2012 ESP Handbook - Alabama Education Association

ALABAMA EDUCATION ASSOCIATION
EVERY CHILD.
EVERY OPPORTUNITY.
ESP HANDBOOK

Important Information
This Book Belongs To:
Name _________________________________________________________________________________________
Street _________________________________________________________________________________________
City _____________________________________________ State ___________ Zip ______________________
School Building/Work Site _____________________________________________________________________
Address __________________________________________________________________________________
Home Telephone ___________________ Work Telephone _____________________ Fax ________________
E-Mail Address __________________________________________________________________________________
UniServ Director________________________________ Phone/Fax _______________________________
Alabama Education Association Headquarters in Montgomery
To call AEA – 1.800.392.5839 • 334.834.9790
To Fax AEA – 334.262.8377 • 334.265.8132 [Research] • 334.263.5913 [Field Services]
334.834.7034 [Legal Dept.] • 334.262.1226 [Business Office]
To visit AEA’s Web site – www.myAEA.org [to connect with any AEA staff member]
To leave a message with my senator in Montgomery – 334.242.7800
To leave a message with my representative in Montgomery – 334.242.7600
To call NEA in Washington, D.C. – 202.833.4000 To Fax NEA in Washington, D.C. – 202.822. 7767
Reference Phone List – You are Part of a Great Team!
In-Class Emergency: _________________________________
School: ____________________________________________
Personnel Office: _________________________________
Payroll Office: ____________________________________
Student Discipline Problem: __________________________
Security Problem: _________________________________
Injury or Medical Problem: __________________________
Insurance Company Agent: __________________________
To Report Vandalism: _____________________________
Physician: ________________________________________
Dentist: ____________________________________________
AEA provides a team that can give you valuable support
and you can get help from:
Local Association President: __________________________
Vice President: ____________________________________
Secretary: ________________________________________
Treasurer: ________________________________________
Association Representative: __________________________
Professional Development Committee: _______________
___________________________________________________
___________________________________________________
Other Local Association Representatives: _______________
___________________________________________________
___________________________________________________

Contents
ESP – It’s a Matter of Pride 2
ESP State Presidents 2
History of AEA-ESP 3
ESP Victories 4
This is the Law 5-7
State and Federal Licensing,
Certification, and Training Mandates 8-9
Professional Development for
Education Support Professionals 10
Dealing Positively with Students,
Co-Workers, and Parents 11
Job Evaluations Do’s and Don’ts 12-13
Benefits of Membership 14
There is a Big Difference 14
Ten Reasons to Join Your Association 15
ACCESS Program 16
Frequently Used Addresses, Inside Back Cover
Telephone & Fax Numbers,
& Web Addresses
Have a Question?
Need Help?
1

ESP – It’s a Matter of Pride
We are proud to be Education Support
Professionals. As support professionals we have the
opportunity to assist in shaping the future of our
students. Public education is the greatest social
success story of this nation. Access to good public
education has allowed people to live the American
dream. ESPs make a difference in the lives of
students everyday. We prepare their food, we
transport them to and from school, we keep their
classrooms clean, we assist with their instructional
needs, and we provide them with a safe learning
environment. Because we care, we do all this and
more!
Much of the success of public education has been
the coming together of all of our citizens, lending
the light of hope to those who will find it in no
other institution in America. Education support
professionals know that their jobs are a matter of
pride. Because we care, we put forth that extra effort
each day!
Everything America is or ever hopes to be depends
upon what happens in public schools. As an
education support professional, it is our challenge
and our opportunity to “shape the future for our
children.” Because we care . . . It’s a matter of
pride – ESP!
About the Handbook
This handbook has been developed specifically
for all educational support professionals by the
Division of Field Services and the Public Relations
Department of the Alabama Education Association.
AEA and NEA, through their many programs and
services, are dedicated to making the education
profession the very best it can be for you and the
students of Alabama.
Service to You
Your membership dues come back to you in many
ways but most directly in well-trained professional
staff who are there when you need them. Thirty-nine
full-time UniServ Directors are located in Alabama
and assigned to a particular region. Additional
staff members are located at the AEA headquarters
in Montgomery and at the NEA headquarters in
Washington, D.C.
Your first line of contact when you have a
job-related problem is the association representative
(AR) at your work site. If your problem cannot
be handled within your school, please contact the
UniServ Director who serves your school district. If
you need assistance locating your UniServ Director,
call the AEA Headquarters in Montgomery at 1-800-
392-5839.
2
ESP State Presidents
1975–1983 Peggy McDanal • Birmingham
1983–1985 Elijah Walton • Montgomery Co.
1985–1986 Rebecca Howell Lee • Walker Co.
1986–1987 Doris Alexander • Mobile Co.
1987–1988 Rebecca Howell Lee • Walker Co.
1988–1989 Linda Christmas Garrett • Dothan
1989–1990 Barbara Riggins • Talladega Co.
1990–1991 Walter Peavy • Madison Co.
1991–1992 C. C. “Spud” Shelley • Henry Co.
1992–1993 Doris Alexander Dortch • Mobile Co.
1993–1995 Noel Deese • Houston Co.
1995–1997 Debra Hollis • Birmingham
1997–1999 Virginia Bailer • Jackson Co.
1999–2001 Sarah Horton • Mobile Co.
2001–2003 Martha Livingston • Talladega Co.
2003–2005 Ervin Wilkerson • Jefferson Co.
2005-2006 Lisa Lambert • Etowah County
2006 Anthony McDaniel • Morgan Co.
(May 20, 2006 – August 30, 2006)
2006-2007 Debra Hollis • Birmingham City
(August 30, 2006 – May 31, 2007)
2007-2008 Ervin Wilkerson • Jefferson Co.
(June 1, 2007 - July1, 2008)
2008-2011 Bernard Sanderson • Blount Co.
2011-2013 Sherry Tucker • Birmingham City

Creation of ESP
History of the AEA-ESP 1975 - 2012
• AEA Board commitment of $30,000 to hire one
staff person to determine interest among
support personnel, 1975-1976.
• 1,700 AEA-ESP members signed up the first year.
• All services and benefits of AEA were made
available to ESP members.
• ESP became a self-supporting division of AEA the
first year by AEA Board action. (Article XII in
AEA Constitution).
• ESP State Constitution was developed and
adopted.
• A statewide organization was formed with a state
executive board of ESP leaders elected at the
annual ESP Delegate Assembly.
• The AEA president, AEA executive secretary, AEA
associate executive secretary, and the director of
field services assigned to ESP were made
members of the ESP State Executive Board.
• ESP locals were created wherever enough
members were signed up.
• A standardized local constitution was approved
and sent out by the state executive board for
locals to use.
• As a result of the first year’s recruitment success,
three field staff were hired to assist the ESP
division director in recruiting and organizing ESPs
across the state.
• In 1978, a total of eight field staff, in addition to
the director of field services assigned to ESP, were
hired to continue increasing membership in ESP
and services to ESP members.
• In 1981, an additional four field staff were hired
to continue the growth of ESP membership.
• AEA Constitution was amended in 1981, making
the state ESP president a full member of the AEA
Board of Directors. Peggy McDanal was the first
state ESP president to sit on the AEA Board of
Directors.
3
• In 1981, the AEA Constitution was amended to
place two ESP members on each of six AEA
commissions for a one-year term. In 1985, by
constitutional amendment, ESP commission
members began serving a two-year term.
• On May 2, 1981, the ESP State Delegate Assembly
voted overwhelmingly to unify with NEA, making
ESP members active-ESP members of NEA with
full rights and benefits. Alabama was the first state
to unify after the NEA Representative Assembly’s
action creating ESP-active membership.
• In 1981, Peggy McDanal, ESP state president,
became the first support person to serve on the
NEA Board of Directors.
• ESP became a vital link in AEA’s A-VOTE political
action program, and its members have been
instrumental in many of the successes achieved
in elections from the governor’s office to the
legislative races.
• ESP has become the voice for education support
professionals in Alabama.
• In 1985-86, AEA restructured staff so that 37 field
staff began to service active and ESP members.
• In 1986, ESP members were elected to the
Teachers Retirement System Board to fill two
positions designated for ESP by the Alabama
Legislature.
• ESP State Executive Board established the
following awards: ESP Doris Strode Champion
Award, ESP Pioneer Award, and the ESP Shining
Star Award.
• In 1993, Doris Dortch, former ESP state
president, received the second national NEA-ESP
Member of the Year Award.
• ESP membership is now over 25,000.
• In 2003, ESPO changed its name to ESP
(Education Support Professionals).

AEA Legislative Victories for ESPs
2012 • Saved thousands of ESP
jobs by successfully passing an
Education Trust Fund (ETF)
budget. This was done with
no out-of-pocket increases for
TRS or PEEHIP for Alabama’s
education employees.
• Fought back efforts to unearmark
tax dollars that are
currently dedicated to Alabama
schools.
• Defeated HB650, legislation
that would have allowed charter
school to be formed in Alabama
and prevented the loss of
worker’s rights, insurance, and
retirement.
• Passed legislation to ease
ethics filling restrictions for
educators. Now increasing
the threshold from $50,000 to
$75,000 annually.
• Defeated legislation to remove
seniority as a consideration in
school systems reduction in
force (RIF) policies.
2011 • Improved the Student’s First
“tenure” bill by: retaining the
word “tenure” in the law; making
sure actions by employers for
personal or political reasons
were prohibited; ensured neutral
hearing officers review employer
decisions; continued pay/benefits
in most cases until 75 days
between employer action and
officer review.
• Stopped legislation such as a
constitutional amendment to
unearmark income tax for the
ETF.
• Stopped legislation to abolish
elected RSA board and replace
with appointed board.
• Stopped a bill to use ETF funds
to buy liability insurance.
2010 • Saved thousands of teacher and
ESP jobs by making it the top
priority in the ETF budge.
• Helped save the PACT program
so it could fulfill its contracts.
• Helped pass legislation to
prevent sexual misconduct with
a child under 19 if that child is
a student and the offender is a
school employee.
• Helped pass regulatory
bill freeing millions to help
ensure that funding used to
retain education jobs and not
jeopardize TRS viability.
2009 • Guaranteed more state funding
for other current expenses that
helped save thousands of ESPs
from losing their jobs.
• Passed a new school nurse
law that allows the hiring of
RNs as well as LPNs under the
supervision of a RN.
2008 • Continued to protect PEEHIP
and retirement funding.
• Continued to protect the
Education Trust Fund from
diversion.
2007 • Seven percent pay raise, school
nurse salary schedule.
2006 • Five percent pay raise.
2005 • Six percent pay raise.
2004 • ESP given equal status to
teachers in guaranteeing due
process protections.
• Fair Dismissal Law drastically
revised, awarding greater and
fairer protections for job status
and security.
• ESP health insurance provision
protected despite onslaught
by big business groups and the
governor to decrease benefits
and increase costs.
2003 • ESP employees called back
to work after Legislature and
governor guarantee level funding
for 2003-2004.
2002 • All schools must close in honor
of Memorial Day.
• DROP Bill - allows those with 25
years of service in the retirement
system and at least 55 years of
age to continue working while
the money that would be earned
from retirement is deposited into
an account where it will grow
interest. After a minimum of
three (3) years the employee can
retire and collect a lump sum of
money.
2001 • ESP employees receive three
percent pay raise.
• Employee savings plan enacted,
similar to a 401K.
• Employees can accrue an
unlimited amount of sick leave.
4
2000 • ESP employees receive four
percent pay raise.
1999 • Prohibited the use of state tax
dollars for the privatization of
school services such as driving
buses, lunchroom work, and
custodial services.
1998 • ESPs receive eight and one-half
percent pay raise.
• School systems must give
employees access to their
personnel files.
• School systems must post every
job opening at each work site.
1997 • Each school system must have a
reduction-in-force policy.
1996 • ESPs receive four percent pay
raise.
• ESPs given the right to
purchase prior service toward
retirement in the TRS. Previously
only teachers had this right.
• Provides up to 90 days of paid
leave for on-the-job injuries
without deduction from personal
sick leave account.
1995 • ESPs are given input into the
adoption of school board policies
that affect them.
• Penalty removed on retirement
benefits when the retirement was
due to disability.
• Sick leave banks established
if requested by ten percent of
employees.
1975 –2008 major ESP victories:
• Salary increases.
• Retirement eligibility after 25
rather than 30 years of service.
• Personal leave awarded to
support personnel.
• Passage of the Fair Dismissal
Act.
• Fair Dismissal Law amended to
provide arbitration.
• Participation in the health
insurance program (PEEHIP).
• PEEHIP regulations amended
to provide lower rates for
employees based on income.
• Participation in the retirement
system.
AEA works continuously to ensure
that out-of-pocket PEEHIP (health
insurance) costs do not increase.

Students First Act:
• This law replaced the Fair Dismissal Act effective July
1, 2011.
• All non-probationary ESPs under the Fair Dismissal
Act are non-probationary under the Students First
Act.
• ESPs must work three complete, consecutive years
in the same school system to gain non-probationary
status.
• A complete year means an ESP is hired before
October 1.
• Part-time employment (less than 20 hours per week)
does NOT count toward gaining non-probationary
status.
• Any employee who resigns, waives his/her rights
under the Students First Act.
• The Students First Act includes a detailed appeal
process if a non-probationary employee wishes to
challenge certain adverse job actions.
Reasons for Cancellation of Contract
The law allows for only seven legal reasons for a
board to terminate a tenured or non-probationary
employee . . .
• Incompetence
• Immorality
• Insubordination
The WILLFUL refusal to obey REASONABLE
rules or requests from a supervisor. Always ask
for requests that you think are unreasonable to
be made in writing.
• Neglect of duty
• Failure to perform duties in a satisfactory
manner
• Justifiable decrease in positions
• Any other good and just cause
“Remember, don’t be guilty of insubordination . .
WORK then GRIEVE.”
This is the Law:
5
Personal Leave
• The state grants each employee two paid days of
personal leave per year, up to five are allowed at the
discretion of the local board. Any unused personal
leave days can be converted into sick leave at the end
of the year and accumulated.
• Every employee can convert up to the maximum
number of personal leave days allowed by the local
system, even if they don’t “earn” all those personal
leave days. For example, if your system allows up to
three personal leave days, any employee can convert
up to three days.
• Check your paycheck stub to be sure you are getting
the benefit, if not, ask for it.
Sick Leave
• Sick leave is provided for use in cases of personal
illness or injury, illness of a family member, or death
in the family.
• Sick leave is earned at the rate of one day for each
month worked.
• Sick leave may be accumulated indefinitely
throughout one’s career in Alabama public schools.
It is transferable between systems in Alabama.
• Accumulated sick leave days can be counted upon
retirement as additional service credit time.
(continued on next page)
Your Responsibilities
To Report Abuse:
• Code of Alabama 26-14-3 requires all teachers
(school employees) and doctors to report any
suspicions of child abuse.
• Failure to report can be prosecuted.
To Report Violence:
• Code of Alabama 16-1-24 requires you to
report all acts of violence or threats of
violence.

• Sick leave is granted “upon request” – when you ask
to use it, you can. It is presumed that you are using it
for the reasons outlined in the law.
• Failure to properly “request leave” for an absence
can result in charges of neglect of duty.
• Unused personal leave days can be converted into
sick leave days at the end of the year.
Family Medical Leave
• Federal law (Family Medical Leave Act) requires this
benefit of all businesses that employ over 50
employees.
• Can be used for personal illness or injury, or
attendance upon an ill family member or a new
child.
• To be eligible, employees must have worked a
minimum of 1,250 hours during the previous year.
• Employees can request up to 12 weeks of unpaid
Family Medical Leave. Under some circumstances,
boards may grant extensions.
• During the leave, the board will continue to pay the
state allocation of the employee’s health care
premium (PEEHIP). This is only an advantage to
those covered by PEEHIP.
• If Family Medical Leave (FML) runs out before the
employee is ready to return to work, the employee
can request “unpaid leave” – no benefits are paid by
the board once FML has expired.
On-The-Job Injury
• Report any injury within 24 hours to your immediate
supervisor. This report may be verbal. However,
we suggest giving a written report and retaining
a copy of the report. (See sample.) In case you
are physically unable to make this report, another
person may make it for you.
• Your school system may have established other
notification procedures or forms by written policy.
Check with your UniServ Director to determine
if there are other procedures or forms to be
completed.
• Your school system may require medical certification
from your physician if you are unable to return to
work as a result of the injury. A second opinion from
a physician may be required at the expense of the
school system.
This is the Law:
6
• Upon determination that you may not return to
work as a result of the on-the-job injury, your salary
and benefits shall be continued for a period of up to
90 work days. Your school system may have adopted
policies that extend this period. Check with your
UniServ Director concerning your school system’s
policies. If you do not report your injury with 24
hours you will not be eligible for this on-the-job
injury leave.
• Additional expenses incurred by you because of the
on-the-job injury may be filed for reimbursement
with the State Board of Adjustment. These would
include, but not be limited to, medical co-pays,
prescriptions, and lost wages over 90 days. THIS
CLAIM MUST BE FILED WITHIN ONE (1) YEAR
OF THE INCIDENT. Your UniServ Director can
provide you with assistance in filing your claim.
Sick Leave Bank
• Committee (elected from among participating
employees) sets guidelines for operation.
• Provides for “catastrophic leave” benefits –
extended leave covered by days donated by other
participating employees from any school system in
Alabama.
• Catastrophic leave may be used for pregnancy.
• Only members of a sick leave bank can donate days
or receive donated days in the event of a catastrophic
illness.
(continued on next page)
Sample Initial Reporting Form:
Employee Name __________________________
Date _________________________
School/Department _____________ _____________
Site of Injury __________ _____________
Description of Injury __________________________
Employee Signature _________ _________________
Supervisor’s Signature ____ _______________

Job Vacancy Posting
• All jobs must be posted for at least 14 days (or at
least seven (7) days during the school year).
• All administrative positions or newly created
positions must be posted for at least 14 days.
• It is the employee’s responsibility to check the
postings to see if jobs are available.
Sunshine Law
• All public bodies – including local school boards –
must meet in public instead of behind closed doors.
• Executive sessions can be held to discuss the “good
name and character” of an individual.
Alabama Meet-and-Confer Law
• Provided in section 16-1-30, Code of Alabama.
• Local policies affecting the rights of employees may
not be adopted by a school board until the local
association has reviewed it and submitted written
input, if desired.
• Applies to changes to policy, not just new policies.
• Association should file an annual written statement
with the superintendent telling him/her who to
contact about policy issues.
Local Budget Hearings
• All boards must hold at least two open hearings on
their proposed budget prior to submission to the
State Department of Education.
• Hearings must be publicized through local media
outlets.
• Questions on budget issues are allowed.
This is the Law:
7
Personnel Files
• Employee must be notified and given a report if
anything negative is placed in his/her files.
• “Personnel file” includes all records, paper and
electronic, and communications pertaining to an
employee in any storage area at school or central
office.
• Employee can attach a written statement of
explanation or rebuttal to any document found in a
personnel file; no time limits apply to this right.
Fair Labor Standards Act (FLSA)
Most education support employees are covered under
the Fair Labor Standards Act (FLSA).
• FLSA requires that all employees receive at least
minimum wage.
• All time worked over 40 hours per week must be
compensated with pay or time at one and one-half
regular wages.
Background Checks
• Beginning with the 2002-2003 school year, all
current school employees who have unsupervised
access to children are required to undergo
fingerprinting for criminal background searches.
• The results of the background checks are not
released to local school boards. The state
superintendent will review the reports and
determine suitability.
• Criminal convictions will be reviewed to determine
suitability to be around children.
• The state of Alabama will pay fees associated with
the background checks for all current employees.
Prospective employees must pay for their
background reviews.

An Analysis of State and Federal Licensing,
Certification, and Training Mandates
What is the difference between a license and a
certification?
Licensure is the most restrictive form of professional
and occupational regulation and is often referred to
as right-to-practice. Under statutes requiring licensure,
it is illegal for a person to practice the particular
profession without first meeting state or federal
standards.
Under certification, the state grants title protection
(right-to-title) to persons meeting predetermined
standards. Those without certification may perform
the duties of the occupation but may not use the title.
There is another form of regulation, referred to as
registration, which is the least restrictive, usually taking
the form of requiring individuals to file their names,
addresses, and qualifications with a government
agency before practicing the occupation. They may be
required to post a bond or pay a fee.
Training is the specific course work the ESP
employee must take in order to obtain the license,
certification or in some cases, registration.
Alabama
The state of Alabama has statutes that regulate many
of the health services jobs. It is interesting to note that
the boards that govern some of these health service
fields have representation on them from the assistants
as well as the therapists themselves.
Building And Grounds Maintenance/Repairs
Contractors must have asbestos certification and
prepare a management plan (22-39-1-5). It is unclear
whether any of the management of asbestos within the
schools may be assigned to maintenance employees of
the school district.
Security Services
Campus security are considered police officers but
have some limitations on their authority (16-22-1, 2).
Statute for police officers (which applies to campus
police) requires continuing education (36-21-46, 51).
Food Services
There are no certification requirements. However, the
State Department of Education provides training for
new CNP managers and directors.
8
Health and Student Services
• LPN – Requires a high school diploma or its
equivalent with license being obtained through
examination, endorsement (holding license from
another state) or a temporary permit (34-21-22);
renewal every two years with payment of a fee
(34-21-23). As of October 1, 1991, continuing
education became a prerequisite for license renewal.
• Occupational Therapy Assistant – Must hold a
license, obtained by showing evidence of successful
completion of a program accredited by the
American Occupational Therapy Association, Inc.,
and a minimum of eight weeks supervised fieldwork
(34-39-3-10).
• Occupational Therapy Aide – Requires no license
but works under either the occupational therapist or
the occupational therapy assistant (34-39-3).
• Physical Therapy Assistant (or Physician Therapy
Technician) – Assists in practice under the
supervision of the physical therapist and holds a
license, which must be renewed every two years (34-
24-19,192; 34-24-210-215). As of October 1, 1991,
continuing education became a prerequisite for
license renewal (34-24-216).
• Speech Pathology Aide and Audiology Aide – It
appears there is no requirement for license; however,
aide must meet minimum qualifications established
by the State Board (34-28A-1).
• ESP Administering Medication to Students – Any
ESP asked to administer medication to students must
receive 12 hours of training from the school nurse
and be provided the student’s “care plan.”
Paraprofessional (Instructional/Non-Instructional)
There are no mandates other than those imposed by
ESEA. (See next page “Instructional Paraprofessionals
under Federal Statutes.”)
Secretarial, Clerical Administrative Services
No mandates required of this position.
(continued on next page)

Trades, Crafts, Machine Operators
• Electricians – Must hold a state license (34-36-2, -3,
-7-9).
• Plumbers – Although typically plumbers should be
licensed, there is exclusion for maintenance workers
who do plumbing-related work in the normal course
of their duties (34-37-6; 34-37-15). Maintenance
workers and plumbers (unless such plumbers wish
to do plumbing work outside their employment in
public schools) would not need to hold a license.
Transportation, Delivery, Vehicle Mechanics
• School Bus Drivers – Must hold a special school bus
driver’s license, which must be renewed each year. In
order to have the license renewed, driver must take
four hours of continuing training developed by the
Department of Education (16-274).
• Vehicle Mechanics – Must take training developed by
the Department of Education (16-27-5).
Federal Statutes
Federal statutes typically do not mandate credentialing
requirements – they mandate money. Frequently, a
state that wants federal monies must meet or exceed
the standards imposed by federal statutes.
The mandates for personnel within federal regulations
are mainly the training requirements found in the
Toxic Substances Control Acts for the abatement of
asbestos, lead, and radon. Standards for public school
bus drivers are clearly outlined.
• Instructional Paraprofessional – A local school
district that receives federal funds to employ
instructional paraprofessionals must ensure that
the paraprofessionals have the necessary skills and
knowledge to assist participating children in meeting
the section’s educational goals, have a high school
diploma or its equivalent (exception for those who
have a proficiency in language other than English
that is needed to enhance the participation of
children in programs under this part), and are
under the direct supervision of a teacher.
9
Under No Child Left Behind, all new
instructional paraprofessionals working in
a program supported by Title I, including
schoolwide programs, must have two years,
at least 48 semester hours, of postsecondary
education, or be a high school graduate who
can demonstrate on a “formal state or local
academic assessment” the skills necessary to assist
in classroom instruction of reading, writing, and
math. The formal state assessment is WorkKeys
which may be a “paper and pencil” test or a test
taken on a computer. A score of three must
be made on each section of the WorkKeys to
meet the requirements under NCLB. Existing
instructional paraprofessionals must have met this
requirement by the end of the 2005-06 school
year.
• Physical Therapy Assistant – Must be registered by
providing evidence of having graduated from a
physical therapist’s assistant program approved by
the board (33-35-101, 102, 105, 107).
• Audiology or Speech Pathology Aide – Must meet
minimum qualifications established by the board and
work under the direct supervision of the respective
licensed professional (33-33-103).
• Electrician and Plumber – Must be licensed but it
appears that individuals doing minor electrical work
may be exempt (15-1-119).
• School Bus Driver – Must have a commercial driver’s
license with a school bus “s” endorsement which
requires both a written and driving test. Driver must
have annual training of not less than six hours (16-
27-4).
• Interpreter/Transliterator – Must hold a license
or a permit. This can be obtained by passing a
code of ethics test and taking a performance test as
outlined by the Alabama Board of Interpreters and
Transliterators. They must also have 20 hours of
continuing education. The license/permit must be
renewed annually.
Aides that perform only clerical, personal care,
or playground duties are not considered to be
instructional paraprofessionals and do not have to
meet the NCLB standards.

Professional Development
for Education Support Professionals
Also see: www.nea.org/home/1604.htm
Resolution D-14. Professional Development for Educational
Support Personnel
The National Education Association believes
that professional development should be required
throughout the career of education support personnel.
Professional development programs should provide
equal opportunities for these employees to gain and
improve their position and job performance. Professional
development programs should assure that appropriate
education employees have a decisive voice at every stage of
planning, implementation, and evaluation.
Overview
The important influence of ESP in the education
of students is becoming increasingly recognized and
appreciated. Teachers alone cannot meet the needs of
students. The “support” positions are more than adjuncts
to teachers but provide the foundation necessary to carry
out the teachers’ educational goals. The interrelationship
between all staff is perhaps more widely recognized now
than ever before, given increasing needs and expectations
with decreasing monetary support for our public schools.
For many children, the first school person they see
everyday is their bus driver. Secretaries can make students
feel important and wanted. Paraprofessionals, who are
often one-on-one with the neediest of our schoolchildren,
may “know” those children better than anyone in the
school. Custodians are essential not only to maintaining
a clean environment, but to convey a sense of caring
for students as they carry out their duties. Food service
personnel often provide students with their primary
source of nourishment. It is an undeniable conclusion that
support staff are essential to the promotion of a healthy,
safe, and productive learning environment.
Considerations for staff development programs for
support personnel are centered on the involvement
of the participants to create their own destinies for
lifelong learning. Equally important is making clear
to participating employees the link between their staff
development program and the overall goals of the district.
Staff development programs are also an opportunity for
districts to express recognition and appreciation to the
often unsung heroes who are the ESP.
Staff development for support personnel is, in some
classifications or job groups, very much in its infancy. In
order to nurture programs of meaning in the work lives of
support personnel and in the lifeblood of our schools, the
needs of adult learners must be kept in the forefront as
models are examined and developed.
The Alabama Legislature requires, as part of the
Education Trust Fund Budget passed annually, that
education support professionals be provided two days of
10
professional development each year at their regular daily
rate of pay. The professional development is to provide
occupation-specific skill training, safety training, training
on school discipline, and other relevant aspects of support
personnel interaction with students. Qualified occupationspecific
trainers from the State Department of Education
and/or private vendors solely for training purposes are
to be used. Local affiliates of AEA should be consulted or
help develop the training based on member needs.
The Job Categories
The National Education Association has recognized
nine major job categories within its support staff ranks.
The nine job groups are:
• Paraeducators
• Clerical Services Professionals
• Custodial and Maintenance Professionals
• Food Services Professionals
• Transportation Services Professionals
• Health and Student Services Professionals
• Skilled Trades and Crafts Professionals
• Technical Services Professionals
• Security Services Professionals
While appreciating that staff development is needed
to meet the unique skills and background for each
job, it is important to recognize that the quest for staff
development is not always job-specific. There are certain
skills that must be gained by all ESP.
• Effective discipline
• Interpersonal communications skills
• Diversity awareness
• Stress management
• Crisis intervention
• School safety (for example, gang awareness)
• Self defense
• Customer/community relations
• Health and safety issues (for example, blood borne
pathogens)
• Time management
• Dealing with difficult people
• Legal and ethical issues (including, for example,
sexual harassment)
• Leadership skills
• CPR/first responder courses
• Reporting suspected child abuse

Dealing Positively with Students,
Co-Workers, and Parents
Most people respond better to positive statements and directions. Communication in a more positive
way is more likely to result in cooperation than an argument or confrontation. Negative language
sometimes causes conflict when it is not necessary. Think before you speak. Try replacing negative
statements with positive ones.
Instead Of . . .
Don’t run.
Shut up.
Don’t interrupt.
Mind your own business.
That’s not my responsibility.
Don’t hit.
Get to your seat.
Can’t you do anything right?
I’m busy right now.
Sit down.
Don’t touch that.
Don’t play in the bathroom.
Don’t do it again.
Don’t push.
You should pick up that piece of paper.
My shift is over.
I don’t know.
It’s not my fault the principal didn’t handle it.
I don’t care what you say, your child hit me
with a pencil.
Your child is always causing trouble.
Try . . .
Let’s walk.
Is everyone being quiet? or I’d appreciate it if everyone would
quiet down.
Raise your hand before speaking.
I’m sorry, but this is a private matter between me and _________.
I know who can help you with that.
Someone could get hurt.
I like the way Johnny is sitting.
I can depend on you to do your best.
When I finish, I will be glad to help.
After you are seated, we will continue.
I wouldn’t put my hands on that.
Remember our rules concerning the bathroom.
Remember our good behavior.
Be considerate.
Let’s work together to keep our school clean.
If I didn’t have an appointment, I’d be happy to help you out.
I’ll see what I can find out.
I have followed proper procedure in handling this situation. If
you have further concerns, please speak to the principal.
If you speak with the following witnesses, they will be glad to
explain what happened.
Have you had a chance to sit down with your child to discuss
each day what he/she may be able to do to help me solve the
problem?
11

Job Evaluations Do’s & Don’ts
Your Evaluation: A Conference or A Consequence?
At some time or another, all employees are
formally evaluated by their supervisors. Most often
these evaluations are not grounded in an accurate
reflection of the job function. It is therefore most
important to begin an evaluation process with a
meaningful job description that accurately
describes the current job function and the
responsibilities of the position.
Evaluations build a written record for the
performance of duties outlined in the job
description. They should also be a reaffirmation
of the skills and strengths the employee brings
to the job, and may include a positive plan for
personal improvement.
Your Evaluation: Objectives
• To ensure communication between supervisor
and employee about job expectations and
performance.
• To maintain and/or improve individual
employee performance by developing a plan of
action to follow during a given period of time.
• To provide written documentation of
performance for use in transfers, promotions,
and classification requests.
• To clarify job expectations and provide a system
by which each employee can communicate
interests, goals, concerns, and feelings.
The Evaluation Instrument Should Provide . . .
• A list of job expectations and duties.
• A narrative description relating to performance,
and specific recommendations for
improvement, if necessary.
• The identity, variety, and complexity of the tasks
required by the position.
• The identity, measurement, and maintenance,
where appropriate, for the safe operation of all
machines used.
12
• Job descriptions clarify who is responsible for
certain tasks and help the employee understand
the specific responsibilities of the position.
Job descriptions are also helpful to applicants,
supervisors, and personnel staff at every stage
in the employment relationship. Accurate job
descriptions are a prerequisite for accurate and
meaningful evaluations, wage and salary surveys,
and an equitable wage and salary structure.
The Evaluation Process Should . . .
• Be part of the school board policy with
association input.
• Be separate from any employer discipline
conference.
• Contain a process that develops objective
standards and identifies goals.
• Provide for a yearly evaluation with a beginning
and ending date.
• Provide that employees receive their observation
report at least three days prior to a conference.
• Provide the right of employees to respond to
observations and evaluations in writing, and to
have the response included in the record.
• Provide for a written evaluation instrument.
• Provide for a minimum and maximum number
of formal observations.
➤ Contain an advance notice to employees
of the length, number, and date of
observations.
➤ Provide for a written synopsis of any
observation that may be used in an
evaluation. Such synopsis shall be
presented to the employee within five days
of the observation.
(continued on next page)

➤ Provide for an employee improvement
plan following any observation that is
unsatisfactory or that needs improvement.
• Outline the components of a written employee
improvement plan, including:
➤ areas where improvement is needed;
➤ specific suggestions for improvement;
➤ additional resources to be used to assist
with improvement;
➤ evaluator’s role in assisting employee;
➤ techniques for measuring improvement;
➤ scheduled time for monitoring or a
follow-up observation.
• Provide that employees receive their observation
report at least three days prior to a conference.
• Provide the right of employees to respond to
observations and evaluations in writing, and to
have the response included in the record.
Your Evaluation Conference
• Understand what you want to accomplish.
• Start with some positive comments about
yourself.
• Make notes, in writing.
• Remain rational and confident. Refuse to rush.
Request more time if necessary.
• Clarify with your supervisor just what will
be included in the record. Get it in writing!
Introduce your own materials, such as letters of
commendation, past memos, work orders, etc.
Save all praise!
Job Evaluation Do’s . . .
• Review your job description and any updates.
• Review copies of any previous evaluation reports.
13
• Review policy manuals/department handbooks,
and any other written instructions.
• Keep your own file.
• If you believe disciplinary action may be
involved in your evaluation, consult with your
association representative or UniServ Director.
Job Evaluation Don’ts . . .
• Don’t evaluate yourself.
• Don’t agree to, or identify, deficiencies!
• Don’t accept inaccurate information, erroneous
comments, or hearsay.
• Request detailed information in order to “set
the record straight.”
• Don’t get involved in confrontation.
• Don’t assume that all positive comments will
appear on the record! Request that they be
included.
• Don’t hesitate to postpone the conference if you
are not ready. Request another time.
• Don’t agree to ambiguous and/or open-ended
goals or criteria that could result in
post-evaluation difficulties. Insist that goals be
measurable, reasonable, and positive.
Signing the Record . . .
It should be understood that the employee’s
signature merely indicates that the employee is
aware of the document and/or the evaluation
conference. It should not indicate agreement.
If the employee believes that the signature may
denote agreement, then add a statement before
signing, such as “receipt acknowledged.”

Staff Services
The Alabama Education Association staff members
deliver association benefits and services to ESP
members and locals. UniServ Directors work in your
district to respond to members’ needs.
UniServ Directors provide numerous services
including:
• Providing help with your employment questions
and concerns;
• Processing grievances;
• Attending and monitoring local board of
education meetings;
• Conducting leadership training programs;
• Aiding with local association meetings;
• Aiding local associations and individual members.
Member Discount Programs
• NEA Attorney Referral Program
• AEA VisionChoice ® Advantage vision program
• Personal Passenger Vehicle Protection Plan – Free
• ACCESS Card
Insurance Programs
• NEA DUES-TAB ® Insurance – Free
• AEA’s Endorsed Group Voluntary Term Life
Insurance
• AEA’s Endorsed Group Voluntary Disability
Insurance
• AEA’s Endorsed Voluntary Accidental Death &
Dismemberment Insurance
• AEA’s Endorsed Automobile & Homeowner’s
Insurance
• Critical illness & Cancer Insurance
Savings and Investment Programs
• TIAA-CREF 403(b) Retirement Plan
• TIAA-CREF 457(b) Retirement Plan
Benefits of Membership
14
Information
The Alabama School Journal is sent to your home at
least 31 times per year.
www.myAEA.org is AEA’s Web site. It provides you
with up-to-date information, news, and contacts.
For additional information about these and other
member benefits, check in other member
publications, in the Alabama School Journal, and at
www.myAEA.org.
Do’s and Don’ts
• Do not resign. Under no circumstances
should you resign without first conferring with
your UniServ Director or an AEA staff
attorney.
• Contact your UniServ Director or call AEA at
1-800-392-5839.
• Have an observer/representative at any
conference called for disciplinary reasons.
Do not discuss the issue or attempt to defend
yourself alone.
• Do not make spontaneous replies to any
charges.
• Do not leave your job unless given a written
directive to do so by your supervisor.
• Do not rely on persons who know less about
the law than you do, but think they know
more.
• Do not enter into any agreements or sign any
letters or statements until you have sought
and secured proper legal advice.
• Do not represent yourself.
• Do not make any notations (marks) on
correspondence received from your
supervisor.
• Keep notes of any event or situation that
you may believe can have an impact on your
employment status.
• Avoid public statements. They may not be in
your best interest.
• Do not admit to any accusation or charge
about your job performance.
• Make a list of individuals who might have
information that can help you.

Ten Reasons to Join and Be Active in Your Association
As you begin your career, one of the actions you should take early is to join the
Alabama Education Association. Here are some of the reasons you should join and be active:
Legal Assistance. The association’s legal advice goes
far beyond liability insurance and attorneys. Any time
you have a question about your employment rights or
benefits, a local UniServ staff member is immediately
available to answer those questions. UniServ staff will
also go to bat for you with your administration when
you have questions and concerns. And if you need
legal assistance, AEA’s attorneys are the best in the
state in employment-related law and school law. And it
is all free to AEA members.
Liability Insurance. If you are sued, AEA’s liability
insurance will provide you with an attorney and $1
million in coverage for any judgment against you
relating to your job.
Networking. Through the association and especially
the AEA and NEA online, you will be connected to
other education support professionals from across the
state and nation who are dealing with the same joys
and frustrations you deal with. In addition, you will
have the opportunity to network with other education
employees in your local. AEA’s Web site is www.
myAEA.org.
Lobbying. The association is recognized as the
single most effective voice in Alabama. Members are
encouraged to be involved in this process at the local,
district, state, and national levels.
Information. AEA is education support professionals’
best source of timely information. The association
There is a Big
Difference
Between
Members and
Non-Members
If you have not joined, do so!
You can join today!
Contact your
Association Representative,
UniServ Director,
or call 800.392.5839
for details.
15
keeps on top of all current laws, regulations, and
policies about education. Information is as close as a
toll-free telephone call for any member. Information
is also available in the AEA newspaper, the Alabama
School Journal, and on the AEA Web site at
www.myAEA.org.
Professional Development. The association
provides its members with training sessions on all
aspects of education, in human and civil rights, in
political action, in communications, in discipline,
and in almost any other area of concern to members.
Association workshops are consistently high quality
and at little or no cost to members.
Public Relations. The association tells the public
education support professionals’ views and builds
ESPs’ image in the public through advertising and
public relations activities.
Publications. All association members receive
regular national, state, and local publications with the
latest information about education developments.
Representation. Whether it is the State Board of
Education, a legislative committee, or an education
coalition, whenever decisions about ESPs and students
are being made, AEA is there representing ESPs’ views.
Discounts. Many members save more than their
annual dues through association discounts on
everything from computers to hotel rooms to
insurance.
Members Non-Members
$1,000,000 association liability
insurance protection
None
Staff help for on-the-job problems None
No-cost legal assistance for job problems None
Group insurance programs: auto,
life, home, disability
None
Attorney referral program None
Local, state, and national newsletters None
Aggressive representation in the Alabama
Legislature, at the State Board of Education,
and at local boards of education
None
Free training in job rights and other
job-related topics
None
Special group discounts on a wide variety
of products and services
None

ACCESS
Program
ACCESS is a group discount program created
specially for AEA members only. Printed right
on your membership card, the ACCESS logo is
honored at over 250,000 locations, saving you
money on purchases you make every day.
How does it work?
1. Find offers from participating merchants in your
area.
Log in to the ACCESS card portion of the
AEA Web site, www.myAEA.org, using your ID
number on your membership card. Then, browse
the online savings directory of participating
merchants by entering the city or ZIP code where
you are – or plan to be. You’ll instantly get a list of
discounts and special offers in that area.
2. Redeem your offer. Click on a merchant from your
list and follow its redemption instructions. Note:
Some merchants may ask for a coupon when redeeming
your discount. These merchants are clearly identified
in your search results by the words “coupon required.”
To get your coupon, click the merchant’s name in your
search listing, then click the “print coupon” icon on the
following page. If you have any discount related questions
or problems activating the ACCESS card, please call
866.889.8590.
16
3. Enjoy the savings. With your membership card, you
can receive discounts on:
• Fast food • Movie tickets
• Hotel rooms • Vacation packages
• Casual dining • Video rentals
• Family entertainment • Dry cleaning
• Auto service & repair • Beauty products
• Luxury cruises • Outdoor recreation
• Ski passes • Health products

Assistance from UniServ Director
The state is divided into 30
UniServ districts, some of which have
more than one director, so that the
association can bring services to you.
If you are unsure who your UniServ
Director is, call 1.800.392.5839 and ask
for Field Services, or check online at
www.myAEA.org.
Headquarters Staff
In addition to direct service
from your UniServ Director, AEA
headquarters staff may provide
additional assistance in the following
areas:
• Administrator Division
Leigh Phillips
• AEA Affiliation Matters and Elections
Steve Perrigin
• AEA Leadership Conference
Darryl Sinkfield
• Association of Classroom Teachers
Tyna Davis
• Business Concerns
Steve Perrigin
Alabama Education Association
422 Dexter Avenue
Montgomery, AL 36104
P. O. Box 4177
Montgomery, AL 36103-4177
Toll Free Number: 800.392.5839
Direct Number: 334.834.9790
Fax Numbers:
334.262.8377 [Administration}
334.265.8132 [Research]
334.263.5913 [Field Services]
334.834.7034 [Legal Dept.]
334.262.1226 [Business Office]
Web Site: www.myAEA.org
National Education Association
1201 16th Street, N.W.
Washington, D.C. 20036
Direct Number: 202.833.4000
Fax Number: 202.822.7767
Web Site: www.nea.org
NEA Member Benefits
900 Clopper Road, Suite 300
Gaithersburg, MD 20878-1356
Toll Free Number: 800.637.4636
Monday-Friday: 8 a.m. - 8 p.m.
Saturday: 9 a.m. - 1 p.m. ET
Web site: www.neamb.com
Have a Question? Need Help?
Division & Departments
• Education Policy and
Professional Practice
Tyna Davis
• Education Support Professionals
Curtis Travis
• Emerging Leaders School
Darryl Sinkfield
• Field Services
Darryl Sinkfield
• Future Teachers of Alabama
(High School Student Organization)
Pamela Fossett
• Governmental Relations and Lobbying
Office of the Executive
Secretary
• Legal Concerns
Office of Associate
Executive Secretary
• Member Benefits/ PEEHIP/Retirement
Leigh Lackey
• NEA-RA
Terri Taylor
• Postsecondary Division
Amy Marlowe
NEA Southeastern Regional Office
1745 Phoenix Blvd., Suite 330
Atlanta, GA 30349
Direct Number: 770.996.9047
Fax Number: 770.996.2212
Alabama State Department of
Education
Gordon Persons Building
50 North Ripley Street
P. O. Box 302101
Montgomery, AL 36130-2101
Direct Number: 334.242.9700
Fax Number: 334.242.9708
Web site: www.alsde.edu
Alabama Education Retirees Assn.
828 Washington Avenue
Montgomery, AL 36104
Toll Free Number: 800.537.6867
Direct Number: 334.262.4177
Fax Number: 334.262.6002
Web site: www.aerainc.org
Alabama Teachers’ Retirement System
201 South Union Street
Montgomery, AL 36104
Toll Free Number: 877.517.0020
Direct Number: 334.517.7000
Fax Number: 334.517.7001
Web Site: www.rsa-al.gov
• Professional Development
Conferences and Workshops
Tyna Davis
• Professional Rights
and Responsibilities
Office of Associate
Executive Secretary
• Public Relations Communications and
the AEA Web site, www.myAEA.org
David Stout
• Research
Amy Marlowe
• Education Funding and Revenue
Susan Kennedy
• Student Alabama Education
Association - SAEA
Pamela Fossett
Office of AEA President
For questions and information
relating to the AEA president and
board of directors, call toll free:
800.392.5839.
Office of AEA Executive
Secretary
If you have a problem that is still
unresolved after you have contacted
the staff/departments/offices listed
above, call toll free: 800.392.5839.
Frequently Used Addresses, Telephone & Fax Numbers & Web Addresses
Governor of Alabama
Alabama State Capitol
600 Dexter Avenue, Room N-104
Montgomery, AL 36130
Toll Free Number: 800.591.4217
Direct Number: 334.242.7100
Fax Number: 334.353.0004
Web Site: www.governor.state.al.us
Alabama Senate
State House/Senate Chamber
11 South Union Street
Montgomery, AL 36130
Toll Free Number: 800.499.3051
Direct Number: 334.242.7800
Fax Number: 334.242.8818
Web site: www.legislature.state.al.us
Alabama House
State House/House Chamber
11 South Union Street
Montgomery, AL 36130
Toll Free Number: 800.499.3052
Direct Number: 334.242.7600
Fax Number: 334.242.4759
Web site: www.legislature.state.al.us

ALABAMA EDUCATION ASSOCIATION
Alabama Education Association
422 Dexter Avenue (36104) • P. O. Box 4177
Montgomery, AL 36103-4177
334.834.9790 • 800.392.5839
www.myAEA.org EH7400.0712