Tuloso-Midway
Independent School District
SUBSTITUTE HANDBOOK
P.O. Box 10900
9760 LaBranch
Corpus Christi, Texas 78460-0900
Telephone: (361) 903-6400
Fax Number: (361) 241-1554
Website: www.tmisd.us
SCHOOL INFORMATION
Tuloso-Midway High School (9-12) 8:10 a.m.—4:10 p.m.
Alternative Discipline Center
2653 McKinzie Road
Corpus Christi, Texas 78410
Ann Bartosh, Principal
Margaret Canales, Assistant Principal
Bradley Norquist, Assistant Principal
Gail Birdwell, Assistant Principal, [email protected] (361) 903-6703
Janet Armstrong, Assistant Principal Secretary, (361) 903-6707
(361) 903-6700
Tuloso-Midway Middle School (6-8) 8:00 a.m.—4:00 p.m.
9830 LaBranch
Corpus Christi, Texas 78410
Adriana Tagle, Principal
Alcario Alvarado, Assistant Principal
Pricilla Vega-Prado, Assistant Principal, [email protected] (361) 903-6602, (361) 249-3534 (please text & leave a
name)
Madeline DePau-Assistant Principal Secretary, (361) 903-6612
(361) 903-6600
Tuloso-Midway Intermediate School (Pre K & 4-5) 7:30 a.m.—3:30 p.m.
1921 Overland Trail
Corpus Christi, Texas 78410
Ayme Morales, Principal, [email protected] (361) 903-6549
George Lerma, Assistant Principal
Amanda Silvas, Principal Secretary, (361) 903-6552
(361) 903-6550
Tuloso-Midway Primary School (K – 3) 7:30 a.m.—3:30 p.m.
3125 Deer Run
Corpus Christi, Texas 78410
David Calk, Principal
Ricardo Chapa, Assistant Principal
Laura Davila, Assistant Principal
Christina Trevino, Assistant Principal, [email protected] (361) 903-6503
Nina Bolster, Principal Secretary, (361) 903-6508
(361) 903-6500
Academic Career Center
7601 Leopard
Corpus Christi, Texas 78409
Melodie McClarren, Principal
(361) 903-6451
2
Substitute Employment Process
Tuloso-Midway will make every effort to employ the most qualified substitute teachers available.
Substitute teachers are indentified through the following process:
Application Process
• Substitutes must apply on-line through the education service center.
• You can log on to →TMISD website, →Administration → Human Resources → Employment
Opportunities → ESC2 website → View Auxiliary positions → Job Board → create an account →
apply on-line
Requirements
• All substitutes are required to be fingerprinted through SBEC according to Senate Bill 9.
• All substitutes are required to provide an original high school or college transcript that includes
the high school graduation date prior to employment.
• All degreed substitute teachers are required to provide an original college transcript that
includes the highest degree earned.
• All certified substitute teachers are required to provide a copy of their teaching certificate and
an original college transcript that includes the highest degree earned.
Personnel Records
Your personnel folder should be kept up to date. Report any changes in certification or qualifications
as well as changes in address, telephone numbers, or income tax withholding status to the substitute
office. If it becomes necessary for you to withdraw from substitute teaching, please notify the
Substitute Office. Your name will then be removed from the substitute teacher list.
The following documents must be included in your personnel file before you are able to substitute:
◊ Completed application form
◊ Texas Teacher Certificate or official letter indicating recommendation (certified teacher)
◊ Transcripts (college, high school, or GED)
◊ W-4 Form
◊ I-9 Form
◊ 2 forms of Identification (drivers’ license, social security card, etc.)
◊ Signed Substitute Teacher Job Description
◊ Public Information Access Notification Form
Substitutes become temporary employees of the District, but are not entitled to any TRS benefits or
other benefits.
Certification
◊ Texas Education Agency Guidelines require that schools use the most qualified persons
available each day that substitutes are required.
◊ The order of priority will be: certified teachers, college graduates, college hours, high school
diploma or GED.
Benefits
◊
◊
Provides employment on a part-time basis
Offers opportunity to explore teaching as a career
3
Substitute Pay
A substitute working 3 – 4 hours will receive ½ the daily rate of pay
A substitute working 4½ - 7 hours will be paid the full daily rate
The pay will be as follows:
• Substitutes with a GED or high school degree will be paid $70.
• Substitutes with a college degree will get paid $75.
• Substitutes who are certified teachers will be paid $80.
Long Term Assignment Pay
After the 11th day in the same teaching position, the pay will be as follows:
• Substitutes with a GED or high school degree will get paid $80.
• Substitutes with a college degree will get paid $85.
• Substitutes who are certified teachers will be paid $90.
Substitutes will be paid bi-weekly.
Direct deposit is strongly encouraged.
Workers Compensation
TMISD provides you workers’ compensation coverage. As you know, you are covered by workers’
compensation for any injury you sustain on the job.
We are self-insuring our worker’s compensation much like we self-insure other programs. As a result,
the dollars that are paid to insured workers come directly from the local budget of our district and are
not coming from some large insurance company that is nameless and faceless.
It is to our mutual advantage to create and maintain a safe workplace. It is by far better for us all to
avoid an injury than to deal with it once it occurs. Each of us should be safety minded and aware of the
safety programs that we have at TMISD. To the extent that we can save dollars through fewer and less
severe injuries, there will be more dollars available to use in other programs to benefit both students
and employees.
Any work-related accident or injury incurred while a substitute is on school property during the normal
course of duties should be reported immediately to the Campus Principal. A written record of the
injury/illness must be established. The Campus Principal will then work with the Office of the Benefits
Coordinator to inform the substitute of the procedures to follow.
If you have any questions or need any additional information, please don’t hesitate to get in touch with
the benefits coordinator at (361) 903-6410 or (361) 903-6423.
4
NOTICE TO EMPLOYEES REGARDING DRUG-FREE SCHOOLS
The standards of Conduct in the Tuloso-Midway Independent School District prohibits the unlawful
manufacture, dispensation, possession, sale or use of a controlled substance, illicit drug and alcohol, as
those terms are defined in state and federal law, in the workplace, on school premises, or as part of any
of the district activity. Compliance with these requirements and prohibitions is mandatory and is a
condition of employment. As a further condition of employment, an employee shall notify the
Substitute Office of any criminal drug statute conviction the employee incurs for a violation in a
workplace no later than 3 days after such violation.
Employees who violate this prohibition shall be subject to disciplinary sanctions. Such sanctions may
include termination from employment with the District, and referral to appropriate law enforcement
officials for prosecution.
I have read the district’s notice regarding drug-free schools and understand that compliance with the
Standards of Conduct is mandatory. I am responsible for following the Standards of Conduct. Further, I
understand that I will be subject to possible disciplinary sanctions which can include referral to
prosecution if I am found to have violated the district’s Standards of Conduct which prohibit the
unlawful manufacture, dispensation, possession, sale or use of controlled substance, illicit drug, and
alcohol, as those terms are defined in state and federal law, in the workplace, on school premises, or as
part of any district activity.
Tobacco-Free School District
Tuloso-Midway ISD Policies DH, GKA, and FNCD
State law prohibits smoking or using tobacco products on all district-owned property and at schoolrelated or school-sanctioned activities, on or off campus. This includes all buildings, playground areas,
parking facilities, and facilities used for athletics and other activities. Drivers of district-owned vehicles
or district rented vehicles are prohibited from smoking while inside the vehicle. Notices stating that
smoking is prohibited by law and punishable by a fine are displayed in prominent places in all school
buildings.
Technology Resources
Substitutes should not access the internet for personal reasons at any time during their assignments.
Students may access the Internet for instructional purposes only. Student use should be closely
monitored.
Phones in the Workplace
The use of electronic communication devices is not allowed during the designated workday of substitute
employees.
Personal Use of Electronic Media
Electronic media includes all forms of social media, such as text messaging, instant messaging, electronic
mail (e-mail), Web logs (blogs), electronic forums (chat rooms), video-sharing Web sites (e.g., YouTube),
editorial comments posted on the Internet, and social network sites (e.g., Facebook, MySpace, Twitter,
LinkedIn). Electronic media also includes all forms of telecommunication such as landlines, cell phones,
and Web-based applications.
5
As role models for the district’s students, substitutes are responsible for their public conduct even when
they are not acting as district employees. Substitutes will be held to the same professional standards in
their public use of electronic media as they are for any other public conduct. If a substitute’s use of
electronic media interferes with the substitute’s ability to effectively perform his or her job duties, the
substitute is subject to disciplinary action, up to and including termination of employment.
A substitute who uses electronic media for personal purposes shall observe the following:
• The substitute may not set up or update the substitute’s personal social network page(s) using
the district’s computers, network, or equipment.
• The substitute shall not use the district’s logo or other copyrighted material of the district
without express, written consent.
• The substitute continues to be subject to applicable state and federal laws, local policies,
administrative regulations, and the Code of Ethics and Standard Practices for the Texas
Educators, even when communicating regarding personal and private matters, regardless of
whether the substitute is using private or public equipment, on or off campus. These
restrictions include:
o Confidentiality of student records. [See Policy FL]
o Confidentiality of health or personnel information concerning colleagues, unless disclosure
serves lawful professional purposes or is required by law. [See Policy DH (EXHIBIT)]
o Confidentiality of district records, including educator evaluations and private e-mail
addresses. [See Policy GBA]
o Copyright law [See Policy EFE]
o Prohibition against harming others by knowingly making false statements about a colleague
or the school system. [See Policy DH (EXHIBIT]
See Use of Electronic Media with Students, below, for regulations on substitute communication with
students through electronic media.
Use of Electronic Media with Students
Policy DH
Only certified or licensed employee, or any other employee designated in writing by the superintendent
or a campus principal, may communicate through electronic media with students who are currently
enrolled in the district. The employee must comply with the provisions outlined below. All other
employees are prohibited from communicating with students who are enrolled in the district through
electronic media.
An employee is not subject to these provisions to the extent the employee has a social or family
relationship with a student. For example, an employee may have a relationship with a niece or nephew,
a student who is the child of an adult friend, a student who is a friend of the employee’s child, or a
member or participant in the same civic, social, recreational, or religious organization.
The following definitions apply for the use of electronic media with students
• Electronic media includes all forms of social media, such as text messaging, instant messaging,
electronic mail (e-mail), Web logs (blogs), electronic forums (chart rooms), video-sharing Web
sites (e.g., YouTube), editorial comments posted on the Internet, and social network sites (e.g.,
Facebook, MySpace, Twitter, LinkedIn).
Electronic media also includes all forms of
telecommunication such as landlines, cell phones, and Web-based applications
6
•
•
Communicate means to convey information and includes a one-way communication as well as a
dialogue between two or more people. A public communication by an employee that is not
targeted at students (e.g., a posting on the employee’s personal social network page or a blog) is
not a communication: however, the employee may be subject to district regulations on
personal electronic communications. See Personal Use of Electronic Media, above. Unsolicited
contact from a student through electronic means is not a communication.
Certified or licensed employee means a person employed in a position requiring SBEC
certification or a professional license, and whose job duties may require the employee to
communicate electronically with students. The term includes classroom teachers, counselors,
principals, librarians, paraprofessionals, nurses, educational diagnosticians, licensed therapists,
and athletic trainers.
An employee who uses electronic media to communicate with students shall observe the following:
• The substitute is prohibited from knowingly communicating with students through a personal
social network page; the employee must create a separate social network page (“professional
page”) for the purpose of communicating with students. The employee must enable
administration and parents to access the employee’s professional page.
• The employee does not have a right to privacy with respect to communications with students
and parents.
• The employee continues to be subject to applicable state and federal laws, local policies,
administrative regulations, and the Code of Ethics and Standard Practices for Texas Educators,
including:
o Compliance with the Public Information Act and the Family Educational Rights and
Privacy Act (FERPA), including retention and confidentiality of student records. [See
Policies CPC and FL]
o Copyright law [Policy EFE]
• Prohibitions against soliciting or engaging in sexual conduct or a romantic relationship with a
student. [See Policy DF]
• Upon request from administration, an employee will provide the phone number(s), social
network site(s), or other information regarding the method(s) of electronic media the employee
uses to communicate with any one or more currently-enrolled students.
• Upon written request from a parent or student, the employee shall discontinue communicating
with the student through e-mail, text messaging, instant messaging, or any other form of oneto-one communication.
Videotapes, Cameras, Recording, Cell Phones
Substitutes may not use cell phones to text or call anyone while in the presence of students. Substitutes
may not videotape, record, or take pictures of any student at any time using a camera or cell phone.
Substitutes may not show personal videotapes or pictures, or play personal recordings to students at
any time. Substitutes may not show internet videos, recordings without explicit instructions from the
teacher to do so. Any violation of this policy may result in disciplinary action, up to and including
termination of employment.
Shelter In Place
This is a safety procedure used in case of a chemical accident involving noxious fumes or other potential
hazards. If such an accident occurs near a school, or if the wind would carry the fumes to a school, the
following procedures should be followed.
7
Active Shooter
An active shooter is an individual actively engaged in killing or attempting to kill people in a confined and
populated area; in most cases, there is no pattern or method to their selection of victims.
Active shooter situations are unpredictable and evolve quickly. The immediate deployment of law
enforcement is required to stop the shooting and mitigate harm to victims. Because active shooter
situations are often over within 10 to 15 minutes, before law enforcement arrives on the scene, we as
individuals must be prepared both mentally and physically to deal with an active shooter situation.
Traditional lockdown is a good response in most emergencies, but may not be enough when one or
more people are actively killing teachers and students inside a building or classrooms.
When an active shooter is in your vicinity, you have three options.
1. Lock Out
• Lock door to the room or block entry, and turn lights out.
• Cover windows and hide out of the shooter’s view.
• Silence cell phones (including vibrate mode) and remain quiet.
2. Get Out (if necessary)
• Be aware of your environment. Preplan an escape route.
• Leave belongings behind. Help others to escape, if possible.
• Exit by whatever means possible, including breaking windows.
• If exiting through doors, keep hands visible and above head.
• Prevent others from entering an area where a shooter might be.
3. Take Out (This is a personal decision.)
• Fight as a last resort and only when your life is in imminent danger.
• Attempt to incapacitate the shooter.
• Act with as much physical aggression as possible.
• Improvise weapons or throw items at the active shooter.
• Commit to our actions…your life and that of others depends on it.
The first officers to arrive on scene will not stop to help the injured. Their primary purpose is to stop the
active shooter. Expect rescue teams to follow initial officers. These teams will treat and remove the
injured.
When law enforcement arrives:
• Remain calm and follow instructions.
• Drop items in your hands (i.e., bags, jackets)
• Raise hands and spread fingers.
• Keep hands visible at all times.
• Avoid quick movements toward officers, such as holding on to them for safety.
• Avoid pointing, screaming, or yelling.
• Do not ask questions when evacuating.
• All students and school personnel should return inside the school building at once.
8
•
•
•
•
•
Custodians will turn off all air and heating units and close exhaust vents.
Account for all students and lock all doors leading to the outside of the building.
Notify your principal or supervisor and wait for further directions.
DO NOT go outside to see what happened!
Remain in shelter in place until an all clear message is given.
Transportation of Students in Private Vehicles
SUBCHAPTER B. TORT LIABILITIES OF GOVERNMENTAL UNITS
Students may not be transported by employees in private vehicles. Employee accepts all liability when
using personal vehicle on any District Business.
Closed Campus
TULOSO-MIDWAY ISD POLICY FEE
All District school campuses are closed campuses. Any student needing to leave campus during the
school day due to illness or for any other reason must obtain permission to leave school from an
appropriate school official after parent(s) or guardian(s) have been contacted. In the event parent(s) or
guardian(s) cannot be contacted, the building principal may grant the student permission to leave.
Confidential Information
TULOSO-MIDWAY ISD POLICY FL
Employees often have contact with records and information of a confidential nature. This information
must not be discussed or released to anyone. Failure to respect confidentiality is cause for disciplinary
action. Student records are confidential and are protected from unauthorized inspection or use.
Confidential nature of the student’s records shall be maintained at all times, and the records shall be
restricted to use only in the Superintendent’s, principal’s, or counselor’s office, or other restricted area
designated by the record custodian. The principal is the custodian of all of the records.
Corporal Punishment
TULOSO-MIDWAY ISD POLICY FO
Corporal punishment shall be limited to spanking or paddling and shall be administered only in
accordance with the following guidelines:
The student will be informed of the reason(s) for corporal punishment; Corporal punishment may be
administered by the school principal or assistant principal; and the instrument to be used in
administering corporal punishment shall be approved by the principal; and the administration of
corporal punishment shall be performed in the presence of one other professional employee of the
District, and in a designated place out of the view of other students. A record shall be maintained on
each administration of corporal punishment. The District shall honor a parent’s request not to
administer corporal punishment to his or her child.
The disciplinary record of any corporal punishment shall include any related disciplinary actions, the
corporal punishment administered, the name of the person administering the punishment, the names of
witnesses present, and the date and time of punishment.
Illness
The teacher should refer a student who becomes ill during the school day to the school nurse. The
nurse will decide whether the student should be sent home and will notify the student’s parent or
guardian.
9
Medication
TULOSO-MIDWAY ISD POLICY FFAC
No employee shall give any student prescription medication, nonprescription medication, herbal
substances, anabolic steroids, or dietary supplements of any type, except as provided below.
Employees authorized by the Superintendent or designee may administer to students:
•
•
•
•
Prescription medication in accordance with legal requirements.
A written request by a physician or other health-care professional with authority to write
prescriptions shall be required when the medication must be administered for more than two
weeks.
Nonprescription medication, upon a parent’s written request, when properly labeled and in the
original container.
Herbal substances or dietary supplements provided by the parent and only if required by the
Individualized Education Program or Section 504 plan of a student with disabilities.
Notification of Change of Status
Notify the Personnel Office in writing to report a change in address or telephone number, or to ask to be
placed on inactive status.
In addition, any substitute employee who does not accept any assignment during any period of 60
consecutive days or longer without contacting the Personnel Office may be placed on inactive status.
Be On Time
Teachers and substitutes have a captive audience (students). You must be in the classroom before they
get there. Kids will show up whether you are there or not. If you are not there, who supervises them?
Once you accept a job, they are your responsibility. DO NOT BE LATE!
Student Supervision
Students should be under continuous supervision. Students are not to be left unattended for any
reason. If an emergency requires the teacher to leave the classroom, the principal should be notified
and the closest teacher should be asked to assist until someone arrives to supervise the class.
8 hour day
You are paid for either 8 hours or 4 hours and you must remain on campus the entire 8 or 4 hours. Do
not leave early for appointments. Once you commit for 8 or 4 hours, the principals can assign other
duties.
Timesheets
How will we pay you? You must sign in and out in order to receive a paycheck. If not, you might be
short on your pay and we might think you are volunteering.
10
Discrimination, Harassment, and Retaliation
TULOSO-MIDWAY ISD POLICIES DIA, DH and DIA
Texas Penal Code Section 21.12
An employee of a public or private primary or secondary school commits an offense if the employee
engages in sexual contact, sexual intercourse, or deviate sexual intercourse with a person who is
enrolled in a public or private primary or secondary school at which the employee works and who is not
the employee’s spouse.
Violation of this statue is a second degree felony, punishable by up to twenty years confinement in the
penitentiary, and up to a $10,000 fine.
Employee Harassment
TULOSO-MIDWAY ISD POLICY DIA
Employees shall not engage in prohibited harassment, including sexual harassment, of other employees
or students. While acting in the course of their employment, employees shall not engage in prohibited
harassment of other persons, including board members, vendors, contractors, volunteers, or parents. A
substantiated charge of harassment will result in disciplinary action.
Note: This policy addresses discrimination, harassment and retaliation involving District employees. In
this policy, the term “employees” includes former employees and applicants for employment.
For discrimination, harassment, and retaliation involving students, see FFH. For reporting
requirements related to child abuse and neglect, see FFG.
STATEMENT OF NONDISCRIMINATION
The District prohibits discrimination, including harassment, against any employee on the basis of race,
color, religion, gender, national origin, age, disability, or any other basis prohibited by law. Retaliation
against anyone involved in the complaint process is a violation of District policy.
Discrimination
Discrimination against an employee is defined as conduct directed at an employee on the basis of race,
color, religion, gender, national origin, age, disability, or any other basis prohibited by law, that
adversely affects the employee’s employment.
Harassment
Prohibited harassment of an employee is defined as physical, verbal, or nonverbal conduct based on an
employee’s race, color, religion, gender, national origin, age, disability, or any other basis prohibited by
law, when the conduct is so severe, persistent, or pervasive that the conduct:
Has the purpose or effect of unreasonably interfering with the employee’s work performance;
Creates an intimidating, threatening, hostile, or offensive work environment; or
Otherwise adversely affects the employee’s performance, environment or employment
opportunities.
Examples
Examples of prohibited harassment may include offensive or derogatory language directed at another
person’s religious beliefs or practices, accent, skin color, gender identity, or need for workplace
accommodation; threatening or intimidating conduct; offensive jokes, name calling, slurs, or rumors;
physical aggression or assault; display of graffiti or printed material promoting racial, ethnic, or other
stereotypes; or other types of aggressive conduct such as theft or damage to property.
11
Sexual Harassment
Sexual harassment is a form of sex discrimination defined as unwelcome sexual advances; requests for
sexual favors; sexually motivated physical, verbal, or nonverbal conduct; or other conduct or
communication of a sexual nature when:
Submission to the conduct is either explicitly or implicitly a condition of an employee’s employment, or
when submission to or rejection of the conduct is the basis for an employment action affecting the
employee; or
The conduct is so severe, persistent, or pervasive that it has the purpose or effect of unreasonable
interfering with the employee’s work performance or creates an intimidating, threatening, hostile, or
offensive work environment.
Examples
Examples of sexual harassment may include sexual advances; touching intimate body parts; coercing or
forcing a sexual act on another; jokes or conversations of a sexual nature; and other sexually motivated
conduct, communication, or contact.
Retaliation
The District prohibits retaliation against an employee who makes a claim alleging to have experienced
discrimination or harassment, or another employee who, in good faith, makes a report, serves as a
witness, or otherwise participates in an investigation.
An employee who intentionally makes a false claim, offers false statements, or refuses to cooperate
with a District investigation regarding harassment or discrimination is subject to appropriate discipline.
Examples
Examples of retaliation may include termination, refusal to hire, demotion, and denial of promotion.
Retaliation may also include threats, unjustified negative evaluations, unjustified negative references, or
increased surveillance.
Prohibited Conduct
In this policy, the term “prohibited conduct” includes discrimination, harassment, and retaliation as
defined by this policy, even if the behavior does not rise to the level of unlawful conduct.
Reporting Procedures
An employee who believes that he or she has experienced prohibited conduct or believes that another
employee has experienced prohibited conduct should immediately report the alleged acts. The
employee may report the alleged acts to his or her supervisor or campus principal.
General
Riding lawn mowers are not motorized vehicles. Any damage caused by lawn equipment is not covered
under the district insurance. Vehicle owner is responsible for repairing any damage.
Cafeteria
Meals are on a cash basis only, no credit is allowed.
References
The Personnel Department cannot provide references to other school districts or employers, as we do
not observe a substitute in the performance of his/her duties on each campus. However, we can verify
the total number of days worked and the beginning and/or ending date(s) of employment.
12
Duties and Responsibilities
1. The substitute teacher is expected to perform all the duties of the regular teacher.
2. The substitute teacher should follow the plans left by the regular teacher (unless otherwise
instructed by the principal).
3. The substitute should not receive money from children unless instructed to do so.
If money is collected, the substitute teacher should deposit it with the secretary before leaving
the building.
4. If a substitute teacher has occasion to take up an item of value from any student, they are
responsible for the article until it is returned to the student or turned in to the principal.
5. The substitute teacher should not leave the building during the day without notifying the
principal.
6. The substitute teacher should be familiar with emergency drill procedures (see substitute
packet).
a. Familiarize yourself with the fire exit map in the room.
b. During a shelter in place emergency, turn off the air in your room and do not let your
students go outside.
7. The substitute teacher, under no circumstance should administer any medicine to a student. If
a child becomes ill while at school or has an accident, the child should be sent to the school
nurse or administrator immediately.
8. The substitute teacher is responsible for the conduct of all the students in the classroom and is
expected to maintain discipline in their classrooms and at any other time when they are in
charge of students. Students are expected to follow all rules in the Student Code of Conduct.
9. The substitute teacher should never administer corporal punishment to any child. Please
contact the appropriate building administrator if you have any questions concerning
implementation of discipline procedures.
10. The substitute teacher is responsible for equipment and materials assigned to his/her care.
11. The substitute should not arrange for parent conferences, enter grades in the grade book, or
leave assigned written work to be graded (except which was assigned by the regular classroom
teacher).
12. A short summary of the day’s activities should be prepared and left for the regular teacher.
(see “Substitute/Teacher Report”)
13. The substitute needs to be able to move in between and around student’s desks.
14. The substitute must be able to see every student. Each student must be able to see the
substitute, the chalkboard, and overhead screen.
15. In order to be effective with discipline, never use sarcasm, ridicule, or other verbal abuse,
because it is hurtful and ineffective.
16. At the elementary levels, the duties include walking the students to the cafeteria, walking the
students to other classrooms, and helping students load the buses.
13
17. The substitute should use humor carefully – don’t assume that your humor is acceptable to
every audience. Never use off-color humor.
18. Attendance is critical to our district. It is critical that all substitutes pay special attention and
take extra time in making sure that attendance is done correctly.
19. The substitute should dress at least one notch above the students. There should be no doubt
who is the teacher. Students work harder and show more respect for a teacher who makes the
effort to be well-dressed.
Substitute Teacher Code of Ethics
The substitute teacher has a professional obligation even though he/she is not a regular classroom
teacher. We ask that the substitute teacher pay special attention to the following items:
1. Please come to school with a good attitude, one that will say to the principal and students, “I’m
glad that I am here and have the opportunity to work with you today.” Do smile, be friendly,
and show enthusiasm!
2. The substitute teacher should use extra caution in expressing personal opinions and reactions
about any subject.
3. Under no circumstance should a substitute teacher criticize the regular teacher or a student in
the presence of another teacher or students.
4. The substitute teacher should avoid comparing one school with another or comparing the
children in one neighborhood with those in another neighborhood.
5. Respect the boundaries of classroom confidentiality. Test scores, disciplinary actions, student’s
personal and family related problems should never be discussed either publicly or privately.
6. The substitute teacher should make every attempt to carry on the work of the regular classroom
teacher. Under no circumstances should a substitute teacher take a book to read while on duty.
7. The substitute teacher should not leave the classroom unattended. Children need your full-time
supervision.
8. Be prompt and professional in making and keeping agreements to work.
9. Complaints, comments, and/or questions should be directed to the building principal.
10. The substitute teacher should never touch a student while disciplining the student.
11. The substitute should release students only to persons who have a written authorization from
the office.
12. The substitute should always document any situation that may cause you problems, or gives you
a reason for concern. Leave those notes for the teacher or principal.
13. The substitute should watch his/her language—it should be above reproach.
14. The substitute shall deal considerately and justly with each student.
15. The substitute shall treat all situations with professionalism and dignity. This will give balance
and security to the students.
14
As a substitute teacher adhering to a professional code of ethics, you are part of the school team whose
goal is to provide opportunities for all children to learn. The most important possession you have is your
reputation. Protect it and keep it spotless.
Hints for Successful
Classroom Management
1. Start the day promptly, firmly and concisely. Be pleasant and appear confident. Let the
students know “anything doesn’t go”.
2. Get the students busy at the beginning of the day or period. Keep them busy.
3. Children often feel more secure when they follow an established routine, so try to hold to the
time schedule and other anchor routines.
4. Know their names! Pick out the “disruptive children” and have them help you (even the
smallest task can put them on your side).
5. Remain calm and relaxed. Don’t “lose your cool”.
6. Be positive. Try and see that every student has some success or praise each day. Just a pleasant
word or an appreciative smile works wonders.
7. Solve problems on the spot. Don’t degrade students in front of others, but do handle situations
when they occur. Praise students out loud and reprimand in private.
8. Deal with the individual student, not the group. Be sure to have all the facts.
9. Be firm; however, rather than issuing an ultimatum, give the student a choice. Give the child
only one chance, and if he/she makes the wrong choice, and cannot follow instructions, then
follow through with natural consequences.
10. Never touch or grab a student in anger. If a student walks out of class, don’t try to stop them;
however, you should notify the office or principal immediately about the situation.
11. Employ the three Fs: Be friendly, be fair, and be firm.
12. Introduce yourself and be sure to use strong eye contact.
13. Be consistent, never discipline one time and ignore the next.
14. The student who has a behavior problem needs to be seated away from heavy congestion areas
such as pencil sharpener, wastebaskets, learning centers, work tables, etc.
15. In the event you enter a classroom and there are not posted rules, the following is a quick set of
rules that will cover most behavior.
a. Raise your hand before speaking.
b. Remain at desk unless given permission to leave.
c. Keep hands, feet and objects to yourself.
d. Listen to directions.
e. Treat others as you want to be treated.
f. Use respectful language.
16. At the elementary levels, the duties include walking the students to the cafeteria, walking the
students to other classrooms, and helping students load the buses.
15