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Alternative Certification

The Alternative Teacher Certification Program (ATCP) is a field-based educator preparation program designed for college graduates who meet specific requirements to obtain teacher certification. Certification is achieved while a person is employed as a teacher of record, receiving a teacher's salary and completing the training program approved by the Texas State Board for Educator Certification. Upon successful completion of all program requirements, 12 hours of graduate level college course work, the internship year and passing scores on all TExES exams, participants earn a teaching certificate specific to their area of study. Pasadena's ATCP certifies teachers in critical needs areas which include generic special education, bilingual education, English as a Second Language, secondary science, mathematics, and other secondary content areas as needed.

Area Communications Committees (ACC)
The Area Communications Committee is an open forum for teachers to bring issues and concerns directly to the superintendent. Each area committee, made up of teacher representatives from each campus, meets with their associate superintendent and the superintendent every other month. They discuss concerns, ask questions and make suggestions about issues that are important to the teachers of their school.

Assignments
see Policy Manual DK series

All personnel are employed subject to assignment and reassignment. Initial assignments are made by the Associate Superintendent of Human Resources based on the needs of the schools and the district. Reassignments may be initiated by the employee, principal or the superintendent. Reassignment may be requested within the District to another position for which the employee is qualified.

Supervising administrators are responsible for the assignment of personnel under their supervision. Principals are responsible for the assignment of teachers, clerical employees, custodians and cafeteria managers in their buildings. Employees will be consulted before their assignments are made.

An employee may request transfer or reassignment to another position or location in the district by presenting a written request, signed by the principal or supervising administrator, to the campus which the employee wishes to be considered. The receiving principal or supervising administrator must approve the transfer request in order for the transfer to occur. In exercising their authority to approve transfers and reassignments, principals shall work cooperatively with the Human Resources office to ensure efficient operation of the District tracking system.

Teachers requesting transfer to a teaching position on a different campus for the next school year must submit their written request to the receiving principal. The receiving principal must give notice of his or her approval to the sending principal and the Human Resources Office before the deadline as stated in Pasadena ISD Regulation DK-R (local). This deadline shall not apply when a transfer is requested to a non-teaching position, a peer facilitator position, or one which would result in a promotion or advancement (i.e., salary increase) for the requesting teacher. This deadline may also be waived by the deputy superintendent, in the case of compelling need, when both the sending and receiving principals request or initiate the transfer.

When a vacancy occurs, the principal will review requests at his/her school and may consider teachers requesting reassignment as well as new applicants. A request for reassignment does not guarantee an interview or a recommendation for a vacated position. It is, however, your opportunity to make your desires for reassignment known to a specific principal and to be given consideration for a vacated position. When reassignment is initiated by the superintendent, the employee will complete the contract period with no change in salary.

Career Ladder
see Policy Manual DEA series

The career ladder was a multi-level system of supplemental salary compensation and career advancement for qualified instructional personnel designed to acknowledge and reward excellence in the teaching profession. Each teacher was assigned to a career ladder based on performance, experience, job-related education, advanced academic training and job assignments. Teachers on Level Two and Three remain entitled to salary supplements earned while career ladder was in effect as long as they remain continuously employed by the district. The district no longer honors career ladder placement or payment earned from other districts.

Communications
One of the most important functions between a school district and its various audiences, especially employees, is communication. PISD maintains an open door policy that strives to receive input and feedback from all of its employees to help meet the ever-changing needs of Pasadena ISD students and our surrounding community. Teachers and employees serve on various committees and groups in which recommendations are made on things such as textbooks and calendars. Teachers also influence educational decisions by working with principals and supervisors in developing curriculum and program improvements.

Complaints and Grievances
see Policy Manual DGBA series

Employees are provided with an orderly process for the prompt and equitable resolution of complaints. Whenever feasible, complaints should be resolved at the lowest possible administrative level. A complaint under this policy includes grievances concerning an employee's wages, hours or conditions of work and specific allegations of discrimination in employment on the basis of sex (including allegations of sexual harassment), race, religion, national origin, age, disability or on the basis of the employee's exercise of constitutional rights.

Complaints will be heard in informal administrative conferences. All complaints arising out of an event or related series of events must be addressed in one complaint. An employee is precluded from bringing separate or serial complaints concerning events about which the employee has previously complained. Costs of any complaint shall by paid by the party incurring them. In resolving complaints, time is of essence. All time limits shall be strictly compiled with, unless extended by mutual consent. All references are to calendar days.

The appropriate administrator at each level shall respond to the employee within seven work days after receiving a response to appeal to the next level. Written complaints shall receive a written response. The employee has seven work days after receiving a response to appeal to the next level. The complaint shall be considered concluded if the employee does not appeal within that limit, and the employee waives any right to process the complaint further.

Employees shall be entitled to administrative review conferences as outlined in Level One and Level Two below and to an informal presentation of the complaint to the Board as specified in the Level Three section, unless the board grants a hearing. If an employee alleges in writing specific facts that, if true, could constitute a violation of the employee's common law, statutory or constitutional rights, the superintendent or designee shall investigate the allegations. If the employee does not accept the superintendent's resolution at Level Two and requests a Board hearing, the superintendent shall schedule a hearing as specified in Level Three.

Level One
An employee who has a complaint shall meet with the principal or immediate supervisor within 10 work days of the time the employee first knew or should have known of the event or series of events causing the complaint. At this meeting, the employee shall submit the complaint in writing on a form provided by the district.

Level Two
If the outcome of the conference at Level One is not to the employee's satisfaction, the employee may make a written request, on a form provided by the district, to meet with the superintendent or designee. The meeting shall be held within seven work days after the superintendent or designee received the request to discuss the complaint.

Level Three
If the outcome at Level Two is not to the employee's satisfaction, the employee may present the complaint to the Board of Trustees on a mutually agreeable date. The board shall designate a portion of its regular meeting to hear employee complaints; however, it shall not deliberate, discuss or decide with respect to any subjects not included in the written notice (posted agenda) for the meeting, other than to propose to place the matter on the agenda for a subsequent meeting. The lack of action by the board upholds the administrative decision at Level Two.

The board president may set reasonable time limits on complaint presentations. The board shall listen to the complaint, but is not required to take any action. Neither the board nor the administration shall unlawfully retaliate against, harass, coerce or intimidate any employee for bringing a complaint under district policy, or for cooperating or participating in any external investigations by a federal or state oversight agency, including, but not limited to, the Texas Education Agency, U.S. Department of Education Office of Special Education Programs or Office for Civil Rights, and any other investigative or monitoring agencies or offices.

Crisis Handbook
Preparation is the key to effective handling of any emergency situation. The district publishes an extensive Crisis Handbook that outlines possible responses to a variety of crisis situations. The handbook outlines responses to district-wide disasters as well as building crisis that might occur. All district employees are encouraged to review the manual annually. The handbook, contained in a bright red binder, is kept in the main office of the school or department.

District Education Committee
see Policy Manual BQA series

The District Education Committee (DEC) meets with the Board of Trustee's designee and the superintendent to regularly discuss issues related to curriculum and instruction. The roles of the DEC include, but are not limited to, the following: establishing and reviewing the district's goals and objectives, establishing and reviewing major instructional initiatives, developing the district plan for special programs, site-based decision making, dropout reduction, technology, discipline management, staff development, career education, compensatory and remedial education, analyzing the district's performance, and reviewing the performance objectives. By law, the committee is comprised of 18 teachers elected from the district, nine teachers appointed from each zone, eight principals, four parents and four community representatives.

Dress Policy
see policy series DH

District employees should maintain a professional appearance and a high standard of neatness, appropriateness and good taste in dress and grooming. Employees shall be expected to abide by the dress and grooming standards specified for students (see FNCA), with the following special provisions.

1. Male employees shall be allowed to wear a well-trimmed mustache and beard.
2. Male directors, supervisors, and principals shall wear neckties anytime they are on duty.
    Male teachers shall wear neckties on all teaching days and on those inservice days when
    they will be attending meetings away from their home school. Exceptions to the tie
    requirements may be granted by the supervising administrator for employees who work
    around mechanical equipment where a tie might be a health hazard or for employees
    involved in outdoor activities.
3. Female employees must wear hose.
4. Western wear may be worn on designated days.
5. Employee shall not be allowed to wear jeans or shorts or other such casual attire.
6. Only physical education personnel may wear shorts, and only in the performance of
    physical education/coaching responsibilities.

Individual campuses and departments may periodically relax dress code standards in special circumstances when deemed appropriate because of building/weather conditions or on campus "spirit" days. On relaxed dress code days, employees should remember to dress appropriately for the work environment. With board approval, a campus may adopt a policy requiring uniforms for all staff members.

Drug-Free Workplace
see policy series DH and DI

District policy provides for dismissal of employees found to be in violation of policies regarding the use or abuse of alcohol and drugs. Employees shall not manufacture, distribute, dispense, possess, use, or be under the influence of any of the following substances during working hours while at school-related activities during or outside of usual working hours:

1. Any controlled substance or dangerous drug as defined by law, including, but not limited
    to, marijuana, any narcotic drug, hallucinogen, stimulant, depressant, amphetamine or
    barbiturate.
2. Alcohol or any alcoholic beverage.
3. Any abusable glue, aerosol paint or any other chemical substance for inhalation.
4. Any other intoxicant or mood-changing, mind altering or behavior-altering drugs.

An employee need not be legally intoxicated to be considered "under the influence" of a controlled substance. As a condition of employment in Pasadena ISD, each employee shall abide by the terms of the requirements set out in this statement and in policy. They shall notify the district of any conviction for violation of a criminal drug statute occurring in the workplace no later than three working days after such conviction or deferred adjudication. Within 30 days of receiving notice of a conviction drug statute violation occurring in the workplace, the district shall take appropriate action against the employee.

Drug and Alcohol Testing
Bus drivers and other employees who drive district-owned vehicles are subject to random drug and alcohol testing throughout the year. Mechanics and others who maintain the district's fleet of vehicles will also fall under the policy. Anyone applying for a position that requires the individual to drive a district vehicle must pass the drug test before being hired. The Pasadena ISD program will test for alcohol, amphetamines, cocaine, opiates (heroin), morphine, codeine, PCP's, tranquilizers and marijuana, but is not limited to these substances.

Effective Teaching Practices
All teachers and instructional support employees hired after December 1, 1989, must complete an 18-hour course on effective teaching practices. New employees will have 12 months from the beginning of their contract to complete the training.

Course objectives include: reinforcement, motivation, learning styles, cooperative learning, teacher expectation, student achievement, retention and transfer, practice and critical attributes of worksheets. Other objectives are: strategic planning, goals for excellence, state objectives, quality, multicultural education, learning styles, hemispericity, 4-MAT, rate/degree with emphasis on active participation, integrated curriculum design/delivery, whole language, authentic assessment, conferencing and peer coaching.

Emergency Closings
When bad weather forces the closing of schools, the district notifies as many radio and television stations as possible. The following radio stations are definitely notified: KTRH (740 AM), KPRC (950 AM), KILT (610 AM and 100 FM), KIKK (65 AM and 95.7 FM). All three major Houston-area television stations are notified as well. Every effort is made to notify these media prior to 5:30 a.m.

Employment
see Policy Manual DAA, DAB (local), DBA (legal), DBA (local), DC series

The Board of Trustees uses the following criteria in its decisions regarding the hiring, dismissal, reassignment, promotion or demotion of district personnel:
• Academic or technical preparation
• Certification in Texas (or the eligibility for or progress toward certification)
• Experience
• Recommendations
• Evaluations and interview

The school district does not discriminate in its employment practices on the basis of race, color, disability, religion, sex, national origin or age. Employees may be classified as certified or non-certified. Certified personnel include teachers and most administrators. Non-certified personnel include paraprofessionals, service workers and other professionals.

Evaluations
Evaluation of employees is a continuous process using board-approved (and TEA, if applicable) criteria for objectively gathering, analyzing and interpreting evidence regarding the strengths and limitations of personnel in assigned positions. All Pasadena ISD employees are subject to annual evaluations and an implementation procedures handbook is available for certified teachers (H 4-5 Printing Office).

Faculty Meetings
Certified personnel are expected to attend faculty meetings called by their building principal. Principals will keep meetings to a minimum, but employees should realize that faculty meetings are vital for communication.

Health Exams
see Policy Manual DBB series

A medical examination may be required of any employee when, in the judgment of the immediate supervisor, after consultation with the Superintendent or designee, the employee's condition interferes with the ability to perform job-related functions or may pose a direct threat to the health or safety of the employee or others. The District may designate the physician to perform the examination and, in that case, shall pay the cost of the examination. If in the superintendent's discretion the circumstances so require, the employee may be placed on administrative leave with pay, pending the physician's report and the district's decision.

Internet Access
See Policy Manual CQ series

More and more employees will gain internet access each year. Employees must adhere to all applicable policies governing acceptable internet use. Access to the internet should be for educational, instructional and research purposes only. Before accessing the internet, employees should be trained and are required to sign the district's Acceptable Use Policy. The internet shall not be used for personal business reasons.

Leaves and Absences
see Policy Manual DEC series

Full-time employees are entitled to time off with or without pay according to district policy as outlined in the Policy Manual.

        • Sick Leave

        The district provides local sick leave without the loss of pay or benefits to all full-time 
        employees. Sick leave is advanced to all personnel at the beginning of each school 
        year and is shown on the paycheck stub. Local sick leave is earned on the basis of an 
        employee's number of assigned days on duty and is accumulated on an hourly basis. 
        An employee who begins work after September 1 is advanced eight hours of sick 
        leave for each month of employment remaining in the school year. If an employee 
        uses more sick leave than he or she has earned, the cost of unearned sick leave will 
        be deducted from the employee's next paycheck. If an employee terminates 
        employment in the middle of the year, his or her unearned sick leave pay is returned to 
        the district. When an employee terminates and has used unearned sick leave, that 
        amount will be deducted from the employee's final paycheck.

        Full-time employees qualify for State Personal Leave Days, consisting of a maximum 
        of five days per year with no limit on accumulation. Effective August 1995, state  
        personal leave days can be used according to policy. Eligible employees earn personal 
        leave at a rate of four hours for each 18 days of employment, not to exceed 40 hours 
        in any one school year. Employees are also granted local sick leave by the district in 
        addition to the state personal leave. Employees who work 181 to 199 days a year are 
        entitled to a maximum of 40 hours of local sick leave; those who work 200 to 219 
        days receive 48 hours; and those who work 220 or more receive 56 hours.

For example: An employee was scheduled to work 200 days, but was docked for 12.50 days. (200 - 12.50 = 187.50 actual days) The employee would have earned 10 days instead of 11 days of leave based on the actual days of 187.50.

see Policy Manual DEC (local)
The sick leave bank is a pool of sick days established by employees who have made a one-time donation of three accumulated sick days. The bank is available to members to draw up to 30 sick days per year in the unfortunate event that they experience a qualified critical illness or injury or 15 days if a member of their immediate family experiences catastrophic illness or injury. Days may be requested from the bank only after the member has exhausted all accumulated state and local sick leave days and accrued vacation days. The sick leave bank is open to all employees who earn sick leave benefits and have been employed continuously by the district one or more years.

see Policy Manual DEC (local)
State personal leave may not be taken for more than two consecutive days without approval of the employee's supervisor. Personal leave shall be taken without loss of pay. Personal leave shall not be used on national and state holidays, on days immediately preceding or following district holidays, on the first or last day of school or during inservice training, six weeks tests, final exams or other scheduled tests. Prior approval shall be obtained from the supervisor.  Employees shall not be required to state the reason for requesting personal leave.

        On recommendation of the supervising administrator, an employee may be absent     
        without pay. The request must be approved by the supervising administrator and must be 
        for personal reasons other than illness or injury.

        Special provisions to the district sick leave policy are outlined in the Policy Manual and
        include:
        • absence without loss of sick leave for an employee recovering from an injury sustained
           from an unprovoked attack while on duty
        • hardship extension when the employee has used all state and local sick leave
        • extended sick leave (without pay) when the employee has used all vacation and sick 
           leave

see Policy Manual DEC (legal)
An employee who has been employed by the district for at least 12 months and has worked 1,250 hours during the previous 12-month period shall be entitled to a total of 12 work weeks of leave, without loss of any employment benefits accrued prior to the beginning of the leave, during any 12-month period for one or more of the following reasons:

1. because of the birth or adoption, including placement for foster care, of the 
    employee's child and in order to care for the child, provided the leave is taken 
    within 12 months of the birth, adoption or placement of the child; by 
    agreement between the employee and the district, this leave may be taken 
    intermittently or on a reduced leave schedule
2. to care for the employee's spouse, child or parent if the spouse, child or 
    parent has a serious health condition
3. because an employee's health condition makes it impossible to perform 
    functions of his or her position

see Policy Manual DEC (local) and DEC-R (local)
The district may grant an employee a leave of absence for temporary disability, military duty, recuperation from an injury sustained on the job or for developmental study, research or travel. The policy for leaves of absence vary for certified and non-certified. Refer to the Policy Manual for specific procedures and situations concerning leaves of absences.

Mail
The inter-office and inter-school mail service is available to district employees for internal communication on district- related business and for district-sanctioned organizations only. Items for distribution must be marked with the destination and the name of the recipient. Using the district mail service for personal distribution is a federal violation of U.S. Postal Regulations and may result in disciplinary action.

Mentor and Induction Program
Beginning teachers receive support and assistance from a mentor or "buddy" teacher who is appointed by the principal. Mentor teachers assigned to interns in the Alternative Certification Program and Teachers in Training receive a stipend. Beginning or induction- year teachers must attend the Effective Teaching Practices course during their first year with the district. New teachers should also attend the New Teacher Orientation Program held before the beginning of the school year.

News Media
Principals are responsible for news media coverage of school activities. They may choose to handle contacts with the news media directly or through the Communications Department. Teachers or employees who wish to publicize an activity should first receive clearance from the principal or building supervisor. Any information sent to the news media from the school should also be sent to the Deputy Superintendent for Administration, Public Relations and Governmental Affairs. Employees are expected to cooperate with reasonable requests from legitimate news media representatives. The district's Communications Department exists to assist, answer questions, give advice and report on issues that impact the entire district. Its various publications and frequent news releases about Pasadena schools are intended to keep the district's staff and community informed.

Ordering Supplies
No one is authorized to make purchases in the name of the district without approval from the Board of Trustees through the Business Office. No invoices will be paid for unauthorized purchases. Principals and supervisors are responsible for the proper preparation and routing of requisitions. Employees should confer with their immediate supervisors about any purchases involving district funds.

Paraprofessional Communications Committee
Paraprofessionals from across the district work together with the superintendent, deputy superintendent, associate superintendents and support personnel screener on the Paraprofessional Communications Committee (PCC). The group addresses issues and concerns related to paraprofessional services throughout the district. The PCC meets four times a year to develop goals and plans to improve paraprofessional performance.

Personnel Files
see Policy Manual DBA (legal), DBA (local)

The district shall maintain current and complete personnel records of all employees according to the Local Government Records Act. The Human Resources Office keeps a file on every employee during their employment with the district and after separation as mandated by the Act. The file contains:

• completed application 
• credentials (certificate or license)
• service record and any required attachments 
• contract (professional personnel only)
• evidence of educational attainment (official transcripts) 
• employee status report
• performance evaluations and/or related materials 
• waiver of confidentiality
• employee verification document

With regard to public access to information in personnel records, custodians of such records shall adhere to the requirements of the Public Information Act.

Police Department
The Police Department of the Pasadena Independent School District is staffed by top-quality police officers who are licensed by TCLEOSE and highly trained. Their objectives are to uphold and enforce the laws of our land without passion or prejudice, protect lives and property, preserve the peace, deter unlawful acts, apprehend offenders, and insure a positive learning environment that is free of crime, violence and intimidation.

Promotions
When a vacancy occurs in an existing administrative position, it shall be publicized (as outlined in DC-R local) at least 15 days before a candidate is recommended to the board. Employees desiring to apply should contact the Certified Human Resources Office in writing prior to the publicized deadline date.

Contact the Support Human Resources Office when a vacancy occurs in a clerical, cafeteria, transportation, custodial or maintenance management position. Vacancies shall be publicized in the weekly Update at least 10 days before a candidate is recommended for the position. Request for transfer (transfer request G 3-2) should be sent by the employee to each school/department location of interest. Forms must be signed by the current location administrator (principal and/or director). The administrator with the vacancy will consider current employees as well as new applicants for the new position. At the time of transfer, employees must meet all requirements and qualifications for the new position and the transfer request form must be received by the new location/department administrator prior to the deadline date.

Publications
The district publishes several publications which serve as tools of information about student achievement, programs and people of Pasadena ISD. Update is a weekly staff bulletin listing district job openings, a calendar of events and other important information for employees. Pinnacle is the district's newsletter which is printed five times a year to highlight school activities, student and staff achievements and district news. It is distributed to all district employees and every household in Pasadena ISD. Connections is a quarterly newsletter for alumni of the district. It highlights achievements and activities of former Pasadena ISD students. Town Cryer is an electronic publication designed to give employees information about certain issues and topics. It is produced on a need-only basis. The district also has a website at www.pasadenaisd.org which offers a wide range of information about the district and each school campus.

Public Relations
The district is committed to maintaining good community relations by keeping the public informed about its schools. Every board member and employee carries the responsibility for promoting positive public relations and marketing of the school district and its programs. An employee's approach to every student, parent, colleague or patron reflects on the district. Every effort should be made to make that reflection a positive one.

Resignations
see Policy Manual DFE (legal) and DFE (local)

All employees must submit a letter of resignation to their principal or immediate supervisor and to the Human Resources Office when terminating employment with the district. The supervisor conducts an exit interview and completes a status report for the resigning employee. Both reports are then sent to the Human Resources Office, where they become a permanent part of the employee's personnel file. The exit interview and status report are required, regardless of the reason for termination. Employees must return all keys, identification tags and other district property to the supervising administrator at the time of the exit interview. Contract employees are subject to a resignation deadline.

Requesting a Substitute
Teachers are expected to call the automated CRS Subfinder System as soon as they know that they will be needing a substitute. Instructions for using the system are given at each campus to all persons in the event of an absence. When newly hired substitutes attend the orientation session for substitute performance expectations, the instructions for using the mechanized calling system are included.

Safety Statement
In fulfilling its educational mission, the Pasadena Independent School District has a commitment to the employees and students of the district to provide a safe and healthful workplace, free of recognized hazards to the greatest degree possible. Pasadena ISD is committed to the protection of its resources, including both employees and physical assets, against the human distress and financial costs resulting from accidental losses. Supervisory personnel are directly responsible for the instruction of all employees under their jurisdiction in regard to proper procedures and safe methods to be utilized in performing work duties, for taking immediate corrective measures to eliminate hazardous conditions, and for implementing practices for the prevention of all accidents.

Each employee, regardless of his or her position within the district, shall cooperate in every respect with the district's safety and loss control program. Some of the major points of the district's program are as follows:

• Employees must follow recognized safe work practices as a condition of employment
   within the district. Failure to follow this stated policy will be cause for disciplinary action.
• Personal protective equipment, where required, will be worn by all employees and
   students. There will be no exception to this requirement.
• Hazardous conditions and other safety concerns must be reported to the responsible
   supervisor immediately.

Each district employee has the responsibility for his or her own safety, as well as the safety of fellow employees. Employees must become familiar with the potential hazards of their jobs and do what is necessary to ensure their safety. By this means, our district can achieve the safe working conditions deserved by all its employees.

Sexual Harassment
see policy series DHC, FB, FNC, FNCJ and FO

The district will not tolerate any instance of sexual harassment in the workplace among employees or students. All violations of the district's sexual harassment policies are considered serious. All sexual harassment allegations must be reported to the principal, the employee's supervisor, the appropriate associate superintendent or to the district's Title IX Coordinator. Every effort is made to protect the rights of all employees involved in the complaint. The district's Title IX Coordinator is Kirk Lewis (713-920-6822).

Site-Based Decision Making Committees (SBDM)
see Policy Manual BQB, BQB (local)

Principals, teachers, support staff, students, parents and community members work collaboratively as part of a Site-Based Decision Making committee to develop goals and plans for each campus to improve student achievement. The SBDM's address issues and problems, many of which are unique to their respective campuses. The collaborative process helps members of the SBDM's, with support from the central administration, have a greater impact on student achievement.

Smoking Policy
see policy series DH, FNCD and GKA

Under provisions of Senate Bill 1 passed by the Texas Legislature in 1995, there is no smoking in any district facility or vehicle, on any district-owned property or during any school-sponsored event.

Staff Development
Pasadena ISD recognizes that quality staff development is the key to long-lasting school improvement. One of the goals of the district is to provide a comprehensive staff development program for all of its employees. Staff development programs include workshops, classes, study groups, classroom or school-wide research, peer observation and coaching. Follow-up activities consist of applying information learned during training and workshops to the work area. Follow-up activities are available at the work site. The goal of the PISD staff development program is to increase the probability of employee success in an ever-changing world.

State Board for Educator Certification
Certification by Examination allows teachers with valid classroom teaching certificates to qualify for additional certification in a subject or level not covered by their existing certificate in some education areas. The State Board for Educator Certification has approved the Certification by Examination program. Applicants interested in receiving additional Certification by Examination must pass the appropriate TexES test in the subject sought for additional certification and apply to the State Board for Educator Certification for additional certification. If a teacher or administrator was issued a Texas certificate after September 1, 1999, he/she will need to renew their standard certificate every five years. Please refer to the SBEC certificate renewal requirements online. Information on additional requirements and exemptions is available through Human Resources.

Suspension and Dismissal
see Policy Manual DFBA, DFAB, DFBB series

District employees may be suspended or dismissed according to guidelines established by the State Board of Education and local policy. A term contract employee may be suspended with pay or placed on administrative leave by the superintendent during an investigation of alleged misconduct by the employee or at any time the superintendent determines that the districts best interest will be served by the suspension or administrative leave. A certified employee may be dismissed prior to the completion of the term of his or her contract for good cause. Before any term contract employee is dismissed for good cause, the employee shall be given reasonable notice in writing of the charges against him or her and an explanation of the district's evidence, set out in sufficient detail to fairly enable the employee to show any error that may exist. If a term contract employee desires a hearing before an independent hearing examiner, the employee must file a written request with the commissioner no later than the 15th day after the date the employee receives notice of the proposed termination or suspension without pay. The term contract employee must provide the district with a copy of the request.

Transfers
see Policy Manual DK series

Any employee may request a transfer to another position or location in the district for which the employee is qualified. The request for transfer (Form G 3-2) should be sent by the employee to each location/department of interest. The transfer form must be signed by the current location administrator. The administrator with the vacancy will consider current employees, as well as new applicants for a new position. At the time of the transfer, the employee must meet all requirements and qualifications for the new position. The transfer request form must be received by the new location/department administrator prior to the publicized deadline date. Teachers requesting an in-district transfer must have a transfer request signed by their principal (Reassignment Request Form H 1-1). In-district transfers will not be honored after district designated deadlines.

Using School Equipment and Supplies
School equipment and supplies may be used for school-related business only. Employees wanting to use school equipment off campus must complete an Equipment Use Agreement form available in their principal's office. The agreement states that employees may check out equipment if it will improve the employee's job skills or ultimately benefit the students. The type of equipment to be loaned will be at the discretion of the principal. The employee borrowing the equipment is liable for any loss or damage.

Using a Vehicle for District Business
see policy series CRB

An employee who drives a vehicle on district business must have a valid Texas driver's license and be able to meet state laws regarding automobile liability. If an accident occurs while driving a motor vehicle on district business, the employee must report the accident to the business office within 72 hours after the occurrence.

The Pasadena Independent School District is an equal opportunity employer and prohibits discrimination in employment because of an
applicant's race, creed, national origin, sex, age, disability or religion.