Holly Smith reported to the Board on the work done by the Planning Team at their May meetings. They noted that some action plans were accepted as presented, some were discussed and are being revised, and some were dismissed as not being a good fit for the district. The Action Team co-chairs were recognized for their work and received tokens of appreciation. The co-chairs include Sara Alderson, Kelly Buckley, Katie Stueart, Mignonne Scarbrough, Tara Lechtenberger, Jody Reel, Ryan Gorman, Lisa Davis, Matt Morningstar, Emery Faulkner, Kacie Travis, Brandon Craft, Catie Paul, Steve Jacoby, Marjo Burk, Michelle Hayward, Brenda Gullett, Jason Edwards, Christie Jay, and Cathy Von Hatten. Consent Agenda The Board voted 6-0 to approve the consent agenda. Steve Percival made the motion, which was seconded by Justin Eichmann. Superintendent Report Superintendent Dr. Paul Hewitt participated in his last Board meeting as superintendent of Fayetteville Public Schools. Board members presented him with a framed laser-engraved Bulldog created by the Ramay Engineering program that also included a piece of the old Fayetteville High School basketball floor. Dr. Hewitt is retiring at the end of the current school year. We thank him for his service and wish him a happy retirement! VI-B Budget The Board voted 6-0 to approve the Statement of Intent, Special Education Assurances and Agreements Certification and Certificate Regarding Lobbying related to the budget application that is required by the Arkansas Department of Education Special Education Unit. Justin Eichmann made the motion, which was seconded by Steve Percival. Student Policy Revisions The Board voted 6-0 to approve revisions to Policy 5.10-Promotion/Retention/Acceleration of Pupils. Steve Percival made the motion, which was seconded by Nika Waitsman. The Board voted 6-0 to approve revisions to Policy 5.16-Admitting Visitors to School Buildings. Nika Waitsman made the motion, which was seconded by Traci Farrah. The Board voted 6-0 to approve revisions to Policy 5.17-Discipline. Traci Farrah made the motion, which was seconded by Justin Eichmann. The Board voted 6-0 to approve revisions to Policy 5.19-Conduct to and From School. Bob Maranto made the motion, which was seconded by Nika Waitsman.

6 The Board voted 6-0 to approve revisions to Policy 5.22-Tobacco and Tobacco Products. Nika Waitsman made the motion, which was seconded by Traci Farrah. The Board voted 6-0 to approve revisions to Policy 5.34-School Health Policy. Nika Waitsman made the motion, which was seconded by Justin Eichmann. The Board voted 6-0 to approve revisions to Policy 5.36-Student Illness/Accident. Nika Waitsman made the motion, which was seconded by Traci Farrah. The Board voted 6-0 to approve revisions to Policy 5.4-Student Transfers. Nika Waitsman made the motion, which was seconded by Traci Farrah. The Board voted 6-0 to approve revisions to Policy 5.47-Bullying. Nika Waitsman made the motion, which was seconded by Traci Farrah. The Board voted 6-0 to approve revisions to Policy 5.64-Graduation Requirements. Nika Waitsman made the motion, which was seconded by Traci Farrah. The Board voted 6-0 to approve revisions with changes noted to Policy 5.7-Absences. Traci Farrah made the motion, which was seconded by Steve Percival. The Board voted 6-0 to approve revisions to Policy 5.8-Make Up Work. Steve Percival made the motion, which was seconded by Justin Eichmann. Student Handbook The Board voted 6-0 to approve the student handbook pending board approval of revisions to Policy 5.55, which will be approved at the June 23 board meeting. Nika Waitsman made the motion, which was seconded by Traci Farrah. Financial Policy Revisions and Adoptions The Board voted 6-0 to approve revisions to Policy 3.5-Purchases of Commodities & Services. Justin Eichmann made the motion, which was seconded by Traci Farrah. The Board voted 6-0 to adopt the new Disposal of District Property financial policy. Traci Farrah made the motion, which was seconded by Steve Percival. The Board voted 6-0 to adopt the new Federal Funds-Allowable Use of Funds/Cost Principles financial policy. Justin Eichmann made the motion, which was seconded by Traci Farrah. The Board voted 6-0 to adopt the new Cash Management including Bank Deposit Procedures financial policy. Traci Farrah made the motion, which was seconded by Nika Waitsman.

7 Meal Price Increase The Board voted 6-0 to approve the federally mandated price increase to student and adult paid lunch prices and the increase in paid student and adult breakfast prices. Lunch prices will increase to $2.65 for elementary students, $2.90 for all other grades and $3.50 for adult/visitor/2 nd student trays. Breakfast prices will increase to $1.70 for all grades and $2.00 for adult/visitor/2 nd student trays. Steve Percival made the motion, which was seconded by Justin Eichmann. Personnel Policy Revision and Adoption The Board voted 6-0 to approve revisions to student Policy 4133 (Travel). Justin Eichmann made the motion, which was seconded by Nika Waitsman. The Board voted 6-0 to adopt new student Policy 4134 (Transportation with Students). Justin Eichmann made the motion, which was seconded by Nika Waitsman. Revised Salary and Stipend Schedules The Board voted 6-0 to approve revisions to the salary schedule and academic and athletic stipend schedule. Traci Farrah made the motion, which was seconded by Justin Eichmann Calendar Revision The Board voted 6-0 to approve the revision to the district calendar. The April 28 th professional development day has been moved to October 28 th to have a day to analyze the results from the ACT Aspire interim assessment. Justin Eichmann made the motion, which was seconded by Bob Maranto District Calendars The Board voted 6-0 to approve Calendar B for the traditional district calendar. Nika Waitsman made the motion, which was seconded by Steve Percival. The Board voted 6-0 to approve Calendar B for the continuous learning calendar. Justin Eichmann made the motion, which was seconded by Steve Percival. Monthly Financial Report Total fund balance for the month is $41,720,841 with a legal balance of $10,386,234. Administrators and teachers salaries for the month are $3,572,148 with associated benefits of $928,758.

8 Revisions to Policies 4150 (Certified Leave) and 4243 (Classified Leave) Revisions to the certified and classified leave policies were presented by Greg Mones, human resources director. Certified PPC made two proposals for changes to Policy Both keep the same language that was presented in April and also contain additional language. Classified PPC made one change to Policy 4243 that was presented at the April board meeting. The Board will be asked to approve the certified and classified leave policies at the June board meeting. Revisions to Policy 5.55 (Grading) Revisions to Policy 5.55 (Grading) were presented by John L Colbert, associate superintendent for elementary education. The 2 nd grade report card committee met in April 2015 to change the reporting process to standard based which is believed to be a better reflection of student learning. At the June board meeting the Board will be asked to approve the revisions, which will allow the transition from piloting status to full implementation of standards based reporting for 2 nd grade. Personnel Items and Adjournment The Board voted 6-0 to approve the certified staff changes. Steve Percival made the motion, which was seconded by Justin Eichmann. The Board voted 6-0 to approve the classified staff changes. Justin Eichmann made the motion, which was seconded by Nika Waitsman. The meeting was adjourned at 7:30pm. Tim Hudson, President Traci Farrah, Secretary

9 Minutes of the June 8, 2016 Special Meeting of the Fayetteville Board of Education The meeting convened at 5:00pm in the Adams Leadership Center with President Tim Hudson presiding. Board members Tim Hudson, Susan Heil, Justin Eichmann, Traci Farrah, Bob Maranto and Nika Waitsman were present. Board member Steve Percival was absent. The Board voted 6-0 to approve the hire of all certified staff personnel items on the agenda. The names and positions are as follows: Dondi Frisinger, principal at Happy Hollow Elementary School Steven M. Weber, associate superintendent for teaching and learning Bill Blankenship, varsity head football coach and teacher at Fayetteville High School Justin Eichmann made the motion, which was seconded by Susan Heil. The meeting was adjourned at 5:03pm. Tim Hudson, President Traci Farrah, Secretary

10 June 23, 2016 Student Transfers TO: FROM: Board of Education Dr. Paul Hewitt I recommend approval of the following student transfer requests: Outgoing: Staci Hudspeth requests that her child, Marley J. Hudspeth, grade 8, be transferred from the Fayetteville School District to the Springdale School District Clinton Gordon requests that his child, Keyonah Gordon, grade 5, be transferred from the Fayetteville School District to the Elkins School District Esmeralda Fimbres requests that his child, Abigail E. Fimbres, grade 7, be transferred from the Fayetteville School District to the Springdale School District

11 APPLICATION FOR FEDERAL ASSISTANCE 1. STATE CLEARINGHOUSE IDENTIFIER NON-CONSTRUCTION PART I 2. APPLICATION NUMBER 3. FEDERAL GRANT OR AGENCY 4. APPLICANT NAME Arkansas Department of Education General Education Division FAYETTEVILLE SCHOOL DISTRICT ORGANIZATION UNIT DEPARTMENT DIVISION Federal Programs FAYETTEVILLE SCHOOL DISTRICT ADMINISTRATIVE OFFICE STREET ADDRESS, P.O. BOX, ROUTE# Migrant Education P.O. BOX 849 STREET ADDRESS, P.O. BOX, ROUTE# CITY COUNTY #4 State Capitol Mall FAYETTEVILLE WASHINGTON CITY STATE ZIP CODE STATE ZIP CODE Little Rock AR ARKANSAS DESCRIPTIVE NAME OF PROJECT APPLICATION FOR A PROGRAM GRANT, MIGRANT EDUCATION Under Part C, of Title I ESEA PL I 0 of FEDERAL CATALOG NUMBER 7. FEDERAL FUNDING REQUESTED 84-0 I 1 $72, GRANTEE TYPE: -- STATE -- COUNTY --CITY _X_ OTHER (Specify) 9. TYPE OF APPLICATION OR REQUEST: x NEW GRANT -- CONTINUATION -- SUPPLEMENT OTHER CHANGES (Specify) 10. TYPE OF ASSISTANCE _x_ GRANT --LOAN OTHER (Specify) I I. POPULATION DIRECTLY BENEFITING PROJECT MIGRANT STUDENT POPULATION 13. LENGTH OF PROJECT 12 MONTHS 12. CONGRESSIONAL DISTRICT 13. BEGINNING DATE a. third JULY 1, 2016 b. third 14. DATE OF APPLICATION MAY25,2016 I 6. THE APPLICANT CERTIFIES THAT TO THE BEST OF HIS/HER KNOWLEDGE AND BELIEF THE DATA IN THE APPLICATION ARE TRUE, CORRECT AND THAT THIS FISCAL AGENT WILL COMPLY WITH THE ATTACHED ASSURANCES REQUIRED BY THIS GRANT. TYPED NAME TITLE TELEPHONE NUMBER Dr. PAUL HEWITT SUPERINTENDENT Area Code Number SIGNATURE OF AUTHORIZED REPRESENTATIVE I I Ext.

12 ARKANSAS DEPARTMENT OF EDUCATION FEDERAL PROGRAMS MIGRANT EDUCATION PROGRAM LOCAL EDUCATION AGENCY CERTIFICATION TO PARTICIPATE IN A COOPERATIVE PROJECT Title I, Part C Of Title I ESEA PL of2001 The undersigned certifies that, to the best of his/her knowledge, the information contained in this application for a subgrant is correct and complete; that the local education agency which he/she represents has authorized him/her to file such application; that authorization is recorded in the minutes of the agency's board meeting held on the date shown below; and that an agreement has been entered into concerning the final disposition of equipment, facilities and materials purchased for this project from Title I Migrant funds. Compliance will be assured by the cooperative named below for the following assurances and certifications: Certifications regarding Lobbying; Debarment, Suspension and other Responsibility Matters; and Drug-Free Workplace Requirement, the Certification Regarding Debarment, Suspension, Ineligibility and Voluntary Exclusion - Lower Tier Covered Transactions, the Assurances - Non-Construction Programs and FY2017 Cooperative/Lea Assurance, FY201 7 Eligibility Procedures Assurance and Program Improvement Assurances. The migrant cooperative named below has been designated as the administrative and fiscal agent for this project and is authorized for the conducting of this project to receive and expend Title I Funds in an amount not to exceed that shown on the application less any funds remaining from any previous grant. BOSTON MOUNTAIN EDUCATIONAL COOPERATIVE Legal Name of Migrant Cooperative FAYETTEVILLE SCHOOL DISTRICT School District Street P.O. BOX 849 P.O. Box or Route FAYETTEVILLE City WASHINGTON County ARKANSAS State Zip DR. PAUL HEWITT Superintendent Date of board meeting Authorizing application

13 June 23, 2016 Revisions to Policies 4150 (Certified Leave) and 4243 (Classified Leave) TO: FROM: Board of Education Greg Mones There are three options for revisions to Policy 4150-Certified Leave included in the board packet. Option 1 is the version that was presented at the April 28 th board meeting. All of the changes are in red. Option 2 is one of the versions that was presented at the May 26 th board meeting. In addition to the changes (in red) that were presented in April, Section #IV-Emergency Leave has been added in green. Option 3 is one of the versions that was presented at the May 26 th board meeting. In addition to the changes (in red) that were presented in April, two sentences have been added to Section III. These additions are in blue. The version of Policy 4243-Classified Leave that is in the board packet is the one that was presented in April with one revision. The revision, which is in blue under Section III-Personal Leave, changes the number of personal days granted each academic year from two to three. Certified staff members were asked to vote on the proposed changes to Option 2 and Option 3 that are in the packet. 77.9% of the 362 staff members who voted preferred Option 3. VII-A1

14 OPTION 1 FAYETTEVILLE (AR) PUBLIC SCHOOLS LEAVE POLICY The Fayetteville Board of Education recognizes the need for employees to be protected from loss of salary during temporary absences from work caused by personal illness or disability, illness, or bereavement in the immediate family, and other reasons of an emergency or personal nature. The Board of Education also agrees to protect the security of the teacher who requests leave of absence for an extended period by guaranteeing the individual to return to a teaching position, provided conditions outlined in the procedures governing this policy are met. School Board Policy Revised: I. TEACHER LEAVE PROCEDURES I. SICK LEAVE Definitions A. Sick Leave is absence from work due to illness, whether by the employee or a member of the employee s immediate family, or due to a death in the family. B. Immediate Family shall include the teacher s spouse, children, parents, grandparents, grandchildren, siblings and other relatives living in the same household. C. Current Sick Leave means those days of sick leave for the current contract year, which leave is granted at rate of one (1) day of sick leave per contracted month or major part thereof. D. Accumulated Sick Leave is the total of unused sick leave, up to maximum of one hundred twenty (120) days accrued for previous contracts but not used. Accumulated sick leave also includes the sick leave transferred from an employee s previous public school employment. Sick Leave Procedures Sick leave may be used in half or whole day increments. Pay of sick leave shall be at the employees daily rate of pay. Absences for illness in excess of the employee s accumulated and current sick leave shall result in a deduction from the employee s pay at the daily rate. At the discretion of the District and, if FMLA is applicable, subject to the certification / recertification provisions contained in FMLS, the District may require a written statement from the employee s physician documenting the employee s illness. Failure to provide such documentation of illness may result in sick leave not being paid, or in discipline up to and including termination.

15 Should an employee be absent frequently during a school year, and said absences are not subject to FMLA leave, and if such a pattern of absences continues, or is reasonably expected to continue, the Superintendent may temporarily reassign the employee. If the employee s absences are not subject to the FMLA, or are in excess of what is protected under the FMLA, excessive absenteeism, to the extent that the employee is not carrying out his/her assigned duties to an extent that the education of the students is substantially adversely affected ( the discretion of the Superintendent), may result in termination. Sick Leave and Family Medical Leave Act (FMLA) Leave When an employee takes sick leave, the District shall determine if the employee is eligible for FMLA leave and if the leave qualifies for FMLA leave. The District may request additional information from the employee to help make the applicability determination. (See policy 4151) To the extent the employee has accumulated sick leave, any sick leave taken that qualifies for FMLA leave shall be paid leave and charged against the employee s accrued leave including once the employee exhausts his/her accumulated sick leave, vacation or personal leave. Any employee who is absent as a result of an injury caused by either an assault or other violent criminal act committed against the school employee in the course of his or her employment shall be granted leave in accordance with Arkansas law. Sick Leave and Outside Employment Sick leave related absence from work inherently means the employee is also incapable of working at any source of outside employment. If an employee who works a non-district job while taking district sick leave for personal or family illness or accident, Workers Comp, or FMLA shall be subject to discipline up to and including termination. Maximum Sick Leave Accumulation Employees may accumulate a maximum of 120 day sick leave. In June of each year employees shall be paid for all sick leave accumulated over 120 days at the beginning substitute rate. Sick Leave Paid at Retirement Upon retirement, employees who qualify for benefits with the Arkansas Teacher Retirement System will be reimbursed for unused sick leave up to 120 days at the then beginning substitute rate. Employees shall have served in the district 3 years to be eligible for this benefit. Military Leave Military leave will be granted as provided for in Arkansas law. II. Sick Leave Bank A. Participation Participation in the Sick Leave Bank (SLB) is available to all certified employees who are eligible for sick leave, and is on a voluntary basis. An employee becomes a member of the SLB by contributing one (1) sick day to the bank. New staff members and others not contributing previously will be given an opportunity to join each September. Such declaration and contribution shall be made on a Sick Leave Bank Election Form distributed and collected by the District s Human Resources Office. The SLB Form is due in the Human Resources Office no later than September 15.

16 After a SLB member withdraws days from the bank, they must contribute one (1) day of their sick leave allowance at the beginning of the next school year to reestablish membership in the sick leave bank. If, during the course of a school year, the Sick Leave Bank balance of contributed days is reduced to fifty (50), the District s Human Resources Office will notify teachers of this occurrence and will request the immediate completion of another Sick Leave Bank form. A teacher s failure to contribute another one day of accumulated sick leave will terminate that teacher s participation in the Sick Leave Bank until the next opportunity to contribute arises. B. Governance A seven-member committee shall oversee the administration of the Sick Leave Bank. The committee shall be comprised of the Superintendent (or designee), the FEA President (or designee), three teachers elected by a majority of certified staff in an election directed and certified by the PPC, and two non-certified employees elected in an election directed and certified by the classified PPC. The committee shall decide on requests based on the committee s rules of operation. Requests for leave from the Sick Leave Bank should be routed to the Human Resources Office. C. Rules of Operation 1. Only those teachers who have made contributions to the Bank may make requests for grants from the bank. 2. Sick Leave Bank days will be granted only in cases of serious physical, mental, or emotional illness of the employee or serious illness or death in the immediate family, and with the written approval of the sick leave bank committee. Immediate family shall include the teacher s spouse, children, parents, grandparents, siblings, grandchildren and any other relatives living in the same household. The Sick Leave Bank days may be used only upon exhaustion of a member s accumulated sick leave, personal leave, non-contract leave (if applicable), and vacation (if applicable). Days used from the Sick Leave Bank are grants and do not require repayments. However, they must contribute one (1) day of their sick leave allowance at the beginning of the next school year to reestablish membership in the sick leave bank. 3. Therefore, the committee expects teachers to use discretion in making requests for days from the Sick Leave Bank. Before approving a request for Sick Leave Bank days, the Sick Leave Bank Committee will review sick leave records and require appropriate documentation. (Including doctor s note verifying disability and/or expected duration.) 4. Request for Sick Leave Bank days will be made on a Sick Leave Bank request form submitted to the chairperson of the Sick Leave Bank Committee. Request forms may be obtained from the Human Resources Office.

17 5. Sick Leave Bank days will not be granted if an applicant is eligible for or is receiving income from an income protection insurance policy or similar coverage (For example Short-Term Disability, Arkansas Teacher Retirement Disability, etc..). 6. Sick leave grants made from the bank shall be for no more than fifteen days for an individual applicant per year. Teachers in need of more than fifteen days may apply for an additional fifteen days, which if approved, will result in the deduction from the teacher s salary an amount equal to the standard daily cost of a substitute teacher for each additional day taken. Any unused sick leave bank days granted may not carry forward to any subsequent year and shall be returned to the Sick Leave Bank. 7. Unused days contributed to the Sick Leave Bank will accumulate and carry forward (in total--not by individual). III. 8. When applicable, days granted from the Sick Leave Bank will run concurrent with FMLA. III. Personal Leave A teacher may apply for personal leave when the reason for the requested leave does not fall within any of the other leave categories. Unless an emergency exists, days should be requested five days in advance to the principal so that an appropriate substitute can be scheduled. The principal may have to deny days if adequate building coverage is not available. In addition to sick leave, two days of personal leave shall be granted each academic year. If personal days are not used they will rollover to the next year as sick leave days. Personal leave is not allowed during the first and last week of school, or during the day before or after a school holiday, unless specifically approved by the Superintendent (or designee). IV. Professional Leave A. Categories of Professional Leave There will be three categories of Professional Leave: 1. Professional Development Leave 2. Professional Business Leave 3. Civic Leave B. Professional Development Leave related to an individual school s ACSIP Plan will be granted when a teacher justifies, in writing, the direct subject matter or improvement needs to be met. Additionally, Professional Development Leave should only be granted when the District did not provide the development needed in the normal Professional Development offerings during the year. C. Professional Business leave may be granted on approval of the Principal and the superintendent (or his designee) following the Section VI--E for participation in any of the following activities: guidelines in

18 1. Education/Work-related meetings and conferences 2. School visitations 3. Field trips and other activities where students are being chaperoned/supervised 4. Participation in Professional Organizations D. Civic Leave may be granted for the following the guidelines in Section VI--E of Professional Leave. Civic Leave falls under the following activities. 1. Jury Duty 2. Other civic responsibilities and activities 3. Political activity affecting education E. Approval/Disapproval of Professional Leave In all categories above, the superintendent (or his designee) will have three options related to disposition of the leave request: 1. Disapprove the request. 2. Approve the request, and agree that the school will accept responsibility for some or all of the expenses related to the leave, including the cost of a substitute teacher. 3. Approve the request, and charge the teacher with accepting the responsibility for any expenses related to the leave, including the cost of the substitute teacher. (If this option is exercised by the superintendent, the affected teacher will deducted from the next substitute. have the cost of a substitute teacher salary check, unless the FEA or some other recognized agency has agreed to reimburse the District for the cost of a In deciding which option to exercise, the superintendent (or designee) will consider the benefit likely to accrue to the Fayetteville Schools; the availability of budgeted funds; whether the request for leave was initiated by the teacher, the school, or some other agency; recommendations of the FEA or its Executive Board; etc. Travel procedures outlined in Policy No will be followed at all times. F. Any teacher wishing to attend the instructional staff development sessions of the annual AEA Convention will not be denied that leave and will be able to count the specific session as staff development credit if the proper SDI forms have been completed. These days will not be counted against a building s professional leave budget. V. Extended Leave Extended leave is a leave of absence without pay and benefits, but with the privilege of returning to the same or as nearly comparable assignment as possible and may be granted upon approval by the Board of Education under the following conditions:

19 A. An extended leave may be granted for not less than one semester nor more than two semesters unless otherwise specified in this policy or the Communicable Disease Policy No Extended leave less than one semester but a minimum of nine weeks may be approved if recommended by the Superintendent. B. The teacher on extended leave must notify the superintendent by April 1 of his intention to resume his work at the beginning of the next scholastic year or December 1, if he is to resume his work the second semester. C. Failure to notify the superintendent of intention to resume work as indicated, or failure to report for duty at the expiration of an extended leave shall be considered a resignation. D. Application for extended leave, except in emergencies such as ill health, must be filed with the principal and the superintendent in writing at least one month before leave shall take effect. Written response to each application is required. In determining whether to approve or deny an application, the administrators and the Board of Education will consider the teacher s request, the potential effect on the students involved, the teacher s length of service in the District, and other appropriate factors. E. All benefits to which a teacher was entitled at the time his extended leave commenced will be restored to him upon his return. Unless otherwise specified, a returning teacher will be placed on the salary schedule at the level achieved prior to his leave. F. All teachers are eligible to apply for extended leave in the following categories: 1. Physical, mental, or emotional illness of the employee which extends beyond accumulated sick leave. 2. Military induction or enlistment for active military service in time of war or other national emergency in accordance with the provisions of the Act of Congress requiring universal military service for meeting such emergency. Leave will be granted to any teacher who is a member of a Guard or Reserve Unit ordered to active duty by a proper authority in accordance with current law. 3. Illness or injury of a member of the teacher s immediate family or any other family catastrophe requiring the teacher absent from work. to be 4. Advanced study in the teacher s major field. 5. Educational travel, if it can be shown that such activity will contribute to the effectiveness of the teacher.

20 6. Child bearing. A teacher may apply for such leave to be effective beginning at any time between the commencement of pregnancy and the semester following the birth of the child. (Note--Sick leave may be used for child bearing, but should not exceed eight weeks unless a medical complication exists.) 7. Child rearing. A teacher may apply for such leave to be effective at any time during which the teacher has a child living at home. (A teacher adopting a child may apply for such leave to be effective prior to receiving custody, if necessary to fulfill the requirements for adoption.) 8. Becoming a candidate for, or serving in, a public office, unless there is a specific legal prohibition. 9. Enlistment in the Peace Corps or other such federal program. Such enlistment shall not exceed three years. If verifiable teaching experience is gained, the teacher will be awarded appropriate experience on the salary schedule, even if the allowable out-of-district credit limitation has been reached. 10. Absence from the area due to the temporary transfer or sabbatical assignment of a spouse. 11. Consideration of teaching as a continued career. Such leave will be approved for one full year and will generally not be approved unless the teacher has a minimum of ten years experience in the District. VI. Sabbatical Leave A sabbatical is a leave of absence without pay which is taken by a faculty member who has been continuously employed by the District for 10 or more years and which is taken for educational purposes. A faculty member on sabbatical has the privilege of returning to the same building and the same general teaching assignment and to be considered equally with the rest of the staff for specific assignments. The Board of Education may grant approval of sabbatical leave using the applicable conditions and timelines of the extended leave section. VII. Limitations and Conditions If an administrator has reason to believe that the requirements for any type of leave as described in Sections I-V of this policy have not been correctly applied, verification may be required of the employee. The administrator will notify the employee in writing of why verification is required.

21 Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised Revised: Revised: Revised: Revised: Revised: Revised Revised: Effective: Revised:

22 OPTION 2 FAYETTEVILLE (AR) PUBLIC SCHOOLS LEAVE POLICY The Fayetteville Board of Education recognizes the need for employees to be protected from loss of salary during temporary absences from work caused by personal illness or disability, illness, or bereavement in the immediate family, and other reasons of an emergency or personal nature. The Board of Education also agrees to protect the security of the teacher who requests leave of absence for an extended period by guaranteeing the individual to return to a teaching position, provided conditions outlined in the procedures governing this policy are met. School Board Policy Revised: TEACHER LEAVE PROCEDURES II. SICK LEAVE Definitions E. Sick Leave is absence from work due to illness, whether by the employee or a member of the employee s immediate family, or due to a death in the family. F. Immediate Family shall include the teacher s spouse, children, parents, grandparents, grandchildren, siblings and other relatives living in the same household. G. Current Sick Leave means those days of sick leave for the current contract year, which leave is granted at rate of one (1) day of sick leave per contracted month or major part thereof. H. Accumulated Sick Leave is the total of unused sick leave, up to maximum of one hundred twenty (120) days accrued for previous contracts but not used. Accumulated sick leave also includes the sick leave transferred from an employee s previous public school employment. Sick Leave Procedures Sick leave may be used in half or whole day increments. Pay of sick leave shall be at the employees daily rate of pay. Absences for illness in excess of the employee s accumulated and current sick leave shall result in a deduction from the employee s pay at the daily rate. At the discretion of the District and, if FMLA is applicable, subject to the certification / recertification provisions contained in FMLS, the District may require a written statement from the employee s physician documenting the employee s illness. Failure to provide such documentation of illness may result in sick leave not being paid, or in discipline up to and including termination.

23 Should an employee be absent frequently during a school year, and said absences are not subject to FMLA leave, and if such a pattern of absences continues, or is reasonably expected to continue, the Superintendent may temporarily reassign the employee. If the employee s absences are not subject to the FMLA, or are in excess of what is protected under the FMLA, excessive absenteeism, to the extent that the employee is not carrying out his/her assigned duties to an extent that the education of the students is substantially adversely affected ( the discretion of the Superintendent), may result in termination. Sick Leave and Family Medical Leave Act (FMLA) Leave When an employee takes sick leave, the District shall determine if the employee is eligible for FMLA leave and if the leave qualifies for FMLA leave. The District may request additional information from the employee to help make the applicability determination. (See policy 4151) To the extent the employee has accumulated sick leave, any sick leave taken that qualifies for FMLA leave shall be paid leave and charged against the employee s accrued leave including once the employee exhausts his/her accumulated sick leave, vacation or personal leave. Any employee who is absent as a result of an injury caused by either an assault or other violent criminal act committed against the school employee in the course of his or her employment shall be granted leave in accordance with Arkansas law. Sick Leave and Outside Employment Sick leave related absence from work inherently means the employee is also incapable of working at any source of outside employment. If an employee who works a non-district job while taking district sick leave for personal or family illness or accident, Workers Comp, or FMLA shall be subject to discipline up to and including termination. Maximum Sick Leave Accumulation Employees may accumulate a maximum of 120 day sick leave. In June of each year employees shall be paid for all sick leave accumulated over 120 days at the beginning substitute rate. Sick Leave Paid at Retirement Upon retirement, employees who qualify for benefits with the Arkansas Teacher Retirement System will be reimbursed for unused sick leave up to 120 days at the then beginning substitute rate. Employees shall have served in the district 3 years to be eligible for this benefit. Military Leave Military leave will be granted as provided for in Arkansas law. II. Sick Leave Bank A. Participation Participation in the Sick Leave Bank (SLB) is available to all certified employees who are eligible for sick leave, and is on a voluntary basis. An employee becomes a member of the SLB by contributing one (1) sick day to the bank. New staff members and others not contributing previously will be given an opportunity to join each September. Such declaration and contribution shall be made on a Sick Leave Bank Election Form distributed and collected by the District s Human Resources Office. The SLB Form is due in the Human Resources Office no later than September 15.

24 After a SLB member withdraws days from the bank, they must contribute one (1) day of their sick leave allowance at the beginning of the next school year to reestablish membership in the sick leave bank. If, during the course of a school year, the Sick Leave Bank balance of contributed days is reduced to fifty (50), the District s Human Resources Office will notify teachers of this occurrence and will request the immediate completion of another Sick Leave Bank form. A teacher s failure to contribute another one day of accumulated sick leave will terminate that teacher s participation in the Sick Leave Bank until the next opportunity to contribute arises. B. Governance A seven-member committee shall oversee the administration of the Sick Leave Bank. The committee shall be comprised of the Superintendent (or designee), the FEA President (or designee), three teachers elected by a majority of certified staff in an election directed and certified by the PPC, and two non-certified employees elected in an election directed and certified by the classified PPC. The committee shall decide on requests based on the committee s rules of operation. Requests for leave from the Sick Leave Bank should be routed to the Human Resources Office. D. Rules of Operation 1. Only those teachers who have made contributions to the Bank may make requests for grants from the bank. 2. Sick Leave Bank days will be granted only in cases of serious physical, mental, or emotional illness of the employee or serious illness or death in the immediate family, and with the written approval of the sick leave bank committee. Immediate family shall include the teacher s spouse, children, parents, grandparents, siblings, grandchildren and any other relatives living in the same household. The Sick Leave Bank days may be used only upon exhaustion of a member s accumulated sick leave, personal leave, non-contract leave (if applicable), and vacation (if applicable). Days used from the Sick Leave Bank are grants and do not require repayments. However, they must contribute one (1) day of their sick leave allowance at the beginning of the next school year to reestablish membership in the sick leave bank. 3. Therefore, the committee expects teachers to use discretion in making requests for days from the Sick Leave Bank. Before approving a request for Sick Leave Bank days, the Sick Leave Bank Committee will review sick leave records and require appropriate documentation. (Including doctor s note verifying disability and/or expected duration.) 4. Request for Sick Leave Bank days will be made on a Sick Leave Bank request form submitted to the chairperson of the Sick Leave Bank Committee. Request forms may be obtained from the Human Resources Office.

25 5. Sick Leave Bank days will not be granted if an applicant is eligible for or is receiving income from an income protection insurance policy or similar coverage (For example Short-Term Disability, Arkansas Teacher Retirement Disability, etc..). 6. Sick leave grants made from the bank shall be for no more than fifteen days for an individual applicant per year. Teachers in need of more than fifteen days may apply for an additional fifteen days, which if approved, will result in the deduction from the teacher s salary an amount equal to the standard daily cost of a substitute teacher for each additional day taken. Any unused sick leave bank days granted may not carry forward to any subsequent year and shall be returned to the Sick Leave Bank. 7. Unused days contributed to the Sick Leave Bank will accumulate and carry forward (in total--not by individual). III. 8. When applicable, days granted from the Sick Leave Bank will run concurrent with FMLA. IV. Personal Leave A teacher may apply for personal leave when the reason for the requested leave does not fall within any of the other leave categories. Unless an emergency exists, days should be requested five days in advance to the principal so that an appropriate substitute can be scheduled. The principal may have to deny days if adequate building coverage is not available. In addition to sick leave, two days of personal leave shall be granted each academic year. If personal days are not used they will rollover to the next year as sick leave days. Personal leave is not allowed during the first and last week of school, or during the day before or after a school holiday, unless specifically approved by the Superintendent (or designee). IV. Emergency Leave An absence due to a serious and unexpected situation that requires immediate action. Definitions: Serious meaning earnest in manner Unexpected meaning not likely to happen Immediate meaning done at once, instant One (1) Paid Emergency Leave day will be granted per school year. The emergency leave day may be taken for legal business or family matters of an emergency nature which require absence during the school hours, or for an illness or death of a close friend or relative not covered under sick leave. Emergency Leave may not be taken for routine family or routine business trips. Emergency Leave will be approved contingent upon written proof of the emergency being provided to the supervisor. Employees will be required to provide documentation of the emergency no later than five (5) days after the leave request. Unused emergency Leave days cannot be carried over to following year.

26 V. IV. Professional Leave B. Categories of Professional Leave There will be three categories of Professional Leave: 4. Professional Development Leave 5. Professional Business Leave 6. Civic Leave B. Professional Development Leave related to an individual school s ACSIP Plan will be granted when a teacher justifies, in writing, the direct subject matter or improvement needs to be met. Additionally, Professional Development Leave should only be granted when the District did not provide the development needed in the normal Professional Development offerings during the year. C. Professional Business leave may be granted on approval of the Principal and the superintendent (or his designee) following the Section VI--E for participation in any of the following activities: guidelines in 1. Education/Work-related meetings and conferences 2. School visitations 3. Field trips and other activities where students are being chaperoned/supervised 4. Participation in Professional Organizations D. Civic Leave may be granted for the following the guidelines in Section VI--E of Professional Leave. Civic Leave falls under the following activities. 1. Jury Duty 2. Other civic responsibilities and activities 3. Political activity affecting education E. Approval/Disapproval of Professional Leave In all categories above, the superintendent (or his designee) will have three options related to disposition of the leave request: 1. Disapprove the request. 2. Approve the request, and agree that the school will accept responsibility for some or all of the expenses related to the leave, including the cost of a substitute teacher. 3. Approve the request, and charge the teacher with accepting the responsibility for any expenses related to the leave, including the cost of the substitute teacher. (If this option is exercised by the superintendent, the affected teacher will deducted from the next substitute. have the cost of a substitute teacher salary check, unless the FEA or some other recognized agency has agreed to reimburse the District for the cost of a In deciding which option to exercise, the superintendent (or designee) will consider the benefit likely to accrue to the Fayetteville Schools; the availability of budgeted funds;

27 whether the request for leave was initiated by the teacher, the school, or some other agency; recommendations of the FEA or its Executive Board; etc. Travel procedures outlined in Policy No will be followed at all times. F. Any teacher wishing to attend the instructional staff development sessions of the annual AEA Convention will not be denied that leave and will be able to count the specific session as staff development credit if the proper SDI forms have been completed. These days will not be counted against a building s professional leave budget. VI. V. Extended Leave Extended leave is a leave of absence without pay and benefits, but with the privilege of returning to the same or as nearly comparable assignment as possible and may be granted upon approval by the Board of Education under the following conditions: A. An extended leave may be granted for not less than one semester nor more than two semesters unless otherwise specified in this policy or the Communicable Disease Policy No Extended leave less than one semester but a minimum of nine weeks may be approved if recommended by the Superintendent. B. The teacher on extended leave must notify the superintendent by April 1 of his intention to resume his work at the beginning of the next scholastic year or December 1, if he is to resume his work the second semester. C. Failure to notify the superintendent of intention to resume work as indicated, or failure to report for duty at the expiration of an extended leave shall be considered a resignation. D. Application for extended leave, except in emergencies such as ill health, must be filed with the principal and the superintendent in writing at least one month before leave shall take effect. Written response to each application is required. In determining whether to approve or deny an application, the administrators and the Board of Education will consider the teacher s request, the potential effect on the students involved, the teacher s length of service in the District, and other appropriate factors. E. All benefits to which a teacher was entitled at the time his extended leave commenced will be restored to him upon his return. Unless otherwise specified, a returning teacher will be placed on the salary schedule at the level achieved prior to his leave. F. All teachers are eligible to apply for extended leave in the following categories: 1. Physical, mental, or emotional illness of the employee which extends beyond accumulated sick leave.

28 2. Military induction or enlistment for active military service in time of war or other national emergency in accordance with the provisions of the Act of Congress requiring universal military service for meeting such emergency. Leave will be granted to any teacher who is a member of a Guard or Reserve Unit ordered to active duty by a proper authority in accordance with current law. 3. Illness or injury of a member of the teacher s immediate family or any other family catastrophe requiring the teacher absent from work. to be 4. Advanced study in the teacher s major field. 5. Educational travel, if it can be shown that such activity will contribute to the effectiveness of the teacher. 6. Child bearing. A teacher may apply for such leave to be effective beginning at any time between the commencement of pregnancy and the semester following the birth of the child. (Note--Sick leave may be used for child bearing, but should not exceed eight weeks unless a medical complication exists.) 7. Child rearing. A teacher may apply for such leave to be effective at any time during which the teacher has a child living at home. (A teacher adopting a child may apply for such leave to be effective prior to receiving custody, if necessary to fulfill the requirements for adoption.) 8. Becoming a candidate for, or serving in, a public office, unless there is a specific legal prohibition. 9. Enlistment in the Peace Corps or other such federal program. Such enlistment shall not exceed three years. If verifiable teaching experience is gained, the teacher will be awarded appropriate experience on the salary schedule, even if the allowable out-of-district credit limitation has been reached. 10. Absence from the area due to the temporary transfer or sabbatical assignment of a spouse. 11. Consideration of teaching as a continued career. Such leave will be approved for one full year and will generally not be approved unless the teacher has a minimum of ten years experience in the District. VII. VI. Sabbatical Leave A sabbatical is a leave of absence without pay which is taken by a faculty member who has been continuously employed by the District for 10 or more years and which is taken for educational purposes. A faculty member on sabbatical has the privilege of returning to the same building and the same general teaching assignment and to be considered equally with the rest of the staff for specific assignments. The Board of Education may grant approval of sabbatical leave using the applicable conditions and timelines of the extended leave section.

29 VIII. VII. Limitations and Conditions If an administrator has reason to believe that the requirements for any type of leave as described in Sections I-V of this policy have not been correctly applied, verification may be required of the employee. The administrator will notify the employee in writing of why verification is required. Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised Revised: Revised: Revised: Revised: Revised: Revised Revised: Effective: Revised:

30 OPTION 3 FAYETTEVILLE (AR) PUBLIC SCHOOLS LEAVE POLICY The Fayetteville Board of Education recognizes the need for employees to be protected from loss of salary during temporary absences from work caused by personal illness or disability, illness, or bereavement in the immediate family, and other reasons of an emergency or personal nature. The Board of Education also agrees to protect the security of the teacher who requests leave of absence for an extended period by guaranteeing the individual to return to a teaching position, provided conditions outlined in the procedures governing this policy are met. School Board Policy Revised: TEACHER LEAVE PROCEDURES III. SICK LEAVE Definitions I. Sick Leave is absence from work due to illness, whether by the employee or a member of the employee s immediate family, or due to a death in the family. J. Immediate Family shall include the teacher s spouse, children, parents, grandparents, grandchildren, siblings and other relatives living in the same household. K. Current Sick Leave means those days of sick leave for the current contract year, which leave is granted at rate of one (1) day of sick leave per contracted month or major part thereof. L. Accumulated Sick Leave is the total of unused sick leave, up to maximum of one hundred twenty (120) days accrued for previous contracts but not used. Accumulated sick leave also includes the sick leave transferred from an employee s previous public school employment. Sick Leave Procedures Sick leave may be used in half or whole day increments. Pay of sick leave shall be at the employees daily rate of pay. Absences for illness in excess of the employee s accumulated and current sick leave shall result in a deduction from the employee s pay at the daily rate. At the discretion of the District and, if FMLA is applicable, subject to the certification / recertification provisions contained in FMLS, the District may require a written statement from the employee s physician documenting the employee s illness. Failure to provide such documentation of illness may result in sick leave not being paid, or in discipline up to and including termination.

31 Should an employee be absent frequently during a school year, and said absences are not subject to FMLA leave, and if such a pattern of absences continues, or is reasonably expected to continue, the Superintendent may temporarily reassign the employee. If the employee s absences are not subject to the FMLA, or are in excess of what is protected under the FMLA, excessive absenteeism, to the extent that the employee is not carrying out his/her assigned duties to an extent that the education of the students is substantially adversely affected ( the discretion of the Superintendent), may result in termination. Sick Leave and Family Medical Leave Act (FMLA) Leave When an employee takes sick leave, the District shall determine if the employee is eligible for FMLA leave and if the leave qualifies for FMLA leave. The District may request additional information from the employee to help make the applicability determination. (See policy 4151) To the extent the employee has accumulated sick leave, any sick leave taken that qualifies for FMLA leave shall be paid leave and charged against the employee s accrued leave including once the employee exhausts his/her accumulated sick leave, vacation or personal leave. Any employee who is absent as a result of an injury caused by either an assault or other violent criminal act committed against the school employee in the course of his or her employment shall be granted leave in accordance with Arkansas law. Sick Leave and Outside Employment Sick leave related absence from work inherently means the employee is also incapable of working at any source of outside employment. If an employee who works a non-district job while taking district sick leave for personal or family illness or accident, Workers Comp, or FMLA shall be subject to discipline up to and including termination. Maximum Sick Leave Accumulation Employees may accumulate a maximum of 120 day sick leave. In June of each year employees shall be paid for all sick leave accumulated over 120 days at the beginning substitute rate. Sick Leave Paid at Retirement Upon retirement, employees who qualify for benefits with the Arkansas Teacher Retirement System will be reimbursed for unused sick leave up to 120 days at the then beginning substitute rate. Employees shall have served in the district 3 years to be eligible for this benefit. Military Leave Military leave will be granted as provided for in Arkansas law. II. Sick Leave Bank A. Participation Participation in the Sick Leave Bank (SLB) is available to all certified employees who are eligible for sick leave, and is on a voluntary basis. An employee becomes a member of the SLB by contributing one (1) sick day to the bank. New staff members and others not contributing previously will be given an opportunity to join each September. Such declaration and contribution shall be made on a Sick Leave Bank Election Form distributed and collected by the District s Human Resources Office. The SLB Form is due in the Human Resources Office no later than September 15.

32 After a SLB member withdraws days from the bank, they must contribute one (1) day of their sick leave allowance at the beginning of the next school year to reestablish membership in the sick leave bank. If, during the course of a school year, the Sick Leave Bank balance of contributed days is reduced to fifty (50), the District s Human Resources Office will notify teachers of this occurrence and will request the immediate completion of another Sick Leave Bank form. A teacher s failure to contribute another one day of accumulated sick leave will terminate that teacher s participation in the Sick Leave Bank until the next opportunity to contribute arises. B. Governance A seven-member committee shall oversee the administration of the Sick Leave Bank. The committee shall be comprised of the Superintendent (or designee), the FEA President (or designee), three teachers elected by a majority of certified staff in an election directed and certified by the PPC, and two non-certified employees elected in an election directed and certified by the classified PPC. The committee shall decide on requests based on the committee s rules of operation. Requests for leave from the Sick Leave Bank should be routed to the Human Resources Office. E. Rules of Operation 1. Only those teachers who have made contributions to the Bank may make requests for grants from the bank. 2. Sick Leave Bank days will be granted only in cases of serious physical, mental, or emotional illness of the employee or serious illness or death in the immediate family, and with the written approval of the sick leave bank committee. Immediate family shall include the teacher s spouse, children, parents, grandparents, siblings, grandchildren and any other relatives living in the same household. The Sick Leave Bank days may be used only upon exhaustion of a member s accumulated sick leave, personal leave, non-contract leave (if applicable), and vacation (if applicable). Days used from the Sick Leave Bank are grants and do not require repayments. However, they must contribute one (1) day of their sick leave allowance at the beginning of the next school year to reestablish membership in the sick leave bank. 3. Therefore, the committee expects teachers to use discretion in making requests for days from the Sick Leave Bank. Before approving a request for Sick Leave Bank days, the Sick Leave Bank Committee will review sick leave records and require appropriate documentation. (Including doctor s note verifying disability and/or expected duration.) 4. Request for Sick Leave Bank days will be made on a Sick Leave Bank request form submitted to the chairperson of the Sick Leave Bank Committee. Request forms may be obtained from the Human Resources Office.

33 5. Sick Leave Bank days will not be granted if an applicant is eligible for or is receiving income from an income protection insurance policy or similar coverage (For example Short-Term Disability, Arkansas Teacher Retirement Disability, etc..). 6. Sick leave grants made from the bank shall be for no more than fifteen days for an individual applicant per year. Teachers in need of more than fifteen days may apply for an additional fifteen days, which if approved, will result in the deduction from the teacher s salary an amount equal to the standard daily cost of a substitute teacher for each additional day taken. Any unused sick leave bank days granted may not carry forward to any subsequent year and shall be returned to the Sick Leave Bank. 7. Unused days contributed to the Sick Leave Bank will accumulate and carry forward (in total--not by individual). III. 8. When applicable, days granted from the Sick Leave Bank will run concurrent with FMLA. V. Personal Leave A teacher may apply for personal leave when the reason for the requested leave does not fall within any of the other leave categories. Unless an emergency exists, days should be requested five days in advance to the principal so that an appropriate substitute can be scheduled. The principal may have to deny days if adequate building coverage is not available. In addition to sick leave, two days of personal leave shall be granted each academic year. If personal days are not used they will rollover to the next year as sick leave days. If the use of an additional Personal Day is required, one (1) Sick Leave Day can be used for Personal Leave. The use of this additional Personal Day will result in the reduction of one (1) Sick Leave Day from the teacher s current sick Leave balance. Personal leave is not allowed during the first and last week of school, or during the day before or after a school holiday, unless specifically approved by the Superintendent (or designee). IV. Professional Leave C. Categories of Professional Leave There will be three categories of Professional Leave: 7. Professional Development Leave 8. Professional Business Leave 9. Civic Leave B. Professional Development Leave related to an individual school s ACSIP Plan will be granted when a teacher justifies, in writing, the direct subject matter or improvement needs to be met. Additionally, Professional Development Leave should only be granted when the District did not provide the development needed in the normal Professional Development offerings during the year.

34 C. Professional Business leave may be granted on approval of the Principal and the superintendent (or his designee) following the Section VI--E for participation in any of the following activities: guidelines in 1. Education/Work-related meetings and conferences 2. School visitations 3. Field trips and other activities where students are being chaperoned/supervised 4. Participation in Professional Organizations D. Civic Leave may be granted for the following the guidelines in Section VI--E of Professional Leave. Civic Leave falls under the following activities. 1. Jury Duty 2. Other civic responsibilities and activities 3. Political activity affecting education E. Approval/Disapproval of Professional Leave In all categories above, the superintendent (or his designee) will have three options related to disposition of the leave request: 1. Disapprove the request. 2. Approve the request, and agree that the school will accept responsibility for some or all of the expenses related to the leave, including the cost of a substitute teacher. 3. Approve the request, and charge the teacher with accepting the responsibility for any expenses related to the leave, including the cost of the substitute teacher. (If this option is exercised by the superintendent, the affected teacher will deducted from the next substitute. have the cost of a substitute teacher salary check, unless the FEA or some other recognized agency has agreed to reimburse the District for the cost of a In deciding which option to exercise, the superintendent (or designee) will consider the benefit likely to accrue to the Fayetteville Schools; the availability of budgeted funds; whether the request for leave was initiated by the teacher, the school, or some other agency; recommendations of the FEA or its Executive Board; etc. Travel procedures outlined in Policy No will be followed at all times. F. Any teacher wishing to attend the instructional staff development sessions of the annual AEA Convention will not be denied that leave and will be able to count the specific session as staff development credit if the proper SDI forms have been completed. These days will not be counted against a building s professional leave budget. V. Extended Leave

35 Extended leave is a leave of absence without pay and benefits, but with the privilege of returning to the same or as nearly comparable assignment as possible and may be granted upon approval by the Board of Education under the following conditions: A. An extended leave may be granted for not less than one semester nor more than two semesters unless otherwise specified in this policy or the Communicable Disease Policy No Extended leave less than one semester but a minimum of nine weeks may be approved if recommended by the Superintendent. B. The teacher on extended leave must notify the superintendent by April 1 of his intention to resume his work at the beginning of the next scholastic year or December 1, if he is to resume his work the second semester. C. Failure to notify the superintendent of intention to resume work as indicated, or failure to report for duty at the expiration of an extended leave shall be considered a resignation. D. Application for extended leave, except in emergencies such as ill health, must be filed with the principal and the superintendent in writing at least one month before leave shall take effect. Written response to each application is required. In determining whether to approve or deny an application, the administrators and the Board of Education will consider the teacher s request, the potential effect on the students involved, the teacher s length of service in the District, and other appropriate factors. E. All benefits to which a teacher was entitled at the time his extended leave commenced will be restored to him upon his return. Unless otherwise specified, a returning teacher will be placed on the salary schedule at the level achieved prior to his leave. F. All teachers are eligible to apply for extended leave in the following categories: 1. Physical, mental, or emotional illness of the employee which extends beyond accumulated sick leave. 2. Military induction or enlistment for active military service in time of war or other national emergency in accordance with the provisions of the Act of Congress requiring universal military service for meeting such emergency. Leave will be granted to any teacher who is a member of a Guard or Reserve Unit ordered to active duty by a proper authority in accordance with current law. 3. Illness or injury of a member of the teacher s immediate family or any other family catastrophe requiring the teacher absent from work. to be 4. Advanced study in the teacher s major field.

36 5. Educational travel, if it can be shown that such activity will contribute to the effectiveness of the teacher. 6. Child bearing. A teacher may apply for such leave to be effective beginning at any time between the commencement of pregnancy and the semester following the birth of the child. (Note--Sick leave may be used for child bearing, but should not exceed eight weeks unless a medical complication exists.) 7. Child rearing. A teacher may apply for such leave to be effective at any time during which the teacher has a child living at home. (A teacher adopting a child may apply for such leave to be effective prior to receiving custody, if necessary to fulfill the requirements for adoption.) 8. Becoming a candidate for, or serving in, a public office, unless there is a specific legal prohibition. 9. Enlistment in the Peace Corps or other such federal program. Such enlistment shall not exceed three years. If verifiable teaching experience is gained, the teacher will be awarded appropriate experience on the salary schedule, even if the allowable out-of-district credit limitation has been reached. 10. Absence from the area due to the temporary transfer or sabbatical assignment of a spouse. 11. Consideration of teaching as a continued career. Such leave will be approved for one full year and will generally not be approved unless the teacher has a minimum of ten years experience in the District. VI. Sabbatical Leave A sabbatical is a leave of absence without pay which is taken by a faculty member who has been continuously employed by the District for 10 or more years and which is taken for educational purposes. A faculty member on sabbatical has the privilege of returning to the same building and the same general teaching assignment and to be considered equally with the rest of the staff for specific assignments. The Board of Education may grant approval of sabbatical leave using the applicable conditions and timelines of the extended leave section. VII. Limitations and Conditions If an administrator has reason to believe that the requirements for any type of leave as described in Sections I-V of this policy have not been correctly applied, verification may be required of the employee. The administrator will notify the employee in writing of why verification is required.

37 Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised: Revised Revised: Revised: Revised: Revised: Revised: Revised Revised: Effective: Revised:

38 Fayetteville Public Schools Policy No CLASSIFIED SCHOOL EMPLOYEES LEAVE POLICY The Fayetteville Board of Education recognizes the need for employees to be protected from loss of salary during temporary absences from work caused by personal illness or disability, sickness in the immediate family, and other reasons of an emergency or personal nature. DEFINITIONS School employee shall include any employee of this school district who works not less than 20 hours per week, and who is not compelled by law to secure a teaching license from the State Board of Education as a condition precedent to employment. PROCEDURES I. SICK LEAVE Definitions M. Sick Leave is absence from work due to illness, whether by the employee or a member of the employee s immediate family, or due to a death in the family. N. Immediate Family shall include the teacher s spouse, children, parents, grandparents, grandchildren, siblings and other relatives living in the same household. O. Current Sick Leave means those days of sick leave for the current contract year, which leave is granted at rate of one (1) day of sick leave per contracted month or major part thereof. P. Accumulated Sick Leave is the total of unused sick leave, up to maximum of one hundred twenty (120) days accrued for previous contracts but not used. Accumulated sick leave also includes the sick leave transferred from an employee s previous public school employment. Sick Leave Procedures Sick leave may be used in half or whole day increments. Pay of sick leave shall be at the employees daily rate of pay. Absences for illness in excess of the employee s accumulated and current sick leave shall result in a deduction from the employee s pay at the daily rate. At the discretion of the District and, if FMLA is applicable, subject to the certification / recertification provisions contained in FMLA, the District may require a written statement from the employee s physician documenting the employee s illness. Failure to provide such documentation of illness may result in sick leave not being paid, or in discipline up to and including termination.

39 Should an employee be absent frequently during a school year, and said absences are not subject to FMLA leave, and if such a pattern of absences continues, or is reasonably expected to continue, the Superintendent may temporarily reassign the employee. If the employee s absences are not subject to the FMLA, or are in excess of what is protected under the FMLA, excessive absenteeism, to the extent that the employee is not carrying out his/her assigned duties, may result in termination. Sick Leave and Family Medical Leave Act (FMLA) Leave When an employee takes sick leave, the District shall determine if the employee is eligible for FMLA leave and if the leave qualifies for FMLA leave. The District may request additional information from the employee to help make the applicability determination. (See policy 4151) To the extent the employee has accumulated sick leave, any sick leave taken that qualifies for FMLA leave shall be paid leave and charged against the employee s accrued leave including once the employee exhausts his/her accumulated sick leave, vacation or personal leave. Any employee who is absent as a result of an injury caused by either an assault or other violent criminal act committed against the school employee in the course of his or her employment shall be granted leave in accordance with Arkansas law. Sick Leave and Outside Employment Sick leave related absence from work inherently means the employee is also incapable of working at any source of outside employment. If an employee who works a non-district job while taking district sick leave for personal or family illness or accident, Workers Comp, or FMLA shall be subject to discipline up to and including termination. Maximum Sick Leave Accumulation Employees may accumulate a maximum of 120 day of sick leave. In June of each year employees shall be paid for all sick leave accumulated over 120 days at the rate of one-half (1/2) of the employees daily of pay, not to exceed the beginning substitute rate. Sick Leave Paid at Retirement Upon retirement, employees who qualify for benefits with the Arkansas Teacher Retirement System will be reimbursed for unused sick leave up to 120 days at the rate of one-half (1/2) of the employees daily rate of pay, not to exceed the beginning substitute rate. Employees shall have served in the district 3 years to be eligible for this benefit. Military Leave Military leave will be granted as provided for in Arkansas law. II. Sick Leave Bank for Classified Personnel: Participation in the Sick Leave Bank (SLB) is available to all classified employees who are eligible for sick leave, and is on a voluntary basis.

40 An employee becomes a member of the SLB by contributing one (1) sick day to the bank. New staff members and others not contributing previously will be given an opportunity to join. Such declaration and contribution shall be made on a Sick Leave Bank Election Form distributed and collected by the District s Human Resources Office. The SLB Form is due in the Human Resources office no later than September 15 or within 15 days of beginning employment. After a SLB member withdraws days from the bank, they must contribute one (1) day of their sick leave allowance at the beginning of the next school year to reestablish membership in the sick leave bank. If, during the course of a school year, the Classified Sick Leave Bank balance of contributed days is reduced to fifty (50), the District s Human Resources Office will notify classified staff of this occurrence and will request the immediate completion of another Sick Leave Bank form. An employee s failure to contribute another one day of accumulated sick leave will terminate that employee s participation in the Sick Leave Bank until the next opportunity to contribute arises. A. Governance 1. The Classified Sick Leave Bank shall be kept separate in the number of days recorded and accounted for, but shall be governed by the Sick Leave Bank Committee 2. The Sick Leave Committee shall oversee the administration of the Sick Leave Bank. The committee shall be comprised of the Superintendent (or designee), the FEA President (or designee), three teachers elected by a majority of certified staff in an election directed and certified by the PPC, and two classified employees elected in an election directed and certified by the classified PPC. The committee shall decide on requests based on the committee s rules of operation. Requests for leave from the Sick Leave Bank should be routed to the Human Resources Office. B. Rules of Operation 1. Only those employees who have made contributions may make requests for days from the Bank. 2. Sick Leave Bank days will be granted only in cases of serious physical, mental, or emotional illness of the employee or serious illness or death in the immediate family, and with the written approval of the sick leave bank committee. Immediate family shall include the employee s spouse, children, parents, and any other relatives living in the same household. 3. The Sick Leave Bank days may be used only upon exhaustion of a member s accumulated sick leave, personal leave, non-contract days (if applicable), and vacation (if applicable). Days used from the Sick Leave Bank are grants and do not require repayment. However, the employee must contribute one (1) day of their sick leave allowance at the beginning of the next school year to reestablish membership in the sick leave bank. 4. Therefore, the committee expects employees to use discretion in making requests for days from the Sick Leave Bank. Before approving a request for days, the Sick Leave Bank Committee will review sick leave record and require

41 appropriate documentation. (Including a doctor s note verifying disability and/or expected duration.) 5. Requests for Sick Leave Bank days should be made on a Sick Leave Bank request form and submitted to the Chairperson of the committee through the Human Resource Office. Forms may be obtained by contacting the Human Resource Office. 6. Sick Leave Bank days will not be granted if an applicant is eligible for or receiving income from an income protection insurance policy or similar coverage (For example Short-Term Disability, Arkansas Teacher Retirement Disability, etc ). 7. Sick Leave Grants made from the bank shall be for no more than fifteen (15) days for an individual applicant per year. Employees in need of more than fifteen days may apply for an additional fifteen days, which if approved, will result in the deduction from the employee s salary an amount equal to twentytwo percent (22%) of the employees current daily pay rate (not to exceed $60 per day) for each additional day taken. 8. Unused days contributed to the Sick Leave Bank will accumulate and carry forward (in total not by the individual). 9. When applicable, days granted from the Sick Leave Bank will run concurrent with FMLA. III. III. Personal Leave A classified employee may apply for personal leave when the reason for the requested leave does not fall within any of the other leave categories. Unless an emergency exists, days should be requested five days in advance to the supervisor so that an appropriate substitute can be scheduled. The supervisor may have to deny days if adequate coverage is not available. In addition to sick leave, two three (3) days of personal leave shall be granted each academic year. If personal days are not used they will rollover to the next year as sick leave days. Personal leave is not allowed during the first and last week of school, or during the day before or after a school holiday, unless specifically approved by the Superintendent (or designee). IV. Professional Leave D. Categories of Professional Leave There will be two categories of Professional Leave: 10. Professional Development/Business Leave

42 11. Civic Leave B. Professional Development/Business Leave may be granted on approval of the supervisor and the superintendent (or his designee). Request for Professional Development/Business Leave must be made and approved in advance. Approval may be granted for the following reasons 1. Education/Work-related meetings and conferences 2. School visitations 3. Field trips and other activities where students are being chaperoned/supervised 4. Participation in Professional Organizations 5. Approved Professional Development C. Civic Leave may be granted for the following: 1. Jury Duty 2. Other civic responsibilities and activities 3. Political activity affecting education V. Extended Leave Extended leave is a leave of absence without pay and benefits, but with the privilege of returning to the same or as nearly comparable assignment as possible and may be granted upon approval by the Board of Education under the following conditions. A. An extended leave may be granted for not less than six months nor more than one year unless otherwise specified in this policy or the Communicable Disease Policy No Extended leave less than six months but a minimum of three months may be approved if recommended by the Superintendent. Six month leaves must begin at the beginning of a school term (either July 1 or January 1). B. The employee on extended leave must notify the superintendent not less than thirty days prior to the end of his approved leave term of his intention to resume work. C. Failure to notify the superintendent of intention to resume work as indicated, or failure to report for duty at the expiration of an extended leave shall be considered a resignation. D. Application for extended leave, except in emergencies such as ill health, must be filed with the employee s supervisor and the superintendent in writing at least one month before leave shall take effect. Written response to each application is required. In determining whether to approve or deny an application, the administrators and the Board of Education will consider the employee s request, the potential effect on the students involved, and the employee s length of service in the district. E. All benefits to which an employee was entitled at the time his extended leave commenced will be restored to him upon his return. Unless otherwise specified, a returning employee will be placed on the salary schedule at the level achieved prior to his leave.

43 F. All employees are eligible to apply for extended leave in the following categories: 1. Physical, mental, or emotional illness of the employee which extends beyond accumulated sick leave. 2. Military induction or enlistment for active military service in time of war or other national emergency in accordance with the provisions of the Act of Congress requiring universal military service for meeting such emergency. Leave will be granted to any classified employee who is a member of a Guard or Reserve Unit ordered to active duty by a proper authority in accordance with current law. 3. Illness or injury of a member of the employee s immediate family or any other family catastrophe requiring the employee to be absent from work. 4. Advanced study in the employee s major field. 5. Child bearing. An employee may apply for such leave to be effective beginning at any time between the commencement of pregnancy and the semester following the birth of the child. (Note Sick leave may be used for child bearing, but should not exceed six weeks unless a medical complication exists.) 6. Child rearing. An employee may apply for such leave to be effective at any time during which the employee has a child living at home. (An employee adopting a child may apply for such leave to be effective prior to receiving custody, if necessary to fulfill the requirements for adoption.) 7. Becoming a candidate for, or serving in, a public office, unless there is a specific legal prohibition. 8. Enlistment in the Peace Corps or other such federal program. Such enlistment shall not exceed three years. If verifiable and relevant experience is gained, the employee will be awarded appropriate experience on the salary schedule, even if the allowable out-of-district credit limitation has been reached. 9. Absence from the area due to temporary transfer or sabbatical assignment of a spouse. 10. Consideration of career change. Such leave will be approved for one full year and will generally not be approved unless the employee has a minimum of ten years experience in the district. VI. Limitations and Conditions If an administrator has reason to believe that the requirements for any type of leave as described in Sections I-V of this policy have not been correctly applied, verification may be required of the employee. The administrator will notify the employee in writing of why verification is required. Approved:

44 Revised: Revised: Revised: Revised: Revised: Revised: Revised: Effective:

45 June 23, 2016 Revisions to Policy 5.55 (Grading) TO: FROM: Board of Education John L Colbert I will ask the Board to approve revisions to Policy 5.55 (Grading) which will allow the transition from piloting status to full implementation of standards based reporting for 2 nd grade. Following school board approval in Spring 2015 for 2 nd grade to pilot standards based reporting, the 2 nd grade report card committee met in April 2015 to change their reporting process to standards based. Teachers believe that this venue of reporting a student s academic progress is a better reflection of student learning. The committee developed the report card, assessments, and decided to use the same grade descriptors as the K and 1 st grade report cards. I will ask the Board for approval to allow the 3 rd grade report card committee and the 4 th grade report card committee to develop a standards based report card and assessments to be piloted during the school year. Third and fourth grade teachers have expressed the desire to switch to standards based report cards to better communicate student academic progress. These committees will meet at a time determined by Dr. Weber, associate superintendent for teaching and learning. We do not know if the committees will select the same grade descriptors as K-2. *All report card committees are made up of one grade level teacher from each school and the elementary math coaches. VII-B1

46 5.55 GRADING The Fayetteville School Board recognizes that a system for reporting pupil progress is a vital part of communication between the home and the school. An adequate progress reporting plan should assist students in recognizing their own potential and self worth, provide parents with information about their children s growth and the school s total program, provide an accurate permanent record of student achievement and growth, and stimulate the school to engage in productive curriculum planning and execution. Grades assigned to a student (letter-grades, percentages, symbols, etc.) shall reflect only the extent to which the student has achieved the expressed educational objectives of the course, grade-level, etc., as prescribed by Section V-B of the Standards for Accreditation of Arkansas Public Schools (1984). The grades of a child in foster care shall not be lowered due to an absence from school due to: 1. A change in the child s school enrollment; 2. The child s attendance at a dependency-neglect court proceeding; or 3. The child s attendance at court-ordered counseling or treatment. Nothing in this policy is intended to prohibit or discourage a teacher from assigning and reporting a separate grade for a student s behavior, attendance, attitude, etc. However, such grades shall not become a part of the student s permanent record and shall not be used as a part of the record of student achievement, except as indicated above. A public school student who has successfully completed the eighth grade shall be eligible to enroll in a publicly supported community college, four-year college or university for elective credit. With prior approval from the administration, high school students are allowed to enroll in college courses for replacement credit, credit recovery, or grade improvement, and shall be entitled to receive appropriate academic credit in both the institution of higher education and the public school in which they are enrolled. The following grade descriptors, letter grade, and percentage scale relationships will be applied in: Kindergarten: + = Mastered - = Not Mastered = Not Assessed Grade 1: + = Mastered - = Not Mastered = Not Assessed K 1 st Grading System for Art, Music and P. E. E = Meeting Grade Level Expectation = Satisfactory N = Needs to Improve Grade 2: E = Excellent V = Very Good S = Satisfactory N = Needs to Improve U = Unsatisfactory + = Mastered - = Not Mastered = Not Assessed

47 Grades 3-6: Grades 7-12: 100%-90% A Excellent 89%-80% B Good 79%-70% C Marginally satisfactory 69%-60% D Unsatisfactory 59%- F Failing Percent Letter Grade Descriptor Quality Points Regular, Honors & College Placement 100%-90% A Excellent 4 89%-80% B Good 3 79%-70% C Marginally Satisfactory 2 69%-60% D Unsatisfactory 1 59%- F Failing 0 Advanced Placement and International Baccalaureate Grading Although Fayetteville School District is not a member of the International Baccalaureate (IB) Program, students transferring into the District from another Advanced Placement (AP) or IB program will be awarded credit as outlined by the Arkansas Department of Education. Weighted Credit for designated AP and IB courses will be contingent upon the AP/IB teacher obtaining applicable training; the student taking the entire AP/IB course offered in a particular subject; the student completing the applicable test offered by the College Board for AP at the end of the AP course or the applicable test offered by IB at the time prescribed by IB. For students who transfer into FPS and who have credit for ADE Approved Honors Courses in their previous school as reflected on the incoming transcript, these students will receive the additional quality points (same as for AP and IB) for GPA purposes. Quality Points Advanced Placement/ International Baccalaureate 100%-90% A Excellent 5 89%-80% B Good 4 79%-70% C Marginally Satisfactory 3 69%-60% D Unsatisfactory 2 59%- F Failing 0 Legal Reference: A.C.A A.C.A (f) State Board of Education: Standards of Accreditation 12:02 Arkansas Department of Education Rules and Regulations Governing Uniform Grading Scales for Public Secondary Schools

48 Adopted: Amended: Amended: Amended: Amended: Amended: Amended: Amended: Amended: Amended:

49 Fayetteville Public Schools Kindergarten Student: Teacher/School: ATTENDANCE QUARTER: 1 st 2 nd 3 rd 4 th No. of Days: Days Absent: Days Tardy: English Language Arts SCORING GUIDE Mastered + Not Mastered Not Assessed - WORK SKILLS 1 st 2 nd 3 rd 4 th Cooperates with others Follows class and school rules Displays self confidence Listens and follows directions Works neatly and carefully Participates in activities Works independently READING 1 st 2 nd 3 rd 4 th Expected Independent Reading Level NA Reading Level Identifies all uppercase letters Identifies all lowercase letters Produces letter sounds Identifies rhyming words Produces rhyming words Identifies the number of syllables in words Segments sounds in words Blends sounds in words Understands parts of a book and how books are read Identifies role of author/ illustrator Retells a story in order Identifies characters, setting, and major events in a story Compares & contrasts information from 2 different texts Asks questions to get help or information Reads 25 common sight words WRITING 1 st 2 nd 3 rd 4 th Draws pictures to match writing Writes uppercase and lowercase letters legibly Spaces between words Capitalizes first word of sentence/ I Uses periods, question marks, exclamation points Spells simple word patterns (CVC) Spells grade appropriate sight words correctly Writes to describe or tell about an event, to give information, or to give an opinion Participates in shared research and writing projects SPEAKING & LISTENING 1 st 2 nd 3 rd 4 th Participates during discussions Expresses ideas clearly Uses appropriate grammar when speaking STAGES OF WRITING (Quarter mastered noted in box): RANDOM LETTERS BEGINNING SOUNDS/ ENDING SOUNDS USES VOWELS WRITES SIMPLE SENTENCE WRITES SENTENCE WITH DETAIL WRITES 2 TO 3 SENTENCES ABOUT TOPIC

50 Math COUNTING AND CARDINALITY and Cardinality 1 st 2 nd 3 rd 4 th 1. Count to 100 by ones and tens. 2. Count forward beginning from a given number within the known sequence. 3. Write numbers from Represent a number of objects with a written numeral. 4. Understand the relationship between numbers and quantities. 5. Given a number from 1-20, counts out that many objects. 6. Identify whether the number of objects in one group is greater than, less than, or equal to the number of objects in another group. 7. Compare two numbers between 1 and 10 presented as written numerals. OPERATIONS AND ALGEBRAIC THINKING 1. Represent addition and subtraction with objects, fingers, mental images, drawings, sounds, explanations, or equations. 2. Solve addition and subtraction word problems, and add and subtract within Decompose numbers less than or equal to 10 into pairs in more than one way. 4. For any number 1-9, find the number that makes 10 when added to a given number. 5. Fluently add and subtract within 5. NUMBERS AND OPERATIONS IN BASE TEN 1. Compose and decompose numbers from 11 to 19 into tens and some further ones. MEASUREMENT AND DATA 1. Describe measurable attributes of objects, such as length or weight. Describe several measurable attributes of a single object. 2. Directly compare two objects with a measurable attribute in common, to see which objects has more of/less of the attribute, and describe the difference. 3. Classify objects into given categories; count the number of objects in each category and sort the categories by count. ggeometry 1. Describe objects in the environment using names of shapes, and describe the relative positions of these objects using terms such as above, below, beside, in front of, behind, and next to. 2. Correctly names shapes regardless of their orientation or overall size. 3. Identify shapes as two-dimensional (flat) or three-dimensional (solid). 4. Analyze and compare two- and three- dimensional shapes, in different sizes and orientations, using informal language to describe their similarities, differences, parts and other attributes. 5. Model shapes in the world by building shapes from components and drawing shapes. 6. Compose simple shapes to form larger shapes. ENCORE 1 st 2 nd 3 rd 4 th Art Music PE PARENT SIGNATURE DATE Placement for

51 ATTENDANCE QUARTER: 1 st 2 nd 3 rd 4 th Days Present Days Absent: Days Tardy: Fayetteville Public Schools First Grade Student: Teacher: School: English Language Arts SCORING GUIDE Mastered + Not Mastered - Not Assessed READING/WORD STUDY 1 st 2 nd 3 rd 4 th Independent Reading Level WORK SKILLS 1 st 2 nd 3 rd 4 th Cooperates with others Follows class and school rules Demonstrates self-control Works neatly and carefully Works independently WRITING 1 st 2 nd 3 rd 4 th Writes legibly with appropriate spacing Reads accurately and fluently to support comprehension Word Study Reads sight words Writes sight words Decodes grade appropriate words Asks and answers questions about text Retells stories including key details Knows and uses nonfiction text features Explains differences between fiction and nonfiction text Describes characters, setting, and major events in the story Compares and contrasts adventures/experiences of characters Compares and contrasts individuals or events in nonfiction Identifies main topic and key details PARENT SIGNATURE QTR 1 QTR 2 QTR 3 DATE Capitalizes the first word in a sentence and pronoun I Uses end punctuation for sentences Capitalizes dates and names of people Uses commas in dates and to separate words in a series Writes narrative stories including events, details, transition words, and closure Writes informative text including topic, facts, and closure Writes opinion pieces including topic, reasons, and closure Participates in shared research and writing projects SPEAKING & LISTENING 1 st 2 nd 3 rd 4 th Participates in collaborative discussions including content areas (i.e., social studies/science) Speaks in complete sentences when appropriate ENCORE 1 st 2 nd 3 rd 4 th Art Music PE Placement for

52 MATH OPERATIONS AND ALGEBRAIC THINKING 1 st 2 nd 3 rd 4 th 1.OA.3 Apply properties of operations as strategies to add and subtract (commutative and associate properties of addition). 1.OA.1, 1.OA.2 Solve add to/put together (result unknown) word problems with up to 3 addends 1.OA.1 Solve take from (result unknown) word problems 1.OA.1, 1.OA.4 Solve put together/take apart (addend unknown) word problems 1.OA.8 Determine the unknown whole number in an addition or subtraction equation relating three whole numbers 1.OA.1 Solve add to (change unknown) word problems 1.OA.1 Solve take from (change unknown) word problems 1.OA.6 Demonstrate fluency for addition and subtraction within OA.1 Solve add to (start unknown ) word problems 1.OA.1 Solve take from (start unknown) word problems 1.OA.1 Solve compare (difference unknown, bigger unknown, smaller unknown) word problems 1.OA.7 Understand the meaning of the equal sign, and determine if the equations involving addition and subtraction are true or false. NUMBERS AND OPERATIONS IN BASE TEN 1.NBT.1 Count to 120 starting at any number less than NBT.1 Read any random numbers to NBT.1 Write any random numeral to NBT.1 Represent a number of objects with a written numeral. 1.NBT.2 Understand that the two digits of a two-digit number represent amount of tens and ones. 1.NBT.4 Add within 100, including adding a two-digit number and a one-digit number, and adding a two-digit number and a multiple of 10. Understand the concept of regrouping. 1.NBT.6 Subtract multiples of 10 in the range from multiples of 10 in the range using appropriate strategies. Explain the reasoning used. 1.NBT.5 Given a two-digit number, mentally find 10 more or 10 less than the number, without having to count; explain the reasoning used. 1.NBT.3 Compare two two-digit numbers based on meanings of the tens and ones digits, recording the results of comparisons with the symbols, =, and. MEASUREMENT AND DATA 1.MD.3 Tell and write time in hours using analog and digital clocks. 1.MD.1 Order three objects by length; compare the length of two objects indirectly by using a third object. 1.MD.2 Express the length of an object as a whole number of length units, by laying multiple copies of a shorter object end to end; understand that the length measurement of an object is the number of same-size length units that span it with no gaps or overlaps. 1.MD.3 Tell and write time in half-hours using analog and digital clocks. 1.MD.4 Organize, represent and interpret data with up to three categories; ask and answer questions about the total number of data points, how many in each category, and how many more or less are in one category than in another. ggeometry 1.G.1 Distinguish between defining attributes versus non defining attributes; build and draw shapes to possess defining attributes. 1.G.2 Compose two-dimensional shapes or three-dimensional shapes to create a composite shape, and compose new shapes from the composite shape. 1.G.3 Partition circles and rectangles into two and four equal shares, describe the shares using the words halves, fourths, and quarters, and use the phrases half of, fourth of, and quarter of. Describe the whole as two of, or four of the shares.

53 June 23, 2016 FY18 Proposed Budget of Expenditures TO: FROM: Board of Education Kathy Hanlon I will ask the Board to approve the FY18 proposed budget of expenditures. VII-C1

54 Proposed Budget of Expenditures With Tax Levy For Fiscal Year Beginning July 1, 2017 to and including June 30, 2018 The Board of Directors of Fayetteville School District No. 1 of Washington County, Arkansas, in Compliance with the requirements of Amendment No. 40 to the Constitution of the State of Arkansas and of Ark.. Code Ann. S (1993 Repl.), has prepared, approved and hereby makes public the proposed budget of expenditures, together with the tax rate, as follows: Proposed Budget of Expenditures Salary Fund Expenditures $ 43,000,000 Instructional Expense $ 24,500,000 Maintenance & Operation Expense $ 9,500,000 Pupil Transportation Expense $ 3,600,000 Bonded Debt Payment $ 14,500,000 Building Fund Expense $ 1,000,000 Tax Levy (millage required for budget) mills, this represents no change in the millage rate from the previous year. Given this 23 th day of June, 2016 Fayetteville School District Washington County, Arkansas Tim Hudson, President of the Board Traci Farrah, Secretary of the Board

55 June 23, 2015 Election Resolution TO: FROM: Board of Education Tim Hudson I will ask the Board to approve the election resolution requesting the county board of election commissioners to open no polling places for the school election on September 20, 2016 so that the election can be conducted by absentee ballot and early voting pursuant of Act 1295 of The resolution will be valid if no more than one candidate for the Fayetteville Board of Education presents a petition or notice in writing to the county board of election commissioners. VII-D1

56 Resolution WHEREAS no more than one (1) candidate for the Fayetteville Board of Education has presented a petition or notice in writing to the county board of election commissioners as required by A. C.A , and, WHEREAS there is no change in the school district's millage rate or other ballot issues to be submitted to the district electors for consideration, BE IT THEREFORE RESOLVED that the Board of Education of Fayetteville School District requests the county board of election commissioners to open no polling places on the date of the school election scheduled for September 20, 2016 so that the election can be conducted by absentee ballot and early voting pursuant of Act 1295of2003. School Board President Date

57 June 23, 2016 Monthly Financial Report TO: FROM: Board of Education Kathy Hanlon I will present the monthly financial report. VIII-A1

58 6/16/2016 Monthly Financial Report May 31, 2016 NOTABLE THIS MONTH: On June14th the district stimulated the local economy by issuing over $11,000,000 in payroll and associated benefits. Most of the district employees receive 2 payroll checks in June. There is also additional pay for professional development and summer programs. LEARN. GROW. PERFORM. LEAD Fund Balances Teacher Salary Fund -$35,681,085 Operating $69,396,679 Building $2,317,705 Sinking fund $26,756,266 Debt Service -$13,022,183 Federal $638,857 Food Service $12,271 Activity $1,555,151 TOTAL FUND BALANCE $51,973,661 Of this total balance, the legal balance is $20,693,411 LEARN. GROW. PERFORM. LEAD 1

59 6/16/2016 Current Investments FUND INVESTMENT INSTITUTION YIELD BALANCE Building CDARS MM Iberia.37% $3,000,000 TOTAL $3,000,000 LEARN. GROW. PERFORM. LEAD Revenue Local State REVENUE Restricted State Bond subsidies TOTAL OPERATING Building Fund Federal Funds Food Service Activity TOTAL MONTHLY REVENUE YEAR-TO- DATE ACTUAL RECEIVED YTD LAST YEAR BUDGET BUDGET BALANCE DUE PERCENTAGE RECEIVED TO DATE $18,967,291 $61,735,950 $61,003,835 $62,933,860 $1,197, % $2,472,182 $24,721,829 $24,319,290 $27,194,012 $2,472, % $388,095 $4,844,125 $3,931,353 $6,004,945 $1,160, % $0 $859,135 $0 $1,500,000 $640, % $21,827,568 $92,161,039 $89,254,478 $97,632,817 $5,471, % $0 $876,641 $0 $750,000 -$126, % $795,081 $3,944,286 $3,865,552 $5,676,172 $162, % $280,527 $3,271,267 $3,396,033 $3,775,000 $503, % $286,029 $4,765,581 $4,457,694 $6,000,000 $1,234, % $23,189,205 $106,588,233 $100,973,757 $113,833,989 $7,245, % Percentage of fiscal year 92% LEARN. GROW. PERFORM. LEAD 2

60 6/16/2016 Expenditures EXPENDITURES BY FUND MONTHLY EXPENDITURES YEAR-TO- DATE ACTUAL YTD LAST YEAR BUDGET UNEXPENDED BALANCE PERCENTAGE OF BUDGET EXPENDED Teacher Salary $3,443,864 $35,681,085 $34,949,175 $42,023,519 $6,342, % Operating $3,057,695 $34,416,943 $34,787,048 $39,912,564 $5,495, % Debt Service SUB-TOTAL Building $5,063,903 $13,891,632 $12,104,986 $14,798,214 $906, % $11,565,462 $83,989,660 $81,841,209 $96,734,297 $12,744, % $26,241 $7,624,786 $9,005,151 $9,256,747 $1,631, % Federal Funds $398,269 $4,113,725 $4,673,046 $5,598,298 $1,484, % Food Service Activity TOTAL $326,900 $3,347,879 $3,149,602 $3,775,000 $427, % $665,584 $5,348,442 $4,120,033 $6,000,000 $651, % $24,547,917 $104,424,492 $102,789,041 $121,364,342 $16,939, % Shaded funds are restricted. Percentage of fiscal year to date: 92% Included in these expenditures Month Year to Date Administrator and Teachers Salaries Administrator and Teachers Benefits $3,572,148 $37,997,339 $928,758 $9,879,308 LEARN. GROW. PERFORM. LEAD 3

61 June 23, 2016 Bond Refunding TO: FROM: Board of Education Kathy Hanlon I will introduce Bo Bittle with Stephens, Inc who will present information about a potential bond refunding opportunity. VIII-B1

62 FRIDAY ELDREDGE & CLARK LLP Bob Beach I Attorney 400 West Capitol Avenue Direct: (501) Suite 2000 Fax: (501) Little Rock, Arkansas beach@fridayfirm.com June 6, 2016 Fayetteville School District No. 1 of Washington County, Arkansas Fayetteville, Arkansas Re: Proposed Issuance of $9,745,000 Fayetteville School District No. 1 of Washington County, Arkansas (the "District") Refunding Bonds Ladies and Gentlemen: The purpose of this letter is to set forth the role we propose to serve and responsibilities we propose to assume as bond counsel in connection with the issuance of the Refunding Bonds (the "Bonds") by the District. Bond counsel is engaged as a recognized independent expert whose primary responsibility is to render an objective legal opinion with respect to the authorization and issuance of the Bonds. As bond counsel, we will examine applicable law, prepare the Bond Resolution, Tax Certificate, Form 8038-G, Continuing Disclosure Certificate, and various other documents in connection with the issuance of the Bonds; consult with Stephens Inc., as Municipal Adviser to the District (the "Municipal Advisor"); review certified proceedings; and undertake such additional duties as we deem necessary to render the bond approving opinion for the Bonds. We will also assist the District, along with the Municipal Advisor in preparing the Preliminary Official Statement and the Official Statement. Subject to the completion of the proceedings to our satisfaction for each issue, we will render our opinion that the Bonds have been duly authorized, executed and delivered and are valid and binding obligations of the District, payable from debt service revenues pledged to the Bonds. We will also render our opinion that the interest on the Bonds is excludable from gross income of the holders thereof for federal income tax purposes. The opinion will be executed and delivered by us in written form on the date that the Bonds are exchanged for the purchase price thereof ("Closing") and will be based on the facts and law existing as of its date. Upon delivery of the opinion for the Bonds, our responsibilities as bond counsel will conclude with respect to this financing. Unless you specifically engage us to provide additional advice on issues arising with respect to the issuance of the Bonds, the firm has no continuing obligation to advise you with respect to future legal developments. In rendering our opinion, we will rely upon the certified proceedings and other certifications of public officials and other persons furnished to us without undertaking to verify the same by independent investigation. We will also rely on the District's certifications contained in the Tax Certificate, including, but not limited to, any private business use and facilities financed, refinanced or reimbursed, directly or indirectly from proceeds of the Bonds. We do not review the financial condition of the District or the adequacy of the security provided to Bond owners and we will express no opinion relating thereto.

63 Upon execution of this engagement letter, the District, as the issuer of the Bonds, will be our client and an attorney-client relationship will exist between our firm and the District. Our services as bond counsel are limited to those contracted for herein and we seek your consent to those limitations by the execution of this engagement letter. The Municipal Advisor is a client of this firm with respect to matters other than the proposed issuance of the Bonds. Under applicable ethical rules, we do not believe our representation of the District will be either materially limited by the Municipal Advisor being our client on other matters under these circumstances either because such matters are or will be sufficiently different from the issuance of the Bonds as to make such representations not adverse to our representation of you, or because the potential for such adversity is remote or minor and outweighed by the consideration that it is unlikely that advice given to the other client will be relevant to any aspect of the issuance of the Bonds. Execution of this letter will signify your consent to a representation consistent with the circumstances described herein. Based upon: (i) the duties we will undertake pursuant to this letter, and (ii) the responsibilities we assume, our fee (including Bond preparation costs) as bond counsel for the Bonds, based on an issue size of $9,745,000, will be $12,895. Our fee will be adjusted downward ifthe principal size is reduced. In addition, we expect to be reimbursed for our expenses, including photocopying, deliveries, express mail, and other necessary office disbursements. We estimate that such expenses will be approximately $100. If, for any reason, the Bonds are not issued, we will not be due any fee. Our fee shall be paid at the Closing out of Bond proceeds. If the foregoing terms of this engagement are acceptable to you, please execute and return to me. We look forward to working with you. FRIDAY, ELDREDGE & CLARK, LLP ~BBeach ~~- -~~~~~~~~~ ACCEPTED AND APPROVED this day of, Fayetteville School District No. 1 of Washington County, Arkansas Fayetteville, Arkansas President Secretary 2

64 June 6, 2016 Ms. Kathy Hanlon Chief Financial Officer Fayetteville School District P.O. Box 849 Fayetteville, Arkansas RE: Potential Refunding Opportunity Fayetteville School District Bonds, Dated October 1, 2010 and August 1, 2011 Dear Ms. Hanlon: As we have previously discussed, Stephens has identified the above referenced outstanding bond issues as potentially viable candidates to refund in order to achieve economic savings for the District. Based on the current interest rate market, the District can refund its Series 2010 and Series 2011 Bonds and realize a net savings to the District of approximately $727,000 with $690,000 of this savings being realized by June In order to position the District to quickly enter the market at the appropriate time, I have included a resolution. This resolution will allow the District to obtain approval from the Department of Education for the refundings and position the District to quickly offer the refunding bonds at the appropriate time to maximize the potential savings based on market conditions. Of course, if this refunding is successful, the financing will be brought back to the Board for its final approval. If you have any questions regarding this refunding opportunity, please feel free to contact me. Sincerely, Bo Bittle

65 RESOLUTION TO REFUND OUTSTANDING BONDS IN ORDER TO PRODUCE DEBT SERVICE SAVINGS BE IT RESOLVED by the Board of Directors of Fayetteville School District No. 1 of Washington County, Arkansas (the District ) that: 1. The District recognizes that debt service savings may be achieved by refunding the District s outstanding bond issue dated October 1, 2010 and August 1, 2011B (the Prior Bonds ). 2. The District authorizes Stephens Inc., as fiscal agent for the District, to file an application with the State Board of Education to issue refunding bonds (the Bonds ) in order to refund the Prior Bonds. 3. The Superintendent of Schools is authorized to offer the Bonds for public sale.

66 CERTIFICATE I, the undersigned, Secretary of the Board of Directors of the above District, certify the foregoing to be a true copy of a Resolution duly adopted by the Board at a regular meeting of the Board held on the 28 th day of July, The Resolution appears in the official minutes of the meeting which are in my custody. At the time of the meeting the duly elected (or appointed), qualified and serving members of the Board and their respective votes on the adoption of the Resolution were as follows: Director Vote (Aye, Nay, Abstain or Absent) Tim Hudson Justin Eichman Traci Farrah Susan Heil Bob Maranto Steve Percival Nika Waitsman I further certify that the meeting of the Board was duly convened and held in all respects according to law; that to the extent required by law due and proper notice of the meeting was given to the members of the Board and to the public; that the meeting was open to the public; that a legal quorum was present throughout the meeting; that all other requirements and proceedings under the law incident to the proper adoption and passage of the Resolution have been duly fulfilled, carried out and otherwise observed; and that I am authorized to execute this Certificate. CERTIFIED under my hand and seal of the District this 28 th day of July, (SEAL) Secretary

67 Fayetteville School District Refunding Bonds Series 2016 Preliminary Gross Debt Service Comparison Date Principal Coupon Interest New D/S Old D/S Savings 06/01/ , % 119, , , , /01/ , % 158, , , , /01/ , % 152, , , , /01/ , % 145, , , , /01/ , % 137, , , /01/ , % 128, , , , /01/ , % 118, , , , /01/ , % 108, , , , /01/ , % 96, , , /01/ , % 83, , , , /01/ , % 69, , , , /01/ , % 53, , , /01/ , % 36, , , , /01/ , % 18, , , , Total $9,745, $1,426, $11,171, $11,896, $724, PV Analysis Summary (Gross to Gross) Gross PV Debt Service Savings 724, Contingency or Rounding Amount 2, Net Present Value Benefit $727, Net PV Benefit / $9,365,000 Refunded P+I 6.112% Net PV Benefit / $9,745,000 Refunding Principal 7.461% Refunding Bond Information Refunding Dated Date 9/01/2016 Refunding Delivery Date 9/01/2016 Please be advised that there can be no assurance as to the future direction of interest rates. As such, the information provided is preliminary and subject to change. 5/10/ :15 AM