Employee Handbook 2008-2009

Beaver Country Day School

2008-2009 Employee Handbook

Mission ……………. …..................................................................................................................2 Strategic Directions……………....................................................................................................3 Management and Leadership Teams ...........................................................................................5 Statement on Diversity and Community .....................................................................................6 Crisis Response Plan.. ....................................................................................................................7 EMERGENCY Medical Procedures ............................................................................................8 Evacuation Procedure……… .......................................................................................................9 Expectations for Upper School Class Deans..............................................................................11 Expectations for Faculty Associated With Specific Grades .....................................................11 Responsibilities of Department Heads .......................................................................................11 Homework Policies… ..................................................................................................................13 Grades and Comments ................................................................................................................14 Of Special Interest to Teachers...................................................................................................18 Faculty Related Committees .......................................................................................................21 Scheduling Extra And Co Curricular Events ...........................................................................22 Field Trip Procedure ...................................................................................................................23 General Information For All Employees ...................................................................................24 Professional Growth and Teacher Evaluation ..........................................................................28 Employment Policies…................................................................................................................32 Employee Benefit Programs.. .....................................................................................................37 Contract Procedures.. ..................................................................................................................41 Business Office Facility Procedures. ..........................................................................................42

This Handbook has been prepared for guidance with respect to the policies, procedures and rules at Beaver Country Day School. The Handbook is not intended to be, nor should it be construed to be, a contract between any employee and the School. The School reserves the right to alter, amend, or rescind any policy or rule in this Handbook at any time.

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BEAVER COUNTRY DAY SCHOOL MISSION STATEMENT Beaver Country Day School offers an academically challenging curriculum in an environment that promotes balance in students’ lives. Deeply committed to individual student success, teachers inspire students to • Reason and engage deeply with complex ideas and issues; • Be intellectually curious, open-minded, and fair; • Identify and build upon their strengths; • Develop leadership and teamwork skills; • Act effectively within a genuinely diverse cultural and social framework; • Serve both school and society with integrity, respect, and compassion.

January, 2006 2

STRATEGIC DIRECTIONS 2008 Strategic Direction for Learning As Beaver continues to emphasize the importance of foundational knowledge and skills, its curriculum and programs will respond directly to the increased need for educational experiences that emphasize creativity, innovation and flexibility of mind. Outcomes for Students • • • •

Students will consistently experience assessments and curriculum that promote creativity, innovation and flexibility of mind. Students will experience connections with private and public sector organizations and other learning institutions that provide opportunities for authentic learning experiences beyond the traditional classroom. Students will experience a more competitive athletic program that promotes leadership, collaboration and confidence. Students will experience curriculum that recognizes the defining characteristics of the millennial generation.

Outcomes for Faculty • • • •

Beaver will design incentives for faculty that reward innovation. Beaver will provide faculty with the tools, resources and technology to design authentic curriculum. Beaver will work with faculty to increase each individual’s expertise in areas of diversity, gender and adolescent development. Beaver will expand efforts to recruit faculty and administrators from organizations that produce candidates aligned with Beaver’s specific mission.

Strategic Direction for Resource Expansion and Marketing Beaver will significantly increase its endowment and annual giving; continue with improvements to the campus to support students, faculty and programs; and market our unique strengths in focused and strategic ways. Outcomes for Resource Expansion • • • •

Beaver will expand its donor base with particular emphasis on alumni. Beaver will continue to focus on offering compensation packages for faculty, administration and staff that rank in the top 5% in the region. Beaver will increase resources to support faculty development. Beaver will broaden access for applicants through increased financial aid.

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Beaver will maximize use of current space to create facilities that will support expanding curriculum in science and technology and will allow us to design a library that supports new directions in research.

Outcomes for Marketing • • • •

In its marketing efforts Beaver will clearly demonstrate how progressive teaching is more effective than conventional teaching in preparing students not simply to learn but to learn how to learn. Beaver will market the strengths of the athletic program to prospective student athletes. Beaver will use Web 2.0 technologies to communicate effectively with prospective students and parents and to connect effectively with alumni. Beaver will increase focus on achievements of alumni.

April 2008

Management Team 4

Membership: Head of School (chair), Assistant Head of School, Director of Development, Director of Finance and Operations, Director of Admission and Financial Aid, Upper School Director, Middle School Director, Director of College Counseling and Special Programs. Responsibilities: 1) Responsible for major school policy. 2) Responsible for making certain school implements strategic directions with the context of its mission. 3) Directly responsible for implementation of plans dealing with external operations. Academic Administrators Membership: Head of School (chair), Assistant Head of School, Middle School Director, Upper School Director. Responsibilities: Responsible for oversight of major academic initiatives. Department Heads Membership: Assistant Head of School (chair), Chairs of English, History, Science, Modern Language, Mathematics, Performing Arts, Visual Arts, Director of Library and Information Services, Hiatt Center Directors, Responsibilities: 1) Program development and related initiatives. 2) Academic policy.

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STATEMENT ON DIVERSITY AND COMMUNITY Beaver Country Day School is committed to an articulated Mission, stated Values, and a progressive educational philosophy. One of our goals is to prepare graduates with a strong sense of individual identity, an ability to find commonality with others, and an abiding respect for the value and breadth of human differences. We value diversity as one of the benefits of life in the United States and we consider education about human differences to be essential to the healthy development of a welleducated person. Diversity can be defined by many factors — the colors of our skin, our ethnicity or nationality, traditions that we observe, the structures of our families, the financial resources and educational background of our families, our gender, sexual orientation, physical attributes, age and languages, are common examples. Beliefs, interests, experiences, attributes and talents all help to define each of us uniquely. Unifying us as a community is our commitment to learning respectfully about and from one another and to supporting each other in our study of life. Our student admission and our employee, Incorporator, and Trustee recruitment policies seek to create a School community whose members reflect the diversity of the greater Boston area. We recognize that the family usually is the primary source of traditions, celebrations and beliefs for each student, and that family traditions, celebrations and beliefs may differ. In our curriculum, topics such as race, ethnicity, family structures, gender, religion, sexual orientation, physical and intellectual ability, and economic and political differences are introduced and studied in ways that are developmentally appropriate. In our assemblies, special events, guest lectures, community service programs and extra-curricular activities, we celebrate and explore both our similarities and our differences. Our students learn best, and faculty and staff contribute most, when each feels confident that his or her identity is respected and valued. We excel as a community when we embrace our similarities, celebrate our differences, and promote mutual respect and support. Helping our students learn to value themselves and others is one of the ways that Beaver prepares them to participate with confidence, courage, and significance in our complex heterogeneous society. Adopted by the Beaver Country Day School Board of Trustees 5/00

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CRISIS RESPONSE PLAN 1. Establish that a crisis exists. Examples include death of a student or employee, a reportable DSS incident, violence in the school, hate crimes, scandal/arrest involving a student or employee, bomb threat, serious injury to student or employee, sudden termination of an employee, fire, natural disaster, etc. 2. Notify the Head or the Head’s designee if you suspect a crisis. If the crisis involves the Head, notify the Board Chair. 3. The Head, the Head’s designee, or the Board Chair convenes the crisis response team or an appropriate sub group of the team. The crisis response team shall consist of the Management Team, and as needed, the School Counselor, and the Executive Committee of The Board of Trustees. 4. The Crisis Response Team assesses the nature of the crisis and sets the following priorities: a. b. c. d.

Establish that all students, employees, and visitors are safe. Decide which resources to utilize. Decide upon appropriate communication. Appoint a school spokesperson. That person should not be someone who is directly involved in managing the crisis. Spokesperson should become familiar with NAIS “General Tips for Dealing with Reporters.

5. All members of the Crisis Response Team will have a crisis packet which contains the following: a. Telephone numbers for all resources b. Map of the campus c. Fire/emergency evacuation procedures d. Comprehensive and up to date lists of students (including nursery) and employees e. Employee handbook, student handbook, board by-laws f. Location of student health records and emergency numbers for students and employees

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Emergency Medical Procedures First Aid Officers are the nurse (ext. 139), athletic trainer (ext. 153) and Larry McKinney (ext. 162)

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In the event of medical emergency, contact the nurse or athletic trainer in the Health office or Larry McKinney. In the event no one is available, contact the front desk. An ambulance will be arranged if necessary. It is essential that the student's health form and emergency medical permission form go with the student. Health forms are on file in the in the Registrar’s Office.

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Notify an administrator who will attempt to contact the child’s parents.

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A First Aid Officer, teachers, staff members, or administrator should complete an accident report and submit it to the Head of School within 24 hours.

Ill or Mildly Injured Students • Students who become ill or who need medical attention should report to the Health Office accompanied by another student or faculty member. •

If necessary, a student may be given permission to rest. If continued rest is required, the parent will be contacted and a decision will be made about whether the student should continue to rest, return to class, or go home. The student's advisor will be notified by the registrar.

Regularly Dispensed Medication • The nurse distributes medication to students as needed, provided that the necessary authorization forms are on file.

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EVACUATION PROCEEDURE (Updated for September, 2008)

In the event of a fire alarm or drill, exit the building as follows: • West Wing (Middle School): First floor, use the stairs to the right of the gallery, go out the basement doors to the lower field and line up by grade for attendance. Second floor, use the front stairs, proceed between the athletic center and the school to the lower field. • East Wing (Upper School and Nursery School): First and second floors, use the stairs next to the registrar’s office, go out the basement doors to the lower field. • Main part of the building: All administrators, staff, and visitors are to go down the stairs near the faculty room and out the basement doors to the lower field. • Science Wing and Library: Exit using the back door of the science building, near the playground, and proceed to the lower field. • Dining Room: Use the stairs beyond the gallery, go out the basement doors to the lower field. • Rogers Room: Use the stairs next to the faculty room, go out the basement doors to the lower field. • Bradley Hall: Use the stairs near the stage on both sides. Those in the rooms at the back of Bradley Hall should use the stairs and doors nearest the lower field. • Performing Arts Center: Use stairs to the basement and then out by the pools to the lower field. • 3-D Art Room (Mr. Brooks): Use the side door, and proceed between the athletic center and the school to the lower field. • Athletic Center or Upper Field: Proceed between the athletic center and the school to the lower field. Students are to line up alphabetically with their grade, twelfth grade closest to the playground. Teachers should stand with the grade with which they are affiliated and assist with the process. Class advisors take student attendance. The Registrar will bring out a list of those absent, and the Receptionist will bring a list of those off campus. Mr. Manning and Ms. Monasterios will consolidate this information. Mr. Manning or Mr. Connor will get word about when to reenter the building. Everyone must evacuate the building. The fire department has limited options if buildings are occupied. The following people will check areas before exiting: Manning, Eng/Hist; Ellman, Math; Valcarcel, both MS halls; Williams, Bradley Classrooms; Wilkins, Science; Lopez, PAC; Morillo, Language; Roberts, 3rd floor art; Librarians, Library; Levin and Thompson, Athletic Center. Should an assembly or performance be taking place in Bradley Hall when the alarm sounds, those in the four quarters of the hall should exit as follows: • The left quarter nearest the stage should go out the door nearest the stage, down the stairs and out to the lower field. • The right quarter nearest the stage should go out the door nearest the stage, down the stairs and out to the lower field. • Those in the left rear quarter should go out through the foyer and down the nearest stairwell, out the door at the bottom to the lower field.

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Those in the right rear quarter should go out through the foyer and down the nearest stairwell, out the door at the bottom to the lower field. Those in the balcony should exit and proceed down the nearest stairwell, out the door at the bottom to the lower field.

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EXPECTATIONS FOR UPPER SCHOOL CLASS DEANS • • • • • • •

Work with the Upper School Director and Dean of Students to devise, implement, and oversee the objectives of the grade, to encourage balance in students’ lives, and to promote the growth and wellbeing of the class Lead the team of advisors in developing an advisory program that addresses the developmental needs of the students Help to promote effective communication between parents and school Provide feedback and support to advisors Create opportunities that increase students’ capacities to serve as leaders and to work collaboratively Manage the budget for the grade Conduct Roll Call and Team Meetings

EXPECTATIONS FOR FACULTY ASSOCIATED WITH SPECIFIC GRADES • • • • •

Assist Dean in carrying out the objectives of the grade Attend and help with grade-related events Monitor the academic and social wellbeing of advisees Provide guidance to and support for advisees and families Communicate with students and parents about advisees’ progress

RESPONSIBILITIES OF DEPARTMENT HEADS 1.

Supervise departmental curriculum in grades 6 through 12 and meet regularly with all members of the department on teaching and curricular issues.

2.

Evaluate all members of the department according to the evaluation program and periodically facilitate for the department a Department Head evaluation.

3.

Meet regularly with the Division Directors, Assistant Head of School and other Department Heads on school policies and issues. Convey to department members the substance of these meetings as appropriate.

4.

Assume responsibility for absent teachers--coverage of classes, homework assignments, proctoring assignments, and attendance obligations. As early as possible, report a teacher's absence to the Registrar and the appropriate Division Head.

5.

Determine short and intermediate staffing needs and promptly submit needs and recommendations to the Division Directors and the Head of School.

6.

Screen and interview prospective teachers for the department. Consult with Division Directors, Assistant Head of School and the Head of School regarding 11

the qualifications of these candidates. 7.

Consult with parents as necessary in the discussion of individual student and teacher problems.

8.

Attend professional conferences and encourage faculty enrichment within the department.

9.

Meet regularly with new department members. Provide counsel and assistance to department members as appropriate.

10.

Attend committee and public relations functions as requested by the Division Head, Head of School or the Admission office.

11.

Monitor the professional conduct of department members.

12.

Monitor the appearance of the department's academic areas.

13.

Be accessible throughout the summer as specified.

14.

Oversee the ordering, receiving and distribution of textbooks.

15.

Plan and manage department budgets.

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HOMEWORK POLICIES Students should be trained to view time spent on homework as a regular, scheduled obligation built into the structure of each academic course they take--just as is time in the classroom. Nightly assignments and long-range projects should be presented as necessary preparation for effective class work, and as essential for the achievement of course goals. Teachers can help students learn how to allocate time for assignments by detailing homework expectations well in advance and by helping students plan long-range assignments. Advisors can play an important role in helping students to schedule their week's work in all subjects, and, as necessary, productively communicate deficiencies to parents. Each department or grade level has, and should have, some discretion in setting the amount of work expected in a particular class or subject, or by a particular student. In the Upper School the following guidelines should be adhered to generally: in a typical Beaver course--that is, one which meets four times a week--each nightly assignment should be formulated so as not to exceed 60 minutes for the average student in that class to complete. Our goal is to keep students challenged and engaged in their classes by providing varied types of assignments requiring students' time, thought, and care. Homework assignments for Advanced courses will be longer by necessity, and that additional responsibility must be clearly specified in the course prospectus. In the Middle School 6th graders should expect 20-30 minutes per class, 7th graders should expect 30 minutes per class, and 8th graders 30-40 per class. Beaver's policy is not to give homework over religious holidays or lengthy school vacations except specific reading assignments designated by Department Heads. Exceptions to this must be coordinated with the Department Head and cleared through the Department Heads Committee. Students should certainly feel free to use vacation time for individual enrichment, for remedial work, for correcting deficiencies noted in warning reports, or for making up incomplete work. However, if a student is in good academic standing, his or her status should not be jeopardized by failure to do extra work over vacations. The prospectus for each course should include an explicit and detailed statement of the teacher's policies and expectations concerning homework.

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GRADES MIDDLE SCHOOL The middle school grading system offers a special opportunity to educate students about the Beaver grading system by which they will be assessed for the next seven years. It is the goal of this philosophy to minimize student anxiety surrounding grades and allow students to truly focus on their learning and on the actual work, not on the grade. In the sixth grade it is the goal of the teachers to use a narrative rubric so that students and parents are introduced to how assessments are made. Rather than using traditional grades, the sixth grade rubric is based on narrative comments. Merit, proficient work, approaching proficient work, and beginning to approach proficient work will be used to represent various categories of standards by which work is assessed. In seventh and eighth grades teachers use a traditional grading system (A, B, C, D, NP), teaching the students to look carefully at the narrative comments and incorporate them into goals for each term. Term grades in the middle school are not cumulative. Full year grades are not computed. UPPER SCHOOL 1. Grades in the Upper School range from A, A-, to D-, N.P. (not passing). Note: Beaver does not use the A+ grade. 2.

Where given, term examination results should be recorded as letter, not numerical, grades. The relative weight of a term examination is determined within departments. The relative weight of the examination should be noted in the prospectus of each course distributed to students some time in the first two weeks of the term.

3.

Year averages are not computed for term courses within a single department. For example, a year grade would not be determined in English for a senior taking an elective each term. However, in cases when a student switches a section or a teacher within the same course at the term, an average of the two term marks, determined in conjunction with the Department Head, will represent the year grade. In such cases the exams at the end of the term will be computed into the term, not the year averages, unless specifically determined otherwise by the Department Head.

4.

October Progress reports are filed in students' individual folders but do not become a part of the permanent transcript. Term grades and comments do become part of the permanent transcript/record.

5.

An evaluation of effort of the preceding marking period is noted on a fourelement scale on the comment form.

6.

The automated comment system provides appropriate headings for students, courses, sections, and grades. Problems or inconsistencies should be reported to the Registrar’s office and/or the Assistant Head of School as soon as possible.

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7.

As soon as grades are complete, the grade sheet, distributed before the end of the marking period, should be returned to the Registrar.

EFFORT GRADES Upper School students receive effort grades with each term’s grade and comment. There are four effort categories: SUPERIOR—Student’s observable effort significantly succeeds teacher expectations in most or all of the following areas: work process as assigned, completion of assigned work, care in following directions, use of opportunities for extra help or support, initiative in the use of supplemental materials, and use of class time (as distinguishable from “class participation”). EFFECTIVE—Student’s observable effort is in line with teacher expectations in the following areas: work process as assigned, completion of assigned work, care in following directions, use of opportunities for extra help or support, and use of class time (as distinguishable from “class participation”). INCONSISTENT— Student’s observable effort meets teacher expectations inconsistently in one or more of the following areas: work process as assigned, completion of assigned work, care in following directions, use of opportunities for extra help or support, and use of class time (as distinguishable from “class participation”). POOR—Student’s observable effort is significantly deficient in several or more of the following areas: work process as assigned, completion of assigned work, care in following directions, use of opportunities for extra help or support, and use of class time (as distinguishable from “class participation”). Effort grades will also be considered in determining whether a student will be placed on Academic Warning or Academic Probation (see Student-Parent Handbook). TEACHER COMMENTS 1.

Include positive statements about strengths. The tone of all comments should be positive and respectful.

2.

The Comment should give specific methods and recommendations on how the work could be improved; it should discuss whether suggestions given to date have been followed, and, if so, with what results.

3.

All comments should be clearly and coherently written. Remember that these comments reflect directly upon the teacher and the school. Department Heads are instructed to be demanding and rigorous in review of the comments. Sloppy corrections (ink over typed copy) are inappropriate; the comment should be rewritten in full.

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4.

For all “Incompletes”: State work required, due dates expected, (and if possible) the anticipated average if the work is not completed by the deadline.

The Upper and Middle School Directors will supply sample comments at report times. INTERIM REPORTS 1.

All students with a C- or below in any graded course or whose marks have significantly declined halfway through term I, II and III (on October 19, January 18 and April 17) will receive an Interim Report. Interim Reports should also be written to reflect significant progress by a student. Forms are provided on line, and a written comment is optional but advisable where there has been a drastic change.

2.

Advisors meet with families in September, January, and June to discuss the student’s academic progress, social adjustment, extracurricular involvement, and any other topic of mutual interest or concern.

3.

Neither teacher nor advisor comments should make direct reference to a pupil's future continuation at school; however, notice of a projected failure to meet departmental diploma requirements should be cited.

MAJOR ASSESSMENTS IN THE UPPER SCHOOL In the interest of exposing our students to a variety of assessment types, each teacher will assign a major assessment during each term. EXAMINATIONS In the second term of a two-term course, this assessment will be a full period (130 minute) examination, with appropriate accommodations (e.g., extended time) for qualifying students. The examination schedule for each term will be published in the school’s academic calendar. ASSESSMENTS IN LIEU OF EXAMINATIONS In either the first term of a two-term course or in a full-credit single-term course in the Upper School, the major course assessment may take any form (other than an examination) that asks students to synthesize, summarize, or otherwise generate evidence of understanding of course content. Appropriate assessments could be but are not limited to 1. major research or analytical writing. 2. major projects of an individual or collaborative nature, with significant written or presentational components. 3. portfolios of designated work, including significant student reflection.

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Assessment must be scheduled and due dates announced to students no later than the end of the third week of the term. In addition, the design, nature, and extent of this assessment must be cleared with the Department Head before announcement, and it shall be the responsibility of the Department Head to monitor the implementation of the assessment in an ongoing fashion (e.g., seeing student work samples, class grade reports). Copies of the assessment will be filed with the Upper School Director and the Assistant Head of School at the time the assignment is given to students. INCOMPLETE WORK AND THE GRADE OF “INCOMPLETE” Guidelines for Teachers Students are expected to complete all assigned work by the due date specified by the teacher; late work will typically be marked down according to departmental policy. If a student has not completed all assigned work at the close of a term (or the end of the year in the case of a final examination), work not completed will be assigned a grade of Not Passing for the purpose of grade calculation but must be done for students to fulfill diploma/promotion requirements. Under certain circumstances a teacher may grant a student a specific extension for particular work. Such an extension should typically be for no more than five school days after the last day of the term unless a different timetable is deemed necessary owing to extraordinary circumstances. An extension may be granted only in extraordinary circumstances, such as if • the student has missed significant opportunities for classroom learning, research, collaborative work, or consultation with the teacher due to unavoidable absence from school. • a personal situation that has made it difficult for the student to work effectively outside of school; an extension granted under these circumstances would typically require the endorsement of the student’s advisor or a member of the Counseling Department in consultation with the appropriate Division Director. • the student has missed a test, quiz, or examination due to unavoidable absence from school. Extensions may not be granted • to enable students to re-take tests or to re-write or re-do work that has already been graded in order to earn a higher grade; such work should have been completed prior to the end of the term. • to allow students to make up work missed due to participation in extracurricular activities, except in exceptional circumstances with the endorsement of the appropriate Department Head. • to allow students to make up work—including research, collaborative work, tests, quizzes, or examinations—missed due to avoidable absences.

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During the time that a student is making up work under a granted extension, the student’s work for the term will be assigned a grade of Incomplete; in the final term of a year-long course, the calculation of a final course mark will also be delayed and noted as Incomplete. The teacher will enter this grade on the student’s comment. When a grade of Incomplete has been assigned, the specified deadline for completing work should be made known to the student, the student’s family, and the student’s advisor as soon as possible. The work to be completed should also be specified at this time. If the specified work is turned in by the stated deadline, the teacher will determine the student’s grade and enter the final grade on a revised comment for inclusion on the student’s report card. If the specified work is not completed by the stated deadline, it will be assigned a grade of Not Passing and the final term grade (and/or course grade) will be calculated on that basis. The teacher will then enter the final grade on a revised comment for inclusion on the student’s report card.

OF SPECIAL INTEREST TO TEACHERS Faculty Proctoring Throughout the year faculty may be assigned to proctor the library or the dining hall to insure appropriate behavior. If, after a warning, a disturbance in the library continues, ask the student(s) to leave. In the dining hall, please remind students to clean their tables. Please report any inappropriate action to the appropriate Division Head and the advisor. Faculty will also be asked to proctor morning detention. Student Attendance School begins officially for the school community at 8:00 a.m. Monday through Friday. First period teachers are expected to e-mail attendance to the Registrar at “Attendance Beaver” by 8:40am on Monday, Wednesday, Thursday and Friday and by 9:40 on Tuesdays. Teachers should report to the registrar the names of students who arrive to their first period class after 8:40 (9:40 on Tuesdays). During the day, faculty are to keep a running attendance tally and submit any absences to the Registrar at their earliest convenience. (Resolution of excused/unexcused absences will be sought by the Registrar or Dean of Students.) Maintaining accurate records of attendance is absolutely essential. We are morally and legally responsible for knowing the whereabouts of our students. Teachers who neglect these procedures can subject the school to charges of negligence. Morning Meetings - (Upper School: Mondays, Wednesdays; Middle School: Monday, Full School - Thursday) All faculty are required to attend morning meetings and all assemblies and are expected to be on time. Faculty not assigned to a specific row should sit throughout the hall. 18

Faculty are expected to announce information clearly and concisely and to help students do the same. Many faculty members are assigned a row(s) in Bradley Hall in order to check attendance. The attendance slip should be turned in to the registrar following morning meeting. Class Meetings The Head Class Advisor coordinates attendance taken by faculty for submission to registrar. Faculty affiliated with specific classes are expected to attend class meetings. Faculty Meetings Faculty and Administrators will be involved in faculty meetings each Tuesday morning at 8:00 a.m. Meetings begin promptly at 8 o'clock. At Beaver we believe faculty meetings are critically important if we are to execute our mission as a progressive school; therefore, we use classroom teaching time for these meetings. Faculty and Administrators are expected to treat the starting time of these meetings as they would the start of a class. Any announcements should be given to the Divisions Coordinator who will post them to FirstClass. Use Of The Library Please do not send classes to the library unless you have arranged to do so with the librarian. Such classes should, with rare exceptions, be faculty proctored. All adults should check with the librarian on assignments that will require any special use of the library. Students may use the library until 4:45 p.m. Monday through Thursday, and until 3:30 p.m. on Friday. Academic Ambiance Each teacher is responsible for the appearance and general maintenance of an interesting, attractive and orderly classroom. Teachers should work with Department Heads to enhance the classroom and corridor environment. Classroom Management When a discipline problem is so serious that a class cannot be continued (or a student "calming down" for a few minutes outside the door would not suffice), send for the respective Division Head or Head of School. Do not send the student out of class to an office or to wander the corridors for the rest of the period. Alternatively, the teacher may choose to escort the student to the appropriate location. In serious disruptions in the halls, library, dining room, etc., escort students to the reception office. The receptionist will contact the appropriate Division Director or Dean. It is absolutely essential for a teacher to respond to disruptive behavior and to report major disruptions to advisors and/or Division Directors. Upper School Teachers should issue green slips when gross misbehavior occurs. Middle School Discipline Response Form The Discipline Response Form (DRF) is used when a student misbehaves. There are many ways and situations in which to use them. Often the threat of a DRF is all that is 19

necessary, especially if you actually give one out early in the year. The form has a spot for you to write what happened and then a place for the student to write about her/his behavior. Suggested Uses of the DRF: These offenses are worthy of an immediate DRF: 1. Disrespectful or hurtful comments to teacher or peers. 2. Swearing. 3. Dangerous or unsafe behavior. These offenses accumulate strikes (usually three) that lead to a DRF: 1. Unexcused lateness to class. 2. Coming to class with no writing utensil. 3. Offensive classroom behavior. 4. Eating food, chewing gum, wearing a hat. DRF Procedure 1. Keep a supply of DRF forms in your room, readily available. 2. Fill out the top of the form. 3. Send students to the Middle School Director’s office to write their part and discuss their behavior. 4. Check in with MS Director and the student’s advisor later in the day. 5. Call the student’s parents to let them know what happened. 6. The student needs to get the DRF signed and return it to the MS Director the next day. 130 Minute Classes Most Upper School classes have a 130-minute period scheduled once a week to encourage creative pedagogy and sufficient time for in-class writing, labs, or field trips. Faculty should avoid allowing the time to lapse into study halls. Some disciplines use the 130-minute class time to provide extra help to individual students while the rest of the class is engaged in independent class work. Extracurricular Supervision In addition to their academic responsibilities, full time faculty assist with extracurricular activities during the day, in the afternoon and proctor study halls. Faculty are involved in afternoon extracurricular activities (3:45 – 5:00pm), or the equivalent, during 2 of the 3 terms. Middle School extracurricular activities run from 1:40 to 3:40 pm. When an activity such as an athletic practice, contest, or an arts rehearsal or performance ends after normal school hours, the adult in charge is responsible for staying until all students are picked up. Guidelines for Fundraising by Students 1. All fundraising activities must meet the following criteria and be approved by the Director of Development.

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2. Fundraising must be for Beaver-related activities. Fundraising for other organizations will not be allowed as it: a. Implies a choice of one organization over another and b. Competes with efforts to support certain organizations through the Hiatt Center. 3. Student to student fundraising is OK. Student to parent fundraising is not. No letters will be sent home to parents asking them for donations. Parents are asked to contribute to the Annual Fund and told they will only be asked to give once per year, so students will not be permitted to solicit funds directly from parents. 4. The contribution limit is $15, whether for an outright donation or to purchase an item (food at a game, flowers at a performance, t-shirts, etc.) 5. Students will not be allowed to charge donations to school accounts. Dean of the Faculty The Dean of the Faculty is an elected position; the current term of office is two years. Nomination and voting on the position is limited to members of the Committee of Teachers. The major responsibilities of the Dean of Faculty are: 1. 2.

To chair regular meetings of the Committee of Teachers. To act as liaison between faculty and administration for individual/collective concerns.

Dean of Students The Dean of Students oversees a variety of student activities including clubs and the afternoon program. He also follows-up on disciplinary issues related to class cuts, offcampus violations, and lateness to class and/or to school. When the Upper School Director is off campus, the Dean of Students is the administrator in charge of the Upper School. Teacher Salary Levels ’08-’09 The table below shows the salaries being paid to full-time teachers at Beaver in ’08 – ’09. Stipends for additional work are not included in these figures. Level A B C D

Experience 1 - 5 years 6 - 10 years 11 - 15 years 16+ years

# of Teachers 4 18 22 6

Range $47,150 - $53,000 $51,070 - $64,980 $61,230 - $72,310 $66,820 - $92,990

FACULTY-RELATED COMMITTEES Committee of Teachers The Committee of Teachers is a faculty forum which meets to discuss issues which concern the teaching faculty. The group is composed of full-time library and counseling staff and all faculty who teach full time or part time and who do not serve as Administrators (except the Dean of Faculty, who chairs the Committee of Teachers). 21

Members of the Committee of Teachers may nominate and elect the Faculty Trustees, members of the Faculty Committee, and the Dean of Faculty. Faculty Committee Dean of Faculty Three Upper School Teachers Two Middle School Faculty Trustees COT Secretary Chaired by the Dean of Faculty, the Faculty Committee meets once a month to review general faculty issues, compensation, benefits, the school calendar, and any "quality of life" issues which come up throughout the year. Members of the Faculty Committee are elected by the Committee of Teachers and are responsible for maintaining an on-going communication between the main body of teachers and the Dean of the Faculty who, in turn, communicates to the Assistant Head of School and Head of School. The charge of the faculty committee is to be proactive rather than reactive in regards to issues that arise which effect the teaching faculty. Calendar and Event Planning Procedures To add an event to the all school calendar, email the Divisions Coordinator with your request. The email should include the event name, date, reserved room you will be using, whether this event involves parents, students, grade levels etc, whether it requires a food set up and whether it requires maintenance set up. When you are planning an event please use the following check list. Function/Event Planning Check List • Request that the function/event name, date, time and location be placed on the all school calendar by contacting the Divisions Coordinator. • Book the room. • If there is a room conflict, either choose another room, or work out the conflict with the individual who has reserved the room you would like to use. • If you are requesting a food set up, you must submit a yellow catering request form to Sage Dining Services, the Divisions Coordinator and maintenance one week prior to the event. You can get one of these forms either from the Divisions Coordinator, in the faculty room or in the reception area. • If you are requesting a set up from buildings and grounds, you must submit a green maintenance request form to buildings and grounds and the Divisions Coordinator, at least one week in advance. You can get one of these forms either from the Divisions Coordinator or in the reception area. Procedures For Scheduling Extra- And Co-Curricular Events: 1. After receiving departmental approval for an event, obtain a Request form/set-up sheet from the Divisions Coordinator’s office. a) Be certain to specify appropriate maintenance set-up and dining service needs. b) All dining service requests must be signed by the appropriate budget holder and include the 6-digit budget account number in order to be 22

processed. 2. Submit copies of the request to dining services, building and grounds and the Divisions Coordinator’s office at least one week prior to the event. FIELD TRIP PROCEDURE Upper School field trips should be scheduled during the 130 minute blocks when possible. Field trips that extend beyond class time will require the approval of Department Heads. STEPS TO TAKE 1. Obtain approval from your Department Head. 2. Complete Field Trip form. Be sure to include list of students attending. Submit 2 copies of the form to the Divisions Coordinator’s office. 3. Please make and discuss transportation and fee arrangements with the Division Coordinator. All transportation will be scheduled through Localmotion. 4. Please post a list of students on the FIELD TRIP bulletin board in the faculty lounge. 5. If trip extends beyond your class time, please submit Field Trip Form to your Department Head because the trip will require Department Heads approval. Do not finalize plans until approval of Department Heads is granted.

Restrictions • Upper School Faculty are strongly encouraged to schedule field trips during long block periods. Field trips which will take place outside of class time must be approved by Department Heads and appropriate Division Director. • With rare exceptions no Upper School field trip should be taken during the two weeks preceding term end examinations. • No Middle School or Upper School field trips should be taken for the week immediately following Spring break (Middle and Upper School Admission visit days).

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General Information for all Employees Professionalism Faculty and staff at Beaver Country Day School are expected to behave with the utmost professionalism in their contacts with each other, with students, with parents, prospective parents, and all members of the larger Beaver community. It is of particular importance that all faculty and staff honor the special nature of the student/teacher relationship. Beaver Country Day School is justifiably proud of its reputation for having a faculty and staff that are genuinely concerned with the total development of its students. This makes it even more important that we maintain that line between being concerned and interested in the lives of the students, and being overly familiar with students. While faculty and staff are friendly and warm in their relationships with students, they are not friends with students, in the traditional sense of the word. Unprofessional behavior includes, but is certainly not limited to the following: engaging in discussion with students about deficiencies of teachers or administrators (note that it is equally important that faculty and staff not have these conversations with parents); commiserating with students (or parents) about school policies; or engaging in detailed discussions about one’s own social life. One of the great joys, and at the same time stresses, involved with teaching is the reality that whenever we are in the presence of students, either in the classroom, on the athletic field, on the stage, in the halls, or even off campus, we are always teaching them in some way. Admission Faculty involvement in presenting the school to prospective families contributes directly to the successful enrollment of the best students and families for BCDS. The admission staff invites your participation in providing a generally welcoming and helpful environment for visitors, or in fulfilling a more formal role as a presenter at admission events, as interviewer and tour guide, as evaluator of admission applications, or as a member of the admission committee. Communication Employees must answer all voicemail and email messages within 24 hours. Employees should check email, voicemail, and mailboxes at the beginning and end of the day and periodically during the day. Employees are to communicate with students and parents through the school e-mail system only. Employees may not use personal email or screen names to communicate with students and parents. In addition employees may not visit student or parent MySpace, FaceBook or similar sites; nor may students or parents be encouraged to visit employee MySpace or FaceBook pages. Employees are not to text message students or parents. Mailings and Programs for School Functions All mailings and programs for school functions must be proofread carefully and submitted well in advance to the appropriate administrative offices. Morning Coffee Coffee is available in the dining room area. Teachers should not drink coffee in Bradley Hall, in the gyms, or during class time. 24

Tutoring No Beaver Country Day School teacher will tutor or provide educational services of any sort for any Beaver student for pay, remuneration, or compensation in cash, goods, or services of any kind at any time during which the teacher is employed at BCDS and while the student is enrolled at BCDS. This would represent a clear conflict of interest. Attire Everyone should dress professionally. Keys In order to maintain reasonable security, distribution of keys is limited to department heads and members of the Management Team. Faculty and Staff Attendance, Lateness, Or Absences If circumstances prevent a timely arrival or attendance, call your Department Head or, immediate supervisor, as early as possible in the morning. If unable to reach your Department Head, call the Division Head or another person in your department. It is expected that faculty will be present on campus from 7:45 a.m. through at least 4:00 p.m. when not assigned an after-school activity. There are many occasions which require faculty presence earlier and/or later, as determined by specific responsibilities, meetings and the like. If leaving campus between 8:00 a.m. and 4:00 p.m., all employees are asked sign out in the Receptionist’s office and to inform your immediate supervisor. Teachers able to anticipate absences should provide instructions for coverage, class work, and homework assignments. Teachers informing the School of their absence that day should follow substitute coverage procedure which will be distributed in September. During the school day it is expected that faculty members will attend all scheduled meetings and events, and that they will be punctual in their arrival to classes, meetings, and events. Faculty should check email, voicemail, etc. during unassigned time, not during school meetings. In addition, faculty are expected to abide by school rules and policies relating to food and drink in classrooms and public areas. Deadlines and Due Dates Faculty are reminded of the need to complete such tasks as the submission of grades and comments by the scheduled due dates in order to facilitate timely communication of student progress or concerns with families. Dining Room Unless otherwise scheduled, faculty and administration are requested to eat in the main dining room and not take food to other places in the building. If the dining room is open 25

during the day or after school for snacks, faculty may be asked to proctor. Though adults in the school are not assigned to dining room tables, during lunch everyone should help in seeing that students clear their tables when they leave the dining room and avoid clutter, waste, and unruly behavior. Food or drinks should not leave the dining room. Student Lounge and Front Entryway The student lounge adjacent to the Green Gym is available for student relaxation. Although students may not take food from the dining room to eat in the lounge, students may purchase snacks from the vending machines for consumption in the student lounges. Faculty are encouraged to provide a presence in the student lounge by "passing through". Unassigned Student Time In those periods when student time is unassigned, students should be vigorously encouraged to make the fullest and wisest use of our facilities. Generally available: dining hall (open 7:15 -9:30 a.m.), library, and the student lounge. Available with permission and/or supervision: empty classrooms, design studio, art studio, athletic center, Bradley Hall, music room, dance lobby, computer room, and science labs. All adults have the responsibility to see that students do not lounge offensively in the classroom corridors, first or second floor administrative areas, or stairwells in any part of the building. Housekeeping Teachers should be sure that the lights in their classrooms are turned off and that the windows are closed and locked at the end of the school day. All faculty should make an effort to see that corridors and closets adjacent to their teaching rooms are free of clutter. Automobiles Faculty may park in any available space not designated for Admission Visitors. Please observe the traffic pattern and speed limits (5 m.p.h.). School Property Faculty use of expensive School equipment off campus creates potential difficulties. Such practice is to be kept to a minimum and requests for major hardware (computers, cameras, TVs, VCRs, etc.) must be approved by the Director of Technology. Loss or damage to school property should be reported to the Director of Finance and Operations. Room repair requests are available in the mailroom and should be in writing, dated, and turned in to the Plant Manager. Keep a copy for yourself. Spending Employees should remember at all times that Beaver’s financial resources are limited and shared by all of the school’s departments. Any decision to spend money or enter into a financial commitment on the school’s behalf should be evaluated as to necessity, support of the school’s mission and, potentially, appearance. For example, school funds should 26

not be used to pay for restaurant meals, except when traveling on behalf of the school. Questions with respect to this general policy should be discussed with the Director of Finance and Operations. BCDS Faculty Sabbatical Program The objective of the Beaver Country Day School faculty Sabbatical Program is to allow teachers to renew and reinvigorate themselves after a sustained period of loyal service to the school. A restful time away from teaching in conjunction with some type of professional development will help to maintain the mental and physical health of our dedicated teachers. One teacher a year will be granted a sabbatical leave as per the protocol outlined in the Beaver Country Day School Faculty Sabbatical Program. In general, a teacher’s eligibility for sabbatical leave is decided by his or her total years of service to the school. In some cases, a random draw will be conducted to determine position on the sabbatical queue within hiring classes. The comprehensive Beaver Country Day School Faculty Sabbatical Program will be held by the Director of Finance and Operations and by the Dean of the Faculty. All teachers may obtain a copy of the comprehensive document by submitting a request to either of the aforementioned people. FUNDING OF ACADEMIC COURSEWORK, CONFERENCES, and INDIVIDUAL PROFESSIONAL DEVELOPMENT Beaver will reimburse employees for credit-bearing academic coursework toward a first master’s degree (or equivalent) at accredited institutions of higher learning at a rate of 75% of course cost to a maximum of $600 per course and a fiscal year maximum of two (2) courses per individual. At the discretion of the Assistant Head of School, Beaver will reimburse faculty members for course or conference fees for academic or professional courses or conferences directly related to the individual’s responsibilities at Beaver but not directly related to the school’s immediate strategic goals, including course or conference fees, travel and expenses, up to $350. The reimbursement rate is $500 for courses or conferences occurring between June 15 and August 20. For course work undertaken at the school’s behest for contractual reasons relating to professional development needs, Beaver will reimburse all course expenses—tuition, books, and course fees. The school will also reimburse those enrolled in such courses travel and living expenses in such cases, up to $600 per person per fiscal year. It is our policy to encourage faculty to present their expertise at the national level, and Beaver will cover all expenses of faculty members presenting at national conferences or conventions relating to their discipline or field or to matters of pedagogy, curriculum, or school life/policies, provided that the invitation to make such a presentation has come at the result of a competitive or peer-reviewed application/selection process. Faculty members interested in making presentations at any convention or conference should contact the Assistant Head of School for advice and support. Teachers may request funds from the Assistant Head of School who, in consultation with 27

both divisional directors, will make decisions about which proposals the school will support. At times the Assistant Head of School, Head of School, or Division Director will approach teachers or members of the administration to urge them to attend a conference. Professional development funds will generally be used to train teachers and administrators to meet the needs of the school in advancing its programs. For out of town conferences, registration fees, and membership fees (the latter should be charged to departmental funds where appropriate), the school will cover expenses in the following manner: 1.

Car travel: 58.5 cents a mile per current IRS guidelines; tolls (receipt necessary); parking.

2.

Other travel: lowest possible airfare or train fare.

3.

Special session fees (but not materials).

4.

Moderately priced lodging (receipt necessary).

5.

Moderately priced meals (receipt necessary).

Workshops -- local 1 to 3 days For local workshops the school covers the cost of registration, special sessions, meals, parking, and tolls (receipt necessary). Membership in Professional Organizations Funding is available for each member of the Beaver faculty to hold a basic membership in one professional organization relating to teaching in her or his discipline. Examples of such organizations are The American Council on the Teaching of Foreign Languages The International Society for Technology in Education The National Art Education Association The National Council for History Education The National Council for the Social Studies The National Council of Teachers of English The National Council of Teachers of Mathematics The National Science Teachers Association Teachers should approach their department head or the Assistant Head of School in reference to membership.

PROFESSIONAL GROWTH AND TEACHER EVALUATION PROGRAM (Revised August 2004) GOALS The professional development and growth program at Beaver is keyed to the central elements of the school’s mission and strategic plan, and professional evaluation of 28

members of the teaching faculty is based on the aspirations expressed in the document Effective Teaching at Beaver. The comprehensive Professional Development Program is designed to meet the goal of helping teachers increase and expand professional competence within a progressive educational framework. Evaluation of teachers shall be comprehensive. Observations and conferences with the department head (or Assistant Head of School in the case of a department head) will be coordinated with other evaluative processes (e.g., for coaches and teachers in the afternoon program as carried out through the office of the Dean of Students), and no decision as to a teacher’s suitability for continuing employment shall be made without appropriate communication, among the Assistant Head of School, the division heads, the department head, the Dean of Students, the Director of Counseling, and the Head of School. PART I. PREPARATION Teachers will be fully evaluated in their first and second years and thereafter every third year; teachers for whom Expectations have been stated in a prior year will also be subject to full evaluation. In years when a teacher is not subject to full evaluation, the teacher should expect to receive feedback on performance based on professional goals and on conversations with the Department Head and other administrators as appropriate. Before September 14, all teachers should: • in consultation with the department head (or the Assistant Head of School in the case of a department head), complete a Professional Growth Plan (PGP) sheet. The department head or administrator may make recommendations to the teacher about particular areas where individual professional growth needs are apparent. A copy of each teacher’s Professional Growth Plan should also be given to the Assistant Head of School and the appropriate Division Head. PART II. OBSERVATION By January 15, the following observations and close analysis of curriculum of the teacher in her or his classroom should have been completed: • a minimum of four (4) observations of 10 minutes or more by Department Chair and one (1) by the appropriate Division Director. At least one of these should be scheduled and pre-conferenced. • A minimum of four (4) curriculum consultations with the Department Chair. The teacher should receive feedback on each observation and curriculum consultation. Serious concerns will be documented by written feedback. All observations should be documented and forwarded to Department Head, who will keep a record of observations, etc., for each teacher.

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In addition, other aspects of the teacher’s work (coaching, advising, student activities, professionalism, presence, and punctuality) will also be subject to observation and/or review, and the teacher should expect to receive feedback on his or her performance in all these areas. PART IV. EVALUATION By the date specified, each faculty member will receive from his or her department head (or from the Assistant Head of School in the case of a Department Head), a document summarizing the results of the evaluation process. The EVALUATION CHECKLIST will be provide a summative evaluation of the teacher’s performance level in fifteen (15) categories of performance. Levels are as follows: SATISFACTORY—Professional competency observed; expectation for continued performance at this level and continuing improvement as needed NEEDS SPECIFIC IMPROVEMENT—Deficiency noted and specific recommendations made as to expectations for and process of improving performance in this area UNSATISFACTORY—Serious deficiency noted; immediate correction required The Checklist includes space for specific commentary relating to each category. In addition, there will be a second sheet in which specifics are noted: COMMENDATIONS—Areas of exemplary performance in relation to the teacher’s duties and/or his or her membership in the school community RECOMMENDATIONS—Areas in which the teacher should seek opportunities to improve capacity, skills, and/or performance in specific areas EXPECTATIONS—Areas in which it is expected that the teacher will immediately, and in consultation with the administration of the school, seek opportunities to improve capacity, skills, and/or performance in specific areas. A teacher’s failure to act in response to stated “Expectations” may result in a teacher’s termination or in his or her being given Probationary status. PART V. SCHEDULE A. FOR FACULTY IN PROBATIONARY PERIOD (YEARS 1 AND 2; PROBATIONARY YEAR) OR IN THE EVENT OF A SERIOUS IDENTIFIED CONCERN By December 1 there shall have been a meeting including the Assistant Head of School, the appropriate Division Director, the Department Head, the Dean of Community Relations, the Director of Counseling, and the Head of School to discuss performance 30

and to complete the checklist and report form. It will be the responsibility of the Department Head to present teacher portfolios in this meeting. By December 15 the Department Head and peer (if desired by teacher) shall have met with the teacher to share the checklist and report; clarifications of fact may be made. The teacher will be invited to respond by letter within 5 days or to “sign off” on the checklist and report as presented. At this time the teacher and the appropriate supervisor(s) should create a draft of a specific plan for improvement of performance, to be approved as soon as possible by the Assistant Head of School and the Head of School. January 9, 2009 is also the deadline for the notification of a teacher whose contract will not be renewed for reasons related to professional performance as opposed to other reasons such as misconduct.

B. FOR ALL OTHER FACULTY, INCLUDING DEPARTMENT HEADS By March 13 there shall have been a meeting including the Assistant Head of School, the appropriate Division Director, the Department Head, and the Head of School to discuss performance and to complete the checklist and report form. It will be the responsibility of the Department Head (or of the Assistant Head of School, in the case of a Department Head) to present teacher portfolios in this meeting. By March 13 the Department Head (or the Assistant Head of School, in the case of a Department Head) and peer (if desired by teacher) shall have met with the teacher to share the checklist and report; clarifications of fact may be made. The teacher will be invited to respond by letter within 5 days or to “sign off” on the checklist and report as presented. At this time the teacher and the appropriate supervisor(s) should create a draft of a specific plan for improvement of performance in areas identified as in need of specific improvement, to be approved as soon as possible by the Assistant Head of School and the Head of School. By April 6 all documents and recommendations shall be given to the Head of School.

PART VI. THIRD-TERM OBSERVATIONS, etc. By May 18 each teacher should have undergone one further observation by the appropriate Division Director or Department Head • •

A minimum of three (3) observations of ten minutes or more. A minimum of four (4) curriculum consultations with the Department Chair.

The teacher should receive feedback on each observation and curriculum consultation. Serious concerns will be documented by written feedback.

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There should also be an end-of-year summary meeting with the Department Head (or the Assistant Head of School, in the case of a Department Head). This meeting should include a review of professional development plans and goals for the coming year based on recommendations from February letter and on feedback from third-term observations.

BCDS Employment Policies This section is intended as a general guide to the current personnel policies, employee benefits, and business office procedures of Beaver Country Day School. Circumstances may require occasionally changing policies or procedures. In this instance, the school will make every effort to give timely notice of substantive changes in policy. A full-time Middle School teacher at Beaver teaches four full classes, and full time Upper School teacher teaches 9 bins. All teachers fulfill departmental and faculty duties and are fully involved in the non-academic life of the school. Full time teachers are expected to participate in the extra-curricular life of the school for the equivalent of two of three terms. Teachers in the Art and Physical Education Departments are expected to be involved throughout the day as appropriate. Equal Opportunity Policy Beaver Country Day School is an equal opportunity employer and does not discriminate on the basis of race, sex, color, creed, sexual orientation, age, national or ethnic origin, veteran or handicapped status in its hiring policies. Sexual Harassment Policy I. It is the goal of Beaver Country Day School to promote a workplace that is free of sexual harassment. Sexual harassment of employees occurring in the workplace or in other settings in which employees may find themselves in connection with their employment is unlawful and will not be tolerated by this organization. Further, any retaliation against an individual who has complained about sexual harassment or retaliation against individuals for cooperating with an investigation of a sexual harassment complaint is similarly unlawful and will not be tolerated. To achieve our goal of providing a workplace free from sexual harassment, the conduct that is described in this policy will not be tolerated and we have provided a procedure by which inappropriate conduct will be dealt with, if encountered by employees. Because Beaver Country Day School takes allegations of sexual harassment seriously, we will respond promptly to complaints of sexual harassment and where it is determined that such inappropriate conduct has occurred, we will act promptly to eliminate the conduct and impose such corrective action as is necessary, including disciplinary action where appropriate. Please note that while this policy sets forth our goals of promoting a workplace that is free of sexual harassment, the policy is not designed or intended to limit our authority to

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discipline or take remedial action for workplace conduct which we deem unacceptable, regardless of whether that conduct satisfies the definition of sexual harassment. II.

Definition of Sexual Harassment

In Massachusetts, the legal definition for sexual harassment is this: "sexual harassment" means sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature when: a. submission to or rejection of such advances, requests or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions; or b. Such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual's work performance by creating an intimidating, hostile, humiliating or sexually offensive work environment. Under these definitions, direct or implied requests by a supervisor for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment constitutes sexual harassment. The legal definition of sexual harassment is broad and in addition to the above examples, other sexually oriented conduct, whether it is intended or not, that is unwelcome and has the effect of creating a work place environment that is hostile, offensive, intimidating, or humiliating to male or female workers may also constitute sexual harassment. While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct which if unwelcome, may constitute sexual harassment depending upon the totality of the circumstances including the severity of the conduct and its pervasiveness: •

Unwelcome sexual advances - whether they involve physical touching or not;

•

Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one's sex life; comment on an individual's body, comment about an individual's sexual activity, deficiencies, or prowess;

•

Displaying sexually suggestive objects, pictures, cartoons;

•

Unwelcome leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments;

•

Inquiries into one's sexual experiences; and,

•

Discussion of one's sexual activities. 33

All employees should take special note that, as stated above, retaliation against an individual who has complained about sexual harassment, and retaliation against individuals for cooperating with an investigation of a sexual harassment complaint is unlawful and will not be tolerated by this school. III.

Complaints of Sexual Harassment

If any of our employees believes that he or she has been subjected to sexual harassment, the employee has the right to file a complaint with our school. This may be done in writing or orally. If you would like to file a complaint, you may do so by contacting any of the individuals listed below. These persons are also available to discuss any concerns you may have and to provide information to you about our policy on sexual harassment and our complaint process. Name Peter Hutton Rob Connor Luthern Williams Jorge Valcarcel Thomas Manning Peter Gow Nancy Caruso Tim Parson Peter Brooks Tara Paulauskas Robert Principe Karen Hill

Title Extension/Voice Mail Head of School 130 Assistant Head of School 154 Upper School Director 128 Middle School Director 138 Dean of Students 156 Director of College Counseling and Special Programs 155 Director of Admission and Financial Aid 126 Director of Finance & Operations 144 Dean of Faculty 179 Director of Counseling 141 Director of Multicultural Affairs 109 Director of Development 146

The work address for those listed above is: 791 Hammond Street Chestnut Hill, MA 02467 IV.

Sexual Harassment Investigation

When we receive the complaint we will promptly investigate the allegation in a fair and expeditious manner. The investigation will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances. Our investigation will include a private interview with the person filing the complaint and with witnesses. We will also interview the person alleged to have committed sexual harassment. When we have completed our investigation, we will, to the extent appropriate, inform the person filing the complaint and the person alleged to have committed the conduct of the results of that investigation. If it is determined that inappropriate conduct has occurred, we will act promptly to eliminate the offending conduct, and where it is appropriate we will also impose disciplinary action. 34

V.

Disciplinary Action

If it is determined that inappropriate conduct has been committed by one of our employees, we will take such action as is appropriate under the circumstances. Such action may range from counseling to termination from employment, and may include such other forms of disciplinary action as we deem appropriate under the circumstances. VI.

State and Federal Remedies

In addition to the above, if you believe you have been subjected to sexual harassment, you may file a formal complaint with either or both of the government agencies set forth below. Using our complaint process does not prohibit you from filing a complaint with these agencies. Each of the agencies has a short time period for filing a claim, 300 days. (EEOC - 180 days; MCAD - 6 months). The United States Equal Employment Opportunity Commission ("EEOC") 10 Congress Street, 10th Floor Boston, MA 02114 617-565-3200 Massachusetts Commission Against Discrimination ("MCAD") Boston Office: Springfield Office: One Ashburton Place, Rm 601 424 Dwight Street, Rm 220 Boston, MA 02108 Springfield, MA 01103 617-994-6000 413-739-2145 Misconduct and Reporting Policy Beaver Country Day School expects its incorporators, trustees, officers and employees to observe the highest standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of the school, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations. Reporting Responsibility It is the responsibility of all incorporators, trustees, officers and employees of the school to report observed or reasonably suspected misconduct in accordance with this policy. For purposes of this policy, “misconduct” includes, but is not limited to: • Harassment or other inappropriate conduct with respect to a student, an employee, or any other person •

Theft or other misappropriation of school assets or the assets of any other entity or person 35

•

Misstatements and other irregularities concerning the school’s records, including but not limited to the intentional misstatement of financial, educational or other records

•

Forgery or other alteration of documents or other records, including electronic records

•

Fraud or other unlawful acts

•

Destruction or removal of documents or other materials, including electronic records, that are relevant to an investigation

Reporting and Investigating Possible Misconduct Employees are encouraged to report possible misconduct to their supervisor, who often will be in the best position to address the issue. If you are not comfortable speaking with your supervisor, or you are not satisfied with your supervisor’s response, you are encouraged to speak with the Director of Finance and Operations or the Assistant Head of School. Harassment or other inappropriate conduct with respect to a student should be brought promptly to the attention of the Head of the School or the Assistant Head of School. Complaints of sexual harassment involving an employee should be addressed in accordance with the Sexual Harassment Policy in the school’s Employee Handbook. Complaints relating to fraud, accounting practices, internal controls or audit issues should be reported to the Director of Finance and Operations or to the Chair of the Finance and Audit Committee of the board of trustees. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation. While it is the school’s desire to address matters internally whenever appropriate, nothing in this policy is intended to prohibit any person from reporting any illegal activity to the appropriate federal, state or local regulatory or law enforcement authority. Acting in Good Faith Anyone making a report pursuant to this policy must act in good faith and have reasonable grounds for suspecting that misconduct has occurred. Anyone who makes a report that they know is false, or who otherwise makes a report maliciously or in bad faith, is subject to discipline up to and including termination of employment. Retaliation Prohibited No person who in good faith reports suspected misconduct pursuant to this policy shall suffer any harassment, retaliation or adverse employment consequence. An employee who retaliates against someone who has reported suspected misconduct in good faith is subject to discipline up to and including termination of employment. 36

Confidentiality Reports of suspected misconduct will be kept confidential to the extent possible, consistent with the school’s obligations to conduct adequate investigations and to properly address misconduct that has occurred.

Payroll Faculty and staff are paid bi-monthly, on the 15th and 30th of every month. Exceptions occur if these dates fall on a holiday or weekend. In this instance, employees are paid on the prior workday. The following mandatory deductions will be made from every employee’s gross wages: Federal income tax, Social Security (FICA) and Medicare tax, and all applicable state taxes. Other deductions include that portion of health insurance premiums not paid for by the school, voluntary retirement plan contributions, tuition payments and flexible spending contributions to medical or dependent reimbursement accounts. A deduction is also made for long-term disability insurance premiums, but this cost (plus tax) is covered by a corresponding stipend from the school. Every employee will receive an annual wage and tax statement (W-2) for the preceding year on or before January 31st. Please see the Assistant Business Manager, Kathryn Buckley, for assistance with payroll matters.

Employee Benefit Programs Eligibility Permanent employees who work at least three-quarter time on an annual basis shall be entitled to full benefits. Faculty members on half-pay during a sabbatical are also entitled to full benefits. All employees are covered by benefits prescribed by law, such as social security, workers' compensation, and unemployment compensation, where applicable. Domestic partners of employees of Beaver Country Day School shall be eligible for all the benefits which apply to spouses of employees so long as the relationship falls within the following parameters: the employee and the domestic partner are at least 18 years of age; neither the employee nor the domestic partner may be married or be the domestic partner of a third party; they are not related by blood to a degree of closeness which would prohibit legal marriage in the state of residence; they are jointly responsible for each other’s welfare and basic living expenses; the domestic partner is the employee’s sole domestic partner and intends to remain so indefinitely; and the employee and the domestic partner agree to notify Beaver Country Day School and any other appropriate party of any changes in the conditions listed above. If your domestic partner is considering enrolling in the Beaver Country Day School benefits program, you will want to consider the tax impact of enrollment. Unless the 37

domestic partner qualifies as a dependent under federal, state and local tax laws, the value of the coverages in which he or she enrolls will be treated as additional income to you which will be taxable as part of your wages and therefore subject to withholding under FICA and FUTA. Medical Insurance Full-benefit employees may join Beaver's medical plan, which provides coverage through the Harvard Pilgrim HMO. The school pays 90% of an individual premium, or 60% of a two-party or family premium. For the 2008-2009 school year, the monthly rates are as follows: School Employee Total Single $453.31 $50.37 $503.68 Two-Party $695.08 $463.38 $1,158.46 Family $861.29 $574.20 $1,435.49 Employees who work at least half-time but less than three-quarter-time may also join the health plan, but Beaver's contribution to their health insurance will be prorated and the employee contribution will increase commensurately. For instance, if Beaver pays $453.31 per month for a full-time employee, it will pay $226.66 for a half-time employee and $271.99 for a 60% employee. Dental Insurance Full-benefit employees may also join the school’s dental plan, which provides the Delta Dental Delta Premier with National Coverage program. Beaver pays half the cost of dental coverage. Monthly rates for the 2008-2009 school year are as follows: Delta Single Delta Two-Party Delta Family

School $17.73 $33.94 $54.13

Employee $17.72 $33.93 $54.12

Total $35.45 $67.87 $108.25

Retirement Plan Permanent employees who work at least half time on an annual basis are eligible for retirement benefits starting on July 1 or January 1 after a full year's employment. Based on the employee’s age and years of service at Beaver, the school will contribute an amount ranging from 5% to 8% of the employee's base salary to the employee's TIAACREF retirement account. The contribution schedule is shown below: Age 21 - 37 21 - 37 38+ 38+

Time at Beaver < 5 years 5 years and up < 5 years 5 years and up

% of Salary Contributed 5% 7% 7% 8%

For purposes of the schedule, age is measured at the start of the school year, July 1. “Time at Beaver” includes the service year in question, and is measured on July 1 and 38

January 1. Thus, as an employee enters their fifth year of service, the school’s TIAACREF contribution on their behalf will increase. Employees can contribute additionally to their TIAA-CREF accounts on a pre-tax basis starting at any time, and are strongly encouraged to do so. Life Insurance All full-benefit employees are provided with life insurance of $50,000. Tuition Remission Employee children apply to Beaver through the regular admission process. If the child is admitted, all full-benefit employees receive a guaranteed amount of remission according to the table below. “Years at Beaver” includes the school year in question. Employee Yrs at Beaver Remission 1 5% 2 10% 3 15% 4 35% 5 55% 6 75% 7 95% All employees must pay a minimum of 5% towards tuition, and, in addition to that, all incidental expenses such as textbooks, tutoring and optional trips. The guaranteed remission benefit does not apply to stepchildren. If a tuition balance of more than 5% remains after applying remission, an employee also has the option of applying for financial aid on that remaining balance. The Director of Financial Aid or the Director of Finance and Operations can provide further information on the calculation of that aid. Beaver Summer Program Employees may send their children to the general camp without charge. Any additional cost associated with specialty programs must be paid by the employee. Employees are not entitled to this benefit the summer following their last academic year at Beaver. Long-Term Disability Insurance All full-benefit employees are covered by long-term disability insurance that provides 60% of salary tax-free beginning 180 days after the employee becomes disabled. Workmen’s Compensation All employees are provided with workmen’s compensation insurance, which protects income and pays medical expenses in the event of accidental injury on the job. Injured employees must report an injury to the Business Office immediately.

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Subsidized Health Club Membership To encourage employee physical fitness, Beaver will pay $22 per month towards the cost of a health club membership. Monthly receipts showing current membership must be provided to the Business Office. Medical and Dependent Care Spending Accounts All employees may establish these accounts, which allow pre-tax dollars to be set aside for medical and dependent care expenses. Spending from the accounts is administered through a “Flex Convenience” credit card for vendors that accept MasterCard, and by check at other vendors. See Brenda Ward in the Business Office for further information and sign-up forms. Meals A light breakfast and hot lunch are provided each day to employees at no charge. Vacations Faculty may be asked to attend department meetings or team meetings during summer or other vacations. Administration and staff should note that there are certain days when no classes are held, but the business of the school continues. Vacation time cannot be carried forward to another year. Personal Days Full time employees are entitled to three paid personal (for example child illness, wedding, medical, funeral) days each year. Part time employees may take two personal days each year. Except in the case of an emergency, please do not use professional days, faculty meeting time or the day immediately preceding or following the school holiday period for personal days. Personal days, or portions thereof, are counted towards time off available under the Massachusetts Small Necessities Leave Act (SNLA). The SNLA requires employers to provide up to 24 hours of unpaid leave for specific personal purposes. Further information on the SNLA is available from the Director of Finance and Operations. Leave of Absence In special circumstances employees may ask the Head of School for an unpaid leave of absence. The Head of School will consider, among other things, programmatic needs and how such a leave would affect those, and the length of time the employee has been with the school. In the event that a leave is granted to a faculty member, that employee’s summer salary will be reduced on a pro-rata basis according to the length of the leave. Employee Requests for Reduced Duties/Time From time to time personal circumstances may be such that an employee may wish to be moved to part-time status. Again, in considering such requests, the Head of School must consider, among other things, impact on the programs and the employee’s length of service to the school. Typically such requests involve employees with young children or 40

employees who may be moving towards retirement. While in the short term such arrangements may seem disruptive to the school, a positive message is sent to students. Through the example of very significant adults in their lives, students learn that there are a variety of ways to balance personal and professional lives. Parental Leave Beaver’s paid parental leave policy and employee rights under the family and Medical Leave Act (FMLA) and Massachusetts Maternity Leave Act (MMLA) are described in a document that can be obtained from the Business Office. In brief, qualified employees who are a child’s Primary Caregiver are granted a paid parental leave of 8 weeks. New parents who are not the Primary Caregiver may take paid parental leave of up to 2 weeks. Faculty Contract Renewal and Non-Renewal The guidelines refer to full-time and part-time teachers. 1) Teaching contracts will ordinarily be awarded on an annual basis. 2) Mailing dates of new contracts for the coming academic year are: •

March 16, 2009 for full-time faculty.

•

Part-time faculty will receive contracts as staffing needs become clear.

•

March 30, 2009 for Administrators.

3) Policies and procedures for teacher evaluation can be found in the Professional Development Handbook. 4) If a renewal of an "experienced"(at Beaver for more than 2 years) teacher's contract is in doubt, that teacher will be given a probationary year, except in exceptional and unusual circumstances which are outlined in section 5 below. Notification of probationary year status will be given by February 1; the probationary period would run for twelve months beginning February 1. At the end of that time the teacher's status would be reviewed and the Head of School would determine whether or not to renew that teacher's contract. If a teacher's contract is not renewed, a teacher will be allowed to finish out the school year, except in exceptional circumstances outlined in section 5 below. All employees are on probationary status for their first two years at Beaver. If those teachers are not to be invited to return for the coming school year, they will be informed by the Head of School by January 9, 2009. The same date applies to all other teachers on probation. 5) Reasons for the exceptional and unusual circumstances of terminating a contract during the academic year, or of not renewing a contract for an experienced employee, or of terminating without a probationary contract, or for terminating a probationary contract include: a substantial lack of professional competence as demonstrated by the evaluation 41

process, professional misconduct, or serious financial exigency. Additionally, a change in program might result in a change in an employee’s status; in such an event every reasonable effort would be made to find an alternative role for the employee.

Business Office, Facility, Operations and Food Service Procedures and Logistics The Business Office oversees the school’s financial affairs. Kathryn Buckley, the Assistant Business Manager, manages payroll, benefits and student billing. Brenda Ward is the Business Office Associate. She manages accounts payable, medical and dependant care spending plans, and all miscellaneous cash/deposits. Eunice Linton is the Business Office Assistant and works in the Business Office in the afternoon. She handles petty cash and assists the Business Office in all the above-mentioned areas. Cat Maher manages the school store. The Plant Director is Mike Kidney. His team provides maintenance, room setup, housekeeping, and light repair services. Tim Parson is the Director of Finance and Operations. Maintenance Services If you would like something attended to, or would like to bring an issue to the attention of the maintenance department, please complete a Maintenance Services Request Form which is available in the Faculty Room and at the front desk. Place in the Maintenance box in the Mail Room. Set Up for events that involve more than 20 people requires at least three days advance notice. Other requests will be dealt with as soon as possible. Please note that, in the interests of orderly planning, the request form is the only channel for scheduling work. Naturally, in the event of an emergency such as a power loss or flood, notify Plant Director Mike Kidney on Ext. 157 immediately. On Campus After Hours In the interests of security, event coordination and scheduling the evening cleaning crew, please notify Mike Kidney if you intend being on campus after 7:00 pm. School Store All classroom supplies and textbooks should be ordered through the school store; contact Cat Maher at Ext. 145. The lead-time for bulk orders is two days. Budget holders will be billed automatically on a quarterly basis. Purchasing Guidelines Budget holders must approve purchases before they are made. Please note that BCDS does not pay for goods/services until received, and that the school is tax exempt. Exemption forms are available at the front desk and Business Office. A Social Security number and valid mailing address is required for individuals who perform a service. Check request forms are available in the Faculty Room and Business Office Employee Reimbursement Policies In the event that the above recommended procedure is problematic, and you personally incur an approved business-related expense, submit an Employee Reimbursement Form, 42

(available in the Faculty Room, Divisions Coordinator’s office and Business Office) supported by receipts to the Business Office by placing the form in the Business Office box in the Mail Room, or Kathryn Buckley’s box in the Faculty Room. Petty Cash The Business Office encourages employees to put receipts in for reimbursement versus requesting petty cash. If petty cash is absolutely necessary, it can be provided once a Petty Cash Form has been completed, signed by the appropriate budget holder and assigned an account number. A receipt must be attached to the form and cannot exceed $25. Travel Related Expenses BCDS will reimburse employees for all reasonable business-related travel expenses including lowest-cost transportation and moderately-priced hotels and meals. Personal automobile use is reimbursed at the rate of 58.5 cents per mile; gasoline should not be charged to the school unless it is for a school-owned vehicle. Please contact the Business Office in a timely manner to arrange payment for transportation, hotel, conference fees and other expenses. Van and Bus Transportation The school has two 14-passenger activity buses that may be driven by employees. A short (approximately one hour) driver training course is required prior to using these buses. This training should be arranged at a mutually convenient time with Ed Gagnon of the Building and Grounds Department. Sign-up for use of the buses is in the Reception Office. The buses are for school use only. Faculty, administrators and staff may not use school vehicles for personal transportation. For larger groups, or if the activity buses are not available, off-campus van and bus transportation is provided by outside contractors. Once you have budget holder approval, see the Divisions Coordinator, who will make the appropriate arrangements. Please allow at least two days advance notice. Field Trips Please contact the Business Office as soon as you have clearance from your department or division head to arrange cash advances, pre-payment of admission fees and to facilitate payment of other expenses. If the trip is out-of-state, more than one day or is not school sponsored a Trip Summary Packet must be completed. Instructions are on the form and can be found in the Business Office or in the Division Coordinator’s Office. Telephones Please keep personal calls brief. For students and parents, there are phone booths on the first and second floors of the main building that allow free local, 911 and calling-card calls. Please be aware that unlike a residential flat monthly rate, BCDS pays for each local call.

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Copying and Duplicating Two large capacity photocopiers are located in the faculty room. Please notify the Divisions Coordinator in the event of a malfunction. The Divisions Coordinator can assist those unfamiliar with the mechanics. Notary Public Services Kathryn Buckley and Brenda Ward are Notary Publics and will be glad to assist during business hours. Please note that documents must be signed in their presence. Mail Service Outgoing mail should be placed in the “outgoing mail” box in the reception area. Personal items should be stamped. All mail is sent first class unless otherwise specified. Incoming mail is usually sorted and ready for pickup by early afternoon. Food Service Sage Dining Services provides breakfast, lunch and snacks to the school community and also caters special functions, including faculty meetings pre-approved by the Upper or Middle School Director. Some administrative and department heads have their own Food Services account; please provide the appropriate account number when making a request. The procedure for arranging a catered function is to complete and forward a Catering Function Request Form, available in the faculty room, the Division Coordinator’s Office, and the Business Office. Menu options and per head costs are outlined on the reverse side of the form. Place the form in the mailroom “Food Service” box. All requests involving more than 20 people and/or hot food must be received at least 5 business days in advance of the proposed event. All other requests must be submitted 3 business days in advance of the event. In certain circumstances BCDS may reimburse employees for food purchased offcampus. Please see your Division Director prior to any purchase.

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