Substitute Teacher Handbook
2016-2017
Carroll Independent School District
2400 N. Carroll Ave
Southlake, TX 76092
Personnel Services
(817) 949-8212
[email protected]
TABLE OF CONTENTS
Carroll Independent School District Strategic Plan
1-2
Substitute Handbook Receipt
3
Carroll Independent School District Forward
4
Carroll ISD School Contact Information
5-6
Substitute Campus Coordinators/Parking Information
7
School Hours
8
2016-2017 School Calendar
9-10
Responsibilities of the Substitute Teacher
11-14
Carroll ISD Policies
15-16
Crisis Management Procedures
17
Payroll
18-19
Skyward Employee Access Instructions
20
Absence Management Quick Reference Card
21-22
Carroll ISD Sexual Harassment Statement
23-27
Workers’ Compensation
28-30
Acceptable Use Policy
31-37
Fingerprinting Information
38-39
WE BELIEVE
STRATEGIC PLAN
Strong and meaningful relationships that value and respect the differences in all people are essential to success.
Children must feel safe and loved to learn effectively.
In helping children build resiliency as they reach their emotional, social and academic potential.
Character and integrity matter.
In protecting our Dragon traditions while fostering a culture of continuous improvement.
Innovation and continuous improvement are essential for excellence and yield life-long learners.
All students have unique talents, gifts and abilities and should use them to positively impact the world.
Passion sustains excellence.
Our decisions and actions are student-centered.
WE WILL:
Provide innovative and
authentic instructional
experiences that
challenge and
empower all
students to be active
participants in their
own learning.
[
Cultivate a secure,
supportive, and
nurturing environment
where everyone feels
safe and valued.
OUR MISSION
Provide an
adaptive, efficient,
and innovative
infastructure
to optimize all
operational areas in
a fiscally responsible
manner.
]
Building on a Dragon tradition of excellence, the Carroll
Independent School District will foster a safe, caring, and creative
learning environment that inspires students to realize their full
potential as they positively influence the world around them.
1
STRATEGIES:
1. Collaborate with families and community to support the academic, physical, emotional and social wellbeing of each student.
2. Build and efficiently utilize financial resources across all operational and capital areas.
3. Provide relevant technology resources, along with quality ongoing training, to integrate best-of-class
learning experiences and efficient work environments.
4. Provide safe and secure facilities.
5. Attract, recruit and retain highly qualified personnel.
6. Identify and define students’ unique gifts and abilities, and then develop resources and programs to
support students’ individual paths.
7. Create consistencies and common expectations in educational practices across all areas.
8. Develop common best practices to aid in grade level transitions.
9. Provide support to all students to achieve post-secondary goals.
10. Expand our culture of compassionate service through knowledge and experience.
11. Develop and implement policies and action plans effectively promoting communication between
CORE VALUES
students, school personnel, families and the community.
EXCELLENCE
RELATIONSHIPS
CHARACTER & INTEGRITY
INNOVATION
OPEN & HONEST COMMUNICATION
COMPASSIONATE SERVICE
CREATING AN ENVIRONMENT THAT FOSTERS EXCELLENCE
Administration Center
2400 N. Carroll Ave.
Southlake, TX 76092
817-949-8222
SouthlakeCarroll.edu
MySouthlakeNews.com
2
Personnel Services Department 2400 N. Carroll Ave. Southlake, TX 76092 817.949.8218
FAX 817.949.8229
SUBSTITUTE HANDBOOK RECEIPT
2016-2017
PLEASE PRINT
Name: ____________________________________________
I hereby acknowledge receipt of my personal copy of the Carroll ISD Substitute
Handbook. I agree to read the handbook and abide by the standards, policies
and procedures defined or referenced in this document.
The information in this handbook is subject to change. I understand that changes in
district policies may supersede, modify, or eliminate the information summarized
in this booklet. As the district provides updated policy information, I accept
responsibility for reading and abiding by the changes. In addition, changes to
Federal, State, and CISD Board Policy take precedence and supersede information
in this handbook.
I understand that I have an obligation to inform the Personnel Department of any
changes in personal information, such as phone number, address, or if I wish to be
removed from the substitute list. I also accept responsibility for contacting my
supervisor if I have any questions, concerns, or need further explanation.
_____________________________________
Signature
____________________
Date
3
FORWARD
The purpose of this handbook is to help you have an understanding of the requirements, policies, and
procedures for being a substitute teacher for the Carroll Independent School District.
Carroll ISD, its Board of Education, and professional staff consider substitute teaching an important
phase of our total school program. The substitute teacher plays a vital role in upholding the high
standards of teaching which we maintain in our school system, therefore, the presence of the substitute
teacher must ensure a continuous program of quality instruction for all children. It is one in which you
may face new and different situations several times each day and the work is not always easy.
Substitute teachers are expected to meet these challenges with personal dedication and sincere,
conscientious effort. Substitute teachers are welcome as members of our professional family and are to
be treated with consideration, courtesy, and respect by all school personnel, parents, and pupils.
A substitute teacher is one of our most valuable assets at Carroll ISD. Our faculty could not deliver the
level of instruction expected by our community without the help and support of dedicated substitute
teachers like you. As a substitute teacher, you play an important role in the lives of the students we
serve. Our students walk into our classrooms with the expectation that they will experience a quality
learning environment.
We expect all of our substitute teachers to report early each day with a positive attitude and willingness
to continue the instructional process established by our classroom teachers. We expect our staff to fully
support you by providing detailed lesson plans in a manner which will allow you to understand and
perform any and all tasks required.
This handbook will provide you with information to help you perform your responsibilities
successfully. Please read the information carefully so that you will be able to work within our district
policies and have the structure necessary for a positive experience for you and our students.
The information in this handbook is subject to change. Changes in district policies may supersede,
modify, or eliminate the information summarized in this booklet. As the district provides updated
policy information, you will be required to accept responsibility for reading and abiding by the
changes. In addition, changes to Federal, State, and CISD Board Policy take precedence and supersede
information in this handbook.
Please feel free to call upon members of the administrative staff for assistance at any time. Have a great
year!
4
CARROLL ISD
School Locations & Contacts
Carroll Elementary School (PK-4)
1705 W. Continental Ave.
Southlake, TX 76092
817-949-4300 Fax 817-949-4343
Stacy Wagnon, Principal
Angie George, Asst. Principal
Johnson Elementary School (K-4)
1301 N. Carroll Ave.
Southlake, TX 76092
817-949-4500 Fax 817-4545
Lori Allison, Principal
Dr. René Moses, Asst. Principal
Old Union Elementary School (K-4)
1050 S. Carroll Ave.
Southlake, TX 76092
817-949-4600 Fax 817-949-4646
Jon Fike, Principal
Lisa Walker, Asst. Principal
Rockenbaugh Elementary School (PK-4)
301 Byron Nelson Parkway
Southlake, TX 76092
817-949-4700 Fax 817-949-4747
Janet I. Blackwell, Principal
Vacant, Asst. Principal
Walnut Grove Elementary School (K-4)
2520 N. White Chapel Blvd.
Southlake, TX 76092
817-949-4400 Fax 817-949-4444
Mike Landers, Principal
Allison Fike, Asst. Principal
Durham Intermediate School (5-6)
801 Shady Oaks Drive
Southlake, TX 76092
817-949-5300 Fax 817-949-5353
Mike Wyrick, Principal
Steven Sylvia, Asst. Principal
Eubanks Intermediate School (5-6)
500 S. Kimball Ave.
Southlake, TX 76092
817-949-5200 Fax 817-949-5252
Deana Steeber, Principal
Mary Stockton, Asst. Principal
Carroll Middle School (7-8)
1800 East Kirkwood Blvd.
Southlake, TX 76092
817-949-5400 Fax 817-949-5454
Stephanie Mangels, Principal
Joey Calvillo, Asst. Principal
Janice Rowlands, Asst. Principal
Dawson Middle School (7-8)
400 S. Kimball Ave.
Southlake, TX 76092
817-949-5500 Fax 817-949-5555
Ryan Wilson, Principal
Christina Benhoff, Asst. Principal
Stephen Langford, Asst. Principal
Carroll High School (9-10)
800 White Chapel Blvd.
Southlake, TX 76092
817-949-5600 Fax 817-949-5656
P.J. Giamanco, Principal
Ed Maneikis, Asst. Principal
Heather McMahan, Asst. Principal
Carroll Senior High School (11-12)
1501 W. Southlake Blvd.
Southlake, TX 76092
817-949-5800 Fax 817-949-5858
Shawn Duhon, Principal
Dale Puddy, Asst. Principal
Melinda Schott, Asst. Principal
CISD SCHOOLS
Aquatics Center
1501 W. Southlake Blvd,
Southlake, TX 76092
817-949-8200 Fax 817-949-8208
Bill Christensen
Aquatics Center Manager
Dragon Stadium
1085 S. Kimball Ave.
Southlake, TX 76092
817-949-8300 Fax 817-949-8313
Darren Allman
Executive Director of Athletic Services
Elementary...............................K-4
Intermediate............................5-6
Middle.......................................7-8
High.........................................9-10
Senior High............................11-12
Transportation Center
1075 S. Kimball Ave.
Southlake, TX 76092
817-949-8333 Fax 817-949-8338
Ranjan George
Director of Transportation
CREATING AN ENVIRONMENT THAT FOSTERS EXCELLENCE
Administration Center
2400 N. Carroll Ave.
Southlake, TX 76092
817-949-8222
SouthlakeCarroll.edu
MySouthlakeNews.com
5
CARROLL ISD
Board of Education
CISD Administrative Contacts
Christopher J. Archer, President
Sheri Mills, Vice President
Michelle Moore, Secretary
Read Ballew, Trustee
Todd Carlton, Trustee
Danny Gilpin, Trustee
Bradley Taylor, Trustee
Superintendent’s Cabinet
David J. Faltys, Ed.D.
Superintendent
Vacant
Assistant Superintendent for
Student Services
Matt Miller
Assistant Superintendent for
Administrative Services
Julie Thannum, APR
Assistant Superintendent for
Board & Community Relations
Scott Wrehe
Assistant Superintendent for
Financial Services
Gina Peddy
Executive Director for Curriculum & Instruction
Mary Johnston, Ed.D.
Executive Director for Special Programs
Darren Allman
Executive Director for Athletic Services
Randy Stuart
Executive Director for Technology Services
Aaron Whitaker
Senior Systems Engineer
Becci Rollins. Ph.D.
Coordinator for Counseling & CTE
Melissa Melton
Coordinator for Special Education
Gail Long
Coordinator for Accountability, Assessment & PEIMS
Jaclyn Hemmila
Coordinator for 7-12 Math, Science & Fine Arts
Tracy Hall
Coordinator for K-6 Math, Science
Meredith Davis
Coordinator for K-6 ELAR and Social Studies
Paul Pinson
Coordinator for 7-12 ELAR and Social Studies & K-12 PE
Laurie Grissom
Director for Finance
Vacant
Assistant Director for Finance
Mary Brunig
Director of Child Nutrition Services
Elaine Langston, Ph.D.
Director of Personnel Services
Lauren Wurman
Assistant Director of Personnel Services
Robert Carabajal
Director of Facilities
Rick Herrin
Assistant Director of Communications
Jill Webb
Assistant Director of Marketing
CREATING AN ENVIRONMENT THAT FOSTERS EXCELLENCE
Administration Center
2400 N. Carroll Ave.
Southlake, TX 76092
817-949-8222
SouthlakeCarroll.edu
MySouthlakeNews.com
6
Campus Information
Campus Substitute Coordinators
Carroll Elementary
Johnson Elementary
Old Union Elementary
Rockenbaugh Elementary
Walnut Grove Elementary
Durham Intermediate
Eubanks Intermediate
Carroll Middle
Dawson Middle
Carroll High
Carroll Senior High
Stacy Jones/LaDonna Heath
Cindy Dumont/Tracy Pugh
Lesa Fukuchi/Kathryn Stewart
Paula Connor/Sandra Ruiz
Cheryl Bischof/Jolie Allen
Debbie Reed/Sue Sapp
Kathy Turner/Sharon Carlen
Beth Gulliver/Debbie Thomas
Teresa Tebrinke/Trilby Lavender
Sue Seitz/Sherrie Defibaugh
Amanda Eberling/Kathie Boitmann
817-949-4301
817-949-4502
817-949-4604
817-949-4700
817-949-4400
817-949-5301
817-949-5200
817-949-5400
817-949-5500
817-949-5603
817-949-5801
Parking Information
Carroll Elementary
Johnson Elementary
Old Union Elementary
Rockenbaugh Elementary
Walnut Grove Elementary
Durham Intermediate
Eubanks Intermediate
Carroll Middle
Dawson Middle
Carroll High
Carroll Senior High
Front Parking Lot
Front Visitor Lot
Side Faculty Lot
Side Faculty Lot
Faculty Parking Lot
Front Parking Lot
Front Visitor Lot
Front Visitor Lot
Front Visitor Lot
Visitor Lot or Faculty Lot (back of school)
Front Visitor Lot marked “Reserved”
7
School Hours
(Unless otherwise noted in the Substitute System)
Carroll Elementary
Johnson Elementary
Old Union Elementary
Rockenbaugh Elementary
Walnut Grove Elementary
Durham Intermediate
Eubanks Intermediate
Carroll Middle
Dawson Middle
Carroll High
Carroll Senior High
7:40am-3:20pm
7:40am-3:20pm
7:40am-3:20pm
7:40am-3:20pm
7:40am-3:20pm
8:00am-3:55pm
8:00am-3:55pm
8:00am-4:00pm
8:20am-4:00pm
7:40am-3:25pm
7:40am-3:25pm
*The times listed above are the hours that the substitute will work. School will begin
approximately 20 minutes after the listed start time and end approximately 20 minutes prior to
the listed end time.
All substitutes are to remain on campus the entire duration of their job unless given permission
to leave by a campus administrator. This includes all conference periods and lunches.
Substitutes may be asked to work in another area during a conference period and must comply
with this request.
8
9
10
Responsibilities of the Substitute Teacher
Professional Ethics

Substitute teachers have a responsibility to recognize and respect the rights of students, parents, other
employees, and members of the community and shall work cooperatively with others to serve the best
interests of the district.

Any substitute teacher wishing to express concern, complaints, or criticism shall do so through
appropriate channels.
Public Relations

All schools within Carroll ISD are operated under the same policies of the Board of Trustees.
Differences may exist in the administration of the individual school in carrying out the policies. A
substitute teacher is in a position to establish good school-community relationships for the school system
and for the individual school in which he/she will be teaching. Reactions to the day’s work will often be
discussed with non-teaching, as well as teaching friends, and will result in good or poor impressions
being made. At all times, we welcome your suggestions as to how we may better the school’s services to
the substitute and how the substitute can better serve the schools. Suggestions may be made to the
Principals of the schools or, if you prefer, to Elaine Langston, Ph.D., Director of Personnel Services or
Lauren Wurman, Personnel Services Administrator. All suggestions will be regarded as confidential.
Confidentiality

Substitute teachers are required to keep any information confidential about the school (pupils, teachers,
parents, staff and principals) which might be granted while substituting. Please be aware that any
discussion of student information is against the Family Education Rights and Privacy Act (FERPA).
Dress and Grooming

The dress and grooming of substitute teachers shall be clean, neat, and in a manner appropriate for their
assignments.

Substitute teachers are not permitted to wear shorts, halter tops, flip flops, or low-cut shirts. Dresses,
skirts, and shirts over leggings must be an appropriate, professional length.

Jeans may be worn on Fridays only and must be worn with a Carroll ISD shirt.

Any substitute teacher not dressed appropriately as deemed by the campus will be sent home.
11
General Information for Substitute Teachers

Upon arriving, report directly to the campus substitute coordinator located in the front office to check in
and obtain any instructions or other information needed to carry out the day’s duties.
o Substitute teachers are not given badges.
o Please have your driver’s license with you when you arrive at the school.

Substitute teachers are expected to be on duty the same length of time as the regular teacher. This
includes:
o Arriving at stated start time in Absence Management
o Staying until the end time in Absence Management, unless released by the front office
o Covering all duties as assigned (bus duty, lunch duty, etc)

If a substitute teacher is more than fifteen (15) minutes late, the campus has the right to reassign
the job. If you will be late, please call the campus substitute coordinator.

All substitutes are to remain on campus the entire duration of their job unless given permission to leave
by a campus administrator. This includes all conference periods and lunches. Substitutes may be asked
to work in another area during a conference period and must comply with this request.

At the end of the day the following should occur:
o Any materials and equipment borrowed should be returned to the proper authority.
o A brief summary of the day, which should include details regarding any problems, should be left
for the classroom teacher.
o Before leaving campus, check out with the substitute coordinator.

Do not plan to have anyone visit you while on duty as a substitute teacher.

Cell phones should not be used during times of instruction.

There may be times when you receive a call for a job that has already started. You may accept the job
and you should immediately call the campus substitute coordinator to tell them what time to expect
you.
Computers

In the event that a substitute should need to use a computer for school business, all guidelines of the
Acceptable Use Policy must be followed. Personal use of the computers is strictly prohibited.
Failure to follow these guidelines may be grounds for dismissal.
Classroom Instruction

Substitute teachers are to follow the lesson plans and instructions provided by the teacher.

Under no circumstances should a substitute teacher take a book or newspaper to read while on duty.
Substitute teachers should be actively monitoring (up and moving around the classroom) the students at
all times.

Substitute teachers are encouraged to review each campus student handbook to become familiar with
policies and regulations of the school.
12

Substitute teachers should never physically handle a student or administer corporal punishment. This
includes restraining students, even if trained. Except in the cases of extreme emergency, only staff
members should restrain students.

If a substitute teacher is having a severe problem with a student or class, the office or an administrator
should be contacted immediately.

Substitute teachers should never leave a classroom unattended.

At no time, under any circumstances, should students be released from the classroom without official
notice from the building principal or campus designee. Any outsider who comes to the classroom for
information about a student or asks for a student to be released from school must be directed to the front
office. Please follow campus and classroom guidelines in regards to restroom breaks and ill students.

When any doubt exists regarding the proper procedures to follow in carrying out the duties and
responsibilities as a substitute teacher, please ask for assistance from the grade level chairperson, the
department chair, or any available administrator.
Classroom Management

Classroom management can be the most challenging aspect of substitute teaching. These suggestions
may be helpful to you.
o Maintain discipline in the classroom at all times. Each school has a disciplinary procedure,
usually clearly posted in each classroom. Should discipline problems occur, follow the discipline
plan.
o Exhibit enthusiasm and confidence. These are visible indicators to students and often set the tone
for student behavior.
o Be friendly, firm and consistent.
o Be sure students understand what is expected of them. Use praise generously and show respect
for students.
o Use vocabulary appropriate to the classroom. Inappropriate language will not be tolerated.
o Document all instances of inappropriate behavior.
Athletic Pass

Once you have completed your fifth substitute assignment you will be eligible for an athletic pass.

You will receive an email once you are eligible that will contain detailed instructions on how to obtain
your football tickets and athletic pass for other sporting events.

The athletic pass is valid for the 2016-2017 school year only.
Health Insurance

Heath Insurance will be offered to substitutes upon being hired and during annual open enrollment.
13
Substitute Orientation and Reactivation

All substitute teachers will complete a substitute orientation. If a substitute teacher does not fulfill at
least 10 jobs during a school year, the substitute teacher will be required to attend another
orientation before being reactivated.

If a substitute teacher does not fulfill the minimum job requirement for two school years in a row, the
substitute teacher will be removed from the substitute list for one school year. The substitute teacher is
welcome to reapply after the one school year has elapsed.

All substitute nurses will complete a substitute nurse orientation. If a substitute nurse does not fulfill
at least 1 job during a school year, the substitute nurse will be removed from the substitute nurse
list for one school year. The substitute nurse is welcome to reapply after the one school year has
elapsed.
Substitute Information Changes
 All substitute teachers will complete a Substitute Address Change Form in order to change any contact
information.
 The Substitute Address Change Form can be found on the Substitute Information webpage under
Substitute Links.
Substitute Resignation
 All substitute teachers will complete a Substitute Resignation Form if they no longer wish to be on the
substitute teacher list for Carroll ISD.
 The Substitute Resignation Form can be found on the Substitute Information webpage under Substitute
Links.
14
Carroll ISD Policies
Equal Opportunity Employer

The Carroll Independent School District does not discriminate against any employee or applicant for
employment because of race, color, religion, sex (including pregnancy), national origin, religion, age,
disability, genetic information, veteran or military status, sexual orientation or on any other basis
prohibited by law. Additionally, the district does not discriminate against an employee or applicant who
acts to oppose such discrimination or participates in the investigation of a complaint related to a
discriminatory employment practice. Employment decisions will be made on the basis of each
applicant’s job qualifications, experience, and abilities. Reasonable accommodations may be provided
upon request.
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 websites,
editorial comments posted on the Internet, and social network sites. Electronic media also includes all
forms of telecommunication, such as landlines, cell phones, and web-based applications.

Use with Students - In accordance with administrative regulations, a certified or licensed employee, or
any other employee designated in writing by the Superintendent or a campus principal, may use
electronic media to communicate with currently enrolled students about matters within the scope of the
employee’s professional responsibilities. All other employees are prohibited from using electronic
media to communicate directly with students who are currently enrolled in the District. The regulations
shall address:
1. Exceptions for family and social relationships;
2. The circumstances under which an employee may use text messaging to communicate
with students; and
3. Other matters deemed appropriate by the Superintendent or designee.

Personal Use – A substitute teacher shall be held to the same professional standards in his or her public
use of electronic media as for any other public conduct. If a substitute teacher’s use of electronic media
violates state or federal law or District policy, or 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.
Tobacco and E-Cigarette Use

A substitute shall not smoke or use tobacco products or e-cigarettes on District property, in District
vehicles, or at school-related activities.
Alcohol and Drugs

A substitute teacher shall not manufacture, distribute, dispense, possess, use, or be under the influence of
any of the following substances during working hours while at school or at school-related activities
during or outside of usual working hours:
1. Any controlled substance or dangerous drug as defined by law, including but not limited to
marijuana, any narcotic drug, hallucinogen, stimulant, depressant, amphetamine, or barbiturate.
2. Alcohol or any alcoholic beverage.
3. Any abusable glue, aerosol paint, or any other chemical substance for inhalation.
15
4. Any other intoxicant or mood-changing, mind-altering, or behavior-altering drug.

A substitute need not be legally intoxicated to be considered “under the influence” of a controlled
substance.

A substitute teacher who manufactures, possesses, or dispenses a substance listed above as part of the
substitute teacher’s job responsibilities, who uses a drug authorized by a licensed physician prescribed
for the substitute teacher’s personal use or possesses a controlled substance or drug that a licensed
physician has prescribed for the substitute’s child or other individual for whom the substitute is a legal
guardian shall not be considered to have violated this policy.
Possession of Firearms and Weapons

Substitutes, visitors, and students, including those with a license to carry a handgun, are prohibited from
bringing firearms, knives, clubs or other prohibited weapons onto school premises (i.e., building or
portion of a building) or any grounds or building where a school-sponsored activity takes place.
Arrests, Indictments, Convictions, and Other Adjudications

A substitute teacher shall notify a Personnel Administrator within three calendar days of any arrest,
indictment, conviction, no contest or guilty plea, or other adjudication of the employee for any felony,
any offense involving moral turpitude, and any of the other offenses as indicated below:
1. Crimes involving school property or funds;
2. Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or
permit that would entitle any person to hold or obtain a position as an educator;
3. Crimes that occur wholly or in part on school property or at a school-sponsored activity; or
4. Crimes involving moral turpitude, which include:

Dishonesty; fraud; deceit; theft; misrepresentation;

Deliberate violence;

Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor;

Felony possession or conspiracy to possess, or any misdemeanor or felony transfer, sale,
distribution, or conspiracy to transfer, sell, or distribute any controlled substance defined in
Chapter 481 of the Health and Safety Code;

Felony driving while intoxicated (DWI); or

Acts constituting abuse or neglect under the Texas Family Code.
Relationships with Students

A substitute teacher shall not form romantic or other inappropriate social relationships with students.
Any sexual relationship between a student and a District employee is always prohibited, even if
consensual.
Removal from Service

Carroll ISD reserves the right to remove an individual from the substitute teacher list as it deems
necessary. This may include individual campuses or the entire district.
16
Crisis Management Procedures
The safety of students, staff and building substitutes is a top priority for Carroll ISD. The district maintains an
Emergency Operations Plan that contains step-by-step procedures for handling a crisis. Copies of the plan are
available for review in the school office.
Each CISD campus has an armed, School Resource Officer (SRO) on site during regular school hours. This
individual has direct contact with police/fire dispatchers and is available at the school as a first responder in an
emergency or crisis.
Campuses also have trained and licenses nurses on staff to assist with medical emergencies and health-related
questions. At secondary campuses, athletic trainers are also available to assist with student or staff injuries.
Always handle the emergency first; dial 911 as necessary to respond to the situation.
The following information should prove helpful to substitutes when handling an emergency or when a crisis
occurs:









Dial 911 if an immediate medical or safety situation exists.
Identify the nearest exit in your substitute assignment area in the event of a fire or building evacuation.
Identify the nearest fire extinguisher and AED unit in the building where you are substituting.
Contact the campus principal to report concerns about safety or security.
If you answer a threatening phone call as a substitute, calmly ask questions of the caller, keeping the
caller on the line as long as possible; observe background noise, age of caller, exact details of the threat
and/or any other identifying factors that could assist authorities; do not hang up; use another phone to
call 911; notify the campus principal so a building evacuation can begin; fill out the threat call checklist
available in the school office/EOP Red Notebook; and make yourself available to local authorities/first
responders for a witness statement.
If the principal announces a “soft lock down” in the building, this means that ALL exterior and interior
doors should be locked and individuals should remain safely inside continuing school until the threat
passes. As a substitute, stay in your classroom or find the nearest classroom or go immediately to the
office area (if you are in the hallway) to receive further instructions. If children are in your care, remain
with the students in a locked location, but continue a routine until further instructed.
If the principal announces a “hard lock down” situation, stay in your classroom or find the nearest
classroom, closet or hiding place, turn out the lights, and remain until law enforcement authorities rescue
you. Do not enter the hallway or leave the building. NOTE: CISD does not conduct unannounced hard
lock down drills. Hard lock down drills will be sufficiently communicated in advance.
In the event of an immediate student or adult health emergency, call 911, notify the nearest CISD staff
member and help administer basic first aid until a SRO, nurse or emergency personnel arrives on the
scene.
In the event of a weather-related emergency, follow the instructions of the campus administrator or
CISD staff member in charge. If severe weather is imminent, proceed to a safe location away from
windows and doors, preferably an interior place in the building like a classroom or restroom, and get
into a duck and cover tucked, sitting position facing the wall.
17
Payroll
Substitute teachers will receive their checks either by direct deposit or mail on the 22nd of each month (except
when the 22nd falls on a weekend and in this case, the pay date will be the Friday before the 22nd). Pay dates for
the 2016-2017 school year are as follows:
Thursday, September 22, 2016
Friday, January 20, 2017
Monday, May 22, 2017
Friday, October 21, 2016
Wednesday, February 22, 2017
Thursday, June 22, 2017
Friday, November 18, 2016
Wednesday, March 22, 2017
Friday, July 21, 2017
Friday, December 16, 2016
Friday, April 21, 2017
The cut-off day for each pay period will be the last working day of the previous month. Example: You will be
paid in October for all jobs worked in September, in November for all jobs worked in October etc.
Direct Deposit

Substitutes have the option to enroll in Direct Deposit rather than having a mailed check. To begin
Direct Deposit, an authorization agreement must be completed and submitted with a voided check or
direct deposit bank form.

The authorization agreement will be processed through the pre-notification system, which is a test of the
account number and bank routing number through the Federal Reserve Banking System. The Payroll
Office will be notified if any errors occur during the pre-note and will advise the substitute. The prenote is processed on the 10th of the month. If no errors occur in the pre-note process, the next check
will go in as direct deposit. We are required to run a pre-note test but banks are not required to
contact us when there is a problem. It is advisable to call your bank the first time your check is
directly deposited.

Substitutes are responsible for confirming the bank routing number and account number with their
financial institution

Substitutes are responsible for notifying the Payroll Office at (817) 949-8235 of any account number
changes, bank account closures, or bank routing number changes at least 10 days prior to payday.

If the substitute does not update the Payroll Office with correct banking information and funds are not
able to be deposited, the substitute must wait until the next regularly scheduled payroll to be paid
those funds.

Substitutes who enroll in Direct Deposit will be able to review their payroll information through
Skyward Employee Access.
18
Substitute Pay
Position
Degree Level
Half Day
Whole Day
Long Term
Aide
Any
$32.50
$65.00
$65.00
Clerical
Any
$32.50
$65.00
$65.00
Nurse
Texas RN License
$45.00
$90.00
$120.00
Teacher
Non-degreed
$37.50
$75.00
Not Eligible
Teacher
Bachelor’s Degree and/or
Out-of State Teacher Certification*
$40.00
$80.00
$105.00
Teacher
Bachelor’s Degree and
Valid Texas Teacher Certification*
$45.00
$90.00
$120.00
* Substitute teachers must submit official transcripts (original with Registrar’s signature or stamp and
seal) in order to be paid at the degreed and/or certified rate. Foreign transcripts must be evaluated by a
foreign credential evaluation service prior to submission.
Whole Day/Half Day Guidelines
 Substitute teachers who work four (4) hours or less will be paid for a half day.
 Substitute teachers who work more than four (4) hours will be paid for a whole day.
Long Term Assignments
 Long term assignments are six (6) consecutive weeks or more.
 Long term aide assignments:
o Paid at regular daily rates
 Long term teacher assignments
o The substitute teacher is preferably a certified teacher in the state of Texas.
o All long term substitutes must be approved by the campus principal.
19
Getting Started with Skyward Employee Access (Payroll)
Instructions for Substitutes Only
Employee Access allows substitutes to review their personal, payroll, tax, and other information.
To Login to Employee Access
 Go to www.southlakecarroll.edu
 Select For Staff
 Click Employee Access
 Enter your Login ID (employee number) and password
To View Check History
 Select Employee Information
 Choose Payroll
 Select Check History to display a list of checks
 Select the check date
 Click the Show Check button
 Select printing options
 Click
To View W2 Data
 Select Employee Information
 Choose Payroll
 Select W2 Information to view your W2’s
 Select the year, then click the View W2 button
 Select
to view your W2
For additional assistance please contact:
Lauren Wurman
(817) 949-8212
[email protected]
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Substitute QuickStart Guide|
Absence and Substitute Management
LOGGING IN ON THE WEB
To log in to the absence management system, type
signin.frontlineeducation.com in your web browser’s address bar.
Enter your ID number and PIN. Then, click Login.
CAN’T REMEMBER YOUR LOGIN INFO?
If you’re having trouble logging in, click the Login Problems link next to
the “Login" button for more information.
FINDING AVAILABLE JOBS
The system makes it easy to find available jobs right on the homepage. Available jobs appear in green on
the calendar and in list form under the “Available Jobs” tab.
To accept a job, simply click the Accept button next to the absence. If you do not want to accept
this job, click the Reject button, instead.
GETTING HELP AND TRAINING
If you have questions, want to learn more
about a certain feature, or want more
information about a specific topic, click the
Help tab to go to the Learning Center to
search a knowledge base of help and training
materials.
© 2016 Frontline Education
21
1
Substitute QuickStart Guide |
2
ACCESSING ABSENCE MANAGEMENT ON THE PHONE
Not only is the system available on the web, but you can also find and accept available jobs, manage
personal information, change your PIN number, and more, all over the phone.
When You Call into Absence Management
To call, dial 1-800-942-3767. You’ll be prompted to enter your ID number (followed by the #
sign), then your PIN number (followed by the # sign).
When calling the absence management system, you can:
• Find available jobs – Press 1
• Review or cancel upcoming jobs – Press 2
• Review or cancel a specific job – Press 3
• Review or change your personal information – Press 4
When the Absence Management System Calls You
If an available job has not been filled by another substitute two days before the absence is
scheduled to start, the system will automatically start calling substitutes, trying to fill the job.
Keep in mind, when the system calls you, it will be calling about one job at a time, even if you’re eligible for
other jobs. You can always call in (see “When You Call into Absence Management” section above) to hear a
list of all available jobs.
Note: When the system calls, be sure to say a loud and clear “Hello” after answering the
call. This will ensure that the system knows you picked up the call.
When you receive a call, you can:
• Listen to available jobs – Press 1
• Prevent the absence management system from calling again today – Press 2
• Prevent the absence management system from ever calling again – Press 9
If you are interested in the available job, Press 1. You will be asked to enter your PIN number
(followed by the # sign). At this point, the absence management system will list the job details, and you will
have the opportunity to accept or reject the job.
© 2016 Frontline Education
22
Carroll ISD Sexual Harassment Statement
Sexual Harassment (Employee-to-Employee) – Engaging in conduct constituting sexual
harassment is strictly prohibited and is grounds for immediate termination. Sexual harassment
includes but is not limited to, the following examples: unwelcome sexual advances, making
sexually offensive remarks to fellow employees, treating employees differently because of their
sex, or the seeking of sexual favors.
Sexual Harassment (Employee-to-Student) – Sexual harassment of students include such
activities as engaging in sexually-oriented conversations, telephoning students at home or
elsewhere to solicit social relationships, and physical contact that would be reasonably
constructed as sexual in nature.
Sexual Harassment (Investigations) – The District shall investigate all allegations of sexual
harassment and shall take appropriate disciplinary action up to and including termination.
If a substitute has a complaint concerning allegations of sexual harassment, the substitute
should file a complaint detailing such claim to:
Elaine Langston, Ph.D.
Director of Personnel Services
Carroll ISD
2400 N. Carroll Ave.
Southlake, TX 76092
(817) 949-8218
23
Note:
This policy addresses discrimination, harassment, and
retaliation involving District employees. For discrimination, harassment, and retaliation involving students, see
FFH. For reporting requirements related to child abuse
and neglect, see FFG.
DEFINITIONS
Solely for purposes of this policy, the term “employees” includes
former employees, applicants for employment, and unpaid interns.
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:
EXAMPLES
SEXUAL HARASSMENT
1.
Has the purpose or effect of unreasonably interfering with the
employee’s work performance;
2.
Creates an intimidating, threatening, hostile, or offensive work
environment; or
3.
Otherwise adversely affects the employee’s performance, environment, or employment opportunities.
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.
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:
24
EXAMPLES
RETALIATION
1.
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
2.
The conduct is so severe, persistent, or pervasive that it has
the purpose or effect of unreasonably interfering with the employee’s work performance or creates an intimidating, threatening, hostile, or offensive work environment.
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.
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.
Alternatively, the employee may report the alleged acts to one of
the District officials below.
DEFINITION OF
DISTRICT OFFICIALS
TITLE IX
COORDINATOR
For the purposes of this policy, District officials are the Title IX
coordinator, the ADA/Section 504 coordinator, and the
Superintendent.
Reports of discrimination based on sex, including sexual harassment, may be directed to the designated Title IX coordinator. [See
DIA(EXHIBIT)]
25
ADA / SECTION 504
COORDINATOR
Reports of discrimination based on disability may be directed to the
designated ADA/Section 504 coordinator. [See DIA(EXHIBIT)]
SUPERINTENDENT
The Superintendent shall serve as coordinator for purposes of District compliance with all other antidiscrimination laws.
ALTERNATIVE
REPORTING
PROCEDURES
An employee shall not be required to report prohibited conduct to
the person alleged to have committed it. Reports concerning prohibited conduct, including reports against the Title IX coordinator or
ADA/Section 504 coordinator, may be directed to the Superintendent.
A report against the Superintendent may be made directly to the
Board. If a report is made directly to the Board, the Board shall
appoint an appropriate person to conduct an investigation.
TIMELY REPORTING
Reports of prohibited conduct shall be made as soon as possible
after the alleged act or knowledge of the alleged act. A failure to
promptly report may impair the District’s ability to investigate and
address the prohibited conduct.
NOTICE OF REPORT
Any District supervisor who receives a report of prohibited conduct
shall immediately notify the appropriate District official listed above
and take any other steps required by this policy.
INVESTIGATION OF
THE REPORT
The District may request, but shall not insist upon, a written report.
If a report is made orally, the District official shall reduce the report
to written form.
Upon receipt or notice of a report, the District official shall determine whether the allegations, if proven, would constitute prohibited
conduct as defined by this policy. If so, the District official shall
immediately authorize or undertake an investigation, regardless of
whether a criminal or regulatory investigation regarding the same
or similar allegations is pending.
If appropriate, the District shall promptly take interim action calculated to prevent prohibited conduct during the course of an investigation.
The investigation may be conducted by the District official or a designee, such as the campus principal, or by a third party designated by the District, such as an attorney. When appropriate, the
campus principal or supervisor shall be involved in or informed of
the investigation.
The investigation may consist of personal interviews with the person making the report, the person against whom the report is filed,
and others with knowledge of the circumstances surrounding the
26
allegations. The investigation may also include analysis of other
information or documents related to the allegations.
CONCLUDING THE
INVESTIGATION
Absent extenuating circumstances, the investigation should be
completed within ten District business days from the date of the
report; however, the investigator shall take additional time if necessary to complete a thorough investigation.
The investigator shall prepare a written report of the investigation.
The report shall be filed with the District official overseeing the investigation.
DISTRICT ACTION
If the results of an investigation indicate that prohibited conduct
occurred, the District shall promptly respond by taking appropriate
disciplinary or corrective action reasonably calculated to address
the conduct.
The District may take action based on the results of an investigation, even if the conduct did not rise to the level of prohibited or unlawful conduct.
CONFIDENTIALITY
To the greatest extent possible, the District shall respect the
privacy of the complainant, persons against whom a report is filed,
and witnesses. Limited disclosures may be necessary in order to
conduct a thorough investigation and comply with applicable law.
APPEAL
A complainant who is dissatisfied with the outcome of the investigation may appeal through DGBA(LOCAL), beginning at the appropriate level.
The complainant may have a right to file a complaint with appropriate state or federal agencies.
RECORDS RETENTION
Copies of reports alleging prohibited conduct, investigation reports,
and related records shall be maintained by the District for a period
of at least three years. [See CPC]
ACCESS TO POLICY
This policy shall be distributed annually to District employees.
Copies of the policy shall be readily available at each campus and
the District administrative offices.
27
EMPLOYEE NOTICE OF ALLIANCE REQUIREMENTS
Important Contact Information
To locate a provider, go to www.pswca.org.
To contact your adjuster at the TASB Risk Management Fund, visit www.tasbrmf.org or call (800) 4827276.
Information, Instructions, Rights, and Obligations
If you are injured at work, tell your supervisor or employer immediately. The information in this notice will
help you to seek medical treatment for your injury. Your employer will also help with any questions about
how to get treatment. You may also contact your adjuster at the TASB Risk Management Fund (the
Fund) for any questions about treatment for a work related injury. The Fund is your employer’s workers’
compensation coverage provider and they are working with your employer to ensure you receive timely
and appropriate health care. The goal is to return you to work as soon as it is safe to do so.
x
How do I choose a treating doctor?
If you are hurt at work and you live in the Alliance service area, you are required to choose a
treating doctor from the provider list. This is required for you to receive coverage of healthcare
costs for your work related injury. A provider listing is available through the Alliance website at
www.pswca.org and a link to that site is also contained on the Fund’s website at
www.tasbrmf.org. It identifies providers who are taking new patients.
If your treating doctor leaves the Alliance, we will tell you in writing. You will have the right to
choose another treating doctor from the list of Alliance doctors. If your doctor leaves the Alliance
and you have a life threatening or acute condition for which a disruption of care would be harmful to
you, your doctor may request that you treat with him or her for an extra 90 days.
x
What if I live outside the service area?
If you believe you live outside of the service area, you may request a service area review by
calling your adjuster.
x
How do I change treating doctors?
Within the first 60 days of beginning treatment, if you become dissatisfied with your first choice of
a treating doctor, you can select an alternate treating doctor from the list of Alliance treating
doctors in your service area. The Fund will not deny a choice of an alternate treating doctor.
However, before you can change treating doctors a second time, you must obtain
permission from your adjuster.
x
How are treating doctor referrals handled?
Referrals for health care services that you or your doctor request will be made available on a
timely basis as required by your medical condition. Referrals will be made no later than 21 days
after the request. Your doctor should refer you to another Alliance provider unless it becomes
medically necessary to make a referral outside of the Alliance. You do not have to get a referral if
you are in need of emergency care.
x
Who pays for the healthcare?
Alliance providers have agreed to seek payment from the Fund for your health care. They should
not request payment from you. If you obtain health care from a doctor who is not in the Alliance
without prior approval from your adjuster, you may have to pay for the cost of that care and your
income benefits may be disputed. You may treat with medical providers that are not contracted
with the Alliance only if one of the following situations occurs:
o
o
o
Emergencies: You should go to the nearest hospital or emergency care facility.
You do not live within an Alliance service area.
Your treating doctor refers you to a provider or facility outside of the Alliance. This referral
must be approved by your adjuster.
28
EMPLOYEE NOTICE OF ALLIANCE REQUIREMENTS – PAGE 2
How to File a Complaint
You have the right to file a complaint with the Alliance. You may do this if you are dissatisfied with any
aspect of direct contract program operations. This includes a complaint about the program and/or your
Alliance doctor. It may also be a general complaint about the Alliance. A complainant can notify the
Alliance Grievance Coordinator of a complaint by phone, from the Alliance website www.pswca.org or in
writing via mail or fax. Complaints should be forwarded to:
PSWCA (The Alliance)
Attention: Grievance Coordinator
P.O. Box 763
Austin, TX 78767-0763
866-997-7922
A complaint must be filed with the program grievance coordinator no later than 90 days from the date the
issue occurred. Texas law does not permit the Alliance to retaliate against you if you file a complaint
against the program. Nor can the Alliance retaliate if you appeal the decision of the program. The law does
not permit the Alliance to retaliate against your treating doctor if he or she files a complaint against the
program or appeals the decision of the program on your behalf.
What to do when you are injured on the job
If you are injured while on the job, tell your employer as soon as possible. A list of Alliance treating
doctors in your service area may be available from your employer. A complete list of Alliance treating
doctors is also available online at www.pswca.org. Or, you may contact us directly at the following
address and/or toll-free telephone number:
TASB Risk Management Fund
P.O. Box 2010
Austin, TX 78768
(800) 482-7276
In case of an emergency…
If you are hurt at work and it is a life threatening emergency, you should go to the nearest emergency
room. If you are injured at work after normal business hours or while working outside your service area,
you should go to the nearest care facility. After you receive emergency care, you may need ongoing care.
You will need to select a treating doctor from the Alliance provider list. This list is available online at
www.pswca.org. If you do not have internet access call (800) 482-7276 or contact your employer for a
list. The doctor you choose will oversee the care you receive for your work related injury. Except for
emergency care you must obtain all health care and specialist referrals through your treating doctor.
Emergency care does not need to be approved in advance. “Medical emergency” is defined in Texas
laws. It is a medical condition that comes up suddenly with acute symptoms that are severe enough that a
reasonable person would believe that you need immediate care or you would be harmed. That harm
would include your health or bodily functions being in danger or a loss of function of any body organ or
part.
29
EMPLOYEE NOTICE OF ALLIANCE REQUIREMENTS – PAGE 3
Non-emergency care…
Report your injury to your employer as soon as you can. Select a treating doctor from the Alliance
provider list. This list is available online at www.pswca.org. If you do not have internet access, call 800482-7276 or contact your employer for a list.
Treatments Requiring Advance Approval
Certain treatments or services prescribed by your doctor need to be approved in advance. Your doctor is
required to request approval from the TASB Risk Management Fund before the specific treatment or
service is provided. For example, you may need to stay more days in the hospital than what was first
approved. If so, the added treatment must be approved in advance.
The following non-emergency healthcare treatment requests must be approved in advance:
Inpatient hospital admissions
Outpatient Surgical or ambulatory surgical services
Spinal Surgery
All non-exempted work hardening
All non-exempted work conditioning
Physical or occupational therapy except for the first twelve (12) visits if those
visits were done within the first 6 months immediately following date of injury
or date of surgery
Any investigational or experimental service
Psychological testing exceeding 3 hours with no more than four tests, such
as MMPI2, BDI, BAI, P-3
Repeat psychological testing
Psychotherapy and cognitive/behavioral therapy greater than 6 visits, repeat
psychological interviews and biofeedback
Repeat diagnostic studies greater than $350.
All durable medical equipment (DME) in excess of $500
Chronic pain management and interdisciplinary pain rehabilitation
Drugs not included in the TDI Division of Workers’ Compensation Formulary
All narcotic medications dispensed greater than 60 days
Any treatment or service that exceeds the Official Disability Guidelines.
The number your doctor must call to request one of these treatments is 800-482-7276, ext. 6654. If
a treatment or service request is denied, we will tell you in writing. This written notice will have information
about your right to request a reconsideration or appeal of the denied treatment. It will also tell you about
your right to request review by an Independent Review Organization through the Texas Department of
Insurance.
30
2016‐17 CISD Substitute Technology Acceptable Use Policy
Information Technology Guidelines for Substitutes The Carroll Independent School District provides technology resources for educational and administrative purposes. The goal in providing these resources is to promote educational excellence in the District’s schools by facilitating resource sharing, innovation and communication with the support and supervision of parents, teachers and support staff. The use of Carroll ISD technology resources is a privilege, not a right, and should be treated as such. Carroll ISD firmly believes that the value of providing information, interaction, and research capabilities far outweighs the possibility that users may obtain material that is not consistent with the educational goals of the district. Carroll ISD complies with Federal regulations regarding internet filtering in order to limit user access to inappropriate content. Proper behavior, as it relates to the use of computers, is no different than proper behavior in all other aspects of Carroll ISD activities. All users are expected to use the computers and computer networks in a responsible, ethical, and polite manner. This document is intended to clarify those expectations as they apply to computer and network usage and is consistent with District Policy as well as guidelines at the local, state, national, and international levels. Any user who does not comply with policies and procedures may face appropriate disciplinary actions. The Superintendent or designee will oversee and/or monitor the District’s Technology Resources. Users should not have any expectation of privacy when using any District system. Definition of District Technology Resources: The District’s computer systems and networks are any configuration of hardware and software. The systems and networks include all of the hardware, operating system software, application software, stored information, and data files. This includes but is not limited to electronic mail, local databases, externally accessed data (i.e. the internet), CD‐ROM, optical media, digital images, digitized information, communications technologies, and new technologies as they become available. The District will at its own discretion monitor any technology resource activity without further notice to the end user. Acceptable Use: The District’s technology resources will be used for learning, teaching, and administrative purposes consistent with the District’s mission and goals. The District email system should not be used for mass mailings except for official school business. Personal commercial use of the District’s system is strictly prohibited. Improper Use Includes: 1. Violation of copyright laws is prohibited; 2. Submitting, publishing or displaying any defamatory, cyber bullying, inaccurate, racially offensive, abusive, obscene, profane, sexually oriented, or threatening materials or messages either public or private; 3. Attempting to or harming equipment, materials or data; 4. Attempting to or sending anonymous messages of any kind; 5. Using the network to access inappropriate material; 6. Knowingly placing a computer virus on a computer or the network; 7. System users should avoid actions that are likely to increase the risk of introducing viruses to the system, such as opening email messages from unknown senders and loading data from unprotected computers, 8. Accessing of information resources, files and documents of another user without authorization, 9. Attempting to or accessing technology resources without authorization; 10. Using proxy servers or bypassing security and gain access to the internet or network resources; 11. Posting personal information about others without proper authorization; 12. Attempting to “hack” into network resources; 13. Storing inappropriate information (i.e. programs and .exe files) in home directories; 2016 ‐17 CISD Substitute Technology AUP 31
2016‐17 CISD Substitute Technology Acceptable Use Policy
14. Swearing, vulgarity, ethnic or racial slurs, and any other inflammatory language is prohibited; and 15. Using the network in such a way that would disrupt the use of the network by other users is prohibited. 16. Attempts to degrade or disrupt resource performance; 17. Any interference with the work of others, with or without malicious intent; 18. Forgery or attempted forgery of electronic messages or data is prohibited; 19. Pretending to be someone else when sending/receiving messages is prohibited. System Access: Access to the District’s network systems will be governed as follows: 1. Users with accounts will be required to maintain password confidentiality by not sharing the password with students or others. Your username and password should be protected from unauthorized use at all time. Do not post any of this information where others can view it and do not send it via email. 2. Any system user identified as a security risk or having violated District Acceptable Use Guidelines may be denied access to the District’s system. Other consequences may also be assigned. 3. Lock your workstation to secure your computer when it is not in use. If you are logged in, leaving a computer unlocked and unattended enables anyone to potentially access your gradebook, email, and/or other personal files. Computers can be locked by pressing “CTRL ‐ALT‐DEL” and selecting the “lock this computer” option. 4. The individual in whose name a system account is issued will be responsible at all times for its proper use. 5. The system may not be used for illegal purposes, in support of illegal activities, or for any other activity prohibited by district guidelines. Some Technology Resources Prohibited: System users are prohibited from installing or setting up any device that would alter the network topology or any server‐based software or technologies without approval from the Executive Director of Technology. Setting up a wireless access point, whether connected to the network or not, is prohibited. Data Security: As part of your duties, you may have access to confidential information such as student social security numbers. Caution must be taken to insure this data is not exposed to those without an educational need to know. A data file that contains confidential information is very dangerous and can damage the financial, professional or emotional futures of others, thus this information must be handled appropriately. 1. Limit data exports to only the necessary information on the required people. 2. Do not leave data files in an unsecure location such as an unattended automobile. 3. Access to confidential information should be given on an as needed basis. If you are able to access confidential information that you do not need, you are required to report it to the manager of that data system. 4. Be very cautious in transporting data files. Data transported on flash drives or external drives can be lost easily. 5. Cloud based storage systems such as Google Drive and Dropbox are also susceptible to leaks especially if users do not correctly configure sharing permissions. Therefore public web‐based file sharing tools should not be used to store confidential information. Information Content/Third Party Supplied Information: System users should be aware that use of the system may provide access to other electronic communications systems outside the District’s networks that may contain inaccurate and/or objectionable material. A substitute bringing prohibited material into the school’s electronic environment will be subject to disciplinary action in accordance with district policies. Electronic Mail: Email has become one of the most used communications tools in the home and workforce. As the Carroll Independent School District integrates this technology into our classrooms and offices, the following guidelines must be understood 2016‐17 CISD Substitute Technology AUP 32
2016‐17 CISD Substitute Technology Acceptable Use Policy
and adopted into our daily operations: 1. Electronic mail is a privilege, not a right. User responsibilities and consequences for policy violations, apply to email as well as other communication devices (i.e. desk phone, district cell phone, pagers, two‐way radio etc.). 2. Public Information Act. The software and hardware that provides us email capabilities has been publicly funded. For that reason, it should not be considered a private, personal form of communication. The contents of any email communications are governed by this Acceptable Use Policy and subject to the Public Information Act. We would have to abide and cooperate with any legal request for access to email contents by the proper authorities. 3. No Blanket emails. District‐Wide emails must have prior authorization from the Superintendent or designee. The District has established distribution lists to ensure emails are sent only to intended personnel. Select “group” recipients appropriately. 4. Misaddressed emails. Incoming email that is misaddressed will remain “undeliverable”. It is your responsibility to ensure you give out your correct email address. 5. Requests for Information. Independent verification is required before responding to requests for personal information on students or staff members via email. It is critical for a personal contact to be made with any individual requesting personal information. In addition, security information such as username or password should not be sent via email. 6. Release of Student Records. No request for student grades, discipline, attendance or related information can be communicated via email unless a signed Release of Student Records is on file on the campus. 7. Chain Letters. Since email access is provided for school business related use, please do not forward messages that have no educational or professional value. An example would be any number of messages that show a cute text pattern or follow a “chain letter” concept. These messages should be deleted and the sender notified that messages of that nature are not appropriate to receive on your district email account. 8. Attachments to email messages should include only data files. At no time should program files (typically labeled “. Exe”) be attached due to software licensing requirements. In addition, there exists the real possibility that any program files received as attachments over the internet may include viruses or other very destructive capabilities once they’re “launched” or started. If you receive an attachment like this, please delete the email message immediately without saving or looking at the attachment. 9. Listservs. Subscriptions to an Internet listserv should be limited to information related to your profession. Participation in Social Networking Web Sites: The Internet, along with a host of next generation communication tools, has expanded the way in which substitutes can communicate internally and externally. While this creates new opportunities for communication and collaboration, it also creates new responsibilities for District substitutes. Electronic media includes all forms of social media, such as text messaging, instant messaging, electronic mail (email), 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. All of these activities are referred to as "Social Networking Web Sites” in this AUP. Substitutes are encouraged to maintain separation between personal and professional postings for Social Networking, Web Sites. Professional Internet Postings/Electronic Media – LONG TERM SUBSTITUTES ONLY Professional Internet Postings/Electronic Media sites that are school‐based should be designed to address reasonable instructional, education or extra‐curricular program matters. Substitutes are required to obtain their supervisor’s approval before setting up a professional social media presence. Guidance may also be obtained in conjunction with the district’s Communications & Marketing Department, Technology Services and/or Student Services. The district reserves the right to remove, disable, and provide feedback regarding professional social media sites that do not adhere to district policy or standards of operation. 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. The following guidelines will apply for any substitute who uses electronic media for professional purposes: 2016‐17 CISD Substitute Technology AUP 33
2016‐17 CISD Substitute Technology Acceptable Use Policy
1. Professional sites should include language identifying the sites as professional social media sites of the district or campus. 2. Substitutes should exercise caution, sound judgment, and common sense when using professional social media sites. The district will regularly monitor professional social media sites to protect the school community. 3. When establishing professional social media sites, supervisors and substitutes should consider the intended audience for the site and consider the level of privacy assigned to the site, specifically, whether the site should be a private network or a public network. 4. Substitutes who have the approval of their supervisor to establish and maintain professional internet postings/electronic media for school or work‐related content, may use the trademarked Dragon logo on the professional site. 5. The substitute is subject to applicable state and federal laws, local policies, administrative regulations and the Code of Ethics and Standard Practices for Texas Educators when communicating regarding professional, work‐related matters, regardless of whether the employee is using private or public equipment, on or off campus. These restrictions include:  Confidentiality of student records (See Policy FL)  Confidentiality of health or personnel information concerning colleagues unless disclosure serves lawful professional purposes or is required by law (See Policy DH EXHIBIT)  Confidentiality of district records, including educator evaluations and private e‐mail addresses (See Policy GBA)  Copyright law (See Policy CY)  Prohibition against harming others by knowingly making false statements about a colleagues or the school system (See Policy DH EXHIBIT). 6. Any media inquiries received via professional social media sites should be referred to the district’s Communications & Marketing Department in compliance with the district’s Media Guidelines. Personal Internet Postings/Electronic Media: As role models for the district’s students, substitutes are responsible for their public conduct even when they are not acting as district substitutes. 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 personal 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. If a substitute wishes to use a social network site or similar media for personal purposes, the substitute is responsible for the content on the substitute’s page, including content added by the substitute, the substitute’s friends, or members of the public who can access the substitute’s page, and for Web links on the substitute’s page. The substitute is also responsible for maintaining privacy settings appropriate to the content. The following guidelines will apply for any substitute who uses electronic media for personal purposes: 1. The substitute’s use of electronic media for personal purposes should impose no tangible cost on the District; should not unduly burden the District’s technology resources; and should have no adverse effect on an employee’s job performance or on a student’s academic performance. 2. If an Internet posting makes it clear that the author is a substitute for the District, it should include a simple and visible disclaimer such as, "these are my personal views and not those of the District." When posting your point of view, you should neither claim nor imply you are speaking on the District's behalf, unless you are authorized in writing by the Superintendent or his designee, the Assistant Superintendent of Board and Community Relations. 3. 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 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:  Confidentiality of student records (See Policy FL)  Confidentiality of health or personnel information concerning colleagues unless disclosure serves lawful professional purposes or is required by law (See Policy DH EXHIBIT) 2016‐17 CISD Substitute Technology AUP 34
2016‐17 CISD Substitute Technology Acceptable Use Policy
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Confidentiality of district records, including educator evaluations and private e‐mail addresses (See Policy GBA) Copyright law (See Policy CY) Prohibition against harming others by knowingly making false statements about a colleagues or the school system (See Policy DH EXHIBIT). 4. The substitute shall not use the district’s logo or other copyrighted material of the district without express, written consent. 5. The substitute should not “tag” photos of district employees, volunteers, contractors or vendors without the prior permission of the individuals being tagged. Use of Electronic Media With Students: (Policy DH) A 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 about matters within the scope of the employee’s professional responsibilities. 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. An employee who uses electronic media to communicate with students shall observe the following:  The employee shall limit communications to matters within the scope of the employee’s professional responsibilities (e.g., for classroom teachers, matters relating to class work, homework, and tests: for an employee with an extracurricular duty, matters relating to the extracurricular activity).  The employee is encouraged to create a separate, professional social network 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 CY) o 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 email, text messaging, instant messaging, or any other form of one‐to‐one communication. An employee may request an exception from one or more of the limitations above by submitting a written request to his or her immediate supervisor. As outlined in the Educator Code of Ethics, employees shall refrain from inappropriate communication with a student or minor, including, but not limited to, electronic communication such as cell phone, text messaging, e‐mail, instant messaging, blogging, or other social network communication. Factors that may be considered in assessing whether the communication is inappropriate include, but are not limited to: a. The nature, purpose, timing, and amount of the communication; b. The subject matter of the communication; c. Whether the communication was made openly or the educator attempted to conceal the communication; d. Whether the communication could be reasonably interpreted as soliciting sexual contact or a romantic relationship; 2016 ‐17 CISD Substitute Technology AUP 35
2016‐17 CISD Substitute Technology Acceptable Use Policy
e. Whether the communication was sexually explicit; and f. Whether the communication involved discussion(s) of the physical or sexual attractiveness or the sexual history, activities, preferences, or fantasies of either the educator or the student. Computer Software: Do not install software on district computers. Unauthorized software installation may affect network and machine performance adversely and is prohibited by the Guidelines for Acceptable Use of Carroll Independent School District Technology Resources. Our goal is to promote the use of appropriate, innovative software whenever possible. These guidelines will insure that the required support and installation process is in place before funds are expended. To ensure that software will not affect the current network configuration adversely, the following guidelines apply when you want to purchase software not listed in the technology catalog. 1. The Technology Department must be consulted prior to any purchase of software. 2. All software purchases must be purchased through and delivered to the technology department for installation. 3. Software will be installed only when there is documentation showing that the software purchase has gone through the process referenced above and that proper licensing has been purchased. 4. If a software program is determined to be unsuitable for the network it will not be installed. The campus will need to make arrangements to return the software for a refund, or replacement with standalone equivalents. 5. Software purchased by staff or PTOs using personal funds will be subject to all district guidelines. Computer Hardware: 1. Absolutely no one except district technicians, certified/trained computer facilitators, or vendors approved by the Executive Director of Technology is authorized to install computer hardware on any district equipment. 2. Campus computer systems may not be modified, upgraded, or replaced with donated equipment without the prior approval of the technology department. 3. To maintain accurate physical inventory campus computer systems are not to be moved from one room to another room on the same campus without the prior approval of the campus technology facilitator. 4. Campus technology systems may not be moved from one campus to another campus without the prior approval of the technology department. Termination/Revocation of System User Account: The district may suspend or revoke a system user’s access to the district’s system upon suspected violation of district policy and/or administrative regulations regarding acceptable use. Termination of a Substitute’s account will be effective on the date the Executive Director of Technology, Principal, or designee receives notice of user withdrawal or of revocation of system privileges, or on a future date if so specified in the notice. Consequences of Improper Use: Any attempt to violate the provisions of these guidelines may result in revocation of a user’s account, regardless of the success or failure of the attempt. Improper or unethical use may result in disciplinary actions consistent with the existing substitute handbook up to and including termination of employment, and/or appropriate legal actions as prescribed by law. Disclaimer: The district’s system is provided on an “as is, as available” basis. The district does not make any warranties, whether express or implied, including, without limitation, those of merchantability and fitness for a particular purpose with respect to any services provided by the system and any information or software contained therein. The district does not warrant that the functions or services performed by, or that the information or software contained on the system will meet the system user’s requirements, or that the system will be uninterrupted or error‐free, or that defects will be corrected. Opinions, advice, services, and all other information expressed by system users, information providers, service providers, or other third party individuals in the system are those of the providers and not the district. 2016‐17 CISD Substitute Technology AUP 36
2016‐17 CISD Substitute Technology Acceptable Use Policy
The district will cooperate fully with local, state, or federal officials in any investigation concerning or relating to misuse of the district’s Technology Resources. Termination/Revocation of System User Account: The district may suspend or revoke a system user’s access to the district’s system upon suspected violation of district policy and/or administrative regulations regarding acceptable use. Term: This policy is binding for the duration of your service with the Carroll Independent School District. This policy and must be reviewed and signed annually at the start of each school term. 2016‐17 CISD Substitute Technology AUP 37
Substitute Fingerprinting Information
All substitute teachers must be fingerprinted before they start working.
You will be contacted via email with instructions after orientation.
The 80th Texas Legislature passed Senate Bill 9 (SB 9), which mandated the Texas Education Agency (TEA) to
acquire criminal history reports on: (1) all certified educators who are currently employed, (2) all substitutes,
and (3) non-certified employees hired after January 1, 2008. In addition, SB 9 created a criminal history
clearinghouse to facilitate access to criminal history information and provide updates on any subsequent
criminal history activity.
All substitutes will be required to be fingerprinted, whether or not they are certified. Even if you have been
fingerprinted for other purposes in the past, you will be required to be fingerprinted again in order for the Texas
Education Agency to have you in its clearinghouse. The only exception is for those who have been fingerprinted
for another school district or for their Texas Teaching Certificate and are already in the criminal history
clearinghouse managed by the Texas Education Agency.
SB 9 fingerprinting only has to be completed one time, even if you are substituting in several different districts.
However, remember that even if you have been fingerprinted for other purposes in the past, you will have to be
fingerprinted in compliance with the SB 9 requirements.
All substitutes will be required to pay for their fingerprinting. The district will not reimburse for fingerprinting
expenses.
If you are a certified teacher or paraprofessional:
You must register on-line with TEA to get your email containing information necessary to schedule a
fingerprinting appointment and will pay at that time. The cost is $37.75 payable to TEA and must be paid via
credit card (included in this is a $2.00 fee assessed by Texas On-line as a result of the credit card transaction).
If you do not have a credit card, it is the district’s understanding that you can purchase pre-paid Visa or
MasterCard check cards at local retailers such as Wal-Mart and grocery stores. At the time of your appointment
at an IdentoGO Facility, you will be required to pay $10.00 (plus tax).
If you are not certified:
You will be required to pay $45.75 (plus tax) at the time of your fingerprinting appointment with IdentoGO.
If you are certified:
Certified substitutes will need to confirm that their first and last names on their certificate are correct and match
exactly to their driver’s license or state ID. Please note that a state-issued driver’s license or state-issued ID
card will be required to be fingerprinted.
To update your name via TEA’s on-line system and have the change reflected on the “Official Record of
Educator Certificates” on-line, you must submit a written request via e-mail.
You may e-mail your request from the TEA website http://tea.tx.gov/. Please select “TEAL Login” at the top.
Login or setup a new account. Instructions to change your name are found on the homepage once you log in.
Please provide your date of birth, previous name, and new name in your e-mail. Please note, only FIRST and
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LAST names in the TEA system need to match your state-issued driver’s license or state-issued ID card in
order to be fingerprinted. Please note that any name changes must occur prior to you requesting a FAST
Pass. There is no charge to request a name change.
Notification and Scheduling of Appointment
If you are certified:
The district will notify you via email of the fingerprinting requirement. You will log on to TEA’s on-line to
receive an email containing information necessary to schedule a fingerprinting appointment. You will also be
required to submit payment of $37.75, payable by credit card.
You will need to schedule a fingerprinting appointment at an IdentoGO facility. At the time of your
appointment, you will be required to pay $10.00 (plus tax).
If you are not certified:
The district will notify you by email of the fingerprinting requirement and will send you a FAST Pass, which
you will be required to bring with you to your appointment.
You will need to schedule a fingerprinting appointment at an IdentoGO facility. At the time of fingerprinting
you will be required to pay IdentoGO $45.75.
On the day of your appointment:
In addition to having your fingerprints taken, be prepared to be photographed at the time of your fingerprinting
appointment. Your fingerprints will be digitally scanned, not done with ink. Bring your FAST Pass and your
state-issued driver license or state-issued identification card with you to your appointment.
What do I do once I have been fingerprinted?
After you have been fingerprinted your receipt must be brought to the Carroll ISD Personnel Office.
Once your receipt has been received, you will be contacted via email with your user ID and PIN number for
Absence Management.
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